Lancaster Wings, Inc

1. Lancaster Wings, Inc New Hire Orientation WELCOME TO THE FAMILY!

2. Pre-Orientation • Did you finish the Snagajob Pre-Orientation Items • W-4 Filled out • I-9 Fillled out • Team Member Handbook Reviewed • Game Plan of Orientation • Review Team Member Handbook (Highlight items) • E-file all documents • Restaurant tour • Schedule training shifts

3. Team Member Handbook • Introduction • Your company is Lancaster Wings, Inc (LWI) • Guideline for LWI Policies and Procedures • Please Read Below: The Company has the right to change or depart from any policy, including any policy contained in this handbook. The only exception to this rule is that a change to an employee’s “at-will” status may only be made in writing signed by the Company owner/operator of the Company. This handbook applies to all employees, including those with written employment agreements, except to the extent that the two documents are inconsistent, in which case the employment agreement will govern. This handbook supersedes all previously issued handbooks and workbooks. Any oral representation contrary to the contents of this handbook may be invalid and should not be relied upon.

4. Work Hours • As a restaurant organization, our work hours must serve our customers’ wants and needs. Therefore, your work hours may vary depending on workload and/or your position within the Company. • Your manager will determine and communicate your schedule and/or post it in your store or department. • Schedule requests must be submitted at least two weeks prior to the day schedules are posted. • It is your responsibility to know when you are scheduled to work. • The request is subject to approval by the affected manager(s). • Watch for notices of scheduled meetings. • *AZ employees are not required to find a replacement when using accrued sick leave. Sick leave is reported on each paystub. Employees may find accrued hours on the employee portal • Tipped Employees • Tipped Employees are not required to perform non-tipped duties while clocked in at a tipped rate. Tipped Employees will be required to clock out of tipped rate and clock in at FOH support, which is a minimum wage, non-tipped rate when performing non-tipped duties. Tipped employees scheduled before/after open/close of the restaurant will be required to clock in at the FOH support rate for any duration of time that the restaurant is not open.

5. Discount Meal Program • Hourly store employees who work at least a four-hour shift may order from the store menu at a 50% (up to $6) discount during an approved rest or meal period. And 25% (up to $4) when off work. Discounted orders must be rung up before the food is prepared.

6. Attendance and Punctuality • Attendance and punctuality are important to an efficient operation. Therefore, you are expected to be at your workstation ready to work at your scheduled starting time. • If you are unable to report to work at your scheduled starting time due to illness, injury or any other emergency, notify your manager or the next level manager. Notification should occur at least two hours before your scheduled work time for each day you will be absent or late, until a date of return has been established. • Employees are responsible for reporting absences personally and should not rely on other people to notify their manager. • If a Team Member fails to call/report for a shift or calls/reports for a shift less than two hours prior to their scheduled start time, it will be considered a no call/no show. Disciplinary counseling for a no call/no show begins immediately with the first incident and may lead to termination.

7. Discipline Policy • Disciplinary action may call for any of the four steps: informal discussion, written warning, suspension with or without pay, or termination of employment- depending on the severity of the problem and the number of occurrences. There may be situations when one or more of the steps may be bypassed. • We recognize that there are certain types of employment problems that are serious enough to justify either a suspension or in extreme situations, termination of employment without going through the usual progressive discipline steps. • While it is impossible to list every type of behavior that may be deemed a serious offense, the Conduct Policy includes examples of problems that may result in immediate suspension or termination of employment.

8. LWI Values Our Values We strive to instill five basic values in all phases of our business operations. We value: Our Customers By providing an outstanding value, a unique, fun dining and entertainment experience and the highest possible level of customer service. Each Other By treating our fellow employees with respect and dignity through honesty, openness and the sharing of ideas. The Company By our awareness and caring for all aspects of our Company’s operations, including product quality and consistency, productivity and assets. Flexibility By being open to change and constantly looking for ways to improve. Excellence By always putting forth our very best effort and becoming the leader in every aspect of our business.

9. No Gossip Policy • We strive to maintain a positive, High Five work environment where employees treat each other with respect and courtesy. • In the workplace, gossip is an activity that can drain, distract and downshift employee job satisfaction. In order to create a more professional workplace, we are making a commitment to change our atmosphere to be gossip free. In order to end gossip, means to end a particular type of communications – and that can include talk, email or social network communications. Any form of workplace gossip, including gossip via social media, may lead to termination.

10. Dress and Grooming Dress and Grooming • While an important part of your appearance is a friendly smile, proper dress is also important. You are expected to dress in a manner that reflects good taste and business professionalism with consideration to position and frequency of public contact. • Unless indicated, you are required to maintain the following standards relating to personal hygiene, dress and grooming: Company Wide Standards • All clothing must be neat, clean, well fitted and appropriate for a business establishment. • You are required to comply with established standards where the Company has designated specific attire (i.e. shirts, hats, etc.). • Haircut and style must be neat and clean. • Cosmetics and jewelry should be conservative and not distracting. • Appropriate undergarments are required. • You are required to maintain the highest standards of hygiene and grooming.

11. DRESS CODE Shirt Team Members will wear the shirt that has been issued to them and it must be neat, clean and wrinkle free when they report to work. Shirts worn under uniforms must be SOLID BLACK OR White in color. NO JACKETS/SWEATSHIRTS are to be worn over uniform. FOH may wear team jerseys on any shift. These must be a jersey material, no Tshirts or sweatshirts will be allowed. Shoes Shoes must be polished, clean, closed toe, and a style to accommodate extended periods of standing and walking. For safety reasons, kitchen personnel must wear leather-topped shoes. Tennis shoes must be fully laced and tied. Shoes must be ALL BLACK in color and slip resistant. Pants/Shorts • You may have the option of selecting between pants or shorts however, this may vary by position. Shorts may be worn year-round at an appropriate length (below apron). If pants have loops, a belt must be worn. Pants/Shorts may be jeans in material (blue or black and in good condition with no holes or tears) or black dress pants. HOH may not wear shorts. NO YOGA pants.

12. DRESS CODE Hat Kitchen personnel are required, at all times, to wear the hat they have been issued or any other approved sports logo hat when working in the kitchen and food preparation areas. The brim and logo of the hat must be worn to the front. FOH Team members may wear BWW or approved sports logo hats. Jewelry • Acceptable jewelry FOH includes: rings, non-dangling earrings, , non-dangling bracelet; studded facial piercings. HOH- is limited to a wedding ring. NO JEWLRY on wrists including BRACLETS OR WATCHES (other than medical bracelets) Hair Hair must be neat and clean and long hair (shoulder length or longer) must be tied back. Mustaches and beards must be neat and trimmed. Polished nails are permitted providing they are well manicured and do not violate local or state health code

13. Off Duty Off-Duty Dining/Store Visits • No Uniforms while off-duty. • Performing work-related functions while visiting the store as a customer is prohibited, except if approved by the manager on-duty. • No sitting at the Bar when off Duty • Non-management employees are allowed to consume alcohol while visiting the stores as customers provided they do so lawfully and responsibly per management discretion. • Off-duty employees who do not conduct themselves professionally and in the manner specified above when visiting stores, will be subject to disciplinary action up to and including termination.

14. Tobacco Policy Smoking/Tobacco/Nicotine Use • For the health and safety of our Team Members, Team Members may not smoke or use other tobacco products while working and/or while on premises in a Company uniform. This policy applies to all Company premises and any location where the Team Member is performing work for the Company. This policy applies, but is not limited to, when you are on a paid break, making a delivery, and/or servicing or in view of Guests at any time. • *** Tobacco/Nicotine products include but are not limited to: Cigarettes, Chew/dip, • Cigars/Cigarillos, and Electronic cigarette or E- cigarettes and vapes • Team Members are encouraged to leave tobacco products at home or locked in their car out of sight. If brought to work, tobacco products must be stored in a location approved by your Manager. • Any violation of this policy may result in disciplinary action up to and including termination of employment • (If a manager allows a “smoke break” the TM MUST CLOCK OUT AND WALK OFF PROPERTY)

15. Cell Phone Policy Cell Phone Use • Because we expect Team Members to be attentive to our Guests, personal cell phones (and other personal communication devices) are not to be used while working (this includes checking voicemails and viewing/sending text messages), unless required for Lancaster Wings, Inc business purposes. • Team Members are encouraged to leave their cell phones at home or locked in their car out of sight. Cell phones cannot be carried on/in belt loops, pockets, aprons, etc. during a shift. • Any violation of this policy may result in disciplinary action up to and including termination of employment. • (If a manager allows a “cell phone break” the TM MUST CLOCK OUTAND BE OUT OF GUESTS VIEW)

16. Pay/Compensation • The Company determines compensation based on the nature of the job performed with consideration to what other employers in the community pay for similar work. • Tipped Employees must claim 100% of all tips received. • Paydays- 100% direct deposit or ePay card beginning 3/1/16

17. Fraternization Policy • Lancaster Wings Inc. desires to avoid situations where there is a romantic, personal or marital relationship between a supervisor and a team member. • Employees with, or who develop, such relationships must immediately notify and disclosure all relevant circumstances to Director of Operations. Although we have no absolute prohibition regarding such relationships, we reserve the right to take appropriate action, on a case by case basis, according to the relevant circumstance. Any failure to disclose the nature of the relationship as contemplated in this policy may result in disciplinary action up to termination.

18. Walk Outs • Team Members is required to notify the Manager on Duty when a walk out has occurred. • Team Members will be documented for the walk out and Management will take appropriate disciplinary action. This is defined as a final written warning and could lead to suspension and/or termination. • Walk out on Tabs held with Credit Card • Walk out tabs held with a credit card may simply be closed out to the credit card. • When closing the tab to the credit card, the manager will write “SIF,” or “signature on file” on the signature line of the charge receipt. • No tip will be added to the tab. • Only the Manager on Duty will close a walk out tab to a credit card of a guest that is not present at the store. Managers that enter the store on a day or shift they are not working are not permitted edit a tab with any management card for any reason.  • The Team Member will be coached about ways to prevent a walk out in the future (i.e. being present in the dining room as much as possible). The coaching conversation will be documented.

19. RAS Responsible Alcohol Service (RAS) Policy Statement It is the policy of Lancaster Wings, Inc to monitor guests, serve the Guests appropriately, and safely respond to any incidents that may arise at the Restaurant as a result of a Guest who has been drinking alcohol. Guidelines Obey all laws prohibiting the sale of alcohol to persons who are visibly intoxicated. Obey all laws prohibiting the sale of alcohol to minors. All Guests who are consuming alcohol must have their identification checked as described in this policy. Exceptions will not be made to our policy of not serving anyone under 21. • We will not serve alcohol to a parent or guardian purchasing for a minor child. • We will not serve alcohol to minor children in conjunction with any religious event or celebration.

20. RAS Continued Prohibit the sale of alcohol to minors. The first time a Guest who appears to be under the age of 40 orders an alcoholic beverage, request to see his/her identification. You must know the forms of identification that are valid in your area. Each state has different rules regarding valid identifications and confiscation of false identification. AZ's acceptable forms: All must be valid • State Driver’s license or Identification Card ii. Passport • Canadian Identification Card • Armed Forces ID Ohio acceptable forms: Again all must be valid • State Driver’s License or Identification Card • Military identification Card It is your responsibility to carefully check over the identification. Bars Program It is your responsibility to comply with all state and local laws and guidelines. Local liquor agencies conduct “secret shops” to insure compliance. Any “Red Card” or failed shop will result in disciplinary action up to and including termination.

21. Q&A / Tour • Question and Answer Session • Tour of Facility • Finalize Paperwork • Tax Break LLC • Snagajob E-Verification • Print Payroll Report • Pay card assigned if selected • Uniforms/Name Tags • Position Training Schedule (5 shifts)

22. High Five Good-Bye Mission Statement “Exceeding guest’s expectations everyday” Vision Statement Serving the highest quality of food, hospitality and atmosphere to every Guest that enters our restaurants High Five ALL Team Members out the door! Welcome to the Team