CONSOLIDATED HOSPITALITY SUPPLIES, LLC

ARBITRATION AGREEMENT

This Arbitration Agreement (this “Agreement”) is made and entered into by and between
Consolidated Hospitality Supplies, LLC (the “Company”), and the undersigned employee (“You” or
“Employee”). This Agreement will inure to the benefit of the Company and its successors and assigns,
as well as entities or persons sued as acting on the Company’s behalf (that may include its affiliates,
successors, subsidiaries, assigns, parent companies, and alleged agents of the Company and alleged
joint employers with the Company). The parties to this Agreement are individually referred to as a “Party”
and collectively as the “Parties.” In consideration of Employee’s employment with the Company, and the
benefits of arbitration and mutual promises described herein, the Parties agree to the following:
Agreement to Arbitrate. The Parties recognize and acknowledge the benefits of a speedy,
impartial, final and binding dispute-resolution procedure and that arbitrating Claims will generally save
the Parties’ time and resources as opposed to litigating in court or another judicial tribunal. The Parties
mutually promise and agree that all Covered Claims (as defined below) between Employee and the
Company will be resolved solely and exclusively by binding, individual arbitration enforceable under and
governed by the Federal Arbitration Act, 9 U.S.C. § 1 et seq. (the “FAA”). Except as otherwise provided
herein, the arbitration will be conducted before a single arbitrator, administered by the Judicial Arbitration
& Mediation Services, Inc. (“JAMS”) pursuant to the JAMS Employment Arbitration Rules & Procedures
(the “JAMS Rules”), except as modified herein. A copy of the JAMS Rules can be obtained (i) on the
JAMS website at (https://www.jamsadr.com/rules-employment-arbitration) or (ii) by calling JAMS directly
at (800) 352-5267.
1. Informal Dispute Resolution. The Parties agree that there is value in attempting to informally
resolve any dispute that may arise between them. In the event of a dispute, Employee is encouraged to
give written notice to the Company at HR@ch-supplies.com that describes the nature of the dispute so
the Parties can attempt to resolve it informally.
2. Claims Subject to Arbitration. Both Company and Employee mutually agree to resolve by final
and binding arbitration any and all disputes, claims or controversies of any kind or nature (“Claims”) on
an individual basis, including, but not limited to, such matters arising from, related to or in connection with
(i) this Agreement (including the interpretation, validity, enforceability, scope, or breach of this
Agreement) and (ii) Employee’s employment with the Company (pre-hire through post-termination),
including any potential claim Employee may have in connection with any pending action (e.g., Arthur
Juarez v. Consolidated Hospitality Supplies., et al., SBSC, Case No. CIVSB2204353 and Case No.
CIVSB2210350), and including Claims that Employee may have against the Company and/or its parent,
subsidiaries, affiliates and/or each of their past, present and future employees, independent contractors,
owners, managers, agents, officers, directors, board members, shareholders, assigns, benefit plans and
sponsors, fiduciaries, alleged joint employers, administrators, or insurers (and/or all successors and
assigns of any of the aforementioned entities or individuals), or that the Company may have against
Employee, regardless of whether such Claims are based on tort, contract, statute (including under any
state or federal law, ordinance, constitution, or regulation), equitable law, public policy, or otherwise,
except as expressly excluded by this Agreement including as set forth in Section 3 below (collectively,
“Covered Claims”).
The Covered Claims also include, without limitation, Claims concerning breach of contract or
covenant (express or implied); infliction of emotional distress; negligence; worker classification, untimely
or unpaid wages, incentive compensation, expense reimbursements, meal breaks and rest periods; tort
Claims; wrongful termination in violation of public policy; discrimination, harassment, and/or retaliation;
Claims made pursuant to the California Private Attorneys General Act, Labor Code section 2699 et seq.
(“PAGA”); and Claims for violation of any federal, state, or other governmental law, statute, constitution,
regulation, or ordinance, including, but not limited to, Title VII of the Civil Rights Act of 1964; the Civil
Rights Act of 1991; the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990; the Equal
Pay Act; the Fair Labor Standards Act; the Fair Credit Reporting Act; the Age Discrimination in
Employment Act of 1967 (as amended); the federal and California Worker Adjustment and Retraining
Notification Acts; the Family and Medical Leave Act; the California Fair Employment and Housing Act;
the California Family Rights Act; the California Labor Code; the California Civil Code; and the California
Business and Professions Code. By signing this Agreement, Employee acknowledges and agrees
that both the Company and Employee give up their respective rights to trial by jury, or judge, or
by administrative proceeding, of any covered Claim that Employee or the Company may have
against the other, to the maximum extent permitted by applicable law.
3. Claims Not Subject to Arbitration. Covered Claims do not include: (i) Claims for workers’
compensation, disability or unemployment benefits; (ii) claims arising under the National Labor Relations
Act which are brought before the National Labor Relations Board; (iii) Claims based on any pension or
welfare plan or collective bargaining agreement, the terms of which contain arbitration or another non-
judicial dispute resolution procedure; (iv) Claims by whistleblowers arising pursuant to the Sarbanes-
Oxley Act and alleging unlawful retaliation or seeking relief pursuant to that Act; (v) sexual assault or
sexual harassment disputes under either federal or state law, unless you explicitly and in writing agree,
post-dispute, to arbitrate the sexual assault or sexual harassment dispute, and waive the right to file that
same claim in court; (vi) claims that are expressly prohibited by applicable law from being subject to
arbitration, provided such law is not preempted or otherwise prohibited under the FAA; and (vii) petitions
to a court of competent jurisdiction for immediate injunctive relief related to a dispute subject to arbitration
where such temporary equitable relief would be otherwise authorized by law.
In addition, nothing in this Agreement prohibits (i) Employee from engaging in concerted
activities under Section 7 of the National Labor Relations Act or filing an unfair labor practice charge with
the National Labor Relations Board (NLRB), (ii) from making a report to or filing a claim or charge with
the U.S. Equal Employment Opportunity Commission (EEOC) or California Department of Fair
Employment and Housing (DFEH), or a charge or complaint of retaliation under the Sarbanes-Oxley Act
or Dodd-Frank Act with the Department of Labor (DOL) or Securities and Exchange Commission (SEC)
respectively, or a similar administrative charge, claim, or complaint with any federal, state or local
government agency, office or official (“Government Complaint”), or (iii) any such agency from
investigating a Government Complaint or from pursuing legal action on Employee’s behalf (to the extent
permitted by applicable law). Employee may pursue legal action against the Company before an
administrative adjudicative body only to the extent that applicable law requires such an action to proceed
notwithstanding the existence of an enforceable agreement to arbitrate under the FAA. Additionally,
nothing in this Agreement precludes or excuses a party from exhausting administrative remedies where
required by law before making a claim in arbitration.
4. Class and Collective Action Waiver. To the fullest extent permitted by law, both you and the
Company agree that any dispute between you and the Company shall be brought on an individual basis
only, and not on a class, representative or collective basis, and you shall not participate in a class,
representative or collective action against the Company. The arbitrator shall not have the authority or
jurisdiction to hear any Claim in arbitration as a class, representative or collective action. For the
avoidance of doubt, to the extent permissible by law, Claims made pursuant to the PAGA concerning
alleged Labor Code violations toward Employee remain subject to individual arbitration and are divisible
from PAGA claims concerning alleged Labor Code violations toward “aggrieved employees” other than
Employee. If either Party pursues a civil action in court involving Claims which are not arbitrable and also
pursues Covered Claims, litigation of the non-arbitrable Claims shall be stayed pending the outcome of
those Covered Claims.
5. Initiating Arbitration; Arbitration Proceedings. Either Party may initiate arbitration by sending
a written demand and notice of claim(s) to the other Party in accordance with JAMS Rules and within the
time limits that would apply to the filing of a civil complaint in court. If Employee is demanding arbitration,
the written demand must be delivered to the Company at HR@ch-supplies.com. If the Company
demands arbitration, it will provide Employee written notice at the last address recorded in Employee’s
personnel file or such other address communicated by Employee in writing to the Company. Unless the
Parties mutually agree in writing otherwise, the arbitration will be conducted within 45 miles of where
Employee is or was last employed by the Company. The Company will pay all costs unique to arbitration,
including the arbitrator’s fees and JAMS administrative costs. The Company will pay the fees and costs
required before the arbitration can proceed within sixty (60) days after the Company’s receipt of an invoice
for such costs from JAMS, unless the Parties mutually agree in writing otherwise. The Parties are entitled
to conduct adequate discovery in accordance with JAMS Rules and the arbitrator shall have the authority
to determine what constitutes adequate discovery. Neither Party shall be denied the right to file a
pleading challenge or motion for summary disposition of a particular claim or issue. The arbitrator’s
decision must be in a written reasoned opinion containing the arbitrator’s findings of fact and conclusions
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of law. Resolution of all disputes shall be based solely upon the law governing the claims and defenses
pleaded, and the arbitrator may award only remedies that would have applied had the case been heard
in court. Judgment may be entered on the arbitrator’s decision in any court with jurisdiction. A Party may
apply to a court of competent jurisdiction for temporary or preliminary injunctive relief in connection with
a Covered Claim.
6. Employment At-Will. This Agreement does not constitute an employment agreement, express
or implied, and in no way changes the at-will nature of Employee’s employment with the Company, which
may be terminated by either Party with or without notice or cause. Similarly, no change in Employee’s
payment, compensation, or duties, or any other terms or conditions of service shall affect the provisions
of this Agreement.
7. Miscellaneous Provisions.
a. Entire Agreement; Modification; Signatures. This Agreement replaces all prior agreements
between the parties on the topic of arbitration of Claims and is the full and complete agreement relating
to the formal resolution of those disputes. Each Party acknowledges that he/she/it has not relied upon
any statement or representation by the other Party in entering into this Agreement, except as expressly
provided for in this Agreement, and that this Agreement may not be modified or amended in any way
except in a writing signed by the Employee and by an authorized representative with authority to bind the
Company. This Agreement may be executed in counterparts, and all counterparts together constitute one
agreement. A facsimile, electronic signature, or digital signature is deemed an original signature for
purposes of this Agreement. The Agreement is only assignable by the Company.
b. Waiver. Any waiver or failure to enforce any provision of this Agreement on one occasion will
not be deemed a waiver of that or any other provision on any other occasion.
c. Severability. If any provision of this Agreement is held to be invalid or unenforceable, the other
provisions of this Agreement will be unimpaired, and the invalid or unenforceable provision will be
deemed severed or modified so that it is valid and enforceable to the maximum extent permitted by law.
d. Survival. This Agreement survives the termination of Employee’s employment with the
Company and applies to any Covered Claim, regardless of whether it arises or is asserted before, during
or after the ending of that relationship with the Company.
e. Voluntary Execution. Employee agrees and acknowledges Employee executed this
Agreement knowingly and voluntarily, and that Employee may consult with his/her own attorney (at
his/her sole expense) for advice concerning this Agreement.

EMPLOYEE’S SIGNATURE BELOW ATTESTS TO THE FACT THAT HE/SHE HAS READ,
UNDERSTANDS, AND VOLUNTARILY AGREES TO BE LEGALLY BOUND BY ALL OF THE ABOVE
TERMS. EMPLOYEE FURTHER UNDERSTANDS THAT THIS AGREEMENT REQUIRES THE
PARTIES TO ARBITRATE ANY AND ALL COVERED CLAIMS ON AN INDIVIDUAL BASIS, AND
EMPLOYEE IS WAIVING ANY RIGHT TO TRIAL BY JURY ON THOSE CLAIMS. EMPLOYEE ALSO
UNDERSTAND THAT BY PROVIDING THIS AGREEMENT TO HIM/HER, THE COMPANY ALSO
CONSENTS TO THE TERMS STATED HEREIN.

EMPLOYEE COMPANY:
Consolidated Hospitality Supplies, LLC

Signature: __________________________ Signature: ___________________________

Name (Print): _______________________ Name/Title: _________________________
Date: ______________________________ Date: _______________________________
I am proficient in English and can read and
understand everything written in this Agreement
(Soy proficiente en inglés, y puedo leer y entender
todo lo escrito en este acuerdo).