Royal Farms Employee Handbook 2023

3611 Roland Avenue
Baltimore, MD 21211
www.royalfarms.com
Royal Farms
Employee Handbook
2023
Mission Statement: Delight customers in a way that creates loyalty.
Rev. 1/1/23
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Rev. 1/1/23
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Royal Farms ● Employee Handbook Page 3
Table Contents
Questions / Important Contacts ........................................................................................................................... 7
About this Handbook ............................................................................................................................................ 8
Our Equal Employer Opportunity Statement ....................................................................................................... 8
Customer Service Commitment ............................................................................................................................ 8
Mission Statement & Key Customer Requirements ............................................................................................. 8
Company History ................................................................................................................................................... 9

Johns Hopkins Children’s Center ...................................................................................................................................... 10
First responders ................................................................................................................................................................. 10
Recognition ....................................................................................................................................................................... 10
Discount Programs ............................................................................................................................................................ 10
Employee information ........................................................................................................................................ 10
Health Insurance ................................................................................................................................................. 10
Retirement / 401K Plan ....................................................................................................................................... 11
Vacation .............................................................................................................................................................. 11
Personal/Sick Leave............................................................................................................................................. 12
Hourly Sick Leave (Maryland only).................................................................................................................................. 12
Bereavement Leave ........................................................................................................................................................... 12
Jury Duty Leave ................................................................................................................................................................ 12
Holiday Pay ....................................................................................................................................................................... 12
New Jersey Commuter Benefits .......................................................................................................................... 13
Job Performance & Duties .................................................................................................................................. 13

Store Employee Career Path.............................................................................................................................................. 13
Performance Reviews ......................................................................................................................................... 14
Performance Based Bonuses .............................................................................................................................. 14

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Training & Development ..................................................................................................................................... 14
Employee Classifications ..................................................................................................................................... 14
Minors ................................................................................................................................................................. 15
Scheduling and time clock policy ........................................................................................................................ 15

Hours and Availability ...................................................................................................................................................... 15
OFF-THE-CLOCK WORK IS NOT PERMITTED! ........................................................................................................ 15
Meal Periods ...................................................................................................................................................................... 15
Bonuses ............................................................................................................................................................................. 16
Employee Pay .................................................................................................................................................................... 16
Employee Assistance Program (EAP) ........................................................................................................................... 16
Employee Crisis Fund ....................................................................................................................................................... 17
Basic Leave Entitlement .................................................................................................................................................... 17
Military Family Leave Entitlements.................................................................................................................................. 17
Benefits and Protections .................................................................................................................................................... 18
Eligibility Requirements.................................................................................................................................................... 18
Definition of Serious Health Condition ............................................................................................................................. 18
Use of Leave...................................................................................................................................................................... 18
Substitution of Paid Leave for Unpaid Leave ................................................................................................................... 18
Employee Responsibilities ................................................................................................................................................ 18
Employer Responsibilities ................................................................................................................................................. 18
Unlawful Acts by Employers ............................................................................................................................................ 19
Enforcement ...................................................................................................................................................................... 19
Family and Medical Leave Policy (FMLA) ...................................................................................................................... 19
Duration of Leave ........................................................................................................................................................ 19
Filing a leave claim ...................................................................................................................................................... 19
Your Required Notice.................................................................................................................................................. 19
Benefits Coverage ........................................................................................................................................................ 19
Reinstatement............................................................................................................................................................... 20
Sick Leave ......................................................................................................................................................................... 20
Military Leave Policy ........................................................................................................................................................ 20
Leave of Absence- education .............................................................................................................................. 20
Disability Coverage – Short Term Disability ........................................................................................................ 20

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Reasonable Accommodations............................................................................................................................. 20
Nursing Mothers ................................................................................................................................................................ 21
Pregnant Employees .......................................................................................................................................................... 21
Employee Policies & Workplace Rules ................................................................................................................ 21
Associates uniform policy ................................................................................................................................... 21

Overall Appearance Standards & Uniform Guidelines ..................................................................................................... 21
Dependability Standards.................................................................................................................................................... 22
Standards of Conduct & Disciplinary Actions .................................................................................................................. 23
Smoking ............................................................................................................................................................... 24
Telephone Usage................................................................................................................................................. 24
Parking................................................................................................................................................................. 24
Workplace threats and violence policy.............................................................................................................................. 24
Prohibited behavior includes, but is not limited to: ........................................................................................................... 24
Non-harassment Policy...................................................................................................................................................... 25
Complaints and Investigation of Harassment/ Sexual Harassment.................................................................... 25

Confidential information policy ........................................................................................................................................ 26
Fraternization Policy ........................................................................................................................................... 26
Employment of Relatives .................................................................................................................................... 26
References & Release of Information ................................................................................................................. 26
Sale of Alcohol & Tobacco................................................................................................................................... 26

Work Rules ........................................................................................................................................................................ 27
Testing ............................................................................................................................................................................... 29
Inspections ......................................................................................................................................................................... 29
Employee purchase/ non-consumption policy ................................................................................................... 29

Section 1: General ............................................................................................................................................................ 29
Section 2: Purchases .......................................................................................................................................................... 29
Social Media Policy.............................................................................................................................................. 30
Public Relations / Communications with the Media .......................................................................................... 30

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Non-Solicitation/Non-Distribution Policy ........................................................................................................... 30
Loss Prevention/Risk Management .................................................................................................................... 31
Cash Register Policies .......................................................................................................................................... 31

Shortages ........................................................................................................................................................................... 31
Voids and Over-rings ........................................................................................................................................... 31

Refunds.............................................................................................................................................................................. 31
No Sales............................................................................................................................................................................. 31
Safe Drops ......................................................................................................................................................................... 31
Coupons ............................................................................................................................................................................. 31
Video Surveillance ............................................................................................................................................... 31
Money Orders/Lottery ........................................................................................................................................ 32
Royal Farms Gift Cards ........................................................................................................................................ 32
Property Damage ................................................................................................................................................ 32
Workers Compensation ...................................................................................................................................... 32
Workplace Safety Rules....................................................................................................................................... 33
Food Safety Policy ............................................................................................................................................... 33

Food Safety Training ......................................................................................................................................................... 33
Preventing the Spread of Illness ........................................................................................................................................ 33
Clean Hands and Personal Hygiene .................................................................................................................................. 34
Educating Customers......................................................................................................................................................... 34
Information Security Policy ................................................................................................................................. 35

Exclusive Property ............................................................................................................................................................ 35
No Right of Privacy........................................................................................................................................................... 35
Laws and Policies .............................................................................................................................................................. 35
Password Policy ........................................................................................................................................................... 35
Privacy Policy ............................................................................................................................................................... 35
Security Incident Response Policy.............................................................................................................................. 35
Virus Protection Policy................................................................................................................................................ 35
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Personal Computing Devices (PCS) Policies ........................................................................................................ 36
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PC/Computer/etc. use Policy ............................................................................................................................................. 36

Smartphone Use Policy ..................................................................................................................................................... 36
Software Licensing Policy................................................................................................................................................. 36
Vendor PC Policy .............................................................................................................................................................. 36
Commonly used System Policies ......................................................................................................................... 36

Electronic Communications Policy ................................................................................................................................... 36
Internet Use Policy ............................................................................................................................................................ 36
Outlook Web Access (OWA) use Policy .......................................................................................................................... 36
Wireless Use Policy ........................................................................................................................................................... 36
Disclaimer:........................................................................................................................................................... 36
Q UE S T I O N S / I M P O RT A N T C O N T A CT S
If at any time during your employment, you have questions, please contact the following:
• Training: training@royalfarms.com
• Human Resources/Benefits: hr@royalfarms.com
• Payroll: payroll@royalfarms.com
• Reflexis: ReflexisSupport@royalfarms.com
• Employee Concerns: 410-889-0200 ext. 163 or (443) 645-0493
• Employee Injuries: RiskManagement@royalfarms.com
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A BOUT T HIS H ANDBOOK

This handbook has been prepared to familiarize employees with some of the basic policies and
procedures of Royal Farms, and to act as a reference guide for employees. This handbook does not
create any express or implied contractual rights. Employees are employed on an at-will basis and have
the right at any time to terminate employment with the company. The company also retains a similar
right. This handbook reflects policies and procedures applicable at the time of publication and
supersedes any previous versions. We reserve the right to make amendments at any time.
Neither the Handbook, Royal Farms practice, nor other oral or written policies or statements of Royal
Farms or its agents shall create an employment contract, guarantee of a definite term of employment, or
otherwise modify in any way the agreement and understanding that employment with Royal Farms is at-
will. The Handbook is not intended to take the place of more detailed benefit plan documents and shall
be superseded in the event of conflict with those plan documents.
At Royal Farms, we care about and respect our people. This means promoting an open environment of
trust that is free of discrimination, dishonesty, harassment, retaliation, and where two-way
communication is encouraged.
We are committed to the well-being of every person and strive to provide a workplace free from
situations such as those mentioned above. If we fail to do so, please help us correct the situation by
bringing it to the attention of your supervisor or Employee Relations Leader.
O UR E QUAL E MPLOYER O PPORTUNITY S TATEMENT

Royal Farms is an equal opportunity employer. We recruit, hire, train, and promote without
discrimination due to age, race, color, religion, sex, sexual orientation, gender identity, national origin,
citizenship, disability, military leave or veteran status, genetic information, or any other status
protected by applicable federal, state, or local law.
C USTOMER S ERVICE C OMMITMENT

Customer Service is Royal Farms utmost priority. It is vital to our success and is part of our commitment
to Operations Excellence. We must deliver exceptional customer service 100% of the time.
M ISSION S TATEMEN T & K EY C USTOMER R EQUIREMENTS

Mission: ” To Delight Customers in a Way That Creates Loyalty”
Key Customer Requirements: We always strive to “Execute the BASICS”
o B: Best Quality
o A: Accuracy
o S: Speed of Service
o I: In-stock
o C: Cleanliness
o S: Service- Hospitality
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C OMPANY H ISTORY
The Royal Farms legacy began in the 1960’s when its parent company, Cloverland Dairy, opened its
first “White Jug” store in Baltimore, Maryland. At the time, home delivery of milk products was being
replaced by the availability of these products in large grocery stores. The “White Jug” store was a
convenient location for customers to pick up the dairy products that had formerly been delivered to their
homes. Over the years, the stores began selling other convenience items to their customers. As the
industry evolved, the name changed to Royal Farm Stores, and then to Royal Farms.
Today, Royal Farms has become a regional powerhouse with over 250 stores in Maryland, Delaware,
Virginia, Pennsylvania, New Jersey, North Carolina and West Virginia. Royal Farms has developed its
own brand of quality fresh foods, while continuing a tradition of selling dairy products, core
convenience items, and gasoline products. Check out our website at www.RoyalFarms.com.
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C O M M UN I T Y C O M M I T M E N T great job and are awarded through our World-Famous

Royal Farms is proud to be a part of each community in Training Center (aka UKG Pro (formerly UltiPro).
which our stores are located. In addition to our work in Prizes are awarded to a random winner based on all
each of those communities we have three primary non- entries received in a given period.
profit organizations that we support each year through or
charity golf tournament: We also recognize our employees through our Years of
Service rewards program. Years of service awards are
• Johns Hopkins Children’s Center given to employees after 3 years, 5 years, and every 5
• Living Classrooms Foundation years of employment thereafter.
• Hampden Family Center
Discount Programs
Royal Farms also supports charitable organizations in
Royal Farms offers an employee discount for all active
each state in which we have stores through our annual
employees. The Employee Discount Program is a ten
Chicken Palooza promotion in the summer. During that
percent (10%) discount off the retail price of eligible
time $.10 from each chicken box sold is donated to these
merchandise that is purchased on the first twenty (20)
local charities. A list of specific organizations can be
items purchased at one time.
found on our website.
In addition, there is a 50% retail discount on select
J O H N S H O P K I N S C H I L D RE N ’ S C E N T E R deli/chicken items. Discount is only available at your
home store. Certain restrictions do apply; see your Store
Leader for additional details.
Royal Farms offers Referral Bonuses to any employee
who refers someone to Royal Farms. Referrals must be
hired and work at least 30 days before a bonus is paid.
Contact Human Resources for additional details.
Since 2001, Royal Farms has partnered with Johns
Hopkins to help sick children. Royal Farms places All employees should sign up for ROFO Rewards. This
canisters in our Baltimore area locations for customer program allows you to earn points towards free food &
donations. Royal Farms and its customers have donated beverage items. Ask your Store Leader for more details.
over $1,000,000 to Johns Hopkins Children’s Center.
EMPLOYEE I N F O RM A T I O N
F I RS T RE S P O N D E RS
All of your personal work information is stored on our
HR platform (UKG Pro) (formerly UltiPro) and may be
Royal Farms is proud to offer Uniformed First accessed by you at any time: www.e43.ultipro.com
Responders (police, fire/EMT) one free cup of coffee or
fountain soda (any size) as a courtesy while they are on This information is secure and can only be accessed by
duty. They are also allowed to use our store phone and you using your username and password. Do not share
restrooms (both public & private). this information with anyone.
This policy is only valid for those that are on duty and in If you forget your password, you should reset it using
uniform. Beverage should be rung through the register the “Forgot Password” link on the log in screen. If you
using the “1st Responder” need additional assistance with password resets you can
function. email hr@royalfarms.com
RECOGNITION H E A L T H I N S U RA N CE
Employees are strongly encouraged to award recognition Royal Farms currently offers health insurance to all
to their fellow employees through our Kudos program. eligible full-time employees. To be eligible for benefits,
Kudos can be awarded to anyone that you feel is doing a employees must be considered full-time, at the time of
hire (work a minimum of 30 hours a week) and be Please contact Human Resources for additional
employed for a consecutive period. information.
Royal Farms also offers dental, vision and telehealth

insurance to all eligible part-time employees. To be V A CA T I O N
eligible for these benefits, employees must work a The following employees are eligible for vacation
minimum of 20 hours a week and be employed for a benefits:
consecutive period.
--Part time (hourly) employees who work less than 30
- Part-time employees working less than 20 hours
hours are not eligible for vacation time.
per week are eligible to enroll into the Voluntary
Telehealth plan. --Full time (hourly) employees who work 30 or more
hours will be eligible for vacation time.
Benefits enrollments are self-service in UKG Pro
(formerly UltiPro), the enrollment will be available for --All exempt (salaried) employees are also eligible for
you to complete starting your first day of employment vacation benefits.
through your 120th day of employment. Benefits will Vacation time for eligible employees is accrued on a
begin on the 91st for all employees who complete the weekly basis.
enrollment in UKG. If you miss the enrollment, your
next opportunity to enroll will be at open enrollment in All employees will be eligible to use their vacation time
June of each year. after their first 6 months of employment. All employees
can request to take days or a full week of vacation.
Royal Farms pays a significant portion of your health Some leadership positions will have the option of selling
plan. The portion that you are responsible for will up to one week of vacation time during each vacation
depend on which plan you choose. For example, cycle. Refer to SOP 4.46 which can be found in
individual plans are less costly than family plans. Reflexis.
Coverage is determined by which plan is selected and is
subject to annual deductibles and pre-admission You can carry over a maximum of 80 hours of unused
certification. Please contact Human Resources for vacation time on your anniversary date each year.
additional information about the Company’s Health Vacation leave cannot be earned during an unpaid leave
Insurance Plan. of absence. If you end your employment on a voluntary
basis, you will be paid for any unused vacation time.
Management reserves the right to withhold a portion or
R E T I RE M E N T / 401K P L A N all vacation payout if anyone quits without giving at
The Company has an excellent retirement plan for your least a 2-week written notice and/or your termination is
future, including an Employer Match. for gross misconduct, theft, or policy violations. Full 2-
week written notice must be worked out to receive
Employees may contribute any amount as long as they vacation payout unless management agrees to accept the
do not exceed the IRS annual limits. Royal Farms will notice early.
match $1.00 per dollar for the first 3% of the employee’s
401K contribution, then $0.50 per dollar up to 5% of the Payment for accrued vacation time is not required by law
employee’s contribution. You may enroll in the and the Corporation reserves the right to change this
program at any time if you meet the following criteria: policy at any time without notice to employees.
• Be 18 years of age or older

• You become eligible for the employer matching --Full-time and Exempt employees will follow the
contribution after one year of service. All schedule below.
employer contributions become 100% vested • Less than 1 year of service- Time will accrue but
after 1 year will not be available to use until your 6-month
The investment of contributions can be customized anniversary. 40 hours will be earned by your
by the employee into mutual funds, stocks, bonds, first anniversary.
money market or other retirement strategies
• Greater than 1 year of service- Accrued time is H O URL Y S I CK L E A V E (M A RY L A N D ONLY)

available to be used at any time and will accrue All hourly employees in these locations are eligible to
weekly. 80 hours will be earned by your second receive paid sick time. Specific information regarding
anniversary date. these plans can be found on the labor poster that is hung
• Greater than 6 years of service- 120 hours will in each store.
be earned by your seventh anniversary
B E RE A V E M E N T L E A V E
(Vacation time is earned based on length of service and After completing 90 days of service, all employees are
does not continue to accrue if you are on a leave of eligible to receive up to three (3) days of paid funeral
absence) leave in the event of a death in their immediate family.
You will be compensated for time lost from your regular
work schedule in accordance with following the
If you become eligible for more vacation due to your
guidelines. Immediate family is defined as your spouse,
length of service, you will begin accruing that time on
parent, child, grandparent, or grandchild (which includes
your anniversary date.
an adopted, biological, or foster child or parent, a
To schedule vacation time, employees should make the
stepchild or stepparent, a legal ward or guardian, or a
request via Reflexis at least two weeks before the
person standing in loco parentis). One paid day off may
requested leave. Employees must ensure that they have
be granted in the event of death of your mother-in-law or
enough accrued leave available to cover the dates
father-in-law. Bereavement time must be used at the
requested. Requests will be approved based on several
time of the loss. Personal leave may be requested
factors, including department operating and staffing
without pay for deaths not in the immediate family.
requirements. Supervisors should approve requests
Requests for bereavement leave should be made to your
within three business days of the date it is submitted
Store Leader or Assistant Store Leader. You may be
indicating whether the request has been approved or
asked to provide proper documentation for use of this
denied. If the request is denied, the supervisor should
benefit. Bereavement leave is applied to your timecard
provide an appropriate reason to the employee.
in Reflexis by your supervisor. Time is based on
Vacation will be paid at the employee’s base rate at the average hours worked and this benefit is only paid for
time the leave is taken. Vacation pay is not included in actual scheduled days missed from work.
overtime calculation and does not include any special
forms of compensation such as bonuses or commissions.
If a holiday falls during the employee’s vacation, the day J U RY D UT Y L E A V E
will be charged to holiday pay rather than vacation pay. Full-time employees who are subpoenaed for jury
service during regularly scheduled working hours will be
compensated for up to a maximum of three (3) jury days.
P E RS O N A L /S I CK L E A V E You will be paid the difference between what the court
All exempt (salaried) employees are given 40 hours of is compensating you and your normal rate of pay. In
personal time at the beginning of each year (Amount is order to be eligible for this benefit, you must notify your
pro-rated for anyone hired during the year). To schedule Store Leader immediately upon learning of your jury
personal days, exempt employees should make the assignment. In addition, you must present verification to
request in Reflexis at least two weeks before the your manager that you actually reported to court. The
requested leave. Exceptions to non- scheduled personal notice informing you of having to attend jury duty alone
days would be in the event of you or your immediate is not sufficient verification. In addition, you will not be
family member’s illness or cases of emergency, which compensated if your jury duty day (s) occurs during your
would need supervisor approval. normally scheduled day (s) off.
Any unused personal/sick leave cannot be carried over
and will not be paid out in the event of your separation
with the company. HOLIDAY PAY
Our stores are open for business for the convenience of
After personal/sick leave is exhausted, deductions from our customers 365 days per year. All store employees
pay may be made for time missed from work.
and senior management of Royal Farms are expected to If a position becomes available in the Support Center
be available for work on these days. that position will be posted on the Royal Farms website.
• Hourly employees, all holidays listed below are If you are interested, you must notify your Store Leader
paid at 1 ½ times the employees’ rate (i.e., if you and contact Human Resources.
normally earn $8.00 per hour, you will earn
$12.00 per hour for working on a holiday).
Holidays are defined from 12:00 am to 11:59pm.
• Salaried employees are not required to work
every holiday but are expected to ensure their
stores are fully staffed and are still required to
work 50 hours during a holiday week.
*Hourly employees who work on Christmas will receive

double their normal rate for all hours worked that day
(i.e., if you normally earn $8.00 per hour, you will earn
$16.00 per hour for working on Christmas Day).
Holiday pay is not granted unless the employee is
physically clocked in at the store. Holiday pay will not
be added to regular hours for purposes of overtime
compensation (i.e. if you work 42 hours for that week
and 4 holiday hours are included in the 42, your check
will read as 38 regular hours, 4 holiday hours).
Employees are eligible for holiday pay immediately.
Regular full time and part time hourly employees will
receive holiday pay for the following holidays:
N E W J E RS E Y C O M M UT E R B E N E F I T S
New Jersey law requires employers in the state to offer
pre-tax commuter benefits to employees. Anyone that
would like to sign up for this benefit should contact
Human Resources: hr@royalfarms.com
J O B P E RF O RM A N CE & D UT I E S
S T O RE E M P L O Y E E C A R E E R P A T H
As part of our commitment to training, we develop our
employees for success in their current position and
prepare them for advancement to other positions within
the company. The career path illustrated below is an
example. There are specific job qualifications that you
must meet before advancement. If you are interested,
please contact your supervisor.
P E RF O RM A N CE R E V I E W S
Employees are strongly encouraged to discuss job
performance and goals informally, on a day-to-day basis.
Structured performance reviews are done annually, all
District Leader reviews are completed during the 1st quarter of the year.
Performance reviews will be completed by the Store
Leader.
Performance reviews measure an employee’s overall
performance and do not guarantee a pay increase. Pay
increases are given annually, or at the discretion of your
Store Leader. If your performance review is overdue,
you are encouraged to contact your Store Leader.
Store Leader
P E RF O RM A N CE B A S E D B O N US E S
We currently offer performance-based bonuses to Store
Leaders, Assistant Store Leaders, Fuel Leaders, and
Food Service Leaders. Contact your immediate
supervisor for more details.
Assistant
Store T RA I N I N G & D E V E L O P M E N T
Leader One of the key components to the success of Royal
Farms is our associates. We live by the Golden
Rule…treating all with courtesy, dignity, and
respect. We are constantly looking for people that want
• Shift to grow their careers and have a broad range of training
programs to help you achieve your goals. The Royal
Entry • Food Service Farms World Famous Training Center (aka UKG Pro
Learning), in conjunction with our in-store training
Level • Customer program are aimed at helping you do your job to the best
Leader Service of your ability.
Our training system is made up of classroom instruction,
computer based learning, and hands-on training and can
be tailored to your individual needs. Please speak with
your Store Leader or District Leader if you would like
more information.
• Facilities
Associate • Customer E M P L O Y E E C L A S S I F I CA T I O N S
Service There are two basic types of employee categories. Your
Associates position and the number of hours worked per week
determine your eligibility for benefits
--F UL L T I M E E M P L O Y E E S - Are employed on a full-
time basis and scheduled to work at least 30 (thirty)
hours per week and are eligible for all relevant employee
benefits.
--P A RT -T I M E E M P L O Y E E S - Are hired on a part- Employees must verify their time weekly in the Reflexis
time basis and scheduled to work less than 29 (twenty- Time & Attendance system. This includes hours worked
nine) hours per week on a regular basis. Part-time and any paid time off that has been taken. Any edits
employees are eligible for some benefits as defined in made to your time are visible on the “Audit” tab of your
this handbook. timecard. Each edit should be reviewed and
approved. If you have concerns about an edit made to
The classifications above do not guarantee employment your time, you should disapprove the edit and speak with
for any specific length of time and are not a guarantee of your supervisor. Employees must sign off on the
hours. The actual number of hours worked per week may timecard by Wednesday for the prior week. Please see
vary according to the needs of the business and its your supervisor for more information.
customers. Employment is by mutual consent by both
the employee and Royal Farms. The employee or Royal
Farms may terminate the employment relationship at
will for any reason with or without cause. OFF-THE-CLOCK WORK IS NOT
PERMITTED!
When using the time clock, you will use the employee
M I N O RS number assigned to you when hired. You will be shown
Royal Farms is the first job experience for many of our the operation and location of the time clock during your
employees. Furthermore, Royal Farms requires training. Please keep the following guidelines in mind:
candidates to be a least 16 years of age to be eligible for
employment. It is our goal to make this first experience a • Use the time clock that has been assigned to your
meaningful opportunity, and to provide a safe work store.
environment for minors that complies with State and • Use the time clock for all punches, including
Federal regulations. Accordingly, the following meal periods.
guidelines have been established concerning hours • You must be ready to work when you punch in.
worked. • Do not punch in or begin work before your shift
begins unless otherwise instructed by
• May not spend more than 12 hours in a combination management.
of school hours and work hours each day. • You must punch out immediately after being
• Must be allowed at least 8 consecutive hours of non- released from work.
work, non-school time in each 24-hour period. • Any mistakes or problems should be directed to
• May not work the overnight shift your Supervisor.
• May not sell alcohol or tobacco • Do not ask anyone to key in a punch for you.
• May complete all other store tasks upon completion • Do not key in a punch for anyone else.
of required training • Do not loiter in the store when your shift has
• 17-year-old employees may not be permitted to ended.
work more than 5 consecutive hours without a non-
working period of at least 30 minutes. M E A L P E RI O D S
• 16-year-old employees may only be scheduled for 4- All hourly employee of Royal Farms, to include FSLs,
hour shifts CSLs, Shift Leaders and ASLs will receive breaks based
on the number of worked hours as follows:
S C H E D UL I N G A N D T I M E CL O CK P O L I CY • 4 hours or less – none
H O URS AND A V A I L A BI L I T Y • 4 to 6 consecutive hours – 15-minute,
uninterrupted paid break
You will be asked to commit to update hours of
• 6 to 8 consecutive hours – 30-minute,
availability in Royal Farms time and attendance system.
uninterrupted unpaid break
Occasionally circumstances will require changes to • 8 consecutive hours – one 15-minute
availability. Because customer service is our #1 priority, uninterrupted paid break, one 30-minute
we may ask you to alter your work schedule to meet uninterrupted unpaid break
seasonal or other shopping patterns.
• Over 8 consecutive hours - one 15-minute

uninterrupted paid break, one 30-minute B O N US E S
uninterrupted unpaid break AND one 15- Bonuses are calculated quarterly. If your employment is
minute, uninterrupted paid break for every 4 terminated (either voluntarily or involuntarily) before the
additional hours worked. Example included end of a quarter no bonus payout is made for the quarter
below. in which you were separated. Management reserves the
• 12 consecutive hours = Two 15-minute paid right to withhold a portion, or all bonus amounts if
breaks, One 30-minute unpaid break anyone quits without giving sufficient notice and/or your
termination is for gross misconduct, theft, or policy
• Minors may NOT work more than 5 hours violations.
continuously without a non-work period of at
least 30 minutes. EMPLOYEE PAY
• Employees who have voluntarily signed the Employees are paid weekly, by close of business on
Royal Farms break waiver understand that we Wednesdays, for hours worked in the previous week
intend to make our best efforts to comply with (Thursday through Wednesday). Royal Farms
break requirements. If any employee who has encourages all employees to sign up for Rapid Pay Card.
signed this waiver has been unable to take an Rapid Pay Card is a simple, secure, and timely way to
uninterrupted paid or unpaid break, they will receive pay. Employees will be paid either electronically
be allowed to take a working shift break (direct deposit to a bank account or to a Rapid Pay Card
which will allow them to continue to work. card).
• 15 minute paid, interrupted and 30-minute
unpaid, uninterrupted breaks will be given All employees may view their weekly paystub on Royal
some time after the first two hours of work Farms Employee Self-service through our UKG Pro
and before the last two hours of work. (formerly UltiPro) platform. Simply select >Menu
>Myself>Pay and you will have visibility to your weekly
All hourly store level employees must punch for breaks pay information including hours worked, required and
and meals on the time clock or web clock to be recorded voluntary deductions, paid time-off and more. You may
in the timecard. also print the online paystub if you need a paper copy of
your weekly earnings. If you have any questions
New Jersey Fuel Requirements- In the State of New
regarding your pay or classification, if you believe you
Jersey, laws exist whereby only Royal Farms trained
have been subject to any improper deduction, or if your
associates may pump fuel at the gas islands. Using
pay does not accurately reflect your hours worked,
caution cones to block off fuel islands in absence of a
please contact your supervisor or Royal Farms Human
maintenance issue is against company policy and subject
Resources Service Center immediately. Every report will
to disciplinary measures up to and including
be fully investigated, and every effort will be made to
termination. If a New Jersey fuel attendant needs to take
ensure that you receive the pay to which you are entitled.
a meal break or a shift break, they must notify their
manager on duty. The person in charge will designate Overtime- Hourly employees will receive overtime pay
either themselves or a trained associate to cover the fuel for any hours worked in excess of forty (40) hours per
islands while the associate goes on break. workweek. Overtime must also be approved in advance
by management. The overtime rate paid to hourly
In addition, all Store Leaders and District Leaders must
employees is not less than one and one-half times their
obtain their UST A/B Operators Certification within 6
regular rate of pay. For the purposes of computing
months of placement in that position. The following
overtime, the work week will begin on Thursday and end
guidelines apply:
the following Wednesday. Vacation and holiday hours
• Recertification is required every 2 years are not included in the calculation of hours worked for
• Cost is covered by Royal Farms unless a overtime purposes.
passing score is not achieved after two attempts
• Cost of additional attempts will be at the
employee’s expense
Employee Assistance Program (EAP)
All Store Leaders are automatically enrolled in our

EAP as part of the life insurance plan that they
receive upon hire. EMPLOYEE RIGHTS AND RESPONSIBILITIES
UNDER THE FAMILY AND MEDICAL LEAVE ACT
The purpose of the program is to give employees BASIC LEAVE ENTITLEMENT
confidential access to a licensed counselor or FMLA requires covered employers to provide up to 12
work/life specialist for issues they may be weeks of unpaid, job-protected leave to eligible
struggling with. Issues may include: employees for the following reasons:
• Depression, Anxiety, Stress
• for incapacity due to pregnancy, prenatal
• Relationship Issues, Divorce
medical care or childbirth;
• Family and Parenting Problems • to care for the employee’s child after birth, or
• Anger, grief, and loss placement for adoption or foster care;
• Child Care • to care for the employee’s spouse, son, daughter
• Financial difficulties or parent, who has a serious health condition; or
• for a serious health condition that makes the
EAP services are available to Store Leaders, their employee unable to perform the employee’s job.
spouses, children, and parents. These services may
be accessed by calling 1-800-854-1446 or online at: M I L I T A RY F A M I L Y L E A V E E N T I T L E M E N T S
www.unum.com/lifebalance Eligible employees whose spouse, son, daughter or
parent is on covered active duty or call to covered active
duty status may use their 12-week leave entitlement to
Employee Crisis Fund address certain qualifying exigencies. Qualifying
The purpose of the Employee Crisis Fund is to help exigencies may include attending certain military events,
employees who are experiencing sudden, emergent, and arranging for alternative childcare, addressing certain
catastrophic financial difficulties. Emergent is defined as financial and legal arrangements, attending certain
an unforeseen, unpredictable incident requiring counseling sessions, and attending post-deployment
immediate action. reintegration briefings.
Examples of incidents that might qualify for FMLA also includes a special leave entitlement that
assistance include: permits eligible employees to take up to 26 weeks
• House fires of leave to care for a covered servicemember during
• Traumatic car accidents a single 12-month period. A covered service
• A sudden death within a family member is:
• A critical illness or injury where a trip for • a current member of the Armed Forces,
specialized treatment not available here might including a member of the National Guard
be necessary or Reserves, who is undergoing medical
• Natural disasters causing damage to treatment, recuperation or therapy is
property otherwise in outpatient status, or is
otherwise on the temporary disability retired
Employees are eligible to apply for assistance through
the Employee Crisis Fund. Up to $1,000 per employee list, for a serious injury or illness*;
may be granted in a 12-month period provided funds are • a veteran who was discharged or released
available. under conditions other than dishonorable at
any time during the five-year period prior to
Each request will be evaluated to determine the level of the first date the eligible employee takes
need based on established criteria.
FMLA leave to care for the covered veteran,
If you have questions, please contact the Employee and who is undergoing medical treatment,
Relations Leader at (410) 889-0200 ext. 163 recuperation, or therapy for a serious injury
or illness.*
*The FMLA definitions of “serious injury USE OF LEAVE

or illness” for current servicemembers An employee does not need to use this leave entitlement
and veterans are distinct from the FMLA in one block. Leave can be taken intermittently or on a
definition of “serious health condition”. reduced leave schedule when medically necessary.
Employees must make reasonable efforts to schedule
leave for planned medical treatment so as not to unduly
BENEFITS AND P RO T E CT I O N S disrupt the employer’s operations. Leave due to
During FMLA leave, the employer must maintain the qualifying exigencies may also be taken on an
employee’s health coverage under any “group health intermittent basis.
plan” on the same terms as if the employee had
continued to work. Upon return from FMLA leave, most S UBS T I T UT I O N OF PAID LEAVE FOR UNPAID
employees must be restored to their original or LEAVE
equivalent positions with equivalent pay, benefits, and
other employment terms. Use of FMLA leave cannot Employees may choose or employers may require use of
result in the loss of any employment benefit that accrued accrued paid leave while taking FMLA leave. In order to
prior to the start of an employee’s leave. use paid leave for FMLA leave, employees must comply
with the employer’s normal paid leave policies.
E L I G I B I L I T Y R E Q UI RE M E N T S
EMPLOYEE RESPONSIBILITIES
Employees are eligible if they have worked for a
covered employer for at least 12 months, have 1,250 Employees must provide 30 days advance notice of the
hours of service in the previous 12 months*, need to take FMLA leave when the need is foreseeable.
and if at least 50 employees are employed by the When 30 days’ notice is not possible, the employee must
employer within 75 miles. provide notice as soon as practicable and generally, must
comply with an employer’s normal call-in procedures.
Employees must provide sufficient information for the
*Special hours of service eligibility requirements employer to determine if the leave may qualify for
apply to airline flight crew employees. FMLA protection and the anticipated timing and
duration of the leave. Sufficient information may include
DEFINITION OF S E RI O US H E A L T H C O N D I T I O N that the employee is unable to perform job functions, the
family member is unable to perform daily activities, the
A serious health condition is an illness, injury, need for hospitalization or continuing treatment by a
impairment, or physical or mental condition that health care provider, or circumstances supporting the
involves either an overnight stay in a medical need for military family leave. Employees also must
care facility, or continuing treatment by a health care inform the employer if the requested leave is for a reason
provider for a condition that either prevents the for which FMLA leave was previously taken or certified.
employee from performing the functions Employees also may be required to provide a
of the employee’s job or prevents the qualified family certification and periodic recertification supporting the
member from participating in school or other daily
need for leave.
activities.
Subject to certain conditions, the continuing treatment EMPLOYER RESPONSIBILITIES

requirement may be met by a period of incapacity of Covered employers must inform employees requesting
more than 3 consecutive calendar days leave whether they are eligible under FMLA. If they are,
combined with at least two visits to a health care the notice must specify any additional information
provider or one visit and a regimen of continuing required as well as the employees’ rights and
treatment, or incapacity due to pregnancy, or responsibilities. If they are not eligible, the employer
incapacity due to a chronic condition. Other conditions must provide a reason for the ineligibility.
may meet the definition of continuing treatment.
Covered employers must inform employees if leave will Under this method, Royal Farms looks at the 12-month
be designated as FMLA-protected and the amount of period immediately preceding the first day of your leave
leave counted against the employee’s request to determine the amount of leave that you have
leave entitlement. If the employer determines that the used. Generally, you are entitled to a total of 12 weeks
leave is not FMLA-protected, the employer must notify of FMLA leave in a 12-month period for the qualifying
the employee. events indicated below. If you need leave to care for a
covered service member with a serious illness or injury,
then you may be eligible for up to 26 weeks of leave in a
U N L A W F UL A CT S BY E M P L O Y E RS single 12-month period.
FMLA makes it unlawful for any employer to:
• interfere with, restrain, or deny the exercise of any Under certain circumstances, you may use FMLA leave
right provided under FMLA; and intermittently or on a reduced schedule. Intermittent
• discharge or discriminate against any person for leave is leave taken on an occasional basis. A reduced
opposing any practice made unlawful by FMLA or for schedule leave means that you may need to reduce the
involvement in any proceeding under or relating to number of hours you work per day or per week. Any
FMLA. time used for intermittent or reduced schedule leave will
be subtracted from the total amount of FMLA leave that
is available to you.
E N F O R CE M E N T
An employee may file a complaint with the U.S.
Department of Labor or may bring a private lawsuit FILING A L E A V E CL A I M
against an employer. FMLA does not affect any Federal All unpaid leave claims are managed by a third-party
or State law prohibiting discrimination, vendor, Sedgwick. To file a claim employee should
or supersede any State or local law or collective contact Sedgwick at 1-888-436-9530. Employees must
bargaining agreement which provides greater family or still report all time off to their Store Leader.
medical leave rights.
Y O U R R E Q UI RE D N O T I CE
FAMILY AND M E D I CA L L E A VE P O L I CY (FMLA)
When it is foreseeable that you will require FMLA
If you are able to return to work at the conclusion of leave, such as for the birth or adoption of a child or
your leave, then you will be returned to the same or to an planned medical treatment, you must provide reasonable
equivalent position. The specific amount of leave notice (at least 30 days). Please contact Sedgwick to
available is described below. obtain a copy of the “Request for Family & Medical
Leave” form. For unforeseeable absences, such as your
Where your disability or worker's compensation period own serious health condition or the serious health
is otherwise approved, that leave period will condition of a covered family member, please notify
automatically be deducted from your available FMLA your Supervisor as soon as possible.
bank. Additionally, you have the option of using any
accrued vacation when taking FMLA leave. However, if When you are scheduling a planned medical treatment,
you wish to schedule vacation at the end of a leave, you you must consult with your Supervisor and make a
will need the approval of your Supervisor. reasonable effort to schedule the treatment so as not to
unduly disrupt our operations, subject of course to the
D URA T I O N OF L E A VE approval of your health care provider.
The amount of FMLA leave that you may be eligible to
receive is determined by the type of qualifying event, as B E N E F I T S C O V E RA G E
well as the amount of leave that you have used in a 12- When you are on FMLA leave, your benefits will
month period. continue, with the restrictions noted below. Your health
care, dental, vision, and life insurance coverage will
For most types of leave, Royal Farms uses a “rolling” continue throughout your FMLA leave. However, you
12-month period to determine your leave entitlement. will be responsible for making the weekly payments for
your health care benefits. You may either prepay for the as if there had been no break in service), assuming they
period that you anticipate you will be on FMLA leave, report back within 90 days of termination.
or you may send your payments on a bi-weekly basis
directly to the Benefits Department while you are on
leave. Failure to maintain benefit payments will result in LEAVE OF A BS E N CE - E D U CA T I O N
your coverage being terminated. Royal Farms will allow an employee up to 20 weeks of
unpaid leave of absence while attending school. Proof of
If you are a participant in the Royal Farms 401(k) Plan, enrollment must be submitted to hr@royalfarms.com
your weekly pre-tax contributions will stop for the
period of your leave.
D I S A BI L I T Y C O V E RA G E – S H O RT T E RM
D I S A BI L I T Y
REINSTATEMENT Royal Farms short-term disability plan is a benefit that
If you return to work after your FMLA leave, you will provides partial pay for eligible employees who are
be returned to the same or to an equivalent position. In unable to work due to non-work-related illness, injury,
certain circumstances, we may require you to provide a accident, or maternity, after an extended absence from
return-to-work or fitness-for-duty certification from your work. Details regarding this plan can be found in the
Health Care Provider. benefits guide on the UKG Pro home page
You must contact Sedgwick and your Store Leader at A short-term disability leave must be certified by an
least (1) week prior to the date you are able to return to approved health care provider's written statement
work. If you do not return to work within three (3) identifying the nature of the disability. It must also state
Working days after the end of the leave, you will be or estimate the date when the employee will be able to
considered to have voluntarily resigned your position, return to work. If the employee cannot return on that
barring extraordinary circumstances. date, another statement from an approved health care
provider with a new return date will be required.
Employees will not be able to return to work without
SICK LEAVE submitting a note from an approved health care provider
Paid sick leave for employees is required in several authorizing the employee's return.
jurisdictions in which Royal Farms is located. You If concurrent coverage is available under another plan,
should refer to the Legal Poster located in your store for Royal Farms short-term disability benefits will be
details or contact your Store Leader or District Leader. reduced accordingly.
M I L I T A RY L E A V E P O L I CY Any leave time compensated by disability payments will

be counted as leave time under the Family & Medical
All employees who temporarily leave Royal Farms to Leave Act (FMLA) and is subtracted from FMLA leave
serve in the military, whether called up for service, available to you.
training, or enlisting, will be considered on Military
Leave for a period of up to five (5) years. Employees, The short-term disability benefit program is
who decide to leave for duty in the uniformed services administered by UNUM. For additional information,
on their own accord with no intention of returning to contact Human Resources.
Royal Farms, and inform us in writing, will be separated
from the company at their time of departure. Separation
will not affect the employee's reinstatement rights as R E A S O N A BL E A C CO M M O D A T I O N S
provided below.
Upon completion of military service, employees (other Royal Farms seeks to provide a work environment that
than those receiving a dishonorable or bad conduct allows all people to contribute at work. We are
termination) will be reinstated as active employees (to committed to providing reasonable accommodation to
the same or comparable position with pay and benefits any employee who, because of a qualifying disability,
requests an accommodation to perform the essential job
functions. Royal Farms complies with all applicable
federal, state, and local laws/ordinances providing training sessions or company meetings outside of their
protection for qualified individuals with disabilities. store.
Please submit any requests for reasonable O V E RA L L A P P E A RA N C E S T A N D A RD S &
accommodations to your Store Leader and the Employee U N I F O RM G UI D E L I N E S
Relations Leader. You may be asked to provide medical
1. All team members are to come to work neat, clean,
documentation supporting your request for
and well groomed, maintaining the highest
accommodation including the probable duration.
personal hygiene standards.
Royal Farms will consider any request for 2. Team members are required to routinely wash and
accommodation(s) at the time it is made. dry their uniforms.
3. Hands and fingernails must be kept clean;
N U RS I N G M O T H E RS fingernails should not interfere with work
For up to one year after the child’s birth, any employee functions.
who is breastfeeding her child can request a reasonable 4. Hair must be clean, neatly groomed and styled off
accommodation to express breast milk for her baby. the face. Any loose hair or hair over shoulder length
Please contact Employee Relations for details must be restrained so it remains in place without
handling. Hair restraints, hats and/or hairnets must
P RE G N A N T E M P L O Y E E S be worn at all times. Hair must be styled so as not to
Pregnant employees, who otherwise meet the definition interfere with proper wear of uniform headgear.
of disability under applicable state law, may request the Facial hair must be neatly groomed.
following accommodations: 5. FOOD EMPLOYEES shall wear hats/visors, beard
restraints, and clothing that covers body hair, that are
• Changing of job duties designed and worn to effectively keep their hair
• Relocating a work area from contacting exposed food; clean equipment, and
• Providing mechanical or electrical aids utensils; and unwrapped single-service and single-
• Transferring to a less strenuous or less use articles.
hazardous position 6. Earrings that hang no more than one-half inch below
• Providing leave. the earlobe (2 max per ear, post type only) are
permitted. Other facial, nasal or tongue jewelry is
not permitted while on duty. Bandages, Band-Aids,
An employee is still obligated to engage in the tape or other coverings used for the express purpose
interactive process and provide a health care provider's of covering body piercing jewelry and spacers will
certification that includes the date the accommodation not be allowed. Royal Farms will not be responsible
became medically advisable, the probable duration of the for lost or stolen jewelry. It is recommended that you
accommodation, and an explanatory statement as to the do not bring valuables to work with you.
medical advisability of the accommodation. 7. Nametags are to be worn at all times. Buttons,
badges, or other items conveying a message may
Employee Policies & Workplace Rules not be worn unless provided by Royal Farms.
8. Masks, if being worn to prevent the spread of
illness, must be of one solid color and not contain
A S S OC I A T ES UNIFORM POLICY
any images, words, or slogans.
Our Associates are what make us unique. Personal 9. Royal Farms issued uniform shirts must be worn.
appearance standards contribute to the morale of all All shirts must be tucked in if they extend more
employees and affect the business image Royal Farms than 3 inches below the waist and employees may
presents. The Store Uniform Policy ensures that all leave only the top button on their shirt unbuttoned.
employees reflect the image of quality, professionalism A black, white or matching solid colored T-shirt,
and high standards, food safety and work safety turtleneck, or thermal undergarment may be worn
standards throughout the organization. underneath the Royal Farms uniform shirt, if no
image/writing is visible.
Associates must comply with the following Store
Uniform Policy at all times, including when attending
10. Black-colored dress pants must be worn. Jeans, coverage, however the shift is still your
corduroys, stretch pants, sweatpants, and Capri responsibility until a suitable replacement is found.
pants are not acceptable.
11. Open-toed shoes are not allowed and shoes with Employees may utilize their Shift Trade Board in
slip resistant sole are mandatory. All shoes must Reflexis to swap shifts with other eligible
have a back. Socks/stockings must be worn with employees, advertise their shifts to other eligible
shoes. Shoes must be black in color. employees and also request additional shifts. The
12. Appropriate undergarments must be worn by all Store Leader must approve all requests. You are still
employees responsible for your scheduled shift until any request
13. Management reserves the right to send an has been approved. Please see your supervisor for
Associate home if they are in violation of the more information.
uniform policy. If you have questions, contact • BE PRODUCTIVE – The old saying applies, if
your Store Leader or Employee Relations Leader. there is time to lean there is time to clean. This
Failure to comply with any section of this policy translates to a standard of productivity. The
may result in disciplinary action up to and expectation is that all employees are being fully
including termination of employment. productive the entire time that they are being paid to
14. Tattoos or brandings are allowed as long as they are work.
not offensive in nature. Facial tattoos are prohibited. • AVAILABILITY – Upon hiring, you provided a
15. Uniforms are issued at no cost to employees. Store specific availability that you agreed to work, and the
Leaders are authorized to order team members new company hired you based on the needs of the
shirts or headgear based on fair wear and tear of business. Any changes to that availability must be
their old shirts. submitted and approved by the Store Leader.
16. New team members can wear a solid color white Availability changes should be provided two weeks
shirt with a collar until the arrival of their new in advance of any needed and agreed upon schedule
apparel. All new team members will be issued two revisions. Any availability change that results in a
(2) shirts and one (1) hat or visor. reduced work schedule or any change to weekend or
If there are any conflicts with this policy due to overnight availability must be accompanied by
religious requirements or your disability, please supporting written documentation such as a school
contact Royal Farms Employee Relations Leader. schedule, job schedule, sports schedule, etc. Any
availability that changes the status for which you
were hired is subject to final review and approval by
the company. This change could result in a
D E P E N D A BI L I T Y S T A N D A RD S reduction of hours and/or a reduction of pay. If you
• SHOW UP TO WORK ON TIME AND READY are seeking additional hours, adjusting your
TO WORK – Being ready for work means showing availability to the needs of the business and being
up for work in a clean uniform with good personal available to pick up shifts will be impactful to this
hygiene at or 5 minutes before your scheduled start cause.
time. If you need a meal before the start of your • JOB SATISFACTION – employee and workplace
shift, this must be completed prior to clocking in. satisfaction are an important part of our culture at
• YOUR SHIFT = YOUR RESPONSIBILITY – Royal Farms. If you have decided to abandon your
Call-outs are unacceptable. Every employee must job/quit, you must notify your store leader in
have both a copy of the schedule and a copy of the advance and give proper notice of your last day. If
employee phone list. If you cannot make your shift you have a disagreement with anyone please notify
after the schedule has been posted, it is your the next in the chain of command so your problem or
responsibility to cover your shift with a trained issue(s) can be resolved. If you cannot resolve with
replacement. All switches must be approved by a your superior, then notify next in command or the
member of the leadership team. If you ask for human resources department so we can support and
assistance at least 8 hours prior to the start of your assist with your problem. Royal Farms wants happy
shift, a member of leadership can assist in finding employees and Royal Farms year after year has been
recognized as one of the top workplaces in the
country. Your well-being and happiness are severe disciplinary action, including immediate
important! 1) If you’re getting another job, we’d termination:
love to have you continue to work part time. 2) If
you are moving, we have many stores and we can • Clocking another team member in or out
work out a transfer to a store location closer to your • Clocking in or out for an Associate who did not
home or apartment. work, or otherwise submitting to be paid for
• DAYS OFF SCHEDULE REQUESTS – Schedule time not worked
requests for days off, both paid and unpaid should be • Editing an employee’s time to remove time that
made through Reflexis, employee self- was actually worked or assigning an unpaid
service. Schedules are generated 2 weeks in break to an employee’s record that was not taken
advance, therefore, employees are required to • Reporting to work under the influence of alcohol
provide 14 days’ notice for requested days or illegal drugs
off. Employees requesting paid time off must ensure • Insubordination or disrespect to retail team
that they have enough accrued leave available to leaders
cover the dates requested. All requests are subject to • Excessive unexcused tardiness or absence, or
an approval process. Please refer to the employee failure to notify leadership of tardiness or
handbook for information regarding paid vacation, absences in a timely manner
personal time and types of leave. • Dishonesty or falsification of employment or
• VIOLATIONS OF POLICY - if the employee fails other records or documents
to show up for a scheduled shift without notification • Use of inappropriate language or other
and without a replacement for the shift, this will be inappropriate behavior directed toward other
documented with a written warning and possible employees, customers or third persons including,
termination for first offense. but not limited to, profanity, obscenity, cursing,
o FIRST OFFENSE: Written warning and/or or other foul or offensive language on company
termination property and/or loud or disruptive language,
o SECOND OFFENSE: Termination fighting, or conduct
NO SHOW. NO CALL. NO JOB. • Possession or use of dangerous weapons on
company property
• Cash theft which includes, but is not limited to:
STANDARDS OF C O N D U CT & D I S CI P L I N A RY o Taking money from the cash register
A CT I O N S (which may be revealed by a cash
Royal Farms does not believe it is necessary to list shortage)
exhaustively every work rule or standard of conduct for o Voiding a line or transaction after the
our Associates. You are expected to perform your job sale has taken place and the customer
well, to conduct yourself in a professional manner at all receives the merchandise
times, and to treat others with honor, dignity, and o Failing to ring up a sale or a part of a
respect. Additionally, all Associates are expected to sale
comply with any rules applicable to employment with o Purposely giving too much change
Royal Farms (including, but not limited to, the rules set • Violation of our Civility, Equal Employment
forth in this Handbook). Opportunity & Non-Harassment policy
In some instances of rule violations, improper conduct, Food theft, which includes, but is not limited to:
or unsatisfactory job performance, progressive
disciplinary action may be appropriate. Serious instances • Giving away food over the counter without
of rule violations, improper conduct, or unsatisfactory receipt of the appropriate payment and/or
job performance, as determined by leadership may result coupons in exchange
in severe forms of disciplinary action, up to and • Intentionally over-portioning products
including immediate termination of employment, • Taking food home without payment after closing
without prior progressive disciplinary action. The or finishing your shift
following are among the most common examples for • Storing food for later pick-up without payment
• Signing for food or goods not delivered
• Giving out unauthorized promotional material or PARKING

discounts. This includes misuse of your Your store has a designated employee parking area.
employee discount and/or ROFO Rewards card Please be aware of this location and use this area when
Where progressive discipline is appropriate, the parking for work. Please contact your Store Leader about
following types of disciplinary action may be taken, in designated parking areas.
no particular order:
• Verbal warning W O RK P L A CE T H RE A T S A N D V I O L E N C E P O L I C Y
• Second Verbal warning(s) Nothing is more important to Royal Farms than the
• Written warning(s) safety and security of our employees and customers.
• Termination Threats, threatening behavior, harassment, or acts of
violence against employees, customers or other
Disciplinary actions will be approached on a case-by- individuals by anyone on Royal Farms property or on
case basis, taking into account all the relevant facts and Royal Farms business are prohibited. Royal Farms has
factors of the situation. Therefore, Royal Farms retains zero tolerance for these types of behaviors and will take
the right to skip any of these steps of progressive appropriate action.
discipline if circumstances necessitate. Royal Farms also
reserves the right to discipline an employee at any time
for inappropriate conduct or behavior, whether or not P R O H I BI T E D BE H A V I O R I N CL UD E S , B UT I S N O T
such conduct is referenced or mentioned in this policy. LIMITED TO:
Nothing in this policy is a guarantee that any particular • Possession of firearms, explosives, weapons
disciplinary steps will be followed in any given case, or such as knives, or any other hazardous or
at all, and this policy does not reflect any contractual dangerous device, other than Royal Farms
agreement or right of any Associate that any particular issued tools the employee needs to do their job.
disciplinary steps will be followed in any given case. • The use of any such item as a weapon on Royal
Farms property or while on Company business.
Employment at Royal Farms remains at-will. • Verbal threats, violation of a court order,
violation of order of protection, disorderly
SMOKING conduct, including fighting, inciting/provoking
another to fight, battery, attempted bodily
Smoking or the use of tobacco or other smoking or injury, or physical abuse.
vaping devices is permitted only in designated areas
• Behavior that has the purpose or effect of
while on an approved break. Please contact your Store
interfering with an individual(s) work
Leader about authorized smoking/ vaping areas.
performance or creating an intimidating or hostile
work environment.
TELEPHONE USAGE • Any person who makes threats, exhibits
Company telephones are intended for business purposes threatening behavior, or engages in violent acts
only. Use of mobile devices must be made on your own on Royal Farms property shall be removed from
time, barring extenuating circumstances. In addition, use the premises as quickly as safety permits, and
of a mobile device is prohibited on the sales floor and in shall remain off Royal Farms premises pending
backrooms during working time. The only exception to the outcome of an investigation.
this is a management team member performing work • If an investigation substantiates that violations
related items. of this policy have occurred, Royal Farms will
take appropriate action. This response may
Any type of wireless listening device (i.e.- Ear buds) or include, but is not limited to leave, termination
headphones is also prohibited. of employment, and/or seeking arrest and
prosecution of the person or persons involved.
Cell phones may not be used at any time to record video
in our stores unless prior permission is given by the
Employee Relations Leader.
No Royal Farms policy or procedure should interfere • Creating or interfering with another individual’s
with taking effective action to safely protect those at work performance or environment through
risk. conduct that is hostile or offensive.
It is essential that all employees help to make their Sexual harassment, which is unlawful, is defined as
workplace as safe as possible. All Royal Farms sexual advances, requests for sexual favors, and verbal
employees are expected to immediately report any or physical conduct of a sexual nature when:
threats of violence they have witnessed, received, or
have been told that an employee or customer has Submission to or rejection of such advances, requests, or
witnessed or received, to their Supervisor, Loss conduct is made either explicitly or implicitly a term or
Prevention Representative, and Employee Relations condition of employment or a basis for employment
Leader. decisions; or such advances, requests or conduct have
the purpose or effect of unreasonably interfering with an
Employees should also report any behavior they have individual’s work performance by creating an
witnessed, which they regard as threatening or violent, intimidating, hostile, humiliating or sexually offensive
when that behavior is directed against them or another work environment.
employee or is connected to safety in the workplace.
Employees are strongly encouraged to report any Some examples of sexual harassment may include, but
situation outside of work that could result in violence in are not limited to:
the workplace, including any restraining orders that have • Unwelcome sexual advances—whether they
been issued against or to protect an employee. involve physical touching or not
Failure to comply with any section of this policy may • Sexual epithets, jokes, written or verbal
result in disciplinary action up to and including references to sexual conduct, gossip regarding
termination of employment. one’s sex life, comment on an individual's
body, inquiries into one’s sexual activity or
N O N - H A RA S S M E N T P O L I CY experiences, deficiencies, or prowess
At Royal Farms, we care about the well-being and • Displaying sexually suggestive objects,
success of every person. We respect and listen to our pictures, cartoons, or comments that are written
people; high standards are a way of life. Based on our or recorded, or electronically posted or
belief that all employees are entitled to a work transmitted
environment free from harassment, it is the policy of • Requests for sexual favors in exchange for
Royal Farms to strictly prohibit harassment based on actual or promised benefits, such as a
race, color, religion, age, sex, pregnancy, military or promotion, raise, or continued employment;
veteran status, sexual orientation, gender identity, unwelcome leering, whistling, touching,
national origin, disability, genetic information, or any sexual gestures, suggestive or insulting
other category protected by applicable federal, state or comments
local laws; and to discipline any employee who violates • Harassment of any kind is strictly prohibited,
this policy. including harassment by or against co-workers,
supervisors, customers, or vendors.
Harassment may include any unwelcome, hostile, and/or
offensive verbal or physical conduct based upon any
category identified above. COMPLAINTS AND INVESTIGATION OF
Harassment may include, but is not limited to:
H A RA S S M E N T / S E X UA L H A RA S S M E N T
• Verbal abuse, jokes, “kidding”, or other

language related to an individual's or other It is the responsibility of all employees to respect the
person's protected characteristics; demeaning, rights of fellow employees, to create an atmosphere free
insulting, intimidating, or offensive objects, from harassment, and to come forward if they are aware
pictures, photographs, and/or comments or of any harassment of another employee. If you feel that
messages that are written, recorded, or you are being harassed, have been subjected to
electronically posted or transmitted harassment or have witnessed harassment you should
report the harassing conduct by contacting your questions about this policy you may contact Human
Employee Relations Leader, in the alternative your Store Resources.
Leader, or any other member of Leadership at your store
location. Any relationship between two supervisors must also be
disclosed so that it may be determined if any conflict of
interest exists.
CONFIDENTIAL INFORMATION POLICY
During the course of their employment, Royal Farms EMPLOYMENT OF RELATIVES
employees may have access to information Royal Farms
Relatives of Royal Farms’ employees may be considered
considers private, proprietary, and confidential
for employment on the same basis as other applicants.
“Confidential Information” including system No individual will be hired to work in a position that
applications; trade secrets; supplier pricing; production would directly report or be in the same line of authority
methods; product movement; passwords; private or as a family member. Any exceptions to this must be
password protected accounts; upcoming sale prices; approved by Human Resources.
business and marketing strategies; recipes; strategic
plans; product launch and release dates; customer lists;
R E F E RE N CE S & R E L E A S E OF INFORMATION
vendors; regulatory data including personally
identifiable information (identity theft), protected health Royal Farms understands your concern for
information (PHI/ePHI), social security number, driver’s confidentiality. Requests for information regarding
license number, banking, payment/credit card current or terminated employees from outside
information (employee and/or customer); internal organizations or persons must be referred to the Human
reports, procedures or other business-related confidential Resources Department.
communications; profit and margin reports; financial Royal Farms will verify limited information, such as
projections; privileged information (attorney/client); name, job title, and dates of employment when re-
security procedures (including armored car pick-up quested from someone outside of the company. We will
times, equipment, procedures, amounts of cash on hand, not release salary information or personnel records
etc.); and accounting procedures including accounting without written authorization from the employee, with
office procedures. the exception of inquiries from government agencies or
as required by law or court orders.
F RA T E RN I Z A T I O N P O L I CY
Royal Farms is committed to avoiding situations, which SALE OF A L CO H O L & T O BA C CO
may generate complaints of favoritism and sexual Federal and state laws prohibit the sale of alcoholic
harassment. Personnel who hold a position as a beverages and tobacco to underage individuals. It is
supervisor or manager are strongly encouraged to refrain Royal Farms policy to strictly comply with these laws.
from becoming romantically involved with any All register-trained employees must receive training and
subordinate and are prohibited from becoming will be required to pass a knowledge assessment with a
romantically involved with a subordinate over whom score of 100% in the state in which they work.
they have direct authority or the authority to influence
their working conditions. The sale of alcohol and tobacco products to an underage
person may result in the arrest and prosecution of the
In the event a romantic relationship develops, the employee making the sale, discipline up to and including
supervisor/manager must report the relationship to their termination, as well as the loss of Royal Farms license to
immediate supervisor or to the Director of Human sell these products. Any questions about this policy can
Resources to allow Royal Farms to take appropriate be directed to your Store Leader.
action (including, by way of example but not limitation,
a possible transfer of one of the individuals involved).
Personnel who fail to report such a relationship may face Sales to an underage person or failure to ask for and
disciplinary action, up to and including termination. Any swipe/scan the ID or manually, enter the Birthdate on the
register for any customer, Company, City, State, or
County Representative for alcohol and/or tobacco to having completed the Tobacco and Alcohol Sales
purchases will result in disciplinary action for all training.
employees.
If your store has 2 violations of this policy within 1 year,
NO ONE under the age of 18 is permitted to sell the Store Leader will hold a mandatory re-training
alcohol or tobacco to a customer. session with all store associates.
• First Violation: Suspension for three (3) If your store has 2 violations of this policy within 1 year,
working days without pay and mandatory the Store Leader will work an alternate shift with the last
retraining. The date of the first violation denotes offender. During their shift, the Store Leader will train
the beginning of a 48-month monitoring period. and coach the associate on how and when to verify ID
for alcohol and tobacco products. In addition, the
• Second Violation: A second violation within District Leader will hold a mandatory re-training session
this 48-month period will result in termination of with all store associates.
your employment with Royal Farms
W O RK R UL E S
• Knowingly selling to a minor: Immediate
termination of employment. Nothing is more important to Royal Farms than the
safety and security of our employees and customers.
Note: The violation standard outlined above is the Alcohol abuse and/or drug abuse in the workplace pose a
same for any Store Leader whose store receives an threat to the health and safety of our employees and
Alcohol or Tobacco Licensing Violation issued by customers.
any City, County, or State agency. Whenever working on Company premises, or
conducting Company-related work off-site, employees
Sale of Alcohol & Tobacco Policy Enforcement: are prohibited from:
• Possessing, selling, using, buying,
Royal Farms, and/or local agencies, will periodically manufacturing or dispensing any illegal
send a mystery shopper to purchase alcohol or tobacco drug/paraphernalia or being under its influence
products. If you fail to ask for, and swipe/scan the ID or
• Consuming or possessing any intoxicating
enter the Birthdate on the register for the identification of beverage(s) or being under their influence (This
the mystery shopper, or any other mystery shopper from policy does not apply to the legal purchase and
a government agency, you will be disciplined possession of unopened alcohol for
accordingly. consumption off-site)
• Under the influence is defined as a
All violations will be dated the day of the incident, when
condition of having a blood alcohol
known. All other incidents will be dated the day that
concentration exceeding state legal
Royal Farms is made aware of the violation. limits, or the condition of not having the
normal use of mental or physical
If the original 48-month monitoring period expires and faculties resulting from the voluntary
the individual has other violation(s), the date of the next introduction into the body of an
violation denotes the beginning of a new 48-month alcoholic beverage or a drug.
monitoring period. Therefore, individuals with violations • Abusing over-the-counter medication
will be in a monitoring period until 48 months pass
• The illegal use, consumption, purchase, selling
without a violation.
and/or dispensing of prescription drugs
• The selling or sharing of your prescribed
Store Leader Accountability
medication with another employee
The Store Leader/acting Store Leader will receive a • Royal Farms will not allow any employee to
violation if an associate fails any type of ID check prior perform their duties while taking prescribed or
over-the-counter medications that adversely
affect the employee's ability to safely and Employees will be tested for their use of commonly
effectively perform their job duties. It is the abused controlled substances, which include
employee's responsibility to consult with their amphetamines, barbiturates, benzodiazepines, opiates,
doctor about the medications' effect on their job cocaine, methadone, methaqualone, phencyclidine
duties and disclose any work restrictions to (PCP), propoxyphene and chemical derivatives of these
leadership or Human Resources. substances.
Drug-Testing Policy (Random Testing) If test is positive, employee will be contacted and
**This policy applies to all employees except those required to provide proof of a valid prescription. Once
working in New Jersey who are exempt from random confirmed, a positive test due to an employee taking a
testing. ** valid prescription is not a violation of this policy.
Royal Farms is a drug-free workplace. As such, we Testing Methods and Procedures

prohibit the use of nonprescribed drugs or alcohol during All testing will be conducted by a licensed independent
work hours. If the employee comes to work appearing to medical laboratory, which will follow testing standards
be under the influence of drugs or alcohol or uses drugs established by the state or federal government. Testing
or alcohol during work time, the employee will be will be conducted on a urine sample provided by the
disciplined in accordance with the Company’s policy up employee to the testing laboratory under procedures
to and including termination. Royal Farms’ policy is established by the laboratory to ensure the privacy of the
intended to comply with all state laws governing drug employee, while also protecting against tampering with
testing and is designed to safeguard employee privacy or alteration of the test results.
rights to the fullest extent of the law. Employees will be considered to be engaged at work
Purpose during the time spent taking a drug test and will be
This policy describes Royal Farms procedures for compensated for such time at their regular rate of pay,
conducting random drug testing of employees in its with the exception of retesting at the request of the
efforts to maintain a safe and drug-free workplace. employee.
Random Selection
Royal Farms will randomly drug-test employees for Royal Farms will pay for the cost of the initial testing,
compliance with its drug-free workplace policy. Random including the confirmation of any positive test result.
testing means employees will be selected for testing The testing lab will retain samples for a minimum of
using a computer-based random-number generator. This thirty (30) days or longer if required by state law, so that
will result in an equal probability that any employee an employee may request a retest of the sample at his or
from the entire group of employees will be tested. The her own expense if the employee disagrees with the test
randomness of the process may result in the same result.
employee being tested multiple times before a coworker
Refusal to Test
is selected for testing.
Employees who refuse to submit to a test or who
The human resources department will notify the adulterate, dilute or otherwise tamper with a test
employees selected for testing. Testing must be specimen will be subject to immediate discharge.
completed within forty-eight hours of the employee
Consequences of Positive Test Results
being notified, absent extenuating circumstances.
If an employee tests positive on an initial screening test,
If an employee selected for testing is unavailable for a the employee will be temporarily suspended while the
legitimate reason such as an extended medical absence, confirmation of the final result is being conducted.
human resources will document the circumstances for
A positive test result (except for a positive test as a result
failure to test. Absent such extenuating circumstances
of taking a validly prescribed medication) confirmed by
testing must be completed within 48 hours of selection.
a medical review officer of the laboratory will result in
Royal Farms has no discretion to waive the selection of termination of employment in accordance with Royal
an employee selected at random. Farms’ zero-tolerance drug-free workplace policy. If an
employee elects to have the sample retested at a lab of
Substances Covered by Drug Testing his/her choosing at his/her expense, any disciplinary
action shall be postponed for up to thirty (30) days to conduct these inspections when necessary. All
allow for such retesting. Such retesting must be employees and vendors may be asked to cooperate in
conducted by a licensed independent medical laboratory, inspections of their persons and property that might
which follows testing standards established by the state conceal a drug, alcohol, or other contraband. Employees
or federal government. who possess such contraband or refuse to cooperate in
such inspections are subject to appropriate discipline, up
All employees have the right to discuss their test results to and including termination of employment.
with testing laboratory personnel and Royal Farms.
These discussions should be considered confidential Any illegal drugs or drug paraphernalia found on
except that information disclosed will be communicated Company premises will be turned over to Loss
to personnel within Royal Farms or within the laboratory Prevention. They will make the determination if law
who need to know such information to make proper enforcement should be involved. Criminal prosecution
decisions regarding the test results or regarding the may result.
employment of the individual.
Where the employee believes that the positive test result EMPLOYEE P UR CH A S E / N O N - CO N S U M P T I O N
was affected by taking lawful or prescribed substances P O L I CY
not in violation of company policy, the employee may be This policy was created to protect our employees while
suspended without pay pending substantiation of the upholding the highest of business ethics for the
employee’s claims. Employees will be provided no more Company. Unauthorized consumption, damage, theft, or
than five business days in which to produce this use of any product, merchandise, or goods is prohibited.
additional information.
S E CT I O N 1: G E N E RA L
Recordkeeping
All records concerning test results will be kept by the 1. Credited, returned, redeemed, or outdated
company handling the implementation of the testing product/ merchandise, free samples, Royal Farms
(Sterling). Employees have a right to obtain copies of all and Manufacturer’s coupons, gifts, supplies,
test results from the testing laboratory or from Royal damaged goods, shrink, items in the trash and
Farms. unclaimed customer orders are the property of
Royal Farms and may not be removed from the
premises or consumed without authorization from
TESTING Store Leadership.
Employees are subject to drug/alcohol testing where 2. Employees are not allowed to hold, store or
there is a reasonable observation that a violation of this conceal unpaid personal products or merchandise
Policy has occurred. In addition, if during the course of in lockers, coolers, at registers or in backroom
an investigation, there is reasonable suspicion that areas for purchase or consumption later.
alcohol or drug use in the workplace has occurred, 3. All packages, purchases, and lockers are
employees are subject to testing. Leadership must be subject to inspection by authorized Store/Loss
consulted before an employee is sent for a drug/alcohol Prevention personnel, including items carried on
test. An employee who refuses such testing or tests and off Company property. Receipts for
positive are subject to appropriate discipline, up to and purchases must be kept for verification
including termination of employment. purposes until employee has left Company
property.
Employees may be required to verify that they are drug 4. Employees are not allowed to prepare (including
and alcohol free at work by submitting to a drug/alcohol weighing, sorting, portioning, filling, etc.) or
test. price their own purchases of items for
consumption or for those of family and friends.
I N S P E CT I O N S 5. All transfers between store locations, paperwork
Royal Farms reserves the right to inspect all portions of must be completed prior to the merchandise
its premises (offices, lockers, parking lots, etc.) for leaving the store or locations.
drugs, alcohol, or other contraband without notice. A
representative from our Loss Prevention department will S E CT I O N 2: P U RC H A S E S
1. Employees must have the product with them at Refrain from pressuring/harassing another employee to
the time of purchase and must purchase participate in any social media or social networking
merchandise prior to consumption, use, or site (unless participation is required as part of the job).
leaving Company property. No employee should ever be pressured/harassed to
2. Purchases for personal needs outside of work “friend,” “connect,” or otherwise communicate with
must be done during breaks, meal periods or another employee via social media outlet. Employees
off the clock and be immediately paid for. are prohibited from any unauthorized access to private
3. Employees may not give unauthorized credits or or password protected accounts.
discounts on merchandise to relatives, friends,
or others.
4. Employees are not permitted to ring up P UBL I C R E L A T I O N S / C O M M UN I CA T I O N S WITH
purchases of family and friends. THE MEDIA
5. Failure to comply with any section of this policy
may result in disciplinary action up to and
including termination of employment. Refrain from making defamatory or disparaging
comments about Royal Farms customers, products,
and/or services.
S O CI A L M E D I A P O L I CY .
Refrain from speaking on behalf of Royal Farms
We embrace the many opportunities for two-way unless specifically authorized to do so. Royal Farms
communication with our employees and our customers. designated spokespersons are responsible for all official
Royal Farms respects the rights of our employees to use external communications.
Social Media sites as mediums for self-expression and
communication. As communication methods continue to Employees should remember that Social Media postings,
evolve, we recognize the value of shared guidelines and including comments, photographs, and videos, are not
practices for communicating in caring and responsible private. Royal Farms retains the right to monitor its
ways with our employees and customers, while always presence on its own Social Media sites as well as public
maintaining our high standards and ethical practices. Social Media sites.
Employees are expected to carefully read these This policy does not apply to conduct or speech
guidelines as well as Royal Farms Non-Harassment expressly protected by federal or state laws or
Policy; Policies and Work Rules; Customer Service regulations. Nothing in this Social Media policy is
Policy; and the Workplace Threats and Violence Policy. intended to prohibit employees from communicating
Be sure your postings are consistent with these policies. about terms and conditions of employment.
Employees should be fair and courteous to fellow Failure to comply with any section of this policy may
employees, customers, community partners, suppliers, result in disciplinary action up to and including
and people who work with or on behalf of Royal Farms. termination of employment.
Keep in mind that you are more likely to resolve work
related complaints by speaking directly with leadership Inquiries from the media must be handled through the
than by posting complaints to a social media outlet. Corporate Office. Employees are not permitted to give a
statement, or act as a company spokesperson under any
Ultimately, you are solely responsible for what you post circumstance, including “off-the-record” or anonymous
online. When engaging in social media that identifies or statements. If a reporter asks for a statement on behalf of
relates to our workplace or our customers, employees the company, or permission to film, photograph, or
must: interview anyone on site, they must contact the
Employee Relations Leader.
Comply with applicable laws including but not limited
to laws regarding intellectual property, copyright,
plagiarism, libel, slander and defamation. N O N -S O L I C I T A T I O N /N O N -D I S T RI B UT I O N
Conduct themselves in accordance with Royal Farms
P O L I CY
ethical standards refraining from engaging in illegal Royal Farms has established a policy regarding
activities. solicitation for commercial, charitable or any other
purposes, and distribution of literature and other VOIDS AND O V E R - RI N G S

materials, in order to avoid interference with customer A Void/Over-ring occurs when moneys are received
service and other work, disruption to operations, litter, from the customer and/or there is an incorrect
and related problems. transaction. At this point, you must correct the
Non-employees are not permitted to solicit, or distribute transaction. You must attach the register receipt to your
literature or other materials, for any organization, activity, exception log and the reason for the correction must be
or cause, or for any other purpose, at any time anywhere written on the receipt you turn in with your paperwork.
on Royal Farms property. If a Void/Over-ring is not handled at the time of the
Employees may not solicit or distribute literature or other transaction, the amount of sale may result in a cash
materials to customers or other employees while either shortage.
employee is on working time.
Employees may not distribute literature or other materials REFUNDS
at any time in working areas. Employees may not leave If a customer needs a refund due to the customer
literature or other materials in either work or non-work receiving the wrong product or is not satisfied with the
areas, including parking lots. product they were given, then a refund must be made.
Employees may not solicit, or distribute literature or other When a leader is on duty, they must be made aware of
materials, at any time on the sales floor, where open to the refund that is needed. On the receipt you must write
the public. the reason for the refund. The slip with the reason on it
must be attached to your exception log and turned in
with your paperwork.
L O S S P RE V E N T I O N /R I S K M A N A G E M E N T
CASH REGISTER POLICIES NO SALES

No sales are permitted to get change from the safe.
S H O RT A G E S Although No Sales are permitted for proper use, using
A. The possibility of cash errors in our cash registers No Sale excessively or for reasons not warranted could
does exist. We realize that all people occasionally result in retraining and or disciplinary action.
make mistakes. However, this is a serious matter.
You will be trained in the proper methods of S A F E D RO P S
handling cash prior to working the register position. Safe drops are only permitted when you are taking
Your cash drawer should always balance to zero. money out of the register to deposit in the safe bill
Failure to balance to zero can result in disciplinary reader. You must record in the register what amount you
action up to and including termination. put in the safe deposit bill reader. Using the Safe Drop
B. At your request, you will be given the opportunity to for any other reason than to drop in the safe bill reader
count the register before and after working it. You and failure to accurately record in the register how much
will ring only on that drawer which is assigned to was put into the safe is unauthorized and can result in
you. You will not ring on any other register drawer. disciplinary action.
If you must leave the drawer for any reason (break,
cleaning duty, etc.) you must exit out of your C O UP O N S
register so no one else can access your drawer. All manufacturer and Royal Farms coupons must be
C. To prevent cash shortages the following guidelines accounted for. Missing Manufacturer and Royal Farms
should always be adhered to: coupons will result in a cash shortage. Manufacturer and
a. Always count change back to the customer Royal Farms coupons must be attached to your
b. Keep your drawer low on cash. Amount of exception log and turned in with your paperwork.
bills in drawer should never exceed $100
c. All $50 & $100 bills should be put directly
in the safe and never kept in the register V I D E O S UR V E I L L A N CE
drawer
Royal Farms has invested significantly in the safety of 4. Write down all the information you remember
our employees and customers. In each location, there is about the incident, including the phone number if
a multi-functional digital recorder. This allows for you were able to retrieve it and provide it to the
internal and external review of incidents with a click of a leader on duty to fill out an incident report.
button. Royal Farms does not consider our video 5. Any employee who fails to follow this policy and
surveillance system to be a camera system, but a activates any gift card over the phone will be
preventative measure to detect and deter incidents from terminated.
occurring on our property.
The following rules apply to these systems: P R O P E RT Y D A M A G E
• Authorized Leadership use only Whenever damage occurs to Royal Farms property, it is
important that the appropriate information is obtained.
• Video review is not allowed by non-leadership
When applicable, contact the police to obtain a police
employees
report. In addition to completing the incident report in
• Saved video is the sole property of Royal Farms.
Dashboard under Risk Management, the following
The unauthorized use, copies, or any other form of
information may be necessary to help with the
recordings of these videos is strictly prohibited.
investigation: tag number, police report number,
• Any requests for video must be directed to the insurance information, pictures of the damage and copy
corporate office. (Insurance companies, attorneys, from the surveillance system that shows 20 minutes
customers, etc.) before and after the incident occurred. Please remember
to report all damage to the help desk as soon as possible.
M O N E Y O RD E RS /L O T T E RY We must maintain a safe environment for our employees
and customers, as well as recover any money owed to
Employees may not purchase money orders or lottery
Royal Farms as a result of the damage.
(terminal or instants) while on duty.
W O RK E RS C O M P E N S A T I O N
R O Y A L F A RM S G I F T C A RD S
Federal law requires Royal Farms to purchase worker’s
In the past Royal Farms has been a victim of gift card
compensation insurance on each employee at no cost to
phone scams. Below are items we need to make sure all
the employee. This insurance provides important
employees are following to prevent any loss associated
benefits to an employee who sustains an on-the- job
with those scams.
injury while performing work for Royal Farms. If an
Royal Farms Support Center, INCOMM (gift card mall) employee is injured, the injury shall be reported, when it
or any other business associated with Royal Farms will occurs, to the Leadership on duty. Failure to report an
NEVER ask you to activate a gift card over the phone. injury within 24 hours of occurrence shall result in
Under no circumstances would you activate any gift card disciplinary action up to and including termination. All
over the phone. injuries are to be entered into the Dashboard reporting
system within 60 minutes of Leadership notification.
If you receive a call from anyone attempting to activate
of gift card over the phone you should follow the steps When an injury occurs, the first focus must be on the
below: employee and ensure that they seek medical care, if
necessary. The injured person must contact Medcor
1. DO NOT scan or activate the card. Let the caller immediately after the injury at 1-800-775-5866.
know you are not able to perform their request as it
is against policy Medcor will aid the employee and guide them in how to
2. Hang up the phone and dial *69 to try to retrieve treat the injury and direct them to a medical facility if
the phone number from the caller they feel it is necessary. The Person in Charge must
3. Call your supervisor immediately to inform them of immediately fill out an incident report in Dashboard
the incident. Your Store Leader will contact your under Risk Management. Details are important; the PIC
District Leader to report the incident. must answer all necessary questions in the report and
provide as many details as possible.
When injuries occur, a post-accident drug screen is people are an important part of assuring the safety and
required to be completed within 24 hours of the injury if wholesomeness of the foods we offer. For this reason,
medical attention is sought. This coincides with the our food safety practices go beyond federal, state, and
Royal Farms Substance Abuse Policy - Drug Free local regulations. Through training and support, we
Workplace Plan. believe our people gain the food safety knowledge and
empowerment to make decisions that assure Royal
Any employee found to be submitting a false workers’ Farms maintains these high standards every day.
compensation claim will be prosecuted to the fullest
extent of the law.
F O O D S A F E T Y T RA I N I N G
W O RK P L A CE S A F E T Y R UL E S
To help employees learn food safety practices, the
Your safety is the constant concern of this company. following training is provided:
Every precaution has been taken to provide a safe
workplace. Our Store Leadership teams conduct a • Store Food Preparation Areas Computer Based
monthly safety audit to identify and repair safety Training on Food Safety (must be completed
program violations. Our safety committee holds regular prior to beginning work in food service)
safety meetings. The purpose is to plan and implement • Royal Farms Food Job Aids
further improvements in our safety program. Common
• Serve Safe Manager Certification
sense and personal interest in safety are still the greatest
• On-going Food Safety Training and Updates
guarantees of your safety at work, on the road and at
home. We take your safety seriously and any willful or • Hazard Analysis Critical Control Point
habitual violation of safety rules will be considered (HACCP)
cause for termination.
Royal Farms is sincerely concerned for the health and If you are in a position of leadership at Royal Farms,
(Store Leader, Assistant Store Leader, Food Service
well-being of each member of the team.
Leader, Customer Service Leader, Shift Leader), you
The cooperation of every employee is necessary to make must be Food Safety certified within 6 months of
this company a safe place in which to work. Help placement into your position. Once certified, you must
yourself and others by reporting unsafe conditions or always maintain a current certification while employed
hazards immediately to your supervisor or to a member at Royal Farms and in a leadership position.
of the safety committee. In the matter of an employee • You will be scheduled to take a certified Food
injury occurring, please note that it is the employee’s Safety course as part of your training.
duty to report all injuries immediately to a supervisor. • All costs for this course will be covered by
The supervisor will then establish tele- phonic contact Royal Farms unless you are unable to achieve a
with MEDCOR, our medical triage service, and the passing score after two attempts.
employee involved will discuss the injury with a • Cost for additional attempts will be at the
MEDCOR nurse case manager and a determination will employee’s expense.
be agreed upon concerning the appropriate medical • Failure to attain a certification within six months
treatment for the injured employee. Consider the rules of and maintain that certification during time in a
safety presented to you by poster signs, discussions with leadership role will result in removal from the
your supervisor, posted department rules, and computer leadership position.
based training modules. Begin right by always thinking
of safety as you perform your job, or as you learn a new
one. P RE V E N T I N G THE SPREAD OF ILLNESS
Employees handling food (packaged and non-packaged)
must inform their supervisor if they are experiencing any
FOOD SAFETY POLICY of the following conditions. Employees may be
restricted to work that does not involve handling of food
Royal Farms is committed to offering customers the until their symptoms are gone or have provided
safest, highest quality foods possible. We believe our
documentation from a licensed healthcare provider that In-Store Food Preparation Areas, All employees must:
they are no longer contagious.
• Have clean and trimmed fingernails. Hands must
• Open lesions, boils, sores or infected be washed and clean and disposable gloves must be
wounds worn if artificial nails and/or nail polish are worn.
• Fever or fever with sore throat • Never use bare hands to handle ready-to-eat
• Vomiting foods. Use disposable gloves, tongs, spoons, or
• Jaundice (yellowing of skin and whites of other utensils.
eyes) • Cover open cuts and bandages with finger cots or
• Diarrhea disposable gloves.
• Immediately change disposable gloves if they
Any employee diagnosed with one of the Major 5 food- become torn and after touching a non-product
related illnesses listed below must inform their contact surface.
supervisor before starting work. Employees will be • Not smoke or use tobacco products while working.
excluded from work until a public health official has • In-Store Food Preparation Areas employees must
cleared their return to work and Royal Farms has protect food from possible contamination that may
received documentation from a licensed healthcare be brought in on clothing or jewelry. In addition to
provider stating the employee is no longer contagious the store uniform guidelines, employee must:
and may return to work.
• Keep aprons clean. Aprons are not to be worn into the
• Shiga-toxin producing E. coli (E. coli restroom or outside the store.
O157:H7) • Wear hats or hairnets. There should be no exposed
• Norovirus hair forward of the ears or on the shoulders.
• Shigella • Keep facial hair trimmed; a beard net must be worn if
• Hepatitis A the beard is more than 1/2 inch in length.
• Salmonella (all species) • Remove jewelry. No watches, earrings, bracelets
(including rubber and magnetic), facial (including
Employees Who: tongue) ornaments. Exceptions: Employees may
wear a necklace beneath the uniform shirt. One
Have had a Major 5 food related illness in the past or
simple ring or band without stones may be worn. A
have been exposed to a recent confirmed outbreak of a
ring with a stone may be worn only if covered with
Major 5 food-related illness, or live with a person, who is
a brightly colored bandage and a disposable glove.
ill with one of the Major 5 food related illnesses.
A medical identification bracelet/necklace may be
Must notify their supervisor and may continue to work worn.
their usual duties as long as they are not experiencing • Not eat or drink, except for tasting to assure product
symptoms of any of the Major 5 food-related illnesses. quality. For tastings, use disposable utensils and
containers such as plastic forks or spoons, cups, or
paper plates and throw them away after tasting.
Hands must be washed before handling product
CLEAN HANDS AND P E RS O N A L H Y G I E N E
again.
Washing hands is the first step in preventing the spread • New Jersey- Fuel Attendants must not handle any
of illness through food. Employees must always wash food until they have vigorously washed their hands.
their hands: If fuel has been spilled on your uniform, you are
• Before starting work forbidden from the food service area.
• When entering the food production area E D U CA T I N G C US T O M E RS
• Before putting on disposable gloves
Consumers often ask Royal Farms for information about
• After touching a non-product contact surface (broom
products and cooking techniques so they can make good
handle, trash can, etc.) before handling food
decisions about food.
• After using the restroom
• At regular and frequent intervals during the day Food allergies can be life threatening. It is critically
important that customers who ask questions about food
allergies get accurate product information. If an employee Royal Farms corporate policies, including Royal Farms
is unsure of the correct ingredient information, they Non- Harassment Policy, Social Media Policy, Policies
should contact store leadership. and Work Rules, Customer Service Policy, and the
Workplace Threats and Violence.
Customers with questions should be directed to our
website: www.royalfarms.com Policy applies to all access and use of Royal Farms
information systems. System users must comply with
Royal Farms Confidential Information Policy, and
I N F O R M A T I O N S E C U RI T Y P O L I CY regulatory data policies and practices protecting
System users are responsible for reading and HIPAA/protected health information (PHI/ePHI) which
understanding the Information Security Policy. The includes some of the following:
following principles apply when accessing and/or
utilizing Royal Farms information systems (including • Social Security Number
Royal Farms electronic communications, Internet access, • Driver’s License Number
business systems, networks, and databases) • Banking and payment/credit card information
(employee and/or customer)
• Personally Identifiable Information (identity
E X CL US I V E P RO P E RT Y theft)
The information systems and all communication(s) and • data protection and MONITORING POLICIES
information transmitted, received, stored, or contained in • Confidential Information Policy
or on the information systems are the exclusive property • Employees must keep Confidential Information
of Royal Farms. The account and information are to be strictly confidential.
used only for business, and it may only be accessed for • Data Handling Policy
business while employed with Royal Farms. • Based on the system data classification, users
are responsible for protecting the system’s data
in accordance with the handling procedures/
NO RIGHT OF P RI V A C Y standards.
System users should have no expectation of privacy
when accessing or using Royal Farms information P A S S W O RD P O L I CY -- All users are responsible for
systems. All information, messages, and creating secure passwords and are accountable for all
communications in or on the information systems are activity associated with their user login ID and
subject to access, inspection, monitoring, and disclosure password.
by Royal Farms at any time and without prior notice.
Royal Farms reserves the right to disclose any
information or messages contained in or on the P RI V A CY P O L I C Y -- System users must follow
information systems to law enforcement officials or to collection, custody, and distribution rules regarding
other third parties without notice to any of the parties to confidential personal information about our customers.
the information or message. By using the system, you
expressly waive any privacy rights to information
contained in or on the information systems. S E C U RI T Y I N CI D E N T R E S P O N S E P O L I CY -- All
system users are responsible for notifying IT Support
LAWS AND P O L I CI E S Services/Help Desk of any actual or suspected Security
Incidents.
System users must comply with all applicable laws,
including laws regarding intellectual property, licensing
rights, copyright, plagiarism, libel, slander, and
defamation. The information systems may not be used to V I R US P RO T E CT I O N P O L I CY -- It is the
violate the laws of the United States or any other nation, responsibility of all system users to be familiar with and
or the laws of any state, city, province, or other local follow the procedures/standards for identifying and
jurisdiction in any way. responding to viruses and other malicious computer code
that could destroy or alter system data or resources.
P E RS O N A L C O M P UT I N G D E V I C E S (PCS)
P O L I CI E S I N T E RN E T U S E P O L I CY
The following Internet use is prohibited at any time:
PC/C O M P UT E R / E T C . US E POLICY Uses which violate any laws; viewing, receiving,
Prior to connecting a PC or iPad or other device to Royal sending or storing of pornography; downloading or
Farms network, a formal request must be submitted and distributing pirated software or data; disclosing
approved to IT. A user should have no expectation of Confidential Information; interfering or disrupting
privacy as to his or her system activity on Royal Farms another network's user's services or equipment (e.g.
network. Confidential Information should be stored on “hacking”).
Royal Farms network and not on the local hard drives of
any Royal Farms computing devices.
O UT L O O K W E B A C CE S S (OWA) US E P O L I CY
Smartphone Use Policy All requests for external Outlook Web Access (access
Prior to connecting a smartphone or PDA device to from non-Royal Farms locations) must be formally
Royal Farms network, a formal request must be documented and approved by IT. OWA will only be
documented and approved by Royal Farms IT used for business purposes.
Department.
S O F T W A RE L I CE N S I N G P O L I CY W I RE L E S S USE P O L I CY
Any unauthorized duplication of licensed, copyrighted, All requests for Wireless access must be formally
computer software, except for backup and archival approved by Royal Farms IT Department.
purposes, violates Federal law and is strictly prohibited.
Failure to comply with any section of this policy may
result in disciplinary action up to and including
V E N D O R PC P O L I CY termination of employment.
Prior to connecting a non-Royal Farms asset to Royal
Farms network, a formal request must be documented DISCLAIMER:
and approved by appropriate management. The asset The policies contained in this handbook may be
must also be reviewed by Information Security to ensure superseded by state and/or local laws. Contact Human
it is configured securely. Resources for questions.
Royal Farms reserves the right to make amendments at
COMMONLY US E D S Y S T E M P O L I CI E S any time. This handbook supersedes any previous
versions, and all information is considered proprietary
and confidential.
E L E CT R O N I C C O M M UN I CA T I O N S P O L I CY
Electronic communications (including Royal Farms
email, IM, texting, cell phones, telephones, voice mail,
fax, and all other forms of Royal Farms electronic
media) are Company-owned resources and are provided
as business communication tools. Only Royal Farms
email addresses/accounts should be used to conduct
Royal Farms business. Use of personal email
addresses/accounts to access or transmit Confidential
Information is strictly prohibited.
Use of any Mobile Apps for work related items is not
considered mandatory and use of such Apps by any
employee is done on a voluntary basis.

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3611 Roland Avenue

Mission Statement: Delight customers in a way that creates loyalty.

Questions / Important Contacts ........................................................................................................................... 7

About this Handbook ............................................................................................................................................ 8

Our Equal Employer Opportunity Statement ....................................................................................................... 8

Customer Service Commitment ............................................................................................................................ 8

Mission Statement & Key Customer Requirements ............................................................................................. 8

Company History ................................................................................................................................................... 9

Employee information ........................................................................................................................................ 10

Health Insurance ................................................................................................................................................. 10

Retirement / 401K Plan ....................................................................................................................................... 11

New Jersey Commuter Benefits .......................................................................................................................... 13

Job Performance & Duties .................................................................................................................................. 13

Performance Reviews ......................................................................................................................................... 14

Performance Based Bonuses .............................................................................................................................. 14

Training & Development ..................................................................................................................................... 14

Employee Classifications ..................................................................................................................................... 14

Scheduling and time clock policy ........................................................................................................................ 15

Leave of Absence- education .............................................................................................................................. 20

Disability Coverage – Short Term Disability ........................................................................................................ 20

Employee Policies & Workplace Rules ................................................................................................................ 21

Associates uniform policy ................................................................................................................................... 21

Complaints and Investigation of Harassment/ Sexual Harassment.................................................................... 25

Fraternization Policy ........................................................................................................................................... 26

Employment of Relatives .................................................................................................................................... 26

References & Release of Information ................................................................................................................. 26

Sale of Alcohol & Tobacco................................................................................................................................... 26

Employee purchase/ non-consumption policy ................................................................................................... 29

Social Media Policy.............................................................................................................................................. 30

Public Relations / Communications with the Media .......................................................................................... 30

Non-Solicitation/Non-Distribution Policy ........................................................................................................... 30

Loss Prevention/Risk Management .................................................................................................................... 31

Cash Register Policies .......................................................................................................................................... 31

Voids and Over-rings ........................................................................................................................................... 31

Video Surveillance ............................................................................................................................................... 31

Money Orders/Lottery ........................................................................................................................................ 32

Royal Farms Gift Cards ........................................................................................................................................ 32

Property Damage ................................................................................................................................................ 32

Workers Compensation ...................................................................................................................................... 32

Workplace Safety Rules....................................................................................................................................... 33

Food Safety Policy ............................................................................................................................................... 33

Information Security Policy ................................................................................................................................. 35

PC/Computer/etc. use Policy ............................................................................................................................................. 36

Commonly used System Policies ......................................................................................................................... 36

A BOUT T HIS H ANDBOOK

O UR E QUAL E MPLOYER O PPORTUNITY S TATEMENT

C USTOMER S ERVICE C OMMITMENT

M ISSION S TATEMEN T & K EY C USTOMER R EQUIREMENTS

C O M M UN I T Y C O M M I T M E N T great job and are awarded through our World-Famous

Royal Farms also offers dental, vision and telehealth

• Be 18 years of age or older

• Greater than 1 year of service- Accrued time is H O URL Y S I CK L E A V E (M A RY L A N D ONLY)

*Hourly employees who work on Christmas will receive

• Over 8 consecutive hours - one 15-minute

All Store Leaders are automatically enrolled in our

*The FMLA definitions of “serious injury USE OF LEAVE

Subject to certain conditions, the continuing treatment EMPLOYER RESPONSIBILITIES

M I L I T A RY L E A V E P O L I CY Any leave time compensated by disability payments will