Associate Handbook

Welcome!
Dear Associate:

Congratulations! We want to welcome you to the Panda Restaurant Group, Inc. family. As one of the fastest
growing and most innovative companies in the restaurant industry, we know that Panda’s continued success goes
hand in hand with your success, both personally and professionally. Our mission is to “Deliver exceptional Asian
dining experiences by building an organization where people are inspired to better their lives.” To achieve our
Mission we place great pride in living and enrolling others in the Panda Way, which is Living a Healthy Lifestyle,
Continuous Learning, Developing Others and Acknowledging Others.

As you embark on your Panda Way journey, this Handbook will serve as a guide that provides the standards and
expectations we have for our associates.

We realize you may have many questions about policies and procedures as you begin your new job. Your
supervisor is available to assist you with any questions. In addition, we welcome any of your suggestions and
comments that will help us to be better.

Your enthusiasm, passion for learning and commitment to inspire others will contribute to your own and Panda’s
success. We look forward to partnering with you to create a beneficial and rewarding work environment.

Andrew J.C. Cherng Peggy Tsiang Cherng, Ph.D.

Founder & Chairman, Co-CEO Co-CEO

Effective April 1, 1998

Revised May, 2011
Contents

Welcome! 1
Introduction 4
Mission, Values and Culture 5

EMPLOYMENT 6
Code Of Conduct and Ethics 6
Equal Employment Opportunity 7
Policy Against Unlawful Harassment 7
and Retaliation
Non-Fraternization Policy 10
At-Will Employment 10
Immigration Compliance 10
Associate Classifications 10
Internal Transfers 11
References 11

OPEN DOOR COMMUNICATION 12

PAY ADMINISTRATION 13
Pay and Performance Appraisals 13
Time Record Keeping 13
Time Worked Equals Time Paid 13
Overtime 13
Payday 14
Rest Breaks 14
 Meal Periods 14 Personal Use Of Phones 28
Travel Time 14 and Electronic Devices
Internet Postings Policy 29
LEAVE OF ABSENCE 15 Prohibited Materials 30
Family Care and Medical Leave / California 15 Personal Property 30
Family Rights Act Leave Solicitation, Distribution, Bulletin Boards 30
Worker’s Compensation Leave 20 Conflicts Of Interest 31
Military Leave 20 Outside Employment 31
Return To Work 21 Associate Identification Badge 31
Personal Leave 21 Appearance Standards 31
Bereavement/Funeral Leave 21
Jury Duty 21 HEALTH & SAFETY 34
Associate Illness Notification Policy 34
BENEFITS 22 Workers’ Compensation 34
Associate Group Benefits 22 Medical Treatment 35
Associate Support Program 22 Modified Work Program 35
Direct Deposit 22 Maintaining A Safe Work Environment 35
Holidays - Support Center 23 Smoking On Premises 35
Holidays - Operations 23 Alcohol and Drug-Free Workplace Policy 35
Paid Time-Off (PTO) 23 Emergency & Disaster Procedures 37
Panda Retirement Plan - 401(K) 25 Good Housekeeping 38
Associate Referral Bonus 25
Associate Discount 25 RULES OF CONDUCT 39
Job Performance 39
GENERAL POLICIES & PROCEDURES 26 Misconduct 40
Attendance and Punctuality 26 In Conclusion 41
Alternative Work Schedule 26
and Telecommuting Policy
Panda/Personal Property 26
Panda Issued Cell Phone/PDA Policy 27
 INTRODUCTION

This Associate Handbook provides you with a general understanding of

Panda’s policies and procedures. We know the Handbook will serve as a
useful guide and reference throughout your career at Panda.

As Panda continues to grow and evolve, we will update the Handbook

to reflect the policies and procedure of our work environment. Therefore,
this version of the Handbook replaces and supersedes all previous Panda
Handbooks, including written memoranda and oral representations issued
by Panda concerning your employment. Of course, the Handbook cannot
anticipate every situation or answer every question about employment.

Panda practices an open door policy and encourages and appreciates

all suggestions. Examples are safety, training, productivity, innovation,
maximizing associate potential, and maximizing effectiveness and
efficiency in everything we do.

With the exception of employment at-will, Panda reserves the right to

modify, amend, supplement, delete or discontinue any of its policies at
any time, with or without notice. Associates should be aware that there
may be variations to Panda’s policies to the extent necessary to comply
with any applicable State and local laws and in meeting Panda’s business
needs.

Please remember, as an at-will company, Panda does not express or imply

a contract of employment by publishing this Handbook. To clarify, no
supervisor or associate of the Company, other than the C.E.O. of Panda,
has any authority to enter into an employment agreement - expressed or
implied - with any associate providing for employment other than at-will.
Furthermore, the C.E.O. of Panda may only enter into such agreements in
writing after consultation with the General Counsel of Panda.

Thank you for reading and familiarizing yourself with the information in
this handbook.

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 MISSION, VALUES AND CULTURE

To succeed in achieving and promoting Panda’s Mission and Values, we strive to provide a workplace
that is progressive and committed to continuous learning. We have a work environment and culture
where communication is open, and conflict is resolved in a mutually respectful manner.

Our Mission: Deliver exceptional Asian dining experiences by building an

organization where people are inspired to better their lives.

To achieve our Mission, our actions are guided by our 5 Values:

PROACTIVE
RESPECT/WIN-WIN
GROWTH
GREAT OPERATIONS
GIVING
PRG with “G” to the power of 3!

PANDA WAY
We take great pride in living and enrolling others in the Panda Way:

LIVING A HEALTHY LIFESTYLE

CONTINUOUS LEARNING
DEVELOPING OTHERS
ACKNOWLEDGING OTHERS

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 Employment
CODE OF CONDUCT AND ETHICS
Panda Restaurant Group’s Code of Conduct and Ethics
(“Code”) sets the expectation for every Associate to
“Walk the Talk” of our Mission and Values and to
follow the highest standards of ethical conduct. This
Code serves as a daily guide to our behavior as
associates of Panda Restaurant Group and identifies
conduct that is not permitted during employment with
Panda Restaurant Group.
Integrity, along with our Mission and Values, is the
foundation of Panda Restaurant Group’s relationships
with associates, business partners, communities, and
even our competitors. All members of Panda Restaurant
Group – board members, officers, associates, advisors
and affiliates - continually work to develop and protect
this critical asset through their everyday activities.
Individual integrity and our commitment to hold each
other accountable to this Code strengthen the trust
that our People, Guests, business partners, and the
communities in which we live and work – have in
Panda Restaurant Group.
Our Mission and Values require us to:
• Obey the law
• Be honest – present facts fully, fairly and accurately
• Be fair – give everyone due regard and respect
• Be concerned – care about how Panda Restaurant
Group actions affect others and try to make those
effects as beneficial as possible
• Use good judgment – avoid actions and
circumstances that may appear to compromise
good business judgment or create a conflict
between personal and company interests
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• Begin with the end in mind and do not take short
cuts that may hurt the company in the future
• Reject personal benefits that may jeopardize the
integrity of Panda Restaurant Group
When in doubt, this Code also provides the following
integrity guidelines:
If you are about to take an action that you:
• Are not comfortable with a particular action or
• Are unwilling to tell someone you trust and respect,
or
• Don’t want it reported on the news or internet,
then DON’T DO IT. If you feel pressured, DON’T DO
IT. Instead, get guidance of this Code by asking your
leader, Chief People Officer, VP of Enterprise Risk
Management, or General Counsel. You can also call
the confidential “Code of Conduct Hotline”
at (855) 726-3274.
Violations at any level will not be tolerated and Panda
associates are required to report any violation of
this Code immediately to any of the above people or
hotline in order for Panda Restaurant Group to take
corrective actions.
The Board of Directors of Panda Restaurant Group
must approve any waiver of this Code of Conduct for
any executive officer or director and any such waiver
will be publicly disclosed.
EQUAL EMPLOYMENT OPPORTUNITY
Panda is committed to equal employment opportunity
and demonstrates this commitment in its employment
practices, including recruitment and hiring,
compensation, benefits, promotions, transfers, training,
counseling and employment terminations. Panda does
not discriminate on the basis of race, ethnicity, color,
sex, age, religion, national origin, ancestry, physical or
mental disability, citizenship status, medical condition,
pregnancy, marital status, sexual orientation, veteran
status, genetic information, as well as any other
category protected by federal, state, or local law.
In keeping with our values, Panda is committed to
achieving diversity in the workplace. We value and
honor differences in our workplace and believe in
an inclusive culture where associates of different
race, color, religion, national origin, age, sex, sexual
orientation, ancestry, physical disability, or any other
basis protected by applicable law are valued and
respected. Valuing diversity provides an opportunity to
leverage differences within our teams to better serve
our increasingly diverse guest base. As an associate,
you are expected to follow this policy and avoid any
type of discrimination with guests, visitors, associates,
or applicants for employment. Anyone who believes
he or she has been subjected to discrimination and
who observes or learns of such conduct should report
inappropriate behavior to their supervisor and/or
Human Resources. Panda will conduct all necessary
investigations. If Panda determines that unlawful
discrimination or other violations of this policy have
occurred, Panda will take corrective action, up to
and including termination of employment, against
those who engaged in the misconduct. Panda will not
retaliate nor will it tolerate retaliation against those
who complain in good faith about harassment in the
workplace or are witnesses in an investigation of
harassment. Retaliation by any associate or supervisor
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will result in corrective action, up to and including
termination of employment.
POLICY AGAINST UNLAWFUL HARASSMENT
AND RETALIATION
In accordance with applicable law, Panda is committed
to providing a work environment free from unlawful
harassment. Accordingly, Panda prohibits any
unlawful verbal, physical or visual harassment by any
associate on the basis of another’s race, color, religion,
national origin, age, sex, sexual orientation, ancestry,
physical disability, mental disability, medical condition,
marital status, family status, genetic information and
any other basis protected by applicable law.
It is the policy of Panda that harassment of
associates in the workplace, including sexual
harassment, is unacceptable and will not be
tolerated. Panda is committed to vigorously enforcing
this non-harassment policy. The objective of this
non-harassment policy is to create a positive working
environment free from unlawful hostile, intimidating,
or harassing conduct that unreasonably interferes with
an associate’s work on account of any of the types of
harassment described below. The target of this policy is
the prevention of unwelcome and illegal conduct.
If you have any questions about Panda’s policy
regarding harassment or the procedure for filing
complaints, please contact Human Resources or your
supervisor.
Definitions of Illegal Harassment
Illegal harassment includes any unwelcome verbal,
physical or visual conduct that creates an intimidating,
offensive or hostile working environment that
unreasonably interferes with an individual’s work
performance or otherwise adversely affects an
individual’s employment opportunities.
Unlawful sexual harassment consists of unwelcome
sexual advances, requests for sexual favors or other
verbal or physical acts of a sexual or sex-based
nature when (1) the submission to that conduct is
made expressly or implied as a term or condition
of employment; (2) an employment decision is
based on the submission or non-submission to that
conduct; or, (3) the existence of severe and pervasive
conduct based upon or related to sex creates a work
environment that is hostile, intimidating or offensive.
Sexual harassment may occur between members of the
opposite sex or members of the same sex.
Examples of Unlawful Harassment
Harassing conduct includes, but is not limited to: slurs,
epithets, derogatory comments, negative stereotyping,
ethnic jokes, written or graphic materials displaying
offensive objects, threatening, intimidating or hostile
acts that denigrate or show hostility or aversion
towards an individual or group because of race, color,
religion, national origin, age, sex, sexual orientation,
ancestry, physical disability, mental disability, medical
condition, marital status, family status, genetic
information and any other basis protected applicable
law. Moreover, discriminatory remarks or jokes
concerning such harassment topics will not be tolerated
at Panda.
With regard to unlawful sexual harassment, the
following is conduct that is not permitted:
(1) Unwanted sexual advances, or visual, verbal,
physical assaults or physical conduct of a sexual
nature;
(2) Offering employment benefits in exchange for
sexual favors;
(3) Making or threatening reprisals after a negative
response to sexual advances;
(4) Visual conduct: leering, making sexual gestures
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and/or displaying sexually suggestive topics,
pictures, cartoons, or posters;
(5) Verbal conduct: making or using derogatory
comments, epithets, slurs and/or jokes;
(6) Verbal abuse of a sexual nature, graphic verbal
commentaries about an individual’s body,
sexually degrading words used to describe an
individual, and/or suggestive or obscene letters,
notes or invitations, emails, text message, etc.;
and,
(7) Physical conduct: touching, assault and/or
impeding or blocking movements.
Unlawful harassment refers to behavior that is not
welcome, personally offensive, and/or undermining or
weakening to morale and, therefore, that unreasonably
interferes with the work of its victims and co-workers.
Unlawful harassment may arise from conduct by
supervisors, co-workers, or persons doing business
with Panda.
Non-Retaliation Policy
It is Panda’s policy that no associate will be subject
to retaliation for making a complaint of harassment,
cooperating in the investigation of alleged harassment,
or otherwise opposing unlawful harassment. It is
unlawful to retaliate or take reprisals in any way
against an associate who has expressed a good faith
concern about harassment or discrimination against
him or her or another individual.
Complaint Procedures
In some situations, a person may not realize that
his or her behavior is inappropriate or unwelcome.
Associates who consider any person’s behavior to
be inconsistent with the guidelines against unlawful
harassment or retaliation in the workplace are
encouraged to tell that person that his or her behavior
is considered inappropriate and request that the
behavior or conduct stop. A person told to stop should
comply immediately with such requests.
Associates who believe they have been harassed or
retaliated against, or those associates who believe they
have witnessed harassment or retaliation in violation
of this policy, should promptly report said harassment
or retaliation – without fear of retaliation – to your
supervisor, or the Human Resources Department.
An associate who submits a report should include
all details relating to the incident(s), including the
names of individuals involved and the names of any
witnesses. Timely reporting of any alleged harassment
or retaliation enables Panda to investigate and remedy
such unlawful conduct in the workplace.
When a complaint is made, Human Resources will
promptly investigate the complaint. The investigating
person will maintain an investigation file. All
complaints will be investigated as promptly as possible.
The investigating person may produce a report which
may, at Panda’s discretion, be delivered or the contents
communicated to the complainant on request within
a reasonable time, except that any information that is
not directly relevant to the investigation or otherwise
confidential Panda information may not be provided
to the complainant. The investigator may recommend
remedial measures based on the results of the
investigation.
Only those who have an immediate need to know,
including the alleged harasser(s) or retaliator(s),
except as otherwise indicated, and any witnesses,
will be informed of the identity of the complainant.
To the extent possible, Panda will attempt to protect
the confidentiality of the harassment complaints and
complainant.
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Remedies
An effective non-harassment policy requires the
support and example of Panda associates in positions
of authority. Associates who engage in harassment or
retaliation or who fail to cooperate with investigations
of harassment or retaliation may be disciplined,
including immediate termination of employment.
Supervisory personnel, who refuse to implement
remedial measures, obstruct the remedial effort of
other Panda associates, or retaliate against harassment
complainants or witnesses, may be subject to discipline,
including immediate termination of employment.
Moreover, individuals engaging in unlawful harassment
may be held personally liable for their actions.
Associates who believe they have been unlawfully
harassed or retaliated against may file a complaint
with the Equal Employment Opportunity Commission
(“EEOC”) or (if in California, either the EEOC or
the California Department of Fair Employment and
Housing (“DFEH”)). The EEOC (or DFEH), as a neutral
fact-finder, assists parties to voluntarily resolve disputes
regarding illegal discrimination and harassment.
Should the EEOC or DFEH find evidence of harassment
and settlement efforts fail, it may seek additional legal
remedies on behalf of the associate as against Panda.
In California, the DFEH may file a formal accusation
which could result in either a public hearing before the
Fair Employment and Housing Commission (“FEHC”) or
a lawsuit filed on the associate’s behalf by the DFEH.
Remedies for illegal harassment may include damages
and equitable relief, including the ordering of hiring
or reinstatement, back pay, promotion, and changes in
the policies or practices of the employer. A court may
also award damages.
For more information, contact the EEOC 1-800-669-
4000 (or if in California, either the EEOC or the DFEH
at 1-800-884-1684) California associates will receive
copy of the DFEH information sheet.
NON-FRATERNIZATION POLICY
Panda wishes to avoid any misunderstandings,
complaints of favoritism, or claims of sexual
harassment that may potentially result from romantic
relationships between managers or supervisors and
their direct reports. In an effort to provide a workplace
free of dissension and associate morale problems,
Panda prohibits associates from maintaining romantic
relationships in the following situations:
• Supervisor and his or her direct report;
• Both associates are supervisors and one supervises
the other.
Panda does not seek to interfere with the off-duty and
personal conduct of its associates. However, Panda
may consider manager and supervisor associates who
become involved in romantic relationships in any of
the foregoing circumstances to have exercised poor
supervisory judgment, which may result in a change in
supervisory status or other corrective action, up to and
including termination of employment. And, even if the
relationship is not listed above, but it negatively affects
the working environment, Panda may seek corrective
action, up to and including termination of employment.
Anyone who believes that a conflict of interest situation
exists due to a workplace romantic relationship should
report it to their manager or Human Resources and
may do so without fear of retaliation.
If co-associates marry, Panda will attempt to make
reasonable efforts to assign job duties so as to
minimize problems of supervision, safety, security,
morale or complaints of favoritism. This may
include, but is not limited to, modifying the reporting
relationship whenever possible.
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Panda maintains a strict policy against unlawful
harassment of any kind, including sexual harassment.
AT-WILL EMPLOYMENT
Panda is an “at-will’ employer, which means that you
are free to terminate your employment at any time,
with or without a reason and with or without notice.
Panda has the right to terminate your employment at
any time, with or without a reason, and with or without
notice. Although Panda may choose to terminate
employment for cause, cause is not required. No one
other than the C.E.O. of Panda can enter into an
express agreement for employment for a specified
period of time or requiring Panda to possess good
cause for termination of employment. Furthermore, the
CEO of Panda may only enter into such agreement
in writing and with the consultation of the General
Counsel.
IMMIGRATION COMPLIANCE
Panda enforces and complies with the Immigration
Reform and Control Act of 1986 (IRCA) which requires
associates, as a condition of employment, to submit
documentation verifying their right to work in the
United States. When beginning work, you are required
to complete the I-9 form and provide the required
documents for inspection. Failure to provide acceptable
documentation or the I-9 form within three days may
be considered a voluntary termination of employment.
ASSOCIATE CLASSIFICATIONS
Throughout this Associate Handbook associates are
classified in various ways as set forth below.
Full-Time
Work schedule of 30 or more hours per week.
Part-time
Work schedule of less than 30 hours per week.
Temporary
Hired for up to a pre-established period of time.
Employment in this category is for a limited duration,
which will be determined on an individual basis. A
temporary associate retains this status until notified in
writing of a change in status.
transfer within 90 days from the date of the
warning. Supervisors must provide a follow up
indicating that improvement has occurred.
5. After speaking with their supervisor, associates
should apply for the position via the internal
website.

Exempt associates are those who are not subject to the
provisions of the Fair Labor Standards Act, applicable
state or local laws requiring the payment of overtime
compensation.
Non-exempt associates are those who are covered by
the overtime compensation provisions of the Fair Labor
Standards Act and applicable state laws or local laws.
Non-exempt associates are entitled to overtime pay for
hours worked which qualify for such pay.
REFERENCES
Panda provides employment verification, such as
dates of employment, job title and pay information to
prospective employers through a service called “The
Work Number.” Panda may share with regulators, law
enforcement and other financial institutions concerning
fraud, dishonesty, theft, and other prohibited conduct.

INTERNAL TRANSFERS
Panda supports associates seeking growth opportunities
in Operations within Areas, Regions, or Zones or the
Support Center.

Guidelines
1. To be eligible to apply for an open position and/
or transfer, associates must be in good standing in
their current job, been in their position for
a minimum of 1 year and meet the minimum
qualifications for the open position.
2. Associates interested in transferring to another
Area, Region or Zone within Operations or
Support Center should notify their supervisor prior
to applying.
3. Supervisors, at their discretion, may approve a
transfer if an associate has worked less than a
year in their current position. Senior leader or
Regional Director of Operations approval may be
necessary.
4. Associates on written warning are not eligible to

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 Open Door Communication
OPEN DOOR
Panda encourages an open and candid atmosphere
in which any work-related problem, complaint,
suggestion, or question is resolved or answered quickly
and accurately by Panda supervisors or management.
Careful consideration will be given to these problems,
complaints, suggestions, or questions in our continuing
effort to improve our overall operations. Associates will
not be penalized for voicing a good faith disagreement
with Panda by using the Open Door procedure. An
associate can report any problems or concerns, the
following guidelines can be followed:

1st Discuss with your direct supervisor.

2nd If the problem concerns your immediate
supervisor, contact his or her supervisor for a
private meeting.
3rd Your supervisor will attempt to resolve the
situation as quickly as possible. If he or she
is unable to do so, you should have an
opportunity to discuss the situation with the
second level supervisor.
4th If a concern is not resolved in a timely
manner from the meeting with the second
level supervisor, you may contact your Zone
Vice President or Senior Leader.

At any time during the above guidelines, the associate

can contact the Human Resources Department.

Suggestions and feedback can also be anonymous

and made in English, Chinese, or Spanish. The
suggestion(s) will be carefully reviewed by the Human
Resources Department before passing on to the
appropriate individual.

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 Pay Administration
PAY AND PERFORMANCE APPRAISALS
Your performance is important to Panda. During
the performance review process, you are expected
to assess your performance of Panda’s Mission and
Values, as well as job related goals and expectations.
In addition, you will summarize your overall strengths
and opportunities for improvement. Your immediate
supervisor will also assess the same criteria and
together you will review your progress and set
actionable goals for the future.
Merit increases are awarded on an annual basis and
are based on performance. Each associate’s wages
and performance appraisals are personal and treated
in a confidential manner by Panda. Every associate is
entitled to an annual performance review. (Operations
hourly associates are entitled to a semi-annual review).
TIME RECORD KEEPING
All non-exempt associates will be paid according to
hours worked. Hours worked are recorded by punching
in/out in PAWS (Panda Advanced Work Station)
(Operations), or time recorded on the time card
(Support Center). You must be ready to work/leave
before punching in/out. Time worked equals time paid.
If you forget to punch in or out, please notify your
supervisor immediately. Both you and your supervisor
are required to initial any changes or revisions made to
the time records.
Punching in/out for other associate or sharing
passwords is not permitted. Falsifying time records
violates Panda policy and may lead to termination of
employment.
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TIME WORKED EQUALS TIME PAID
Panda is committed to complying with applicable law.
Panda pays its non-exempt associates for all hours
worked. To make these payments, Panda must obtain
an accurate record of all hours worked. Therefore,
Panda prohibits associates from—even voluntarily—
working off-the-clock. This means that non-exempt
associates are prohibited from working before they
have punched in or continuing to work after they have
punched out. Associates need to follow their scheduled
work hours as assigned by their supervisor.
OVERTIME
Overtime work should be based on business needs
and should be kept to an absolute minimum. If it is
required, overtime must be approved in advance
by your supervisor or manager. A supervisor or
responsible person in charge should be present
whenever a non-exempt associate works overtime.
If you work overtime, without approval, you may
be subject to corrective action, up to and including
termination. Yet, associates will be paid for all hours
worked.
The time records should reflect actual hours worked.
For the purpose of calculating overtime, each workday
begins at midnight and the workweek begins each
Sunday at midnight.
Exempt associates are those not covered by the
overtime provisions of the Fair Labor Standards Act,
state or local law and thus are not entitled to overtime.
PAYDAY
You will be paid every other Friday (except where
otherwise required by state law). If a payday falls on a
holiday, you will be paid on the last workday prior to
the holiday.
REST BREAKS
All non-exempt associates are entitled to a paid ten
minute break included in every four hours of work
performed or major fraction thereof. However, a rest
period may not be provided for associates whose total
daily work is less than three and one-half (3 ½) hours.
These break periods count as hours worked and are
paid.
Associates may, at their option, use restaurant seating
for their rest period breaks.
MEAL PERIODS
Non-exempt associates who work five hours or more
in a day must take a minimum 30 minute unpaid
meal break before the end of the fifth hour. However,
specific state laws such as California requires that if
an associate works less than six hours in a day, the
associate may waive the meal period provided the
associate has (1) signed a Panda waiver indicating
that the associate wishes voluntarily to waive the meal
period; and (2) a Panda supervisor has signed the
waiver.
The associate may revoke the meal period waiver at
any time by informing his or her supervisor that the
associate wishes to take a meal period. A second
meal period of not less than 30 minutes is required if
the non-exempt associate works more than 10 hours
in a day. The second meal period may not be waived.
Specific state laws may include additional meal break
requirements.
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All non-exempt associates must record the time out and
back in before and after a meal break.
Associates may, at their option, use restaurant seating
for their meal period breaks.
If you have any questions, please contact the Human
Resources Department.
TRAVEL TIME
Exempt associates are generally paid their weekly
salary for any week in which they do work, including
all time spent traveling on company business.
Although overnight travel is not recommended for
non-exempt associates, on the rare occasion there is
a business need, these associates will be paid their
regular hourly wage for all time spent traveling.
However, time spent taking a bone fide meal break,
sleeping or for purely personal pursuits (not connected
with work) is not considered time worked. Any
overnight travel must be approved by the ACO/RDO
or Senior Leader. Panda will also comply with any
and all individual state laws relating to travel time
wages. For more information regarding travel time
pay please contact the Human Resources Department.
For more information on reimbursement for travel
expenses ask your supervisor or refer to the Travel,
Business and Entertainment Expense Policy located in
Epaws.
 Leave Of Absence
LEAVE OF ABSENCE
During your time at Panda there may be situations in
which you need to be absent from work for a period
of time due to medical or personal reasons. Panda
will comply with applicable law when an associate
qualifies for these particular absences. As an associate,
if you have a qualified circumstance, you must inform
your supervisor at least thirty (30) days prior to the
leave effective date when the leave is foreseeable.
When the need for leave becomes known less than
thirty (30) days prior to the effective date, you must
provide as much advance notice as reasonable under
the circumstances.
To learn more about your responsibilities in regards
to any Leave of Absence, please contact the Human
Resources Department.
Note: Individual states and Puerto Rico may allow
additional types of leave. Please check with the
local State Employment Office or contact the Human
Resources Department for more information.
FAMILY CARE AND MEDICAL LEAVE / CALIFORNIA
FAMILY RIGHTS ACT LEAVE
Under the Federal Family and Medical Leave Act
(FMLA) and the California Family Rights Act (CFRA)
(for California associates, only), eligible associates
may be entitled to take medical leave and family
care leave up to a combined total of 12 weeks in any
12-month period.
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Eligibility
To qualify for medical leave or family care leave, an
associate must have been employed by Panda for at
least 12 months and have worked a minimum of 1,250
hours in the 12 months prior to requesting leave and
must work at a location where Panda employs at least
50 associates within 75 miles. Panda uses the rolling
12 month period to calculate family leave benefits.
Basic FMLA/CFRA Leave
and Active Military Duty Leave
Eligible associates may take medical leave or family
care leave for the following reasons:
(1) For the associate’s own serious health condition
(condition may not be pregnancy related to
qualify for CFRA) if the associate is unable to
perform the essential functions of his or her job.
(2) Serious health condition of the associate’s child,
spouse, registered domestic partner or parent;
(3) To bond with and care for the associate’s
newborn, adopted or foster child;
(4) Because of the birth of a son or daughter of
the associate and in order to care for such son or
daughter;
(5) Because of any qualifying exigency arising out of
the fact that the associate’s spouse, son (of any
age), daughter (of any age) or parent, defined as
a covered military member, is on active duty (or
had been notified of an impending call or order
to active duty) in the National Guard or reserves
or is a retired member of the armed forces or
reserves and has been notified of an impending
call or order to active duty in support of a
contingency operation.
A leave because of reasons (3) or (4) must be
completed within the 1-year period beginning on the
date of birth, adoption, or placement.
Military Caregiver Leave
An associate also may take Military Caregiver Leave to
care for a spouse, son (of any age), daughter (of any
age), parent or next of kin who is a current member
of the armed forces, including the national guard
or reserves, who is undergoing medical treatment,
recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability
retired list, for a serious injury or illness. For a detailed
definition of “next of kin” please contact Human
Resources.
A covered service member incurs a serious illness or
injury for purposes of this paragraph when he or she is
medically unfit to perform the duties of his or her office,
grade, rank or rating.
Eligible associates are entitled to a total of 26 weeks
of unpaid military caregiver leave during a single
12-month period. This single 12-month period begins
on the first day an eligible associate takes military
caregiver leave and ends 12 months after that date.
Even in circumstances where an associate takes other
leave covered by the FMLA under numbers 1-4 in the
basic FMLA/CFRA leave and active duty leave section
above, the combined leave shall not exceed 26 weeks
during that 12-month period.
Definitions
• A “serious health condition” referenced in numbers
(2) and (3) of the basic FMLA/CFRA leave and
active duty leave section above means an illness,
injury, impairment, or physical or mental condition
that involves:
16
(a) in-patient care (i.e., an overnight stay) in a
hospital or other medical care facility (including
any period of incapacity or any subsequent
treatment in connection with such in-patient care);
(b) a period of incapacity of more than three (3)
consecutive full calendar days, and any
subsequent treatment or period of incapacity
relating to the same condition that also involves
(i) treatment two (2) or more times by a health
care provider or under the supervision of a
health care provider within 30 days of the start
of the incapacity, or (ii) treatment by a health care
provider on at least one (1) occasion within seven
(7) days of the start of the incapacity which
results in a regimen of continuing treatment under
the supervision of a health care provider;
(c) any period of incapacity due to pregnancy, or for
prenatal care;
(d) any period of incapacity due to a chronic serious
health condition requiring periodic visits of at least
twice a year for treatment by a health care
provider;
(e) a period of incapacity which is permanent or
long-term due to a condition for which treatment
may not be effective, during which the associate
(or family member) must be under the continuing
supervision of, but need not be receiving active
treatment by, a health care provider; or
(f) any period of absence to receive multiple
treatments by a health care provider or under
the supervision of a health care provider, either
for restorative surgery after an accident or other
injury, or for a condition that will likely result in a
period of incapacity of more than three (3)
consecutive calendar days in the absence of
medical intervention or treatment.
• A “qualifying exigency” referenced in number (4)
of the basic FMLA/CFRA leave and active
duty leave section on page 15 refers to the
following circumstances:
(a) short-notice deployment: to address issues arising
when the notification of a call or order to active
duty is seven (7) days or less;
(b) military events and related activities: to attend
official military events or family assistance
programs or briefings;
(c) childcare and school activities: for qualifying
childcare and school related reasons for a child,
legal ward or stepchild of a covered military
member;
(d) financial and legal arrangements: to make or
update financial or legal affairs to address the
absence of a covered military member;
(e) counseling: to attend counseling provided by
someone other than a health care provider for
oneself, for the covered military member, or
child, legal ward, or stepchild of the covered
military member;
(f) rest and recuperation: to spend up to five (5)
days for each period in which a covered military
member is on a short-term rest leave during a
period of deployment;
(g) post-deployment activities: to attend official
ceremonies or programs sponsored by the military
for up to 90 days after a covered military
member’s active duty terminates or to address
issues arising from the death of a covered military
member while on active duty;
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(h) additional activities: for other events where Panda
and the associate agree on the time and duration
of the leave.
Notice of Need for FMLA/CFRA Leave
If the leave is foreseeable (birth or placement, planned
medical care, leave due to active duty of immediate
family member), the associate must provide at least
thirty (30) days advance notice. If circumstances
prevent providing the thirty days advance notice,
then the associate should provide as much notice as
possible.
If an associate fails to give the required notice for
foreseeable leave with no reasonable excuse, the
associate may be denied the taking of the leave until
the associate provides adequate notice of need for the
leave. Associates should make every reasonable effort
to schedule medical treatments so as not to disrupt the
ongoing operations of the department.
Intermittent FMLA/CFRA Leave
Intermittent leave also may be available depending
upon an associate’s serious health condition or an
associate’s immediate family member’s serious heath
condition. There are limits on how the intermittent
leave may be used and for details please contact the
Human Resources Department.
Associates taking intermittent leave must follow
Panda’s standard call-in procedures absent unusual
circumstances.
Documentation supporting FMLA/CFRA Leave
An associate’s reason for the leave must be covered
under FMLA or CFRA and the associate must provide
a completed certification of health care provider
form supporting the need for the leave. A request
for reasonable documentation of family relationship
verifying the legitimacy of a FMLA or CFRA leave may
also be required.
Associates must notify the Human Resources
Department in writing 30 days (if foreseeable) in
advance of the associate’s request for family medical
leave, or as soon as possible (generally within 1 to 2
business days) of learning of the associate’s need for
leave. Contact the Human Resources Department for
the appropriate forms. Failure to provide such notice
may be ground for delay of leave.
Associates must provide the Human Resources
Department with a certification of their own or a
covered family member’s serious health condition from
the relevant health care provider within 15 calendar
days after the associate requests leave, if practicable.
Associates may obtain health care provider certification
forms from the Human Resources Department.
If the certification form is incomplete or insufficient,
an associate will be given written notification of the
information needed and will have seven (7) days after
receiving such written notice to provide the necessary
information.
If there is reason to doubt the validity of the medical
certification, a second opinion, at the expense of
Panda, related to the health condition may be required.
If the original certification and the second opinion
differ, a third opinion, at the expense of Panda, may be
required. The opinion of the third health care provider,
which Panda and the associate jointly select, will be the
final and binding decision.
A request for active duty leave must be supported
by the certification of qualifying exigency for
military family leave form as well as appropriate
documentation, including the covered military
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member’s active duty orders. A request for military
caregiver leave must be supported by the certification
for serious injury or illness of covered servicemember
form as well as any necessary supporting
documentation.
Your leave will be reviewed by a member of the
Human Resources Department upon receipt of your
health care provider’s certification. You should check
in with this representative regarding the status of the
medical condition and your intent to return to work.
After receiving a full duty work release from your
physician, failure to return from requested family
medical leave without prior approval from Panda
will be deemed as voluntary termination of your
employment.
Recertification
Under certain circumstances as provided by law,
including (but not limited to) situations in which the
need or nature of the approved leave changes, Panda
may, in its sole discretion, require recertification of
your serious health condition. Panda may also request
recertification every year in which FMLA or CFRA
leave is taken for any serious health condition that
lasts longer than one (1) year. In these situations, you
will have thirty (30) days in which to provide, at your
expense, a completed recertification form.
Interaction with State Military Leave Laws
California permits the spouse of military personnel to
take up to 10 days of unpaid leave while the military
spouse is on leave from deployment. The California
military and veterans code section 395.10 applies
if the associates meet all conditions of the code. To
review the detailed conditions and eligibility, please
contact the Human Resources Department.
When leave is provided under the California Military
and Veterans Code, it also shall count toward the
associate’s federal FMLA entitlement and as FMLA
leave under this policy. Please contact the Human
Resources Department if you have questions about this
provision.
Returning to work
If you take leave due to your own serious health
condition and the duration was longer than one week,
you are required to provide medical certification that
you are able to resume work, before you can return
to work. If you do not bring certification that you can
return to work, you will not be able to return to work.
An associate who takes leave under this policy will be
able to return to the same job or a job with equivalent
status, pay, benefits, and other employment terms at the
end of the leave. The position will be the same position
or one of the same pay, which entails substantially
equivalent skill, effort, responsibility, and authority.
Request for extended leave
Leave taken because of your own serious health
condition may be extended subject to certain conditions
and eligibility requirements. An associate must contact
the Human Resources Department for further details
regarding extended leave.
Compensation
Family Medical Leave is an unpaid leave. Upon
the start of your leave, you will be required to use
unused sick or personal time as compensation during
your leave. In addition, you may use any unused
PTO. After all paid time is exhausted; your pay will
be discontinued until you return from your requested
leave.
Benefits
During the period in which you will not be paid,
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your benefits will continue. If you are enrolled in any
voluntary benefits such as 401(k), flex spending, etc.,
the deductions will cease until you are back onto
the payroll. Please contact the Human Resources
Department if you have any further questions.
Manager’s Duties
Managers or supervisors should inform the Human
Resources Department as soon as they are aware
that an associate is planning to be out on a leave of
absence or if they are out sick for 3 or more days so
Human Resources can determine if they are FMLA or
CFRA eligible. Managers should also keep Human
Resources informed of any information received
regarding the associate’s leave as well as any expected
return date.
Pregnancy disability leave
for California Associates
Panda also provides pregnancy disability leaves of
absence without pay to eligible California associates
who are temporarily unable to work due to a disability
related to pregnancy, childbirth, or related medical
conditions. This leave runs concurrently with your
FMLA leave, but it does not run concurrently with your
CFRA leave.
Associates should make requests for pregnancy
disability leave to their supervisors at least 30 days in
advance of foreseeable events and as soon as possible
for unforeseeable events. In circumstances where
advance notice is not feasible, you are still required to
comply with Panda’s associate attendance policy and
notify your supervisor or manager before the start of
your shift on the day you will be absent. A healthcare
provider’s statement must be submitted verifying the
need for pregnancy disability leave and its beginning
and expected ending dates. Any changes in this
information should be promptly reported to Panda.
Associates returning from pregnancy disability leave
must submit a healthcare provider’s verification of their
fitness to return to work.
Associates are normally granted unpaid leave for
the period of the disability, up to a maximum of 16
weeks within any 12 month period. Associates will be
required to first use any accrued paid leave time before
taking unpaid leave during the pregnancy disability
leave period. Subject to the terms, conditions, and
limitations of the applicable plans, Panda will continue
to provide health insurance benefits for the full period
of the approved pregnancy disability leave. It is the
associate’s responsibility to maintain his or her share of
the insurance premium by making bi-weekly payments
to the Human Resources Department. Failure to make
timely premium payments may result in termination of
coverage.
During any portion of your FMLA/ CFRA leave and
any portion of your FMLA/ CFRA leave during which
you receive disability benefits, you will not earn any
benefits such as vacation or sick pay benefits (for
leaves of over a month), but you will retain all benefits
accrued before your FMLA/ CFRA leave.
Associates who are disabled due to pregnancy may be
transferred to a less strenuous position, provided that
(1) the associate requests a transfer; (2) the transfer is
medically necessary; and (3) Panda can reasonably
accommodate the transfer.
So that an associate’s return to work can be properly
scheduled, an associate on pregnancy disability leave
should provide Panda with at least two (2) weeks
advance notice of the date she intends to return to
work. When a pregnancy disability leave ends, the
associate will be reinstated to the same position, unless
either the job ceased to exist because of legitimate
20
business reasons or each means of preserving the job
would substantially undermine the ability to operate
Panda safely and efficiently. If the same position is not
available, the associate will be offered a comparable
position in terms of such issues as pay, location, job
content, and promotional opportunities.
Panda may recover the premium costs it incurred to
maintain the benefits during the period you are on
leave in the following circumstances:
1. The associate fails to return to work at the
expiration of the leave, unless the reason is due to
a serious health condition or circumstances
beyond the associate’s control; or,
2. The associate returns to work for less than thirty
(30) days following a pregnancy disability leave.
There are a variety of other leaves provided by state
and local authorities. Please check with your manager,
supervisor or Human Resources Department if you seek
leave from work.
WORKER’S COMPENSATION LEAVE
An associate who is disabled from performing his/
her regular duties due to an occupational injury or
illness, will be placed on Family and Medical Leaves
of Absence when meeting the requirements. Worker’s
Compensation leave can run concurrent with the
Medical and Family Leave. The Risk Management
Department must be informed of all occupational
injuries and/or illnesses so the appropriate
documentation can be forwarded to the Workers’
Compensation insurance carrier.
MILITARY LEAVE
Military Leave is an absence from work to serve
in the United States Armed Forces on a regular
enlistment, reserve training, or emergency call-up
basis. Leave will be granted for the duration of the BEREAVEMENT/FUNERAL LEAVE
service period. Panda will pay associates on Military Panda will provide up to three days off with pay to
Leave only as required by relevant and applicable eligible associates for the loss of an immediate family
federal, state and/or local law. The associate is member. An immediate family member includes
afforded reemployment rights and retain full seniority parents, parents-in-law, spouse, domestic partner,
benefits for all prior service upon reemployment in children, grandchildren, grandparents, brother,
accordance with the Uniformed Services Employment sister, sister or brother in-law son-or daughter-in-law,
and Reemployment Rights Act and (if applicable) the stepparents, stepchildren, stepbrothers, and stepsisters.
California Military and Veterans Code. The associate
must bring the associate’s military service orders to Eligible associates must have at least two months
the Human Resource Department for review prior to of service with Panda and work an average of 30
commencement of the leave. If you believe that you hours per week. Bereavement pay is calculated based
may be eligible for Military Leave, please contact the on your regular rate of pay at the time of absence.
Human Resources Department as soon as possible. Associates will not receive bereavement pay in addition
to any other pay.
RETURN TO WORK
You are expected to return to work at the conclusion of JURY DUTY
your approved leave of absence. Failure to do so will If you are summoned to jury duty service, Panda will
be considered a voluntary resignation. The effective grant you the time off. Panda does not pay for Jury
date of employment termination will be the last day of Duty, except as mandated by federal or state law
the approved leave. requirement. Associates are required to show proof of
their daily attendance in court for Jury Duty time off.
PERSONAL LEAVE
Panda recognizes that there may be circumstances,
other than those covered by a statutorily protected
leave, for which a leave of absence without pay for
a short period may be necessary. Subject to business
needs, Personal Leave of up to ninety (90) days may
be granted for reasons acceptable to Panda. Job
protection will only be granted for the first 30 days
of the leave. Requests for leave must be in writing,
with all circumstances explained, and provided to
the supervisor well in advance of the requested leave
period when possible.

Panda will maintain your medical and dental coverage

as if you are an active associate provided you make
the timely payment of your portion of premiums during
the leave. Paid time off and holiday benefits will not
be accrued or paid during the leave.

21
 Benefits
ASSOCIATE GROUP BENEFITS
Panda values the health and wellness of its associates
and offers various work benefits to eligible associates.
• Operations hourly associates who work an average
of at least 30 hours per week are eligible for
benefits after six full months of service (first day of
the following month).
• Operations managers (AM/Chef and above) and
Support Center associates are eligible on the first
of the month following two months of full time (non-
temporary) service.
Medical/Dental/Vision Insurance
Panda offers medical, dental, and vision insurance to
eligible associates. The vision insurance is paid for by
the company for those who are enrolled in the medical
plan. Enrollment for vision is automatic.
Voluntary Life Insurance
Operations managers (AM, Chef, GM, MUM, ACO,
RDO, ZVP) and Support Center associates are eligible
to purchase voluntary life insurance up to $500,000
for self coverage, $250,000 for spousal coverage, and
$10,000 for child coverage.
Voluntary Short Term Disability Insurance
Operations managers (AM, Chef, GM, MUM, ACO,
RDO, ZVP) and Support Center associates are eligible
to purchase voluntary short term disability insurance.
It replaces up to 60% of the associate’s base salary
with a cap of $1,000 per week for up to 26 weeks if
non-occupational injuries such as illness, pregnancy,
etc. are encountered. Panda will offset these amounts
by any amounts available to associates pursuant to
applicable law.
22
Life Insurance and Long Term Disability
Operations managers (AM, Chef, GM, MUM, ACO,
RDO, ZVP) and all Support Center associates are
eligible for group life insurance. The Life insurance
covers the annual base salary up to $50,000.
Operations managers and Support Center exempt
associates are eligible for long term disability benefits,
which covers 2/3 of the base salary up to $13,000
per month after 180 days of proven disability until age
65. Enrollment for both is automatic and the premium
is paid by the company.
Associate Support Program
Panda offers 24/7 telephonic assistance and web
access for associates and their household family
members for any work/life assistance. Additional
information can be located by contacting Panda’s third
party provider at 877.757.7587, or visiting:
www.eapadvantage.com (password = connect).
Dependent Care Expense Account
Subject to IRS limitations, associates can allot pre-tax
money for childcare services. This tax saving benefit
allows dependent care expenses to be excluded from
gross income to the set amount as determined by the
IRS.
Gym Membership
Associates and their family members can enroll in
participating gyms at discounted rates.
Direct Deposit
Direct Deposit enables Panda to deposit your net
pay into an associate’s personal bank account. An
associate will receive a complete wage statement on - If a GM works less than 8 hours on a holiday, the
payday showing the gross wages and any deductions, GM will be paid at the greater of:
as well as the total amount to be electronically • The actual hours worked at 1½ times of regular rate
deposited into the bank account. To enroll in direct or,
deposit, please speak with your supervisor or contact • 8 hours of pay at regular rate
the Human Resources Department. - If the GM does not work on a company holiday, the
GM will be paid 8 hours of holiday pay at the
HOLIDAYS - SUPPORT CENTER regular rate. Payroll will add 8 hours to the GM’s
• New Year’s Day paycheck.
• President’s Day - If the GM’s normal day off falls on a company
• Memorial Day holiday, re-schedule the day off to another day
• Independence Day within the same pay period.
• Labor Day - Associates on a leave of absence, for any reason,
• Thanksgiving (Thurs. & Fri.) are ineligible to receive pay for holidays that are
• Christmas Day observed during the period they are on leave.

HOLIDAYS - OPERATIONS PAID TIME-OFF (PTO)

• Thanksgiving Day & Christmas Day
AM, Chefs, and Hourly Associates
- If the associate works on a company holiday, he/
she will be paid 1.5 times the regular rate for the
first 8 hours worked and paid double time for hours
worked beyond 8 hours.
- If the associate does not work on that day, they will
not be paid.
Non-California General Managers
- An alternative day off is given if the holiday falls on
a regularly scheduled day off or if the GM works on
the holiday.
California General Managers
- If a General Manager works on a company holiday,
the GM will be paid 1.5 times the regular rate for
the first 8 hours worked and paid double time for
hours worked beyond 8 hours.
Panda recognizes the need to have time away from
work. Associates working at least 30 hours per week
are eligible and begin to earn paid time off after three
full months of service. Associates do not accrue any
paid time off during their first 3 months of employment,
and therefore will not earn any paid time off if
employment with Panda terminates prior to the end of
their 3rd month.
Associates should notify their supervisors of a request
for PTO at least two weeks in advance of taking
the time off. The request must be approved by your
supervisor. Please keep in mind that supervisors are
responsible for ensuring adequate staffing levels at
all times. Panda will attempt to accommodate specific
requests; however, in those cases where request cannot
be approved, you should discuss alternative dates with
your supervisor. If two or more associates request the
same time off period, the associate who first made
the request will be granted the time off. If the requests
were made at the same time then the associate who
has the longest length of service with Panda will be
granted the time off first.

23
Associates may not cash out accrued paid time off at Operations Management associates earn paid time off as follows:
any time except upon termination. Completed Accrual Rate
Maximum
Service Required per Pay Period
Panda encourages associates to have a period of 3.08 hrs/pay
rest and relaxation away from work. Accordingly, 3 mo. – 5 yrs. 80 hrs/year
period
Panda reserves the right to schedule paid time off
4.62 hrs/pay
for associates if Panda determines that such action is >5 yrs. – 10 yrs.
period
120 hrs/year
appropriate.
6.15 hrs/pay
>10 yrs. 160 hrs/year
period
While on paid time off, associates will be paid based
on their regular hourly rate for eight hours per day.
Overtime will not be paid during the time that you are
on paid time off. Associates do not accrue paid time Operations Non-Management associates earn paid time off as follows:
off while on leaves of absences. Completed Accrual Rate
Maximum
Service Required per Pay Period
The maximum amount of Paid Time Off which may be Average hrs worked
earned at any given point in time depends on your 3 mo. – 1 yr. per pay period /26 40 hrs/year
pay periods
position with Panda.
Average hrs worked
>1 yr. – 5 yrs. per pay period / 26 60 hrs/year
• Support Center associates may accumulate a pay periods X 1.5
maximum of 240 hours of earned Paid Time Off
Average hrs worked
• Operations Management associates may >5 yrs. per pay period /26 80 hrs/year
accumulate a maximum of 240 hours of earned pay periods X 2
Paid Time Off * Average hours worked per pay period will be capped at 40 hours
• Operations Non-Management may accumulate a even when an associate works more than 40 hours
maximum of 120 hours of earned Paid Time Off * Associate must work at least 60 hours per pay period in order to
earn paid time off hours for the pay period
Once you have reached the maximum amount of
earned paid time off, you will stop accruing paid time
off hours until you have used some of the hours and Support Center associates earn paid time off as follows:
reduced the hours below the maximum amount. Completed Accrual Rate
Maximum
Service Required per Pay Period
The maximum amount of paid time off which an 3 mo. – 1 yr. 3.69 hrs/pay period 96 hrs/year
associate can earn per year depends on the position >1 yr. – 5 yrs. 4.62 hrs/pay period 120 hrs/year
and number of years employed with Panda.
>5 yrs. – 10 yrs. 5.54 hrs/pay period 144 hrs/year

>10 yrs. – 15 yrs. 6.46 hrs/pay period 168 hrs/year

>15 yrs. 7.38 hrs/pay period 192 hrs/year

24
PANDA RETIREMENT PLAN - 401(k)
A 401(k) plan is a retirement plan that allows for
voluntarily saving a portion of the associate’s base pay
from each paycheck on a tax deferred basis.
To be eligible to participate in Panda’s 401(k) plan,
the associate must be 21 years of age. Enrollment is
semi-annual: January and July of each year. Panda
will contribute up to a maximum of 4% of base pay
after one year of service (beginning the next open
enrollment) as long as contributions are made to the
401(k) plan. For highly compensated associates,
Panda will contribute up to 1% of base pay as long
contributions are made to the 401(k) plan.
Plan details are subject to change. Panda reserves the
right to change, add or discontinue the 401(k) plan
offered to associates at its sole discretion. For specific
information about Panda’s 401(k) plan, please contact
the Human Resources Department.
ASSOCIATE DISCOUNT
Associates receive a 20% discount at all Panda
Express, Panda Inn and Hibachi-San locations. This
discount does not apply to Panda Express located in
Vons markets or certain licensee stores. The discount
will apply to as many as 19 guests. Associates must
produce their ID badge in order to receive the 20%
discount.
As with all company benefits, Panda reserves the
right to change, amend or discontinue the sponsored
benefits it offers to associates at any time. Panda’s
right to make changes is not limited by an associate’s
length of service, or by an associate’s reliance on
the availability of these benefits in deciding whether
to accept, continue, or retire from employment with
Panda.

ASSOCIATE REFERRAL BONUS

Panda may award a bonus to any eligible associate
for referring a new associate. The new associate must
not report directly to you and must be employed for
at least 90 days and active at the time the bonus
check is processed. The bonus amount will vary
depending on the position hired. Panda may modify
this policy at any time with or without notice. MUMs,
ACOs & RDOs are not eligible for the Operations
referral bonus, but are eligible for the Support Center
referral bonus. Senior Leaders, Human Resources
Directors and Recruiters, and Managers involved in the
interview process for the position are not eligible for
the referral bonus. Please contact the Human Resources
Department with any questions.

25
 General Policies & Procedures
ATTENDANCE AND PUNCTUALITY
As a Panda associate, you are expected to be ready
to start work at the beginning of your scheduled work
time and to resume work on time after authorized rest
and meal periods. If an associate is sick or injured
and cannot come to work, it is the responsibility of
the associate to telephone the supervisor or person-in
charge a minimum of two hours before the scheduled
starting time to advise the supervisor of the situation.
Repeated or excessive tardiness or absenteeism
may lead to corrective action, up to and including
termination of employment. Associates who do not
call in and fail to report to work for three consecutive
scheduled workdays will be considered to have
voluntarily abandoned their employment with Panda.
Specific policies and guidelines may vary based on
region and the discretion of the ACO / RDO or Senior
Leader.
ALTERNATIVE WORK SCHEDULE
AND TELECOMMUTING POLICY
Panda’s goal is to provide exceptional service to both
associates and guests, and that is best accomplished by
working at the stores and Support Center. Yet, Panda
tries to be flexible in its approach to work needs and a
supervisor can allow an associate to work from home
for a day or so if warranted, as long as the associate
is accessible. Any long term or planned alternate work
schedules or telecommuting arrangements greater
than two consecutive days, need to be discussed and
approved by the Chief People Officer.
26
PANDA/PERSONAL PROPERTY
Security & Confidential Information
The security of associates, associate property, and
Panda property is of vital importance to Panda. All
associates share responsibility to ensure that proper
security is maintained. Any breach of security should
be reported promptly to your supervisor and Building
Operations and Loss Prevention Department.
Panda property includes not only tangible property,
like desks and computers, but also intangible property
such as information. Of particular importance is
proprietary and confidential information. Associates
shall not disclose or use proprietary or confidential
information except as their jobs require. Proprietary
information includes all information obtained by
Panda associates during the course of their work.
This Handbook, for example, contains proprietary
information. Confidential information is any Panda
information that is not known generally to the public
or the industry. Supply and service information,
financial and marketing data, operational information,
recipes, and trade secrets are examples of confidential
information. Anyone who violates this guideline will
be subject to corrective action up to and including
termination of employment and possible legal action.
Insider Information & Trading
From time to time, Panda may explore or enter into
business relationships with publicly traded companies
whose shares are available for purchase or sale. Any
associate who comes into possession of material,
non-public information concerning a publicly traded
company (“Inside Information”) must safeguard the
information and not intentionally or inadvertently
communicate it to any person (including family
members and friends) unless the person has a need
to know for legitimate, Panda-related reasons. Inside
Information is deemed “material” when it would be
considered important by a reasonable investor in
deciding whether to buy, sell, or refrain from any
activity regarding a publicly trade company’s securities.
Further, such information would be material if it were
likely to have a significant impact on the market price
of such company’s securities. Examples of Inside
Information include proposed business relationships
and transactions, financial records or results, and
product announcements, among others. When in
doubt, please consult your supervisor or the Legal
Department.
It is against the law for any person (a “tipper”) to
improperly reveal Inside Information to another person
(a “tippee”), and such individual can be held civilly
and criminally liable under the anti-fraud provisions
(primarily Section 10(b)) of the Securities Exchange
Act of 1934 (the “1934 Act”) and Rule 10b-5, for
the trading activities of his or her “tippee” and any
other person with whom the “tippee” shares the
information, even if the “tipper” is unaware. Inside
Information should be communicated discretely and not
discussed in public places where it can be overheard,
such as elevators, restaurants, public transportation,
and airplanes. Anyone who violates this policy will
be subject to corrective action up to and including
termination of employment and possible legal action.
PANDA PROPERTY
Panda reserves the right, with or without prior notice,
to search its premises thoroughly at any time and
to conduct a search of any person(s), associate(s),
and belongings entering or leaving the premises. A
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search can also be conducted of any Panda-provided
equipment or personal equipment used in the scope
and course of employment, including, but not limited
to, desks, work areas, lockers, storage areas, computer
equipment and files, the online system, personal
computers, smartphones, email and voicemail.
All associates are expected to use Panda property for
Panda purposes only. You cannot give Panda property
to anyone else. Any property issued to you must be
returned to Panda upon your transfer or termination
of employment. Panda reserves the right to take
appropriate action to prevent any associate from
removing Panda property without authorization.
Panda has the right to and may access or search
through Panda property for information, investigative
purposes, or other business needs. Panda property
includes Panda’s computer systems and various media,
data stored on Panda’s computer systems, email, etc.
This means that there is no promise or guarantee of
privacy in any message you may send or receive via
Panda property.
PANDA ISSUED CELL PHONE/PDA POLICY
An associate who has been assigned a cell phone
and/or PDA device (such as a Blackberry) is
responsible to care and ensure there is no damage,
abuse, neglect, loss or theft of the equipment at all
times, even in the office. The Panda issued cell phone
is for business use only.
Panda prohibits an associate from viewing, inputting
or sending any text or email from a Panda cell phone
and/or PDA while driving during work time. In
addition, each associate is required to comply with
local cell phone laws (including California, New
York, New Jersey, Washington, D.C. and Chicago), in
which the use of a hand held cell phone while driving
is illegal and for safety reasons should be avoided
as a general practice even when a headset or voice-
activated features are available.
For any personal and non-business charges, the
associate is held accountable to pay before the
employment relationships ends.
PERSONAL USE OF PHONES
AND ELECTRONIC DEVICES
Open lines are necessary to conduct Panda business.
Personal calls should be made during lunch or rest
periods using non-Panda telephones. However, if
there is an emergency and you are authorized by
your supervisor, you may make or receive a call
during working hours on a Panda telephone. Extended
personal calls or long distance calls are prohibited and
reimbursement for the calls will be required. Personal
use of pagers, blackberries, cell phones, or any music
device is prohibited during working hours. Excessive
use of any personal devices may lead to corrective
action, up to and including termination. Some regions
or departments may have further restrictions, please
ask your supervisor for further clarification.
TELEPHONES, VOICE-MAIL, EMAIL, COMPUTERS
AND SOFTWARE; SURVEILLANCE CAMERAS ON
PREMISES — NO EXPECTATION OF PRIVACY
Panda’s electronic information systems are the property
of Panda. Panda provides individual access codes
for computers, email, and voicemail to each associate
in order to prevent unauthorized access. Because
all Panda property and systems are to be used for
business purposes only, all material and information
created with, received by, and stored in Panda
property, including computers, email, and voicemail,
are considered the property of Panda. Accordingly,
the issuance, use, creation or change of any password,
code or any method of encryption or the capacity
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to delete or purge files or messages, whether or
not authorized by Panda, shall not be understood
to give an associate any expectation of privacy in
any message, file, data, document, communication,
facsimile, or other kind of form of information
transmitted to, received from, stored on any system
owned, leased, used, maintained, moderated or
otherwise operated by Panda or its customers. All
system passcodes must be made available to Panda
upon request. Backup copies of email and voicemail
are maintained and can be referenced for business
and legal reasons. You do not, as the creator,
recipient, or associate of Panda, have any
personal privacy rights in or to the information
therein.
Associates are reminded of the confidentiality of
customer information and should disclose information
or messages via the electronic mail system only to
authorized associates.
Email may not be used to receive or send messages
relating to non-job related commercial ventures,
religious or political causes, outside organizations, or
other non-job related matter. In addition, email may
not be used to create or send material, which may
constitute intimidating, hostile or offensive material
on the basis of sex, race, color, religion, national
origin, sexual orientation, ancestry, age, marital
status, physical disability, medical condition, mental
disability, or any other characteristic protected by
applicable law. Panda’s policy against sexual or other
harassment applies fully to the email system, and any
violation of that policy is grounds for discipline, up
to and including termination. If you receive email,
which contains such material, you must report it to
your supervisor pursuant to the reporting procedures
under Panda’s Policy Against Unlawful Harassment and
Retaliation.
To safeguard and protect the proprietary, confidential
and business sensitive information of Panda and to
ensure that the use of all information, including, but
not limited to, all software and equipment, is consistent
with Panda’s legitimate business interests, authorized
representatives of Panda may monitor the use of such
systems, messages, files on the systems, list servers and
equipment. To reiterate, this means that associates
should not expect that their email, voicemail
or other communications are private. Other
authorized Panda associates may review those
communications.
Panda reserves the right to access, retrieve, read and
delete any communication created, received or sent in
the email system that Panda provides for its associates.
Panda also has an Email Retention Policy in which all
emails older than certain amount of days could be
deleted from Inbox, Deleted and Sent folders, and thus
making them unavailable. In addition, in the event
that Panda is required to produce documentation or
other material in response to a subpoena or other legal
request, Panda reserves the right to access and retrieve
such information.
Panda also provides access to the Internet exclusively
for business purposes. The same obligations,
limitations and requirements that apply to the use
of email, voicemail, and other computer-based
capabilities apply to the use of the Internet. Associates
are prohibited from sending, viewing, or receiving
obscene, offensive or discriminatory materials,
including pornography. Additionally, associates must
recognize that any message sent over the Internet
is subject to interception. You should be aware that
each associate’s use of the Internet may be logged for
business purposes.
Associates are prohibited from using the unauthorized
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use of passwords or codes of other associates to
gain access to their email and voicemail messages.
Personal or other inappropriate use of Panda’s
information systems will result in disciplinary action, up
to and including termination.
Finally, associates are prohibited from tape-recording
communications, including in-person and telephonic
communications with other Panda associates without
prior knowledge and consent of all those party to the
communications.
Every associate is responsible for seeing that
telephones, electronic mail, voicemail, and other
computer network systems are used properly and in
accordance with this policy. Regarding the use of
emails and internet, the policy will be enforced at the
sole discretion of Panda, with enforcement including
termination of employment. Any questions about this
policy should be directed to your supervisor or Human
Resources.
At certain locations in non-private areas, Panda
maintains surveillance cameras, and such tapings
may be used to investigate matters or provided to
law enforcement authorities. Accordingly, associates
should expect that their actions on camera may be
reviewed by Panda or law enforcement authorities.
INTERNET POSTINGS POLICY
This policy applies to associates posting content on the
Internet in any way that:
• Identifies yourself as a Panda associate (besides
employment history)
• Identifies Panda’s business
• Discloses Panda’s confidential or proprietary
information
• Displays activity occurring within a Panda location
In general, Panda respects the right of associates to
post content on the Internet. However, if your posting
relates to any of the above areas, you are required to
comply with this Policy.
• Panda requires that you seek written permission
from your supervisor (Director or above for Support
Center and RDO and above for Operations) before
posting its trademarks, copyrights or trade dress as
well as confidential or proprietary information on
the Internet.
• It must be clear to viewers that comments, in any
format, relating to Panda are yours only for which
you assume sole and full responsibility.
• Comments must be truthful and respectful to Panda,
its partners, its associates, guests, and affiliates.
Panda will not tolerate statements that are
defamatory, obscene, threatening or harassing.
• Panda may request, in its sole and absolute
discretion, that you limit your Internet postings to
topics unrelated to Panda if it believes this is
necessary or advisable for its business or to ensure
compliance with applicable laws. Failure to comply
with these requests or this policy may lead to
discipline up to and including termination, and
if appropriate, Panda will pursue all available legal
remedies.
• Consult Panda’s Internet Usage Policy for additional
information.
If you have question about this policy, contact your
supervisor, Human Resources Department or the Legal
Department.
Note: By publishing these policies, Panda is not
assuming a duty to monitor Internet activity but reserves
the right to take appropriate action in accordance with
these policies in its sole and absolute discretion.
30
PROHIBITED MATERIALS
Prohibited materials include firearms or other weapons,
explosives and/or hazardous materials, illegal
drugs or other controlled substances; drug-related
paraphernalia, alcoholic beverages, or Panda property
that you are not allowed to have in your possession.
Inspections and Searches
Inspections or searches for prohibited materials on
Panda premises will be conducted whenever Panda
has reasonable suspicion to believe that you may be in
possession of such materials.
If you are found to be in possession of prohibited
materials in violation of this policy, you will be subject
to discipline, up to and including termination.
PERSONAL PROPERTY
Panda is not responsible for loss of or damage to your
personal property brought to or used for work. You are
responsible for your personal belongings.
SOLICITATION, DISTRIBUTION, BULLETIN BOARDS
In order to avoid unnecessary annoyances and
interruptions during working hours, solicitation by an
associate of another associate is prohibited.
You may distribute or circulate non-Panda written
materials to other associates only during non-working
time and only in non-work areas. If you are unclear
whether an area is a work or non-work area,
you should consult your immediate supervisor for
clarification.
Panda has bulletin boards located throughout the
facility which are used to communicate important
information to our associates. Posting on these boards
is limited to Panda-related material only. All other
postings require the prior approval of the Senior
Leader of Human Resources for Support Center or the
ACO / RDO of the store.
CONFLICTS OF INTEREST
Associates are expected to use good judgment,
to adhere to high ethical standards and to avoid
situations that create an actual or potential conflict
between the associate’s personal interests and the
interests of Panda. A conflict of interest is any situation
which may be viewed as competing with the business
of Panda or any of its affiliates. It is also any situation
which may create a business involvement where the
gain, or potential gain, from information, personal
contact, or political advantage, normally attainable
only through employment with Panda, is to the benefit
of the associate or a relative and/or to the detriment
of Panda, either monetarily, or its public image. You
should contact the Human Resources Department
for more information or questions about conflicts of
interest.
The following are some common conflicts from which
associates should refrain from the following:
• Using proprietary or confidential Panda information
for personal gain or to Panda’s loss or damage;
• Using Panda assets or labor for personal use;
• Working for a competitor, supplier, or customer;
• Investing money in any competitor of Panda.
Ownership of less than one percent (1%) of the
publicly traded stock of a corporation will not be
considered a conflict of interest.
Please feel free to ask a member of the Legal
Department if you have any questions concerning this
policy.
31
OUTSIDE EMPLOYMENT
Management levels associates and above considers
your employment with Panda as your primary
employment responsibility. As a manager, if you
have another job or are considering an additional
job, you must notify your supervisor and ensure that
your outside employment does not interfere with your
employment obligations to Panda. You may not obtain
outside employment with any competitor of Panda.
ASSOCIATE IDENTIFICATION BADGE
You will be issued an Associate Identification Badge.
This will serve as a nametag to identify you as an
associate. All Support Center associates must wear
and display their badges above the waist when visiting
stores or working at the Support Center Office. All
operations associates must wear their name tag while
on duty in the stores.
APPEARANCE STANDARDS
Panda prides itself in having its associates with a
clean, conservative and professional appearance. All
associates are required to adhere to the following
dress code.
Associates are required to be in uniform and ready
to work at the beginning of their scheduled start time
and when they clock in (if applicable). Associates
must remain in their uniforms until they complete their
scheduled shift and clock out.
Personal Appearance Standards
As a service organization, we recognize that
personal appearance and presentation of all our store
associates contributes to the total quality of our guests’
dining experience. We also recognize that appearance
and hygiene are sensitive subjects which should be
treated carefully between managers and associates. As
such, wearing perfume or cologne is not permitted.
Panda requires our guest service associates to adhere
to certain personal appearance standards. Wearing
a uniform is a part of those standards. A Panda
associate’s uniform consists of:
• Panda issued shirt
• Panda apron
• Panda cap
• Panda name tag
• Safety belt for Back of the House
• Black pants
• Black non-slip shoes
Panda uniforms will be issued at the time of hire. The
minimum issuance is two shirts, one apron, and one
cap. Additional shirts may be issued depending upon
the number of hours and days an associate is expected
to work. The maximum is six. Panda issued uniforms
are the property of Panda. You are responsible for
proper care and cleaning of the uniforms, following
the garment’s written instructions. Shirts are property
of Panda and must be returned upon employment
termination or leaving Panda.
Name Tag
A nametag will be provided for all associates to wear.
This is considered part of the uniform and must be
worn at all times
Operations Associate Dress Code
CLOTHES
• Shirt - Panda approved uniform tops. Shirt tails
tucked in and collar buttoned.
• Sweater - May be worn outside the Panda shirt
when necessary.
• Pants - Black proper fitting pants cleaned and
wrinkle free. No denim allowed.
• Aprons - Wrinkle free. Must be worn at all times
and cleaned.
32
• Socks - Required, only black or dark blue socks are
permitted.
• Shoes - Black, closed toe, and non-slip rubber
soles.
• Cap - Must be worn at all times while on
duty. Panda issued cap must be worn by Back of
House associates.
• Name tags - Must be worn at all times.
• Safety Belts - Must be worn at all times by Back of
House associates.
HAIR
• Neatly and conservatively styled.
• Long hair must be put up in a bun or pony tail
above the collar and confined under the cap. Hair
nets may be worn when appropriate and may be
required by certain state laws.
• Hair must be pulled away from the face.
NAILS & FACIAL HAIR
• Nails should be short and clean. Nail polish and
fake nails should not be worn for sanitary reasons.
• Shave daily before reporting to work. Beards and
goatees are not permitted.
• Side burns must be neatly trimmed and may not
extend beyond the bottom of the ear lobe.
• A mustache may be worn, but must be neatly
trimmed and not extend below the upper lip.
JEWELRY
• Necklace - May be worn as long as it does not
dangle outside of the uniform.
• Earrings - A pair of small conservative earrings or
post-type may be worn. Large or dangling earrings
are not acceptable. Plugs, Spacers or Spikes are not
permitted.
• Piercing - Visible body piercing is not permitted.
• Tattoo - Visible tattoo must be conservative and
non-offensive.
 • Watch - One (1) wristwatch may be worn. Watch All Support Center associates are required to adhere
is not permitted for Back of House due to sanitary to the Operations Associate Dress Code when
reasons. conducting field training at the store locations.
• Bracelet - Bracelet is not permitted.
• Rings - No more than one (1) plain band may be
worn.

Support Center Associates Dress Code

All Support Center Associates are to use their best
judgment to ensure a professional work environment.

CLOTHES
• Suits are not required unless attending a meeting
where a suit would be more appropriate.
• Casual pants such as khakis (Dockers) and cords
are permitted. Jeans and shorts are not permitted.
• T-shirts, tank tops, spaghetti strap shirts and skirts
shorter than two inches above the knees are not
permitted.
• Tennis shoes, sandals/flip flops are not permitted.

HAIR
• Neatly and conservatively styled. For male
associates, hair should not be longer than the shirt
collar.

FACIAL HAIR
• Shave daily before reporting to work. Beards and
goatees are not permitted
• Side burns must be neatly trimmed and may not
extend beyond the bottom of the ear lobe.
• A mustache may be worn, but must be neatly
trimmed and not extend below the upper lip.

JEWELRY
• Piercing - Visible body piercing is not permitted.
• Earrings - A pair of earrings may be worn.
• Tattoo - Visible tattoo must be conservative and
non-offensive.

33
 Health & Safety
HEALTH AND SAFETY
Panda is committed to providing and maintaining a
productive, healthy and safe working environment
for all associates. Safety is every Panda associate’s
responsibility. You are required to know and comply
with Panda’s General Safety Rules and to follow safe
and healthy work practices at all times and as a
condition of employment. You must immediately report
any accidents to your supervisor.
ASSOCIATE ILLNESS NOTIFICATION POLICY
As part our general safety rules, it is important to
inform your immediate supervisor before commencing
work if:
1.) You suffer from any of the following symptoms:
• Diarrhea, vomiting, or nausea;
• Fever;
• Runny nose or uncontrolled cough; or
2.) After returning from a leave of absence due to
any of the above conditions and before starting
work;
3.) If any member of your household or a close
contact is currently suffering from diarrhea or
vomiting lasting more than 24 hours; or
34
4.) If you are diagnosed with, or identified as a
carrier of:
• Norovirus
• H1N1
• Hepatitis A
• Shigella spp
• E. coli O157:H7
• Salmonella spp
• Entamoeba histolytica
• A staphylococcal infection likely to cause
foodborne illness.
Compliance with the above requirements is a condition
of your employment. In addition, you must practice
good personal hygiene and follow hygienic practices
in the workplace.
WORKERS’ COMPENSATION
All Panda associates are eligible for Workers’
Compensation coverage on the first day of employment
at no cost. Associates who incur an occupational
injury or illness may receive benefits through Workers’
Compensation. This insurance is fully paid by Panda.
In some cases benefits for lost wages may be paid
for time off work due to work related injury or illness
incurred, after a specified waiting period has been
met. The associate must notify his/her manager or
supervisor at least two (2) days prior to the expected
return to work date, to allow time to schedule the
associate back to work.
Any absence from work must be authorized by the
associate’s treating physician and a medical certificate
needs to be provided to Risk Management.
If you are injured on the job, it is your responsibility
to tell your supervisor immediately. Failure or delay
in reporting an injury may result in the claim being
denied. If you need to file a claim or if you have any
questions regarding Workers’ Compensation, please
contact Risk Management at (626) 799-9898.
MEDICAL TREATMENT
Panda provides all stores with medical facility
information for the treatment of work-related
injuries and illnesses that occur during the course
of employment. The control of treatment for a work
related injury and an illness is regulated by Workers’
Compensation law and may vary from state to state. In
general and where permitted, it is the desire of Panda
to select medical facilities/ physicians and maintain
medical control of treatment for the first 30 days after
the report of a situation requiring treatment. After 30
days from the report, you have the right to choose a
physician of your choice. If you notify Panda in writing,
prior to the date of work-related injury or illness,
that you wish to personally choose a physician for
treatment, you will then have the right to be treated by
this physician for the reported condition. Contact Risk
Management (626) 799-9898 if you wish to designate
a personal physician in the event of a work related
injury or illness.
MODIFIED WORK PROGRAM
If you are required by your treating physician not to
return to your regular work, due to an occupational
injury or illness, you may qualify for temporary
modified work. Modified work assignments will be
made available whenever reasonable, to enable
you to return to work and assist in recovery. This
assignment must be approved by your manager or
supervisor, treating physician and Risk Management
Representative.
35
During the temporary modified work assignment,
you will be paid at your regular rate of pay. You
may return to your regular work when you are
released by your physician to do so. Modified work
is not permitted for associates who are permanently
disabled.
MAINTAINING A SAFE WORK ENVIRONMENT
Each Panda location may be subject to regular,
periodic health and safety inspections by government
regulators, state and health officials and Operations
and Support Center leaders. The schedule and
appropriate checklist is available in the Operations
Manual on ePAWS or by contacting Risk Management.
Safety rules should be strictly observed and followed
and may include but are not limited to Panda’s Injury &
Illness Prevention Programs, FLEET Safety Procedures,
and other safety communications. Continued violations
or failure to comply with safety rules may result in
corrective action up to and including termination of
employment.
SMOKING ON PREMISES
Panda associates shall maintain a smoke-free
environment on all premises. This includes stores,
offices, parking lots, etc. except where specified
smoking sections are designated.
ALCOHOL AND DRUG-FREE WORKPLACE POLICY
Panda has a vital interest in and is required by law
to provide a safe and healthy work environment for
its associates. Being under the influence of a drug or
alcohol on the job may pose serious safety and health
risks not only to the user, but to all those who work with
the user, as well as others whom the user comes into
contact. An alcohol and drug-free work environment
is important to Panda’s goals of maintaining a safe
and healthy work environment as well as maintaining
efficient working conditions, providing the best possible
service, preventing drug-related associate theft and
other offenses, and ensuring health and safety in the
workplace. All associates must report to work in a fit
condition to perform their jobs safely and well.
For purposes of this policy, a drug will be considered
an “illegal drug” if its use is restricted or prohibited by
law and an associate improperly uses or possesses the
drug, regardless of whether such conduct constitutes
an illegal act or whether the associate is criminally
prosecuted and/or convicted for such conduct.
General Guidelines
1) While on Panda premises or while performing
any Panda business, you may not use, possess,
manufacture, sell, or be under the influence of alcohol
or illegal drugs. “Under the influence” is defined as
any measurable amount of drugs or alcohol present
in an associate. You may not, whether or not on
Panda premises or business, engage in the unlawful
manufacture, distribution, dispensation, possession, or
use of illegal drugs, or associated paraphernalia.
2) Any associate who is convicted for the illegal use,
sale, or possession of narcotics, drugs, or controlled
substances off duty or off the premises may be subject
to discipline, up to and including termination of
employment. Any associate, who pleads guilty or
is convicted of a drug-related crime, may be subject
to discipline, up to and including termination of
employment.
The legal use of prescribed drugs is permitted while on
Panda business only if it does not impair your ability to
safely and efficiently perform the essential functions of
your job and does not endanger others.
Associates using legally obtained drugs that cannot
perform all essential functions of their job satisfactorily,
even with reasonable accommodations, may be
36
required to see a doctor at Panda’s expense. Such
associates may be required to take a leave of absence
if the doctor finds that the associate cannot do his or
her job safely and efficiently because he or she is using
prescription or over-the-counter drugs.
3) Violation of any part of this policy will result in
disciplinary action, up to and including termination
of employment, even for a first offense, and if
appropriate, referral for prosecution by local, state, or
federal applicable law enforcement agencies. It is the
responsibility of all associates to ensure that the work
environment is free of alcohol and drugs. Therefore,
full participation by all associates is needed by
reporting any violation of this policy, even if committed
by other associates, and ultimately maximizes the
safety of all associates and guests at Panda. An
associate who fails to report any known violation, and
depending on the severity of the violation, may be
subject to discipline up to and including termination of
employment.
4) If the associate chooses to consume alcoholic
beverages during work related social events, the
associate should do so responsibly and in moderation.
Any excessive consumption and abuse of alcoholic
beverages is prohibited. Violators will be subject
to discipline, up to and including termination of
employment.
5) If you have questions or concerns about the Alcohol
and Drug-Free Policy, please ask your supervisor or
contact the Human Resources Department.
Searches
In order to promote a safe, productive work
environment, Panda may conduct unannounced
searches of its general facilities and property for
illegal drugs or alcohol. Associates are expected to
cooperate in such searches. Searches of associates
and their personal property may only be conducted
when there is reasonable suspicion that an associate is
in violation of this policy.
Reasonable Suspicion Testing
In cases when an associate is reasonably suspected of
being under the influence of drugs and such influence
may adversely affect the associate’s job performance
or the safety of the work environment, Panda may
order the associate to submit to a drug screening
test conducted by a professional medical staff and
laboratory. The suspicion may be based on any of the
following reasons:
1. Direct observation of use or possession drugs or
drug paraphernalia;
2. Objective symptoms such as the associate’s
appearance, behavior, speech and/or other
factors;
3. A pattern of abnormal or erratic behavior;
and/or,
4. An arrest, conviction or the identification of being
involved in a drug-related offense.
The testing will be conducted without cost to the
associate, while the associate is “on the clock” and
transportation may be provided by Panda to and from
the medical facility. After the test, the associate may be
placed on an immediate suspension from work until the
results are obtained. If the associate tests positive, the
associate will be subject to disciplinary action, up to
and including termination of employment.
The refusal to consent to testing when requested may
be considered insubordination and may result in
disciplinary action against the associate, up to and
including termination of employment.
37
Drug And Alcohol Rehabilitation
Panda will reasonably accommodate any associate
who wishes to voluntarily enter and participate in an
alcohol or drug rehabilitation program provided that
this reasonable accommodation does not impose an
undue hardship on Panda. Such associate requests will
be kept confidential and information will be shared
with the authorized individuals.
Associates should recognize, however, that
notwithstanding their rights to reasonable
accommodation of their desire to voluntarily enter and
participate in an alcohol and/or drug rehabilitation
program, they still may not violate Panda’s Alcohol
and Drug-Free Workplace Policy. If associates violate
this policy prior to seeking to enter into drug and/
or alcohol rehabilitation, they shall still be, at Panda’s
discretion, subject to all of the sanctions imposed by
Panda’s Alcohol and Drug-Free Workplace Policy, up
to and including termination of their employment and
or imposition of random drug testing program.
Legal Compliance
Nothing in this policy shall be interpreted to conflict
with any legal rights associates may have pursuant to
federal, state or local applicable law.
EMERGENCY & DISASTER PROCEDURES
In the event of a fire or other emergency please follow
your location’s evacuation plan. Notify a supervisor
if possible and dial “911” or the emergency number
in your area. Evacuate the building safely and follow
evacuation procedures. Each associate is responsible
for becoming familiar with emergency evacuation
procedures at his or her location.
In the case of a disaster such as earthquakes, floods,
hurricanes, power failures, or other occurrences, the
store or office may be damaged or unsafe to enter.
Therefore, associates may be asked to report to
another location or to be on call for further instructions
and/or until repairs have been made to ensure the
work area is safe.

GOOD HOUSEKEEPING
Maintaining a safe and organized environment
includes good housekeeping. Well-organized work
areas also increase the ability of associates to perform
their jobs efficiently. Each associate is responsible for
keeping his or her work area neat and orderly and
for cleaning and sanitizing all equipment needed in
food preparation. Housekeeping inspections will be
conducted in each department and store on a regular
basis.

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 Rules of Conduct
You are expected to exercise the best judgment and
ethical standards in your conduct at work. Your
cooperation in adhering to Panda’s Code of Conduct
and Ethics, and all Panda policies is important. There
may be occasions when associates perform at an
unsatisfactory level, violate a policy, or commit an
inappropriate act. In these situations, Panda may
decide, when it deems appropriate and at its sole
discretion, to provide the associate with a reasonable
opportunity to improve his or her performance.
The purpose of corrective action is to give the
opportunity to an associate to correct, and improve
upon an unsatisfactory job performance. Corrective
action and performance counseling does not in
any way supersede Panda’s ‘at-will’ relationship
with associates. Therefore, the relationship may be
terminated at any time, with or without cause, and with
or without notice. Panda makes no promise, expressed
or implied that associates will necessarily be given
prior notice to having their employment terminated.
However, in certain cases, Panda may choose to
exercise discretion in utilizing forms of corrective action
that are less severe than termination of employment.
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Corrective action may include one or more different
forms of action, such as:
• Verbal Counseling
• Written Performance Notice
• Disciplinary Suspension
- Periods of suspension are generally not paid and
can be from one (1) day to seven (7) days.
• Demotion
- A job demotion will usually result in a reduction in
pay.
JOB PERFORMANCE
An associate may be disciplined, up to and including
termination of employment, for unsatisfactory work
performance, including but not limited to the following:
• Unsatisfactory work quality or quantity;
• Demonstrating an uncooperative behavior with
other associates and guests (example: rudeness or
lack of cooperation);
• Excessive absenteeism, tardiness, or abuse of
required breaks;
• Failure to follow Panda instructions or procedures;
or
• Failure to follow established safety and security
regulations.
MISCONDUCT
Policy violation, inappropriate behavior or misconduct
by an associate will be addressed and reviewed to
ensure appropriate corrective action is exercised by the
company. An associate may be disciplined up to and
including termination of employment for misconduct,
including but not limited to the following examples:
• Personal possession, distribution, sale or use of
alcohol, or any unlawful substance while working
or while on Panda premises, or reporting to work
or operating a Panda vehicle under the influence of
alcohol or any unlawful substance.
• Evidence of or confession of, dishonesty or
misconduct while conducting Panda business, or on
Panda premises.
• Refusal to comply with the instructions of authorized
managers/supervisors, including insubordination.
• Excessive absenteeism, tardiness or abuse of
required breaks.
• Misrepresentation of an illness or injury in order to
obtain benefits.
• Willful, careless damage, reckless or unauthorized
use of property belonging to Panda, a co-worker, a
guest, or a visitor.
• Obtaining employment on the basis of false or
misleading information.
• Bringing or possessing firearms, weapons, or any
other hazardous or dangerous devices onto Panda
property.
• Jeopardizing the health or safety of guests or
associates through carelessness, recklessness, or
neglect.
• Sale of incomplete or partially cooked food; sale of
food not in compliance with Panda’s standards; or,
sale of food that is suspected to be contaminated or
spoiled.
• Theft or removal without proper authorization of
property belonging to Panda, co-workers, guests, or
anyone on Panda property.
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• Working unauthorized overtime.
• Falsifying or making a material omission on
personnel records including time sheets, sales
records, or any other Panda records.
• Fighting or provoking a fight on Panda property.
• Any form of harassment, discrimination, or
threatening behavior.
• Smoking in restricted areas or where “No Smoking”
signs are posted.
• Unauthorized use or disclosure of Panda
information.
• Loitering, or sleeping on the job or leaving the job
without authorization.
• Using abusive, threatening or foul language with
any Panda associate or guest.
• Interfering with the work activity of other associates.
• Violating laws or regulations, Panda policies,
procedures, or practices including safety practices.
This includes pleading guilty to or being convicted
of any crime other than a minor traffic violation.
• Gambling on Panda premises or while conducting
Panda business.
• Engaging in or actively assisting any other business
or activity which is competitive with or adverse to
the best interests of Panda.
• Violating conflict of interest rules.
• Other serious offenses that, in the judgment of
Panda’s management, cause a disruption in
business activity, or impair the actions of others.
IN CONCLUSION
We hope this Handbook serves as a guide to help
and support you in your career with Panda. We
recommend that if you have any questions regarding
this Handbook, please contact your supervisor or the
Human Resources Department.

New situations develop frequently and it is understood

that Panda reserves the right, in its sole and absolute
discretion, to modify, change, discontinue, supplement,
or delete all or any part of the practices, policies,
procedures, or benefits described in this Handbook as
it deems necessary, and at any time with or without
notice. Associates should be aware that variations
to Panda’s policies will apply when and to the extent
necessary to comply with any applicable laws.

All Panda documents and this Handbook are the

property of Panda Restaurant Group, Inc., and are
confidential; reproduction or duplication is strictly
prohibited. Distribution to, use of, or possession of this
Handbook or other Panda documents by unauthorized
persons outside of Panda Restaurant Group, Inc. is
strictly prohibited.

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