Dollar General Employee Handbook
Dollar General Employee Handbook
Dollar General Employee Handbook
February 2015
HR-5003-2015
HR-5003-2015
February 2015
HR-5003-2015
Acknowledgement of
Receipt of Dollar General Employee Handbook
I acknowledge that an electronic copy of the Dollar General Employee Handbook and applicable supplement
outlining the policies and procedures of Dollar General have been made available to me. I have read the Table of
Contents, and I know what kind of information I can find in the handbook. I acknowledge that it is my responsibility
to read and understand the information contained in this handbook and applicable supplement and to follow the
policies and procedures of the Company, both now and in the future. If I have any questions, I understand that I
should contact my manager or Human Resources.
I am aware that Dollar General can revise, add or delete any policies, procedures or benefits at the Companys
discretion.
I AGREE TO FOLLOW THE POLICIES AND PROCEDURES OF THE COMPANY. I UNDERSTAND THAT,
UNLESS OTHERWISE AGREED IN WRITING SIGNED BY AN OFFICER OF THE COMPANY AND
SUBJECT TO ANY APPLICABLE LAW, ALL DOLLAR GENERAL EMPLOYEES ARE EMPLOYED ON AN
AT-WILL BASIS. THIS MEANS THAT EMPLOYMENT IS NOT GUARANTEED FOR ANY SPECIFIC
DURATION, AND DOLLAR GENERAL RETAINS THE RIGHT TO TERMINATE MY EMPLOYMENT AT
ANY TIME, WITH OR WITHOUT CAUSE. NO ORAL REPRESENTATIONS MADE BY A DOLLAR
GENERAL EMPLOYEE WITH RESPECT TO CONTINUED EMPLOYMENT CAN ALTER THIS
RELATIONSHIP. LIKEWISE, NO STATEMENT MADE IN THIS HANDBOOK IS INTENDED TO ALTER
THE AT-WILL NATURE OF EMPLOYMENT WITH DOLLAR GENERAL OR TO CREATE ANY CONTRACT
WITH RESPECT TO THE TERMS OR CONDITIONS OF MY EMPLOYMENT.
Note to Employees:
As of its issue date, this handbook replaces all previously distributed editions. Any policy contained in any previous
handbook which does not appear in this edition, or is different from the information provided in this edition, is
invalid.
This handbook is the property of Dollar General. All information contained within this handbook is for Dollar
General and its employees only.
Dollar General is an equal opportunity employer. It is the Companys policy to provide equal employment
opportunity (EEO) to all qualified persons without regard to race, sex (including pregnancy, childbirth and related
medical conditions), religion, color, age, national origin, disability, citizenship, sexual orientation, genetic
information, gender identity or any other characteristic protected by the applicable federal, state, or local law. The
Company provides equal opportunities in employment, promotions, wages, benefits and all other privileges, terms
and conditions of employment.
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TABLE OF CONTENTS
Alphabetical Listing
401 (k) RETIREMENT PLAN
30
31
ANNIVERSARY DATE
13
BACKGROUND CHECKS
31
BENEFITS
18
BEREAVEMENT LEAVE
27
41
CHILD CARE
42
14
COHABITATION
43
25
COMPANY NEWSLETTER
41
42
39
31
EMERGENCY SITUATIONS
35
30
29
EMPLOYEE DISCOUNTS
31
48
7
43
5
EXIT INTERVIEWS
48
20
29
GETTING STARTED
HIPAA (HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT OF 1996 SUMMARY)
HUMAN RESOURCES CONTACT INFORMATION
1
19
1
35
37
16
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JURY DUTY
28
19
12
MEDIA
41
MILITARY LEAVE
26
MINIMUM AGE
44
PAY RATE
11
PAY SCHEDULE
11
PAYROLL OPTIONS
11
PERFORMANCE REVIEWS
13
17
PERSONAL LEAVE
26
46
46
PERSONAL VISITS
46
PERSONNEL FILE
7
29
4
40
2
39
38
PROTECTIVE ORDERS
32
14
46
RESIGNATION
47
47
SEARCHES
32
SERVICE BRIDGING
SMOKING/TOBACCO POLICY
47
44
42
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TELECOMMUNICATIONS POLICY
36
TELECOMMUTING POLICY
46
8
43
TYPES OF EMPLOYMENT
VOLUNTEER ACTIVITIES
47
VOTING
47
WORK HOURS
10
WORK SAFETY
33
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33
HANDBOOK GUIDE
Getting Started
As you begin your new job, you will be busy learning your duties and meeting other employees. You are encouraged
to take every opportunity to discuss job-related difficulties, questions and concerns with your manager.
Company guidelines, policies and services should be covered with employees on their first day.
The Company is committed to full compliance with the federal immigration laws and will not knowingly hire or
continue to employ anyone who does not have the legal right to work in the United States. Upon hire, all employees
are required to provide documentation verifying identity and legal right to work in the United States.
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COMPANY PHILOSOPHY
Positive Work Environment and Remaining Union Free
At Dollar General we strive to provide a positive work environment. We are part of a company and a culture that not
only supports different ideas and different backgrounds but thrives on them.
We are committed to maintaining a work experience for our employees built on respect and opportunity. This begins
with our commitment to deal directly with employees. Our direct relationship provides the greatest opportunity for
teamwork, respect and the meeting of our mutual goals of employee and customer satisfaction. We believe this
approach not only aligns the interests of our employees, our customers, and our shareholders but also provides the
best opportunity for long-term sustainable success.
We believe our union free status is one reason we continue to grow and provide employment while many unionized
companies have declined. Our employees have enjoyed competitive wages, benefits and steady employment without
paying dues to unions, and have never missed a paycheck because of a strike. We provide job security by continuing
to build a sound, growing and profitable business.
Our employees are individuals and Dollar General is committed to resolving employee issues and concerns in an
equitable, timely and open manner. Employees have a direct voice and will be heard. We firmly believe that a union
would not be to the advantage of our employees, our customers or the economic growth on which we all depend.
If a union organizer or business agent asks you to join a union or to sign any kind of union card (whether it is to join
the union, get more information about the union, or for some other purpose) you have the right to refuse. We ask that
you carefully examine any literature or authorization card which you may be given before you sign. Feel free to get
information from your supervisor and other managers regarding questions you may have so that you are completely
informed about the issues and consequences of signing the union card and you can make the best choice.
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the different experiences that each employee brings to his or her job. We believe that our differences make us
stronger.
The Company demonstrates its commitment to inclusion through:
Recruiting, hiring and developing employees;
Serving the needs of our customers; and
The Companys mission and business strategy.
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Unwelcome sexual advances or repeated flirtations, or continuing to express sexual or inappropriate interest
after being informed directly that the interest is unwelcome
Unwelcome intentional touching of another person or other unwanted intentional physical contact (including
patting, pinching, or brushing against another persons body)
Unwelcome whistling, staring, or leering at another person
Asking unwelcome questions or making unwelcome comments about another persons sexual activities,
dating, personal or intimate relationships, or appearance
Unwelcome sexually suggestive or flirtatious gifts, notes, e-mail, texts, voicemail, posts or other
communication on social media sites
Conduct or remarks that are sexually suggestive or that demean or show dislike for a person or class of
persons because of a protected class (including jokes, pranks, teasing, obscenities, obscene or rude gestures or
noises, slurs, epithets, taunts, negative stereotyping, threats, or blocking of physical movement)
Displaying or circulating pictures, objects, or written materials (including graffiti, cartoons, photographs,
pinups, calendars, magazines, figurines or novelty items) that are sexually suggestive or that demean or show
hostility to a person because of a protected characteristic
Using sexual behavior to control, influence, or directly affect another employee or job applicant
Any conduct based on sex, or other characteristic protected by law, that has the purpose or effect of
substantially interfering with the individuals work performance or creating an intimidating, hostile or
offensive work environment
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witnessed harassment, discrimination or retaliation should immediately report the matter to his or her
manager, Human Resources or the Employee Response Center (ERC) at 1-888-237-4114.
All allegations of discrimination, harassment or retaliation will be investigated. The investigation will be
conducted on a confidential basis and sensitive information will be disclosed on a need to know basis. There
will be no retaliation against any employee who reports such conduct or participates in the investigation in
good faith. Any attempt to interfere with an investigation or retaliate against an employee for reporting
conduct or participation in an investigation may result in discipline up to and including immediate
termination, even for the first offense.
Ethical Standards
To accomplish our mission of Serving Others, we must uphold the values that make our Company great: honesty,
fairness and respect. Our Code of Business Conduct and Ethics (the Code) shows us how to apply our Companys
values when interacting with fellow employees, customers, business partners, and communities. These values dictate
behavior of the highest moral, ethical and legal standards in pursuing our business interests. We expect all employees
to comply with the Code, which has been designed to promote those standards. Remember that certain matters
require specific approval by or disclosure to the persons specified in the Code. In those cases, you must follow the
procedures set out in the Code. Disclosure to your manager is not enough. The Code of Business Conduct and Ethics
is posted on DGe under Company Policies and on the Investor Information-Corporate Governance portion of our
website at www.dollargeneral.com.
If you wish to report an ethical or legal concern or complaint anonymously, you may do so by calling the
Whistleblower Hotline at 1-800-334-9338 or fill out a report online at www.tnwgrc.com/dollargeneral. All
complaints and concerns submitted through this hotline or online will be received and processed by a third party
provider. The operators will take your report and forward it to the appropriate Dollar General representative. All
matters reported via the hotline or website will be treated confidentially, subject to applicable law, regulation or legal
proceeding. If you do not need to remain anonymous, we strongly encourage you to instead report any complaints or
concerns to the Employee Response Center (ERC) at 1-888-237-4114 or persons specified in the Code of Conduct
rather than through the hotline or website.
Dollar General prohibits retaliation against an employee who makes a good faith report to the Whistleblower Hotline
or the ERC or any person specified in the Code of Business Conduct and Ethics.
Dollar General intends to consistently enforce the policies and standards in the Code through appropriate disciplinary
mechanisms. Conduct that violates the Code or any applicable law, rule or regulation may subject the persons
involved to prosecution, imprisonment or fines. Dollar General also may be subject to prosecution, fines and other
penalties for the improper conduct of our employees.
Any violation of the Code or any applicable laws, rules or regulations, including the failure to report a violation, may
result in disciplinary action, even for the first offense, up to and including termination of employment depending on
the circumstances.
Discuss your concern with your immediate manager, if you are comfortable doing so.
If you and your manager cannot resolve the issue to your satisfaction, or your manager is part of the concern,
you should feel comfortable discussing your concern with the next level of management.
If you are not satisfied with the response given by your managers or if you do not feel comfortable in bringing
your concerns to the attention of your managers, please contact Human Resources.
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The most important relationship you will develop at Dollar General will be between you and your manager.
However, should you need support from someone other than your manager; the entire management and Human
Resources team is committed to trying to resolve your individual concerns in a timely and appropriate manner.
YOUR EMPLOYMENT
Minimum Age
Unless otherwise required by law, persons working for Dollar General must be at least 18 years old.
Retail managers should refer to the Standard Operating Procedures (SOP) manual for further information relating to
the hiring of minors.
Types of Employment
Regular full-time employment:
Employees hired into a position designated to be full-time will be considered full-time and are reasonably
expected to work an average of 30 hours or more per week (unless otherwise required by law).
Regular part-time employment:
Employees hired into a position designated to be part-time position will be considered part-time and expected
to work an average of fewer than 30 hours per week.
Temporary employment:
Employees hired into a role of limited duration, not longer than 60 days, are considered temporary
employees. A temporary employee should be given an anticipated start and, if possible, end date upon being
hired. Seasonal employees are considered temporary employees.
NOTE:
A Personnel Action Form (PAF) must be completed any time there is a change in an employees
status.
Questions regarding your type of employment should be directed to your manager or HR representative.
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Personnel File
The Company maintains certain records relating to your employment and has adopted the following principles to
avoid unnecessary or inadvertent disclosure of confidential personal/employment information:
The Company will request, use and retain only personal information about employees that is required for
business or legal reasons.
The Company will take reasonable measures to protect and preserve the confidential personal/employment
information in its records and files.
The Company will limit the internal availability of confidential personal/employment information to those
Company employees with a need-to-know purpose.
The Company will not, except in specific circumstances, release confidential personal/employment
information to outside sources. Exceptions include simple employment verification utilizing The Work
Number (an automated service that provides employment and income verification) and where disclosure is
required by law (e.g., to respond to a subpoena), or as part of a law enforcement investigation.
NOTE:
Personnel files are Company property; therefore, they will not be released unless required by law,
necessary to defend the Company in litigation or other proceedings, or in compliance with a
lawfully issued subpoena or court/agency order.
Anniversary Date
An employees anniversary date is the date on which an employee was originally hired (unless rehired see the
Service Bridging section below). This includes employees who were originally hired as part-time or temporary
employees (those hired through the Company, not a temporary agency) and who have now become full-time
employees. The anniversary date is used, in conjunction with other criteria, to determine service with the Company
which may impact various leave policies, vacation and time off with pay and benefit programs.
Service Bridging
The anniversary date will be defined as the original hire date unless the employee was rehired after a break in service
of more than 30 days. If the employee is rehired after being separated from the Company for more than 30 days, the
anniversary date will be changed to reflect the rehire date. If an employee leaves the Company and is rehired within
30 days of the termination date, the original hire date and anniversary date remains the same. This is called service
bridging.
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Paystubs are generally available online at DGme Tuesday afternoon and should be viewed as soon as they are
made available to verify payment for all hours worked.
Hourly (non-exempt) key carriers may not make payroll modifications to their own time records.
DO NOT work off the clock.
DO NOT allow anyone to work (including unloading trucks, taking out trash, etc.) unless the person is an
employee of Dollar General and paid for all hours worked.
DO NOT allow relatives, friends or any other non-employee to work in the store (this means allowing them to
perform any work for example receiving trucks, stocking shelves, taking out trash, etc.) NO
EXCEPTIONS!
DO NOT accept or give merchandise or cash.
DO NOT allow another employee to clock in or out for you.
DO NOT allow employees in the store before or after store hours without being paid.
DO NOT perform work of any kind during an unpaid lunch or meal break. If you are interrupted during your
meal break for work-related reasons, you should clock back in before performing any work and notify your
store manager so that you may be paid appropriately.
DO NOT work overtime without it first being approved by your store manager.
DO NOT require or permit any employee to replace cash shortages, missing deposits or the like with his or
her own money.
DO NOT make deductions from employee pay for cash shortages, missing deposits, etc.
Employees should call the Employee Response Center (ERC) at 1-888-237-4114 if they believe that they
have not been paid for all hours worked, not been provided with an uninterrupted meal break, or to
report a violation of our Wage & Hour policy.
Employees will be paid through the regular payroll system for all hours they work No exceptions. Any
violation may result in immediate termination of employment for the responsible employee, even for the first offense.
It is your responsibility to notify the Company if you have not been paid for all hours worked. Additionally, you
should immediately report any employee who asks you to work off the clock. No employee has the authority to ask
another employee to work off the clock. Report all violations or requests for violations of this policy to the contacts
listed below:
SSC Director/Senior Director of Corporate Human Resources
DCs Local Human Resources department
Retail Employee Response Center (ERC) at 1-888-237-4114 or your local HR contact as designated on your store
Communications Center
Unless otherwise required by law, it is Dollar Generals policy that employees must take a 30 minute uninterrupted
meal break if scheduled for six (6) hours or more of consecutive work, and generally this break may not be waived by
employees or their managers.
All work time must be recorded so that an accurate record of hours worked can be kept so that an employee may be
compensated appropriately. Working off the clock is strictly prohibited and may result in immediate termination.
Employees should record only actual hours worked. Falsifying time worked is prohibited and could result in
disciplinary action up to and including termination.
For employees who submit timesheets, all time worked should be submitted at the end of each week by the employee
and turned in to his or her manager for approval before submission to ensure proper payment.
Managers should never clock in or out for the employee or enter modifications to an employees clock in/out times
that reflect anything other than the actual hours worked.
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Overtime pay will be paid to non-exempt employees at the applicable rate under law. There are no exceptions. When
determining eligibility for overtime, only actual hours worked are taken into consideration. Non-work hours (time
off with pay/time off without pay) are not considered hours worked in determining eligibility for overtime pay).
NOTE:
Failure to properly track work time as listed above may result in counseling up to and including
termination, even for the first offense.
Work Hours
SSC - The general work hours for the Store Support Center may vary by department. Core work hours of 8:00 a.m.
5:00 p.m. Monday through Friday should be covered by all departments. Apart from these core hours, flexible
schedules may be allowed to accommodate the needs of our customers and employees. While differing schedules are
required by various departments, most flexible hours will exist in a window between 7:00 a.m. and 6:00 p.m. Monday
through Friday. In the event that work requires you to have additional building access beyond the normal work hours,
please contact Security.
Managers will prepare a work schedule for their department. Departments may periodically require changes to the
schedule to meet Dollar General business needs. Employees may temporarily adjust their work schedule after
approval from their manager. Any change made must not diminish the operational effectiveness of the department or
create a loss of service to our customers and fellow employees. Changes to work schedules should be made only
occasionally so as not to disrupt the effectiveness of the department.
Retail As an employee in the retail stores, your schedule may vary from week to week. Unless otherwise required
by law, employees are not guaranteed a specific number of hours or to work at specific times during any workweek.
The store manager will post your schedule which may be subject to change due to the arrival of trucks or other needs
as they arise.
Retail Store Policies:
No vendors or contractors are allowed in the store before or after store hours without a business purpose and
authorization from the store manager and district manager.
Typically no Dollar General hourly employee is allowed in the store before or after store hours without the
store managers and district managers authorization and unless scheduled to work and paid for all hours.
Store managers typically should notify their district manager if they believe that they need to be in the store
before or after hours. Only Dollar General employees may perform work in the store.
Performing work prior to clocking in or after clocking out may result in immediate termination from the
Company, even for the first offense.
Store Managers may not schedule new employees to begin work prior to receiving confirmation from HR
Shared Services. To do so is a violation of Company policy.
DCs Each DC employee will be assigned to a designated shift. Hours vary by location and department depending
on business need and type of work. Overtime may be necessary due to business need. Dollar General will try to
provide advance notice if overtime work is needed.
Missed work includes tardiness and partial day absences. Employees who have established a pattern of excessive
absenteeism and/or tardiness may be subject to disciplinary action up to and including termination. Supervisors
should partner with their manager or Human Resources on attendance issues.
NOTE:
NOTE:
It is Dollar Generals intent to comply with the ADA and other employment laws. If you believe
you need an accommodation to your work schedule, you should contact your manager, Human
Resources, and/or the Employee Response Center (ERC) at 1-888-237-4114.
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Pay Rate
It is the intent of Dollar General to pay employees in a manner that it considers to be fair based upon their job duties
and their performance. The Company also strives to provide pay rates that are competitive with other companies in
our business and in our market areas. All employees will be paid at least the current state or federal government
mandated minimum wage per hour. No form of payment other than through an approved payroll method
implemented by the Company is allowed. You should not accept merchandise, compensatory time-off or any type of
gift in lieu of payment for time worked.
Deductions from Wages Salaried Employees: Dollar General does not permit improper or unauthorized deductions
from exempt employees salaries unless (1) the deduction is in compliance with federal and/or state tax laws, (2) the
employee has authorized the deduction, or (3) the deduction is specifically permitted by the Fair Labor Standards Act
or other state or federal law. Any exempt employee who believes that his or her salary has been improperly reduced
or subjected to improper deductions should notify Human Resources. Dollar General will promptly investigate the
deduction; if the deduction was improper, Dollar General will reimburse the employee for the improper deduction. In
addition, Dollar General will, in good faith, take all reasonable steps necessary to ensure that no such improper
deductions are made in the future.
Pay Schedule
For salaried employees who are paid on a semimonthly basis, pay will be distributed to each employee on the 15th
and 30th of each month for the current pay period. For example, work for February 115 is paid on February 15.
However, as the 15th and 30th will occasionally fall on a Saturday, Sunday or holiday, the employee may expect to
receive his or her pay on Friday afternoon or the last workday before the holiday.
Dollar General pays all store and hourly DC employees on a weekly basis and one week in arrears. Pay is available to
employees each Friday. Retail store employees in the states of MA and VT are paid on Thursday. Any questions
concerning an employees compensation should be directed to his or her manager.
The Store Support Center and the Distribution Centers pay week begin on Sunday and ends on Saturday.
For Retail employees, the pay week begins on Saturday and ends on Friday.
Employees will not receive advance pay before the designated payday.
Payroll Options
You will be able to elect to receive your pay through two safe and convenient methods: 1) traditional direct deposit or
2) the ePay program (a self-issued paycheck and the optional debit paycard). With both methods, your pay is
available by the close of business on your regularly scheduled pay day and you can start using your funds
immediately. Other methods may be available as required by law.
If you already have a checking or savings account at a bank, credit union, or other financial institution, direct deposit
is probably the most convenient method for you. Your payroll funds will be deposited into the financial institution of
your choice on the payday. Please verify deposit amounts are available at your financial institution prior to accessing
funds.
With ePay, you have the choice of using a self-issued paycheck or an optional debit paycard. The self-issued check
can be used and cashed just like any other paycheck. You can deposit the check in your personal bank account, you
can use it to pay bills, or it can be cashed for free at participating check cashing locations. The check can be used as
many times and as often as you like. The optional debit paycard can be used for ATM withdrawals, store purchases,
and cash back at participating retailers. Most transactions are free for you, but some fees may apply and are listed in
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the terms and conditions you receive with the card. The checks and cards may be used in conjunction with one
another if you so choose.
New hires will be asked to select direct deposit or ePay during the online hiring process. Employees selecting ePay
will be asked to complete additional information on their first day of work. Employees selecting direct deposit will
complete all necessary information during the online hiring process. Other methods may be available as required by
law.
Employees can make changes to their existing payroll elections or enroll in new accounts by visiting DGme (which is
accessible through all company computers or dollargeneral.com).
Dollar General will make available to the employee, on his or her regularly scheduled pay day, a paystub detailing the
accounts credited along with the employees normal payroll information.
Meal and rest periods may be scheduled by your manager according to business needs and/or as required by
law.
Employees are expected to be punctual in starting and ending their breaks.
Do NOT perform work of any kind during an unpaid lunch or meal period. If you are interrupted for workrelated reasons, you should clock back in before performing any work and notify your manager so that you
may be paid appropriately.
Employees must remain on Dollar General property for paid rest break periods. If an employee must leave
the premises during a break, then this should become the 30 minute unpaid meal break.
Employees who choose not to take a rest break are not entitled to leave before the normal quitting time and
will not receive extra pay in lieu of taking the break. Employees generally may not waive their 30 minute
uninterrupted unpaid meal break.
Breaks required by state law may not be waived.
Additionally, in accordance with state and federal law, Dollar General will provide reasonable unpaid break periods
for the purpose of expressing breast milk to female employees who breastfeed a newborn child. If an employee
anticipates the need for breaks to express breast milk, they must give 30 days notice in advance of the anticipated
need, where practicable, or as soon as the need arises by calling HR Shared Services at 1-855-ASK-DGHR. Where
state law regarding breaks for nursing mothers imposes additional requirements beyond the terms of this policy,
Dollar General will follow the applicable state law.
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Performance Reviews
The Performance Review is a vital tool that will aid in the review of work performance and the encouragement of
high performance work practices among employees in the organization. The appraisal is not only a tool to evaluate
but also to develop. It helps in the assessment of training needs and in identifying areas for future development.
A well-defined performance appraisal system serves the following objectives:
Identifying and linking employee goals to overall organizational goals
Sharing the organizations expectations from employees
Motivating high performers
Generating performance data that would aid in various initiatives such as compensation, training needs,
reward and recognition and career progression
Full-time and part-time salaried employees in the DCs and SSC as well as retail store managers who are employed
prior to November 1 should receive an annual performance review. DC hourly, assistant store managers, and store
manager candidates employed prior to January 1 will also receive an annual performance review. Employees
typically are reviewed on some or all of the following factors: quality of work, supervision required, attendance,
teamwork, compliance with Company policies and any assigned performance goals. Reviews are completed as soon
as possible after year end.
Qualified absences related to FMLA or other approved absences taken in accordance with
Company policy or pursuant to applicable law for eligible employees will not lead to performance
counseling.
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have been in your current position for at least 90 days in the DCs, 18 months in a retail position (Store
Manager and above) or 1 year in the SSC. Exceptions to this policy require the approval from both the
exiting and receiving managers.
meet the minimum qualifications listed for the position on the job description.
When prompted, check the box Currently Employed with Dollar General to indicate you are an internal
applicant.
Notify your current manager that you intend to apply for an open position before submitting your application.
Questions regarding open positions may be directed to:
SSC Director/Senior Director, Corporate Human Resources
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Tennis shoes, athletic shoes, flip flops, beach type sandals (exception: athletic shoes may be worn on
approved Jeans Day).
Shorts and skorts (including walking shorts).
Denim jeans, skirts and jackets - this includes denim of any color unless otherwise approved by Senior
Management (exception: denim may be worn on an approved Jeans Day).
Head coverings (except as noted below under NOTE).
Warm-up suits, sweatshirts and sweatpants.
T-shirts (except those with a Dollar General Logo and only on approved Jeans Day).
Visible body piercings other than on the ear (except as noted below under NOTE).
Hair that is of an unnatural color, e.g., blue, pink or green hair.
Plain polo-style, short-sleeve or long-sleeve collared shirt in approved color, without any logos other than the
Dollar General logo (if the employee chooses to wear a shirt with the Dollar General logo).
Pants (men or women) or skirts (women) in approved color (no shorter than three inches above the knee)
except as noted below under NOTE).
If pants have belt loops, a belt must be worn. Pants should fit at the waist and not be low riders.
Capri pants and black jeans are permissible.
Shirts must be tucked in pants/skirts where possible. The shirt must cover the midriff.
Name badge must be worn on the left collar.
During cold weather, employees may wear long-sleeved clothing underneath the polo-style shirt or a
jacket/sweater may be worn over the polo-style shirt (in approved colors).
No open-toe or open-heel shoes or sandals are permitted; socks or hosiery must be worn.
Hair, including facial hair, must be neatly groomed and must be of a natural color. Examples of unnatural
colors are blue, pink or green hair. Unnatural hair colors are not allowed.
Visible body piercings, other than on the ear, are not permissible (except as noted below under NOTE).
Head coverings are not acceptable (except as noted below under NOTE).
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Distribution Center attire (Due to the nature of the work performed and because these positions are non-customer
facing, a more relaxed dress code typically is allowed):
Shorts are permitted (no shorter than three inches above the knee).
Skirts/dresses are not permitted.
No open-toe or open-heel shoes are permitted.
Hair and jewelry should be worn so as not to get caught in the machinery.
Denim jeans are allowed.
Athletic shoes are permissible.
Warm-up suits, sweatshirts and sweatpants are acceptable.
Hats are permitted.
The following is not appropriate at any time in any Dollar General facility:
If you have any questions about the interpretation of this policy, please speak with Human Resources. Managers will
be responsible for ensuring compliance of this policy within their teams. Employees who fail to follow the Personal
Appearance and Dress Code Policy are subject to progressive counseling. An employee who does not adhere to the
dress code may be required to return home to change.
NOTE:
Religious and/or disability related exceptions may be permitted depending on the circumstances
and/or otherwise as necessary to comply with applicable law. Partner with Human Resources for
direction.
EMPLOYEE BENEFITS
Benefits
Dollar General offers many benefits and resources to its employees.
Upon hire, all employees are eligible to participate in the voluntary benefits programs, designed to help cover
out-of-pocket expenses due to an accident or critical illness.
Employees in a designated full-time position and employees who work on average 30 hours or more per week
during the relevant measurement period are eligible for Dollar Generals comprehensive health and welfare
benefit plans, including medical, prescription, life insurance, and programs to encourage healthy actions.
Employees are provided a notice of enrollment opportunity at their home or work location upon meeting the
eligibility requirements. Enrollment must take place within 31 days of eligibility. Employees can also enroll upon
February 2015
HR-5003-2015
18
experiencing a life status event such as marriage, birth of a child, loss of a spouse/dependent, gaining other coverage
or during annual enrollment which typically occurs in October/November.
For information on Dollar General health and welfare benefit plans, refer to the Summary Plan Description
documents located on DGme.
For benefits related questions, contact HR Shared Services at
benefitsgroup@dollargeneral.com or at one of the following phone lines: 1-855-ASK-DGHR or 1-888-864-4TTY
(TTY Line).
Adhere to HIPAA security policies, including IT security policies, procedures, standards and guidelines
Do not grant access to or release ePHI without formal authorization from employee
by
contacting
HR
Shared
Services
at
HR-5003-2015
19
Full-time and part-time employees who are not eligible for FMLA are eligible for up to 6 workweeks of Company
Medical Leave in a 12 month rolling period, measured backward from when the date leave is to begin.
To the extent additional leave is needed beyond the amount of time afforded under the FMLA and/or
Company Medical Leave policies, please request such additional leave through HR Shared Services at 1-855ASK-DGHR. The request will be considered on a case-by-case basis to determine whether the additional leave
is reasonable and can be accommodated under the circumstances.
An employees failure to provide required documentation supporting the need for leave in the necessary timeframe
will result in a delay or denial of the leave and, where permitted, the Companys attendance policy may apply. In
addition, for the time missed, the employee may be subject to disciplinary action.
NOTE:
Where federal, state or local law or regulation requires that the Company provide additional leave,
or where such law or regulation gives employees greater rights than Company policy, the Company
will comply with such law or regulation.
It is a violation of Company policy to deny or discourage an employee from exercising his or her
rights or to retaliate against an employee who has exercised his or her rights under the FMLA or
this policy.
Eligibility
Under the FMLA, eligible employees may take up to 12 workweeks of unpaid leave within a 12 month rolling period
(measured backward from the date the employees leave begins) for the following reasons:
The birth or adoption of a child or the placement of a foster child with the employee
To care for a family member (parent, child, or spouse) with a serious health condition (see definition below)
A qualifying exigency if the spouse, son, daughter or parent of the employee is on active duty (or has been
notified of an impending call or order to active duty) as a member of the Armed Forces, including the
National Guard or Reserves in support of a contingency operation
To care for a spouse, child, parent or next of kin who is a current member of the Armed Forces, including the
National Guard or Reserves, with a serious illness or injury incurred in the line of duty
Service Member Family Leave
Eligible employees may take up to a combined 26 workweeks of leave during a single 12 month period to care for a
spouse, son, daughter, parent or next of kin who is a Covered Service Member and is seriously injured in the line of
active duty. A Covered Service Member is a member of the Armed Forces, including a member of the National
Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, in outpatient status, or on the
February 2015
HR-5003-2015
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temporary disability retired list, for a serious injury or illness. During the single 12 month period, an eligible
employee is entitled to a combined total of 26 workweeks of leave under both FMLA and Service Member Family
Leave.
Serious Health Condition
The phrase serious health condition means an illness, injury, impairment or physical or mental condition that
involves:
Continuing treatment by a health care provider (see next section)
Inpatient care in a hospital, hospice, or residential medical care facility and any period of recovery or
subsequent treatment in connection with such inpatient care
Any period of incapacity due to pregnancy or prenatal care; a visit to the health care provider is not necessary
for each absence
Any period of incapacity due to a chronic serious health condition which continues over an extended period
of time, requires periodic visits to a health care provider (at least twice per year for the same serious health
condition), and may involve occasional episodes of incapacity (e.g., asthma, diabetes); a visit to a health care
provider is not necessary for each absence
A period of incapacity which is a permanent or long-term condition for which treatment may not be effective
(e.g., Alzheimers, a severe stroke, terminal cancer). Only supervision by a health care provider is required,
rather than active treatment.
Any period of absence to receive multiple treatments for restorative surgery after an accident or injury or for a
condition which would likely result in a period of incapacity of more than three (3) days in the absence of
medical intervention or treatment (e.g., dialysis, chemotherapy or radiation treatments for cancer)
Continuing Treatment
Continuing treatment by a health care provider includes any period of incapacity due to a health condition
(including treatment or recovery time) lasting more than three (3) consecutive calendar days, and any subsequent
treatment or period of incapacity relating to the same condition that also includes:
Treatment two (2) or more times within a 30-day period, unless extenuating circumstances exist, by a health
care provider, by a nurse under direct supervision of a health care provider, or by a provider of health care
services (e.g., physical therapist) under orders of, or on referral by, a health care provider; or
Treatment by a health care provider on at least one occasion which results in a regimen of continuing
treatment under the supervision of the health care provider.
FMLA Counting Method
With the exception of Service Member Family Leave, Dollar General calculates leave eligibility based on a 12 month
rolling period measured backward from the date the leave is to begin. An employee is not required to use granted
vacation hours (if available) during leave. An employee can choose to utilize vacation concurrently with unpaid leave
at the employees option, with notification to the employees manager and confirmation that the employee has
available vacation time. Vacation may not be used to extend a leave of absence without management and Human
Resources approval. Workers Compensation leave will run concurrently with the 12 week FMLA entitlement if a
work-related injury meets the FMLA serious health condition requirement. A holiday that occurs within a week of
leave is counted against the employees FMLA entitlement. If the employee takes FMLA Leave in an increment of
less than a full week, the holiday does not count against his or her entitlement unless the employee was scheduled and
expected to work on that day.
Leave for the birth of a child or the placement of a child for adoption or foster care must conclude within 12 months
of the birth of the child or placement of the child into the employees care.
Leave to care for a seriously injured Covered Service Member is based on a single 12 month period and begins with
the first day that the employee takes leave.
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HR-5003-2015
21
The employees name and the last four digits of the employees social security number, if known
If the request is for the employees own condition, report whether or not he or she is unable to perform the
functions of the job as a result of the condition. If the leave is for a family member, does the condition render
the family member unable to perform daily activities?
The anticipated duration of the absence
If the employee (or family member) intends to visit a health care provider or has a condition for which the
employee (or family member) is under the continuing care of a health care provider
If requested, send executed Authorization Form to Matrix permitting them to contact the employees health
care provider
Unauthorized work for personal gain while on leave is prohibited. Violations may result in termination.
Medical Certification
An employee taking FMLA Leave to care for a parent, child or spouse with a serious health condition or for the
employees own serious health condition will be required to provide medical certification in support of his or her
request. Matrix will send the medical certification form to the employee upon initiation of the leave claim for
completion by his or her health care provider. The employee must return the form within the timeframe required (i.e.,
15 days from the date Matrix is notified). Failure by the employee to provide this form will result in a delay or denial
of the employees request for leave.
Return to Work
An employee returning to work from leave due to the employees own serious health condition will be required to
submit a release to return to work (Fitness for Duty) certificate from the employees health care provider. The
Fitness for Duty must be provided to Matrix at least two (2) days in advance of the return to work date. The
employees manager will be notified to confirm the employee has been released to return to work and the effective
date of the return. An employee should not be allowed to return to work unless the completed return to work Fitness
for Duty certification has been received. There should be no exceptions to this policy. Failure to return to work at
the end of the designated leave may result in performance counseling up to and including termination, unless
otherwise prohibited by law.
If an employee does not return to work or request an extension of leave after the expiration of FMLA or Company
Medical Leave, the Company may terminate the employee (unless additional leave is required by federal or state law
or regulation). In that case, the employee may be eligible for COBRA continuation with respect to applicable benefit
plans. If an employee is unable to return to work by the end of FMLA or Company Medical Leave because of a
physical or mental condition, including continuation of a serious health condition, he or she should contact his or her
manager and HR Shared Services at 1-855-ASK-DGHR to discuss possible alternatives and/or accommodations, such
as additional leave. If the employee is eligible for additional time under FMLA Leave or Company Medical Leave,
February 2015
HR-5003-2015
22
medical and welfare benefits will continue for the period of approved leave through payroll deductions or remitting
premiums timely. Otherwise, the employee has the option to enroll in and pay the COBRA coverage continuation
premium rate to continue health/dental coverage.
Key Employees
A Key Employee is a FMLA eligible employee who is among the highest paid 10% of all employees within 75
miles of the employees worksite. Under limited circumstances, where restoration to employment will cause
substantial and grievous economic injury to its operations, an employer may refuse to reinstate certain highly paid
Key Employees after using FMLA Leave.
In order to do so, the employer must:
Notify the employee of his or her status as a Key Employee in writing at the time the employee gives notice
of the need for FMLA Leave.
Notify the employee of the potential consequences with respect to reinstatement and maintenance of health
benefits if the employer should determine that substantial and grievous economic injury to its operations will
result if the employee is reinstated from FMLA Leave.
Notify the employee in writing as soon as the employer makes a good faith determination it will deny
restoration to the employee on completion of FMLA Leave, and explain the reasons for this decision.
Offer the employee a reasonable opportunity to return to work from FMLA Leave after giving this notice.
Make a final determination as to whether reinstatement will be denied at the end of the leave period if the
employee then requests restoration.
The Key Employee is entitled to maintain his or her health benefits during the FMLA Leave period notwithstanding if
the employee returns to work upon notification of Companys intent to deny restoration.
Spouses
When eligible spouses are both employed by the Company, the spouses are entitled to a combined total of 26
workweeks of injured Service Member Family Leave, or a combined total of 12 workweeks of FMLA Leave if the
leave is taken for the following reasons:
The birth of a child or the placement of a child for adoption or foster care
The employee must make a reasonable effort to schedule planned medical treatments so as not to unduly
disrupt the operations of the Company.
For reduced schedule or intermittent leave due to medical treatment, the employee must initiate a leave
request to Matrix and submit a medical certification form stating the reasons leave is necessary, the dates the
treatment will be given and the duration of the treatment, within the timeframe required by Matrix.
The Company may require the employee to transfer temporarily to an available, equivalent alternative
position which can better accommodate the leave than the employees current position (but only for the
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HR-5003-2015
23
period during which leave is being taken), assuming the employee is qualified to perform the alternative
position. This position must have equivalent pay and benefits.
The employee must report each intermittent absence to his or her manager and to Matrix.
If an employee takes intermittent or reduced schedule leave, only the amount of leave actually taken will be
counted toward the 12 weeks of FMLA Leave to which an employee is entitled. The Company tracks such
leave in quarter hour increments.
If the need for intermittent leave extends beyond the period originally approved, recertification must be
provided and approved by Matrix. As allowed by law, Dollar General may require recertification of
intermittent leave at least every (six) 6 months in connection with an absence.
Period of Leave
Pay Status
Benefit Status
Reinstatement
Bonus
February 2015
12 months employment (need not be consecutive) and 1,250 actual hours worked in
the 12 months prior to leave (does not include non-work time such as vacation, time
off with pay, holidays or other leaves).
Notify your manager of your need to take a leave
Contact Matrix at 1-888-644-3550 or online at www.matrixeservices.com to
report your leave
Provide completed medical certification form from your health care provider to
Matrix (if required; see policy above). This can be faxed to Matrix at 1-877-7889736.
Personal serious health condition; serious health condition of employee's parent,
spouse or child; birth or adoption of child or placement of foster child; a qualifying
exigency due to a spouse, child or parent in the Armed Forces (including the National
Guard or Reserves) called to duty in support of a contingency operation; or being the
child, parent, spouse or next of kin of a member of the Armed Forces with an injury
or serious illness incurred in the line of duty.
12 weeks per rolling 12 month period counting backward from date on which most
recent requested leave is to begin. For injured service member leave, up to 26 weeks
per 12 month period beginning on the date the leave begins.
This is unpaid leave. The employee may be eligible for benefits under the Salary
Continuation or Short Term Disability program (if eligible and/or participating).
If not, the employee may use vacation or other available paid time off for pay
purposes.
All medical and welfare benefits will continue for the duration of approved FMLA
Leave through payroll deductions or remitting premiums timely. At the end of the
approved FMLA Leave, if the employee does not return to work or receive additional
approved leave, benefits will be terminated. COBRA may apply. Employees
enrolled in benefits should contact HR Shared Services at 1-855-ASK-DGHR.
Employee and employer contributions to the 401(k) Savings and Retirement plan will
cease if not receiving pay through payroll.
HR-5003-2015
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Period of Leave
Benefit Status
This leave is designed for the employees own serious health condition
As of Date of Hire full-time and part-time employees excluding temporary
employees
Notify your manager of your need to take a leave
Immediately
contact
Matrix
at
1-888-644-3550
or
online
at
www.matrixeservices.com to report your leave.
Meet the FMLA definition of a serious health condition, or as required to
comply with other federal or state law or regulation.
Provide completed medical certification form from your health care provider to
Matrix.
Full and part-time employees are eligible for six (6) weeks of Company Medical
Leave in each rolling 12 month period.
Employment may be terminated at the end of the leave if the employee does not
return to work or otherwise contact the Company to request additional leave,
unless otherwise required by federal or state law.
Unpaid leave. The employee may be eligible for benefits under the Salary
Continuation or Short Term Disability program (if participating and/or eligible).
Employees who are not eligible for Salary Continuation or not enrolled in the
Voluntary Short Term Disability program may use available vacation or other
available paid time off for pay purposes.
All medical and welfare benefits will continue during the length of an approved
Company Medical Leave through payroll deduction or remitting premiums timely.
Employees enrolled in benefits should contact HR Shared Services immediately at 1855-ASK-DGHR.
Unless additional leave is approved all benefits will terminate at the end of the
approved Company Medical Leave period. However, if the employee does not return
from leave, COBRA may be offered. Employee and employer contributions to the
401(k) Savings and Retirement plan will cease if not receiving pay through payroll.
If benefits terminate, benefits will be reinstated if employee contacts HR Shared
Services in writing within 31 days of returning to work.
Employees may be entitled to return to their previous position following a Company
Medical Leave, depending on the circumstances and/or as required by law.
Reinstatement
If the employee returns to work following Company Medical Leave, a return to work
Fitness for Duty certification is required to be provided to Matrix two (2) days
before the return to work date.
Pro-rated for all leaves including intermittent, reduced and full-time.
Bonus
NOTE:
To the extent additional leave is needed beyond the amount of time afforded under the FMLA
and/or Company Medical Leave policies, please request such additional leave through HR Shared
Services at 1-855-ASK-DGHR. The reasonableness of the request will be considered on a case-bycase basis.
February 2015
HR-5003-2015
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Personal Leave
Definition
This leave is designed for full-time and part-time employees, excluding temporary
employees, in the event they require a leave of absence not covered by any other leave
and all vacation time has been exhausted.
Notify your manager of your need to take a leave and obtain approval and then
contact Matrix at 1-888-644-3550 or online at www.matrixeservices.com to report
your leave.
As of Date of Hire
All personal leaves are at the discretion of Human Resources and senior management,
dependent on business needs and are generally only approved in emergency or
extenuating situations requiring an employee to take time off from work for more than
three (3) consecutively scheduled workdays. A personal leave may not be taken
intermittently.
Personal leave may not be used for the employees own medical condition.
Period of Leave
NOTE: Store employees must receive Store Manager and District Manager approval.
Up to four (4) workweeks combined leave for full-time employees and up to two (2)
workweeks combined leave for part-time employees in a rolling 12 month period
(counted the same as FMLA). Employment may be terminated at the end of the leave
if the employee does not return to work, unless further leave is required under federal
or state law.
The leave is unpaid.
All medical and welfare benefits will continue for the approved leave period through
remitting premiums timely. At the end of approved leave period, if the employee
does not return to work, benefits will be terminated. COBRA may be offered.
Employees with questions regarding benefits continuation should contact HR Shared
Services at 1-855-ASK-DGHR. Employee and employer contributions to the 401(k)
Savings and Retirement plan will cease while the employee is not receiving pay
through payroll.
If benefits terminate, benefits will be reinstated if the employee contacts the Benefits
Group in HR Shared Services in writing within 31 days of returning to work.
Employees generally are not entitled to return to their previous position following a
personal leave, unless otherwise required by law. The employee may return to the
position if it is still available, and if not, the employee may apply for open positions
within the company.
Pro-rated for all leaves including intermittent, reduced and full-time leave.
Reinstatement
Bonus
NOTE:
Employees on Personal Leave are not eligible for the Medical or Dependent Care Reimbursement
Accounts. These accounts will be suspended until the employee returns to active status.
Military Leave
This leave is designed for employees (full-time and part-time) who serve (through
active duty or called-up to active duty) in any branch of the Armed Forces, National
Guard or Reserve training.
Definition
February 2015
HR-5003-2015
26
Benefit Status
The maximum duration of life and accidental death & dismemberment insurance
coverage is 24 months.
Benefits will be reinstated if the employee contacts the HR Shared Services in writing
within 31 days of returning to work.
Generally, an employee whose military service is of five years or less will be
reinstated if certain requirements are met including release, proof of status and return
date within a specified period in accordance with applicable law.
Pro-rated (for all leave amount increments including intermittent, reduced and fulltime leave).
Reinstatement
Bonus
NOTE:
Dollar General prohibits discrimination related to military leave or on the basis of race, color,
religion, sex (including pregnancy, childbirth, and related medical conditions), national origin,
age, disability, citizenship status, sexual orientation, genetic information, gender identity or any
other characteristic protected by law.
Bereavement Leave
The purpose of bereavement leave is to provide employees with time to attend the funeral of a family member or
close relative and to handle related personal affairs. In the event of a death in the family, employees are encouraged
to use this leave policy as needed. When possible, reasonable notice must be provided to the employees manager
and employees may be required to complete a form verifying the employees relationship to the deceased and
attendance at the funeral. With manager approval, vacation or paid time off may be used in lieu of unpaid
bereavement leave for the death of an extended family member
Paid Leave for the Death of an Immediate Family Member
In the event of the death of an immediate family member, full- and part-time employees will be provided with up to
three days of paid leave. Typically, this will include the day of the funeral, the day prior, and the day after.
Immediate family members include the employees:
Spouse
Parent or stepparent
Sibling or stepsibling
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HR-5003-2015
27
Child or stepchild
Grandparent or step grandparent
Grandchild or step grandchild
Parent/children/sibling-in-law
When leave is paid, the amount of pay will be based on the employees base rate of pay and normal work schedule.
Employees will not be paid for days they are not scheduled to work. An employee who is otherwise on an unpaid
leave of absence during any of the funeral leave period will not receive additional leave or pay for those days.
Unpaid Leave for the Death of an Extended Family Member
In the event of the death of an extended family member or relative not listed above, full- and part-time employees
may take up to three days of unpaid bereavement leave. Typically, this will include the date of the funeral, the day
prior and the day after.
Additional Time Off
The Company understands the impact that a death can have on an individual or family. Therefore, additional unpaid
time off may be appropriate in some cases, depending on circumstances such as travel distance, the employees
responsibility for funeral arrangements, and the employees responsibility for taking care of the estate of the deceased.
In cases where additional time is needed, please contact Matrix regarding the companys Personal Leave policy by
calling 1-855-ASK-DGHR.
Definition
Process and Criteria for
Leave
Eligibility
Criteria for Leave
This leave is provided to all full-time and part-time employees in the event of the
death of a relative, as defined below.
When possible, reasonable notice must be provided to the employees manager.
Verification of the employees relationship to the deceased and attendance at the
funeral may be required.
As of Date of Hire
Paid leave: death of spouse, parent or stepparent, sibling or stepsibling, child or
stepchild, grandparent or step grandparent, grandchild or step grandchild, or
parent/children/sibling-in-law.
Period of Leave
Benefits Status
Reinstatement
Employees will generally return to their previous position following funeral leave.
Jury Duty
Definition
Eligibility
Process and Criteria for
Leave
Period of Leave
Pay Continuation Status
February 2015
This leave is designed for full-time and part-time employees who are called to serve
on jury duty on a day that they are normally scheduled to work.
As of Date of Hire
Employees required to serve jury duty should give their manager a copy of the
written court order request.
For the entire period required by the court.
Dollar General will provide the employees regular pay amount less jury duty pay.
HR-5003-2015
28
Once the employee receives the jury duty check, he or she must sign the back of the
check and give it to his or her manager who will then forward it to the Payroll
Department.
Not applicable
Employees generally will be reinstated to previous position upon completion of jury
duty.
Benefit Status
Reinstatement
For Employees working in the City of Philadelphia Only - Philadelphia Sick Pay Policy
(Summary)
Beginning May 13, 2015, pursuant to Philadelphias Promoting Healthy Families and Workplaces
ordinance, covered employees working in the City of Philadelphia will accrue 1 hour of paid sick time for
every 40 hours worked in the city, up to a maximum of 40 hours accrued per calendar year. Unused accrued
sick time will carry over into the next calendar year; however, no more than 40 hours of paid sick time may
be used in any year. Unused sick time is not paid out upon an employees separation of employment or
relocation to a Dollar General location outside Philadelphia. Accrued paid sick time may be used beginning
on the 90th calendar day after the employees date of hire for the reasons outlined in Dollar Generals
Philadelphia Sick Pay Policy, a copy of which is found on DGme. Dollar General prohibits retaliation
against an employee for properly requesting or using paid sick time. Please see the Philadelphia Sick Pay
Policy on DGme for more information. If you have any questions, please contact HR Shared Services at 1855-ASK-DGHR.
Depression
Relationship concerns
Child and elder care issues
Legal matters and financial issues
Alcohol and substance abuse
Health problems
Defining goals
School stress/support
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HR-5003-2015
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The EAP is available 24 hours a day, 7 days a week and will provide confidential assistance. Contact information can
be found on DGme under the Benefits section.
HR-5003-2015
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Employee Discounts
Dollar General has partnered with several companies to provide discounts to our employees. Savings are available for
cell phone service, rental cars, hotels, theme park tickets and more. Information on employee discounts is available
on DGme under Benefits.
Background Checks
Unless otherwise required by law, a criminal background check may be required for persons to whom a conditional
employment offer is extended for a full-time, part-time, or temporary position. Dollar General reserves the right to
obtain background information for as long as you are employed by the Company. The purpose of the background
check is to assist in providing a safe place for our employees and customers and to protect Company assets.
Receiving a favorable result on the background check, as set forth in the Dollar General hiring criteria, is a condition
of employment.
HR-5003-2015
31
random/suspicionless, post-accident, and reasonable suspicion testing. It is important that you read and understand
this Policy and the consequences of violating it. An employees failure to complete a required drug test within the
allotted time frame (48 hours) will be considered a refusal to test and grounds for termination. Failure to successfully
complete a drug test and provide a sufficient sample before leaving the testing facility at the initial time of testing will
be considered refusal to test and grounds for termination. If you require an accommodation to comply with this
policy, please speak with your supervisor, Human Resources, or contact the Employee Response Center at 1-888-2374114.
The use or abuse of illegal drugs and/or alcohol, or the misuse of prescription medication while on the job, on
Company premises or in a Company vehicle is strictly prohibited. It is essential that all employees be in a physical
condition to work and operate safely at all times. For this reason, employees are prohibited from having illegal drugs
and/or alcohol in their system while working. Employees are also prohibited from bringing any alcoholic beverage to
work for the purpose of consumption during work hours. Violation of this policy will result in disciplinary action up
to and including termination.
If an employee uses prescription and/or over-the-counter medication and the employee or his/her healthcare provider
believes use of the medication may impair the employees ability to perform his/her job safely, the employee is
responsible for notifying their immediate supervisor and Human Resources so that steps can be taken to minimize the
safety risks posed by such use. The employee need not reveal the state of his/her health or the medication(s) being
taken, but may be asked to obtain a doctors certification that the employee can safely perform the responsibilities of
his/her job. Any information Dollar General may learn about an employees health or medication will be treated as
confidential and shared with Company personnel only on a need-to-know basis.
It is each employees responsibility to consult with his/ her health-care provider and/or to review relevant dosing
instructions to determine whether the use of a medication could lead to impairment or unsafe working conditions. No
medication containing alcohol should be used during or immediately before an individuals scheduled shift, unless by
prescription.
If you have any questions regarding the Policy, or would like to request another copy, please contact Corporate
Human Resources.
Searches
In order to ensure the security of our employees and to enforce Company policy, Dollar General may conduct
unannounced searches in Company facilities or on Company property (which includes but is not limited to property
owned or leased by the Company, including Company cars). Dollar General reserves the right to search with or
without the employees consent. Employees are expected to cooperate in the conduct of any searches.
These searches may include, but are not limited to: desks, lockers, closets and personal items brought onto Company
premises such as vehicles, parcels, purses, and briefcases.
Consent to a search is required as a condition of employment with Dollar General, and the refusal to consent or
interference with a search may result in disciplinary action, including termination from the Company, even for a first
refusal.
Protective Orders
Dollar General takes the safety of our employees very seriously. As such, an employee of Dollar General who has
obtained a protective order and wishes not to be contacted by a non-employee should supply a copy to their local
Human Resource representative. Other parties may be informed when deemed necessary for safety reasons; however,
disclosure will be limited to those individuals who have a need to know the information.
February 2015
HR-5003-2015
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Any physical assault, threatening behavior, verbal abuse or intimidation occurring in or affecting the work
environment
Threatening behavior: includes any physical actions short of actual contact as well as oral or written threats to
or regarding people or property
Violent behavior: includes any physical assault with or without weapons; behavior that a reasonable person
would interpret as being violent or threatening physical harm and specific threats to inflict physical harm
(e.g., a threat to harm a named victim)
Examples of Prohibited Conduct: (not all-inclusive)
Preventing the free movement of another person; preventing them from leaving a room
Throwing objects, slamming doors or telephones, pounding desks; any destruction of property
Possession of a firearm or other weapon on the premises, unless otherwise permitted by law
Work Safety
Dollar General is committed to providing a safe working environment for our employees. Every Dollar General
employee is expected to support the safety effort and take action to prevent accidents. Work-related injuries or
illnesses must be reported to the employees immediate supervisor and to the 24 Hour Incident Reporting Hotline at
1-800-456-9446 within 24 hours of the injury or illness and prior to seeking non-emergency medical treatment.
Failure to do so may result in disciplinary action. Dollar General forbids retaliation against anyone who in good faith
reports a work-related injury or accident or pursues benefits for such an injury or accident.
The following items are not permissible to be used in the workplace: crock-pots, toasters, fondue pots, toaster ovens,
heaters, candles, and other similar electrical appliances.
Employees who work in positions that require driving on behalf of the Company must have a valid drivers license
and the minimum state required vehicle insurance coverage. If you are asked to drive on behalf of the Company, it is
expected that you make your manager aware of your lack of a valid drivers license or insurance. Failure to do so
may result in disciplinary action up to and including termination from the Company.
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Employees who drive for Company business should follow safe driving practices and local laws and/or ordinances for
the areas in which they are driving. Dollar General strictly prohibits the use of cell phones and electronic messaging
devices while operating a vehicle on company business. Employees are required to pull off the road to a safe area
while using cellular phones or any electronic messaging device.
For employees routinely driving on behalf of the Company, or if an employee is assigned a Company owned or leased
vehicle, compliance with the Driver Safety Policy is required. This policy requires an initial and periodic driving
record check to confirm the employee has a valid license and does not have a history of excessive moving violations.
Employees operating vehicles on behalf of the Company are expected to comply with all applicable traffic laws.
Additional safety concerns may be implicated in our retail stores. It is important that you never put yourself or others
in danger. If you suspect that someone is shoplifting you should provide them with good customer service as you
would any other customer and inform the manager on duty of your observations. Store employees must never
become involved in physical or verbal confrontations or touch a customer. Please refer to the Standard Operating
Procedures Manual for more details on the proper procedures for handling suspected shoplifters.
If you have any safety concerns or suggestions, discuss them with your manager or Risk Management. Dollar
General forbids retaliation against employees who make good faith complaints about safety issues.
NOTE:
Employees who commit acts that endanger the safety of themselves or others are subject to
disciplinary action up to and including termination from the Company even for a first offense. As
previously noted, to the extent permitted by law, weapons are not allowed at the workplace or on
Company property. Disciplinary action up to and including termination may result for this first
offense.
Store location, DC location, SSC department and address and phone number
Employee name, address and phone number
Date of birth, Social Security number
Job Title
Date/Time of accident
Description of the accident
Location of the accident
Names of all employees working on day of accident who may have witnessed accident
Names of witnesses (if applicable)
Name of immediate supervisor
In addition, any written statements provided by the injured employee and/or witnesses should be immediately
forwarded to Risk Management using the Scan and Send feature on the store computer. Once a work-related injury or
illness is reported, a reference number is assigned and given to the caller for future reference. A claim representative
typically will be in contact with all involved parties within 24 hours of receipt of the incident.
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Employee has a work-related injury or illness that occurred while working at Dollar General.
Treating doctor releases the injured employee to return to work but assigns temporary job restrictions.
The injured employees authorized medical provider may limit the number of hours the employee is allowed
to work. Otherwise, light duty hours are limited to the injured employees pre-injury hours.
How to place an injured employee on light duty
Injured employee takes the authorized medical providers written restrictions to his or her immediate
supervisor.
The supervisor along with the injured employee calls the Risk Management Claim Representative to discuss
the restrictions and coordinate the injured employees return to work.
All light duty must be coordinated through Risk Management. This program was developed to allow our employees
the opportunity to continue to be a part of the Dollar General team.
Emergency Situations
From time to time, emergency situations may occur. Knowing the proper response can save lives, prevent injuries
and preserve property. The safety of employees and customers is the highest priority. In some situations, especially
during severe weather, it is safer to stay in the building rather than to evacuate.
DCs Please contact your supervisor/manager with questions regarding the Emergency Response Plan or Evacuation
Procedures.
SSC Please refer to the Emergency Response Plan for detailed information regarding emergency procedures. The
Emergency Response Plan is found at DGNet --- Business Continuity --- Security.
For Medical, Fire, Bomb Threat or any Life Threatening Emergency and to Report Criminal Activity, call ext. 4911.
Retail In the event there is a need to evacuate the store due to an emergency and if the following can be
accomplished safely, evacuate the customers first, provide assistance to any disabled customers or employees and
secure the store. Check any hidden areas of the building to confirm the building is empty, remove all money from the
registers and place in the store safe. Lock the store unless emergency personnel need access in order to respond to the
situation. Call the Police/Fire/Emergency Medical Services or other appropriate authorities to report the situation.
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Once it is safe to return to the store, call the district manager, the Disaster Hotline at 1-700-200-1234, ext. 4650, and
the Store Maintenance and Services Hotline at 1-866-300-0004 to report damages and receive further instructions.
While it is not possible to mention every type of emergency, the following are a few of the more common situations
you may encounter:
Fire Evacuations Take a few minutes to learn the fire exits, including alternative exits and where to go for
roll call. Ask if there is a designated person responsible for leading evacuations and let them know you need
an explanation of the evacuation program. If you have a situation where you would require assistance
evacuating the building during a fire, please alert your manager. Your manager will assign a coworker to
assist you out of the building. Remember never attempt to use an elevator in the event of a fire evacuation.
For the DCs, emergency evacuation procedures are included in new employee orientation and reviewed,
along with emergency evacuation drills, on a regular basis.
Weather Related Emergencies Most weather related emergencies require that employees remain in the
building for their own protection. For example, if hail or high winds are predicted, move away from windows
and into a storm safe area such as an interior hallway, storage room, stairwell, or bathroom.
Earthquake Unfortunately, earthquakes provide no advance warning so it is best to look for cover
immediately. Crawling under a desk, table, cubicle workspace, or standing in a doorway will offer protection
from falling objects. Avoid areas where there are windows or storage of materials overhead.
Medical Emergencies In the event of a medical emergency, contact the security department or if not
available, call 911. If you have any medical conditions that could require emergency attention, let your
manager and Human Resources know of your condition. All medical information will be kept confidential.
For the DCs, in the event of a medical emergency, contact your supervisor/manager.
Telecommunications Policy
The Telecommunications Policy defines policies that apply to all users of Dollar Generals telephone systems.
Telephone Usage Policy
Users of Dollar Generals telephone systems are required to maintain the highest professional and ethical standards as
outlined in Dollar Generals Policies and the Code of Business Conduct and Ethics.
The following standards apply to all telephone users:
Unless otherwise authorized, users of Dollar Generals telephone systems are prohibited from recording
communications, including in person and telephonic communications, with other Dollar General employees
without prior knowledge and consent of all parties to the communication.
The companys telephones are intended to be used for Company business. However, incidental and
occasional use may occur if it does not generate a direct cost to the Company or interfere with the Users job
responsibilities or function.
Employees are prohibited from changing telephone service or carriers, long distance service, or adding
features such as caller ID.
Any communications by employees via the telephone systems that may constitute slander or defamation or
that may be considered offensive, abusive, harassing, vulgar, obscene, or threatening, or may in any way
violate the anti-discrimination and harassment policy are strictly prohibited.
The following standards apply to all Retail employees:
Retail employees are prohibited from carrying or using personal cell phones (including camera phones) or
personal pagers while on the sales floor.
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Personal cell phones and pagers may only be used while employees are on break in non-working areas or
when the store phone is inoperative.
Dollar Generals conference call service enables users to initiate and conduct conference calls that may include both
internal and external participants. This service is provided for Company related business calls only. The Company is
charged for all costs related to the service, including participant line usage costs.
Voicemail/Telecom Application Usage Policy
Users of Dollar Generals voicemail systems are required to maintain the highest professional and ethical standards,
as outlined in Dollar Generals policies and the Code of Business Conduct and Ethics. This policy applies to all
Company issued telecom devices with voicemail capabilities.
The following standards apply to all voicemail users:
Enforcement
Any person found to have violated this policy is subject to disciplinary action, up to and including termination of
employment.
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Location
The full version of the DG ISP can be found online in the IT Security Team Site
(http://teams.dolgen.net/IS/ITSecurity/Shared%20Documents/Forms/Allitems.aspx) for SSC and Distribution Center
Users. Store Users can access security policy content via the StoreNet application.
Review Requirement
Users are responsible for: accessing and reviewing, upon hire and at least annually, the full ISP; complying with
applicable security policies, standards, procedures, and guidelines; and soliciting clarification from IT Security if
there is uncertainty about a particular requirement, its applicability, or its meaning. Annual Employee Handbook
acknowledgement, which includes this ISP Summary and the requirement to review the full ISP content, is also
acknowledgment of full ISP content. A supporting computer-based learning course is also published in DG
University and the StoreNet application.
User Responsibilities
Users are responsible for acting diligently and in accordance with Dollar Generals Policies and Code of Business
Conduct and Ethics to protect Assets and maintain their confidentiality, integrity, and availability. Users are also
responsible for immediately reporting known or suspected security violations.
SSC and Distribution Center Users report known or suspected security violation to:
o Help Desk at (615) 855-5200 or helpdesk@dollargeneral.com
o IT Security at (615) 855-4221, 8633, or 4389, or itsecurity@dollargeneral.com
o Vice President of Information Technology at (615) 855-4496
o CIO at (615) 855-5521
Store Users report known or suspected security violation to:
o Store Manager
o District Manager
o Regional Director
o Help Desk (ERC) at (888) 237-4114
o IT Security at (615) 855-4221, 8633, or 4389, or itsecurity@dollargeneral.com
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Making a speech or presentation to an outside group about the Company or its business, including
presentations at vendor or vendor-sponsored events (other than recruiting presentations);
Endorsing the products or services of a third party, including providing comments or quotes for use by third
parties in their promotional or other materials;
Approval of third party press releases;
Commenting on or distributing analyst reports; and
Other disclosure-related matters.
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You must consult the Disclosure Policy for specific information and follow the procedures contained in that Policy.
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Employees should perform an annual review of the Information Security and Sensitive Data Handling
policies to maintain awareness of current protection requirements
Hard copy and electronic documents containing PII will be retained in accordance with the requirements of local,
state and federal law and Dollar Generals Records Management Policy. At such time as hard copy documents
containing PII may be disposed of, such disposal shall be accomplished in a manner that protects the confidentiality
of the PII, such as shredding, so that the PII cannot be read or reconstructed. Electronic files and/or media containing
PII shall be destroyed or erased so that the PII cannot be read or reconstructed. Employees should contact their Help
Desk for support on destroying or erasing such electronic files and/or media.
It is very important to protect the PII of our employees and customers and Dollar General shall take all reasonable
measures to enforce this Privacy Policy and related Information Security, Sensitive Data Handling, HIPAA, and
records management policies. Any employee or contingent worker who knowingly obtains, uses, discloses or
discards PII in violation of these policies will be subject to disciplinary action, up to and including termination of
employment or removal from the Dollar General account.
COMMUNICATION
Company Newsletter
Our Companys newsletter, the Dollar General Story, is published periodically for all employees of Dollar General
and their families. It is one of the primary media through which we communicate announcements, news and
employee features. It is published for your benefit, so you are encouraged to provide feedback. You may send your
comments, suggestions or story ideas via email to dgstory@dollargeneral.com or mail to:
Dollar General Corporation
ATTN: Dollar General Story
100 Mission Ridge
Goodlettsville, TN 37072
Media
To maintain consistent communication with the news media, only designated spokespersons have the authority to
respond to media inquiries and requests on behalf of Dollar General. As an employee of Dollar General, you are
responsible for helping to maintain our Companys image and the integrity of information released to the media. No
employee should respond to or initiate contact with the media on behalf of Dollar General. Doing so may result in
disciplinary action up to and including termination for the employee. All media calls should be directed to the Senior
Director, Corporate Communications at the Store Support Center at (615) 855-5209. Please also reference the
Disclosure Policy.
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The Company will remove any posting that does not comply with this policy.
Child Care
Under no circumstances should a child be brought to the work place except when authorized during an approved
event such as Take Your Child to Work Day.
Any child care conflicts should be resolved before reporting to work.
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submit timely expense reports. Delinquencies to the account could be reported on your credit report and could affect
your credit rating.
Cohabitation
Unless otherwise required by law, people sharing the same address and/or home are not allowed to work together in
the same department or store if there is an employee/supervisor relationship or if one can have any influence over the
others employment. Such a relationship may create a conflict of interest.
Employment of Relatives
Working with close relatives may lead to a number of awkward situations that work to the disadvantage of both the
employee and the Company. Therefore, Dollar General has established the following policy:
No employee may work under the immediate supervision of or in the reporting structure of a close relative.
Two or more employees who are close relatives may not be assigned to the same supervisor or work in the
same reporting structure, department or store, unless state law expressly permits otherwise.
Dollar General prohibits hiring a close relative of a Company Officer (VP, SVP).
Dollar General prohibits the hiring of any relatives of an EVP or higher level Officer.
If the potential hiring of a "close relative" is for a position within the officer's chain of command, it shall be
prohibited. In that case, the definition of "close relative" shall include anyone listed below as a close relative.
If the potential hiring of a "close relative" is for a position outside the officer's chain of command, it is only prohibited
if it is an "immediate family member", i.e., spouse, parent, child, sibling or other individual who permanently shares a
home with the officer.
Any exception to either of these two policies must be specifically approved by the CPO and CEO, in addition to any
other approvals required by the Code of Business Conduct and Ethics.
Should two employees become relatives through marriage, and the marriage creates a working relationship that
violates this policy, the employees have the option of deciding who will resign or ask for a transfer, if available. If
that option is not exercised within 30 days, Dollar General may select which employee will resign or transfer
(depending on the availability of positions).
Who are close relatives?
Husband, wife
Brother, sister
Parent, child
Grandparent, grandchild
Step-relatives (such as step-parent, step-child, step-sibling, step-grandparent, step-grandchild, step-aunt, stepuncle, step-niece, step-nephew and step-first cousins)
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NOTE:
This policy became effective 5-1-90 and was updated effective 2-1-12 to expand the definition of close
relatives. All persons involved in a working relationship with a close relative prior to the effective date
and/or the revision of this policy will not be affected in their current working relationship unless
problems arise out of that relationship. However, while not in violation of the policy, all persons
involved in a working relationship with a close relative prior to the above dates should ensure their
manager is aware. Employees violating this policy are subject to termination from the Company.
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In general, employees who participate in social media are free to publish information about themselves. However,
employees must avoid posting comments or information about the Company, fellow employees, vendors, customers,
or other business partners that would be in conflict with applicable policies, including but not limited to the
Companys Code of Business Conduct and Ethics and the Anti-Discrimination and Harassment Policy.
In addition to complying with Company policies, if an employee chooses to participate in any form of social media or
other online activity, he or she must follow and adhere to the following guidelines:
1. Unless specifically authorized and designated to do so, employees may not act as, or give the appearance
of acting as, a spokesperson for or representative of Dollar General, including promotion of sales or products
on the internet or any other online forum. If employees engage in any conversation or exchange any
information about Dollar General, employees must make it clear that they are an employee of the company
and that the views expressed are the employees alone and that they do not necessarily reflect the views of
Dollar General. Employees should use a disclaimer such as: The postings and views expressed on this site
are my own and do not necessarily represent the position or opinion of Dollar General.
2. Employees may not disclose information that is confidential or proprietary to Dollar General, including
under the Companys Proprietary and/or Confidential Information Policy, or which is subject to the
Companys Disclosure Policy. This includes, but is not limited to, any nonpublic financial information such
as future revenues, earnings, sales, and other financial forecasts, as well as anything related to Dollar
Generals business strategy, products, pricing, operations, customers, vendors, and other business activities
that have not been made public. In order to comply with state and federal securities rules and regulations,
employees may not post or republish any company press releases, SEC filings, presentation materials, or
website postings without consent or authorization by Investor Relations and/or the Disclosure Committee.
This policy does not apply to information concerning your wages, hours, and other terms and conditions of
employment.
3. Unless authorized to do so, employees may not display or use Dollar Generals logo or other trademarks
for commercial use of financial gain on any social media site or other online forum.
4. Employees may not post personally identifiable information (i.e. social security numbers, dates of birth,
addresses, and phone numbers) about Dollar Generals customers, vendors, or other business partners.
5. Employees may not post or make statements about Dollar General, its employees, customers, competitors,
vendors, and products that are intentionally false, misleading, or defamatory or that could reasonably be
viewed as profane, threatening, bullying, violent, discriminatory, harassing, unlawful or that may in any other
way violate any Company policy, including, but not limited to, Dollar Generals Anti-Discrimination and
Harassment Policy, Code of Business Conduct and Ethics, and Workplace Violence Policy. Employees
should review these policies before engaging in any online activity.
Employees should refrain from using social media while on working time. Do not use Dollar General email addresses
to register on social network blogs or other online tools utilized for personal use.
Employees should not speak to the media on Dollar Generals behalf. All media inquiries seeking comments on
Dollar Generals behalf should be directed to Investor Relations or Corporate Communications.
An employee who is responsible for any social media or other online activity that does not comply with the guidelines
set forth in this policy will be subject to disciplinary action, up to and including termination, even for the first offense.
If you have any questions about this policy or need further guidance, please contact your manager or Human
Resources.
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Personal Visits
Personal visits from friends and relatives are acceptable during approved breaks. They typically should occur outside
the work area. Visitors should always be accompanied by a Dollar General employee.
SSC - All visitors should sign-in/sign-out at the front lobby and receive a visitors badge to be worn while at the Store
Support Center.
DCs - Visitors to the Distribution Centers must be pre-approved by your manager. All visitors must sign-in/sign-out
and receive a visitors badge to be worn at all times while visiting the DC. Due to the nature of the work
performed and machinery used, no one under the age of 18 may enter the distribution center unless
accompanied at all times by a member of management.
Retail - Personal visits from friends and relatives at the retail stores are acceptable during a meal break but should
occur outside the workplace. Workplace means any area within a Dollar General store including but not limited to
the sales floor, any store office, restroom, break room or stock room. It is a violation of Company policy to allow a
non-employee in the store during non-business hours, unless the non-employee is a contractor or vendor there for
business purposes and the off-hours visit is pre-approved by the store manager and district manager.
Dollar General reserves the right to deny access to the facility to anyone when it deems necessary.
Telecommuting Policy
If Dollar General identifies a business or personal need for an employee to work from a remote location, it may be
authorized with the approval of the Senior Vice President responsible for the department requesting the exception and
the Executive Vice President, Chief People Officer of Human Resources.
This does not include positions which by their nature require employees to work from a remote location because there
is no office available.
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desktop or laptop files, etc.) and non-electronic (e.g., printed emails, voice mails, facsimiles, letters, contracts,
spreadsheets, notes, reports, charts, audiotapes, videotapes, calendars, photos, etc.) records that are created or received
in the operation of Dollar Generals business.
The Policy contains duties of Department Representatives, who are persons designated by each department for
records management purposes, instructions regarding how to use the Records Retention and Destruction Schedule
which establishes the minimum and maximum amount of time that a Dollar General record should be retained (either
onsite or offsite), and specific rules regarding the destruction of records. You should be aware that when you dispose
of any record containing consumer, personal or protected health information, you should place it in a secured shred
box (if in hard copy) or destroy or erase it (if in electronic form) such that the information cannot practicably be read
or reconstructed (e.g., discs and CDs must be wiped clean rather than merely disposed of in the trash). Examples and
definitions of consumer, personal and protected health information are contained in the Policy. You should also note
that if the Legal Department issues a legal hold, you must not destroy any identified record, even though the
retention schedule or any regular electronic file destruction or overwriting otherwise allows you to do so.
Please contact the Document Management Coordinator at (615) 855-4212 if you have any questions regarding the
Policy or the Records Retention and Destruction Schedule. Store employees should refer to the SOP for further
records management, retention and destruction details.
Smoking/Tobacco Policy
Dollar General is committed to creating and maintaining a safe and healthful environment for its employees and
customers. Therefore, the use of smoking/tobacco products (including smokeless tobacco and electronic cigarettes) is
strictly prohibited in the workplace at Dollar General. Employees may use smoking/tobacco products (including
smokeless tobacco and electronic cigarettes) during approved rest breaks (typically, no more than 2 per work-shift)
and meal periods in designated areas only. All tobacco products should be disposed of properly.
Even during approved breaks, employees may not use tobacco products within 20 feet of a retail store entrance.
Tobacco products may not be used while unloading trucks, retrieving carts from the parking lot or other work-related
tasks that may take an employee away from the sales floor.
Volunteer Activities
Participating in Dollar General volunteer activities depends on manager approval, business need and the employees
performance.
Voting
Many states have different statutes defining requirements granting employees time off to vote. Our experience tells
us that most employees vote before or after work since the polls are usually open at these times. If you have difficulty
voting before or after your work schedule, check with your manager or Human Resources for specific information
about your states available voting hours.
Resignation
If you leave the company, we would appreciate that you give your manager at least two weeks notice so that a
replacement can be found. Employees should provide, in writing, a letter of their intent to resign. The resignation
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letter should be given to your manager. To be eligible for rehire, employees generally must provide sufficient notice
by completing two (2) full workweeks prior to resignation. Multiple resignations will be reviewed and may make an
employee ineligible for rehire. Unless otherwise required by law, unused vacation, floating holidays, and paid time
not worked cannot be used in place of notice, nor will unused vacation, PTO, bank time or holiday pay be paid out
upon separation.
Upon separation of employment for any reason, employees must return all documents (including any confidential or
proprietary information), files, computer, business credit cards, keys and other Company owned property on or before
the last day of work.
In order to ensure that the employees last paycheck is correct and timely, managers should immediately notify
Human Resources when an employee submits his/her resignation notice.
Exit Interviews
Employees who voluntarily resign from Dollar General are typically requested to participate in an exit interview. The
interview is designed to allow the exiting employee an opportunity to offer thoughts on how to improve the employeremployee relationship and work environment for current and future employees.
Leasing an apartment
Establishing credit
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Page Number
Handbook Guide
GETTING STARTED
NEED FOR POLICIES
HUMAN RESOURCES CONTACT INFORMATION
ONLINE RESOURCES FOR EMPLOYEE SELF SERVICE AND COMPANY INFORMATION
1
1
1
1
COMPANY PHILOSOPHY
2
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3
4
5
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6
YOUR EMPLOYMENT
MINIMUM AGE
TYPES OF EMPLOYMENT
PERSONAL INFORMATION MANAGEMENT
EMPLOYMENT INFORMATION MANAGEMENT
PERSONNEL FILE
ANNIVERSARY DATE
SERVICE BRIDGING
WAGE AND HOUR POLICY
WORKING OFF THE CLOCK
TRACKING WORK TIME
WORK HOURS
PAY RATE
PAY SCHEDULE
PAYROLL OPTIONS
MEAL BREAKS AND REST PERIODS
PERFORMANCE REVIEWS
ATTENDANCE AND TARDINESS
COACHING AND PROGRESSIVE COUNSELING
REASONS FOR COUNSELING AND/OR TERMINATION
INTERNAL APPLICANT POLICY
PERSONAL APPEARANCE AND DRESS CODE POLICY
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EMPLOYEE BENEFITS
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BENEFITS
HIPAA (HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT OF 1996 SUMMARY)
LEAVE POLICIES AT A GLANCE
FAMILY & MEDICAL LEAVE ACT (FMLA) POLICY
COMPANY MEDICAL LEAVE
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25
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PERSONAL LEAVE
MILITARY LEAVE
BEREAVEMENT LEAVE
JURY DUTY
PHILADELPHIA SICK PAY POLICY (SUMMARY)
GED ASSISTANCE PROGRAM
EMPLOYEE ASSISTANCE PROGRAM
401 (k) RETIREMENT PLAN
EMPLOYEE ASSISTANCE FOUNDATION
EMPLOYEE DISCOUNTS
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COMMUNICATION
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COMPANY NEWSLETTER
MEDIA
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