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Riverhouse Hospitality Employee Handbook

Last updated: April 2018

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Welcome to Riverhouse Hospitality! We are delighted that you have chosen to join our organization and hope that you will enjoy a long and successful career with us! We believe that every employee has a part in making Riverhouse Hospitality (RHH) successful. As a growing company we strive to exceed the industry standard and exceed our customer’s expectations. Our philosophy is to focus on customer service at all times! By focusing on the attention to detail in both service and food and beverage offerings we feel we have the perfect recipe to be successful. This handbook describes many of our policies. It will answer many questions you may have about your employment at RHH. Please become familiar with the handbook as soon as possible. If you have any questions, please feel free to ask your supervisor, or contact the Human Resources Department. We expect that your experience with RHH will be challenging, enjoyable, and rewarding. Again, welcome! Sincerely, Trevor Furrer, Mark Poole & Jim Bucko Managing Partners

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Table of Contents

Equal opportunity and Disability Accommodation 5 Employment At-Will 6 Employee and Employer Responsibility Non-Disclosure (confidential information) 7 Harassment and complaint procedure 7-9 Conflicts of Interest 9 Return of Property 9 Employment Relationship Employee Relations 10 Job Posting 10 Employment Applications 11 Job Descriptions 11 Employee Files 11 Access to Personnel Files 12 Employment Reference Checks 12 Timekeeping 12-13 Rest and Meal Periods 13 Overtime 13-14 Paydays 14 Pay Advances 14 Pay Deductions and Garnishments 14-15 Resignation 15 Workplace Safety Safety 16 Drug Testing 16 Drug and Alcohol Use 17 Smoking 17 Life-Threatening Illnesses in the Workplace 18 Workplace Violence Prevention 18-19 Emergency Closings 19 Use of Equipment and Vehicles 19-20 Employee Benefits and Time Off Employee Benefits 21 Medical Coverage 22 Long Term and Short Term Disability 22 Family and Medical Leave (FMLA) 22-23 401(k) Plan 23

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Worker’s Compensation 24 Holidays 24-25 Sick Time 25 Vacation Benefits 25-26 Jury Duty 26 Bereavement Leave 26 Workplace Guidelines Employee Conduct and Work Rules 27 Security Inspections 28 Cell Phone Usage 28 Workplace Monitoring 29 Telecommuting 29 Computer, Internet and E-mail Usage 30-31 Social Media Usage 31 Visitors in the Workplace 31-32 Personal Appearance 32-33 Work Schedules 33 Attendance and Punctuality 33-34 Performance Evaluation 34 Progressive Discipline 34-35 Outside Employment 35 Personnel Data Changes 35-36 Problem Resolution 36 Employee Handbook Acknowledgement and Receipt 37

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Equal Employment Opportunity Riverhouse Hospitality is an affirmative-action equal opportunity employer. Riverhouse Hospitality provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR Manager.

Disability Accommodation Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH is committed to complying fully with the Americans with Disabilities Act (ADA). We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We conduct all our employment practices and activities on a non-discriminatory basis. When asked, we will make job applications available in alternative, accessible formats. We will also give assistance in completing the application. We only make pre-employment inquiries regarding an applicant's ability to perform the duties of the job. Sign-off on a job description will confirm employee is able to work all tasks without accommodations. Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. We make our employment decisions based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation as well as job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. RHH is committed to taking all other actions that are necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and any other applicable federal, state, and local laws.

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Employment at Will Employment at RHH is on an at-will basis unless otherwise stated in a written individual employment agreement signed by the owner of the company. This means that the employment relationship may be terminated at any time either by the employee or by the company for any reason not expressly prohibited by law, with or without notice. Employment hours for each employee are determined based on the needs for each event being staffed. Since the company business is often seasonal, the number of work hours offered to an employee can and will vary during the course of a calendar year. There is no guaranteed minimum or average number of hours that will be offered to any individual.

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Employee and Employer Responsibility

Non-Disclosure Effective Date: 1/30/2014 Revision Date: 4/1/2018

It is very important to RHH that we protect our confidential business information and trade secrets. Confidential information includes, but is not limited to, the following examples:

Computer programs and codes

Customer lists

Customer preferences

Financial information

Marketing strategies

Pending projects and proposals

Proprietary production processes

Research and development strategies If you improperly use or disclose a trade secret or confidential business information, you will be subject to disciplinary action, up to and including termination of employment and legal action. This applies even if you do not receive any benefit from releasing the information.

Sexual and Other Unlawful Harassment Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. RHH will not tolerate any actions, words, jokes, or comments based on a person's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic. Sexual harassment is defined as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature. While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

Unwanted sexual advances.

Offering employment benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

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Visual conduct that includes leering, making sexual gestures, or displaying sexually suggestive objects or pictures, cartoons or posters.

Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.

Verbal sexual advances or propositions.

Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.

Physical conduct that includes touching, assaulting, or impeding or blocking movements, brushing up against the body.

Discussion of one’s sexual activities and inquiries into one’s sexual experiences Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment. Definition of Unlawful Harassment. “Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class. Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law.

Complaint Procedure If you experience or witness sexual or other unlawful harassment at work, report it immediately to your supervisor. If your supervisor is unavailable or you believe it would be inappropriate to discuss it with your supervisor, you should immediately contact the Human Resources Department or any other member of management. There will not be punishment or reprisal if you report sexual harassment or ask questions or raise concerns about it. Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Department or any member of management so it can be investigated in a timely and confidential manner. Any employee who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment. RHH will take all steps necessary to prevent and eliminate unlawful harassment. All allegations

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of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and the confidentiality of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Conflicts of Interest Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH expects all employees to conduct themselves and company business in a manner that reflects the highest standards of ethical conduct, and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Conflict of Interest occurs when an individual or organization is involved in multiple interests, one of which can possibly corrupt the motivation of intent. The existence of conflict of interest may not, in and of itself, be evidence of wrong doing. However, it can become a legal matter when an individual tries and or succeeds in influencing the outcome of a decision for personal benefit. It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises where there is a potential conflict of interest, the employee should discuss this with a manager for advice and guidance on how to proceed.

Return of Property Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH may loan employees property, materials or written information to help perform their jobs. Employees are responsible for protecting and controlling any property we loan them. When an individual’s employment ends at RHH, he or she must return all RHH property immediately. Failure to return RHH property may result in legal action.

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Employment Relationship Employee Relations Effective Date: 1/30/2014 Revision Date: 4/1/2018

We believe that the work conditions, wages, and benefits we offer to RHH employees are competitive with those offered by other local employers and employers within the industry. If an employee has concerns about work conditions or compensation, we strongly encourage him or her to express these concerns openly and directly to your supervisor. Our experience has shown that when employees deal openly and directly with management, their work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that RHH fully demonstrates its commitment to employees by responding effectively to employee concerns.

Job Posting Effective Date: 1/30/2014 Revision Date: 4/1/2018

We strongly support promoting from within the company. Our job posting program gives employees the opportunity to express their interest in open positions and to advance within the organization according to skills and experience level. In general, we post all part-time and full-time open positions, although RHH reserves the right to not post a particular opening. To be eligible to apply for a posted job, an employee must have performed competently for at least 365 calendar days in his or her current position. Employees are not eligible to apply for a posted job if they have a written warning on file, or are on probation or suspension. Employees may only apply for posted jobs for which they possess the required skills, competencies, and qualifications. We encourage employees to talk with their supervisor about career plans. We also encourage supervisors to support employee efforts to gain experience and advance within RHH. After employees apply for a position, his or her supervisor may be contacted for information about performance, skills, and attendance. Any staffing limitations or other circumstances that might affect a possible transfer may also be discussed.

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Employment Applications Effective Date: 1/30/2014 Revision Date: 4/1/2018

We rely on the accuracy of the information you put on your employment application. We also expect that you and your references give accurate and true information during the hiring process and employment. If we find that any information is misleading, false, or was left out on purpose, we may reject an applicant from further consideration. If the person was already hired, it could result in termination of employment.

Job Descriptions Effective Date: 1/30/2014 Revision Date: 4/1/2018

We try to have accurate job descriptions for all jobs at RHH. A job description includes the following sections; job information, job summary (gives a general overview of the job's purpose), essential duties and responsibilities, supervisory responsibilities, qualifications (includes education and/or experience, language skills, mathematical skills, reasoning ability, and any certification required), physical demands, and work environment. We use the job descriptions to help new employees understand their jobs and their responsibilities. We also use job descriptions to identify the requirements of a job, set up the hiring criteria, set standards for employee performance evaluations, and establish a basis for making reasonable accommodations for individuals with disabilities. Job descriptions do not necessarily cover every task or duty that employees might be assigned. Employees may be assigned additional responsibilities as necessary. Employees should contact their Supervisor with any questions or concerns about their job description.

Employee Files Effective Date: 1/30/2014 Revision Date: 4/1/2018

It is important that all new hires have proper documentation to work for RHH. If employees follow the guidelines provided by Human Resources and Payroll, our company should be compliant for State/Federal and RHH rules and regulations. The compliance and completion of new hire files will be reflected in the hiring manager and GM's annual review.

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Access to Personnel Files Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH keeps personnel files on all employees. The personnel files include job applications and related hiring documents, training records, performance documentation, salary history, and other employment records. Personnel files are the property of RHH. Because personnel files contain confidential information, managers and supervisors may only have access to their own information on a need-to-know basis. Employees requesting access to their personnel file must have a legitimate business reason and receive approval. Personnel files are to be reviewed in the Human Resources Department. You will need to give advance notice if you wish to see your file. You may review your file only when an authorized manager is with you.

Employment Reference Checks Effective Date: 1/30/2014 Revision Date: 4/1/2018

To ensure that individuals who join RHH are well qualified and have a strong potential to be productive and successful, it is the policy of RHH to check the employment references of all applicants. The Human Resources Department will respond to all reference check inquiries from other employers. Responses to such inquiries will confirm only dates of employment, wage rates, and positions held.

Timekeeping Effective Date: 1/30/2014 Revision Date: 4/1/2018

Non-exempt employees are responsible for accurately recording the hours they work. Time-clocks are provided except for at off-site catering events. The law requires RHH to keep accurate records of time worked in order to correctly calculate employee pay and benefits. Non-exempt employees must accurately record the time they start and stop work, when they start and end any meal periods or split shifts, and when they leave the workplace for personal reasons. Before employees work any overtime, they must always get advance approval. Falsifying time records is a serious matter. Employees may not change time after it has been recorded, enter a false time on purpose, tamper with time records, or record other employees'

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time for them. Violations of these rules may result in disciplinary action, up to and including termination Non-exempt employees should not start working more than five minutes before their scheduled start time. They should also not continue working more than five minutes after their scheduled end time, unless otherwise specified by a supervisor or manager.

Rest and Meal Periods Effective Date: 1/30/2014 Revision Date: 4/1/2018

Non-exempt employees will have one meal period (30 minutes) for a shift consecutive of 7 1/2 hours or more. Meal and rest breaks will be scheduled by the department supervisor or manager. Please see your supervisor for approval prior to taking a break, and if you have questions regarding your rest and meal period for a particular shift. RHH is not required to provide meals for employees.

Overtime Effective Date: 1/30/2014 Revision Date: 4/1/2018

There may be times when RHH cannot meet its operating requirements or other needs during regular working hours. If this occurs, we may schedule employees to work overtime hours. When possible, we will try to give employees advance warning of a mandatory overtime assignment. Overtime is actual hours worked in excess of 40 hours in a single workweek. Non-exempt employees will receive overtime pay in accordance with the federal and state wage and hour laws. Overtime pay is based on the actual hours worked. For this reason, time off for sick leave, vacation, and other paid or unpaid leaves of absence are not counted as hours worked when calculating overtime pay. It is our policy that no overtime can be worked without the approval and authorization of the supervisor. We try to distribute overtime assignments fairly among all employees who are qualified to perform the required work. If employees do not work scheduled overtime or if they work overtime without first getting your supervisor's approval, they may be subject to disciplinary action, up to and including possible termination of employment. We have many opportunities to work at more than one location. If an employee works at his or

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her home property for 20 hours and 24 hours at another location, he or she will be paid overtime through the second location.

Paydays Effective Date: 1/30/2014 Revision Date: 4/1/2018

All employees are paid bi-weekly on every other Friday. Each paycheck includes pay for all work performed through the end of the previous payroll period. If a payday falls on a federal holiday, employees will be paid on the preceding workday. If you are on vacation on payday, you will receive your paycheck when you return. RHH has a direct deposit program. Direct deposit means your pay will be deposited directly into your bank account only with proper documentation and authorization. On paydays, instead of a pay check, you will receive a check stub with a payment summary. It is the employee's responsibility to pick up their check or direct deposit check stub.

Pay Advances Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH does not give pay advances on unearned wages to employees.

Pay Deductions and Garnishments Effective Date: 1/30/2014 Revision Date: 4/1/2018

Laws require RHH to take deductions from employees’ pay. Deductions are money taken from pay for programs such as federal, state, and social security taxes. Garnishments may also be a deduction that can occur. If you want to know why money was deducted from your paycheck or how your pay is calculated, please contact the Payroll department.

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The FLSA limits the types of deductions that may be made from the pay of an exempt employee. Deductions that are permitted include:

• Deductions that are required by law, e.g., income taxes • Deductions for employee benefits when authorized by the employee • Absence from work for one or more full days for personal reasons other than

sickness or disability • Absence from work for one or more full days due to sickness or disability if the

deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness

• Offset for amounts received as witness or jury fees, or for military pay • Unpaid disciplinary suspensions of one or more full days imposed in good faith for

workplace conduct rule infractions.

Resignation Effective Date: 1/30/2014 Revision Date: 4/1/2018

Resignation means that an employee voluntarily terminates his or her employment at RHH. If an employee decides to resign, we would like to be informed in writing at least 2 weeks prior to the last day of work. Holidays and paid time off (PTO) will not be counted toward the 2 weeks’ notice. Although advance notice is not required, employees will be helping their co-workers as it will provide more time to reassign work and find a replacement. If applicable, Human Resources will provide employees with information regarding final pay and information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

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Workplace Safety Effective Date: 1/30/2014 Revision Date: 4/1/2018

Safety is a top priority at RHH. We want RHH to be a safe and a healthy place for employees and guests. A successful safety program depends on everyone being alert and committed to safety. We regularly communicate in different ways with employees about workplace safety and health issues. These communications may include supervisor-employee meetings, bulletin board postings, memos, or other written communications. Employees are expected to obey all safety rules and be careful at work. Employees must immediately report any unsafe condition to the appropriate supervisor. If employees violate RHH safety standards, they may be subject to disciplinary action, up to and including termination of employment. Violations include causing a hazardous or dangerous situation, not reporting a hazardous or dangerous situation, and not correcting a problem when it could have been corrected. It is very important that the employee informs the appropriate supervisor immediately about any accident that causes an injury, no matter how minor it might seem at the time. When the employee reports it quickly, we can investigate the accident promptly, follow the laws, and start insurance and worker's compensation processing, should we need to. Please follow the guidelines in the Material Safety Data Sheets (MSDS).

Drug Testing Effective Date: 1/30/2014 Revised Date: 4/1/2018

We are committed to making RHH a safe, efficient, and productive work environment for all employees. There can be serious safety and health risks if an employee uses or is under the influence of drugs or alcohol on the job. We may ask employees to provide body substance samples, such as hair, urine or blood. We will use the samples to check for the illegal or illicit use of drugs and alcohol. If an employee refuses to be tested for drugs, he or she may be subject to disciplinary action, up to and including termination of employment. We may require an employee/manager to take a drug test if we have reasonable suspicion they are under the influence of drugs or alcohol which would adversely affect the job. (Sec 31-51x) If you have questions about our drug testing policy or its administration, contact the Human Resources Department.

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Drug and Alcohol Use Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH is committed to being a drug-free, healthful, and safe workplace. Employees are required to come to work in a mental and physical condition that will allow them to perform their jobs satisfactorily. RHH employees may not use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs while on RHH premises or while conducting any business-related activity away from RHH premises. Employees may use legally prescribed drugs on the job only if they do not impair their ability to perform the essential functions of the job effectively and safely without endangering themselves or others. Doctor’s verification is required. If this policy is violated, it may lead to disciplinary action, up to and including immediate termination of employment. We may also require employees to participate in a substance abuse rehabilitation or treatment program. If this policy is violated, there could also be legal consequences. If employees have a drug or alcohol problem, they may request unpaid time off to participate in a rehabilitation program, only if their substance abuse problem has not already resulted in disciplinary action and they are not currently subject to immediate disciplinary action. We may approve the time off if it will not cause RHH an undue hardship. We may require an employee/manager to take a drug test if we have reasonable suspicion they are under the influence of drugs or alcohol which would adversely affect the job. (Sec 31-51x) Any questions or concerns about this policy or issues related to drug or alcohol use at work can be directed to the Human Resources Department without fear of reprisal.

Smoking Effective Date: 1/30/2014 Revision Date: 4/1/2018

Smoking is not allowed in company buildings or work areas at any time. “Smoking” includes the use of any tobacco products (including chewing tobacco), electronic smoking devices, and e-cigarettes. Smoking is only permitted during break times in designated outdoor areas. Employees using these areas are expected to dispose of any smoking debris safely and properly.

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Life-Threatening Illnesses in the Workplace Effective Date: 1/30/2014 Revision Date: 4/1/2018

Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue their normal lives, including work, to the degree that they can. RHH wants to help these employees to work as long as they continue meeting the required performance standards. Medical information on any employee is confidential. RHH will take reasonable precautions to protect medical information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain the confidentiality of employee medical information. Anyone inappropriately disclosing medical information is subject to disciplinary action, up to and including termination of employment. Any questions or concerns about life-threatening illnesses should be directed to the Human Resources Department for information and referral to appropriate services and resources.

Workplace Violence Prevention Effective Date: 1/30/2014 Revision Date: 4/1/2018

We are committed to preventing workplace violence and making RHH a safe place to work. This policy explains our guidelines for dealing with intimidation, harassment, physical confrontation, violent acts, or threats of violence that might occur during business hours or on our premises at any-time. Employees are expected to treat co-workers, including supervisors and temporary employees, with courtesy and respect at all times. Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. We do not allow firearms, weapons, or other dangerous or hazardous devices and substances on the premises of RHH without proper authorization. RHH does not allow behavior at any time that threatens, intimidates, bullies, or coerces another employee, a guest, or a member of the public. This includes off-duty periods. We do not permit any act of harassment, including harassment that is based on an individual's sex, race, age, or any characteristic protected by federal, state, or local law. All RHH employees bear the responsibility of keeping their work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or the Human Resources

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Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline. We will protect the identity of a person who makes a report when practical. Until we have investigated a report, we may suspend an employee, either with or without pay, if we think it is necessary for safety reasons or in order to perform the investigation. Be sure to immediately report any suspicious person or activities to a supervisor. Do not place yourself in danger. If you see or hear trouble or a disturbance near your work area, do not try to see what is happening or try to stop it. If an employee commits a violent act, threaten violence, or violate these guidelines in another way, he or she will be subject to disciplinary action, up to and including termination of employment. If an employee is having a dispute with another employee, we encourage them to talk it over with their supervisor or Managing Partner. We will not discipline you for bringing these types of problems to our attention.

Emergency Closings Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH will always make every attempt to be open for business. There may be times when emergencies, such as severe weather, fires, power failures, or earthquakes, disrupt or prohibit normal business operations at RHH. If an emergency closing is not authorized and an employee does not report for work, he or she will not be paid for the time off.

Use of Equipment and Vehicles Effective Date: 1/30/2014 Revision Date: 4/1/2018

Equipment and vehicles that are essential in accomplishing job duties are expensive and may be difficult to replace. When employees use RHH property, they should exercise extreme caution, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please inform your supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. When you promptly report damages, defects, and the need for repairs, you can prevent deterioration of equipment and possible injury to employees or others.

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The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles may result in disciplinary action, up to and including termination of employment. Excessive or avoidable traffic and parking violations may also result in disciplinary action, up to and including termination of employment. See your supervisor if you have questions about your responsibility for maintenance and care of equipment or vehicles you use on the job. Employees must be approved by the company to use any of the vehicles. Please contact the Human Resources Department with any questions.

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Employee Benefits

Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH recognizes the value of benefits to employees and their families. The company supports employees by offering a comprehensive and competitive benefits program. Some benefits are required by law and cover all employees. The legally required benefits include Social Security, workers' compensation, state disability, and unemployment insurance. There are several factors that decide if you are eligible for a benefit. One important factor is your employment classification. See your supervisor to find out which benefit programs you are eligible for. This employee handbook contains policies describing many of the benefit programs. The following benefit programs are available to eligible employees:

• Medical Insurance • Short Term Disability • Long Term Disability • FMLA • 401(k) Plan • Worker’s Compensation • Holidays • Sick Time • Vacation Benefits

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Medical Insurance Effective: 1/30/2014 Revised: 4/1/2018

Due to the constant changes and updates with the Affordable Care Act health plan, you will be advised from the Human Resources Department if you qualify under our insurance plan.

Short Term Disability

Short-Term Disability benefits are offered to exempt and non-exempt employees. This is a voluntary benefit and is funded solely by the employee. Please contact the Human Resources Department for more information.

Long Term Disability

Long-Term Disability benefits are offered to full-time employees working an average of 30 hours per week. You will be advised by the Human Resources Department if you qualify for these benefits.

FMLA Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH complies with the CT Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. Eligibility Employees must be employed for 12 months and have 1,000 hours of service to be eligible. Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the Company’s normal call-in procedures. We require a health care provider's statement verifying that you need a medical leave, when the leave would start and the expected end dates. You are responsible for telling us if that information changes later. Before you can return to work, we will require verification from a health care provider that says you are fit to return.

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Leave Entitlement The FMLA requires employers with 75 or more employees to provide eligible employees up to 16 weeks of unpaid, job-protected leave within any 24 month period for certain family and medical reasons. Reasons for leave are: (a) upon the birth of a son or daughter of the employee, (b) upon the placement of a son or daughter with the employee for adoption or foster care, (c) in order to care for the spouse, son, daughter, or parent of the employee, if such spouse, son, daughter or parent has a serious health condition, (d) because of a serious health condition of the employee or (e) in order to serve as an organ or bone marrow donor. Entitlement to leave under subparagraph (A) or (B) of subdivision (2) of subsection (a) of this section may accrue prior to the birth or placement of a son or daughter when such leave is required because of such impending birth or placement. If you think you will need a family medical leave, please give your GM and HR your request as soon as possible. Benefit Protection Subject to the terms, conditions, and limitations of the applicable plans, RHH will continue to provide your health insurance benefits for the full period of an approved medical leave. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. If an employee does not come back to work promptly at the end of a medical leave, we will assume that he or she has resigned.

401(k) Plan

RHH recognizes the importance of saving for retirement and offers eligible employees a 401(k) plan. Eligibility, vesting, and all other matters relating to these plans can be explained by the Human Resources department.

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Workers' Compensation Effective Date: 1/30/2014 Revision Date: 4/1/2018

The workers' compensation program covers injuries or illnesses that might occur during the course of your shift that require medical, surgical, or hospital treatment. Subject to legal requirements, workers' compensation insurance begins after a short waiting period, or if you are hospitalized, the benefits begin immediately. It is very important that the employee informs his or her supervisor immediately about any work-related injury or illness, regardless of how minor it might seem at the time. Prompt reporting helps to make sure that the employee qualifies for coverage as quickly as possible and will let management investigate the matter promptly. The supervisor needs to fill out the incident form with input from the employee, and return to the Human Resources department. The form is not valid if person injured fills out form. Workers' compensation covers only work-related injuries and illnesses. Neither RHH nor its insurance carrier will pay workers' compensation benefits for injuries that might happen if you voluntarily participate in an off-duty recreational, social, or athletic activity that we might sponsor.

Holidays Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH recognizes and allows time off with pay to salaried employees for the following holidays:

New Year’s Day

Easter

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

Employee’s Birthday If a salaried employee works one of the above holidays, they may take another day off within that month. If a non-exempt employee works one of the above holidays, he or she will receive holiday pay which is time and a half. If a non-exempt employee does not work a holiday, he or she is not compensated. The employee also must work both the last scheduled work day immediately before the holiday and first scheduled day immediately after the holiday to be eligible, no call-offs.

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If a recognized holiday falls on a Saturday, RHH will observe it on the Friday before the holiday. If a recognized holiday falls on a Sunday, RHH will observe it on the Monday after the holiday. If a manager works the holiday and cannot or chooses not to observe it on the Friday before or Monday after, they may “bank” the holiday and use it at a later time. If employees are eligible for paid holidays and on the holiday they are on a paid absence, such as vacation or sick leave, they will not receive holiday pay.

Sick Time Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH provides exempt and non-exempt employees with paid sick days. Employees shall be entitled to the use of accrued paid sick leave upon the completion of the six-hundred-eightieth hour of employment. Sick time accrues at a rate of one hour of paid sick leave for each forty hours worked, and in one-hour increments up to a maximum of forty hours per calendar year. Sick days are not intended to be used as a substitute for vacation days, but sick days may be used if an employee needs to provide care for a family member who is ill. Sick days may also be used if an employee needs time off for scheduled medical procedures. We follow all state laws in compliance with sick leave.

Vacation Benefits Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH offers vacation time off with pay to eligible exempt employees. Eligible employees are encouraged to take vacation for rest and relaxation during the year. Eligible exempt employees will accrue paid vacation according to the following schedule: Service Period Vacation Accrual Within year 1 1 week (5 days) 1-4 years 2 weeks (10 days) 5+ years 3 weeks (15 days) The employee’s hire anniversary date begins new vacation availability. Employees may not take less than one day of vacation at a time. Employees should submit vacation plans to their

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supervisor at least 4 weeks in advance of the requested vacation date. Each request will be reviewed and approved by the property GM. Approval will be based on a number of factors, including the company’s business needs and staffing requirements. No more than three wrap around weekends a year are allowed. Employees will be paid for vacation time off at their base pay rate as of the time of the vacation. Vacation pay does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. If employees do not use their available vacation by the end of a benefit year, they will not be paid for the unused time. Employees will start earning vacation time again in the next benefit year. We do not offer unpaid time off. If employment terminates, the individual will be paid for any unused vacation time that has been earned through his or her last day of work. However, if employment terminates before the first year anniversary and there is unused vacation time, the vacation time is void.

Jury Duty Effective Date: 8/25/2015 Revision Date: 4/1/2018

The company supports employees in their civic duty to serve on a jury. If an employee is summoned for jury duty, they should inform their manager/GM as soon as they are notified. If an employee is released from jury duty after 4 hours or less of service, he or she must report to work for the remainder of that work day. If you are needed for the day, not needed after reporting or should your jury duty last longer than a day, provide documentation upon arrival back to work so we can document jury duty pay appropriately. The first 5 days you receive your entire pay from the company. After that the courts pay $50 a day.

Bereavement Leave Effective Date: 1/30/2014 Revision Date: 4/1/2018

As an employee you are allowed up to three consecutive days of regularly scheduled duty with pay in the event of the death of employee’s spouse, domestic partner, parents, stepparents, siblings, stepsiblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild. To be eligible for paid bereavement leave you must attend the funeral. In the event of the death of any other family member, you will receive one day off your regular scheduled duty with pay if you attend the funeral.

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Workplace Guidelines

Employee Conduct and Work Rules Effective Date: 1/30/2014 Revision Date: 4/1/2018

We expect employees to follow certain work rules and conduct themselves in ways that protect the interests and safety of all employees and RHH. While it is impossible to list every action that is considered unacceptable conduct, we have listed some examples. Employees who break work rules such as these may be subject to disciplinary action, up to and including termination of employment:

• Theft or inappropriate removal or possession of property • Falsification of timekeeping records • Working under the influence of alcohol or illegal drugs • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the

workplace, while on duty, or while operating employer-owned vehicles or equipment • Fighting or threatening violence in the workplace • Boisterous or disruptive activity or language in the workplace • Negligence or improper conduct leading to damage of employer-owned or customer-

owned property • Insubordination or other disrespectful conduct • Violation of safety or health rules • Smoking in prohibited areas • Sexual or other unlawful or unwelcome harassment • Possession of dangerous or unauthorized materials, such as explosives or firearms, in

the workplace • Excessive absenteeism or any absence without notice • Unauthorized absence from work station during the workday • Unauthorized use of telephones, mail system, or other employer-owned equipment • Unauthorized disclosure of business "secrets" or confidential information • Violation of personnel policies • Unsatisfactory performance or conduct

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Security Inspections Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH wants to have a work environment that is free of illegal materials. We prohibit the possession, transfer, sale, or use of such materials on our premises. We may provide employees with desks, lockers, and other storage devices for convenience, but these are always the sole property of RHH. Because they are our property, we may allow our representative or authorized agents to inspect them at any time, either with or without advance notice to the employee. We may also inspect any items that we find inside them. We also discourage theft and the unauthorized possession of property that belongs to our employees, RHH, visitors, and customers. To help enforce this policy, we may require inspection of employees and other persons who enter or exit our premises as well as any packages or other belongings they carry with them.

Cell Phone Usage Effective Date: 1/30/2014 Revision Date: 4/1/2018

Should an employee be provided a company cell phone, he or she is allowed to use them for business and short personal calls within reasonable limits. Sometimes we may check cell phone bills to make sure this policy is being followed. RHH prohibits employees from using cell phones for business or personal reasons while they are driving. If an employee is driving and needs to use a cell phone, for business or personal reasons, he or she should stop the car before placing a call or using a cell phone. Managers may sometimes have to speak with their clients on their cell phones. Those calls must be limited to work related issues while in the office. Cell phones are not allowed at the employee work station or on the employee if on the clock. Cell phones must be stored in a safe place during a shift. Other cell phone usage may be used while on an authorized break in approved location. Ask your manger where the approved location is. Be sure to be courteous and keep personal conversations, personal. Phone conversations should not be in the presence or in view of guests.

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Workplace Monitoring Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH may conduct workplace monitoring to help ensure quality control, employee safety, security, and customer satisfaction. Employees who regularly communicate with customers may have their telephone conversations monitored or recorded. Telephone monitoring helps us to identify training needs and performance problems. All computer equipment, services, or technology that we furnish are the property of RHH. We reserve the right to monitor computer activities and data that is stored in our computer systems. We also reserve the right to find and read any data that employees write, send, or receive by computer. We use video surveillance of non-private workplace areas. We use video monitoring to identify safety concerns, maintain quality control, detect theft and misconduct, and discourage and prevent harassment and workplace violence. RHH facilities and grounds are equipped with 24-hour recorded camera surveillance security system. The system complies with The Privacy Act of 1974 Employees may ask to see information about them that was gathered by workplace monitoring if it might impact employment decisions. We will give employees access unless there is an ongoing investigation or a legitimate business reason to protect confidentiality. Because we are sensitive to employees' legitimate privacy rights, we will make every effort to guarantee that workplace monitoring is always done ethically and with respect.

Telecommuting Effective Date: 1/30/2014 Revision Date: 4/1/2018

Telecommuting is typically discouraged as productivity is not as it is when you are in the office. While we are not opposed for certain circumstances, your requests to work from home must be limited and approved by your GM.

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Computer, Internet and E-mail Usage Effective Date: 1/30/2014 Revision Date: 4/1/2018

To help employees do their job, RHH may give access to computers, computer files, the internet, e-mail system, and software. Any use of company-provided technology should be reserved for business-related matters during work hours. Employees should not use a password, access a file, or retrieve any stored communication without authorization. All internet and e-mail data that is written, sent, or received through our computer systems is part of RHH records. This means that RHH can be legally required to show that information to law enforcement or other parties. Therefore, employees should always make sure that the business information contained in internet searches and e-mail messages is accurate, appropriate, ethical, and legal. Employees should not have any expectation of privacy in their use of communication tools. Employees may not use e-mail to solicit co-workers regarding businesses outside of RHH, religious or political causes, outside organizations, or any other non-business matters. Employees may not use RHH e-mail for personal e-mails. The equipment, services, and technology that employees use to access the internet are the property of RHH. Therefore, we reserve the right to monitor how employees use the Internet. The internet is intended for work related topics and usage. Facebook, Twitter and other social media for personal reasons is not allowed. Management will be responsible for daily monitoring. We also reserve the right to find and read any data that employees write, send, or receive through our on-line connections or is stored in our computer systems. Employees may not write, send, read, or receive data through the Internet that contains content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. If employees use the computers, internet or e-mail in a way that violates the law or RHH policies, they will be subject to disciplinary action, up to and including termination of employment. Employees may also be held personally liable for violating this policy. We strive to have a workplace that is free of harassment and is sensitive to the diversity of our employees. Usage of computers, internet and e-mail in ways that are disruptive, offensive to others, or harmful to morale is prohibited. RHH does not allow the unauthorized use, installation, copying, or distribution of copy-righted, trademarked, or patented material on the internet. As a general rule, if you did not create the material, you do not own the rights to it, nor do you have authorization for its use, you may not put the material on the internet. Employees are also responsible for making sure that anyone who sends them material over the internet has the appropriate distribution rights as well. To protect against computer viruses, employees may not download a file from the internet without getting authorization in advance. Delete any e-mail messages prior to opening that are

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received from unknown senders and advertisers. RHH prohibits the illegal duplication of software and its documentation. If you know about any violations to this policy, notify your supervisor, the Human Resources Department or any member of management. Employees who violate this policy are subject to disciplinary action, up to and including termination of employment.

Social Media Usage Effective Date: 4/1/2018

Social media refers to blogs, forums, and social networking sites. Employees may use social media on their own time using their own facilities. Employees must ensure that social media activity does not interfere with their work. Employees may engage in social media activity during work time provided it is directly related to their work, and approved by their manager.

Demonstrate respect for the dignity of the company, its owners, its customers, its vendors, and its employees. A social media site is a public place, and employees should avoid inappropriate comments. For example, employees should not divulge [COMPANY NAME] confidential information such as trade secrets, client lists, or information restricted from disclosure by law on social media sites. Similarly, employees should not engage in harassing or discriminatory behavior that targets other employees or individuals because of their protected class status or make defamatory comments. Violations of this policy may result in disciplinary action up to and including termination of employment.

Visitors in the Workplace Effective Date: 1/30/2014 Revision Date: 4/1/2018

Only visitors who are properly authorized may be on RHH premises. This helps to maintain safety standards, safeguard employee and customer welfare, protect our property and facilities, guard confidential information against theft, and reduce potential distractions and disturbances. Because of safety and security reasons, we ask that employees discourage family and friends from visiting them at work. If employees do have a visitors, we will ask that they meet that person outside of their work area.

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All visitors should enter RHH at the main entrance. If you have visitors, you are responsible for their conduct and to watch out for their safety. If you see an unauthorized person at work, notify your supervisor immediately or direct the person to the main entrance. Children of employees/managers are not allowed on property during your shift in order for you to care for them. From time-to-time there may an emergency coverage concern. Should one arise, you must seek written permission from your Manager to have your children in your care while at work.

Personal Appearance Effective Date: 1/30/2014 Revision Date: 4/1/2018

Personal appearance can be defined as how an employee dresses, how neat an employee is, and personal cleanliness and hygiene standards. Personal appearance can influence what customers and visitors think about RHH. Personal appearance can also impact the morale of your co-workers. If a supervisor finds that an employee’s personal appearance is inappropriate, the employee will be asked to leave work and return properly dressed and groomed. If he or she is asked to leave, they will not be paid for the time they are away from work. Any questions or complaints regarding the appropriateness of attire should be directed to the supervisor. The following examples should help you understand the RHH personal appearance guidelines:

Shoes must provide safe, secure footing, and offer protection against hazards.

Canvas or athletic type shoes are not appropriate professional attire.

Tank tops, tube or halter tops, or shorts may not be worn under any circumstances.

Mustaches and beards must be clean, well-trimmed, neat and grown on off times. Scruff and unshaven looks are not accepted.

Hairstyles are expected to be in good taste. Extreme hair colors and styles are not acceptable.

Long hairstyles should be worn with hair pulled back off the face and neck to avoid interfering with job performance.

Offensive body odor and poor personal hygiene is not professionally acceptable.

Perfume, cologne, and aftershave lotion should be used moderately or avoided altogether, as some individuals may be sensitive to strong fragrances

Facial jewelry such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during your shift

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Earrings must be studs, only one in each ear is allowed. Dangling earrings are not acceptable.

Bracelets are not allowed unless a medical bracelet is required.

Watches are acceptable as long as they are clean and “dressy”.

Torso body piercings with visible jewelry or jewelry that can be seen through or under clothing must not be worn during business hours.

RHH’s jewelry policy pertains to those making, serving, and working with food. Each location will have a customized uniform policy.

Work Schedules Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH work schedules vary throughout the year. The employee’s supervisor will post the work schedule in a timely matter. RHH staffing needs and work demands may require that we change the starting and ending times of work schedules. We may also need to change the number of work hours that are scheduled each day and week. Employees should contact their supervisor if they have any questions regarding their work schedule.

Attendance and Punctuality Effective Date: 1/30/2014 Revision Date: 4/1/2018

We expect RHH employees to be reliable and punctual. Employees should report for work on time and as scheduled, and ready to work. If employees cannot come to work or they will be late for any reason, they must notify their supervisor as soon as possible. Voice mail and e-mail messages are not acceptable except in certain emergency circumstances. Unplanned absences can disrupt work, inconvenience other employees, and affect productivity. If you have a poor attendance record or excessive tardiness, you may be subject to disciplinary action, up to and including termination of employment. Attendance is tracked on a 12 month period. Tardy: If you are late to arrive (more than five minutes), early to leave or any other disruption from your schedule, you will be held accountable. Managers will track your attendance and punctuality. Write-ups will occur after your third, sixth and ninth tardy. Upon your 12th tardy you will be terminated. If you leave your shift early without approval, the same disciplinary

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schedule applies. Call-off: A call-off is when you are scheduled to work but cannot make it in. You must call your supervisor/manager. If you can get your shift covered by an employee who will not go into overtime, then it is not a call-off. After three and six call-offs you will be written up. Upon the 7th call-off you will be terminated. No call/no show: First and second time will be a write-up. Third time is termination. If you no call/no show for three consecutive shifts, you will be terminated.

Performance Evaluation Effective Date: 1/30/2014 Revision Date: 4/1/2018

We encourage employees and their supervisor to discuss job performance and goals on an informal, day-to-day basis. In addition, employees and their supervisor will have formal performance evaluations to discuss work and goals, to identify and correct weaknesses, and to encourage and recognize strengths. Performance evaluations are done every 12 months at the time of the anniversary of the employee’s original hire date or last promotion date. These reviews include a written performance appraisal and discussion between the employee and the supervisor about job performance and expectations for the coming year.

Progressive Discipline Effective Date: 1/30/2014 Revision Date: 4/1/2018

We believe it is important to make sure that all employees are treated fairly and that disciplinary actions are prompt, consistent, and impartial. The major purpose of a disciplinary action is to correct the problem, prevent it from happening again, and prepare the employee for satisfactory performance in the future. Although employment is based on mutual consent and both the employee and RHH have the right to terminate employment at-will, with or without cause or advance notice, RHH may use progressive discipline at its discretion and in a fair manner In most cases, progressive discipline means that we may take these steps in the following order: 1) verbal warning - When a performance problem is first identified, the nature of the problem and the action necessary to correct it should be thoroughly discussed with the employee.; 2) written warning – If a verbal warning with the employee has not resulted in corrective action, the supervisor should present the employee with a written warning to review the problem,

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permit the employee to present his or her views on the problem, advise the employee that the problem must be corrected and failure to do so may result in further disciplinary action, and have the employee sign off acknowledging the warning; 3) suspension and/or termination. If more than 12 months have passed since the last disciplinary action, the process may start over. There may be circumstances involving serious misconduct when one or more steps are bypassed. In certain circumstances, some types of employee problems may justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive disciplinary steps. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and RHH.

Outside Employment Effective Date: 1/30/2014 Revision Date: 4/1/2018

Employees may hold an outside job as long as they can satisfactorily perform their RHH job and the other job does not interfere with our scheduling demands. We hold all employees/managers to the same performance standards and scheduling expectations regardless if they have other jobs. A second job will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. In order to remain employed at RHH, we will ask the employee to terminate an outside job if we determine that it is impacting his or her performance or ability to meet our requirements, which may change over time. Employees may not have an outside job that is a conflict of interest with RHH. Also, employees may not receive payment or receive anything in return from a person outside RHH in exchange for something they produce or a service they provide as part of their RHH job. Managers must have permission by Owner to have second job.

Personnel Data Changes Effective Date: 1/30/2014 Revision Date: 4/1/2018

It is important that RHH have certain personal information about you in our records. Employees must inform us as soon as there is a change to a mailing address, telephone number, marital status, dependents' information, educational accomplishments, and other possibly related

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information. We also need to have information about who to contact in case of an emergency. To change personal information or if there are questions about what information is required, contact the Payroll Department.

Problem Resolution Effective Date: 1/30/2014 Revision Date: 4/1/2018

RHH encourages an open and frank atmosphere in which any complaint, suggestion, question or concern receives a timely response from RHH supervisors and management. RHH wants to ensure fair and honest treatment of all employees. We expect supervisors, managers, and employees to treat each other with mutual respect. If you are questioning or disagree with RHH rules of conduct, policies, or practices, you may state your concerns in a reasonable and business-like manner as described in this policy. You will not be penalized for using this problem resolution procedure. If a situation occurs where you believe that a condition of employment or a decision that affects you is not fair, you are encouraged to use the following problem resolution steps. You may stop the procedure at any step. 1. Present your concerns to the one whom you have a misunderstanding with. Both should approach the conversation, open-minded and with an end result being a positive resolution. 2. If you both cannot come to a reasonable resolution, talk with your General Manager. 3. If the outcome has been unsuccessful thus far, contact the Human Resources Department. 4. If after speaking with HR there is still no resolution, ownership will get involved. Once ownership is involved and has reviewed all facts, a decision or suggestions will be made. Not every problem can be resolved to everyone's total satisfaction. However, we believe that honest discussion and listening to each other will build confidence between employees and management and help make RHH a better place to work. Please note all items brought to the attention of HR and Owners may be discussed jointly.

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EMPLOYEE HANDBOOK ACKNOWLEDGEMENT AND RECEIPT I hereby acknowledge receipt of the employee handbook of Riverhouse Hospitality. I understand and agree that it is my responsibility to read and comply with the policies in the handbook. I understand that the handbook and all other written and oral materials provided to me are intended for informational purposes only. Neither it, company practices, nor other communications create an employment contract or term. I understand that the policies, guidelines and benefits described in the handbook are subject to change and/or removal at the sole discretion of Riverhouse Hospitality at any time. I understand that I am an at-will employee and that neither this document nor any other communication shall bind the company to employ me now or hereafter and that my employment may be terminated by me or the company with reason at any time. I understand that my signature below indicates that I have read and understand the above statements. I understand that it is my responsibility to read and comply with the policies and procedures contained in the addendum and any revisions made to it.

Print Name

Employee’s Signature

Date TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE