Page 24 - Drive Thru Handbook 9-17

responsibility to inform the Company promptly of any such changes. The Company is
not liable for changes that employees fail to timely report in writing.

You may view your personnel file at any time with one day notice. Requests to view
your personnel file should be directed to Human Resources. Human Resources will
schedule a mutually convenient time for you to view your file after you request is
received.

COMPENSATION AND PERFORMANCE EVALUATIONS

Your pay is influenced by many factors, including your skills, experience, salary history,
education, nature and scope of your job, performance and the Company’s budgetary
needs. Wage and salary increases are based on a number of factors, including the
Company’s financial well-being, your performance and wages within our industry.
Raises are determined at the discretion of the Company. A good performance review
neither guarantees a pay raise nor promises continued employment with the Company.

All employees receive written and verbal performance evaluations twice a year, in
January and June. The evaluation process is intended to let you know how well you are
performing and help you be more effective and productive. The evaluation also gives
you the opportunity to share your thoughts about your performance and future goals
with your manager.
The evaluation process is an opportunity to identify accomplishments and strengths as
well openly discuss areas and goals for any improvement. Depending on your position
and performance, you may be eligible for a pay increase. Pay increases are not
guaranteed. Rewards are based solely on a person’s job performance and results.

LACTATION ACCOMMODATION

The Company will provide a reasonable amount of break time to accommodate an
employee desiring to express breast milk for the employee’s infant child. Where
possible, this break time should run concurrently with rest and meal periods already
provided to the employee. If the break time cannot run concurrently with meal and rest
periods already provided to the employee, the break time will be unpaid.

The Company will make reasonable efforts to provide employees with the use of a room
or location other than a toilet stall, for the employee to express milk in private. This
location may be the employee’s private office, if applicable. The Company may not be
able to provide additional unpaid break time if doing so will seriously disrupt the
Company’s operations. Please speak to the Human Resources Department for more
information.

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