BJSTEST-Team Member Guide Club-636951486148044207

Team Member Guide
Las
September 2018
Welcome to BJ’s
W elcome to BJ’s Wholesale Club, Inc. (“BJ’s” or the “Company”), a solid, growing company that offers
a variety of challenging opportunities for Team Members. To those of you who are just joining the
BJ’s Team, we’d like to extend a warm and heartfelt welcome. If you are energetic, motivated and
eager to build a rewarding career, you will fit right in!
BJ’s Core Values

During your time at BJ’s, you will become familiar with and embrace the values that we all share at BJ’s.
The values listed below and throughout this Team Member Guide (the “Guide”) are the cornerstone of our
organization. As a Team Member at BJ’s, we expect you to embody these values and bring them to life in
your everyday interactions with Club Members and other Team Members.
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BJ’s Operating Standards
BJ’s Operating Standards provide the daily essentials for serving our Members.
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Mission & Vision
Mission
BJ’s mission is to become the shopping destination of choice for Smart Saving Families by providing
marketing-leading value on products and services.
Vision
Our Members are the heart and soul of BJ’s, and we’ll give our very best every day to delight our Members.
Member Experience and Service
We expect our Team Members to provide an exceptional Member experience, each and every day, with
each and every interaction. This exceptional service keeps our Members coming back, shopping, and
renewing their memberships. By following our Operating Standards, each team member can offer this
exceptional experience to our Members. Remember to Keep It Friendly, by:
• Acknowledging and engaging with every member;

• Resolving issues as they arise; and
• Always thanking the member.
Professional & Respectful Behavior
Our expectation is that our Team Members treat our Members, other Team Members, visitors and vendors
in a professional and respectful manner. You should always treat others the way you want to be treated,
and you should accept personal responsibility for professional, respectful and considerate behavior.
We Are an Equal Employment Opportunity Employer

BJ’s Wholesale Club, Inc. is an equal employment opportunity employer and, as such, strictly prohibits
discrimination in hiring and all other terms and conditions of employment based on race, color, sex, age,
physical or mental disability, religion, pregnancy, genetic information, military or veteran status, marital or
familial status, national origin, creed, citizenship status, sexual orientation, gender identity or expression,
atypical cellular or blood trait or any other characteristic protected by applicable law.
At-Will Employment
BJ’s Team Members are employed at-will, which means that employment may be terminated by either BJ’s
or the Team Member at any time, with or without notice or cause. This Guide does not constitute an
employment contract, guarantee a definite term of employment or otherwise modify the at-will nature
of your relationship with BJ’s. The policies and information contained within this Guide may be changed
by BJ’s, with or without notice, at any time.
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Table of Contents
Section I: Introduction ............................................................................................................................ 1
About This Guide .................................................................................................................................... 1

About Our Company ............................................................................................................................... 1
BJ’s Values Diversity................................................................................................................................ 1
How Can You Be Successful at BJ’s? ....................................................................................................... 1
Union-Free Philosophy ........................................................................................................................... 2
Programs & Policies ................................................................................................................................ 2
The Benefits of Being a Team Member .................................................................................................. 2
Section II: The Work Environment .......................................................................................................... 3
Introductory Period ................................................................................................................................ 3

Performance Reviews ............................................................................................................................. 3
Attendance & Tardiness ......................................................................................................................... 3
Appearance Standards ............................................................................................................................ 4
Name Badges .......................................................................................................................................... 4
Entering & Exiting the Club ..................................................................................................................... 5
Parking .................................................................................................................................................... 5
Meal Periods ........................................................................................................................................... 5
Rest Breaks ............................................................................................................................................. 5
Team Member Communication Boards .................................................................................................. 5
Cellular Phones, Smart Phones & Electronic Devices ............................................................................. 6
Team Member Break Rooms .................................................................................................................. 6
Lockers .................................................................................................................................................... 6
Requests for Personnel Records ............................................................................................................. 9
Immigration Law Compliance ................................................................................................................. 9
Tobacco-Free Workplace ........................................................................................................................ 9
Team Member Purchases ....................................................................................................................... 9
Section III: Workplace Expectations ...................................................................................................... 10
Open Door Solutions Program .............................................................................................................. 10

Anti-Harassment, Discrimination & Retaliation Policy .......................................................................... 11
Americans with Disabilities Act ............................................................................................................. 14
Cooperation in Investigations ............................................................................................................... 14
Romantic or Close Personal Relationships ............................................................................................ 14
Employment of Relatives ...................................................................................................................... 14
Solicitation ............................................................................................................................................ 15
Commercial Bribery, Conflicts of Interest & Business Ethics ................................................................ 15
Progressive Discipline ........................................................................................................................... 15
Workplace Guidelines ........................................................................................................................... 16
Section IV: Workplace Safety ................................................................................................................ 18
Drug- & Alcohol-Free Workplace .......................................................................................................... 18

Workplace Violence .............................................................................................................................. 19
Safety Program ..................................................................................................................................... 19
Video Cameras ...................................................................................................................................... 20
Search Policy ......................................................................................................................................... 21
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Section V: Benefits................................................................................................................................ 22
Team Member Classifications ............................................................................................................... 22

Group Insurance ................................................................................................................................... 22
401(k) Savings Plan ............................................................................................................................... 23
Employee Assistance Program .............................................................................................................. 23
Aisle Help .............................................................................................................................................. 23
Wellness Programs ............................................................................................................................... 23
Tuition Assistance Program .................................................................................................................. 23
Team Member Membership ................................................................................................................. 24
Paid Time Off ........................................................................................................................................ 24
Section VII: Leaves of Absence .............................................................................................................. 27
Family and Medical Leave Act Leave of Absence .................................................................................. 27

Personal Leave of Absence ................................................................................................................... 29
Military Duty Leave of Absence ............................................................................................................ 30
Section VIII: Information Security ......................................................................................................... 31
Confidential/Proprietary Information ................................................................................................... 31

Passwords & Identification Numbers ................................................................................................... 31
No Expectation of Privacy ..................................................................................................................... 31
Use of Email .......................................................................................................................................... 31
Use of Internet ...................................................................................................................................... 31
Use of Computer & Other Hardware .................................................................................................... 32
Incident Response................................................................................................................................. 32
Social Media.......................................................................................................................................... 32
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Section I: Introduction
About This Guide
T his Team Member Guide (the “Guide”) provides a summary of some of the key programs, policies and
benefits that apply to your employment with BJ’s. The Guide applies to all Team Members, including
supervisors and managers. Should you have any questions about the Guide, please contact your immediate
supervisor or Human Resources Representative.
The Guide is not intended to address every application of or exception to the programs and policies
described. (If the law requires otherwise, BJ’s complies with applicable law.) In the event of a discrepancy
between the description of a benefit plan in this Guide and the contents of the actual plan, the actual plan
document shall control. BJ’s reserves the right to change the Guide and its programs and policies at any
time, in its sole discretion, with or without notice of any such revisions. This Guide supersedes all previous
versions.
About Our Company
BJ’s is a membership-based food and general merchandise warehouse club based in Westborough,
Massachusetts. The first BJ’s club – named for Beverly Jean, the daughter of the Company’s first president
– opened its doors in 1984 in Medford, Massachusetts. Since then, BJ’s has steadily grown and expanded
geographically, creating more opportunities for Team Members at every level.
BJ’s sells many of the same best-selling brands as traditional retailers, as well as our own branded
merchandise. Our formula for success is to take care of our Members and offer high-quality merchandise
at great value in a clean, friendly, easy-to-shop environment.
BJ’s is successful because:
• Our goal is to deliver extraordinary values on merchandise, benefits and services in a

friendly, Member-focused club environment.
• At BJ’s, our Members come first in all actions we take and decisions we make in operating
our business.
• Our Team Members – whether in the clubs, home office or distribution centers – are
committed to keeping the Company strong and profitable by acquiring and retaining
Members.
• We strive to be good corporate neighbors by forging partnerships with schools and other
organizations in the communities in which we operate.
BJ’s Values Diversity
We recognize that having and developing a diverse workforce is essential to our success in an increasingly
diverse marketplace. Diversity is recognized, respected and encouraged at all levels of our organization,
and we all benefit from the creativity, varied perspectives, innovation and energy that come from a diverse
workforce.
How Can You Be Successful at BJ’s?
The formula for success at BJ’s is simple. It requires hard work, common sense, perseverance,
dependability, a willingness to put forth the extra effort to get the job done, and an embrace of BJ’s Core
BJ’s Wholesale Club, Inc. |September 2018 1 Confidential

Values. We believe the opportunity to grow with our Company is the best reward we can offer for a job
well done.
Union-Free Philosophy
BJ’s is a union free environment. Since BJ’s opened its first club in Massachusetts in 1984, BJ’s has always
been and continues to be a union-free workplace, where we enjoy a direct working relationship with our
Team Members. BJ’s is committed to treating its Team Members in a fair, consistent and respectful manner
and we:
• Clearly define our workplace standards;

• Encourage open and honest communication through our Open-Door Policy and Open-
Door Solutions Program;
• Pay competitive wages and foster a pay-for-performance culture;
• Provide a comprehensive benefits package, including medical and dental benefits, a
401(k) plan, tuition reimbursement, and paid time off (sick, holiday, personal and vacation
days), and;
• Support career growth for Team Members to succeed at BJ’s.
By doing all of this, we successfully work together to promote the best interests of BJ’s and our Team
Members without involving third-party unions. Simply put, we know our Team Members best and we know
our business best. Working directly with Team Members in a union-free environment is a major part of BJ’s
past and current success.
Programs & Policies
It is important for you to know about certain key programs and policies. Our most frequently referenced
programs and policies are listed in the pages that follow. However, should you have any questions about
the Company’s programs and policies, please contact your immediate supervisor or your Human Resources
Representative for more information or clarification.
The Benefits of Being a Team Member
BJ’s offers a comprehensive benefits plan to eligible Team Members, including:
Time Off Programs Benefit Plans Work/Life Benefits

Birthday Pay Medical Plans Wellness Programs
Vacation Pay Dental Plans Family and Medical Leave
Personal Days Health Flexible Spending Employee Assistance Program
Account
Holiday Pay Life Insurance Tuition Reimbursement
Sick Pay Short Term Disability Insurance Referral Bonuses
Bereavement Leave Voluntary Accident Insurance Weekly Pay via iPay
Flexible Scheduling 401(k) Program and Match Aisle Help
Time Off for Jury Duty Pay for Performance Personal Leaves of Absence
Military Leave Dependent/Elder Flexible BJ’s Membership
Spending Accounts

Section II: The Work Environment
Introductory Period
The first 90 days of your employment with BJ’s is an introductory period, used to determine if your
performance successfully meets the Company’s expectations for the position. During this time, your
manager or supervisor will work with you to:
• Establish performance goals;

• Train you in your new position;
• Observe and evaluate your job performance, conduct, attendance and relationships with
other Team Members; and
• Provide feedback about your progress.
At the end of the introductory period, you will receive a performance evaluation from your manager or
supervisor, who will assess whether your performance meets the needs of the position. There is no merit
increase at the introductory period review. If you do not successfully meet the expectations of the position,
your employment may be separated at that time, or the introductory period may be extended.
Performance Reviews
Non-exempt Team Members will receive a performance review after six months of employment, and on an
annual basis thereafter. Exempt and salaried, non-exempt Team Members will receive a mid-year check-in
and a performance review on an annual basis. (These Team Member classifications are discussed in further
detail in Section V.)
The performance review provides feedback on how well you are doing at your job and establishes a basis
for any merit-increase recommendation. Merit-increase recommendations are only made for performance
ratings of “Meets Expectations” or better. This process also provides an opportunity to discuss
development needs in your current role and reaffirm career goals and aspirations.
Attendance & Tardiness
You are expected to be at work on time and as scheduled. If you are going to be late for work or are unable
to attend work, you must notify the Manager on Duty as soon as possible prior to the start of your shift
(except due to emergencies or other unforeseen circumstances, in which case you should notify the
Manager on Duty as soon as you are able).
Note: Texting the Manager-on-Duty or leaving a voicemail message are not acceptable forms of
communication.
• Absence or tardiness is considered unexcused if you: Fail to follow the proper notification
procedures for your absence or tardiness;
• Engage in an unacceptable pattern or absences or tardiness (e.g., calling out every other Friday);
• Fail to provide a doctor’s note verifying your fitness to return to work after being absent for five
or more consecutive days of illness;
• Leave work before the end of the scheduled shift without prior management notification and
approval; or

• Fail to report for a scheduled shift and fail to notify your supervisor or the Manager
on Duty that you are unable to report to work (a “No Call, No Show”).
An unexcused absence may result in disciplinary action, up to and including separation of employment.
Appearance Standards
It is important for all Team Members to project a professional, neat and clean image while at work.
Member-facing Team Members are required to wear BJ’s-issued red polo shirts with navy or dark denim
pants, shorts, skorts or skirts. All clothing must be clean, neat, pressed and in good repair. Tire, Gas,
Produce, Meat, Deli, and Bakery Team Members will be provided with additional appropriate clothing
necessary to perform their jobs, where applicable. Team Members may wear a solid-colored sweater or
sweatshirt over their BJ’s-issued clothing as needed.
The following examples of attire are considered inappropriate while on duty:
• Tight-fitting or spandex-like clothing;

• Gym pants or shorts;
• Ripped or see-through clothing;
• Any clothing that is revealing, such as shirts that expose the midriff;
• Shorts, skirts, dresses, rompers more than two inches above the knee, or long skirts or dresses
that could cause a safety or sanitation issue;
• Sandals, open-toed shoes or heels higher than one inch;
• Tattoos are not permitted to be visible on your face, neck and head. Other visible tattoos may
remain uncovered provided they comply with BJ’s Team Member Guide policies;
• Extreme hair color; and
• Facial or other unusual piercings, such as gauges.
Compliance with BJ’s Appearance Standards is required. Team Members who violate this policy may be
asked to leave and return properly attired, and non-exempt Team Members in violation of this policy will
not be paid for any such time away from work. Violations of the Appearance Standards Policy may also
result in disciplinary action, up to and including separation of employment.
If you require an accommodation under the Appearance Standards Policy due to a disability or religious
belief, please speak to your immediate manager or your Human Resources Representative to discuss
available options.
BJ’s Appearance Standards Policy is available in its entirety on BJ’s Connect.
Name Badges
You must always wear your name badge while on-duty. The name badge must be worn chest high on your
left side and visible at all times. If you lose, misplace or damage your name badge, please contact your
Human Resources Representative for a replacement.
Minor Team Members are required to wear blue badges.

Entering & Exiting the Club
Prior to opening and after closing of the Club, Team Members must enter the Club through the designated
Employee Entrance Door, which varies by Club. While the Club is open to Members, Team Members should
enter and exit through the Club’s main entrance.
Parking
Parking is permitted only in designated Team Member parking areas. Vehicles parked in unauthorized or
reserved spaces may be towed at the Team Member’s expense. You must drive with caution as you enter
and exit Club parking lots.
Meal Periods
Non-exempt Team Members scheduled to work six or more consecutive hours will also be scheduled for
one 30-minute unpaid meal break, unless otherwise required by state law. Team Members are free to leave
Company premises during this time.
Non-exempt Team Members must clock out at the beginning of their meal break period and clock back in
at the end of their meal break period. Team Members are not permitted to perform any work during their
meal break period, unless the Team Member obtains prior approval from a manager and signs a meal break
waiver form. Team Members who obtain approval to work through a meal break period and sign a meal
break waiver form must remain clocked in during that time.
For more information about meal breaks for minor Team Members, please refer to the Minor Labor Law
Policy available in its entirety on BJ’s Connect.
Rest Breaks
If you are scheduled to work more than four but less than six hours in a day, you will be scheduled for one
paid 15-minute rest break. If you are scheduled to work six hours or more, you will be scheduled for two
paid 15-minute rest breaks.
You are not required to punch in and out for rest breaks but must remain on Company premises during
your paid 15-minute rest breaks.
For more information about rest breaks for minor Team Members, please refer to the Minor Labor Law
Policy available in full on BJ’s Connect.
Team Member Communication Boards
The Team Member Communication Boards contain important information such as:
• Federal, state and local laws, including laws concerning wages, hours, and leaves of
absence;
• Open Door Solutions Program details;
• Anti-Harassment, Discrimination and Retaliation Policy;
• Job postings;
• Club communications;
• Important safety information; and
• Quick-reference emergency procedures.

Cellular Phones, Smart Phones & Electronic Devices
To promote Team Member safety, the use of cell phones, smart phones or any other type of electronic
device is prohibited during work time and in work areas. Such devices may be used during assigned break
and meal times in the Team Member break room. Any Team Member found using such a device during
work hours and in work areas will be subject to disciplinary action, up to and including separation of
employment.
Team Member Break Rooms
BJ’s provides break rooms for Team Members to take rest breaks and meal periods. Team Member break
rooms have tables, chairs, refrigerators, microwave ovens and televisions for your use and enjoyment. Food
items and beverages are to be consumed only in the Team Member break rooms.
Lockers
Team Members are assigned a locker in which to keep personal belongings. These lockers remain the
property of BJ’s, and Team Members do not have an expectation of privacy in these lockers. Unannounced
locker inspections may be conducted periodically by BJ’s.
Internal Application
Team Member growth and advancement are critical pieces to the success of our business. Team
members are encouraged to review positions of interest and follow the Internal Application Process.
• To be eligible for a posted position or to apply for a transfer between Clubs/DC’s, the Team
Member must be actively employed with BJ’s Wholesale Club for at least six (6) months and have
held his/her current job for at least six (6) months;
• Be recommended by his/her immediate manager at the senior management level with final
approval from the General Manager/DC Director;
• Have received at least a “Meets Expectations” or greater on the Team Member’s last
performance appraisal or, if the Team Member has not received a performance appraisal in
his/her current position, have a written statement from his/her immediate senior manager that
the Team Member is performing at “Meets Expectations” or greater;
• Not be on Written Warning or greater of the progressive discipline process; and
• For Team Members interested in transfer, there must be an open available position for which
they are qualified in the club of interest.
Exceptions to the eligibility requirements above may be made with the prior written approval of the
Regional Operations Manager and Human Resources Business Partner (HRBP)
How To Apply:
1. Speak to your manager about your desire to apply and complete the internal application Form
2. Obtain the proper signatory approval, provide form to HR Manager
3. Submit an application via BJ’s Connect > TM Central > Careers
Receiving Your Pay & Payment Methods
Team Members are paid every Friday. Your weekly paycheck reflects pay for the hours you worked during
the previous work week, which begins on Sunday and ends on Saturday.
Team Members generally have two options to receive their pay. Electronic payment is a fast, safe, and
secure way to receive your pay. It eliminates check cashing fees and a weekly trip to the bank. Two

electronic options are offered: Direct Deposit and Aline Payroll Card. These options are both free to set
up.
Direct Deposit allows you to direct your pay to up to two bank accounts. Team Members can enroll at
time of hire by providing a blank check, with “void” written across it, to the Club’s HR Department. Your
name must be imprinted on the check, or you can provide an official bank authorization form with your
name, account number, routing number, and your signature. BJ’s cannot accept deposit slips or starter
checks for direct deposit enrollment.
Team Members may also choose an Aline Payroll Card to receive pay. Aline cards are free, high‐quality,
and easy to use. Team Members do not incur fees for using an Aline card. Ask your Human Resources
Representative for details, including terms and conditions, or visit mycard.adp.com. Once you choose this
payment method, ask your Human Resources Representative for a free payroll card. You may then
activate your card with a quick call to
877-237-4321 or at mycard.adp.com (this could take up to two business days to become active).
Paper checks mailed to your home are an option only in Connecticut, Georgia, New Hampshire and New
York; however, electronic payment is recommended because it is the fastest and safest payment method,
including during inclement weather and when you are away from home.
View Your Pay Information
You may view your pay information anytime at my.adp.com or via the ADP Mobile Solutions app. This pay
information includes weekly pay statements (3 years), annual W‐2 tax statements (3 years), paid time off
balances, and wage garnishment information. For password issues, please call the BJ's Help Desk (774-
512-6222) or speak with your Human Resources Representative. Register at my.adp.com using
organization registration code BJS‐WHOLESALE CLUB. Then download the ADP Mobile Solutions app at
the Google Play™ store or the Apple® App Store. For additional registration instructions, please contact
your Human Resources Representative or view the registration guide on BJ's Connect > TM Central > Pay.
If you do not have internet or printer access, or just need help registering, please ask your Human Resources
Representative for help to access your pay information at your work site.
Wage & Hour Policy
It is our policy and practice to accurately compensate Team Members for all hours worked and to do so in
full compliance with applicable federal and state law.
Recording Working Time
Non-exempt and salaried, non-exempt Team Members are required to record all time worked through
the Company's timekeeping system. Team Members may not begin work before clocking in or continue
to work after clocking out of the timekeeping system. Team Members may only clock in and out for
themselves, may never clock in or out for other Team Members, and may not falsify or otherwise be
untruthful when recording time.
Non-exempt and salaried, non-exempt Team Members are not permitted to work any hours outside of
their scheduled work day unless such time has been approved in advance by a manager. Team Members
are not allowed to start work early, finish work late, work during a meal break or perform any extra or
overtime work unless specifically authorized to do so and accurately record that time.
Exempt Team Members must accurately report all time off.

Reviewing Your Pay
To ensure that you are properly paid for all time worked and that no improper deductions or
overpayments have been made, you must promptly review your pay statement to identify any such
accounting errors. Your pay statement can be viewed at my.adp.com or on the ADP MOBILE SOLUTIONS
app. If you cannot access, please ask your Human Resource representative for help or access at your work
site.
If you believe your wages have been subject to any overpayments or improper deductions or your pay
does not accurately reflect all hours worked, you should immediately report your concerns to your Human
Resources Representative. If your Human Resources Representative is unavailable, if you believe it would
be inappropriate to contact that person or if you have not received a prompt and fully acceptable reply
within three business days, you should immediately contact your Regional Human Resources Business
Partner or the Office of Open Door Solutions at (774) 512-6161 or opendoorsolutions@bjs.com.
Every issue will be fully investigated, and the Team Member will be promptly informed of the results of
that investigation. If it is determined that an improper deduction has been made, the Team Member will
be reimbursed for the improper deduction. If it is determined that an overpayment has been made, the
Team Member will be asked to promptly reimburse BJ’s for that overpayment.
Violations of the Wage & Hour Policy

It is a violation of Company policy for any Team Member to falsify his or her own time or the time of
another Team Member, or to alter another Team Member’s time. If a manager or Team Member
instructs you to take such a prohibited action or conceal any falsification of time records or violation of
this policy, do not do so. Instead, immediately report it to your Human Resources Representative.
The Company may take disciplinary action, up to and including separation of employment, to address
violations of this policy.
No Retaliation
The Company will not tolerate any form of retaliation against Team Members who report alleged
violations of this policy or who cooperate in the Company’s investigation of such reports. Any form of
retaliation in violation of this policy will result in disciplinary action, up to and including separation of
employment.
Team Member Taxes
To ensure Team Members are taxed accurately, all Team Members must review their tax withholding
elections on their pay statements each week at my.adp.com. If your pay statement does not correctly
reflect your desired tax withholdings, you should submit tax withholding changes on the applicable state
or federal tax form to your Human Resources Representative. Please ask Human Resources for the
applicable tax forms. Team Members must also notify their Human Resources Representative of any
change in address, as this may also impact tax withholdings.
If your Human Resources Representative is unavailable to assist you with changes about your pay or if you
have not received a prompt resolution to your concerns, please reach out to your Regional Human
Resources Business Partner as soon as possible. It is the responsibility of all Team Members to ensure
that all tax information is correctly recorded and to bring any concerns or request any corrections to your
Human Resources Representative within one week.
To ensure timely and accurate distribution of annual W-2 tax statements, all tax withholding discrepancies
must be communicated to your Human Resources Representative and, in turn, received by the Payroll

Department by December 15 each year. For any discrepancies communicated late, it may not be possible
for BJ's to resolve for that tax year.
Requests for Personnel Records
Pursuant to its obligations under applicable law, BJ’s maintains the confidentiality of Team Member
personnel records. Team Members may review their personnel records with reasonable notice to, and in
the presence of, a Human Resources Representative, unless otherwise required by state law. Upon request,
Team Members can clarify or correct information in their record.
Immigration Law Compliance
In accordance with the Immigration Reform and Control Act of 1986, BJ’s only employs United States
citizens and individuals authorized to work in the United States. As a condition of employment, each new
Team Member must properly complete, sign and date the first section of the United States Citizenship and
Immigration Services Form I-9. Before commencing work, newly rehired Team Members must also
complete this form if they have not previously done so, if their previous Form I-9 is more than three years
old or if their previous Form I-9 is no longer valid.
If you cannot produce proof of identity and work authorization, you are not permitted to work for BJ’s. In
addition, if your work authorization expires while you are working for the Company and you are unable to
produce a current work authorization, you will not be permitted to continue working for BJ’s.
Tobacco-Free Workplace
BJ’s is committed to providing a healthy, comfortable and productive workplace for its Team Members,
Members, and guests.
All Company premises are tobacco-free. Use of tobacco or tobacco-like products (such as ecigs, vapor pipes
and chewing tobacco) is not permitted anywhere on Company premises, including enclosed offices, break
rooms, restrooms and all areas surrounding Company premises, other than in a Team Member’s personal
vehicle.
Team Member Purchases
Team Member purchases must be made before or after work time or during a meal break. You may not
ring up your own purchases (unless you are at a self-checkout register), and all Team Member refunds
without a receipt must be approved in advance by a manager. All purchases (except food/drink to be
consumed in a club) must be taken out through the front door as soon as the purchase transaction is
complete. For food /drink to be consumed in a Club, you must purchase the food/drink before consuming
it, and you must keep the sales slip as proof of purchase.

Section III: Workplace Expectations
Open Door Solutions Program
At BJ’s, management’s door is always open. BJ’s encourages its Team Members to bring forth work-related
issues in accordance with our Open-Door Policy and while utilizing the four-step process provided via the
Open-Door Solutions Program. BJ’s is ready to take the necessary steps to resolve any workplace issues
that come up at the earliest time possible, and we will work with all Team Members to find a fair and
constructive solution.
The Four Steps in Open Door Solutions
BJ’s aims to resolve any workplace issues that arise at the earliest time possible and work with Team
Members to find those solutions. Below is a brief description of each step in the process, but for a detailed
overview, please review the Open-Door Solutions Program brochure.
• Step 1: We strongly urge you to use this escalation process to help resolve any issue that you may
encounter. Our objective is to resolve your issues as quickly as possible and we believe that
working with your club management as your starting point will achieve those results. Your
management teams are best equipped to assist you. If you ever believe that your concern has not
been adequately addressed, you can always move to the next level of management.
Initial • Direct Supervisor or Manager

Complaint
Escalate
• Club Human Resource Manager
Escalate
• Senior Manager/Assistant Store Manager
Escalate
• General Manager
Escalate
• Director of Regional Operations
Escalate
• Regional Human Resource Business Partner
• Open Door Solutions (774) 512-6161

Home Office
• BJ's Alert Line (for ethics, integrity, and/or anonymous concerns)

Home Office
• Step 2: If the Step 1 resolution process fails to satisfy your concerns, send a written
complaint to BJ’s Wholesale Club, Office of Open Door Solutions at 25 Research Drive,
Routing No. A1, Westborough, MA 01581, or by email at opendoorsolutions@bjs.com.
Your complaint should give a detailed description of your concern, at which point a
member of the Human Resources team will review it. You may also call the Office of Open

Door Solutions at (774) 512-6161.
• Step 3: If you are unhappy with the result of Step 2, submit a Request for Reconsideration Form to
the Office of Open Door Solutions. The Senior Vice President of Human Resources (or her/his
designee) will review the complaint as well as the investigation and resolution findings from Step
2.
• Step 4: If your concerns have still not been sufficiently addressed, a Request for Arbitration must
be filed with the Company’s Office of the General Counsel, at which point an impartial arbitrator
(to be agreed upon by the Team Member and BJ’s) will be assigned to review the case.
Open Door Solutions is an important part of the larger pool of resources available to you and other Team
Members and is designed to help us all resolve workplace concerns and disputes in a timely, efficient and
constructive manner. For more information, please also refer to the “Solutions” poster located in your club,
which lists important phone numbers, mailing addresses and email addresses for the resources that can
help you get answers to your questions.
Anti-Harassment, Discrimination & Retaliation Policy
I. Introduction
BJ’s does not tolerate discrimination, harassment and/or retaliation by any Team Member, vendor, contract
worker, Member or visitor because of an applicant’s or Team Member’s race, color, sex, age, physical or
mental disability, religion, pregnancy, genetic information, military or veteran status, marital or familial
status, national origin, creed, citizenship status, sexual orientation, gender identity or expression, atypical
cellular or blood trait, or any other characteristic protected by applicable law. Because BJ’s takes allegations
of discrimination, harassment and retaliation seriously, we will respond promptly to complaints of
inappropriate conduct, and where it is determined that such inappropriate conduct has occurred, we will
act promptly to eliminate the conduct and impose appropriate corrective action as is necessary, including
disciplinary action up to and including separation of employment, or separation of relationship, where
appropriate.
Further, any retaliation against an individual who has complained about harassment or discrimination or
cooperated with an investigation of a complaint is similarly unlawful and will not be tolerated. To achieve
our goal of providing a workplace free from discrimination, harassment and retaliation, we have provided
a procedure by which such inappropriate conduct will be addressed.
Please note that while this policy sets forth our goals of promoting a workplace that free from unlawful
discrimination, harassment and retaliation, the policy is not designed or intended to limit our authority to
discipline or take remedial action for workplace conduct that the Company deems unacceptable, regardless
of whether that conduct satisfies the definition of unlawful discrimination, harassment or retaliation.
II. Definition of Discrimination

Discrimination: Treating an individual or group differently on the basis of race, color, sex, age, physical or
mental disability, religion, pregnancy, genetic information, military or veteran status, marital or familial
status, national origin, creed, citizenship status, sexual orientation, gender identity or expression, atypical
cellular or blood trait, or any other characteristic protected by applicable law in the terms and conditions
of employment, including but not limited to the following:
• Hiring and firing;

• Compensation, assignment or classification of Team Members;
• Transfer, promotion, layoff or recall;
• Job advertisements;
• Recruitment;

• Testing;
• Use of Company facilities;
• Training and apprenticeship programs;
• Fringe benefits;
• Pay, retirement plans and disability leave; or
• Other terms and conditions of employment
III. Definition of Sexual Harassment

Sexual Harassment: Refers to sexual advances, requests for sexual favors and verbal or physical conduct of
a sexual nature when:
a. Submission to or rejection of such advances, requests or conduct is made either explicitly

or implicitly a term or condition of employment or as a basis for employment decisions;
or
b. Such advances, requests or conduct have the purpose or effect of unreasonably

interfering with an individual's work performance by creating an intimidating, hostile,
humiliating or sexually offensive work environment.
Under this definition, direct or implied requests by a supervisor for sexual favors in exchange for actual or
promised job benefits (such as favorable reviews, salary increases, promotions, increased benefits or
continued employment) constitute sexual harassment.
The legal definition of sexual harassment is broad. In addition to the above examples, other unwelcome
sexually oriented conduct – whether intended or not – that has the effect of creating a workplace
environment that is hostile, offensive, intimidating or humiliating to male or female Team Members may
also constitute sexual harassment.
While it is not possible to list, every circumstance constitutes sexual harassment, the following are examples
of conduct which, if unwelcome, may constitute sexual harassment depending upon the totality of the
circumstances, including the severity of the conduct and its pervasiveness:
• Unwelcome sexual advances (whether involving physical contact or not);

• Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's
sex life, comments about an individual's body and/or comments about an individual's
sexual activity, deficiencies or prowess;
• Displaying sexually suggestive objects, pictures or cartoons;
• Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or
insulting comments;
• Inquiries into one's sexual experiences; and
• Discussion of one's sexual activities.
IV. Definition of Harassment

Harassment: Any unwelcome conduct, whether verbal or non-verbal, that is based on a person's race, color,
sex, age, physical or mental disability, religion, pregnancy, genetic information, military or veteran status,
marital or familial status, national origin, creed, citizenship status, sexual orientation, gender identity or
expression, atypical cellular or blood trait or other characteristic protected by applicable law, and which
impacts a Team Member's job benefits or opportunities, interferes with work performance or creates an
intimidating, hostile or offensive work environment. Prohibited behavior includes, but is not limited to,

slurs or other derogatory comments, jokes, objects, pictures, cartoons or demeaning gestures connected
to one's membership in a protected group.
V. Definition of Retaliation
Retaliation: Any adverse employment action taken against a Team Member because the Team Member, in
good faith, uses the complaint procedures outlined in this policy; reports harassment or discrimination;
files, testifies, assists or participates in any manner in any investigation, proceeding or hearing conducted
by a governmental enforcement agency regarding harassment or discrimination; or opposes discrimination
or harassment.
VI. Complaints of Discrimination, Harassment or Retaliation

Any applicant or Team Member who believes that he or she has been discriminated against, harassed or
retaliated against, or has witnessed anyone else being discriminated against, harassed or retaliated against,
should file a complaint (either orally or in writing).
If you would like to file a complaint, please contact your immediate supervisor, any member of BJ’s
management, your Human Resources Representative and/or your Regional Human Resources Business
Partner as soon as possible. You may also report any type of discriminatory, harassing or retaliatory conduct
using the Open-Door Solutions Hotline at (774) 512-6161 or (888) 497-0100.
Note: If you do not feel comfortable with any of the above steps, you may use our anonymous Ethics and
Compliance Hotline, a confidential messaging service available 24 hours a day, seven days a week. The
Hotline may be reached at (866) 213-5051 or https://bjs.alertline.com.
Additionally, supervisors or managers who become aware of any incident of alleged inappropriate conduct,
discrimination, harassment or retaliation are responsible to report it to Human Resources immediately.
VIII. Investigation
Complaints under this policy will be promptly investigated in a fair and expeditious manner. The
investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under
the circumstances. The investigation will include interviews with the person filing the complaint, witnesses
and the person alleged to have committed the inappropriate conduct or alleged discrimination, harassment
or retaliation, as well as anyone else deemed necessary to conduct a thorough investigation. Upon
completion of the investigation, and where appropriate, the parties will be notified of the results of the
investigation.
IX. Disciplinary Action

If it is determined that inappropriate conduct has occurred (whether it meets the legal definition of unlawful
discrimination, harassment or retaliation), BJ’s will take such action as is appropriate under the
circumstances. Such action may range from counseling to education to separation from employment, and
may include such other forms of disciplinary action as deemed appropriate under the circumstances.
X. State & Federal Remedies

In addition to the above remedies, if you believe you have been subjected to unlawful discrimination,
harassment or retaliation, you may file a formal complaint with the government agencies set forth in the
Anti-Harassment, Discrimination and Retaliation Policy, found on BJ’s Connect and posted on the Team
Member Communication board in each Club. Using our complaint processes does not prohibit you from
also filing a complaint with these agencies.

Americans with Disabilities Act
BJ’s is committed to providing equal opportunity for individuals with disabilities. If you believe you need a
reasonable accommodation to perform the essential functions and duties of your job, or you have been
subjected to discrimination or harassment because of your disability status, please report your concern to
your Human Resources Representative.
Cooperation in Investigations
For a variety of reasons, BJ’s may need to conduct workplace investigations. These investigations may be
conducted by BJ’s alone, or in cooperation with law enforcement or investigative agencies. Every Team
Member is obligated to fully cooperate with such investigations, including responding truthfully and
completely to any questions asked during an investigation. Violation of this policy may result in disciplinary
action, up to and including separation of employment.
BJ’s will not tolerate any form of retaliation against Team Members who cooperate in investigations. Any
form of retaliation in violation of this policy will result in disciplinary action, up to and including separation
of employment.
Romantic or Close Personal Relationships
BJ’s recognizes that romantic or other close personal relationships may develop between colleagues. Care
must be taken to ensure that these relationships do not adversely impact the work environment.
If a romantic or close personal relationship develops between a supervisor/manager and a Team Member,
the supervisor/manager is required to promptly disclose the relationship to his/her immediate manager
and Human Resources Representative. If the Company finds that the relationship creates an actual,
apparent or potential conflict of interest, appropriate action may be taken to address the matter.
Depending upon the available facts and the severity of concern, BJ’s may (i) transfer one of the individuals
to a different department, Club or region, if appropriate positions are available, or (ii) take other remedial
action, up to and including separation of employment.
Employment of Relatives
A Team Member’s relative may be considered for employment with BJ’s based on the relative’s job
qualifications. A relative may not be hired, however, if employment would:
a. Create a situation where the relative’s work responsibilities, performance evaluation,

wages, or career progression is, or will, be directly influenced by the other relative; or
b. Have the potential to create an adverse impact on the work performance of the relatives,
any other Team Member or on the business; or
c. Create either an actual or perceived conflict of interest.
For purposes of this policy, “relative” is defined as a spouse or domestic partner, child, parent, sibling,
grandparent, grandchild, aunt, uncle, or cousin, including corresponding in-law or “step” relations. If two
non-relatives live together, BJ’s reserves the right to treat them as relatives for purpose of this policy. Team
Members who date, live together, have a child together or get married while employed by BJ’s are also
subject to this policy.

Solicitation
Team Members may not engage in solicitation or distribution of literature during their working time or
engage in solicitation or distribution of literature in any working areas at any time (whether the Team
Member is on working or non-working time). Solicitations or distributions of literature by a charitable
organization must be approved in advance by the Vice President of Human Resources. The Company
reserves the right to distribute information to Team Members regarding special discounts that the Company
has arranged on behalf of its Team Members.
Commercial Bribery, Conflicts of Interest & Business Ethics
BJ’s conducts business in accordance with the highest ethical, legal and moral standards. To that end, with
very limited exceptions, BJ’s prohibits Team Members from accepting gifts or free goods from vendors,
suppliers and others with whom we do business.
You should immediately return any gifts to the vendor, along with a completed copy of the Vendor Conflict
of Interest Letter and a copy of the Company’s Statement of Policy Concerning Gifts.
If you become aware of commercial bribery, conflicts of interest or breaches of business ethics, you must
report these instances to the Office of the General Counsel or the Office of the Chief Financial Officer. You
may also call the Company’s Ethics and Integrity Line at (866) 213-5051 or visit https://bjs.alertline.com to
file a report. You may remain anonymous when making a complaint to BJ’s Ethics and Integrity Line.
BJ’s Statement on Commercial Bribery, Conflicts of Interest and Business Ethics is also available at the Team
Member Communications Center and on BJ’s Connect.
Progressive Discipline
BJ’s progressive discipline policy is designed to improve and prevent a recurrence of undesirable Team
Member behavior, performance and attendance issues. BJ’s may take disciplinary action, up to and
including separation of employment, against any Team Member for failing (in BJ’s sole discretion) to adhere
to certain standards of behavior, performance and attendance. Ignorance of work rules is not an acceptable
excuse for a violation of the rules of conduct. It is each Team Member’s responsibility to learn and follow
these rules. Although employment may be separated at-will by either the Team Member or BJ’s at any
time, without following any formal system of discipline or warning, disciplinary action may include all or
some of the following:
• Verbal warning;
• Written warning;
• Final Warning; and
• Separation of employment.
Note on Suspensions: A Team Member who is suspended and returns to work but is issued disciplinary
action pursuant to the issue that led to suspension, or is separated from employment, will not be paid for
the duration of the suspension.
BJ’s reserves the right to combine or skip steps depending on the facts of each situation and the nature of
the offense. The level of disciplinary action may also vary depending on the offense, and some of the factors
considered are whether the offense is repeated despite coaching, counseling or training, the Team
Member’s work record, and the impact the conduct and performance issues have on the Company. Team
Member disciplinary action remains active throughout the Team Member’s employment; however, BJ’s will
consider the timing of any such disciplinary action when determining subsequent disciplinary action. BJ’s

will meet with a Team Member to impose any disciplinary action within a reasonable time of learning of
the undesirable behavior, performance or attendance issues.
Although BJ’s hopes that Team Members will promptly correct any performance, conduct or attendance
issues, BJ’s recognizes that this may not always occur, which may result in additional disciplinary action, up
to and including separation of employment.
Note: Team Members who are within their Introductory Period or whose status is temporary/seasonal may
be subject to immediate separation of employment for any violations of the Workplace Guidelines.
Workplace Guidelines
To ensure safety and security and provide the best possible work environment, BJ’s expects Team Members
to follow rules of conduct that protect the interests and safety of our Team Members, Members and the
public. It is not possible to list all behavior considered unacceptable in the workplace, but the following are
examples of infractions that may result in disciplinary action, up to and including separation of employment:
• Unauthorized and/or inappropriate use of Company telephones, mail, email, internet,

personal cell phones or electronic devices or any other Company services or equipment;
• Failure to cooperate with an investigation;
• Failure to adhere to the Appearance Standards;
• Failure to use a designated Team Member entrance/exit;
• Failure to adhere to scheduled hours without supervisor/manager authorization;
• Working overtime without prior management authorization;
• Violation of the Solicitation Policy;
• Use of tobacco or tobacco-like products anywhere on BJ’s property (except in a personal
vehicle);
• Unexcused tardiness or absences, including No Call, No Show absences, in violation of the
Attendance & Tardiness Policy;
• Parking in unauthorized areas;
• Conduct that could reflect adversely upon the Company;
• Insubordination (refusal to follow management direction);
• Repeated failure to meet job performance requirements;
• Safety violations, including disregarding powered equipment safety rules, failing to utilize
safety devices while using powered equipment, and failing to report an accident;
• Powered equipment incidents or accidents;
• Refusal to submit to for-cause drug or alcohol tests;
• Making or publishing false or malicious statements concerning another Team Member,
the Company or its products or services;
• Leaving Company premises during working hours without proper notification or approval;
• Accepting gratuities – such as merchandise, gifts, events, trips or money – from vendors
without the appropriate approval;
• Clocking in or out for another Team Member, or allowing someone else to clock in or out
for you;
• Failure to notify management of your prescribed medications that could impair safety,
performance or any motor functions;
• Creating or contributing to unsanitary or unsafe conditions, including by disregarding

Company safety rules;
• Engaging in or operating unauthorized lottery, gambling, sports pools or other games of
chance on Company property at any time;
• Discrimination or harassment based on a protected class (as defined by applicable law);
• Abuse, misuse, vandalism or defacement of Company property, tools or equipment, or
the property of others, while on Company premises or traveling on Company business;
• Gross or willful negligence;
• Assaulting any individual or participating in a physical fight while at work, or in any
location, whether on or off Company premises, where the business of the Company is
being conducted;
• Direct or indirect threats of violence;
• Any physical assault; threatening, bullying, or intimidating behavior or language; verbal
abuse; violence; harassment; stalking; or making jokes about a direct or indirect threat of
violence;
• Theft, dishonesty, fraud or misappropriation about Team Member or Company property;
• Unsatisfactory criminal or driving record background check results;
• Unsatisfactory drug or alcohol test results;
• Falsification of any Company document, including employment applications, inspection
documents, expense reports and time records;
• Abuse or misuse of paid sick leave or a leave of absence under applicable law;
• Possession, distribution, transfer, use or being under the influence of alcohol or illegal
drugs, either while at work or in any location, on or off Company premises, where the
business of the Company is being conducted (except at certain special Company-
sanctioned events as approved by senior management);
• Possession of weapons of any kind, either while at work or in any location, on or off
Company premises, where the business of the Company is being conducted;
• Violation of a Company rule, procedure or practice;
• Unauthorized dissemination or use of confidential Company information;
• Working for another employer while on a leave of absence, whether approved or
unapproved;
• Unauthorized alteration or change of prices or date codes;
• Sleeping on the job; and
• Engaging in any romantic or sexual activity on Company premises.

Section IV: Workplace Safety
Drug- & Alcohol-Free Workplace
BJ’s is committed to providing you with a safe and highly productive drug- and alcohol-free workplace.
A Team Member who conducts Company business and/or is at work in an impaired condition because of
the use of alcohol or illegal drugs will be subject to disciplinary action, up to and including separation of
employment.
Unlawful Drugs
Using, purchasing, selling, transferring, possessing or being under the influence of unlawful drugs while on
the job may result in immediate separation of employment.
Alcohol
You may be subject to disciplinary action, up to and including separation of employment, if:
• You are under the influence of alcohol while on the job;

• Your job requires you to drive and you are legally charged with or convicted of driving
under the influence (whether on- or off-duty);
• You consume alcohol off-premises and then report or return to work; or
• You abuse alcohol while attending a Company-sponsored function.
Furthermore, if your off-the-job use of illegal drugs or alcohol adversely affects your job performance, you
may be subject to immediate separation of employment.
Prescribed Medication
If you are taking a prescribed medication that might impair safety, performance or any motor function while
you are at work, you must inform your supervisor/manager prior to reporting to work. You may be required
to provide documentation from your health care provider that the prescribed medication will not impair
your ability to perform your job functions. BJ’s will determine if you may remain working or whether any
restrictions are necessary. Any violation of this policy may result in disciplinary action, up to and including
separation of employment.
For-Cause Testing (Does Not Apply to Clubs in Maine)

If there is reasonable cause to believe that you are under the influence of a drug or alcohol, BJ’s may seek
your consent to administer a “for cause” drug/alcohol test. “Reasonable cause” is established through
observations that would lead a reasonable person to believe that a Team Member is under the influence of
drugs or alcohol.
You must sign the Authorization and Consent to Submit to For-Cause Substance Abuse Testing Form before
such a test is administered. If you refuse testing, or do not submit to a drug/alcohol test within four hours,
you may be subject to immediate separation of employment.
Post-Accident Testing
BJ’s may seek your consent to administer a “post-accident” drug/alcohol test if drugs and/or alcohol likely
contributed to an accident, in the following circumstances:
• When a Team Member has been involved in, caused or contributed to an accident

resulting in property damage and/or injury to him/herself or another person.
• When a Team Member has been involved in an accident involving powered equipment
regardless of damage to property and/or injury. (This includes but is not limited to a
forklift, floor scrubber, wave lift, JLG Lift, deli slicer, band saw, power hand tools, tire bay
equipment, pallet inverters, pallet sorters, compactors, balers and gas station equipment.
This also includes any powered equipment that may be used by Team Members at any
time on BJ’s premises or while working for BJ’s, whether authorized or unauthorized.)
• When a Team Member is involved in a motor vehicle collision, regardless of fault, while
operating said motor vehicle during business.
• When a Team Member sustains a work-related injury that requires medical attention.
You must sign the Authorization and Consent to Submit to a Post-Accident Substance Abuse Testing Form
before a “post-accident” drug/alcohol test is administered. If you refuse testing, or do not submit to a
drug/alcohol test within four hours, you may be subject to immediate separation of employment.
Workplace Violence
BJ’s does not tolerate violence or behavior that could be deemed threatening, intimidating, coercive or that
could lead to violence in the workplace. “Workplace violence” includes violent or threatening behavior that
may involve vendors, Members, Team Members and other people outside of the work environment.
Any physical assault, threatening behavior, indirect or direct threats of violence, verbal abuse, harassment,
sabotage, stalking, damage to property (either intentional or resulting from a loss of emotional control) or
jokes about violence, whether in a Club, the Club’s parking lot, in any location or place where Club business
is conducted or while traveling on BJ’s business, will not be tolerated.
It is important that we all do our part to minimize the risk of violence or behavior that could lead to violence
in the workplace. The first step is to be aware of our own actions and behavior to ensure that they cannot
be deemed as, or result in, violence.
If you witness or become aware of behavior that could lead to or be considered violent, dangerous,
threatening or hostile, you must report it to a manager or your Human Resources Representative
immediately. You may also report it using the Company’s Open Door Solutions Hotline at (774) 512-6161
or (888) 497-0100, or by calling BJ’s Wholesale Club’s Ethics and Integrity Line at (866) 213-5051 or report
an issue by going to https://bjs.alertline.com. You may remain anonymous when making a complaint to
the BJ’s Ethics and Integrity Line.
Violations of this policy, including your failure to report any conduct prohibited by this policy, will result in
disciplinary action, up to and including separation of employment, legal action or both.
Safety Program
At BJ’s, safety is every Team Member’s responsibility. BJ’s maintains an industry leading safety program
designed to both keep our Team Members and Members safe, and reduce the number of workplace
injuries. As a Team Member, it is your responsibility to conduct all tasks in a safe and efficient manner. If
you see a hazard it is your responsibility to correct it. If you cannot correct it, you must notify your
supervisor so it can be corrected immediately. Simply put, if you see something, say something so we can
maintain a safe environment always.
In keeping with our safety objectives, BJ’s will:
• Provide safe and healthful conditions at all facilities to reduce hazards;

• Conduct frequent inspections to locate and eliminate unsafe conditions and practices,
maintain safe facilities for our Team Members, and comply fully with the job safety
standards for our operation;
• Train all Team Members to employ proper safety practices for the benefit of themselves,
other Team Members, Club Members and visitors;
• Develop and enforce safety standards and require cooperation by all Team Members to
reduce accidents and injuries; and
• Investigate accidents promptly and thoroughly to determine the cause, and take
immediate corrective action to prevent recurrence.
Incident/Accident Reporting
Your personal safety is our primary concern. If you are involved in or observe a safety violation or work-
related accident, you must immediately report it to the Manager-on-Duty. Failure to do so may result in
disciplinary action up to and including separation of employment.
Powered Equipment Safety

Powered equipment, such as forklifts, pose the greatest risk of serious injury in the Club. You must always
exercise extreme caution when near any such equipment. In addition, Team Members must adhere to the
following rules.
• Only authorized powered equipment operators, licensed and certified by BJ’s, may
operate powered equipment.
• Only authorized forklift walkers may serve as walkers.
• Horseplay with or around any piece of powered equipment is not permitted.
• When operating any moving piece of powered equipment, you must sound the horn at
all intersections.
• Immediately report unsafe powered equipment use to the Manager-on-Duty.
• Immediately cease the use of all power equipment following any incident or accident.
Failure to follow the above rules may result in disciplinary action, up to and including separation of employment.
Locked-Out/Tagged-Out Equipment
Do not start or use any machine or equipment that is locked or tagged out for service or maintenance.
Doing so may result in disciplinary action, up to and including separation of employment. You must
immediately report any unsafe equipment to the Manager-on-Duty for lock-out, tag-out and repair.
Personal Protective Equipment

BJ’s provides “Personal Protective Equipment” for your protection if you work with equipment and/or
chemicals. It is your responsibility to wear and inspect the “Personal Protective Equipment” prior to use.
Should you observe damaged “Personal Protective Equipment”, please report any such damage to your
manager prior to use so that it can be replaced. “Safety Data Sheets” for chemicals in the club are available
as needed. Please see your manager if you need a “Safety Data Sheet”.
Video Cameras
Video cameras are positioned at several locations throughout the Club to enhance Team Member and
Member safety. Cameras may be located inside and outside of the Club, as well as in parking lots
surrounding the Club. Cameras are not located in break rooms or within restrooms.

The Company’s video cameras may be monitored intermittently throughout the day and provide recorded
video surveillance. All Team Members should understand that their actions may be monitored or recorded
by these cameras.
Search Policy
To ensure the safety and security of Team Members, Members and visitors, and to protect BJ’s legitimate
business interests, work areas (i.e., desks, file cabinets, lockers, etc.) and personal belongings (i.e., bags,
briefcases, lunch boxes, gym bags, etc.) may be subject to search without notice to ensure that small items
are not concealed and removed from the Club. Personal handbags, purses or small, single-strap backpacks
being used as personal handbags that likely only contain personal items are not subject to search, regardless
of the individual’s gender.
BJ’s Asset Protection Team may require Team Members on-duty or onsite to agree to reasonable inspection
of their personal property (i.e., the individual may be requested to self-inspect his or her personal property
or person by displaying the contents of any packages and/or turning out his or her pockets, etc., in the
presence of a representative of BJ’s, typically a management employee of the same gender). In addition,
BJ’s has the right to randomly perform locker checks.
Refusal to submit to a search may result in disciplinary action, up to and including separation of
employment.

Section V: Benefits
B J’s provides a comprehensive and competitive benefits package (summarized below) to Team Members
who have met the eligibility criteria. Please contact your Human Resources Representative or the
Benefits Service Center at (774) 512-7700 for more information. You may also access additional information
about these benefits on BJ’s Connect.
Team Member Classifications
Exempt: Team Members who are paid on a salary basis and are not eligible for overtime pay.
Salaried, Non-Exempt: Team Members who are paid on a salary basis and are eligible for overtime pay (for
all hours worked more than 40 hours per work week).
Non-Exempt: Team Members paid on an hourly basis and eligible for overtime pay (for all hours worked
more than 40 hours per work week). Overtime is paid at the rate of one and one-half times the Team
Member’s regular hourly rate.
Regular Full-Time: A Team Member who is regularly scheduled to work 40 hours per week.
Regular Part-Time: A Team Member who is regularly scheduled to work less than 40 hours per week.
Temporary: A Team Member who is hired on a seasonal basis or for a short-term project.
Group Insurance
Depending on your standard hours and Team Member classification, you may be eligible for the following
group insurance programs:
• Health Insurance;
• Health Reimbursement Account;
• Health Saving account;
• Prescription Plan;
• MD Live;
• Vision Discount Program;
• Dental Insurance;
• Flexible Spending Account;
• Short-term and Long-term Disability Insurance; *
• Life Insurance;
• Accident Death and Dismemberment Insurance;
• Business Travel Accident Insurance; and
• Voluntary Benefits.
Upon eligibility, Team Members are provided with a Benefits Summary, which explains the benefits that
apply to the Team Member.
* Team Members working in New Jersey, Rhode Island and New York are also eligible for disability benefits
through their state’s disability plan.

401(k) Savings Plan
The Company’s 401(k) Savings Plan provides a convenient way to save a portion of your earnings for
retirement on a tax-deferred basis. Under the plan, BJ’s will contribute $.50 for every $1 you contribute up
to 6% of your contributions.
To be eligible for the 401(k) Savings Plan you must be 21 years of age, completed 500 working hours in the
first 6 months of employment based on your original date of hire, or have completed 1,000 working hours
in a rolling year based on your original date of hire.
You will receive enrollment materials when you have met the eligibility requirements to participate in the
401(k) Savings Plan. After becoming eligible, you may enroll in the plan at any time.
Employee Assistance Program
The Employee Assistance Program (EAP) is a professional, confidential service available at no charge to you,
your spouse and children, to help deal with personal issues and problems that could affect health,
relationships with others or job performance.
An EAP counselor can be a resource for issues such as marital and family problems, stress-management,
drug/alcohol abuse, work-life balance, work-related concerns or personal growth and development needs.
You may also call the EAP for guidance on several legal and financial issues, including divorce, domestic
violence, estate planning and family budgeting.
The EAP is available 24 hours a day, seven days a week, at (800) 854-1446 (English), (877) 858-2147
(Spanish) or www.lifebalance.net. (Password: life balance)
Aisle Help
BJ’s Aisle Help Fund is a charitable fund designed to aid Team Members to pay for expenses as a direct
result of a qualified hardship (such as death, natural disaster, fire, illness, injury or uninhabitable housing)
to the Team Member or their immediate family.
To learn more about the program or inquire about eligibility, please visit BJ’s Connect or contact your
Human Resources Representative.
Wellness Programs
BJ’s Wellness Program is designed to provide Team Members with tools to assist them in making healthy
lifestyle choices. The program’s goal is to keep healthy Team Members healthy and to help other Team
Members adopt healthier lifestyles.
Tuition Assistance Program
BJ’s Tuition Assistance Program provides financial assistance to defray some of the cost of courses at an
accredited institution of higher learning towards a degree that is directly related to your current position
(or a reasonably attainable career path) within the Company.
To be eligible for tuition assistance, you must have completed one year of continuous service, have standard
hours of 30 or more hours per week, be in good standing (not on a Final Warning) and received at least a
“Meets Expectations” on your last performance review.

For more information about this program, please contact your Human Resources Representative.
Team Member Membership
Immediately upon hire, you are eligible for a BJ’s Inner Circle membership, one additional membership for
member of your household and up to three supplemental memberships, all free of charge. All Team
Memberships can be Upgraded to a Perks Rewards* Membership, either in-club at the Member Service
Desk or on bjs.com.
Once you have been added into BJ’s employee database (typically a membership will be available on the
1st Wednesday after your start date), your membership card may be obtained at the Member Services
desk at any BJ’s Club with a valid government issued ID.
For Club Team Members

Contact your Human Resources Manager to fill out a form to be submitted to Membership Support at
tmmembership@bjs.com to add or change a household or supplemental member, or if you have any
questions regarding your membership.
Membership cards may be used only by the person to whom the card is issued. All BJ’s Memberships are
subject to BJ’s Current Membership Terms. Ask in-Club or go to BJs.com/terms. Once a BJ’s Member,
Team Members can also apply for the BJ’s Perks Mastercard, subject to credit approval.
*Perks Rewards Membership provides all of the benefits of Inner Circle plus earn 2% back in awards on
most in-Club and BJs.com purchases. Use awards in $20 increments automatically at the register.
Paid Time Off
BJ’s provides eligible Team Members with paid time off, such as holidays, vacation, personal days, sick time,
jury duty, military leave and bereavement leave. This section describes the Company’s paid time off
practices and offers a summary of some of the applicable policies and eligibility requirements.
Vacation
Team Members are eligible to earn vacation time, based upon the Team Member’s length of service up to
a maximum annual allotment. For purposes of vacation time, the benefit year will run from January 1st
through December 31st of each year. Team Member accrual rates are described in detail in the Paid
Vacation Policy – Club Hourly and Paid Vacation Policy available on BJ’s Connect.
The points below further govern accrual and use of vacation time:
• Vacation time will be paid at the Team Member’s regular hourly rate at the time the vacation is
taken.
• Vacation hours will not be used to determine overtime hours worked for the week vacation
hours were paid.
• Once vacation time is taken, it cannot be restored for any reason.
• The total amount of weekly vacation time paid cannot exceed the Team Member’s standard
hours.
• No more than two weeks’ vacation may be taken at any time.
• Team Members must request vacation time at least three weeks in advance through ESS, which
will then be reviewed and approved or denied by their immediate supervisor or manager.
• Team Members may only use vacation time already accrued.
• Team Members may only carry over half (50%) of their annual accrual from one year to the next.

• Vacation requests will be reviewed on a first-come-first-serve basis. If a scheduling conflict arises
with two or more Team Members requesting vacation at the same time, the Club will consider
length of service.
Team Members are eligible to earn vacation time based upon the Team Member’s length of service, up to
a maximum annual allotment. For purposes of vacation time, the benefit year will run from January
through December of each year. On the last Saturday of December, any Team Member with a vacation
balance greater than 0.5 times their annual allotment will forfeit any vacation hours accrued in excess of
the maximum carryover. Team Member accrual rates are described in detail in the Paid Vacation Policy
available on BJ’s Connect.
Personal Days
All Club Managers and Team Members accrue personal days on a calendar basis: one personal day in
January and the other personal day after July 1, both of which must be used by the last Saturday of
December each year. To be eligible for personal days, you must have completed 60 days of service as of
the week the personal time is awarded.
Personal days do not carry over from year to year, and are not paid out upon separation of employment.
Personal days must be used by the last Saturday of December each year or they will be forfeited.
Eligible Team Members are paid for Personal Days based on the Team Member’s standard hours. Team
Members whose standard hours are 37.5 and 30 hours will be paid 7.5 hours for their personal days, while
Team Members whose standard hours are 20 hours will be paid 4 hours for their personal days.
To request a Personal Day, you must submit a completed Vacation/Personal Day Request Form through
ESS, which will be reviewed and either approved or denied by your immediate supervisor or manager.
Holidays
Regular Team Members are eligible for paid holidays after 30 days of employment. Paid holidays are New
Year’s Day, Memorial Day, the Fourth of July, Labor Day, Thanksgiving Day and Christmas Day.
Eligible Team Members are paid for holidays based on the Team Member’s standard hours. Team Members
whose standard hours are 37.5 will be paid 7.5 hours for a holiday, while Team Members whose standard
hours are 20/30 hours will be paid 4 hours for the holiday.
To be paid for the holiday, you must work both your scheduled day prior to and your scheduled day
following the holiday. Any days taken off immediately before and/or after the holiday must be prearranged
and preapproved by your supervisor/manager to ensure accurate payment of the holiday benefit.
Birthday Holiday
After 30 days of employment, hourly, non-exempt Team Members are eligible for up to one day off with
pay to celebrate their birthday. The day should be taken on the Team Member’s birthday or within a week
before or after the birthday.
Paid Sick Leave

Team Members accrue one hour of sick time for every 30 hours worked, up to a maximum of 48 hours of
new sick time per benefit year. Unused sick hours may be carried over from year to year up to a maximum
of 240 hours.
You may use accrued sick leave (i) to care for yourself or your family (defined as a child, spouse, parent or
parent of a spouse); (ii) to attend routine medical appointments for yourself or your family; and (iii) to

address effects of domestic violence on yourself or your dependent child.
Note: If you are absent from work for sickness for five or more consecutively scheduled days, you must
provide a doctor’s note verifying your fitness to return to work.
Accrued sick leave will not be paid out upon a Team Member’s separation from employment, whether
voluntary or involuntary.
Bereavement Leave
After 30 days of continuous employment, you may take up to three workdays of paid time off upon the
death of a member of your immediate family. For purposes of this policy, “immediate family member” is
defined as a parent or step-parent, spouse, sibling or step-sibling, legal guardian, child (biological, adopted,
foster, step or legal ward), grandchild, grandparent, great-grandparent or in-law (mother, father, son,
daughter, sister, brother, grandparent).
Abuse or misuse of bereavement leave may lead to disciplinary action, up to and including separation of
employment. In certain circumstances, BJ’s may request documentation to support the need for
bereavement leave.
National Guard/Reserves
After completing 30 days of employment, Team Members serving in the National Guard or a reserve unit
are eligible to receive regular earnings (less service pay and allowances) for up to two weeks for each call-
up.
Jury Duty
Immediately upon starting employment, Regular Team Members are eligible for jury duty pay. BJ’s pays
the difference between the compensation given for serving on a jury and your regular earnings from the
Company for up to five days, unless otherwise required by applicable law. To receive pay during jury duty
service, you must provide the Record of Performance of Trial Juror Service to your supervisor/manager.
If summoned for jury duty, you must inform your supervisor as soon as possible. During that time, you may
also choose to use accrued vacation, sick or personal time during any part of your jury duty that is unpaid.
Time Off to Vote

BJ’s encourages all Team Members to fulfill their civil responsibilities by voting in federal, state and local
elections. Most Team Members’ schedules provide sufficient time to vote either before or after working
hours.
If your shift starts less than two hours after the polls open or ends less than two hours before the polls
close, you may take up to two hours off work to vote. This time will be unpaid. Team Members must
request time off at least one day prior to an election so that time off can be scheduled to minimize
disruption to Club operations.

Section VII: Leaves of Absence
Family and Medical Leave Act Leave of Absence
All Team Members who have been employed for at least one year and have completed at least 1,250 hours
of service during the 12-month period immediately preceding the commencement of leave are eligible for
leave under the Family and Medical Leave Act (FMLA). An eligible Team Member may request FMLA leave
of up to 12 weeks in a 12-month period (measured backward on a rolling basis) for any of the following
reasons:
1. The birth of a child or the placement of a child for adoption or foster care with the Team
Member.
2. To bond with the Team Member's child (this leave can only be taken within the first 12
months following birth or placement.)
3. To care for the Team Member’s spouse, child or parent with a “serious health condition.”
4. The serious health condition of a Team Member that causes the Team Member to be
unable to perform the functions of his or her position, including incapacity due to
pregnancy, prenatal medical care or child birth.
For purposes of this policy, a “serious health condition” is an illness, injury, impairment
or physical or mental condition that involves either an overnight stay in a medical care
facility or continuing treatment by a health care provider for a condition that either
prevents the Team Member from performing the functions of the Team Member’s job or
prevents the qualified family member 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 three (3) consecutive calendar days combined with at
least two (2) visits to a health care provider; or one (1) visit and a regimen of continuing
treatment; or incapacity due to pregnancy; or incapacity due to a chronic condition.
Other conditions may also meet the definition of “continuing treatment.”
5. Any “qualifying exigency” arising out of the fact that the spouse, son, daughter or parent
of the Team Member is on covered active duty in the Armed Forces, National Guard or
Reserves. A “qualifying exigency” includes: (1) short notice deployment (limited to seven
calendar days from date notified of deployment); (2) military events and related activities;
(3) childcare and school activities; (4) financial and legal arrangements; (5) counseling; (6)
rest and recuperation (limited to five days of FMLA leave); (7) post-deployment activities;
and (8) additional activities, only as mutually agreed to by the Team Member and BJ’s.
Eligible Team Members may also request up to 26 work weeks of leave to care for a covered service member
during a 12-month period (measured backward on a rolling basis). To request such a leave, the eligible
Team Member must be the spouse, son, daughter, parent or “next of kin” of the covered service member.
For purposes of this policy, a covered service member is:
a. A current member of the Armed Forces, National Guard or Reserves who has a serious
injury or illness incurred in the line of active duty that may render the service member
medically unfit to perform his or her duties for which the service member is undergoing
medical treatment, recuperation or therapy; in outpatient status; or on the temporary
disability retired list; or

b. A veteran who: (i) has a serious injury or illness incurred in the line of duty on active duty
(or existed before the beginning of the member’s active duty and was aggravated by
service in the line of duty on active duty) for which the veteran is undergoing medical
treatment, recuperation, or therapy and (ii) was a member of the Armed Forces (including
a member of the National Guard or Reserves) at any time during the period of five years
preceding the date on which the veteran undergoes that medical treatment,
recuperation, or therapy.
Use of Leave
The leave may be taken in one block of up to 12 weeks, or if required, Team Members may take FMLA leave
on an intermittent or reduced-leave schedule (select days or hours, for example). Team Members needing
intermittent leave for planned medical treatment must make reasonable efforts to schedule the leave to
not to unduly disrupt Company operations.
Extensions of Leave
If a Team Member exhausts his/her available FMLA leave, BJ’s will consider extending the leave at the
written request of the Team Member.
Team Member Responsibilities

Team Members must provide 30 days’ notice of the need to take FMLA leave when such a need is
foreseeable. Such notice must be submitted in writing, on the Leave of Absence Request Form, to the Team
Member’s supervisor or Human Resources Representative. When 30 days’ notice is not feasible, the Team
Member must give notice as soon as practicable given the circumstances of the situation and must
otherwise comply with the Company’s normal call-in procedures for an absence or tardiness.
Team Members must also provide (i) sufficient information for BJ’s to determine if the leave qualifies for
FMLA protection and (ii) the anticipated time and duration of the leave. Sufficient information may include
that the Team Member is unable to perform certain job functions; the family member is unable to perform
daily activities; the need for hospitalization or continuing treatment by a health care provider; or
circumstances supporting the need for military family leave. Team Members also must inform BJ’s if the
requested leave is for a reason for which FMLA leave was previously taken or certified. Team Members
may be required to provide a certification (and periodic recertification, where applicable) supporting the
need for leave. A Team Member returning from a medical leave for the Team Member’s own serious health
condition will be asked to provide a medical certification of his/her fitness to return to work.
Employer Responsibilities
Once BJ’s becomes aware that a Team Member’s need for leave is for a reason that may qualify under the
FMLA, Team Members will be advised whether they are eligible for FMLA. If they are, BJ’s will provide
notice of any additional information the Team Member needs to provide, as well as the Team Member’s
rights and responsibilities under the FMLA. If the Team Member is ineligible for FMLA leave, BJ’s will inform
the Team Member of the same and provide a reason for his/her ineligibility.
The Team Member will also be informed if a leave will be designated as FMLA-protected and the amount
of leave to be counted against the Team Member’s leave entitlement, if possible. If it is determined that
the leave is not FMLA-protected, BJ’s will notify the Team Member of this fact as well.
A Team Member’s failure to comply with BJ’s FMLA leave procedures can be grounds for delaying or denying
a Team Member’s request for FMLA-qualifying leave.

Use of Sick, Personal & Vacation Time
FMLA leaves are unpaid. Nevertheless, if a Team Member has accrued paid time off (e.g., sick, vacation or
personal), the Team Member may elect to use that time during an approved FMLA leave (the amount of
time one can use will be determined by state laws and regulations. Please refer to your state specific
regulations regarding FMLA and Disability). Team Members must comply with BJ’s normal paid leave
policies, and if a Team Member chooses to use accrued paid time off, it must be used prior to taking any
unpaid leave. Team Members must work with their Human Resources Representative to coordinate the
use of accrued time off to be paid during an FMLA leave.
FMLA will run concurrent with any other leaves for which a Team Member is eligible (e.g., workers’
compensation, applicable state leave laws).
Benefits and Protections

During an approved FMLA leave, BJ’s will maintain the Team Member’s health coverage under any group
health plan (if the Team Member has such coverage) on the same terms as if the Team Member had
continued to work. Upon return from FMLA leave, BJ’s will place the Team Member in the same position
he or she held before the leave, or in an equivalent position, with equivalent pay, benefits and other terms
of employment. However, a Team Member is not entitled to reinstatement if, because of a layoff, reduction
in force or other reason, the Team Member would not be employed at the time job restoration is sought.
In addition, the service time for Retirement Plan benefit eligibility continues to accrue during FMLA leave.
Use of FMLA leave will not result in the loss of any available employment benefit that accrued prior to the
start of the leave. Benefit accruals for personal days and paid sick time are suspended during the unpaid
leave and resume upon return to active employment.
If a Team Member does not return to work following the conclusion of FMLA leave, does not request a leave
extension or fails to satisfy applicable requirements for an extension of leave or additional leave, the Team
Member will be considered to have voluntarily resigned.
Unlawful Acts and Enforcement

FMLA makes it unlawful for any employer to (i) interfere with, restrain or deny the exercise of any right
provided under the FMLA; or (ii) discharge or discriminate against any person for opposing any practice
made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA.
If a Team Member believes that the FMLA has been violated, he or she may file a complaint with the US
Department of Labor or may bring a private lawsuit against his or her employer. (The DOL may be contacted
at (866) 487-9243, (877) 889-5627 (TTY) or at www.wagehour.dol.gov.) FMLA does not affect any state or
federal law prohibiting discrimination, or supersede any state law, local law or collective bargaining
agreement which provides greater family or medical leave rights.
Additional Information
You may access the Family and Medical Leave Act policy in its entirety on BJ’s Connect. In addition to the
leaves of absence described above and below, Team Members may be eligible for additional leave
depending on the state in which the Team Member works. Team Members should refer to the state-specific
supplement to Team Member Handbook for the state in which they work, which also can be downloaded
from BJ’s Connect.
Personal Leave of Absence
Regular Team Members that have been employed for one year or more and are in good standing may be
eligible for a personal leave of absence of up to 30 days due to personal hardship (other than their own

serious health condition), severe family problems or other related emergencies. Team Members are
required to use any accrued but unused vacation and personal time during an approved personal leave.
BJ’s cannot guarantee that your position or any other suitable position will be available upon your return
from a personal leave of absence.
Military Duty Leave of Absence
Pursuant to their rights under the Uniformed Services Employment and Reemployment Rights Act of 1994
(USERRA), Team Members who must be absent from work due to military duty will be placed on an unpaid
military leave of absence for the time consistent with the military orders for up to five years. When a Team
Member is called to military service, the Team Member must give advance written notice to the Team
Member’s immediate supervisor or Human Resources Representative on the Leave of Absence Request
Form unless such notice is precluded by military necessity. To be eligible for job protection, the Team
Member must report back to work or apply for reemployment in accordance with the Guidelines included
in the USERRA policy on BJ’s Connect.
A Team Member returning from military leave will receive the seniority and other benefits that the Team
Member had at the beginning of his or her military leave, plus any additional seniority and benefits the
Team Member would have obtained with continuous employment.

Section VIII: Information Security
BJ’s is committed to the protection of confidential Club Member, Team Member and non-public business
information. All Team Members are required to participate in Security Awareness training on the BJLED
upon hire and annually thereafter.
While you may review BJ’s Information Security Policy in its entirety on BJ’s Connect, below is a summary
of the key points from that policy. You are required to adhere to this policy always as you perform your
job.
Confidential/Proprietary Information
Confidential/proprietary information is generally defined as any personally identifiable Club Member or

Team Member information (i.e., name, address, driver’s license number, social security number and credit
card information) and Protected Health Information (PHI). Confidential and/or proprietary information also
includes, but is not limited to, non-public business information such as non-public sales, legal or financial
information, strategic planning, customer and vendor lists, benefits policies and practices and research
data.
Under no circumstance should any confidential or proprietary information be disclosed to any person or
organization outside of BJ’s. You are expected to exercise the utmost caution in the transmission, handling
and disposal of confidential or proprietary information. In addition, all necessary steps must be taken to
prevent any unauthorized access to confidential or proprietary company information.
Passwords & Identification Numbers
The proper use of passwords and identification numbers is critical to data protection. Accordingly, all such
information is strictly confidential. If you have access to BJ’s computer network, you are prohibited from
sharing your password with anyone.
No Expectation of Privacy
System communications and transmissions are the property of BJ’s and, as such, may be monitored,
recorded, searched, reviewed, disclosed or intercepted by BJ’s at any time. Team Members do not have any
expectation of privacy in any computer‐related activities.
Use of Email
BJ’s email system is primarily intended for business‐related purposes. Prohibited activity includes, but is not
limited to, tampering with other users’ accounts; altering email system configuration; unauthorized
solicitation; sending chain letters, spam or offensive or derogatory messages; or sending confidential or
sensitive information without adequate security measures. If you become aware of such use or receive any
such transmission, you are required to promptly report it to your immediate supervisor.
You are advised to use extreme caution when opening email attachments received from unknown senders
that may contain malicious software such as viruses.
Use of Internet
BJ’s internet access is intended primarily for business purposes, and as such, your access must be limited
work‐related sites only. This ensures the security of our systems from exposure to cookies, malicious
downloads, viruses and the like, that can affect computer systems in unpredictable and potentially

damaging ways. Similarly, downloading internet‐based software or plug‐ins is strictly prohibited.
Use of Computer & Other Hardware
Your BJ’s‐provided computer is provided primarily for business purposes, and any alterations or installation
of unauthorized software, hardware or plug‐in devices are strictly prohibited. The only devices that may be
used to access BJ’s computer network or information contained on or within BJ’s computer network for
whatever purposes are those provided by BJ’s and/or a personal device for which you have received prior
approval.
Note: Unauthorized or inappropriate use of the Company‐provided email system, access to the internet,
computers or hardware is strictly prohibited and may subject you to disciplinary action, up to and including
separation of employment.
Incident Response
Any Team Member who becomes aware of a breach of security must report the incident to his/her
supervisor immediately, thus allowing the issue to be addressed quickly. Examples of security incidents that
should be reported include shared passwords, confidential information shared with an unauthorized
individual, a suspected breach of the computer system, an unauthorized individual attempting to access a
company computer, or an individual attempting to physically access a secured area.
Social Media
BJ’s Team Members are not permitted to post information on any social media site as if they represent or
speak for BJ’s. In addition, BJ’s Team Members may not post content or information on any social media
site that violates Company policies, if such posting has an actual or potential impact on the workplace. This
Social Media policy in no way limits, and is not intended to limit, BJ’s Team Members in the exercise of their
rights under the National Labor Relations Act.

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Team Member Guide

BJ’s Core Values

BJ’s Wholesale Club, Inc. | September 2018 i

BJ’s Wholesale Club, Inc. | September 2018 ii

Member Experience and Service

• Acknowledging and engaging with every member;

Professional & Respectful Behavior

We Are an Equal Employment Opportunity Employer

BJ’s Wholesale Club, Inc. | September 2018 iii

Section I: Introduction ............................................................................................................................ 1

About This Guide .................................................................................................................................... 1

Section II: The Work Environment .......................................................................................................... 3

Introductory Period ................................................................................................................................ 3

Section III: Workplace Expectations ...................................................................................................... 10

Open Door Solutions Program .............................................................................................................. 10

Section IV: Workplace Safety ................................................................................................................ 18

Drug- & Alcohol-Free Workplace .......................................................................................................... 18

BJ’s Wholesale Club, Inc. | September 2018 iv

Team Member Classifications ............................................................................................................... 22

Section VII: Leaves of Absence .............................................................................................................. 27

Family and Medical Leave Act Leave of Absence .................................................................................. 27

Section VIII: Information Security ......................................................................................................... 31

Confidential/Proprietary Information ................................................................................................... 31

BJ’s Wholesale Club, Inc. | September 2018 v

About This Guide

About Our Company

BJ’s is successful because:

• Our goal is to deliver extraordinary values on merchandise, benefits and services in a

BJ’s Values Diversity

How Can You Be Successful at BJ’s?

BJ’s Wholesale Club, Inc. |September 2018 1 Confidential

• Clearly define our workplace standards;

Programs & Policies

The Benefits of Being a Team Member

BJ’s offers a comprehensive benefits plan to eligible Team Members, including:

Time Off Programs Benefit Plans Work/Life Benefits

BJ’s Wholesale Club, Inc. |September 2018 2 Confidential

• Establish performance goals;

Attendance & Tardiness

BJ’s Wholesale Club, Inc. |September 2018 3 Confidential

The following examples of attire are considered inappropriate while on duty:

• Tight-fitting or spandex-like clothing;

BJ’s Appearance Standards Policy is available in its entirety on BJ’s Connect.

Minor Team Members are required to wear blue badges.

BJ’s Wholesale Club, Inc. |September 2018 4 Confidential

Team Member Communication Boards

BJ’s Wholesale Club, Inc. |September 2018 5 Confidential

Team Member Break Rooms

Receiving Your Pay & Payment Methods

BJ’s Wholesale Club, Inc. |September 2018 6 Confidential

View Your Pay Information

Wage & Hour Policy

Recording Working Time

Exempt Team Members must accurately report all time off.

BJ’s Wholesale Club, Inc. |September 2018 7 Confidential

Violations of the Wage & Hour Policy

Team Member Taxes

BJ’s Wholesale Club, Inc. |September 2018 8 Confidential

Requests for Personnel Records