Employee
Field Guide

July 2017
  
 

Dear Associate,

Whether you’re new to the team or you’ve been with the company for years, I’d like to start off by thanking you for being a
part of the SAS Retail Services organization. You are part of a global family made up of experienced and customer-focused
teams committed to providing unique retail merchandising solutions with real-time technologies. The people who power SAS
strive every single day to translate the vision of our retail partners into a successful reality. To do this well, it’s always our
goal to make our associates our priority.

Founded in 1991, SAS has developed merchandising service programs for some of the largest retailers and consumer brands
in the United States and around the world. After joining the Daymon Worldwide family of companies in 2010, our
organization has grown to 15,000 associates located in retail stores and offices throughout the United States.

At SAS, we know more than anyone that our associates in the field are the true backbone of our company. After all, you are
our representative out there on the store floor, working directly with our client teams, perfecting every shelf, sign and service
and often making the impossible possible. It’s because of you that we’ve had some of our biggest wins and that’s why we’re
here to support you in every way we can.

One way we’d like to show our support is through this important document: the SAS Retail Services Employee Field Guide.
We’ve developed this Field Guide to provide you with visibility into the specific policies created to make everyday a great
one.

This Field Guide offers a general overview of your employment with SAS as well as our expectations of you. This Field Guide
is also a tool to help you succeed during your time with the company. Though we can’t cover every issue that may come up
during your employment with us, we have made sure that you always have someone to contact should you have any
questions. While you’re reading the Field Guide, if you do need clarification on something, please reach out to your manager,
HR Business Partner or Access HR.

Thank you again for choosing to be a part of the SAS team. We’re happy to have you here.

All the best,

Michael Bellman
President

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About the Field Guide: This Field Guide is intended to help you become better acquainted with SAS Retail Services. It
outlines the policies applicable to you and the benefits we provide. You may want to read this Field Guide carefully and
familiarize yourself with it because it will answer many of the questions you might have about your employment with SAS.

Before we get started, there are a few things you should know about this Field Guide:

 At-Will Employment: This Field Guide is not an employment contract and does not alter your at-will employment status (see
the very next section for the definition of “at-will” employment).
 Applicability: This Field Guide applies to all Team Leads, Remodel Crew Leads, Lead Merchandisers and Merchandisers.
 Updates: Our business needs and the law constantly change. As such, we have the right to update this Field Guide as we
see fit and at any time and without advance notice.
 Previous SAS Policies: This Field Guide replaces all previous policies and other materials that have been issued on the
subjects we cover below. This Field Guide contains our latest and greatest thoughts on these matters.
 Benefits: Some of the benefits described in this Field Guide are covered in detail in other official SAS documents which can
be accessed on the Access HR website (more on Access HR below). You should refer to these documents for specific
information, since this Field Guide only briefly summarizes those benefits.
 General Guidelines: This Field Guide contains only general guidelines. It would be impossible for us to cover every possible
scenario or issue concerning your employment. For this reason, we will always make ourselves available to answer any
question you may have about any of the below policies.

At-Will Employment Policy & Separation from Employment: Your employment with SAS is and always will be “at-will.” This
is legal jargon for the following: you can end your employment with SAS at any time and without reason or notice. Likewise,
SAS may also end your employment at any time without reason or notice.

While we’re confident that you will have a rewarding experience during your employment with SAS, if you do decide to
leave us, we hope you can give advance notice so that we have time to ensure coverage for upcoming projects and
assignments. We also require a written and signed resignation letter. Whether you leave us on a voluntary or involuntary
basis, you’re expected to return all company-furnished property and equipment—such as keys, credit cards, office
equipment, tablets, tools, name tags, uniforms, SAS documents, etc.—on or before your last day of work.

Open Door Policy & Access HR: In this Field Guide, we make a number of assurances about your employment with SAS,
including our promise to maintain a work environment free of discrimination, harassment and bullying. As with all of your
concerns, we want to know if you think we’re not being true to our word. We cannot stress enough the importance of
contacting us right away to discuss any issues about your working conditions, our policies and procedures, ethical concerns,
disciplinary actions, your pay or any (yes, any) other items related to your employment.

We also want to make something clear: you’re employed by SAS. You’re NOT employed by any of our retail partners. As
such, any issues you might experience in the workplace can only be resolved by SAS and we request that you bring any of
your concerns to our attention only (including any concerns about our retail partners).

How can we help? The quickest way to resolve any work-related issue is to speak directly with your manager (or a lead in
charge). If you’re uncomfortable discussing a particular topic with these individuals or they cannot assist you, you’re welcome
to contact anyone in your management chain.

You can also contact Access HR! Access HR is your one-stop-shop for all things HR. On the Access HR website, which can be
found at AccessHR.Zendesk.com, we have included a number of resources (including a copy of this Field Guide) which provide
useful information on everything from payroll procedures to Workday (your electronic personnel file) to benefits to our other
company policies. If you cannot find what you’re looking for on the Access HR website, we have also assembled a team of
knowledgeable HR Advisors who can provide guidance on any number of HR issues. If one of our HR Advisors is unable to
resolve your problem, they will immediately route you to the appropriate individual who can provide assistance.

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To contact Access HR, complete and submit a support ticket at AccessHR.Zendesk.com, send an email to
AccessHR@SASRetailServices.com or call (800) 573-8861. The contact information for Access HR can also be found on the
last page of this Field Guide.

When contacting Access HR or any of your managers, you may elect to remain anonymous or request to keep your identity
confidential. While we will make reasonable efforts to honor this request, we cannot guarantee confidentiality in all
circumstances, particularly where the issue involves a complaint of discrimination, harassment or bullying (more on reporting
these types of behaviors below). Please make sure that you provide enough information so that we may adequately look into
and address your issues or concerns.

Lastly, throughout this Field Guide, we refer to various departments that operate out of our corporate office in Orange,
California. You can reach any of these departments by dialing our main office line at (714) 279-2660 and asking to be
connected.

Equal Employment Opportunity Policy: We do not follow the fundamental practice of providing all our applicants and
employees with equal employment opportunities just because it’s the law; we wholeheartedly believe it’s the right thing to do.
We take pride in our diverse workforce—it’s just one of the many things that makes SAS an amazing place to work and one
of the reasons we succeed as an organization.

Our policy is very simple: we provide equal employment opportunities to all qualified employees and applicants. We strictly
prohibit any form of discrimination or harassment on the basis of any legally protected characteristic, including based on sex
(including pregnancy, childbirth, breastfeeding or related medical conditions), race, religion (including religious dress and
grooming practices), color, gender (including gender identity and gender expression), national origin (including language use
restrictions and possession of a driver's license issued under California Vehicle Code section 12801.9), ancestry, physical or
mental disability, workplace injury status, medical condition, genetic information, marital status, registered domestic partner
status, age, sexual orientation, housing status, military and veteran status or any other legally protected basis. This policy
applies to managers, supervisors, co-workers, applicants, interns, contractors, vendors, customers and anyone else you may
encounter in the workplace. This policy also applies to all of our employment practices, including recruitment, hiring, scheduling
and promotions, to name a few. We base employment decisions solely on job-related criteria, merit and your qualifications.

In addition, pay discrimination between employees of the opposite sex or any other protected characteristic performing
substantially similar work, as defined by law, is prohibited. Pay differentials may be valid in certain situations. Employees will
not be disciplined or retaliated against for inquiring about or discussing wages. However, we are not obligated to disclose
the wages of other employees.

We also forbid any harassing, inappropriate or unwelcome behavior—whether or not it’s based on a legally protected
characteristic—which interferes with an employee’s work or creates an intimidating, hostile or offensive work environment.
Inappropriate comments, jokes, epithets, slurs, negative stereotyping, intimidating or threatening acts, bullying and the
circulation or posting of written or graphic materials that show hostility toward another employee, applicant, intern,
contractor, vendor, customer, etc. because of a protected characteristic are forbidden and such conduct will be swiftly dealt
with by SAS.

Sexual Harassment Policy: We do not tolerate sexual harassment from anyone in any way, shape or form. We strictly
forbid sexual harassment regardless of whether the behavior is sexual in nature or driven by sexual desire, and regardless of
whether the harasser and the person being harassed are of the same or different genders. A victim of sexual harassment can
be a man or a woman. The victim can be of the same sex as the harasser. The harasser can be a supervisor, manager,
another employee of SAS, a business partner, a vendor, a customer or anyone else in the workplace. We also strictly prohibit
any manager or supervisor from unreasonably interfering with an employee’s work or creating an intimidating, hostile or
offensive working environment. This includes making any employment-related decisions based on an employee’s submission to
or rejection of sexual advances, requests for sexual favors or other verbal comments, gestures or visual or physical conduct
that are sexual in nature.

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Sexual harassment includes many forms of offensive sexual behavior, including, but not limited to:

Unwanted sexual advances Sexual gestures or displaying of sexually suggestive

Offering initial or continued employment, promotion or objects, pictures, posters or cartoons
other benefits in exchange for sexual favors Derogatory comments, epithets, slurs or jokes of a sexual
Differential treatment because of a negative response to nature
a sexual advance or because a voluntary relationship Graphic verbal commentaries about an individual’s body
has ended or sexually degrading words used to describe an individual
Vulgar or obscene emails, notes or invitations Physical conduct of an improper nature

While we can continue to provide you with a laundry list of examples of “sexual harassment”, the bottom line is that if you
have a pickup line, comment, joke, picture, text message, drawing, etc. that is inappropriate or in any way related to sex,
please do yourself and us a favor and keep it to yourself.

Bullying Policy: We’re only successful when all of our employees are treated with dignity and respect. We do not allow any
type of bullying behavior, plain and simple. Employees found in violation of this provision will be disciplined, up to
termination of employment. However, your manager still has the right to be a manager. This means that he or she can give
you reasonable directions, manage your work performance, provide you with constructive feedback concerning your
performance or behavior and carry out disciplinary measures—such as a verbal coaching or written warning—when
appropriate. This behavior by your manager does not amount to bullying.

Reporting Discrimination, Harassment or Bullying: We’re extremely dedicated to making SAS an amazing place to work.
However, we can’t fix something if we don’t know it’s broken. What we ask of you is quite easy. First, we expect you and
every other employee to avoid any behavior or conduct that is discriminatory, harassing, intimidating or unwelcome or makes
others feel uncomfortable. Second, we expect you to tell us immediately if you have experienced or witnessed something that
is wrong or inappropriate, violates SAS policy or just doesn’t feel right in the workplace. Remember, our policies do not just
apply to conduct by a SAS employee; they also apply to anyone you might encounter in the workplace, including vendors,
contractors and store customers.

Regardless of how we hear about it or who we hear it from, an impartial member from our HR team will immediately
investigate all reports of discrimination, harassment or bullying and, where appropriate, we will set things straight. Moreover,
we require any manager or supervisor who receives such a report to immediately involve their HR Business Partner. Any
employee who is found to have violated our policies will be subject to discipline, including possible termination of
employment. We’re not making these promises just because we have an obligation under the law, but because we’re
committed to providing all of our employees with a comfortable and productive work environment.

So, if you think you have been discriminated against, harassed or bullied or have witnessed such conduct directed at someone
else, you should promptly report the facts of the incident. We pride ourselves on being accessible and making these types of
reports easy. At the earliest possible time, please contact any of the following individuals:

 Your manager OR
 Anyone in your management chain OR
 Your HR Business Partner OR
 One of our HR Advisors with Access HR

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We will make reasonable efforts under the circumstances to protect your identity and maintain confidentiality, except as
necessary to complete our investigation and take appropriate action. We assure you that our investigation into any
allegation of misconduct will be fair, timely and thorough. We also assure you that our investigation will be conducted in a
way that provides all parties with a reasonable chance to be heard, and our findings will be based on the evidence
collected. Moreover, we promise that each report, its results and any related documentation will be kept as confidential as is
reasonably possible given the situation at hand. Likewise, if you participate in or are interviewed in connection with an
investigation, we may request that you keep your involvement to yourself—this will avoid churning up the rumor mill, assist us
with conducting a fair and objective investigation and protect the privacy of all involved individuals (you wouldn’t want other
employees talking about you if you were the subject of an investigation). Any failure to cooperate in, or attempt to impede,
an investigation will be considered a violation of this policy. Of course, if you’re the one making the report, we will always
get back to you in a reasonably timely manner with our findings and proposed options to resolve the problem.

We also prohibit any form of retaliation against an employee for making a good faith report of discrimination, harassment
or bullying. This also applies to an employee’s participation in an investigation. Any employee who takes any retaliatory
action against any other employee for these reasons will be subject to disciplinary action, up to termination of employment.
We may also discipline any employee who knowingly makes a false allegation of discrimination, harassment or bullying.
However, just because a complaint does not result in a finding of a violation of this or other SAS policies, that doesn’t mean
the complaint was not truthful or made in bad faith.

You may also direct any complaints of discrimination or harassment to the U.S. Equal Employment Opportunity Commission (or
the California Department of Fair Employment and Housing, if you work in California). Contact information for the field
offices of these agencies nearest to your work location can be found in the telephone book. In every breakroom, you will find
posters explaining your rights to file formal complaints with federal, state or local agencies. However, before filing any
formal complaint, we do ask that you give us a chance to address any issues you may be experiencing in the workplace. We
assure you that this will be the fastest and easiest way to resolve any of your concerns.

Reasonable Accommodations Policy and the Interactive Process: We will provide a reasonable accommodation to any
qualified applicant or employee with a disability who may need one to perform the essential functions of the job. It’s your
responsibility to request a reasonable accommodation and you may do so by speaking with your manager or by contacting
Access HR. Be prepared to provide us with enough information about your physical or mental disabilities so that we’re able to
determine whether a reasonable accommodation can be made. We will work with you and your health care provider to
identify a reasonable accommodation that will allow you to perform your essential job functions. We may also require you to
undergo an independent medical examination (on our dime) to determine an appropriate accommodation. In the end, we will
determine what, if any, reasonable accommodation we can provide to you, but will discuss each request with you before
finalizing our decision. Take note that we can’t provide an accommodation that would cause an undue hardship to SAS or
pose a direct threat to the health, safety or well-being of you, your co-workers or anyone else in your work location.

We will also provide reasonable accommodations for pregnancy and any related conditions, as well as any sincerely held
religious beliefs. Again, in any of these instances, it’s your responsibility to request a reasonable accommodation, and you
may do so by speaking with your manager or by contacting Access HR.

Leaves of Absence & Paid Sick Leave Policy: We offer a variety of leave of absence options to you for disability
accommodation purposes, work injuries, military service and for issues concerning domestic violence. Further, if you’re eligible,
you’re afforded certain leave options guaranteed by federal and certain state laws (for example, the federal Family and
Medical Leave Act). All applicable policies related to your leave rights and entitlements are provided during orientation and
are always available at AccessHR.zendesk.com. To determine whether you’re eligible for leave and to request it, please
contact your manager, the Benefits Department or Access HR.

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We normally require you to provide medical documentation confirming the need for a leave of absence due to a medical
condition. While you’re out, keep us posted on how you’re doing and when you expect to return to work. This will allow us to
prepare for your return and place you on the upcoming work schedule, if possible. We also normally require medical
documentation authorizing you to return to work when you take leave for your own medical condition. Be aware that failure
to return to work or to request a leave extension by the expiration date of your leave of absence may result in the
administrative termination of your employment. You will remain eligible for rehire depending on business and staffing needs.

Currently, certain states and cities offer paid sick leave under certain circumstances. Please consult with your manager or
Access HR to determine whether you’re eligible for paid sick leave and how to request it. Also, if you’re entitled to paid sick
leave, you can find all relevant documents and policies regarding the various paid sick leave laws at AccessHR.zendesk.com.
We’re dedicated to fully complying with all applicable state and local paid sick leave laws and strictly prohibit any form of
retaliation for exercising your rights under these laws.

Conduct & Performance Expectations Policy: Here’s the deal—SAS is a service company and our success depends on
establishing positive impressions for our retail partners and their customers. You’re on the front lines of our company and play
a pivotal role in helping us achieve our goals. Since our business hinges on your job performance, we expect you to be
committed to conducting yourselves professionally in line with SAS standards and making the greatest positive impact on our
retail partners. You must also help your co-workers to achieve success and refrain from interfering with their work
performance. While we encourage you to share your ideas for improving your job and SAS as a whole, you must still follow
your managers’ reasonable directions at all times. Finally, everyone (and we mean everyone) must be treated with the highest
level of respect. This includes our retail partners’ employees and customers and your co-workers.

Simply put, we do not tolerate certain behaviors and conduct in the workplace or while traveling for work, whether or not
they are specifically directed at a SAS employee, a retail partner’s employee or customer or anyone that SAS does business
with. This includes the following:

Using foul, inappropriate, abusive or vulgar language Any form of dishonesty or failing to be forthright with us or
Interfering with a co-worker’s work, including any of our retail partners
engaging in any type of personal conversation with a Fighting or making any type of physical threat
co-worker when you’re not working and he or she is Disclosing confidential or proprietary SAS business
working information not available to the general public (this does
Destroying, damaging, misusing or using without prior not include discussions about terms and conditions of
authorization any property that doesn’t belong to you employment)
Falsification or altering of SAS documents or records Failing to follow general and workplace safety rules
Bringing any type of weapon or other dangerous Harassing, bullying, threatening, intimidating or coercing
device or substance onto SAS or a retail partner’s any other SAS employee, retail partner employee or
property (unless expressly permitted by law) customer or business partner at any time (including during
off-duty hours)
Refusing to follow a reasonable directive from any of
your managers or supervisors Using a company computer to visit Internet sites or send
communications which are illegal, which violate any of our
Acting in a disrespectful manner toward another SAS other policies or which are otherwise offensive or
employee or retail partner employee or customer inappropriate
Recording conversations or taking videos or photos in Using company phones, company-provided Internet or other
the workplace or recording work-related company equipment for non-business purposes or for
conversations outside of the workplace without consent purposes which violate any of our other policies
(unless expressly permitted by law)
Engaging in any other conduct that is not otherwise
Any form of theft considered concerted activity protected by the law and
When staying in overnight lodging provided by SAS, which is unethical, unprofessional or otherwise detrimental to
acting in a disrespectful manner toward lodging staff, our legitimate business interests, other employees or retail
violating any lodging policies or rules or causing any partners
intentional or reckless damage to lodging rooms or
amenities

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While we sincerely hope it never comes to it and will do whatever is within reason to help you succeed with SAS, we will be
forced to impose disciplinary measures—including possible termination—if you engage in any of the above behaviors. In
some situations, we may ask an employee to leave work and temporarily remove him or her from the schedule while we
investigate a situation that is brought to our attention. We ask that you not put us in this position—dealing with unacceptable
workplace behavior is the part of our jobs that we dislike the most and it takes away from allowing us to focus on achieving
our goals. Since it would be impossible for us to list every single possible infraction that falls in our list of unacceptable
behaviors, we reserve the right to determine if your conduct isn’t in line with our standards, values and goals as a company.

The same goes for your job performance. If your observable performance isn’t in line with our standards or at an acceptable
level, we will let you know about it. Failure to demonstrate immediate and sustained improvement of any performance issues
may likewise result in disciplinary measures.

We generally use a progressive discipline system that involves verbal coaching and either a single written warning or multiple
written warnings before termination. We want to give employees advance notice, whenever possible, of problems with their
conduct or performance so they have an opportunity to correct them. We expect most performance and behavioral issues to
be resolved this way. This doesn’t mean that we won’t take more serious action when appropriate. We will skip any part of
the disciplinary process and address a problem when we feel necessary, including immediate termination of employment if
warranted under the circumstances. All of your managers will make themselves available to discuss any disciplinary issues and
how best to move forward from those issues and succeed in the future.

Conduct Outside of the Workplace: As your employer, we don’t want to involve ourselves in your personal life. That being
said, and unless prohibited by law, we will do so—and impose any appropriate disciplinary measures—if your conduct
outside work violates any of our policies, poses a threat to the health, safety or well-being of another SAS employee or retail
partner employee or customer, conflicts with, impairs or hurts our legitimate business interests or those of any of our retail
partners or interferes with our business objectives. Again, we can’t possibly list every single behavior that might fall under this
provision, but we ask that you use common sense and we will determine on a case-by-case basis whether it’s necessary to
address your outside conduct. This policy is not intended to limit your right to participate in any protected or lawful activities
outside of work.

You’re also required to inform your manager or contact Access HR as soon as practicable if, after you’re hired, you’re
arrested, charged with a crime or convicted of a crime (including pleading guilty), unless the conviction is expunged or sealed
or unless reporting such detail is prohibited by law. You must also disclose to your manager or Access HR if you are out on
bail or on your own recognizance pending trial. You will not be disciplined or automatically dismissed for making such a
report and any response from us will be handled on a case-by-case basis. Keep in mind that it’s better if we hear about
these issues from you first than from someone else.

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Ethical Expectations Policy: We have the privilege of operating out of various retail locations throughout the country, so it’s
absolutely critical that we never do anything that may lead to our retail partners’ distrust. In order to avoid this issue
altogether, we require that you comply with the following guidelines and take the following precautionary steps before,
during and after your work shifts:

 Any personal belongings you bring to your work  Any products you purchase at one of our retail partners for
location are your responsibility personal use must be immediately removed from the location
 Be prepared to open any bags you have for inspection and you must keep the receipt until the end of your shift (again,
upon entering or exiting your assigned work location we will not assume responsibility for safeguarding your
purchases)
 We reserve the right to inspect company and personal
property (cars, purses, bags, etc.) while an employee is  All food or drinks or other products sold by our retail partners
on any property owned by SAS or a retail partner must be purchased in advance of consumption, you must keep
the receipt for the remainder of the workday and you should
 Do not store items for future purchase or purchased
be prepared to produce the receipt for inspection upon
items in or on shopping carts
request
 It’s our preference that any personal shopping should
 Absent an emergency or to avoid danger or harm, you may
wait until after your work shift has ended to avoid any
not leave your work area unattended without prior approval
issues with storage of your purchases while you’re
from your supervisor and without properly storing company-
working
provided equipment (if no immediate coverage is available)

Scheduling & Attendance Standards Policy: It’s important to us to be completely transparent regarding our scheduling
policies and practices. SAS is a seasonal business. This means that you should expect to be scheduled to work more shifts
during peak business times and fewer shifts during slow business periods. You will never be guaranteed to work a specific
number of shifts or hours for any given week. We schedule employees using the following criteria:

 Volume of available work and business needs

 Your availability to work (employees with more open availability are given preference over employees with more limited
availability)
 Your observable job performance

If you have any questions or concerns regarding scheduling in your location, you should first speak with your manager and he
or she will review our scheduling protocols with you. It’s solely your responsibility to obtain your work schedule in advance of
the upcoming workweek and your manager will tell you how to do so.

We consider regular attendance to be an essential function of your position. When you’re scheduled to work, showing up and
being on time are vital to achieving our goals as a company and demonstrating our commitment to our retail partners. We’re
very serious about this and any of the following attendance issues will lead to disciplinary measures:

Unapproved absence(s) Calling off from work without proper notice

Showing up to work after your shift starts or returning A pattern of calling off from work
to work late after a meal or rest break Leaving work early without approval from your manager or
Failing to report to work without any notification (“no another lead in charge
call, no show”)

If you’re unable to make your scheduled shift, you’re required to contact your manager or a lead in charge at least 4 hours
before the start of your shift so that there’s enough time to schedule another employee. An acceptable form of notification will
be determined by your manager. If the form of notification is by phone and you’re unable to speak directly to your manager
or a lead in charge, you must leave a voicemail including a phone number where you may be contacted.

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Workplace Safety Policy: You’re expected to adhere to safe work practices at all times. We have a “zero tolerance” policy
when it comes to fighting, horseplay, unsafe activity or other conduct that may endanger you or others in the workplace. This
also applies to any acts or threats of violence in the workplace.

It’s your responsibility to report acts or threats of violence and any unsafe behavior. It’s also your responsibility to
immediately report if you’re injured while working. Reports can be made to your manager, any individual in your
management chain, our Risk Management Department or Access HR. You’re also encouraged to call 911 or a local
emergency number in cases of imminent danger or harm or serious injury requiring immediate medical attention.

Drug- & Alcohol-Free Workplace Policy: We’re committed to protecting the safety, health and well-being of all of our
employees as well as all other individuals in our work locations. We recognize that alcohol and drug use pose a significant
threat to our goals. Accordingly, we have established a drug- and alcohol-free workplace program that balances our respect
for our employees with the need to maintain a work environment free of drugs and alcohol. We encourage employees to
voluntarily seek help with drug or alcohol problems and will provide as much support as we reasonably can.

It’s a violation of this policy to manufacture, distribute, dispense, possess, use, buy, sell, transfer or be under the influence of
alcohol or illegal drugs or intoxicants in the workplace. You may not work or report to work under the influence of alcohol,
illegal drugs or intoxicants. It’s also a violation of this policy to manufacture, distribute, dispense, possess, use, buy, sell,
transfer or be under the influence of illegal drugs or intoxicants while traveling for work or while staying in any company-
provided lodging. “Illegal drugs” include controlled substances which are not prescribed by a physician or other licensed
professional, those drugs which are deemed illegal under federal law as well as abuse or misuse of prescribed medications.
We still consider marijuana an illegal controlled substance regardless of whether an employee has a valid medical
prescription or is a registered marijuana user or works in a state where recreational use of marijuana is legal. Employees who
report to work under the influence in violation of this policy will be subjected to disciplinary action.

If you take a prescribed or over-the-counter medication, you’re responsible for understanding whether the medication may
interfere with the safe performance of your job. If the use of a medication could impair your performance or compromise
your safety or the safety of any other individual in the warehouse, it’s your responsibility to promptly disclose any work
restrictions to your manager or Access HR. We will not ask and you will not be required to disclose any medical condition
resulting in the need for the medication.

Time Recording Policy: It’s critical that you’re paid for all the time you work. How you input and record your work time
varies by work location and retail partner assignments. It’s our expectation that you will maintain accurate records of all the
time you spend working regardless of the start and end times of your shift. Time “worked” is all of the time you actually
spend on the job performing authorized tasks that are essential to our operations. You are also required to record your meal
breaks. Any altering of your time records or the time records of any of your co-workers is prohibited.

We do not allow any employee to perform “off-the-clock” work—that is, any work before you clock in for your scheduled
shift, after you clock out when your shift ends or during your meal breaks. It’s our expectation that you’re at your worksite
and ready to work at the start of your shift. You’re not permitted to clock in or start working before your scheduled shift start
time or to continue to work after your scheduled shift end time without first obtaining approval from your manager. If you’re
ever asked or pressured to perform off-the-clock work or falsify your work time, you must immediately notify someone in your
management chain or Access HR. Otherwise, we will assume that all work hours you have recorded and submitted are
complete and accurate.

If you work over 40 hours in a workweek, you will receive overtime premium pay of 1.5 times your regular hourly rate. If you
work in a state or municipality that requires a greater overtime benefit, you will be paid the greater overtime benefit. If you
work in California, have a look at the California Overtime Policy on the Access HR website for more information about
overtime work and overtime compensation. You must obtain permission from your manager prior to working overtime. If you
do not obtain such permission, you will still be compensated at a premium rate for any overtime worked, but you may face
certain disciplinary measures.

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Meal & Rest Breaks Policy: You’re provided meal and rest breaks based on the number of hours worked in any given shift in
compliance with certain state laws. If you have questions about meal and rest breaks, you should speak with your manager or
contact Access HR for more information about the laws and company policies that apply to you. If you work in California,
check out the California Meal and Rest Break Policies on the Access HR website for more information about how your meal
and rest breaks are scheduled.

If you’re ever prevented from taking a meal or rest break, you’re required to promptly notify your manager, anyone in your
management chain or Access HR. You have every right to make an anonymous report, but if we do not know your identity, this
will generally prevent us from providing you with appropriate wages for any missed meal or rest breaks. We strictly prohibit
any form of retaliation for making such reports.

Conflict of Interest Policy: To avoid even the slightest perception of a conflict of interest or favoritism, individuals will
generally not be hired nor will employees be promoted, demoted or transferred to a position where a family member or
significant other (both terms to be defined in the broadest sense possible) occupies a position in the managerial chain of
command. If two employees get married or enter into a romantic relationship, domestic partnership or civil union, neither
employee can occupy a position that has influence over the other’s employment. We will consider allowing one of the
involved employees to transfer to a different assignment, location or position depending on business and staffing needs, but a
transfer is never guaranteed.

Outside Employment Policy: We understand that there may be times when it’s necessary for you to work for another
employer in addition to SAS. However, to minimize any conflicts or impact to our business, while you’re employed by SAS, you
generally may not have a second job working for any of our retail partners without our approval. If you want to work for a
competitor of SAS or a competitor of one of our retail partners, please just let us know. We’re always happy to discuss your
employment options and we will not hold it against you if you want to pursue another employment opportunity.

Non-Solicitation Policy: If you or someone else is working, it’s not the time or the place to discuss fundraisers, charities, etc.
that you would like your co-workers or our retail partners’ employees or customers to support. We do not allow any
solicitation during work time (work time does not include meal breaks) or in work areas. The solicitation by an employee of
another employee for the financial support of any organization is prohibited during work hours of either employee. In
addition, the distribution of advertising materials, flyers or other literature is prohibited in all work areas at all times. SAS
email, fax machines, voicemail and computers may not be used to advertise or solicit other employees. Similarly, anyone not
employed by SAS or one of our retail partners may not come on SAS property or retail partner property at any time to
solicit for any cause or distribute material or literature of any kind for any purpose. We will make exceptions to this policy if
we are required to by law.

Promotions, Transfers & Demotions Policy: We’re proud to offer career advancement opportunities to all of our
employees. In order to be considered for a promotion or a transfer to another location, you must meet the job qualifications,
have a satisfactory performance rating (and no disciplinary issues within the past 6 months) and be able to perform the
essential functions of the desired job with or without a reasonable accommodation. Transfers will only be made for legitimate
business reasons and whenever beneficial to SAS. As a courtesy, you should notify your manager prior to requesting a
transfer or interviewing for a promotion. We expect your manager to always support you in this endeavor.

In order to be eligible for a promotion to a full-time position, you may be required to complete a full background check and
sign all appropriate SAS employment agreements, if applicable. All promotions will be consistent with our Conflict of Interest
policy. While we’re discussing this subject, we should also mention that whether or not you’re being promoted, we always
reserve the right to complete a post-employment background check on you at any time, so long as it’s undertaken for a
legitimate business reason, is related to your individual job duties and is in compliance with all applicable laws.

We may demote or transfer you at our discretion. If you request to be demoted or transferred, we require such a request to
be in writing and signed by you.

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Appearance & Grooming Policy: We must look and act the part! In order to portray an image of professionalism at all
times, you must demonstrate proper personal hygiene and grooming. This includes having a well-groomed appearance at
work and maintaining good personal habits (proper hygiene, washing hands after using the restroom, etc.). In addition, you
must abide by the following dress code at all times while working:

 Company-issued polo shirt with optional long-sleeve,  Completely closed, clean, skid-resistant shoes
solid-colored shirt worn under polo shirt  No capris pants, shorts, crop tops, tank tops or halter tops
 Depending on your work assignment, solid-colored blue
 No clothing that is faded, torn, baggy or tight or that has
or black jeans or plain khaki pants (no more than one
colored patterns, logos or writing
inch above the ankle)
 Optional solid-colored, logo-free blue, black or gray  No visible tattoos that we consider offensive or inappropriate
sweater, sweatshirt or jacket (only when working in  No sunglasses or headphones of any kind
refrigerator or freezer section)  No facial piercings of any kind
 A company-provided name badge (and only this badge)
clipped to your shirt with your name clearly displayed

When all's said and done, we reserve the right to determine whether your clothes and appearance are appropriate for
work. Should you need a religious or other accommodation to any part of this policy, you should speak with your manager or
contact Access HR well in advance of reporting to work. Any exceptions to this policy will be considered on a case-by-case
basis.

Cell Phones & Electronic Devices Policy: Our policy on cell phones and other electronic devices at work is straightforward:
unless you are expressly instructed otherwise, you do not need them to do your job, you’re not allowed to use them while
you’re working and they must be turned off and completely hidden from view. This includes walking through the location prior
to the beginning of your work shift, leaving the location at the end of your work shift or walking around the store during a
break. While this policy may seem overly restrictive, we promise you that we have a good reason: when you are seen using
any type of electronic device in your work location (even on a break) it gives the impression to retail partner employees and
customers that we’re distracted and not focused on doing our jobs. You may only use your cell phone or other personal
electronic devices during meal and rest breaks and only in the breakroom or outside the work location. To avoid any
temptation, you’re encouraged to leave your cell phone and other personal electronic devices in your vehicle or in another
secure location while you’re working. SAS isn’t responsible for any lost or stolen cell phones or other electronic devices or any
other personal belongings for that matter.

We recognize there are times when you may need to use a cell phone or electronic device when driving for company business
(and outside of your regular or normal commute). To ensure your safety and the safety of others on the road, we expect you
to comply with the following guidelines:

 You should refrain from making or receiving calls while driving for work unless the device is hands-free; if you need to
make or receive a call without using the hands-free functionality, make sure that your vehicle is stopped and you are
legally parked.

 When using a hands-free cell phone while driving, keep business and other conversations brief and park in a proper
parking area if the conversation becomes involved, traffic is heavy or the road conditions are poor.

 There are no circumstances when you should read or write a text message, email or any other kind of message or access
or view any other app when driving.

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Social Media Policy: We’re huge fans of social media and use it all the time to promote our business and recruit job
applicants. When you use social media outside of work, we have a few simple rules and guidelines and ask that you carefully
consider what you’re doing before blogging, tweeting, hitting the “Post” button, Snapchatting or whatever else it is you do on
the Internet.

First, if you’re having any issues at work, posting about it on social media is never the best way to resolve them. Trust us on
this. Job issues are more likely to be resolved by speaking directly with co-workers, any of your managers or by contacting
Access HR. If, however, you decide to go the social media route, please avoid using comments, photos, videos or audio that
could be reasonably viewed as malicious, obscene, threatening or intimidating, disparaging to your co-workers or our business
partners, or that might constitute discrimination, harassment or bullying.

Second, you must accept personal responsibility for information posted on social media sites. Before creating or posting online
content, consider whether the content negatively impacts your work performance or the work performance of your co-workers
or otherwise adversely affects SAS or its customers or business partners or our legitimate business interests. Information or
content posted online may become public and circulated in a manner that was never anticipated or intended (a.k.a. “going
viral”). These communications may never truly be deleted. You should not share anything you would not share in the
workplace. Social media postings should be truthful, honest, respectful and discreet. When creating or posting online content,
always be fair and courteous to other employees and our customer and business partners. You must also limit any commentary
to personal opinions and may never represent yourself as a spokesperson for SAS.

Third, you must make sure that any social media postings are consistent with our various prohibitions against discrimination,
harassment, bullying, inappropriate conduct or threats of violence.

Finally, you may be personally and financially liable for violations of the law or trademark, copyright or intellectual property
rights of SAS or other persons or organizations. Social media postings of this type also violate company policy. All SAS
policies regarding confidential and proprietary information remain in place at all times, including in regards to information
shared through social media. Any posting to the Internet of SAS trade secrets or private or confidential information (including
the posting of any internal reports, policies, procedures, schedules or other internal business-related confidential information)
is strictly prohibited.

In sum, if you have any doubts about what you’re about to post on social media regarding your job or if you’re not sure
whether you can post about something you learned at work, you should err on the side of caution and put down your phone
or step away from your computer. Failure to follow our social media guidelines may result in you getting disciplined or even
fired (which is totally embarrassing for something so easily avoidable), getting us in trouble with any of our retail partners
and possibly losing business for SAS.

Electronic Communications & Systems Policy: We do not allow the use of electronic communications (for example, emails or
text messages) to initiate unwelcome contact with another employee or in a manner that may be construed by others as
bullying or harassment or discrimination based on a legally protected characteristic. You may not access or attempt to obtain
access to SAS email or the company’s instant message system without appropriate authorization. The unauthorized disclosure
of any of your system passwords, including your Workday password, to another employee or third party is prohibited. We
also strictly prohibit the use of unauthorized access codes, accessing computer files without a legitimate business purpose,
retrieving stored communications without proper authorization and the dissemination of privileged or confidential information
from the SAS electronic communication systems. Breaking into confidential files, abusing the privilege of computer access or
abusing the system by unauthorized or excessive Internet use is considered a violation of SAS policy. Be aware that you do
not have any expectation of privacy when using any SAS system.

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Part-Time Employee Benefits Policy: We are proud to offer our part-time employees the below benefits. For more
information regarding these benefits or for any questions you may have, contact the Benefits Department or contact Access
HR and speak with one of our HR Advisors. For full-time employees, please check out the Access HR website or contact the
Benefits Department to review all benefits that are currently available to you.
401(k) Profit Sharing Plan: Plan for the future! Upon your hire date, you may begin to contribute from 1% to 75% of your
eligible compensation through regular paycheck deductions in any combination or pre-tax and Roth 401(k) contributions. SAS
may make a discretionary matching contribution up to the first 5% of eligible compensation. You will be eligible for the
match after 1 year of service and you are immediately 100% vested in the company match. We reserve the right to
eliminate or modify this benefit at any time in accordance with applicable law. In cases of conflict between this policy and
the official plan documents, the plan documents will control.
Health Care Options, Voluntary Benefits & Discounts/Perks: Take advantage of great discounts on hundreds of plans, products
and services! This includes deals on medical, dental and vision plans, auto, home and life insurance and other services and
products.
Discount Prescription Card: We are excited to offer the SAS Prescription Discount Card. It’s meant for use by individuals who
do not have prescription coverage through a current medical plan. There are no fees for using the card.
Global Service Award Program: SAS employees are recognized for contributions to the company through the Global Service
Award Program. Employees celebrating milestone work anniversaries (5 years, 10 years, etc.) will receive a packet mailed
to their home in the weeks leading up to their anniversary and will be invited to select an award. This program allows us to
show appreciation for our team members and all your hard work.
Payroll Policy: Your paycheck is processed by our payroll vendor on a bi-weekly basis in accordance with the established
SAS payroll schedule (sorry, but there are no advances on pay). Certain deductions from your wages may be made when
required by law. Your paycheck will be mailed directly to your address on file. However, you may elect to receive your
paychecks by direct deposit or other similar means. You are strongly encouraged to elect direct deposit in order to avoid
any issues with delayed or lost paychecks.
We do our best to make sure there are no payroll mistakes, but we’re only human after all and not always perfect. So, if
you notice any discrepancy in your paycheck whatsoever (either you were underpaid, overpaid or your withholdings are
incorrect), please notify your manager or Access HR immediately. If you give us the opportunity to address your paycheck
issue, we will work relentlessly to resolve the problem as soon as we can.
Paychecks deposited into an invalid or incorrect bank account require a stop payment. Where permitted by law, you’re
responsible for a stop payment fee. If you misplace a paycheck or your paycheck is lost in the mail, you must complete an
Affidavit of Lost Paycheck and submit it to the Payroll Department as soon as possible. This form can be obtained from your
manager or the Payroll Department. The Payroll Department will place a stop payment on the original paycheck before
issuing a replacement check. Again, you may be responsible for the stop payment fee on the lost check.
Access to Personnel Files & Payroll Records Policy: We will provide you with copies of your personnel file and payroll
records upon written request (although always feel free to check out your Workday profile or our payroll vendor’s portal
where this information can be accessed 24/7 at the touch of a button). We will do our best to respond to these requests as
quickly as we can. We will also comply with any laws that require a specific timeframe to respond to such requests.
We maintain your email address, phone number, mailing address, emergency contacts, state tax forms, work authorization
status and other information in Workday. You’re responsible for keeping this information current. This information may be
used for correspondence with you and may be shared with government agencies and business partners for legitimate
business functions, such as workers’ compensation claims, payroll processing and benefits enrollment.
Employment References & Verifications Policy: If we receive a request for an employment verification or for a job
reference, the only information that will be provided will be dates of employment, job title and classification and job status.
Pay rate information will only be provided with your written permission. Verifications are provided only by email request to
Payroll@SASRetailServices.com. Please do not ask your managers or co-workers or any of our retail partners’ employees
for a job reference.

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(800) 573-8861

AccessHR@SASRetailServices.com

AccessHR.Zendesk.com 

 
SAS Retail Services | Employee Field Guide Access HR
 
  

ACKNOWLEDGMENT

I acknowledge that:

 A copy of the SAS Retail Services Employee Field Guide can be made available for review in my assigned
work location upon request.

 I can always access this Field Guide—in addition to other company policies and documents referenced in this
Field Guide—on the Access HR website at AccessHR.Zendesk.com.

 I was issued an electronic version of this Field Guide via Workday where it’s always available to me.

I agree that I am an employee of SAS and not its customer or any of its business partners. I acknowledge that any
questions that I may have regarding this Field Guide or my employment with SAS or any work-related issues that I
may experience should be brought to the attention of any individual in my management chain, my HR Business
Partner or Access HR.

I understand that nothing in this Field Guide creates or is intended to create a promise or representation of continued
employment and that employment with SAS is always at-will, except as otherwise provided by law, which means
either SAS or I have the right to terminate the employment relationship at any time without reason or notice. I also
understand and agree that this Field Guide is not a contract of employment and that no oral or written
representations made by SAS management create an express or implied contract of employment.

I understand that SAS reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this
Field Guide as it deems appropriate from time to time in its sole and absolute discretion. I also understand that this
Field Guide supersedes and replaces all previous personnel policies, practices, handbooks, manuals and guidelines
(whether written or oral) which pertain to the same subject matter contained in this Field Guide (except the Daymon
Worldwide Global Code of Conduct, which is to be applied in conjunction with this Field Guide).

SAS Retail Services | Employee Field Guide Acknowledgment