Welcome to Bonafide Bites Catering. We're pleased to have you on our team.

This Employee Handbook provides an overview of our workplace expectations, policies, and procedures. While it cannot address every situation that may arise, it is intended to help you understand how we operate and what we expect of our team.

As Bonafide Bites grows, our policies and procedures may evolve to meet the needs of our employees, clients, and business. If you have questions or need clarification, we encourage you to speak with ownership.

Bonafide Bites Catering is a chef-driven food service company serving clients throughout South Central Indiana. In addition to catering events, we provide ongoing contract food service inside client facilities, including sorority houses.

Our contract food service team provides safe, high-quality meals and a welcoming dining experience while respecting the privacy, culture, operations, and relationships within each client house. Because employees work regularly inside our clients' facilities, professionalism, discretion, consistency, and respect are essential parts of the job.

We are committed to producing exceptional food while delivering an outstanding level of professionalism, hospitality, and service. We continually refine our systems and processes to better serve our clients and support our team and believe that great systems allow great people to do their best work.

Employment with Bonafide Bites Catering is at will. This means that either you or the Company may end the employment relationship at any time, with or without notice, and with or without cause, as permitted by applicable law.

This Employee Handbook is intended to provide general information about our policies and workplace expectations. It is not an employment contract and does not create a guarantee of employment or continued employment.

Bonafide Bites reserves the right to modify, suspend, or discontinue its policies and procedures at any time.

No supervisor, manager, or employee has the authority to enter into an agreement that changes the at-will employment relationship. Any such agreement must be in writing and signed by Company ownership.

Bonafide Bites Catering is committed to providing equal employment opportunities to all employees and applicants. Employment decisions are based on qualifications, performance, business needs, and other lawful considerations.

We do not discriminate on the basis of any characteristic protected by applicable federal, state, or local law.

Employees who believe they have experienced discrimination or have concerns about equal employment opportunities should promptly report them to ownership. Reports will be taken seriously and addressed appropriately.

Bonafide Bites Catering is committed to maintaining a professional, respectful, and inclusive workplace. All employees are expected to treat coworkers, clients, client representatives, house directors and staff, house members, guests, vendors, and other business partners with courtesy and professionalism.

Harassment, discrimination, bullying, intimidation, threats, or other unprofessional conduct will not be tolerated. This applies to conduct based on protected characteristics as well as any other behavior that creates a hostile or offensive work environment.

Employees who experience or witness inappropriate workplace conduct should report their concerns to ownership as soon as possible. Reports will be taken seriously, investigated as appropriate, and handled as confidentially as circumstances permit.

Bonafide Bites prohibits retaliation against any employee who raises a concern or participates in an investigation in good faith.

Violations of this policy may result in corrective action, up to and including termination of employment.

Contract food service employees work inside client facilities and may routinely observe or learn information that is private, sensitive, or unrelated to Bonafide Bites' work. Employees must exercise discretion and respect the privacy of our clients, their members, house directors and staff, advisory or board members, guests, and other individuals connected to the house.

Confidential information may include Company or client budgets, pricing, financial information, meal plans, purchasing information, business operations, internal communications, member or staff information, schedules, security procedures, personal matters, or other non-public information learned through your work.

Employees may not disclose, discuss, photograph, post, or use confidential information for personal benefit or for the benefit of others unless authorized by ownership. Information about a client house, its members, staff, leadership, operations, or private matters should not be shared with friends, family, on social media, or with anyone who does not have a legitimate business need to know.

Company financial and operational information must also remain confidential. Employees may not discuss Bonafide Bites budgets, budget concerns, pricing, purchasing decisions, financial matters, or other sensitive Company information with house members, house staff, house directors, board or advisory members, or other client representatives unless specifically authorized by ownership.

Employees are expected to maintain appropriate professional boundaries with the individuals they serve. Relationships and interactions with house members, house directors or staff, board or advisory members, and other client representatives should remain professional and centered on the employee's work responsibilities. Employees should not use their position inside a client house to pursue personal relationships, social access, favors, or other non-work-related opportunities.

If a client, member, house director, staff member, or board or advisory member asks an employee about a Company decision, budget, staffing matter, complaint, or other issue outside the employee's responsibilities, the employee should politely refer the matter to Bonafide Bites ownership or the appropriate supervisor rather than speculate, offer an opinion on behalf of the Company, or share internal information.

These confidentiality obligations and expectations regarding information learned through employment continue after employment ends.

Scheduling

Contract food service schedules are based on the operating needs of each client account and may follow the academic calendar. Employees will be provided their work schedule by their supervisor. Schedule changes may occur based on client needs, meal schedules, school breaks, staffing, or other operational requirements.

Scheduling requests and availability changes should be communicated to the appropriate supervisor as far in advance as possible. While we will make reasonable efforts to accommodate scheduling requests, business needs must come first.

Attendance

Reliable attendance is essential to our success. Employees are expected to arrive on time, ready to work, and prepared to perform their assigned duties.

Employees should not arrange shift swaps or substitutes without prior approval from the appropriate supervisor.

Excessive absenteeism, repeated tardiness, or failure to report to work as scheduled may result in corrective action, up to and including termination of employment.

Call-In Procedure

If you are unable to report for a scheduled shift, you must call, not text, Campus Manager Kathy Roberts as soon as you are aware that you will be unable to work. Campus Manager Kathy Roberts can be reached at +1 (812) 720-1221.

The Campus Manager will coordinate the operational response to the absence and notify other employees as needed. If you expect to be late, contact Kathy as soon as possible before your scheduled start time.

Employees are expected to save Campus Manager Kathy Roberts' current phone number in their contacts so that it is readily available when needed.

Breaks

Employees may take breaks only as authorized based on operational needs. Unauthorized or excessive breaks, including repeatedly leaving assigned work areas without approval, are not permitted and may result in corrective action.

Employees are expected to respond to work-related communications within a reasonable timeframe. Employees are not expected to monitor work communications while off duty but should respond when reasonably able.

Professional and respectful communication is expected in all interactions with coworkers, clients, client representatives, house members, vendors, and ownership.

Employees are paid hourly on a bi-weekly basis and are responsible for accurately recording all time worked using the Company's designated timekeeping system.

Time must be recorded to the exact minute. Rounding time up or down is strictly prohibited. Working "off the clock," recording another employee's time, or falsifying time records is prohibited.

Non-exempt employees must accurately record all hours worked, including meal periods when applicable. Overtime must be approved by ownership in advance whenever possible. All hours worked will be paid in accordance with applicable law, whether or not overtime was approved.

Employees should promptly review each paycheck and notify ownership of any questions or discrepancies.

Violations of this policy may result in corrective action, up to and including termination of employment.

Paid Time Off (PTO)

Full-time contract food service employees are allotted two (2) paid time off (PTO) per academic year, equivalent to a total of 16 hours. Part-time employees are not eligible for PTO.

PTO may be used for illness, appointments, personal needs, or other time away from work. Planned PTO should be requested as far in advance as reasonably possible. Unplanned absences must be reported in accordance with the Company's call-in procedures. Employees requesting use of PTO must submit the request to Campus Manager Kathy Roberts for approval.

PTO hours are not counted as hours worked for overtime calculations.

School Break Pay

The following school-break pay is provided to full-time contract food service employees only:

• Thanksgiving Break - 1-week break - 40 hours of pay
• Winter Break - 2-week break - 40 hours of pay total
• Spring Break - 1-week break - 40 hours of pay

School-break pay is provided according to the schedule above regardless of whether overtime may be permitted during normal operations. School-break pay is not a guarantee of additional hours or work during the break.

Summer Break

No hours are guaranteed during Summer Break outside of the academic year.

Employees are expected to report to work clean, well-groomed, and in compliance with their position's Uniform Policy. Clothing must be clean, freshly laundered, in good condition, and free of excessive odors. Footwear should be clean and in good condition. Good personal hygiene is expected while representing Bonafide Bites.

Employees are expected to present themselves professionally at all times while representing Bonafide Bites.

Employees are responsible for complying with the Uniform Policy applicable to their position, which may be updated from time to time.

Employees should eat, drink, and take breaks away from client and member view whenever reasonably possible. Chewing gum while interacting with clients, members, guests, or other individuals served by the account is prohibited. Smoking and vaping are strictly prohibited in view of clients, members, or guests. Employees should avoid wearing excessive fragrances, including perfume, cologne, and body sprays, that may interfere with food service or negatively impact the dining experience.

Employees who return from an authorized break with excessive smoke or other odors that negatively impact the client experience may be removed from the remainder of the shift and may be subject to corrective action.

Employees are expected to limit personal cell phone use while working. Personal cell phone use that is excessive or interferes with job performance, productivity, safety, or the needs of coworkers, clients, or members is not permitted. Personal calls, text messages, social media, and other non-work-related phone use should be limited to authorized breaks except in the case of an emergency.

Employees should not use personal cell phones in view of clients, house members, or guests except for legitimate business purposes or emergencies. While representing Bonafide Bites, employees are expected to remain attentive to their work responsibilities and maintain a professional presence at all times.

Cell phones may not be used while operating Company vehicles, equipment, or machinery, or while performing work in a manner that creates a safety risk.

Bonafide Bites is committed to maintaining the highest standards of food safety and sanitation. Every employee shares responsibility for protecting the health and safety of our clients, members, guests, coworkers, and the public.

Employees are expected to comply with all applicable food safety laws and regulations, including Indiana Department of Health requirements, and to follow all Company food safety policies, procedures, and training. Employees whose position requires food safety certification or training must maintain those requirements as a condition of employment.

Employees are required to immediately report any illness, symptoms, diagnosis, or exposure that could impact food safety in accordance with Company policy and Indiana law. All employees must complete and comply with Form 1-B - Conditional Employee or Food Employee Reporting Agreement, including reporting symptoms such as vomiting, diarrhea, jaundice, sore throat with fever, infected wounds, and any diagnosed or suspected foodborne illness or exposure, as outlined in the form.

Employees must also immediately report any workplace injury, accident, unsafe condition, equipment failure, property damage, or suspected food contamination to ownership or the employee supervising the shift.

Employees are expected to maintain clean and sanitary work areas, practice proper handwashing, prevent cross-contamination, use food thermometers when required, and maintain safe food temperatures at all times.

Employees may not sit or stand on food preparation surfaces, food service equipment, or food transport equipment.

Failure to comply with food safety and sanitation requirements, including illness reporting requirements, may result in corrective action, up to and including termination.

Bonafide Bites provides equipment, tools, technology, facilities, keys, access devices, and other property to support business operations. Employees are expected to use Company and client property safely, responsibly, and only for authorized business purposes.

Employees are responsible for exercising reasonable care when using Company or client property and equipment. Equipment should be operated only by employees who have been trained or authorized to use it. Property should be cleaned, organized, and returned to its designated storage location after each use, unless otherwise directed.

Employees are expected to clean as they work and leave kitchens, prep areas, dish stations, dining service areas, storage areas, and other workspaces clean, organized, and ready for the next employee, meal service, or shift. Cleaning responsibilities are considered part of the workday and should be completed before leaving unless otherwise directed.

Company property may not be removed from Company or client premises or used for personal purposes without ownership approval.

Employees must immediately report any lost, stolen, damaged, or malfunctioning property, workplace injuries, unsafe conditions, property damage, security concerns, or other incidents to ownership or the employee supervising the shift. Equipment believed to be unsafe should not be used until the appropriate supervisor or ownership has been notified.

Employees are responsible for securing facilities, equipment, keys, and access devices when directed. Client facilities should be locked or secured according to account procedures, and lost keys, access devices, or security concerns must be reported immediately.

Failure to comply with this policy may result in corrective action, up to and including termination.

Bonafide Bites recognizes that employees use social media and other online platforms in their personal lives. The Company respects employees' rights to engage in lawful personal activities while also expecting employees to protect the Company's reputation, confidential information, and client relationships.

Employees may not:

• Represent themselves as speaking or acting on behalf of Bonafide Bites unless authorized to do so.
• Share confidential Company or client information, including pricing, budgets, recipes, business operations, client information, employee information, house operations, member information, or other non-public matters.
• Post photographs or videos taken while working that include clients, house members, guests, private client areas, or behind-the-scenes operations without prior authorization.
• Make false, misleading, or defamatory statements about the Company, clients, coworkers, vendors, or business partners.
• Use Company logos, branding, or social media accounts without authorization.
• Respond to media inquiries or make official statements on behalf of the Company. Any media inquiries should be referred to ownership.

Employees are expected to maintain professionalism while representing Bonafide Bites, both in person and online.

Nothing in this policy is intended to interfere with employees' rights under applicable law to discuss wages, hours, or other protected working conditions.

Bonafide Bites is committed to maintaining a safe, professional, and productive work environment. Employees are expected to report to work fit for duty and able to perform their job safely.

The use, possession, sale, or distribution of illegal drugs, including marijuana, THC, or other cannabis-derived products, is strictly prohibited while working, on Company or client property, in Company vehicles, at Company-sponsored functions, or while otherwise representing Bonafide Bites. This prohibition applies regardless of the method of consumption.

The possession, consumption, or distribution of alcoholic beverages is strictly prohibited while working, on Company or client property, in Company vehicles, at Company-sponsored functions, or while otherwise representing Bonafide Bites unless specifically authorized by ownership as part of an approved business function.

Employees may not consume alcohol or use illegal drugs during any meal period, rest break, or other break taken during the workday.

Employees may not report to work, remain at work, or return from a break while impaired by alcohol, illegal drugs, marijuana, THC, cannabis-derived products, or the misuse of prescription or over-the-counter medications.

Ownership may immediately remove an employee from duty if there is a reasonable belief that the employee is impaired or otherwise unable to safely perform their job. Employees removed from duty for suspected impairment may not return to work until authorized by ownership.

Smoking, vaping, or the use of tobacco or nicotine products is permitted only during authorized breaks and only in designated areas, if applicable. Smoking or vaping is prohibited in Company vehicles, Company or client facilities, food preparation areas, and in view of clients, members, or guests. Employees are expected to return from breaks ready to work and free of excessive smoke or other odors that may negatively impact the client experience.

Employees who report a workplace injury or illness, or file a workers' compensation claim, may be required to submit to drug and/or alcohol testing in accordance with Company policy and applicable law. Refusal to submit to testing, or a positive test result, may affect eligibility for workers' compensation benefits as permitted by law and may also result in corrective action, up to and including termination.

Failure to comply with this policy may result in corrective action, up to and including termination.

Bonafide Bites is committed to maintaining a safe, professional, and respectful workplace. When performance or conduct does not meet Company expectations, ownership will determine the appropriate response based on the circumstances.

Violations of any Company policy, workplace expectation, or standard of conduct may result in corrective action, up to and including termination of employment.

Corrective action may include coaching, verbal counseling, written warnings, suspension, termination of employment, or other appropriate corrective action.

Corrective action is intended to address concerns and encourage improvement whenever appropriate. However, not every situation requires progressive corrective action. Ownership reserves the right to determine the appropriate level of corrective action based on the nature and severity of the conduct.

Serious misconduct, safety violations, dishonesty, harassment, violence, theft, illegal drug or alcohol violations, insubordination, breach of confidentiality, time theft, or other significant policy violations may result in immediate termination of employment.

Nothing in this policy alters the at-will employment relationship. Bonafide Bites ownership reserves the right to determine whether corrective action is appropriate in any situation and may terminate employment at any time, with or without notice, for any lawful reason, with or without prior corrective action.