SinIceStir Shave Ice

Sinicestir Ice and ProService Hawaii Relationship Sinicestir Ice (sometimes referred to herein as the “Company”) has chosen to partner with ProService to provide you with high quality benefits and excellent Human Resources (“HR”) services. Through this contractual relationship, ProService administers many of the HR-related functions, including but not limited to payroll, health care benefits administration, workers’ compensation, and employment documentation. While ProService takes care of these administrative tasks, the Company remains responsible for managing you and your co-workers in your day-to-day business activities, as well as maintaining a safe working environment for all employees. ProService look forward to providing you and your employer with timely, accurate, and professional HR administration services. This employee handbook describes various employment and regulatory guidelines and procedures. It is our intention to keep these guidelines and procedures as current as possible, so revisions will occur from time to time. While every effort has been made to ensure the accuracy of this employee handbook, it should not be construed as a contract or contractual obligation of any kind between ProService, your employer and any employee. Please review this employee handbook carefully. If you have questions or concerns, please contact your supervisor or the ProService Hawaii HR Service Center (“ProService HR Service Center”) at 394-8878. Along with this employee handbook, you should have received an Employee Welcome Packet that details benefits offered through ProService. You may contact the ProService HR Service Center with specific questions regarding these benefits. If you have not received a welcome packet, please request one from your supervisor or call the ProService HR Service Center.

EMPLOYMENT PRACTICES The State of Hawaii has implemented laws, which allow you, or the Company to terminate employment at any time with or without reason or prior notice. This is considered “at-will” employment. The employee handbook is not a contract between you and Sinicestir Ice. No Company representative, employee or agent (other than the President of the Company), has the authority to enter into any agreement that changes or modifies the Employment At-Will relationship.

At-Will Employment

All employees shall comply with all laws and maintain the highest standards of business ethics and conduct themselves in an honest, trustworthy, and ethical manner; avoid situations which might involve a conflict between their personal interest and the interest of Sinicestir Ice or ProService. Activities, and those situations which create the appearance of conflict; and protect entrusted confidential and proprietary information held by the Company or ProService. Employees must also avoid conduct on or off the job that may injure or harm your employer’s reputation in the community, including but not limited to criminal conduct. If you have any concerns about the business ethics of your employer or co-workers, we encourage you to contact your supervisor or the ProService HR Service Center. Under the Hawaii’s Whistle Blowers’ Protection Act, employees are protected against discharge, threats, or discrimination regarding the employee’s compensation, terms, conditions, location, or privileges of employment where the employee or a person acting on behalf of an employee: (1) reports or is about to report a violation or suspected violation of a state or federal law or regulation or government contract to a public body or to the employer; or (2) is requested to participate in an investigation, hearing, or inquiry by a public body or court. Please see Whistleblowers Policy in this handbook for further details. This policy will not be interpreted to and is not intended to interfere in any manner with employee rights to self-organize, form, join, or assist labor organizations, or engage in other mutual concerted activity protected by the National Labor Relations Act, such as the right of employees to discuss wages, benefits, and working conditions among themselves or with third parties.

Business Ethics

This Company is an equal opportunity employer and makes employment decisions on the basis of merit and business needs. Sinicestir Ice does not unlawfully discriminate on the basis of race, color, religion, ethnicity, ancestry, national origin, citizenship, veteran or military status, sex, sexual orientation, or gender (which includes gender identity or gender expression), pregnancy (including childbirth or related conditions and lactation/breastfeeding), marital status, age, physical or mental disability, genetic information, taking or requesting statutorily protected leave or other benefit, arrest and court record, credit history or credit report, status as a domestic or sexual violence victim, or any other basis protected by federal or state laws, regulations, and/or any executive order, except as allowed by law. In addition, the Company prohibits the harassment of any individual on any of the bases listed above or any other protected characteristics. Please see Harassment in the Workplace policy and Sexual Harassment policy in this handbook for further details. This policy governs all aspects of employment, including selection, job assignment or duties, compensation, discipline, termination, access to benefits, training, references, or any other term or condition of employment. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Please see ADAAA policy in this handbook for further details. Additionally, the Company will reasonably accommodate individuals for religious purposes; for disability due to pregnancy, childbirth, or related medical conditions; and for domestic or sexual violence abuse, upon request unless doing so would result in undue hardship to the Company. Please see Hawaii Victims Leave Act policy in this handbook for further details. Employees with questions or concerns about any type of discrimination or harassment in the workplace must immediately bring these issues to the attention of their supervisor, any member of management, or the ProService HR Service Center. Please see Harassment Reporting Protocol policy in this handbook for further details. Employees can raise concerns and make reports without fear of retaliation. Any complaint or concern will be treated with confidentiality to the extent possible and will only be shared with those with a “need to know.” Please see Prohibition against Retaliation policy in this handbook for further details.

Equal Employment Opportunity/Fair Employment Practices

Sinicestir Ice will make reasonable accommodations when required by federal, state or local laws. Employees are encouraged to contact their supervisor or the ProService Employee Service Center if the employee believes they are entitled to an accommodation. Sinicestir Ice will reasonably accommodate individuals for religious purposes pursuant to Title VII of the Civil Rights Act of 1964 and all applicable state and local fair employment practices laws, upon request, unless doing so would result in an undue hardship to the Company. The Company will reasonably accommodate individuals for disability or limitations due to or related to pregnancy, childbirth, or related medical conditions pursuant to the Pregnant Workers Fairness Act (PWFA) and all applicable state and local fair employment practices laws; and for any other reasons mandated by applicable state and local laws, upon request, unless doing so would result in undue hardship to the Company. Hawaii law requires employers to provide women affected by disability due to pregnancy, childbirth, or related medical conditions reasonable accommodations and/or leave for a reasonable period of time (what’s “reasonable” is determined by a physician). The PWFA requires private and public sector employers with 15 or more employees to provide reasonable accommodations to a qualified employee's or applicant's known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, absent undue hardship on the operation of the business of the covered entity. The Company will provide a reasonable accommodation for an employee who is the victim of domestic or sexual violence to the extent required by law, regardless of how long the employee has worked for the Company, provided the requested accommodation does not create an undue hardship for the Company and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. Reasonable accommodation means modification or adjustment to the work environment, or manner in which the work is done, to enable the employee to perform the essential functions of the job without undue hardship to the Company.

Reasonable Accommodations

In accordance with the ADA, qualified individuals with disabilities will be provided a reasonable accommodation so that they may perform essential job functions and participate and/or enjoy any employment practice, term, condition, or benefit of employment. A qualified person with a disability may work as long as he or she satisfies the requisite skill, experience, education, and other job-related qualification standards of the employment position he or she holds (or, if the person is applying for another position, for the position he or she desires); can perform the essential functions of such position; and does not pose a direct threat to the health and safety of others, with or without reasonable accommodation. Sinicestir Ice recognizes that employees with disabilities may wish to continue to work and to engage in normal activities as their condition allows. These employees may work as long as they are able to acceptably meet essential job functions with or without reasonable accommodations and if medical evidence indicates that their condition is not a direct threat to the health and safety of themselves or others. (Reasonable accommodation means modification or adjustment to the work environment, or manner in which the work is done, to enable the employee to perform the essential functions of the job without undue hardship to the Company.) An employee is encouraged to contact their immediate supervisor, any other supervisor within the Company, or the ProService HR Service Center if he or she has or may have a disability that requires an accommodation or that presents a direct threat to the health and safety of that employee or others. The Supervisor or Sinicestir Ice HR department will determine whether a medical doctor’s opinion is necessary for continued presence at work or to assist in determining reasonable accommodation. Information concerning employees’ medical status and record is kept confidential by the Company, and access is held on a “need-to-know” basis. Sinicestir Ice prohibits discrimination by supervisors and co-workers towards qualified individuals with disabilities. Discrimination includes not only conduct affecting employment decisions but also workplace harassment and intimidation. This policy also prohibits discrimination against employees regarded as having a disability and employees who have an association with an individual with a disability. Any employee who believes that he or she has been subjected to discrimination on the basis of a disability should immediately inform their supervisor or the HR department. Retaliation against any employee for raising such a complaint is strictly prohibited. The Company encourages employees with disabilities to seek assistance from established community groups for counseling and other services.

Americans with Disabilities Act, As Amended (“ADAAA”)

Sinicestir Ice is committed to providing a work environment in which all individuals are treated with respect and dignity. Each employee has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, harassment or abusive treatment towards employees or applicants is prohibited. Workplace harassment includes any discrimination or harassment based on an individual’s race, color, religion, ethnicity, ancestry, national origin, citizenship, veteran or military status, sex, sexual orientation, or gender (which includes gender identity or gender expression), pregnancy (including childbirth or related conditions and lactation/breastfeeding), marital status, age, physical or mental disability, genetic information, taking or requesting statutorily protected leave or other benefit, arrest and court record, credit history or credit report, status as a

• domestic or sexual violence victim, or any other basis protected by federal or state laws,
• regulations, and/or any executive order, except as allowed by law. Any abusive, intimidating, hostile,

offensive, or other unwelcome verbal, non-verbal, or physical conduct based on the preceding list towards any individual, including customers, may violate this policy. Employees are prohibited from the making of any slur, joke or similar-type epithets based on the preceding list towards any individual, including customers. This policy also applies to conduct occurring off site and/or after hours.

Sexual Harassment

Every employee deserves a work environment that is free of objectionable and disrespectful conduct and/or communication of a sexual nature and to prohibiting sexual harassment by all employees. Conduct that creates an intimidating, hostile, or offensive work environment will not be tolerated. Examples of sexual harassment include, but are not limited to:

• Unnecessary and/or inappropriate touching of an individual;
• Unwelcome sexual advances, propositions or flirtations;
• Requests for sexual favors including subtle pressure or requests for sexual activities;
• Sexually explicit or offensive jokes;
• Verbal, visual or physical conduct of a sexual nature;
• Graphic or verbal commentaries about an individual’s body;

Display of sexually suggestive objects, pictures, pornography, or demeaning depictions of people, including AI- generated or deep-fake images and videos; Asking intrusive questions about a person’s sexual orientation, gender identity, gender transition, or intimate body parts; and/or Threatening a person’s job or offering preferential treatment in exchange for sexual favors

Additional Actionable Harassment

Additionally, the following are examples of inappropriate and prohibited behavior in the workplace that may, if sufficiently severe and frequent, rise to actionable harassment: Using or writing ethnic, racial, or sex-based slurs Forwarding offensive or derogatory "joke" emails or displaying offensive material, such as hate symbols (e.g., a noose, swastika), cartoons, photographs, or graffiti Threatening, intimidating, or mocking someone based on their religious beliefs, disability, accent, or use of religious garments, jewelry, or displays Making stereotypical comments or jokes about older workers Discrimination and Harassment Reporting Protocol

Non-Discrimination / Anti-Harassment in the Workplace

Your assistance is essential to keep the workplace free from any form of discrimination and harassment. If you feel that you are being subjected to conduct prohibited under this policy (including but not limited to those previously mentioned) by any supervisor, manager, employee, customer or any other person in connection with your employment, you may inform the offender that the conduct is unwelcome and needs to stop. If the inappropriate conduct does not stop, or if you are unable to or uncomfortable with addressing the alleged offender directly, you must bring this matter to the immediate attention of your supervisor, the Company’s HR Department, or the ProService Employee Service Center. If speaking to your supervisor or the Company’s HR Department may be uncomfortable, you must contact the ProService Employee Service Center and ask to speak with an HR Consultant. Do not assume management is aware of any inappropriate behaviors. It is helpful, but not required, to provide a written record of the date, time and nature of the incident(s) and the names of any witnesses. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of discrimination and harassment. Employees should report any instance of inappropriate conduct or conduct believed to be in violation of this policy. Employees need not -- and should not -- wait to report such conduct until they believe it has become severe or pervasive or a violation of law. You are strongly urged to promptly report all complaints or concerns, so that rapid and constructive action can be taken to stop the alleged behavior. The Company intends to stop any inappropriate conduct before it rises to the level of a violation of law. Employee cooperation, including truthful and complete information, to the best of your knowledge and recollection, is imperative in order to fairly assess the complaint. To ensure the prompt and thorough investigation of a complaint, the complainant should provide as much of the following information as is possible: 1.The name, department and position of the person(s) allegedly committing discrimination or harassment. 2.A description of the incident(s), including the date(s), locations(s) and the presence of any witnesses.

• The effect of the incident(s) on the complainant’s ability to perform his or her job.
• The names of other individuals who might have been subject to the same or similar conduct.
• What, if any, steps the complainant has taken to try to stop the conduct.
• Any other information the complainant believes to be relevant to the complaint.

Upon receiving a complaint or being advised by a supervisor that a violation of this policy may be occurring, an investigation will be initiated to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred. If necessary, the complainant and the respondent may be separated during the course of the investigation, either through a reassignment of schedule, location or administrative leave. During the investigation, the investigator will interview the complainant, the accused and any witnesses to determine whether the alleged conduct occurred. If it is determined that a violation of this policy has occurred, the investigator will recommend appropriate disciplinary action. The appropriate action will depend on the following factors:

• The severity, frequency and pervasiveness of the conduct;
• Prior complaints made against the respondent;

The quality of the evidence (e.g., firsthand knowledge, credible corroboration).

If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the investigator may recommend appropriate preventive action. The Company will review the results of the investigation and decide what action, if any, will be taken. Once a final decision is made by the Company, a supervisor or the Company’s HR Department will meet with the complainant and the accused separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the accused will be informed of the nature of the discipline and how it will be executed. Every effort will be made to promptly investigate all allegations of discrimination and harassment in as confidential a manner as possible and to take appropriate corrective action if warranted. The confidentiality of all parties involved in a sexual harassment charge shall be strictly respected insofar as it does not interfere with any legal obligation to investigate. Employees with questions or concerns about any type of discrimination or harassment must immediately bring these issues to the attention of their supervisor, the Company’s HR Department, or the ProService Employee Service Center. Employees can raise concerns and make reports without fear of retaliation. Any complaint or concern will be treated with confidentiality to the extent possible and will only be shared with those with a “need to know.”

Harassment Reporting Protocol

Your assistance is essential to keep the workplace free from any form of harassment. If you feel that you are a victim of harassment (including but not limited to those previously mentioned) by any supervisor, manager, employee, customer or any other person in connection with your employment, you should bring this matter to the immediate attention of your supervisor, a member of management or the ProService HR Service Center. If speaking to your supervisor may be uncomfortable, you should contact the ProService HR Service Center and ask to speak with an HR Consultant. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. You are strongly urged to promptly report all complaints or concerns, so that rapid and constructive action can be taken. Every effort will be made to stop alleged harassment before it becomes severe or pervasive. The cooperation of employees is imperative. Every effort will be made to promptly investigate all allegations of harassment in as confidential a manner as possible and to take appropriate corrective action if warranted. The confidentiality of all parties involved in a sexual harassment charge shall be strictly respected insofar as it does not interfere with any legal obligation to investigate. Retaliation against an individual who reports or threatens to report harassment or discrimination or who cooperates with an investigation of a complaint is expressly prohibited. Retaliation can consist of threats, reprimands, negative evaluations, hazing, bullying tactics, and other types of adverse treatment by a manager or co-worker. Any employee who engages in retaliation prohibited by this policy shall be subject to appropriate disciplinary action, up to and including termination.

Prohibition against Retaliation

Retaliation against an individual who reports or threatens to report harassment or discrimination or who cooperates with an investigation of a complaint is expressly prohibited. Retaliation can consist of threats, reprimands, negative evaluations, hazing, bullying tactics, and other types of adverse treatment by a manager or co-worker. Any employee who engages in retaliation prohibited by this policy shall be subject to appropriate disciplinary action, up to and including termination.

Sinicestir Ice encourages employees to bring violations and suspected violations of law to its attention so that potential problems can be addressed and resolved. If you are aware of a violation or suspected violation of a law, rule, ordinance, regulation, or government contract in the workplace, you must immediately report the violation or suspected violation to your supervisor or the ProService HR Service Center. It is the Company’s policy to abide by laws protecting employees who engage in whistleblowing. Consistent with the Hawaii Whistleblowers’ Protection Act (“HWPA”), the Company prohibits retaliation against any employee who (1) reports or is about to report to the Company, or a public body, verbally or in writing, a violation or suspected violation of a law, rule, ordinance, or regulation, adopted pursuant to law of this State, a political subdivision of this State, or the United States; (2) reports or is about to report to the Company or a public body, verbally or in writing, a violation or suspected violation of a contract executed by this State, a political subdivision of this State, or the United States; and/or (3) is requested by a public body to participate in an investigation, hearing, or inquiry held by that public body, or a court action. However, an employee is not entitled to protection as a whistleblower if he or she knows that the report he/she made or is about to make is false. If you believe the HWPA has been violated, the law permits you to bring a civil action for appropriate injunctive relief, or actual damages, or both, within two years after the occurrence of the alleged violation. The HWPA also provides for civil fines, which are credited to the State’s general fund, for violations of the HWPA.

Whistleblowers Policy

An individual shall not be held criminally or civilly liable under Federal or State trade secret laws for the disclosure of a trade secret that is made in confidence to a Federal, State, or local government official or to an attorney solely for the purpose of reporting or investigating a suspected violation of law. An individual shall not be held criminally or civilly liable under Federal or State trade secret laws for the disclosure of a trade secret made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. An individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual files any document containing the trade secret under seal; and does not otherwise disclose the trade secret, except pursuant to court order.

Defend Trade Secrets Act

In accordance with the IRCA requirements, only those persons legally authorized to work in the United States may be employed. In accordance with the requirements of IRCA, all applicants who are hired must present valid original documentation showing that they are authorized to work in the United States as required by Form I-9. Anyone submitting false documentation or otherwise making any false or misleading statement or omission in connection with the application or hiring process shall not be hired, or if already hired, shall be subject to immediate termination of employment. Documentation must be submitted and verified within three (3) days of the first day of work for pay.

Immigration Reform and Control Act of 1986 (“IRCA”)

If you and Sinicestir Ice are unable to informally resolve a dispute or claim involving your employment, the dispute will be resolved through binding arbitration administered by the Dispute Prevention & Resolution, Inc. (DPR), or such other alternative dispute resolution service, administrative agency or organization as you, the Company, and if applicable, ProService, may agree, before a single arbitrator. To begin the arbitration process, you must provide the company written notice of your claim and desire to resolve this matter through arbitration. You must also provide DPR a copy of your written notice in accordance with its arbitration rules. If you have any questions about arbitration, please contact the ProService HR Service Center.

Dispute Resolution

The Company employs regular full-time or regular part-time employees. Regular full-time employee – Employees who have completed the three (3) month introductory period* of employment and who on average are regularly scheduled to work 40 hours or more per workweek are considered regular full-time employees and are eligible for Company benefits, including but not limited to paid time off (“PTO”) benefits, as well as statutory benefits if requirements are met. Regular part-time employee – Employees who have completed the three (3) month introductory period* of employment and who on average are regularly scheduled to work fewer than 40 hours per workweek, but at least 20 hours per workweek are considered regular part-time employees and are eligible for Company benefits, including but not limited to PTO benefits, as well as statutory benefits if requirements are met.

Employment Classification

Each employee is designated as either nonexempt or exempt from federal and state wage and hour laws depending upon their duties or wage level. Employees will fall into one of these two (2) classifications depending on various factors including job duties and wage level. Exempt employees are paid on a salary and/or commission basis and are not eligible for overtime pay. Such employees must meet certain job duties/responsibilities and salary level/basis tests to be eligible for exempt status. Employees that are classified as executive, administrative, professional and who otherwise meet the requirements of an exempt employee as defined by the Fair Labor Standards Act do not earn overtime pay. Employees must meet salary and duty requirements in order to qualify as exempt staff. Non-exempt employees are those hourly and salaried employees who are required to complete time records and who, by law, are eligible to earn overtime pay (1.5 times their regular straight time rate) for work performed in excess of 40 hours per workweek.

Exempt or Nonexempt Status

State wage and hour laws and the federal Fair Labor Standards Act (“FLSA”) establish the requirements for minimum wage and overtime pay. Based on job duties, responsibilities, and salary level/basis, employees are classified as either “exempt” or “nonexempt” from minimum wage and/or overtime pay requirements. For example, many administrative, professional, executive, and other highly-paid employees who are paid on a salary basis (i.e., paid not less than $684.00 per week on a salary basis effective January 1, 2020) are classified as exempt from minimum wage and overtime requirements. Being on a “salary basis” means an employee regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent basis. If you are not sure of your status, please see your supervisor. To qualify for the exemption, an employee must have certain “exempt” job duties as defined by the FLSA and be paid on a salary basis. If an employee is a salaried, exempt employee, the salary cannot be reduced because of variations in the quality or quantity of work and the employee will receive the full amount of salary in any workweek in which any work is performed, subject to the exceptions listed below. Deductions from a salaried, exempt employee’s pay are permissible under the following circumstances: If an employee is absent from work for one or more full days for a personal reason other than illness or disability. If an employee is absent from work because of an illness or disability, the deduction is permissible if it is made in accordance with a bona fide plan, policy, or practice of providing compensation for a salary lost due to illness or disability. To offset any amounts received as jury or witness fees, or as military pay. As penalties for significant infraction(s) of safety rules. Under these circumstances, either partial or full-day deductions may be made. For unpaid, disciplinary suspensions of one or more full days as a result of certain violations of the Company’s conduct rules. Such rules include our policies prohibiting sexual harassment, discrimination in the workplace, and workplace violence. Other rules that may apply can be found under “Rules of Conduct” in the policies section of this employee handbook. For weeks in which leave is taken under the Family and Medical Leave Act and/or the Hawaii Family Leave Law, regardless of whether the leave is taken in partial or full-day increments. During the first and/or last week(s) of employment with the Company, in proportion to the amount of time an employee is not actually working during those weeks. It is our policy to comply with the FLSA and applicable state laws. In all instances, Sinicestir Ice is committed to making a good faith effort to ensure that salaried, exempt employees are properly paid. If you are a salaried, exempt employee and believe that an improper deduction has been made from your salary, please contact your supervisor or the ProService HR Service Center immediately. Upon receipt of a complaint, an investigation will be conducted to determine whether the deduction was proper. If it is determined that an improper deduction was made, a prompt reimbursement will be issued for the improper deduction. The Company prohibits retaliation against any employee who has complained about an improper deduction, cooperated with the investigation of a complaint, or acted as a witness during the investigation of a complaint. Any employee who engages in retaliation prohibited by this policy will be subject to appropriate disciplinary action, up to and including termination.

Exempt Status Pay Practices

The first day of employment is considered the “hire date.” Prior to the first day of employment, you are required to complete the forms found in the Employment Packet including:

• Employment Form;
• Employee’s Withholding Exemption Certification (Form W-4 and HW-4);
• Employment Eligibility Verification (Form I-9) with proof of eligibility;

Employee Handbook Acknowledgement Form; and Other documents that may be required by law and/or the Company. Failure to provide these documents will delay the hire date. Until all required documents are provided to and verified by your employer, you are not covered by the administrative services or eligible for benefits received through ProService.

Hire Date

All newly hired employees are subject to a three (3) months (90-days) introductory period subject to extension at the discretion of the Company’s management. Your workplace supervisor will evaluate your performance throughout the introductory period. In addition, we encourage you to evaluate your own career development and to determine whether or not your workplace is a good environment for you. Your employment, both during and after the introductory period, is considered to be at-will. Successful completion of the introductory period does not guarantee continued employment with the Company or alter the at-will employment relationship in any way.

Introductory Period

Personnel files are the property of the Company and any information that is received by ProService is the property of ProService and access is restricted. Only authorized individuals who have a legitimate reason to review and/or receive information in a personnel file are allowed to do so. With reasonable advance notice, you may review your own personnel file with a ProService HR Service Center Specialist provided that you are covered by the administrative services of ProService. Contents cannot be removed, altered or photocopied and will remain the property of ProService. For benefits administration and emergency purposes, it is important that your personnel file reflects current information. It is your responsibility to notify the ProService HR Service Center of any change in your home address, phone number, marital status, names of dependents, the name and phone number of the person you wish us to contact in the event of an emergency, or any other necessary personal information.

Personnel Files

If your employment is terminated (involuntary separation), you will be paid your wages due in full at the time of discharge. However, there are conditions where discharge may occur at a time when immediate payment is not possible. Therefore, subject to ProService’s receipt of adequate information, payment will be administered on the next working day following discharge. If you decide to resign (voluntary separation), please provide at least two (2) weeks’ notice. This advance courtesy notice provides time to administer the payroll management of your paycheck. Employees who quit or resign without giving at least one (1) pay period notice of intention to quit will be paid wages due in full no later than the next regular pay day. You must return all property belonging to the Company at the time of resignation.

Employment Separation

Before leaving employment with Sinicestir Ice, please speak to any manager to schedule an exit interview. At the exit interview, you will be expected to return any Company items that were issued to you during the course of your employment. In addition, you are encouraged to share your ideas about what we are doing well and what we can improve.

Exit Interview

It is the Company policy that any terminated employees will not be permitted on Company premises for ninety (90) days from the date of separation, except to collect final pay.

Visiting Post Employment

You are required by law to report all cash and charge tips you earn (minus any tip-outs, if applicable). You must declare your tip earnings on a daily basis. Your declared tips will be taxed through your paycheck. The taxes that you pay on these tips generally come from your hourly rate of pay earnings. Should you not have enough earnings to cover the taxes (i.e., if you go into "arrears"), the taxes will be withheld from your next available paycheck. Please see your workplace supervisor for more information. Failure to report your tip earnings may result in IRS penalties, interest, and/or fees, and in certain circumstances, criminal culpability. With this in mind, we strongly recommend that you comply with the law and report all tip income. All reported income must be entered into the POS system on a per shift basis. Please refer to the Tip Out System in Sinicestir Ice Intro Manual for more information about Sinicestir Ice tip policy and procedure.

Reporting Tips

Alahula Pu’uloa, he alahele Na Kalahupahau. Everywhere in Pu’uloa is the trail of Ka’ahupahau. Said of a person who is constantly looking, peering, or seeing all, or of a person who is familiar with every nook and corner of a place. Ka’ahupahau is the shark goddess of Pu’uloa (Pearl Harbor) who guarded the people from being attacked by sharks. She moved about, constantly watching. COMPENSATION Employees are paid on bi-weekly schedule with paychecks distributed every other Friday. When a bank holiday falls on a pay day, pay checks will be distributed the business day prior.

Pay Schedule

Your work schedule will be determined by your workplace supervisor. You will be responsible to keep an accurate record of your hours worked via our POS computer system. You are required to clock in on POS at the beginning of your shift and to clock out at the end of your shift. If you anticipate the need to work more than your regularly scheduled hours, you must have prior approval from your supervisor. In addition, all hourly employees are expected to report to management at the beginning of their shift, in full uniform and with their clock-in receipt, and must be at their scheduled station at their scheduled in-time. If you are unable to clock in or out for any reason, forget to clock in or out, or if you need any corrections made to the POS system, please notify the Manager on Duty and he/she will adjust your time record as may be needed. Under no circumstances should you clock in or out for another employee. Do not allow other employees to use your POS identification number or card. Unauthorized alteration of any time record, or the misrepresentation of hours worked, is strictly prohibited and may result in immediate disciplinary action, up to and including termination.

Time Keeping

In accordance with federal and state wage and hour regulations, overtime compensation is paid to eligible nonexempt employees at one and one-half (1 ½) times their regular hourly rate for actual hours worked in excess of forty (40) hours in a standard workweek. ProService’s standard workweek consists of the seven consecutive days from 12:01 am Sunday through 12:00 midnight Saturday. Time for holidays, vacation, sick, or any other paid leave (if applicable) will be omitted in computing overtime. Please refer to Overtime policy in the Sinicestir Ice Intro Manual for more information.

Overtime

The following deductions are made from your gross earnings each pay period: Federal and state income taxes Social security/Medicare taxes In addition, you may elect for ProService to make deductions for voluntary benefits such as supplemental insurance, the employee portion of health insurance premiums and retirement savings plans. For further information, please contact the Company’s management or the ProService HR Service Center regarding available voluntary benefits. All other deductions from your paycheck, except for court-ordered garnishments, must be authorized in writing by you and received by ProService.

Deductions

Your employer and ProService take all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in your amount of pay, you should promptly bring the discrepancy to the attention of your supervisor so that corrections can be made as quickly as possible.

Errors in Pay

Sinicestir Ice offers the benefit of direct deposit to your checking account, savings account, or a combination of both. If you are interested in this benefit, please contact your supervisor or the ProService HR Service Center for applicable forms. It normally takes 30 days for the paperwork to be processed by your bank before your direct deposit takes effect. Until that time, you will receive a regular paycheck.

Direct Deposit

Your workplace supervisor is continuously evaluating your job performance. Day-to-day interactions between you and your supervisor should give you a sense of how your work performance is perceived. However, your supervisor will generally conduct a formal performance evaluation annually around your anniversary date or as needed. This evaluation is intended to strengthen our open line of communication and give you an honest assessment of your performance. Before your formal review, you will be given the opportunity to complete a structured self-evaluation to express how you view your performance of the last year. We can’t grow if we don’t know!

Performance Evaluation

Sinicestir Ice is committed to promoting from within whenever possible. In order to maintain our

• level of service, the most qualified individual for a position, rather than the most senior individual,
• will be considered for a transfer or advancement when a position becomes available. However,

Sinicestir Ice reserves the right to recruit from the outside whenever it deems necessary for operational and staffing needs.

Promotions & Transfers

EMPLOYEE BENEFITS This section of the Employee Handbook is meant to provide general benefits information on the comprehensive benefits offered. For complete information on mandated as well as voluntary benefits, please refer to your Employee Welcome Packet or contact the ProService HR Service Center. Health care benefits are provided in accordance with the Hawaii Pre-Paid Health Care Act. Employees are eligible for health care benefits on the first day of the month following the month in which they worked 20 or more hours for 4 consecutive weeks. Furthermore, in order to qualify, an employee must receive a salary or hourly wage to be eligible. Employees are be required to pay up to one-half of the premium for employee coverage provided that the cost does not exceed 1.5% of their gross monthly wages. Employees may also be required to pay for the additional cost of optional dependent coverage. You must continue to work the minimum required hours per week to maintain your monthly health coverage. In the event that your hours fall below that which is required and you no longer qualify for health insurance through the Company, you may be eligible to continue that coverage, at your own expense, through the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) (see the COBRA policy in this handbook). Contact the ProService HR Service Center for more information. Upon separation of employment, health care benefits are active until the end of the month of separation.

Health Care Benefits

The Pre-Paid Health Care Act requires that all payments be prepaid one month prior to the month of coverage. For example, deductions made in January pay for coverage in February. Therefore, please note that your very first payment will be twice as much because you will be paying for the current month as well as the upcoming month.

Premiums

‘A’ohe pau ka ‘ike i ka halau ho’okahi All knowledge is not taught in the same school

Dependents must be added upon initial enrollment or during ProService’s open enrollment period. For enrollment purposes, legal proof of relationship may be required. No additions or changes can be made to your medical insurance outside of open enrollment and/or initial enrollment without a “qualifying event.” Qualifying Events are defined as: Involuntary loss of other medical insurance Birth of a child Marriage or divorce Adoption Court-ordered dependent coverage In the event that ProService does not receive the required legal documents and enrollment within 30 days of the qualifying event or the employee fails to fulfill the prepayment of the premium obligation, dependent coverage will be denied.

Dependent Coverage

Employees are required to maintain 20 hours per week to be eligible for company provided medical benefits. If you fall below this minimum, you have the opportunity to maintain health benefits through COBRA. Employees are responsible for the entire premium plus 2%.

Maintaining Eligibility for Medical Coverage

If your employer has typically employed 20 more employees during the past year, you and your dependents may have the right to pay for continuation of health care coverage under COBRA upon the occurrence of a qualifying event, which would otherwise cause you to lose group medical insurance coverage. COBRA may also be available to other members of your family who are covered under the plan when they would otherwise lose their group health coverage. The employee and/or dependents shall pay the full cost of the monthly premium plus a 2% administrative fee. Qualifying events for you include: Hours of employment are reduced or employment ends for any reason other than your gross misconduct Qualifying events for your spouse/dependent child: Spouse and/or parent dies Spouse and/or parent’s hours of employment are reduced or employment ends for any reason other than gross misconduct by spouse/parent Spouse and/or parent becomes eligible for Medicare benefits Divorce or legal separation from spouse Child stops being eligible for coverage under the plan as a “dependent child” COBRA information is automatically mailed to employees and qualifying family members when the plan administrator has been notified of a qualifying event.

COBRA

In accordance with Section 125 of the Internal Revenue Code, you may pay for your selected benefits with pre-tax dollars, which in most cases would reduce your income taxes. Examples of qualified benefits are medical, cancer, group term life and accident plans. (See illustration below Example of Section 125 tax savings) What is meant by pre-tax benefits? The employee cost of qualified benefits is paid from your salary before your taxes (FICA, federal and in most cases state taxes) are calculated, usually resulting in reduced income taxes. What taxes are exempt under Section 125? Federal, state and FICA. Since my taxes are reduced under Section 125, will I lose any Social Security Benefits? There could possibly be a slight reduction in Social Security Benefits due to the pre-tax election of qualified benefits allowed.

Section 125

Form HC-5 is required to be completed and submitted to ProService by all employees who choose to waive health insurance and who work at least 20 hours per workweek, for 4 consecutive weeks. This form must be renewed every year.

Form HC-5

Got Insurance? If you have insurance through other means and choose to waive your health care through Club Rehab, we will provide you with a monthly stipend. This stipend remains in place for as long as coverage is waived and you continue to meet health care enrollment eligibility.

Medical Benefits / HC-5 Waiver Stipend

Let’s say Joe earns $2,000 per month before taxes and elects family medical coverage. The total cost of the family premium is $400 per month. The employer pays $100 for Joe’s medical coverage and he pays the remaining $300 per month. By deducting the $300 per month before taxes, Joe’s taxable wages are reduced and, in this example, he ends up with an additional $1,074.48 of take home pay over the course of one year. Gross Monthly Salary: $2,000.00 | Marital Status: Married Example of Section 125 tax savings: THIS IS FOR ILLUSTRATIVE PURPOSES ONLY Monthly Salary Salary Deductions Health Insurance Taxable Income Payroll Taxes Federal Withholdings Hawaii State Withholdings Medicare Social Security Total Taxes: Pay After Taxes Expenses After Taxes Health Insurance Actual Spendable Income $2,000.00 $2,000.00 $184.38 $105.42 $29.00 $124.00 $442.80 $1557.20 $300 $1,257.20 $2,000.00 $300.00 $1,700.00 $139.38 $83.82 $24.66 $105.40 $353.26 $1,346.74 $1,346.74 WITHOUT SECTION 125 WITH SECTION 125 Annual Increase in Take Home Pay: $1,074.48

Additional employee-selected benefits are available to eligible employees. In most cases, these supplemental benefits allow employees to pay premiums with pre-tax dollars and choose the coverage that meets their individual needs. Voluntary benefits will vary based on selections made by your employer. For additional information regarding availability, please contact your supervisor, the ProService HR Service Center, or refer to your Employee Welcome Packet.

Voluntary Benefits

The State of Hawaii has workers’ compensation laws to provide benefits to employees for lost wages and medical bills resulting from a work related injury or illness. While workers’ compensation covers employees’ lost wages, wages are typically at a lower pay scale than what you earn by working. Workers’ compensation coverage is provided to all employees. If an employee is injured on the job, ProService will promptly administer the claim. You must report any injury or illness immediately to your Supervisor and ProService at (888) 892-8878. We will thoroughly investigate all incidents in an attempt to ensure that such incidents do not reoccur. Additionally, all claims will be investigated and fraudulent claims will be fought with all available resources. All employees may be required to submit an immediate post-accident drug/alcohol test for all work related accidents even if the claim is later withdrawn. Failure to submit to or cooperate with a drug/ alcohol test, or tampering or adulterating a specimen is a substance abuse policy violation that will result in termination of employment. Qualification for workers’ compensation benefits is determined by the state. Employee responsibilities are to keep appointments, follow all doctors’ instructions on and off the job, maintain good communication with your supervisor, and to fully cooperate with all instructions you are given. The Company is committed to getting you back to work as quickly as possible. Where possible, ProService will seek to help identify modified work duties, so that you can return to the workforce in a short period of time. In addition, the Company and ProService are committed to working with your physician to accommodate your return to work.

Workers’ Compensation

If you become disabled due to a non-work related illness or injury, including pregnancy, you may be entitled to Temporary Disability Insurance (TDI) benefits. Specific eligibility requirements are set by the state of Hawaii and include a minimum of fourteen weeks of employment in Hawaii during each of which the employee was paid for 20 hours or more and earned not less than $400 in the 52 weeks preceding the first day of disability. The fourteen weeks need not be consecutive nor with only one employer. The employee must also be in current employment to be eligible. If you are eligible, TDI will pay benefits at the rate of 58% of your average weekly earnings up to a maximum beginning with the eighth calendar day of disability. This maximum amount is predetermined annually by the state department of labor. Benefits are paid for a maximum of 26 weeks in any benefit year. TDI benefits are intended to partially replace the wages lost. TDI, however, does not include medical care. It is your responsibility to apply for these benefits and to notify your supervisor if you require time off.

Temporary Disability Insurance

General Eligibility

Employers with over 50 employees are required to adhere to the federal Family and Medical Leave Act (“FMLA”), which entitles covered employees to take up to twelve weeks of unpaid leave in a twelve month period for certain family and medical reasons described below. Further, under the FMLA, covered employees are entitled to a maximum of 26 weeks of unpaid leave in certain instances to care for a family member or next of kin who is a member of the Armed Services during a twelve month period. In this case, the employee’s total amount of FMLA leave for any purpose may not exceed 26 weeks per single twelve month period. Employers with over 100 employees are mandated to comply with the state Hawaii Family Leave Law (“HFLL”), which entitles covered employees to take up to four weeks of unpaid leave during a calendar year period for certain family reasons described below.

HFLL Eligibility - Employees with at Least Six Months of Service

Under the HFLL, employees who have completed six (6) consecutive months of employment with the Company are eligible to take up to four weeks of family leave in each calendar year for any of the following reasons: For the birth of and to care for an employee’s newborn child; For the placement of a child with an employee for adoption or foster care; or

• For the care of an employee’s child (biological, step, adopted, foster, or in loco parentis), spouse, civil union partner,
• reciprocal beneficiary, parent (biological, step, adopted, foster, or in loco parentis), parent-in-law, legal guardian,

grandparent, or grandparent-in-law a with a serious health condition. As noted above, leave under the HFLL can only be taken for the birth of a child, placement of a child for adoption/foster care, or to care for a family member with a serious health condition; HFLL cannot be taken for your own serious health condition. A leave that qualifies under the HFLL may also qualify under the federal FMLA, in which case the HFLL leave will run concurrently with the FMLA leave. See discussion below.

Family and Medical Leave Act (FMLA) and Hawaii Family Leave Law (HFLL)

FMLA Eligibility - Employees with at Least Twelve Months of Service In accordance with the FMLA, employees who have completed twelve (12) months of employment with the Company, have worked at least 1,250 hours during such twelve month period, and work at a site having at least 50 employees within a 75 mile radius are entitled to a maximum of twelve unpaid, job protected weeks of family leave in any rolling twelve month period for one or more of the following reasons:

• Because of the employee’s incapacity due to pregnancy, prenatal medical care, or child birth;
• For the birth of and to care for an employee’s newborn child;
• For the placement of a child with an employee for adoption or foster care;
• To care for the employee’s child, spouse, or parent who has a serious health condition;
• Because of the serious health condition that makes the employee unable to perform the functions of his/her job;

To take Military Family Leave because of a qualifying exigency or to care for a covered service member, as described below. FMLA leave can be taken continuously; under certain circumstances, intermittently or on a reduced schedule when medically necessary; or for qualifying exigencies. Leave taken for the birth of a child, under either the HFLL or FMLA must be taken and completed within the twelve month period after the child’s birth.

Definition of “Serious Health Condition”

IA serious health condition is an illness, injury, impairment, or physical/mental condition that involves either (1) an overnight stay in a medical care facility; or (2) continuing treatment by a health care provider that either prevents the employee from performing the functions of the employee’s job, or prevents the qualifying family member from participating in school or other daily activities. Subject to certain conditions, the “continuing treatment” requirement may be met by a period of incapacity of more than three consecutive, full calendar days, combined with (a) at least two visits to a health care provider; or (b) one visit to a health care provider with a regimen of continuing treatment.

Substitution of Paid Leave

The twelve (12) weeks of FMLA leave and the four (4) weeks of HFLL leave are unpaid. FMLA - If an employee’s leave is due to his or her own serious health condition under the FMLA, the

• employee will be required to substitute and exhaust all applicable and accumulated paid leave,
• including but not limited to vacation, sick leave, paid time off, temporary disability insurance leave,

or workers’ compensation leave, as part of and in conjunction with the twelve weeks of FMLA leave taken under this policy. If the employee’s serious health condition also qualifies the employee to receive temporary disability insurance or workers’ compensation benefits, the employee may choose to use accrued paid leave benefits, if any, to supplement his or her applicable disability benefits. If an employee’s leave is due to any other FMLA qualifying reason under this policy, the employee will be required to substitute and exhaust all applicable and accumulated paid leave, if any is provided, as part of and in conjunction with the twelve weeks of FMLA leave taken under this policy. HFLL - If an employee takes family and medical leave under the HFLL to care for a covered family member or for the birth or adoption of a child, the employee will not be required by the Company to use any paid leave during the first four (4) weeks of leave covered by the HFLL. However, if the employee’s leave extends beyond the HFLL’s four (4) week leave allowance and is also covered by the FMLA, the employee will be required thereafter to exhaust his or her applicable and available paid leave benefits during the remaining period of FMLA leave. Employees taking leave which is covered under the HFLL may use up to ten (10) days of accrued and available paid sick leave during the four weeks of HFLL leave unless a collective bargaining agreement expressly provides for the use of more than ten days of sick leave for family leave purposes. The substitution and exhaustion of paid leave (if any is provided) for FMLA/HFLL leave does not extend the maximum allowable leave period beyond the four or twelve weeks described above.

Concurrent Leaves

Leaves that are allowed under FMLA and HFLL will be accrued and counted towards the employee’s Family and Medical leave entitlements under both laws simultaneously. Any paid or unpaid leave (e.g.., workers’ compensation, temporary disability insurance, sick leave, vacation, personal leave, or maternity leave) taken which qualifies as leave under the FMLA or HFLL will be counted towards the appropriate leave authorized each twelve month period, provided that the Company properly designates such absences as FMLA/HFLL leave. Any available FMLA, HFLL and/or paid and unpaid leave, as applicable, will run concurrently with pregnancy leave.

Both Spouses Employed by Company

HFLL - If you and your spouse are both employed by the Company and are eligible for HFLL leave, each of you may take up to four (4) weeks of leave per twelve (12) month period for the birth of a child, for adoption of a child, or to care for a parent with a serious health condition. FMLA - If you and your spouse are also eligible for FMLA leave, you and your spouse are entitled to a combined total of twelve (12) weeks of leave (rather than twelve weeks each) for the birth or adoption of a child, for the placement of a child with the employee for foster care, or to care for a child or parent with a serious health condition; provided that each spouse is entitled to a minimum of four (4) weeks of leave under those circumstances. If you and your spouse are eligible for FMLA leave and each of you wish to take leave to care for a military service member, you and your spouse may take a combined total of up to twenty-six (26) weeks of FMLA leave during the applicable “single twelve (12) month period.”

Intermittent and Reduced Schedule Leave (FMLA and HFLL)

Leave may be taken on an intermittent (in separate blocks of time) or on a reduced leave schedule (by reducing the usual number of work hours per workweek or workday) for the following reasons:

• Due to the employee’s own serious health condition;
• To care for a family member with a serious health condition, or for an ill or injured covered service member;

Due to a “qualifying exigency” related to a family member’s active duty or call to active duty status as defined below; or During the first four weeks of leave taken for the birth or adoption of a child (see clarification below). If the leave qualifies for HFLL and is being used concurrently with leave and additional leave taken for that purpose under the FMLA, leave for the birth or adoption of a child may only be taken intermittently or on a reduced schedule basis during the first four (4) weeks under the HFLL, unless medically necessary for a serious health condition of the employee or their spouse, child, or parent. Intermittent or reduced schedule leave upon the birth, placement for foster care or adoption of a child is not permitted without the Company’s agreement if the leave is solely covered by the FMLA, unless the child has a serious health condition for which intermittent or reduced schedule leave is medically necessary. In addition, if an employee chooses to take intermittent leave or reduced schedule leave for the birth or adoption of a child, the employee is limited to the four weeks of leave provided under the HFLL, and is not eligible for additional leave under the FMLA for the birth or adoption of a child during the applicable twelve month period. In other words, if the employee wishes to take more than four weeks of leave for the birth or adoption of a child, the employee must take the entire leave in a single block of time, and not intermittently. Intermittent or reduced schedule leave upon the birth, placement for foster care or adoption of a child is not permitted beyond the first four weeks of leave in any calendar year unless advance written approval is obtained from the Company. When an employee takes intermittent or reduced schedule leave which is foreseeable based on planned medical treatments, the Company may request (in the case of HFLL leave) or may require (in the case of FMLA leave) the employee to transfer temporarily to an alternative position, with equivalent pay and benefits, which better accommodates the intermittent or reduced schedule leave. In addition, when an employee takes intermittent or reduced schedule leave for planned medical treatments, the employee should discuss the timing of the leave with his or her supervisor and make reasonable efforts to schedule treatments so as not to unduly disrupt the Company’s operations.

Employee Notice of Leave Responsibility (FMLA and HFLL)

When the need for FMLA leave is foreseeable (for example, the birth or adoption of a child, or planned medical treatment), the employee must provide at least 30 days or more advance notice and make efforts to schedule leave so as not to disrupt workplace operations. The employee must complete the Request for Family and Medical Leave form, which can be obtained from your supervisor or the ProService HR Service Center. In cases of illness, the employee will be required to report periodically on his or her leave status and intention to return to work. If the need for FMLA is unforeseeable, advance notice is not required, but the employee must notify the Company of his or her need to take leave within two business days of learning of the need for leave. In emergency situations, the employee should submit the required Request for FMLA form and the Medical Certification form as soon as possible. An employee’s failure to provide notice of his or her need for FMLA leave may be grounds to deny the leave until reasonable notice has been given.

Required Medical Certification (FMLA and HFLL)

If Family and Medical Leave is requested because of your own serious health condition, or because of the serious health condition of your spouse, child, or parent, you must provide the Company with appropriate medical certification completed by a health care provider. Medical Certification forms can be obtained from your supervisor or the ProService HR Service Center. The certification must be returned to your supervisor at least fifteen (15) calendar days after your request for leave. Failure to provide appropriate medical certification in a timely manner may result in denial of leave until it is provided. If there is reason to doubt the validity of a medical certification, the Company may require the employee to be examined by a second health care provider at the Company’s expense. If the second opinion conflicts with the original medical certification, then the Company may require a third, mutually agreeable health care provider to conduct an examination (at the Company’s expense) and provide a final and binding option. The Company may also require subsequent medical recertification every 30 days. For leave due to the birth of a child, the placement of a child for adoption or foster care, or for a “qualifying exigency” under the FMLA Military Family Leave, the Company may require certification issued by a health care provider, the family court, or an appropriate agency or adoption service. Company management will notify you of the required certification. Failure to provide appropriate certification in a timely manner may result in denial of leave until it is provided, and an unreasonable failure to provide timely or appropriate certification may result in the leave being treated as an unexcused absence. Further, as a condition of returning to work, the Company will require an employee who took leave for his or her own serious health condition to obtain and present certification from the employee’s health care provider that the employee is able to perform the essential functions of the position held. An employee who fails to provide the required return- to-work certification will not be allowed to resume work until the certification is provided. Medical or other certification is required to grant a leave request and approval to return to work, if applicable.

Employer Responsibilities (FMLA and HFLL)

The Company will inform employees requesting leave whether they are eligible under the HFLL or FMLA. If you are eligible for FMLA leave, you will be provided with an eligibility notice specifying any additional information required by the Company, as well as a description of your rights and responsibilities while on leave. If you are not eligible for FMLA leave, you will be given a reason for ineligibility. We will inform you if leave will be designated as FMLA/HFLL-protected, and if the leave is so designated, the amount of leave counted against your leave entitlement. You will also be notified if your leave is not FMLA/HFLL-protected.

FMLA Military Family Leave

FMLA “Qualifying Exigency” Military Leave

This benefit provides twelve weeks of FMLA leave to eligible employees with a spouse, son, daughter, or parent who is on “covered active duty” or called to “covered active duty” status in the Armed Forces, National Guard, or Reserves, to address “qualifying exigencies” arising out of the military member’s active duty or call to active duty. “Covered active duty” means (A) in the case of a member of a regular component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (B) in the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty under a provision of law referred to in 10 U.S.C. § 101(a)(13)(B). The “qualifying exigencies” for which leave may be taken include the following: Short-notice deployment of the military family member, i.e., deployment on seven or fewer days notice (maximum seven days of leave); Attending certain military events and related activities, e.g., official ceremonies, programs, or events sponsored by

• the military; or family support or assistance programs and informational briefings;
• Certain childcare and school activities arising from the covered active duty or call to covered active duty, e.g.,

arranging for alternative childcare, providing childcare on an urgent (as opposed to routine, regular, or everyday) basis when the need to provide such care arises from the covered active duty or call to covered active duty status of the military member; Addressing certain financial and legal arrangements caused by the military family member’s active duty or call to

• active duty status;
• Attending certain counseling sessions;

Spending time with the military family member who is on short-term rest and recuperation leave (maximum fifteen calendar days per instance); Attending certain post-deployment activities for a period of up to 90 days after termination of the military family member’s active duty status, e.g., attending arrival ceremonies, reintegration briefings, etc.; and Certain parental care activities when the military member’s parent is incapable of self-care where those activities arise from the military member’s deployment or impending deployment, e.g., arranging for alternate care for the parent; Additional activities arising out of the active duty or call to active duty, as agreed upon by the employee and employer.

FMLA Military Caregiver Leave

As an expansion of the FMLA, this leave allows an eligible employee who is a spouse, son, daughter, parent, or next of kin of a current servicemember with a serious injury or illness incurred in the line of duty on active duty to take up to 26 weeks of unpaid FMLA leave during a single twelve month period to care for the covered servicemember. “Covered” illnesses or injuries are defined to include an illness or injury that existed before the service member went on active duty which was aggravated by service in the line of duty or a serious injury or illness received in the line of duty. “Covered service member” means: (A) a member of the Armed Forces (including a member of the National Guard or Reserves), who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or (B) a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of five years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy. As stated above, a veteran is considered to be “covered” if he/she was a member of the Armed Forces at any time within the five (5) year period prior to the date that he/she undergoes medical treatment and the serious illness or injury may manifest itself before or after the service member has become a veteran. Recovering includes undergoing medical treatment, recuperation, or therapy for a serious injury or illness. To be eligible for this leave, you must have worked for at least twelve months and worked at least 1,250 hours within the past twelve months.

Health Insurance and Other Benefits (FMLA and HFLL)

The law requires employers to maintain health insurance coverage for an employee on FMLA leave whenever insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. In order to continue health care benefits during family and medical leave, employees must continue to pay their portion of the monthly premium. Please contact your supervisor to make arrangements before taking leave.

Returning to Work (FMLA and HFLL)

Upon return from family and medical leave, an employee must be restored to his/her original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. An employee’s use of leave cannot result in the loss of any employment benefits that the employee earned or was entitled to before using family and medical leave, nor be counted against the employee under a “no fault” attendance policy. Under FMLA, an exception to this rule falls under specified and limited circumstances where restoration to employment will cause substantial and grievous economic injury to the employer’s operations when the employee receiving FMLA leave is categorized as a “key” employee. An employee is a “key employee” if he or she is a salaried employee who is among the highest paid 10% of all employees. The Company will notify the employee if he or she is a key employee. If the Company intends to assert its rights to deny restoration to a key employee, the Company will notify the key employee accordingly. The ProService HR Service Center is available to answer questions regarding “key employee” status and qualifications. When practicable, the employee is requested to contact his or her supervisor or manager at least two weeks prior to the expiration of the leave to indicate intent to return to work.

Notice of FMLA Rights

The FMLA makes it unlawful for an employer to interfere with, restrain, or deny the exercise of any right protected under the FMLA. It is also unlawful to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA, or for involvement in any proceeding under or relating to the FMLA. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit to enforce FMLA rights. In addition, the FMLA does not affect any federal or state law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement providing greater family or medical leave rights. If you have any questions about this family and medical leave policy, please contact your supervisor or the ProService HR Service Center. For additional information about family and medical leave of absence, please contact the U.S. Department of Labor. U.S. Department of Labor Employment Standards Administration Wage and Hour Division 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov

Non-Discrimination

Sinicestir Ice will not discriminate against employees or applicants for requesting or taking FMLA or HFLL leave. The Company will not interfere with, restrain, or deny employees’ exercise of or attempts to exercise any rights provided by the FMLA or HFLL.

FMLA vs HFLL

FEATURE Federal Law Applies to employers with 50 or more employees within 75 miles Must have worked for at least 12 months and 1,250 hours in the prior 12 months Child, spouse, parent Employee must be restored to the same or equivalent position Unpaid (but may use accrued paid leave concurrently) If both apply, leave runs concurrently (not added together) U.S. Department of Labor (DOL) Both employees received a combined total of 12 weeks of leave and up to 26 weeks leave to care for a military service member Employer must maintain health benefits under the same terms Up to 12 weeks of unpaid leave in a 12 month period Birth/adoption/foster placement of a child Care for a spouse, child, or parent with a serious health condition Employee’s own serious health condition Certain military-related exigencies Applies to employers with 100 or more employees Must have worked for at least 6 consecutive months, regardless of hours worked Child, spouse, parent, reciprocal beneficiary, and in some cases in-laws Employee must be restored to the same or equivalent position Unpaid (but employer policies or state programs may allow use of paid leave concurrently) Runs concurrently with FMLA if employee is eligible for both Hawaii Department of Labor and Industrial Relations (DLIR) Both employees each receive up to 4 weeks leave per 12 month period Not required Up to 4 weeks of unpaid leave per calendar year Birth or adoption of a child Care for a child, spouse, parent, or reciprocal beneficiary with a serious health condition Jurisdiction Coverage Employee Eligibility Covered Family Members Job Protection Paid vs. Unpaid Coordination with FMLA Enforcement Agency If Both Spouses are Employed by the Company Health Insurance Continuation Leave Duration Reasons for Leave State law (Hawaii only) FMLA (Family and Medical Leave Act) (Hawaii Family Leave Law) HFLL

An employee who is a member of the United States Army, Navy, Air Force, Marines, Coast Guard, National Guard, or Public Health Service will be granted an unpaid leave of absence for military service, training, or related obligations in accordance with applicable law. Employees on military leave may substitute their accrued paid leave time for unpaid leave, if applicable. At the conclusion of the leave, upon the satisfaction of certain conditions, an employee generally has a right to return to the same position held prior to the leave or to a position with like status and pay that the employee is qualified to perform. During a military leave of less than 31 days, an employee is entitled to continued health plan coverage under the same conditions as if the employee had continued to work. For military leave of more than 30 days, an employee may elect to continue health plan coverage for up to 24 months of uniformed service, but must pay 102% of the full premium for continuation of coverage (similar to COBRA).

Military Leave

Under the Hawaii Administrative Rules section 12-46-108, female employees working in the state of Hawaii are eligible for pregnancy leave if the employee’s physician determines that the employee is unable to perform the duties of her position due to pregnancy, childbirth, or related medical conditions for a reasonable period of time. The employee’s physician determines the “reasonable period of time.” Prior to onset of the leave, the employee must submit a physician’s certificate estimating the length of the leave and the estimated commencement and termination dates of the leave. Prior to returning from leave, the Company may request the employee to submit a physician’s certificate approving her return to work. Upon timely return to work, the employee will be reinstated to her original job or to a position of comparable status and pay, without loss of accumulated service credits and privileges.

Hawaii Pregnancy Leave

Following completion of military service, safe transportation home, and an 8-hour period, you must report to work at the beginning of the next regularly scheduled work period. Call your supervisor for your work schedule. You must submit an application for re-employment generally within 14 days of the completion of military service, or as soon as feasible. You must submit an application for re-employment generally within 90 days of the completion of military service, or as soon as feasible. 30 days or fewer Length of Military Leave Return-to-Work Requirements 31 days to 180 days 181 days or more

Employees with at least six (6) consecutive months of employment with Sinicestir Ice may qualify for up to thirty (30) days of unpaid leave per calendar year if the employee or the employee’s minor child is a victim of domestic or sexual violence. Leave may be used for the following specific purposes: Seek medical attention for the employee or the employee’s minor child to recover from the physical or

• psychological injury or disability caused by domestic or sexual violence;
• Obtain services from a victim services organization;
• Obtain psychological or other counseling;

Temporarily or permanently relocate; or Take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic or sexual violence, or other actions to enhance the physical, psychological, or economic health or safety of the employee or the employee’s minor child or to enhance the safety of those who associate with or work with the employee. An employee seeking victims leave must provide the Company with “reasonable notice” of the intention to take the leave. Advance notice is not required where such notice is not practicable because of imminent danger to the employee or the employee’s minor child. If an employee seeks victims leave for medical attention, the Company may require certification from a health care provider of the number of days necessary and the estimated commencement and termination dates of the leave requested. For leave due to non-medical reasons, the Company requires certification of the need for the leave. For leave of less than five calendar days, the Company requires the employee to provide a signed statement within a reasonable period attesting to the fact that the employee or the minor child is a victim of domestic or sexual violence and the leave is for one of the enumerated purposes. For leave extending to five days or more, the Company requires certification by one of the following methods: A signed statement from an employee, agent, or volunteer of a victim services organization, from the employee’s attorney or advocate, from a minor child’s attorney or advocate, or a medical or other professional from whom the employee or the employee’s child has sought assistance related to the domestic or sexual violence; or A police or court record related to the domestic or sexual violence. Upon return from victims leave, an employee shall return to his/her original job or to a position of comparable status and pay, without loss of accumulated service. Please contact your supervisor for more information.

Victim’s Protections

Paid time off (PTO) is available to qualifying employees (as described below) for absences from scheduled work for any reason, such as due to illness/injury, to attend to personal business, or to take a vacation. New hires are eligible to accrue PTO upon completion of six (6) months of employment. Employees who were hired prior to June 23, 2008, are eligible to accrue PTO from their date of hire. Once you are eligible, PTO will accrue at the rate of .0385 hours per hour worked, up to a maximum of eighty (80) hours per anniversary year. You must complete one (1) year of employment before being eligible to take any accrued PTO. *Please refer to the Sinicestir Ice Intro Manual for more information on requesting time off procedure and blackout dates.

Using PTO Due to Illness or Injury

If you use PTO due to illness or injury, you are expected to notify the Manager on Duty or Chef as soon as possible, preferably at least three (3) hours prior to your scheduled starting time. If you are unable to do so because of an unforeseen circumstance, you must contact one of them as soon as possible. In the event that you are unable to place the call yourself due to a serious medical emergency (i.e., hospitalization and/or incapacitation), please make every effort to have your medical care provider contact the Manager on Duty or Chef on your behalf. However, as soon as you are able, you must personally contact one of them. Please note that simply notifying a manager that you will be absent does not mean that your absence or tardiness is excused or counts as PTO. An absence or tardiness will be considered excused and eligible as paid time off only if you have obtained your manager’s approval. Managers may require a doctor’s note or other written verification for any absence. If you call out sick, a doctor’s note is required upon your return to work. If you are absent for an extended period of time, it is your responsibility to stay in communication with your manager for scheduling and coverage purposes. If you are absent due to illness or injury for more than two (2) consecutive days, the restaurant reserves the right to require a doctor’s certification releasing you back to work. Excessive absenteeism and/or abuse of PTO may result in disciplinary action, up to and including dismissal. You may wish to review other leave policies which may be applicable to your situation.

Paid Time Off (PTO)

Using PTO for Personal Business or Vacation

If you plan to use any PTO to attend to personal business, you must notify your workplace supervisor as soon as possible, preferably with at least two (2) weeks’ notice, prior to the time you would like to take off. PTO is intended to provide you an opportunity to “recharge” and Sinicestir Ice encourages you to take your accrued PTO. However, due to the nature of our business, there may be “black-out” dates during which PTO is not allowed for personal reasons. Your department manager reserves the right to approve or disapprove PTO requests as business needs dictate, whether during “black-out” dates or otherwise. *Subject to change.*

Treatment at End of Year and Upon Separation

Any unused PTO will be carried over to your next anniversary year. However, you may not accumulate more than eighty (80) hours at any one time. It is your responsibility to monitor your PTO hours to avoid forfeiture of hours due to reaching this maximum. You will not receive compensation for any unused PTO at the end of your anniversary year and/or upon separation of employment. Once the employee has given notice of intended separation, no longer will the employee be eligible to redeem his/her PTO hours.

Applying for the leave:

Requests for personal leaves of absence will be considered on an individual basis, taking into consideration the reason for and urgency of the request, ability of the business to provide coverage for the absence and the employee’s length of service and work record. Employees granted a personal leave of absence will not lose their employment anniversary date as a result of the leave. In special circumstances, Sinicestir Ice may grant an unpaid leave for a compelling personal reason, but never for seeking or taking employment elsewhere or going into business for yourself. Such unpaid personal leaves will be secondary to leaves mandated by federal or state laws or regulations. If the reason for the leave is covered under federal or state laws, leave will first be granted in accordance with such applicable statutes or regulations. Employees who have completed at least six (6) months of employment with Sinicestir Ice are eligible for up to thirty (30) days of unpaid personal leave per calendar year for reasons such as, but not limited to, family illnesses not covered by statutory leaves (including the illness of a domestic partner or the child of a domestic partner), education, marriage, involvement in legal matters, and settling family estates. In the case of disability due to pregnancy, childbirth, or related medical conditions, regardless of your length of employment, leave will granted for a reasonable period of time as determined by a physician. Sinicestir Ice may request a doctor’s certification regarding estimated duration of leave in such cases.

Personal Leave of Absence

Return to work:

As a condition of reinstatement, a doctor’s release will be required for an employee whose leave was for medical reasons, including for disability due to pregnancy or childbirth. Management will make an effort to provide an opportunity for employees to return to the same position or one of like status and pay, assuming that the employee returns to work on or before the specified date of expiration of the leave. Although reasonable efforts will be made to restore you to your original position or similar at the end of leave, reinstatement that is not protected by law is not guaranteed. If no position for which you are qualified is available, you will be placed on a preferential rehire list, to be called when a suitable position is open. For all types of leave, you should give the restaurant at least one (1) weeks’ notice of your ability to return to work. This is to ensure that your return to work is properly scheduled. Failure to return from a personal leave of absence on the specified return date will be considered a voluntary resignation and will also result in cancellation of all benefits not protected by law.

Cancellation/Continuation of Benefits:

Taking an unpaid leave of absence may affect your eligibility for the company-assisted portion of your medical insurance. If this is the case and unless otherwise required by law, you will be responsible for paying the total premiums for your coverage and that of your dependents. If you would like to continue your benefits during the leave period, arrangements can be made to continue coverage on a self-pay basis. If you choose not to pay your insurance premiums, your insurance coverage will be discontinued. Please consult with the General Manager regarding your responsibilities in this respect. All eligible employees are encouraged to register and vote in Primary, General, or Special Elections. Employees who are unable to vote before or after working hours may be given up to two (2) consecutive hours off for voting time. Voting polls are open from 7:00 a.m. to 6:00 p.m. Employees requiring this voting time must notify their supervisor at least one (1) week in advance. Proof of voting may be required from employees. If appropriate proof is not provided, the time off may be unpaid and/or unexcused.

Voting Time

Jury duty or duty as a summoned witness is an important civic obligation. In an effort to assist in meeting your civic duty, employees are entitled to time off without pay. In the event you receive a subpoena or jury summons, notify your supervisor immediately. The supervisor will then make appropriate arrangements to allow you the necessary time away from work. Employees will be excused for only the time required to serve on the jury or testify. Employees are expected to come to work on any day or part day that he/she is not scheduled to testify or serve on jury duty, as well as the next working day following the completion of your service. If you are dismissed from jury duty during your regularly scheduled working hours with four or more hours remaining on your workday, contact your supervisor and report for work as required. Upon your return to work, a statement of jury service or witness duty must be presented to the supervisor. The court will issue this document.

Court Duty

Attendance is tracked through the POS system. See Time Keeping in the Compensation & Pay section for the formal handbook policy on clocking in/out and time records.

• Arrive at least 10 minutes before your scheduled shift to clock in and prepare your station.
• Schedule changes require at least 48 hours notice. Contact your shift lead or manager to request changes.
• If you will be late or absent, notify your manager as soon as possible — at minimum 2 hours before your shift.
• No-call/no-show is considered a serious violation and may result in disciplinary action.
• Shift swaps must be pre-approved by a manager and documented in the scheduling system.
• Repeated tardiness (3+ instances in 30 days) will result in a written warning.

• Wear the official SinIceStir uniform shirt during all shifts. Shirts must be clean and in good condition.
• Closed-toe, non-slip shoes are required at all times for safety.
• Hair must be tied back and secured. Hair nets or hats are required when handling food.
• Minimal jewelry only — no dangling earrings, bracelets, or rings (except plain wedding bands).
• Nails must be short, clean, and free of nail polish when handling food (gloves must be worn).
• Name tags must be worn and visible at all times.

Company regulations The following Rules of Conduct have been adopted to ensure no misunderstanding on the part of employees as to what conduct is expected of them. They are also designed to create and maintain a safe environment in which everyone treats others with consideration and respect. These rules do not cover all circumstances considered unacceptable in the workplace. Additional rules may be added from time to time, and existing rules may be amended. This policy will not be interpreted to and is not intended to interfere or restrain in any manner with employee’s rights protected by the National Labor Relations Act (NLRA), such as the right of employees to discuss wages, benefits, and working conditions among themselves or with third parties, or the right to engage in concerted activities for the purpose of collective bargaining and/or other mutual aid and protection. Employees will not be disciplined when lawfully exercising their rights under the NLRA. Please contact your work site supervisor for additional information. Examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination, include but are not limited to the following: Violation of any policy, procedural guideline, or worksite rule/regulation. Must be able to get along with co-workers without exhibiting behavioral extremes. Dishonest acts or conduct. Must respond appropriately to constructive feedback from supervisor or manager. Theft or removal or possession of property belonging to the Company without authorization or permission. Falsification or omission of facts on time cards, employment applications or other records or reports. Unauthorized possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating their employer’s vehicles or equipment. Fighting, threatening either by words or actions, or committing any act of violence in the workplace. Smoking in prohibited areas. Neglect, carelessness or mischief which results in loss, damage or destruction of property or bodily injury. Insubordination, refusal to obey instructions, disregard of any order or directive to perform work as required or assigned, or willful slowdown or neglect of duty. Violation of safety or health rules. Failure to report accidents, breakage of or damage to equipment, or falsifying or refusing to give testimony when accidents are being investigated. Harassment of any kind. Failure to cooperate or providing false or misleading statements or testimony with a worksite investigation.

Rules of Conduct

Kikaha ka `iwa he la makani. When the `iwa bird soars on high, it is going to be windy.

Unauthorized changes in schedule or switches with other employees. Repeated tardiness, absenteeism or unexcused absences, failure to properly notify supervisor of absence. Conduct which violates common decency or morality, or could bring the Company into disrepute. Gambling in the workplace or during working hours. Possession of firearms or weapons of any kind in the workplace. Loitering on the workplace premises after working hours. Unauthorized posting of notices or other material on workplace bulletin boards or elsewhere on the workplace premises and/or removing the same without permission. Violation of the “no solicitation/distribution” policy. Discourtesy in any form or disrespect to customers or employees; use of vulgarity or failing to render the appropriate degree of service or courtesy to any customer or employee. Leaving worksite without proper authorization. Failure to report to work as scheduled or call with notification of absence in accordance with policy (no call, no show) Sleeping or giving the appearance of sleeping while on the job. For nonexempt employees, working overtime without proper prior approval or working off the clock. Inappropriate gestures, including visual staring that makes the recipient feel uncomfortable or intimidated. The use of logos or graphics that reflect any form of violent, discriminatory, abusive, offensive, demeaning, or otherwise unprofessional message. Threatening, intimidating, coercing, or interfering with the job performance of fellow employees or visitors. The use of racial slurs, derogatory comments, or insults directed at a fellow employee, customer, supervisor, or member of management while on work time if: (a) it interferes with work performance; (b) it interferes with harmonious interactions and relationships between the Company, its employees, customers, or suppliers; or (c) it violates the Company’s anti-harassment policy. Harassment of any kind to employees, customers, or facility visitors. Unauthorized changes in schedule or switches with other employees. Leaving the worksite without proper authorization, except in instances where the employee reasonably feels unsafe or subjected to threats or coercion. Engaging in any kind of illegal activity while on duty or on the Company’s property, or while off the job, which reflects detrimentally on the Company’s reputation. Recording telephone or other conversations with coworkers, managers, or third parties unless such audio or video recordings are approved in advance or legally protected activity. Note: The Company reserves the right to monitor performance of employees, including but not limited to telephone monitoring, computer use monitoring, etc. any of which may be conducted with or without notice to the extent allowed by law.

Rules of Conduct (Continued)

Sinicestir Ice truly believe that open, honest communication is a key component in a successful team environment. No manager should ever be too busy to listen to your ideas, concerns or problems. If you have ideas on improving our business, please speak up! We value initiative and we’re always interested in what you have to say. We also want you to share your concerns or problems without fear of reprisal. Our managers understand and accept the kuleana of nurturing a productive and enjoyable work environment and we know that effective listening is a key component in such an environment. In order to ensure full attention is given to your comments or concerns, it is suggested (but not required) that you make an appointment with management and/or team members with whom you wish to speak. This is considered a professional courtesy. In our spirit of open communication, we believe that should you have a work-related concern, the following process will aid you in achieving a resolution to the matter as soon as possible. √ First, talk to your manager (or a manager you feel most comfortable speaking with) and discuss your concerns or problem openly. Managers are expected to listen in an objective manner. The purpose of this meeting is to attempt to resolve the problem as quickly as possible. √ If you think your concerns have not been resolved after this meeting, take your concerns to the General Manager or Executive Chef. Please be sure that you come to the meeting with facts supporting your concerns and that you are speaking from experience and not hearsay. Employees who believe they are suffering repercussions due to the use of the Open Door Policy should go directly to the General Manager. Benefits of the Open Door Policy: By helping to solve problems, the Company, including all staff, benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches. Utilizing the open door policy improves effective communication, proper feedback and a better work environment. While there may not be an easy answer or solution to every concern, employees have the opportunity at all times, through the open door policy, to be heard.

Open Door Policy

Whether you put your problem, concern or idea in writing or verbalize it, be sure to detail the present situation, the desired condition, and your proposed solution or suggestion. Further, describe the situation or problem, name any witnesses if applicable, and be sure to mention any times, dates and places. Writing or verbalizing this information will help resolve your problem. Of course, your problem may not require all of this information, but could be a brief statement of a minor complaint about a working condition or a simple cost- saving idea. Whatever it is, we want to know about it. If you are ever uncomfortable using any of the avenues of communication listed above, please contact the ProService HR Service Center, 394-8878. No Retaliation: The open door policy includes the assurances that an individual employee who pursues their rights to talk to any level of management will experience no retaliation or interference from the Company. Your supervisor should be included as needed.

Sinicestir Ice recognizes that the serving of alcohol is a privilege granted to us by the community in which we operate. With this privilege comes a kuleana to take all reasonable steps to prevent alcohol over-consumption and the risks associated with driving while under the influence. Sinicestir Ice cares about our guests and their safety. We do not want any guest who is intoxicated to leave our restaurant with the intention of driving. To prevent this, we must be careful not to inadvertently serve our guests more liquor than they can handle. Do not serve additional alcoholic beverages to anyone who exhibits such over- consumption signs as loud and or slurred speech, belligerent attitude, heavy use of foul language, loss of coordination, irrational statements or glassy eyes. Should a guest arrive at our restaurant exhibiting any of the aforementioned signs, it is the responsibility of the employee who witnesses the behavior to notify management immediately. We will serve no drink containing more than 2.5 ounces of 80 proof alcohol, nor will we serve more than one drink at a time to a guest (commonly known as "stacking"). The amount of alcohol an average person can safely consume is closely related to body size. This amount varies in the first hour, with a larger person being able to drink more, and a smaller person less, to end up with similar concentrations of alcohol in their blood stream. As a general rule, to maintain Blood Alcohol Concentration (BAC) without raising it beyond desirable levels, one drink per hour is the amount of alcohol the liver can metabolize.

Alcohol Awareness Policy

At no time is an employee to serve alcohol to an intoxicated individual. If you believe a guest has had too much to drink, you should notify management immediately. The manager will advise and assist you in handling the problem. Do not be deterred from responsible serving in order to preserve the chance of a good tip. It’s important to remember that the Honolulu Liquor Commission states that any restaurant employee who knowingly serves an alcoholic beverage to an obviously intoxicated person is guilty of a misdemeanor and could be subject to civil litigation if someone is injured or killed by a person they over-served.

Intoxicated Guests

Members of our team who handle cash have a kuleana to be careful and accurate and to settle their funds each day without overages or shortages. If you handle guests’ transactions, you will be held accountable for all cash and charge receipts. All overages and shortages will be investigated and may result in disciplinary action, up to and including dismissal.

Cash Overages and Shortages

All food and beverage orders for guests or staff must be rung in through our POS system to ensure payment and accountability. Food/beverage comping is at the discretion of management. Occasionally, management will choose to rectify or pre- empt a problem or enhance a guest dining experience by removing an item from a bill or by sending a free item to a guest. Only the Manager on Duty can do this. If you feel such an action is necessary or appropriate, see the Manager on Duty promptly and explain the reason for your request.

Ordering and Comping

ProService Hawaii and your employer are committed to protecting the safety, health and wellbeing of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment. This policy recognizes that employee involvement with alcohol and other drugs can be very disruptive, adversely affect the quality of work and performance of employees, pose serious health risks to users and others, and have a negative impact on productivity and morale. As a condition of employment, this organization requires that employees adhere to a strict policy regarding the use and possession of drugs and alcohol. This organization encourages employees to voluntarily seek help with drug and alcohol problems.

Drug Free Workplace

Covered Workers

Any individual who conducts business for the organization, is applying for a position or is conducting business on the organization’s property is covered by our drug-free workplace policy. Our policy includes, but is not limited to executive management, managers, supervisors, full-time employees and part-time employees.

Applicability

Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the organization. Therefore, this policy applies during all working hours and while on organization property.

Prohibited Behavior

It is a violation of our drug-free workplace policy to use, possess, sell, trade, manufacture, and/or offer for sale alcohol, drug paraphernalia, illegal drugs or intoxicants at any time during working hours and/or on the work premise or in Company vehicles. Employees are prohibited from reporting to work with any traceable amount of illegal drug and/or alcohol in their system. Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/ or according to a physician’s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job and must obtain and submit a ‘pre-duty’ disclosure that specifies if the employee is ‘cleared’, ‘not-cleared’ or ‘cleared with restrictions’ to perform their job duty. Your supervisor can provide you with a copy of a job description or job duties if necessary. If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee’s responsibility to use appropriate personnel procedures (e.g., call in sick, use leave, request change of duty, notify supervisor, notify Company doctor) to avoid unsafe workplace practices.

The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our drug-free workplace policy to intentionally misuse and/or abuse prescription medications. Appropriate disciplinary action will be taken if job performance deterioration and/or other accidents occur. The term “alcoholic beverage” means any beverage that may be sold and consumed and has an alcoholic content in excess of 3% by volume. The term “illegal drug” means any drug or controlled substance, the sale or consumption of which is prohibited by law. The term “drug paraphernalia” means any equipment, product, or material that is modified for making, using, or concealing illegal drugs.

Drug Testing

Each employee, as a condition of employment, may be required to participate in pre-employment, post-accident, reasonable suspicion, random, return-to-duty and follow-up testing upon selection or request of management. To ensure the accuracy and fairness of our testing program, all testing will be conducted as required by law, a state- certified laboratory will conduct substance abuse testing, and a medical disclosure form will be provided to the employee prior to substance abuse testing. The substances that will be tested for are amphetamines, cannabinoids, cocaine, opiates, phencyclidine (PCP) and alcohol. ProService does not recognize ‘medical marijuana’ as legal use until required to do so by state and/or federal law, therefore a positive drug test due to the medical use of marijuana will be considered a positive drug test and handled as such. Testing for the presence of alcohol will be conducted by analysis of blood. Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine. Pre-employment: All applicants for employment may be required to submit to a test for illegal drugs. Applicants may be screened for illegal drugs after being offered an employment position. That job offer shall be conditional upon the applicant passing the controlled substance test. If an applicant registers positive, the job offer shall be revoked and that applicant may not be eligible for employment in any capacity. Post-accident: Employees involved in a reportable work-related accident or whose performance could have contributed to a reportable work-related accident may be required to undergo a post- accident drug test. Reasonable suspicion: The Company may require a blood test, breathalyzer test, urinalysis, or other drug/alcohol test if the Company has reasonable suspicion to believe that you have used drugs or alcohol during work hours and/or at the workplace or have otherwise violated this Policy. Reasonable suspicion as grounds for a screening test means that the Company reasonably and in good faith believes that your actions, appearance, and/or conduct suggest the use of being under the influence of alcohol or an illegal drug, even if the belief turns out to be incorrect. Factors which may be considered in determining reasonable suspicion include, but are not limited to, excessive absenteeism, frequent or unexplained absence from job site, poor interpersonal relations on the job, abnormal work performance or personal behavior, discovery of drugs or drug paraphernalia at the workplace, physical conditions or symptoms that suggest alcohol or drug use, and objective evidence of illegal drug use or sale provided by a federal, state, or local law enforcement agency.

The symptoms of influence are not confined to those consistent with misbehavior, nor to obvious impairment of physical or mental ability, such as slurred speech or difficulty in maintaining balance. A determination of influence can be established by a professional opinion, a scientifically valid test, and, in some cases, by a layperson’s opinion. Notwithstanding any of the foregoing, reasonable suspicion sufficient to test you under this Policy shall always be deemed present whenever you have been involved in a work-related accident involving bodily injury and may also be deemed present in accidents involving property damage. Random: Your employer may require random testing. Selection of individuals for random testing is done by a certified lab using a computer program to “pull” employee names by id. Selections are made on a quarterly or semi-annual basis and the same percentage of names shall be drawn each time. Return-to-duty and/or follow-up testing: Employees with a previous positive drug test and who have fulfilled all rehire criteria may be required to submit to return-to-duty and/or follow-up testing as required by management.

Consequences

One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. In the case of applicants, if he or she violates the drug-free workplace policy, the offer of employment can be withdrawn. The applicant may not reapply. Any employee who tests positive may be terminated immediately. An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test.

Assistance

Your employer recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free workplace policy: Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem. Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help. Ensures the availability of a current list of qualified community professionals. Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

Confidentiality

All information received by the organization through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.

Shared Responsibility

A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.

Re-employment Requirements

Although there is no guarantee of re-employment, an employee who tested positive on a drug screening, or refused to take a drug test, is required to fulfill the requirements below in order to potentially be eligible for rehire by your employer or ProService. The cost, if any, is the sole responsibility of the employee.

• Obtain an evaluation by a substance abuse professional/counselor (“SAC”). A list is available upon request.
• Complete the recommended treatment listed on the evaluation. The SAC will determine what program/treatment

is right for each individual. The requirement is that an individual complete that treatment and provide us with a copy of the certification of completion. 3.Test negative on a return-to-duty test. Once these steps have been completed the individual may be eligible for rehire. Employment is not guaranteed at the completion of all requirements.

Sinicestir Ice has no general prohibition against romantic relationships developing between coworkers; however, it does prohibit managers and supervisors from dating or pursuing romantic or sexual relationships with employees whom they supervise, either directly or indirectly. If you and a coworker have an existing romantic relationship or one develops, you are required to disclose such relationship to management immediately. In order to promote the efficient operation of Sinicestir Ice and to avoid misunderstandings, complaints of favoritism, and other problems of supervision, security, morale, etc., both parties to the relationship will be expected to keep the romance off-duty and off- premises and to interact with one another at Sinicestir Ice as they similarly would with any other coworker: courteously and respectfully, not romantically. If, in management’s sole determination, the relationship does lead to perceived or actual workplace problems of safety, security, supervision, morale, or otherwise disrupts operational needs, then Sinicestir Ice reserves the right to transfer or discipline either or both employees, up to and including dismissal.

Fraternization and Disclosure

The Company will not hire relatives or live-in companions of current employees when, in the Company’s reasonable judgment, such hiring may create an actual or potential conflict of interest or other business problem. Relatives include, but are not limited to, spouse, children, parents, in-laws, aunts, uncles, cousins, brothers and sisters, and their spouses or children.

Employment of Relatives

Honesty on or off the job, and our confidence in your trustworthiness and integrity, are absolute requirements. Dishonest acts are certain to be detected and will result in termination and probable prosecution. Your employer may prosecute anyone, whether customer or employees, who steal money, merchandise or other property. You are responsible for reporting any dishonest acts to your supervisor immediately. Failure to do so may result in disciplinary action. You are also required to cooperate fully in any investigation of dishonesty, whether or not you are directly involved. Failure to cooperate fully regarding investigations concerning dishonesty is extremely serious misconduct, which may result in disciplinary action, up to, and including termination of employment.

Honesty

The Hawaii Smoke-Free Law prohibits smoking in any enclosed public space; in any place of employment; or within 20 feet of doorways, windows, or ventilation openings of buildings. Smoking is a health hazard to smokers and those exposed to their smoke. Employees are expected to be courteous and respectful of the rights of others. Therefore, smoking is permitted in designated outside areas and while on lunch/meal break only. This policy also applies to electronic cigarettes. All smoking breaks must be authorized by your supervisor. Cigarette butts must be properly disposed of in provided receptacles. Violation of this policy will result in disciplinary action, up to and including termination.

Smoking Policy

Employees shall not solicit, sell, or promote support for any cause or organization, or distribute any literature during working hours (which does not include lunch, rest periods, or periods before or after a work shift) or during the working hours of the employee or employees to whom such activity is directed. No employee shall distribute printed or written materials during their working time or in working areas. Persons other than employees may not distribute literature or solicit employees at any time on Company property. This rule applies to any solicitation, including lotteries, magazine clubs, sale of goods, labor or social organizations, and the like. Violations of this policy should be reported to your immediate supervisor.

No Solicitation/No Distribution

Sinicestir Ice and ProService are dedicated to providing a safe and healthy environment for all employees. In recognition of this, a guiding principle is that safety shall not be compromised and will be given precedence over operating productivity. Your employer ensures compliance with all government regulations pertaining to safety and health issues, and takes care to maintain a safe work environment. The Safety and Health Program is aimed towards preventing accidents and providing safe working conditions. The Safety and Health Program’s goal is to control hazards and risks that will minimize employee injuries and property damage. All employees are responsible and accountable for implementing this policy, including compliance with all rules and regulations, reporting accidents and/or unsafe conditions and practices, and continually practicing safety while performing their duties. If an employee is injured on the job, ProService will administer claims for workers’ compensation and has workers’ compensation insurance that will pay medical expenses and wages. ProService will thoroughly investigate claims and will fight fraudulent claims with all available resources. In the event of a work site injury, first aid or other emergency treatment should be administered as necessary and immediate transportation to a medical care facility will be provided for serious injuries. Whenever possible, a supervisor or a Company representative, should accompany the injured worker to the medical care facility to ensure employee safety and that the drug and alcohol screening is administered. You are required to notify your supervisor and the HR Department immediately of any work site injury/accident. Safety is a number one priority. Please take the time to study and understand these safety policies and procedures. If you have any questions or need to report a hazard or unsafe condition or act, please use the safety suggestion form at the end of this handbook or call toll free at 888-892-8878 and ask for the Safety Team. Calls can be made anonymously and without fear of reprisal.

Safety and Health Program

Disciplinary Action:

Employees will be held accountable for their failure to observe safety and health rules and/or Company policies. Violation of these rules and regulations may result in disciplinary action as described in the Disciplinary/Corrective Action section of this handbook. Grounds for immediate discipline include but are not limited to: Drinking alcohol, and/or drug abuse prior to or during working hours Fighting Willful damage to property Failure to wear personal protective gear such as eye protection, hearing protection, head protection, etc. Not using personal fall protection and lanyards when there is a potential fall hazard Removing and/or altering safety guards on tools and equipment Removing barriers and/or guardrails and not replacing them Engaging in horseplay, dangerous or otherwise Failure to notify your employer of a hazardous situation

Post-Accident Drug and Alcohol Testing:

All employees involved in a reportable work related accident or whose performance could have contributed to a reportable work related accident, as determined by your employer and ProService using the best information available at the time of the decision, shall be required to undergo drug and alcohol testing on the same day as the accident occurs. Failure to submit to or cooperate with a drug and/or alcohol test will result in termination of employment. ProService or its claims administrator will schedule the test and whenever possible, a supervisor or another Company representative will take the employee to the testing site.

Job Safety Training:

Training is an important part of the Safety and Health Program. We may request assistance with our workplace Safety and Health Program to ensure that employees receive training on the specific safety aspects of their jobs and working environment.

Hazard Reporting Procedure:

Employees must immediately report unsafe conditions and equipment to their immediate supervisor and ProService at (888) 892-8878.

Accident Reporting Procedure:

Employees who are injured on the job, regardless of how minor the injury may appear to be, must immediately report the injury to their supervisor. Such reports are necessary to comply with laws and regulations, and ensure immediate medical attention to the employee if necessary.

Accident Investigation Procedure:

An accident investigation shall be conducted for all accidents involving a doctor’s care and/or first- aid cases that might have resulted in more serious consequences (near misses). Investigations are necessary to determine the cause of the accident and to develop the necessary corrective action to ensure that the accident doesn’t recur. The investigation shall be conducted on a timely basis, as soon as possible after the occurrence of the accident. All employees must cooperate with the investigator(s) during all phases of the investigation. Do not move or disturb any objects or material at the accident site until investigation is completed unless absolutely necessary.

Return-to-Work Authorization:

Employees who return to work after a work-related illness or injury that required the services of a doctor must provide a written return-to-work form from their doctor specifying current work capabilities.

Return-to-Work Program:

All employees, where reasonably possible and permitted by law, may temporarily work in a modified-duty capacity until such time as the employee is no longer medically restricted from resuming duties performed prior to the illness or injury. The program includes modifying job requirements, restricting job functions, temporary job assignments, and gradual reclamation to full working duty.

Employee Suggestions:

Some of the best suggestions for improving safety come from the employees themselves. All employees are actively encouraged to make suggestions for improving safety. Please use the attached safety suggestion form at the end of the handbook or call ProService’s Safety Manager toll free at 888-892-8878. You have several important rights concerning safety, which are protected by law. These rights include: The right to a safe workplace free from recognized hazards. The right to request information on safety and health hazards in the workplace, precautions that may be taken, and procedures to be followed if an employee is injured or exposed to toxic substances. The right to refuse any job if you feel it is unsafe or puts someone else in danger of serious injury. The right to refuse any instruction which requires you to disobey a safety rule or requires you to perform a task which you have not been trained to safely perform. The right of freedom from retaliation for demanding your safety rights.

Your Safety Rights

You also have important responsibilities concerning safety. Your responsibilities include: The responsibility of reporting all injuries and illnesses to your supervisor, no matter how minor. The responsibility of always following the safety rules for every task you perform. The responsibility of reporting any hazards or hazardous conditions you see on the work site. The responsibility of helping your co-workers recognize unsafe conditions or actions. The responsibility of asking questions about safety rules you are unsure about.

Your Safety Responsibilities

The prevention of all accidents should be given the highest priority. You must make a commitment to safeguard human life and preserve property. This commitment mandates your compliance with all safety, health and environmental laws and regulations concerning the workplace. In the event of an injury, first aid and medical services will be provided at your workplace. You should notify a manager immediately when you become aware of a hazardous or potentially hazardous situation at work. If you are unsure, report it anyway—as the saying goes, “Better safe than sorry.” There is a hazard reporting form hanging in the kitchen. This sheet is the main line of communication regarding any unsafe working conditions. Anything you notice that may be a safety/health hazard should be noted on the form and turned in to our safety coordinator. You are in the best position to protect your own safety and must come to work with an awareness of and a commitment to follow the basic safety rules which include, but are not limited to the following. Failure to comply with these safety responsibilities may result in disciplinary action up to and including termination of employment.

Commitment and Responsibility

Obey all local, state, and federal occupational safety, health, and environmental laws and regulations. Follow all of your workplace safety rules and procedures. Understand the exact duties and procedures of your job so that you can practice safe work habits. Take time to perform your job duties efficiently and safely, exercising maximum care and good judgment in the protection of yourself, others, and property. Utilize all safeguards and personal safety equipment and devices provided. Know the exact duties and procedures to follow in the event of a fire or other emergency. Come to work well rested and with a good state of mind. Wear appropriate work clothing. Follow established safe work practices. If you are unsure of a procedure, do not proceed until you have talked with your workplace supervisor. Only operate machinery you have been trained to operate. Report unsafe conditions to your workplace supervisor immediately. Do not use defective equipment or tools. Report any broken or unguarded equipment or tools to your workplace supervisor immediately. Notify your workplace supervisor immediately if you or a coworker are ill or become injured on the job (no matter how slight the illness or injury may be). Do not attempt to repair or operate any machinery unless you are authorized to do so. Do not engage in horseplay or other activities that may jeopardize the safety and wellbeing of others. Observe all warning labels on machinery. Know the location of all exits, fire extinguishers, first aid kits, and electrical panels. Know how to operate all emergency equipment in a safe manner. Keep aisles, exits, electrical panel areas, firefighting equipment, and vehicle activity areas clear at all times.

Help to maintain work and storage areas in an organized and sanitary condition. Do not smoke in unauthorized areas. Smoke only in designated smoking areas. Practice good lifting techniques: get a good grip, hold the load close to your body, keep your back erect, and lift with your legs and not your back. Never twist your back when moving materials. If the load is too heavy, get help— know your limits. Set up “wet floor” signs whenever you have cleaned the floor, or if it has become wet for any reason. No one shall knowingly be permitted or required to work while their ability or alertness is so impaired by fatigue, illness, or other causes that it might unnecessarily expose themselves or others to injury. Wear low-heeled shoes with skid-resistant soles and be sure they are tied securely and in good condition. The wearing or use of personal stereo equipment is prohibited during your shift. Always announce when carrying something. For instance, if you are walking behind someone, say “behind,” or if approaching a blind corner, say “corner.” Watch out for liquid spills on the floor. Any liquid on a floor makes it dangerous, so we need to clean up spills as soon as possible. Report lights out in passageways, closets, stairways and walk- ins. Always cut away from yourself when using knives or sharp tools. Wear proper safety equipment on the job (gloves, goggles, etc.) Always sweep up broken glass; do not pick up with your hands. Glassware should never be taken into a food preparation area or on food lines. Always use an ice scoop when scooping ice; never use a glass. Place floor mats in corners, high traffic areas, and areas exposed to water. Walk; do not run! Avoid sudden motion and changes in direction. Always pass on the right. Prolonged exposure to hot water, detergent, and sanitizing chemicals can cause skin irritation as well as burns. Do not let water get inside your protective gloves. Unplug or disconnect power sources when you are cleaning equipment. Do not work under the influence of alcoholic beverages, narcotics, or drugs while on duty or on company premises. Do not bring any firearms or weapons to work or onto company premises. If you do not feel you are qualified to perform the work assigned to you in a safe manner, please see your workplace supervisor immediately.

Personal Protective Equipment (“PPE”)

When the use of specified safety equipment is required, you will not be allowed to work unless you adhere to the safety requirement. Your workplace supervisor will provide you with a list of PPE requirements for your job responsibilities. Failure to comply with this safety measure may result in disciplinary action up to and including termination.

When operating a vehicle

Driving defensively reduces risk. Driving defensively means taking every possible precaution to avoid an accident, despite the hazards around you. Be familiar with the local laws and regulations regarding operation of motor vehicles, take precautions to observe and remain compliant. Do not use a cellular phone while operating a Company vehicle or personal vehicle while on company business. Only employees with a valid driver’s license and who have been approved by your employer may operate vehicles, for questions see your supervisor. Only authorized personnel can drive or ride in a Company vehicle. Pay attention to your surroundings and the hazards around you, such as changing weather conditions, poor road conditions, children darting into traffic, and the actions of other drivers. Always inspect your vehicle prior to operation. Do not operate a vehicle you feel is unsafe, contact your supervisor immediately with any concerns. All accidents must be reported to the Company’s management immediately, do not leave the scene of an accident under any circumstances. Any traffic violations or damage to Company vehicle incurred while you are operating may be deemed the employees responsibility. Make sure trailers are securely hitched, tires are properly inflated, and loads are firmly tied down – this will help you focus on your driving once you are on the road. You are responsible for the loading, unloading and security of the load. When backing a vehicle use a signal person if vision is obstructed. The signal person must have a clear view of the rear of the vehicle and the driver at all times. Use safe practices when entering and exiting the vehicle. No jumping over objects, loading docks, trailers/containers, truck cabs etc. Any object protruding over 3 feet from the rear of the vehicle must be clearly marked with a red flag. Driver and all passengers must wear a seat belt at all times while vehicle is in operation. Driver and passengers are not allowed to board or dismount from a moving vehicle. Employees are prohibited from using drugs or alcohol or any substance that might impair judgment while using a Company vehicle. Any employee under a physician’s care and taking prescription medication is required to notify their supervisor immediately. Violations of this policy and rules may result in disciplinary action up to and including termination.

Safety and Health Requirements

Employees are responsible to be familiar with the following guidelines and procedures outlined below. Always know the evacuation routes should an emergency arise. See a supervisor or member of management for evacuation routes. The situations listed below are not intended to cover all emergencies. For questions in regards to specific situations see your supervisor or a member of the Company’s management.

In case of fire

An evacuation map for the building is posted, see your supervisor for location. It shows the location of exits, fire extinguishers, first aid kits, and where to assemble outside If you discover a fire: Tell another person immediately. Call or have them call 911 and a supervisor. If the fire is small (such as a wastebasket fire), there is minimal smoke, and you are trained to operate the fire extinguisher you may try to put it out with a fi re extinguisher. If the fire grows or there is thick smoke, do not continue to fight the fi re. Tell other employees in the area to evacuate. Go to the designated assembly point outside the building.

In case of earthquake

Hawaii is subject to earthquakes. There will be no advance warning. The shock will be your only warning. If you are inside a building: Drop under a desk or table, cover your head and hold on. Stay away from windows, heavy cabinets, bookcases or glass dividers. When the shaking stops, Evacuation should proceed as quickly as possible since there may be aftershocks. Supervisors must account for each employee in their work group as quickly as possible. First aid certified employees should check for injuries and help evacuate injured employees. Do not attempt to move seriously injured persons unless they are in immediate danger of further injury. If a gas odor is in the building, tell a supervisor to turn off the gas at the main. Open windows. Supervisors and first aid employees must not re-enter the building once evacuation is complete. Do not approach or touch downed power lines or objects touched by downed power lines. Do not use the phone except for emergency use. Turn on a radio and listen for public safety instructions. If you are outside: Stand away from buildings, trees, telephone and electric lines. If you are on the road: Drive away from underpasses/overpasses. Stop in a safe area. Stay in the vehicle.

Emergency Planning

In the event of a robbery, please adhere to the following procedures: Stay calm Do not try to be a hero; cash can be replaced, human life cannot. Quickly obey any commands given by the robber. Call the police immediately after the robbery. Do not discuss the details with anyone until the police arrive.

Robbery

To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy. There is a zero tolerance policy for workplace violence. Workplace violence is defined as an assault or other violent act/threat that occurs in or is related to the workplace and that entails a substantial risk of physical or emotional harm to individuals or damage to Company resources or capabilities. Workplace violence committed by or against employees (e.g., co-worker, subordinate, manager or supervisor) or third parties (e.g., customer, client, vendor or other third party) will not be tolerated. Employees are prohibited from making threats or engaging in violent activities at work. This list of behaviors that, while not inclusive, provides examples of conduct that is prohibited. Causing physical injury to another person Making threatening remarks Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress Intentionally damaging employer property or property of another employee Possession of a weapon (including, but no limited to, firearms and ammunition, exploxives, knives, “brass knuckles”, tasers, chemical sprays, and martial arts devices) while on Company property or while on Company business Committing acts motivated by, or related to, sexual harassment or domestic violence Horseplay between co-workers. Any potentially dangerous situations must be reported immediately to a supervisor, member of management, and/or the ProService HR Service Center. Reports can be made anonymously and all reported incidents will be investigated, upon conclusion of investigation appropriate action geared to end the behavior will be taken. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need- to-know basis. Your employer may report such behavior to law enforcement officials and will comply and/or cooperate in any police investigation, prosecution, or other criminal matter arising out of workplace violence. Violation of the workplace violence policy will result in disciplinary action up to and including termination.

Workplace Violence

The most common ways of exposure to blood borne pathogens such as Hepatitis B or HIV are from needle sticks, cuts from contaminated sharp objects (scalpels, broken glass, etc.), or contact with mucous membranes (the eye, nose, mouth) or broken skin with contaminated fluid. An effective precaution to exposure to such pathogens is treating all human blood and certain bodily fluids as if they are contaminated and conducting yourself accordingly, wearing the proper protective gear. Precautions cannot prevent all possible exposure, so certain measures need to be taken in the event of an accidental exposure to such pathogens: Wash the exposed area with soap and water Flush splashes to nose, mouth or skin with water Irrigate eyes with eater or saline Report the exposure to a manager Seek medical attention

Blood Borne Pathogens

See a manager for forms and procedures.

Guest Accidents

Working in a high-volume restaurant, you may have to deal with a crisis, such as a person choking. You should familiarize yourself with all crisis guidelines, including those for CPR and choking. Helpful hints to remember: Know the location of the restaurant’s first aid kits. Do not give guests any medication, including aspirin. In case of an emergency, contact a manager immediately. If necessary or instructed to, call 911 If necessary or instructed to, call the Poison Control Center at (800) 222-1222.

To protect you against injury or the loss of property, the Company’s management reserves the right to examine any and all persons or objects while on Company premises or in Company vehicles. As a condition of employment, all employees must agree to consent and submit to any search or inspection of his/ her person or personal property located on Company premises, work sites, or facilities, including, but not limited to, parking lots, lockers and desks. Refusal or delay in consenting to such searches is grounds for termination of employment.

Security

In the interests of staff and guests’ safety and welfare, Sinicestir Ice reserves the right to check any packages or parcels entering or leaving the premises.

In accordance with Hawaii law, the Company will not require employees and prospective employees to download to their personal communication device (including a mobile phone and/or tablet), a mobile application that enables the employee's location to be tracked or the employee's personal information to be revealed, as a condition of employment or continued employment. Further, the Company will not terminate, discharge, or otherwise discriminate against an employee for refusing to download or refusing to consent to download the mobile application to their personal communication device; or retaliate against an employee for filing a complaint, testifying, or assisting in any proceeding concerning an unlawful practice prohibited under this policy. However, the Company reserves the right to require employees to carry or use a communication device that enables an employee’s location to be tracked if the communication device is owned by the Company or the cost of the device is reimbursed by the Company. In addition, if the employee consents to downloading the mobile tracking app to their own personal communication device, the Company may require the use of the mobile tracking app for work purposes. Employees who do not wish to download a mobile tracking app on their personal device must notify their management. An alternative option will be provided by management upon request.

Mobile App Tracking

The internal communication systems, as well as the equipment and data stores, are and remain at all times the property of your employer. Accordingly, all messages and files created, sent, received or stored within the system should be related to business and are and will remain our property. Your employer reserves the right to retrieve and review any message or files composed sent or received. It should be noted that although a message or file is deleted or erased, it is still possible to recreate the message. Therefore, ultimate privacy of messages cannot be assured to anyone. Although electronic mail and voice mail may allow the use of passwords for security, confidentiality cannot be guaranteed. It is possible for messages to be retrieved and viewed by someone other than the intended recipient. Furthermore, all passwords are to be known by your employer, as the system may need to be accessed by your employer in the absence of an employee. All employees are responsible for complying with the federal Anti-Spam regulations and therefore may not use the Company’s computers, servers, network or e-mail system to: Transmit unsolicited commercial electronic mail promoting the Company’s business, goods, products and services without prior authorization. Transmit unsolicited commercial electronic mail promoting the employee’s personal business, goods, products and services. Transmit commercial electronic messages to the Company’s customers who have elected to “opt out” of receiving the Company’s electronic advertisements. Initiate a transmission of a commercial e-mail message that contains or is accompanied by false or misleading information.

Email/Electronic Communication

In addition, to help eliminate unsolicited commercial e-mail from outside parties advertising various websites, products or services and to further prevent the receipt of offensive or undesired outside e-mail, you should: Not use your Company computer to access any website not directly related to Company business; and Delete unfamiliar or suspicious e-mail from outside the Company without opening it. Any employee who willfully or negligently introduces a virus into the Company’s system via use of personal software or data shall be deemed guilty of gross negligence and/or willful misconduct and may be disciplined or held responsible for the consequences. All Company policies extend to the use of the Company’s computers, e-mail, voice mail and Internet systems and personal computers used for Company business. Any employee who uses the Company’s computers, e-mail, voice mail and Internet systems in violation of these policies will be subject to discipline, up to and including immediate termination. Violations of this policy may result in disciplinary action, up to and including termination of employment. Employees who damage the Company’s computer system through its unauthorized use may additionally be liable for the costs resulting from such damage to the extent permitted by law. Employees who misappropriate copyrighted or confidential and proprietary information, or who distribute harassing messages or information, may also be subject to criminal prosecution and/or substantial civil money damages.

• The Company may record in-person, virtual, and telephone meetings to support transparency,
• accuracy, and operational effectiveness. Meetings conducted on platforms such as Zoom, Teams,

etc. may also utilize embedded AI-generated features, including transcription, note-taking, and automated summaries. The Company will notify employees in advance if meetings are being recorded. By participating in open Company meetings, all employees acknowledge and understand that any meeting may be recorded at the Company’s discretion. Managers will notify employees when any personal or one-on-one meetings are being recorded, and such recordings will not proceed without all parties consent. All recordings, transcripts, and AI-generated materials are Company property and may be used for legitimate business purposes such as documentation, training, quality assurance, compliance, and performance management. Access will be limited to authorized personnel. Employees are prohibited from making their own audio or video recordings of any meeting or workplace interaction without the manager’s knowledge and approval, except where otherwise permitted by law. All recorded materials must be treated as confidential and handled in accordance with Company confidentiality and privacy policies. The Company will maintain recordings securely and retain them only as long as operationally or legally required. Employees with questions regarding this policy should contact their manager.

From time to time, Sinicestir Ice may take video or still imagery of the restaurant and its operations, its employees, and/or customers for publicity or promotional purposes. Promotional materials may take any format, including but not limited to print, electronic, audio, video, etc. Any imagery and resultant materials belong to Sinicestir Ice. Your acceptance of employment and presence in the workplace acts as consent for the use and reproduction of your likeness for these purposes. If you do not wish to have a recognizable likeness of yourself used for publicity/promotional purposes, you are welcome to submit a request to management in writing at any time for your image to be withheld or masked accordingly going forward.

Use of Employees’ Likenesses

For purposes of safety and security of employees and visitors to our offices, as well as preventing excessive use of the systems for personal use, ensuring effective servicing of our clients, protecting the Company's proprietary and confidential information from unauthorized disclosure and investigation of illegal activity or activity harmful to our business, the Company may monitor the use of Company computers, telephones, fax machines, copier machines, data storage devices, and other business equipment. With the exception of emergencies, all mail, e-mail, voice-mail, computers, internet, telephones, cellular telephones, and other hardware and software belonging to Sinicestir Ice are to be used for business purposes only. Downloading or transmitting inappropriate materials is prohibited.

Sinicestir Ice may monitor usage of any and all of its equipment and property to ensure compliance with this policy. Workplace monitoring may also be conducted by the Company to ensure quality control and client satisfaction. Employees who regularly communicate with clients and/or vendors may have their telephone conversations monitored or recorded to the extent permitted by law. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our clients' image of the Company as well as their satisfaction with our service. Information created, sent or retrieved through the computer and/or telephone systems should not

The security of our ‘ohana is very important to us. Increasing employee awareness of potential security issues is the key to preventing a security incident from occurring. The following are some suggestions for basic staff security: Look for well-lit areas to park when coming to work. Wear a change of shirt without a Sinicestir Ice logo. When leaving work at night, leave in groups of two or more. Be aware of your surroundings and survey the area for possible threats when leaving or arriving. Have your keys out and ready to use before leaving the restaurant. Never discuss tips or count money in front of guests. Never tell guests what time you or others will arrive to or leave work. If possible, travel with someone when using public transportation. Vary your parking routine daily. All restaurant employees have the kuleana of complying with the following security measures: No food (cooked, uncooked or table scraps), beverages, restaurant supplies or company property of any kind is to be taken from the restaurant. Only the Chef or Manager on Duty approves exceptions. *No To-Go containers are to be used by staff except when paying full price for a To-Go order. No Sinicestir Ice food should be leaving Sinicestir Ice with an employee.* All employees are responsible for ensuring that all exterior doors, except those for guest use, remain locked at all times and free from obstructions. Under no circumstances are doors to be propped open and left unattended. It is recommended that employees leave all personal items at home. Since it is impossible for the restaurant to provide continual security in the employee storage area, it is the employee’s responsibility to protect items of value. The restaurant assumes no liability for loss of employee’s personal items. Theft, pilferage, intentional destruction of restaurant property, or any illegal act will not be tolerated and may result in dismissal. It is Sinicestir Ice policy to refer to legal authorities for prosecution all illegal acts when there is sufficient evidence of responsibility. All employees are expected to cooperate with any investigation in the restaurant, be it internal, official, or third-party administered.

Staff Security

The willful disclosure of confidential information constitutes a violation of Company policy and may result in disciplinary action up to and including termination of employment and legal action. The information not to be released to unauthorized personnel, “outside” people or sources includes, but is not limited to, the following: Employee Social Security numbers or health related information Sales figures Marketing goals and/or margins Customer lists, spending, or other data regarding customers Profit margins Merchandise mark-up Marketing, sales, and operating reports Names and addresses of employees or customers Compensation rates for employees Confidential trade information regarding customers, products, or the business of the Company Any other information that is proprietary and/or not otherwise available to the public, including but not limited to information regarding developments of systems, processes, products, know-how and technology, satellite technology, vendor lists, computer systems, technology internal reports, policies, procedures, and strategic and business plans. To the extent provided by law and subject to exceptions required by law, the obligation to maintain the confidentiality of Company confidential information continues after an employee’s separation from employment with the Company, so long as (1) the information has not, by legitimate means, become generally known and in the public domain, and (2) the information continues to be maintained as confidential by the Company. This policy will not be interpreted to, and is not intended to, interfere in any manner with employee rights protected by the National Labor Relations Act, such as the right of employees to discuss wages, benefits, and working conditions among themselves or with third parties.

Confidentiality

The Company respects the right of employees to use blogs or other forms of social media (i.e., Twitter, Facebook, etc.) and does not want to discourage employees from self-publishing and self- expression. However, the Company prohibits the use of social networking sites during work time except with supervisor approval. Employees are cautioned that they should have no expectation of privacy while using the internet. Whether or not you engage in the use of social media on your own time, associating the Company with your profile on, for example, Facebook or Twitter, automatically subjects your activity to the Company’s guidelines. Employees should be aware there are risks associated with making any type of post online and employees are solely responsible for content they elect to post online. As a general rule, employees are encouraged to use good judgment and take personal and professional responsibility for what they publish online. If there is uncertainty regarding what is permissible and appropriate use of social media, these guidelines will help you make appropriate decisions about blogging and online activity and are not meant to infringe upon personal interaction online not covered by this policy. This policy is not intended to restrict employees from engaging in any discussions of wages, working conditions or terms of employment. Nor does this policy restrict any conduct that is protected by federal, state or local laws, including by not limited to the National Labor Relations Act.

Guidelines for Interaction about the Company on the Internet:

Employees are not authorized to advertise any product or service of the Company or to speak online on behalf of the Company. Employees may not share information that is in violation of the confidentiality policy. Company logo and trademarks may not be used online without explicit permission in writing from the Company’s management. Employees should not engage in any rude or unprofessional behavior toward a customer, or anyone in contact with the Company. Do not make or post discriminatory, defamatory, threatening, libelous/slanderous, false or obscene comments or information related to the Company, its employees, its clients or its competitors. Do not engage in name calling or behavior that will reflect negatively on the reputation of the Company. Always be honest and accurate when posting information. Never post any information or rumors you know to be false about the Company, fellow employees, clients, competitors, or others. If you decide to post complaints or criticism, avoid using statements, photographs, and video or audio that reasonably could be viewed as malicious, obscene, threatening, or intimidating, or that disparage customers, employees, or suppliers, or that might constitute harassment or bullying..

Social Networking

Honor the privacy rights of employees by seeking their permission before writing about or displaying internal Company happenings that might be considered to be a breach of their privacy and confidentiality. Employees are prohibited from selling any product or service that could compete with any of the Company’s services. Do not engage in illegal or unlawful activities online, or publish anything that implies that you are engaging in illegal conduct. Do not engage in illegal or unlawful activities online, or publish anything that implies that you are engaging in illegal conduct. Do not use Company equipment, including information and electronic systems (e.g., computers, Internet, telephones, cell phones) for blogging or social networking while on work time unless it is authorized by your supervisor as work- related or consistent with Company policy. These are given as examples only and do not cover the range of what the Company considers confidential and proprietary. Keep in mind that you are solely responsible for what you post online and can be held legally responsible by others for your statements. When blogging or networking about the Company at home, on your own time and using your own equipment, you must abide at all times with all legal requirements (including copyright or trademark infringement, financial disclosure and insider trading, defamation, etc.), as well as Company policies, including those regarding non-harassment and discrimination, disparagement, solicitation and confidentiality. If you have any questions about whether information has been/will be improperly released publicly or doubts of any kind, speak with your supervisor or HR department before releasing information that could potentially harm the Company, current, former or potential employees, customers, or partners. Violations of this policy that negatively affect your job performance, the performance of fellow employees or otherwise adversely affects clients, customers, suppliers, people who work on behalf of Sinicestir Ice or ProService can result in corrective action, up to and including termination from employment, as provided by law. Sinicestir Ice reserves the right to take legal action where necessary against employees who engage in prohibited and/or unlawful conduct, as allowed by law

Employees may have the opportunity to use their personal devices for work purposes when authorized in writing, in advance, by the employee and management. Personal electronic devices include but are not limited to personally owned cell phones, tablets, laptops and computers. All devices should be kept secure and should be password protected. While at work, employees are expected to exercise the same discretion in using their personal devices as is expected for the use of company devices. Company policies pertaining to harassment, discrimination, retaliation, trade secrets, confidential information and ethics apply to the use of personal devices for work-related activities. Excessive personal calls, emails or text messaging during the work day, regardless of the device used, can interfere with employee productivity and be distracting to others. Employees must handle personal matters on nonwork time and ensure that friends and family members are aware of the policy. Exceptions may be made for emergency situations and as approved in advance by management. Nonexempt employees may not use their personal devices for work purposes outside of their normal work schedule without authorization in advance from management. This includes but is not limited to reviewing, sending and responding to emails or text messages, responding to calls or making calls. Employees may not use their personal devices for work purposes during periods of unpaid leave without authorization from management. The Company reserves the right to deactivate the Company’s application and access on the employee’s personal device during periods of unpaid leave and upon separation of employment. To maintain security and privacy, devices must be password protected using the features of the device and a strong password is required to access the Company network. The Company prohibits unauthorized photography, and audio or video recording of its employees, confidential documents or customers. This prohibition includes the use of cell phones equipped with cameras and audio and video recording capabilities. Employees may not use a cell phone, camera phone, PDA or any other handheld or wearable technology in a manner that violates Company policies. Employees who violate this policy are subject to discipline, up to and including immediate termination of employment.

Bring Your Own Device Policy

All data, communications and information, including emails, stored on the device for the Company’s business or on behalf of the Company is the property of the Company, regardless of who owns the device being used. The Company reserves the right to monitor, review, intercept or remotely wipe all Company related content in the Company’s sole discretion. You should have no expectation of privacy in any content related to the Company, except where protected by law. An employee may not store information from or related to former employment on the Company’s application. Family and friends should not use personal devices that are used for Company purposes. Employees that store Company data on personal devices must immediately notify their supervisor or the Company’s HR Department in the event their personal device is lost, stolen or damaged. If the Company is unable to repair the device, the employee may be responsible for the cost of replacement. The Company will not be held liable for the loss of any personal device. Employees assume full liability for risks including, but not limited to, the partial or complete loss of Company and personal data due to an operating system crash, errors, bugs, viruses, malware, and/or other software or hardware failures, or programming errors that render the device unusable. The Company reserves the right to disconnect devices or disable services without notification. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the personal device for inspection. All Company data on personal devices will be removed by the Company upon termination of employment. While the Company will take every precaution to prevent the employee’s personal data from being lost, in the event it must wipe a device, it is the employee’s responsibility to take additional precautions, such as backing up email,

Information for employees and legally required employment documentation is distributed on bulletin boards in designated areas in the back of the house. Schedules and other pertinent information will also be posted in these areas. You have a kuleana to check these posting areas whenever you work to make sure that you are aware of any changes. Postings are limited to restaurant or employment- related materials. Any exceptions to this policy must be approved by a manager.

Depending on the severity of the problem and the number of occurrences, disciplinary action may call for any of the four steps:

• Verbal warning/coaching (with written notification of the warning in the employee’s file)
• Written reprimand
• Suspension (with or without pay)
• Termination

Sinicestir Ice rules are set forth in this employee handbook and in the Sinicestir Ice Intro Manual. All policies apply. An employee who engages in improper conduct and/or conduct not in the best interests of your employer and ProService is subject to discipline up to and including termination with or without prior notice, warnings or suspension.

Disciplinary/Corrective Action

E wehe i ka umauma i atea Be generous and kind to all

Progressive discipline is sometimes used in hopes of correcting inappropriate behavior. However, your employment is at-will; therefore termination of employment is always possible at the election of the employee, your employer or ProService at any time with or without reason if it is determined that the employee’s conduct, either by itself or taken together with prior incidents, merits termination of employment. Key areas to be mindful of:

• Guest relations (reviews, complaints/compliments)
• Cash Handling (taking CCs home, over/short on drops, incomplete checkouts)
• Improper handling of manager keys*
• Punctuality (calling out, tardiness, no call/no show)
• Violence & Discrimination (ZERO TOLERANCE)

Servers/Bar: If you have a walk-out, you'll get a final write up. You can appeal the write-up with Michael. Manager keys are only to be used for specific purposes. They must be acquired from a manager and returned to the same manager immediately upon the completion of the task. Do not give them to anyone else. Failure to return manager keys promptly may result in disciplinary action. *MANAGER KEYS

The policies described herein are guidelines reflecting current policies and are not intended to and do not create a contract between the Company, any employee, and if applicable, ProService Hawaii. The Company and ProService, through the contractual relationship between the Company and ProService, reserves the right to change or delete any policy, practice or benefit (including benefits for which an employee is eligible but not yet entitled to be paid) at any time, with or without notice. Nothing in this handbook is intended to interfere with or restrain any employee’s rights under the federal, state, or local labor laws, including the National Labor Relations Act (NLRA). This includes rights protected under Section 7 of the NLRA, such as the right to engage in concerted activities for the purpose of collective bargaining and/or other mutual aid and protection and the right to discuss the terms and conditions of employment with others. In the event of any conflict or inconsistency between the provisions of this employee handbook and the provisions of an applicable collective bargaining agreement, the bargaining agreement shall apply. The State of Hawaii has implemented laws, which allow you, your employer, or ProService to terminate your employment at any time with or without reason. This is considered “at-will” employment. THIS HANDBOOK SUPERSEDES, REPLACES, AND CANCELS ALL PRIOR HANDBOOKS This manual may not be reproduced in whole, or in part, without the expressed written permission of your employer and ProService. All rights reserved.

DISCLAIMER

APPENDIX A - SAFETY SUGGESTION FORM

Employees must immediately report any unsafe condition or practice. No employee will be disciplined or discharged for reporting any workplace hazard or unsafe condition. Unsafe conditions should be reported to a ProService Safety Manager at 888-892-8878 or via fax at 888-783-8333. Employees may submit the suggestion form anonymously if they prefer. NAME (optional): DATE: LOCATION WHERE UNSAFE PRACTICE EXISTS: DESCRIPTION OF UNSAFE CONDITION OR PRACTICE: CAUSE OR CONTRIBUTING FACTORS: SUGGESTION FOR IMPROVING SAFETY:

ACKNOWLEDGMENT OF EMPLOYEE HANDBOOK

(EMPLOYEE COPY) I hereby acknowledge that I have received the Sinicestir Ice / ProService Hawaii Employee Handbook. I agree to read and to abide by the guidelines and procedures described in the Employee Handbook. I understand that any violation of the guidelines and procedures in the Employee Handbook may result in disciplinary action up to and including the termination of my employment. I understand that the Employee Handbook does not constitute a contract between me and Sinicestir Ice and/or ProService Hawaii. I agree and understand that my employment is at-will. Therefore, I or Sinicestir Ice and/or ProService Hawaii may terminate my employment at any time, for any reason, with or without cause or prior notice. I understand that no Company and/or ProService Hawaii representative, employee, or agent (other than the President of the Company and/or ProService Hawaii) has the authority to enter into any agreement for employment for any specified period of time, or any agreement that changes or modifies the Employment At-Will relationship. In consideration of my employment, I agree to conform to the guidelines, procedures, rules, and regulations of the Employee Handbook. I understand that this Employee Handbook is not a contract. My employment and compensation can be terminated, with or without reason, and with or without notice, at any time, at the option of Sinicestir Ice, ProService Hawaii, or myself. I understand that in case of termination, I will settle all open employee charge accounts in full and return all tools and property belonging to Sinicestir Ice and/or ProService Hawaii, prior to my last day of work. I understand and agree that any outstanding balance may be withheld from my final paycheck to the extent permitted by law. Employee’s Signature: Print Name: Date:

The Phase 1 standards define the visual and motion targets for every shave ice we serve. Consistency is the brand. Reference these on every build and use the Calibration Silhouette for in-shift checks. (See the next SOP for the artifacts that support these standards.)

Shave Ice Size

• Method: visual geometry standard.
• Target: ~4″ above the cup rim, max ~3″ radius from center.

Shave Ice Shape

• Method: visual silhouette standard.
• Target: “controlled elevated dome” with gentle taper and a soft rounded peak — no slumping, no flat tops, no crooked peaks.

Ice Cream Amount

• Method: timed soft-serve output.
• Target: standardized pull duration or swirl count. Calibrate against the Build Card for each menu item; see the Shave Ice Lead for the current spec.

Syrup Amount

• Method: timed spiral pour.
• Target: standardized pour cadence and motion pattern — cover the dome evenly without saturation collapse.

Topping Amounts

• Method: fixed utensil + piece counts.
• Target: standardized spoonfuls, fruit counts, and sauce passes. Refer to the Build Card for the specific menu item.

Condensed Milk Amount

• Method: timed finishing gesture.
• Target: standardized drizzle pattern and duration — same coverage, same look, every time.

Phase 1 represents the initial standards baseline. Additional standards and refinements will roll out in future phases.

Three reference tools support the Phase 1 build standards. Know what each is for and where to find it during your shift.

Calibration Silhouette

What it is: Life-size, wall-mounted dome profile with the ideal shape outlined and tolerance overlays.
When you use it: Passive visual calibration during shaping — glance up to check your dome against the standard while you work.

Build Cards

What it is: One-page visual assembly guides for each menu item.
When you use it: Reference for assembly order, topping placement, and finishing. Keep visible at the build station for every order.

Best Practices Sheet

What it is: Concise onboarding reference covering shaping, timing, motion standards, and execution expectations.
When you use it: Reinforces operational consistency during training and onboarding — review during shadow shifts and revisit when standards are updated.

These questions guide the Shave Ice Lead’s work on operationalizing the Phase 1 standards. SIA trainees: think about these during your shadow shifts and bring observations to your reviewer — your front-line input is what calibrates the spec.

Shape / Sizing

• Is the proposed “controlled elevated dome” operationally realistic during rush?
• What taper/profile produces the best balance of appearance and speed?
• What are the most common shaping inconsistencies?

Soft Serve

• What pull duration or swirl count produces the ideal ratio?
• How much does machine condition affect consistency?

Syrup

• What total pour cadence produces ideal saturation without collapse?
• What are the operational signs of over- and under-saturation?

Toppings

• What portion levels create the ideal visual density without over-portioning?
• Which toppings are hardest to standardize consistently?

Condensed Milk

• What drizzle pattern is fastest and most visually consistent?
• What timing creates the desired coverage level?

Operations

• Which build steps currently create the most inconsistency?
• Which standards are unrealistic during peak volume?
• What causes the most waste or slowdown today?

Build to the Phase 1 standards. See SOP: Build Standards (Phase 1) above for size, shape, syrup cadence, topping counts, and finishing-drizzle targets. Use the Calibration Silhouette and the menu-item Build Card while you work.

• 1. Wash hands and put on food-safe gloves.
• 2. Inspect the shave ice machine blade - ensure it is sharp and properly positioned.
• 3. Load ice block into the machine according to the machine operation guide.
• 4. Shave ice into the cup/bowl using steady, even pressure. Fill to the top and pack gently to form a controlled elevated dome — ~4″ above the cup rim, max ~3″ radius, gentle taper, soft rounded peak. Check against the Calibration Silhouette.
• 5. Apply flavored syrups using the standardized timed spiral pour — start from the top and work evenly so the dome is covered without collapsing.
• 6. For combo flavors, apply each flavor to its own section.
• 7. Add toppings per the Build Card for that menu item — fixed utensil and piece counts (spoonfuls, fruit counts, sauce passes).
• 8. Finish with condensed milk using the standardized drizzle pattern and duration.
• 9. Insert spoon/straw, place on serving tray, and serve to customer with a smile!

• 1. Startup: Turn on machine at least 30 minutes before service begins.
• 2. Check mix levels in the hopper - refill if below the fill line.
• 3. Run a small test dispense into a waste cup to check consistency and temperature.
• 4. Verify temperature display reads between 18-21°F (-8 to -6°C).
• 5. During Service: Monitor mix levels hourly. Refill as needed.
• 6. If machine beeps or displays an error code, refer to the troubleshooting guide posted on the machine.
• 7. Shutdown: At closing, switch to "Standby" mode (do NOT turn off completely unless instructed).
• 8. Wipe down all exterior surfaces with food-safe sanitizer.
• 9. Weekly Deep Clean: Full disassembly and cleaning per the manufacturer's guide (scheduled by manager).

• 1. Greet the customer and ask for their order.
• 2. Select the correct item category on the POS screen (Shave Ice, Ice Cream, Drinks, etc.).
• 3. Choose the size, flavors, and toppings as specified by the customer.
• 4. Confirm the order on screen and read it back to the customer.
• 5. Select payment method: Cash, Credit/Debit Card, or Mobile Pay.
• 6. For cash: Enter amount tendered, count change back to customer.
• 7. For card: Have customer insert/tap/swipe. Wait for approval.
• 8. Offer receipt (print or digital). Thank the customer!
• 9. Refunds: Manager approval required. Use the "Refund" function under the order history menu.

• 1. Arrive 30 minutes before opening. Disarm alarm system and unlock doors.
• 2. Turn on all lights, HVAC, and music system.
• 3. Perform a walk-through of the entire store checking for anything unusual.
• 4. Start up the ice cream machine and shave ice equipment.
• 5. Check and restock all syrup bottles, toppings, cups, lids, and utensils.
• 6. Verify cash register starting drawer ($150 starting bank - count and confirm).
• 7. Turn on the POS system and verify it's connected/operational.
• 8. Clean and sanitize all prep surfaces and customer-facing areas.
• 9. Set up any outdoor signage or displays.
• 10. Open doors at scheduled time. You're ready to serve!

• 1. Stop accepting new orders 10 minutes before closing time.
• 2. Serve any remaining customers and thank them for visiting.
• 3. Lock the front doors at closing time.
• 4. Switch ice cream machine to standby mode.
• 5. Clean and break down all stations: shave ice, toppings bar, and service counter.
• 6. Wash, sanitize, and store all utensils, containers, and equipment.
• 7. Cover and refrigerate all perishable toppings and supplies.
• 8. Sweep and mop all floor areas. Wipe down all surfaces.
• 9. Run the end-of-day report on POS. Count and reconcile the cash drawer.
• 10. Take out trash and recycling. Replace trash bags.
• 11. Turn off music, lights, and HVAC. Arm the alarm system and lock up.

• 1. Listen - Let the customer explain their concern fully without interrupting.
• 2. Empathize - Acknowledge their frustration: "I understand, and I'm sorry about that."
• 3. Apologize - Offer a sincere apology regardless of who is at fault.
• 4. Resolve - Offer to remake the item or provide a reasonable solution.
• 5. If the customer is still unsatisfied or the situation escalates, calmly involve a manager.
• 6. Never argue with a customer or raise your voice.
• 7. Document the complaint and resolution in the shift log for manager review.

• 1. Immediately place a "Wet Floor" sign near the spill area.
• 2. If needed, redirect customers away from the spill zone.
• 3. Put on gloves. Use paper towels or a mop to absorb and clean the spill.
• 4. Apply sanitizer solution and wipe the area clean.
• 5. Dry the floor completely before removing the wet floor sign.
• 6. If the spill involved a chemical or cleaning agent, consult the SDS (Safety Data Sheet) binder.