Team Member Handbook

Revised 1/2020

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State Fare Kitchen and Bar 1650 Highway 6, Suite 170 Sugar Land, Texas 77478 Phone: 713-383-7827

To all Team Members,

You have been invited to be a member of Culinary Khancepts family of restaurants and dine-in-theaters that include State Fare, Star Cinema Grill, District Theater and Hollywood Palms Theater. We have hired you because of your excellent work history, personal characteristics, and desire to work in a dynamic environment with high standards for both food and service. We are a group of strong individual personalities dedicated to making sure that our guests have a great experience every time they come into one of our restaurants. Everyone can make a difference; each person plays a role in making our restaurants as consistent as we can be every day. We hope that you find your tenure at our company a valuable one. Our Team Members are the lifeblood of the restaurant. Your contributions will ensure our future success. We welcome you.

This handbook was developed to provide an overview of general information and guidelines related to your employment with the family of State Fare Kitchen & Bar. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. As State Fare Kitchen & Bar continues its service to our guests, the need may arise and State Fare Kitchen & Bar reserves the right to revise, supplement, or rescind any procedures, practices or policies from time-to-time as it deems appropriate, in its sole and absolute discretion.

Please read this handbook carefully, sign and date the Receipt and Acknowledgment page located at the end of the Handbook and give the page to your manager. Please keep this handbook available for future reference. If you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice, you should address your specific questions to the Executive Team.

We hope your experience here will be challenging, enjoyable and rewarding!

Sincerely,

Executive Team

Omar Khan Ron Mock Jason Ostrow John Walsh President Chief Financial Officer Vice President, Development Vice President, Operations

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Table of Contents INTRODUCTION About State Fare Kitchen & Bar ................................................................................................................................ 5 Mission and Core Values ........................................................................................................................................... 5 SECTION 1 - EMPLOYMENT POLICIES 1.1 Application for Employment .............................................................................................................................. 8 1.2 At-Will Employment ........................................................................................................................................... 8 1.3 Background Investigations ................................................................................................................................. 8 1.4 Break-In-Service ................................................................................................................................................. 8 1.5 Definitions of Employment Status ..................................................................................................................... 8 1.6 Drug Screenings ................................................................................................................................................. 9 1.7 Employee Reference Checks .............................................................................................................................. 9 1.8 Workplace Searches ........................................................................................................................................... 9 1.9 Education and Professional Development ......................................................................................................... 9 1.10 Harassment and Retaliation .............................................................................................................................. 9 1.11 Equal Employment Opportunity ...................................................................................................................... 10 1.12 Requests for Reasonable Accommodation ...................................................................................................... 10 1.13 Immigration Reform and Control Act .............................................................................................................. 11 1.14 Team Member Grievances ............................................................................................................................... 11 1.15 Team Member Benefits ................................................................................................................................... 11 1.16 Introductory Period ......................................................................................................................................... 12 1.17 Job Descriptions ............................................................................................................................................... 12 1.18 Personnel Records ........................................................................................................................................... 12 1.19 Team Member Orientation .............................................................................................................................. 12 1.20 Team Member Meetings ................................................................................................................................. 13 1.21 Hot Schedules, Scheduling, Messaging and Schoox ....................................................................................... 13 1.22 Promotions, Transfers and Cross Training ....................................................................................................... 13 1.23 Tip Out/Tip Share ............................................................................................................................................. 13 1.24 Performance Appraisals ................................................................................................................................... 13 1.25 Reward and Recognition .................................................................................................................................. 13 1.26 Termination ..................................................................................................................................................... 14 1.26 Rehire .............................................................................................................................................................. 14 SECTION 2 - WAGE AND SALARY POLICIES 2.1 Wage and Salary .............................................................................................................................................. 14 2.2 Pay ................................................................................................................................................................... 17 2.3 Overtime Pay ................................................................................................................................................... 18 2.4 State and Local Laws ........................................................................................................................................ 18 2.5 Bonuses and Incentive Plans ............................................................................................................................ 18 2.6 Changes in Personal Information ..................................................................................................................... 18

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SECTION 3 - HOURS OF WORK 3.1 Work Schedule ................................................................................................................................................. 18 3.2 Time Records ................................................................................................................................................... 19 3.3 Business Expense Reimbursement .................................................................................................................. 19 SECTION 4 - PAID and UNPAID LEAVE 4.1 Time Off Requests ............................................................................................................................................ 19 4.2 Calling Off ......................................................................................................................................................... 19 4.3 Bereavement Leave ......................................................................................................................................... 20 4.4 Election Day ..................................................................................................................................................... 20 4.5 Holidays ........................................................................................................................................................... 20 4.6 Jury Duty .......................................................................................................................................................... 20 4.7 Religious Observance ....................................................................................................................................... 20 4.8 Personal Time Off (PTO) ................................................................................................................................... 20 SECTION 5 - LEAVE OF ABSENCE 5.1 Medical Leave .................................................................................................................................................. 22 5.2 Family Medical Leave/Military Family Leave ................................................................................................... 22 5.3 Military Leave .................................................................................................................................................. 23 5.4 Worker’s Compensation ................................................................................................................................. 24

SECTION 6 - SAFETY 6.1 General Safety .................................................................................................................................................. 24 6.2 Vehicle Safety .................................................................................................................................................. 26

SECTION 7 - STANDARDS OF CONDUCT 7.1 Standards of Conduct ....................................................................................................................................... 26 7.2 Attendance Standards ..................................................................................................................................... 28 7.3 Absence without Notice ................................................................................................................................... 28 7.4 Cellular and Mobile Devices Assistance Policy ................................................................................................. 28 7.5 No Weapons Policy .......................................................................................................................................... 28 7.6 Off the Clock Work Policy ................................................................................................................................ 29 7.7 Outside Employment ....................................................................................................................................... 30 7.8 Personal Appearance ....................................................................................................................................... 30 7.9 Social Media ..................................................................................................................................................... 32 7.10 Solicitation ....................................................................................................................................................... 33 7.11 Media and Press Release Procedures .............................................................................................................. 33 7.12 Substance Abuse and Alcohol Testing Policy ................................................................................................... 33 7.13 Video Surveillance .......................................................................................................................................... 34 INFORMATION SECURITY and COMPUTER USAGE ................................................................................................ 34 CODE of BUSINESS CONDUCT and ETHICS .............................................................................................................. 37 RECEIPT and ACKNOWLEDGMENT ......................................................................................................................... 41

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Introduction

About State Fare Kitchen & Bar State Fare Kitchen & Bar is a Houston based restaurant concept founded in 2016 that offers our guests elevated Southern fare, with an extensive menu, and a full-service bar with a wide selection of beer, wine and spirits. Our goal is "To provide every guest with an unforgettable dining experience through unmatched hospitality and the highest quality food and beverages.”

Guest & Community Relations Every team member represents State Fare Kitchen & Bar to our guests and the community. The way we do our job presents an image of State Fare Kitchen & Bar. Therefore, one of our first priorities is to assist any guest or fellow team member in a prompt, accurate and courteous manner while maintaining the values consistent with State Fare Kitchen & Bar.

Mission To provide every guest with an unforgettable dining experience through un-matched hospitality and the highest quality food and beverages. Excellence creates success. An outstanding guest experience is made up of 3 components- food, beverage and service. Each component must be excellent in order to create enthusiastic guests who will return again and again.

Our mission is to create a unique space that enrich communities by providing exceptional hospitality and rewarding careers. Consider the definition of hospitality- “the friendly and generous reception and entertainment of guests, visitors or strangers”. Key components of “hospitality” are friendliness, warmth, kindness, courtesy and entertainment. No matter what your job is, each of us are responsible for creating this environment of hospitality.

Core Values State Fare Kitchen & Bar will maintain a high level of ethics while providing excellence in service to our guests. It is important to the Mission of State Fare Kitchen & Bar to build and maintain a professional and personable culture, which promotes integrity, and attracts our guests. The values that define our culture are integrity, communication, focus, fun, people, accountability, performance, professionalism, organization, excellence, respect, service, balance and happiness. Additionally, State Fare shares parent company values of People, Product, Procedures, Presentation & Performance.

Integrity Personifies high moral and ethical standards. Follows all policies and procedures without exception. Team member holds self and team to State Fare Kitchen & Bar's Work Conduct Policies; Does not tolerate inappropriate or unethical behavior by any team member (including themselves).

Communication Communicates well and listens with empathy. Conveys a positive approach in dealing with fellow associates and guests. Shares ideas and concerns with the proper people. Accurate, open communication is the hallmark of this person’s approach to work. Voices opinions and responds through effective oral and written communication. Utilizes diplomacy and good listening skills in all interactions with guests, co-workers, and team members. Avoids argumentative, aggressive communication styles and focuses on positive, professional communication.

Focus Results oriented and participates fully and effectively in the delivery of the companies targeted financial goals. Displays an understanding of the importance of our brand and always behaves in a manner that protects that brand. Applies a

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sense of urgency to identification of performance issues early on and takes independent corrective action. Displays a commitment to key financial controllable: Per Person Average – Ensuring upselling and suggestive selling. Product knowledge and proper training. Labor – Ensure team member schedules are thoroughly reviewed. Monitoring your labor vs. projected on an hourly basis, etc. Comps – Make sure passes are being utilized when possible in lieu of comps. Continuous training for all staff to minimize errors. COGS – Keeping track of all waste (food and liquor, beer & wine). Inventory counts are done by two people to ensure accuracy.

Fun Helps create a positive atmosphere at the restaurant. Support managers in creating a motivational environment. Models a positive demeanor at all times. Creates a fun and productive working environment through his/her enthusiasm and passion. Embraces the fact that we are in a fun business and reflects that in his or her approach to all aspects of the job.

People Successfully supports the training and development of team members. This individual demonstrates the ability to identify and develop future leaders for the company. Supports team member training and proactively allocates staff to meet business demands efficiently and effectively.

Accountability Exhibits passion and, by example, inspires team members to take care of the Guest. This individual interacts with others in a positive and professional manner. Shares wins and successes; accepts responsibility for failures without assigning blame. Fosters open dialogue. Empowers team members to contribute and be responsible for their work.

Performance Models behaviors that help achieve the restaurants objectives and targets. This individual maintains focus on targeted business results. Achieves results by working with and through others, effectively capitalizing on strengths. Fosters collaboration leads by example and is a positive role model for the team members.

Professionalism Presents a positive, professional image. This individual conduct himself/herself ethically and with respect toward others. Consistently abides by uniform standards and sets a positive example for others. Demonstrates good decision-making ability and remains calm under pressure. Demonstrates understanding of role as a representative of the restaurant.

Organization Displays attention to detail, and good organizational and follow-up skills. This individual effectively plans, assigns duties and follows up with staff. Maintains a restaurant that is safe, well-organized and clean. Meets deadlines and follows through on responsibilities without second requests or reminders.

Excellence Displays a commitment to excellence in all actions. Displays a high degree of job knowledge. This individual sets high standards for self and others. Does not tolerate mediocrity; does not settle for average performance, but proactively seeks to improve himself/herself, the team, and our goal of providing every guest with an unforgettable experience through unmatched service and the highest quality food and beverages. Displays a commitment to excellence in all actions, including wardrobe and grooming standards. When faced with problems, this individual seeks positive, win-win solutions.

Commitment Shows a passion for the job. Is punctual and upholds attendance standards. Is flexible in schedule availability requests. This individual conveys a passion for the industry, the restaurant, and the delivery of our Mission. Sets an example for all team members by his/her work ethic and habits, demonstrating passion by ensuring that he/she is present and engaged

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during peak business periods/events. Sets an example for other associates by avoiding tardiness, absenteeism, and/or excessive requests off.

Respect Embraces teamwork and shows respect for fellow team members and guests. Treats others with empathy and understanding. In all actions, he/she treats others with respect and consideration. Earns the respect of co-workers and staff by establishing a professional environment at the restaurant. Is considerate and empathetic in communications with fellow associates and guests. Avoids derogatory, negative discussion or sarcasm about co-workers, guests, the restaurant, or its policies.

Service Achieves friendly, helpful and fast standards. Greets guests in a friendly manner. Exercises the "five-foot rule." Consistently demonstrates an “Attitude of Gratitude” towards the guests. Is cheerful, positive and enthusiastic. Demonstrates a "we care" attitude. Is engaging and sincere when communicating with guests.

Additionally State Fare shares parent company values of People, Product, Procedures, Presentation & Performance.

PEOPLE State Fare Kitchen & Bar is a unique business model that encompasses a dynamic description. We are a restaurant, a bar, and more. At the core of this dynamic description, we conduct business around people. We provide unmatched

hospitality to people whom are our guests through people whom are members of our team.

PRODUCT State Fare Kitchen & Bar sources, prepares, and serves food & beverages of the highest quality.

We recognize that our guests deserve a product that provides consistent satisfaction. We respect sanitation, temperature and recipe. Focus on product is not excusive to consumables. Dishes & Flatware must be clean and task-

sufficient.

PROCEDURES State Fare is committed to consistent quality in operations. Standard Operating Procedures are in place to support

execution that produces consistent quality throughout our company.

PRESENTATION A clean, professional image is the expectation regarding all aspects of our business. Regular inspections of the following

areas, among others, will occur regularly: Food, Beverages, Sound, Lighting, Facility, & Team Member Image.

PERFORMANCE The results of our execution are measured to reflect our areas excellence as well as our opportunities. Areas

of Performance are measured by the following reports, among others: Profit & Loss Statement (P&L), Key Performance Indicator (KPI) Report Card, Mystery Shopper, Social Media Ratings, Health Inspection,

& Facility Inspection.

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Section 1: Employment Policies

1.1 Application for Employment State Fare Kitchen & Bar relies on you to provide accurate information for the Application for Employment during all stages of the hiring process and throughout the term of your employment. Any misrepresentations, falsifications or material omissions in any of this information or data may result in State Fare Kitchen & Bar excluding you from further consideration for employment or even termination of your employment.

1.2 At-Will Employment You are free to terminate your employment with State Fare Kitchen & Bar at any time, with or without a reason, and, reciprocally, State Fare Kitchen & Bar has the right to terminate your employment at any time with or without a reason. Although State Fare Kitchen & Bar may choose to terminate employment for cause, cause is not required. This policy is called “at-will employment.’ No one, other than the EXECUTIVE TEAM of State Fare Kitchen & Bar, can enter into an agreement for employment for a specified period or make any agreement or representations contrary to this policy. Furthermore, any such agreement must be in writing and signed by the EXECUTIVE TEAM of State Fare Kitchen & Bar. Apart from the policy of “at-will employment” and other policies required by law, State Fare Kitchen & Bar may change other employment policies at any time without prior notice to you. Exceptions to State Fare Kitchen & Bar’s policy of “at-will employment” can only be approved in writing by the EXECUTIVE TEAM of State Fare Kitchen & Bar.

1.3 Background Investigations Offers of employment may be contingent on the candidate submitting to and passing a background investigation. These background investigations help ensure that State Fare Kitchen & Bar has adequate internal controls in place.

1.4 Break-In-Service A “break-in-service” is defined as a period of time in which a team member performed no services for the restaurant and received no compensation from the restaurant.

1.5 Definitions of Employment Classifications (Status) Introductory: New team members with less than 90 days of service. Regular Part-Time: Team members who have completed the 90-day introductory period, are regularly scheduled for and work fewer than 40hrs per week, are employed for an indefinite length of time and eligible for restaurant benefits, subject to the terms, conditions and limitations of each benefit program. Regular Full-Time: Team Members who have completed the 90-day introductory period, are regularly scheduled for and work at least 40hrs per week, are employed for an indefinite length of time and eligible for all restaurant benefits, subject to the terms, conditions and limitations of each benefit program. This definition is not intended to apply to consideration of “full-time” team members for the purpose of the Affordable Care Act (ACA), and/or other applicable laws. Temporary: Team Members who are hired to temporarily supplement the work force or assist in the completion of a specific project. Employment assignments in this category are of limited duration, typically not longer than 3-6 months. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary team members retain such status unless and until notified of a change in writing. While “Temporary” team members are eligible for all legally mandated benefits (such as Social Security and Workers’ Compensation insurance), they are ineligible for the majority of the company’s benefit programs. Individuals assigned to perform work for State Fare Kitchen & Bar through a temporary employment agency and/or other service providers are considered team members of the agency and not State Fare Kitchen & Bar unless otherwise legally defined and agreed by all parties.

1.6 Drug Screening Offers of employment may be contingent on the candidate submitting to and passing a drug and alcohol screening. If the candidate screens positive, he or she will not be hired or re-screened. Note: Although legalized in some states, federal

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employment laws may not offer legal protection for the use of marijuana. Team members reporting to work under the influence of marijuana and/or other substances may be subject to corrective action up to and including termination of employment.

1.7 Employment Reference Checks To ensure individuals who join State Fare Kitchen & Bar are highly qualified and likely to be productive and successful, State Fare Kitchen & Bar may check the employment references of applicants. State Far Kitchen & Bar does not provide reference checks on current or terminated team members without written consent from the team member. Any inquiry in connection with employment must be referred to the payroll department. Unless approved by the EXECUTIVE TEAM, no other team members may provide an employment reference and/or verification on any current or former team members. Verification will only be given concerning your job title, dates of employment and place of employment. No salary, performance or personal information will be released unless directed in writing by the team member or legally required.

1.8 Workplace Searches State Fare Kitchen & Bar reserves the right to conduct searches of team members at any time while on State Fare Kitchen & Bar’s or other property where work is performed. These searches may include, but are not limited to, an inspection of team member’s person, computer equipment (including hard drive, tablet and other removable storage devices), electronic communications (including email, text messages and voicemail), desk, bag, coat, purse, toolbox, or other such containers, as well as vehicles parked on State Fare Kitchen & Bar's or its customer’s property. Therefore, you should have no expectation of privacy with respect to such items. You may also be required to display items for visual inspection upon reasonable request by State Fare Kitchen & Bar. Your failure to consent to such reasonable searches or request to display for visual inspection may result in termination of employment. The improper removal of any items from State Fare Kitchen & Bar, its guests or engaging in unlawful activity while at the assignment may be subject to corrective action, up to and including termination.

1.9 Educational and Professional Development State Fare Kitchen & Bar encourages and supports the growth of all team members. In addition to designated training as assigned by the Company, a team member may request additional training and professional development through their supervisor. With prior written approval by the EXECUTIVE TEAM, the restaurant may elect to reimburse the costs of any voluntary training.

1.10 Harassment and Retaliation State Fare Kitchen & Bar has a zero tolerance policy towards any forms of harassment, retaliation (including for whistleblowing) and/or other forms of bullying, workplace violence and inappropriate conduct which may interfere with an individual’s work performance and/or create an intimidating, hostile, or offensive work environment. This policy includes the treatment/conduct of guests and other visitors to State Fare Kitchen & Bar. Any individual who believes they have been discriminated against, harassed, and/or retaliated against should follow the “Team Member Grievance” process outlined in the Team Member Handbook and/or report any such illegal activity to the Human Resources Representative and/or the EXECUTIVE TEAM immediately.

Definitions of Harassment

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual

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(iii) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: Unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual conduct of a sexual nature. Sex-based harassment that is, harassment not involving sexual activity or language (e.g., male manager yells only at female team members and not males) may also constitute discrimination if it is severe or pervasive and directed at team members because of their sex.

Harassment based on any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, national origin, age, disability, sexual orientation, alien or citizenship status, marital status, creed, or any other characteristic protected by law or that of his/her relatives, friends or team members, and that: (i) has the purpose or effect of creating an intimidating, hostile or offensive work environment (ii) has the purpose or effect of unreasonably interfering with an individual's work performance (iii) otherwise adversely affects an individual's employment opportunities.

Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail or other electronic communications).

1.11 Equal Employment Opportunity State Fare Kitchen & Bar provides equal employment opportunities (EEO) to all team members and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other protected classes under applicable law. In addition to federal law requirements, Star Cinema Grill complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

1.12 Requests for Reasonable Accommodation State Fare Kitchen & Bar supports a diverse workforce. Requests for reasonable accommodation due to a “disability” and/or other condition covered under the ADAAA and/or, but not limited to other applicable laws should be made in writing to the Executive Team. Furthermore, State Fare Kitchen & Bar supports breastfeeding mothers by accommodating the mother who wishes to express breast milk during her workday when separated from her newborn child. For up to one year after the child’s birth, any team member who is breastfeeding her child will be provided reasonable break times to express breast milk for her newborn. State Fare Kitchen & Bar may designate a private location for this purpose. Any breast milk stored in a refrigerator in which other individuals have access must be labeled with the name of the team member and the date of expressing the breast milk. Any non-conforming products stored in the refrigerator may be disposed of. Team members storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration and tampering. Team members who work off-site or in other locations will be accommodated with a private area as necessary. Breaks of more than 20 minutes in length will be unpaid for non-exempt team members and should be indicated on their time record. Where applicable, State Law and local law will be observed ensuing further compliance with all applicable laws & regulations.

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Note: For further information and guidance on reasonable workplace accommodations, please contact the EXECUTIVE TEAM.

1.13 Immigration Reform and Control Act In accordance with the Immigration Reform and Control Act of 1986, State Fare Kitchen & Bar will only hire individuals who are authorized to work in the United States. All individuals will be required to submit proof of their identity and employment authorization. Team members will also be required to complete and sign, under oath, Form I-9 within three (3) days of hire. On Form I-9, you must attest that you are authorized to work in the United States and that the documents submitted as proof are genuine. State Fare Kitchen & Bar is required by law to check documents on every individual hired and to state under oath on the I-9 the State Fare Kitchen & Bar has done so. If you are authorized to work in this country for a limited period, you must submit proof of your extended employment authorization and complete and sign another I-9 before the expiration of your current employment authorization. If you fail to do so, the law prohibits State Fare Kitchen & Bar from continuing your employment. State Fare Kitchen & Bar does not and will not discriminate on the basis of national origin or citizenship status. State Fare Kitchen & Bar is fully committed to providing a work environment that is free of unlawful discrimination including maintaining a strict policy prohibiting unlawful harassment, including sexual harassment, retaliation AND workplace violence.

1.14 Team Member Grievances State Fare Kitchen & Bar has a strong commitment to ensure all team members receive fair treatment. We’re a transparent restaurant that encourages open communication with management and leadership readily available to team members, and open to ideas with the willingness to help to resolve concerns. As a team member, if you feel you have not been treated fairly, in addition to a company-wide open door policy, we encourage you to talk with your direct manager about the problem. Give your manager a chance to resolve the problem, although if the problem is not resolved, and/or you do not feel comfortable at any time, you may file a formal written internal grievance.

To file an internal grievance, please follow these steps:

1. Contact Human Resources at 713-444-2288 or rrodriguez@starcinemagrill.net. Human Resources will confidently start the process with you.

If you feel you have been treated unfairly, State Fare Kitchen and encourages you to step forward internally. You have the right to use these problem-solving procedures without fear of retaliation. We can only achieve our goals as a team of professionals if you are comfortable in your work environment.

1.15 Team Member Benefits State Fare Kitchen & Bar offers medical insurance to all full-time team members and their eligible dependents after completing the standard waiting period. Details of the plan are available from your general manager and will be provided to you when you join the company. The company makes a significant contribution towards your medical premium. You will be responsible for the cost of your eligible dependents. The plans are administered by a major medical insurance carrier. Your portion of the cost for coverage will be deducted from your paycheck based on your benefit selection. A Statement of Benefits and Coverage (SBC) will be provided to you and contains more details about each plan. In the event of any conflict between the information contained in this Handbook and in the carrier’s SBC, the SBCs shall govern. These plans are subject to change at the company’s discretion. Additionally, the amount that you may be required to contribute towards the premiums for any of these plans may be changed at the company’s discretion, with notice will provided in advance.

Late Applicants At the time you are hired, you will be given an opportunity to apply for medical benefits. You will be eligible for benefits the first of the month following 60 days of employment. If you waive participation in any of these programs for either

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yourself or your eligible dependents, you will generally be allowed to apply for entry into the various plans only during Annual Open Enrollment.

Open Enrollment The Open Enrollment period allows team members to add or change their benefits coverage. Applications for new medical insurance coverage in medical insurance may be submitted during this period. Changes, additions, and other elections made during Open Enrollment will take effect on the effective date following the Open Enrollment period. Once you have made a change, you generally cannot change that selection until the next Open Enrollment period (except in the case of certain life events; known as “Qualifying Events”: see Special Enrollment).

Special Enrollment Special enrollment allows individuals who previously declined coverage to enroll in the plan upon loss of eligibility for other coverage and upon certain life events, such as marriage and the birth, adoption, or placement for adoption of a child, or loss of other group coverage. Team members must request enrollment within 30 days of the loss of coverage or life event triggering the special enrollment period. For specific details regarding special enrollment, please refer to your Summary Plan Description. Continuation of Health Coverage

Federal law (Cobra) requires employers with 20 or more team members to give team members, spouses (including same-sex spouses) and dependent children the right to continue group health benefits for limited periods of time under certain circumstances, including voluntary and some types of involuntary job loss, reduction in hours worked, death, divorce, and other qualifying life events. Team members ordinarily may continue their health coverage for up to 18 months when their employment is terminated except in cases of involuntary separation for gross misconduct. If you or your dependents elect continuation coverage, you will be responsible for the entire cost of the insurance premium.

1.16 Introductory Period The introductory period for new team members generally lasts 90 days from the date of hire. During this time, you have your first opportunity to evaluate State Fare Kitchen & Bar as a place to work and management has the first opportunity to evaluate you as a team member. Your performance is carefully evaluated at this time and being determined if your qualifications are best suited for to your work assignment. In some instances, your introductory period may be extended. Regardless of classification or length of service, you are expected to meet and maintain restaurant standards for job performance and behavior.

1.17 Job Description Your position may have a current, written, job description. At least once per calendar year, your manager and you may review the description for accuracy. Your manager may discuss your job duties with you, as well as any expectations. Both your manager and you should sign and date the current job description with a copy maintained in your personnel file.

1.18 Personnel Records Managers should forward all the required documentation to the custodian of records. Please contact their manager for access to your personnel records. Please inform your management team of any changes to your Personnel Records.

1.19 New Team Member Orientation and Training It is State Fare Kitchen and Bar's intention for new team members to be provided an initial training period before taking over their regular job responsibilities. Training may be comprised of a mix of hands-on and other learning to familiarize new team members with State Fare Kitchen and Bar’s equipment, procedures, and business. State Fare Kitchen & Bar has developed a training program for each department. It is the expectation that the new hire completes all training schedules, quizzes and courses in a satisfactory manner. The restaurant reserves the right to extend any training program until the team member has met all of the requirements to join the team in a permanent position.

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1.20 Team Member Meetings Team member meetings may be held periodically as scheduled and communicated. The purpose of the meetings is to discuss any new problems and solutions to improve the operations and service to our guests. This is a time for you to bring up any issues with the restaurant or services operations, although personal issues, issues with co-workers, etc. should be addressed directly with your manager, and/or Executive Team in a confidential and appropriate manner.

1.21 Hot Schedules Scheduling and Messaging; Schoox Team members will be required to have access to Hot Schedules and Schoox platform to create, modify and view scheduling. There will also be notifications, quizzes and important restaurant information communicated on this platform.

1.22 Promotions, Transfers and Cross Training It is the policy of State Fare Kitchen & Bar that qualified, interested team members may be considered for promotions whenever appropriate vacancies occur. State Fare Kitchen & Bar reserves the right to deny promotions or transfers when a promotion or transfer interferes with extenuating business circumstances. Team members being considered for promotion will not be discriminated against due to race, gender, sexual orientation, color, national origin, age, disability, genetics, sexual orientation, veteran status, religion or any other protected class as required by federal, state or local laws. It is State Fare Kitchen & Bar intent to ensure that procedures are followed which provide a fair and equitable promotion and transfer process. Definition of Promotion: A promotion is the movement of a team member to a position of greater responsibility, normally a higher job grade. Definition of a Transfer: A Transfer is the movement of a team member to a position of different responsibility, normally at the same grade or lower.

Supervisors and Managers are responsible for ensuring that internal candidates are given first consideration for promotions. If the internal candidate does not meet the minimum requirements of the job descriptions, has not demonstrated previous ability to perform current duties, and/or has other, performance problems, the supervisors may seek external candidates for positions.

A team member may be cross trained into other positions. A team member’s primary job will be that hired in as. The team member can be scheduled in any position trained to best suit the restaurant’s needs.

1.23 Tip Out/Tip Share All servers will be charged 3% of credit card tips to offset the cost of the credit card processing. There will be a 4% tip share of gross sales; 1% of Gross Sales to bartenders, 1.5 of Gross Sales to the food runner, and 1.5% of Gross Sales to the bussers. There will be a tip share sheet available to all staff to show how much tip was paid and how much was dispersed and to whom it was dispersed. Host/Hostess does not receive a portion of tip share.

1.24 Performance Appraisals The purpose of a performance appraisal is to recognize your strengths and contributions to State Fare Kitchen & Bar as well as to suggest areas that you can work on and improve. Your manager may have at least one annual performance appraisal discussion with you as well as, periodic reviews of progress throughout the year with your first review generally occurs shortly after your first 90 days of employment. The performance appraisal does not automatically generate a wage increase.

1.25 Reward and Recognition State Fare Kitchen & Bar recognizes the contributions of its team members and may develop Reward & Recognition programs to celebrate the exceptional work of our team members.

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1.26 Termination If resigning, please give your manager a minimum of two weeks’ written notice so a suitable replacement can be found. Regardless of the reason for your resignation, the Executive Team may schedule an exit interview through the Human Resource Representative. You may be notified in writing of any benefits which may be continued and of the terms, conditions and limitations of such continuance. Accordingly, it is important State Fare Kitchen & Bar has your current mailing address on file. Additionally, you must return any restaurant property, including documents, keys, vehicles, tools, computer, cell phone, smart phone, or other portable device, etc. within 48 hours, unless otherwise approved by management. If your employment is terminated by either party for any length of time, all tenure is immediately, forfeited. This does not include team members that are moved to Seasonal status because of school, or persons on an approved leave of absence.

Note: All programs, files and restaurant product created during your employment with the restaurant remain the property of the restaurant upon your departure. No materials may be removed without the consent of management. You remain bound by terms of the confidentiality agreement and should treat all nonpublic restaurant information as confidential both during and after your employment with State Fare Kitchen & Bar.

1.27 Rehire If you are being rehired by State Fare Kitchen & Bar you may be asked to submit to and pass a drug screen and background investigation. As a rehired team member it is at the discretion of management on the appropriate training that may be needed to bring you back to the State Fare Kitchen & Bar team.

Section 2: Wage and Salary Policies

2.1 Wage and Salary This section is intended to provide team members with an overview of their rights under applicable wage and hours laws. In review of this section. The Fair Labor Standards Act (FLSA) is a federal law requiring certain “non-exempt” team members to be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. The work week is defined as Friday – Thursday. In addition, certain sections of the FLSA provide an exemption from both minimum wage and overtime pay for “exempt” team members employed as bona fide executive, administrative, professional, outside sales and computer team members. To qualify for exemption, team members generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Job titles do not determine exempt status. In order for an exemption to apply, a team member’s specific job duties and salary must meet all the requirements of the Department of Labor’s regulations.

Salary basis requirement: To qualify for exemption, team members generally must be paid at not less than $455 per week on a salary basis. These salary requirements do not apply to outside sales team members. Exempt computer team members may be paid at least $455 on a salary basis or at least $27.63 on an hourly basis to qualify. Being paid on a “salary basis” means an exempt team member regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent, basis. The predetermined amount cannot be reduced because of variations in the quality or quantity of the team member’s work. Subject to exceptions listed below, an exempt team member must receive the full salary for any work week in which the team member performs any work, regardless of the number of days or hours worked. Exempt team members do not need to be paid for any work week in which they perform no work. If the employer makes deductions from a team member’s predetermined salary, i.e., because of the operation requirements of the business, that team member is not paid on a “salary basis”. If the team member is ready, willing and able to work, deductions may not be made for time when work is not available.

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Circumstances in which the employer may make deductions from pay: Deductions from pay are permissible when an exempt team member: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of 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; to offset amounts team members receive as jury or witness fees, or for military pay; or, for unpaid disciplinary (corrective action) suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.

An employer is not required to pay the full salary in the initial or terminal week of employment or for penalties imposed in good faith for infractions of safety rules of major significance. In these circumstances, either partial day or full day deductions may be made.

It is the policy of State Fare Kitchen & Bar to comply with the salary basis requirements of the FLSA. Therefore, we prohibit all restaurant managers from making any improper deductions from the salaries of exempt team members. We want team members to be aware of this policy and that the restaurant does not allow deductions that violate the FLSA.

Tipped Team Members and the FLSA: Tipped team members are those who customarily and regularly receive more than $30 per month in tips. Per the FLSA, tips are the property of the team member. The employer is prohibited from using a team member’s tips for any reason other than as a credit against its minimum wage obligation to the team member (“tip credit”) or in furtherance of a valid tip pool. Only tips actually received by the team member may be counted in determining whether the team member is a tipped team member and in applying the tip credit.

Tip Credit: The FLSA permits an employer to take a tip credit toward its minimum wage obligation for tipped team Members equal to the difference between the required cash wage (which must be at least $2.13) and the federal minimum wage. Thus, the maximum tip credit that an employer can currently claim under the FLSA is $5.12 per hour (the minimum wage of $7.25 minus the minimum required cash wage of $2.13).

Tip Pool: The requirement that a team member must retain all tips does not preclude a valid tip pooling or sharing arrangement among team members who customarily and regularly receive tips, such as waiters, waitresses, bellhops, counter personnel (who serve customers), bussers, and service bartenders. A valid tip pool may not include team members who do not customarily and regularly received tips, such as dishwashers, cooks, chefs, and janitors.

Required information for tipped team members regarding the use the tip credit:

• The amount of cash wage the employer is paying a tipped team member, which must be at least $2.13 per hour • The additional amount claimed by the employer as a tip credit, which cannot exceed $5.12 (the difference

between the minimum required cash wage of $2.13 and the current minimum wage of $7.25) • That the tip credit claimed by the employer cannot exceed the amount of tips actually received by the tipped

team member • That all tips received by the tipped team member are to be retained by the team member except for a valid tip

pooling arrangement limited to team members who customarily and regularly receive tips; and that the tip credit will not apply to any tipped team member unless the team member has been informed of these tip credit provisions

• If a team member's tips combined with the employer's direct (or cash) wages of at least $2.13 per hour do not equal the minimum hourly wage of $7.25 per hour, the employer must make up the difference.

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Retention of Tips: A tip is the sole property of the tipped team member regardless of whether the employer takes a tip credit. The FLSA prohibits any arrangement between the employer and the tipped team member whereby any part of the tip received becomes the property of the employer. For example, even where a tipped team member receives at least $7.25 per hour in wages directly from the employer, the team member may not be required to turn over his or her tips to the employer.

Tip Pooling: As noted above, the requirement that a team member must retain all tips does not preclude a valid tip pooling or sharing arrangement among team members who customarily and regularly receive tips. The FLSA does not impose a maximum contribution amount or percentage on valid mandatory tip pools. The employer, however, must notify tipped team members of any required tip pool contribution amount, may only take a tip credit for the number of tips each tipped team member ultimately receives, and may not retain any of the team members' tips for any other purpose.

Dual Jobs: When a team member is employed by one employer in both a tipped and a non-tipped occupation, such as an team member employed both as a maintenance person and a waitperson, the tip credit is available only for the hours spent by the team member in the tipped occupation. The FLSA permits an employer to take the tip credit for some time that the tipped team member spends in duties related to the tipped occupation, even though such duties are not by themselves directed toward producing tips. For example, a waitperson whom spends some time cleaning and setting tables, making coffee, and occasionally washing dishes or glasses is engaged in a tipped occupation even though these duties are not tip producing. However, where a tipped team member spends a substantial amount of time (in excess of 20 percent in the workweek) performing related duties, no tip credit may be taken for the time spent in such duties.

Service Charges: A compulsory charge for service, for example, 15 percent of the bill, is not a tip. Such charges are part of the employer's gross receipts. Sums distributed to team members from service charges cannot be counted as tips received but may be used to satisfy the employer's minimum wage and overtime obligations under the FLSA. If a team member receives tips in addition to the compulsory service charge, those tips may be considered in determining whether the team member is a tipped team member and in the application of the tip credit.

Credit Cards: Where tips are charged on a credit card and the employer must pay the credit card company a percentage on each sale, the employer may pay the team member the tip, less that percentage. For example, where a credit card company charges an employer 3 percent on all sales charged to its credit service, the employer may pay the tipped team member 97 percent of the tips without violating the FLSA. However, this charge on the tip may not reduce the team member's wage below the required minimum wage. The amount due the team member must be paid no later than the regular pay day and may not be held while the employer is awaiting reimbursement from the credit card company.

Minimum Wage and Tipped Team Members:

• Where a team member does not receive enough tips to make up the difference between the direct (or cash) wage payment (which must be at least $2.13 per hour) and the minimum wage, the employer must make up the difference.

• Where a team member receives tips only and is paid no cash wage, the full minimum wage is owed. Where deductions for walk-outs, breakage, or cash register shortages reduce the team member’s wages below the minimum wage, such deductions are illegal.

• Where a tipped team member is paid $2.13 per hour in direct (or cash) wages and the employer claims the maximum tip credit of $5.12 per hour, no such deductions can be made without reducing the team member below the minimum wage (even where the team member receives more than $5.12 per hour in tips).

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• Where a tipped team member is required to contribute to a tip pool that includes team members who do not customarily and regularly receive tips, the team member is owed all tips he or she contributed to the pool and the full $7.25 minimum wage.

Overtime and Tipped Team Members:

• Where the employer takes the tip credit, overtime is calculated on the full minimum wage, not the lower direct (or cash) wage payment. The employer may not take a larger tip credit for an overtime hour than for a straight time hour (i.e., $4.00 tip credit per hour for the non-overtime hours and $5.12 tip credit per hour for overtime hours).

What to do if an improper deduction occurs: If you believe an improper deduction has been made to your salary, you should immediately report this information to the Director of Operations at jyoakum@statefarehouston.com, or 832-831-0950 for prompt investigation and reimbursement as determined.

2.2 Pay You will be paid bi-monthly on the 5th and the 20th day of each calendar month unless otherwise communicated. All credit card tips, and Cash Auto Gratuity will be paid on your paycheck. Overtime payment (where applicable), which is included with the non-exempt team member's base salary payment, is also paid on the 5th and 20th day of each month, with such payment covering hours worked in the prior semi-monthly period. (For additional explanations see section on overtime policy and procedures.)

It is State Fare Kitchen & Bar’s policy that team member paychecks will only be given personally to that team member. All other arrangements for mailing or pick-up must be made in advance and in writing with restaurant management. Paychecks are available after 5pm on pay day.

Team members may be paid by check. Salaried team members may also choose direct deposit of funds to either a savings or checking account at their bank of choice (providing the bank has direct deposit capability). To activate direct deposit, a Direct Deposit Authorization form from a salaried team member’s manager may be obtained and the team member should have his/her bank complete the form. The completed form must then be returned with a voided personal check to the manager or owners. Due to banking requirements it may take several days for activation of the Direct Deposit.

In the event of a lost paycheck, management must be notified in writing as soon as possible before a replacement check can be issued. In the event the lost paycheck is recovered and State Fare Kitchen & Bar identifies the endorsement as that of the team member, the team member must remit the amount of the replacement check to State Fare Kitchen & Bar within 24 hours of the time it is demanded.

A statement of earnings is given each pay period to Team Members indicating:

• Gross Pay • Statutory Deductions • Voluntary Deductions

The amount of Federal withholding is affected by the number of exemptions claimed on Form W-4, Team Member's Withholding Allowance Certificate. If a team member's marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted. Except for extreme emergencies, no salary advances will be made.

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Direct Deposit: Direct Deposit is offered to salaried managers only. Direct deposit is available with completion of an Authorization Agreement. Please verify your ABA/Routing Number with your bank before submitting your request.

2.3 Overtime Pay The Federal Wage and Hour laws group team members into two classifications regarding eligibility to receive overtime payments: exempt and non-exempt. All hours worked over forty (40) per week will be paid at the team members’ normal rate of pay unless otherwise guided by Federal, State or local law.

Exempt: Team members employed in executive, administrative, professional, outside sales or certain computer capacities do not receive overtime pay.

Non-exempt: Team members not employed in executive, administrative, professional, sales or certain computer capacities are paid one and one-half times their regular hourly rate for those hours worked in excess of 40 in a regular workweek; and overtime pay is not paid when a non-exempt team member works less than 40 hours in a week because of a holiday, personal time off, sick or personal day or any other paid time-off which does not constitute hours worked as defined by applicable laws. Additional overtime rate consideration will be made for non-discretionary bonuses and/or commissions earned during a period in which a non-exempt team member worked overtime, as well as for consideration for all applicable federal, state and/or local wage and hour laws. It is the intent of State Fare Kitchen & Bar to comply in good faith and ensure accurate payment of wages in accordance with all applicable federal, state and/or local wage & hour laws.

Note: Overtime will be calculated based on the Company’s defined work week of Friday - Thursday unless otherwise guided by federal, state and/or local wage and hour laws. Any questions and/or discrepancies in the payment of wages should be reported immediately to the Office Manager/Bookkeeper and/or Executive Team.

2.4 State and Local Laws State Fare Kitchen & Bar recognizes and observes all federal, state and/or local wage & hours laws. While this team member handbook is not intended to outline the specifics of all such applicable laws and regulations, State Fare Kitchen & Bar’s policies, procedures and practices ensure full compliance. For more detailed information regarding your rights regarding wage & hour practices, team members may contact the Director of Operations or visit www.dol.gov including links to State specific offices and information. State Fare Kitchen & Bar has a zero tolerance for retaliation towards any team member who has a question and/or complaint regarding any condition of employment.

2.5 Commission, Bonus or Incentive Plans Commissions, bonuses or other incentive plans may be developed, and must be approved by the EXECUTIVE TEAM. The terms of those plans may be subject to change and should not be construed as contractual unless otherwise approved in writing by the EXECUTIVE TEAM.

2.6 Changes to Personal Information State Fare Kitchen & Bar is committed to ensuring accurate team member records. To request a name, address, phone number or any other change to personal information or emergency contacts, please submit your change in writing and provide to the Human Resources/Payroll with a copy of your social security card and/or other requested documents as applicable including an updated W-4 & I-9 form.

Section 3: Hours of Work

3.1 Work Schedule State Fare Kitchen & Bar is open for business daily for our guests unless otherwise communicated. It is your responsibility to be present, fit for duty, and ready to work from the start to the end of each workday as scheduled. Please check with your supervisor/manager for your specific work schedule.

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3.2 Time Records The attendance of all team members is recorded daily by the Supervisor/Manager on duty each day through the clock in/out procedure on the point of sale system and is submitted to the Office Manager/Bookkeeper at the end of each pay period. Our attendance records are State Fare Kitchen & Bar records, and care must be exercised in recording the hours worked. Team members are not to clock or sign in or out for other team members. Violations of this policy may result in appropriate disciplinary action, up to and including immediate discharge.

• All non-exempt team members must ensure that the time they arrived/departed each day is properly recorded on his/her time record. Each team member is responsible only for his/her own recordkeeping.

• Once a team member clocks or signs in, work is to commence immediately. Failure to do so is considered falsification of timekeeping records.

• If a team member forgets to clock or sign in or out, he or she must notify his or her Supervisor/Manager immediately so the time may be accurately recorded for payroll.

• Non-exempt team members must ensure that their Supervisor/Manager calculates his or her overtime properly. A team member's Supervisor/Manager must approve each overtime entry; team members with overtime entries that do not have prior approval will be subject to corrective action.

• Exempt team members are also required to sign in and out; in addition, business trips and personal time off must be recorded by the Supervisor/Manager on duty and that information must be transmitted to the payroll.

Time records are considered official restaurant records and should be certified by your manager and you as accurately reflecting all hours worked. The falsification of time records is a restaurant infraction and will result in corrective action up to and including termination of employment. All non-exempt team members are required to record all hours worked each day including compensable travel time for outside meetings and/or events. Non-exempt team members must receive prior approval prior to working any overtime. We maintain attendance records on non-exempt and exempt team members to track paid time off benefits, such as bereavement leave and personal time off days, etc.

3.3 Business Expense Reimbursement State Fare Kitchen & Bar may reimburse team members for all legitimate out-of-pocket businesses expenses as approved per the company’s expense reimbursement guidelines. The Expense Report policy outlines the process for expense reporting. Failure to adhere to this policy could result in denial of expense reimbursements or suspension of credit card privileges. Any questions regarding this policy should be addressed to the Finance department. Note: For more details, please refer to the Expense Report Policy that can be found by contacting Human Resources.

Section 4: Paid and Unpaid Leave

4.1 Time off Requests Time of Requests should be submitted at least two weeks in advance. If you need time off and you cannot comply with the two-week requirement you must get approval by management. Time off requests are done through HotSchedules. All shifts are your responsibility. You must work all scheduled shifts, if swapping or releasing your shift it is your responsibility until the shift change has been approved in Hot Schedules by management. If you release a shift and it is not picked up, you are responsible for that shift. All shifts that you do pick up are your responsibility.

4.2 Calling Off It is your responsibility to cover your shift, if you have to call off to illness, you must follow proper procedure in doing so.

• Release your shift on Hot Schedules • Call/Text/Email the management team to inform them of your issue. You must inform the manager at least 3

hours prior to your shift.

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• Due Diligence in finding a replacement for your shift

You may be subjected to corrective actions or termination for unexcused absence from your shift.

4.3 Bereavement Leave State Fare Kitchen & Bar may grant full-time team members who have successfully completed their ninety (90) day introductory period up to two (2) consecutive days of paid bereavement leave due to the loss of an immediate family member defined as: spouse, child, step-children, son or daughter-in-law, brother, sister, parent, grandparent. If you’re ineligible and/or need additional time for bereavement leave it will be unpaid unless otherwise agreed in writing by the Executive Team and/or guided by applicable Federal, State and/or local laws. An obituary or other verification may be required as requested by your manager.

4.4 Election Day You are encouraged to fulfill your civic responsibility by participating in elections. Generally, you should be able to find time to vote either before or after your regular work schedule. If you are unable to vote in an election during your non-working hours, you may be granted a reasonable amount of time in which to do so as approved by management. Advance notice is required so the necessary time off can be scheduled at the beginning or end of the workday; whichever provides the least disruption to the normal work schedule with consideration of applicable federal, state and/or local laws.

4.5 Holidays Due to the nature of our business, State Fare Kitchen & Bar may be open during the holiday(s). Management will communicate any variations, additions or special notices to you.

4.6 Jury Duty Team members may be permitted to take the necessary unpaid time off from work to serve on a jury as requested. Team members must provide a copy the jury duty summons to their manager as soon as possible to allow arrangements to accommodate their absence. Team members are expected to return to work whenever the court schedule permits. Exempt team members will be paid in accordance with the FLSA.

4.7 Religious Observances State Fare Kitchen & Bar supports a diverse workplace and recognizes the importance of religious observances. If time off is necessary for a religious observation, you may, with management’s approval take as unpaid leave unless otherwise guided by federal, state and/or local laws. Managers must forward any requests for reasonable accommodation(s) to the VP, Operations for final approval; i.e. Religious, Disability, etc.

4.8 Personal Time Off (PTO) State Fare Kitchen & Bar may grant regular full-time team members who have successfully completed their ninety-day introductory period paid personal time off as described below unless otherwise communicated in writing by the Human Resources Manager as approved by the Senior Leadership Team:

Calculating personal time off – Salaried Team Members

Hired January 1- June 30

If salary team member is hired between January 1 and June 30, the employee will accrue 1 day personal time off for each month worked to be used after July 1st of that year.

Hired July 1- December 31

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If a salary team member is hired between July 1 and December 31, the employee will be eligible for (12) days of personal time off in the next personal time off year after completing six (6) months of service.

IN THE CALENDAR YEAR THE EMPLOYEE CELEBRATES THE FOLLOWING:

Anniversary Years of Service Personal time off Time Available

1 through 4 years 12 days

5+ years 15 days

Calculating personal time off – Hourly Team Members

The amount of personal time off earned is based upon an employee’s length of continuous service from their most recent hire date and the hours worked in the previous calendar year. Once a crew member has completed their first year of employment, then in the calendar year that the employee celebrates the following anniversary, paid personal time off hours will be based on the hours worked in the previous calendar year according to the following schedule:

Prior Year Hours Personal time off Time Available

2000 5 Days

Part-time, seasonal and temporary team members are paid for hours worked and do not receive paid personal time off.

You must inform your manager in writing of your personal time off request at least thirty (30) days before you want to start taking time off. Please indicate your personal time off preferences as early in the year as possible. Your manager must have given final written approval for all personal time offs before being considered as approved time off.

Your personal time off is intended to enhance your health and welfare. Take personal time off days in a way which meets both your needs, as well as the needs of SCG and fellow team members. Your manager will grant personal time offs at times suitable to the operation of SCG. When the work schedule requires, your manger has the right to postpone or cancel personal time offs. Cancelled personal time offs may be taken later as approved by your manager.

Note: Unused paid personal time off will not be paid out at the time of separation or termination of employment by either party, unless otherwise guided by law.

Note: Leave without pay (LWOP) will not be granted and may be considered an unexcused absence(s) unless otherwise guided by law and/or communicated by your manager in writing. Unexcused absences may result in corrective action up to and including termination of employment.

Section 5: Leave of Absence You may be granted a leave of absence to preserve credited service to the restaurant, provided you report to work at the expiration of the approved period of absence and a position for which you are qualified is available and/or as otherwise guided by law. You must verify your request for a leave of absence in writing. Your case will be considered based on your needs, as well as the needs of the restaurant and consideration under applicable laws. Subject to the terms, conditions and limitations of the applicable plans, health insurance benefits may be continued. Medical coverage will continue on the same terms and conditions as if you were still at work. We have the right to require full or partial payment for medical coverage where appropriate. Before leaving on an approved leave of absence, you must make arrangements with your manager to make sure that your benefit coverage does not lapse.

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If you fail to report to work following the end of the approved leave period and are a no call – no show for two (2) consecutively scheduled work days, the restaurant will assume you have voluntarily separated from your employment.

Additional State Laws and Benefits: State Fare Kitchen & Bar recognizes many states and local areas offer additional protection and benefits. While all team member rights and privileges offered by such laws are observed by State Fare Kitchen & Bar, this section is not inclusive of all state and local variances under such laws. Where applicable state and/or local laws offer more protection or benefits to team members, the protection or benefits provided by such laws will apply. Team members employed in states where additional benefits and leave may be available under applicable laws may receive specific information in addition to the team member handbook and may contact their manager.

5.1 Medical Leave You may be granted a medical leave of absence without pay, unless you work in a temporary position. You may request up to a maximum of six (6) weeks of medical leave based on your doctor’s instructions. Make your request to your manager or the Human Resources Manager at least 30 days in advance of foreseeable events, and for unforeseeable events, within two business days of learning of the need for medical leave. When requesting medical leave, you are required to provide your manager and/or the designee with a doctor’s note that includes the reason for medical leave and the estimated amount of time off needed. Management has the option to approve or disapprove the request, based on the needs of the restaurant and applicable laws. If approved, you are required to first use any available paid sick leave, then available paid personal time off while on a medical leave of absence. Once available paid time off has been exhausted you will begin an unpaid leave of absence. While on a medical leave, you are required to provide your manager or designee with status reports of your condition, and at least two weeks prior notice of the date of your intention to return to work. When returning from medical leave, you must submit a doctor’s note of verification of your fitness to return to work.

Note: You may not be guaranteed a specific position with the restaurant upon your return unless otherwise guided by law.

5.2 Family and Medical Leave (FMLA) You may be granted time off from work to fulfill family/medical obligations relating directly to childbirth, adoption or placement of a foster child; to care for a child, spouse or parent with a serious health condition; for your own serious health condition; a covered family member called to or engaged in active military duty; or, to care for a covered family member with a serious injury or illness that occurred (in the line of duty) while on active military duty. State Fare Kitchen & Bar provides family and medical leave of absence without pay to all eligible team members.

A serious health condition means an illness, injury, impairment, or physical or mental condition that results in incapacity (being unable to work) for more than three consecutive days and involves inpatient care in a hospital, hospice or residential medical care facility or continuing treatment by a health care provider.

Specific to Military Family Leave:

• A covered family member is a spouse, son, daughter, parent or next-of-kin • A serious injury or illness is one incurred while in active duty that may render the person unable to perform the

duties of member’s office, grade, rank or rating

If you are eligible, have completed one year of service and have worked at least 1,250 hours over the previous 12 months, you may request up to a maximum of 12 weeks of family/medical leave, in accordance to the Family and Medical Leave Act of 1993, or up to a maximum of 26 weeks of caregiver leave in compliance with the Support for Injured Service Member Act of 2007. The leave may be paid, unpaid or a combination of paid and unpaid leave as defined in this handbook. Make your request to your manager and/or the designee at least 30 days in advance of

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foreseeable events, and for unforeseeable events, within two business days of learning of the need for family/medical leave.

Below are types of family/medical leave:

• Full leave—full work weeks taken all at once during the leave period • Intermittent leave—several hours of leave taken at various times during the leave period • Reduced work hours during the leave period

While on an intermittent leave or reduced work schedule, you may be temporarily transferred to a position which better accommodates your recurring leave and which has equivalent pay and benefits.

Note: Intermittent leave may not be taken for the birth or placement of a new child.

You are required to provide your manager and/or the designee with a completed Request for Family/Medical Leave form and a Certification of Health Care Provider form. These are needed to verify the reason for family or medical leave, the estimated amount of time required, beginning and ending dates, and the amount of paid time off benefits that will be used to substitute unpaid leave. The Certification of Health Care Provider form is due within 15 days after you request leave. Please promptly report any changes to your manager and/or the designee.

You may request up to a maximum of 12 weeks of family/medical leave within any 12-month period. The 12-month period will be calculated on a roll-forward basis, beginning with the first date that any leave is requested to begin. Any combination of family leave and medical leave may not exceed this maximum limit. Married team member couples may be restricted to a combined total of 12 weeks leave within any 12-month period for childbirth, adoption or placement of a foster child; or, to care for a child, spouse or parent with a serious health condition, or a combined total of 26 weeks leave within any 12-month period to care for a covered injured or ill service member. Substituting paid leave for unpaid leave does not extend the 12-week leave period. While on family/medical leave, you are required to first use any available paid sick leave, then available paid personal time off for your own serious health condition, or to care for an immediate family member with a serious health condition. Female team members who are unable to work due to their pregnancy disability, family/medical obligations relating to childbirth, or related medical conditions are required to first use any accrued unused sick, then personal time off and personal days while on family/medical leave. Male team members requesting family leave to care for their new child are required to use any available paid personal time off. Once available paid personal time off has been exhausted, you may begin an unpaid leave of absence. If there are medical needs, paid sick leave may also be used / applied as communicated by your manager and/or the designee. While on family/medical leave, State Fare Kitchen & Bar may maintain applicable and elected health insurance benefits until you have exhausted your family/medical leave period. You may be required to reimburse the restaurant for your portion of the health insurance premiums paid by the restaurant while you were on family/medical leave.

Note: You are required to provide your manager and/or the designee with regular status reports of your qualified condition, as well as your intentions to return to work. When returning from medical leave, you must submit a health care provider’s verification of your fitness to return to work. Please provide your manager and/or the designee with at least two weeks prior notice of the date of your intention to return to work. When family/medical leave ends, you will be reinstated to the same position if it is available, or to an equivalent position for which you are qualified. If you fail to return from family/medical leave on the originally scheduled return date, you will be considered to have voluntarily terminated your employment with State Fare Kitchen and Bar.

Note: State Fare Kitchen & Bar reserves the right to designate family/medical leave where applicable. Where additional federal, state or local laws offer more protection or benefits to team members, the protection or benefits provided by such law will apply.

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5.3 Military Leave You may be granted a military leave of absence without pay to undertake military service (drills, training or active duty) or certain types of service in the National Disaster Medical System. You may use any available paid personal time off for the absence, and you’re required to adhere to the following guidelines in order to be reinstated:

• You (or an appropriate officer in the uniformed service in which your military service is performed) must give advance written or verbal notice of the military duty

• The cumulative length of all periods of military service must not exceed five years during your term of employment with the company.

• You must report to work when required after the period of military service ends.

The timeframe under which a returning team member must report to work may vary based on the length of the military leave. You will return to the same position or, if the military service exceeds 90 days, you will be given a position with equivalent status and pay. If you are unqualified for that position, you will return to the position held when the military leave commenced. You will have the same number of years of service with the company that you had when your military service commenced, plus additional years of service, rights and benefits you would have attained if you had been continuously employed. We will make reasonable efforts to accommodate and to train you on new equipment or techniques or to refresh skills not used during the service. In circumstances when the company has experienced so much change that reinstating you will impose an undue hardship, or any accommodation, training or effort required for reemployment will impose an undue hardship for the company, you may not be reinstated. If you participate in the company’s benefit plans, you may continue health care coverage for yourself and your dependents for up to 24 months from the date your military leave begins. The use of available paid personal time off is considered optional during a period of military leave.

Note: Our benefit plans are not required to cover injuries or illness that are attributable to military service—those will be covered by the uniformed service.

5.4 Workers’ Compensation State Fare Kitchen & Bar provides a comprehensive workers’ compensation insurance program at no cost to team members. This program covers any illness or injury arising out of, and in the course of, employment. Subject to applicable legal requirements, workers’ compensation insurance may provide partial compensation of lost work hours.

You MUST report any of the following to your manager immediately:

• If you have a job-related accident, and/or have a job-related illness or injury; or • You have knowledge of and/or witnessed a job-related accident, illness or injury.

A restaurant can be a dangerous place if any of our team members disregard basic safety principles. Fires and burns are always potential hazards in the kitchen and wait staff can be burned accidentally as well. Wait staff can easily trip and fall if not carrying trays and other items safely.

We work hard to provide a clean, hazard-free, healthy, safe environment in which to work, and make every effort to comply with all relevant federal, state and local occupational health and safety laws, including the Federal Occupational Safety and Health Act. As a team member, you have a duty to comply with the safety rules of the restaurant, and you are expected to take an active part in maintaining a hazard-free environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment where required.

Section 6: Safety

6.1 General Safety State Fare Kitchen & Bar believes injuries, illness and accidents are preventable through the establishment of, and

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compliance with, safe work practices. It is the policy of State Fare Kitchen & Bar to maintain safe working conditions, and to establish and insist upon safe methods and work practices. All team members have a responsibility to themselves and to State Fare Kitchen & Bar for their own safety and that of their co-workers. All team members are always required to follow State Fare Kitchen & Bar safety policies and to work in a safe manner.

In addition, all team members are required to:

• Comply with all federal, state, and local rules and regulations relevant to their safe work practices. • Observe all State Fare Kitchen & Bar rules, regulations and procedures related to the efficient and safe

performance of their work. • Integrate safety into each job function and live by this philosophy in the performance of job duties. • Report or correct unsafe equipment and practices to your manager immediately.

Note: For more details on all topics related to Safety, please refer to below and posted safety manuals

Safety Rules The following rules provide a general guideline for all team members to perform their jobs safely. It is every team member’s responsibility to follow these rules and to encourage other team members to follow them as well. Willful violation of safety rules will result in disciplinary action up to and including termination. These rules are subject to change and will be reviewed periodically.

• If you are unsure how to safely perform any task, ask a manager for direction. • If you feel that a task is beyond your physical capabilities, ask for help. • Use common sense when performing any job. • Know the location of your First Aid Kit and notify management if any item needs replenishing. • Practice good housekeeping. All work areas must be neat, clean, and organized. • Do not block fire extinguishers and fire alarm pull stations. • Immediately report any unsafe act or condition to your immediate supervisor whether or not an injury has

occurred. • Report any injury, whether personal, team member, or guest, to your immediate supervisor regardless of how

minor. • Do not operate any equipment unless appropriate safety guards are in place and operational and you have been

trained and certified in the proper operation of the equipment. • Team members must wear appropriate personal protective equipment whenever required. • Never distract the attention of another worker. Horseplay is a serious violation and will not be tolerated. • Do not run in the restaurant for any reason. • Be cautious in congested areas and blind corners. If in the kitchen, always announce yourself when approaching

a blind corner or when passing behind a coworker. • Keep the floor clean, dry, unobstructed, and free of any trip and slip hazards. Always use “wet floor” caution

signs when there is a spill or wet floor slip hazard. • Help the management team in its enforcement of safety rules. Report weaknesses in safety rules, make

suggestions for improvement, and teach fellow team members the safe way to perform a job. Play an active role in keeping our outlets safe.

• Keep all chemicals labeled, stored away from food, and covered when not in use. • Keep all storage areas clean, organized, and safe. Do not store unapproved chemicals or flammable liquids. • Keep all exits free from obstructions. • Keep all coolers clean, organized, and safe. • All garbage bags from restrooms must remain in the container and be taken to the dumpster to be discarded. At

no time should the bag be removed from the container and carried by the team member. This policy prevents

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the team member from being exposed from any hazardous material that may have been discarded in a restroom garbage container.

• Always be aware of your surroundings. Failure to abide by the company’s safety and accident rules may result in disciplinary action, up to and including termination.

Drug Policy It is our intent and obligation to provide a drug and alcohol free, healthful, safe and secure work environment. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or alcohol on State Fare Kitchen and Bar premises, or while conducting State Fare Kitchen & Bar business off State Fare Kitchen & Bar premises is absolutely prohibited. State Fare Kitchen & Bar may conduct pre-employment, reasonable suspicion, random and, but not limited to post accident drug and alcohol screenings.

Smoking Policy State Fare Kitchen & Bar respects the rights of both non-tobacco users and users. When these rights conflict, management and SCG team members should endeavor to find a reasonable accommodation. When such accommodation is not possible, the rights of the non-tobacco user will prevail.

Note: All team members should adhere to federal, state, local and other regulations regarding smoking in public facilities while conducting business on behalf of SCG. Policy against Retaliation/Whistleblower Protection It is illegal and against the policies of State Fare Kitchen & Bar for any team member to attempt to retaliate against an team member including a “whistleblower” (a person who exposes misconduct, alleged dishonest or illegal activity occurring in an organization).

Policy against Harassment It is illegal and against the policies of State Fare Kitchen & Bar for any team member, male or female, to harass or treat another team member or guest in a disrespectful and/or, but limited to a manner which interferes with the team member’s ability to do their job.

No Weapons Policy In an effort to maintain a safe work environment for team members, State Fare Kitchen & Bar has established guidelines for any team member who intends to carry any form of concealed weapon on the premise.

Workplace Violence Any form of workplace violence is strictly prohibited.

6.2 Vehicle Safety All team members who operate restaurant owned/leased, and/or personnel vehicles on restaurant business are expected to drive in a safe manner observing all traffic laws and drive with courtesy to other drivers, pedestrians and the public.

Section 7: Standards of Conduct

7.1 Standards of Conduct To ensure orderly operations and provide the best possible work environment, State Fare Kitchen & Bar expects Team Members to follow standards of conduct to protect the interests and safety of all Team Members, guests and the public.

Violations of our standards may result in one or more of the following forms of corrective action:

• Verbal Warning • Written Warning and/or Suspension

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• Termination of Employment

The following may be considered in determining the appropriate level/form of corrective action:

• The seriousness of the infraction. • The past record of the team member. • The facts and circumstances surrounding the matter. • How similar situations have been addressed by the Company.

Although it is impossible to list all forms of behavior considered unacceptable in the workplace, the following are examples of infractions of rules of conduct which may result in corrective action up to and including termination from employment.

• Falsification and/or misrepresentation of any restaurant documents/records, such as but not limited to employment applications, time records, forms and government records.

• Theft, fraud, gambling, unlawful/unapproved carrying weapons or explosives, or violation of criminal laws while conducting restaurant business on or off restaurant property; Mixing or exchanging personal money with State Fare Kitchen & Bar funds may be considered a Class A theft.

• Failure to protect State Fare Kitchen & Bar assets through negligence or willful misconduct (in other words, loss of funds, product or business, leaving bar/restaurant unattended)

• Threatening, intimidating, fighting, coercing, using abusive language, indecent behavior, harassing or otherwise interfering with the performance of fellow team members or guests including, but not limited to through electronic communications.

• Insubordination or refusal to comply with instructions or failure to perform reasonable duties to which assigned.

• Personal business on restaurant time; Fraternizing with guests on restaurant premises while on or off duty. • Smoking, snacking, or chewing gum in guest view or other prohibited areas. • Unauthorized use of the telephone or frequent or unnecessary use of the telephone for personal business;

unauthorized use of personal cell phones, including texting, web browsing, taking pictures, etc. • Parking motor vehicles in areas other than those designated by management. • Failing to abide by clock rules, sign in/out procedures, working overtime without management authorization, or

stopping work early without management authorization. Interfering with or hindering work schedules. • Failing to notify a supervisor when unable to work as scheduled; supervisor must be notified as soon as possible

if a shift is to be missed or modified. • Dining or snacking at any time other than during designated breaks, meal periods, or in areas other than those

designated by management. • Unauthorized absence from assigned work area or being in an unauthorized area. • Failing to observe established health, fire and safety practices. Failure to report unsafe actions of other team

members or injuries sustained while on duty. Unreported guest injury or damage to guest, team member, or restaurant property. Failure to report theft of restaurant or guest property.

• Failing to exhibit a neat and business-like appearance and high degree of personal cleanliness always. • Failure to comply with restaurant uniform policy. • Solicitation or unauthorized distribution of literature or products of any nature in working area. Posting or

removing notices, signs, memoranda, and or writing in any form on a bulletin board or restaurant property. • Making or publishing false, vicious, or malicious statements concerning a team member, supervisor, the

restaurant, or its food, beverages or services. • Discussing confidential information in public areas where guest could overhear conversation. • Being on restaurant premises or in working areas while off duty without the approval of management.

Loitering/contributing to the inefficiency of team members who are working.

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• Excessive absenteeism and/or tardiness; Failure to report to work, without having given proper notification. This includes but is not limited to being absent two (2) consecutive scheduled shifts without approval.

• Misuse, mistreatment or willful destruction of restaurant property such as but not limited to computers, equipment, facilities and/or restaurant information. This includes guest property.

• Unauthorized receipt, distribution or storage of inappropriate messages via telephone, mail system, including electronic mail systems, the internet, intranet or other company-owned equipment, mobile devices, software.

• Inappropriate participation in or storage of data from internet chat rooms, message boards, newsgroups or other internet communications concerning restaurant business, policies & procedures or team members (past/current).

• Use, possession, sale, purchase or being under the influence of illegal drugs or other intoxicants at any time while working, on restaurant premises or while attending restaurant events.

• Carrying concealed weapons or possession of firearms or weapons on the restaurant premise (including State Fare Kitchen & Bar owned or leased vehicles) unless in compliance with any law.

• Unsatisfactory performance or professional conduct; creating negativity in the workplace; Personal business on restaurant time.

• Acceptance of any form of an unapproved gift and/or gratuity from guests and/or Governmental Agencies; giving away product in exchange for gratuity; Taking or giving bribes.

• Failure to follow restaurant policies/procedures.

7.2 Attendance Standards If you are unable to report for work for any reason, you must notify your supervisor/manager via direct phone call no later than three (3) hours prior on each business day that you will not be available for work. A text message and/or other form of communication such as an email message or IM are not acceptable. You must contact your Supervisor/Manager directly.

State Fare Kitchen & Bar reserves the right to require a doctor’s release when you return to work following an illness.

If you arrive more than five (5) minutes late you will be considered tardy. If you are more than thirty (30) minutes late and/or are absent without approval it will be considered an unexcused absence and grounds for corrective action up to and including termination unless otherwise guided by applicable federal, state and/or local law.

7.3 Absence without Notice To operate our restaurants effectively, the restaurant requires that you keep your management informed of your status when you are off work due to illness or an accident. If you fail to notify your supervisor/manager after any two consecutive scheduled days’ absence, the restaurant will presume you have voluntarily separated from your employment and you will be removed from the payroll. If you must leave work for any reason before the end of the day, you must notify your manager.

7.4 Cellular and Mobile Devices Assistance Policy Cell phone, smart phones or other devices are not permitted. This includes texting, emailing, taking pictures, playing games, etc. Ringers that can be overheard by guests or team members must be turned off during business hours.

Note: State Fare Kitchen & Bar has a zero-tolerance policy prohibiting team members from conducting personal business on restaurant time unless otherwise approved by their supervisor/ manager. This includes but is not limited to activities on personal cell phones, smart phones and other devices such as personal phone calls, internet browsing, text messaging and any form of inappropriate use and/or conduct.

7.5 No Weapons Policy You are prohibited from carrying or bringing a weapon on premises during the course of performing your job, whether you’re on restaurant property at the time or not unless otherwise guided by law and/or approved in writing by the

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EXECUTIVE TEAM. This applies even if you are licensed to carry a handgun. Prohibited weapons include any form of weapon or explosive restricted under local, state or federal regulation. This includes firearms, illegal knives or other weapons covered by the law (legal, chemical-dispensing devices such as pepper sprays that are sold commercially for personal protection is not covered by this policy).

An exception is only allowed if the restaurant has given you written consent to carry a weapon while performing specific tasks on its behalf, and/or as guided by local, state or federal regulation. As some states have passed specific laws allowing team members to store and have access to legal firearms kept in privately owned vehicles parked on or in employer provided parking areas, it is the responsibility of the team member to notify their manager in writing of any such possession of covered firearms and ammunition and strictly adhere to such laws and specific exceptions.

Legal Firearms in Private Vehicles This policy is not intended to prevent team members from transporting or storing legal firearms in their locked, private vehicles while parked on or in State Fare Kitchen & Bar's designated parking area. The right to carry legal firearms under state law does not extend beyond “parking” areas. team members conducting business on State Fare Kitchen & Bar’s behalf in private vehicles are fully responsible for doing so lawfully and must observe all legal exemptions under local, state or federal law.

Note – Local, state, and federal laws are subject to change. It is the responsibility of the team member to ensure full legal compliance with all such laws. If you have a question about whether an item is considered a prohibited weapon under this policy, please check with the EXECUTIVE TEAM. You are expected to verify ahead of time an item is not defined as a prohibited weapon under this policy and/or illegal under local, state or federal law before having it in your possession while on duty or otherwise. You will be held responsible if it is a prohibited item.

This policy applies to all team members, contract and temporary team members, and visitors on State Fare Kitchen & Bar property including guests and vendors.

7.6 Off the Clock Work Policy State Fare Kitchen & Bar is committed to compensating every team member for the work they perform. It is against restaurant policy for any non-exempt team member to perform work without being paid. It is a violation of the law and restaurant policy to work off the clock, or for a manager to request that a non-exempt team member work off the clock. If a violation is reported, a prompt and thorough investigation will be completed, and corrective action will be taken when necessary. While non-exempt team members who work off the clock will be paid for the time they worked, appropriate corrective action may be issued if such time was not approved by the Company. It is the responsibility of each manager to ensure non-exempt team members are properly and accurately compensated for all working time.

Visiting the restaurant on Off the Clock Periods You are permitted to use restaurant services during off the clock times. You will receive 50% discount on your meal for all food items and NA beverages. For any guest up to four you will receive friends and family discount at 25%. You are not permitted in that bar prior to or after your shift. You must be off shift for a minimum of 2 hours before returning to dine. At no time are you permitted to sit at the bar top. When in the restaurant during off the clock periods you are not to be in uniform.

Recording Hours Worked All non-exempt team members maintain an appropriate record of all time worked for submission to the restaurant for payment. Non-exempt team members are required to sign in prior to commencing work, and sign out during bona-fide meal periods and at the end of their scheduled shift at any of the designated time-clocks when no longer performing work for the restaurant. Any time worked, which is not recorded should be reported to your manager during the workweek in which it was worked. All time worked by a non-exempt team member for, or on behalf of the Company, will be compensated at the team member’s regular rate of pay or overtime, whichever is applicable.

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Unscheduled Work Unscheduled work is work done before, or after a non-exempt team member’s regularly scheduled work times or before or after the team member signs in/out. A non-exempt team member should not work unscheduled time unless his or her manager authorizes the non-exempt team member to perform unscheduled work AND the time is recorded on the team member’s timesheet. Other limited situations may arise when the non-exempt team member may need to perform unscheduled work without prior manager authorization. In those situations, the non-exempt team member must keep track of all time worked and immediately report it to their manager.

Violations of Policy A non-exempt team member who performs work without properly recording his or her time, which results in non-payment of wages, is in violation of this policy and may be subject to corrective action, up to and including termination of employment. Managers are prohibited from requesting or requiring a non-exempt team member to work for, or on behalf of the company, without appropriate compensation. Any manager who: (1) requests or requires a non-exempt team member to work off the clock; or (2) has knowledge a non-exempt team member is performing, or has performed work without being paid and has not taken sufficient corrective action, is in violation of this policy. Corrective action up to and including termination of employment may result.

Any non-exempt team member requested or encouraged to work off the clock by any manager should immediately report to Human Resources. It is the obligation of every non-exempt team member to comply with this policy and promptly report any actual or reasonably suspected violation of this policy to Human Resources. All reports will be promptly and thoroughly investigated. Team members found to have violated this policy are subject to corrective action up to and including termination of employment.

7.7 Outside Employment Outside employment is strongly discouraged but may be authorized by your manager. If outside employment interferes with your job performance or efficiency or in any way harms the business or reputation of the company, you will be requested to make a choice between the two. Outside employment that constitutes a conflict of interest is prohibited.

7.8 Personal Appearance Your appearance should project an appropriate image for conducting business while ensuring your safety. State Fare Kitchen & Bar expects team members to maintain a neat, well-groomed appearance with good hygiene always. When arriving for your shifts, you must be in full uniform, and remain in full uniform until you leave the building.

Newly hired associates will be required to procure specific uniforms for the first day of employment after orientation.

Guidelines:

Server

• White long sleeve, button down shirt with white undershirt • Black belt • Black socks • Dark Denim Jeans; not frayed or ripped • Black Non Skid shoes • Apron • 4 Pens - black ink • Server book • Wine Key • $25.00 Bank

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Kitchen:

• State Fare Issued Shirt • State Fare Issued Hat or hairnet • Black Non Skid Shoes • Black Pants or Jeans, not frayed or ripped

Bartenders:

• Long Sleeve Black Shirt • Black belt • Black socks • Black Non Skid shoes • Dark denim jeans, not frayed or ripped • Denim apron • 2 pens • Wine Key • Bottle Opener

Bussers:

• Black Shirt • Black belt • Dark Denim Jeans • Black Non Skid Shoes

Expos:

• Black Shirt • Black belt • Dark Denim Jeans; not frayed or ripped • Black Non Skid Shoes • Black Apron

Host:

• Business Casual • Non Skid Shoes • On days Jeans are permitted; not frayed, ripped or revealing clothing

General Personal Appearance and Hygiene As a team member of this company, we always expect you to present a clean and professional appearance. All wait staff and others serving the public directly are required to wear uniforms or dress specified by management. Your outlet may provide you with uniforms, but you will have to obtain other clothing as required including your own shoes which must be slip resistant. It is always your responsibility to keep your uniform neat and clean.

Included in your uniform requirements:

• Uniforms must be clean and wrinkle free • Black belt • Black non slip shoes (Shoes for Crews highly recommended) • Aprons, always clean and pressed • Makeup tasteful

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• No long or dangling jewelry • Clean and well-groomed hair, pulled back off the shoulders • Well-groomed hands, fingernails. • Facial hair should be neat and well-trimmed. • Beards grown during time off. • No excessive cologne or perfume (discretion of management) • No offensive tattoos (discretion of management) • No unnatural hair colors (discretion of management) • No excessive piercings. i.e. nose, face, lip, eyebrow, bull ring. (discretion of management) • Men, no more than one piercing per ear. • No hoops or large gauges • One tone of nail polish (French manicure ok). • No fingernail polish allowed for kitchen staff • No revealing attire (discretion of management) • No tight clothing, you must not be restricted in performing work duties • Clothes are to fit properly, no overly baggy or short shirts • All shirts must be tucked in our below hips (host) • No leggings

Appearance guidelines are solely at management’s discretion, and may be amended or changed at any time, without notice.

7.9 Social Media Policy State Fare Kitchen & Bar understands some team members will access Internet blogs, public forums, social networking sites, wikis, virtual worlds, web videos, podcasts, and similar venues (collectively called “social media”). These sites can provide a positive interchange of ideas, information and entertainment. At the same time, State Fare Kitchen & Bar’s interests and those of its team members can, in some circumstances, be compromised by the inappropriate uses of these media. Accordingly, the following policy applies to all social media use and serves as a guideline for engaging safely and responsibly in this environment. This policy is to be kept in mind regardless of whether a team member maintains or posts information to a social media site after business hours or on non-State Fare Kitchen & Bar equipment. State Fare Kitchen & Bar reserves the right to require an team member to stop maintaining or posting to any social media site containing content in any way associated with State Fare Kitchen & Bar which State Fare Kitchen & Bar deems inappropriate unless otherwise identified as Protected Concerted Activity.

Failure to comply with any part of this policy may result in corrective action up to and including termination of employment.

State Fare Kitchen & Bar Social Media Guidelines:

• Know and follow State Fare Kitchen & Bar’s Code of Business Conduct and Ethics. • Identify yourself on all social media sites, using your correct name; Consider FTC guidelines. • State in the social media sites that all views expressed are yours and have not been reviewed or approved by

the Company.

The following actions may be permitted only with the express prior written permission of the EXECUTIVE TEAM:

• Maintaining or posting social media content that implies State Fare Kitchen & Bar sponsorship or support by the company

• Using State Fare Kitchen & Bar time, facilities, resources or supplies to maintain or post content to social media

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• Maintaining or posting any logos or trademarks of State Fare Kitchen & Bar or related entities on social media sites.

The following actions may be considered unsafe or irresponsible use of social media and are not permitted:

• Maintaining or posting social media content that disparages or defames State Fare Kitchen & Bar , its team members or its guests unless otherwise considered Protected Concerted Activity

• Maintaining or posting social media content that contains sexual or violent content or implications • Maintaining or posting social media content that support a competitor of State Fare Kitchen & Bar or its related

entities or otherwise conflict with a team member’s duties to the restaurant • Disclosing any trade secrets, insider information or other confidential or proprietary information of State Fare

Kitchen & Bar or violating any privacy policies of the restaurant • Violating State Fare Kitchen & Bar ’s Code of Conduct and Business Ethics • Disclosing confidential information of State Fare Kitchen & Bar ’s guests or team members • Using the State Fare Kitchen & Bar name or that of any team members in any negative, defamatory or

derogatory maliciously false way on any social media sites.

Team Member social media sites or postings to social media sites may not contain any content that:

• Violates any laws including pertaining to intellectual property • Infringes on any third-party rights (including intellectual property rights) • Reveals any confidential employer or quest information • Violates any policies, rules, standards or requirements applicable to the restaurant.

It is not the intent of State Fare Kitchen & Bar to restrict the rights of team members under NLRB Act and/or, but not limited to any other applicable laws. It is not State Fare Kitchen & Bar’s intent to unnecessarily monitor, participate in unlawful “surveillance” and/or, but not limited to restricting team member’s rights to band together to address employment concerns and/or any other Protected Concerted Activity. If at any time you feel your rights are being violated, you should contact the VP of Operations immediately.

Note: Members of management and/or such designees acting on behalf of State Fare Kitchen & Bar shall not participate in the unlawful “surveillance” of protected team member activities, including Protected Concerted Activity, or to create the impression of surveillance. Any concerns of inappropriate posts or communications viewed in the public domain should be reported to Human Resources immediately to ensure the appropriate action based on all the facts available.

7.10 Solicitation State Fare Kitchen & Bar recognizes you may have interests in events and organizations outside of the workplace. However, team members may not solicit or distribute literature concerning these activities during business hours without manager approval including restaurant bulletin boards unless otherwise protected and/or guided by law.

7.11 State Fare Kitchen & Bar Media and Press Release Procedures In maintaining a single point of contact, we can ensure we maintain strong media relationships and ensure all statements made by State Fare Kitchen & Bar team members are done so with complete knowledge and consistent messaging. The EXECUTIVE TEAM or designee shall be the sole spokesperson on all business matters.

7.12 Substance Abuse and Alcohol Testing Policy You must arrive at work on time and in appropriate mental and physical condition for work. It is our intent and obligation to provide a drug-free, healthful, safe and secure work environment. The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance, or alcohol on restaurant premises or while conducting restaurant business off restaurant premises is absolutely prohibited. Violations of this policy will result in corrective

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action, up to and including termination of employment, and may have other legal consequences. State Fare Kitchen & Bar recognizes substance dependency as an illness and a major health problem. The restaurant also recognizes substance abuse as a potential health, safety and security problem. Team members needing help in dealing with such problems are encouraged to seek proper counseling.

Team members of State Fare Kitchen & Bar must, as a condition of continued employment, abide by the terms of the company’s policy. Please see the Safety reference of this handbook for further information.

Note: Team members must report any illegal drug related convictions, and/or, but not limited to any other criminal convictions to the EXECUTIVE TEAM within five (5) calendar days of the conviction. A criminal conviction does not automatically result in termination of employment. All facts will be considered including the nature of the conviction and requirements of the job position.

7.13 VIDEO SURVAILANCE State Fare Kitchen & Bar uses a security surveillance system in all of our locations. These systems are for the protection of our guests and team members. Please ensure you conduct yourself in a responsible manner in accordance with our work conduct policies as all actions will be recorded.

Note: No team member should enter any State Fare Kitchen & Bar during non-business hours. The only exceptions to this policy are instances in which a team member is executing official business and has been granted authorization prior to entrance by management.

Information Security and Computer Usage: Purpose: The availability, integrity, and confidentiality of computerized information are critical to the success of any organization. This document establishes the restaurant policy and standards for protecting all computerized communications, data, and information at State Fare Kitchen & Bar.

Applies To: This policy applies to all State Fare Kitchen & Bar team members and anyone accessing the State Fare Kitchen & Bar (any network owned by or operated on behalf of State Fare Kitchen & Bar. Everyone is responsible for implementing the standards defined in this policy.

Policy: All communications, data, and information that are created on, received through, or sent over State Fare Kitchen & Bar information resources are the property of State Fare Kitchen & Bar and must be protected, commensurate with their value and sensitivity to disclosure, at all times according to the standards of behavior defined in this document. All material of a proprietary or sensitive nature (confidential information) must be password protected or encrypted when transmitted via the Internet. All confidential information must be disposed of by being shredded or by other methods defined in this document.

Definitions:

This list defines terms used within this document:

• Computerized Information—any data or information stored or transmitted in electronic form, regardless of format.

• Information Resources—any of the following items used to process computerized information: o Hardware—all computers, tablets, smart phones, fax machines, telephones, network communication

devices, communication wiring, etc. o Media—all computer diskettes, hard drives, compact disks, tapes, USB drives, memory cards, etc. o Software—any executable electronic code, ranging from large e-mail systems to small word processing

macros. o Users—all individuals covered under the scope of this policy.

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• Confidential Information—any information produced by or in the possession of State Fare Kitchen & Bar that contains the following:

o Client Information— contract information o Competitive Data—proprietary financial information, business plans, pricing o Legally Sensitive Data—personnel information, legal investigations, or pending lawsuits o Technology Data—specific system architecture information, IP addresses, or any password information.

Personal Use of Information Systems: Team members who utilize State Fare Kitchen & Bar’s information resources should always practice proper network etiquette. State Fare Kitchen & Bar information resources are intended primarily for business purposes; however, incidental personal use of these systems is permissible if approved by your manager and Executive Team. Any personal use:

• Must not consume more than a trivial amount of resources that could otherwise be used for business purposes • Must not interfere with worker productivity • Must not preempt any business activity • Must not intentionally interfere with the normal operation of the network (including the propagation of

computer viruses and sustained high volume network traffic) • Must not be associated with any outside business activity • Must not be a potential embarrassment to State Fare Kitchen & Bar.

Note: Team member should not save personal photos and other personal, non-business files on the restaurant systems.

Protection of Computerized Information: State Fare Kitchen & Bar computerized information must be protected as follows, regardless of its location:

• Confidential information must not be disclosed to anyone without an authorized business need for access • Printed documents and computer media containing confidential information must be secured by lock and key

overnight • All computer accounts on State Fare Kitchen & Bar systems must be protected by a password • All computers must be logged off or password locked when unattended for more than 15 minutes • Conversations including sensitive information should be held in enclosed private areas. • Confidential information must reside in protected directories while stored on any hardware device • Portable computing devices, such as laptops or tablets, must remain under personal control when not secured

by a locking device • Virus detection software must be installed on all computing devices and remain up to date. • Critical files must be backed up on a routine basis to a network directory or to removable media, such as a

compact disk or tape • Confidential information must be disposed of when no longer needed to support operations or meet state legal

or tax requirements. (Printed documents must be shredded, and computer media wiped prior to discarding) • Software products such as WinZip, Microsoft Word, or Excel contain password protection features. Confidential

information should be placed into a file using one of these applications, or another application with password protection features, and password protected before being transmitted.

Ownership of Information and Resources: All communication, data, and information created on, received through, or sent over State Fare Kitchen & Bar information resources (including the Intranet/Internet, computer-based information/services, e-mail, and messaging systems) are the property of State Fare Kitchen & Bar. State Fare Kitchen & Bar reserves the right to determine the suitability of any of this information. Users have no right, title, interest, or ownership of such information nor do they have any expectations of privacy or confidentiality on any State Fare Kitchen & Bar information system. Information

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should be saved on backed-up network drives for protection. Users may be issued various items, such as computers or credit cards to facilitate the performance of their duties. These items are the property of State Fare Kitchen & Bar and are to be returned immediately upon the team member’s termination of contract or employment. If items are not returned, the cost may be deducted from final pay.

Conditions of Use: Use of State Fare Kitchen & Bar information resources must always comply with state and federal law and all State Fare Kitchen & Bar policies. Information provided below may not be construed as an exhaustive list of prohibited activities—if in doubt, contact your manager or Executive Team.

Users of State Fare Kitchen & Bar information resources:

• May not use restaurant equipment or other resources for any purpose other than those authorized by State Fare Kitchen & Bar management identified by State Fare Kitchen & Bar as being inappropriate.

• May not knowingly use the Intranet/Internet, e-mail, or instant messaging (IM) to create, view, post, send, store, or receive any material that is inappropriate, indecent, offensive, hateful, vulgar, obscene, profane, defamatory, harassing, infringing, intimidating, discriminatory, or which is intended to annoy, harass, or intimidate another person.

• May not transmit any unauthorized advertising, “junk mail,” “spam,” “chain letters,” or “pyramid schemes” or any material that contains software viruses or any other computer code designed to interrupt, overload, destroy, or limit the functionality of any software, hardware, or equipment.

• May not falsify or delete any author attributions, legal or other proper notices, or proprietary designations of the origin or source of software or other material.

• May not use State Fare Kitchen & Bar resources to solicit non-restaurant business for personal gain or profit (including the selling of products) or engage in commercial activities other than those expressly permitted by State Fare Kitchen & Bar management

• May not conduct State Fare Kitchen & Bar business using third-party Internet, email, or IM utilities. State Fare Kitchen & Bar business must be conducted using corporate approved and provided communication solutions.

• May not send, receive, reveal, publicize, or otherwise transmit commercial software, copyrighted materials of any kind, trade secrets, proprietary information, or similar materials without prior approval from your manager.

• May not impersonate any person or entity, including, but not limited to, a State Fare Kitchen & Bar team member or partner, or falsely state or otherwise misrepresent an affiliation with a person or entity.

• May not examine, alter, or use another person's files, output, or usernames or identifiers without explicit authorization.

• May not express or further individual personal opinions or political philosophies or represent personal opinions as those of the restaurant or purport to represent the restaurant without explicit authorization themselves in any way other than honestly, accurately, and completely while participating in chats or newsgroups or when setting up accounts on outside computer systems.

• May not obtain, or attempt to obtain, access to another company's systems, or data without proper authorization.

• May not attempt to, or successfully alter, destroy, remove, add, or connect to State Fare Kitchen & Bar resources without proper authorization.

Confidentiality Disclosures: Internal or external correspondence via e-mail is not guaranteed to be private; therefore, State Fare Kitchen & Bar recommends the use of confidentiality disclosures for all e-mail messages.

Monitoring and Examination of Information: State Fare Kitchen & Bar business systems are considered private and not for public forum; therefore, guarantees of free

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speech under the First Amendment may not apply. At any time and without prior notice, State Fare Kitchen & Bar management reserves the right to access and monitor all communications and electronic files and to divulge this information to law enforcement officials and regulatory agencies as required by state and federal regulations. The right to monitor may include video monitoring and surveillance systems for purposes of safety, loss prevention, etc. Monitoring and surveillance is not intended to conflict with privacy rights in areas such as restrooms. If you should have any questions, comments or concerns, they may be directed to your manager.

Reporting Violations: Team members who are aware of violations to this policy must report the violation directly to the Executive Team immediately.

Violations of Policy Failure to adhere to all requirements stipulated in this policy and all related documents may result in corrective action, up to and including termination of employment.

Code of Business Conduct and Ethics: Operating with a strong sense of integrity is critical to maintaining trust and credibility. Our Code has embodied such rules regarding individual and peer responsibilities, as well as responsibilities to our guests, team members, stakeholders and the public, and includes:

• Prohibiting conflicts of interest (including protecting restaurant opportunities) • Protecting the restaurant’s confidential and proprietary information and that of our guests • Treating the restaurant’s guests, team members, stakeholders and competitors fairly • Protection and proper use of the restaurant’s assets • Compliance with laws, rules and regulations • Encouraging the reporting of any unlawful or unethical behavior

It is not possible to formulate in advance an all-inclusive set of guidelines regarding appropriate business conduct. The examples shown below provide guidelines for certain types of situations. Specific questions regarding situations which are not covered by this Code of Business Conduct and Ethics ("Code") will be answered on a case-by-case basis with your manager and/or the EXECUTIVE TEAM as they arise and may be addressed in other publications provided by the restaurant.

Note: Nothing in this section is intended to restrict and/or otherwise violate the rights of team members with regard to Protected Concerted Activity under the NLRB Act and/or, but not limited to any other applicable laws and regulations.

Overview of Business Ethics: This Code outlines the broad principles of legal and ethical business conduct embraced by the restaurant. It is not a complete list of legal or ethical questions a team member might face in the course of business and, therefore, this Code must be applied using common sense and good judgment. Additionally, under certain circumstances, local country law may establish requirements that differ from this Code. The restaurant’s team members are expected to comply with all local country laws AND restaurant policies.

It is essential that we all be aware of possible violations of the restaurant’s business ethics – whether these violations occur in dealings with the government or the private sector, and whether they occur because of oversight or intention. Team Members should discuss any concerns about this Code with their manager and/or the EXECUTIVE TEAM.

Conflicts of Interest: Team members are expected to make or participate in business decisions and to act in the course of their service to the restaurant based on the best interests of the restaurant as a whole, and not based on personal relationships or benefits. If a team member's personal affairs create a conflict of interest, a potential conflict of interest, or the appearance of a

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conflict of interest, the restaurant requires a full and timely disclosure of the facts and circumstances. Any team member who has a question as to whether an existing or potential conflict of interest exists should immediately contact their manager and/or the EXECUTIVE TEAM to report all the pertinent facts and to request an opinion with respect to the question.

Set forth below is specific guidance for some areas of potential conflict of interest that require special attention.

Relationship with Competitors: A team member should not have any significant financial interest in a competitor of the restaurant.

Interest in Other Businesses: Team members must avoid any direct or indirect financial relationship with other businesses that could cause divided loyalty. While employed by the restaurant, team members must receive permission from the management before beginning (i) any other employment, (ii) any business or consulting arrangement with a customer of, or supplier to the restaurant; or, (iii) any investment in a supplier or customer. Investment in a customer of the restaurant that does not require active participation of the team member is permissible. “Customer” may include guests.

Activities that would be a conflict include as examples the following: The team member's participation in such business could interfere with the team member's ability to devote proper time and attention to his or her employment by the restaurant taking away from the restaurants the team member's talents and creative energy.

Non-Business Activities: Participation in the activities of a trade association, professional society, charitable institution or governmental institution on a non-compensated basis or holding a part-time public office (with or without compensation) will not generally create a conflict. However, team members should be sensitive to possible conflicts with the restaurant's business interests if, for instance, the association takes a position adverse to the Company’s interests or those of key guests. A team member should consult with their manager and/or the EXECUTIVE TEAM if such participation involves a substantial commitment of time.

Personal Relationships “Fraternization” Policy: State Fare Kitchen & Bar reserves the right to take prompt and immediate action if an actual or potential conflict of interest arises due to team members allowing personal relationships with each other to progress beyond platonic friendships; i.e. Fraternization”. Fraternization is strictly prohibited. In addition, the employment of members of the same immediate family, of those who share a household may create conflicts of interest or the perception of conflicts of interest. Individuals in managerial positions or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information and their ability to influence others. If such a personal relationship occurs, it is the responsibility and obligation of the team members involved to disclose the existence of the relationship to Human Resources. State Fare Kitchen & Bar may take action, including but not limited to, changing one or both parties' reporting structure or termination of employment of one or both parties involved.

Note: The provisions of this policy apply regardless of the sexual orientation of the parties involved and/or the marital status of the parties involved.

Personal Use of Restaurant Property and Restaurant Information: A team member shall not:

• Use or divert any restaurant property, including the services of other team members, for his or her own advantage or benefit or to compete with the company. All restaurant assets should be used for legitimate business purposes

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• Use restaurant letterhead paper when writing letters on personal or other matters not directly related to the Company's business, except for use of restaurant letterhead for civic and charitable causes that enhance the Company's reputation in the community.

Social Media: Team member social media sites or postings to social media sites may not contain any content that:

• Violates any laws including laws pertaining to intellectual property • Infringes on any third-party rights (including intellectual property rights • Reveals any employer or client information • Violates any policies, rules, standards or requirements applicable to the restaurant or its related entities.

Privacy Laws and Policies: Privacy of Customer Information and Data Protection: One of our most important assets is our guests' trust. Keeping customer information secure and using it appropriately is therefore a top priority for all of us at the Company. Team members must safeguard any confidential information our guests share with us. Team members must also ensure that they use customer information only for the reasons for which the information was gathered, unless further use is allowed by law. The restaurant has in place privacy principles that detail our specific commitments to guests, and processes that define, document, monitor and manage the security of information.

Privacy of Team Member Information: State Fare Kitchen & Bar recognizes and protects the privacy and confidentiality of team member medical and personnel records. Such records must not be shared or discussed outside the restaurant, except as authorized by the team member or as required by law, rule, regulations or a subpoena or order issued by a court of competent jurisdiction or requested by a judicial or administrative or legislative body. Requests for such records from anyone outside the restaurant under any other circumstances must be approved by the EXECUTIVE TEAM.

Confidential Information: All information pertaining to the restaurant's business is confidential, proprietary and a protectable trade secret, except to the extent that the restaurant has made such information public, such as through advertising, a press release or a publicly-filed report. Unauthorized disclosure of any confidential information is prohibited. Confidential information is only provided to team members for their confidential use in performing job responsibilities. Sharing this information (including, but not limited to, reports, copies of reports, any form of written summary of any kind, verbal disclosures or pictures) inside or outside of the restaurant in any unauthorized way is strictly prohibited. Confidential information includes, but is not limited to, customer lists, team member lists, compensation information, bonus plans, PHI and proprietary business programs, processes and software, and other conversations of a sensitive manner unless otherwise guided by law. Compliance with this policy requires that each team member exercise care to reduce the likelihood of unauthorized disclosures of confidential information. Documents should be properly safeguarded at all times. No team member should attempt to obtain confidential information, which does not relate to his or her employment duties. Team members should treat all nonpublic restaurant information as confidential both during and after their employment.

Work Product Ownership: All State Fare Kitchen & Bar team members must be aware that State Fare Kitchen & Bar retains legal ownership of the product of their work. No work product created while employed by State Fare Kitchen & Bar can be claimed, construed, or presented as property of the individual, even after employment by State Fare Kitchen & Bar has been terminated or the relevant project completed. This includes written and electronic documents, audio and video recordings, system code, and also any concepts, ideas, or other intellectual property developed for State Fare Kitchen & Bar, regardless of whether the intellectual property is actually used by State Fare Kitchen & Bar. Although it is acceptable for an team

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member to display and/or discuss a portion or the whole of certain work product as an example in certain situations (e.g., on a resume, in a freelancer's meeting with a prospective client), one must bear in mind that information classified as confidential must remain so even after the end of employment, and that supplying certain other entities with certain types of information may constitute a conflict of interest. In any event, it must always be made clear that work product is the sole and exclusive property of State Fare Kitchen & Bar. Freelancers and temporary team members must be particularly careful in the course of any work they discuss doing, or actually do, for a competitor of State Fare Kitchen & Bar. FBI Anti-Piracy Warning: The unauthorized reproduction or distribution of a copyrighted work is illegal. Criminal

copyright infringement, including infringement without monetary gain, is investigated by the FBI and is punishable by up to five years in federal prison and a fine of $250,000. Team members and authorized representatives of State Fare Kitchen & Bar or its affiliate companies shall not post any unauthorized photographs, logos, clip art, artwork, illustrations, images, icons or videos, on any company social media platform, nor on personal platforms, without the expressed written authorization of the Executive Team.

Reporting of Violations: Team members are encouraged to talk to their manager and/or EXECUTIVE TEAM when in doubt about the best course of action in a situation. The making of a report does not mean a violation has occurred. The restaurant will investigate each complaint, and the subject person will be presumed not to have violated this Code unless the investigation reveals that a violation has occurred.

Conclusion: Every team member is responsible for assisting the restaurant in the implementation of these policies and is expected to adhere to these policies, not only in practice but also in spirit. Team members violating these policies or any other policies of the restaurant are subject to corrective action up to and including termination of employment. This section is not intended to restrict and/or otherwise violate the rights of team members with regard to Protected Concerted Activity under the National Labor Relations Board (NLRB) Act.

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Receipt and Acknowledgment Team Member Handbook

I have received a copy of the State Fare Kitchen & Bar Team Member Handbook. The handbook contains policies and regulations, which I have read and understand, and agree to follow during my employment with the company.

Nothing in this handbook may be interpreted as a commitment for employment for any specific duration, including "lifetime" employment, nor shall be valid or binding on the restaurant unless it is expressly set forth in a separate written document and signed by the team member and by the EXECUTIVE TEAM of the company. Employment at State Fare Kitchen & Bar is at-will. Employment can be terminated with or without cause and with or without notice, and any time at the option of either the restaurant or the team member.

The policies (except for the at-will policy) of this company, as contained in this Team Member Handbook, may be changed at any time on a case-by-case basis, with or without notice. This handbook and the items contained, referred to, or mentioned herein, are not intended nor construed to constitute a contract (except for the at-will policy) of employment between State Fare Kitchen & Bar and any one or all its personnel.

Print Team Member Name: _________________________________

Team Member Signature: ___________________________________

Date of Completion: ____________

Management Signature: _______________________________

Date of Management Signature: ____________