Team Member Handbook

This Team Member Handbook is designed to provide you with information about the Company’s policies, work rules, and Team Member benefits. As a Team Member of the Company, you are expected to read, understand, and comply with the provisions of this Handbook. No Handbook can anticipate every circumstance or question about policies or procedures. If you have questions, you are urged to discuss them with your immediate supervisor or a Human Resource manager, who can either answer your questions or refer you to someone who can.

This Handbook supersedes and replaces any earlier Handbooks, manuals, policies, practices, guidelines, or descriptions of the terms and conditions of your employment, as well as any previous agreements, whether written or oral, expressed or implied, related to the subjects covered in this Team Member Handbook. Except for the policy of at-will employment, which can only be changed with the signed written consent of an owner, the provisions of this Team Member Handbook may be amended or canceled in whole or in part at any time, with or without notice, at the sole discretion of the Company or because of changes in local, state or federal law.

Your employment with the Company is on an “at-will” basis. This means your employment may be terminated at any time, with or without notice and with or without cause, and for any reason. Likewise, you may voluntarily separate your employment with the Company at any time, with or without advance notice.

Nothing in this Team Member Handbook or any other document creates a contract of employment, a right to guaranteed or continued employment, a right to termination only “for cause,” or any other guarantee of continued benefits. Only an owner has the authority to make promises about guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by an owner.

Nothing in this Team Member Handbook or any other document creates a promise of specific treatment in any specific circumstance. The Company may, at its sole discretion, change rates of pay, hours of work, benefits, and job duties, and the Company may impose disciplinary action and take corrective action when warranted.

The policies, procedures, benefits and other information in this Handbook may be changed, updated or modified by the Company at any time, without notice. When required, this Handbook may be modified to reflect changes or updates to local or state laws. When changes are made, the Company will notify Team Members using the most appropriate means of communication.

The Company maintains personnel files for each Team Member. These files include confidential information such as the Team Member’s job application, resume, performance documentation, wage or salary information, and other employment records.

Accurate information required: All Team Members have a duty to report accurate information and changes in personal information. Any misrepresentations, falsifications, or material omissions in a Team Member's employment records may result in termination of employment. Team Members are responsible for informing management of any changes in their personnel data (including name changes, home addresses, telephone numbers, and individuals to be contacted in the event of an emergency). Such information should always be accurate and current.

Access to employment records: Personnel files are the property of the Company and access to the information in personnel files is restricted. Generally, only those who have a legitimate need to review the information can do so. Team Members who wish to review their own files will be permitted to, in compliance with state or local law regarding the review and disclosure of personnel files. Please contact the Human Resource manager if you would like to review your personnel file.

Confidentiality of medical information: Medical information about Team Members will be treated with strict confidentiality and only those with a legitimate business need to know such information will be given access. The Company takes reasonable precautions to protect such information from inappropriate disclosure and maintain the confidentiality of Team Member medical information. Anyone who inappropriately discloses such information will be subject to disciplinary action, up to and including termination of employment.

Probationary Period: All new Team Members shall be on a probationary status for their first ninety (90) calendar days of employment from their official start date. Termination of team members during the probationary period for any reason shall be the exclusive decision of the company.

All new Team Members shall be on a probationary status for their first ninety (90) calendar days of employment from their official start date. Termination of team members during the probationary period for any reason shall be the exclusive decision of the company.

The Company is an equal opportunity employer. It is our policy, preference, and practice to provide equal employment opportunities to all qualified applicants. Team Member Personnel decisions are made on the basis of merit and a person’s ability to perform the job, without regard to race, color, national origin, ancestry, sex, gender identity, sexual orientation, age, religion, creed, political affiliation, physical or mental disability, marital status, veteran status, or any other characteristic protected by federal, state, or local laws (i.e. “protected characteristics”).

Our policy prohibiting discrimination and harassment in the workplace applies to all Team Members and applicants for employment, and it encompasses all personnel practices, terms, conditions, and privileges of employment, including recruitment and advertising, hiring and termination, placement, transfer, promotion and demotion, selection for training, compensation and rates of pay, and benefits.

Lavish Roots is committed to a work environment in which all individuals are treated with respect and dignity and are free from all forms of harassment and discrimination. Any form of harassment, even when not unlawful or directed at a protected category, is prohibited and will not be tolerated. All Team Members, including supervisors, co-workers, vendors, contractors, customers or other third parties, are expected to adhere to this policy.

Reported or suspected occurrences of harassment or discrimination will be promptly and thoroughly investigated. Following an investigation, Lavish Roots will promptly take any necessary and appropriate disciplinary action up to and including termination. Lavish Roots will not permit or condone any acts of retaliation against anyone who files or cooperates in the investigation of harassment or discrimination complaints.

• The term “harassment” includes harassment based on any category protected by federal, state or local law, which may include, but is not limited to, unwelcome slurs, jokes, or verbal, graphic or physical conduct relating to an individual's race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, childbirth, physical disability, mental and/or intellectual disability, age, military status or status as a Vietnam-era or special disabled veteran, marital status, registered domestic partner or civil union status, familial status, gender (including sex stereotyping and gender identity or expression), medical condition (including, but not limited to, cancer related or HIV/AIDS related), genetic information, or sexual orientation.

• Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature where:

  • Submission to such conduct is an explicit or implicit term or condition of employment;

  • Employment decisions are based on an Team Member's submission to or rejection of such conduct; or

  • Such conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive working environment.

Complaint Procedure

Lavish Roots provides you with a convenient and reliable method for reporting incidents of alleged harassment, including sexual harassment, and discrimination. Any Team Member who feels harassed or discriminated against is encouraged to immediately inform the alleged offender that the behavior is unwelcome. In many instances, the person is unaware his, her, or their conduct is offensive, and this action alone may often resolve the problem. If the informal discussion with the alleged offender is unsuccessful in remedying the problem, or if you do not feel comfortable with such an approach, you should immediately report the conduct to your immediate supervisor, manager or Human Resource manager. We cannot resolve a harassment or discrimination problem, unless we know about it.

Therefore, it is your responsibility to bring those kinds of problems to our attention so we can take the necessary steps to correct any problems. The report should include all facts available to you regarding the alleged harassment, sexual harassment, or discrimination.

Confidentiality

All reports of alleged harassment, sexual harassment, or discrimination will be treated seriously. Confidentiality will be maintained to the extent possible. However, to conduct a thorough investigation, certain information may need to be disclosed to other individuals, including the alleged offender. Consequently, absolute confidentiality cannot be promised and cannot be guaranteed.

Investigative Procedure

Once a complaint of alleged harassment, sexual harassment, or discrimination is received, we will begin a prompt and thorough investigation. The investigation may include interviews with all involved Team Members, including the alleged harasser, and any Team Members who are aware of facts or incidents alleged to have occurred.

Following an investigation, Lavish Roots will promptly take any necessary and appropriate disciplinary action. Disciplinary action will be taken if the investigation reveals that a Team Member has acted in a manner that is not in alignment with the goals of this policy. Lavish Roots may address any workplace issue discovered during an investigation. This may include some or all of the following steps:

1. Restore any lost terms, conditions, or benefits of employment to the complaining Team Member.

2. Discipline the alleged harasser. This discipline may include written disciplinary warnings, transfer, demotion, suspension and/termination of employment.

If the alleged harassment, sexual harassment, or discrimination is from a vendor, contractor, customer or other third party, Lavish Roots will take appropriate action to stop the conduct.

If you have made a complaint but feel that the action taken in response has not remedied the situation, you should make an additional complaint following the complaint procedure outlined in this policy.

Duties of Team Members and Supervisors

All Team Members of the company, both management and non-management, are responsible for assuring that a workplace free of harassment, sexual harassment, and discrimination is maintained. Any Team Member may file a complaint regarding incidents experienced personally or incidents observed in the workplace. The company strives to maintain a pleasant work environment where all Team Members are able to effectively perform their work without interference of any type and requests the assistance of all Team Members in this effort.

All managers and supervisors are responsible for doing all they can to prevent and discourage harassment, sexual harassment, and discrimination from occurring. If a complaint of harassment, sexual harassment or discrimination is raised, the individual to whom the complaint is made (i.e., supervisor, manager, company owner) should act promptly to notify your direct supervisor and HR Manager so an investigation may promptly proceed. The company may discipline any managers or supervisors who fail to follow this policy, which discipline may include termination.

False Reporting

It is a violation of this policy to knowingly report false allegations of discrimination or harassment. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline up to and including termination.

The Company is committed to complying with all applicable provisions of the Americans with Disabilities Act (“ADA”). It is the Company’s policy not to discriminate against any qualified Team Member or applicant with regard to any terms of conditions of employment because of such individual’s disability or perceived disability, so long as the Team Member can perform the essential functions of the job. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to qualified individuals with a disability, as defined by the ADA, who have made the Company aware of his, her, or their disability, provided that such accommodation does not constitute an undue hardship on the Company.

Team Members with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the Human Resource manager.

Procedure for Requesting Reasonable Accommodation

Upon receipt of an accommodation request, a member of management will meet with you to discuss and identify the precise limitations resulting from the disability and the potential accommodation that the Company might make to help overcome those limitations. The Company will determine the feasibility of the requested accommodation, considering various factors including the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the Company’s operation, including its impact on the ability of other Team Members to perform their duties and the on the Company’s ability to conduct business.

The Company will inform the Team Member of its decision on the accommodation request or on how to make the accommodation. If an accommodation would be an undue hardship, the Company will try to identify another accommodation that will not pose such a hardship. Please note that the ADA does not require the Company to reallocate essential job functions or to provide personal use items (i.e., eyeglasses, hearing aids, wheelchairs etc.)

A Team Member or job applicant who has questions regarding this policy, or believes that he, she, or they has been discriminated against based on a disability, should notify a Human Resource manager or any manager with whom the Team Member feels comfortable making such a report. All such inquiries or complaints will be treated as confidential to the extent required by law.

The Company will make a reasonable effort to accommodate the individual religious practices of its Team Members. If you require accommodation of a religious observance or practice, please request such accommodation from your supervisor or Human Resources. The Company will consider your specific accommodation request, as well as alternatives such as:

• Voluntary substitutes,

• Flexible scheduling, or

• Change in job assignment

The Company is not required to provide an accommodation that would create an undue hardship on its business, and such accommodations will not be made. The determination of undue hardship will be made by Human Resources and/or Ownership and will be based on the particular facts of each individual case.

Consistent with applicable state and local laws, pregnant Team Members will be provided with the following accommodations, without the need for written certification from a healthcare provider supporting need for the accommodation:

• Frequent, longer, or flexible restroom breaks

• Modification of any “no food or drink” policies

• The provision of seating or the ability to sit more frequently

• Limiting lifting to 17 pounds or less.

So long as there is no significant difficulty or expense to the Company, pregnant Team Members may be entitled to additional accommodations including:

• Job restructuring, including modifying work schedules, job reassignment, changing a workstation, or provision of equipment;

• Temporary transfer to a less strenuous position;

• Flexibility in scheduling to accommodate pre-natal medical appointments;

• Other accommodations the Team Member may need.

The Company may request written certification from the Team Member’s health care provider to support the need for the accommodations listed immediately above. In addition, the Company will provide accommodations required by pregnancy-related disability, consistent with applicable law.

If you require accommodation under this policy, please see your supervisor or contact Human Resources directly.

Each Team Member is integral to ensuring that our workplace is free from discrimination and harassment. The Company expects all Team Members to avoid any behavior or conduct that could reasonably be perceived as offensive, discriminatory, or harassing.

Complaint Procedure

Any Team Member who experiences or witnesses any conduct he, she, or they believes to be in violation of the Company’s policies prohibiting discrimination, harassment or sexual harassment, or retaliation, or who has any other concern about the work environment, should report the concern to Human Resources or any manger with whom the Team Member feels comfortable. Carly Duke, Owner and President, may be contacted directly via email at carly@lavishroots.com.

We encourage Team Members to be as specific as possible and put any workplace concern in writing. However, a written complaint is not mandatory, and the Company will take all good-faith complaints of discrimination, harassment, retaliation, or any other violation of company policy seriously.

Any supervisor or manager who becomes aware of or receives a complaint about suspected workplace harassment, discrimination, retaliation, or other violation of Company policy must immediately report the conduct to the Human Resource manager. Any supervisor or manager who fails to do so will be subject to disciplinary action, up to and including immediate termination of employment.

Investigation Procedure and Confidentiality

The Company takes all good-faith complaints of suspected discrimination, harassment, retaliation, or other violation of company policy, seriously. After receipt of a complaint, the Company will conduct a prompt and appropriate investigation. To the extent possible, the Company will protect the reporting and/or affected Team Member’s privacy and the privacy of any witnesses and the alleged wrongdoer, except as necessary to conduct the investigation and take appropriate disciplinary action.

As soon as possible after the conclusion of the investigation, the Company will notify the Team Member of the outcome of the investigation and any action taken to resolve the issue. Persons found to have violated the Company’s policies prohibiting discrimination, harassment, or retaliation, will be subject to disciplinary action up to and including immediate termination of employment, even if the conduct is not sufficiently egregious to give rise to a violation of federal, state, or local law.

Retaliation Prohibited

The Company strictly prohibits retaliation against any Team Member for making a good faith report of discrimination or harassment, for assisting another Team Member or applicant in making a report, for cooperating in an investigation of such a complaint, or for filing an administrative claim with the EEOC or a state governmental agency. Team Members who experience or witness any conduct they believe to be retaliatory should immediately follow the complaint reporting procedure set forth above.

Team Members, including supervisors and managers, found to have violated this policy will be subject to disciplinary action, up to and including immediate termination of employment.

Regular attendance and consistent punctuality are essential functions of your job and are therefore expected of each Team Member. You are responsible for knowing your schedule and working your scheduled shifts. Team Members must be ready to begin work at their scheduled start time. This means that you are appropriately dressed and groomed, fed, and in a frame of mind that allows you to focus on your work.

Tardiness is defined as any time you arrive late to work. Absence is defined as any time you are scheduled to work and fail to report to work. You must notify a manager at least 2 hours prior to your scheduled shift if you are going to be late or miss a shift. The Company considers a no-call/no-show for one working day a resignation of employment. If you expect to be absent or late, you must call in and inform your supervisor before your shift begins. Team Members should not leave the work premises without prior approval during work hours or prior to the end of a scheduled work shift, except for during meal periods.

Unexcused absences will not be tolerated. Written verification from your physician may be required for any shift missed due to illness.

Failure to properly notify your manager in advance of an absence, late arrival or early departure from work, unexcused absenteeism or tardiness, falsification of time records, or any other violation of this policy may result in disciplinary action, up to and including termination of employment.

The Company strives to maintain an image consistent with the highest professional standards in the industry. The Company has implemented a dress code and grooming standards applicable to all Team Members. If you require reasonable accommodation of your religious beliefs or practices with regard to dress or appearance, please contact a member of Team Member Resources.

Personal Hygiene and Grooming

Chewing Gum/Smoking:

Neither chewing of gum nor smoking are permitted during work hours. Smoking is permitted only during breaks and meal periods, and only in designated areas.

Hair:

This policy applies to all. Hair must be clean and under control. Long hair must be worn pulled back in a well-secured ponytail or braid. Facial hair must be neatly groomed.

Fingernails:

Nails must be trimmed and kept clean, including underneath the nail. Nail polish is not permitted in the workplace nor are fake nails.

Grooming & Scented Items:

Team Members are expected to shower before work and to use deodorant. However, strong perfumes, cologne, and aftershave should not be used.

Jewelry:

Rings (except for a plain band without stones), bracelets, watches, and other jewelry must be removed from hands and arms.

*Medical alert bracelets are permitted

Small stud or small closed loop earrings are permitted. Earrings that hang/dangle past the earlobe are NOT permitted.

Necklaces must be worn under the shirt.

Team Members who violate these standards may be sent home to change and will not be compensated for their time away from work. Repeated violations of The Company’s dress and hygiene standards may result in disciplinary action, up to and including termination of employment.

Uniform Policy (All locations)

The uniform policy for all Meta Cafes is as follows:

Personnel are required to be in approved and clean uniforms at the start of the day. Throughout the day, you may splash or spill on your chef coat, apron, or uniform. If so, when you are able to, it is suggested that you change to a clean uniform to maintain the clean and sanitary uniform. Upon hire, a cap, a thermometer and a cut glove will be provided along with a $50 stipend towards 1 pair of Kitchen approved safety shoes to SR Max. A laundry service for chef coats, FOH shirts, pants & aprons is provided. Blue FOH shirts are provided by Meta. Uniform replacement will be considered on a yearly basis, however, exceptions may occur.

In regards to a cut glove; if Personnel damages a glove, If your cut glove becomes worn or damaged, inform a manager and we will provide you with a new one. However, if Personnel forget or lose a cut glove, they MUST request a replacement if utilizing a knife. Not doing so can lead to a final corrective action and/or lead to termination.

Experience Team (Front of house):

chef pants, non-slip shoes, mechanics shirt provided by META

If no mechanic shirts are available, a black unprinted (unless provided by Lavish Roots) T-shirt appropriate hat.

Back of house (chefs, cooks, dishwashers):

chef pants, non-slip shoes, white cook shirt (provided) or white chef coat (provided), white undershirt, Black apron (provided), black hat or appropriate hat

Pant Requirements

Black kitchen approved pants are required. Various print designs and colors are not permitted. Jeans, pajamas, yoga pants or shorts are prohibited. Pants will be worn correctly to the waist and not to be tailored to be fitted. Pants should be hemmed from the bottom for safety reasons.

Shoes

Safety shoes approved by management are required at all times: Must be ATSC certified for Non-Slip and Oil-Resistant with no holes.

Caps/Head Coverings:

A standard Lavish Roots cap will be issued upon hire and is considered part of the uniform worn in the Café. It is recommended that all personnel should wear it. However, Personnel may use a cap or head covering of their own; provided Personnel seek management’s approval before wearing it. Scarves, wide headbands and ballcaps fit into the head covering requirements. Bangs must be tucked in, braids wrapped up, hair above the collar. If Hair is long, it must be pulled back and up under your headcovering or cap. Not wearing a cap may result in disciplinary action. No beanies are allowed and all head-wear must be properly used. Hairnets are ok to be used in lieu of a cap, although we suggest using one of the other options if at all possible. This applies to all team members who have positions that require them to be in and out of the cafes.

Cut Gloves

A Cut Glove must be worn when using a knife, always wear a disposable glove underneath your cut clove and another disposable glove over your cut glove. Disposable gloves should be changed between tasks. Always wash your hands after touching your cell phone. Cut Gloves are to be worn at all times when using or cleaning slicing equipment on your dominant hand. Disposable gloves must be worn at all times when handling ready to eat food. Disposable gloves should never be worn outside of the kitchen or into the bathroom. Always wash your hands before putting on gloves. Gloves must be changed often to keep food safe. Change your gloves if they become ripped or damaged and change your gloves whenever changing tasks, especially between working with raw and ready to eat food

Failure to wear a cut glove when using knives or slicers will result in disciplinary action.

Each team member will be issued a cut glove at orientation. Lavish Roots will replace 1 cut glove every year due to damage or wear and tear.

Lavish Roots will replace 1 glove total for the year should it be misplaced or lost.

Anything beyond the 1 replaced cut gloves and 1 additional glove per year will be the responsibility of the team member to provide. Failure to produce a glove will result in disciplinary action.

Thermometers

All team members will be issued a digital thermometer at orientation. A one (1) replacement will be allowed.

Should you lose your thermometer or it is damaged in some manner, it is the team members responsibility to produce another.

Failure to come to work without a working thermometer will result in disciplinary action as it is a required part of your uniform.

Purchaser and Receiver:

non-slip shoes, appropriate shirt and pants

Front of House Managers

Acceptable Business Casual Attire: includes, but is not limited to;

Casual shirts: All shirts with collars, business casual crewneck or V-neck shirts, blouses, turtlenecks, sweaters, golf and polo shirts. Examples of inappropriate shirts include T-shirts, shirts with slogans or graphics, tank tops, muscle shirts, camouflage and crop tops.

Pants: Casual slacks and trousers and jeans without holes, frays, etc. Examples of inappropriate pants include shorts, camouflage, and pants worn below the waist or hip line.

Shoes must be close-toed and be non-slip. Tread should not be worn down to the point of being unsafe.

Clothing and shoes must be neat, clean and fitted (fitted meaning it is not oversized or too tight).

Unacceptable attire includes, but is not limited to t-shirts; overalls, sweat pants, shorts, skirts, dresses, sweatshirts, or workout attire; cutoffs; beach attire; halter and spaghetti strap dresses, tank tops, miniskirts, short skirts, spandex and Lycra; clothes that are too tight, too small, sheer or clothing that otherwise is revealing, distracting, or provocative.

Although personal relationships may develop in the workplace, supervisors, managers, and Team Members are prohibited from being involved in an intimate, marital, or familial relationship with another Team Member or vendor who is directly or indirectly under their supervision or line of authority. Should the Company become aware of such a relationship, it reserves the right to present an Acknowledgement of Consensual Relationship Agreement to all parties involved. The Company also reserves the right to transfer one or both parties to eliminate the supervisory line of authority, if possible.

Any intimate, marital, or familial relationships in the workplace may pose difficulties for supervision, security, safety, or morale within the organization and lead to concerns of unfair treatment and favoritism. Furthermore, a conflict of interest may arise where a manager, Team Member, vendor, or customer receives improper benefits or makes personnel decisions based on an intimate, marital, or familial relationship rather than objective business-related criteria.

The Company does not prohibit the employment of relatives of Team Members. However, for purposes of this policy, the Company considers “a familial relationship” as any relationship where persons are related by either blood or marriage, or whose relationship with the Team Member is similar to that of persons who are related by blood or marriage, regardless of whether the individuals are actually related.

Consistent with the purposes of this policy, the Company may, in its sole discretion, modify reporting relationships and reassign job duties in order to prevent a conflict of interest and the appearance of unfair treatment or favoritism. Any manager, supervisor or Team Member who attempts to circumvent this policy may be removed from their position or terminated from employment.

Cell phone use will not be tolerated during working hours or during a service shift, with exception of emergencies. This includes voice calls, texts and all forms of social media. Cell phone usage may be authorized for certain individuals for work related purposes and by any Supervisor for work related purposes. Team Members will be informed by a Supervisor if they are allowed to use their cell phone for business related reasons.

Lavish Roots has a zero-tolerance policy regarding using a cell phone while driving. For the safety of our Team Members and others it is imperative that those authorized for cell phone usage pull over and stop at a safe location to dial, receive or converse on the cell phone in any way.

Inclement weather can cause transportation problems or hazardous conditions that can vary widely in our region. Severe weather may result in closures or delayed start times with or without notice. If your worksite is closed due to inclement weather, has a delayed start or closes campuses early; you may be compensated for hours missed or asked to work at an alternate site.

If you are unable to come to work, notify your supervisor following the proper call out procedures according to the Lavish Roots handbook. You may use your available PTO or take the time unpaid. Please note that LR will automatically apply PTO unless you request otherwise to your supervisor or Team Member Resources.

The Company strictly prohibits violent or threatening behavior in the workplace. This prohibition applies to all Team Members, managers, owners, guests, vendors, or anyone with whom the Company does business. The Company reserves the right to take preventative measures against behavior that suggests a propensity towards violence even in the absence of any actual violent behavior.

Conduct prohibited by this policy includes, but is not limited to:

• Threats of any kind including to one’s self;

• Intimidating, menacing, hostile, physically aggressive, or violent behavior, including stalking and surveillance;

• Behavior that suggests a propensity towards violence, including belligerent speech, excessive arguing or swearing, or a demonstrated pattern of refusal to follow company policies and procedures;

• Defacing or causing physical damage to company property;

• Possession, use, sale or purchase of weapons or firearms of any kind on work premises, whether during working hours or work-related functions, or while conducting company business;

• Any conduct that adversely affects legitimate business interests and which could potentially result in violation of any criminal laws relating to threats of violence or violent acts.

Reporting Procedure and Investigation

A Team Member should immediately call 9-1-1 if they witness or are aware of conduct that creates a potentially violent or dangerous situation that may cause imminent harm to other Team Members, guests, or the public. Otherwise, Team Members who experience or witness any conduct they believe to be in violation of this policy should immediately follow the reporting procedure set forth on Page 8 of this Handbook.

Team Members are expected to cooperate fully with any and all security, law enforcement, emergency, and medical personnel that respond to a call for help. Team Members must not put themselves in peril, but if qualified, may provide first aid to injured persons.

The Company will take all good-faith reports of workplace violence seriously and will conduct an appropriate investigation. Violent or threatening behavior by Team Members will not be tolerated, and may be the basis for disciplinary action, up to and including immediate termination of employment. The Company reserves the right to take disciplinary action, even if the conduct is not sufficiently serious to constitute a violation of any law.

The Company will not tolerate retaliation or intimidation against any Team Member for making a legitimate report of workplace violence, or for participating in an investigation of such a complaint.

Lavish Roots strives to provide a safe and secure workplace for Team Members, clients, customers and visitors. The company has zero tolerance for, and forbids the possession of any type of weapon, firearm, explosive and/or ammunition while on company property or conducting company business. For purposes of this policy, company property includes, but is not limited to, all company facilities, company provided vehicles and equipment that are either leased or owned by the company or a company client.

Possession of firearms or other weapons may be cause for discipline, including, but not limited to, immediate termination of employment. In enforcing this policy, Lavish Roots reserves the right to request inspections of any Team Member and their personal effects while on company property, to the extent allowable under applicable law. Any Team Member who refuses to allow an inspection will be subject to the same disciplinary action as having been found in possession of firearms or other weapons.

In the event any Team Member lawfully possesses a firearm, the Team Member can store the firearm in the Team Member’s personal vehicle while in company-provided parking areas; however, the firearm must be stored in the Team Member’s locked vehicle, or locked to the vehicle, and hidden from plain view.

Team Members share the responsibility of identifying violators of this policy. If you either witness or suspect another individual of violating this policy, you should immediately report this information to their onsite supervisor.

The Company strictly prohibits Team Members from working while impaired by drugs, including prescription or over-the-counter drugs and marijuana, or alcohol.

For the purposes of this policy, “impaired” or “impaired by” means that a Team Member’s normal mental or physical abilities or faculties are detrimentally affected by substance use. Impairment may be determined by conduct that, for example:

• Interferes with the Team Member’s own performance or others’ job performance;

• Impedes the safe operation of equipment or the Company’s business generally;

• Endangers the health or safety of the Team Member, or endangers the health or safety of other Team Members, customers, vendors, or the general public; or

• Poses a risk of damage to the Company property or equipment.

Team Members who arrive to work impaired by drugs or alcohol or become impaired by drugs or alcohol while at work, will be immediately sent home and may be subject to disciplinary action up to and including immediate termination of employment.

Please be advised that, consistent with Washington law, a Team Member’s legally authorized use of marijuana for medicinal purposes, or for any other purpose, is not protected from adverse employment action or from an employer’s drug-free workplace policy.

In addition, no Team Member may use, abuse, possess, transfer, share, distribute, manufacture, or sell any illegal drugs, controlled substances, marijuana, or alcohol during working hours, on work premises (including the parking lot and all other external areas), while conducting business for the Company, or in any manner inconsistent with the law. In some instances, Team Members may consume alcoholic beverages at company sponsored events when appropriate monitoring is in place and with the appropriate level of approval.

In cases where the Company has reasonable suspicion that a Team Member is in possession of illegal or unauthorized drugs, marijuana, or alcohol, or in cases otherwise involving some risk or harm, the Company reserves the right to search all company property, including a Team Member’s personal belongings on the company premises, with or without notice. Such belongings might include, but are not limited to any bags, purses, briefcases, and clothing. In addition, the Company may request the assistance of law enforcement officials in searches as appropriate.

Please take note that the legal use of prescription drugs that endanger the Team Member or others is also prohibited. Any Team Member who is using prescription or over-the-counter drugs that may impair his, her, or their ability to safely and effectively perform the job or may affect the safety or well-being of others must submit a physician’s statement that the prescription drug use will not affect job safety. In addition, a Team Member may be required to see a doctor or take a leave of absence if the doctor finds that the Team Member cannot do his, her, or their job safely and efficiently because of the use of prescription or over-the-counter medication.

Any Team Member found to be in violation of this policy will be subject to disciplinary action, up to and including immediate termination of employment. A violation of this policy can be found even if the conduct at issue does not violate any laws or the Team Member is not criminally prosecuted or convicted for such conduct. Conviction for the illegal use, sale, or possession of narcotics, drugs, or controlled substances off duty or off the premises or working under the influence of alcohol, can result in immediate termination of employment.

Smoking (inclusive of vaping and e-cigarettes) is permitted only in designated areas and in accordance with state law, must be at a distance of 25 feet from all building entrances. Team Members may never smoke in front of clients or where food is prepared or stored. Team Members may only smoke during break periods or when given specific permission by a manager. In addition, you must wash your hands before returning to your workspace or handling any Company supplies including equipment, wares, and perishable/non-perishable items.

The smoking of marijuana in any form is strictly prohibited.

When job performance or conduct does not meet acceptable standards, the Company will endeavor, in its sole discretion, to provide Team Members with a reasonable opportunity to improve performance or correct the unacceptable behavior. If aTeam Member fails to correct the conduct or improve performance, he, she, or they will be subject to disciplinary action, up to and including termination of employment.

Misconduct not specifically listed below or elsewhere in this Handbook, but which adversely affects the Company’s interests, may also lead to disciplinary action including immediate termination of employment. Examples of conduct warranting disciplinary action include, but are not limited to:

• Harassment or discrimination against Team Members, supervisors, managers, officers, vendors, guests, or anyone with whom the Company does business;

• Providing false information or omitting material facts on any documents in connection with employment including, but not limited to job applications, resumes, employment, medical, payroll, and financial or time keeping records;

• Violation of the Workplace Violence policy, including engaging in violent, abusive or disorderly conduct, or possession, use, sale or purchase of weapons on work property, during work hours, or while performing work related functions;

• Violation of the Drug and Alcohol-Free Workplace policy, including possession, use, sale or purchase of drugs or controlled substances on work property, during working hours, or while performing work-related functions;

• Poor performance, unsatisfactory work quality or quantity; 6. Unauthorized use, theft or damage of any company property or the property of any Team Member, vendor or guest;

• Participating in horseplay or practical jokes during work hours or on company premises;

• Engaging in criminal conduct, whether or not related to job performance;

• Insubordination, including, but not limited to failure or refusal to obey the lawful order or instruction of any supervisor, manager, director or owner;

• Using profane, abusive, threatening or disrespectful language at any time during working hours or while on company premises;

• Failing to notify the appropriate immediate supervisor or manager when unable to report for work on a scheduled workday, and failing to obtain permission to leave work for any reason during normal working hours;

• Failing to observe work schedules, including rest and lunch periods;. Sleeping, gambling or malingering on the job;

• Violating any safety, health, or security policy, rule, or procedure; or

• Committing a fraudulent act or a breach of trust.

DRUG TESTING IN THE WORKPLACE POLICY

Lavish Roots is committed to providing a safe, healthy, and productive workplace that is free from alcohol and unlawful drugs as classified under state, local, or federal laws, including marijuana, while Team Members are working on the employer's premises (either on or off duty) and while operating employer-provided vehicles.

Consistent with Lavish Roots’ “Drug and Alcohol Free Workplace” policy (Section 4 Part C) of your Employee Handbook), Lavish Roots may require that you participate in a drug test as a condition of your continued at-will employment. This policy is intended to comply with applicable laws regarding drug and alcohol testing and current and prospective employee privacy rights.

Types of Drug Testing

Pre-Employment Testing

Certain job applicants may be subject to drug and alcohol testing as a condition to employment. This will depend on the applicants’ new role and work responsibilities. Any offers of employment with such applicants shall be conditioned on the applicant submitting to and successfully completing and passing a drug and alcohol test in accordance with the testing procedures described in this policy.

Testing Based on Reasonable Suspicion

Team Members may be asked to submit to a drug and alcohol test if a Team Member's supervisor or other person in authority has a reasonable suspicion, based on objective factors such as the Team Member's appearance[RD1] , speech, behavior, or other conduct and facts, that the Team Member possesses or is under the influence of unlawful drugs, including marijuana, or alcohol, or both. Team Members who take over-the-counter medication or other lawful medication that can be legally prescribed under both federal and state law to treat a disability should inform the HR Department if they believe the medication will impair their job performance, safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to work while under the influence of that medication. For more information on how to request a reasonable accommodation, please refer to Lavish Roots’ Disability Accommodations Policy (Section 2 Part C).

Periodic/Random Testing

Team Members in safety or security-sensitive positions may be subject to drug and alcohol testing on a random basis.

Post-Incident Testing

Team Members involved in any work-related accident or incident involving the violation of any safety or security procedures may be required to submit to drug and alcohol testing. This applies even if the incident did not result in injury to any person or any property damage. Team Members who suffer a workplace injury that is clearly unrelated to possible intoxication (e.g., a bee sting or similar accident) will not be subject to Post-Incident Testing. 

Testing Protocols

Testing Procedure

All drug and alcohol testing under this policy will be conducted by an independent testing facility licensed by the state, which will obtain the individual's written consent prior to testing. Team Members who refuse to submit to the testing may be subject to disciplinary action, including but not limited to immediate termination. Lavish Roots will pay for the full cost of the test. Team Members will be compensated at their regular rate of pay for time spent submitting to a drug and alcohol test required by Lavish Roots.

Team Members suspected of working while under the influence of illegal drugs or alcohol will be suspended without pay until Lavish Roots receives the results of a drug and alcohol test from the testing facility and any other information Lavish Roots may require to make an appropriate determination.

Confidentiality

All records relating to a Team Member's or applicant's drug and alcohol test results will be kept confidential and maintained separately from the individual's personnel file.

Consequences of a Positive Test

Team Members who test positive will be subject to discipline, up to and including immediate termination of employment. Job applicants who test positive will have their conditional job offers withdrawn.

Employee Assistance Program

Lavish Roots provides an employee assistance program (EAP) for all Team Members. EAP is designed to help individuals manage personal problems that can impact their well-being and work performance. Treatment is confidential (unless an EAP counselor is required by law to disclose information such as child abuse) and will not become a part of a Team Member's personnel records. For more information about the EAP, contact the HR Department.[RD3] 

Administration of This Policy

Lavish Roots expressly reserves the right to change, modify, or delete the provisions of this Drug Testing in the Workplace Policy without notice.

The HR Department is responsible for the administration of this policy. If you have any questions regarding this policy or if you have questions about drug testing in the workplace that are not addressed in this policy, please contact the HR Department.

Paydays are bi-weekly (every two weeks) on Fridays. Accordingly, there are 26 pay days each calendar year. If payday falls on a holiday, pay day will be the following business day.

New and current full- and part-time team members and seasonal team members will be required to participate in mandatory direct deposit. Please contact your supervisor or Team Member Resources if you need assistance with setting up direct deposit. Failure to put in correct banking information in a timely manner resulting in a failed direct deposit will result in a $25.00 stop payment fee deducted from your following paycheck. If the account information is entered incorrectly and the direct deposit fails, you will be able to pick up a manual check on the next business day at HQ, 15320 Ambaum Boulevard SW, Burien, WA 98166.

Non-exempt (i.e., “hourly”) Team Members will receive overtime pay at a rate of 1½ times their regular rate of pay for all hours worked in excess of 40 during the regular work week.

As required by law, overtime pay is based on actual hours worked. Time off for meals, time spent commuting to and from work, approved absences, or any holiday or leave of absence is not considered time worked for the purpose of calculating overtime pay.

Team Members are not authorized to work overtime without the approval or request by a supervisor or manager. The Company does not allow non-exempt Team Members to work “off the clock.” Team Members who work overtime without seeking or obtaining prior approval will be paid for any overtime worked but may be subject to disciplinary action, up to and including termination of employment. Supervisors or managers who request or require Team Members to work “off the clock” will be subject to immediate termination from employment.

The Company does not tolerate violation of applicable wage and hour laws. Team Members who suspect that wage/hour laws have been violated must report such conduct to the general manager or Human Resources.

The Company complies with all federal, state, and local wage/hour laws, including laws regarding meal and rest periods.

Meal Periods

All non-exempt Team Members are entitled to a thirty-minute meal period for shifts in which they are scheduled to work more than 5 hours and in which the Team Member works more than 5 hours. The Team Member must be at least two hours into their shift before the meal period can start, and the meal period cannot start more than 5 hours after the beginning of the Team Member’s shift. In addition, a second thirty-minute meal period must be given for every additional five hours worked thereafter. For example, a TeamMember is scheduled to work 10 hours, they would then take (2) separate thirty-minute meal periods over the duration of the shift.

A manager will schedule your meal period. Team Members must clock out and clock back in when leaving and returning from the meal period. If the Team Member’s meal period is interrupted to perform work, the Team Member is paid for the “missed” meal period, and the Team Member must have another chance to have a full 30-minute meal period. If you are unable to take your meal period, you must promptly notify your supervisor or manager so that the break can be rescheduled.

Team Members working in the Burien location only can voluntarily waive their meal periods. If the Team Member wishes to do so on a standing basis, the Team Member can complete a meal period waiver form. If the Team Member does not waive their meal period, it is a mandatory job duty of the applicable manager to ensure that Team Members have received their meal periods.

Rest Breaks

Team Members are entitled to a paid rest break of ten minutes for every four hours of work. These rest breaks are unscheduled and may be taken as time allows on either a continuous basis or an intermittent basis (i.e. several “mini” breaks totaling ten minutes in the aggregate).

Examples of “mini” rest breaks are personal phone calls, eating a snack, having a cup of coffee, personal conversations, smoke breaks, and whenever the Team Member can take a break from work for a few minutes during a work shift.

These rest periods should commence no later than three hours after the start of each four hour work period. Team Members may not waive these rest periods or combine them with a meal period at any time. It is a mandatory job duty of the manager and/or supervisor to ensure the Team Member has adequate opportunity for their rest breaks.

The Company believes that Team Members should have opportunities to enjoy time away from work to help balance their lives. Lavish Roots recognizes that Team Members have diverse needs for time off from work. Lavish Roots has established this paid time off policy PTO to meet those needs. The benefits of PTO are that it promotes a flexible approach to time off. Team Members are accountable and responsible for managing their own PTO hours to allow for adequate reserves if there is a need to cover vacation, illness or disability, appointments, emergencies, or other situations that require time off from work.

Lavish Roots provides a total of 15 days (120 hours) of PTO hours each calendar year, which is awarded upon your yearly anniversary/hire date, meaning on the date of hire or your anniversary, you will automatically be awarded 120 total hours to use for the year within the allowable schedule below.

New Team Members will be eligible to use PTO after the 60th day of continued employment. Any time off taken prior to the 60th day of employment will be unpaid, subject to approval. New team members must disclose any pre planned absences to their hiring team or manager before their start date. These absences may or may not be approved but will be unpaid if it falls within your first 60 days of hire. If you call out sick within the first 60 days, you will need a doctor's note due to it being an unpaid absence. Please be aware that taking unpaid time off is discouraged unless needed for legitimate illness. In such circumstances, a doctor’s note will commonly be required. PTO must be exhausted prior to any approval for unpaid time off.

Any remainder of awarded unused PTO hours shall otherwise be forfeited. No Cash out available.

Use and Scheduling of PTO

PTO may be used for any purpose for which the Team Member requires time off, including for Sick/Safe time under Washington law. Reasons for use of PTO consistent with the Washington Paid Sick/Safe Leave law include:

The Team Member’s own mental or physical illness, injury or health condition, including temporary medical disability (i.e., associated with pregnancy or childbirth), or to accommodate the Team Member’s need for medical diagnosis, care of treatment of the Team Member ’s mental or physical illness, injury or health condition, or a Team Members need for preventative health care.

To care for the Team Member’s family member with a mental or physical illness, injury or health condition; to care for a family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or to care for a family member who needs preventative medical care. For this purpose, “family member” means the Team Member’s child (regardless of age), parent, grandparent, a parent-in-law, and a spouse or state-registered domestic partner.

If the business location is closed where the Team Member works, or the Team Member’s child’s school or place of care is closed, by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material.

Absences resulting from the Team Member or their family member being a victim of domestic violence, sexual assault or stalking, including absences to seek law enforcement assistance or participate in legal proceedings, seek treatment from a health care provider, obtain services from a social services agency assisting such victims, to obtain mental health counseling, or to participate in safety planning or relocation for safety reasons (collectively referred to in this policy as “domestic violence”). For this purpose, “family member” means the Team Member’s child, spouse or state registered domestic partner, parent, parent-in-law, grandparent, person whom the Team Member is dating, or anyone else defined as a covered family member in Washington State’s domestic violence leave law (RCW 49.76.020) or Seattle Ordinance Chapter 14.16.010.P.1.a.

In addition to the above, Team Members are required to use available PTO when taking time off from work for any reason, except for a company-required absence due to low workload (i.e., layoff or furlough) or absences occasioned by the Company. PTO may be taken in increments of as low as one hour. However, PTO may not be used for missed time because a Team Member reports late to work, except during inclement weather. In addition, the following use limits apply to use of PTO for vacation or any purpose that is not related to an approved leave situation:

Years of Service & Use Limitations

0 – 2 months: No PTO may be used unless arranged before hire

2 months – 12 months: Maximum 7 PTO days at a time

13 months – 24 months: Maximum 10 PTO days at a time

25 months and over: Maximum 14 PTO days at a time

The use limitations set forth above do not include the Team Member’s regularly scheduled days off. For example, if a Team Member regularly receives Monday and Tuesday off, the Team Member could request 5 PTO days around the two regularly scheduled days off, for a total of 7 days away from work.

Whenever possible, PTO must be scheduled at least two weeks in advance. PTO is subject to supervisory approval, department staffing needs, and established departmental procedures. Unscheduled absences will be monitored. A Team Member will be counseled when the frequency of unscheduled absences adversely affects the operations of the department. The supervisor may request that the Team Member provide a statement from a health care provider concerning the justification for an unscheduled absence.

When PTO is used, a Team Member is required to request payment of PTO hours according to his, her, or their regularly scheduled workday. For example, if a Team Member works a six hour day, they would request six hours of PTO when taking that day off. PTO is paid at the Team Member’s straight time rate. PTO is not part of any overtime calculation.

Team Members may not borrow against their PTO banks; therefore, no advance leave will be granted. (Team Members will not be able to request future dates unless they have enough PTO in their banks to cover the requested time off.)

Payment Upon Termination

So long as an team member has been employed by the Company for at least one year and provides at least two weeks’ notice of separation (and continues to perform his, her, or their duties during that two weeks), the Company will pay out awarded and unused (PTO) upon the Team Member’s voluntary resignation, retirement, or separation by the Company other than for the Team Member’s misconduct, at a prorated rate based on anniversary date, up to a maximum of 15 days. Team Members whose positions are eliminated through a reduction in force or reorganization or whose hours drop below 20 hours per week are paid PTO on the effective date of the termination.

To be eligible for rehire, all former team members must:

• Have resigned from their earlier employment with Lavish with timely notice in compliance with policy;

• Received performance evaluations showing satisfactory performance in terms of job performance, attendance, and similar measuring factors. If a team member resigned prior to receiving an evaluation, the team member must have successfully completed the probationary period and have no disciplinary or similar record in their prior employment file;

• Former team members who voluntarily quit and had less than satisfactory performance will not be considered for rehire.

• Former team members who were terminated will not be considered for rehire.

Rehiring within 180 Days Following the Termination Date

Rehire Date

The team member will be deemed hired on the original hire date with no break in service for purposes of determining eligibility for team member benefits, crediting prior service if the team member worked 12 months prior to termination.

Example A: Jane is hired on June 3, 2017, and voluntarily resigns on January 5, 2018. Jane is rehired on April 23, 2018. Because Jane did not complete one full year of service prior to rehire, she is treated as a new employee and will not be credited with any prior service.

Example B: John is hired on September 3, 2008, and voluntarily resigns on March 12, 2016. John was rehired on July 15, 2016. Because Johns' prior service is longer than 12 months, John is credited with his previous years and months of service.

Compensation

If the team member is rehired for the same position or a comparable position to the one formerly held, the team member’s compensation will be unchanged from the compensation on the termination date. If the team member is hired into a different job for which the pay level is greater or less than that of the team member’s former position, the team member will receive the compensation earned by similarly situated team members in the new position.

Insurance and Similar Benefits

Medical Insurance and Group Life Insurance will be restored within the already set terms (after 60 days of employment).

Accrual of PTO

The rehired team member will receive PTO on a prorated basis. No PTO is accrued during the period between the termination date and the rehire date.

Past PTO

If the team member had accrued but unused PTO at the time of termination and the team member was not paid for such PTO at the time of termination, the accrued but unused PTO will be restored to the team member.

Rehiring More than 180 Calendar Days, But Less than 365 Calendar Days After the Termination Date

Rehire Date

The team member will be deemed hired on a new hire date for purposes of determining eligibility for team member benefits.

Compensation

If the team member is rehired for the same position or a comparable position to the one formerly held, the team member’s compensation will be unchanged from the compensation on the termination date. If the team member is hired into a different job for which the pay level is greater or less than that of the team member’s former position, the team member will receive the compensation earned by similarly situated team members in the new position.

Insurance and Similar Benefits

Medical Insurance and Group Life Insurance will be restored within the already set terms (after 60 days of employment).

Accrual of PTO

No PTO is accrued during the period between the termination date and the rehire date. The team member will accrue PTO based on the new hire date. The team member is allowed 40hrs of negative PTO that will be deducted from the 120 hrs received on their 1 year anniversary

If the team member chooses to not use any negative PTO, they will receive the full 120hrs on their anniversary date

• If 40 hours of negative PTO is used, then 80hrs PTO will be granted

• If 10 hours of negative PTO is used, then 110hrs of PTO will be granted

Past PTO

If the team member had accrued but unused PTO at the time of termination and the team member was not paid for such PTO, the unused PTO days will be forfeit and accrual will begin at 0.

The Company recognizes the following paid holidays. If the holiday falls on a Saturday, the observed holiday will generally be the preceding Friday. If the holiday falls on a Sunday, the observed holiday will generally be the following Monday. On occasion when a two day holiday like Christmas, falls on a weekend making a four day weekend, you may be asked to work an observed day to get prepared for the following business day. This will be requested in advance and you will receive double time or an alternate day off. The list below is a complete list of holidays we observe, but we encourage you to request PTO for other holidays that are important to you.

• New Year’s Day

• MLK Day

• Presidents’ Day

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day and the day after Thanksgiving

• Christmas Eve

• Christmas Day

• New Year’s Eve

A Team Member who is absent from a regularly scheduled shift immediately preceding or immediately following a paid holiday may not receive holiday pay unless a statement from a health care provider is provided to your Supervisor.

This procedure is to be followed by any Team Member who believes they or a family member have a serious health condition which meets the criteria to be covered under the Washington Paid Family and Medical Leave (PFML). The PFML is processed by the Washington State Employment Security Department and the amount of leave is determined by a medical provider for up to 12 weeks or an additional 4-8 weeks in certain circumstances. The leave timeline will start at the first day of the team member’s PFML leave. Example: 12-week timeline, first day of PFML leave is May 4, 2021 and concludes on July 27, 2021.

To qualify for PFML you must have worked a minimum of 820 hours for any Washington employer during their qualifying period even if you work multiple jobs or switched employers. The qualifying period is normally, the first four of the last five completed calendar quarters or, if that does not get you to the required 820 hours, the last four completed calendar quarters immediately preceding the application for leave. If you worked fewer hours due to the pandemic, you may still be eligible for leave.

1 — When possible, a team member must notify in writing a Lavish Roots representative 30 days before they are going to take their leave (if the event is foreseeable). A Lavish Roots representative is the Team Members’ direct supervisor or Human Resources Department. (Emails, text messages, and handwritten notes all count as written notice.)

• Their supervisor will provide HR of the written notification and HR will send the team member paperwork that will need to be filled out.

2 — If a situation arises where it is not possible to notify a Lavish Roots representative within 30 days, then they need to notify them within 3 days of the start of the Leave or as soon as possible.

• If the Team Member is not able to notify Lavish Roots, a family member or friend may notify Lavish Roots on the team member’s behalf.

3 — Lavish Roots HR Team will ensure the Team Member receives the instructions and forms to be filled out by them and their professional medical provider. The Team Member will need to create a Secure Access Washington account or use their existing account. Do not apply for leave until after the qualifying event.

4 — The Team Member will experience the qualifying event.

5 — The Team Member then applies for leave using their Secure Access Washington account and submits all required documentation to the Washington State Employment Security Department.

• There is a 1 week waiting period. The waiting week is required by law for all types of leave except bonding leave and military family leave. You will not be paid for this week. Team Members may use available PTO for the waiting week without impacting PFML benefits.

• It can take up to 3 weeks, or longer in certain circumstances, to receive approval.

• Lavish Roots has 18 days to contest a Team Member’s application.

6 — The Washington State Employment Security Department will notify the Team Member and Lavish Roots if their PFML Leave is approved or denied.

• Additional information may be requested from the medical provider or HR Department to provide.

• If the Leave is not approved, the Team Member has 30 calendar days to appeal the decision.

7 — The Team Member will need to file a weekly claim during the leave. Claim weeks always start on Sunday and end the following Saturday, regardless of when your normal work week starts.

8 — The Human Resources Department will track the use of the team members 12 weeks of leave and notify the Team Member when they are down to one week of PFML time left.

9 — Team Members are required to notify HR if the conditions of the Leave change. For instance, their return-to-work date changes or their medical condition being covered changes.

10 — Team Members must notify HR at least 5 days before they return to work.

• HR will notify their supervisor of their return to ensure they are prepared for them to come back to work.

11 — Team Members will return to work and meet with their supervisor to review any restrictions and the supervisor will ensure they were able to enter the location and clock in successfully.

For additional information or questions regarding the qualifications, please contact the Washington State Employment Security Department at phone: 833-717-2273, email: paidleave@esd.wa.gov, or website: www.paidleave.wa.gov

Lavish Roots follows all federal and state laws regarding leave eligibility and use. Eligible Team Members may request a leave of absence under applicable law for eligible purposes as described below.

Eligibility Requirements

Team Members are eligible for family and medical leave if they have worked for Lavish Roots for at least one year and for at least 1,250 hours during the past 12-month period preceding the leave.

Purposes for FMLA Leave

A family and medical leave may be taken by an eligible Team Member for the following reasons:

• The birth of the Team Member’s child or the placement of a child with the Team Member for foster care or adoption, so long as the leave is completed within 12 months of the birth or placement of the child;

• To care for the Team Member’s spouse, biological or adopted offspring, or parent with a “serious health condition”;

• due to the “serious health condition” of the Team Member that renders the Team Member unable to work or in need of medical treatment;

• Because of any qualifying exigency arising out of the fact that the Team Member’s spouse, biological or adopted offspring, or parent is on active duty or has been notified of an impending call or order to active duty, in the Armed Forces of the United States in support of a contingency operation; or

• To care for a covered service member (who is the Team Member’s spouse, parent or next of kin) with a serious illness or injury (“military caregiver leave”).

The terms used in this policy, including the bolded terms above, are defined in the FMLA, as amended and applicable regulations.

A “serious health condition” includes an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the Team Member from performing the functions of the Team Member’s job, or prevents qualified family members from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to chronic condition. Other conditions may meet the definition of continuing treatment.

A “covered service member” is a current member of the Armed Forces (including National Guard or Reserves) of the United States who is the Team Member’s spouse, biological or adopted offspring, parent or next of kin, and is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred in the line of duty.

A “serious illness or injury” is an injury or illness incurred in the line of duty while on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating and for which the service member is undergoing medical treatment, recuperation or therapy, or is in outpatient status or is on the temporary disability retired list.

A “qualifying exigency” includes certain issues that arise from the fact of a short notice deployment, arranging for alternative childcare, attending certain school activities, addressing certain financial or legal arrangements, attending certain counseling sessions, military ceremonies or informational briefings, or participating in certain post deployment activities. Qualifying exigency leave applies when the Team Member’s family member is a member of the reserves; it does not apply when the Team Member’s family member is a member of the regular Armed Forces because they do not serve under a call or order to active duty.

Duration of Leave

Family and medical leave may be taken for up to 12 work weeks during the designated 12 month period for the purposes described in (1)-(4) above. The designated 12- month period will be calculated based on the 12-month period going forward from the first date family and medical leave is taken. Leave for the purpose described in (5), above (military caregiver leave), may be taken for up to twenty-six (26) work weeks in a single 12-month period. The single 12 month period for military caregiver leave is the 12 month period that begins on the first date the Team Member uses leave for that purpose. During the single 12-month period, an eligible Team Member shall be entitled to a combined total of 26 workweeks of leave for the reasons specified in paragraphs (1)

- (4) and (5) above. In other words, any family and medical leave taken during the single 12 month period for reasons specified in paragraphs (1)-(4) above (up to 12 weeks), will be counted towards the total 26-week entitlement permitted for leave to care for a covered service member with a serious illness or injury during that single 12-month period. All time off that qualifies as family and medical leave will be counted against the Team Member’s federal and, if applicable, state family and medical leave entitlement to the fullest extent permitted by law.

Use of Leave

Family and medical leave should be used as needed, but must be used in minimum increments of at least 1 hour, except when used at the beginning of a workday, in which case it may be used in minimum increments of 15 minutes. Intermittent or reduced schedule leave is available, if medically necessary. Team Members must make a reasonable effort to schedule planned medical treatments so as not to unduly disrupt business operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Applying for Leave

Failure to follow the leave request procedure outlined below may result in the delay of Lavish Roots granting leave to you.

Team Members should use the company’s leave form to request a family and medical leave.

Alternatively, the Team Member must provide enough information so the company can determine whether the request for time off qualifies as family and medical leave, as well as the timing and duration of the leave. This request form is available from management. When the need for family and medical leave is foreseeable, such as due to a planned medical procedure, the Team Member must notify the company of the need for the leave at least 30 days before the leave begins.

If 30 days advance notice is not practicable because the Team Member just learned of the need for leave or there is a change in circumstances or a medical emergency, then the Team Member must request the leave as soon as practicable (generally the same day or the day following the day the Team Member became aware of the need for leave). When the need for leave is sudden, the Team Member must notify their direct supervisor as soon as possible – either before leaving work or not later than the start of the Team Member’s next regular workday. The Team Member must follow the Company’s standard call in procedures for unscheduled absences. The Team Member must inform the company when taking time off for a reason for which family and medical leave was previously taken or certified. Failure to comply with the request and notice procedures may delay the start of a leave. If the Team Member is incapacitated, a family member or representative of the Team Member (friend, roommate, etc.) should contact the company whenever feasible.

Lavish Roots shall inform Team Members requesting leave whether they are eligible under FMLA, and as applicable, state law. If they are, the Notice of Eligibility will specify any additional information required, as well as the Team Member’s rights and responsibilities. If the Team Member is not eligible, the company shall provide a reason for the ineligibility.

Designation of FMLA Leave by Lavish Roots

The Company may designate any absence, which is taken for FMLA qualifying purposes as FMLA leave. When this occurs, Lavish Roots will notify the Team Member.

Intermittent and Reduced Schedule Leave

If medically necessary, FMLA leave needed due to a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

If leave is unpaid (i.e., the Team Member has exhausted all of the Team Member’s PTO), the company will reduce the Team Member’s salary based on the amount of time actually worked. In addition, while the Team Member is on an intermittent or reduced schedule leave, Lavish Roots may temporarily transfer the Team Member to an available alternative position that better accommodates the Team Member’s leave schedule and has reasonably equivalent pay and benefits.

Medical Certification

When leave is requested for the Team Member’s or a family member’s medical reasons (reasons 2, 3 and 5, above), the Team Member must submit a medical certification from the health care provider of the patient that establishes the Team Member is eligible for family and medical leave. Management will provide the appropriate certification form. A complete and sufficient certification must be provided as soon as is reasonably practical, and not later than the date leave begins or within 15 days of Lavish Roots’ request, whichever is later. When the leave is requested because of the Team Member’s own serious health condition, the certification must include: (1) the date the serious health condition commenced, (2) the probable duration of the serious health condition, (3) information sufficient to establish that the Team Member has a serious health condition, and (4) information sufficient to establish the Team Member cannot perform the essential functions of the Team Member’s job as well as the nature of any other work restrictions and the likely duration of such inability. When leave is requested to care for a family member (either because the family member has a serious health condition or needs military caregiver leave), the certification must include: (1) verification that the family member has a serious health condition or serious injury or illness, and the date the condition began, (2) the probable duration of the condition, (3) information sufficient to establish the family member is in need of physical and/or psychological care, and (4) an estimate of the frequency and duration of the leave required to care for the family member. The Company will notify the Team Member if the certification is incomplete or insufficient, and provide the Team Member seven (7) calendar days to correct the deficiency. The Company reserves the right to contact the health care provider to seek authentication or clarification of information in the certification, as needed, and may require recertification, as appropriate.

Before returning to work at the conclusion of a leave due to the Team Member’s own serious health condition, the Team Member is required to provide a certification from his or her health care provider regarding the Team Member’s fitness for duty. The Team Member must provide the required medical certification to the Company in a timely manner to avoid a delay or denial of leave. Obtain appropriate forms from a member of Human Resources.

Certification of Qualifying Exigency

When leave is due to a qualifying exigency, the Team Member must submit a completed Certification of Qualifying Exigency for Military Family Leave to establish the Team

Member’s eligibility for this leave. Management will provide the appropriate certification form. A complete and sufficient certification must be provided as soon as is reasonably practical, and within 15 days of the Company’s request.

Insufficient Certification

In the event Lavish Roots questions the adequacy or accuracy of a Team Member’s medical certification, it may request that the Team Member cure the deficiencies in the certification. If the Team Member fails to do so, Lavish Roots may contact the Team Member’s health care provider to authenticate the medical certification and/or obtain clarification to understand the handwriting on the certification and/or the meaning of a response on the certification. Lavish Roots may also require an independent medical opinion at the company’s expense. FMLA may be delayed or denied when the Team Member fails to give required consents or delays the company’s ability to determine a Team Member’s entitlement to FMLA leave.

Maintenance of Benefits

During a family and medical leave, group health benefits will be maintained for up to 12 workweeks (up to 26 workweeks for military caregiver leave) as if the Team Member were continuously employed, however, the Team Member must continue to pay the Team Member’s share of premiums for the Team Member and any covered dependents, if any, during the leave. If the Team Member fails to return to work at the conclusion of the approved leave, Lavish Roots may recover its share of the premiums paid during the leave, unless the inability to return is due to circumstances beyond the Team Member’s control or otherwise excused. A Team Member on an approved family and medical leave will not lose any benefits accrued before the leave began.

Reinstatement After Leave

Upon returning from leave, the Team Member will be entitled reinstatement to either the same position the Team Member held when leave began or to an equivalent position if one is available. However, a Team Member has no greater right to reinstatement or to other benefits and conditions of employment under this policy than if the Team Member had been continuously employed during the family and medical leave period.

When the reason for leave is the Team Member’s own serious health condition, Lavish Roots may require medical certification from a health care provider that the Team Member is able to resume work, with or without reasonable accommodation, before reinstating the Team Member.

Reinstatement may be delayed or denied if the Team Member fails to provide requested medical certification of fitness to work, fails to return to work on the designated return date, gives notice of intent not to return to work or obtains the leave fraudulently.

Enforcement

The FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of any right provided under FMLA; discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

A Team Member may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any State or local law or collective bargaining agreement that provides greater family or medical leave rights.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a) may require additional disclosures. For additional information:

1-866-4US WAGE (1-866-487-9243)

TTY 1-877-889-5627. WWW.WAGEHOUR.DOL.GOV.

If you have any questions concerning or would like to submit a request for a family and medical leave of absence, please contact management.

The Company offers Team Members who are disabled because of pregnancy, childbirth, or related conditions to take unpaid leave of up to four months, pursuant to certification of disability by a health care provider.

Eligible Team Members can substitute paid leave (vacation or sick time) for a portion of the pregnancy disability leave. The substitution of vacation time for pregnancy disability leave does not extend the total duration of the leave entitlement.

Pregnant Team Members are also entitled to temporarily transfer to a less strenuous or hazardous position or less strenuous or hazardous duties if the transfer is medically necessary and the transfer can be reasonably accommodated.

Team Members who must be absent from work for military service, including fitness for duty examinations, training, or active duty, may be granted a leave of absence. Military service refers to the U.S. Armed Services including:

• Army National Guard and Air National Guard (when engaged in active duty for training, inactive duty training, or full time National Guard duty);

• The Commissioned Corps of the Public Health Service;

• The Reserves of the Army, Navy, Marine Corps, Air Force and Coast Guard; and

• Any other category of persons designated by the President in time of war or emergency.

The Company must receive advance notice of the need for leave from the Team Member or an officer of the military branch that the Team Member is serving. Such notice can be in the form of military orders, training notices, or induction information. The cumulative length of a Team Member’s military leave of absences from work may not exceed five (5) years unless the military duty is exempt from the cumulative limits.

Exempt Team Members who work any part of a work week in which they take such a leave will be paid for that work week only. Otherwise, leaves taken for these purposes will be unpaid.

Upon completion of military leave, the Company will make reasonable efforts to reinstate Team Members to their same or comparable positions. To be eligible to return to work, Team Members must:

• Give notice prior to taking military leave;

• Be released from military service under none other than honorable conditions, as characterized by regulations of the uniformed service and provide a certificate of completion of service;

• Apply for timely submission of application for reemployment based on particular length of leave; and

• Report to work in a timely manner in accordance with applicable federal and state laws.

Leave for Military Spouses

Team Members who work an average of 20 or more hours a week and have a spouse engaged in active military duty, can take up to 15 days of unpaid leave during their spouse's leave from deployment in a time of military conflict. Qualifying Team Members must provide written documentation to their general manager or the Human Resource manager within five (5) business days of receipt of official notice of their spouses' leave from deployment.

Objective

The Bereavement Leave Policy establishes uniform guidelines for providing paid time off to a team member for absences related to the death of immediate family members and fellow team members or retirees of Lavish Roots.

Eligibility

All full-time, active team members are eligible for benefits under this policy.

Procedures

A team member who wishes to take time off due to the death of an immediate family member should notify their supervisor as soon as possible. If a team member leaves work early on the day they are notified of the death, that day will not count as bereavement leave.

In addition to bereavement leave, a team member may, with their supervisor’s approval, use any available vacation for additional approved time off as necessary. Team members may be required to provide documentation with regard to their bereavement leave.

Bereavement pay is calculated based on the base pay rate at the time of absence, and it will not include any special forms of compensation, such as incentives, commissions, bonuses, overtime or shift differentials.

Paid bereavement leave will be granted according to the following schedule:

• Team members are allowed up to four (4) consecutive days off from regularly scheduled duty with regular pay in the event of the death of the team member’s spouse, domestic partner, child, stepchild, parent, stepparent, father, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, brother, sister, stepbrother, stepsister, or an adult who stood in loco parentis to the team member during childhood.

• Team members are allowed one (1) day off from regular scheduled duty with regular pay in the event of death of the team member’s brother-in-law, sister-in-law, aunt, uncle, grandparent, grandchild or spouse’s grandparent.

• Team members are allowed up to four hours of bereavement leave to attend the funeral of a fellow regular team member or retiree of Lavish Roots, provided such absence from duty will not interfere with normal operations of the company.

Team Members who are victims of crime, domestic violence or sexual assault will be provided unpaid leave in order to:

• Obtain judicial relief, including a temporary restraining order;

• Obtain medical care for injuries;

• Seek psychological counseling or services from a domestic violence shelter, program or rape crisis center; or

• To otherwise ensure the health, safety, or welfare of a victim of crime, domestic violence or sexual assault, where the Team Member is either the victim themselves or is the immediate family member, parent, spouse, domestic partner or child of the victim.

Team Members must provide reasonable advance notice of the need for leave taken under this section, unless an emergency or unscheduled court appearance is required. In that case, the Team Member must provide one of the following forms of verification to Human Resources within 15 days of the Team Member’s absence:

• A police report indicating that the Team Member, immediate family member, parent, spouse, domestic partner, or child was a domestic violence or sexual assault victim;

• A court order or other evidence from the court or prosecuting attorney verifying the Team Member’s court appearance; or

• Documentation that the Team Member, immediate family member, parent, spouse, domestic partner or child, was undergoing treatment for physical or mental injuries or abuse. To the extent allowable by law, this information will be kept confidential.

Exempt Team Members who work any part of a work week in which they take such a leave will be paid for that work week only. Otherwise, leaves taken for these purposes will be unpaid.

Team Members may also take time off to perform emergency duty as a volunteer firefighter, a reserve peace officer, or emergency rescue personnel. Team Members requesting leave under this policy must provide documentation from the proper authority (e.g., the Fire Chief) that supports the emergency duty. Exempt Team Members who work any part of a work week in which they take such a leave will be paid for that workweek only. Otherwise, leaves taken for these purposes will be unpaid.

All full-time Team Members will be granted unpaid time off to:

• Serve on a jury or grand jury; or

• Appear as a witness in court or other judicial proceeding, so long as reasonable advance notice is provided to the Team Member’s manager.

Team Members are required to provide reasonable advance notice of the need for leaves taken under this section, unless an emergency or unscheduled court appearance is required, in which case, the Team Member must provide their manager with written evidence from the court or prosecuting attorney within 15 days of the absence stating that the Team Member has appeared in court. Time taken for such purposes will be unpaid.

Please park at your own risk. Lavish Roots, Inc is not liable for any damage or theft that occurs while parked before, during or after your shift. Please plan for ample time to park and arrive to work by your scheduled start time.

BURIEN HQ:

Free parking is available to team members at the following location 15320 Ambaum Boulevard Southwest, Burien, WA 98166. Please plan ample time to park and arrive to work by your scheduled start time.

REDMOND REALITY LABS LOCATIONS:

Free parking is available to team members at most Redmond Reality Labs work sites. This is on a first come first serve basis. This is subject to change at any time with or without notice. Please see your supervisor or Team Member Resources for permitted areas, restrictions and special instructions for the campus you work at. Parking at RAD Commissary is street parking only or permit for business purposes only. To request a parking permit for RAD, submit a business need to people@lavishroots.com. There are a limited number of permits available and not all permits will be approved.

SEATTLE REALITY LABS LOCATIONS:

The Whole Nine Yards & The Whole Enchilada have limited free street parking available on a first come first serve basis. Garage parking is available for a daily paid rate and is the team members responsibility.

SPRING DISTRICT BELLEVUE META LOCATIONS:

Blocks 16, 24, 20 – Street parking is limited and has a two (2) hour limit. Garage parking is available at no cost to badged team members; subject to availability. This may change in the near to distant future and there could be a fee associated with parking in the garages. If so, monthly garage parking passes will be available and notice will be given. In that case, arranging a monthly parking pass will be the sole responsibility of the team member. These sites are centrally located and accessible via public transportation. Meta also offers some shuttle services between campuses; please see your supervisor for more information on this perk. We encourage you to carpool with fellow team members and take advantage of local rideshare opportunities where available.

To avoid disruption of the workplace, no solicitations, collections, circulation of petitions, or distributions of literature by Team Members are permitted during working time or in working areas.

“Working time” refers to the work time of the Team Member soliciting, collecting, circulating or distributing as well as the Team Member to whom such action is directed. It does not include rest breaks, meal periods or other times before or after work.

“Working areas” includes all areas in which the Company’s business is conducted. It does not include the break area or parking areas. In addition, no person from outside the Company is allowed on company premises at any time for these, or related, purposes. If you observe someone who is not a Team Member engaging in any of these activities at any time, please notify a supervisor immediately.

The Company supplies various Technology Resources to authorized Team Members to assist them in performing their job duties. Each Team Member has a responsibility to use the Company’s Technology Resources in a manner that increases productivity, enhances our public image, and respects other Team Members. Failure to follow company policies regarding Technology Resources may lead to disciplinary action, up to and including termination of employment.

For the purposes of this policy, Technology Resources consist of all electronic devices, software, and means of electronic communication including, but not limited to: point of sale registers and all equipment associated with point-of-sale transactions; computers, whether desktop or laptop, all computer hardware, and all external or portable storage devices; peripheral equipment such as printers, modems, fax machines, and copiers; computer software applications and associated files and data, including software that grants access to external services, such as the Internet; electronic-mail; telephones; cellular phones; personal organizers and other handheld devices; pagers; and voicemail systems.

Appropriate Use

Technology Resources are to be used only by Team Members and only for the purpose of conducting Company business. Generally, the company’s Technology Resources may not be used for personal purposes. However, Team Members may use Technology Resources for the following incidental personal uses so long as such use does not interfere with the Team Member's duties or the duties of any manager, is not done for financial gain, does not conflict with the Company’s business, and does not violate any company policy:

• To briefly send and receive necessary and occasional personal communications;

• To use the telephone for brief and necessary personal calls; and

• To access the Internet for brief personal searches and inquiries during mealtimes or other breaks, or outside of work hours, if Team Members adhere to all other usage policies.

The Company assumes no liability for loss, damage, destruction, alteration, disclosure, or misuse of any personal data or communications transmitted over or stored on the company’s Technology Resources. In addition, the Company accepts no responsibility or liability for the loss or non-delivery of any personal electronic-mail or voicemail communications or any personal data stored on any company property. Team Members should not store any personal data on any of the Company’s Technology Resources.

Inappropriate Use

• Prohibition Against Harassing, Discriminatory and Defamatory Use — As set forth more fully in the Company’s policies prohibiting discrimination, harassment, and retaliation, we do not tolerate discrimination or harassment based on an individual’s race, color, national origin, ancestry, sex, gender identity, transgender status, sexual orientation, age, religion, creed, political affiliation, physical or mental disability, medical condition, genetic information, pregnancy, childbirth or related medical condition, marital status, veteran status, or any other characteristic protected by federal, state or local laws. Under no circumstances may Team Members use Technology Resources to transmit, receive, copy, distribute, or store any information that is discriminatory, harassing, or defamatory in any way (e.g., sexually explicit or racial messages, jokes, cartoons, etc.).

• Prohibition Against Violating — Copyright Laws. Team Members must not use Technology Resources to copy, retrieve, forward or send materials in violation of applicable copyright laws.

• Other Prohibited Uses — Team Members may not use Technology Resources for any illegal purpose, violation of any company policy, in a manner contrary to the best interests of the Company, in any way that discloses confidential or proprietary information of the Company or third parties, or for personal or financial gain.

Right to Engage in Protected Activity

The Company respects the right of its Team Members to engage in protected concerted activity for mutual benefit regarding the terms and conditions of employment. This includes, for example, discussing wages and benefits or other terms and conditions of employment, and raising complaints about working conditions, for their and their coworkers’ mutual aid and protection. Nothing in this Technology Use policy is intended to preclude or dissuade Team Members from engaging in such activities, nor should this policy in fact do so.

Company Access to Technology Resources/ No Expectation of Privacy

All messages sent and received using the company’s Technology Resources, including personal messages, and all data and information stored on the Company’s email system, voicemail system, or computer systems are the property of the Company regardless of the content. As such, the Company reserves the right to access all its Technology Resources, including its computers, voicemail, and e-mail systems, at any time, at its sole discretion.

You have no reasonable expectation of privacy. The Company reserves the right to examine all data stored within its Technology Resources including computer files, e-mail messages, and voicemail messages. Team Members should understand, therefore, that they have no right of privacy with respect to any messages or information created, accessed or maintained on or from the Company’s Technology Resources, including personal information or messages. The Company may, at its discretion, inspect all files or messages on its Technology Resources at any time for any reason. It may also monitor its Technology Resources at any time in order to determine compliance with its policies, for purposes of legal proceedings, to investigate misconduct, to locate information, or for any other business purpose.

Note, even if Team Members maintain passwords for accessing Technology Resources, any information maintained on or accessed from or by the Company’s technology resources, including but not limited to voicemail and email, is not private.

Occasionally, Team Members may be contacted by outside sources requesting information about company matters, including information regarding current or former Team Members, or business relationships and transactions. In order to avoid providing inaccurate or incomplete information to outside sources, any Team Member contacted by any outside source regarding the Company should immediately contact the appropriate Company official, as detailed below.

As with the Technology Use policy, the Company respects the right of its Team Members to engage in protected concerted activity for mutual benefit regarding the terms and conditions of employment. This includes, for example, discussing wages and benefits or other terms and conditions of employment, and raising complaints about working conditions, for their and their coworkers’ mutual aid and protection. Nothing in this policy is intended to preclude or dissuade Team Members from engaging in such activities, nor should this policy in fact do so.

Media Contacts: If a Team Member is contacted by a representative from any media organization (e.g., television, radio, or newspaper reporters), the Team Member should immediately refer the media representative to Carly Duke or Ann Lamb. No Team Member may communicate with media agents on behalf of the Company without prior authorization from an owner.

Outside Attorneys and Investigators: If a Team Member is contacted by an outside attorney or investigator regarding company business, including information regarding current or former Team Members, or business relationships and transactions, the Team Member should immediately obtain the individual's name and telephone number without disclosing any information to the individual. The individual's name and telephone number should then be provided to Carly Duke or Ann Lamb.

Requests for References: Team Members, supervisors, and managers are free to act as a personal reference on behalf of a current or former Team Member. However, requests for references related to a current or former Team Member’s employment with the Company (e.g., an employment inquiry from a prospective employer or a request for a letter of reference) should be directed to the HR Department. Only dates of employment and position held will be supplied for any inquiries. Team Members violating this policy may be subject to disciplinary action, up to and including termination of employment.

The Company encourages open and honest communication by its Team Members and respects their right to use the Internet as a medium of self-expression and as a forum for engaging in protected concerted activity regarding terms and conditions of employment, for the mutual benefit of the Company’s Team Members. The Company expects and requires Team Members to act responsibly when engaging in such activities.

The Company has developed this policy in order to clarify its position regarding all forms of public communications via the Internet (including, but not limited to sites like Facebook, Instagram, Twitter and LinkedIn, and to blogs, discussion forums, newsgroups, email distribution lists, or otherwise) by any company Team Member . In addition, the Company will attempt to provide reasonable guidelines for online behavior by Team Members when authorized to participate online on behalf of the Company. Otherwise, any violation of this policy may result in disciplinary action, up to and including immediate termination of employment.

General Provisions

Unless specifically or otherwise instructed by the Company, all Team Members are required to follow these general provisions, which apply to all forms of public communications via the Internet:

• Make it clear that the views expressed are yours alone and do not necessarily represent the views of the Company;

• Team Members are not authorized to represent the Company and are therefore restricted from speaking on its behalf. If a Team Member is contacted by a representative from any media organization, they should refer the media representative to management as provided in the External Communications policy.

• Do not share confidential and/or proprietary information about the Company’s business or guests. This includes, but is not limited to current and potential products, Team Members, customers, competitors, trademarks, sales, finances, company strategies and/or any other information that has not been publicly released by the Company.

• The Company logo or trademark may not be used without explicit permission in writing from the Company.

• Respect copyright, fair use and financial disclosure laws.

• Be respectful of the Company, its Team Members, customers, competitors and your audience.

Understand that anything that you post could potentially lead to a lawsuit and that a disclaimer may not protect you from being individually named in a lawsuit. Avoid posting any views, commentary, content or images that are proprietary, defamatory, pornographic, harassing, and libelous or that can create a hostile working environment.

Posting Photos of Company Product

We love when our Team Members are excited about their work at Lavish Roots and want to post photos and other material containing Company images on social media. “Company images” includes but is not limited to photographs or video of Lavish Roots premises, catering displays, food preparation, completed menu items, and the like. If you are going to post photographs, video or other content containing Company images, do so enthusiastically but professionally. Captions and hashtags that do not project a professional image of Lavish Roots are not permitted. For example, hashtags with sexual innuendo or sexual content are inappropriate and should not be associated in any way with the Company or our brand.

Again, nothing in this policy is intended to preclude or dissuade Team Members from engaging in protected, concerted activity for mutual benefit regarding the terms and conditions of employment, nor should this policy in fact do so. Examples of such activity include discussing wages and benefits or other terms and conditions of employment, and raising complaints about working conditions, for their and their coworkers’ mutual aid and protection. If you have any questions about what content is appropriate, please feel free to talk directly with Carly Duke.

Reporting Procedure

Team Members who experience or witness any conduct they believe to be in violation of this policy should immediately follow the reporting procedures described on Page 9 of this Handbook. The Company will investigate and respond to all reports of violations of its blogging and social networking policy or other related policies. Violations of this policy may result in disciplinary action up to and including immediate termination of employment. In addition, The Company reserves the right to take legal action where necessary against Team Members who engage in unlawful conduct.

Team Members are required to adhere to all required safety, privacy and security training administered by Lavish Roots and/or its clients within the specified timeline. If you are in need of assistance with the training, please contact your direct supervisor ahead of the deadline. Failure to comply with these assigned trainings may result in loss of access to the buildings and unpaid time while the issue is resolved. Meta assigned required trainings should be completed at work within the allotted time agreed upon with your manager. Compensation for completion of the trainings outside of work hours is not allowed. If you require additional assistance or time to complete the trainings outside of what your manager has allowed, you must reach out to team member resources for further guidance.

Lavish Roots aims to provide clear and effective communication to our team. In order for us to do so, we ask that you keep your contact info up to date in Paycom at all times and notify HR if there is a change to your email so that it can be updated in our security systems as well. You are required to maintain the following platforms and know your login information to receive correspondence from Lavish Roots.

Lavish Roots Catering & Hospitality’s Media Release details the rights and responsibilities of both the Team Member and Lavish Roots Catering & Hospitality and should be provided in either electronic or physical form, to Lavish Roots Catering & Hospitality Team Members upon hire and upon any changes made to this document. This agreement accounts for the use of videography, photography, audiography, and other media as it pertains to the individual and the gathered content that will be produced, reproduced (or used/reused), edited, created live, posted, printed, and recorded. For participants or community members under the age of 18, a legal guardian must complete a separate Release Form.

Media Release Agreement

I hereby give permission to Lavish Roots Catering & Hospitality to use photographic images, audio, and video footage of or by me in its public informational activities and marketing. This could include use in Lavish Roots Catering & Hospitality publications, advertising, web pages, social media, video, photo, audio and television. At the discretion of Lavish Roots Catering & Hospitality, use could also include making this information or my image available to organizations that publish news about the company, such as newspapers, magazines, news broadcasters and other news organizations. This permission is granted for an indefinite time period.

Obtainment & Opting Out

Beyond the agreement in the handbook, there are a number of ways Lavish Roots can obtain an agreement from individuals when taking a photograph or video. The best approach will depend on the specific scenario, the context, the intended use of the images, footage or information and the associated risk.

Currently, prior to taking photos or video, verbal consent is an acceptable form of granting permission/consent to be photographed and/or filmed.

In other instances an email may be sent to site/workplace Managers informing the team of any upcoming film and photography days. Managers can announce this news to Team Members verbally and/or in an email as long as everyone is informed. Should Team Members have questions regarding how the videos and photos will be used, the Lavish Roots Catering & Hospitality videographer and/or photographer will clearly state the intended use of the content and that participation is optional.

For certain events, large, legible signs at points of entry to the space or location will indicate that photos and/or videos will be taken, along with how they will be used. The sign will clearly state that participation is optional.

Written or electronic consent will be established by Team Members upon the signature acknowledgement of the Lavish Roots Catering & Hospitality handbook. Should a Team Member wish to opt out of photos and videos (either just for the day or indefinitely) they must notify the videographer or photographer, verbally or by email at sarah@lavishroots.com, by the day of the scheduled video or photo session.

Image/quote release forms may be created for external interviews. Depending on the size of the project, “opt out/no photo or film” pins or stickers may be used to identify those who do not wish to be photographed or filmed. Pins or stickers will serve as indicators allowing videographers and photographers to omit Team Members who have chosen to opt out along with helping editors identify, blur and/or delete any clips containing Team Members that have opted out.

The Company is committed to providing a safe and healthy workplace and has established policies and procedures to prevent personal injury to Team Members and damage to company property that may result from a potentially unsafe situation. To this end, all Team Members must abide by the safety guidelines provided in this Handbook.

All reports of unsafe working conditions will be taken seriously and will be investigated promptly and appropriately. Any Team Member who engages in unsafe work practices or disregards safety rules will be subject to disciplinary action, even if the conduct is not sufficiently serious to constitute a violation of any health and safety laws. The Company will take appropriate corrective action and impose disciplinary action on offending Team Members, up to and including termination of employment. The Company will not tolerate retaliation or intimidation against any Team Member who makes a legitimate report concerning workplace safety or participates in an investigation of such a complaint.

Vaccination Policy

As of January 1, 2023 the mandatory Vaccination policy will be suspended indefinitely.  At this time, we will no longer be requiring all workers, including contingent workers, to show proof of vaccination to enter their buildings.  This policy is subject to change as Lavish Roots will continue to follow all government and health department regulations.   

Team Members may still have access to rapid tests in the machines on all locations.  Washington State will still be a location required to complete contact tracing for a positive COVID team member.  

General Safety

1. All Team Members are responsible for keeping the workplace clean and orderly.

2. Team Members are responsible for maintaining order and cleanliness, in keeping with Health Department guidelines

3. Report all injuries – your own or anyone else’s – to your supervisor or an owner immediately.

4. Report unsafe conditions to your supervisor or an owner immediately. This applies to any equipment that is not in perfect working order.

5. Be sure you know how to do your job safely. If you have any doubt about how to perform your job or any of your duties safely, ask your supervisor or manager.

6. Horseplay and practical jokes lead to accidents; such conduct is not permitted.

7. Do not run. It is safer to walk.

8. Use a ladder or step stool (not chairs or other devices) when necessary to reach high places. Make sure the ladder is in good condition and securely placed.

9. Do not try to lift objects that are too heavy. Use proper lifting mechanics and get help if necessary.

10. Place brooms, mops and pails where no one will trip over them. Aisles should be kept free from obstruction.

11. Never use water on a grease fire. Always use the appropriate fire extinguisher.

Maintaining Food Purity

1. Use extreme care at all times to ensure no dirt or foreign material gets into the food.

2. Be sure pots and pans are thoroughly cleaned before use.

3. Do not smoke, use tobacco, or chew gum while handling food.

4. Never use disinfectants, degreaser, or dish detergents that are not properly marked. Store any chemicals where they will not come into contact with food.

5. Wear a hat and, when necessary, a hair net to prevent hair from falling into food (as required by the Company Dress Code/Personal Hygiene policy).

Floors and Dishes

1. Keep floors as clean and dry as possible. When dishes, liquid, or food are spilled or dropped on the floor, remove them immediately.

2. Sprinkle non-slip compounds on wet, slippery floors to provide safe footing. Give special attention to all entrances.

3. When mats are used, be sure they lie flat.

4. Avoid hand cuts when washing dishes – do not put knives in dishwater with other dishes.

5. Inspect all dishes thoroughly before use. Remove any defective equipment immediately.

6. Do not remove hot pans with your bare hands. Always use a potholder.

Use of Equipment

1. Keep tools such as knives in a safe place when not in use. Knives should be kept well sharpened; dull or nicked knives are more likely to cause accidents.

2. Check gas pilots on any cooking equipment frequently. Report any odors of gas to your supervisor or manager.

3. Do not allow the handles of cooking utensils to protrude over the edge of the cooking surface. Turn handles sideways to avoid them being accidentally struck by anyone.

4.  Always wear gloves while cleaning with chemicals.

Washington law requires all persons who serve or handle food to obtain a food workers license (i.e., a food handler’s card/permit or health permit). All Team Members therefore must have an up-to-date food handler’s permit issued by the state or county. You are responsible for obtaining and maintaining your food handler’s card, as well as your Washington State Class 12 Mixologist Permit (MAST), if applicable. New Team Members will have a 14-day grace period to sign up for the next class available through the local health department. If in 14 days you do not sign up for or receive a card/permit, you will be removed from the schedule and may face termination of employment.

All Management positions are required to have a valid ServSafe Certification. The Lavish Roots Safety team provides booklets and two test opportunities at no cost to you. If you do not pass the first two exams, it will be your responsibility to get the certification outside of the organization at your own expense within 60 days of employment.

Serving safe food is all in food workers’ hands. Thus, the Company has established the following standards for hand washing. Team Members are required to follow these standards. Failure to do so will result in disciplinary action, up to and including termination of employment.

When Must Food Workers Wash Their Hands?

Double Hand Washing Requirement:

• After using the restroom and washing your hands, you must wash your hands again at the kitchen hand sink before returning to your station.

• Before handling ready-to-eat foods.

• Before putting on disposable gloves.

• Before starting work.

• When changing tasks.

• After touching your hair, mouth or nose.

• After coughing or sneezing

• After handling raw meat.

• After handling any chemicals.

• After handling garbage/trash.

• After eating, drinking, or smoking.

• After any other contamination to hand may have occurred.

How Must Food Workers Wash Their Hands?

The following must be followed for effective hand washing:

1. Wet your hand under warm (at least 100 degrees F), running water.

2. Apply soap.

3. Wash your hands, wrists, and lower arms for at least 20 seconds, paying special attention to washing between the fingers and around the fingertips and nails (Singing “Happy Birthday” or a similar tune to yourself at a regular pace is a good gauge of the appropriate amount of time.)

4. Rinse hands thoroughly under warm, running water.

5. Dry hands with a dry paper towel.

6. Turn off water with a paper towel.

7. Open any door handles using a clean paper towel.

Team Members who suffer an on-the-job injury, regardless of length of service, are covered by Workers’ Compensation insurance, which provides coverage for medical and hospital treatment in addition to payment for loss of earnings that may result from work-related injuries. Any Team Member who experiences an occupational injury or illness should:

1. Seek medical treatment as soon as possible to ensure proper and timely medical care, but in no case later than 24 hours following an actual or suspected injury or accident;

2. Notify his, her, or their supervisor or manager within 24 hours or as soon as possible;

3. Provide your supervisor or Human Resources with a certification from a health care provider regarding the need for workers’ compensation disability leave, as well as the eventual ability to return to work from the leave.

The Company is not liable for the payment of workers’ compensation benefits for any injury that arises from a Team Member’s voluntary participation in an off-duty recreational, social, or athletic activity that is not a part of the Team Member’s work related duties, unless these activities are a required part of the job.

“By signing below, I acknowledge that I have received a copy of the Team Member Handbook, and that I am required to read and understand its provisions. I further acknowledge and understand the “at-will” nature of my relationship with the Company and that the Team Member Handbook does not create any promise of specific treatment in any specific circumstance.

I further acknowledge that I am required to read and understand the Company’s policies prohibiting discrimination, harassment, and/or retaliation in the workplace, and that I am required to read and understand the procedure for reporting suspected workplace discrimination and harassment.

This Team Member Handbook supersedes and replaces any earlier guides, manuals, policies, practices, guidelines, agreements and written or oral descriptions of the terms and conditions of my employment.

• Team Member Signature

• Team Member’s Printed Name

• Date

A copy of this acknowledgement will be given to you. The original will remain in your personnel file.”

Leaving the kitchen or your station:  

A manager’s approval is required any time Personnel leave the kitchen or station. Once Personnel’s work shift has ended, Personnel must leave the job site.  An approval from management is required to remain on site.  

Knives, Robot Coupe, mandolins & slicing machine parts:  

Dish staff should never wash these items.  Knives are to be cleaned with soap, rinsed and sanitized at the pot sink (or the dishwashing area, if it’s not busy) before placing it back in the designated sharps container. Ask your supervisor if you have any questions on where that is at your cafe. Robot Coupe and all other cutting equipment to be taken apart and cleaned appropriately. Managers are to be consulted and training is required prior to cleaning. 

Breaking a case: 

The entire case should be taken out of the storeroom and stock the surplus product in the proper area of the kitchen.  The surplus product should be labeled  appropriately.

Labeling:  

All items in the café are to be labeled legibly with identification, Date, Name, and Station.  Station means it is designated for a particular purpose.  No items should be labeled “House” but instead be labeled accordingly and placed on the “Use Me” shelf.  Personnel should ask a manager for proper labeling if not sure. Using up the last of something: Personnel should Replace items.  If no replacement is available, tell your manager so that they can notify the purchaser that the item is out of stock.  

Kitchen Towels:  

Kitchen towels or permission to obtain kitchen towels are received from managers. Towels that are dropped on the floor go in the dirty towel bag and are not reused again. Towels must be stored in a sanitizer bucket, or neatly folded in a container designated for clean towels. Towels that are not stored in this fashion are considered "abandoned towels" and pose a health and safety risk. Do not throw dirty coats, towels or aprons in the chef’s coats bin. Do not enter the restroom with towels, apron or chef coat on!!!!!!!  

Common Courtesies:  

If an area is used, Personnel should clean it.  If there is trash on the floor Personnel should pick it up. If you use someone else’s station clean it for them, leave every area cleaner than you found it!     

Washing Hands:  

Wash hands frequently.  Right after clocking in, Personnel are to wash hands.  If Personnel blow their nose, touch their face, hair, floor, mats etc., they must wash their hands.   In addition, they must wash their hands when entering the kitchen, whether from the outside (back dock area) or from the dining area. Also fingernails must be kept trimmed, clean and free of nail polish. 

Breaks:  

Personnel should not wear chef coats during breaks or anywhere outside the café.  

Overtime:  

A Kitchen Manager must approve all overtime.  

Drinks: 

All drinks need to be in a designated beverage area.  Once done with drink, it must be disposed of properly. All drinks must be in a reusable  water bottle or a coffee cup with a lid. 

Cell Phones: 

Mobile phones used for talking, texting, & Internet while working is prohibited.  Pre-approval by management staff for using while working is required.  Cell phones should not be used in the kitchen. Otherwise, mobile usage must be used during break, meal periods or after end of shift. Always wash your hands after touching your cell phone. 

Lockers:  

A personal lock may be placed on the locker, only for the duration of shift, not overnight.  Locks left overnight will be cut after 24 hours. Please take all of your belongings home with you after your shift ends.

Restroom Etiquette: 

 No drink bottles in the restroom.  No chef coats or aprons in the restroom.  Personnel should be considerate and leave the restroom clean. 

Micro-Kitchen and Oculus/Meta Workspace:  

Each person is allowed to take home 1 drink and 1 snack item.  Any additional items must have consent from a member of the management team.  Failing to do so can lead to disciplinary action up to and including termination. Remember when outside the kitchen, we are guests in someone else’s workspace, so be as respectful as possible at all times. 

 Safety:  

Safety is our number one priority.  Personnel shall exhibit best safety practices that protect themselves and others.  Personnel shall announce themselves in a loud voice to warn others, while walking through the kitchen area and when working with hot items, sharp knives, and heavy lifting.  All scheduled Safety Trainings are mandatory and must be attended.