Page 12 - Drive Thru Handbook 9-17

any reason and for no reason. Because you are an at-will employee, although the
Company may choose to terminate your employment for cause, cause is not required.
This handbook does not alter the at-will nature of your employment, nor does it create
an employment contract between any employee and the Company. Nothing contained
in this handbook shall be construed as a guarantee of continued employment for a
definite period of time between the Company and any employee, or to create any terms
or conditions of employment that contradict this policy of at-will employment.

No one other than the President of Amy’s Drive Thru may enter into an agreement for
employment for a specific period of time or make any agreement contrary to the policy
of at will employment. In addition, any such agreement must be in writing signed by the
President of Amy’s Drive Thru.

EQUAL EMPLOYMENT OPPORTUNITY IS OUR POLICY

Amy’s Drive Thru is an equal employment opportunity employer. The Company’s policy
is to recruit, hire and promote without regard to race, religion, color, national origin, sex,
disability, medical condition, age, pregnancy, childbirth or related medical condition,
marital status, ancestry, political affiliation, veteran status, sexual orientation or identity,
past or present military service, or any other legally protected characteristic. Decisions
on employment and promotion are based solely on an individual’s qualifications and on
business needs, with respect to the skills and abilities of the position for which the
individual is being considered.

The Company is committed to providing a safe and productive work environment, free
of threats to the health, safety, and well-being of its employees. Examples of such
threats include, but are not limited to, harassment, discrimination, violations of health
and safety rules, and violence.

Reporting and Investigation of Complaints

An employee who witnesses or is subject to inappropriate conduct in the workplace
should notify their department supervisor or manager, or any other supervisor or
manager with whom the employee feels comfortable. If an employee is unsure
regarding with whom to raise an issue of discrimination, or if an employee has not
received a satisfactory response within five (5) business days after reporting any
incident that the employee perceives to be inappropriate conduct, the employee should
immediately contact Cindy Gillespie or Melissa Gilpin in Human Resources at 1650
Corporate Circle, Suite 200, Petaluma, CA 94954 or (707) 781-7685.

Inappropriate conduct includes any conduct prohibited by Company policies, including
harassment, discrimination, improper discipline, workplace violence, health and safety
issues, wages and work hours, and drug and alcohol use. In addition, the Company
encourages employees to come forward with any workplace complaint, even if the
matter of the complaint is not explicitly covered by the Company’s written policies.

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