The policies outlined within this Article pertain to the general conduct of employees, customers, visitors, and all others while within or upon our facilities while doing business with Cold Cuts LLC.

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1.01 Equal Employment Opportunity

Cold Cuts LLC’s policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity or expression, age, national origin or ancestry, citizenship, disability, sexual orientation, marital status, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law (“protected characteristics”). To the extent required by applicable law, Cold Cuts LLC also provides equal employment opportunities to individuals regardless of any perception that an individual has a protected characteristic or associates with a person who has or is perceived as having a protected characteristic.

Accordingly, Cold Cuts LLC prohibits discrimination against any individual on the basis of any actual or perceived protected characteristic. Consistent with this policy, Cold Cuts LLC is committed to making employment decisions based on merit, qualifications, and other-job related criteria without regard to an individual’s protected characteristic(s). This policy of equal opportunity covers all aspects of the employment relationship, including the application and hiring process, corrective action, promotion and transfer, selection for training opportunities, compensation, termination and the application of service, retirement and employee benefit plan policies.

Subject to applicable law, Cold Cuts LLC also offers reasonable accommodations to qualified individuals with known disabilities to enable them to perform the essential functions of their positions. What constitutes a reasonable accommodation may depend on many factors including, but not limited to, the nature of the individual’s disability and the essential functions of the position. Cold Cuts LLC is not obligated to provide an accommodation that would impose an undue hardship on the Company. Any disability, which requires an accommodation, must be disclosed upon application for employment with Cold Cuts LLC.

Reporting Violations: If you believe that you have been discriminated against, have observed or learned of unlawful discrimination, or that any other violation of this policy has occurred, or if you have questions concerning this policy, you must immediately notify Human Resources, your immediate manager, or any other person identified in the Open Door policy.

Retaliation Prohibited: Cold Cuts LLC strictly prohibits any type of retaliation against an individual who in good faith raises a complaint or concern regarding discrimination or harassment, otherwise opposes discrimination or harassment, reports a violation of this policy, participates in an investigation under this policy, files a charge or complaint of discrimination or harassment with an appropriate government agency or court, participates in an investigation or proceeding related to discrimination or harassment conducted by an appropriate government agency or court, or otherwise engages in protected activity under the law. It is also a violation of this policy for any employee to knowingly raise or participate in a false concern or complaint that this policy has been violated or provide false or misleading information in the course of an investigation under this policy or in an investigation or proceeding conducted by a governmental agency or court.

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1.02 Electronic Monitoring

Workplace monitoring may be conducted by Cold Cuts LLC to ensure quality control, employee safety, security and customer satisfaction. Employees who regularly communicate with customers may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customers’ image of Cold Cuts as well as their satisfaction with our service. Computers furnished to employees are the property of Cold Cuts, As such; computer usage and files may be monitored or accessed. Because Cold Cuts is sensitive to the legitimate privacy rights of the employees, every effort will be made to guarantee that the workplace monitoring is done in an ethical and respectful manner. Cold Cuts may also post signs advising of video monitoring.

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1.03 Dress Code

Employees are permitted to wear casual clothing at work, business attire is not required. Employees must be appropriately dressed (Shirts, shorts/pants, shoes.) Any employee working in production areas is required to wear appropriate footwear (i.e. no sandals or other open toed shoes.) Depending on the employee’s job duties, sneakers and/or work boots are preferred. Employees should be sure to be considerate of others when wearing graphic t-shirts to not offend their peers. If any employee is questioning their attire, they can ask their manager for guidance.

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1.04 Non-Smoking Facility

Cold Cuts LLC offices and facilities are designated as non-smoking, including the use of e-cigarettes. Employees must use outside designated areas to smoke.

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1.05 Drug and Alcohol Policy

Cold Cuts LLC is committed to providing a safe, healthy and productive work environment for all employees. Our business culture has no room for illegal or inappropriate drug or alcohol use. In addition, we have a public responsibility to provide our customers with quality service through an efficient and safety conscious workforce. In order to accomplish these goals, Cold Cuts LLC prohibits employees from using or abusing drugs that are illegal under federal, state or local law, and/or abusing or misusing prescribed medication(s). The use of alcohol and/or being under the influence of alcohol while on Company premises, while conducting Cold Cuts LLC business or while otherwise representing Cold Cuts LLC at any time or place is also prohibited. Notwithstanding the foregoing, employees are permitted to consume alcohol in moderation when served at Company-sponsored events and/or during after-work business meals.

Under no circumstances should an employee who appears to be under the influence of drugs and/or alcohol remain at work or be permitted to drive. In such instances, a member of management will arrange for the employee to be transported home or to a medical facility.

Additional Details:

Drugs Cold Cuts LLC prohibits the use, possession, sale, purchase, manufacture, distribution, dispensation or transfer of drugs that are illegal under federal, state or local laws by any employee while both on-duty and off-duty. This policy also prohibits an employee from working under the influence of illegal drugs to any extent. Illegal drugs include, but are not limited to, controlled substances such as marijuana (including in those states that have legalized recreational or medicinal use), cocaine and heroin.

Unless otherwise provided, this policy does not apply to the lawful possession and use of prescription medications, provided they are used by the individual for whom they were intended and only used in the manner in which they were prescribed. Misuse or abuse or illegal sale, purchase, manufacture, distribution, dispensation or transfer of prescription medication is a violation of this Policy. Employees are responsible for consulting with their doctors or other licensed medical practitioners about the effect of prescribed medication on their ability to perform their specific job duties in a safe manner and promptly disclosing any work restrictions relating to their medication to their manager or the Human Resources Department.

Alcohol Possessing, consuming, or being under the influence of alcohol while on Company property, during work time, or in a Company vehicle including during meal or rest breaks is prohibited (except for consumption of alcohol in moderation when served at Company-sponsored events and/or during after-work business meals).

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1.06 Customer Interaction/Interface Policy

Cold Cuts LLC is committed to delivering outstanding service to each and every customer. It is our goal to ensure that each customer with whom we interact has a quality experience. The standards set forth in this policy apply whether interaction is over the phone, or in person at the workplace, or casual passing.

Each encounter we have with the customer defines Cold Cuts LLC in that particular customer’s eyes. Favorable interactions yield favorable impressions and unfavorable interactions yield unfavorable, or negative, impressions of the Company. Therefore, we require that all employees refrain from any form of rude, inappropriate or unprofessional behavior. This policy also provides guidance on expectations for how escalated matters should be handled.

While every example of infractions of this Policy cannot be listed, Cold Cuts LLC employees are expected to serve our customers in a way that creates a positive experience in every interaction.

Some examples of inappropriate, unprofessional or “rude” behavior include, but are not limited to, the following:

the use of profanity, screaming, or other inappropriate tone;
intentionally hanging up or placing a customer on prolonged hold/mute while conducting personal or other business, to avoid calls or any other inappropriate reason; an in-person altercation at a customer’s home;
inappropriate behavior with a customer or member of the customer’s family during any form of customer interactions, including face-to-face and electronic communications;
failure to maintain respect for customer's privacy and possessions;
demonstrating carelessness with the customer's property and possessions;
making inappropriate modifications to customer records and/or inserting inappropriate commentary regarding Cold Cuts LLC customers or potential customers to the interaction notes or other business records;
careless handling of sensitive customer information such as social security numbers, credit card numbers or other personal identifiers;
asking personal questions of a customer or attempting to initiate a social relationship with a customer;
failing to greet or respond to the customer or using excessive hold time to avoid assisting the customer;
transferring customer calls to the same or another queue or telephone number for an inappropriate reason or to avoid the customer interaction; and Cold Cuts LLC will provide the necessary tools and assistance for employees to deliver the quality customer experience with ease on an ongoing basis. We are also committed to providing each employee with the necessary support and leadership, especially at times when delivering quality service to a particular customer becomes a challenge.

Should an instance of inappropriate, unprofessional or rude behavior be reported or observed, Cold Cuts LLC will conduct a review of the situation. Conduct found to have violated this policy will not be tolerated and, on a first offense, will result in disciplinary action, up to and including termination of employment depending upon the severity of the offense and the circumstances involved.

Employees are asked to treat all customers with respect always and to conduct themselves in a calm and professional manner. This applies even if the customer has acted in a rude or inappropriate manner or otherwise has initiated or caused the negative interaction. The Cold Cuts LLC employee must remain professional at all times, notwithstanding any rude or inappropriate conduct by the customer.

If the situation cannot be resolved after verifying the customers’ needs, employees should report instances of escalated or agitated customer interactions immediately to their lead or supervisor. The lead or supervisor will provide guidance and assistance to defuse the situation.

Should assistance not be immediately available, employees should: (i) politely obtain the customer’s contact information, and explain that a manager will be contacting the customer to offer assistance and resolution; or (ii) in the case of compromising or crisis situations (including situations where customers have engaged in racial or sexual harassment (or other unlawful harassment) in violation of Cold Cuts LLC’s Harassment Policy), employees should excuse themselves from the situation by politely informing the customer that they are ending the call and explain that a manager will be contacting the customer to offer assistance and resolution. Customer contact information should be turned over to the supervisor/manager on duty at the conclusion of the interaction. In these challenging situations, it is critical that the employee acts promptly and in an appropriate manner.

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1.07 Confidentiality Policy

During the course of their employment, Cold Cuts LLC employees may learn of or have access to confidential, proprietary, and sensitive information concerning Cold Cuts LLC’s business, employees, customers, and business partners (“Confidential Information”). Confidential Information includes, but is not limited to, the following:

Private or secret information about employees such as social security numbers and private health information;
Business policies, procedures, processes, plans, data, techniques, and strategies;
Research and development projects and results;
Marketing, advertising, sales, and programming policies, procedures, processes, plans, data, techniques, and strategies;
Trade secrets, know-how, inventions and other sensitive or proprietary Company information and intellectual property;
Product documentation, marketing plans, and pricing information;
Information relating to past, present, or prospective customers including, but not limited to, customer lists, names, addresses, social security numbers, phone numbers, billing information and selection of services;
Financial and/or budgetary information; and/or
Documents or e-mails marked as "Restricted," "Proprietary," "Confidential," "Not to Be Distributed," “Privileged” or with similar indications of confidentiality.
Passwords, log ins, and other methods of accessing company network and files related to operations of company.

During their employment with Cold Cuts LLC and at all times thereafter, employees may not use or disclose Confidential Information to any person or entity except as authorized by the Company for legitimate business reasons as required by their duties. It is the responsibility of all Cold Cuts LLC employees to maintain the secrecy of Confidential Information as well as to take precautions to protect against the unauthorized access, use or disclosure of this information. Cold Cuts LLC owns all Confidential Information. All originals and copies of Cold Cuts LLC Information (including reports, memoranda, notes, summaries, e-mails, and other materials, whether in paper or electronic form) and other Cold Cuts LLC property must be returned to Cold Cuts LLC prior to or upon an employee’s termination of employment.

Cold Cuts LLC encourages all employees to bring forward their suggestions and ideas about new products and services Cold Cuts LLC can develop and about how our products can be improved and our service to our customers can be enhanced. When you have a new product idea or you see an opportunity for improvement, we encourage you to discuss it with your supervisor or other appropriate member of management. Your input is valued and important.

By submitting such an idea or suggestion, you agree that the suggestion or idea will automatically become the property of Cold Cuts LLC, and that Cold Cuts LLC will have the full right to make use of the suggestion or idea without any additional compensation to you. Any idea, creation, or otherwise devised work created using company resources, including shift time, will be considered a work for hire. All works for hire are fully owned by Cold Cuts LLC. Any use of such intellectual property must be licensed by Cold Cuts. Cold Cuts agrees to discuss a possible fee to be paid to creator, on a case by case basis, for such works for hire. Any related agreement must be reduced to writing.

Employees must take steps to secure all physical and electronic embodiments of Confidential Information. Employees should ensure that documents containing Confidential Information are not left on desktops or in conference rooms unattended during or after work hours. Care should also be taken to protect Confidential Information that is maintained electronically, including by password-protecting files that include Confidential Information. Highly sensitive information being distributed to multiple recipients should be marked as “Confidential,” “Proprietary,” “Restricted,” and/or “Not to be Distributed” as appropriate.

Employees should take care in discussing or otherwise communicating Confidential Information, particularly in the presence of third parties, and should only do so as required to perform the duties of their job.

Employees who have job responsibilities that allow access to Confidential Information are expected to maintain the confidentiality of that information and only access those records for a legitimate business reason.

In the event a Cold Cuts LLC employee learns of the unauthorized access, use or disclosure of Confidential Information, regardless of whether such access, use or disclosure was intentional or inadvertent and was made by her/him, another Cold Cuts LLC employee or a third party, s/he must immediately report the incident to his/her supervisor or Human Resources and take all reasonable steps possible to mitigate and/or limit the scope of and/or damage that could result from the unauthorized access, use or disclosure.

Subject to applicable law, nothing in this policy prevents employees from discussing their wages, hours, and working conditions or exercising any right under the National Labor Relations Act or from communicating with a governmental entity or law enforcement as protected under whistleblower laws.

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1.08 Non-Disclosure Policy

Within the scope of employment, you will encounter materials and merchandise bearing brand, musician, or other trademarked or copyrighted names, logos, and designs. This material will be provided by clients for use with a license for a specific purpose, or created by the company’s employees in a work for hire context. This material will be further known as work product or sensitive material.

Within the scope of employment you may be required to handle, alter, manufacture, or otherwise manipulate said materials. This material contains intellectual property embodied in it, and the source material is the property of the rights holder. Therefore, any unauthorized use or reproduction of this material or a photograph, video, or other image of it is copyright infringement.

You are hereby prohibited from disclosing any information related to this copyrighted material. Some Examples include but are not limited to:

Posting pictures or other identifiable images of the material on social media;
Discussing the client names or other identifying characteristics on public forums or social media;
Removing work product material from the job site at Cold Cuts LLC
Communicating directly with the client without authorization;
Any other actions that jeopardize the confidential business relationship between a client and Cold Cuts LLC

No Discussion of the methodology used to create client material is permitted on public forums or social media; this includes devices, materials, or other supplies used to create client material.

No comments regarding personal opinion on client’s products, brand, name, or music may be made public via social media or other public forum; this includes personal social media pages.

Failure to abide by this agreement may result in penalties ranging from termination to a civil law suit for breach of employment contract and revelation of trade secrets.

This portion of the agreement will remain in effect even if employee is no longer employed at Cold Cuts LLC.

The only exception to this clause will be if employee receives a valid subpoena from a Court with proper jurisdiction. In the case of employee receiving a subpoena in any way related to their employment relationship, they will immediately contact employer’s attorney, Daniel Katz Esquire at Dkatz@coldcutsmerch.com to clarify the next step for employee to take before any disclosure is made.

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1.09 Open Door Policy

Cold Cuts LLC has an Open Door Policy designed to promote speedy resolution of good faith concerns or problems. We want all employees to feel comfortable raising good faith work-related issues without fear of retaliation.

Additional Details: Speaking with his/her immediate supervisor is usually the quickest way for an employee to resolve work related problems or issues. However, if an employee does not feel comfortable discussing certain situations with his/her immediate supervisor or, an employee does not feel the problem has been resolved satisfactorily by his/her supervisor, he/she should request a meeting with another appropriate management representative, or a Human Resources representative.

Most issues raised through this policy can be resolved locally. If an issue is not worked out locally, employees are free to contact Human Resources.

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1.10 Non-Discrimination and Harassment Policy

Cold Cuts LLC is committed to a work environment in which all individuals are treated with respect and dignity. Every individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Cold Cuts expects that all relationships among persons employed at the company will be business-like and free of bias, prejudice and harassment.

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Article II. GENERAL EMPLOYEE POLICIES

2.01 Reference / Background Checks

Cold Cuts LLC will often times conduct pre-employment reference checks on prospective employees. Notwithstanding this process, it is the responsibility of all applicants to answer questions and to provide requested information fully and accurately. Falsifying information on the Cold Cuts employment application may subject the applicant to disqualification from employment by Cold Cuts, and if the inaccuracy or falsification is discovered after the employee is hired, the employee may be disciplined, up to and including a possible termination of employment.

While Cold Cuts LLC does not perform Background checks as a standard for hiring personnel, certain job duties may require Company to do so. This may include new duties attached to an already existing position, or interaction with specific customers or vendors. If it is deemed reasonably necessary by management, and a background check will be ran on you, you will be notified beforehand and any results of a background check will be discussed with you.

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2.02 “At Will” Employment

In the absence of any statute, your employment with Cold Cuts LLC is strictly “at-will”. This status is permanent, absolute, notwithstanding any communications that may be directly or indirectly implied during your employment interview or tenure, or any that might be inadvertently implied within an company communications, verbal promises, or other words. “At-will” employment at Cold Cuts essentially means that your employment is subject to termination at any time, for any reason, or for no reason, with or without advance notice. It also means that you are free to terminate your employment (resign) at any time. The only exception to an “at-will” relationship is if Company elects to offer an employment contract to employee. This contract will be offered by the Managing Member, and must be executed by employee to take effect.

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2.03 Attendance Policy

Cold Cuts LLC expects all employees to exhibit good attendance. Regular and punctual attendance is critical to Cold Cuts LLC’s efficient business operations and continued success and is an essential function of all Cold Cuts LLC positions.

Employees are expected to report to work at their scheduled start time, and to remain at work (except for meal and/or applicable rest breaks) until the end of their scheduled workday.

Employees should consult the most recent version of the Emergency Closing Policy regarding attendance exceptions during periods of inclement weather and other emergencies.

Additional Details: Notice of Absence When an employee needs to be absent from work, he/she must contact his/her supervisor or designated representative at least 1 hour prior to his/her scheduled start time unless the employee is unable due to unusual circumstances beyond his or her control.

Absence without Notification – Job Abandonment An absence of three (3) or more consecutive workdays without notice is considered job abandonment, and will be treated as a voluntary resignation from employment. Employees who are terminated for job abandonment will not be eligible for rehire.

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2.04 Loss of Personal Property Policy

Cold Cuts LLC does not accept responsibility for loss, damage, or theft of employees’ personal belongings, including vehicles, even if they are stored in areas owned or provided by Cold Cuts. Employees should exercise discretion in storing any personal items on Cold Cuts premises.

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2.05 Payment Card Industry Data Security Policy

All card processing activities and related technologies must comply with the Payment Card Industry Data Security Standard (PCI-DSS) in its entirety. Card processing activities must be conducted as described herein and in accordance with the standards and procedures listed in this policy. No Activity may be conducted nor any technology employed that might obstruct compliance with any portion of the PCI-DSS.

This Policy shall be reviewed at least annually and updated as needed to reflect changes to business objectives or the risk environment.

This Policy applies to all employees, vendors and contractors of Cold Cuts LLC.

Adherence and Standards: Configuration standards must be maintained for applications, network components, critical servers, and wireless access points. These standards must be consistent with industry-accepted hardening standards as defined, for example, by SysAdmin Assessment Network Security Network (SANS), National Institute of Standards Technology (NIST), International Organization for Standardization (ISO), and Center for Internet Security (CIS). [2.2.b should be captured in your system configuration standard; 2.2.c and 2.2.3.b should be covered in your procedure for new server set-up]

Configuration standards must include:

(5.2) updating of anti-virus software and definitions, perform periodic scans, and generate audit logs
(6.1.a) identify new security vulnerabilities and assigns risking rankings that identifies all “high risk” and “critical” vulnerabilities based on reputable outside sources.
(6.2.a) provision for installation of all relevant new security patches within 30 days, and all vendor supplied security patches within an appropriate time frame.
(8.6.a) authentication mechanisms are assigned to individual accounts and are not shared, and physical and/or logical controls ensure only the attend account can gain access.

Handling of Cardholder Data: Distribution, maintenance, and storage of media containing cardholder data, must be controlled, including that distributed to individuals. Procedures must include periodic media inventories in order to validate the effectiveness of these controls. (9.9) listings of devices must be maintained along with periodic inspections of devices for signs of tampering. Training mechanisms must be place to alert staff when device tampering is evident.
1. (3.1) Procedures for data retention and disposal must be maintained by each department and must include the following:
  1. legal, regulatory, and business requirements for data retention, including specific requirements for retention of cardholder data provisions for disposal of data when no longer needed for legal, regulatory, or business reasons, including disposal of cardholder data a programmatic (automatic) process to remove, at least on a quarterly basis, stored cardholder data that exceeds business retention requirements, or, alternatively, an audit process, conducted at least on a quarterly basis, to verify that stored cardholder data does not exceed business retention requirements
2. (9.8) destruction of media when it is no longer needed for business or legal reasons as follows:
  1. cross-cut shred, incinerate, or pulp hardcopy materials
  2. purge, degauss, shred, or otherwise destroy electronic media such that data cannot be reconstructed
  3. [If records management is a centralized function, you may choose to offload the above section to a data retention standard and/or procedure, and then reference that procedure in the policy.]
3. (3.3) Credit card numbers must be masked when displaying cardholder data. Those with a need to see full credit card numbers must request an exception to this policy using the exception process.
4. (4.2) Unencrypted Primary Account Numbers may not be sent via email, instant messaging, SMS, chat. Etc.
Access to Cardholder Data: Procedures for data control must be maintained by each department and must incorporate the following:
1. Access rights to privileged User IDs are restricted to least privileges necessary to perform job responsibilities
2. Assignment of privileges is based on individual personnel’s job classification and function
3. Requirement for an authorization form signed by management that specifies required privileges
4. Define access needs and privileges for each job role.

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2.06 Reference Checks / Employment Verification

All inquiries regarding current or former employees of Cold Cuts LLC shall be referred to the Human Resources Department for consideration. No other Cold Cuts employee is authorized to issue an employment reference on behalf of Cold Cuts. Typically, we will furnish or verify only the former employee’s name, dates of employment, their job title and department.

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Article III. EMPLOYEE CONDUCT STANDARDS

Cold Cuts LLC requires that all employees conduct is expected to conform to reasonable expectations held in a professional workplace. Conduct will at no time jeopardize a productive and efficient working environment, with equal respect given to all fellow employees and supervisors. The policy and standard includes all involvement with Cold Cuts personnel and/or any outside contacts when representing Cold Cuts in any capacity, or at any time if the employee’s conduct, actions, or inactions could reasonably be expected to negatively influence the reputation of Cold Cuts LLC in any manner. As not every action or situation can be reasonably anticipated, the following shall provide you with an outline of Cold Cuts LLC’s expectations and standards. Please note that this handbook does not describe every type of unacceptable behavior that could result in disciplinary action. In each case, Cold Cuts will determine the extent of any discipline, based upon the circumstances.

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3.01 Conduct Policy

In order to maintain a productive, safe, and efficient work environment, Cold Cuts LLC requires employees to conduct themselves in an appropriate manner at all times. In addition, Cold Cuts LLC’s goodwill is dependent to a large extent upon our employees’ interaction with customers and the public.

All employees – regardless of job title or type of work performed – are expected to:

Render prompt, courteous and efficient service to our customers;
Treat others with courtesy and respect;
Follow our Code of Conduct;
Comply with Cold Cuts LLC’s policies and procedures; and
Perform their job duties in an acceptable manner at all times.

Additional Details: Employees who fail to conduct themselves appropriately may be subject to disciplinary action, up to and including immediate termination of employment. Termination of employment may be warranted, even on the first offense, depending on the seriousness and/or nature of the misconduct. It is not possible to list every act of misconduct that might result in disciplinary action or termination of employment. Therefore, the following is a non-exhaustive list of examples of misconduct that may subject employees to discipline, up to and including immediate termination. None of these examples are intended to be interpreted to prevent employees from discussing their wages, hours and working conditions or exercising any right under the National Labor Relations Act.

Violating the Code of Conduct;
Failing to accurately record and/or approve work time and paid time off in a timely fashion including, but not limited to, under-reporting or over-reporting of work hours;
Making malicious remarks, insults, epithets or engaging in abusive or threatening behavior towards customers, potential customers, co-workers, contractors or vendors;
Making inappropriate modifications to customer records and/or inserting inappropriate commentary regarding Cold Cuts LLC customers or potential customers to the interaction notes or other business records;
Acting in an insubordinate manner, including, but not limited to, refusing to follow a supervisor's instructions or refusing an appropriate job assignment;
Taking unauthorized breaks or meal periods;
Failing to report an absence from work to a supervisor;
Failing to report a personal injury or accident in a timely manner;
Unauthorized use of Cold Cuts LLC property;
Sleeping during work hours;
Taking, receiving, selling, concealing or possessing without authorization, property belonging to Cold Cuts LLC, co-workers, customers, contractors or vendors or assisting others in such actions, including failing to report knowledge of such actions;
Damaging, abusing, or misusing property belonging to Cold Cuts LLC, co-workers, customers, contractors or vendors;
Deliberately interfering with Company operations, or the job performance of others, except as protected by the National Labor Relations Act;
Violating the Company’s Equal Employment Opportunity or Harassment policies;
Threatening the safety of others or willfully endangering your own safety;
Unless otherwise permitted by applicable law, possessing on Cold Cuts LLC property, during work hours firearms, ammunition, weapons or explosives ;
Unless otherwise permitted by applicable law, shipping any firearms, ammunition, weapons or explosives to/from Cold Cuts LLC property;
Exhibiting violent behavior or otherwise violating the Company’s Workplace Violence Prevention Policy;
Obscene conduct;
Violating the Company’s Drug and Alcohol Policy;
Subject to applicable state law, failing to notify the Company within 24 hours (or within one business day following) of a conviction that might affect an employee’s ability to perform his/her job or involve workplace safety;
Engaging in off-duty conduct that renders the employee unsuitable for continued employment as permitted by law;
Providing unauthorized service or theft of service;
Unauthorized or improper possession, disclosure or use of Confidential Information (as defined in the Confidentiality Policy);
Mishandling of customer payments or deposits, cash, receipts or financial records;
Falsifying employment applications, records, reports, time sheets, , benefit claims or any other business related documents;
Misusing Company resources, including, but not limited to, e-mail, internet, telephone and/or voice-mail;
Using Company resources and/or machinery off the clock is prohibited;
Communicating in a public forum on behalf of Cold Cuts LLC about the Company’s business operations, products or services unless expressly authorized to do so;
Recording, videotaping or photographing within the workplace, on work premises or during work time without proper authorization, except as protected by the National Labor Relations Act;
Breaching your Non-Disclosure Agreement or any other agreement with the Company; and
Violating any Cold Cuts LLC rule, regulation, practice, or policy, whether or not the policy lists disciplinary action as a remedy for a violation.

Employees may also be subject to discipline, up to and including immediate termination of employment, for misconduct that is not included in the examples above.

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3.02 Harassment Policy

Prohibition of Harassment: COLD CUTS LLC is committed to a workplace that promotes equal opportunities, prohibits discriminatory practices, and is free of any and all forms of harassment. Harassment is unacceptable conduct that will not be tolerated. Certain types of harassment are prohibited by law, including harassment based on a person’s sex, race, religion, creed, national origin, age, ancestry, military status, and disability. This Company absolutely prohibits any form of harassment, illegal or otherwise in the workplace whether it be at the Company property or related functions.

This policy applies to and is aimed at preventing any and all harassment, including harassment by Company officers and agents towards other Company management and employees, harassment between Company employees both at the Company and on jobsites, and harassment by Employers and their representatives on jobsites. All Company management and employees are required to be familiar with and act in accordance with all provisions of this policy.

Examples of Prohibited Conduct: This policy pertains, but is not limited to, the following examples of conduct which are prohibited:

Non-verbal conduct directed at a person because of his or her membership in a protected class, such as leering, whistling or the exhibition of offensive photographs, drawings or other printed materials;
Verbal conduct directed at a person because of his or her membership in a protected class, such as suggestive or offensive comments, jokes, or language, as well as rumors and innuendo; and
Physical conduct directed at a person because of his or her membership in a protected class, such as touching, pinching, or brushing up against another person, or assault.

The foregoing are merely examples of harassment. Harassment may take these or other forms.

Sexual harassment is one specific type of harassment that is prohibited by law. For purposes of this policy, the term “sexual harassment” refers to any sexual advances, requests for sexual favors, and other verbal, visual or physical conduct directed at a person because of the person’s sex when:

submission to such conduct is made either explicitly or implicitly a term or condition of a person’s employment
submission to such conduct or rejection of such conduct by a person is used as the basis for employment decisions affecting the person; or
such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance; or
such conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment.

This policy specifically applies to sexual harassment. However, this policy is not limited to sexual harassment; it applies to all forms of harassment.

Procedure For Making A Harassment Complaint: Any member or employee of the Company who believes that he or she has been harassed must promptly notify the Company of such harassment. All reports of harassment on jobsites should be made to the Supervisor who is responsible for that jobsite. All reports of harassment involving officers, business agents, or other employees of the Company should be made to the Company Counsel, Daniel Katz, Esquire. To report an incident of harassment, call (215)840-6616 and ask to speak to the appropriate person as set forth above. It should be noted that it is equally against this policy for a member or Company employee to file a false claim of harassment.

A complaint of harassment may initially be made either orally or in writing, but any complaint made orally must be reduced to writing before an investigation can be initiated. All complaints must be signed by the Complainant and given to Company Counsel or to the Company President as is applicable.

Policy Against Retaliation: It is the policy of COLD CUTS LLC that no one will be retaliated against for making a complaint of harassment in good faith. Retaliation is a serious violation of this policy and should be reported immediately, pursuant to the complaint procedure outlined in this policy. Any individual found to have retaliated against an individual for reporting harassment, or against anyone participating in the investigation of the complaint, will be subject to appropriate disciplinary procedures or other sanctions as described below.

Investigation Of Complaint: All complaints of harassment and retaliation will be promptly investigated. The Company will attempt to maintain confidentiality throughout the investigatory process to the extent practical and appropriate under the circumstances. Unfortunately, no guarantees of confidentiality can be made.

No one who is personally involved in the alleged harassment shall conduct the investigation. All complaining management or employees will be interviewed. Any and all relevant documents shall be located and reviewed.

Interim Remedies: If the complaint alleges that the harassment is ongoing, the Company may adopt interim remedies. The type of interim remedies available will depend on the circumstances. In the case of a complaint involving harassment by an employee of the Company, such interim remedies may include temporary reassignment, temporary suspension, reeducating personnel about the Harassment Policy, or other actions as appropriate. If the complaint alleges harassment by a Company member on the jobsite, such interim remedies may include reeducating Company employees about the harassment policy, speaking to supervisor to determine whether reassignment of work duties is appropriate or other actions which may be appropriate under the circumstances. If the complaint alleges harassment by a management personnel, such interim remedies may involve immediate contact with the Manager for purposes of making the complaint known and determining what action the Manager will take to eliminate the harassment.

Resolution Of The Complaint: The procedure used to resolve the complaint will depend on the circumstances of the harassment. In the case of a complaint alleging harassment by an employee of the Company, the Company shall appoint an investigator who shall prepare a written report within thirty (30) days following commencement of the investigation. The report shall include a finding that (a) harassment occurred, or (b) harassment did not occur, or (c) that there is inconclusive evidence as to whether harassment occurred. The report shall also identify all witnesses and other sources of information and discuss the substance of the testimony and other evidence received. The individual who made the original complaint shall be notified of the report’s finding. If it is determined that the harassment occurred, appropriate sanctions shall be imposed against the individual found to have engaged in the harassment as determined by the President of the Company at his discretion. The extent of sanctions may depend in part upon the length and conditions of employment of the Company employee and the nature of the offence. The sanctions may include, but will not be limited to, reprimanding the offender, reeducating him or her about harassment, preparing a written record of the offense, referring the offender to counseling, withholding of a promotion, reassignment or transfer, temporary suspension, demotion, or termination of employment.

If the harassment involves conduct by a Company employee against the complaining party, an investigation as set forth above shall again be undertaken. If as a result of the Company’s investigation it is concluded that harassment occurred, the Company, through its designated officers may also bring internal Company action against the harasser. If charges are brought by either the Complainant or the Company, a meeting will be held with the Company President and Management. If the Company President finds that the harassment occurred, sanctions which may be imposed may include, but are not necessarily limited to, reprimanding the offender, reeducating him or her about harassment, referring the offender to counseling, or expulsion from employment in the Company. It is important to note that internal Company charges must be brought within thirty (30) days of the incident complained of. The failure to do so will bar the filing of the charges.

If the complaint involves harassment conducted by an Employer, the Company will again conduct an investigation as set forth above. The Company will then investigate and pursue the grievance. If the Company’s investigation determines that harassment occurred but the complainant does not file his or her own grievance, the Company may file a grievance on behalf of the complainant at the complainant’s request. The Company will seek through the grievance procedure appropriate remedial action to eliminate the harassment.

Conclusion: This policy was developed to ensure that all individuals employed by COLD CUTS LLC, who are employees of the Company can work in an environment free from harassment. All employees of the Company are strongly encouraged to contact their Supervisor, Company Counsel or the President of the Company in the event of any occurrence which the member believes constitutes unlawful harassment.

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3.03 Resignation/Termination

Cold Cuts LLC asks employees who voluntarily decide to leave the Company to submit a letter of resignation to their manager at least two weeks prior to the last day of employment.

Whether termination is voluntary or involuntary, employees must return all Cold Cuts LLC equipment or property, including, but not limited to, the following: computers, Cold Cuts LLC documents or information (whether in hard copy or electronic form), hand-held electronic devices, tools, keys, etc. issued by the Company to their manager or a designated representative prior to or upon termination of employment. Cold Cuts LLC may take appropriate action when an employee fails to return Company property following termination of employment, including but not limited to, reporting the missing equipment to law enforcement agencies.

Additional Details:

Final Paycheck Subject to exceptions under applicable law, generally, upon separation from employment: (1) employees will receive payment for earned but unused PTO in their last paycheck and (2) Cold Cuts LLC will deduct (with prior authorization where applicable) from the employee's final paycheck any payments owed to the Company for items such as paid time off taken prior to accrual or unreturned tools or equipment.

Benefits For all employees leaving the Company, health insurance benefits coverage may continue in accordance with Plan provisions. Employees will be given the opportunity to continue medical benefit coverage in accordance with COBRA regulations.

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3.04 Workplace Violence Prevention Policy

Cold Cuts LLC seeks to provide each employee a work environment that is safe, secure, and free of harassment, threats, intimidation and violence.

Threats or acts of violence, by any means, are strictly prohibited. Cold Cuts LLC has zero tolerance for workplace violence.

Subject to applicable law, ammunition, firearms and/or weapons of any kind are not permitted in the workplace, personal vehicles parked on Company premises, or in an employee’s personal possession while on Company property, while conducting Company business, or at Company events.

Subject to requirements of federal, state or local law, carrying a firearm and/or weapon onto Company property in violation of this policy will be considered an act of criminal trespass and will be grounds for immediate removal from the Company property, and may cause the Company to refer the matter to the state and/or local police.

Reporting Incidents Every employee has the responsibility to prevent violence in the workplace. Employees can help by reporting what they see in the workplace that could indicate that a co-worker is in trouble. Each employee is encouraged to report any incident that may involve a violation of any of the Company's policies that are designed to provide a safe and comfortable workplace environment. Definitions of "Violence" includes, without limitation, physically harming another, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, and threatening or talking of engaging in those activities.

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Article IV. HUMAN RESOURCES AND PAYROLL

The following information relates to our employee benefits, payroll processes, and Human Resources policies.

4.01 Employee Classification

At Cold Cuts LLC, an “employee” is, among other things, any individual who is paid through the regular payroll of Cold Cuts LLC and whose compensation is reported to the IRS by Cold Cuts LLC on form W-2.

For purposes of determining eligibility for overtime, as well as for certain employee benefits and programs, Cold Cuts LLC uses various classifications to distinguish between the different kinds of employees on its payroll. An employee’s status will be determined by Cold Cuts LLC in its sole and absolute discretion. See the Healthcare/Insurance section of this Handbook for more information on benefits eligibility.

Additional Details: Exempt salary employees are generally paid on a salary basis and are not eligible to be paid overtime, regardless of hours worked. Employees must obtain approval to work overtime and then track any additional hours to be reviewed by their manager.

Non-exempt hourly employees are paid by the hour and are eligible to receive overtime for hours worked in excess of 40 in a given workweek, or as specified under state law.

Employee Status:

Full-Time employees are those regularly scheduled to work 35 hours or more per week.
Part-Time employees are those regularly scheduled to work less than 35 hours per week.
Temporary or Seasonal employees are those hired and paid by Cold Cuts LLC for a specific time period or for the duration of a specific project. Generally, the length of employment should not exceed three (3) months or the duration of the project for which the employee was hired. For Temporary and/or Seasonal employees who are subsequently hired as Regular Full-Time, Regular Part-Time or Part-Time employees, the time spent as a Temporary and/or Seasonal Employee does not count when determining an employees’ service.

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4.02 Employee Personal Information

Cold Cuts LLC maintains various employment records for its employees, including a personnel file. All employees are requested to complete various documents as new employees so that information such as addresses, phone numbers and emergency contact information can be maintained. Helping Cold Cuts LLC to maintain accurate employee personal information is the responsibility of every employee.

Additional Details: In order to keep personal information current, employees are asked to promptly notify their manager of any changes to their personal information as well as to submit any appropriate forms or update the information directly with Human Resources.

Subject to applicable state law and upon written request, employees may be able to review the contents of their personnel file with a supervisor or other management/human resources representative

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4.03 Pay, Overtime & Off-The-Clock Work

Pay: Cold Cuts LLC employees are paid every other week. In the event a payday falls on a Company recognized holiday, employees will be paid the business day before the holiday.

Employees should review their paychecks on a regular basis by logging into their intuit (Paychecks Records) account online. If an employee notices an error or discrepancy in his/her paycheck or deposit advice, the employee should immediately notify his/her manager or Human Resources.

Overtime: At times, in order to meet the needs of the business and/or the needs of our customers, it may become necessary for employees to work overtime. Overtime will be scheduled with as much advance notice as possible. There will be times, however, when overtime cannot be scheduled in advance, such as emergencies and in cases of unexpected operational needs.

Overtime compensation will be paid to hourly employees in non-exempt positions at a rate of one and one-half (1.5) of the regular hourly rate for all hours worked over forty (40) hours during the workweek or otherwise in compliance with applicable law. Non-exempt employees may not work "off the clock" and must be paid for all work performed. Managers must authorize, in advance, all overtime worked by non-exempt employees. All overtime worked must be recorded accurately on the employee’s time-card, whether or not a manager has authorized it. Although employees will be paid for any unauthorized overtime, such unauthorized work may result in discipline. Exempt employees are not eligible for overtime compensation.

Off-The-Clock-Work: Employees are prohibited from working off-the-clock. This means that it is the employee's responsibility to record accurately all time worked in the Company's time recording system, including hours outside of the employee's scheduled shift time. Employees must notify their supervisor (and receive advance approval) if they need to work outside of their regularly scheduled shift. No one, including a supervisor, can force or permit an employee to work off-the-clock. If an employee feels that he or she is being pressured in any way to do so, the employee must let his or her HR representative know immediately. Additionally employees are prohibited from using Cold Cuts LLC’s facility (including resources, machines, technology, etc) off the clock even for personal usage.

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4.04 Time-Entry Policy

In order to comply with the record-keeping requirements, Cold Cuts LLC is required to maintain accurate time records for its employees. To meet this requirement, employees must accurately clock in and out on a daily basis for all time worked as well as submit requests for paid time off to the applicable manager as well as Human Resources in a timely manner.

Additional Details: Non-exempt employees must record actual hours worked accurately and on a daily basis. All work time must be entered down to the minute and not rounded. All paid time off must be recorded accurately and timely by all employees.

Each employee is responsible for checking the accuracy and completeness of his/her own time-card. Time cards are official Cold Cuts LLC documents and completing another employee’s time-card or intentionally submitting false time records is prohibited. By acknowledging receipt of the Employee Handbook, each employee agrees to record accurately all hours actually worked on a daily basis and further agrees not to misrepresent the hours worked either by overstating the actual hours or understating them. Employees must record, as time worked, any time performing services related to their duties or otherwise working on behalf of the Company, even if such time is prior to or after the scheduled shift start or stop time.

In order to accurately record one’s work time, employees must follow these guidelines: (i) never work “off-the-clock”; (ii) when taking a bona fide meal period (generally 30 minutes or more), employees must not perform any work duties; (iii) an employee’s work day and work hours may be longer than the employee’s scheduled shift; (iv) work time must include all time an employee is required to read memos or notices related to the employee’s job prior to beginning or after completing the employee’s primary work function; (v) work time must include all time an employee may expend retrieving, reading, and/or listening to work related emails or voicemails; and (vi) work time must include any break lasting twenty minutes or less. Employees who are unable to take a scheduled meal period or rest break should notify their supervisor so that the supervisor can make an adjustment to their schedule.

Time cards must be reviewed and approved by the employee’s manager. Managers must approve any changes and/or corrections made to time entries. It is each employee's responsibility to bring any pay related problems or inaccuracies on the employee's time card to the immediate attention of his/her manager or Human Resources.

Cold Cuts LLC actively seeks to avoid any improper pay deductions from employees as specified by the Fair Labor Standards Act. Should an employee notice any improper pay deductions, he or she should immediately make his/her manager or Human Resources aware of the issue through the Open Door Policy. If any improper pay deductions are found to have been made, Cold Cuts LLC will reimburse the employee for those improper pay deductions.

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4.05 Jury Duty Policy

Employees are encouraged to serve on jury duty to fulfill their civic obligations. If employees are called for Jury duty, they are given an excused absence. Employees must provide a subpoena and other proof of jury duty before being excused.

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Article IV. EMPLOYEE BENEFITS

5.01 Medical Benefits Policy

Cold Cuts LLC offers medical benefits to all full time employees. Cold Cuts reviews all of the medical benefit plans on an annual basis; our priority is to offer our employees comprehensive health care coverage to protect them from catastrophic losses. As a full-time Cold Cuts LLC employee you will have the choice between 2-3 medical plans offered in the current plan year. Each of the plans is compliant with the current health care reform law. Feel free to speak with the Human Resources Department if you should have any questions regarding the current benefit plans.

Medical Plan coverage is not automatic. Eligible employees must enroll themselves and their eligible dependents in the Medical Plan they select in order to receive coverage. Employees may also waive Medical coverage. All Full-Time employees are eligible for medical benefits on the first of the month following 60 days of employment. If they do not enroll during their eligibility period they must wait for open enrollment to join the plan.

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5.02 Dental Benefits Policy

Cold Cuts LLC offers medical benefits to all full time employees. Cold Cuts offers comprehensive Dental Plan benefits that cover a broad range of dental care expenses, including preventive, restorative and orthodontic care, to eligible employees and their eligible family members. Feel free to speak with the Human Resources Department if you should have any questions regarding the current dental plan.

Dental Plan coverage is not automatic. Eligible employees must enroll themselves and their eligible dependents in the Dental Plan they select in order to receive coverage. Employees may also waive Dental coverage. All Full-Time employees are eligible for dental benefits on the first of the month following 60 days of employment. If they do not enroll during their eligibility period they must wait for open enrollment to join the plan.

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5.03 Paid Time Off Policy

Cold Cuts LLC is pleased to offer all full-time employees Paid Time Off (“PTO”) to be used for vacation days, sick days, and personal days away from job duties.

Full-time employees are eligible for PTO on the first of the month following 90 days of employment. The amount of PTO available to the Team Member in a year will depend on how long the Team Member has been eligible for the PTO benefits.

The PTO awarded is accrued/earned throughout the full fiscal year. Accrued and unused PTO is not carried over from year to year, so Team Members should use all their PTO prior to December 31. Only Accrued and unused PTO will be cashed out at time of separation or status change from full-time to part-time. If an employee leaves the employ of Cold Cuts LLC and has taken more time off than earned at the time he/she terminates his/her employment, the employee is expected to repay Cold Cuts LLC any time that he/she owes.

Requests for PTO should be submitted in workday at least two weeks in advance of the requested time off, unless it is an emergency. All requests for PTO are subject to the approval of the Team Member’s supervisor or manager.

# Years eligible for PTO Benefits = # PTO Days

< 2 years = 5 days

2 - 4 years = 10 days

4 - 6 years = 13 days

6 - 8 years = 16 days

8 years = 19 days

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5.04 401K Policy

Cold Cuts LLC offers a retirement savings program to all full-time employees who are 21 years old and have completed one year of service. Enrollment is open to all eligible employees on 1/1 and 7/1. The plan currently includes both 401k and Roth 401k options for employee contributions; however, plan provisions do change from time to time. The plan allows you to elect how much you want to contribute to the maximum provided by law. You may direct the investment of your plan account, so you can manage your own retirement package. For additional information on the retirement savings plan, contact your manager or Human Resources.

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5.05 Holiday Policy

Cold Cuts LLC observes six (6) paid holidays. The paid holidays apply to Cold Cuts LLC’s Full-time employees. The offices will be closed on most of the holidays and un-paid time off is available to all part-time and seasonal employees.

New Years Day
Memorial Day
4th of July
Labor Day
Thanksgiving
Christmas Day

The days on which holidays are observed may vary by location and Cold Cuts LLC’s business needs. If the offices are open on any of the holidays, employees can check with their supervisors to see if work may be available, however if the shop is open during any of the holidays, work is not mandatory.

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5.06 Workers’ Compensation Benefits

Cold Cuts LLC provides workers compensation insurance coverage to our employees in accordance with applicable law. This insurance is intended to help mitigate financial loss due to a covered work-related illness or injury. If you become ill or injured, please get medical attention and notify Human Resources at once. You must also file a report for every injury no matter how small, to be considered for benefits or other compensation to which you may be entitled.

Any employee who is injured on the job must immediately notify their superior and fill out the OSHA report with all necessary information. If it is an emergency, they must go immediately to the hospital and/or call 911. The manager must ensure proper paperwork is completed and submitted to Human Resources so Workers Compensation Insurance can be applied properly.

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5.07 Unemployment Compensation

The law provides unemployment compensation benefits to protect workers from economic hardship due to a loss of employment. A terminated employee may be eligible to file a claim for unemployment compensation. Generally, employees who voluntarily resign are not eligible for benefits. When an employee files a claim for unemployment compensation, the employer may be required to provide a statement detailing the circumstances or reasons for the employee’s termination. The employer may be asked whether payment of unemployment compensation is opposed. Cold Cuts may or may not oppose any applications for unemployment benefits. If either party disagrees with the initial determination with respect to unemployment compensation coverage, an appeal can be filed. Details are available at the Unemployment Office.

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5.08 Employee Discounts

Cold Cuts LLC does provide employee discounts on select items sold through the webstore. Employees are eligible for these discounts on the first of the month following 90 days of employment. If you would like to place an order and/or determine if the employee discount is valid on specific items, reach out to the Webstore Manager with specific inquiries.

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Article VI. SAFETY AND EMERGENCIES

6.01 General Safety

Cold Cuts LLC is committed to providing employees with a safe, healthy, and productive work environment free of recognized hazards. Each employee contributes to this goal through compliance with Cold Cuts LLC’s safety policies, rules and procedures by making safety a personal habit and responsibility.

Additional Details: Employees must promptly report to their supervisor or other member of management any potentially unsafe conditions in the workplace. Employees are required to work safely, including wearing safety equipment when required by their job function, and to understand and observe all applicable safety rules and regulations.

Cold Cuts LLC expects every employee to perform his or her job in a safe and responsible manner, abiding by the following safety guidelines:

Follow Cold Cuts LLC’s safety policies, rules and procedures;
Maintain equipment in good condition and use it properly; and
Encourage fellow employees to make safety a personal habit.

Employees injured in the course of performing Company business must immediately notify their supervisor. The employee’s supervisor should assist the employee where necessary and complete an accident report as soon as possible. Employees should be aware that they have the right to report work related injuries and illnesses; employers are prohibited from discharging or in any manner discriminating against employees for reporting work-related injuries or illnesses; and Cold Cuts LLC must not discharge or in any manner discriminate against any employee for reporting work-related injury or illness.

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6.02 Fire Safety Policy

Employees are responsible for recognizing potential fire dangers and taking an active role in preventing fires. Flammable materials are to be stored in covered containers. Employees may not block any fire doors, fire exits, fire extinguishers, windows or doorways. Fire safety includes adherence to our non-smoking policy.

Space heaters can be a common fixture in the workplace during the colder months, and when used correctly they can provide warm relief. However, if space heaters are used improperly, are not kept clear from combustible materials, or are not functioning properly, they can cause fire, electric shock or produce carbon monoxide gas. We ask the following safe use guidelines are followed to help reduce the risk of fire or injury to the company’s property and employees.

Keep at least 36 inches of clearance around every space heater and only use them in areas free of flammable liquids and easily ignited or combustible materials.
Proper placement of the space heater is important. Be sure it is not in a high-traffic area or in any area where it may become a tripping hazard.
If using an electric space heater, make sure electrical cords and plugs are not frayed or damaged. Always plug the heater directly into the wall outlet and be sure the power cord is not crossing a walkway. Never use extension cords or power strips as these could overhead and lead to a fire.
Be sure heaters are never left unattended. They should be turned off when the employee leaves the room or area of the heater, and they should be unplugged at the end of the day.

Use of a space heater is a privilege, not a guarantee. All space heaters must be shown to supervisory staff and approved for use. Failure to comply with the proper usage guidelines above will be cause for revocation of privilege permanently.

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6.03 Emergency Closing/Inclement Weather Policy

We recognize that bad weather or hazardous commuting conditions may occasionally make it difficult for all employees to report to work on time, if at all. If you believe that it is unsafe for you to travel to work, you are not required to do so and the absence will be excused and unpaid. If you do determine that you cannot, or do not wish to, travel to work due to unsafe conditions, you are required to notify your manager of this decision as soon as possible, and to then make a reasonable effort to report to work once the unsafe conditions have improved to the point where you determine it is safe for you to travel.

If it becomes necessary to close the facilities due to weather or other emergency, efforts will be made to notify employees. If there is a question as to whether the office will be open, reach out to your manager.

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Article VII. COMMUNICATIONS AND TECHNOLOGY

7.01 Employee Acceptable Use Policy

The purpose of this employee acceptable use policy is to define the obligations of all employees in using hardware (including, but not limited to, computers, laptops, tablets, computer hard drives, flash drives and other storage devices, workstations, telephones, printers, scanners, network equipment and/or any other physical technology that supports business operations) (collectively, “Hardware”) and software (including, but not limited to, operating systems, networking software, email and word processing software, application software, databases, web applications and/or any other program, application or software platform that supports business operations) (collectively, “Software”), in each case owned, used or operated by Cold Cuts LLC (the “company”). At its discretion, Cold Cuts LLC reserves the right to modify this policy at any time.

Cold Cuts LLC’s Hardware and Software are essential to its operations and business.

This policy is an overview of the responsibilities all Cold Cuts LLC employees have to protect information and use Cold Cuts LLC’s Hardware and Software appropriately. It is the responsibility of every employee to help ensure that all programs, data and other information are kept secure and available for use by authorized employees.

Only authorized personnel may use or access Cold Cuts LLC Hardware and Software, using authorized and controlled processes and technologies. Cold Cuts LLC reserves the right to limit or terminate the use of its Hardware and Software at any time, at its discretion. Cold Cuts LLC employees who are responsible for providing guidance, direction or oversight of the work of vendors, contractors and other third parties that have access to Hardware and Software must ensure that this policy is followed. Use of Cold Cuts LLC’s property after hours for personal use is strictly prohibited.

Misuse of Cold Cuts LLC’s Hardware or Software, as well as other violations of this policy, may result in disciplinary action, up to and including immediate termination of employment. Termination may be warranted even on the first offense, depending on the seriousness of the misconduct.

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7.02 Mobile Device Use Policy

While operating Cold Cuts LLC Machinery for business purposes, employees must use mobile devices in a safe, responsible, and lawful manner. In designated production and webstore areas, cell phone usage is prohibited.

Usage of cell phones and other mobile devices should be limited to work related matters in designated areas unless the employee is on break or there is an emergency.

For purposes of this policy, the term “mobile devices” includes, but is not limited to: Blackberrys, iPhones, mobile telephones/Nextel devices, Symbol devices, wireless data cards, laptop computers, and all other portable devices that can be used for oral and/or written communications.

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7.03 Social Media & Online Communications Policy

Employees should note that Cold Cuts LLC does not allow posting of Company merchandise, artwork, the workplace, etc. on social media/online without authorization. Cold Cuts LLC does not allow disparaging comments about the company, its clients, potential clients, competitors, etc. on either company social media accounts or personal social media accounts. Employees that fail to conform to this policy may be subject to disciplinary action, up to and including immediate termination of employment.

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