Code and Personal Attire

Every employee is expected to maintain an appropriate appearance that is businesslike, neat and clean. Additionally, the departments of local health require compliance with various regulations for many positions, particularly those which involve the handling of food. It is essential for each employee to comply with them.

Grooming

Cleanliness is an essential part of providing high quality service to our  customers. Hair must be well groomed, neat and businesslike in appearance, and a hair restraint may be required depending on the position. Sideburns, mustaches and beards must be clean and neatly trimmed. Fingernails can be no longer than 1/8” past the finger tips and fingernail polish should not be worn if the employee handles or prepares food. Makeup should be appropriate for the work setting and time of day.

Uniform Care

All employees for whom a uniform has been provided must wear a properly fitted uniform. Uniforms must be neat, clean, mended, and pressed at all times, and name tags must be worn. Shoes should conform to the approved safety standards and present a businesslike appearance. Only hats or caps that are part of the uniform are allowed while on duty. Jewelry may be worn in moderation; dangling necklaces or earrings are discouraged as they pose safety hazards. No jewelry of any type may be affixed to the uniform. Rings, studs (and the like) worn in the nose, lip, eye (or other conspicuous body parts) must be removed before “clocking in” for work. Tattoos must be hidden. Sunglasses are for outside use only.
Employees who are not issued uniforms should dress in a neat, businesslike manner and in clothing that is appropriate to their job. These clothes should be neat, clean, pressed and mended. Name tags should be worn if the employee has contact with customers. The policies above concerning shoes, hats, jewelry and sunglasses also apply to employees who do not wear uniforms. Employees should refer questions about the dress code and grooming standards to their supervisors or the General Manager.

Appropriate Conduct Guidelines

Every employee is expected to behave in a manner which promotes a safe, efficient and harmonious work environment. Honesty,integrity and respect for others are standards of conduct for all employees. Conduct inconsistent with these standards or the policies set forth herein and in other manuals may result in disciplinary action up to and including termination.

Misconduct

The following are examples of misconduct which may result in disciplinary action, up to and including termination:

• Falsifying employment application, timesheets, personnel records, or other Company documents or records.
• Engaging in unauthorized use of Company material, time, equipment, or property.
• Damaging or destroying Company property due to careless or willful acts.
• Carrying weapons or explosives, or violating criminal laws on Company premises, or engaging in gambling on Company premises.
• Behaving in a manner that may endanger the well being of another person.
• Engaging in acts of dishonesty, fraud, theft, or sabotage.
• Using threatening, intimidating, or coercing behavior.
• Engaging in the unauthorized possession, use, manufacture, distribution, dispensation, purchase, or the sale of a controlled substance or alcohol, or having controlled substances and/or alcohol in your system (without medical authorization or in proper dosages), on Company property, in Company vehicles, or while engaged in Company activities.
• Refusing to leave Centerplate or client property, or failing to do so in an orderly manner, if suspended or requested to leave.
• Using harassing, abusive, sexist, racist, vulgar or ethnically offensive language.
• Interfering with the performance of another employee.
• Being insubordinate or refusing to comply with reasonable assigned duties.
• Leaving assigned work area or Centerplate premises during working hours without authorization of your supervisor or the General Manager.
• Violating Centerplate policies prohibiting any form of discrimination, harassment or retaliation.

Employees may be terminated in the discretion of the Company at any time for any reason, or for violation of any Company policies, practices or standards of conduct. The above list is representative of the types of misconduct which may result in disciplinary action, up to and including termination in the discretion of the Company; it is not intended to be comprehensive nor does it alter the employment at-will relationship between the employee and Centerplate.
Additional standards of conduct are covered elsewhere herein, and in the Company’s Guide to Business Conduct.

Violence in the Workplace

Centerplate is dedicated to providing a safe workplace for all employees and does not tolerate any form of workplace violence. Employees are prohibited from making threats or engaging in violent activities while on Company or client property. Some examples of violent acts are as follows: causing physical injury to another person; making threatening remarks; intentionally damaging property; and carrying a weapon while on client or Company property or while on Company business.

Personal Telephone Calls and Cell Phone Usage

Company telephones are to be used for business purposes. On occasion, personal calls may be necessary. However, each employee is expected to limit personal calls to emergencies or exceptional personal circumstances. Cellular phones and other similar electronic devices should not be used during working hours. The devices may distract customers, clients and co-workers, as well as the employee from the task at hand.

Electronic Communications Policy (Computers, Eletronic Mail, and Voice Mail Useage Policy)

Centerplate’s worldwide electronic communications networks are intended for business use only. This policy applies to all employees and contractors using the Company’s, or a client’s, electronic communications systems, irrespective of the time of day or location of the employee or contractor.
Prohibited activities in which voicemail, e-mail, and Internet users
may not engage include the following:

• Sending or forwarding chain letters, solicitations, or excessive personal messages;
• Creating, accessing, downloading or transmitting messages or images that are considered inappropriate in the workplace, including, but not limited to, messages or images that are lewd, obscene or pornographic and messages or images that might be considered offensive or harassing due to their reference to race, color, sex, gender, sexual orientation, religion, national origin, age, disability, veteran status, genetic information or other protected status;
• Using voicemail, e-mail or the Internet to harass, bully, intimidate or annoy other persons, including coworkers;
• Using encryption devices and software that have not been expressly authorized by the Company;
• Opening e-mail messages from unknown or unidentified external sources;
• Accessing non-business related websites; and
• Divulging confidential or proprietary information, including forwarding financial or confidential documents to a personal email account.

There is no personal privacy for employees as they use the Company’s electronic communications networks or equipment. By accepting employment with the Company, employees consent to (a) the monitoring, printing, copying and/or deleting of any stored voicemail message, e-mail message or other electronic data prepared or received by the employee and (b) the Company’s use of any such voicemail, e-mail or other electronic data as the Company deems appropriate. Employees acknowledge that the Company’s ability and freedom to monitor, delete and otherwise take action with respect to employee voicemails, e-mail, Internet
usage and other electronic data stored on Company or client equipment is necessary in order for the Company to protect itself, its business and its employees.

Social Media

All employees must read, acknowledge receipt of and comply with Policy 9.2 Electronic Communications and Social Media. Employees may not utilize social media to conduct Centerplate business in Online Communications without prior written approval of the Company, except as permitted by law. This policy is not intended to violate or impair any employee rights under the National Labor Relations Act. Employees may engage in lawful off-duty discussions or activities involving employees’
terms and conditions of employment, including wages, hours or working conditions, or matters related to union activities. Please refer to the Policy and direct inquiries to the Legal Department at (203) 975-5900.

Camera/Video

Employees may not use photo, audio or video recording equipment, or cameras of any type, on Centerplate premises, or at Centerplate events, unless such use is within the scope of the employee’s job or is otherwise approved by Centerplate in writing.

Tobacco Free Workplace

Smoking is generally prohibited on Centerplate premises. Smoking is permitted at some sites in specially designated areas. Smoking policies apply to all employees, contractors, vendors and visitors. For site-specific information regarding Smoking Policies, an employee should contact his or her supervisor.

Drug and Alcohol Free Workplace Substance Abuse Policy

Centerplate is committed to the health, safety, and welfare of employees, customers, and the community, as well as to maintaining the quality and integrity of its services. The Drug and Alcohol Abuse Policy is part of this commitment.
This policy applies to every Centerplate employee. Outside contractors and vendors will be advised of the Company’s policy and instructed to ensure their employees’ compliance while on Company property or in the conduct of business on Centerplate’s behalf as a condition of continued business dealings with Centerplate.
Possessing, using, manufacturing, distributing, dispensing, purchasing, selling, or having controlled substances in your system (without medical authorization or in improper dosages) during the workday, on Centerplate’s property, or while conducting Centerplate business, including while using Company vehicles, is prohibited. Possession, use, distribution, sale or consumption of alcohol is similarly prohibited.
As used in this policy, the term “controlled substance” includes illegal drugs which are not authorized for sale, possession, or distribution under either federal or state law, or legal substances, either prescribed or over-the-counter, taken in a dosage or combination which results in mental/physical impairment, or taken without proper authorization, supervision or prescription by a healthcare professional licensed to do so.
An employee with a substance abuse problem is encouraged to seek a medically-supervised rehabilitation program. It is the responsibility of the employee to seek assistance before substance abuse leads to problems at work.
Centerplate may require employees to submit to a drug and/or alcohol test if they perform safety sensitive jobs or are involved in an injury/accident on Centerplate’s property or while on Centerplate business. Centerplate also may require employees to take and pass such tests:

1. when there is reasonable suspicion of controlled substances and/or alcohol abuse;
2. after an accident;
3. where required by law.

Failure to take a test when requested or attempts to falsify or alter test results may result in disciplinary action up to and including termination.
Centerplate may require follow-up testing if an employee is found to have violated this policy but has been permitted to remain employed, or as otherwise deemed necessary.
All employees must be fully able to perform their job responsibilities satisfactorily during working hours, whether on Centerplate property or while conducting Centerplate business at other locations.

Searches

You should have no expectation of privacy with respect to items brought onto Company property and/or stored in Company facilities. Subject to local and state law, management may conduct unannounced searches of Company facilities to enforce its Drug and Alcohol Abuse and/or other policies. Facilities include: all buildings and structures, desks and storage cabinets, locker rooms and lockers, vehicles parked on Company property, and personal property of Centerplate employees, visitors, or contractors while on Company property. When there is cause to believe an employee is violating criminal statutes, appropriate law enforcement agencies will be notified.

Attendance and Tardiness

Regular attendance and punctuality are integral elements of job performance and are expected of every employee. Each employee is expected to maintain a consistently good attendance record and adhere to scheduled work hours.
An employee who must be absent from work for any reason or who will arrive late must notify his or her supervisor before starting time on each day of absence. Likewise, an employee who must leave early must notify his or her supervisor.
An employee who is absent for three consecutive working days and who fails to notify the Company (before and on each day of absence) of the reason(s) for the absence will be presumed to have resigned from his or her employment and will be terminated. Notwithstanding this standard, unexcused absences or excessive tardiness or accumulated absences, paid or unpaid, even when individually justifiable, may be cause for disciplinary action up to and including termination. Employees may be required to provide written documentation verifying the reason for the absence or tardiness.

Moonlighting

Although Centerplate expects employees to devote their primary efforts toward their duties and responsibilities with Centerplate, employees may engage in outside employment with the prior approval of their supervisors and the Corporate Human Resources Department in accordance with the terms of this policy. Centerplate employees shall not engage in outside employment or activities that would conflict with Centerplate’s interests or that would reduce the efficiency of the employees in performing their duties at Centerplate. Generally, outside employment will be approved if it:

• Does not conflict with an employee’s responsibilities at Centerplate, including the ability to work overtime as required in the employee’s position;
• Does not interfere with the employee’s performance at Centerplate;
• Does not prove detrimental to the interests of Centerplate; Does not involve a conflict of interest or the appearance of a conflict of interest (such as working for a competitor, vendor, or customer);
• Does not involve the use of confidential or proprietary information of Centerplate or its customers.

Before the employee serves as a paid officer, director, or advisor for another company, Centerplate must determine that accepting such a role is in the best interests of Centerplate. Such determinations will be made by the employee’s supervisor and the Corporate Human Resources Department.
Any issues regarding outside employment should be resolved prior to acceptance of such employment. Notwithstanding the above, Centerplate prohibits an employee from engaging in unauthorized outside or supplemental employment, or “moonlighting”, while on any type of paid or unpaid leave of absence, including under the Family and Medical Leave Act.

No Solitication and No Distribution Rule

Solicitation or distribution of literature by an employee on Company property for personal or Non-Company supported organizations, activities, or merchandise is permissible only in non-working areas, and only when the soliciting employee and the employee being solicited are not on working time.
Solicitation or distribution of literature by a non-employee on Company property is prohibited.
Solicitation includes but is not limited to requests for participation, funding, purchase, donation and similar activities. Distribution of literature includes but is not limited to desk drops, posters or fliers, hand-outs, e-mail, and other media. Work time is the time an employee is expected to be working and does not include rest, meal or other authorized breaks.

Conflicts of Interest

Centerplate requires that every employee avoid any situation or interest which might interfere with the employee’s judgment with respect to his or her responsibilities to Centerplate.
A conflict of interest exists, for example, where an employee (a) has a financial interest which could affect the employee’s judgment; (b) gains personal enrichment through access to confidential information; or (c) misuses his or her position at Centerplate in a way that results in personal gain. A conflict of interest can also arise when an employee or a related party has a personal interest, direct or indirect, in any supplier, customer or competitor of Centerplate. An indirect conflict of interest might arise if an immediate family member of an employee has an interest in a supplier, customer or competitor of Centerplate.
If an employee thinks he or she may have a direct or indirect conflict of interest, he or she must disclose such potential conflict to his or her supervisor or General Manager. After an employee has disclosed a potential conflict, the employee may be required to divest himself or herself from the interest or realign his or her job functions.
Centerplate prohibits an employee from engaging in outside employment or activities that would conflict with Centerplate’s interests or that would reduce the efficiency of the employee in performing his or her duties at Centerplate.
The following are examples of potential conflicts of interest:

• Gaining a controlling interest or making a large personal investment in any company that does substantial business with the Company;
• Hiring, supervising or doing Company business with friends or relatives;
• Accepting payments, gifts or favors from firms or individuals doing business with the Company;
• Using Company resources in another business in which the employee, friends, or family members are involved;
• Using Company time for outside activities.

Confidential Information

All employees of the Company must maintain the confidentiality of proprietary information entrusted to them by the Company or its suppliers or customers.
Confidential information includes all non-public information that might be of use to competitors of the Company, or harmful to the Company or its customers if disclosed. Information relating to trade secrets (such as secret processes, new products and other secret aspects of Centerplate’s business) as well as lists of customers and suppliers are corporate assets which belong to Centerplate. They should not be used by employees for their own benefit or given to others, except in furtherance of Centerplate’s business as directed by management. Care must be taken to avoid inadvertent as well as intentional disclosure of confidential information.
Information concerning Centerplate’s business and financial condition, and information on any planned transaction, significant contract, change in management and similar matters, is also proprietary information of Centerplate.