SSCI Union Employee Handbook FINAL 220203

Spreckels Sugar Company, Inc.
Union Employee Handbook
January 1, 2022
Spreckels Sugar Company, Inc. Union Employee

Handbook 1
ABOUT THIS HANDBOOK/DISCLAIMER
This Employee Handbook and all applicable Supplements (collectively, the “Handbook”) is intended to inform employees about
information relevant to their employment at Spreckels Sugar Company, Inc. (“SSCI” or the “Company”). If you have questions about
working for the Company, you may find it helpful to consult this handbook first. If the Handbook does not address a matter of
interest to you, or if you have any additional questions after you have read this Handbook, you should ask your Manager or Human
Resources.
Neither this handbook nor any other verbal or written communication by a management representative is, nor should it
be considered an agreement, contract of employment, express or implied, or a promise of treatment in any particular
manner in any given situation, nor does it confer any contractual rights whatsoever. Employment with the company is at-
will, meaning that the employment relationship is subject to termination by the employee or the Company at any time, for any
or no reason, without advance notice.
Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Company
documents. These Company documents s u p e r s e d e any statement made in this handbook or by any member of
management.
This handbook states only general Company guidelines. The Company may, at any time, in its sole discretion, modify or vary
from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment at will,
which may only be modified by an express written agreement signed by the employee and District Manager.
This handbook is subject to the terms of any applicable collective bargaining agreement.
This handbook supersedes all prior handbooks.
Spreckels Sugar Company, Inc. Union Employee

Handbook 2
Contents
ABOUT THIS HANDBOOK/DISCLAIMER ............................................................................................................... 2
Section 1 - Governing Principles of Employment................................................................................................ 7
Introduction.......................................................................................................................................... 7
Equal Employment Opportunity ............................................................................................................ 9
Health and Safety.................................................................................................................................. 9
Injury Reporting ...................................................................................................................................10
Policy Against Discrimination, Harassment, And Retaliation..................................................................10
Relationships Among Employees ..........................................................................................................12
Drug-Free and Alcohol-Free Workplace ................................................................................................13
Workplace Violence .............................................................................................................................13
Prohibited Conduct ....................................................................................................................14
Procedures for Reporting a Threat .............................................................................................14
Firearm And Workplace Violence Policy................................................................................................14
Section 2 - Operational Policies ........................................................................................................................15
Employee Classifications ......................................................................................................................15
Probationary Employee ..............................................................................................................15
Year-Round Employee ................................................................................................................15
Seasonal Employee (Non Year-Round) ......................................................................................15
Hourly Employee (Non-Exempt) .................................................................................................15
Your Employment Records ...................................................................................................................15
Personal Information And Property .............................................................................................15
Right To Review Personnel Records .............................................................................................15
Working Hours and Schedule................................................................................................................16
Rest Breaks .................................................................................................................................16
Meal Periods ..............................................................................................................................17
Meal Period Waiver ...................................................................................................................17
No Working During Rest Breaks and Meal Periods .....................................................................17
On Duty Meal Period ..................................................................................................................17
Timekeeping Procedures ......................................................................................................................17
Overtime ....................................................................................................................................18
Spreckels Sugar Company, Inc. Union Employee Handbook 3

Travel Time for Non-Exempt Employees ......................................................................................18
Your Paycheck ............................................................................................................................18
Direct Deposit .............................................................................................................................18
Pay Advances..............................................................................................................................18
Record Retention .................................................................................................................................18
Section 3 - Benefits ..........................................................................................................................................19
Benefits Overview ................................................................................................................................19
Paid Holidays .......................................................................................................................................19
Paid Vacation .......................................................................................................................................20
Sick Days..............................................................................................................................................20
Lactation Breaks...................................................................................................................................21
Jury Duty .............................................................................................................................................21
Witness Leave ......................................................................................................................................21
Bereavement Leave..............................................................................................................................21
Voting Leave ........................................................................................................................................22
Insurance Programs .............................................................................................................................22
Paid Family Leave Benefits ...................................................................................................................22
Section 4 - Leaves of Absence ..........................................................................................................................23
Military Leave ......................................................................................................................................23
Time off For Military Spouses ...............................................................................................................23
Organ Donation Leave ..........................................................................................................................24
Family and Medical Leave ....................................................................................................................24
Leave for Victims of Crime or Abuse (Including Domestic Violence, Sexual Assault or Stalking) .............. 30
Time off For Crime Victims ...................................................................................................................31
Literacy Assistance ...............................................................................................................................31
Rehabilitation Leave ............................................................................................................................31
Pregnancy Disability Leave ...................................................................................................................31
Time off for School Related Activities ...................................................................................................32
Time off for Volunteer Firefighters, Reserve Peace Officers & Emergency Rescue Personnel .................. 33
Section 5 - General Standards of Conduct .........................................................................................................34
Workplace Conduct and Working Environment.....................................................................................34
Dress Code ...........................................................................................................................................34

Work Rules ..........................................................................................................................................34
Discipline (Non-Absence Related) .........................................................................................................35
Attendance and Absences ....................................................................................................................36
General Safety Policy ...........................................................................................................................37
Employee Safety ..................................................................................................................................38
Methods of Safety Enforcement ..........................................................................................................39
Safety and Sanitation Committees ......................................................................................................39
BST Safety Program .............................................................................................................................39
Good Manufacturing Practices .............................................................................................................40
Electronic Equipment ...........................................................................................................................40
Cellular Phones and Other Portable Devices Policy ......................................................................40
Personal use of Company-provided cellular phones and other portable devices. .......................... 41
Personal cellular phones. ............................................................................................................41
Company Property, Including Computer Systems ..................................................................................42
Monitoring .................................................................................................................................42
Authorized use ...........................................................................................................................42
Confidentiality and Security ........................................................................................................42
Information Systems Compliance Including Personal Media Devices ............................................42
Internet Use Policy......................................................................................................................43
Prohibited Communications ........................................................................................................43
Proprietary Information Restrictions ...........................................................................................44
Internet Postings ........................................................................................................................44
Anti-Virus Protections .................................................................................................................44
Cyber Security Training ...............................................................................................................44
Consequences for Policy Violations .............................................................................................44
Use of Social Media ....................................................................................................................44
Inspections ..........................................................................................................................................45
Smoking ...............................................................................................................................................45
Personal Visits and Telephone Calls ......................................................................................................45
Solicitation and Distribution .................................................................................................................45
Bulletin Boards ....................................................................................................................................45
Confidential Company Information.......................................................................................................45
Conflict of Interest and Business Ethics .................................................................................................46
Use of Facilities, Equipment and Property, Including Intellectual Property ............................................46
Hiring Relatives/Employee Relationships ..............................................................................................46
Publicity/Statements to the Media .......................................................................................................47
Operating Company Equipment............................................................................................................47
Business Expense Reimbursement ........................................................................................................47
References ...........................................................................................................................................48
A Few Closing Words ............................................................................................................................48
GENERAL HANDBOOK ACKNOWLEDGMENT .....................................................................................................49
ACKNOWLEDGEMENT AND RECEIPT OF CALIFORNIA: DISCRIMINATION, HARASSMENT AND RETALIATION
PREVENTION POLICY........................................................................................................................................51

Section 1 - Governing Principles of Employment
Introduction
Welcome to Spreckels Sugar Company, Inc. (the “Company” or “SSCI”) where our vision is to be the preeminent, integrated sugar
producer in the world. This will be achieved with a deliberate focus on safety, environmental compliance and producing a quality
product. We're glad to have you with us.
Our mission is to bring appreciable value to our employees and consumers through environmental excellence and uncompromising
safety, integrity, quality, efficiency, and industry leading innovation.
Our Core Values are:

• Dedicated to environmental, safety, and quality excellence.
• Foster a culture of honesty, integrity, transparency, and ethical conduct among customers, and employees.
• Committed to growth through innovation and creativity.
• Fair and equitable treatment of employees. This handbook contains information to help you understand the Company, the
functions and responsibilities of the employee, and the rules and policies which apply to those who are a part of the SSCI
organization.
• If you have any questions about Spreckels Sugar Company, Inc., its policies, or your role as an employee, please do not
hesitate to discuss them with your supervisor or human resources.
Zero-Lost Time Workplace + 100% Environmental Compliance + Uncompromising Quality
We care deeply about the safety and well-being of every employee in our organization. Our goal is to achieve a zero lost time
workplace, and that each day our employees come to work with a focus on doing their job safely, always placing the highest priority
on safe work practices in everything they do.
Likewise, we are committed to 100% environmental compliance in every aspect of our operations. The success of our work and the
health of our communities depend on a healthy and sustainable environment, and we take our responsibility to comply with all
environmental laws and regulations very seriously.
Providing our customers with pure, safe, and the highest quality sugar products has always been a top priority. Uncompromising
quality means meeting quality standards across the board, day in and day out, must always be our focus.
We know our goals of achieving a safe workplace and full environmental compliance are achievable.
Our plan for achieving these goals involves three key commitments:
• Communication – Systematic and focused communication with and among employees at all levels and incorporated in
every meeting, training, shift change and event reflecting our priority of safe work practices and environmental protection.
• Engagement – Regular and meaningful engagement to bring increased focus and greater mindfulness to safety and
environmental priorities, and to highlight and celebrate employee, leadership, and operational successes.
• Responsibility and Accountability – Require demonstrated responsibility and accountability for continuous improvement in
safety performance and environmental compliance among all employees. From training new hires to conducting
performance reviews, ensuring that safe work practices and environmental compliance is the foremost criteria for
successful and continued employment.

Full attention and awareness are paramount in creating a culture where safety, environmental stewardship, and product quality
takes precedence over all else. All levels of our organization – from the factory floor to leadership – are accountable and
responsible for attaining our goals.
We remain ever diligent and committed to protecting and preserving what matters most – the health and welfare of every
employee, our communities, the environment, and our quality product.
Greg Martin
Greg Martin, District Manager

Equal Employment Opportunity
Spreckels Sugar Company, Inc. is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived
race, color, religious creed, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and
related medical conditions), gender identity or expression (including transgender status), sexual orientation, marital status,
military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state
or local law (such as cancer), genetic information, or any other characteristic protected by applicable federal, state, or
local laws and ordinances. Spreckels Sugar Company, Inc.'s management team is dedicated to this policy with respect to all
employment practices and terms and conditions of employment, including but not limited to recruitment, hiring, placement,
promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs and general
treatment during employment.
The Company will endeavor to make a reasonable accommodation as required by applicable law of an otherwise qualified
applicant or employee related to physical or mental disability; sincerely held religious beliefs and practices; and/or any other
reason required by applicable law, unless doing so would impose an undue hardship upon the Company's business
operations. Any applicant or employee who needs an accommodation in order to perform the essential functions of the job
should contact the Human Resources Manager to request such an accommodation. The individual should specify what
accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested
accommodation, to the extent permitted and in accordance with applicable law. The Company will review and analyze the
request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation
can be made. The Company will evaluate requested accommodations, and as appropriate identify other possible
accommodations, if any. The individual will be notified of The Company's decision within a reasonable period. The
determination as to whether to provide an accommodation, or whether a particular accommodation is reasonable, is
made by the Company on a case-by-case basis, in accordance with applicable law. The Company treats all medical
information submitted as part of the accommodation process in a confidential manner.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these
issues to the attention of the Human Resources Manager. All forms of unlawful retaliation are prohibited under this policy, including
any form of discipline, reprisal, intimidation, or other form of retaliation for raising issues regarding equal employment opportunity
or for seeking or requesting a reasonable accommodation. If employees feel they have been subjected to any such retaliation, they
must contact Human Resources Manager. To ensure an Equal Employment Opportunity workplace, violation of this policy including
any improper retaliatory conduct will lead to discipline, up to and including discharge.
Health and Safety

The health and safety of employees and others on Company property are of critical concern to Spreckels Sugar Company,
Inc. The Company complies with all health and safety laws applicable to our business. To this end, we must rely upon
employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be
conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any
unsafe conditions or potential hazards should be reported to management immediately, even if the problem appears to be
corrected. Any suspicion of a concealed danger present on the Company's premises, or in a product, facility, piece of
equipment, process or business practice for which the Company is responsible must be brought to the attention of management
immediately.
Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also
issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should
familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Injury Reporting
Employees are to report all accidents, injuries, or property damage, including those of a minor nature immediately to their
Supervisor, Manager, or Safety Manager. Absences resulting from a work-related injury REQUIRE the employee to follow this
protocol. Failure to do so will result in disciplinary action.
Any leave of absence due to a workplace injury runs concurrently with all other Company leaves of absence. Reinstatement
from leave is guaranteed only if required by law. Employees who need to miss work due to a workplace injury must also
request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.
Policy Against Discrimination, Harassment, And Retaliation

Spreckels Sugar Company, Inc. (the “Company” or “SSCI”) is committed to maintaining an employment environment where employees
can work, learn, and develop to their full potential. It is the policy of the Company that employees maintain a working environment
that encourages mutual respect and is free from all forms of discrimination, harassment, and violence. It is each employee’s
responsibility to help ensure this environment is maintained.
The Company is committed to providing a working environment free from discrimination and harassment on the basis of race, creed,
color, religion, age, sex, national origin, disability, genetic information, pregnancy, veteran status, marital status, familial status,
status with regard to public assistance, sexual orientation (actual or perceived), or any other protected class status under applicable
law. Discrimination in employment and harassment, as well as offensive and inappropriate remarks and conduct, are prohibited and
will not be tolerated, whether such conduct is committed by an employee, supervisor, manager, vendor, contractor, or client against
anyone including job applicants, co-workers, supervisors, managers, vendors, contractors, or clients. Such language and conduct are
prohibited not only at the workplace but also in work-related settings outside the workplace, such as business trips, business meetings,
and business-related social events.
The Company will comply with the Americans with Disabilities Act as required by federal law. Any employee or applicant who needs a
reasonable accommodation to perform the essential functions of his/her job must request such an accommodation in a timely fashion
from the Human Resource Department as described under the Equal Employment Opportunity policy above.
Definition of Harassment - Harassment includes disrespectful and offensive behavior, including unwelcome remarks and physical
conduct that disparages or shows hostility toward an individual’s race, creed, color, religion, age, sex, national origin, disability,
genetic information, pregnancy, veteran status, marital status, familial status, status with regards to public assistance, sexual
orientation (actual or perceived), or any other protected class status listed in our Equal Opportunity Policy above.
Harassment may include verbal, physical, written, and/or visual conduct that demeans or intimidates an employee or group of
employees that:
• has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
• has the purpose or effect of unreasonably interfering with an individual's work performance; or
• otherwise adversely affects an individual's employment opportunities.
Harassment includes, but is not limited to: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts based
upon a person’s protected class; degrading jokes and display or circulation in the workplace of written or graphic material that
degrades or shows hostility or aversion toward an individual or group (including through e-mail).
Sexual harassment, which can consist of a wide range of unwelcome behavior of a sexual nature, is defined as any unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: submission to such conduct is
made a term or condition, either explicitly or implicitly, of an individual’s employment; submission to or rejection of such conduct by
an individual is used as a factor in decisions affecting that individual’s employment; or such conduct has the purpose or effect of
substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different
gender. Depending on the circumstances, behaviors constituting sexual harassment may include, but are not limited to:
• direct and indirect suggestions that an employee's job security, job assignment, conditions of employment, or opportunities for
advancement depend in any way on the granting of sexual favors or relations;
• sexual jokes and innuendo;
• use of offensive words of a sexual nature describing body parts or the sexual act, telling "suggestive" jokes or stories, and
conversations about sexual exploits, sexual preferences, and desires;
• insulting or obscene comments or gestures;
• unwelcome sexual flirtations, propositions, and invitations to social events;
• displaying in the workplace sexually suggestive objects, pictures, cartoons, pornographic magazines, or representations of any
action or subject which is sexual in nature, and which can be perceived as offensive (including through e-mail);
• damaging an employee's character, reputation, work effects, or property because of the person’s gender;
• other physical, verbal, or visual conduct of a sexual nature.
Reporting an Incident of Discrimination, Harassment, or Retaliation - SSCI requires that all incidents of discrimination, harassment, or
retaliation be reported immediately.
Individuals who believe they have experienced or someone else has experienced conduct that they believe is contrary to SSCI’s
Policy Against Discrimination, Harassment, or Retaliation or who have concerns about such matters:
• are encouraged to tell the person engaging in such conduct or communications that the conduct or communication is
offensive, against the Company policies, and must stop (if you are comfortable doing so);
• must immediately notify advise the employee's supervisor or the Human Resource Department. This option may be
useful if the employee does not wish to communicate directly with the person whose conduct or communication is
offensive, or if direct communication has been unsuccessful. If the individual engaging in the conduct or
communication that violates the Company Policy Against Discrimination, Harassment, or Retaliation is the employee's
supervisor, the employee should immediately contact the Human Resource Department. It is not sufficient to report a
complaint of discrimination, harassment, or retaliation to any person other than one of these designated individuals.
If an employee becomes aware of or is subject to discrimination or harassment, the employee must immediately notify Human
Resources. The Human Resources Team is here to support all team members. Should there be any situation that a team member
feels uncomfortable, please notify Human Resources.
Any Supervisor or Manager who becomes aware of any incidents or alleged incidents of discrimination or harassment also must
immediately report the matter directly to Human Resources. Supervisors and/or Managers who receive complaints of discrimination
or harassment must consult with Human Resources before taking action. Any Supervisor or Manager who fails to report allegations
of discrimination, harassment, or any other prohibited conduct or who otherwise fails to deal properly with such allegations may be
subject to discipline, up to and including discharge.
Because the Company cannot respond to problems it is not aware of, all employees are required to report any incident
discrimination, harassment, retaliation, violence, or any other inappropriate conduct to Human Resources. If an employee believes
he or she has been victimized by, or has witnessed, discrimination, harassment, offensive conduct, or retaliation as described above,
the employee must immediately report the problem consistent with the procedure described above.
The Investigation
The Company will, upon receipt of a report or complaint alleging discrimination, harassment, retaliation, or any other inappropriate
conduct, undertake an investigation consistent with the nature of the incident identified.
The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have
observed the alleged conduct or may have other relevant knowledge.

Confidentiality will be maintained throughout the investigation process to the extent consistent with adequate investigation and
appropriate corrective action. All employees must cooperate with all investigations conducted pursuant to this policy.
Disciplinary Action - After an investigation of the allegations, the Company will take appropriate disciplinary action, up to and
including termination, at its discretion. When it is determined that a non-employee, while on Company property, has violated the
Company Policy Against Discrimination, Harassment, and Retaliation, the Company will take action reasonably calculated to end the
discrimination, harassment, or retaliation.
Employee Responsibility - Every SSCI employee is responsible for assisting in the prevention of discrimination, harassment, and
retaliation through the following, when appropriate:
• Refraining from participation in, or encouragement of, actions that could be perceived as discrimination, harassment,
and/or offensive conduct.
• Reporting acts of discrimination, harassment, and/or offensive conduct to a supervisor or the Human Resources
Department.
• Encouraging any employee who complains of being discriminated against or harassed to report these acts to a supervisor or
the Human Resource Department.
• Informing the offender that his/her behavior is unacceptable, against policy, and that he/she should stop the behavior.
• Offering support to the offended employee.
Retaliation - SSCI prohibits retaliation against any individual who, in good faith, reports discrimination or harassment or participates
in an investigation of such reports. Retaliation against an individual for reporting discrimination or harassment or for participating in
an investigation of a claim of harassment or discrimination is a serious violation of this Policy and, like harassment or discrimination
itself, will be subject to disciplinary action, up to and including termination. For purposes of this policy, retaliation includes any
action that is reasonably likely to dissuade an employee from engaging in such protected conduct. The Company may take
disciplinary action, up to and including termination, against an employee who knowingly makes a false complaint, lies about a
complaint, or refuses to cooperate with the Company’s investigation.
Additionally, SSCI prohibits retaliation against any individual who reports work-related injuries and illnesses. Please refer to the
Injury Reporting and Management section outlining the reporting process.
Relationships Among Employees

The Company prohibits romantic relationships between a Manager and any employee who reports directly or indirectly to that
Manager or whose terms or conditions of employment that Manager may influence, including but not limited to promotion,
termination, discipline, and compensation. Such relationships risk compromising conflicts of interest or the appearance of such
conflicts and create enhanced risks for actions that may violate other Company policies. In addition, such relationships may give rise
to the perception by others that there is favoritism or bias in employment decisions affecting the employee. The atmosphere
created by such appearances of bias, favoritism, intimidation, coercion, or exploitation undermines the spirit of trust and mutual
respect that is essential to a healthy work environment. If there is such a relationship, the parties need to be aware that one or both
may be moved to a different work group, or the Company may require the individuals to choose who will remain with the Company
if there are conflicts and/or problems are otherwise unmanageable in the Company’s sole judgment.
If any employee of the Company enters a consensual relationship that is romantic or sexual in nature with a member of his or her
staff, or if one of the parties is in a Managerial capacity in the same department or work group in which the other party works, the
parties must notify Human Resources. Because of potential issues regarding quid pro quo harassment, the Company has made
reporting mandatory. This policy does not automatically apply to employees where one employee does not supervise or otherwise
manage the other; nonetheless, please alert Human Resources if you are unsure if a consensual relationship poses as a conflict of
interest at any time.

Drug-Free and Alcohol-Free Workplace
To ensure a safe, healthy, and productive work environment, Spreckels Sugar Company, Inc. has a policy of maintaining a
workplace free of drugs and alcohol. This policy applies to all employees and other individuals who perform work for the
Company. The full Substance abuse policy can be found in the CBA, Exhibit D.
The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale, or distribution of controlled
substances (including medical marijuana), drug paraphernalia or alcohol by an individual anywhere on Company premises, while on
Company business (whether or not on Company premises) or while representing the Company, is strictly prohibited. Employees and
other individuals who work for the Company also are prohibited from reporting to work or working while they are using or under the
influence of alcohol or any controlled substances, which may impact the employee's ability to perform their job or otherwise pose
safety concerns, except when the use is pursuant to a licensed medical practitioner's instructions and the licensed medical
practitioner authorized the employee or individual to report to work. However, this exception does not extend any right to report to
work under the influence of medical marijuana or to use medical marijuana as a defense to a positive drug test, to the extent the
employee is subject to any drug testing requirement, except as permitted by and in accordance with applicable law.
Violation of this policy will result in disciplinary action, up to and including discharge.
The Company maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist
individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment
for substance abuse conditions. We encourage employees to seek assistance before their substance abuse or alcohol misuse
renders them unable to perform the essential functions of their jobs, or jeopardizes the health and safety of any Company
employee, including themselves.
Workplace Violence
Spreckels Sugar Company, Inc. is strongly committed to providing a safe workplace. To that end, the Company is committed to
working with its employees to maintain a work environment that is safe, secure, and free from violence, threats of violence,
harassment, intimidation, and other disruptive behavior. All reports of incidents will be taken seriously and dealt with appropriately.
Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, up to and including
termination, criminal penalties, or both.
Spreckels Sugar Company, Inc. does not expect employees to become experts in psychology or to physically subdue a
threatening or violent individual. Indeed, Spreckels Sugar Company, Inc. specifically discourages employees from engaging in
any physical confrontation with a violent or potentially violent individual. However, Spreckels Sugar Company, Inc. does
expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations.
Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit
one or more of the following behaviors or signs: over-resentment, anger and hostility; extreme agitation; making ominous
threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant
decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior; reacting to
questions with an antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in
the workplace; overreacting or reacting harshly to changes in Company policies and procedures; personality conflicts with co-
workers; obsession or preoccupation with a co- worker or supervisor; attempts to sabotage the work or equipment of a co-
worker; blaming others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.
All Company employees are responsible for notifying their supervisor or Human Resources of any acts or threats of violence they
have witnessed, received, or been told that another person has witnessed or received. Even without an act or threat of violence,
employees must also report any behavior they have witnessed which they regard as threatening or violent when that behavior is job
related or might be carried out on a Company controlled site or is connected to Company employment.

Prohibited Conduct
Threats, threatening language or any other acts of aggression or violence made toward or by any Company employee WILL
NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at
intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious
or destructive action undertaken for the purpose of domination or intimidation. To the extent permitted by law, employees
and visitors are prohibited from carrying weapons onto Company premises.
Procedures for Reporting a Threat

All Company employees are responsible for notifying their Supervisor and Human Resources of any acts or threats of violence they
have witnessed, received, or been told that another person has witnessed or received. Even without an act or threat of violence,
employees must also report any behavior they have witnessed which they regard as threatening or violent when that behavior is job
related or might be carried out on a Company controlled site or is connected to Company employment.
Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede Spreckels Sugar
Company, Inc.'s ability to investigate and respond to the complaints. All threats will be promptly investigated. All
employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation, or disciplinary
action as a result of reporting a threat in good faith under this policy.
If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the Company
will take swift and appropriate corrective action.
If the employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this
section. It is important for the Company to be aware of any potential danger in its offices. Indeed, the Company wants to
take effective measures to protect everyone from the threat of a violent act by employees or by anyone else.
Firearm And Workplace Violence Policy

The Company is committed to providing a safe work environment. SSCI personnel may not carry or possess handguns or other
firearms, including but not limited to toys or replicas, on work premises or during working time. Such action is a violation of SSCI's
workplace violence policy and is prohibited. Employees who violate this rule will be subject to severe penalties, including removal
from the premises, termination of employment, and other appropriate actions.
The Company specifically prohibits the following activities:
• Engaging in, or threatening to engage in, an act of violence against an employee, visitor, or other person in the workplace;
• Using or possessing any weapon or firearm on SSCI property or while conducting SSCI business;
• Storing any weapon in a locker, desk, purse, or any other repository on SSCI property.
Any person who engages in, or threatens to engage in, violent acts will be removed from the premises as soon as safety permits and
shall remain off SSCI premises pending the outcome of any investigation. At that time, SSCI will determine the appropriate action to
be taken.
Each employee is responsible for reporting acts of violence or threatening behavior to his or her supervisor or the Human Resource
Department.

Section 2 - Operational Policies
Employee Classifications
At the time you are hired, you are placed on probationary status and classified as either a Seasonal Employee or a Year-Round
Employee. Seasonal Classifications can change over time to include Year- R o u n d status as a result of a change in assignment,
availability of work, promotion or other circumstances. Membership in the union is required for Employees in a bargaining unit
position, subject to applicable law and provisions of the CBA.
Probationary Employee
Bargaining Unit (union) Employees are hired with a 45-day probationary period before seniority is acquired, with the
exception of Special, Technician A-1 and Technician A hires, who have a 60-day probationary period before seniority is acquired.
During this probationary period, your ability to perform the job for which you were hired is assessed, and accordingly, you
are provided with an opportunity to demonstrate your ability to carry out the job tasks and duties of your position.
Year-Round Employee
An Employee whose name is placed on the posted inter-campaign crew list by the Company at the end of the campaign is
considered a Year-Round Employee.
Seasonal Employee (Non Year-Round)

Based on seasonal campaign demands, Spreckels Sugar Company hires Employees for specific periods of time, as determined
by a project. Employees hired under these conditions are considered Seasonal Employees, with the schedule and duration of
the position determined on an individual and/or a campaign basis. These Employees may also be referred to "Non Year-
Rou nd " Employees and or "Temporary" Employees.
Hourly Employee (Non-Exempt)

Employees are paid on an hourly (per hour) basis. Your Human Resources Representative will explain how you will be paid
during your Company Orientation (see "Pay and Paychecks" later in this handbook).
Your Employment Records

Personal Information And Property
The Company requests that employees keep their address, personal phone number(s), emergency contact(s), etc. up to date in the
UKG system. (The employee can make changes to their address, phone number and email address by accessing their UKG account:
Menu > Myself > Name, Address and Telephone and click on the Edit button). The employee also must provide a list of the
individual(s) authorized to obtain or receive the employee’s personal items when the employee is unable to access his or her
personal items (tools, clothing, etc.) from the facility due to death, disability, or other life-altering circumstance. These authorized
individual(s) will be set up online through the UKG system or the mobile app. (The employee can add or change Emergency Contacts
by going into their UKG account: Menu > Myself > Contacts and add a person or click on a contact name listed and edit as necessary).
Right To Review Personnel Records

Current employees have a right to inspect and receive a copy of their personnel files and records that relate to the employee’s
performance or to any grievance concerning the employee. If a current employee chooses to exercise this right, s/he must submit a
good faith, written request to review his/her file with the Human Resource Department.
Within seven working days of receiving the request (within 30 working days if the personnel records are stored out of state), SSCI will
make available for review either the original file or an accurate copy of the file. The employee will have access to the file during
normal operating hours either at their job site or at a nearby location. SSCI may require that this review take place in the presence of
a SSCI representative.
After the employee has had an opportunity to review the file, the employee may make a written request for a copy of the record,
which SSCI will provide at no charge.

After an employee separates employment, the file may be reviewed once annually for as long as SSCI maintains the record. If the
employee makes a good faith, written request to review the file after employment with SSCI ends, SSCI will provide a copy at no cost.
If, after reviewing the file, the employee disputes specific information contained in the record, SSCI may agree to remove or revise
the disputed information. If no such agreement is reached, the employee is entitled to submit a written statement of no more than
five pages explaining his/her position. This position statement will be included in the file, along with the disputed information, for as
long as SSCI maintains the record.
SSCI will not retaliate against employees for asserting their rights under the California Personnel Files and Records statute. California
Labor Code 1198.5.
Working Hours and Schedule

The Spreckels Sugar Company, Inc. business office normally is open as follows:
Day From: To:

Monday 0800 1630
Tuesday 0800 1630
Wednesday 0800 1630
Thursday 0800 1630
Friday 0800 1630
On holidays, the business office is closed.

Employees will be assigned a work schedule and expected to begin and end work according to the schedule. To accommodate
the needs of the business, at some point Spreckels Sugar Company, Inc. may need to change individual work schedules on
either a short-term or long-term basis.
Rest Breaks
Non-exempt employees who work three-and-one-half (3-1/2) or more hours per day are authorized and permitted one (1) 10-
minute rest break for every four (4) hours or major fraction thereof worked. For purposes of this policy, "major fraction" means
any time greater than two (2) hours. For example, if employees work more than six (6) hours, but no more than 10 hours in a
workday, they are authorized and permitted to take two (2) 10-minute rest breaks: one (1) during the first half of a shift and a
second rest break during the second half of the shift. If employees work more than 10 hours but no more than 14 hours in a
day, they are authorized and permitted to take three (3) 10-minute rest breaks, and so on.
Rest breaks should be taken as close to the middle of each work period of four (4) hours or major fraction thereof as is
practical. Employees do not need to obtain their supervisor's approval or notify their supervisor when taking a rest break,
however, they must not leave their area unattended.
Employees are encouraged to take their rest breaks; they are not expected to and should not work during their rest breaks.
Non-exempt employees are paid for all rest break periods and do not need to clock out when taking a rest break.
Rest breaks may not be combined with another rest break or with the meal period. In addition, rest breaks may not be taken
at the beginning or end of the workday to arrive late or leave early. Each rest break must be a separate break, meeting the
requirements described above. If any work is performed during a rest break, or if the rest break is interrupted for any
work-related reason, the employee is entitled to another uninterrupted paid rest break.
Spreckels Sugar Company, Inc. also provides cool down rest and recovery periods as needed to prevent heat illness for
employees that perform work outdoors as required under applicable state law.
Meal Periods
Employees who work more than five (5) hours in a workday are provided an unpaid, off-duty meal period of at least 30
minutes. Employees are responsible for scheduling their own meal periods, but they should confirm them with their supervisor.
Meal periods must begin no later than the end of the fifth hour of work. For example, the employee who begins working at 8:00
a.m. must begin the meal period no later than 12:59 p.m. When scheduling a meal period, employees should try to anticipate
workflow and deadlines.
Employees who work more than 10 hours in a day are entitled to a second unpaid, off-duty 30- minute meal period.
Employees entitled to a second meal period should schedule their second meal period so it begins no later than before the end
of their tenth hour of work, meaning the meal period should begin after working no more than nine (9) hours, 59 minutes.
During meal periods, employees are relieved of all duty and should not work during this time. When taking a meal period,
employees should completely stop working for at least 30 minutes. Employees are prohibited from working "off the clock" during
their meal period.
Those employees who use a time clock must clock out for their meal periods. These employees are expected to clock back in and
promptly return to work at the end of any meal period. Unless otherwise directed by a supervisor in writing, employees do not need
to obtain a supervisor's approval or notify a supervisor when taking a meal period. Employees are required to immediately notify the
Human Resources Department if they believe they are being pressured or coerced by any manager, supervisor, or other employee to
not take any portion of a provided rest break or meal break.
Meal Period Waiver

If no more than six (6) hours of work will complete the day's work, employees may voluntarily waive the meal period in writing
by completing the California Meal Period Waiver Agreement located in the Human Resources Office. If the employee works no
more than twelve (12) hours, the employee can waive the second meal period, but only if the first meal period was received and
not waived in any manner. Employees who work more than 12 hours may not waive, and should take, their second unpaid, off-
duty and uninterrupted 30-minute meal period.
No Working During Rest Breaks and Meal Periods

Employees are completely relieved of all work duties and responsibilities during their rest breaks and meal periods. All rest
breaks and meal periods must be taken outside the work area, such as in a break room. Employees may leave the premises
during rest breaks and meal periods. Employees should not visit or socialize with employees who are working while they are
taking a rest break or meal period. Employees, including those in a sensitive position like security or information technology,
are not expected to remain "on call" or available to respond to messages, monitor radios, telephones, email or other devices
during meal periods and rest breaks.
Employees are required to immediately notify Human Resources and/or their supervisor if they believe they are being
pressured or coerced by any manager, supervisor, or other employee to not take any portion of a provided rest break or meal
period.
On Duty Meal Period

An on-duty meal break is permitted only when the nature of the work prevents and employee from being relieved of all duty,
must be agreed to in writing by you and your manager, must be paid and can be revoked at any time in writing by the
employee. There may be days of your employment with Spreckels Sugar Company, Inc., when the nature of the work may
prevent you from being relieved of all duty during the meal period.
Timekeeping Procedures
Employees must scan in and scan out to record their actual time worked for payroll and benefit purposes.
Altering, falsifying, or tampering with time records is prohibited and subjects the employee to discipline, up to and including
discharge.
Non-exempt employees may not start work until their scheduled starting time.
Any errors in the time record should be reported immediately to a supervisor, who will correct legitimate errors.
Overtime
Like most successful companies, Spreckels Sugar Company, Inc. experiences periods of extremely high activity. During these busy
periods, additional work is required from all of us. Supervisors are responsible for monitoring business activity and requesting
overtime work if it is necessary. Effort will be made to provide employees with adequate advance notice in such situations.
Non-exempt employees will be paid overtime at the rate of time and one-half (1.5) times their normal hourly wage for all hours
worked in excess of eight (8) hours in one (1) day or 40 hours in one (1) week, or for the first eight (8) hours on the seventh (7th) day
in the same workweek.
Non-exempt employees will be paid double-time for hours worked in excess of 12 hours in any workday or in excess of eight (8) on
the seventh (7th) day of the workweek.
Employees may work overtime only with management authorization.
Employees shall not refuse to work overtime if it causes a significant disruption in operations and/or creates an unsafe working
condition, unless excused for justifiable personal reasons.
For purposes of calculating overtime for non-exempt employees, refer to the CBA.
Travel Time for Non-Exempt Employees

California non-exempt employees are paid for travel time in accordance with state law.
All employees will be compensated for board, lodging, and travel expense when required by the Employer to spend a night
or more away from home. Employees will be paid regular pay for days on which they are required to travel in the interest of the
Employer. Employees required to use their own vehicle for Employer business travel after reporting to work at their assigned
work location shall be reimbursed for mileage at the then applicable IRS rate for mileage reimbursement. See CBA, Section XVI
Miscellaneous, Item L.
Your Paycheck
Employees are paid bi-weekly for all the time during the past pay period. Payroll statements itemize deductions made from gross
earnings. By law, Spreckels Sugar Company, Inc. is required to make deductions for Social Security, federal income tax and any other
appropriate taxes. Deductions also may include any court-ordered garnishments. Payroll statements will differentiate between
regular pay and overtime pay. If there is an error in any employee's pay, the employee should bring the matter to the attention of the
Human Resources Manager immediately so the Company can resolve the matter quickly. Pay statements are available through UKG
at https://n33.ultipro.com.
Contact the human resources department to obtain your username and temporary password.
Direct Deposit
Spreckels Sugar Company, Inc. strongly encourages employees to use direct deposit. Employees may add/cancel or edit direct
deposit information directly on the employee web portal (UKG) account or mobile app. Employees must contact the Human
Resource Manager to stop a direct deposit. To update direct deposit information, employees can go to UKG select Menu  Myself 
Direct Deposit and enter information accordingly.
Pay Advances
Spreckels Sugar Company, Inc. does not permit advances on paychecks or against accrued paid time off.
Record Retention
Spreckels Sugar Company, Inc. acknowledges its responsibility to preserve information relating to litigation, audits, and
investigations. Failure on the part of employees to follow this policy can result in possible civil and criminal sanctions against
the Company and its employees and possible disciplinary action against responsible individuals (up to and including
discharge of the employee). Each employee has an obligation to contact the Human Resources Department to inform them
of potential or actual litigation, external audit, investigation, or similar proceeding involving the Company that may have an
impact on record retention protocols.

Section 3 - Benefits
Benefits Overview
In addition to good working conditions and competitive pay, it is Spreckels Sugar Company, Inc.'s policy to provide a
combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been
carefully devised. These benefits include time-off benefits, such as vacations and holidays, and insurance and other plan
benefits. We are constantly studying and evaluating our benefits programs and policies to better meet present and future
requirements. These policies have been developed over the years and continue to be refined to keep up with changing
times and needs.
The next few pages contain a brief outline of the benefits programs Spreckels Sugar Company, Inc. provides employees and
their families. Of course, the information presented here is intended to serve only as guidelines.
The descriptions of the insurance and other plan benefits merely highlight certain aspects of the applicable plans for general
information only. The details of those plans are spelled out in the official plan documents, which are available upon request from
the Human Resources Manager.
Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summary plan
descriptions ("SPDs") for the plans (which may be revised from time to time). In the determination of benefits and all other
matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the
plans, including the SPDs and this handbook.
Further, Spreckels Sugar Company, Inc. (including the officers and administrators who are responsible for administering the
plans) retains full discretionary authority to interpret the terms of the plans, as well as full discretionary authority regarding
administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility, and entitlement.
While the Company intends to maintain these employee benefits, it reserves the absolute right to modify, amend, or
terminate these benefits at any time and for any reason.
If employees have any questions regarding benefits, they should contact t h e Human Resources Manager.
Paid Holidays
Spreckels Sugar Company recognizes the following (9) holidays for its Bargaining Unit Employees:
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day or Day after Thanksgiving
Thanksgiving Day
Christmas Eve
Christmas Day
In order to be eligible for holiday pay, you must work the last regular workday prior to and the first regular workday following the
holiday, both of which must occur within two (2) weeks of the holiday. Seasonal Employees must be on active status as of the
holiday's date in order to be eligible for holiday pay.
Eligible Employees will receive eight (8) hours straight time pay for the holiday. If an eligible Employee works on a holiday,
he/she will receive holiday pay in addition to his/her normal rate of pay, including double time for any hours worked in excess
of eight hours on the holiday.
Note: Details regarding holiday pay can be found in your CBA.

Paid Vacation
Employees receive vacation pay based on working seventy-five percent (75%) or more of the working days for the Company in
a calendar year according to the following schedule:
Years of Continuous Service Annual Vacation Entitlement
1 Year 5 Working Days
2 Years 10 Working Days
Note: Bargaining Unit Employees who do not meet the 75% criteria above may be eligible for five (5) days’ vacation if one hundred
and sixty (160) or more days are worked in the calendar year and the Employee remains employed until being laid off.
Year-Round Employees who are terminated after working seventy-five percent (75%) of the Company working days in a
calendar year are paid the vacation to which they are entitled.
You may use accrued vacation time provided:
• You give ample notice to the Company (your Supervisor or Manager), and
• Your vacation will not interfere with Company operations (in which case you may need to defer your vacation).
• Your vacation request is not less than 4 hours.
In the event a holiday falls on a day of your approved vacation, you will receive holiday pay instead of vacation. During inter-
campaign, you will be eligible to either extend your vacation by one day (the holiday) or receive holiday pay in lieu of the
extra day.
Note: Further details regarding vacation pay can be found in your CBA.
Sick Days
Year-Round Employees are eligible for ten (10) sick days with pay at the straight time rate each calendar year. Sick days
can be accumulated from year to year up to one hundred and ten (110) days maximum.
Newly hired seasonal employees will be eligible for 24 hours sick time hours after 90 days of employment per California labor code
246. Beginning with their second consecutive main campaign, Seasonal employees, are eligible to receive up to five (5) sick
days with pay at the straight rate each year. Sick days can be accumulated from year to year up to fifty-days (50) combined
with the Employee's current year allowance of five (5) days for a total of fifty-five (55) days maximum.
A Healthcare Provider Certification is required for any illness or injury that results in one (1) or more working days, provided
you have not exhausted your twenty-four (24) uncertified sick leave hours. It is your responsibility to provide the Healthcare
Provider Certification to a representative of Human Resources on the day you return to work. Failure to provide the Healthcare
Provider Certification will result in discipline.
Uncertified sick leave is defined as sick leave, paid or unpaid, without supporting Healthcare Provider Certification. At the start of
each calendar year, Year-Round Employees and Seasonal Employees are granted twenty-four (24) hours of uncertified sick leave.
Any sick leave benefit hours that an Employee uses above and beyond the annual uncertified sick leave hours must submit the
supporting Certification of Healthcare Provider to Human Resources in order for the Employee to receive sick leave benefit pay.
Note: Employees should consult Section VI of the CBA for more detail regarding sick leave pay.

Lactation Breaks
Spreckels Sugar Company, Inc. supports the legal right and necessity of employees who choose to express milk in the workplace.
This policy establishes guidelines for promoting a breastfeeding- friendly work environment and supporting lactating employees
for as long as they desire to express breastmilk.
The Company will provide a reasonable amount of break time for employees who wish to express breast milk for their infant
child each time the employee has a need to express milk, in accordance with applicable local, state, and federal law. If possible,
the break time must run concurrently with rest and meal periods already provided. If break time cannot run concurrently with
rest and meal periods, it will be unpaid, to the extent permitted by applicable law.
The Company will provide breastfeeding employees with space, in close proximity to their work area, that is shielded from view
and free from intrusion from co-workers and the public. The room or location may include the place where the employee
normally works if it otherwise meets the requirements of the lactation space. Restrooms are prohibited from being used for
lactation purposes.
Employees who need a lactation accommodation should submit a request for possible accommodation via email to t h e
Human Resources Manager. Upon receiving an accommodation request, the Company will respond to the employee within five
(5) business days. The Company and the employee shall engage in an interactive process to determine the appropriate
accommodations.
California law expressly prohibits discrimination or retaliation against lactating employees for exercising their rights granted by
the ordinance. This includes those who request time to express breast milk at work and/or who lodge a complaint related to
the right to lactation accommodations.
Employees have the right to file a complaint with the Labor Commissioner for any violation of the rights underlying this
policy.
Please consult th e Human Resources Manager with questions regarding this policy.
Jury Duty
Spreckels Sugar Company, Inc. realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so.
All employees will be allowed time off to perform such civic service as required by law. Employees are expected, however, to
provide proper notice of a request to perform jury duty and verification of their service to the Human Resource Manager.
Employees also are expected to keep management informed of the expected length of jury duty service and to report to
work for the major portion of the day if excused by the court. If the required absence presents a serious conflict for
management, employees may be asked to try to postpone jury duty.
Employees on jury duty leave will be paid for their jury duty service in accordance with state law.
Witness Leave
Employees called to serve as an expert witness in a judicial proceeding on behalf of the State will be granted leave with pay.
Employees summoned to appear in court as an expert witness, but not on behalf of the State may use available vacation and
personal time to cover the period of absence. Employees subpoenaed for witness duty must notify their supervisor as soon as
possible.
Bereavement Leave
The death of a family member is a time when employees wish to be with their families. If eligible employees lose a close
relative, they will be allowed paid time off up to three (3) workdays to assist in attending to their obligations and commitments.
For the purposes of this policy, a close relative includes a spouse, domestic/civil union partner, child, parent, sibling, stepchild,
mother-in-law and father in-law, grandparents, brother or sister-in-law or any other relation required by applicable law.

Paid leave days only may be taken on regularly scheduled, consecutive workdays following the day of death. Employees must
inform their supervisor prior to commencing bereavement leave. In administering this policy, Spreckels Sugar Company, Inc.
may require verification of death. See the CBA for eligibility.
Voting Leave
In the event employees do not have sufficient time outside of working hours to vote in a statewide election, employees may
take off sufficient working time to vote. This time should be taken at the beginning or end of the regular work schedule.
Employees will be allowed a maximum of two (2) hours of voting leave on Election Day without loss of pay. Where possible,
supervisors should be notified of the need for leave at least three (3) working days prior to the Election Day.
Insurance Programs
Full-time employees may participate in Spreckels Sugar Company, Inc.'s insurance programs. Under these plans, eligible
employees will receive comprehensive health and other insurance coverage for themselves and their families, as well as other
benefits.
Upon becoming eligible to participate in these plans, employees will receive summary plan descriptions (SPDs) describing the
benefits in greater detail. Please refer to the SPDs for detailed plan information. Of course, feel free to contact t h e Human
Resources Manager with any further questions.
Paid Family Leave Benefits

Employees may be eligible to receive benefits through the California Paid Family Leave (PFL) program, which is administered by
the Employment Development Department (EDD), when taking leave to:
• care for a child, spouse, parent, grandparent, grandchild, sibling, parent-in-law or registered domestic partner, with a
serious health condition; or
• bond with a minor child within the first year of the child's birth or placement in connection with foster care or adoption;
or
• participate in a qualifying exigency related to the covered active duty or call to covered active duty of the employee's
spouse, domestic partner, child, or parent in the Armed Forces of the United States.
These benefits are financed solely through employee contributions to the PFL program. That program is solely responsible for
determining if the employee is eligible for such benefits.
If employees need to take time off work for any of the reasons set forth above, they must advise Spreckels Sugar Company,
Inc., and they will be given information about the EDD's PFL program and how to apply for benefits. Employees also may
contact their local EDD Office for further information. Employees should maintain regular contact with the Company during the
time off work so the Company may monitor the employee's return-to-work status. In addition, the employee should contact the
Company when ready to return to work so the Company may determine what positions, if any, are open.
When the employee applies for PFL benefits, the Human Resources Department will determine if the employee has any accrued
but unused vacation and sick days available. If the employee has accrued but unused time available, then the employee will be
required to use up to two (2) weeks of such time before becoming eligible for PFL benefits.
Employees taking time off work for any of the reasons set forth above are not guaranteed job reinstatement unless they
qualify for such reinstatement under federal or state family and medical leave laws.
Any time off for Paid Family Leave purposes will run concurrently with other leaves of absence, such as Family and Medical
Leave/California Family Rights Act Leave, if applicable. Please see the "Family and Medical Leave/California Family Rights Act"
policies in this handbook for eligibility requirements, if applicable.

Section 4 - Leaves of Absence
Military Leave
If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an
unpaid military leave of absence. To be eligible for military leave, employees must provide management with advance notice of
service obligations unless they are prevented from providing such notice by military necessity or it is otherwise impossible or
unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations, employees will
retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Employees
should ask the Human Resource Manager for further information about eligibility for Military Leave.
If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military
leave of absence not to exceed the number of days allowed by law (including travel). They should give management as much
advance notice of their need for military leave as possible so that Spreckels Sugar Company, Inc. can maintain proper coverage
while employees are away.
Time off For Military Spouses

If the employee works, on average, at least 20 hours per week and their spouse is a qualified member of the United States
Armed Forces, the National Guard or the Reserves, the employee is eligible to take leave for a period of up to 10 days while
their spouse is home during a qualified leave period. When the employee is also eligible for military family member exigency
leave, leave under this policy shall also count toward the employee's leave entitlement under the Family and Medical Leave
Act (FMLA), where the time off meets the definition of FMLA military exigency leave.
Required Notice to Employer
Within two (2) business days of receiving official notice that the employee's spouse will be on leave the employee must provide
notice to the Company of their intent to take military spouse leave.
Required Documentation
The employee must submit written documentation to the Company certifying that during the requested time off, the employee's
spouse will be on leave from deployment during a period of military conflict.
Leave is Unpaid
Leave granted under this policy is unpaid. However, employees may substitute the u n u s e d v a c a t i o n t i m e for any period of
unpaid military spouse leave.
Definitions
For the purposes of this policy, the following definitions apply:
"Qualified Member" means any of the following:
• a member of the United States Armed Forces who is deployed during a period of military conflict to an area
designated as a combat theater or combat zone by the President of the United States; or
• a member of the National Guard who is deployed during a period of military conflict; or a member of the Reserves who is
deployed during a period of military conflict.
"Period of Military Conflict" means any of the following:

• a period of war declared by the U.S. Congress; or
• a period of deployment for which members of the Reserves are ordered to active duty.

"Qualified Leave Period" means the period during which the qualified member is on leave from deployment during a period
of military conflict.
Organ Donation Leave

Employees who have been employed for at least 90 days may request a leave of absence to be an organ donor and/or bone
marrow donor. During an approved leave of absence, an employee must use sick hours and/or vacation hours. If an employee does
not have sick and/or vacation hours, the time will be unpaid unless otherwise noted.
Organ Donor - A leave of absence not exceeding 30 business days of an employee who is an organ donor in a one-year period for the
purpose of donating his or her organ to another person. The one-year period is measured from the date the employee’s leave begins
and shall consist of 12 consecutive months.
Bone Marrow Donor - A leave of absence not exceeding five business days to an employee who is a bone marrow donor in a one-year
period for the purpose of donating his or her bone marrow to another person. The one-year period is measured from the date the
employee’s leave begins and shall consist of 12 consecutive months. Spreckels Sugar Company will provide five days of paid leave to
bone-marrow donors.
In order to receive a leave of absence, an employee shall provide written verification to the employer verifying that he or she is an
organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.
Notwithstanding existing law, bone marrow and organ donation leave shall not be taken concurrently with any leave taken pursuant
to the federal Family and Medical Leave Act of 1993.
Family and Medical Leave

Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA) and/or the California Family Rights
Act (CFRA). Additionally, employees who are CFRA-eligible have certain rights to take both a pregnancy disability leave (PDL) and
CFRA leave for the birth of a child.
This policy provides employees with information concerning FMLA/CFRA entitlements and obligations they may have during such
leaves and also explains differences between FMLA, CFRA and PDL. Where more than one of the laws applies, leave taken may be
counted under more than one law at the same time to the extent permitted by the applicable law(s). For example, where leave for a
pregnancy disability is also FMLA-qualifying, the leave will count against both FMLA and PDL entitlements. However, PDL is separate
from and does not count against employees' CFRA leave entitlement. (Please consult the Pregnancy Disability Leave policy for more
information on PDL.) This policy will be interpreted to comply with the law(s) that apply to a particular leave.
If employees have any questions concerning FMLA/CFRA leave, they should contact the Human Resources Manager.
Eligibility
The FMLA and CFRA provide eligible employees with a right to leave, health insurance benefits and, with some limited
exceptions, job restoration. To be an "eligible employee," the employee must: 1) have been employed by the Company for at
least 12 months (which need not be consecutive) and 2) have worked for at least 1,250 hours during the 12-month period
immediately preceding the commencement of the leave. All California employees who meet these two criteria are eligible for
CFRA leave. California employees also may be eligible to take leave for FMLA reasons if they are eligible for CFRA leave and
work at a worksite where 50 or more employees are located within 75 miles.
Entitlements for FMLA/CFRA Leave
Basic FMLA/CFRA Leave Entitlement
The FMLA/CFRA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during
a 12-month period. The 12-month period is determined by a rolling 12- month period measured backward from the date the
employee uses their FMLA leave. In some instances, leave may be counted under the FMLA but not CFRA or CFRA but not the
FMLA. Leave may be taken for anyone, or for a combination, of the following reasons:
• disability due to pregnancy, childbirth or related medical condition (counts only toward FMLA leave and California
Pregnancy Disability Leave (PDL) leave entitlements); bonding and/or caring for a newborn child (counts toward FMLA
and CFRA leave entitlements); for placement with the employee of a child for adoption or foster care and to care for
the newly placed child (counts toward FMLA and CFRA leave entitlements);
• to care for the employee's spouse, child or parent (but not in-law) with a serious health condition; (counts toward FMLA
and CFRA leave entitlements); to care for the employee's registered domestic partner, grandparent, grandchild or
sibling with a serious health condition (counts towards CFRA entitlements only, except when grandparent, grandchild or
sibling meets FMLA definition of parent or child); for the employee's own serious health condition (excluding pregnancy)
that makes the employee unable to perform one or more of the essential functions of their job (counts toward FMLA and
CFRA leave entitlements); and/or
• because of any qualifying exigency arising out of the fact that the employee's spouse, registered domestic partner, son,
daughter or parent is a military member on covered active duty status (or has been notified of an impending call or
order to covered active duty status) in the Reserve component of the Armed Forces for deployment to a foreign
country in support of a contingency operation or Regular Armed Forces for deployment to a foreign country (counts
toward FMLA/CFRA leave entitlements, except that leave taken for a registered domestic partner counts towards CFRA
leave entitlement only).
• Leave to care for one's child after birth or placement for adoption or foster care must be taken within one (1) year of the
child's birth or placement.
Under the FMLA, a serious health condition is an illness, injury, impairment or physical or mental condition that involves a
period of incapacity or treatment connected with inpatient care (e.g., an overnight stay) in a medical care facility, hospice
or residential health care facility; or continuing treatment by a health care provider for a condition that either prevents the
employee from performing the functions of their job or prevents the qualified family member from participating in school or
other daily activities.
Under the CFRA, a serious health condition is an illness, injury, impairment or physical or mental condition that involves either
inpatient care in a hospital, hospice or residential health care facility, any subsequent treatment in connection with such
inpatient care or any period of incapacity; or continuing treatment by a health care provider. The CFRA defines "inpatient
care" broadly and includes a stay in a hospital, hospice or residential health care facility, any subsequent treatment in
connection with inpatient care or any period of incapacity. A person will be considered an "inpatient" when they are formally
admitted to a health care facility with the expectation that they will remain at least overnight and occupy a bed, even if the
person is ultimately discharged or transferred to another facility and does not actually remain overnight. The CFRA defines
"incapacity" as the inability to work, attend school or perform other regular daily activities due to a serious health condition, its
treatment, or the recovery that it requires.
Under the FMLA and CFRA, subject to certain conditions, the continuing treatment requirement may be met by a period of
incapacity of more than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider or
one (1) visit and a regimen of continuing treatment or incapacity due to pregnancy (FMLA only) or incapacity due to a chronic
condition. Other conditions may meet the definition of continuing treatment.
Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on
covered active duty and attending post- deployment reintegration briefings.
A leave of absence in connection with a workers' compensation injury/illness or for which the employee receives disability or
State of California Paid Family Leave benefits shall run concurrently with FMLA/CFRA leave.
Additional Military Family Leave Entitlement (FMLA Only)
In addition to the basic FMLA/CFRA leave entitlement described above, an eligible employee who is the spouse, son, daughter,
parent or next of kin of a covered servicemember is entitled to take up to 26 weeks of leave during a 12-month period to care
for the servicemember with a serious injury or illness. Leave to care for a servicemember is available during a single 12-
month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month
period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured
servicemember.

A "covered servicemember" is a current 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 on the temporary retired
list, for a serious injury or illness. These individuals are referred to in this policy as "current members of the Armed Forces."
Covered servicemembers also include a veteran who is discharged or released from military service under conditions other
than dishonorable at any time during the five (5-) year period prior to the first date the eligible employee takes FMLA leave
to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or
illness. These individuals are referred to in this policy as "covered veterans."
The FMLA definition of a serious illness or injury for current Armed Forces members and covered Veterans are distinct from
the definition of "serious health condition" applicable to leave to care for a family member or the employee's own illness or injury.
Intermittent Leave and Reduced Leave Schedules
FMLA/CFRA leave usually will be taken for a period of consecutive days, weeks, or months. However, employees also are
entitled to take FMLA/CFRA leave intermittently or on a reduced leave schedule when medically necessary due to a serious
health condition of the employee or covered family member or the serious injury or illness of a covered service member (FMLA
only). Intermittent or reduced work schedule leave may be taken for absences where the employee or family member is
incapacitated or unable to perform the essential functions of the position because of a chronic serious health condition, even
if they do not receive treatment by a health care provider. Intermittent leave can also be taken for any qualifying exigency.
Employees also are eligible for intermittent leave for bonding with a child following birth or placement. Intermittent leave for
bonding purposes generally must be taken in two-week increments, but the Company permits two (2) occasions where the leave
may be for less than two (2) weeks.
Health Insurance Benefits Schedules
During FMLA/CFRA leave, eligible employees are entitled to receive group health plan coverage on the same terms and
conditions as if they had continued work.
No Work While on Leave
The taking of another job while on FMLA/CFRA leave or any other approved leave of absence is prohibited except as
authorized by the Company or permitted by applicable law.
Restoration of Employment and Benefits
At the end of FMLA/CFRA leave, employees generally have a right to return to the same or equivalent positions they held before
the FMLA/CFRA leave. There is an exception for certain "key employees" under the FMLA that applies to leave for a seriously
ill or injured covered servicemember (the CFRA does not have an exception for "key employees"). The Company will provide
notice if employees qualify as "key employees" if it intends to deny reinstatement and any applicable rights in such instances.
Use of FMLA/CFRA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible
employee's FMLA/CFRA leave.
Notice of Eligibility for, and Designation of, FMLA/CFRA Leave
Employees requesting FMLA/CFRA leave are entitled to receive written notice from the Company telling them whether they
are eligible for FMLA/CFRA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA/CFRA leave,
employees are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) the
Company's designation of leave as FMLA/CFRA-qualifying or non-qualifying, if not FMLA/CFRA-qualifying, the reasons why; and
3) the amount of leave, if known, that will be counted against the employee's leave entitlement.
The Company will respond to a leave request within five (5) business days. Once given, approval shall be deemed retroactive
to the date of the first day of the leave. The Company may designate FMLA/CFRA leave retroactively with appropriate notice
provided that doing so does not cause harm or injury to employees. In other cases, the Company and employees can mutually
agree that leave is retroactively designated as FMLA/CFRA leave.
Employee Obligations for FMLA/CFRA Leaves

Provide Notice of the Need for Leave
Employees who take FMLA/CFRA leave must notify, in a timely manner, the Company of their need for FMLA/CFRA leave. The
following describes the content and timing of such notices.
Content of Notice
To trigger FMLA/CFRA leave protections, employees must inform Human Resources Manager of the need for FMLA/CFRA-
qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting
FMLA/CFRA leave specifically or explaining the reasons for leave so as to allow the Company to determine that the leave is
FMLA/CFRA-qualifying. For example, employees might explain that:
• a medical condition renders them unable to perform the functions of their job;
• they are pregnant;
• they or a covered family member have been hospitalized overnight;
• they or a covered family member are under the continuing care of a health care provider;
• the leave is due to a qualifying exigency caused by a military member being on covered active duty or called to
covered active-duty status; or
• if the leave is for a family member, that the condition renders the family member unable to perform daily activities or
that the family member is a covered servicemember with a serious injury or illness.
Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA/CFRA leave
under this policy. Employees must respond to the Company's lawful questions to determine if absences are potentially
FMLA/CFRA-qualifying.
If employees fail to explain the reasons for FMLA/CFRA leave, the leave may be denied. When employees seek leave due
to FMLA/CFRA-qualifying reasons for which the Company has previously provided FMLA/CFRA-protected leave, they must
specifically reference the qualifying reason for the leave or the need for FMLA/CFRA leave.
Timing of Notice
Employees must provide 30 days' advance notice of the need to take FMLA/CFRA leave when the need is foreseeable. When 30
days' notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must notify the
Company of the need for leave as soon as practicable under the circumstances. Employees who fail to give 30 days' notice
for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA/CFRA notice obligations,
may have FMLA/CFRA leave delayed or denied.
Cooperating in the Scheduling of Leave
When planning medical treatment for themselves or family members or requesting to take leave on an intermittent or
reduced schedule work basis, employees must consult with the Company and make a reasonable effort to schedule
treatment so as not to unduly disrupt Company operations. Employees must consult with the Company prior to scheduling
treatment in order to work out a treatment schedule that best suits the needs of both the Company and the employees,
subject to the approval of the applicable health care provider. To the extent permitted by applicable law, when employees
take intermittent or reduced work schedule leave for foreseeable planned medical treatment for employees or family
members, including a period of recovery from a serious health condition or to care for a covered service member, the
Company may temporarily transfer employees to alternative positions with equivalent pay and benefits for which the
employees are qualified and which better accommodate recurring periods of leave.
Submit Initial Medical Certifications Supporting Need for Leave (Unrelated to Requests for Military Family Leave)
Depending on the nature of FMLA/CFRA leave sought, employees may be required to submit medical certifications supporting their
need for FMLA/CFRA-qualifying leave. As described below, there generally are three types of FMLA/CFRA medical certifications:
an initial certification, a recertification, and a return to work/fitness for duty certification.

It is the responsibility of employees to provide the Company with timely, complete and sufficient medical certifications.
Whenever the Company requests employees to provide FMLA/CFRA medical certifications, they must provide the requested
certifications within 15 calendar days after the request, unless it is not practicable to do so despite diligent, good faith efforts.
The Company will inform employees if submitted medical certifications are incomplete or insufficient and provide them at least
seven (7) calendar days to address deficiencies. The Company will delay or deny FMLA/CFRA leave to employees who fail to
address deficiencies or otherwise fail to submit requested medical certifications in a timely manner.
The Company (through individuals other than the employee's direct supervisor) may contact the employee's health care
provider to authenticate a medical certification.
Whenever the Company deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient
FMLA/CFRA medical certifications.
Initial Medical Certifications
Employees requesting leave because of their own or a covered family member's serious health condition, or to care for a
covered servicemember, must supply medical certification supporting the need for such leave from their health care provider
or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days'
notice of medical leave, they should submit the medical certification before leave begins.
If the Company has reason to doubt the validity of an initial medical certification regarding the employee's own serious health
condition, it may require the employee to obtain a second opinion at the Company's expense. If the opinions of the initial and
second health care providers differ, the Company may, at its expense, require the employee to obtain a third, final and
binding certification from a health care provider designated or approved jointly by the Company and the employee. The
Company will reimburse employees for any reasonable "out of pocket" travel expenses incurred to obtain second or third
medical opinions.
Medical Recertifications
Depending on the circumstances and duration of FMLA/CFRA leave, the Company may require employees to provide
recertification of medical conditions giving rise to the need for leave. The Company will notify employees if recertification is
required and will give employees at least 15 calendar days to provide medical recertification. In cases of leave that qualifies
under CFRA, recertification will be requested only when the original certification has expired, and additional leave is requested.
Return to Work Release
Unless notified that providing such certifications is not necessary, employees returning to work from FMLA/CFRA leaves that
were taken because of their own serious health conditions must provide the Company with a release to return to work from
their healthcare provider stating they are able to resume work. Employees taking intermittent leave may be required to
provide a return-to- work release for such absences up to once every 30 days if reasonable safety concerns exist regarding
their ability to perform their duties. The Company may delay and/or deny job restoration until employees provide return to work
releases.
Submit Certifications Supporting Need for Military Family Leave
Upon request, the first time employees seek leave due to qualifying exigencies arising out of the covered active duty or
call to covered active duty status of a military member, the Company may require them to provide: 1) a copy of the
military member's active duty orders or other documentation issued by the military indicating the military member is on
covered active duty or call to active duty status and the dates of the military member's covered active duty service and, 2) a
certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is
requested. Employees shall provide a copy of new active- d u ty orders or other documentation issued by the military for leaves
arising out of qualifying exigencies arising out of a different covered active duty or call to covered active- d u t y status of
the same or a different military member.
When leave is taken to care for a covered servicemember with a serious injury or illness as allowed by the FMLA only, the
Company may require employees to obtain certifications completed by an authorized health care provider of the covered

servicemember. In addition, and in accordance with the FMLA regulations, the Company may request that the certification
submitted set forth additional information provided by the employee and/or the covered servicemember confirming
entitlement to such leave.
Reporting Changes to Anticipated Return Date
If the anticipated return to work date changes and it becomes necessary for the employee to take more or less leave than
originally anticipated, the employee must provide the Company with reasonable notice (i.e., within two (2) business days) of
their changed circumstances and new return to work date. If employees give the Company unequivocal notice of their intent not
to return to work, they will be considered to have voluntarily resigned and the Company's obligation to maintain health benefits
(subject to COBRA requirements) and to restore their positions will cease.
Substitute Paid Leave for Unpaid FMLA Leave
Employees are required to substitute accrued paid time while taking an unpaid FMLA/CFRA leave as follows:
• if the employee requests FMLA/PDL leave because of disability due to pregnancy, childbirth, or related medical
conditions, they must first substitute any accrued paid sick leave for unpaid family/medical leave. Employees may
make a written request to substitute accrued, unused vacation or other paid time off benefits for unpaid FMLA/PDL
leave once their sick time is exhausted.
• if the employee requests FMLA/CFRA leave because of their own serious health condition (excluding absences for
which they are receiving workers' compensation or short-term disability benefits), they must first substitute any
accrued paid vacation, or sick time off for unpaid family/medical leave.
• if the employee requests FMLA/CFRA leave to care for a covered family member with a serious health condition
(excluding absences for which they are receiving Paid Family Leave benefits), they must first substitute any accrued paid
vacation for unpaid family/medical leave. Once vacation or other paid time off is exhausted, upon their request, they
can substitute paid sick leave for unpaid FMLA/CFRA leave to care for a covered family member with a serious health
condition.
• if the employee requests FMLA/CFRA leave to bond with a newborn or newly placed child (excluding absences for
which they are receiving Paid Family Leave benefits), they must first substitute any accrued paid vacation for unpaid
leave.
For purposes of this substitution requirement, leave is not "unpaid" during any time for which the employee is receiving
compensation from the State of California under its State Disability Insurance or Paid Family Leave programs or when receiving
compensation from worker's compensation. Employees will not be required to use accrued paid leave hours during any time off
under this policy for which they are receiving compensation under these programs. However, where applicable and permitted
by law, they will be required to use paid leave accruals during any waiting periods applicable to these programs, and upon
written request, the Company will allow them to use accrued paid time off to supplement any paid workers' compensation,
disability, or Paid Family Leave benefits.
The substitution of paid time off for unpaid family/medical leave time does not extend the length of FMLA/CFRA leaves and
the paid time off runs concurrently with the FMLA/CFRA entitlement.
Pay Employee's Share of Health Insurance Premiums
As noted above, during FMLA/CFRA leave, employees are entitled to continued group health plan coverage under the same
conditions as if they had continued to work. If paid leave is substituted for unpaid family/medical leave, the Company will deduct
employees' shares of the health plan premium as a regular payroll deduction. If FMLA/CFRA leave is unpaid, employees must
pay their portion of the premium through a method determined by the Company upon leave. The Company's obligation to
maintain health care coverage ceases if the premium payment is more than 30 days late. If the payment is more than 15
days late, the Company will send a letter notifying the employee that coverage will be dropped on a specified date unless the
co-payment is received before that date.

If employees do not return to work for at least 30 calendar days after the end of the leave period (unless they cannot return
to work because of a serious health condition or other circumstances beyond their control), they will be required to
reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their unpaid
FMLA/CFRA leave.
Coordination of FMLA Leave with Other Leave Policies
The FMLA and CFRA do not affect any federal, state, or local law prohibiting discrimination, or supersede any State or local
law which provides greater family or medical leave rights. For additional information concerning leave entitlements and
obligations that might arise when FMLA/CFRA leave is either not available or exhausted, please consult the Company's other
leave policies in this Handbook or contact the Human Resources Manager.
Questions a nd/or Complaints About FMLA/CFRA Leave
If employees have questions regarding this policy, they should contact t h e Human Resources Manager. The Company is
committed to complying with the FMLA and CFRA and shall interpret and apply this policy in a manner consistent with the FMLA
and CFRA.
The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise of any right provided under
FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement
in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact
Human Resources Manager immediately. The Company will investigate any FMLA complaints and take prompt and
appropriate remedial action to address and/or remedy any FMLA violation.
Leave for Victims of Crime or Abuse (Including Domestic Violence, Sexual Assault or
Stalking)
Employees who are victims of a crime or abuse, including domestic violence, sexual assault, or stalking, may take unpaid
leave for up to 12 weeks for the following reasons:
• to seek medical attention for injuries caused by crime or abuse;
• to obtain services from a domestic violence shelter, program, rape crisis center or victim services organization or agency
as a result of the crime or abuse;
• to obtain psychological counseling or mental health services related to an experience of crime or abuse; or
• to participate in safety planning and take other actions to increase safety from future crime or abuse, including
temporary or permanent relocation.
Employees are covered as victims and entitled to leave under this policy if they are:
• a victim of stalking, domestic violence, or sexual assault;
• a victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; or
• a person whose immediate family member is deceased as the direct result of a crime.
Spreckels Sugar Company, Inc. may require verification from employees who request leave under this policy. Whenever possible,
employees must provide their supervisor reasonable notice before taking any time off under this policy.
Employees may substitute any accrued vacation, sick or other time off for the leave under this policy. Leave under this policy
does not extend the time allowable under the "Family and Medical Leave" policy in this handbook.
No employees will be subject to discrimination or retaliation because of their status as a victim of a crime or abuse, including
crime or abuse related to domestic violence, sexual assault, or stalking. Victims of a crime or abuse, including crime or abuse
related to domestic violence, sexual assault, or stalking, may request other accommodations in the workplace such as
implementation of safety measures. Employees requesting such accommodation should notify the Human Resources Department.

Time off For Crime Victims
Employees who have been victims of serious or violent felonies, as specified under California law, or felonies relating to theft or
embezzlement, may take time off work to attend judicial proceedings related to the crime. Employees also may take time
off if an immediate family member has been a victim of such crimes and the employee needs to attend judicial proceedings
related to the crime. "Immediate family member" is defined as spouse, registered domestic partner, child, child of registered
domestic partner, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather.
Employees must give their supervisor a copy of the court notice given to the victim of each scheduled proceeding before taking
time off, unless advance notice to Spreckels Sugar Company, Inc. of the need for time off is not feasible. When advance notice
is not feasible, the employee must provide the Company with documentation evidencing the judicial proceeding, within a
reasonable time after the absence. The documentation may be from the court or government agency setting the hearing, the
district attorney or prosecuting attorney's office or the victim/witness office that is advocating on behalf of the victim.
Employees may elect to use accrued paid vacation time, paid sick leave time or other paid time off for the absence. If the
employee does not elect to use paid time off, the absence will be unpaid. However, exempt employees will be paid their
full salary for any workweek interrupted by the need for time off under this policy.
Literacy Assistance
Spreckels Sugar Company, Inc. is committed to providing assistance to employees who require time off to participate in an adult
education program for literacy assistance. If employees need time off to attend such a program, they should inform their direct
supervisor or the Human Resources Department. The Company will attempt to make reasonable accommodations by providing
unpaid time off or an adjusted work schedule, provided the accommodation does not impose an undue hardship on the
Company. The Company will attempt to safeguard the privacy of employees' enrollment in an adult education program.
Rehabilitation Leave
Spreckels Sugar Company, Inc. is committed to providing assistance to our employees to overcome substance abuse problems.
The Company will reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol or drug
rehabilitation program. This accommodation may include time off without pay or an adjusted work schedule, provided the
accommodation does not impose an undue hardship on the Company. Employees may also use accumulated sick days, if
applicable, for this purpose.
Employees should notify Human Resources if they need such accommodation. The Company will take reasonable steps to
safeguard privacy with respect to enrollment in an alcohol or drug rehabilitation program.
Pregnancy Disability Leave

If employees are disabled by pregnancy, childbirth or related medical conditions, they are eligible to take a pregnancy disability
leave (PDL). If affected by pregnancy or a related medical condition, employees also are eligible to transfer to a less
strenuous or hazardous position or to less strenuous or hazardous duties, if such a transfer is medically advisable and can be
reasonably accommodated. Employees disabled by qualifying conditions may also be entitled to other reasonable
accommodations where doing so is medically necessary. In addition, if it is medically advisable for employees to take
intermittent leave or work a reduced schedule, the Company may require them to transfer temporarily to an alternative position
with equivalent pay and benefits that can better accommodate recurring periods of leave.
The PDL is for any period(s) of actual disability caused by pregnancy, childbirth or related medical condition up to four (4)
months per pregnancy. For purposes of this policy, "four months" means time off for the number of days the employee would
normally work within the four (4) calendar months (one-third of a year or 17 1/3 weeks), following the commencement
date of taking a pregnancy disability leave. For a full-time employee who works 40 hours per week, "four months" means
693 hours of leave entitlement, based on 40 hours per week times 17 1/3 weeks. Employees working a part-time schedule will
have their PDL calculated on a pro-rata basis.
The PDL does not need to be taken in one continuous period of time, it can be taken on an intermittent basis pursuant to
applicable law.

Time off needed for prenatal or postnatal care, severe morning sickness, gestational diabetes, pregnancy-induced hypertension,
preeclampsia, doctor-ordered bed rest, postpartum depression, loss or end of pregnancy, and recovery from childbirth or loss or
end of pregnancy are all covered by PDL.
To receive reasonable accommodation, obtain a transfer or take a PDL, employees must provide sufficient notice so the
Company can make appropriate plans. Thirty days' advance notice is required if the need for the reasonable accommodation,
transfer or PDL is foreseeable, otherwise as soon as practicable if the need is an emergency or unforeseeable.
Employees are required to obtain a certification from their health care provider of the need for pregnancy disability leave or
the medical advisability of an accommodation or for a transfer. The certification is sufficient if it contains: (1) a description
of the requested reasonable accommodation or transfer; (2) a statement describing the medical advisability of the reasonable
accommodation or transfer because of pregnancy; and (3) the date on which the need for reasonable accommodation or
transfer became or will become medically advisable and the estimated duration of the reasonable accommodation or transfer.
A medical certification indicating disability necessitating a leave is sufficient if it contains: (1) a statement that the employee
needs to take pregnancy disability leave because of disability due to pregnancy, childbirth, or a related medical condition; (2)
the date on which the employee became disabled because of pregnancy; and (3) the estimated duration of the leave.
Upon request, the employee will be provided with a medical certification form that the employee can take to the doctor.
As a condition of returning from pregnancy disability leave or transfer, the Company requires the employee to obtain a
release from a health care provider stating ability to resume the original job duties with or without reasonable
accommodation.
PDL is unpaid. At the employee's option, the employee can use any accrued vacation time or other accrued paid time off as
part of the PDL before taking the remainder of leave on an unpaid basis. Spreckels Sugar Company, Inc. requires, however,
that the employee use any available sick time during the PDL. The substitution of any paid leave will not extend the duration
of the PDL. Employees who participate in the Company's group health insurance plan will continue to participate in the plan
while on PDL under the same terms and conditions as if they were working. Benefit continuation under PDL is distinct from
benefit continuation for employees who also take birth bonding leave under the California Family Rights Act. Employees should
make arrangements for payment of their share of the insurance premiums.
Spreckels Sugar Company, Inc. encourages employees to contact the California Employment Development Department
regarding eligibility for state disability insurance for the unpaid portion of the leave.
If employees do not return to work on the originally scheduled return date, nor request in advance an extension of the agreed
upon leave with appropriate medical documentation, they may be deemed to have voluntarily terminated their employment with
the Company. Failure to notify the Company of their ability to return to work when it occurs or continued absence from work
because the leave must extend beyond the maximum time allowed, may be deemed a voluntary termination of employment
with the Company, unless employees are entitled to Family and Medical Leave or entitled to further leave pursuant to
applicable law.
Upon completion of a California Pregnancy Disability leave of absence, an employee is guaranteed reinstatement to the same or a
comparable position in accordance with its obligations under state and federal law. Taking a PDL may affect some benefits and
the employee's seniority date. The employee may request more information regarding eligibility for PDL and the impact of
the leave on seniority and benefits.
Any request for leave after the disability has ended will be treated as a request for family care leave under the California Family
Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA), if the employee is eligible for that type of leave. PDL
runs concurrently with FMLA (but not CFRA). Employees should refer to the FMLA policy. Employees who are not eligible for
leave under the CFRA or FMLA will have a request for additional leave treated as a request for disability accommodation.
Time off for School Related Activities

Employees that work at a location with 25 or more employees are provided unpaid time off up to 40 hours in one (1) calendar
year if they are parents (including individuals acting in the capacity of a parent under the law), guardians, stepparents, foster

parents or grandparents with custody of a child attending, or of age to attend, a licensed childcare provider or kindergarten
through Grade 12. The unpaid leave must be used for the following child-related activities:
1 . to find, enroll or reenroll the child in a school or with a licensed childcare provider, or
2. to participate in activities of the school or licensed childcare provider of the child.
3. to address a childcare provider or school emergency, meaning that the child cannot remain in school or with a childcare
provider due to one of the following:
o the school or childcare provider has requested that the child be picked up or has an attendance policy,
excluding planned holidays, that prohibits the child from attending or requires the child to be picked up from
the school or childcare provider;
o behavioral or discipline problems;
o closure or unexpected unavailability of the school or childcare provider, excluding planned holidays; or
o a natural disaster, including, but not limited to, fire, earthquake or flood.
The amount of time off for reason #1 cannot exceed eight (8) hours in any calendar month of the year. Prior to taking leave
for reason #1 above, the employee must provide reasonable notice of the planned absence to their Supervisor. The employee
must give notice to their Supervisor when taking leave for reason #2 above.
If more than one parent of a child is employed at the same worksite, leave for the reasons above apply, at any one time,
only to the parent who first gives notice, such that another parent may take a planned absence simultaneously as to that same
child for the reasons above, but only if the parent obtains approval from their Supervisor for the requested time off.
Employees may be required to provide documentation of their participation in these activities. Parents, guardians or
grandparents with custody of schoolchildren who have been suspended also are allowed to take unpaid time off to appear at the
school pursuant to the school's request. Employees must use accrued paid time off for purposes of the leave taken under this
policy.
Time off for Volunteer Firefighters, Reserve Peace Officers & Emergency Rescue
Personnel
Employees who are volunteer firefighters, reserve peace officers or emergency rescue personnel are permitted unpaid time off,
not to exceed 14 days per calendar year, for the purpose of engaging in fire, law enforcement or emergency rescue training.
If the employees request time off under the policy they must notify their direct supervisor immediately after the need for
the leave becomes known.

Section 5 - General Standards of Conduct
Workplace Conduct and Working Environment

It is the policy of the Company that employees maintain a working environment that encourages mutual respect and is free from all
forms of discrimination, harassment, and violence. It is your responsibility to help ensure this environment is maintained and to
conduct yourself accordingly. Discrimination and harassment are strictly prohibited. See the Company’s Policy Against
Discrimination, Harassment, and Retaliation contained in this handbook.
Additionally, the Company prohibits employees from intentionally harming or threatening to harm, or discriminating against or
harassing applicants, employees, clients, vendors, visitors, or property belonging to any of these parties or to the Company. By way
of example, employees may not:
• physically harm others or threaten to physically harm;
• verbally abuse others;
• use language in the workplace which could be considered offensive, including sexually explicit language;
• use person to person contact in the workplace which could be considered offensive;
• tie promotion or advancement to the acceptance of sexual advances or innuendo;
• sabotage another's work;
• publicly disclose another's private information; nor
• discriminate or harass others, including defaming or harassing others on the basis of race, creed, color, religion, age, sex,
national origin, disability, genetic information, pregnancy, marital status, familial status, status with regard to public
assistance, sexual orientation (actual or perceived), or any other protected class status.
This list provides examples of prohibited behavior, it is not all-inclusive.

The Company also is committed to providing a workplace free of bullying. Bullying is mistreatment of a person that is deliberate,
hurtful and repeated, and prevents the person from performing his or her job. Generally, one act will not constitute
bullying. Bullying may include but is not limited to: slander, name calling, yelling, comments about appearance or lifestyle, threats or
intimidation, ignoring or isolation, aggression, physical assaults, and/or gossiping or spreading rumors. Bullying can come from an
employee, vendor, contractor, or customer and can happen in person or via e-mail, mobile devices or Internet chat/messenger, and
web sites.
Please also refer to the Company Workplace Violence Policy (included in this handbook).
The Company will take disciplinary action, up to and including termination of employment, against employees whose conduct
violates this Policy as the Company determines appropriate. Immediately report all issues relating to this policy to your supervisor or
the Human Resource Department.
Dress Code
Employees are expected to report to work well groomed, clean, and dressed according to the requirements of their position.
Some employees may be required to wear uniforms or safety equipment/clothing. Employees should contact their supervisor for
specific information regarding acceptable attire for their position. If employees report to work dressed or groomed
inappropriately, they may be prevented from working until they return to work well- groomed and wearing the proper attire.
Work Rules
Any Employee engaged in the following is subject to disciplinary action, up to and including discharge.
1. Excessive absenteeism or tardiness.
2. Reporting to work under the influence of alcoholic beverages, or drinking or possession of an alcoholic beverage on
Company property or testing positive for alcohol as provided for in the Substance Abuse Policy (see Exhibit D in the CBA.).
3. Reporting to work under the influence of a medically unauthorized controlled substance, or drug, or use, possession,
distribution or sale of the same on Company property, or testing positive for drugs as provided for in the Substance Abuse
Policy.
4. Disorderly conduct, provoking or participating in fights or horseplay on Company property, threatening, joking in a way that
threatens work place violence, intimidating, or interfering with the job performance of a fellow Employee.
5. Smoking in designated non-smoking areas.
6. Sleeping or malingering on the job or on company premises while being paid.
7. Leaving an assigned job or Company premises without the required authorization during work hours.
8. Failure to be at your assigned workstation or area, ready for work, at the start of your shift, and/or failure to remain at your
assigned workstation or area until you are properly relieved.
9. Failure to obey your Supervisor or Manager’s instructions, insubordination, or refusing to accept and properly and efficiently
performing your work assignments.
10. Failing to clock in/out at the start or end of your shift, as well as failing to clock in/out during meal break periods.
11. Theft, sabotage, unauthorized use, deliberate or negligent destruction, damage or waste of Company property, equipment,
merchandise or property of another Employee. This includes writing on or defacing Company property.
12. Unauthorized possession or use of any weapon while on Company property.
13. Falsification of Company documents including but not limited to time keeping records, employment applications, leave
reporting or any other Company document.
14. Any careless act that would cause any restriction of production, services, or cause delivery of out of specification sugar or
by-products.
15. Conduct or acts which would clearly reflect unfavorable on the good name and reputation or the Company.
16. Working overtime without authorization except while waiting for your relief at the end of a shift. You must remain at your
assigned workstation or area until you have been properly relieved.
17. Failure to update any change in your name, address, phone number.
18. Gambling, betting, or acting as a gambling agent while on Company property.
19. Posting or removal of any material on Company bulletin boards at any time unless specifically authorized by facility
management.
20. Creating or contributing to unsanitary conditions.
21. Bringing non-Employees onto the facility grounds without authorization.
22. Unauthorized driving or parking personal vehicles in areas other than those designated as Employee parking areas.
23. Failure to obey facility security rules, regulations, and instructions of facility security guards.
24. Failure to strictly obey fire prevention, sanitation and safety rules, safety instructions, and other Company regulations.
25. Removal of Company property from the premises without proper authorization.
26. Taking, copying, or otherwise misusing Company information, including Company records and employment/personnel
records.
27. Committing a fraudulent act or breach of trust in any circumstance.
This list provides examples of prohibited behavior, it is not all-inclusive.
Discipline (Non-Absence Related)

All disciplinary action for non-absence related items are documented as to the reason for the action and dated. Also, a copy
of the Notice of Disciplinary Action will be given to the Employee and a copy placed in the employee’s personnel file.
The steps for non-absence related discipline are:
1st offense - Verbal Warning
2nd offense - Written Warning
3rd offense - Suspension Without Pay
4th offense – Termination
Generally, the disciplinary decisions for any concerns regarding our workplace and policies are determined by the Company in its
discretion considering the facts and circumstances of each case. At some point during these discussions, if necessary, changes or
improvements have not been made, the Company may deem it appropriate to formally address the situation. Depending upon the
facts, disciplinary action may include verbal or written warnings, suspension without pay, or immediate termination of employment.
This is ordinarily our process for handling discipline at the Company. However, there is no progressive disciplinary process, and no
employee is guaranteed the right to receive discipline before being terminated. As you walk through the policies in this handbook,
please keep this in mind.
Attendance and Absences

Your job is important, and regular attendance is an essential function of your job. As with any group effort, operating effectively takes
cooperation and commitment from everyone. Therefore, attendance and punctuality are very important. Unnecessary absences and
lateness results in a loss of income to you, is disruptive, and places an unfair burden on fellow employees and Supervisors. We expect
excellent attendance from all employees. Excessive absenteeism or tardiness will result in disciplinary action up to and including
discharge.
You are expected to report to work on time when scheduled. When you report to work, you are expected to be prepared to
start work, and remain at work for the entire work schedule, except for meal periods or when authorized leave is required.
We do recognize, however, there are times when absences and tardiness cannot be avoided. If you cannot report as
scheduled, or if you will be tardy, you must personally notify your immediate Supervisor or Manager at least one hour before
the start of the scheduled shift, or sooner if possible, prior to the beginning of your scheduled shift. You should telephone the
facility day or night to notify your Supervisor or Manager, to provide the reason for your absence or tardiness and provide a
contact number to which the supervisor can contact you regarding your absence. You are required to notify your Supervisor or
Manager each day you are absent or tardy. Your family member (or any person other than yourself) may not call in on your
behalf except in cases where you are unable to make the call personally, such as an emergency hospitalization, car accident, etc.
The Company will comply with applicable laws relating to time off from work, but it is your responsibility to provide sufficient
information to enable the Company to determine if any such law(s) applies to the absence.
Unreported absences of three (3) consecutive workd a y s generally will be considered a voluntary resignation of employment
with the Company.
Excessive absenteeism is defined by the Company as an Employee's chronic absence from work resulting in an inability to
perform his/her job at a satisfactory level.
Employee’s absences that exceed ten (10) percent of scheduled hours in a twelve-week quarter (excluding approved leaves,
i.e., absences under CA Labor code section 233, bereavement, FMLA, military, etc., or vacation, short term disability and/or
workers compensation absences) could be considered "excessive absenteeism" and the Employee could be subject to
appropriate disciplinary action, up to and including termination.
Individuals with disabilities may be granted reasonable accommodation in complying with the Company's attendance policies if
undue hardship does not result to the Company's operations. However, due to the nature of the Company's operations,
regular attendance i s a n essential job function.
Employees' unexcused absences will be monitored and tracked on a 12 consecutive month basis.
The Human Resources office will maintain an accounting of all excused, unexcused, and uncertified sick leave hours.
Unexcused absences and excessive excused absences are cause for progressive corrective action, subject to applicable law, and
may result disciplinary action up to and including termination of your employment. When absences occur, the Human Resources
Representative will verify the number of absences. Disciplinary action will be based upon the number of unexcused absences
and/or excessive excused absences.
The Company uses the following point system:
• Reporting to work late equals a half (½) p o i n t ;
• A b s e n t f o u r (4) hours equals a half (½) point;.
• Absent between four (4) and eight (8) hours e q u a l s one p o i n t ; a n d
• Absent for on e (1) day or e i g h t (8) hours equals o n e (1) p oint.

Below are the steps for absence related discipline for Year-Round employees:
• 1st Point - Verbal Warning
• 2nd Point - Written Warning
• 3rd Point - 3 Day Suspension Without Pay
• 4th Point - Termination
Below are the steps for absence related discipline for Seasonal Employees:
• 1st Point -Written Warning
• 2nd Point - 3 Day Suspension Without Pay
• 3rd Point - Termination
Note: Refer to your CBA for additional information about absences and tardiness.
General Safety Policy

Spreckels Sugar Company, Inc. has developed this health and safety policy to drive sustainability, ensure an injury-free workplace and
to communicate our strong commitment to safety. SSCI’s goal is to establish best practices that exceed regulatory standards and
protect all employees.
Core Values for Injury Prevention:
• SSCI considers no aspect of its operation or administration more important than the health and safety of its employees,
contractors, and visitors.
• No task is so important for an employee to violate a safety rule or risk injury or illness to get the job done.
• Safety is the responsibility of every employee with everyone participating in activities to ensure a safe work environment.
• Maintaining a safe work environment is a top priority.
• Each employee is responsible for consistently following all safety procedures, for promptly reporting potential hazards, and
fostering a proactive culture focused on safe behaviors.
SSCI Management Commits To:

• Foster a culture focused on awareness, open communication, education, supervision, and safe working methods;
• Define safety goals that are measurable and communicate progress;
• Devote resources necessary to promote a safe and healthy workplace;
• Support and enhance the safety committee to be a beneficial driver of safety;
• Provide training for employees and supervisors that increases their ability to perform their job safely;
• Manage and improve systems to continuously identify and remove hazards and plan for foreseeable emergencies; and
• Ensure all employees comply with all health and safety policies.
Safety is a team effort, let’s strive for Zero-Lost Time by working together to keep this a safe and healthy
workplace!
Spreckels Sugar Company will comply with the Federal Occupational Safety and Health Act (and the California OSHA [Cal-OSHA]),
and you, as an Employee, are charged with the equal and personal responsibility of obeying the law, as well. It is our
expectation that you will utilize your knowledge of safety in your work.
An integral part of the Company's safety program is compliance with safety rules. They are for your protection. No job being
performed is so important or urgent that time cannot be taken to perform the job the right way, the safe way. It is up to you
to learn and follow safety and health work rules. It is your responsibility, as an Employee, to act at all times in a manner that
promotes safety and prevents injury to yourself and to your teammates.

Employee Safety
Employees must comply with all safety policies, programs, procedures, and rules, including but not limited to those highlighted in this
handbook.
1. Follow instructions; don't take chances. If you don't know how to perform a task, ask your supervisor or manager.
Immediately report any condition or practice that you think might cause injury to yourself or others, or could
damage equipment, to your supervisor or Manager.
2. Immediately report all injuries, property damage or incidents, regardless of how minor, to your supervisor or m anager
immediately. First Aid stations are in the Laboratory.
3. Company provided PPE must be worn at all times. Hard hats are not required inside offices and laboratories.
4. Ear protection in the form of earm u f f s or approved ear protection plugs is provided by the Company and m u s t b e
worn in all high noise d e s i g n a t e d areas. Cotton or other unauthorized material will not be used as earplugs. If you
have an OSHA recordable standard threshold shift, you must wear appropriate hearing protection.
5. Safety glasses with side shields must be worn throughout the facility.
6. Safety goggles or face shields will be worn when sledging, hammering, chipping, welding, grinding, mixing chemicals,
working in or around the lime kiln, or performing other operations.
7. You must wear clothing suited to the job. Do not wear loose, dangling clothing or jewelry (such as earrings, rings
with raised stones, etc.,), around moving machinery. The wearing of canvas shoes, plastic, leather, or nylon athletic shoes,
sandals, flip flops, open-toed and/or open-heeled and shoes or boots with heels more than two inches is prohibited in the
factory. Tight fitting jeans are not allowed.
8. Approved respirators and dust masks a r e provided by the Company and are to be used when conditions warrant.
9. Hand tools, such as hammers and chisels, must be kept in good condition to prevent injury from flying particles.
Wooden handles must not be taped for any reason. Use the right tools and equipment for the job and use them safely.
10. Horseplay or unsafe acts will not be permitted.
11. Only authorized personnel may operate power tools, and always with equipment safety guards in place.
12. Employee must lift using ergonomic techniques. Bend your knees, grasp the load firmly, and then raise the load,
keeping your back as straight as possible. Get help or proper equipment for heavy loads.
13. Do not tamper with fire extinguishers or remove them from assigned locations without authorization. If they are used or
damaged, please notify your supervisor and bring them to the Safety Manager so they can be replaced immediately.
14. Compressed gas or oxygen is not to be used for dusting off clothes or equipment.
15. Do not operate any equipment or use any tools that you believe are unsafe until the defect is corrected or repaired and
inform your supervisor immediately.
16. Use, adjust, alter, and repair equipment only when authorized. Do not use cheater pipes or other such equipment to
adjust, alter or repair equipment.
17. You are not permitted to ride along with another operator on mob i le equipment unless you've been specifically
authorized to do so, and the equipment is designed for a second rider.
18. The use of a man lift basket is required when lifting or lowering any individual using mobile equipment. Never lift or lower
anyone using forklift forks.
19. Replace guards and/or protective equipment on all machinery or motors before operating them.
20. All power and light cords must be hung with insulated hangers. Do not drape power and light cords over pipes or other
metal objects. Keep all power cords out of water unless the cord is designed to be submergible. No cords with repairs
can be used in the workplace.
21. Lock out/Tag Out procedures must be followed when making repairs on all energy operated equipment and machines (i.e.
electrical, mechanical, chemical, manual, etc.). Ask your supervisor if a LOTO procedure is needed.
22. All containers of hazardous materials must be properly labeled for content and Hazardous Material Information
Sheet (HMIS) hazards.
23. All equipment with propane fuel must have the fuel cut off at the valve after its use.
24. It is absolutely prohibited for any Employee to reach, step, or walk onto or into any moving equipment, i.e.,
conveyors, chairs, sprockets, pulleys, belts, etc.

25. Anyone working over s i x ( 6 ) feet or more off the ground and in some cases over four (4) feet must wear proper fall
protection equipment. If you have any doubt, ask your m anager or supervisor.
26. Respect and do not enter any barricaded areas unless permission by those working in the area is directly given to
you. Use yellow caution tape in work areas where potential physical hazards exist. You may step through yellow caution
tape if you know the hazard and can do so safely. Use red danger barricade tape in all work areas that involve immediate
danger and where special precautions are necessary. Walk around red-barricaded areas, and do not step through red
danger barricade tape.
Methods of Safety Enforcement

You have a responsibility to work safely at all times. Not following safety rules and procedures endangers you and your
fellow teammates. Safety rules and procedures are mandatory performance standards. In this Company, working safely is a
condition of your employment.
Failure to abide by Company safety rules and procedures will result in disciplinary action, up to and including discharge.
Personal Protective Equipment, Tools, and Issues
Your Supervisor or Manager will notify you of any special tools or personal protective equipment that may be required to
perform your job. These items can be obtained from the storeroom on a check- out basis.
• To receive a replacement item, the worn-out item must be returned in exchange.
• If items issued to you are not returned, or are willfully damaged or misused, you will be responsible for paying for
a replacement. You will not be allowed to work unless you are equipped with the proper personal protective
equipment and tools.
• In the event of termination, lay off, discharge or retirement, all equipment on loan must be returned t o the
storeroom in order for an Employee to be cleared by the Controller's Department.
• Failure of an Employee to present a clearance record may result in pay being held up until the proper clearance or
necessary deductions are made.
• Employees' tools which are damaged on the job, and are no longer usable for that reason, will be replaced by Company
at the Company's expense in a timely fashion; provided that the Employee furnishes the Company a certificate, or
other proof satisfactory to the Company, that such tools were damaged on the job and are of a quality equal to or
better than American made tools. See Business Expense Reimbursement policy.
Safety and Sanitation Committees

The Company has a Safety and Sanitation Committee comprised of Management and Bargaining Unit Employees. The committee
meets once a month to discuss safety and sanitation problems, and decides what steps need to be taken to correct the issues.
If you notice any unsafe equipment, act, procedure or unsanitary condition, you bear the responsibility, if you can, to correct
the condition immediately. If you cannot immediately correct the condition or you do not have the skill, equipment, or
authorization to correct the condition, report it immediately to your Supervisor or Manager, or to a member of the Safety and
Sanitation Committee.
Your input and involvement in our Safety and Sanitation Programs are vital to their success, and to creating a better and safer
environment in which to work.
BST Safety Program

The BST program is a behavioral-based safety program driven by the employees. It is a proactive safety process.
BST's mission is to implement, guide and support the Continuous Improvement of the safety process at Spreckels Sugar Company.
BST strives to identify and remove barriers to safety and to reduce at- risk behaviors. The ultimate vision of BST is to create an
injury free work environment.

BST provides training opportunities to all employees on the process and the benefits of becoming an observer. If you are
interested in training with the BST process, please contact the BST facilitator.
Good Manufacturing Practices

Good Manufacturing Practices (GMP"s) are regulations established by the Federal government to assure that food products for
human consumption are safe and have been prepared, packaged and held under sanitary conditions.
The following GMP's apply to all Company Employees:
• Persons working in sugar handling shall wash hands thoroughly in an adequate hand washing facility before starting to
work, after each absence from the workstation, and at any other time when the hands may become soiled or
contaminated. Spitting anywhere inside the factory or sugar warehouses is not permitted.
• Because of the possible contamination of food products, either directly or indirectly by way of contamination of food
contact surfaces or food packaging materials, the following are not allowed in any sugar handling or finished
product area: eating, beverage drinking (except water in plastic containers), food storage, use of tobacco in any
form, gum, candy, personal belongings, polished fingernails, artificial fingernails, artificial eyelashes, loose jewelry
(such as earrings, rings with raised stones or ornamentation, etc.), loose items in shirt pockets or in any portion of the
body above the waist. Also, glass containers of any type (including beverage containers) are not allowed in any facility
area. Prescribed medical bracelets and wedding rings with no stone settings are allowed provided they are properly covered
and do not pose a food safety risk.
• Disease control - no person affected by disease in a communicable form or while affected with boils, sores, infected
wounds or other abnormal sources of microbiological contamination will be allowed to work in any capacity in which
there is a reasonable possibility of sugar products, food contact surfaces and food packaging materials becoming
contaminated by such person.
• Cleanliness - all persons working in direct contact with the final production, sacking or loading of sugar products will
wear clean outer garments, maintain a high degree of personal cleanliness and will conform to hygienic practices
while on duty to the extent necessary to prevent contamination of food products, food contact surfaces and food
packaging materials.
• All persons working in the bulk loading areas, bulk bins, in a packaging area, in the packaging materials storage area,
centrifugal areas, or open sugar handling equipment must wear a hair net with all hair completely covered. Any E mp loy ee
with facial hair, i.e., beard, mustache, or any combination thereof, will be required to wear a beard net in the areas
mentioned as part of this paragraph. Hairnets and beard nets can be found at the entrance of each packaging area or
warehouse entrance(s).
• If gloves are being used to handle food, food contact surfaces, or food packaging materials, they must be kept clean
and intact with no loose ends or threads.
• Any Employee who perspires heavily is asked to wear a headband or wristband to prevent contamination of food
products.
• All fans, fan blades, and protective cages located in packaging areas are to be thoroughly cleaned once a week so as
not to contaminate any food products.
• In packaging areas that have outside alternate entrances, screens and screen doors must be kept closed and intact or if
they are in use, the air handlers must be turned on, to protect against birds, rodents and insects coming into contact
with any food products, food contact surfaces and food packaging materials.
• Tank tops, drop tops or midriff shirts, sleeveless shirts, muscle shirts or torn jeans are not allowed in the factory including
sugar warehouses, any packaging area, packaging material storage areas, bulk loading areas, bulk bins and loading
dock areas.
Electronic Equipment
Cellular Phones and Other Portable Devices Policy
This policy outlines the Company’s expectations regarding the use of personal cellular phones at work, the distribution and use of
business cellular phones and other portable devices (i.e., iPad, tablet, etc.), and the safe use of cellular phones while driving. Please
see the Company’s policies entitled Company Property, including Computer Systems, Social Media Policy, Information Systems
Compliance and the Internet Use Policy, located in this handbook, for additional provisions governing the use of devices such as
cellular telephones.
Personal use of Company-provided cellular phones and other portable devices.

Certain positions at the Company may demand immediate access to an employee due to the nature of the employee’s work. For
such positions, the Company may issue a business cellular phone or other portable device to an employee for work-related
communications. Company-issued cellular phones and other portable devices are expected to be used for business purposes, and
the Company expects that employees will reasonably limit any personal use of such phones and portable devices. Only applications
purchased from iTunes may be imported or loaded on the device; purchased software to be charged to the Company must be
preapproved.
Jailbreaking or unlocking a device is prohibited. Jailbreaking and unlocking a device involves updating your electronic device (iPhone,
iPad, etc.) with software, which allows for functions previously limited by your carrier (Verizon) or adding to base functionality. Doing
this will likely void the warranty of the device, can damage or disable the device, or prevent technical support of the product.
Employees should have no expectation of privacy when using any Company cell phone or any other Company electronic device.
Personal cellular phones.

While at work, employees are to exercise the same discretion in using personal cellular phones as they do for Company phones.
Excessive personal use of cellular phones during the workday, regardless of the phone used, can interfere with employee safety,
productivity and be distracting to others. Employees are therefore expected to use personal cellular phones during nonworking
times such as lunch, breaks, or before or after work. The use of such devices should not interfere with an employee’s performance in
his or her job. Employees should ensure that friends and family members are aware of the Company's policy. Please speak to your
supervisor if you have a situation that requires deviation from this guideline. Flexibility will be provided where possible if
extenuating circumstances demand that an employee be immediately accessible.
In general, cell phones should not be used when they could pose a security or safety risk, or when they distract from work tasks:
• Never use a cell phone while driving.

• Never use a cell phone while operating equipment.
• Do not use cell phones for surfing the internet or gaming during work hours.
• Avoid using personal cell phones for work tasks.
• Do not use cell phones during meetings.
• Do not use cell phones to record confidential information.
SSCI is not liable for the damage or loss of a personal cellular phone or other portable devices brought into the workplace.
Safety issues for cellular phone use.
Employees whose job responsibilities include regular or occasional driving and who are issued a cell phone for business use must
refrain from using their phone while driving, including on company premises, unless using a hands-free device. Safety comes first.
Regardless of the circumstances, including slow or stopped traffic, employees are expected to pull off to the side of the road and
safely stop the vehicle before placing or accepting a call.
In situations where job responsibilities include regular driving and accepting of business calls, hands-free equipment is required.
Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cellular phone
for business use, are also expected to abide by the provisions above. Under no circumstances are employees required or allowed to
place themselves at risk to fulfill business needs.
Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all
liabilities that result from such actions.
The Company strives to maintain a workplace free of harassment and that is sensitive to the diversity of its employees. Therefore, as
with any communications in the workplace or via Company property, the Company prohibits the use of Company-issued cellular
phones, or of personal cellular telephones in the workplace, in ways that violate our Policy Against Discrimination, Harassment, and

Retaliation because the use is disruptive, offensive to others, discriminatory, obscene, threatening, harassing, or intimidating. For
example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes
but is not limited to using cellular phones to communicate ethnic slurs, racial comments, gender-specific comments, off-color jokes,
or anything that may be construed as harassment or showing disrespect for others.
Due to the potential for issues such as invasion of privacy and loss of productivity, as well as inappropriate disclosure of
confidential information, no employee may use a camera phone function on any phone on Spreckels Sugar Company, Inc.
property or while performing work for the Company.
The use of tape recorders or other types of voice recording devices anywhere on Company property, including to record
conversations or activities of other employees or management, or while performing work for the Company, is also strictly
prohibited, unless the device was provided to you by the Company and is used solely for legitimate business purposes.
Violations of this policy will be subject to discipline, up to and including termination.
Company Property, Including Computer Systems

All electronic and voice communication systems and equipment, and all accompanying documentation and related materials, are the
property of the Company. Electronic or voice files or communications (i.e., voice mails, e-mails, documents, etc.) that are created,
sent, or received through Company systems or using Company equipment are the property of the Company.
Monitoring
The Company reserves the right, at any time and for any purpose, to access, monitor, search, record, review, and disclose the use of
its property, including its electronic and voice communication systems and equipment, and the contents of files and communications
created, sent, or received on such systems or with such equipment. For example, under this Policy, the Company may monitor and
review an employee’s email and use of the Internet on the Company’s computer system. By using the Company’s property,
employees consent to these activities by the Company. Employees have no expectation of privacy in their work areas or in anything
they create, store, send, or receive on or through the Company’s systems, equipment, or the Internet.
Authorized use
Only Company employees are authorized to use the Company’s property unless the Company approves access by other parties.
Confidentiality and Security

Employees are responsible for the Company’s property and the security and confidentiality of Company information and documents.
Employees may not, without prior authorization, disclose Company information or documents to anyone outside of the Company.
Employees may not disclose confidential Company information or documents to other employees, except on a need-to-know basis in
the ordinary course of performing Company business. Electronic and voice communication should be accessed only by the sender
and intended recipient(s) (except to the extent that the Company may monitor and review the use of its systems, as described
above).
Employees must exercise special care in handling privileged, proprietary, confidential, or copyrighted documents or data, whether
belonging to the Company or others. Any disclosure of such materials must be limited to persons with a legal right to access them.
Information Systems Compliance Including Personal Media Devices

No employee is allowed to create unauthorized copies of Company-owned (written internally) and/or licensed software including all
correlating applications.
No personally owned or unauthorized software can be imported or loaded onto the Company’s computer systems. In addition,
personal media devices including items such as cell phones, smartphones, MP3 players, USB memory sticks, etc., cannot be
connected to Company computer systems unless transporting work-related material.
All personal or unauthorized computer software or personal media devices are subject to immediate removal. Employees violating
this policy may be subject to discipline, up to and including termination of employment.

Internet Use Policy
Computers, iPads, tablets, cell phones, and other such devices, as well as Internet access, are provided by the Company on an as-
needed basis to assist employees in completing their work, improving their efficiency, and obtaining work-related data and
technology. The following guidelines have been established to help ensure responsible and productive use of such resources.
Computers and other such devices (including the e-mail system, Internet access, file uploads and downloads, instant messaging,
software furnished to employees, etc.) are the property of the Company and are intended for business use. As a result, employees
have no right to privacy for any Company provided device. Employees should not use a password, access a file, or retrieve any stored
communication unless authorized to do so.
While usage of electronic devices (including e-mail system, Internet access, and instant messaging) is intended for job-related
activities, incidental and occasional brief personal use may be permitted within reasonable limits. However, where possible, such use
should be confined to nonworking times such as lunch, breaks, or before or after work and should not interfere with an employee’s
performance of his or her job.
The Company’s policies prohibiting discrimination, harassment, and violence in the workplace as set forth in the Employee Handbook
are applicable to all use of Company computers and electronic resources, including for personal purposes. Employees who violate
this policy are subject to suspension of Internet and e-mail privileges, and/or discipline, up to and including termination.
Prohibited Communications
The Company strives to maintain a working environment that encourages mutual respect and is free from all forms of discrimination,
harassment, and violence. It is your responsibility to help ensure this environment is maintained; therefore, the Company prohibits
the use of electronic devices, the Internet, and the e-mail system in ways that are disruptive, offensive to others, discriminatory,
obscene, threatening, harassing, intimidating, or harmful to morale. For example, the display or transmission of sexually explicit
images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to ethnic slurs, racial comments,
gender-specific comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.
Electronic devices, the Internet, and the e-mail system also may not be used to solicit others for commercial ventures, religious or
political causes, outside organizations, or other non-business matters. This policy does not, however, in any way prohibit the use of
such devices to promote discussion of work conditions, wages, or other matters protected under the National Labor Relations Act.
Examples of actions that are prohibited and may result in disciplinary action, up to and including termination include, but are not
limited to, the following:
• Sending or posting discriminatory, harassing, or threatening messages or images
• Using the Company’s electronic devices for personal gain
• Using or disclosing someone else’s account or password without authorization
• Sending or posting confidential material, trade secrets, or proprietary information outside of the Company without an
approved, work-related reason for doing so
• Failing to observe licensing agreements
• Engaging in unauthorized transactions that may incur a cost to the Company or initiate unwanted Internet services and
transmissions
• Viewing or exchanging pornography or obscene materials
• Attempting to break into the computer system or other electronic devices of another Company or person
• Refusing to cooperate with a security investigation or obstructing a security investigation
• Using the computer for gambling
• Jeopardizing the security of the Company’s electronic communications systems
• Sending or posting messages that disparage another company
• Passing off personal views as representing those of the Company
• Loading personal software without permission
• Engaging in any illegal activities
• Engaging in any other computer or Internet-related activity determined by the Company to be inappropriate or
unacceptable.

Proprietary Information Restrictions
The Company purchases and licenses the use of various computer software for business purposes and does not own the copyright to
this software or its related documentation. Unless authorized by the software developer, the Company does not have the right to
reproduce such software for use on more than one computer. Employees may only use software on local area networks or on
multiple machines according to the software license agreement. The Company prohibits the illegal duplication of software and its
related documentation.
Receiving or downloading and sending or uploading of proprietary information is prohibited without prior specific, express
authorization from your manager. Such information includes copyrighted materials, trade secrets, proprietary financial information,
proprietary customer and vendor information, or other similar materials. The unauthorized use, installation, copying, or distribution
of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if an employee did not
create material, does not own the rights to it, or has not received authorization for its use, the employee should not post this
material on the Internet or transmit it through the e-mail system.
Internet Postings
Employees must receive specific, express permission before posting any messages on behalf of or officially in the name of the
Company on any public posting forum on the Internet.
Anti-Virus Protections
Employees should take all anti-virus precautions prescribed by the Company. Employees may not attempt to bypass or disable any
anti-virus precautions installed on Company computers.
Cyber Security Training
The Company takes Cyber Security seriously. One of the tools used to maintain a safe and secure information technology
environment is monthly user training and testing. Team awareness and education are key preventative factors to a secure
environment. All employees with Company email addresses must complete the assigned Cyber Security trainings from our partner
KnowBe4.
Consequences for Policy Violations

Abuse of the electronic devices, Internet, and e-mail system access provided by the Company may result in suspension of Internet/e-
mail privileges, and/or disciplinary action, up to and including termination of employment. Employees may also be held personally
liable for any violations of this policy. Employees must notify their immediate supervisor, the Human Resources Department, or any
member of management upon learning of violations of this policy.
The equipment and technology provided to the Company’s employees remain at all times the property of the Company. To ensure
compliance with this policy, the Company reserves the right to monitor Internet traffic, and retrieve and read any data composed,
sent, or received through our computers and stored in our computer systems. All data that is composed, transmitted, or received via
our computer system is considered to be part of the official records of the Company and, as such, is subject to disclosure to law
enforcement or other third parties.
Use of Social Media

Employees are reminded that the Company’s policies still apply to employees’ Internet postings and messaging sites (i.e., blogs, social
media sites, Facebook messenger), regardless of whether they are posted using the Company’s system. For example, employees are
prohibited from disclosing the Company’s confidential, proprietary, and/or trade secret information, including but not limited to
products, customers, and manufacturing processes.
In addition, if you post any content online (including written, vocal, or visual) which could identify you as a SSCI employee, then SSCI
expects you, in connection with that posting, to use good judgment and to conduct yourself appropriately, and in a manner
consistent with your obligations at SSCI, including in accordance with other Company policies. For example, you are expected to
refrain from posting defamatory comments about SSCI’s products, customers, suppliers, and competitors. In addition, content or
communications containing sexually explicit or pornographic images or messages, ethnic slurs, racial epithets, or anything that may
be construed as harassing, threatening, or disparaging of others or would violate our Policy Against Discrimination, Harassment, and
Retaliation, is strictly prohibited. You also are expected to respect copyright, trademark, and other intellectual property laws. If you
publish any information about SSCI or its products, then include a statement identifying yourself as a SSCI employee. This policy does
not, however, in any way prohibit the use of such devices to promote discussion of work conditions, wages, or other matters
protected under the National Labor Relations Act.
Unless specifically instructed otherwise by the President or area Vice President, employees are not authorized to speak on behalf of
SSCI and, therefore, must refrain from creating the perception that they are doing so when discussing matters related to SSCI.
SSCI's employees are personally responsible for their postings and online content. SSCI will not assume any liability or risk for an
employee’s online posting.
Inspections
Spreckels Sugar Company, Inc. reserves the right to require employees while on Company property, or on client property, to
agree to the inspection of their persons, personal possessions and property, personal vehicles parked on Company or client
property, and work areas. This includes lockers, vehicles, desks, cabinets, workstations, packages, handbags, briefcases and
other personal possessions or places of concealment, as well as personal mail sent to the Company or to its clients. Employees are
expected to cooperate in the conduct of any reasonable search or inspection.
Smoking
The use of tobacco products and smokeless tobacco is prohibited in all areas of the facility except those that have been
designated as smoking areas. Spreckels Sugar Company includes company vehicles as "places of employment". Your failure to
follow the smoking and smokeless tobacco rules can lead to disciplinary action up to and including discharge.
Personal Visits and Telephone Calls

Disruptions during work time can lead to errors and delays. Therefore, personal telephone calls must be kept to a minimum, and
only be made or received after working time, or during lunch or break time.
For safety and security reasons, employees are prohibited from having personal guests visit or accompanying them anywhere
in Spreckels Sugar Company, Inc. facilities.
Solicitation and Distribution

To avoid distractions, solicitation by the employee of another employee is prohibited while either employee is on work
time. "Work time" is defined as the time the employee is engaged, or should be engaged, in performing his/her work tasks for
Spreckels Sugar Company, Inc. Solicitation of any kind by non-employees on Company premises is prohibited at all times.
Distribution of advertising material, handbills, printed or written literature of any kind in working areas of the Company is
prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.
Bulletin Boards
Important notices and items of general interest are continually posted on Spreckels Sugar Company, Inc. bulletin boards.
Employees should make it a practice to review bulletin boards frequently. This will assist employees in keeping up with what is
current at Spreckels Sugar Company, Inc. To avoid confusion, employees should not post or remove any material from the
bulletin board.
Confidential Company Information

During the course of work, employees may become aware of confidential information about Spreckels Sugar Company, Inc.'s
business, including but not limited to information regarding Company finances, pricing, products and new product
development, software and computer programs, marketing strategies, suppliers and customers and potential customers.
Employees also may become aware of similar confidential information belonging to the Company's clients. It is extremely
important that all such information remain confidential, and particularly not be disclosed to Spreckels Sugar Company, Inc.'s
competitors. Any employee who improperly copies, removes (whether physically or electronically), uses or discloses confidential
information to anyone outside of the Company may be subject to disciplinary action up to and including termination.
Employees may be required to sign an agreement reiterating these obligations.

Conflict of Interest and Business Ethics
It is Spreckels Sugar Company, Inc.'s policy that all employees avoid any conflict between their personal interests and those
of the Company. The purpose of this policy is to ensure that the Company's honesty and integrity, and therefore its reputation,
are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal
interests or relationships that actually or potentially conflict with the best interests of the Company.
It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations
that would constitute a conflict in most cases include but are not limited to:
• holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do,
business with the Company, by any employee who is in a position to directly or indirectly influence either the
Company's decision to do business, or the terms upon which business would be done with such organization;
• holding any interest in an organization that competes with the Company;
• being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking
to do, business with the Company or which competes with the Company; and/or
• profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any
organization seeking to do business with the Company.
A conflict of interest would also exist when a member of the employee's immediate family is involved in situations such as those
above.
This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual
business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.
It is the employee's responsibility to report any actual or potential conflict that may exist between the employee (and the
employee's immediate family) and the Company.
Use of Facilities, Equipment and Property, Including Intellectual Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property,
employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards
and guidelines.
Employees should notify their supervisor if any equipment, machines, or tools appear to be damaged, defective or in need of
repair. Prompt reporting of loss, damages, defects and the need for repairs could prevent deterioration of equipment and
possible injury to employees or others. Supervisors can answer any questions about the employees' responsibility for
maintenance and care of equipment used on the job.
Employees also are prohibited from any unauthorized use of the Company's intellectual property, such as audio and video
tapes, print materials and software.
Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and
including discharge.
Further, the Company is not responsible for any damage to employees' personal belongings unless the employee's supervisor
provided advance approval for the employee to bring the personal property to work.
Hiring Relatives/Employee Relationships

A familial relationship among employees can create an actual or at least a potential conflict of interest in the employment
setting, especially where one relative supervises another relative. To avoid this problem, Spreckels Sugar Company, Inc. may
refuse to hire or place a relative in a position where the potential for favoritism or conflict exists.
In other cases, such as personal relationships where a conflict or the potential for conflict arises, even if there is no
supervisory relationship involved, the parties may be separated by reassignment or discharged from employment, at the
discretion of the Company. Accordingly, all parties to any type of intimate personal relationship must inform management.

If two employees marry, become related, or enter into an intimate relationship, they may not remain in a reporting relationship
or in positions where one individual may affect the compensation or other terms or conditions of employment of the other
individual. The Company generally will attempt to identify other available positions, but if no alternate position is available,
the Company retains the right to decide which employee will remain with the Company.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the
employee is similar to that of persons who are related by blood or marriage.
Publicity/Statements to the Media

All media inquiries regarding the position of the Company as to any issues must be referred to the District Manager. Only
the District Manager is authorized to make or approve public statements on behalf of the Company. No employees, unless
specifically designated by the District Manager, are authorized to make those statements on behalf of Company. Any employee
wishing to write and/or publish an article, paper, or other publication on behalf of the Company must first obtain approval
from t h e District Manager.
Operating Company Equipment

Any Company employee who operates equipment on public streets and highways (including township roads) must possess, at a minimum,
a valid Class D driver’s license.
Individual responsibility – An employee who is involved in an accident on public streets, highways, and township roads while
operating Company equipment must immediately report the accident to his or her supervisor and to the proper law enforcement
officials.
Operators of Company equipment are required to have a valid driver's license in the state where the vehicle is operated and are
expected to promptly notify their immediate supervisor of any situation which might affect the status of their driver's license.
Company equipment must be operated in a safe and prudent manner. The Company will not pay any fine imposed on an employee
who is found guilty by any court of operating Company equipment in a careless, reckless, or incompetent manner. The Company will
not pay for parking violation fines incurred by an employee operating a Company vehicle. The Company reserves the right to
immediately revoke the right to use equipment if the operator is found guilty of negligent operation, or if the operator does not
promptly report to his supervisor any such traffic violations.
Insurance Coverage - The Company provides public liability and public property damage insurance for anyone operating Company
equipment. Employees operating their personal vehicles for company business must have their vehicle properly insured.
Annual requirement – Each employee required to regularly drive, either a company vehicle or his or her personal vehicle, on
company business will be required to attend a defensive driver’s training course and/or a refresher course.
Business Expense Reimbursement

Spreckels Sugar Company, Inc. will reimburse employees for reasonable expenses incurred for business purposes including, but not
limited to, meals, lodging, and transportation. Mileage driven in a personal automobile for business purposes will be reimbursed at
the current IRS-approved rate per mile. All business travel and business purchases must be approved in advance by the employee's
Supervisor.
The Company will also reimburse employees for all necessary expenditures or losses incurred for items related to an employee’s
work duties provided the employer knew and approved the expense prior to the purchase. Employees who purchase such items
must submit the receipt supporting the purchase to the employer.
The following process is required for reimbursement:
• The employee will obtain and complete an expense report with the appropriate support and approval from their supervisor
including the general ledger code. The expense report can be obtained from the supervisor, human resources, or the
accounting office.
• The supervisor will then email the expense report and support to the Senior Accounts Payable Analyst at the Corporate
office.

Once approved, the expense report will be provided to payroll for processing.
Employees should complete expense reimbursement reports within 30 days of incurring the expenses and submit the reports and
receipts to the Corporate accounting office. All reimbursements will be included in payroll and must be submitted to the Corporate
office prior to 8:00 am PST on Monday to be included in the current payroll.
References
The Human Resource Department will respond to reference requests. The Company will provide general information concerning
the employee such as date of hire, termination date, and positions held. Requests for reference information must be in writing,
and responses will be in writing. Please refer all requests for references to the Human Resources Department.
A Few Closing Words

This handbook is intended to give employees a broad summary of things they should know about Spreckels Sugar Company,
Inc. The information in this handbook is general in nature and, should questions arise, the Human Resources Department
should be consulted for complete details. While we intend to continue the policies, rules, and benefits described in this
handbook, Spreckels Sugar Company, Inc., in its sole discretion, may always amend, add to, delete from, or modify the provisions
of this handbook and/or change its interpretation of any provision set forth in this handbook, with or without notice. Employees
should not hesitate to speak to Human Resources if they have any questions about the Company or its personnel policies and
practices.

GENERAL HANDBOOK ACKNOWLEDGMENT
This Employee Handbook is an important document intended to help employees become acquainted with Spreckels Sugar
Company, Inc. This document is intended to provide guidelines and general descriptions only; it is not the final word in all cases.
Individual circumstances may call for individual attention.
Spreckels Sugar Company, Inc. (SSCI) is an equal opportunity employer committed to providing equal opportunity for all employees and
applicants. SSCI does not unlawfully discriminate on the basis of race, creed, color, religion, sex, age, national origin, disability, genetic
information, veteran status, marital status, status with regard to public assistance, familial status, sexual orientation (perceived or actual),
pregnancy, or any other protected status under applicable law. The Company also makes reasonable accommodations for disabled
applicants and employees as required by law. This policy applies to all areas of employment including recruitment, hiring, training,
promotion, compensation, benefits, transfer, and social and recreational programs.
SSCI will comply with all applicable laws and regulations related to safety, health, food defense, and environmental quality. SSCI will work
to reduce waste, minimize the use of hazardous materials, and take appropriate steps to ensure worker, product, and community safety.
It is the policy of Spreckels Sugar Company, Inc. to maintain safe working conditions for the protection and good health of all
employees and visitors. The Company must comply with the Federal and State Occupational Safety and Health Administration
regulations, and you, as an employee, are charged with obeying the law also.
An integral part of the Company is maintaining a working environment that encourages mutual respect and is free from all forms of
harassment and violence. In addition, we need to ensure the Company policies, procedures, and practices are adhered to. We strive
for zero lost time in the workplace and create a safe work environment by developing a culture of cleanliness and safety. In doing so,
it is important to note that no job performed by an employee is so urgent that time cannot be taken to perform the job the right
way…the safe way.
It is our hope that all employees will utilize their knowledge gained in this handbook in both their work and home environments. In
this way, you will benefit the Company, your family, and yourself. Bring safety home!
This employee handbook supersedes the provisions of all other previous employee handbooks.
Please read the following statements and sign below to indicate your receipt and acknowledgment of this Handbook.
• I have received and read a copy of Spreckels Sugar Company, Inc.'s Employees Handbook. I understand that the policies,
rules, and benefits described in it are subject to change at the sole discretion of the Company at any time.
• I understand that the Handbook is not an employment contract but does provide the organizational employment policies
and procedures by which I am governed.
• I further understand that my employment is terminable at will, either by myself or the Company, with or without cause
or notice, regardless of the length of my employment or the granting of benefits of any kind.
• I understand that no representative of Spreckels Sugar Company, Inc. other than District Manager may alter "at will"
status and any such modification must be in a signed writing.
• I understand that my signature below indicates that I have read and understand the above statements and that I have
received a copy of the Company's Employee Handbook.
• I agree to comply with the guidelines, policies, and procedures of Spreckels Sugar Company, Inc. and understand that failure
to comply with Spreckels Sugar Company, Inc.’s policies, procedures and practices may result in the termination of my
employment.
By signing this statement, I understand and consent to SSCI’s right to access, monitor, and retrieve emails, computer files, Internet
records, and any other information contained on or within SSCI’s computer system at any time at SSCI’s sole discretion. I also
understand that this Handbook does not create a contract of employment between SSCI and me.

Employee Signature
Print Name
Dated

ACKNOWLEDGEMENT AND RECEIPT OF CALIFORNIA: DISCRIMINATION,
HARASSMENT AND RETALIATION PREVENTION POLICY
Spreckels Sugar Company, Inc. does not tolerate and prohibits discrimination, harassment or retaliation of or against job
applicants, contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on
the basis of actual or perceived race, color, creed, religion, age, sex or gender (including pregnancy, childbirth and related medical
conditions), sexual orientation, gender identity or gender expression (including transgender status), national origin, ancestry,
marital status, protected medical condition as defined by state law (including cancer or genetic characteristics), physical or mental
disability, military and veteran status, genetic information or any other characteristic protected by applicable federal, state or
local laws and ordinances. The Company is committed to a workplace free of discrimination, harassment and retaliation.
Our management team is dedicated to ensuring the fulfillment of this policy as it applies to all terms and conditions of
employment, including recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities
and general treatment during employment.
Discrimination Defined
Discrimination under this policy means treating differently or denying or granting a benefit to an individual because of the
individual's protected characteristic.
Harassment Defined
Harassment is defined in this policy as unwelcome verbal, visual or physical conduct creating an intimidating, offensive or hostile
work environment that interferes with work performance.
Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols,
cartoons, drawings, computer displays or emails) or physical conduct (including physically threatening another, blocking
someone's way, etc.) that denigrates or shows hostility or aversion toward an individual because of any protected characteristic.
Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, employees are
expected to behave at all times in a manner consistent with the intended purpose of this policy.
Sexual Harassment Defined
Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited
sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or physical conduct of a
sexual nature. Sexual harassment includes unwelcome or unwanted conduct which is either of a sexual nature or which is directed
at an individual because of that individual's sex when:
• submission to that conduct or to those advances or requests is made either explicitly or implicitly a term or condition of
an individual's employment; or
• submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment
decisions affecting the individual; or
• the conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual's work
performance or creating an intimidating, hostile or offensive working environment.
Examples of conduct that violate this policy includes, but is not limited to:
• unwelcome or unwanted sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking
normal movement;
• requests for sexual favors or demands for sexual favors in exchange for favorable treatment; obscene or vulgar gestures,
posters or comments;

• sexual jokes or comments about a person's body, sexual prowess or sexual deficiencies; propositions or suggestive or
insulting comments of a sexual nature;
• derogatory cartoons, posters and drawings;
• sexually explicit emails, text messages or voicemails; uninvited touching of a sexual nature;
• unwelcome or unwanted sexually related comments; conversation about one's own or someone else's sex life;
• conduct or comments consistently targeted at only one gender, even if the content is not sexual; and
• teasing or other conduct directed toward a person because of the person's gender.
Retaliation Defined
Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed
practices prohibited by this policy or participated in the reporting and investigation process described below. "Adverse conduct"
includes but is not limited to:
• shunning and avoiding an individual who reports harassment, discrimination or retaliation; express or implied threats or
intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; and
• denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or
participated in the reporting and investigation process described below.
All discrimination, harassment and retaliation is unacceptable in the workplace and in any work-related settings such as business trips
and business-related social functions, regardless of whether the conduct is engaged in by a supervisor, co-worker, client, customer,
vendor or other third party.
Reporting Procedures
The following steps have been put into place to ensure the work environment is respectful, professional and free of discrimination,
harassment and retaliation. If the employee believes someone has violated this policy or the Equal Employment Opportunity Policy,
the employee should promptly bring the matter to the immediate attention of Human Resources Manager. (Phone numbers are
available through the Company directory.) If this individual is the person toward whom the complaint is directed the employee
should contact any higher-level manager in the reporting chain. If the employee makes a complaint under this policy and has not
received a satisfactory response within five (5) business days, District Manager should be contacted immediately. (Phone numbers
are available through the Company directory.)
Every supervisor who learns of any employee's concern about conduct in violation of this policy, whether in a formal complaint or
informally, must immediately report the issues raised to Human Resources Manager.
Investigation Procedures
Upon receiving a complaint, the Company will promptly conduct a fair and thorough investigation into the facts and circumstances of
any claim of a violation of this policy or the Equal Employment Opportunity policy. To the extent possible, the Company will endeavor
to keep the reporting employee's concerns confidential. However, complete confidentiality may not be possible in all circumstances.
During the investigation, the Company generally will interview the complainant and the accused, conduct further interviews as
necessary and review any relevant documents or other information. Upon completion of the investigation, the Company shall
determine whether this policy has been violated based upon its reasonable evaluation of the information gathered during the
investigation. The Company will inform the complainant and the accused of the results of the investigation.
The Company will take appropriate corrective measures against any person who it finds to have engaged in conduct in violation of
this policy, if the Company determines such measures are necessary. These measures may include, but are not limited to, counseling,
suspension or immediate termination.

Anyone, regardless of position or title, whom the Company determines has engaged in conduct that violates this policy will be subject
to discipline, up to and including termination.
In addition to being a violation of this policy, harassment, discrimination or retaliation also can be against the law. Employees who
engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct.
Remember, the Company cannot remedy claimed discrimination, harassment or retaliation unless employees bring these claims to
the attention of management. Employees must report any conduct they believe violates this policy.
I acknowledge that I have received, read, and understand Spreckels Sugar Company, Inc.'s Discrimination, Harassment, and
Retaliation Prevention Policy. I agree to abide by and be bound by the rules, provisions and standards set forth in Spreckels Sugar
Company, Inc.'s policy. I further acknowledge that Spreckels Sugar Company, Inc. reserves the right to revise, delete, and add to the
provisions of the Discrimination, Harassment and Retaliation Prevention Policy at any time. I also acknowledge I have received the
California Department of Fair Employment & Housing's brochure, Sexual Harassment, The Facts About Sexual Harassment (DFEH-185
brochure).
Employee Signature
Print Name
Dated

SSCI Union Employee Handbook FINAL 220203

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Spreckels Sugar Company, Inc.

Union Employee Handbook

Spreckels Sugar Company, Inc. Union Employee

Spreckels Sugar Company, Inc. Union Employee

Spreckels Sugar Company, Inc. Union Employee Handbook 3

Spreckels Sugar Company, Inc. Union Employee Handbook 4

Spreckels Sugar Company, Inc. Union Employee Handbook 6

Our Core Values are:

Zero-Lost Time Workplace + 100% Environmental Compliance + Uncompromising Quality

Spreckels Sugar Company, Inc. Union Employee Handbook 7

Spreckels Sugar Company, Inc. Union Employee Handbook 8

Health and Safety

Spreckels Sugar Company, Inc. Union Employee Handbook 9

Policy Against Discrimination, Harassment, And Retaliation

Spreckels Sugar Company, Inc. Union Employee Handbook 10

Spreckels Sugar Company, Inc. Union Employee Handbook 11

Relationships Among Employees

Spreckels Sugar Company, Inc. Union Employee Handbook 12

Spreckels Sugar Company, Inc. Union Employee Handbook 13

Procedures for Reporting a Threat

Firearm And Workplace Violence Policy

Spreckels Sugar Company, Inc. Union Employee Handbook 14

Seasonal Employee (Non Year-Round)

Hourly Employee (Non-Exempt)

Your Employment Records

Right To Review Personnel Records

Spreckels Sugar Company, Inc. Union Employee Handbook 15

Working Hours and Schedule

Day From: To:

On holidays, the business office is closed.

Meal Period Waiver

No Working During Rest Breaks and Meal Periods

On Duty Meal Period

Travel Time for Non-Exempt Employees

Spreckels Sugar Company, Inc. Union Employee Handbook 18

Spreckels Sugar Company, Inc. Union Employee Handbook 19

Spreckels Sugar Company, Inc. Union Employee Handbook 20

Spreckels Sugar Company, Inc. Union Employee Handbook 21

Paid Family Leave Benefits

Spreckels Sugar Company, Inc. Union Employee Handbook 22

Time off For Military Spouses

"Period of Military Conflict" means any of the following:

Spreckels Sugar Company, Inc. Union Employee Handbook 23

Organ Donation Leave

Family and Medical Leave

Spreckels Sugar Company, Inc. Union Employee Handbook 25

Spreckels Sugar Company, Inc. Union Employee Handbook 26

Spreckels Sugar Company, Inc. Union Employee Handbook 27

Spreckels Sugar Company, Inc. Union Employee Handbook 28

Spreckels Sugar Company, Inc. Union Employee Handbook 29

Spreckels Sugar Company, Inc. Union Employee Handbook 30

Pregnancy Disability Leave

Spreckels Sugar Company, Inc. Union Employee Handbook 31

Time off for School Related Activities

Spreckels Sugar Company, Inc. Union Employee Handbook 32

Spreckels Sugar Company, Inc. Union Employee Handbook 33

Workplace Conduct and Working Environment

This list provides examples of prohibited behavior, it is not all-inclusive.

Discipline (Non-Absence Related)

Attendance and Absences

Spreckels Sugar Company, Inc. Union Employee Handbook 36

General Safety Policy

SSCI Management Commits To: