Iacofano Catering Group, LLC

Employee Handbook

Updated 1/2021
TABLE OF CONTENTS

Introduction

Letter from the Owner pg. 4

Our Mission pg. 5

Our Way of Doing Business pg. 5

At Will Employment pg. 6

Personal Records pg. 6

Working at Iacofano’s

Hiring pg. 7

Probationary Period pg. 7

Dress Code pg. 7

Attendance pg. 8

Work Hours and Overtime pg. 9

Meals and Rest Breaks pg. 9

Payroll pg. 10

Evaluations pg. 11

Benefits and Bonus Program pg. 12

Standards of Conduct pg. 12

Separation from Employment pg. 13

Time Away from Iacofano’s

Vacation Time pg. 13

Disability pg. 13

Workers’ Compensation Benefits pg. 13

Absence pg. 14

Family and Medical Leave Act (FMLA) pg. 14

Jury Duty pg. 15

Military Leave pg. 16

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Iacofano Policies

Safety and Health Policy pg. 17

Inclement Weather/Natural Disasters pg. 17

Driving for Iacofano’s pg. 17

Violence in the Workplace pg. 18

Open Door/Conflict Resolution Policy pg. 18

Social Media/Media Policy pg. 19

Fraternization Policy pg. 20

Theft Policy pg. 22

Solicitation and Distribution Policy pg. 22

Equal Employment/Discrimination-Free/Harassment-Free Workplace Policy pg. 23

Americans With Disabilities Act pg. 24

Alcohol and Drug Free Workplace Policy pg. 25

Technology and Facility Usage Policies pg. 25

Cellphone Use Policy pg. 26

Confidentiality Policy pg. 27

Intellectual Properties and Copy Rights pg. 27

Addendums

COVID-19 Safety pg. 28

COVID-19 Employee Travel pg. 30

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Letter from the Owner

Welcome to Our Team!!

We welcome you to the Iacofano Group, LLC. We look forward to the opportunity to work with
you and want you to know that we recognize our team members as our most valuable resource.
Our continued success in providing the highest quality of food, beverages and concierge services
to our customers depends on having quality people like yourself and your fellow team members.
We want you to enjoy your time here and know that we are committed to helping you succeed
in your new job.

We have prepared this handbook to answer some of the questions that you may have
concerning Iacofano’s and its policies. This handbook is intended solely as a guide. Read it
thoroughly. If you have questions about anything, contact your Manager for assistance.

We hope you find your time with us to be an enjoyable and rewarding experience.

Once again, welcome to Iacofano’s!

Sincerely,

John Iacofano

CEO Iacofano Group LLC

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Introduction
Our Mission
Iacofano’s mission is to enrich the lives of our guests, our team members, and owners. We do this
through superior quality food and beverages, legendary customer service, sales growth, cost controls
and treating our team members like family. We believe that our team members are our most important
resource, and our success depends upon creating and retaining a staff capable of delivering an
exceptional experience to every customer, every time.

Our Way of Doing Business

Iacofano’s success depends on our people. Our company can only prosper and provide opportunities for
employment and growth when we continually improve ourselves, and the work we do. We recognize
however, that success is not measured by sales, customer counts, and numbers alone. We are measured
as much by the way in which we achieve our goals, as we are by the actual achievements themselves.
We believe that a commitment to uncompromising values and integrity should always guide our
decisions and actions as we pursue our goals. Following are the core values that form the foundation of
our measurement of success:
We believe in providing legendary service. Our goal is to provide the kind of unique and
genuine sort of personal care and attention that our customers tell stories about.
We believe that good enough is not. We never stop trying to do it better, no matter how good
we are. We constantly strive to "raise the bar.”
We believe in honesty and trust. We work to build trust with others in each and every
transaction and interaction. We recognize that honesty and trust form the bond that holds
organizations and relationships together.
We believe in the ongoing training and development of our people. We see it as a worthy
investment in the future of the facility and as a way of enabling our people to achieve their
potential in whatever they do.
We believe our continued success depends on teamwork. We know that great achievements
are only possible from helping and respecting each other.
We believe in doing business in a professional and orderly manner. We take great pride in
having good systems, standardized procedures and being organized.
We believe in being responsible to others and to ourselves. We do what we say we are going to
do when we say we are going to do it. We believe in personal accountability and avoid blaming
others when things do not turn out as planned.

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At-Will Employment
Iacofano’s Catering Group, LLC follows an at-will employment. An at-will employment relationship can
be terminated at any time, with or without reason or notice by either the employer or the team
member. This at-will employment relationship exists regardless of any statements by office personnel
to the contrary. Only John Iacofano is authorized to modify the at-will nature of the employment
relationship, and the modification must be in writing.

Personnel Records
Access to official personnel records of company employees and the circumstances under which
information from personnel records may be released shall be limited as described herein.

Employees may review their own official personnel records upon request. Requests may be made to the
Corporate Services Department. After the request is received, the Corporate Services department will
make the employees file available via Paylocity. It will be available for 48 hours.

Persons employed by Iacofano’s Catering Group, LLC, external auditors, legal counsel, and persons
authorized by the Director of Corporate Services shall be permitted access to employee personnel
records. The following information may be released without the employee’s prior consent: name, title,
position, department, office telephone number, dates of employment, facts of past or present
employment and rate of pay verification.

With the written consent of the employee, other information may be disclosed to a third party for
inquires such as mortgages and bank loans, student loans and deferments, government agency
background investigations and job references and other instances.

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Working at Iacofano’s
Hiring
When hiring new employees, Iacofano Catering Group, LLC strives recruit and select the best qualified
applicants for employment on the basis of qualifications, experience, ability and other characteristics
necessary to competently perform each position.

Background checks will be required for all positions within Iacofano Catering Group, LLC. It is also our
policy to hire only United States citizens and aliens who are authorized to work in this country. As
required by law, team members will be required to provide original documents that establishes this
authorization prior to starting with Iacofano Catering Group, LLC.

The required work permits must be supplied when applicable. No team members under the age of 18,
will be allowed to use kitchen equipment such as the slicer, mixer, shredder, and buffalo chopper as per
state laws. Delivery Drivers must be a minimum of 23 years of age per insurance requirements.

Probationary Period
Iacofano Catering Group, LLC has a 90-day probationary period. During this period, it allows you the
new employee and us the company to see how you fit into the culture and environment of the facility
and see how you enjoy working for Iacofano Catering Group, LLC. During your first 90 days you will be
trained in all aspects of the position you were hired for and have the ability to track your training to see
where you are and how much more you have to learn.

Uniforms
Our uniform policy requires all employees to only wear shirts, polos, and chef coats with the Iacofano’s
logo. Every employee will receive one free uniform shirt and two additional shirts that will be taken out
of their first paycheck. You may also purchase additional items such as hats, sweatshirts, extra uniforms,
etc. If you want to purchase additional items, reach out to Iacofano’s HR team to place an order.

The pricing of each uniform: T-shirt - $4.34 each, Polo - $12.25 each, Chef Coat - $22.75 each, hats -
$8.89 each

Dress Code
Delivery Driver Dress Code

Shoes – Closed toe slip resistant shoes in solid color.

Pants – Must be clean with no rips/tears, stains, embellishments, prominent logo’s and
appropriately sized. Khaki or jeans must be in a neutral color.

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 Shirts – Iacofano’s shirt

Head – Ball caps are allowed as long there are no logos expect for Iacofano’s logo.

Kitchen Staff Dress Code

Shoes – Closed toe slip resistant shoes in solid color.

Pants – Chef/Kitchen pants are required.

Shirts – Iacofano’s Chef Coat

Head – Ball caps or a hairnet

Manager Dress Code

Shoes – Closed toe slip resistant shoes in solid color.

Pants – Khaki style pants or jeans. Clean well maintained with no rips or tears.

Shirts – Iacofano’s shirt

Head – Ball caps or a hairnet

Office Staff Dress Code

Office staff is required to be in business casual attire. Which includes slip resistant shoes if in or
going to be in a facility. Hairnets or a cap is required in kitchen areas.

General Dress Code Policies

Hair – Is to be well groomed and if shoulder length or more tied back.

Facial Hair – Is acceptable, if contour lines of face are not shown then a beard guard is required.

Tattoos – Tattoos do not need to be covered unless they show an image that other employees
would find offensive.

Accessories – No excessive cologne, perfume, make-up, or jewelry. Earrings should be studs or

small hoops. Nothing larger than 1 inch

Attendance
All team members are expected to work on a regular, consistent basis and complete their regularly
scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including
termination. Disciplinary action taken because of absenteeism will be considered on an individual basis,
following a review of the team member’s absentee and overall work record.

- If you are going to be late or miss work, team members are expected to call and talk to the
Facility Director or Manager on Duty at least 2 hours prior to the start of the shift.
- Any team members who do not call or report to work for 2 consecutive shifts will be
considered to have voluntarily resigned employment with Iacofano Catering Group, LLC

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All team members are expected to be prepared to start work promptly at the beginning of the shift.
Always arrive to the facility in full uniform before your scheduled shift. Your scheduled time is the time
you are expected to be on your job, not arrive at the facility. Repeated tardiness is grounds for
termination. If it is not possible for you to begin work at your scheduled time, call the facility, and speak
to the Director or Manager on Duty

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Work Hours and Overtime
Each work week begins at 12 am Monday morning and ends Sunday evening at 11:59 pm. Schedules will
be available and posted by Wednesday for the following work week. You are responsible for working
your scheduled shifts.

As an employee you are responsible for clocking in when you begin work and clocking out when your
shift has ended. It is important to alert your Manager immediately if you have failed to clock in or out
for your hours to be reported properly. You must clock yourself in and out. You may not have another
employee “punch” the clock for you.

There may be times when facilities cannot meet its operating requirements or other needs during
working hours. If this happens, we may give employees the opportunity to work overtime.

Our policy is that all overtime must be approved by the leadership of the facility. All non-exempt
employees will be paid overtime compensation in accordance with federal and state wage and hour
restrictions. Overtime pay is based on actual hours worked. For this reason, time off for vacation and
other paid or unpaid leave of absence is not considered ours worked for the purpose of overtime paid
calculating.

Holidays

Due to nature of our business, you may be required to work holidays. Hourly team members will be paid
time and a half for the following holidays: Christmas Day, New Year’s Day, Thanksgiving Day, and Easter
Day starting at midnight that day and ending at midnight that day.

Meals and Rest Breaks

Everyone needs and deserves a rest break and/or meal break when working. We want you to feel
refreshed and productive while you work. All Breaks are business permitting and you need to ask the
facility leadership before taking a break.

Meal Break

All employees who are hourly and work more than 7.5 hours are required to take a 30-minute lunch
break. For each shift that is over 7.5 hours, employees will need to punch in and out for the lunch. To
punch out and in from the lunch break must be done on the tablet within all facilities. If you are a driver
and take the lunch break on the road, the lunch break must be reported to the Director. Directors will
then enter the hours from the break.

Rest Break

Employees will receive one additional break during their shift. That break will be a paid 10-minute
break. During that break employees may not leave the facility grounds. Employees require to punch the
time clock for this break. Any break that takes longer than 10 minutes, the system will deduct time until
the employee punches back in. This break can be used for smoking, making, or taking personal calls.

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Although this is not required to take, we do highly recommend that you take this time break to help
balance personal life and work.

Payroll
Time Keeping Requirements

All hourly (non-exempt) employees are required to punch in and out (including meals) on the tablet
located in each facility. Employees will be given an employee number to be used to punch the clock on
their first day.

Non-Exempt employees are also required to punch in and out at the beginning and end of their shifts. If
an employee leaves the facility for a personal reason they must punch out and when arrive back at the
facility punch back in.

All hourly employees are required to verify hours by using the Paylocity app on their cellphones, logging
into a computer terminal to Paylocity or by checking hours on the tablet when punching in and out. If
an employee does not verify hours and a mistake is found after payroll is run, the employee will be
required to wait until the next payroll to have hours fixed.

Iacofano’s considers attempts to falsify timekeeping records a very serious matter. Therefore, any of
the following actions may result in a written warning, up to and including being terminated from the
company.

- Altering records
- Falsifying or tampering time records
- Recording another employee’s time record

Payment of Wages:

Employees will be paid on a bi-weekly basis, with payments being made every other Friday. If a regular
payday falls on a holiday, employees will be paid on the Thursday before the scheduled pay day.
Iacofano’s only pays using Direct Deposit. We do not cut checks.

Pay Advances:

Iacofano’s does not provide pay advances on wages.

Pay Deductions:

Iacofano’s is legally required to make certain deductions from every employee’s compensations.
Amount these deductions are federal, state, and local taxes, as appropriate. We are also legally
required to deduct Social Security taxes on your earnings up to a maximum amount. Iacofano’s is
required to take pay deductions for the following:

- Child Support
- Alimony
- Past Taxes
- Student loan payments
- Any and all local, state, or federal government withholdings that are presented in writing.

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If you have any questions concerning why a deduction was made from your paycheck or how your
paycheck was calculated, please contact HR.

Performance Evaluations
The performance evaluation system is the one of the main tools of Iacofano Catering Group, LLC efforts
to give feedback to employees, provide recognition of their efforts and encourage employees to be
involved in their own development. Built into the process is an opportunity for employees to respond to
their evaluations and score themselves on each section of the review. At Iacofano’s every employee is
entitled to, and expected to receive, a 90-day review and annual review each year.

Performance reviews may be based on many factors including the following but no limit too:

- Personal Appearance
- Job Understanding
- Job Skills
- Customer Service
- Performance
- Productivity
- Dependability
- Attitude
- Teamwork

Benefits and Quarterly Bonus Program

Iacofano’s provides all full-time employees the option of medical, dental, vision, long-term, and short-
term benefits as well as a company paid life insurance. Insurance will be available to start on the 91 day
of employment. Enrollment must take place between the 45th and 60th day of employment. Benefits
need to be paid ahead, for that reason we start to take out premiums on the 60th day. If enrollment is
not done prior to the 60th day or changes are made after the 60th day but prior to the 90th day,
adjustments will be made to premium deductions and a Human Resources will speak to you about the
deduction changes.

Employment categories:

- Full-time Employees, 32 hours or more a week.

- Part-time Employees, 31 hours or less a week.

In order to keep your insurance current, you must maintain 32 hours or more per week over any rolling
12-week period. Taking time off for vacation, personal time, or sick time will not go against your full-
time hours as long as you have properly filled out the required forms. Employees are responsible for
paying their monthly insurance premiums thru payroll deductions. If you hours fall below the required
amount, you and your Director will be alerted by Human Resources and may lead to your benefits being
cancelled effective immediately.

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If you decline coverage and later decide that you would like to enroll, you will have the opportunity to
do so at open enrollment, which takes place every May. If an employee experiences a status change
such as marriage, divorce, addition of a child (birth or adoption), gained or loss of insurance and you
would like to enroll in the any of the benefits, Human Resources needs to be contacted right away. You
will have 30 days from the life event happening to enroll. Outside of the 60 days employees will need to
wait until open enrollment.

Quarterly Bonus Program

All employees no matter hourly or salary are eligible for a quarterly bonus. Employees must be
employed for the entire quarter to be eligible to receive the bonus. The bonus structure is based off 4
facility key indicators and then 1 individual indicator:

Facility Indicators:

1. Guest Experience – How well we take care of the customer.

2. Sanitation – How sanitary the facility is.
3. Safety – How safe are employees being in the kitchen and vehicle.
4. Administrative – Are all administrative duties being complete.

Individual Indicator:

• Hourly Employees:
o Attendance Point System
▪ 1 point for being unexcused tardy.
▪ 2 points for an unexcused absence.
o An hourly employee can lose their bonus by having 4 points worth of unexcused
occurrences.
• Salaried Employees:
o Kitchen Managers:
▪ The individual indicator will be based off the facility goal for Cost of
Goods (COGS).
o Directors:
▪ The individual indicator will be based off the facility goal of Payroll
percentage.

50% of the bonus will be from profitability and other 50% will be from the above indicators. Each
indicator above is worth 20% of the indicator’s portions. If the facility is not profitable during the
quarter, there will not be a bonus given out even if all key indicator goals are hit. If you have any
questions, please reach out to your Directors or Corporate Services.

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Standards of Conduct
Consistent with our Mission and values, it is important for all team members to be fully aware of the
rules, which govern our conduct and behavior. In order to work together as a team and maintain an
orderly, productive, and positive working environment, everyone must conform to standards of
reasonable conduct and policies of the Facility. Any team member involved in any of the following
conduct may result in Disciplinary action up to and including termination without a written warning.

1. Supplying false or misleading information to Iacofano’s, including information at the time of

application for employment, leave of absence or sick pay.
2. Abandoning your job by leaving the facility prior without permission from leadership.
3. Use of foul or abusive language.
4. Refusal to follow facility instructions.
5. Failure to consistently perform job responsibilities in a satisfactory manner within the 90-day
probationary period.
6. Smoking or eating in unapproved areas.
7. Failure to report safety hazards, equipment defects, accidents, or injuries immediately to
management.
8. Arriving or working under the influence of drugs or alcohol.
9. Distribution of illegal drugs on company property or using company property to deliver.

Separation from Employment

Since employment with Iacofano’s is on an at-will basis, either you or Iacofano’s has the right to
terminate the employment relationship, with or without cause or advance notice, at any time. When
your employment ends, you will receive your final pay, via direct deposit on the next scheduled
paycheck or in accordance with applicable state laws. If you are salaried leadership, your final check will
be “cut” 48 hours after your last day. At time of terminations, you are required to turn in all company
property including keys, corporate credit card, company property, property badges.

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Time Away from Iacofano’s
Vacation Time
Hourly Full-Time employees:

After one year of service employees will be eligible to receive up to 40 hours of vacation based on
yearly average hours worked. i.e. if you work an average of 32 hours per week, you will be given 32
hours of Vacation. If you work an average of 38 hours per week you will receive 38 hours of
vacation.

After three years of service an employee will receive what is equal to two weeks of pay. i.e. average
of 32 hours per week, the vacation time will be 64 hours.

After six years of service an employee will receive what is equal to three weeks of pay. i.e. average
of 32 hours per week, the vacation time will be 96 hours.

Salary Employees:

All new salary employees at their 6-month mark will receive 3 days of Vacation time. This vacation
time must be used prior to your one-year anniversary.

At the one-year mark, salary employees will receive two weeks of vacation time.

At five years, salary employees receive three weeks of vacation.

At 10 years, salary employees receive four weeks of vacation.

To use your Vacation Time, a request needs to be put into Paylocity a minimum of 30 days before the
request off. Facility Directors will approve the request off. It is first come first serve and there are
Blackout times through out the year. Please see your Director for your facilities specific Blackout Period.

Disabilities
Iacofano’s supports the Americans with Disabilities Act (ADA) which prohibits discrimination against
people with disabilities in employment.

Workers’ Compensation Benefits

Iacofano’s is covered under statutory state Worker’s Compensation Laws. Should you sustain a work-
related injury, you must immediately notify your Leadership team. Should your injury require the
attention of a doctor, please go to your preferred medical location. Your Corporate Services team will
provide you with Iacofano’s Worker’s Compensation information card to give to your doctor.

Filing a false Workers’ Compensation claim for benefits can be charged as a misdemeanor or a felony
under the False and Fraudulent Claims Act. A misdemeanor charge is punishable by up to a year in jail,
while a felony carries a sentence of 2-5 years I n prison.

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Absences
All team members are expected to work on a regular, consistent basis and complete their regularly
scheduled hours per week. Excessive absenteeism may result in disciplinary action, up to and including
termination. Disciplinary action taken because of absenteeism will be considered on an individual basis,
following a review of the team member’s absentee and overall work record.

Iacofano’s recognizes that an employee may occasionally be disabled by injury or illness. Employees
unable to report to work due to illness or injury must call the Manager on Duty directly, each day of
their absence, as far in advance as possible but no later then 3 hours before their scheduled shift. An
employee who fails to contact his/her manager may be considered as having voluntarily resigned. This
policy must be followed unless an exception has been made for a particular absence.

Any employee who missed two plus days are required to bring in a written certification from a physician
or licensed health care professional.

Family and Medical Leave Act (FMLA)

Iacofano’s recognizes that an employee may need to be absent from for an extended period of time for
family and/or medical reasons. Iacofano’s complies with federal and state law provisions for family,
medical and pregnancy disability leaves. Iacofano’s will grant these leaves to an employee as required by
state and federal law in effect at the time of leave granted.

You must request any leave in writing as far in advance as possible. You are expected to give prompt
notice to you Facility Director, Corporate Services and to give prompt notice if there is any change in
your return date. If you have not contacted your Facility Director and Corporate Services at the end of
your scheduled leave, we will assume that you do not plane to return to work and that you have
terminated your employment with Iacofano’s. If you are unwilling or unable to return to work at the
conclusion of the leave you are allowed, your employment may be terminated.

Employees who may take leave:

Before you may seek a leave of absence you must:

• have been employed by Iacofano’s for at least twelve (12) months; and

• have worked at least 1,250 hours in the previous twelve-month period.

Reason for taking leave:

You may request an unpaid leave for any of the following reasons:

• to care for your child after birth, or after a child is placed with you for adoption or foster care
within twelve (12) months following birth or placement; or

• to care for your spouse, child, domestic partner, or parent, who has a serious medical condition;

• for your own serious medical condition which makes you unable to perform your job duties.

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Length of leave allowed:

The maximum time allowed to take leave, if you are eligible, is twelve (12) workweeks in a twelve (12)
month period. Iacofano’s will use a “rolling” twelve (12) month period measured backward from the
date you begin a leave to determine how much leave time is available to you unless another calculation
is required by law.

Advance notice and certification:

You may be required to provide us advance leave notice and medical certification. Your leave request
may be denied, or your leave delayed if the following requirements are not met:

• You must provide Management with at least thirty (30) days’ written notice of your need to take
leave if you know about the need in advance, or you must notify Management as soon as possible if you
did not know about the need for the leave at least thirty (30) days in advance.

• We require medical certification if you request leave because of your own or a family member’s
serious medical condition.

• If you require a leave because of your own medical condition, you must obtain certification from
your health care provider that you are able to return to work before you report to work at the end of
your leave.

Job benefits and protection:

We will continue our contributions for your health care coverage for the duration of your leave. You
must continue to make any premium payments for health care coverage for yourself or your
dependents that you are now required to make if you want the coverage to continue during your leave.
Employees will normally be restored to their original or equivalent position with equivalent pay,
benefits, and other employment terms when they return from leave.

Premium cost repayment:

If you choose not to return to work from a leave allowed by this policy, you will be required to repay to
Iacofano’s the premium amounts that Iacofano’s paid during your leave, unless you do not return to
work because of circumstances beyond your control.

Jury Duty
Iacofano’s recognizes and supports the need for employees to fulfill their civic duties through jury duty.

A leave of absence for jury duty will be granted to any employee who has been notified to serve.

Iacofano’s does not offer compensation for mandatory jury duty.

An employee on jury duty is expected to report to work any day he/she is excused from jury duty.

Upon receipt of the notice to serve jury duty, the employee should immediately notify Management.
Additionally, a copy of the notice to serve jury duty should be attached to the employee’s attendance
record for attendance purposes.

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Upon the employee’s return, the employee must notify Management and must submit a signed
Certificate of Jury Service indicating the of days served.

Military Leave
Iacofano’s provides military leave of absence to employees who serve in the uniformed services as
required by the Uniformed Services Employment and Reemployment Act and applicable state law. Leave
is available for active duty, active duty for training, initial active duty for training, inactive duty training,
full-time National Guard duty and examinations to determine fitness for any such duty.

Subject to state and federal laws, Iacofano’s does not provide salary during military leaves.

Total military leave time taken may not exceed five years during employment, except in special
circumstances.

Advance notice of leave is required. Please inform Management of anticipated military leave as far in
advance as possible. Health plan coverage continuance can be arranged for up to 18 months during
military leave if required premium payments are made by you.

As with other leaves of absence, failure to return to work may result in termination of employment.

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Iacofano’s Policies
Safety and Health Policy
Maintaining a safe and healthy work environment requires continuous cooperation of all employees.
Iacofano’s strongly encourages employees to communicate with their management regarding safety
issues.

All employees will be provided care, first aid and emergency service, as required, for injuries or illnesses
while on Iacofano premises. Employees should contact their Management team immediately in the
event of an accident or emergency.

Employees and Management receive periodic workplace and safety training. The training covers
potential safety and health hazards as well as safe work practices and procedures to eliminate or
minimize hazards.

You must immediately report any unsafe condition(s) to your Director and/or Corporate Services.

Wash your hands often! Wash them at the beginning of your shift and anytime you eat, smoke, or leave
the premises. Wash your hands after you use the restroom. Wash them anytime it seems appropriate.

Inclement Weather/Natural Disasters

In the event of severe weather or a natural disaster that prevents employees from safely traveling to
and from work, the following leave policies will apply:

• Inclement Weather: Conditions that excuse absence from work include snow, road closures and
severe flooding. If weather conditions prevent you from safely traveling to work, you must
notify your Director by phone, if phone service is functional, or by any other available means.

• Natural Disasters: In the event of a natural disaster the facilities may be closed if the building is
damaged or roads leading to the facilities are damaged. Please contact your Director for further
information.

Driving for Iacofano’s

Team members must have a valid driver license and current proof of insurance on file before they are
allowed to drive a company car or make a company delivery. All drivers are eligible for random alcohol
and drug testing as well as background and Motor Vehicle Report checks. Iacofano’s reserves the right
to pull these records and reports at any time.

Team members are responsible for keeping their driver’s license and driver’s insurance up to date at all
times. Team members will also undergo online and in-person Defensive Driving and Distractive Driver
classes.

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Gas cards will be provided for team members driving company cars. Team members are responsible for
following protocol when using company gas cards. They will enter their assigned pin number, record
odometer reading, and fill the tank at each gas stop. Sharing of company gas card pin numbers is
prohibited.

In case of a vehicle issue or malfunction, drivers are to contact their Director immediately. If they are
unable to get in contact with their manager, they should call Corporate Services at 843-699-2223 or 843-
972-1761.

If there is an accident, please call your Director right away. Then call 9-1-1 to report the accident. As
you wait for the police to show up, take pictures of the accident, pull the vehicle binder out and start to
record information of the accident and information from another vehicle if involved. When arriving
back at the facility please make sure that you turn in the accident information form to your Director.

Distractive Driving

At Iacofano’s we take distractive driving very seriously, all drivers are expected to not be on their
cellphone with personal conversations. Should not be texting and driving (Its against the law) and be
paying attention to the road and surrounding area. If an employee is found to be breaking any of the
above policies, it will result in documentation up to and including termination.

Violence in the Workplace

Iacofano’s strongly believes that all employees should be treated with courtesy and respect. Acts of
violence will not be tolerated. Any instances of violence must be reported to the employee’s Director.
All complaints will be fully investigated.

Iacofano’s is committed to preventing workplace violence and to maintaining a safe work environment.
Employees are expected to refrain from fighting, “horseplay” or other conduct that may be dangerous
to others. We prohibit firearms, weapons and other dangerous or hazardous devices and substances
from the facility property without proper authorization.

Iacofano’s will not tolerate conduct that threatens, intimidates, or coerces another employee, a client,
or a member of the public. This takes in all acts of harassment, including harassment that is based on an
individual’s sex, race, age, or any characteristics protected by federal, state, and local laws.

All threats of (or actual) violence, either direct or indirect, should be reported as soon as possible to
your Director, our Corporate Service Team at 843-699-2223/843-972-1761 or law enforcement. This
includes threats by employees as well as threats by customers, vendors, solicitors, or anyone else. When
reporting a threat of violence, you should be as specific and detailed as possible.

Be sure to report any suspicious person or activities immediately to Management or law enforcement.
Do not place yourself in danger.

Iacofano’s will promptly respond to any incident or suggestion of violence. Violation of this policy will
result in a counseling, up to and including termination of employment.

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Open Door/Conflict Resolution Policy
Iacofano’s promotes an atmosphere in which employees can talk freely with co-workers and members
of Leadership. Employees are encouraged to openly discuss any problems directly with the person or
with their manager so appropriate action may be taken. Iacofano’s is interested in developing good
communication and conflict resolution skills in all employees.

At some time, you may have a complaint, suggestion or question about your job, your working
conditions, or the treatment you are receiving. Iacofano’s intention is that these good-faith complaints,
questions, and suggestions be resolved in an equitable manner. We suggest that you follow these steps:

• When you have an issue with someone in the company, including anyone in Management, we
strongly encourage you to go to that person directly and see if you can resolve the concern
together.

• The next step, of the issue persists, would be to bring your question or concern to your Director,
either verbally or in writing. The Director will assist you in gathering any information or having
any conversation needed in order to resolve the concern.

• Finally, you may bring your concerns or questions to the Corporate Services Team, who will
investigate and help you arrive at a solution or explanation.

We encourage you to address your concerns through the process outlined above as soon as possible
after you recognize the issue or question. It is also important to complete the process even though this
procedure, which we believe is important for both you and Iacofano’s, cannot guarantee that every
problem will be resolved to your satisfaction. Iacofano’s values your observations and encourages you to
freely raise issues of concern, in good faith, without the fear of retaliation. If you have any questions
about this process, please contact your Director.

Social Media/Media Policy

Social Media:

At Iacofano’s, we understand that social media exists and is a way to share your life and opinions with
family, friends, and co-workers around the world. However, use of social media also presents certain
risks and carries certain responsibilities. To assist you in making responsible decisions about your use of
social media, we have established these guidelines, as it relates to the workplace, for appropriate use of
social media.

This policy applies to all salaried and hourly associates who work for Iacofano’s.

In the rapidly expanding world of electronic communication, social media can mean many things. Social
media includes all means of communicating or posting information or content of any sort on the

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Internet, including to your own or someone else's web log or blog, journal or diary, personal web site,
social networking or affinity web site, web bulletin board or a chat room, whether or not associated or
affiliated with Iacofano’s, as well as any other form of electronic communication.

When you engage in social media on your own time for your own benefit and employment, Iacofano’s
anti-harassment and non-discrimination policies, workplace violence and Code of Ethics will apply to
what you say about your Team Members, Iacofano’s Clients, vendors, and others whom Iacofano’s does
business. Iacofano’s policies, rules and values require all Team Members to treat each other with Honor
and Integrity, and to deal with others with whom we do business honestly and within all legal
requirements.

Post only appropriate and respectful content. Maintain the confidentiality of Iacofano’s trade secrets
and private or confidential information. Trade secrets may include information regarding the
development of systems, processes, products, and technology. Do not post internal reports, policies,
procedures, or other internal business-related confidential communications. Do not create a link from
your blog, website, or other social networking site to the Iacofano’s website or social media pages. Even
though you may be off the clock, do not post pictures of you or a co-worker in uniform with the
Iacofano’s logo.

We prohibit using social media while on work time unless it is work-related and pre-authorized by your
manager.

If an Iacofano’s employee becomes aware of a breach of this Policy, we encourage reporting of the
posting(s). To protect those who report, our policy is that Iacofano’s prohibits taking negative action
against any associate for reporting a possible deviation from this policy or for cooperating in an
investigation. Any associate who retaliates against another associate for reporting a possible deviation
from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and
including termination.

Media:

To provide clear communications, all media inquiries are required to be sent to Iacofano’s Corporate
Services Team. For the purpose of this policy, news media shall refer to representatives of newspapers,
magazines, newsletters, online publications, television, and radio.

It is the responsibility of Iacofano’s Corporate Services Team to initiate and/or respond to news media
requests and to manage those interactions. If you or an employee are contacted by the news media, you
are to notify the Corporate Services Team immediately, before providing any information or responding
to questions. Please do not take it upon yourself to interview with news reporters. Immediately contact
the home office for instructions on what the next step shall be.

Fraternization Policy
Iacofano Catering Group, LLC strongly believes that a work environment where employees maintain
clear boundaries between employees personal and business interactions is necessary for effective
business operations. Although this policy does not prevent the development of friendships or romantic

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relationships between co-workers, it does establish boundaries as to how relationships are conducted
during working hours and within the working environment.

Individuals in supervisory or managerial roles, and those with authority over others’ terms and
conditions of employment, are subject to more stringent requirements under this policy due to their
status as role models, their access to sensitive information, and their ability to affect the employment of
individuals in subordinate positions.

This policy does not preclude or interfere with the rights of employees protected by the National Labor
Relations Act or any other applicable statute concerning the employment relationship.

Procedures

• During working time and in working areas, employees are expected to conduct themselves in an
appropriate workplace manner that does not interfere with others or with overall productivity.

• During nonworking time, such as lunches, breaks, and before and after work periods, employees
engaging in personal exchanges in nonwork areas should observe an appropriate workplace
manner to avoid offending other workers or putting others in an uncomfortable position.

• Employees are strictly prohibited from engaging in physical contact that would in any way be
deemed inappropriate in the workplace by a reasonable person while anywhere on company
premises, whether during working hours or not.

• Employees who allow personal relationships with co-workers to adversely affect the work
environment will be subject to Iacofano Catering Group, LLC disciplinary policy, including
counseling for minor problems. Failure to change behavior and maintain expected work
responsibilities is viewed as a serious disciplinary matter.

• Employee off-duty conduct is generally regarded as private, as long as such conduct does not
create problems within the workplace. An exception to this principle, however, is romantic or
sexual relationships between supervisors and subordinates.

• Any supervisor, manager, executive or other company official in a sensitive or influential

position with Iacofano Catering Group, LLC must disclose the existence of a romantic or sexual
relationship with another co-worker. Disclosure may be made to the individual’s immediate
supervisor or the director of human resources (HR). Iacofano Catering Group, LLC will review the
circumstances to determine whether any conflict of interest exists.

• When a conflict-of-interest or potential risk is identified due to a company official’s relationship

with a co-worker, Iacofano Catering Group, LLC will work with the parties involved to consider
options for resolving the problem. The initial solution may be to make sure the parties no longer
work together on matters where one is able to influence the other or act for the other. Matters
such as hiring, firing, promotions, performance management, compensation decisions and
financial transactions are examples of situations that may require reallocation of duties to avoid
any actual or perceived reward or disadvantage. In some cases, other measures may be
necessary, such as transfer of one or both parties to other positions and departments. If one or

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 both parties refuse to accept a reasonable solution, such refusal will be deemed a voluntary
resignation.

• Failure to cooperate with Iacofano Catering Group, LLC to resolve a conflict or problem caused
by a romantic or sexual relationship between co-workers or among managers, supervisors, or
others in positions of authority in a mutually agreeable fashion may be deemed insubordination
and result in disciplinary action up to and including termination.

• The provisions of this policy apply regardless of the sexual orientation of the parties involved.

• Where doubts exist as to the specific meaning of the terms used above, employees should make
judgments based on the overall spirit and intent of this policy.

• Any concerns about the administration of this policy should be addressed to the director of
Corporate Services.

Theft Policy
Iacofano’s values all employees and their property and expects that employees in turn value the
company and its assets. Therefore, we will not tolerate employee theft, or stealing of any kind, including
fraudulent timecard reporting. That includes theft of money, information, products, inventory, tools or
any item, information or idea that belongs to the company or to an employee, client, or vendor of the
company.

As such, we expect all incidents of employee theft to be reported immediately to your Director or
Corporate Services Team, along with any data or information you have observed or obtained. We
further retain the right to use video cameras and audio recording methods as well as software to
identify and detect employee theft.

Employees caught breaking any state or federal law, including employee theft of private or company
property or falsifying timekeeping records will be terminated with no warning given.

In addition, a police report may be filed, as well as a potential lawsuit against the employee with a
request for restitution of funds or products, inventory, or assets.

To prevent employees from false accusations, we will investigate all claims of theft or employee
stealing, and discipline any employee making a false accusation.

Solicitation and Distribution Policy

Employees may not solicit any other employee or Iacofano’s customers during working time, nor may
employees distribute literature in work areas at any time. Under no circumstances may an employee
disturb the dining experience or the work of others to solicit or distribute literature to them during their
working time or at any time on company property.

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Persons not employed by Iacofano’s may not solicit Iacofano’s employees for any purpose on Iacofano’s
premises.

Bulletin boards are for Iacofano’s use only to post and communicate authorized company messages and
information relating to Iacofano’s business.

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EQUAL EMPLOYMENT/DISCRIMINTION-FREE/HARASSMENT-FREE WORKPLACE POLICY
Iacofano’s is committed to providing equal employment and career opportunities, without
discrimination or harassment on the basis of race, sex, age, disability, religion, national origin, marital or
veteran status, sexual orientation, ancestry, political belief or activity, cancer-related medical condition,
genetic characteristics, or any other category protected by law. All Iacofano’s decisions, including but
not limited to compensation, benefits, promotions, dismissals and any other terms and conditions of
employment will be made without regard to those factors. Further, Iacofano’s will not tolerate
discrimination or harassment based on these or any other legally protected categories.

Definitions of Harassment:

a. Sexual harassment constitutes discrimination and is illegal under the law. For the purpose of this
policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and
other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is
made either explicitly or implicitly a term or condition of an individual’s employment; (ii) submission to
or rejection of such conduct by an individual is used as the basis for employment decisions affecting
such individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of behaviors and may involve individuals of the same or
different gender. Depending on the circumstances, these behaviors may include, but are not limited to:
unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a
sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering,
catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace
of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual
conduct of a sexual nature.

b. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under
this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion
toward an individual because of any characteristic protected by law and that: (i) has the purpose or
effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or effect of

unreasonably interfering with an individual’s work performance; (iii) otherwise adversely affects an
individual’s employment opportunities.

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

Iacofano’s prohibits retaliation against any individual who reports discrimination or harassment or
participates in an investigation of such reports. Retaliation against an individual for reporting
harassment or discrimination or for participating in an investigation of a claim of harassment or
discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be
subject to a coaching worksheet up to and including termination of employment.

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All allegations of any type of harassment will be quickly and discreetly investigated. Please call the
Corporate Services team at 843-699-2223 or 843-972-1761. To the extent possible, your confidentiality
and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure.
When the investigation is completed, you will be informed of the outcome of the investigation.

Any Leadership who becomes aware of possible sexual or other unlawful harassment must immediately
advise the Corporate Service Team, so it can be investigated in a timely and confidential manner. Any
employee engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to
and including termination of employment.

These policies should not, and may not, be used as a basis for excluding or separating individuals of a
particular gender, or any other protected characteristic, from participating in business or work-related
social activities or discussions in order to avoid allegations of harassment. The law and the policies of
Iacofano’s prohibit disparate treatment on the basis of gender or any other protected characteristic,
with regard to terms, conditions, privileges, and perquisites of employment. The prohibitions against
harassment, discrimination and retaliation are intended to complement and further these policies, not
to form the basis of an exception to them.

AMERICANS WITH DISABILITIES ACT POLICY

Iacofano’s is committed to complying with all applicable provisions of the Americans With Disabilities
Act (“ADA”), and state law prohibiting employment discrimination based on disability. It is Iacofano’s
policy not to discriminate against any qualified employee or applicant with regard to any term or
conditions of employment because of such individual’s disability or perceived disability or known record
or history of a disability, so long as the applicant or employee can perform the essential functions of the
job. Consistent with this policy of nondiscrimination, Iacofano’s will provide reasonable
accommodations to a qualified individual with a disability, as defined by the ADA or applicable state law,
who has made Iacofano’s aware of his/her disability, provided that such accommodation does not
constitute an undue hardship on Iacofano’s.

Employee with a disability who believe they need a reasonable accommodation to perform the essential
functions of their job should contact your Director. Iacofano’s encourages individuals with disabilities to
come forward and request reasonable accommodations.

Procedure for requesting and accommodation:

On receipt of an accommodation request, Management will meet with you to engage in an interactive
process to discuss and identify the precise limitations resulting from the disability and potential
accommodations that Iacofano’s might make effectively overcome those limitations.

Iacofano’s will determine the feasibility of the requested accommodation considering various factors,
including whether the accommodation will cause Iacofano’s an undue hardship.

Iacofano’s will inform the employee of its decision on the accommodation request or on how to make
the accommodations. If the accommodation request is denied, employees will be advised of their right

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to appeal the decision by submitting a written statement explaining the reasons for the request. If the
request on appeal is denied, that decision is final.

Please note, applicable Federal and State law does not require organizations to make the best possible
accommodation, to reassign essential job functions, or to provide personal use items (i.e. eyeglasses,
hearing aids, wheelchairs, etc.).

An employee or job applicant who had questions regarding this policy or believes that he/she has been
discriminated against based on a disability should notify Management. All such inquiries or complaints
will be treated as confidential to the extent permissible by law.

ALCOHOL AND DRUG FREE WORKPLACE POLICY

Iacofano’s wants to provide a drug-free, healthy, and safe workplace. To meet this goal, we expect you
to report to work in a mental and physical condition that enables you to perform your job in a
satisfactory manner.

While on Iacofano’s premises or while conducting business-related activities off Iacofano’s premises,
you may not use, possess, distribute, sell or be under the influence of alcohol or illegal drugs. We permit
the legal use of prescribed drugs on the job only if they do not impair your ability to perform the
essential functions of your job effectively and safely without endangering others.

Iacofano’s reserves the right to conduct searches of employees and/or their personal property, and to
implement other measures necessary to detect abuse of this policy.

If you violate this policy, it may lead to a coaching, up to and including immediate termination of your
employment. Additionally, we may require that you participate in a substance abuse rehabilitation or
treatment program. If you violate this policy, there could also be legal consequences.

Under the Drug-Free Workplace Act, an employee must notify Iacofano’s of a criminal conviction for
drug-related activity occurring in the workplace. The report must be made within five days of the
conviction.

If you have any questions about this policy or issue related to alcohol or illegal drug use at work, you can
raise your concerns with your Director or Kitchen Manager without fear of reprisal.

TECHNOLOGY AND FACILITY USAGE POLICIES

Iacofano’s computer systems and other technical resources are provided by Iacofano’s to advance the
business of the company and are to be used only in the pursuit of Iacofano’s business. If, during the
course of your employment, you perform or transmit work on Iacofano’s computers or other technical
resources, your work may be accessed and subject to the review, use and monitoring by others.

You may only access files and programs that you have permission to enter. Unauthorized download
and/or installation of software, (including games and messaging programs), review of files,
dissemination of passwords, the creation or use of passwords not authorized by Iacofano’s, damage to

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systems, removal of files, removal of programs or improper use of information contained in the
computer system is prohibited.

The use of Iacofano’s electronic communication or e-mail in any manner that may be disruptive,
offensive to others, or harmful to morale is also specifically prohibited, including but not limited to the
display or transmission of sexually explicit images, messages, and cartoons, as well as the use of any
ethnic slurs or communication that may be construed as harassment or disparagement of others. The
use of e-mail, by individuals, to solicit or proselytize others for commercial ventures, religious or political
causes, outside organizations or other non-job-related solicitations is prohibited. Searches of e-mail may
be conducted without advance notice in order to ensure that the purpose of e-mail, i.e. to facilitate
transmittal of business-related information, is being upheld.

Iacofano’s reserves the right to monitor or review the use of its computer systems or other technical
resources or any information contained within these systems or resources. Likewise, information
contained on Iacofano’s voicemail system is subject to review; Iacofano’s Corporate Services Team may
override your voicemail password and review your messages if deemed necessary in the best interest of
Iacofano’s.

Iacofano’s property such as laptops, desktops and office phones are not to be used for illegal activities.
All Iacofano’s owned equipment, provided to employees, remains the property of Iacofano’s, and must
be surrendered to Iacofano’s upon request. Personal use of cell phones, or any mobile device while on
duty is prohibited for all employees with the exception of Full-Time Exempt Employees.

Failure to comply with the policies stated above may be grounds for a write up, up to and including
termination of employment.

Cell phone use policy:

The use of personal cell phone to place or accept calls, text messages, e-mails or other electronic
communications during work hours is prohibited, with exception of Management. Employees are
therefore asked to make personal calls and/or use their personal cell phones during breaks and meal
periods either outside the building or in the break area.

“Emergency” calls from family members, etc. trying to reach you should be handled through the
company phone system.

Camera phones, video, or audio recording devices:

The use of camera phones, PDA’s or other audio or video recording capable devices within the company
may constitute not only an invasion of employees’ personal privacy but may breach confidentiality of
Iacofano’s trade secrets or other protected information. Therefore, the use of camera or other video-
capable recording devices within Iacofano’s is prohibited without the express prior permission of
Management and of the person(s) present at the time.

As with any policy, Management staff is expected to serve as role models for proper compliance with
the provisions above and are encouraged to regularly remind employees of their responsibilities in
complying with this policy.

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Violations of this policy will be subject to a coaching worksheet up to and including termination of
employment.

CONFIDENTIALITY POLICY
All Iacofano’s records and information relating to Iacofano’s or its consumers are confidential, and
employees must, therefore, treat all matters accordingly. No Iacofano’s or Iacofano’s related
information, including without limitation, documents, notes, files, records, oral information, computer
files or similar materials may be removed from Iacofano’s premises without permission from Iacofano’s
except in the ordinary course of performing duties on behalf of Iacofano’s.

Additionally, the contents of Iacofano’s records or information otherwise obtained in regard to business
may not be disclosed to anyone, except where required for a business purpose. Employees must not
disclose any confidential information, purposefully or inadvertently (through casual conversation), to
any unauthorized person inside or outside the company.

Employees who are unsure about the confidential nature of specific information must ask their manager
for clarification. Employees will be subject to appropriate coaching, up to and including termination for
revealing information of a confidential nature.

INTELLECTUAL PROPERTIES AND COPY RIGHTS

All Iacofano’s employees must be aware that Iacofano’s retains legal ownership of the product of their
work. No work product created while employed by Iacofano’s using Iacofano’s time, resources,
equipment, supplies, facilities, or trade secrets or relating to Iacofano’s business or research or
development or the work performed by the employee for Iacofano’s can be claimed, construed, or
presented as property of the individual, even after employment by Iacofano’s has been terminated or
the relevant project completed. This includes written and electronic documents, audio, and video
recordings and also any concepts, ideas or other intellectual property developed for Iacofano’s,
regardless of whether the intellectual property is actually used by Iacofano’s. Although it is acceptable
for an employee to display and/or discuss a portion or the whole of certain work product as an example
in certain situations (e.g., on a resume), one must bear in mind that information classified as confidential
must remain so even after the end of employment, and that supplying certain other entities with certain
types of information may constitute a conflict of interest or a violation of our intellectual property
rights. In any case, it must always be made clear that the work product is the sole and exclusive property
of Iacofano’s.

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Addendums
Coronavirus (COVID-19) Safety Plan
Purpose:

This document will explain the updated policy for new sanitation and safety standards to be used at all
Iacofano’s Catering Facilities due to the COVID-19 outbreak. Upgrading and managing safety standards
are critical to the health and safety of our customers and employees. All facilities need to immediately
follow the COVID-19 safety plan outlined in this document. Following the COVID-19 safety plan will stop
the spread of the virus and reduce the risk of infecting others and/or contracting it.

Applicability:

This SOP applies to all employees and facilities under the Iacofano’s Catering Group LLC.

Expiration:

This SOP will expire within 120 days of today. (June 20, 2020) We will adhere to all state and federal
updates, changes, or renewals.

COVID - 19 Coronavirus symptoms:

● Runny nose
● Sore throat
● Cough
● Fever
● Difficulty breathing

Entering Facilities (All Employees and Visitors)

These steps need to be followed to create a safe and sanitized working environment for our Facilities.
ALL people are required to follow these steps for them to enter one of our facilities. All individuals will
need to be let in by a member of leadership in the facility. (Director, KM or Shift Lead/Supervisor) The
leader on duty initial, sign and date the COVID-19 Safety Log during all processes.

Approved Sanitizers to use:

• Multi-Quat Sanitizer
• Steramine Tabs
• Lysol for vehicles
• Disinfecting Wipes

• Locked Doors and Buzzers

o All entrance doors shall now be locked and remain locked.
o This will guarantee that ALL visitors and employees need to check in upon arrival.
o All Doors will have signage stating that they should be kept locked at all times

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 • 60% alcohol sanitizer available
o All facilities will have hand sanitizer available upon a person walking into the facility.
• Temperate Taken
o Every employee and visitor will have their body temperature taken to verify it is less
than 100.4F degrees.
o Temperate will be recorded on the Safety Log.
• Hair nets and beard nets
o All staff in the kitchen areas must wear hairnets and beard nets.
o If an employee wears a hat no hair can fall out the sides or the back. All hair needs to be
restrained with a hairnet.
o All beards short or long will be restrained with a bear net.
• Wash hands
o All individuals walking into the facility will wash their hands upon entry to our facilities.
• FLOW CHART for all individuals entering our facilities.
o Unlock door by MOD and have all people enter and stand within entrance.
o Sanitize arms and hands.
o MOD takes body temp.
o Hair restraints
o Wash hands
• Log and sign
o All information taken during the Flow Chart will be logged.
o The “COVID-19 Safety Plan Log will gather the following data:
▪ Name of person
▪ Time of arrival
▪ Reason for visit
▪ Initial once they sanitize their hands and arms.
▪ Body temperature
▪ Initial once hair restraints are on
▪ Escort to proper arm and hand washing stations
▪ Initial once all steps are completed.

Food Handling Area and Employees

• All employees will start the day by cleaning and sanitizing their workstations.
• Sanitation buckets will be filled and labeled with the time it was filled.
o A timer will be set for two hours and once the two hours sounds ALL buckets will be
washed out and changed.
• All employees will wear gloves and wash hands.
o When an employee leaves their station, they need to remove gloves and wash hands
before returning to station.
• If an employee needs to cough or sneeze, they will step away and do it in their upper arm.

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Delivers and Functions

• All employees will wear gloves during all off-site deliveries.

o They will adhere to the hand washing and glove usage as listed above.
• All door handles and knobs should be wiped down every hour.
o Making sure that all doors including external and bathroom entrance doors.

Fleet Vehicles

• When entering one of our vehicles, drivers need to wipe down the steering wheel and shifter.
• Drivers will put on gloves when arriving at a drop off. Drop off the catering.
• When driver gets back to vehicle, they will remove gloves and dispose of properly.
• Wipe down the steering wheel and shifter once again and move to the next location.
• The interior of each vehicle will need to be disinfected by using Lysol spray.
o This needs to be done twice daily. Beginning of day and End of day

Self-Awareness

• If at any time an employee has a fever please advise a mgr via text, call or verbal.
• If an employee is to miss any work due to systems of COVID-19 you may not be allowed back in
the facility until a doctor’s note and negative COVID-19 test.

Signage

• “Help Prevent Disease” sign should be displayed in the entry hall to the kitchen, front door, and
time clock.
• Handwashing signs need to be displayed by every hand washing sink.

COVID EMPLOYEE PERSONAL TRAVEL POLICY

While the CDC and the Iacofano Catering Group, LLC continue to discourage travel unless absolutely
necessary, individuals and families may have reasons to resume some travel. The employee should
follow the CDC general guidelines and specific State guidelines on travel and must adhere to this policy.
These travel rules will remain in place until directed otherwise, at the sole discretion of the Iacofano
Catering Group, LLC.

All employees affected by the below rules shall inform their supervisor as soon as possible regarding any
travel outside of your state of residence or the US, and whether the employee has been notified of
exposure to COVID-19 or has developed COVID-19 symptoms. If requested, an employee shall provide
documentation of relevant travel.

A. Personal Travel
In general, whether you travel inside or outside your home state, we recommend you follow the
CDC Guidelines for travel. With exceptions noted below, travel in-state or out-of-state within
the United States by air, personal vehicle or other mode of transport will not necessarily require

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 a self-quarantine period prior to returning to the work location. Employees are required to
inform their supervisor of any plans to travel outside of the United States.
B. Out-of-State and In-State Work Travel
No out-of-state work travel shall be permitted unless expressly authorized in writing by the
Owner. Furthermore, in-state travel should be curtailed whenever feasible in coordination with
prior guidance on reducing the size of gatherings and social distancing.
C. Requirements for Self-Quarantine
Employees who travel may be required to self-quarantine following travel to or from a hotspot
and may not return to the workplace for 14 calendar days IF:
• The employee has been notified of exposure to COVID-19 (while traveling or otherwise)
• The employee has COVID-19 symptoms.
• The employee has traveled to countries or on cruise ships in countries identified by the
CDC as Level 3 risk. For reference, see CDC Information on Destinations and CDC Travel
Notices.

Employees who self-quarantine may use unused vacation/PTO hours if they cannot telework
during this 14-calendar day quarantine period. If the employee has exhausted all leave banks,
the employee may take the time unpaid. If the employee can telework, they shall do so during
this 14-calendar day quarantine period. Employees under a doctor’s order should contact
human resources immediately for instruction.

Whether traveling or, not all employees are always encouraged to:

• Clean your hands often. Wash your hands with soap and water for at least 20 seconds, especially
after you have been in a public place, after touching surfaces frequently touched by others, after
blowing your nose, coughing, or sneezing, and before touching your face or eating.
• If soap and water are not available, bring and use hand sanitizer that contains at least 60%
alcohol. Cover all surfaces of your hands and rub your hands together until they feel dry. • Avoid
touching your eyes, nose, or mouth.
• Avoid close contact with others and when possible keep 6 feet of physical distance from others.
• Wear a cloth face covering in public.
• Cover coughs and sneezes.
• Pick up food at drive-throughs, curbside restaurant service, or stores.

We respectfully recommend that employees consider rescheduling and postponing personal travel plans
until this public health emergency has ended. Our shared priority must be to stop the spread of a virus
that has proven to be very contagious, and we all need to take reasonable steps to protect the health of
our employees and the public. Given the continuously evolving circumstances associated with the
COVID-19 public health emergency, this policy may be revised to address additional issues as they arise.

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