INTERNAL USE ONLY

Reproduction Prohibited
© 2018 ROSS STORES, INC. Produced by Ross Stores, Inc.
Revised November 2018

This document belongs to Ross Stores, Inc. and is protected by copyright.

Ross Stores, Inc. reserves all rights. Information in this document may be subject to
change without notice. Please contact your manager with any questions regarding its
content.

Si desea obtener una copia de este manual del asociado en Español,

por favor pregúntele a su manager.
Table of Contents
Welcome to Ross & dd’s! ............................................................................................................................................ 2
How to Use Your Handbook ........................................................................................................................................ 3
Employment at Will ..................................................................................................................................................... 3
Open Communication at Ross ..................................................................................................................................... 4
We are an Inclusive Company ..................................................................................................................................... 4
Non-Harassment, Non-Discrimination and Non-Retaliation Policy ............................................................................. 5
Sexual Harassment ...................................................................................................................................................... 6
Internal Complaint Procedure ..................................................................................................................................... 7
Retaliation Strictly Prohibited ..................................................................................................................................... 8
ALERTLINE ................................................................................................................................................................... 8
Pro-Associate Philosophy ............................................................................................................................................ 9
Accommodations at Ross ............................................................................................................................................ 9
Transgender Associates............................................................................................................................................... 9
Employment Classification ........................................................................................................................................ 10
Employment Status ................................................................................................................................................... 10
Meal & Rest Breaks ................................................................................................................................................... 11
Compliance ............................................................................................................................................................... 12
Timekeeping for Non-Exempt Associates.................................................................................................................. 12
Overtime ................................................................................................................................................................... 14
Attendance ................................................................................................................................................................ 14
Company Holidays..................................................................................................................................................... 15
Personal Holidays ...................................................................................................................................................... 15
Payday ....................................................................................................................................................................... 15
Wage Discrepancies .................................................................................................................................................. 16
Your Associate Records ............................................................................................................................................. 16
Providing Employment References ........................................................................................................................... 17
Your Benefits at Ross................................................................................................................................................. 17
Associate Discount .................................................................................................................................................... 17
Promotions & Internal Transfers ............................................................................................................................... 19
Background Checks ................................................................................................................................................... 19
Associate Referral Award Program ........................................................................................................................... 20
Managing Performance at Ross ................................................................................................................................ 21
Standards of Conduct ................................................................................................................................................ 21
Family & Personal Relationships in the Workplace ................................................................................................... 23
Employment Outside of Ross .................................................................................................................................... 25
Electronic Use Policy ................................................................................................................................................. 25
Confidentiality & Conflict of Interest Policy .............................................................................................................. 29
Social Media .............................................................................................................................................................. 33
Anti-Profiling ............................................................................................................................................................. 34
Unauthorized Communications with Media, Investors & Other Outsiders ............................................................... 34
Drug & Alcohol Free Workplace ................................................................................................................................ 35
Workplace Anti-Violence........................................................................................................................................... 38
Solicitation & Distribution of Literature .................................................................................................................... 40
“Whistle-blowing” & Complaint Policy and Procedures ............................................................................................ 41
Travel Policy .............................................................................................................................................................. 41
No Smoking ............................................................................................................................................................... 42
Leave of Absence/Time Off ....................................................................................................................................... 43
Acccommodations for Pregnant Associates & Nursing Mothers .............................................................................. 43

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Welcome to Ross & dd’s!

If you recently joined us – let me be one of the first to welcome you to Ross Stores, Inc. We are
excited you’re part of our team! Whether you are newly hired or have been a valued associate
for years, you have an important role on our team, and we value your skills, abilities, and
experience.

Our customers enjoy shopping with us, and it takes all of us working together to deliver the
value, unique shopping experience, treasure hunt, and great deals and brands that our
customers expect! We’ve seen tremendous growth in sales, and with your commitment and
continued teamwork, we’ll keep it that way.

Inspired by values of authentic leadership, integrity, collaboration, and mutual accountability,

we are an organization where every associate can thrive. Ross Stores, Inc. is committed to being
an inclusive Company, where we treat each other with dignity and respect. At Ross we work to
provide our associates with an environment in which they can work free from harassment and
discrimination, and where they can successfully grow their career.

Once you've read this handbook, you’ll have a better understanding of the Company you’ve
joined. We have full confidence in you as an associate. We are humble, we respect our
associates as individuals, we treat each other with dignity and respect, and we believe in
resolving issues and concerns by communicating and working together. If you have questions,
ask a manager for help.

With your skills and know-how, and equipped with knowledge of our policies and procedures,
we have great expectations for you.

Welcome to Ross and dd’s!

Barbara Rentler
Chief Executive Officer

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How to Use Your Handbook
Welcome! This handbook helps guide you through our policies and procedures. It provides a lot
of answers to frequently-asked questions. Please read the entire handbook. If you have
questions, please ask your manager.

All Ross policies, practices, and benefits, regardless of whether contained in this handbook, are
subject to change and to interpretation at the sole discretion of Ross Stores, Inc. (“Ross”),
without cause, justification or advance notice. Nothing in this handbook constitutes a contract
of employment or a guarantee of benefits. Ross Stores, Inc. is an at-will employer, and this
handbook does not change the at-will relationship between you and Ross Stores, Inc. Ross
Stores, Inc. reserves the right to determine the appropriate level of discipline at its discretion,
up to and including immediate separation from employment.

Whenever possible, the handbook uses simple language to make it easier to read and
understand. We do this by using some conventions.

We avoid using “he/she”. Instead, we randomly use “he” or “she”.

“Your manager” means your direct supervisor and/or any member of your Store
Management Team.

Employment at Will
The Company’s policy is that employment is at-will which means it is for an indefinite period of
time and can be terminated at any time for any reason, with or without cause and with or
without advance notice, by you or by Ross Stores, Inc. Any policies, rules, standards or benefits
described in the 2018 HR Policy Handbook may be changed, modified or rescinded by Ross
Stores, Inc. at any time, except for the right of you and Ross Stores, Inc. to terminate
employment at-will, which may only be modified by a written agreement signed by the CEO of
the Company and approved by the Board of Directors.

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 RESPECT AT ROSS

RESPECT AT ROSS

Open Communication at Ross

Ross Stores Inc. is a pro-associate company, which means that we really care about respectful,
open communication. We believe in solving issues and concerns by working together and
listening to our associates. Our leaders want to hear from you. If something’s bothering you
about your job, or if you don’t feel fairly treated, you should talk to your supervisor, who is
there to support you and address your concerns. If you prefer, you can also talk to another
member of management, refer to your Open Communication board (Stores & Distribution
Centers), or contact Human Resources.

We are an Inclusive Company

We promote a climate of dignity and respect at Ross. To help us do this, we:
Commit to be an inclusive company
Foster a professional workplace
Offer awareness programs
Value and celebrate differences
Encourage you to learn and grow
Don’t allow threatening conduct
Don’t allow discrimination or harassment
When you speak or work with customers and other associates, we ask that you treat them with
courtesy, dignity, and respect. It’s the right thing to do!

Ross is an equal employment opportunity employer. We consider individuals for employment or

promotion according to their skills, abilities and experience. We believe that it is an essential
part of the Company’s overall commitment to attract, hire and develop a strong, talented and
diverse workforce. Ross is committed to complying with all applicable laws prohibiting
discrimination based on race, color, religious creed, age, national origin, ancestry, physical,
mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and
medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military
status, uniformed service status, marital or registered domestic partnership status, medical
condition (including cancer or genetic characteristics), genetic information, gender, gender
identity and gender expression (including transitioning), sexual orientation, as well as any other
category protected by federal, state or local laws. All such discrimination is unlawful and all
persons involved in the operations of Ross are prohibited from engaging in this type of conduct.

If you believe that you have experienced or witnessed discrimination, you should follow the
complaint procedures described in the Company’s Non-Harassment, Non-Discrimination and
Non-Retaliation Policy. The Company will not retaliate, nor will it tolerate retaliation, against

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 RESPECT AT ROSS

anyone who complains in good faith about discrimination, who testifies, assists or participates in
an authorized discrimination investigation, proceeding or hearing, or who opposes
discrimination, as discussed further in the Company’s Non-Harassment, Non-Discrimination, and
Non-Retaliation Policy.

Non-Harassment, Non-Discrimination and Non-Retaliation Policy 1

Ross is committed to providing all associates with a workplace that is free of harassment,
discrimination and retaliation of any kind. Our values include treating everyone with respect and
dignity. Everyone at Ross is expected to help achieve these goals.

Ross prohibits harassment and discrimination based on race, color, religious creed, age, national
origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy,
childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or
breastfeeding), veteran status, military status, uniformed service status, marital or registered
domestic partnership status, medical condition (including cancer or genetic characteristics),
genetic information, gender, gender identity and gender expression (including transitioning),
sexual orientation, as well as any other category protected by federal, state or local laws
(“Protected Characteristic”). This policy also prohibits unlawful harassment and discrimination
based on the perception that anyone has a Protected Characteristic, or is associated with a
person who has or is perceived as having a Protected Characteristic.

No such harassment or discrimination of any job applicant or associate (including, without

limitation, interns) by another associate or supervisor, vendor, customer or other third party
who engages in business with the Company, including contract workers and temporary
associates, will be tolerated. This policy also protects independent contractors from harassment.
If job-related harassment, discrimination or retaliation occurs by someone not employed by
Ross, the procedures in this policy should be followed.

Unlawful harassment is unwelcome verbal, visual or physical conduct which is based on a

Protected Characteristic and creates a threatening, offensive or hostile work environment or
unreasonably interferes with work performance. Examples of harassment include verbal
conduct (including slurs, jokes, insults, epithets, or teasing), visual conduct (including offensive
posters, symbols, cartoons, drawings, computer displays or e-mails) or physical conduct
(including gestures, physically threatening another, or blocking someone’s way). Such conduct
constitutes harassment when: (1) it has the purpose or effect of creating a threatening, hostile
or offensive working environment; or (2) it has the purpose or effect of unreasonably interfering
with an individual’s work performance; or (3) it otherwise adversely affects an individual’s
employment opportunities.

1
Associates in the New York Buying Office must also refer to the Supplemental New York Sexual
Harassment Policy found in the Buying Office Welcome Book located at www.benefitseveryday.com

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 RESPECT AT ROSS

Ross also prohibits abusive conduct which may not necessarily be based on a Protected
Characteristic. Abusive conduct is malicious conduct that a reasonable person would find hostile
or offensive and that is unrelated to an employer’s legitimate business interests. A single act
could constitute abusive conduct if it is especially severe or egregious.

Sexual Harassment
Here’s what you should know about and do on the topic of sexual harassment.

Know

Sexual harassment includes unwelcome conduct such as sexual advances, requests for
sexual favors, conversations regarding sexual activities and other verbal, visual or
physical conduct of a sexual or gender based nature. Conduct of a sexual nature can
amount to unlawful sexual harassment whether or not motivated by sexual desire.
It’s prohibited when: (1) submission to such conduct is made, either explicitly or
implicitly, a term or condition of an individual’s employment; or (2) submission to or
rejection of such conduct by an individual is used as a basis for employment decisions
affecting such individual; or (3) such conduct has the purpose or effect of substantially
or unreasonably interfering with an individual’s work performance or creating a
threatening, hostile or offensive environment.
Examples of sexual harassment include:
o Requests for sexual favors or demands for sexual favors in exchange for favorable
treatment;
o Unwelcome sexual advances, touching, pinching, assaulting or blocking normal
movement;
o Obscene or vulgar gestures, leering or whistling;
o Sexual jokes or comments about a person’s body, clothes or appearance;
o Propositions, suggestive, flirtatious or insulting comments of a sexual nature;
o Sexually suggestive objects, cartoons, pictures and drawings;
o Sexually explicit letters, voicemail, e-mail or texts;
o Conversation about one’s own or someone else’s sex life;
o Conduct or comments consistently targeted at only one gender, even if the content
is not sexual; and
o Teasing or other conduct directed toward a person because of the person’s gender.
Harassing conduct is unacceptable in the workplace as well as in work-related settings
such as business trips or business-related social functions.

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A supervisor, co-worker, customer, vendor, or other third party, including contract

workers and temporary associates, may not engage in sexual harassment.

Do

If you feel you have been subjected to sexual harassment, or you know (or suspect) of a
situation at work where someone else may have been subjected to conduct which
violates this policy, use the complaint procedure outlined below.

Internal Complaint Procedure

If there’s something wrong, we want to know about it, so we can take action. If you believe that
you have experienced or witnessed harassment, discrimination, abusive conduct or retaliation
prohibited by this Non-Harassment, Non-Discrimination, Non-Retaliation Policy you should
immediately notify a member of management or any other supervisor at Ross (either verbally or
in writing), or any Human Resources Representative, as soon as possible. Or, contact the
ALERTLINE at 1-800-93-ALERT. Supervisors who become aware of complaints of harassment,
discrimination, abusive conduct or retaliation must promptly report such complaints to a Human
Resources Representative.

Know

Ross will take all reasonable steps to prevent harassment, discrimination, abusive
conduct or retaliation from occurring.
Once a report of alleged misconduct including harassment, discrimination, abusive
conduct or retaliation is received, a timely, thorough, fair and impartial investigation will
be conducted, either by qualified associates of Ross or by an outside investigator. The
investigation will be documented and Ross will track the investigation to make sure that
it is progressing in a reasonable timeframe. The investigation will provide all parties
appropriate due process.
The investigation will be completed and a determination made as soon as practical.
Ross will reach reasonable conclusions based on the evidence collected in the
investigation.
The results of the investigation will be communicated as soon as practical to those who
need to know the outcome, including the individual who complained and the individual
accused of wrongdoing.
Complaints and investigations will be handled discreetly. The confidentiality of
complaints and investigations will be maintained to the extent possible, and information
regarding complaints and investigations will be shared only on a need-to-know basis.
If Ross determines that this policy has been violated, it will take appropriate remedial
action commensurate with the severity of the offense, up to and including immediate

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 RESPECT AT ROSS

separation from employment of any person found to have violated Ross’ policies. A
harassment-free workplace is so important, that the Company may take disciplinary
action against an associate who exhibits poor judgment or engages in inappropriate
conduct, even if the conduct falls short of constituting unlawful harassment.

Do

If you feel you’ve been harassed or that you’ve experienced discrimination, abusive
conduct or retaliation on the job, or you’re aware of conduct towards someone else
which may violate this policy, provide a written or verbal complaint to a member of your
Management Team or to any other supervisor at Ross, or any Human Resources
Representative, as soon as possible. Or, contact ALERTLINE at 1-800-93-ALERT. Your call
can be anonymous if you wish.
The complaint should be as detailed as possible, including the names of individuals
involved, the names of any witnesses, dates and locations, direct quotations when
language is relevant, and any documentary evidence (notes, emails, pictures, cartoons,
etc.).

Retaliation Strictly Prohibited

Ross forbids retaliation against any associate who,in good faith, uses the complaint procedure
outlined in this policy; files, testifies, assists or participates in any manner in any authorized
harassment, discrimination or retaliation investigation, proceeding or hearing; opposes
harassment, discrimination or retaliation against others; or otherwise exercises rights protected
by law. If you believe you have experienced or witnessed retaliation, you must promptly report
your concerns as described in the complaint procedure referenced above. Any report of
retaliation will be investigated in a timely, thorough, fair and impartial manner, in accordance
with the complaint procedure outlined above; and effective remedial action will be taken as
appropriate.

ALERTLINE
You should always feel like you can talk to someone about issues at work. Ideally that person is
your manager; however, we also offer ALERTLINE. The number for ALERTLINE is 1-800-93-ALERT.
It’s available 24 hours a day, 7 days a week. ALERTLINE is run by a separate company. Ross hires
this company and lets them run ALERTLINE so that you can feel safe reporting your concerns
anonymously, if you so choose. Your concern will be investigated, and you could receive up to
$5,000 cash for Los Prevention related incidents such as possible theft, fraud, and dishonesty, as
determined in Ross’ sole discretion.

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Pro-Associate Philosophy
Ross Stores, Inc. is pro-associate, which means that we respect the dignity and individuality of
each of our associates. We believe in solving issues and concerns by working together, through
direct communication and creating a positive workplace. No organization is free from day-to-day
problems, but we believe that we have policies and practices in place to help resolve any
problems that may arise. We encourage you to bring any concerns to your manager, your next
level manager, any other member of management, or a Human Resources Representative. We,
in turn, promise to listen and take your concerns seriously.

We do not believe that associates should have to pay a union to speak on their behalf, or to
receive fair treatment. You are an individual, and you have the right to speak for yourself. We
also do not believe that union membership would be in the best interests of our associates or
customers. Because we respect our associates’ legal rights to support or not support labor
unions, we urge you to get all the facts before signing anything regarding a union. Together we
make Ross a great place to work with good working conditions, competitive pay, and benefits.

Accommodations at Ross
In accordance with applicable law, Ross provides reasonable accommodations for the following
reasons: (1) disability, (2) religious needs, (3) pregnancy and lactation, and (4) needs related to
being a victim of domestic violence, stalking or sexual assault.

Please refer to the Accommodations Policy on www.benefitseveryday.com, Forms/Documents

for information on how to request an accommodation, the information we will need for you and
how the process works.

Transgender Associates
Ross supports transgender associates by providing an environment of understanding and
respect. Transgender associates have the right to discuss their gender identity or expression
openly, or to keep that information private, and Ross associates must respect that privacy.
Associates shall have access to the restroom and/or locker room corresponding to their gender
identity. Associates have the right to comply with company dress codes in a manner consistent
with their gender identity or gender expression. Associates who wish to transition, or who are
transitioning, are encouraged to discuss with their manager or a Human Resources
Representative to obtain support that the associate needs.

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 WORKING AT ROSS

WORKING AT ROSS

Employment Classification
Your employment classification is either non-exempt or exempt from certain provisions of
federal and state laws. The differences tell us how to pay you.

If you’re classified as non-exempt (including salaried with overtime), then you are
entitled to overtime pay and subject to specific provisions of federal and state wage and
hour laws.
If you’re classified as exempt, your work time is not calculated by the hour. Instead,
you’re paid a fixed salary.

Employment Status
Here’s a table that helps you understand full-time, part-time, and temporary status.

You’re classified when you’re regularly scheduled to and you’re

as work
Regular Full-time our full-time schedule, which is an not in a temporary status
average of 37.5 hours or more a week

Regular Part-time regularly scheduled up to 25 hours per not in a temporary status

week

Temporary* for a limited period as temporary help only scheduled to work

through certain periods,
such as for the summer or
during holidays

*Note: Classification as a temporary associate does not change the “at-will” status of the
employment relationship. In addition, working beyond the expected time period does not
change a temporary associate’s status to full-time or part-time.

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Meal & Rest Breaks

Ross expects its associates to take meal and rest breaks in compliance with this policy. Make
sure you take your meal and rest breaks as scheduled. Your manager should be notified before
you begin your meal or rest break. Here are the meal and rest break requirements:

Hours Worked Paid 15-min Rest Meal Breaks (unpaid)

Breaks

Less than 3 1/2 hours None None

(OR & WA associates are
entitled to a rest break if
they work more than 2
hours.)
3 1/2 hours to 5 hours 1 None

More than 5 hours, but 1 One 30-minute duty free meal

no more than 6 hours break

More than 6 hours, and 2 One 30-minute duty free meal

up to, but no more than break
10 hours
More than 10 hours 3+ Two 30-minute duty free meal
breaks

Here is additional information on the meal break requirements for Oregon only:

Hours Worked Meal Breaks (unpaid)

7 hours or less Duty free meal break must begin

after second hour of work and must
be completed before the start of
the fifth hour of work.

7 hours or more Duty free meal break must begin

after the end of the third hour of
work and must be completed
before the start of the sixth hour of
work.

All associates need to remember:

Meal and rest breaks must be uninterrupted. If you are required to work during part or
all of your meal or rest break, or return early from your break, you must take another
full meal or rest break in accordance with this policy. If you are unable to do so, please
notify your manager immediately.

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 WORKING AT ROSS

You must be relieved of all duty during your meal and rest breaks. For that reason,
please take your meal or rest break away from work areas and do not wear a radio or
respond to work pages, calls or texts during a meal or rest break.
Your meal break must begin before the end of the fifth hour (or tenth hour for a second
meal break) that you work. For example, if you work from 10 a.m. to 6 p.m., your meal
break must begin before 3 p.m. Rest breaks should be taken in the middle of each four
hour work period if possible.
You must record the start and end times of your meal breaks on a daily basis in the
timekeeping system. Rest breaks need not be recorded.
Immediately inform your manager if you cannot take a meal or rest break. Your
manager will make arrangements for you to take a meal or rest break.
If a manager requires you to skip a meal or rest break or take only a partial meal or rest
break, discourages you from taking a meal or rest break, discourages you from taking a
full meal or rest break, or asks you to work off the clock, you should immediately notify
your manager, a Human Resources Representative or call the ALERTLINE (1-800-93-
ALERT).

Compliance
Compliance with all responsibilities and terms contained in this policy is an absolute condition of
employment with Ross. If in doubt, seek assistance from your manager or a Human Resources
Representative rather than risk violating this policy.

Violation of this policy is grounds for disciplinary action, up to and including separation from
employment.

For Distribution Centers located outside California, refer to your Distribution Center Associate
Welcome Book (DC Welcome Book) for the site specific meal and rest break policy. For Buying
Office associates in New York, refer to your Buying Office Associate Welcome Book for the site
specific meal break policy.

Timekeeping for Non-Exempt Associates

It’s important that you’re paid correctly, so we’re serious about proper timekeeping. Here are
some things to remember:
Time worked includes any time you are required to be at work even if Ross does not
have tasks for you to perform, and any time you spend performing tasks for Ross’
benefit whether on Ross premises or not.
All time worked must be recorded. You may not work without recording your time (i.e.,
“off the clock”). If you have a question about whether something counts as time
worked, you should ask your manager or a Human Resources Representative.

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 WORKING AT ROSS

No one, not even your manager, has the authority to instruct you to work off the clock.
If anyone asks you to work off the clock, you should refuse and immediately notify a
manager, a Human Resources Representative or call ALERTLINE (1-800-93-ALERT).
Working off the clock is absolutely prohibited. If you work off the clock, we may use the
disciplinary process to address the issue.
If you’re a member of management and you get instructions to work any associate off
the clock, refuse to do so, and notify the next level of management or a Human
Resources Representative immediately.
Normally, you will spend your entire shift at one location and will not be asked to do any
work on behalf of Ross before arriving at your location or after leaving. In this case, the
following rules apply:
o Always clock in before performing work of any type.
o Promptly clock in when your shift is scheduled to start. Do not clock in or perform
any work beforehand.
o If you need equipment to do your job, you should get the equipment after clocking
in - not before.
o You must clock out for meal breaks. You must not perform any work or have a
headset on while clocked out for a meal break. You are not required to clock in and
out for rest breaks.
o If you make a clocking mistake, you must notify a manager right away so the
mistake can be fixed.
o All Code 50s must take place before you clock out for the day.
o DC associates should refer to the DC Welcome Book for the DC Code 50 process.
On rare occasions, you may be asked to perform work away from your normal work
location where there is no time clock (e.g., to respond to a work-related call, participate
in an HR investigation, etc.). With regard to such work, the following rules apply:
o You should not perform any work for Ross away from your normal work location
unless the work is specifically requested and approved in advance.
o Carefully keep track of the times you start and stop working, and provide this
information to a manager as soon as possible but never later than your next
scheduled shift.
o Your manager will edit your time records to reflect the worked time.
o Unlike your standard commute time which is not considered time worked, work
performed away from your normal work location includes all time you spend
driving, over and beyond your normal work commute, to and from the alternate
work location.

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Under no circumstances may you clock in or out for another associate. If this occurs,
both you and the other associate will be subject to disciplinary action, up to and
including immediate separation from employment.
You are required to review and make sure that all time entries are accurate including
any manager edits. If your time entries are not accurate you must let your manager
know so that they can be fixed.
Under no circumstances should you intentionally submit inaccurate time records. If this
occurs, you will be subject to disciplinary action, up to and including immediate
separation from employment. If you are ever asked to submit inaccurate records, you
should refuse and immediately notify a manager, a Human Resources Representative or
call ALERTLINE (1-800-93-ALERT).
Ross will not tolerate retaliation against an associate for reporting a suspected violation
of Ross’ Timekeeping Policy. If you feel that you or any other associate has experienced
retaliation for reporting a possible violation of Ross’ Timekeeping Policy, you must
immediately report the issue to a manager, a Human Resources Representative or call
ALERTLINE (1-800-93-ALERT). Reports of retaliation will be thoroughly investigated. Any
manager or other associate who is found to have retaliated against an associate for
reporting a suspected violation of Ross’ Timekeeping Policy will be subject to disciplinary
action, up to and including possible separation from employment.

Overtime
Part of our promise to customers is providing great customer service. Sometimes, this means we
might ask you to work overtime. If you’re non-exempt, you’re eligible for overtime pay (subject
to provisions of federal and state wage and hour laws and Ross policy). Overtime is calculated
based on hours worked in a “workday” and a “workweek.” At Ross, a workday begins at
midnight and ends at 11:59 p.m., and a workweek begins on Sunday at midnight and ends on
Saturday at 11:59 p.m. A manager must approve overtime before you work overtime hours.

Attendance
We’re all about teamwork, and that means your team depends on you to come to work on time,
go to your work area promptly at the start of your shift, return from meal and rest breaks on
time, and complete your shift. All this allows everyone to be efficient and help meet the needs
of our customers.

If you’re unable to report for work on time for any reason, tell your manager as far in advance of
your scheduled start time as you can. If it’s an emergency, tell your manager as soon as you can.
Don’t leave a message with another associate; we won’t accept this. Tell your manager why
you’ll be absent and when you expect to return to work. Each day you’re out, you should call
and tell a manager, even if the days are all in a row.

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 WORKING AT ROSS

An absence is defined as any non-appearance at work during scheduled hours, including but not
limited to tardiness or failure to complete a scheduled workday, for any reason (including
illness) but excluding absence for work-related injuries, vacation, jury duty, or approved leaves
of absence. Absenteeism, early departures from work, and late arrivals hurt our ability to
conduct business. Excessive or habitual absenteeism or tardiness will be handled through our
Performance Management Process. You are responsible for maintaining a good attendance
record.

If you don’t come to work and you don’t call in to report the absence, we’ll consider this a no-
call/no-show. We’ll give you a final warning after one no-call/no-show, and we may end your
employment if you do it again.

If you don’t come to work and you don’t personally tell a manager for 3 consecutive scheduled
shifts we’ll conclude that you’ve abandoned the job and voluntarily resigned.

DC associates should refer to their DC Welcome Book for the DC attendance policy.

Company Holidays
For information on Company Holidays, please refer to your business-unit specific Welcome
Book.

Personal Holidays
For information on Personal Holidays, please refer to your business-unit specific Welcome Book.

Payday
We pay you for all work you perform for Ross, less payroll taxes, and any other authorized
deduction.

If you’re non-exempt, payday is every other Friday. The pay period is the two week period
ending the previous Saturday.

If you’re exempt, you’re paid on the 15th and last day of each month for all time worked up to
the date of payment. If you’re exempt and your payday falls on a Saturday or Sunday, you will
receive your pay on Friday.

Ask your manager for the Paycheck Distribution Schedule.

We respect your privacy. The information in your pay statement is very private to you. So, we
won’t give your statement to anyone else, unless you give us permission in advance in writing.

Ross provides fast and convenient ways to receive pay. Direct Deposit allows Ross to
electronically deposit your earned wages into your bank account. It’s fast and convenient for
you! Plus, if an emergency ever occurs, it helps ensure you get paid on time. You can ask us to

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split your pay into as many as 3 different bank accounts. Ross offers another way to be paid
electronically through Ross’ payroll vendor ALINE Pay which uses a Pay Card that requires no
credit check or banking information. If you want to use Direct Deposit, ALINE Pay, or have
questions, ask your manager for assistance.

Wage Discrepancies
Occasionally, due to error or inadvertence, associates receive an overpayment or underpayment
of their wages or other compensation (i.e., more or less than what the associate was entitled to
receive). Associates are responsible for reviewing their pay stubs or direct deposit notifications
immediately upon receipt and notifying their manager and a Human Resources Representative
immediately of any underpayment or overpayment so the appropriate action can be taken to
correct the payment or repay Ross in a timely manner. An associate’s failure to timely repay an
acknowledged overpayment or to follow the terms of a repayment agreement will result in
discipline that may include separation from employment.

Your Associate Records

We need to have accurate records for everyone. It’s part of our commitment to efficiency. Tell
us when these things change, so we can change it in your associate record:
Name
Address
Phone number
Emergency contact information
If you want to see what’s in your associate record, ask your manager. Someone from Human
Resources Representative will help your manager with your request. Someone from
management or a Human Resources Representative will be there with you while you look at it.
You can’t take it away from work. You can ask (in writing) for a copy of anything you’ve signed. If
your state has different requirements, Ross will comply with them. If you want to dispute
anything, write your dispute down and give it to your manager. He’ll put it in your file.

Managers are the only people who can access your associate record. Your record includes paper
and electronic copies. If we get a request from law enforcement or local, state, or federal
agencies, we’ll act according to applicable law.

Health and medical records are not included in the associate record. We’ll keep them safe from
disclosure. We’ll only show them when the law requires us or as needed in a workers’
compensation case. Or, we’ll show them to your personal physician, if you give us a written
request.

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Providing Employment References

All requests for employment references must be referred to The Work Number (1-800-367-
2884). The Work Number is an automated process that provides callers with an associate’s
name, title, active/terminated employment status, and tenure. If you are asked to provide a
reference, including any requests made through social media, for a former or current associate,
simply state: “Ross policy prohibits me from giving references” and refer them to The Work
Number.

Your Benefits at Ross

We are proud to offer you a variety of benefits as a Ross associate. We encourage you to learn
as much as you can about our benefit plans as benefit eligibility will vary for our associates. For
more information regarding benefits visit www.benefitseveryday.com. For information on our
vacation and sick leave policy (and any location-specific paid sick leave information), please refer
to www.benefitseveryday.com and the applicable posted notices in your work location.

Associate Discount
Part of the fun of working at Ross is getting a discount on all of our great merchandise! We give
you a Ross discount card soon after you begin work. You get one card and you can ask your
manager to let your spouse have one, too.

You can use your discount card at any Ross or dd’s DISCOUNTS ® store. Just show your discount
card and a picture ID and the cashier will give you a discount.

You get 20% discount on these items, and a 40% discount during “Double Discount” days:
Regular priced merchandise
Marked down merchandise
There might be special situations where a Double Discount doesn’t apply.

Some merchandise is discounted 10% for you, even during “Double Discount” days.
This includes:
Fine jewelry
Fashion costume jewelry
Watches
Fragrances
Small electronics
Houseware appliances
Gift certificates are not eligible for an associate discount.

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The total amount of your purchase can’t be over $1,000 per cardholder after discount for each
“Double Discount” event.

Here are some important things to know about using your discount.
You, your spouse (including registered domestic partners) can use it to buy merchandise
for your own use or as a gift for which you won’t receive reimbursement.
Neither you nor your spouse can resell any merchandise purchased with your discount.
Merchandise purchased with a discount, must also be returned with a discount.
Only you and your spouse get the discount.
Merchandise cannot be placed out of view or hidden until time of purchase.
If you are placing an item on hold prior to purchasing, please be sure you are following
the store hold policy for all associate purchases.
When you make a purchase with your discount, it must be a single transaction. You
can’t split it up into multiple transactions.
You can use cash, check, voucher/gift card or credit/debit card. If you use a check or a
credit/debit card, the name must match the name on the discount card and on the
picture ID.
If you, your spouse, or another associate violates this discount policy, you could lose
your discount permanently. If it’s serious enough, we may take further disciplinary
action, up to and including separation from employment.
We understand that sometimes a purchase just doesn’t work out. If you, or your
spouse/domestic partner, need to return something you bought with your discount,
you’ll need your receipt. If you are returning something to dd’s DISCOUNTS, a manager
must approve the return.

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Promotions & Internal Transfers

There is a lot of opportunity at Ross. Many of our leaders started in a Ross or dd’s store. We hire
hard-working people who respect both our customers and each other. We encourage you to talk
about career options with your manager.

Your manager may post open positions on a bulletin board. Open jobs will also be posted on the
Company website, which is www.rossstores.com.

Use this chart to help figure out when you can apply for a new job inside Ross.*

What’s my pay How long have I What’s my Corrective Action or Can I

classification? worked in my current Performance apply?
current job? performance Development Plan?
rating?

I get paid by the 6 months or Meets or Exceeds Not in the last 6 Yes!
hour more Standards months

I get paid a 12 months or Meets or Exceeds Not in the last 12 Yes!

salary more Standards months

*Note: This chart doesn’t list all of the options. Please ask your manager or a HR
Representative if you have questions.

When you believe you are eligible to apply, talk about it with your manager. Both you and your
manager are responsible for your growth and development. Your manager might ask you to fill
out an Internal Application Form for some types of promotions or transfers. If you have more
questions, ask a Human Resources Representative.

DC associates should refer to their DC Welcome Book for information regarding promotions and
internal transfers.

Background Checks
In order to hire the most qualified applicants and maintain the safety and security of our
associates, customers, and property, the Company requires background checks as a condition of
employment. In some circumstances, such as promotions or investigations, the Company may
also require associates to submit to background checks during employment, the results of which
may lead to ineligibility for promotion, transfer or continued employment, to the extent
permitted by applicable law.

A background check may consist of information concerning, among other things, an applicant or
associate’s character, general reputation, personal characteristics, mode of living, and criminal
history. The types of information that may be ordered include, but are not limited to: criminal
history; credit history, credit standing and credit capacity (as allowed by applicable state law);
employment history; educational background and credentials; motor vehicle records; and Social
Security number verification.

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The Company is an equal opportunity employer and complies with applicable federal, state and
local laws relating to the use of background checks for employment purposes, including but not
limited to, the federal Fair Credit Reporting Act (FCRA), applicable state fair credit reporting
laws, and state and federal anti-discrimination and privacy laws, and consults EEOC guidance.

Associate Referral Award Program

Do you know somebody who would love to work at Ross? If you do, talk with your manager
about this person. You could earn an award if that person gets hired!

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CONDUCT AND PERFORMANCE

Managing Performance at Ross

Ross strives to maximize each associate’s performance and value to the Company and wants all
associates to be successful. There may be times when an associate’s performance or conduct
does not meet Ross standards.

The performance management policy and process is used to give associates notice when
performance improvement is needed, when the associate’s conduct does not meet Ross
standards, and/or that Ross is ending the employment relationship. The Performance
Management Process may include Corrective Action; a Performance Development Plan (for
managers only); a documented verbal, written, or final warning, or immediate separation from
employment. The actions taken will depend on the individual circumstances.

This policy applies to all non-exempt and exempt associates. In keeping with the policy of
employment at-will, Ross has the right to take appropriate steps when an associate’s job
performance or conduct is unacceptable. This policy does not guarantee that any particular
disciplinary “steps” will be followed, or will be followed in any specific order. Moreover,
immediate separation from employment can and will result when deemed appropriate by Ross’
management, in its sole discretion.

This policy does not alter the “at will” status of any associate, meaning that the associate or the
Company can terminate the employment relationship at any time with or without cause, notice
or reason.

Standards of Conduct
We work hard to operate with the highest standards possible. Everyone who works for Ross is
expected to act ethically. Our business grows and thrives when we do. The complete Ross Code
of Business Conduct and Ethics (Code) is posted on our website: www.rossstores.com under the
Corporate Governance section.

Ross expects all its associates to act ethically and live up to our standards of performance and
behavior. The following are general standards of performance, conduct and associate behavior,
along with some examples. This is not intended to be an exhaustive list; Ross reserves the right
to use the Performance Management Process any time associates fall below expectations
regardless of whether they are listed below.
Respect for Associates/Customers/Vendors
Violations include, but are not limited to, failing to treat others with respect, rudeness,
discrimination, retaliation, harassing behavior, profanity, and other inappropriate
conduct.
Integrity/Ethics

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Violations include, but are not limited to, misuse of Company property, falsifying
documents, data or Company records, failure to participate fully or honestly in a
Company investigation, misuse or falsification of timecards or time manipulation,
including working off the clock or condoning off the clock work, fraud, disclosing
confidential information, being convicted of, or pleading guilty or no contest to a crime
that conflicts with Ross’ legitimate business interests (e.g., theft, fraud, sexual or
physical assault, etc.).
Sound Judgment
Violations include, but are not limited to, decisions made that can place the Company or
individuals at risk of negative impacts to finances, business, safety, legal, or other similar
issues, or conduct that has a detrimental effect either on the associate’s leadership,
relationship with other associates, on the business, or reputation of the company.
Safety
Violations include, but are not limited to, failure to follow safety standards, becoming a
danger to others, possessing a weapon on Company premises, failing to report an
accident or injury when required to do so, putting oneself or a coworker in danger,
threats or workplace violence.
Protecting Company Assets
Violations include, but are not limited to, theft, discount abuse, discount policy
violations, failing to secure Company money or other assets, cash shortages,
inappropriate use of Company equipment.
Violations of Company Policy (not otherwise covered above)
Violations include, but are not limited to, failing to follow meal & break rules, violation
of dress code, violation of Information Technology, Solicitation & Distribution of
Literature or Drug and Alcohol Free Workplace policies.
Unsatisfactory Performance
Violations include, but are not limited to, failure to follow instructions, insubordination,
failing to meet performance goals or standards, poor leadership, failure to submit to
background checks, comply with E-Verify, or other related compliance processes.
Attendance and Punctuality
Violations include, but are not limited to, tardiness, unexcused absences, no-call,
no-show.
An associate who has already received corrective/disciplinary action should receive a higher
level of corrective/disciplinary action for a subsequent offense, regardless of the nature or
relatedness of the misconduct. Ross reserves the right to determine the appropriate level of
discipline at its discretion, up to and including immediate separation from employment.

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And here are some things to always do!

Always work cooperatively with customers, supervisors, vendors, and co-workers.
Always cooperate fully and honestly in a Company investigation or inspection. Failure to
do so is a violation of these rules.
Always let your manager know if you leave work for any reason during normal work
hours.
Always report to work on time and take your scheduled rest and meal breaks.
Always provide a doctor’s note when requested or required to.
For Stores, a manager is in the store always. A member of the Store Management Team
may not leave the store without another member of the Store Management Team in
attendance.
It is important for you to know that if you violate any of our policies, we may use the
Performance Management Process to address the issue or correct the violation, up to
and including separation from employment.

Family & Personal Relationships in the Workplace

To avoid negative impact in the workplace, associates in personal or family relationships may
not work in any situation that would indicate implied or actual preferential treatment, or might
involve a potential or perceived conflict of interest. Associates may not use the authority of their
position or employment status with Ross to influence the hiring of a relative or the relative’s
compensation and benefits. Members of an associate’s family employed by Ross may be
required to work in a separate department or facility if the work involves potential or perceived
conflict of interest, problems of supervision, safety, security or morale, access to confidential
data, or ability to influence the performance of another associate working in a different
department.

For purposes of this policy, “family member” means spouse, domestic partner, child or child of a
domestic partner, brother, sister, father, mother, grandparent, grandchild, mother-in-law, and
father-in-law. Family member also includes a step-relation who falls into any of the previous
categories, and may also include individuals who work for Ross who live in the same household
but are otherwise unrelated.

For purposes of this policy, “personal relationship” means a romantic or sexual relationship,
step-relations, roommates, or other close personal relationships, to be evaluated under this
policy. Associates have an obligation to notify a Human Resources Representative of known
relationships.

In order to avoid similar negative actual or perceived impacts and conflicts, this policy also
applies to immediate family members of key Ross or dd's vendors. In addition, this policy applies

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to associates who have family or personal relationships with staffing agency temporary
associates placed at Ross. For non-staffing agency vendors, Vice President, HR approval is
needed to hire anyone with a family or personal relationship with a Ross associate in the same
work unit.

Associates’ Responsibilities

If you are aware that your family member or an individual with whom you have a
personal relationship is applying for employment with Ross, or may be placed at Ross
through a staffing agency, you should notify a Human Resources Representative. If Ross
decides to move forward with the individual’s application, you are not permitted to
participate in the hiring process or use the authority of your position or employment
status with Ross to influence the hiring or compensation of the individual.
We don’t want to intrude on your personal business. However, we want to avoid a
potential or perceived conflict of interest. So, if you have a family relationship or if
you’re involved in a personal relationship with another associate, notify a Human
Resources Representative.
If a family or personal relationship exists or forms, you may not directly or indirectly
manage or supervise one another. This applies if you’re a manager and you’re in a
relationship with an associate in your span of control, even if you’re not physically
working in the same location. It also applies with third party business partners, such as
vendors and consultants.
Even if you don’t directly or indirectly report to one another, Human Resources will
evaluate the situation and determine whether the relationship could have the negative
impacts to the business described in this policy, and will determine next steps, which
could include a transfer or resignation.
A manager’s continued employment with Ross is at greater risk than the subordinate’s
continued employment during a relationship between that manager and the
subordinate. This is due to the special trust we place with managers at Ross.
Remember, sometimes a non-romantic or non-sexual personal relationship can create a
conflict of interest, impair objective judgment or raise other concerns that negatively
impact good working relationships or Ross’ business. If you have a relationship that
raises any of the concerns referenced above, you should notify a Human Resources
Representative.
Your failure to comply with this policy may result in disciplinary action, up to and
including immediate separation from employment.

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Employment Outside of Ross

While working at Ross, it is okay if you have another job (including self-employment) as long as
it does not negatively impact your ability to perform all of your Ross job responsibilities and
does not pose a conflict of interest.

Electronic Use Policy

This document describes the policies of Ross Stores, Inc. and its subsidiaries and divisions
(“Ross”) governing use of Ross’ electronic resources. This policy applies to electronic mail; voice
mail; Internet, extranet, and intranet communications; electronic documents; facsimiles; text
messages; and other communications or documents created, accessed, transmitted, received, or
stored using any Ross electronic resources. The term “electronic resources” refers to all Ross-
owned or Ross-issued devices such as desktops, laptops, hardware, peripheral equipment,
mobile devices (smartphones and tablets), as well as software, voicemail, email, network
systems and Ross subscribed cloud services. The term “users” refers to all Ross Associates,
independent contractors, business partners and others who use Ross’ electronic resources or
send, receive, or store electronic communications concerning Ross business. These policies
supplement rather than replace any of Ross’ other policies.

1. Proper Use of Electronic Resources: Users are issued electronic resources to assist
them in performing their jobs. Users should comply with all Ross policies and
procedures when using the Ross electronic resources. Users are required to utilize Ross’
electronic resources in a manner that is ethical and legal. These requirements include
but are not limited to complying with Ross’ confidentiality, social media, non-
solicitation, non-harassment and all other Ross policies.

Security is the responsibility of all users. Users are responsible for the security of all Ross
information and electronic resources issued to them, such as laptops, mobile devices,
and any passwords used to access such devices. Users should not leave such items
unattended, whether at work or elsewhere. Users are responsible for the content of all
information they create, retrieve, store, send or receive, using Ross electronic
resources. Users accessing the Internet through Ross’ electronic resources must do so
through an approved Internet firewall or other security device. Users accessing Ross
electronic resources by remote connection - whether wireless or wired - must ensure
that the connection is secure.

2. Incidental Non-Business Use: Ross permits limited non-business use of its electronic
resources. Such use may not interfere with the performance of the user’s or any other
Ross Associates’ job responsibilities and is subject to all other restrictions on the use of
Ross’ electronic resources stated in this policy and other Ross policies.

3. No Expectation Of Privacy As To Ross Electronic Resources: Ross owns all

communications and information created, received, accessed, transmitted, or stored

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using its electronic resources. Ross reserves the right to inspect or retrieve the
electronic resource at any time and for any reason. Ross will, in its discretion:

(a) Monitor, log, access, review, copy and delete electronic communications and
information;

(b) Block access to sites it believes to be inappropriate and not business-related;

and

(c) Disclose to third parties, including law enforcement, information stored on its
electronic resources.

Ross may override any password or code to engage in these activities. Users should not
have any expectation that any information created, accessed, sent, received or stored
using Ross’ electronic resources will be kept private. Whether or not Ross exercises
these rights with respect to any particular communication or information in no way
limits its right to exercise those rights with respect to any other electronic
communication or information.

Consistent with applicable law, Ross will monitor, log, review, and restrict users’ access
to and use of certain confidential data (including but not limited to social security
numbers, account numbers and credit card numbers). Users of Ross’ electronic
resources may only access, copy, change, delete or transmit such confidential data for
authorized purposes and using authorized equipment.

4. Communications Stored At Third-Party Service Providers: All Ross business should

be conducted using Ross electronic resources. Associates should not use personal e-mail
accounts or personal devices to conduct any Ross business or transmit any confidential
Ross information. Associates are prohibited from using any third-party electronic
communications or consumer cloud file sharing/storage services, such as personal cell
phone carrier’s text messaging capability, Yahoo!, Hotmail, Gmail, or Dropbox, and the
like, to conduct Ross business, transmit or store any confidential Ross information
unless Ross is the subscriber to the service. Communications by users through any third-
party electronic communications and/or consumer grade cloud-based file
sharing/storage services for which Ross is the subscriber are subject to all Ross policies,
including this policy.

Associates using Ross subscribed cloud services are responsible for ensuring that
confidential Ross information is not uploaded or shared without authorization. This
includes personal identifying information of other associates, our customers or any
other third party, such as birth dates, Social Security numbers, or credit/debit card or
data covered by HIPAA or other financial account information or configuration
information of security elements like firewall.

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By using any third-party service provider to conduct Ross business, all users are deemed
to consent to the third-party service provider to disclose to Ross the content of such
stored communications and the user agrees to execute any written consent necessary
to confirm such. Ross also may ask to inspect communications stored on any device,
whether or not issued by Ross, used to conduct Ross business. A Ross Associate’s
refusal to comply with Ross’ request for consent to disclosure by a third-party service
provider, or to inspect a personal communications device, may result in discipline,
including separation from employment.

5. Mobile Use Policy and Restrictions (as applicable): This section applies to the use of
Ross issued mobile devices. As stated in section 3, users should have no expectation of
privacy with respect to any activity, data or information stored on a Ross issued device.
The use of Ross issued mobile devices shall comply with all sections of the Electronic
Use Policy.

All Ross issued mobile devices are encrypted and users must not make any
modifications to the hardware or software on the device (e.g. replacing or overriding
the operating system, circumventing the encryption or passwords). Mobile devices are
set to lock the screen (requiring password to unlock) after a maximum idle time of
fifteen (15) minutes. Users may not change that setting. Users should be aware that
data stored on the device can be erased at any time. A secure data wipe will be
performed if an invalid password has been entered 10 times in a row. A mobile device is
not an appropriate place to store documents or retain information. Users must not back
up their devices to any cloud services or hosted systems, not authorized by Ross. Any
exceptions must be approved by IT.

Users must notify Ross Helpdesk at 925-965-4357 immediately (regardless of time of

day) in the event a Ross-issued device is lost, stolen or misplaced so that all content on
the device can be remotely deleted.

6. Prohibited Conduct: Users may not engage in any of the following conduct when
engaged in Ross business or using Ross’ electronic resources. This list is not exclusive.

 Using electronic resources to violate any Ross policy or engage in

unlawful conduct;
 Accessing another user’s electronic communications or information
without authorization;
 Sharing your user ID and password;
 Leaving your device unattended without locking the screen or disabling
screen lockout setting;
 Leaving any confidential information (non-public personal and/or card
holder information) unattended;
 Using, accessing, downloading, sharing and/or distributing confidential
information, unless authorized, including but not limited to:
o Social Security Numbers

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o Account Numbers
o Credit Card Numbers
o Any other personal or financial data;
 Accessing Ross’ electronic resources beyond the extent of a user’s
authorization;
 Bypassing Ross’ computer network security;
 Forwarding a message or any attachments from or to Ross’ attorneys
without the express authorization of Ross’ attorneys;
 Downloading or copying unauthorized or copyrighted software;
 Spending excessive amounts of time browsing the Internet for non-Ross
related reasons;
 Uploading or downloading non-Ross related large files, such as audio or
video files;
 Accessing any Web site containing, or using electronic resources to
communicate pornographic, offensive, defamatory, or harassing
content;
 Soliciting for religious, political or unapproved charitable causes or
organizations, or for any personal matters or commercial activity
unrelated to Ross business during your working time;
 Attaching to any Ross system (i.e., through USB port) any unauthorized
portable electronic device (e.g., USB memory stick, digital camera, MP3
player, or iPhone);
 Attaching any unauthorized device to the Ross network (i.e. attaching a
computer, laptop, printer, wireless access point to data ports that are
available from conference rooms, desk and office area);
 Copying any message content from Ross email to other message
delivery services (i.e. SMS, i-phones, instant message services etc.);
 Sending or attaching confidential information via email.
 Forwarding Ross email to personal email accounts
 Transmitting or accessing confidential Ross information over public Wi-
Fi network while travelling internationally.

7. Violations of this Policy: Users must immediately report violations of this policy
and/or suspicious activity to their department heads and Human Resources. Individuals
who violate this policy may be subject to discipline, including separation from
employment, as well as legal action.

8. Non-Interference with Employee Rights: This Electronic Use Policy will not be used
to prohibit, discourage, or otherwise retaliate against associates who engage in conduct
or communications protected by Section 7 of the National Labor Relations Act (such as
lawful discussions with co-workers or third parties about wages, hours or working
conditions).

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Confidentiality & Conflict of Interest Policy

This policy sets forth the Ross standards and expectations regarding associates’ responsibilities
to preserve Confidential Information and avoid Conflicts of Interest.

Confidential Information
In the normal course of their work, associates may come in contact with information Ross
considers to be trade secret, confidential or proprietary - collectively referred to in this policy as
"Confidential Information”. As an associate of the Company, it is your duty to protect any and all
Confidential Information to which you have access.

Confidential Information covered by this policy means:

1. Trade secrets: valuable commercial information that provides Ross with an advantage
over competitors who do not have that information and that Ross has made reasonable
efforts to keep secret, such as information regarding marketing, merchandising, pricing,
strategies, know-how, products, systems and processes.
2. Proprietary information is commercially valuable information that Ross has developed
or obtained and taken reasonable measures to keep confidential. Proprietary
information may be legally protected, even if it is not a trade secret. For example,
information relating to: the business of any current, prospective or former Ross
customer, vendor or supplier (including, but not limited to, their identities, contact
person(s), buying habits, practices, pricing and other terms); Ross marketing and
merchandising methods (including know-how and other marketing techniques),
strategies and data, costs of materials and merchandise, pricing, forecasts, past, present
and future corporate, business, restructuring, or financial plans or discussions;
proposed real estate sites; personally identifying information of other associates that
has only been shared with Ross in confidence (including, but not limited to, Social
Security numbers, medical information, credit history or background check reports);
internal Company reports, policies, procedures and other internal business-related
confidential communications, including (without limitation) business-related
confidential information shared at trainings, strategy sessions, and Company meetings
(such as training materials, presentations, videos, photos, and recordings, and
information included in internal Company documents and communications, such as
blogs, emails, letters, memos, and newsletters).
3. Information of any third party (such as a customer, vendor, supplier or business partner)
to whom Ross has a duty of confidence.
Confidential Information includes hard-copy documents or electronic/digital data.

Non-Disclosure
Associates shall maintain all Confidential Information in strict confidence and will not disclose or
use, either during or after employment with Ross, any Confidential Information of any kind in

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any form whatsoever (written, electronic, etc.), except to the extent such disclosure or use is
necessary to the performance of their job duties while employed (e.g., disclosing to a vendor
who has signed a non-disclosure agreement, or disclosing information due to a legal obligation
to do so). Some examples of improper disclosure of Confidential Information include, but are
not limited to:

Telling associate’s real estate agent that Ross is looking at real estate locations in a
particular area
Discussing Confidential Information in places where it can be overheard, such as in
elevators and restaurants, or open areas such as break rooms, or leaving computers or
Company mobile/smartphones unattended
Directly or indirectly disclosing Confidential Information to another associate who has
not been authorized by Ross to receive or otherwise be privy to such information
Posting Confidential Information on a social networking site

Maintenance and Disposal of Confidential Information

Associates must properly maintain and dispose of all Confidential Information as appropriate.
Associates must notify management with any concerns that Confidential Information of any kind
has been obtained or accessed by an unauthorized person or disposed of improperly, and shall
maintain the security of any password that is used to access electronic systems or records that
contained Confidential Information (refer to Information Technology Policy). When in doubt,
contact Legal for assistance.

Photography, Videotaping and Audio Recordings

Associates are not permitted to post, photograph, videotape or make audio recordings of
internal reports, policies, business-related procedures, training or other internal business-
related communications or conversations (whether using a sound or video recording device,
including a cell phone, other electronic device, or otherwise), including such communications or
conversations occurring at Company-sponsored events, except as specifically authorized by the
Company. However, this policy shall not be used to prohibit, discourage, or interfere with
associates’ rights to make or post workplace recordings protected by Section 7 of the National
Labor Relations Act, including recordings pertaining to associate wages, hours, and working
conditions.

Return of Ross Property and Confidential Information

When an associate terminates employment with Ross, or at Ross’ request prior to that time, the
associate must promptly return to Ross, without retaining copies, all Company documents and
other Company property in the associate’s possession including, but not limited to, Company
files, notes, drawings, records, business plans and forecasts, financial information,
specifications, computer-recorded information, tangible property (laptop computer, cell phone,
PDA, flash drives, remote access tokens, etc.), credit cards, entry cards, identification badges

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and keys; and, any materials of any kind that contain or embody any Confidential Information of
Ross (and all reproductions).

Unauthorized removal or the unauthorized use of Ross property is against Company policy, and
grounds for discipline, up to and including separation from employment.

Material, Non-Public Information

In the normal course of their work, associates may become aware of information that is not
known to or by the outside investment or financial community known as “Inside Information.”
Inside Information may include sales and earnings projections and actual sales that have not yet
been publicly released (e.g., "mid-month sales”) or general descriptions concerning sales or
earnings such as "better" or "worse”, comparisons of the current month's mid-month sales to
previous month's sales or previous year's sales. Inside Information may also consist of sensitive
associate data, corporate plans, options, or strategies, the status of significant contract
negotiations, banking relationships or anything that might affect the investing public's decision
to buy or sell Ross stock. If Inside Information is important enough that it would likely influence
an investor's decision to purchase or sell Ross stock, then the information is "material" and an
associate possessing such information would not be able to "trade" in Ross stock until that
information is publicly disclosed or ceases to be material. Inside Information that is also
classified as Confidential Information must be safeguarded from disclosure as described above.

Conflict of Interest
Ross is committed to conducting business in accordance with the best interest of its
stockholders and the highest ethical standards. Ross expects all associates to conduct
themselves with the highest standards of integrity, honesty and fair dealing in the course of
their employment responsibilities and activities, both with other associates and with outside
individuals. A conflict of interest occurs when an associate allows the prospect for direct or
indirect personal gain to influence his or her judgment or actions on behalf of Ross.

Accordingly, associates must not participate in any investment, association or connection which
interferes, or may be considered to interfere, with the independent exercise of his or her
judgment on behalf of Ross. Associates must avoid conduct that creates a conflict of interest (or
the appearance of one). The fulfillment of this obligation shall include, but not be limited to, the
following:
No associate or member of his or her immediate family may own, directly or
beneficially, any financial interest in any Ross vendor if the associate is in a position to
influence decisions with respect to Ross’ business with that vendor.
No associate or member of his or her immediate family may hold a position of director,
officer, agent, consultant or independent contractor with any vendor or potential
vendor of Ross where such relationship creates actual or potential undue influence in
regards to business dealings with Ross.

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No associate may accept cash, gift certificates or trips for any reason whatsoever from
any Ross vendor, except for token gifts of $25.00 or less and vendor promotional gifts
that contain the vendor's name may be accepted. The acceptance of conventional
business courtesies, such as an occasional lunch, dinner, or tickets to sporting events is
not normally considered capable of influencing an associate to disregard the best
interests of Ross, so long as there is a legitimate business purpose.
Using Confidential Information for personal investment or gain. This would include
dealing in Ross stock while possessing Inside Information.
Any associate who becomes actually or potentially involved in, or becomes aware of any
situation that represents an actual or possible conflict of interest, must immediately
report that situation to his or her manager or to Ross’ Legal Department.
For purposes of this policy, the associate's “immediate family” includes the associate's spouse,
domestic partner, parents, children, siblings, mothers- and fathers-in-law, sons- and daughters-
in-law and brothers- and sisters-in-law. “Vendor” includes any individual or entity that accepts
payment from Ross for any purpose.

Non-Solicitation of Associates
In order to protect one of Ross' most valuable assets, its workforce, an associate shall not
directly or indirectly or through others, solicit or attempt to solicit any associate or independent
contractor of Ross to terminate his or her relationship with Ross. This obligation shall apply: (i)
at all times during an associate's employment with Ross; and (ii) for a period of one year (2 years
for Buying Offices) following separation of an associate's employment with Ross for any reason.

Compliance
Compliance with all responsibilities contained in this policy is an absolute condition of
employment with Ross. If you are not sure whether an item of information is Confidential
Information or Inside Information, or you are unsure if a situation or transaction is an actual or
potential conflict of interest, you shall immediately consult with your manager or a Human
Resources Representative. If in doubt, an associate shall seek Ross’ assistance rather than risk
violating this policy.

Violation of this policy is grounds for disciplinary action up to and including separation from
employment. Ross reserves the right to commence a legal action to enforce the obligations set
forth in this policy.

Unless otherwise indicated, the obligations set forth in this policy survive an individual’s
separation from employment with Ross, and nothing in this policy alters the associate’s at-will
status or restricts the associate's right, or Ross’ right, to terminate any employment relationship
at any time, with or without cause and with or without prior notice.

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Non-Interference with Employee Rights

The Confidentiality & Conflict of Interest Policy will not be used to prohibit, discourage, or
otherwise retaliate against associates who engage in conduct or communications protected by
Section 7 of the National Labor Relations Act (such as lawful discussions whether with co-
workers or third parties about wages, hours or working conditions).

Social Media
Social media refers to online platforms that make internet communication easier. Social media
comes in a variety of forms, including Facebook (Ross’ official page and others), Twitter,
Instagram, Snapchat, LinkedIn, Glassdoor, blogs, etc. As an associate of Ross Stores, Inc., the
following guidelines apply when using social media in order to protect you as well as our
Company.

Speak for Yourself, Not the Company

Your online postings should only reflect your personal point of view, not suggest Ross’ point of
view. You are personally responsible for what you post. Anything you post may be public for a
long time, even if you try to remove it later.

Use Good Judgment

You are responsible for information you post or communicate on social media. Posted
information and materials may become public and be forwarded or disseminated in a manner
that was never anticipated or intended. The information you post on social media can also be
used by cybercriminals to gather information about associates and use that information to try
and gain access to their credentials, systems, etc. Good judgment and discretion should be used
at all times.

Protect Confidential Information

Never post on a social networking site any information that Ross has classified as confidential or
a trade secret, any material non-public Company financial information, or the personal
identifying information of other associates, our customers or any other third party, such as birth
dates, Social Security numbers, or credit/debit card or other financial account information.

Respect Others and the Law

Never post statements about the Company’s products or services that are intentionally false or
misleading. Never post statements that are harassing or that invade the privacy of others. Do
not engage in online posting, blogging or other conduct that could be considered harassing,
threatening, abusive, malicious or profane to the Company or any of its associates, suppliers,
vendors or business partners. Do not post materials of others – such as photographs, articles,
music or videos - without first getting permission to do so. Be careful about “reposting”
information from other sites.

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Use Social Media Sparingly While at Work

While incidental personal use of the Internet at work is permitted, social media sites should be
used sparingly during your business day.

If You Have Workplace Concerns

Ross welcomes open communication with its associates and has several channels of
communication available to ask questions or voice concerns. For example, you can talk to a
manager, contact a Human Resources Representative, or call the ALERTLINE to report a
complaint.

Non-Interference with Employee Rights

This Social Media Policy will not be used to prohibit, discourage, or otherwise retaliate against
associates who engage in conduct or communications protected by Section 7 of the National
Labor Relations Act (such as lawful discussions whether with co-workers or third parties about
wages, hours or working conditions).

Anti-Profiling
Part of treating everyone with respect is treating everyone fairly. This means we do not allow
profiling. Profiling refers to the discriminatory practice of targeting individuals on the basis of an
individual’s race, age, gender, gender identity, ethnicity, sexual orientation, religious beliefs,
disabilities, culture, national origin, citizenship, and/or any other protected characteristics.
Profiling, and any and all related forms of discriminatory behavior towards associates,
customers, vendors or contractors, is not acceptable and will not be tolerated. If an individual is
found to have engaged in profiling, the Company may use the disciplinary process.

Unauthorized Communications with Media, Investors & Other Outsiders

Like other public companies, Ross is often targeted by the media, investment advisors and
others asking for confidential or competitively sensitive information about Ross or dd’s
DISCOUNTS. Associates may not share any material non-public or competitively sensitive
information with anyone outside of Ross or dd’s. Associates who violate this policy will be
subject to disciplinary action, including separation from employment.

In order to protect our Company and yourself, you may never share any material non-public or
competitively sensitive information with anyone outside of our Company, including but not
limited to:

Family, friends and others asking for confidential information about our Company
(meaning any information available to you solely because you work for Ross or dd’s)
Any individual visiting or calling our stores, DCs, buying or corporate offices asking for
information about our sales or financial performance

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News media (TV, radio, print or Internet) asking for such information
Any investor, financial or investment analyst asking for such information
Anyone seeking such information via email, texts or any form of social media (for
example, Facebook, Twitter, YouTube or even simple texting)
For these reasons, we strongly advise all associates to exercise caution when using social media
sites. Any comments regarding our Company that are posted to social media sites can be
misused, misinterpreted, replicated, forwarded or taken out of context (thereby creating
additional risk for our Company and for the associate).

Requests for confidential information should be directed to our Investor and Media Relations
Department at 925-965-4668 or investor.relations1@ros.com.

This policy will not be used to prohibit, discourage, or otherwise retaliate against associates who
engage in conduct or communications protected by Section 7 of the National Labor Relations
Act (such as lawful discussions with co-workers or third parties about wages, hours or working
conditions).

Drug & Alcohol Free Workplace

Ross has a vital interest in ensuring a safe and healthy environment for our associates and
customers. The unlawful or improper use of illegal drugs, alcohol and controlled substances in
the workplace presents a danger to everyone. For this reason, Ross maintains a policy of zero
tolerance for drug and alcohol abuse by its associates and has established the following Drug
and Alcohol-Free Workplace Policy applicable to all associates as a condition of employment.

If you violate this policy, you will be subject to disciplinary action, up to and including immediate
separation from employment. “Illegal drugs” include any drug that is unlawful to possess under
local, state, or federal law. This includes marijuana, even if you have a prescription or use is legal
under your state’s law, because its use is illegal under federal law.

Every associate has to follow this policy; it’s a condition of employment. So if you violate the
policy, we may use the Performance Management Process to correct the problem. When we
say, “under the influence” we mean being under the influence of alcohol, illegal drugs or other
intoxicants.

We hope we never have to, but if we suspect a violation, we may contact law enforcement and
we’ll cooperate fully with any investigation. We expect your full cooperation with any such
investigation. That includes telling your manager or a Human Resources Representative if you
know or suspect that someone is violating the policy.

We reserve the right to search an associate and any personal belongings including bags, purses,
clothing, etc. when there’s reasonable suspicion that the associate is violating this policy.

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We cannot allow:
Possession, use, or being under the influence during working hours, while on any
premises owned or occupied by Ross, or while performing Company business
Operating a vehicle that is owned or leased by Ross while using or being under the
influence
Using, distributing, selling, manufacturing, purchasing, consuming or attempting to
distribute, sell, manufacture, use, or consume alcohol or illegal drugs at any time on
Company property or during work
Testing positive on a required or requested drug or alcohol test
Refusing either to take or to release information regarding a required or requested drug
or alcohol test
Violating any other Company rule regarding drug and alcohol use
Ross understands associates need to use lawful prescription and over-the-counter medications.
If prescription or over-the-counter medicine makes it unsafe for you to work, talk to your
manager. Please keep any medicine you need to bring to work in its original container. This is for
your safety and the safety of others. If you are not sure about the legality of a medicine you
need to take, talk to your manager or a Human Resources Representative.

If an associate voluntarily tells us about an alcohol or drug abuse problem, we can try to help.
The associate’s request will be kept confidential. If an associate has a problem, and has not
violated any Ross policy, Ross may give the associate the chance to undergo counseling or
rehabilitation. The associate will not be disciplined. However, the associate may be transferred,
assigned different work, or placed on leave. If an associate misses work because of treatment,
he can use earned vacation time, sick leave, or if eligible, unpaid family and medical leave. The
associate will be able to return to regular work once he is drug and/or alcohol free and his
health care provider has provided a release. Ross may ask the associate to take and pass drug
tests for up to 1 year after returning to work.

While an associate may inform Ross of his desire to seek treatment, informing Ross does not
protect the associate from consequences of not meeting job expectations or violating policies.
All test results and medical information are kept confidential; only associates with a need-to-
know will be given access. Ross will not release test results outside Ross without an associate’s
written consent (except as required by law or legal process).

There are some specific times when we might require a drug or drug and alcohol test. They are:
After an accident: If you’re involved in a serious accident while at work, and it requires
medical attention, we may ask you to take and pass a test. You’ll only be tested if it
appears your actions (or failure to act) may have played a part in the accident.
Depending on the location, local and state laws may change how we apply this part of
the policy.

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Reasonable suspicion: If there’s reasonable suspicion to believe that you’ve violated

this policy, we may ask you to take a test.
Returning to work and follow-up testing: Sometimes, we may permit associates who
abused drugs or alcohol in violation of this policy to return to work. This is provided that
the associate successfully completes substance abuse treatment and agrees to submit
to random follow up testing for a period of up to one (1) year.
Here are the testing procedures that we follow:
Consent - Samples are not collected or drug and/or alcohol test conducted on any
sample without the written consent of the associate being tested. However, refusing to
submit to a test will be viewed as insubordination and will subject the associate to the
Performance Management Process. Attempts to tamper with, substitute, adulterate,
dilute, or otherwise disrupt the testing process are considered refusals to submit to test.
You must report directly to the testing site when asked. Ross pays the costs of all drug
and/or alcohol tests it requires.
Collection and Chain-of-Custody - If you are tested, you need to provide a test sample.
The sample collection process will allow for reasonable individual privacy. The collection
site person and the associate being tested maintain chain-of-custody for test samples
and, at all times, ensure that samples are properly labeled and sealed.
Testing Methods - All drug test samples (urine, saliva, or hair) are tested using a
screening test and all non-negative screening tests get a confirmatory test by a
laboratory certified to conduct workplace drug testing. Alcohol tests may be conducted
using breath, saliva or blood and will ordinarily be conducted and confirmed
immediately at the collection location. An alcohol test showing the presence of 0.04
percent alcohol is considered a positive test result and a violation of Ross policy. Drug
and alcohol tests do not test for any medical condition.
Notification - If you test positive for drugs, you will be notified by a Medical Review
Officer (“MRO”) (a health care professional with an expertise in toxicology), and given
an opportunity to discuss the positive drug test and any reason you think the test may
be wrong. If the MRO agrees that the positive drug test result could be due to your
lawful use of medicines or something other than the use of illegal drugs, the MRO will
order the positive test result rejected and will report the test as negative to Ross. You
will be provided with a copy of the notice of your own positive test results.
Right to Retest - An individual who tests positive for drugs may request that his or her
original test sample be sent to an independent certified laboratory for a second
confirmatory test. The individual must pay for the re-test and the Company may
suspend, transfer, or take other appropriate action pending the results of any such re-
test. If the re-test is negative, the Company will reimburse the individual for the re-test
and will disregard the first test result.

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Workplace Anti-Violence
Ross Stores, Inc. and its affiliated companies are committed to preventing workplace violence
and maintaining a safe work environment. The Company has adopted the following guidelines to
deal with intimidation, harassment, or other threats of or actual violence that may impact the
well-being of our associates. All full-time, part-time, and temporary associates are covered
under this policy.

Workplace Violence Definition

Workplace violence is any intentional conduct that is considered severe, abusive, or intimidating
to cause an individual to reasonably fear for his or her personal safety or the safety of others
and/or property such that employment conditions are altered or a hostile, abusive, or
intimidating work environment is created for one or several associates.

Prohibited Conduct
All associates, customers, vendors, and business associates should be treated with courtesy and
respect at all times.

Examples of prohibited conduct include, but are not limited to:

Any threat or act of violence occurring on Company premises, regardless of the
relationship between the parties involved in the incident, that causes an individual to
reasonably fear for his safety or the safety of others and/or property
Threats or acts of violence occurring off Company premises that involve associates,
agents or individuals acting as representatives of Ross, whether as victims of, or active
participants in, the conduct
Any conduct resulting in the conviction of an associate or agent of the Company, under
any criminal code provision relating to violence or threats of violence when that act or
the conviction may adversely affect the legitimate business interests of the Company
Any direct or implied threat via phone calls, email, social media or other venues
Any conduct that can be interpreted as stalking, such as willful and repeated following,
watching, or harassing an individual with an implied threat of harm whether in person
or via social media or email

Intimate Partner Violence

Associates are encouraged to report safety concerns to a member of management or a Human
Resources Representative with regard to intimate partner violence. The Company is committed
to supporting victims of intimate partner violence by providing referrals to the Company’s
Employee Assistance Program and other resources so that a victim can consider the options
most suitable for them. Associates needing accommodation due to an intimate partner violence
situation and/or who have obtained a protective or restraining order that lists the workplace as
a protective area should promptly inform a member of management or a Human Resources

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Representative. The Company’s non-retaliation policy extends to any associate making reports
of safety concerns regarding intimate partner violence.

Reporting Threats
Indirect or direct threats of violence, incidents of violence, stalking, brandishing a weapon, or
threatening behavior should be reported as soon as possible to a member of management or
our confidential ALERTLINE at 1-800-93-ALERT. In the event of an active shooter or hostile
person situation at any site, always call 9-1-1 first, and then contact RISC.

When reporting a threat or incident of violence, the associate should be as specific and detailed
as possible.

Weapons at Work
Ross Stores, Inc. strictly prohibits weapons on site. Weapons are considered to be any and all
instruments of offensive or defensive combat, including items used in injuring a person, which
includes but is not limited to guns, knives, bats, etc. Firearms and other weapons such as knives
are prohibited regardless of whether the individual possesses a concealed weapon permit or is
allowed by law to possess a weapon. Only where expressly allowed by applicable state or local
law, individuals may possess a firearm in their personal vehicles while parked in a Company
parking area.

Review and Enforcement

Ross Stores, Inc. has zero tolerance for workplace violence and takes reports of threats of
violence, incidents of actual violence, and suspicious individuals or activities extremely seriously
and will investigate all such reports. This includes threats made on site, via social networking, or
by other means. The identity of the individual making a report will be protected as much as
possible. The Company will not retaliate against associates making good-faith reports of
violence, threats, or suspicious individuals or activities.

To maintain workplace safety and the integrity of any serious situation, the Company may place
on administrative leave any associate suspected of workplace violence or threats of violence,
either with or without pay, pending the outcome of an investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that is in
violation of these guidelines will be subject to prompt disciplinary action up to and including
permanent separation from the Company.

Ross Stores, Inc. encourages associates to report any serious dispute or concerning situation
either by calling the ALERTLINE at 1-800-93-ALERT or bringing the situation to the attention of
their manager before the situation escalates.

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Solicitation & Distribution of Literature

Our policy is that working time is for work. The following rules help everyone perform their job
without distraction or disruption.

Associates are prohibited from soliciting for any purpose during working time. Associates are
prohibited from distributing literature for any purpose during working time, or in working areas
at any time.

Associates are prohibited from selling merchandise, engaging in monetary transactions or

distributing literature or products at any time anywhere on Ross premises if any of these
activities is for (1) a commercial purpose unrelated to Ross business, or (2) any charitable
organization or charitable purpose not pre-approved in writing by Ross’ Group Senior Vice
President of Human Resources.

People not employed by Ross are prohibited from soliciting or distributing literature for any
purpose, or engaging in any commercial, for profit, or other activities, anywhere on Ross’
premises. Any exceptions to this rule must be pre-approved in writing by Ross’ Group Senior
Vice President of Human Resources and shall be limited to (1) a small number of charitable
organizations approved by Ross and (2) activities related to Ross business functions or purposes,
such as its associate benefit programs.

So to keep everyone focused, here’s what you should know when it comes to solicitation and
distribution of literature at work.

Know

“Soliciting” is attempting to persuade another associate or others to sign a card or

petition, buy a product, service, membership, subscription or merchandise unrelated to
Ross business, participate in a pool, make a donation or engage in any similar activity.
“Distributing literature” involves handing out or circulating written or printed materials,
such as flyers, leaflets, pamphlets, or advertisements that are not work-related.
“Working time” includes all time when an associate is required to perform his or her job
duties and includes the working time of the associate who is soliciting or distributing
literature and the associate(s) at whom this activity is directed. “Working time” does
not include rest breaks, meal breaks, before or after work or any other time during the
workday when an associate is properly not performing actual job duties.
If you violate these rules, we may use the Performance Management Process to address
the issue. Talk to a Human Resources Representative if you have questions about these
rules.

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“Whistle-blowing” & Complaint Policy and Procedures

Our policy is to deal with complaints about accounting, internal controls, auditing matters, or
deceptive practices, as well as violations of laws, rules and regulations, seriously and quickly.
The full policy is posted under the Corporate Governance section on the Ross web site
www.rossstores.com. To make a complaint please contact the ALERTLINE (1-800-93-ALERT).

Travel Policy
Below is a summary of the Vehicle Use and Mileage Reimbursement Policies from the Company
Travel Policy. Failure to follow these policies (as well as the Travel Policy itself) may result in
expenses not being reimbursed by the Company.

Associate Vehicle Use

Using a personal vehicle for transportation on business is not limited to out-of-town travel, and
any use of a personal vehicle for Company business is eligible for mileage reimbursement for the
mileage driven. When an associate must use his or her personal vehicle for business, mileage will
be reimbursed at the then-current IRS rate per mile, plus tolls and parking.

Miles driven on business travel when traveling from one location to another will be reimbursed
in full. Otherwise, normal commuting mileage will not be reimbursed, and that mileage will be
deducted from the calculation. For example, if the associate’s normal commute is 30 miles
roundtrip and the required travel is from the associate’s home to an alternate location for an all-
day meeting that is 40 miles roundtrip from the associate’s home, the associate will receive a
mileage reimbursement for the 10 extra miles sheor he was required to travel. If several
associates travel together in a personal car, only the owner will be reimbursed.

When driving over 150 miles in one day, a rental car should be used instead of an associate’s
personal car. Examples of personal vehicle use for Company business are below (for other
examples, see the Travel Policy on The Source).

Traveling to FedEx/Kinkos to send a fax or mail a package

Traveling to pick up supplies/fixtures
Traveling to a meeting at an alternate work location
Note: The cost of vehicle wear and tear and gas is built into the IRS rate and will not be
reimbursed. Additionally, seeking reimbursement for non-business travel is a violation of
Company policy.

Accidents Involving Personal Vehicles

Accidents occurring while on business must be reported immediately to the Risk Management
Department at 925-965-4145.

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Mileage Reimbursement
Store Managers, Assistant Store Managers, and associates at all other locations should submit
expenses using the PeopleSoft Expense Management Tool within two weeks following the
completion of a trip.

No Smoking
We really care about everyone’s health. So, there’s no smoking inside our locations, which
includes e-cigarettes. If you really have to smoke, your manager will show you where you’re
allowed.

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 LEAVE OF ABSENCE

LEAVE OF ABSENCE/TIME OFF

Leave of Absence
Ross offers various leaves of absence and other time off to eligible associates. For information
on leaves of absence, and other Ross-provided or legally required time off programs, please
refer to www.benefitseveryday.com.

Leaves and time off include:

 Family and Medical Leave (including Disability Leave)

 Workers Compensation Leave
 Leaves for Victims of Domestic Violence, Stalking and Sexual Assault
 Military Leave
 Bereavement Leave
 Time Off for Crime Victims
 Jury Duty/Witness Appearance
 Personal Leave
 Sick Leave
 Vacation

ACCOMMODATIONS FOR PREGNANT ASSOCIATES AND NURSING MOTHERS

Pregnant associates and nursing mothers who need accommodation should consult the
Accommodations Policy on www.benefitseveryday.com, Forms/Documents.

The Policy will provide you with information on how to request an accommodation, the
information we will need from you and how the process work.

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