Fort Group FL, INC.

D/B/A JIMMY JOHN’S SANDWICHES

EMPLOYEE HANDBOOK

Revised 06/26/2023
 Table of Contents
A. WELCOME TO FORT GROUP FL, INC. ................................................................................................................ 2
B. NATURE OF EMPLOYMENT – EMPLOYMENT AT-WILL ....................................................................................... 3
C. EQUAL EMPLOYMENT OPPORTUNITY .............................................................................................................. 3
D. EMPLOYEE RULES............................................................................................................................................ 4
E. ADDITIONAL RULES FOR MANAGEMENT ......................................................................................................... 6
F. DRESS CODE ................................................................................................................................................... 7
G. EMPLOYMENT OF MINORS.............................................................................................................................. 9
H. DELIVERY DRIVER RULES AND REQUIREMENTS: ............................................................................................... 9
I. PAYDAY ........................................................................................................................................................ 10
J. NORMAL WORKWEEK AND WORK HOURS..................................................................................................... 10
K. TIME-KEEPING .............................................................................................................................................. 11
L. REST AND MEAL PERIODS ............................................................................................................................. 12
M. EMPLOYEE BENEFITS ..................................................................................................................................... 12
N. BUSINESS ETHICS AND CONDUCT .................................................................................................................. 12
O. PERSONNEL DATA ......................................................................................................................................... 14
P. EMPLOYMENT COMMUNICATIONS ............................................................................................................... 14
Q. SOCIAL MEDIA .............................................................................................................................................. 16
R. WORKPLACE MONITORING ........................................................................................................................... 17
S. HARASSMENT PREVENTION .......................................................................................................................... 18
T. PROBLEM RESOLUTION ................................................................................................................................. 24
U. SAFETY ......................................................................................................................................................... 24
V. DISABILITY AND ACCOMMODATIONS ............................................................................................................ 26
W. PAID TIME OFF.............................................................................................................................................. 27
X. LEAVES OF ABSENCE ..................................................................................................................................... 27
Y. NOTICE AND CERTIFICATION ......................................................................................................................... 30
Z. SEPARATION OF EMPLOYMENT ..................................................................................................................... 30
AA. APPENDICIES ................................................................................................................................................ 30
I. EMPLOYEE ACKNOWLEDGEMENT FORM ........................................................................................31
II. PAID TIME OFF POLICY ...................................................................................................................32
III. OVERTIME POLICY ..........................................................................................................................34
IV. NON-EXEMPT EMPLOYEE OFF SCHEDULE HOURS’ POLICY ............................................................35
V. ATTENDANCE POLICY .....................................................................................................................36
VI. MATERNITY LEAVE POLICY .............................................................................................................37
VII. EXPENSE REIMBURSEMENT POLICY ...............................................................................................38
VIII. TRAINING & TRAVEL REIMBURSEMENT POLICY .............................................................................39
IX. EMPLOYEE INFORMATION SECURITY POLICY.................................................................................41
X. BIOMETRIC INFORMATION AND SECURITY POLICY........................................................................43
XI. EMPLOYEE HEALTH POLICY AGREEMENT.......................................................................................44

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A. WELCOME TO FORT GROUP FL, INC.
Welcome! We want your experience with Fort Group FL, Inc. to be rewarding. We offer advancement opportunities
and hope you will consider a career with our company.
We prepared this Handbook to help employees find the answers to many questions that they may have regarding
their employment with Fort Group FL, Inc. Please take the necessary time to read it. If you have any questions or do
not understand any part of it, contact your supervisor or the Company’s Human Resources Manager. Additional or
replacement pages when issued should be kept with the Handbook.
This employee handbook (Handbook) contains the current personnel policies and practices of Fort Group FL, Inc.
d/b/a Jimmy John’s Gourmet Sandwiches (the “Company”). It does not create, expressed or implied contractual
relationships or confer vested rights.
Florida is an at-will employment state. This means employees are free to leave the employment of the Company as
they wish and the Company is free to terminate as it wishes, with or without notice or cause. Nothing in this
Handbook is intended to qualify or limit this at-will relationship.
The Company reserves the right to unilaterally change or revoke the policies and practices in this Handbook as it
wishes in its sole and absolute discretion except as otherwise prohibited by law.
Employee compliance with the Handbook at any particular time is mandatory.
This Handbook supersedes and replaces all previous policy statements, if any, made by the Company to its employees.
The contents of this Handbook are subject to the provisions of this Introduction
WHAT WE ARE LOOKING FOR IN A TEAM MEMBER
1. The individual must have a need to perform for the customer. Desire to be the best. “Only the best need apply.” No
kidding, we mean it.
2. To hustle is a major part of the way this individual lives their life regardless of what’s taking place!
3. Don’t mind doing whatever it takes to meet the goals or objective!
4. Must actually enjoy the fruits of the hard‐earned entrepreneurial lifestyle.
WHAT MAKES US SUCCEED
1. We define customer service and hospitality by letting the customer know that we are clearly on his or her side.
2. Our first priority is our fellow employees.
3. Next priority is our customers. We believe if we take care of our employees, they will take care of our customers,
not vice versa.
4. Community is important. Be good to your community as they have a brand perception as to what you stand for.
Take care of your community, and it will take care of you. Community is extremely loyal.
WHAT WE KNOW
Value is not always price. If it’s fresh, fast and flawless, you can charge a premium and people will still perceive value.
Our systems work; we take ordinary sandwiches and make them extraordinary.
Mess up one of those up and you’re like the rest – nothing special – no WOW factor. We have the product and
systems – using them makes it work.
Comp sales trends have nothing to do with the economy, but everything to do with management.

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B. NATURE OF EMPLOYMENT – EMPLOYMENT AT-WILL
All employees of The Company are employees “at will” unless subject to a specific signed written agreement
specifying employment for a particular term. Employment “at will” means your employment is not for a specified
term. You are free to resign at any time for any reason or no reason at all. Similarly, The Company may terminate your
employment at any time, with or without notice, for any lawful reason or no reason at all.
The policies and procedures set forth in this Handbook are not a contract. They do not create contractual
obligations of any kind, nor do they constitute a contract of employment between you and the Company.

C. EQUAL EMPLOYMENT OPPORTUNITY/NON-DISCRIMINATION/ANTI-HARASSMENT/DISABILITIES

AND ACCOMMODATION POLICY
Immigration Compliance
The Company is committed to employing only United States citizens and aliens who are authorized to work in the
United States. If you are an authorized alien, the Company will not discriminate against you because of your national
origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee must complete the
Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment
eligibility. Former employees who are rehired must also complete the form regardless of the length of time between
termination and rehire.
Equal Opportunity/Non-Discrimination
The Company is committed to a policy of equal employment opportunity for applicants and employees. The Company
complies with all laws prohibiting discrimination in employment. These include those which forbid discrimination on
account of race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, status with
regard to public assistance, or status as a veteran. Our management team is dedicated to this policy with respect to
hiring, promotion, demotion, transfer, recruitment or recruitment advertising, layoff, disciplinary action, termination,
rates of pay or other forms of compensation, and selection for training, including apprenticeship.
Contact the Company’s Human Resources Manager for more information about this policy or to report a violation of it
at (630)318-2355 or email Fortservicesinc@gmail.com.

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D. EMPLOYEE RULES
Because employment with the Company is mutually at‐will and may be terminated by the employee or Company with
or without cause or advance notice, the Company does not promise to provide progressive discipline. The Company
may, however, in its absolute discretion, consider one or more of the following as an alternative to immediate
termination in a particular case:
 “GOLDEN RULE”: MAKE A DEAL, KEEP A DEAL
IF YOU SAY YOU ARE GOING TO DO SOMETHING, DO IT. IF YOU NEED TO CHANGE THE DEAL, COMMUNICATE YOUR
PROGRESS AND/OR THE CHANGES YOU’D LIKE TO MAKE. GET IT DONE OR EXPLAIN WHY YOU DIDN’T/CAN’T GET IT DONE.
OUR STORES CANNOT SUCCEED WITHOUT GOOD COMMUNICATION! NO SURPRISES! NO EXCEPTIONS!
 EMPLOYEES are expected to:
o Know the menu.
o Feel important to the success of the company and help others feel important.
o Be respectful of others.
o Enjoy the job!
 TEAMWORK - Work in a cooperative manner with management/supervision, coworkers, customers. Refusal to obey a
superior’s direction adversely affects our Company operations.
 TARDINESS ‐ If you are late, you must call the Store Manager BEFORE your scheduled arrival time. It’s usually not a big
deal if you call ahead of time, but it’s a HUGE deal if you don’t.
 SCHEDULING - We use a fixed schedule so that every Employee is in charge of his/her assigned shifts. This means that
it’s your responsibility to get your shift covered in the event of any foreseeable absences (i.e. vacation). Don’t want to
work? No problem just make sure your shift is covered before you take off. “No Call No Show’s” will almost always get
you terminated.
 OUTSIDE BEVERAGES ‐ Outside beverages must always be out‐of‐sight from our customers. Outside beverage containers
should have a spill‐proof lid to prevent spills and must be non‐alcoholic. The Store Manager may prohibit outside beverages
from the store at his/her discretion.
 WHAT TIME DO WE OPEN? – Technically we open at 10am. However, we will always serve customers as soon as our first
cycle of bread has been baked (usually by 8am).
 WHAT TIME DO WE CLOSE? – Store closing times vary by location, but we will always accept delivery and in shop orders 10
minutes after posted closing time.
 MAYO SCOOP – Every Store Manager and Employee must use the Mayo Portioner. The Mayo Portioner (“mayo scoop”) is a
consistency tool.
 NO EXCHANGING MEATS – We do not interchange meats (e.g. Vito meat instead of Turkey on#12). Our brand is about
speed, and exchanging meats slows us down!
 SLIMS – Slims are made with Meat/Cheese and Bread; That’s it. We never provide any veggies or sauce on a Slim! A Slim +
Veggies/Sauce = a Sub!
 DAY OLD BREAD ‐ When selling day‐old bread, we do not provide mayo or mustard packets.
 USE OF CUSTOM PRINTED MATERIALS – The use of menus/bags/cups or any other JJ printed material for non‐ business
purposes will not be tolerated! We spend a lot of money on custom printed materials. Wasting supplies is the same as
wasting money and we don’t like wasting money.
 CUSTOMER SERVICE - Treat the customer the way you would want to be treated.
o Greet the customer when they enter the store.
o If you are in the middle of an important task, let the customer know you’ll be with them in a moment.
o Appear approachable. Make eye contact and smile. �
o Give the customer your undivided attention. Stop any personal conversations.
o Answer the telephone with a professional and pleasant tone.
 WHEN THERE’S TIME TO LEAN, THERE’S TIME TO CLEAN – Be proactive, there is always something to clean or do.
 FREE FOOD ‐ Nobody gets Free Food! This includes friends and family. Employees get a generous product discount,

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 everyone else pays full price.
 FOOD TRADES – We do not allow food trades (e.g. Domino’s Pizza for Subs). If you’re trading food for
products/services, you are wasting Company time and Company money.
 NO EATING PREPPED PRODUCT AND/OR BREAD GUTS – Eating food off the make line is strictly prohibited. The store
is not a grocery store; it’s a business.
 EMPLOYEE SANDWICHES ‐ An Employee who works 7+ hours in a day is entitled to a complimentary sub (1‐6, BLT) or
club (7-17) sandwich and one side item. All Employees may purchase a sandwich at a discounted rate immediately
before, during, or after their shift. A few guidelines:
o Discounted sandwiches may not be available on non‐work days. This is at the Manager’s discretion.
o It must be consumed once the opening procedures are completed before 10:30am, or after the after‐lunch
cleanup is completed. No meal is to be consumed unless these tasks are completed.
o If you purchase an Employee sandwich, it must be rung up by someone other than you.
o Someone else will make your sandwich. You will not make your own sandwich!
o You will pay for any add‐ons to your sandwich, including cheese, avo, meats.
o You will pay for any additional side items, including chips, pickles, and cookies.
o You may not consume your meal at the Manager’s desk. Use the dining room!
 DRESS CODE ‐ All Employees and Managers must always adhere to the Dress Code.
 CELL PHONE POLICY ‐ Cell phones are to be used for work-related calls or emergencies only. If a call must be answered or
initiated, you must get the Store Manager’s approval, and conduct the call outside the store. Why outside? Because we don’t
want you distracting our Employees and/or customers with your conversation. Delivery drivers may use their cell phones to
contact delivery customers but should not make social phone calls during his/her shift. Hands-free devices must be used while
driving; otherwise delivery drivers should pull off the roadway before making a cell phone call.
 CUSTOMER INFORMATION – All customer information is confidential and for business use only. The use of customer
information for any other reason is strictly prohibited.
 STORE COMPUTER ‐ Personal use of the store computer, including personal email, social networking, web browsing, etc. is not
permitted.
 NO SMOKING of any kind is permitted during your shift, not even on your break! This means no cigarettes, no vape pens, no
marijuana or other substances. If you smoke before your shift, allow time to “air out”. Smelly Employees may not be allowed
to work.
 DRUGS/ALCOHOL
o No drugs, vape pens, or alcohol are allowed in the store at any time. Anyone caught in the possession of drugs or
alcohol on the premises will be terminated immediately.
o Reporting to work under the influence of drugs or alcohol will result in immediate termination.
o If the Store Manager suspects that you might be drunk and/or high, you may be reprimanded or terminated
immediately.
o Employees are subject to a drug or alcohol test including but not limited to a reasonable suspicion, post‐accident, or
promotion.
 INJURIES/ACCIDENTS – All injuries/accidents/incidents must be reported to a manager immediately!
 CUSTOMER REFUNDS ‐ As a general rule, we do not offer refunds for incorrect sandwiches! We prefer to replace their
unsatisfactory items immediately. If the customer insists on a refund, get the Store Manager involved immediately.
 WE ARE NOT A BANK – We do not make change for anyone.
 CASH ACCOUNTABILITY – Every employee must follow proper and consistent cash handling procedures. The Store Manager is
ultimately responsible for the supervision, contents, and operation of the cash register.
In any particular case, the degree of disciplinary action will depend on the circumstances. Certain offenses can result in termination as
the first course of action.
NOTE: The above lists of general and major offenses are not all-inclusive. The Company reserves the right to identify other infractions not specifically
listed above and to impose discipline consistent with the severity and impact of such infractions. The Company strives to enforce these standards
consistently and reasonably. The company has the right to change the above Rules for Employment without notice. It is understood that future
changes in policies and procedures will supersede or eliminate those stated above and that employees will be notified of such changes through
normal communication channels.

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E. ADDITIONAL RULES FOR MANAGEMENT
All managers must comply with the following list of policies in addition to the Rules of Employment. Certain offenses can result in
termination of employment and/or the reduction or elimination of any bonus due.
• If you make a deal with anyone in the company and then break that deal, including but not limited to:
o Any manager or employee being late without calling his supervisor prior to tardiness.
o Any manager or employee taking a day off without permission.
o Providing false or misleading information or lying to any superior, peer or subordinate unless doing so could be
considered protected concerted activity.
o Being convicted of any felony or DUI that could reasonably subject the Company to legal liability or prevent you from
performing the manager job duties.
o Giving away food without proper documentation.
o If any employees are out of all or any part of their uniform while the manager is operating the restaurant.
o Purchasing food items or supplies with your own money, placing any of said items in the store or including any said
items as store inventory.
• Any manager or employee not using the mayo portioner.
• Any employee or manager not slicing per the slicing chart.
• No numbers regarding prices for foods, deposit amounts, sales amounts, etc. may be discussed with anyone. This is
confidential information that will hurt the business if the wrong people hear it. Keep it to yourself.
• Do not answer any questions or let anyone tour the store without written permission. (for example: A representative from a
government agency produces valid identification and seeks entry into the back of the premises, permit entry but call your
supervisor immediately.)
• Listening to any music other than Jimme-tunes on the store computer.
• When closing, help close first and save cash handling, bookkeeping, and closing out the register until very end. You’re in it
together – you are the boss but you’re not too big for any job on the closing procedures.
• Any cash overage or shortage of greater than one percent of gross sales.
• No personal email is to ever be sent from the store computer. NO EXCEPTIONS!
• At no time may a manager enter into any agreement with any person / vendor written or unwritten. This includes any type of
contract or advertising deal.
• No employee or manager meals are to be eaten between 11:00 am and 1:00 pm unless the manager’s or employee’s meal
period falls within that time. Employees should be scheduled to avoid having their meal period fall during these hours
whenever possible.
• No slicing is allowed between 11:00 am and 12:30 pm.
• Managers must know, understand, and comply with state break and youth labor laws.
• Managers must notify their supervisor immediately upon receiving a complaint of any kind of harassment, discrimination or
retaliation.
• Managers are not allowed to edit punches in the timekeeping system without that employee’s consent and then it must only
be to reflect the actual time the employee worked.
• No manager may be sexually or romantically involved with an employee whom the manager has authority over. Such authority
includes, but is not limited to, recommendation, hiring, evaluation, or compensation. If a manager does become involved in a
relationship with such an employee as described above, the manager must notify the direct report immediately to determine
the best course of action

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F. DRESS CODE
Our employees represent the Jimmy John’s image to every customer they serve. Because of this and the necessity to
maintain consistency chain-wide, their attire must always be neat, clean and in good condition (no holes, rips, frays, or
stains) with adherence to the rules below. Anything that is not expressly stated in this dress code may not be worn.
If a manager believes an employee looks sloppy they should be sent home at the manager’s discretion to correct the
problem.
HYGIENE
General - You must be clean and odor-free at the beginning of the shift. You may not smoke (including electronic
cigarettes or pipes), use tobacco, or consume alcohol (or smell like smoke, tobacco, or alcohol) during your shift. No
heavy or glitter makeup, heavy cologne or perfume is allowed. You may not chew gum during your shift.
Hair - Must be clean and free of odor. Hairstyles must be well-maintained and present a neat appearance. Hair that
hangs below the bottom of the shirt collar must be worn in a ponytail or put into your hat. All hair in front and sides
of head must be tucked into hat.
Facial Hair - Must be clean-shaven at the beginning of the shift. Beards and mustaches must be neatly trimmed. If you
have a beard you must shave below your jaw line to create a clean distinctive line and shave a portion of your cheek
to create a clean distinctive line. Facial hair longer than 1/2” must be covered with a beard net.
Hands - Hands must be washed and dried thoroughly before starting to work with food. Hands must be washed
between tasks and whenever your work with food is interrupted. If your municipality requires gloves, you must wear
them and change them often. Employees wearing fingernail polish or artificial nails must wear intact gloves while
working with food. Fingernail length cannot exceed ¼”.
CLOTHING
Shirt ‐ All employees must wear an approved Jimmy John’s shirt.
Under Shirt - Short sleeve undershirts may be worn, but can’t extend beyond the sleeves of an approved Jimmy John’s
shirt. Long sleeve compression shirts may be worn under an approved Jimmy John’s shirt.
Hat - All employees must wear an approved Jimmy John’s baseball hat or visor. Hats and visors must be worn with bill
facing straight forward and fit securely on the head.
Pants/Shorts - Employees must wear pants or shorts made of a denim or khaki material. Shorts must be at least mid-
thigh. A reasonable amount of embroidery and embellishments is permitted. Belt optional. Pants and shorts must be
worn at waist height.
Apron ‐ All managers, in-shop and delivery drivers (when working in-shop) must wear a clean white, cloth apron worn
fully around the neck.
BIKE DELIVERY DRIVER
May wear the approved Jimmy John’s cycling cap and bike jersey while delivering.
May wear cycling shorts that are at least mid-thigh and do not hang below the bottom of the knee. Shorts must be
worn at waist height. May wear tights under shorts. Must wear a plain bike helmet while delivering on a bike.
INCLEMENT WEATHER WEAR
Drivers/Employees may wear jackets, boots, stocking hats, face covers, scarves and rain gear as needed to keep
employees warm and dry when outside the store.
Drive thru employees may wear approved Jimmy John’s branded jackets.
FOOTWEAR
Shoes must be closed‐toe, closed (full) heel, rubber‐soled shoes and worn with socks.

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JEWELRY
Small or medium size earrings, ear gauges, and one small nose stud or ring are allowed. No other visible piercings are
allowed, including septums, dermals, or tongue rings. Necklaces must be tucked into shirt. Jewelry cannot be profane,
obscene, or offensive.
TATTOOS
Visible tattoos are permitted, except on the skull, face or throat. Customers should focus on you, not your tattoos.
Tattoos cannot be profane, obscene, or offensive.

NOTE: Changes in the dress code and the design of Jimmy John’s shirts and hats may take place from time to time. A
written notice will be sent to all franchisees as this occurs. All stores must comply with the current and any future
specifications. The Company will consider requests or exceptions based on legally protected religious observances
and as reasonable accommodation to an employee’s disability.

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G. EMPLOYMENT OF MINORS
The Company does employ minors in accordance with federal and state laws.

Employees under the age of 18:

• Cannot deliver via vehicle, bike or walking
• Cannot operate the meat slicer
• Cannot hold shift lead position
• Minors are not permitted to work more than four hours without a 30-minute, uninterrupted meal
break
• Minors are not permitted to work more than 6 consecutive days in one week

Scheduling Restrictions for employees under the age of 18:

• Cannot work more than 8 hours a day Sunday - Saturday
• Cannot be work for more than 30 hours a week
• Cannot work past 11 pm

Employees under the age of 16:

• Cannot use a knife
• Cannot bake, stretch, consolidate or lay out frozen bread

Scheduling Restrictions for employees under the age of 16:

o When school is in session, children under the age of 16
• Cannot work more than 3 hours a day Monday – Friday and up to 8 hours a day on Saturday – Sunday
• Cannot be work for more than 15 hours a week
• The combined hours of school and work may not exceed 8 hours per day.
• Cannot work past 7pm (Except between June 1 - Labor Day when the hour is extended to 9pm)
o When school is NOT in session, children under the age of 16
• Cannot work more than 6 consecutive / 30 hours a week
• Cannot be scheduled for more than 8 hours per day

H. DELIVERY DRIVER RULES AND REQUIREMENTS:

All delivery drivers are required to sign a driver agreement and complete the driver training program.
All delivery drivers whether operating a vehicle or bicycle are required to obey specific safety provisions as posted in
the store including:
• Obeying all local, state and federal traffic laws and speeds
• No time guarantees for deliveries
• Always wear a seatbelt while driving a vehicle or a helmet while on a motorcycle or bicycle
• Never deliver under the influence of alcohol or mind‐altering drugs
• No independent contractors hired for delivery
• Notify a manager immediately in the event of an accident or violation
• Two accidents and/or complaints in twelve months will result in a loss of delivery eligibility
Driver Requirements:
All drivers must be 18 years of age or older

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 All delivery drivers must be approved by our insurance company before their first delivery
Maintain valid insurance, driver’s license, vehicle tags and vehicle registration
A valid copy of insurance and driver’s license must be kept on file
It is the employee’s responsibility to clarify with their insurance company that they will provide coverage in the event
of an accident while delivering. The Company is not responsible for damages that occur to vehicles by the employee
during the course of employment.
* NOTICE TO TIPPED EMPLOYEES:
Delivery drivers are compensated by Fort Group FL in accordance with federal and state laws governing tipped
employees. This means you may be paid a “tip credit” wage which will be a combination of an hourly wage, tips, and
credit which must equal or surpass the state or federal minimum wage, whichever is higher. The tip credit must never
exceed the actual amount of tips received.
You must be allowed to retain all tips earned; in no event shall your tips be shared with management.
You should notify the office if you believe you have not been paid in accordance with this notice or if you have other
concerns regarding your compensation.

I. PAYDAY
Employees are paid bi-weekly on alternate Wednesdays.
Payroll Week starts: 12:01 am Wednesday ending Tuesday 11:59 pm.
All payments are made through paper check or direct deposit. Please notify the Payroll Department if there are any
changes with your bank, address and contact information.
Per IRS regulation, all tips must be reported. The in-shop tip pool will be distributed to employees based on the
number of hours worked inside the store and paid on their bi-weekly paycheck.
The Company will produce W-2 Forms which are then used in filing your income tax returns. They will either be hand
delivered or sent to your home address. Please maintain a current home address with the Human Resources
Department or documents will be sent to the last known address on file.
With your permission, the Company may make other payroll deductions. These include contributory benefit programs
such as Medical and Dental insurance if applicable.
By law, the Company may be required to make certain other deductions from wages, such as wage garnishment and
court ordered support payments.
Please contact the Payroll Department if you have any questions or concerns regarding your pay. If you find a mistake,
report it to your manager.

J. NORMAL WORKWEEK AND WORK HOURS

Most of our Shops are open every day with rare exceptions (Refer to Manager) and for extended hours. Accordingly,
scheduling your hours is difficult and time-consuming. You rely on others showing up on time and others rely upon
you.
We make every attempt to accommodate your reasonable scheduling requests, and we expect you to do the same for
us.
We also have to comply with applicable work hour laws. We expect you to work your fair share of evenings, Sundays
and holidays, unless otherwise agreed upon by your manager. Only your manager can schedule you and or change
your schedule. If you are not able to work your scheduled shift, you are responsible for finding a replacement. Your
manager must approve this schedule change and any change must be approved by your manager 24 hours in advance,

10
 except for instances when an emergency arises.
You are responsible for knowing when and where you are scheduled and for showing up on time, in proper uniform
and ready to work your full scheduled shift. Management may change your Shop assignment during a work shift and
may (on occasion) shorten or lengthen your shift or ask you to work on an unscheduled work day. In most
circumstances, management will not lengthen your shift without your consent.
If you have an appointment (doctor, dental, court), advance notice must be given to management so that you may be
scheduled accordingly.
If you are attending school, please provide your school schedule so that we can try to accommodate your hours. We
will try our best to work with you as long as you clearly communicate your schedule including exams, extracurricular
activities, etc.
Curfews
You may be subject to a local curfew ordinance; it is your duty to notify management if a curfew applies to you.
Management will comply with the curfew while scheduling you, including an allowance for returning home after work.
However, we are not responsible for your compliance with any curfew after you leave work.
Shift Swaps
• Swapping Shifts between managers may be allowed.
 The Area Manager must approve all shift swaps.
 Managers must have a viable shift coverage plan before a Shift Swap is approved.
 Swapped shifts must occur in the same calendar week; otherwise it will be considered vacation time.

K. TIME-KEEPING
Please work your scheduled shift. You must clock in at your scheduled start time. You will be paid from the start of
your shift, less any unpaid meal breaks, to the end of your shift. Federal and state laws necessitate that employee’s
clock in and clock out for arrival, departure, meal breaks, etc. Failure to clock in or out may delay payment for time
worked, and falsification of time records is a crime and a breach of Company policy. Accordingly, it is grounds for
disciplinary action, including termination. The Company pays its employees for all hours worked. You must record all
hours worked, even if it requires overtime or other work that has not been authorized. While the LMS is a resource,
all required training is to be done while clocked in at the store. “Off the clock” work is prohibited and will result in
corrective (disciplinary) action.
If you believe you have not been paid for all hours worked, you must immediately report this to Human Resources at
(630) 318-2355 or email Fortservicesinc@gmail.com.
Overtime
There may be times when you are scheduled for overtime; unscheduled overtime must be authorized by your
manager. For hourly non-exempt employees, hours of work performed over 40 in a work week qualify for overtime
pay pursuant to applicable law. Overtime pay is based on actual hours worked and will be paid pursuant to applicable
law. Any time off or any leave of absence will not be considered hours worked for purposes of determining eligibility
for overtime or performing overtime calculations.
Hourly, non-exempt employees are prohibited from performing any work-related tasks at home, or during the
commute between home and work, unless specifically requested or authorized in advance by their supervisor. For
example, work- related telephone calls or electronic mail while at home, or during the commute between home and
work, are prohibited unless specifically requested or authorized. When a work-related task is performed at home or
during the commute, the entire time from the beginning of the work until it is completed must be reported on the
employee’s time card, whether or not the work was authorized. If a non-exempt employee needs to receive
instructions or otherwise needs to prepare for the day’s work activities, the employee must perform this preparation

11
 at the end of the prior work day while he or she is still on the clock.
Hourly, nonexempt employees who travel on company business should record their travel time as time worked. If you
believe that you have not been paid all overtime as required by law, you must promptly report this information to
Human Resources at (630) 318-2355 or email Fortservicesinc@gmail.com.
Such reports will be promptly investigated. If the Company determines that an overtime violation has occurred, the
Company will promptly reimburse you for any violations.

L. REST AND MEAL PERIODS

In accordance with Florida state law, it is generally not required for employers to provide rest breaks, meal breaks, or
breaks for other purposes to adult employees. Minor employees (under 18 years of age) who work four or more
consecutive hours in a shift must be given one 30-minute meal period.

M. EMPLOYEE BENEFITS
For eligible full time employees, the Company provides a benefits package, including a health insurance program and
optional dental, vision, life, and disability insurance program.
Specific plan details are included in separate summary plan descriptions. Take the time to become familiar with these
important documents by reading the information provided to you.
Please contact the Human Resource Department at (630) 318-2355 or email Fortservicesinc@gmail.com for more
information.
Performance Evaluations
The Company generally will conduct yearly performance evaluations for employees. Employees must be employed for
a minimum of 3 months to be eligible for reviews. Reviews generally will be administered by the General Manager.
Satisfactory performance is a factor in compensation decisions, as determined by the General Manager. Additional
compensation must be approved by the Area Manager.

N. BUSINESS ETHICS AND CONDUCT

The Company will comply with all applicable laws and regulations and expects its employees, at every level, to conduct
business in accordance with the letter, spirit, and intent of all applicable laws and to refrain from any illegal, dishonest,
or unethical conduct.
In general, the use of good judgment, based on high ethical principles, should guide you with respect to lines of
acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter
should be discussed openly with the Owner, without fear of retaliation.
Confidentiality Requirements
The protection of confidential business information and trade secrets is vital to the interests and the success of Fort
Group FL, Inc. Such confidential information includes, but is not limited, to the following:
Ingredients and recipes
Cooking procedures and equipment
Financial information
Marketing strategies
Trade dress and store design
Pending projects and proposals

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 Property production and process
Customer information and preferences
Any and all other proprietary information
Employees may be asked to sign a Nondisclosure Agreement as a condition of employment. Employees who
improperly use or disclose trade secrets or confidential business information will be subject to disciplinary actions up
to and including termination of employment and legal action, even if they do not actually benefit from the disclosed
information.
Conflicts Of Interest
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of
interest. This policy establishes only the framework within which The Company wishes to operate. The purpose of
these guidelines is to provide general direction so that employees can seek further clarification on issues related to
the subject of acceptable standards of operation. Contact Human Resources for more information or questions about
conflicts of interest.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may
result in a personal gain for that employee or for a relative as a result of Jimmy John's business dealings. For the
purposes of this policy, a relative is any person who is related by blood, marriage, or domestic partnership, or whose
relationship with the employee is similar to that of persons who are related by blood, marriage or domestic
partnership.
No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However, if employees
have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to
Human Resources as soon as possible the existence of any actual or potential conflict of interest so that safeguards
can be established to protect all parties.
Personal gain may result when an employee or relative receives any kickback, bribe, substantial gift, or special
consideration as a result of any transaction or business dealings involving the Company.
Outside Employment
All employees will be judged by the same performance standards and will be subject to the Company’s scheduling
demands, regardless of any existing outside work requirements.
If The Company determines that an employee's outside work interferes with performance or the ability to
satisfactorily perform his or her job, the Company may, at its sole discretion, ask the employee to terminate the
outside employment if s/he wishes to remain employed by the Company. Termination of outside employment does
not guarantee continued employment with the Company and does not affect the employee’s employment status as
at-will.
Employment Applications
The Company relies upon the accuracy of information contained in the employment application, as well as the
accuracy of other data presented throughout the hiring process and employment. Any misrepresentations,
falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from
further consideration for employment or, if the person has been hired, disciplinary action, up to and including
termination of employment.
Employment Status
The Federal Labor Standards Act and similar Florida state laws (commonly known as Wage and Hour Laws) define and
divide all positions into exempt (salaried) and non-exempt (hourly) classifications. (Please refer to the Bulletin board
postings at your work place that explain this law.)
Classifications of Employment

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 For purposes of compensation and eligibility for overtime payments and benefits, the Company classifies you and
other employees as set forth below. These classifications may change from time to time and from job to job, and they
are not a promise of continued employment or of any particular benefit.
• Salaried employees. Employees who are exempt from the minimum wage and overtime provisions under
federal and state law, given the nature of the job.
• Hourly employees. Employees who are not exempt from the minimum wage and overtime provisions under
federal and state law, given the nature of the job. These employees utilize the time clock and are eligible to
receive overtime pay pursuant to the Company’s Overtime policy.
• Independent contractors. Persons who are not Company employees; these individuals are utilized for special
projects of limited duration. They are not eligible for employee benefits.

O. PERSONNEL DATA
To ensure that your personnel file is up to date at all times, please notify the Human Resource Department of any
changes in the following:
• Name
• Home address
• Your Contact telephone number
• Your e-mail address
• Emergency Contact name
• Emergency Contact telephone number
• Marital status
• Number of dependents
Keep your personnel records up-to-date. Changes may impact your benefits, Social Security, state and federal taxes
and important Company records. Notification is done by emailing HR at Fortservicesinc@gmail.com.

P. EMPLOYMENT COMMUNICATIONS
We use various forms of communication to share important information with you.
• Store meetings (Employee meetings)
• Bulletin boards located at various points through the store, which provide new information about policies,
federal and state unemployment laws and other news.
• Occasionally items are mailed directly to your home (please maintain current home address with the Human
Resource Department).
Use of Phone and Mail Systems
The Company provides telephones, cellular telephones, and mail systems to enable employees to carry out work
assignments in an effective manner. All communications using the Company’s systems are the Company’s property
and you should not consider such communications private or confidential. The Company may monitor your
communications at its discretion.
Message content in any communications, regardless of purpose, may not be defamatory, discriminatory, harassing,
abusive, obscene, or profane. You are also prohibited from using these communication tools to promote another
business including personal home businesses, infringement on copyrights, patents and trade secrets, or recruiting
Company employees for positions outside the Company.

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Personal use of these systems, long distance telephone calls, excessive personal calls and the use of Company postage
are prohibited.
Violations of this policy may result in disciplinary action, up to and including termination at the discretion of the
Company.
Salaried exempt employees, whose job duties may require use of a cell phone, will be provided a Company-issued cell
phone or a reimbursement, certain restrictions may apply. Company-issued cell phones are provided to assist
employees in communicating with management and other employees, their clients, associates, and others with whom
they may conduct business. Cell phone use is intended for business-related calls only and personal calls are not
permitted. Cell phone invoices may be regularly monitored. Personal calls during working hours, regardless of the
phone used, interferes with employee productivity and is distracting to others. Employees are to make all personal
calls during non-work time (rest or meal periods) and are asked to inform anyone who may call you while at work to
be aware of this policy, except in emergency situations.
The Company never requires an employee to use cell phones when driving a vehicle. To the contrary, employees are
prohibited from using cell phones to speak or text while driving a vehicle. Employees must use a hands-free device or
proceed to the nearest safe parking area and stop the vehicle before using such equipment. Your primary
responsibility is driving safely and obeying the rules of the road. Employees who are charged with traffic violations or
who cause injury or damage resulting from their use of a cell phone while driving will be solely responsible for any
liabilities, fines, etc., that may result.
As a representative of the Company, cell phone users are reminded that the regular business etiquette employed
when speaking from office phones or in meetings applies to conversations conducted over a cell phone.
Computer, Internet and Email Usage
The Company’s computer, Internet and email systems, and the data stored and transmitted on them are and remain
at all times the Company’s property and should not be considered private or confidential. Employees have no right to
privacy as to any information or file transmitted or stored through the Company’s computer systems. Computers,
computer files, the email system, and software furnished to employees are the Company’s property intended for
business use. Employees should not use a password, access a file, or retrieve any stored communication without
authorization. To ensure compliance with this policy, computer, internet and email usage may be monitored.
DO NOT ASSUME THAT INTERNAL OR EXTERNAL EMAIL IS CONFIDENTIAL (e.g. do not send confidential messages by
email!). Email can be read by unintended parties or forwarded to literally millions of unintended parties at the speed
of light. Employees must be prudent, professional, respectful, and courteous in their use of email within the Company
to our clients, partners, vendors, and other associates. All emails may be logged, made available for review by The
Company at the Company’s discretion, and are subject to subpoena by private parties and government agencies.
Computer data and other data are readily available to numerous persons. Any electronically stored information that
you create, send to, or receive from others may be retrieved and reviewed. Employees should also be aware that,
even when a file or message is erased, it is still possible to recreate the message. The Company reserves the right to
monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections
or stored in our computer systems. The Company has full discretion to allow authorized individuals within the
Company to monitor equipment, systems and network traffic at any time. If, during the course of your employment,
you perform or transmit work on the Company’s computer system and other technical resources, your work may be
subject to the investigation, search, and review of others in accordance with this policy.
The Company strives to maintain a workplace free of harassment and sensitive to the diversity of its employees.
Therefore, the Company prohibits the use of computers, internet and email system in ways that are disruptive,
offensive to others, or harmful to morale. For example, the display or transmission of sexually explicit images,
messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments,
off-color jokes, or anything that may be construed as harassment or showing disrespect for others.
Email may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or
other nonbusiness matters.

15
 Abuse of the computer, e-mail or internet access provided by the Company in violation of the Company’s policies may
result in disciplinary action, up to and including termination of employment at the Company’s discretion. Employees
may also be held personally liable for any violations of this policy. The following behaviors are examples of previously
stated or additional actions and activities that are prohibited and can result in disciplinary action, included but not
limited to:
• Sending or posting discriminatory, harassing, profane, obscene or threatening messages or images;
• Using the Company's time and resources for personal gain;
• Stealing, using, or disclosing someone else's code or password without authorization;
• Copying, pirating, or downloading software and electronic files without permission;
• Sending or posting confidential material, trade secrets, or proprietary information outside of the organization;
• Violating copyright law or failing to observe licensing agreements;
• Engaging in unauthorized transactions that may incur a cost to the Company or initiate unwanted Internet
services and transmissions;
• Sending or posting messages or material that could damage the organization's image or reputation;
• Participating in the viewing or exchange of pornography or obscene materials;
• Sending or posting messages that defame or slander other individuals;
• Attempting to break into the computer system of another organization or person;
• Using the Internet for political causes or activities, religious activities, or any sort of gambling; and
• Engaging in any other illegal activities.

Therefore, you should adhere to Company policies and:

• Maintain a professional and productive tone in all communications.
• Be careful not to quote others without obtaining their express permission so as to avoid infringement of
copyright or ownership status.
• Never send a message from another employee’s personal account, either directly or indirectly, unless you
obtain that employee’s prior approval.
• Company-wide e mail messages or email messages to large distribution lists must be business related, not
personal.
• Do not use the e-mail system for purposes of solicitation.
If an employee receives an inappropriate communication either internally or by way of the Internet, the employee is
prohibited from forwarding such a message, other than for the purpose of alerting his or her supervisor or the Owner
of the receipt of such message and/or the improper use of Company resources. Employees must notify their
immediate supervisor, Area Manager, Human Resources or any member of management upon learning of violations of
this policy. Employees who violate this policy may be subject to disciplinary action, up to and including termination of
employment at the Company’s discretion.

Q. SOCIAL MEDIA
The Company recognizes the importance of the Internet in shaping public thinking about the Company and our current
and potential services, employees, partners and clients. The Company also recognizes that employees may blog and
interact in social media. This policy will help employees make appropriate decisions about work-related blogging, the

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 contents of blogs, personal web sites, postings on wikis and other interactive sites, postings on video or picture-
sharing sites, or in the comments that you make online or anywhere on the Internet, or in responding to comments
from posters either publicly or via email. The Company’s policies described above regarding the Internet and Email
Usage remain in effect. These policies and guidelines help protect privacy, confidentiality, and interests of the
Company and the Company’s current and potential products, employees, partners, clients and competitors.
Guidelines for Interaction about the Company on the Internet
1. If you are developing a web site or writing a blog that will mention the Company and/or our current and
potential services, employees, partners, clients, or competitors, identify that you are an employee of the
Company and that the views expressed on the blog or Web site are yours alone and do not represent the
views of the Company.
2. Employees may not post obscenities, slurs or personal attacks about customers, other employees or
applicants.
3. Unless given permission by the Owner, you are not authorized to speak on behalf of the Company, nor
represent that you do so.
Confidential Information
1. You may not share information that is confidential and proprietary about the Company. This includes
information about trademarks, services, sales, finances, number of employees, Company strategy, and any
other information that has not been publicly released by the Company.
2. The Company logo and trademarks may not be used without explicit permission in writing from the Owner.
Respect and Privacy Rights
1. Anytime an employee posts something on the Internet, on a blog, or other media based arena, employees
regarding current and potential employees, clients, partners, and competitors, the employee must comply
with the Company’s policies. For example, any use of copyrighted materials, unfounded or defamatory
statements or misrepresentations could result in disciplinary action, up to and including termination. The
Company requires all employees to use professionalism when engaging in social media.
Legal Liability
Employees are legally liable for anything written, posted or presented on-line. Employees will be subject to discipline
by the Company for commentary, content, or images that are defamatory, pornographic, proprietary, harassing,
libelous, or that could create a hostile work environment.

R. WORKPLACE MONITORING
Workplace monitoring may be conducted by The Company to ensure quality control, employee safety, security, and
client satisfaction. Employees who communicate with clients may have their telephone conversations monitored or
recorded. Telephone monitoring is used to identify and correct performance problems through targeted training.
Improved job performance enhances our clients' image of the Company as well as their satisfaction with our service.
Computers and phones furnished to employees are the Company’s property. As such, computer usage, phone, and
files may be monitored or accessed. Employees have no right to privacy as to any information or file transmitted or
stored through the Company’s computer, voicemail, or telephone systems.
The Company may conduct video surveillance of non-private workplace areas. Video monitoring is used to identify
safety concerns, maintain quality control, detect theft and misconduct, and discourage or prevent acts of harassment
and workplace violence.
Employees can request access to information gathered through workplace monitoring that may impact employment
decisions. Access will be granted unless there is a legitimate business reason to protect confidentiality or an ongoing
investigation. Because The Company is sensitive to the legitimate privacy rights of employees, every effort will be

17
 made to guarantee that workplace monitoring is done in an ethical and respectful manner.
Personal Property
The Company may inspect personal property on Company premises, including but not limited to, lunch containers,
purses, parcels company vehicles and personal vehicles, for business-related purposes including investigating
violations of any Company policy, including the drug and alcohol policy, for the purpose of investigating thefts of
Company property or for the purpose of investigating threats to the safety of Company employees. Entering onto
Company premises is deemed to be consent to all such searches. Searches may also include the use of electronic
surveillance equipment or any other lawful means available to the Company. Employees who interfere with or refuse
to cooperate in an investigation are subject to disciplinary action, up to and including termination.
Personal Relationships in the Workplace
The employment of individuals involved in a relationship working in the same area of an organization may cause
serious conflicts and problems with favoritism and employee morale. In addition, conflicts from relationships outside
the workplace can carry over into day-to-day working relationships.
For purposes of this policy, a relationship is defined as a relationship that may be reasonably expected to lead to the
formation of a consensual romantic, dating or sexual relationship. This policy applies to all employees without regard
to the gender or sexual orientation of the individuals involved. This policy also applies to all employees who have the
authority or practical power to supervise, appoint, remove, or discipline another employee or who are responsible for
auditing the work of another employee.
Individuals involved in a relationship with a current employee may not occupy a position that directly reports to or
supervises the employee with whom they are involved in a dating relationship. A supervisor is not permitted to
directly supervise a person with whom the supervisor has a romantic, sexual or personal relationship. If a romantic,
sexual or personal relationship between a supervisor and direct subordinate does arise, both employees are required
to immediately report the situation to Human Resources. Further, because of the potential for miscommunication,
misunderstandings and conflicts of interest, a supervisor who is considering dating someone s/he indirectly supervises
also must notify management. The Company reserves the right to take steps necessary steps within its discretion in
those situations to ensure that the relationship is voluntary, that favoritism is avoided, and that the Company’s
interests are otherwise protected.
The Company also reserves the right to take action if an actual or potential conflict of interest arises involving relatives
of individuals involved in a dating relationship who occupy positions at any level (higher or lower) in the same line of
authority that may affect the review of employment decisions.
In other cases where a conflict or the potential for conflict arises because of the relationship between employees,
even if there is no line of authority or reporting involved, the employees may be separated by reassignment or
terminated from employment. Employees in a close personal relationship should refrain from public workplace
displays of affection or excessive personal conversation.

S. HARASSMENT PREVENTION
Sexual Harassment
The Company is committed to providing a work environment free of harassment. All employees are required to
complete sexual harassment prevention training at time of hire and annually thereafter.
The Company resolutely prohibits sexual harassment. Such harassment offends the dignity of the victim, demeans the
offender, and undermines the integrity of the work environment.
Sexual harassment covers a wide range of behaviors. It includes unwelcome sexual advances, coercive sexual contact,
requests for sexual favors and any other verbal or physical conduct which has the effect of unreasonably interfering
with a team member’s work performance or which creates a hostile or intimidating work environment. No employee
should be expected to endure insulting, degrading or exploitative treatment on the basis of his or her gender.

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Therefore, no Company employee may:
use his or her power and/or authority over another team member to attempt to coerce a sexual relationship or
subject another team member to unwanted sexual attention; threaten or insinuate, either explicitly or implicitly, that
another employee’s refusal to submit to sexual advances will adversely affect the employee’s employment,
evaluations, wages, advancement, duties or other conditions of employment;
• engage in verbal abuse of a sexual nature;
• use sexually degrading or graphic words to describe an individual or an individual’s body;
• display sexually suggestive objects or pictures in the workplace.
• send, in writing, electronically or otherwise, material with sexually offensive content;
• use Company Communications Facilities, including its computers and internet connections, to view, download,
communicate or distribute, materials with sexually offensive content; or
• conduct him or herself in any other manner which is sexually offensive, causes discomfort or humiliation to
other employees or interferes with job performance.
Other Harassment
The Company also resolutely prohibits all other forms of harassment, including any related to the Protected Classes
(see above), especially when the conduct:
• has the purpose or effect of creating an intimidating, hostile or offensive working environment; or
• has the purpose or effect of unreasonably interfering with an individual's work performance; or
• otherwise adversely affects an individual's employment opportunities.
Reporting
Any employee who believes that he or she has been the victim of harassment, or has been retaliated against for
resisting or reporting harassment, should promptly report the event to his or her manager or, if the employee is more
comfortable doing so, to the Company’s Human Resource Department at Fortservicesinc@gmail.com. The employee
may also, but need not, communicate his or her objection to the offending employee. Supervisors who receive a
report of harassment or become aware of possible harassment must advise the Company’s Human Resource
Department.
To file a complaint with the EEOC please call 800-669-4000.
To file a complaint with the Department of Human Rights please call 312-814-6200.
Investigation
The Company’s Human Resource Department will promptly and thoroughly investigate any report, and any
appearance, of possible harassment. The reporting employee’s confidentiality will be respected in both informal and
formal procedures insofar as reasonably possible.
No Reprisal
The Company will not retaliate or tolerate reprisals against any one for bringing complaints of harassment unless the
complaint has been brought in bad faith or the complainant intentionally provides false information regarding the
complaint. Similarly, the Company will not tolerate retaliation or reprisals by any employee against a complainant (or
any other employee) for seeking redress for harassment or cooperating with the Company in the investigation of a
complaint of harassment.
Redress
If the investigation concludes that an employee has violated the Company’s anti-harassment policy, has deliberately
filed false charges of harassment, or has intentionally provided false information, then the employee is subject to

19
appropriate discipline, including discharge. Supervisors or managers who fail to promptly advise Company’s Human
Resource Department of reports of harassment or conduct constituting possible harassment will also be subject to
discipline and possible termination.
Anti-Retaliation
The Company prohibits retaliation against an employee who opposes or protests employment discrimination or
harassment (or reasonably believes he or she is doing so); retaliation against an employee who participates in a
discrimination/harassment investigation or hearing; and retaliation against an employee who is otherwise exercising a
legal right, such as filing a worker’s compensation claim or engaging in whistle blowing.
Examples of Opposing Discrimination or Harassment: Opposition to discrimination or harassment may include (1) filing
a complaint of harassment or discrimination with a state or federal human rights agency, the Company management,
or a court; (2) a promise or threat to file such a complaint; or (3) filing a protest or complaint on behalf of another
employee. These examples are only illustrative and are not exclusive.
Examples of Participation: Participation in an investigation, proceeding, or hearing includes testifying, assisting or
participating in an investigation, proceeding, trial, or hearing. The Company also prohibits retaliation against any
person closely related to or associated with the employee exercising these rights, pursuant to applicable law.
Examples of “Exercising a Legal Right”: Employees have a protected legal right to file legitimate worker’s
compensation claims and report improper governmental activities. Employees who are engaged in these or like
activities are protected from retaliation.
EMPLOYEES ARE REQUIRED TO REPORT ALL INCIDENTS OF RETALIATION IN ACCORDANCE WITH THE COMPANY’S
REPORTING DISCRIMINATION AND HARASSMENT POLICY SET FORTH ABOVE, AND WE REQUIRE YOU TO REPORT ALL
INCIDENTS OF RETALIATION AS SOON AS POSSIBLE.

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Acoso sexual
La Compañía se compromete a proporcionar un entorno de trabajo libre de acoso. Se requiere que todos los
empleados completen la capacitación sobre prevención del acoso sexual al momento de la contratación y anualmente
a partir de entonces.
La Compañía prohíbe resueltamente el acoso sexual. Tal acoso ofende la dignidad de la víctima, degrada al agresor y
socava la integridad del entorno laboral.
El acoso sexual cubre una amplia gama de comportamientos. Incluye insinuaciones sexuales no deseadas, contacto
sexual coercitivo, solicitudes de favores sexuales y cualquier otra conducta verbal o física que tenga el efecto de
interferir irrazonablemente con el desempeño laboral de un miembro del equipo o que cree un entorno laboral hostil
o intimidante. No se debe esperar que ningún empleado sufra un trato insultante, degradante o explotador por razón
de su género.
Por lo tanto, ningún empleado de la Compañía puede:
usar su poder y / o autoridad sobre otro miembro del equipo para intentar coaccionar una relación sexual o someter a
otro miembro del equipo a atención sexual no deseada; amenazar o insinuar, ya sea explícita o implícitamente, que la
negativa de otro empleado a someterse a insinuaciones sexuales afectará negativamente el empleo, las evaluaciones,
los salarios, el ascenso, los deberes u otras condiciones de empleo del empleado;
• participar en abuso verbal de naturaleza sexual;
• utilizar palabras gráficas o sexualmente degradantes para describir un individuo o el cuerpo de un individuo;
• mostrar objetos o imágenes sexualmente sugerentes en el lugar de trabajo.
• enviar, por escrito, electrónicamente o de otro modo, material con contenido sexualmente ofensivo;
• utilizar las instalaciones de comunicación de la empresa, incluidas sus computadoras y conexiones a Internet,
para ver, descargar, comunicar o distribuir materiales con contenido sexualmente ofensivo; o
• comportarse de cualquier otra manera que sea sexualmente ofensiva, cause incomodidad o humillación a otros
empleados o interfiera con el desempeño laboral.
Otro acoso
La Compañía también prohíbe resueltamente todas las demás formas de acoso, incluidas las relacionadas con las
Clases protegidas (ver arriba), especialmente cuando la conducta:
• tiene el propósito o efecto de crear un ambiente de trabajo intimidante, hostil u ofensivo; o
• tiene el propósito o efecto de interferir irrazonablemente con el desempeño laboral de una persona; o
• de otra manera afecta negativamente las oportunidades de empleo de un individuo.
Reportando
Cualquier empleado que crea que ha sido víctima de acoso, o ha sido objeto de represalias por resistirse o denunciar
el acoso, debe informar de inmediato el evento a su gerente o, si el empleado se siente más cómodo haciéndolo, al
personal de la Compañía. Departamento de Recursos Humanos en Fortservicesinc@gmail.com. El empleado también
puede, pero no es necesario, comunicar su objeción al empleado infractor. Los supervisores que reciban un informe
de acoso o se den cuenta de un posible acoso deben informar al Departamento de Recursos Humanos de la Compañía.
Para presentar una queja ante la EEOC, llame al 800-669-4000.
Para presentar una queja ante el Departamento de Derechos Humanos, llame al 312-814-6200.

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Investigación
El Departamento de Recursos Humanos de la Compañía investigará de manera rápida y exhaustiva cualquier informe y
cualquier apariencia de posible acoso. Se respetará la confidencialidad del empleado informante en los
procedimientos formales e informales en la medida de lo posible.
Sin represalias
La Compañía no tomará represalias ni tolerará represalias contra nadie por presentar quejas de acoso a menos que la
queja se haya presentado de mala fe o el denunciante proporcione intencionalmente información falsa con respecto a
la queja. De manera similar, la Compañía no tolerará represalias por parte de ningún empleado contra un denunciante
(o cualquier otro empleado) por buscar reparación por acoso o cooperar con la Compañía en la investigación de una
queja de acoso.
Compensación
Si la investigación concluye que un empleado ha violado la política contra el acoso de la Compañía, ha presentado
deliberadamente acusaciones falsas de acoso o ha proporcionado información falsa intencionalmente, entonces el
empleado está sujeto a las medidas disciplinarias correspondientes, incluido el despido. Los supervisores o gerentes
que no notifiquen con prontitud al Departamento de Recursos Humanos de la Compañía los informes de acoso o
conducta que constituya un posible acoso también estarán sujetos a medidas disciplinarias y posible despido.
Anti-represalias
La Compañía prohíbe las represalias contra un empleado que se opone o protesta por discriminación o acoso laboral
(o cree razonablemente que lo está haciendo); represalias contra un empleado que participa en una investigación o
audiencia de discriminación / acoso; y represalias contra un empleado que de otra manera ejerce un derecho legal,
como presentar un reclamo de compensación laboral o participar en denuncias.
Ejemplos de oposición a la discriminación o el acoso: La oposición a la discriminación o el acoso puede incluir (1)
presentar una queja de acoso o discriminación ante una agencia de derechos humanos estatal o federal, la
administración de la Compañía o un tribunal; (2) una promesa o amenaza de presentar dicha queja; o (3) presentar
una protesta o queja en nombre de otro empleado. Estos ejemplos son solo ilustrativos y no exclusivos.
Ejemplos de participación: La participación en una investigación, procedimiento o audiencia incluye testificar, ayudar o
participar en una investigación, procedimiento, juicio o audiencia. La Compañía también prohíbe las represalias contra
cualquier persona cercana o asociada con el empleado que ejerce estos derechos, de conformidad con la ley aplicable.
Ejemplos de "ejercicio de un derecho legal": los empleados tienen el derecho legal protegido de presentar reclamos
legítimos de compensación para trabajadores y denunciar actividades gubernamentales inapropiadas. Los empleados
que participan en estas o actividades similares están protegidos contra represalias.
LOS EMPLEADOS DEBEN INFORMAR TODOS LOS INCIDENTES DE REPRESALIAS DE ACUERDO CON LA POLÍTICA DE
INFORMACIÓN DE DISCRIMINACIÓN Y ACOSO DE LA COMPAÑÍA ESTABLECIDA ANTERIORMENTE, Y REQUERIMOS QUE
INFORME TODOS LOS INCIDENTES DE REPRESALIAS LO ANTES POSIBLE.

22
Prohibition against Workplace Bullying
The Company is committed to a safe and civil environment for all employees, free from workplace bullying.
“Workplace bullying” is defined as the repeated intimidation, slandering, social isolation, or humiliation by one or
more employees against another.
Nothing in this policy requires the affected employee to possess a characteristic that is a perceived basis for workplace
bullying.
Workplace bullying can take many forms including, but not limited to, slurs, rumors, jokes, innuendoes, demeaning
comments, cartoons, pranks, gestures, physical attacks, threats, or other written, oral or physical actions.
It is incumbent upon all employees to disclose any incident of workplace bullying and to take precautions so that
workplace bullying, if observed, does not continue.
Complaint Process: Any employee may file a complaint of workplace bullying with Human Resources. Such complaints
will be investigated, and the Company will take what it deems to be appropriate action which may include corrective
action and discipline up to and including termination. If appropriate, the Company may refer the matter to law
enforcement.
All managers must report any incident of workplace bullying immediately to Human Resources.
No employee shall be retaliated against for making a good faith complaint of workplace bullying. However, employees
making bad faith or false reports of workplace bullying will be subject to discipline.
Violence Prevention
The Company is committed to preventing workplace violence and to maintaining a safe work environment. Given the
increasing violence in society in general, the Company has adopted this Zero Tolerance Policy for workplace violence.
The following guidelines deal with intimidation, harassment, or other threats of (or actual) violence that may occur
during business hours or on Company premises.
All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all
times. Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to
others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises
of the Company without authorization.
Conduct that threatens, intimidates, or coerces another employee, a client, or a member of the public at any time,
including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment
that is based on an individual's sex, race, age, or any characteristic protected by applicable federal, state, or local law.
All threats of (or actual) violence, both direct and indirect, must be reported as soon as possible to your immediate
supervisor, any other member of management or human resources. This includes threats by employees, as well as
threats by clients, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should
be as specific and detailed as possible.
All suspicious individuals or activities should also be reported as soon as possible to a supervisor or contacting 911. Do
not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to
intercede or see what is happening; instead, immediately contact 911.
The Company will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious
individuals or activities. The Company will maintain the confidentiality of the identity of the individual making a report
to the extent reasonably practical without compromising its investigation. In order to maintain workplace safety and
the integrity of its investigation, The Company may suspend employees, either with or without pay, pending
investigation at its sole discretion.
Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these
guidelines will be subject to prompt disciplinary action up to and including termination of employment.
Any employee who applies for or obtains a temporary or permanent protective or restraining order involving any

23
 other Company employee or listing any Company location as a protected area must provide to human resources a
copy of the petition and declarations used to apply for the order and the resulting order or decision. Such information
will be kept confidential to the extent reasonably possible and as required by law, without compromising the safety
and security of Company employees and the Company.
The Company recognizes its legal responsibility in promoting the welfare and safety of all staff. Therefore, The
Company maintains a domestic abuse policy.
IMPORTANT NOTE: THE COMPANY RETAINS THE SOLE DETERMINATION AS TO WHETHER AND HOW VIOLATIONS OF
THIS POLICY WILL BE ACTED UPON BY THE COMPANY. THE COMPANY MAY UNDERTAKE A CASE-BY-CASE ANALYSIS IN
ORDER TO ASCERTAIN WHETHER THERE IS A REASONABLE BASIS TO BELIEVE THAT WORKPLACE VIOLENCE HAS
OCCURRED. NO PROVISION OF THIS POLICY SHALL ALTER THE AT-WILL NATURE OF EMPLOYMENT.

T. PROBLEM RESOLUTION
Fort Group FL, Inc. is committed to providing the best possible working conditions to its employees. If a situation
occurs when an employee believes that a condition of employment or a decision affecting them is unjust or
inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at
any step.
• Present the complaint or question immediately to your manager for resolution.
• If the complaint or question is not resolved within two (2) days, or you are uncomfortable raising the
complaint with your manager, submit a written statement of the concern to the attention of the Human
Resources Department. Your complaint will be acknowledged as soon as possible, and every effort will be
made to quickly resolve it. Emails can be forwarded to Fortservicesinc@gmail.com.
• If more than a week has passed and there has been no resolution or unsatisfactory results were achieved with
your immediate manager or the Human Resource Department, then the employee may submit written
statement of concern to Jeff Fort at jfort@jsfortgroup.com.
All written statements should include the following:
• Employee’s full name and store location
• Employee’s contact phone number
• A complete statement of the complaint or question
• The date the employee presented the problem to their immediate manager or Human Resource Manager.
• Your manager’s or Human Resource Manager action or determination
If the above procedures for resolution of an employee’s complaint have been attempted, and no reasonable
resolution has occurred, please see Exhibit “A” (Arbitration Agreement) for further steps in arbitrating covered
disputes.

U. SAFETY
To assist in providing a safe and healthful work environment for employees, clients, and visitors, The Company has
established a workplace safety program. This program is a top priority. Its success depends on the alertness and
personal commitment of all.
The Company provides information to employees about workplace safety and health issues through regular internal
communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written
communications.
Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for
improved safety in the workplace are encouraged to raise them with their supervisor, or with another supervisor or

24
manager. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All
reports can be made without fear of reprisal.
Each employee is required to obey safety rules and to exercise caution in all work activities. Employees must
immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who
cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations may be
subject to disciplinary action, up to and including termination of employment at the discretion of the Company.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees must
immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance
and workers' compensation benefits procedures. Failure to properly report a workplace injury could result in the
denial of benefits and/or disciplinary action, up to and including, termination.
Safety Program Overview & Orientation
Working in a restaurant can be dangerous. There are many safety concerns to be aware of, including, but not limited
to: proper food handling & storage, hazardous liquid chemicals; extreme heat/cold, tools or materials that could
scrape/bruise/or cut, and slippery surfaces. To protect our employees/guests from food-borne illness and/or injury,
we require that all employees obtain their Food Handler’s Permit before his/her first shift, perform an initial walk-
through of the Jimmy John’s restaurant (“Shop”) upon hire to discuss potential hazards, and educate each staff
member by providing the information herein.
Using Personal Protective Equipment
Many potential hazards can be prevented or mitigated by adhering to Dress Code, as well as by utilizing the Personal
Protective Equipment listed below. We are committed to ensuring the safety of our employees, and require the use of
these listed aids:
• Vinyl or Latex gloves* must be worn at all times when handling ready-to-eat foods.
• A cut-resistant glove* must be worn at all times when cleaning the meat slicer.
• Heat-resistant gloves* (or “Oven Mitts”) must be worn when removing hot pans from the oven.
• Vinyl or Latex gloves* must be worn when handling hazardous liquid chemicals.
• Rubber-soled shoes with heel & toe protection must be worn at all times to protect against slippery surfaces.
• “CAUTION: Wet Floor” signs should be placed in the vicinity of wet floors to notify employees or guests of
potential danger.
* The exact location of these aids should be identified in your initial walk-through of the Shop.
Location of First Aid Facilities & Fire Extinguishers
Each Shop is equipped with a first-aid kit in the event of a workplace injury. The exact location of these supplies should
be identified in your initial walk-through of the Shop.
Each Shop is outfitted with at least one (1) fire extinguisher. The exact location of the fire extinguisher(s) should be
identified in your initial walk-through of the Shop.
What to Do in the Event of an Emergency & How to Exit the Workplace
In the event of an emergency, it is important to stay calm and resolve the issue quickly and professionally. If you
witness or experience an emergency of any kind, you must inform the Store Manager immediately. In the event of a
personal injury, appropriate medical attention should be paid to the injured party, regardless of fault. This includes:
offering assistance to anyone in need, using the first-aid kit, or calling 911 for professional medical assistance.
In the event of a fire, the Store Manager should escort all employees and guests out the assigned emergency exits
immediately. The Store Manager should assign an individual to call 911 for emergency assistance, and make every
reasonable attempt to extinguish the fire using the Shop fire extinguisher(s).

25
 Each Shop has at least one (1) exit route to for employees and/or guests to leave the Shop safely during an
emergency. Exit doors must remain unobstructed, and must be readily opened from the inside at all times. The exact
location of the emergency exits should be identified in your initial walk-through of the Shop.
How to Handle and Report on-the-job Injuries
If you witness or experience an emergency of any kind, you must inform the Store Manager immediately. Any injury,
no matter how slight, must be reported. Each Store is equipped with an Accident/Injury Reporting Form. In the event
of a workplace accident or injury (employee or guest related), the Store Manager should perform the following steps:
2. Ask how you can assist the Employee/Guest. Stabilize the situation. Call 911 for emergency medical assistance
if needed.
3. Ask the Employee/Guest if they would be willing to fill out an accident/injury report with your assistance. If so,
use the Accident Report Form and Injury Report Form and fill out completely. The Manager and
Employee/Guest should sign and date the form. If they decline, fill out as many details as possible, sign and
date.
4. Ask witnesses of the accident (employees or guests) if they would be willing to fill out an accident report with
their interpretation of the incident or write a testimonial.
5. Thank the Employee/Guest for their patience and make sure they leave safely.
6. Email notification of the incident to Fort Group FL, Inc., Human Resource Office (Fortservicesinc@gmail.com)
and the area manager. Also fax a copy of all forms to (630) 517-0796. Provide original copies with your weekly
paperwork.
Reporting Unsafe Conditions and/or Practices
Employees who believe that they have experienced or observed unsafe conditions and/or practices should follow the
following procedure:
1. Present the complaint or issue to your immediate Store Manager.
2. If the complaint or issue is still not resolved, submit a written statement of the concern to the Human
Resources Manager. Your complaint will be acknowledged as soon as possible, and every effort will be made
to quickly resolve it. Faxes should be forwarded to (630) 517-0796 or email to Fortservicesinc@gmail.com
When a complaint or issue is brought to the Company's attention, it will be promptly and fully investigated to ensure
compliance with any applicable state and federal laws. Every effort will be made to treat any complaint with respect
and as confidentially as possible, and with a high regard for the personal privacy of all concerned individuals.
No employee will be penalized, formally or informally, for voicing a complaint with the Company in a reasonable,
business- like manner.

V. DISABILITY AND ACCOMMODATIONS

The Company is committed to ensuring equal employment opportunity for qualified persons with disabilities in
accordance with applicable federal, state, and local laws. As provided by those laws, The Company will make
reasonable accommodations if you have a disability that substantially limits your ability to perform the essential
functions of your job, unless doing so would create an undue hardship for the Company. What constitutes a
reasonable accommodation is decided on a case-by-case basis.
If you have a disability that substantially limits your ability to perform your job duties and you need a reasonable
accommodation, you should make that fact known to your supervisor. We will treat such information as confidential
except to the extent other employees need to know to evaluate your request for an accommodation or to
accommodate your disability.
In order to evaluate options for accommodation, The Company may request medical opinions to verify the nature of

26
 your restrictions, identify potential reasonable accommodations, or determine whether your continued work would
pose a direct threat to the health or safety of others that cannot be eliminated by reasonable accommodation.
If you become unable to perform the essential functions of your job, even with a reasonable accommodation, please
ask about assistance in identifying and applying for other jobs at The Company that may become available and for
which you may be qualified.

W. PAID TIME OFF

The Company maintains a paid time off (PTO) policy. The PTO policy is designed to provide eligible employees with
the flexibility to use time off to meet their personal needs. Employees will accumulate a specified amount of PTO and
it is the employee’s responsibility to allocate usage – for vacation, illness, caring for children, school activities,
medical/dental appointments, leave, personal business or emergencies. See Appendix II.

X. LEAVES OF ABSENCE
There are several types of leaves of absence available to Company employees. Descriptions of the various types of
leave are set forth below. Additional information about particular leaves can also be obtained from Human Resources.
Employees should take care to comply with the procedural requirements established for the type of leave they are
seeking. If you have questions about any leave policies, contact Human Resources.
Maternity Leave
The Company offers maternity leave to all eligible full-time female employees of the company who are Regional, Area
or General Managers, as well as 1st and 2nd Assistants. The minimum amount of maternity leave an employee is
entitled is defined by law. See Appendix VII.
Family and Medical Leave
The Company will grant family and medical leave “FMLA Leave” in accordance with the requirements of applicable
state and federal law in effect at the time the leave is granted. No greater or lesser leave benefits will be granted than
those set forth in such state or federal laws. In certain situations, federal law requires that provisions of state law
apply. In any case, employees will be eligible for the most generous benefits available under applicable law.
Please contact your supervisor as soon as you become aware of the need for a (“FMLA Leave”). Employees are
expected to provide prompt notice to the Company of any change(s) to an employee’s return to work date. Accepting
other employment, continuing to work in another job, or filing for unemployment insurance benefits while on leave
may be treated as a voluntary resignation from employment with the Company, if consistent with applicable law.

Please see “Employee Rights and Responsibilities under the Family and Medical Leave Act” notice on the following
page for further clarification of the “FMLA Leave”.

27
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-
protected leave to eligible employees for the following reasons:
For incapacity due to pregnancy, prenatal medical care or child birth;
To care for the employee's child after birth, or placement for adoption or
foster care;
To care for the employee's spouse, son or daughter, or parent, who has a
serious health condition; or
For a serious health condition that makes the employee unable to perform
the employee's job.
Military Family Leave Entitlements
Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a
contingency operation may use their 12-week leave entitlement to address
certain qualifying exigencies. Qualifying exigencies may include attending
certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions,
and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible
employees to take up to 26 weeks of leave to care for a covered service
member during a single 12-month period. A covered service member is a
current member of the Armed Forces, including a member of the National
Guard or Reserves, who has a serious injury or illness incurred in the line of
duty on active duty that may render the service member medically unfit to
perform his or her duties for which the service member is undergoing
medical treatment, recuperation, or therapy; or is in outpatient status; or is
on the temporary disability retired list.
Benefits and Protections
During FMLA leave, the employer must maintain the employee's health
coverage under any "group health plan" on the same terms as if the employee
had continued to work. Upon return from FMLA leave, most employees must
be restored to their original or equivalent positions with equivalent pay,
benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that
accrued prior to the start of an employee's leave.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at
least one year, for 1,250 hours over the previous 12 months, and if at least 50
employees are employed by the employer within 75 miles.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or
mental condition that involves either an overnight stay in a medical care
facility, or continuing treatment by a health care provider for a condition
that either prevents the employee from performing the functions of the
employee's job, or prevents the qualified family member from participating
in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may
be met by a period of incapacity of more than 3 consecutive calendar days
combined with at least two visits to a health care provider or one visit and
a regimen of continuing treatment, or incapacity due to pregnancy, or
incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.
Use of Leave
An employee does not need to use this leave entitlement in one block. Leave
can be taken intermittently or on a reduced leave schedule when
medically necessary. Employees must make reasonable efforts to schedule
leave for planned medical treatment so as not to unduly disrupt the
employer's operations. Leave due to qualifying exigencies may also be
taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees may choose or employers may require use of accrued paid leave
while taking FMLA leave. In order to use paid leave for FMLA leave,
employees must comply with the employer's normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA
leave when the need is foreseeable. When 30 days’ notice is not possible, the
employee must provide notice as soon as practicable and generally must
comply with an employer's normal call-in procedures.
Employees must provide sufficient information for the employer to
determine if the leave may qualify for FMLA protection and the
anticipated timing and duration of the leave. Sufficient information may
include that the employee is unable to perform job functions, the family
member is unable to perform daily activities, the need for hospitalization
or continuing treatment by a health care provider, or circumstances
supporting the need for military family leave.
Employees also must inform the employer if the requested leave is for a
reason for which FMLA leave was previously taken or certified. Employees
also may be required to provide a certification and periodic recertification
supporting the need for leave.
Employer Responsibilities
Covered employers must inform employees requesting leave whether they
are eligible under FMLA. If they are, the notice must specify any additional
information required as well as the employees' rights and responsibilities.
If they are not eligible, the employer must provide a reason for the
ineligibility.
Covered employers must inform employees if leave will be designated as
FMLA-protected and the amount of leave counted against the employee's
leave entitlement. If the employer determines that the leave is not FMLA-
protected, the employer must notify the employee.
Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
Interfere with, restrain, or deny the exercise of any right provided under FMLA;
Discharge or discriminate against any person for opposing any practice
made unlawful by FMLA or for involvement in any proceeding under or
relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or
may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or
supersede any State or local law or collective bargaining agreement which
provides greater family or medical leave rights.
FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post
the text of this notice. Regulations 29 C.F.R§825.300(a) may require additional
disclosure
28
Bereavement Leave
Fort Group FL, Inc. grants employees Bereavement Time Off to attend funerals for immediate family. Notify your
manager as soon as possible if it becomes necessary for you to miss work to attend a funeral.
Immediate family is defined as:
• Parents
• Spouse/Domestic Partner
• Children
• Brothers and Sisters
• Grandparents
Leave for Jury Duty
Employees are encouraged to serve jury duty when called. To reduce interruptions in work which may be caused by
absence, team members are requested to report to their manager the fact that they have been called for jury duty.
Arrangements are to be made with the office for approval of your absence. The Company is not obligated to
compensate employees for time taken off for jury duty. However, exempt employees will be paid their full salary less
jury duty fees for any week in which they performed work for the Company and missed work due to jury service.
Evidence of jury duty served must be submitted to the office upon your return.
Witness Duty
The Company encourages employees to appear in court for witness duty when subpoenaed to do so. If employees
have been subpoenaed or otherwise requested to testify as witnesses by Jimmy John’s, they will receive unpaid time
off for the entire period of witness duty after vacation time is exhausted.
Employees are free to use any available paid time off to receive compensation for the period of this absence. The
employee must show the subpoena to the employee’s supervisor immediately after it is received so that operating
requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected
to report for work whenever the court schedule permits.
Military Leave
A military leave of absence will be granted to employees who are absent from work because of service in the U.S.
uniformed series in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
Notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or
unreasonable. The leave will be unpaid. However, employees may use any available vacation time for the absence.
Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and
subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible.
Benefit accruals, such as vacation or holiday benefits, will be suspended during the leave and will resume upon the
employee’s return to active employment.
Employees on military leave for up to thirty days (30) are required to return to work for the first regularly scheduled
shift after the end of service, allowing for reasonable travel time and an eight-hour rest period. Employees on longer
military leave must apply for reinstatement in accordance with USERRA and all applicable state laws. Employees
returning from military leave will be placed in the position they would have attained had they remained continuously
employed or a comparable one depending on the length of military service in accordance with USERRA. They will be
treated as though they were continuously employed for purposes of determining benefits based on length of service.

29
Y. NOTICE AND CERTIFICATION
Employees seeking to take Bonding, Family Care, Serious Health Condition, and Military Caregiver Leave are required
to provide the following information to the Company:
• When the need for the leave is foreseeable, thirty (30) days’ advance notice or such notice as is both possible
and practical if the leave must begin in less than thirty (30) days (normally this should be the same day the
employee becomes aware of the need for leave or the next business day);
• When the need for leave is not foreseeable, notice within the time prescribed by the Company’s normal
absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required
as soon as is otherwise possible and practical;
• When the leave relates to medical issues, a completed Certification of Health-Care Provider form within
fifteen (15) calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel
authorization may be submitted in lieu of a Certification of Health-Care Provider form);
• Periodic recertification (upon request); and
• Periodic reports during the leave.
At the Company’s expense, the Company may also require a second or third medical opinion regarding your own
serious health condition. Employees are expected to cooperate with the Company in obtaining additional medical
opinions that the Company may require.
When leave is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt the
Company’s operations. Please contact human resources prior to scheduling planned medical treatment.
Once you are ready to return to work, please let the Company know as soon as possible and, if possible, please do so
at least two weeks in advance of the date you plan to return to work.

Z. SEPARATION OF EMPLOYMENT
Resignation
Resignation is a voluntary act initiated by the employee to terminate employment with the Company. Although
advance notice is not required, the Company requests at least two weeks' written resignation notice from all
employees. Employees who do not provide such advance notice may be ineligible for rehire at the Company.
Termination
Because employment with the Company is at will, you may separate from the Company at any time or we may ask you
to separate from the Company at any time. In such a case, the Company may ask you to participate in an exit
interview. Your final paycheck will be either hand delivered, mailed, or direct deposited. We cannot release your final
pay to another person. If you are moving away from the area, we will send it to you. Please notify us of address
changes to ensure proper delivery of future correspondence and mailing of year end W-2 forms, etc.
Return of Property
Employees are responsible for all the Company’s property, materials, or written information issued to them or in their
possession or control. All Company property, including Company cell phones and keys, must be returned by
employees on or before their last day of work or immediately when requested. Where permitted by applicable law,
The Company may take all legally appropriate action to recover or protect its property.

AA. APPENDICIES

30
APPENDIX I

EMPLOYEE HANDBOOK ACKNOWLEDGEMENT AND STATEMENT OF UNDERSTANDING

I acknowledge that on the date indicated below, I have been provided access to the Company’s Employee Handbook
(“Handbook”) (Revised June 2022). I acknowledge that I have read and understand the information and all of the
policies included in the Handbook and that all questions have been answered to my satisfaction. I also understand I
should ask Human Resources or the Owner if I have any further questions about anything related to the Handbook.

I specifically acknowledge that I have read and understand the Company’s Equal Opportunity and Anti‐ Discrimination,
Anti‐Harassment, Anti‐Retaliation, and Reporting Discrimination or Harassment policies.

I also acknowledge that the provisions in the Handbook are not intended to form or imply an employment contract
between The Company and me or any of its other employees. I understand my employment may be terminated “at
will” by me or by The Company with or without cause, at any time, with or without advanced notice, and for any
lawful reason or no reason at all. I also understand this employment “at will” policy can only be revised by the
Company management, and only in writing.

I acknowledge that The Company reserves the right to have access to all information created or stored using Company
equipment, including email and documents stored on any Company computer. I also acknowledge that the Company
reserves the right to have access to all physical areas on its premises, including areas that may be assigned to me,
such as desks, files or lockers.

I voluntarily consent to the Company’s collection, use, and storage of my hand geometry or other biometric data for
the purpose of verifying my identity for access to the Company systems. Biometric timeclocks are computer-based
systems that scan your finger for purposes of identification. The computer system extracts unique data points and
creates a unique mathematical representation used to verify your identity, such as when you scan your fingerprint.
Your biometric data will not be disclosed by the Company without your consent unless the disclosure is required by
law or by valid legal subpoena or other legal process. I understand that I may revoke this consent at any time by
notifying the Company in writing.

The Company may deduct from my paycheck any amounts I owe to the Company, including but not limited to, any
mistaken overpayments the Company may make to me and any paid time off (vacation or sick leave) that I may use
in excess of the accrued amounts available to me.

I understand that the Company has the right, subject to limitations or provisions of applicable laws and regulations,
to change, interpret, withdraw, add to, or make exceptions to any of its published policies, benefits, or Handbook
provisions in its sole discretion and without prior notice or consideration to any employee. The Company’s policies,
benefits, or terms and conditions of employment do not require approval by any employee or employee group.
EMPLOYEE INTIALS MANAGER INTIALS

EMPLOYEE HAS REVIEWED AND RECEIVED THE RULES FOR EMPLOYMENT

EMPLOYEE HAS REVIEWED AND RECEIVED THE DRESS CODE

Employee Name (Please Print): __________________________________________________________________

Employee Signature: ___________________________________________________ Date: _________________

Acknowledgement form to be kept in employee file.

31
APPENDIX II
Fort Group FL, Inc. Paid Time Off Policy
Purpose

This policy outlines Fort Group FL, Inc.’s (the “company”) Paid Time Off (PTO) policy. The company’s PTO policy is designed
to provide eligible employees with the flexibility to use time off to meet their personal needs. Employees will accumulate a
specified amount of PTO and it is the employee’s responsibility to allocate usage related to any excused absences – for
vacation, illness, caring for children, school activities, medical/dental appointments, leave, personal business or
emergencies. The company may require an employee to exhaust any unused PTO during disability or family medical leave,
or any other leave of absence. Unless the employee is covered by a separate paid sick policy (most locations in Chicago and
Cook County), this policy is intended to be a paid sick policy, as described above.

Eligibility

Eligible titled positions are entitled to receive PTO if they are a regular status employee who has worked a minimum of 80
hours in a 120-day period. Eligible employees may begin to use accrued PTO 90 days after start of employment. All other
employees are eligible once they worked at least 12 consecutive months.

PTO Accrual

PTO is accrued as you work. The amount of PTO an employee may accrue each year is based on position and length of
service with the company. Length of service refers to consecutive employment; breaks in service will result in length of
service starting over at zero. At a minimum, eligible employees will accrue 1 (one) hour for every 40 hours worked. Once an
employee reaches their respective cap, the employee will cease accruing until an event occurs and PTO is used at which
time the employee will begin accruing PTO again per their respective schedule. Employees will not accrue PTO time while
they are on leave of absence or suspension by the company.

Management & Office Employees:

• First Year of Employment: 1 week (40 hours)

• Two – Five Years of Employment: 2 weeks (80 hours)
• Five+ Years of Employment: 3 weeks (120 hours) Applies to General Managers and above positions.
Max Accrual

Employees may carry over or be paid out up to 5 (five) days’ worth of unused PTO from year to year. Other eligible
employees may carry over or be paid out up to 20 hours of unused PTO from year to year. This designation must be made
by the individual employee no later than 31 January of the following year. This encourages employees to use PTO and
allows the company to manage its financial obligations responsibly. Once an employee reaches their cap, no further PTO
accumulation will occur until the employee uses PTO time to drop below their cap. After the employee’s balance goes
below the cap, PTO accrual will begin again. Employees will not receive retroactive credit for time worked while at the cap
limit.

Separation

Employees will not be paid for any accrued but unused vacation time when leaving the company. In the event that an
employee is compensated for advanced, unaccrued PTO and the employee is terminated or resigns prior to eliminating the
deficit, the company reserves the right to deduct any previously compensated unearned PTO from the employee’s final
paycheck.

PTO Management

Employees are responsible for managing PTO. It is important to plan ahead and develop a plan for taking vacations,
appointments and personal business. Additionally, holding some time in "reserve" for the unexpected, such as emergencies
and illnesses is highly recommended. Accrued PTO will be applied first for all excused absences. Please refer to the
32
company’s Attendance Policy regarding excused absences.
PTO Minimum Increment Usage

The minimum amount of PTO an employee may use depends on whether they are full or part-time. Full-time employees
may not take less than 1 (one) hour off at a time. Part-time employees must take PTO in increments of not less than 4 (four)
hours.

PTO Maximum Increment Usage

Employees are limited to five (5) consecutive PTO days except for FMLA-eligible leave and other pre-authorized absences.

Titled Position Requesting PTO

Employees must request usage of PTO from HR with at least 30 days advance notice and obtain approval prior to using PTO
if the need is foreseeable. This allows eligible employees and their supervisor to prepare for time off and assure that all
staffing needs are met. There may be occasions, such as sudden illness, when an employee cannot notify a supervisor in
advance. In those situations, the employee must inform their supervisor and HR as soon as possible. Managers’ PTO may
not be approved if doing so will leave a store or market understaffed. PTO is approved on a first-come, first-serve basis
except when extenuating circumstances arise. Store operations and needs will play a critical role in PTO approval for
personal PTO requests. A completed PTO Checklist must be filled out and submitted to their direct report 1 week prior to
PTO.

Titled Position Unpaid Days

Situations may arise where PTO is exhausted. The missed time must be made up within 30 days and you must communicate
with your direct report and HR via email with when this time will be made up. If the make-up time is not an option, an
employee is allowed 3 days as an unpaid day. After those 3 days, the time is considered an unexcused absence and may
result in disciplinary action.

Recording PTO

Employees must notify their immediate supervisor (and HR if a Titled Position) to ensure all PTO time used is recorded.
Employees are required to track absences for illness, work related illness/injury, or the attendance of school related
activities for legal compliance reasons. The amount of PTO accrued, used and available will appear on each employee’s
paycheck stub.

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APPENDIX III
Fort Group FL, Inc. Overtime Policy
Purpose
The purpose of this policy is to control labor costs by managing the expense of overtime (OT) pay to non-exempt Fort Group
FL, Inc. employees while complying with the Fair Labor Standards Act (FLSA). Fort Group FL, Inc. will pay time and a half to
non-exempt employees who exceed 40 hours of work time in a workweek.

Eligibility
All employees who are in positions designated non-exempt under FLSA are eligible for overtime. If there are any questions
regarding eligibility, please see your supervisor. OT is accrued when a non-exempt employee works more than 40 hours in
any given workweek. The standard workweek is defined as 12:01 a.m. Wednesday through midnight, the next Tuesday.

Conditions
All OT worked must be approved in advance by a supervisor. Only in exceptional circumstances can this request be made at
the last minute. An employee who works OT without prior supervisory approval may be subject to corrective or disciplinary
action.

Consequences of Overuse of Overtime

Managers who authorize employees to work OT without prior approval from a supervisor will be subject to disciplinary
action. Managers who continually rely on the use of OT hours to complete a week’s work without it being deemed as
extenuating circumstances by management will be subject to disciplinary action.

Consequences of Unauthorized Overtime

Employees who fail to obtain approval prior to working hours that extend beyond their normal 40-hour workweek will be
subject to disciplinary action. Employees may not punch in early or out late and must have all OT approved by a
supervisor.

Discipline
The consequences for failing to comply with the above stated rules include but are not limited to:

1. Verbal Warning
2. Written Warning
3. Termination

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APPENDIX IV
Fort Group FL, Inc. Non-Exempt Employee Off Schedule Hours’ Policy
Purpose and Overview
The purpose of this policy is to instruct non-exempt employees to include all nonscheduled store visits and the use of any
electronic communications devices when not scheduled for work duty. Depending on the nature of the work and
responsibilities involved, employees of Fort Group FL, Inc. may perform job duties that require off schedule visits or the use
of cellphones, text messaging devices, computers and handheld computers. All time spent by non-exempt employees
working while not scheduled will be considered hours worked; the time is compensable and will count toward overtime
eligibility as required by law. Therefore, any work consuming more than five (5) minutes outside regularly scheduled work
hours must be documented.

Procedure
Work by non-exempt employees encompassing more than five (5) minutes, to include using electronic communications for
work-related correspondence or time spent at a Fort Group FL store, during unscheduled times are required to complete
the attached form. The form must be turned into Fort Group FL, Inc. payroll before the end of the pay period in which the
work occurred.

Discipline
The consequences for failing to comply with the above stated rules include but are not limited to:
1. Verbal Warning
2. Written Warning
3. Termination

35
APPENDIX V
Fort Group FL, Inc. Attendance Policy
Purpose
Fort Group FL, Inc. maintains an attendance policy in order to maintain standards and schedules to efficiently operate the
business. As such, employees are expected to be on time and present for all scheduled work. Late arrivals, early
departures, or other absences are disruptive and frequently cause hardship for your team members. In addition to this
policy, please also refer to the Fort Group FL, Inc. Vacation Policy and the Fort Group FL, Inc. Sick Leave Policy.
Excused Absences
An excused absence is defined by any of the following conditions:
1. Absence qualifies as an approved vacation day or sick leave
2. A doctor’s note advised time off for absences of three or more consecutive days
3. Absence qualifies for approved FMLA coverage
Proof Status
The company reserves the right to require acceptable evidence of illness, injury, or disability before allowing any vacation
or sick leave benefits for excessive or extended absences. Any employee who is (or expects to be) absent from
employment shall notify their immediate supervisor immediately.
Attendance Good Standing
An employee in good standing does not have any unexcused absences on their record and is prepared to work at start of
scheduled shift, returns from breaks on time, works through their scheduled shift, and adheres to call in procedures.
Risk to Good Standing
The following include but are not limited to instances in which corrective action (up to and including separation from
employment) may be issued related to attendance:
1. Absences that are not excused
2. Noncompliance with maintaining necessary benefit time to cover an excused absence
3. No call – no show
4. Noncompliance with call in procedure
5. Arriving late to workplace
6. Leaving the workplace earlier than scheduled or without prior approval
7. Returning late from breaks/lunch
8. Unauthorized breaks
9. Falsifying records (doctor’s notes, time sheets, etc.)
10. Abuse or misuse of FMLA benefits
Excessive Absenteeism
Excessive absenteeism is defined as three (3) or more spells of absenteeism in any ninety (90) day period and could lead up
to and including termination. Employees who have attendance issues damage their own employment reputation and
reduce the efficiency of their team and the company.
Additional
1. Noncompliance with attendance policy will lead to corrective action, up to and including separation from
employment
2. An employee that does not call in and does not show up for work will be considered to have abandoned their
employment, hence voluntarily foregoing employment
3. An employee that has called in sick for three consecutive days or more must submit a doctor’s note to their
immediate supervisor before returning to the workplace. The doctor’s note must include the date of doctor’s
visit. Please request that note exclude any confidential medical information
4. An employee is unable to apply future vacation or sick leave to use before benefits are earned
5. Unexcused absences will be reflected in employee evaluations
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APPENDIX VI
Fort Group FL, Inc. Maternity Leave Policy
Purpose
This policy outlines Fort Group FL, Inc.’s (the “company”) Maternity Leave Policy for female employees who are expecting a
child and/or require time to care and bond with their newborn or adopted child. We are aware that pregnancy or caring for
an infant or newly adopted child may cause difficulties in relation to job duties. We are therefore prepared to support
pregnant employees and allow new mothers enough time to recover from childbirth and care for their child. The company
will offer benefits mandated by law and this policy is merely complementary to the existing legal guidelines.
Scope
This policy applies to all eligible full-time female employees of the company who are Regional, Area or General Managers,
as well as 1st and 2nd Assistants. The employee must be employed with The Company for twelve consecutive months in
addition to holding one of the above-mentioned positions before being considered eligible. The minimum amount of
maternity leave an employee is entitled is defined by law.
Paid Benefit
This policy is intended to provide six (6) weeks of paid maternity leave. The employee has the option to apply any available
paid time off before maternity leave is paid out. The Family and Medical Leave Act (FMLA) allows eligible employees up to
twelve (12) work weeks of unpaid leave annually. Any paid leave under this policy shall run concurrently with FMLA leave.
The six (6) weeks of paid maternity leave under this policy will be paid under the following formula:
• Less than two full years of service
o Salaried Employees: 40% of base salary
o Hourly Employees: 40% of the average regular time hours worked during the twelve (12) weeks prior to
the start of the employee’s maternity leave.
• Between two and five full years of service
o Salaried Employees: 50% of base salary
o Hourly Employees: 50% of the average regular time hours worked during the twelve (12) weeks prior to
the start of the employee’s maternity leave.
• After five full years of service
o Salaried Employees: 60% of base salary
o Hourly Employees: 60% of the average regular time hours worked during the twelve (12) weeks prior to
the start of the employee’s maternity leave.
Example: If an hourly employee of three full years of service earns $14.00 per hour and worked an average of 40 regular time hours
during the twelve (12) weeks immediately preceding the start of maternity leave, that employee would be entitled to $280 gross pay
each week for six (6) weeks during the paid portion of maternity leave.

Requirements for Obtaining Paid Leave

The employee must provide Fort Group FL, Inc. Human Resources Department 30 days’ notice of the requested leave (or as
much notice as practicable if the leave is not foreseeable), complete the necessary forms and file them with the Human
Resource Department. Human Resources will formally notify the employee once maternity leave is approved. Employees
not eligible for FMLA leave should refer to the company Leave of Absence Policy. All employees are required to keep both
their immediate supervisor and the Human Resources Department informed of their status and return to work timeline.
Conditions
• The company can fill the employee’s position during their absence. The employee will be offered their original
or a similar position upon return.
• An employee that has not requested an extension or given other notice must return to their positions after the
end of their leave. Not doing so is considered a voluntary resignation.
• An employee must return to work on the agreed upon date and continue to work a minimum of ninety (90)
days. Otherwise, the employee will be liable to reimburse the company any maternity leave and/or company
paid insurance benefits that have been provided.
• Individual circumstances will be considered.

37
APPENDIX VII
Fort Group FL, Inc. Expense Reimbursement Policy
Purpose
Fort Group FL, Inc. (hereafter the “company”) maintains an expense reimbursement policy for designated employees in
accordance with the rules and regulations of the Internal Revenue Service and State and Local Laws. Accordingly, all pre-
approved property, goods and services purchased under this expense reimbursement policy belong to the company, not
the individual. Other expenses incurred by employees during the course of their duties with the company will be
reimbursed per below. Any questions or guidance should be directed to the employee’s supervisor.
Scope
All employees are required to follow this policy.
Pre-Approved Expense Reimbursements
Please note the following are preapproved, predetermined reimbursable expenses:
1. Cell Phone:
a. Company Officer - Predetermined
b. Regional Manager - Predetermined
c. Area Manager - Predetermined
d. General Manager - $10.00 per pay period (reimbursed each pay period)
e. Driver (on the road) - $0.05 per hour on the road (reimbursed the following pay period)
2. Training & Travel Reimbursement – See Training & Travel Reimbursement Policy
3. Mileage & DMR – See Accountable Mileage Reimbursement Plan. DMR for delivery drivers is calculated and
paid at the store level following each driver shift using a predetermined rate designated by the company.
Miscellaneous Expenses
Items of a business nature not provided for above which are purchased directly by an employee, and having been pre-
approved by a supervisor, will be reimbursed by the company.
Documentation Requirements
Company employees are required to complete an expense reimbursement form and include all appropriate supporting
documentation (i.e. receipts and breakdowns) within 30 days of incurring the expense. If receipts are not available,
employees are required to submit a written statement regarding any missing receipts.
Non-Allowable Expenses
The below list represents expenses not covered by the company expense reimbursement policy. Please note the below list
is not exhaustive.
• Club memberships
• Late charges for personal credit cards
• Expenses related to vacation or personal days taken before and after business related travel
• Laundry and dry cleaning
• Loss or theft of personal funds
• “No-show” charges related to business travel
• Traffic violations and court costs
• Personal entertainment
• Personal telephone related expenses
• Towing charges
Acknowledgement
By signing the Handbook Acknowledgement, I acknowledge the above Expense Reimbursement Policy and understand that
it provides guidelines and summary information about the company’s expense reimbursement policy, procedures and rules38
of conduct. I understand that it is my responsibility to maintain adequate and accurate records and provide all supporting
expense reports, receipts and documentation to the company per the above. Furthermore, I understand it is my
responsibility to obtain supervisory approval prior to incurring any expense related to company business.
APPENDIX VIII
Fort Group FL, Inc. Training & Travel Reimbursement Policy
Training & Travel Reimbursement Policy
The company’s training and travel reimbursement policy is developed to help employees understand and follow the
company’s training travel reimbursement process. Employees should verify that training travel is authorized before making
arrangements. If an employee has questions, please contact your Area Manager.

General information
Authorized business travel for staff that includes prepayments must be approved. The company will provide an established
mileage reimbursement for personally owned vehicle travel. Further, the cost of overnight lodging will be paid by the
company and a per diem complete with a miscellaneous expenses allotment will be provided. Cash advances are
authorized for specific situations that might cause undue financial hardship for travelers. In cases in which vacation time is
added to a business trip, any related cost variance in airfare, car rental or lodging is not authorized. The company will not
prepay any personal expenses with the intention of being “repaid” at a later time, nor will any personal expenses be
reimbursed.

Reimbursements
Requests for reimbursements of travel-related expenses must be submitted within 30 days of your last travel date. This
form must be accompanied by supporting documentation. Air travel and vehicle rental is not reimbursable unless
preauthorized by an Area Manager or above. The company reserves the right to deny reimbursement of travel-related
expenses for failure to comply with policies and procedures.

Auto Travel (personally owned vehicle)

A valid driver’s license issued within the United States and personal automobile insurance are required. Should multiple
employees carpool, only one employee will be authorized to receive the mileage reimbursement.
a. Champaign, IL - $40 one way; $80 round-trip
b. Charleston, IL - $40 one way; $80 round-trip
c. Lafayette, IN - $40 one way; $80 round-trip

Lodging
The cost of overnight lodging (room rate and tax only) will be paid directly by the company at a single or double occupancy
room rate. Only single room rates are authorized unless the second party is representing the company in an authorized
capacity.

Meals (per diem)

Per diem allowances are provided for overnight travel for training. In addition to meals, these rates include an incidental
expense allotment. Additional incidental expenses will not be reimbursed.
MI&E Total Breakfast Lunch Dinner Incidental Expenses First Day of Travel
$38 $8 $10 $14 $6 $14

a. Champaign, IL - $38 per day; $242 max per 6 day training week; $432 per two week
b. Charleston, IL - $38 per day; $242 max per 6 day training week; $432 per two week
c. Lafayette, IN - $38 per day; $242 max per 6 day training week; $432 per two week

39
Nonreimbursable Travel Expenses
The following items are not reimbursable by the company for training travel:
a. Airfare
b. Parking, mileage, gasoline separate from those pre-set reimbursements
c. Child care, babysitting, house-sitting, or pet-sitting/kennel charges
d. Costs incurred related to an employee’s failure to notify or cancel travel reservations in a timely fashion
e. Haircuts and personal grooming
f. Laundry and dry cleaning
g. Personal entertainment expenses, hotel pay-per-view movies, in-theater movies, social activities and related
incidental costs
h. Travel accident insurance premiums or purchase of additional travel insurance
i. Other expenses not directly related to the business travel

Travel for Non-Employees

Additional costs for travel, lodging, meal or other travel expenses for spouses or other family members will not be
reimbursed unless the individual has a bona fide company purpose for engaging in the travel.

40
APPENDIX IX
Fort Group FL, Inc. Employee Information Security Policy
Purpose
Information security policies are crucial to establishing, maintaining and monitoring proper information security practice. It
is the responsibility of every Fort Group FL, Inc. employee to maintain and monitor proper information security practices
while protecting sensitive information as an essential aspect of our security program. Furthermore, securing this
information is crucial for maintaining compliance, business advantage and reputation. Sensitive information, at minimum,
includes customer and cardholder data as well as other personally identifiable information (PII).

Role-Based Access
Predesignated, authorized users must provide a valid username and password to access system components, including point
of sale systems, servers, files and databases. Fort Group FL, Inc. will define the applicable users and roles for each system
and determine which rights each individual has on the system. Proper user account management reduces the risk of some
of the most common security weaknesses, such as weak passwords, accounts without passwords or unnecessary access to
applications.

Shared Accounts
Fort Group FL, Inc. prohibits the use of shared or generic accounts on their information systems. Each account, and the
password associated with it, is the responsibility of a single individual.

Physical Security
Proper physical security controls prevent unauthorized physical access to critical systems, facilities and data. Attacks that
exploit physical security weaknesses can circumvent numerous logical and procedural controls that would otherwise protect
critical information assets. Thus, physical security is one of the core components of a robust information security program.

Card Reader and Point of Interaction (POI) Security

Fort Group FL, Inc. employees should be conscious to not allow card acceptance device tampering. For devices that do not
require direct customer interaction, Fort Group FL, Inc. will place the device in an area out of the reach of customers and
visitors that is accessible by employees only. Any employee who experiences a possible information security incident must
immediately report this incident to their immediate supervisor. Examples include but are not limited to:

• Any individual purporting to need access to any store device or equipment no matter where it is located in the
store.
• Any suspicious behavior related to any contact with Fort Group FL, Inc. information technology equipment.

41
Acceptable Use Policy
Fort Group FL, Inc. maintains an information technology Acceptable Use Policy for their employees. All employees are
responsible for exercising good judgment when using or accessing Fort Group FL, Inc. systems or information. The following
should be used as guidelines, and if there is any uncertainty, please consult your supervisor.

DO:
• Maintain personal safety and privacy while accessing the Internet and use caution not to reveal personal
information that could lead to identity theft. Only authorized personnel are allowed to access the internet
using Fort Group FL, Inc. information systems.
• Use appropriate and polite language while online and through electronic communication
DO NOT:
• Send, receive, view or access any material that is obscene, defamatory or intended to annoy, harass or
intimidate another person
• Send email that is unsolicited, unrelated to business activities, for personal gain or that contains confidential
information without suitable encryption
• Send, reveal or publicize confidential or proprietary information, including sensitive information, outside of the
company without prior permission
• Download any software or electronic files without prior permission and approved virus protection
• Reveal or share passwords or allow someone else to use your account, including family members, when
working from home
• Attempt to circumvent the authentication or security of any system, including impersonating another user or
system or testing the security of a system
• Corrupt or destroy another user's data or violate the privacy of another user online
• Disturb or disrupt any other user or system, including (a) propagating viruses or malicious programs, (b) using
sustained high volumes of resources or (c) performing any sort of denial of service
• Use personal hardware or software, including modems, wireless, smartphones, USB sticks, laptops, portable
drives or any other remote access
• Perform any activity on a point of sale (POS) system that is not related to processing a sale, such as browsing
the Internet
• Make fraudulent offers or represent personal opinions as those of Fort Group FL, Inc.
• Perform any other inappropriate use or activity that is illegal under local, state, federal or international law or
waste time on non-company business

All usage may be subject to monitoring for security and/or network management reasons. A violation of this policy may
result in disciplinary actions, which may include termination of employment and/or legal action (in the event a law is
violated, or damages are inflicted upon Fort Group FL, Inc.).

42
APPENDIX X
Fort Group FL, Inc. – Biometric Information and Security Policy
Purpose
(a) This Biometric Information and Security Policy (“Policy”) defines Fort Group FL, Inc.’s (hereafter the “Company”)
policy and procedures for collection, use, safeguarding, storage, retention, and destruction of biometric data
collected by the Company and/or its vendors.
(b) The Company uses biometric identification systems for employee logins on its Point of Sale systems and other
related store security systems. The Company and/or its vendor(s) may collect, store, and use employee biometric
data for the purpose of granting employees access to the Company’s systems and to document employees’ (i)
clock in/out time(s); (ii) clock in/out location(s); and (iii) attempts/failures/errors in biometric data scans and
other security features.
Scope
(a) The Company’s policy is to protect and store biometric data in accordance with applicable standards and laws,
including, but not limited to, the Florida Biometric Information Privacy Act.
(b) An individual’s biometric data will not be collected or otherwise obtained by the Company without prior written
consent of the individual.
Definition
Biometric data means personal information stored by the Company and/or its vendor(s) about an individual’s physical
characteristics that can be used to identify that person. Biometric data can include fingerprints, voiceprints, a retina scan,
scans of hand or face geometry, or other data.
Procedure
(a) The Company and/or its vendor(s) collects, stores, and uses biometric data for the purposes of giving employees
access to the Company’s systems and for maintaining accurate records of employee time.
(b) The Company will not sell, lease, trade, or otherwise profit from an individual’s biometric data. The Company will
not disclose biometric data unless (1) consent is obtained, (2) disclosure is required by law, or (3) disclosure is
required by a subpoena or other legal process. In the event the Company begins collecting biometric data for
any additional purpose, the Company will update this procedure.
(c) The Company will store, transmit, and protect biometric data using a reasonable standard of care and in a manner
that is the same as or exceeds the standards followed in maintaining other confidential and sensitive information.

Consent to Collection of Biometric Data

Your hand geometry or other biometric data may be collected and stored by the Company and/or its vendor(s) for the purpose
of verifying your identity for access to the Company systems. Biometric timeclocks are computer-based systems that scan
your finger for purposes of identification. The computer system extracts unique data points and creates a unique
mathematical representation used to verify your identity, such as when you scan your fingerprint.

Your biometric data will not be disclosed by the Company without your consent unless the disclosure is required by law or by
valid legal subpoena or other legal process. Your biometric data will be permanently deleted from the Company’s systems
when the first of the following occurs: (i) the initial purpose for collecting or obtaining such biometric data has been satisfied,
such as a separation of employment or a move to a role for which the biometric data is not used; or (ii) within 3 years of the
end of your employment with the Company.

By signing below, you voluntarily consent to the Company’s collection, use, and storage of your hand geometry or other
biometric data for the above defined purpose. You may revoke this consent at any time by notifying the Company in writing.

Employee Name (Please Print): _________________________________________________________________ 43

Employee Signature: ________________________________________________ Date:_____________________

APPENDIX XI
Fort Group FL, Inc. Employee Health Policy Agreement
Purpose
The purpose of this agreement is to inform employees of their responsibility to notify the manager when they experience
any of the conditions listed so that the manager can take appropriate steps to preclude the transmission of foodborne
illness.
Reporting Symptoms of Illness Reporting Diagnosed Illness
I agree to report to the manager when I have any onset of I agree to report to the manager when/if I have been
the following symptoms, either while at work or outside diagnosed with:
of work, including the date of onset: • Norovirus
• Diarrhea • Salmonella Typhi (typhoid fever)
• Vomiting • Shigella spp. infection
• Jaundice (yellowing of the skin and/or eyes) • E. coli infection (Escherichia coli O157:H7 or other
• Sore throat with fever EHEC/STEC infection)
• Infected cuts or wounds, or lesions containing • Hepatitis A
pus on the hand, wrist, an exposed body part Note: The manager must report to the Health Department
(such as boils and infected wounds, however when an employee has one of these illnesses.
small).
Reporting Exposure of Illness
I agree to report to the manager when I have been exposed to any of the illnesses listed above through:
1) An outbreak of Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or Hepatitis A.
2) A household member with Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or hepatitis A.
3) A household member attending or working in a setting with an outbreak of Norovirus, typhoid fever, Shigella spp.
infection, E. coli infection, or Hepatitis A.
Exclusion and Restriction from Work
If you have any of the symptoms or illnesses listed above, you may be excluded* or restricted** from work.
*If you are excluded from work you are not allowed to come to work.
**If you are restricted from work you are allowed to come to work, but your duties may be limited.
Returning to Work
If you are excluded from work for having diarrhea and/or vomiting, you will not be able to return to work until more than
24 hours have passed since your last symptoms of diarrhea and/or vomiting.
If you are excluded from work for exhibiting symptoms of a sore throat with fever or for having jaundice (yellowing of the
skin and/ or eyes), Norovirus, Salmonella Typhii (typhoid fever), Shigella spp. infection, E. coli infection, and/or Hepatitis A,
you will not be able to return to work until Health Department approval is granted.
Agreement
I understand that I must:
1) Report when I have or have been exposed to any of the symptoms or illnesses listed above; and
2) Comply with work restrictions and/or exclusions that are given to me.

I understand that if I do not comply with this agreement, it may put my job at risk.
Employee Name (Please Print): _________________________________________________________________

Employee Signature: ________________________________________________ Date:_____________________

Manager Name (Please Print): __________________________________________________________________

Manager Signature: _________________________________________________ Date:_____________________

44