4726654 .

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 ABOUT THIS HANDBOOK

This handbook applies to all Marco’s employees (“team members”) who work in or through the corporate Support
Center to provide service or support to the franchisees or company stores. Throughout this handbook, Marco’s
Franchising, LLC shall be referred to as “Marco’s.”

The contents of this handbook are presented as a general guide and cannot address every individual circumstance
or question that may arise. This handbook outlines key policies, goals, benefits and expectations for Marco’s team
members and includes information you will need as part of our team. Keep this handbook where you can refer to it.
If you have questions about Marco’s policies, programs or benefit plans, please contact your supervisor or a
member of our Human Resources team at talentmanagement@marcos.com.

All team members are required to abide by the policies set forth in this handbook, including any revisions made in
the future. Marco’s will follow the policies in this handbook, unless otherwise required by applicable federal, state or
local law. In the event this handbook conflicts with federal, state, or local laws, Marco’s will follow the applicable
federal, state, or local law. Marco’s reserves the right to modify, terminate or change any or all of the policies,
procedures, rules or benefits covered in this handbook at any time without prior notice.

Where there are specific benefit plans or insurance policies, the terms and provisions of those documents control.
You should refer to the official documents for specific information related to eligibility and benefits.

This handbook supersedes all previous versions of the Marco’s corporate policies and procedures on the same
topics.

This handbook is not intended to restrict communications or actions protected or required by federal, state, or local
law.

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 Table of Contents
WELCOME TO MARCO’S PIZZA! ...................................................................................... 6
S EC T I ON 1: I N T R OD U C T I ON .................................................................................................. 7
EMPLOYMENT AT-WILL ............................................................................................................... 7
EQUAL EMPLOYMENT OPPORTUNITY POLICY ...................................................................... 7
UNION FREE STATUS ..................................................................................................................... 7
POLICY AGAINST HARASSMENT, BULLYING OR DISCRIMINATION ................................ 8
CONFLICT RESOLUTION ............................................................................................................. 10
SECTION 2: EMPLOYMENT STATUS & CLASSIFICATION ................................................. 10
WORKER CLASSIFICATION ........................................................................................................ 10
EMPLOYMENT ELIGIBILITY VERIFICATION ......................................................................... 11
PRE-EMPLOYMENT INQUIRIES AND EMPLOYEE BACKGROUND CHECKS ................... 11
INITIAL EMPLOYMENT PERIOD ................................................................................................ 11
SECTION 3: HOURS & COMPENSATION ......................................................................... 11
OFFICE HOURS .............................................................................................................................. 11
WORK SCHEDULES AND HOURS .............................................................................................. 11
PERMISSION TO LEAVE DURING WORKING HOURS ........................................................... 12
FLEXIBLE SCHEDULE / COMPRESSED WORKWEEK ............................................................ 12
BREAKS / BREAK AREAS ............................................................................................................ 12
LACTATION BREAKS ................................................................................................................... 13
COMPENSATION ........................................................................................................................... 13
PAYROLL DEDUCTIONS.............................................................................................................. 13
TIME RECORDING-NON-EXEMPT EMPLOYEES..................................................................... 13
OVERTIME ...................................................................................................................................... 13
WORKING REMOTELY ................................................................................................................ 14
MARCO’S BONUS PLAN .............................................................................................................. 14
SECTION 4: ON THE JOB .............................................................................................. 14
PERFORMANCE EXPECTATIONS .............................................................................................. 14
ATTENDANCE AND ABSENTEEISM ......................................................................................... 15
REPORTING UNSCHEDULED ABSENCES ................................................................................ 15
TRAINING / STAFF DEVELOPMENT ......................................................................................... 15
ADVANCEMENT OPPORTUNITIES ............................................................................................ 15
PERFORMANCE FEEDBACK ....................................................................................................... 15
SOLICITATION AND DISTRIBUTION ........................................................................................ 15
PERSONAL PHONE CALLS OR TEXTS ...................................................................................... 16
APPEARANCE AND DRESS STANDARDS ................................................................................ 16
CONFLICTS OF INTEREST & CONFIDENTIALITY .................................................................. 16
RELATIONSHIPS IN THE WORKPLACE .................................................................................... 17
EMPLOYMENT OF RELATIVES .................................................................................................. 17
REPORTING POLICY VIOLATIONS ........................................................................................... 17
PERSONNEL RECORDS ................................................................................................................ 17
COMPANY EQUIPMENT & PROPERTY ..................................................................................... 18
RETURN OF COMPANY PROPERTY .......................................................................................... 18
BUSINESS EXPENSES ................................................................................................................... 19
USE OF PERSONAL VEHICLE ..................................................................................................... 19
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 ENTERTAINMENT EXPENSES .................................................................................................... 19
TRAVEL EXPENSES ...................................................................................................................... 19
SECTION 5: COMMUNICATIONS .................................................................................... 19
EMPLOYEE MEETINGS ................................................................................................................ 19
BULLETIN BOARD ........................................................................................................................ 20
EMPLOYEE CONNECTIONS ........................................................................................................ 20
PERSONAL MAIL........................................................................................................................... 20
SECTION 6: TECHNOLOGY ............................................................................................ 20
ACCEPTABLE USE OF ELECTRONIC COMMUNICATIONS .................................................. 20
SOCIAL MEDIA .............................................................................................................................. 21
SECTION 7: BENEFITS AND LEAVE ............................................................................... 23
HOLIDAYS ...................................................................................................................................... 23
PAID TIME OFF .............................................................................................................................. 23
MARCO’S IN MOTION DAYS ...................................................................................................... 24
UNPAID PERSONAL / MEDICAL LEAVE (NON-FMLA).......................................................... 29
MILITARY LEAVE ......................................................................................................................... 29
BEREAVEMENT LEAVE ............................................................................................................... 29
JURY OR WITNESS DUTY ........................................................................................................... 29
INSURANCE BENEFITS ................................................................................................................ 30
ELIGIBLE DEPENDENTS .............................................................................................................. 30
CONTINUATION HEALTH CARE COVERAGE (COBRA) ....................................................... 31
WORKERS’ COMPENSATION ..................................................................................................... 31
RETIREMENT / 401(K) PLAN ....................................................................................................... 32
SECTION 8: HEALTH & SAFETY ..................................................................................... 33
DRUG-FREE ENVIRONMENT ...................................................................................................... 33
WEAPONS POLICY ........................................................................................................................ 34
WORKPLACE VIOLENCE ............................................................................................................. 34
THEFT OR OTHER CRIMINAL CONDUCT ................................................................................ 34
INSPECTIONS ................................................................................................................................. 34
SMOKING ........................................................................................................................................ 35
PARKING ......................................................................................................................................... 35
SAFETY ........................................................................................................................................... 35
REPORTING AN ACCIDENT OR INJURY .................................................................................. 35
SEVERE WEATHER ....................................................................................................................... 35
EMERGENCY CLOSURE TIME .................................................................................................... 36
EMERGENCY EVACUATION ...................................................................................................... 36
MOTOR VEHICLES ........................................................................................................................ 36
SECTION 9: SEPARATION FROM THE COMPANY ............................................................ 37
NOTICE OF RESIGNATION .......................................................................................................... 37
TERMINATION ............................................................................................................................... 37
RETIREMENT ................................................................................................................................. 37
JOB ABANDONMENT ................................................................................................................... 37
EMPLOYEE ACKNOWLEDGEMENT ................................................................................. 38

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 WELCOME TO MARCO’S PIZZA!
Our mission is to be the Employer of Choice, the Partner of Choice and the Pizza of Choice - in that order. We’re in
the people business, we just happen to make pizza!

Fulfilling this mission requires a commitment to excellence and a unique approach to cultivating workforce talent.
Our main focus with employees is to ensure that hardworking, innovative employees like you are given the tools
and opportunity to succeed and grow your career. This emphasis on employee career growth and personal
development demonstrates our belief that every team member – regardless of their position – contributes
something important and valuable to our organization. It’s more than a business to us, it’s a family.

Marco’s commitment to excellence doesn’t just end with our product or even our employees. It means that we also
deliver a Primo experience to everyone we interact with, whether it’s a guest, a franchisee, a business partner, or a
co-worker. We believe in showing hospitality always, respecting others, and creating an environment where ideas
can be shared, and we can learn from each other’s diverse experiences.

We are so pleased to have you join our team and we hope Marco’s will be a company that you are proud to work
for.

HISTORY OF MARCO’S PIZZA

In 1978, Pasquale (Pat) Giammarco founded Marco’s Pizza in Toledo, Ohio. The pizza Pat created came from a
truly authentic Italian heritage, since Pat moved from Italy to the United States with his family when he was just 9
years old. The cornerstone of his vision was making authentic Italian quality pizza with fresh ingredients and
combining it with outstanding hospitality.

In 2004, our CEO Jack Butorac purchased the franchise rights to expand Marco’s Pizza across the United States
and around the world. Since that time, Marco’s Pizza has become one of the fastest-growing pizza companies in
the United States. We have grown from our roots as a beloved Ohio brand to a national chain with over 900 stores
in the U.S and three countries. We’ve won multiple awards for our franchise growth and outstanding product and
we’re still growing!

Today, our vision is the same as it was when Pat opened the first Marco’s Pizza store and it’s not going to change.
We’re still committed to making a Primo Italian pizza and showing outstanding hospitality to every guest.

Every Store. Every Day. The Italian Way.

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 Section 1: Introduction
EMPLOYMENT AT-WILL
All Marco’s team members are employed on an at-will basis. This means that either you or Marco’s may terminate
the employment relationship at any time, with or without cause and with or without notice.

This handbook does not supersede any specific terms of employment provided in any offer letter. Nothing in this
handbook is intended to be construed as a contract of employment or a binding promise regarding the terms or
length of your employment. No representative or employee of Marco’s other than the Chairman/CEO has the
authority to make any agreement or promise contrary to the above, and if the Chairman/CEO does so, it must be in
a written agreement signed by both parties.

EQUAL EMPLOYMENT OPPORTUNITY POLICY

Marco’s is an equal opportunity employer and is committed to fair and equal treatment of all employees without
regard to race, religion, color, sex (including sexual orientation, gender identity, and pregnancy), national origin,
ancestry, disability, age, genetic information, veteran or military status, or any other status protected by law.

Marco’s equal employment policy applies to recruiting, hiring, compensation, benefits, promotions, training,
education, transfers, termination, layoffs, recalls, leave of absence, and rehiring. Team members or applicants who
have complaints or concerns about improper or prohibited conduct should promptly report them to their supervisor
or to a member of our Human Resources team.

Marco’s will promptly and thoroughly investigate any complaints of inappropriate, offensive, harassing or
discriminatory conduct. Retaliation against persons making such complaints in good faith or who participate in an
investigation will not be tolerated. Any suspected retaliation is also to be reported immediately. Marco’s will treat as
confidential, to the extent possible, all information received in connection with the complaint process in the course
of the investigation. If an investigation confirms improper or prohibited conduct, prompt corrective action, up to and
including termination, will occur.

Team members who have experienced or observed conduct they believe is contrary to this policy have an
obligation to utilize this complaint procedure to report such behavior.

WORKPLACE ACCOMMODATIONS
Marco’s makes every effort to ensure that it does not discriminate against employees and applicants based on a
legally protected status, including qualified individuals with a disability or religious belief. Marco’s will provide
reasonable accommodations to a qualified individual to the extent that doing so is feasible and does not create an
undue hardship on Marco’s. Employees are encouraged to communicate special needs by engaging in an
interactive process with management to formulate reasonable accommodations. If you request an accommodation
because of a physical or mental health condition, you may be asked to provide a medical certification, so that
Marco’s can determine what accommodations may be in order. Please direct requests to a member of our Human
Resources team. Marco’s retains the ultimate discretion to determine what, if any, accommodation may be
appropriate.

UNION FREE STATUS

We believe that a union in our operation is unnecessary. We would prefer to deal with each other directly, rather
than through a third party. We have a commitment to treat each of our employees fairly and equally, with respect
and dignity. We will work hard to maintain a cooperative, safe, and, productive work environment based on open
communication and mutual trust. We recognize that a positive work environment is essential to achieve this
harmony. Further, we believe the work environment must include the following elements:

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 1. Total compensation which is competitive with others in our employment market.
2. Supervision that recognizes individuality and treats each person with dignity.
3. Opportunity for promotion based on individual performance and ability.
4. Effective communication between management and employees at all levels.

We do not support third party intervention. If at some time you are approached and asked to sign a union
authorization card, we hope you refuse to sign it. Such cards can be used for the purpose of giving the union the
right to act as your representative. You have a legal right to belong to a union, or to decide against belonging to a
union. In an effort to protect and maintain direct communications between Marco’s and employees, we will resist
union organization, within applicable legal limits, and protect the right of employees to speak for themselves.

POLICY AGAINST HARASSMENT, BULLYING OR DISCRIMINATION

Marco’s promotes a working atmosphere where individuals are treated with dignity and respect, free from
discrimination, intimidation, and other forms of harassment. Marco’s strictly prohibits all forms of discrimination and
harassment based on race, color, religion, sex (including sexual orientation, gender identity, and pregnancy),
national origin, ancestry, age, disability, genetic information, veteran or military status, or any other status protected
by law.

When conduct is directed at another person and is viewed as vulgar, obscene, threatening, intimidating, harassing
or maliciously dishonest, but which is not based upon someone’s protected class, that is “bullying.” Bullying will not
be tolerated by Marco’s, either.

Discriminatory harassment includes unwelcome conduct that is sufficiently pervasive or severe that it unreasonably
interferes with an employee’s job performance or creates an intimidating, hostile or offensive working environment.

Examples of harassment include, but are not limited to: unwanted sexual advances; demands for sexual favors in
exchange for favorable treatment or continued employment; repeated jokes which include offensive references;
unwelcome flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic, verbal commentary
about an individual's body, sexual prowess, or sexual deficiencies; leering; whistling; touching; pinching; assault or
threat of physical assault; coerced sexual acts; suggestive, insulting, threatening, or obscene comments or
gestures; dissemination or display in the workplace of objects, written materials, or pictures which include offensive
references; asking questions about sexual conduct; racial, sexual or ethnic slurs or epithets.

Harassment can be broken into three general categories:

Verbal: Slurs or innuendoes; slandering, ridiculing or maligning a person or his/her family; persistent name calling
which is hurtful, insulting or humiliating; offensive jokes and language; comments about a person’s body or clothing
or other protected characteristic; using a person as butt of jokes; abusive and offensive remarks; public or private
humiliation in any form, including personal insults and use of offensive nicknames; unwarranted public reprimands;
or spreading rumors and gossip regarding individuals.

Physical: Unwanted touching; holding, grabbing, pinching, fondling, patting, hugging, kissing, or “accidental”
bumping or brushing against someone; pushing, shoving, kicking, poking, or tripping; assaults or threats of physical
assault; damage to or threats of damaging a person’s work area or property; defacing or marking up property;
unwanted physical contact or threats of physical contact; threatening or obscene gestures; glances which can
convey threatening messages; invading a person’s body space; or leaning over someone at their desk.

Environmental: Persistent singling out of one person or deliberately excluding an individual or isolating them from
work-related activities’ socially excluding behavior; physically excluding or disregarding a person in work-related
activities; manipulating or interfering with the ability of someone to do their work (e.g. overloading, under-loading,
withholding information, setting meaningless tasks, setting deadlines that cannot be met, or giving deliberately
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 ambiguous instructions); taking credit for another person’s ideas; lewd gestures or motions; leering or ogling in a
sexually demeaning way; persistent, unwelcome flirting; circulating or displaying sexually suggestive materials or
objects.

Harassment is unacceptable in the workplace itself, in other work-related settings, such as business trips, meetings,
or business-related social events, and any other setting in which the conduct has an impact in the workplace. Any
harassing conduct that occurs using electronic equipment and media – such as through email, text or social media,
violates this policy.

Individuals Covered Under This Policy

This policy protects all employees. The Company will not tolerate, condone, or allow harassment, whether engaged
in by fellow associates or other non-associates who conduct business with the Company, such as vendors, visitors,
and customers. The Company encourages reporting of all incidents of harassment, regardless of who the offender
may be.

Reporting a Complaint
An individual who believes he or she has either witnessed or been subjected to harassing, bullying or discriminatory
behavior should:

1. Promptly report the incident to your supervisor, department manager, or to a member of our Human
Resources team.
2. If possible, tell the offender that the behavior is unwelcome and ask him or her to stop. Marco’s does
recognize that, in some instances, power and status disparities between the alleged harasser and the
individual may make such a confrontation impossible.; and
3. If requested, be prepared to document the complaint or observations in writing.

Individuals who believe they have been subjected to harassment have an obligation to report the incident to a
member of the Human Resources team or any supervisor or manager. Supervisors and department managers who
become aware of alleged harassment, bullying, or discrimination are required to immediately notify a member of the
Human Resources team.

It is important to notify the alleged harasser and/or to the proper member of management, as outlined above, about
the offending conduct as soon as possible. Marco’s cannot address what it does not know about.

Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents
of harassment. Therefore, while no fixed reporting period has been established, Marco’s strongly urges the prompt
reporting of complaints or concerns so that rapid and constructive action can be taken.

Protection Against Retaliation

No employee will be retaliated against or disciplined for making a good faith complaint or report of harassment or for
participating in the investigation of a complaint. Retaliation is a serious violation of this policy and should be reported
immediately. Any person found to have violated this policy by retaliating against another individual for making a report
of harassment or for assisting or cooperating in the investigation thereof will be subject to disciplinary action up to
and including termination.

Investigating the Complaint

Marco’s will promptly investigate all reported complaints and take prompt, corrective action as necessary.
Information gathered during an investigation will be treated as confidential to the extent practical and appropriate
under the circumstances. Employees are encouraged to respond to questions by the investigator and participate,
as appropriate, in the investigation.

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 Consequences for Violations
Individuals who violate this policy against harassment, bullying or discrimination will be dealt with promptly and
appropriately and may be disciplined, up to and including termination. Appropriate actions will be determined by
Marco’s.

Although Marco’s ability to discipline a non-employee harasser (e.g., vendor, customer, supplier) is limited by the
degree of control, any individual should still file a complaint and be assured that Marco’s will take those actions it
deems appropriate in an attempt to bring such harassment to an end.

Individuals found to have made false accusations regarding harassment or discrimination with the intent of harming
another employee or person associated with Marco’s will be subject to disciplinary action up to and including
termination.

CONFLICT RESOLUTION
The prompt resolution of misunderstanding or conflict is important to ensuring effective working relations and
preventing the escalation of problems. Employees are encouraged to bring work-related concerns, problems or
complaints to their supervisor. If the concern is in regard to their supervisor, employees are encouraged to bring the
concern to their department head or the Human Resources team. Retaliation of any form against employees who
use this procedure in good faith is prohibited. To the extent practical and appropriate, an employee’s confidentiality
will be respected throughout the process.

The conflict resolution procedure does not, however, prevent, limit, or delay Marco’s ability to take disciplinary
action against an employee, up to and including termination, under any appropriate circumstances.

SECTION 2: EMPLOYMENT STATUS & CLASSIFICATION

WORKER CLASSIFICATION
Workers are classified by Marco’s according to the number of hours they regularly work and according to the job
duties they are hired to perform. You will be advised of your employment classification at the time of hire or in the
case of a change in your job responsibilities.

• Regular, Full-time: Employees scheduled to work 30 hours or more in a normal work week.
• Regular, Part-time: Employees scheduled to work less than 30 hours in a normal work week.
• Temporary: Employees who are hired for a pre-established period of time. They may work a full-time or
part-time schedule.
• Contractors or Consultants: Consultants or independent contractors are not employees of Marco’s but
may be employees of another business entity. Consultants/contractors may be contracted for a pre-
established period of time for a specific project. Consultants are not on Marco’s payroll, are ineligible for
Marco’s benefits and do not have PTO unless designated in the contract. All consultants and contractors
are required to abide by these policies where it is applicable, particularly with respect to conducting
themselves in a manner free from harassing, bullying or discriminatory behavior in the workplace.
• Exempt: Employees whose positions meet specific criteria established by applicable wage and hour laws
are exempt from overtime pay requirements.
• Non-exempt: Employees whose positions do not meet specific criteria established by applicable wage and
hour laws are entitled to be paid overtime at the rate of 1.5 times their regular (hourly) rate of pay for all
hours worked in excess of 40 hours in a normal workweek. Non-exempt employees can be paid either by
the hour or on a salaried basis.

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 EMPLOYMENT ELIGIBILITY VERIFICATION
Each employee hired by Marco’s will be required to produce certain documents that verify identity and employment
authorization, in compliance with applicable immigration laws. If an employee is unable to provide the required
documentation within 3 days, they must at least produce (within 3 days) a receipt verifying that the documentation
has been applied for. The employee must produce the verifying document within 90 days of hire. Failure to do so
will result in termination until the appropriate documentation can be verified.

PRE-EMPLOYMENT INQUIRIES AND EMPLOYEE BACKGROUND CHECKS

Personal reference checks, driving record investigations, credit/financial background investigations, and criminal
conviction investigations may be conducted on individuals applying for employment with Marco’s, and on current
employees if a background investigation is appropriate in light of the position held or being sought.

Applicants and employees will be provided with a consent form and information regarding any rights they may have
in the event that a consumer background check discloses any information that results in an adverse job action.
Material misrepresentations or omissions on the application form are considered grounds for not considering an
applicant for employment or terminating an employee who is already employed.

Prior criminal convictions will not automatically disqualify an applicant or lead to termination of an employee. Each
situation will be considered on a case-by-case basis, giving consideration to the seriousness of the offense, how
recently the offense was committed, and the position being applied for or held. When an employee subsequently
commits an offense that, in management’s opinion, impacts the employee’s work duties, or the employee is
convicted of a crime that could bear on his or her job, the employee will be subject to disciplinary action, up to and
including termination.

Employees who are charged with criminal conduct are required to disclose this information to their immediate
supervisor or to a member of the Human Resources team within three (3) business days of the date of the charge.
Employees charged with criminal conduct while employed may be suspended, with or without pay, pending
investigation or disposition of their charge, or may be terminated. Marco’s may take additional disciplinary action
while the charge is pending, irrespective of the outcome of the court case. Each situation will be considered on a
case-by-case basis.

INITIAL EMPLOYMENT PERIOD

All new employees will be hired subject to a 90-day initial review period. Employees will not be eligible for benefits
as outlined in this handbook, including insurance or PTO (paid time-off), until after the initial review period has been
successfully completed.

SECTION 3: HOURS & COMPENSATION

OFFICE HOURS
The normal office hours for Marco’s Franchising, LLC are Monday through Friday, 9:00 am – 6:00 pm. Work
schedules may vary according to role responsibilities, supervisor designation, or as approved in accordance with
the Flexible Schedule / Compressed Workweek policy.

WORK SCHEDULES AND HOURS

Your scheduled hours will be established by your supervisor, who has the sole responsibility for designating your
daily work schedule. The employee is responsible for working the schedule designated by their immediate
supervisor. Work schedules will be determined by your supervisor according to business needs.

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 All employees must be on the job, at their work station and ready to begin work at their scheduled starting time. A
pattern of coming in late or leaving early without the prior approval of the employee’s supervisor will result in
discipline, up to and including termination.

PERMISSION TO LEAVE DURING WORKING HOURS

If an emergency arises and it becomes necessary for an employee to leave the office or Marco’s premises during
work hours, permission must be obtained from the employee’s immediate supervisor. If an employee leaves without
notifying their supervisor and obtaining permission, disciplinary action up to and including termination may result.

FLEXIBLE SCHEDULE / COMPRESSED WORKWEEK

Alternative work schedules, including the compressed workweek, are consistent with Marco’s efforts to support
work/life balance. A compressed workweek allows full-time employees to work longer days for part of the week or
pay period, in exchange for shorter days or a day off each week or within the same pay period. Compressed
workweek schedules must be set (not varying from pay period to pay period).

Employees must request a compressed workweek schedule in writing. The decision of the manager or supervisor is
final. Managers and supervisors are encouraged to approve employees' requests for compressed workweek
whenever it is possible to do so without compromising the organization's goals.

Compressed workweek schedules must meet the following requirements for consideration:
• All full-time employees must work the same total number of hours per week as their regularly-assigned
schedule;
• Operational requirements of the employee’s department must be met;
• Services provided by the employee must be maintained or improved;
• Costs to Marco’s will not be increased;
• Each department or operation must be covered appropriately during normal office hours, as determined by
manager.

Approved compressed workweek schedules will meet the following standards:

▪ Compressed workweek schedules will not diminish Marco’s ability to assign responsibility and
accountability to individual employees for the provision of services and performance of their duties;
▪ When a paid holiday falls on an employee's regularly scheduled day off, the employee will be given another
day off during that pay period.

BREAKS / BREAK AREAS

Marco’s provides employees with a break/lunch area. Breaks and lunch schedules are determined between you
and your supervisor. Hourly employees taking a break of 30 minutes or more must record on their timesheet the
beginning of their break and when their break is over. No work should be performed when an employee is on a
break. If an employee’s supervisor tells the employee to return from break sooner, the employee must return to
work and record it on their timesheet. All breaks must be approved by the supervisor on duty prior to the employee
going on break. Uninterrupted breaks of 30 minutes or more do not count as hours worked.

Minors will be instructed by their supervisor on the frequency of breaks and any other requirements under
applicable state or federal law.

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 LACTATION BREAKS
Marco’s supports breastfeeding mothers and will provide accommodations for nursing mothers who want to express
and store breast milk at the workplace during business hours. Any breast milk stored in a company refrigerator must
be labeled with the name of the employee and the date of expressing the breast milk. Employees storing milk in the
refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including
improper storage, refrigeration and tampering.

Employees who are nursing mothers can take reasonable break periods during the workday to express breast milk
for their child(ren). Such nursing mothers can take breaks each time they need to express milk beginning from the
date of the nursing child's birth and for up to one year.

Employees who are nursing mothers can use their meal and paid break times for lactation purposes. Break times
that are used for lactation purposes beyond Marco’s provided break times are unpaid. Employees who are nursing
mothers should discuss their need for extra break periods to express breast milk with their supervisors.

For more information about lactation assistance, contact your supervisor.

COMPENSATION
For payroll purposes, Marco’s has a designated 7-day work week beginning Monday at 12:00 a.m. and ending
Sunday at 11:59 p.m. Employees are paid bi-weekly on Fridays.

PAYROLL DEDUCTIONS
Federal and state withholding taxes and Social Security taxes are deducted from every paycheck. Voluntary
deductions for items such as health care benefits, savings bonds, 401(k) deferrals, and parking permits can be
made after an employee completes the necessary authorization forms. Marco’s deducts court-ordered
garnishments for personal debts, such as child support, without the employee's prior authorization as required by
law. Deductions will not be made from exempt employees' salaries, except as otherwise expressly permitted by
applicable state and federal law. Marco’s therefore prohibits all supervisors from making any improper deductions
from the salaries of exempt employees.

If you have any questions or concerns about your compensation or if you believe that an erroneous deduction has
been made from your pay, you should immediately report this information to your direct supervisor or to the Payroll
Manager. Reports of improper payment or deductions will be promptly investigated. If it is determined that an
improper deduction has been made or an error was made in your pay, you will be promptly reimbursed.

TIME RECORDING-NON-EXEMPT EMPLOYEES

Each non-exempt employee is responsible for accurately reporting their time worked daily on a Marco’s timesheet
form (including time in, breaks and time out) so that Marco’s can correctly calculate pay and capture attendance
and leave data. The employee’s supervisor must approve and sign each timesheet prior to submission to the
Payroll Manager. Corrections to a timesheet should be initialed by the employee. Non-exempt employees will
receive overtime pay for hours worked in excess of 40 hours in a work week.

OVERTIME
As situations arise, management may require an employee to work overtime. Time spent checking emails,
answering work-related calls/text messages, and other similar activities performed outside an employee’s normal
work schedule, is considered work time and should be tracked by all non-exempt employees. All non-exempt
employees will be paid overtime at the rate of one and one-half (1½) times their regular (hourly) rate of pay for time
worked in excess of 40 hours per workweek. If you are non-exempt, you must obtain prior approval from your
supervisor before working more than 40 hours in a single workweek. Unauthorized overtime may result in

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 disciplinary action, up to and including termination. For purposes of overtime calculation, “hours worked” does not
include scheduled leave when no work is performed, such as paid time-off, vacation, holiday, or jury leave.

WORKING REMOTELY
Employees may be permitted by their supervisor to work remotely from home or a location away from Marco’s
premises, either on a regular basis or ad hoc to accommodate periodic scheduling needs. Marco’s strives to
promote flexible work arrangements; however, the ability to work remotely will depend on whether an employee’s
job duties permit it, as reasonably determined by management.

Your supervisor will work with you to establish any specific requirements, schedules, or expectations as a condition
to the request being approved. Abuse of this benefit, including lack of productivity while working remotely, may
result in disciplinary action and/or change in work schedule to require presence at Marco’s premises for all work
hours. Working remotely for non-exempt employees are further subject to the overtime restrictions outlined in this
Handbook.

While working remotely, employees must take necessary precautions to ensure the safety and security of Marco’s
confidential and proprietary information, as well as any company equipment, in accordance with Marco’s then-
current cybersecurity policies.

MARCO’S BONUS PLAN

Employees may be eligible to receive a bonus under Marco’s Bonus Plan for all Corporate Employees, which
rewards exceptional performance by our employees and recognizes Marco’s achievement of its key results.
Employees are eligible to receive a prorated bonus for the quarter in which they are hired, if employed for a
minimum of 50% of that quarter. Contact your supervisor for additional information on the Marco’s bonus plan and
whether you qualify to participate.

Employees whose employment with Marco’s has terminated are eligible to receive their final bonus on a prorated
basis, if all of the following requirements are met:

• Employee was employed for a minimum of 50% of the quarter in which employment is terminated

• Employee completes a final performance review with their supervisor on or before their last day of
employment; and

• If the employee is resigning from their position, the employee must also provide at least 10 working days’
prior notice in writing.

Eligible final bonuses will be paid out according to Marco’s normal payroll processes.

However, employees who are terminated for misconduct reasons (as determined by Marco’s) which include, but are
not limited to, violations of company policies or the company code of conduct, extreme insubordination, or a
violation of ethical obligations are not eligible to receive a final bonus.

SECTION 4: ON THE JOB

PERFORMANCE EXPECTATIONS
Marco’s has established certain expectations, policies, procedures, and duties which must be adhered to by all
employees. The job duties shall be outlined in a job description or as defined by their supervisor. If an employee is
not properly performing the duties recited in the job description or as defined by their supervisor, is not complying

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 with any policy set forth in this handbook, or other rules established from time to time, the employee will be subject
to disciplinary action, up to and including termination.

ATTENDANCE AND ABSENTEEISM

Each employee is an important member of a work team, and regular attendance and punctuality is expected. An
employee’s absence often requires other employees to perform a missing employee’s duties in addition to their
own. Therefore, it is the personal responsibility of all employees to ensure regular and punctual attendance.

REPORTING UNSCHEDULED ABSENCES

If you are unable to work for any reason or know you are going to be late for work, you must notify your supervisor
as soon as possible prior to the start of your shift, unless there are extenuating circumstances. When reporting an
absence, you should provide the reason for the absence and when you expect to return to work. Notifying your
supervisor will not avoid being disciplined for a late arrival or an unexcused absence.

Excessive absenteeism, even if excused, may result in disciplinary action, up to and including termination.
Employees who are absent 2 or more consecutive days due to illness may be asked to provide a doctor’s excuse.
Employees who violate the attendance and unscheduled absence policies are subject to discipline, up to and
including termination.

TRAINING / STAFF DEVELOPMENT

Marco’s conducts periodic training to increase employee knowledge, job performance and job satisfaction, along
with training related to the Marco’s Culture of Accountability. It is each employee’s job responsibility to attend and
participate at these programs as designated by your supervisor.

ADVANCEMENT OPPORTUNITIES
You should actively engage in your own personal growth and advancement at Marco’s. How well you prepare
yourself for additional responsibilities will affect your potential to advance. Employees interested in advancement
opportunities should discuss their interest with their supervisor.

PERFORMANCE FEEDBACK
Marco’s evaluates employee performance on a continuing basis and does so more formally at a quarterly basis.
These discussions are meant to capture progress on objectives and key results and to continuously align going
forward. The outcome of the performance feedback process is a quarterly summary of your job performance,
personal attributes and skills affecting job performance and alignment of company objectives and key results. As a
result of the performance feedback process, you should have a better understanding of Marco’s expectations and
how your performance is evaluated. Performance evaluations may, and usually do, play a role in adjusting your
rate of compensation. Performance evaluations are primarily to assist in your personal and professional
development and are not a guarantee of an upward pay adjustment.

Please contact your supervisor for additional information on Marco’s performance management process.

SOLICITATION AND DISTRIBUTION

In order to prevent disruption of our operation, interference with work, or inconvenience to others who are working,
distribution of literature (pamphlets, memos, etc.) in work areas and solicitation and distribution of written or printed
literature during work time is not permitted. Work time is when an employee is on the clock performing work or
should be performing work for Marco’s but does not include break periods and meal times or other similar specified
periods during the work day when an employee is properly not engaged in performing their work tasks. This policy
also applies to electronic communications. This policy does not prohibit employees from discussing terms and
conditions of employment.

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 PERSONAL PHONE CALLS OR TEXTS
Employees are requested to keep all personal phone calls and text messaging to a minimum while working.
Friends and relatives should be discouraged from calling during working hours unless there is an emergency.

APPEARANCE AND DRESS STANDARDS

All employees represent Marco’s. We strive to maintain a professional atmosphere that projects an image of
efficiency and professionalism to the public. Employees are expected to exercise common sense and good
judgment regarding their clothing and appearance in the workplace and to dress in a manner that is consistent with
the goals of this policy.

Generally, employees should maintain a clean and neat appearance in the workplace, utilizing good grooming and
personal hygiene. Hair should be clean, combed, and styled appropriately for the business environment. Unnatural
hair colors such as blue, green, pink, etc. must be minimally visible and not worn in a distracting or extreme
manner. Sideburns, mustaches, and beards should be clean and neatly trimmed. Tattoos are allowed in
moderation, but not on the face or throat. Any visible tattoos must not be obscene or offensive in nature or
appearance. Employees may be asked to cover any such tattoos while working. Piercings must be small to
moderately sized and are permitted in ears and/or one small nose stud (no septum piercings or rings). Other visible
body or facial piercings must be removed prior to work (unless they are covered by appropriate clothing or a
bandage). Employees are permitted no more than two small or moderately-sized ear piercings per ear.

Depending on the nature of the job, the employee may be required to wear a specific company-provided uniform. If
a uniform code exists, the employee’s supervisor will provide the employee with details. Employees who are
required to wear a specific uniform must comply with all uniform attire and wear as directed. To avoid food safety
issues, employees who handle or serve food must comply with all food handling laws and regulations.

Please refer to the most current Marco’s Dress Standards Policy for specific information on appropriate attire for the
office. Any employee who is not dressed in proper attire consistent with Marco’s policies will be considered
unsuitable to work and may be asked to go home and return to work appropriately dressed. In such a case, the
employee will not be compensated for time spent away from work. Supervisors are expected to inform employees
when they are violating Marco’s appearance or dress standards. Employees who disregard this policy will be
subject to discipline.

If you have a question about the appearance guidelines, please discuss it with your supervisor or a member of our
Human Resources team.

CONFLICTS OF INTEREST & CONFIDENTIALITY

As a Marco’s employee, you have personal knowledge of Marco’s business activities. You have a responsibility to
avoid any conflict between your personal interests and those of Marco’s. A conflict of interest occurs when your
personal interests interfere, or appear to interfere, with your ability to make sound business decisions as an
employee of Marco’s. Conflicts of interests arise in situations where an employee accepts gifts or favors (tickets,
entertainment, meals, etc.) or other inducements in return for favorable treatment. Accepting inducements creates
the appearance you will not exercise independent business judgment and challenges Marco’s commitment to treat
people fairly.

A conflict of interest also arises when employees have a financial or ownership interest in a business or investment
that may be at odds with Marco’s, like moonlighting for a competitor. Even if you are not moonlighting for a
competitor, a conflict of interest could arise if you moonlight in a job that affects your ability to work and perform
satisfactorily for Marco’s or interferes with your ability to accept overtime work. If you feel you must take another
job, please talk to your supervisor for guidance. If it is determined that another job poses a conflict of interest, you
will be asked to make a decision as to which job you wish to keep or else you may be terminated.
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 During employment with Marco’s, employees may have access to certain confidential and proprietary information
about the company, including, but not limited to, our recipes, ingredients, food preparation methods and techniques,
food preparation equipment and design, information about procedures, new product information, trade secrets,
pricing information, supplier and vendor lists, contracts, financial information, marketing and strategic plans, costs,
profits, markets, sales, and our customers. It is imperative that our employees safeguard and preserve the
confidential nature of such information. In doing so, employees should never discuss, disclose, share, copy, or
otherwise make known Marco’s confidential information, either directly or indirectly, verbally or in writing, to anyone
without the express authorization of a Director, Vice President, President, or Chairman/CEO. Employees may not,
at any time, remove any confidential information, in any format, from the Company’s premises.

In an effort to protect Marco’s confidential and proprietary information, you may be required to sign a Non-
Competition, Non-Solicitation, Non-Disclosure and/or Confidentiality Agreement. The signed Agreement(s) will be
kept in your personnel file. Failure to comply with these obligations will result in discipline, up to and including
termination, and may also result in legal action and/or referral to law enforcement agencies.

RELATIONSHIPS IN THE WORKPLACE

A consensual romantic or physical relationship involving two employees, one reporting to the other either directly or
indirectly, is not in the best interest of Marco’s or its employees and is strongly discouraged. Marco’s is not in the
business of investigating rumors about employees; however, if evidence of a consensual romantic or physical
relationship presents itself to management of the company, the parties may be subject to investigation of the
alleged relationship.

Marco’s does not wish to interfere with consensual romantic or physical relationships between two employees who
are not in a direct or indirect reporting relationship. However, the interactions between such employees cannot
violate any other company policy. In addition, during work hours and in work areas, employees are expected to
keep all personal interactions professional. Should such a relationship negatively affect the working environment, or
if the employee’s work-related activities and interaction violate Marco’s policy, the employees may be subject to
disciplinary action, up to and including termination of employment.

EMPLOYMENT OF RELATIVES
The employment of relatives often creates a unique set of issues and considerations in the work environment. In
order to avoid conflicts of interest, maintain objectivity in performance management, and ensure consistent career
advancement, it is necessary to carefully evaluate situations where there is a direct reporting relationship between
relatives. Direct reporting relationships with spouses are prohibited. Other direct reporting situations will be
evaluated independently but are generally discouraged. It is recommended that any relative work in a different
department or division of Marco’s. Marco’s may require the transfer or separation of relatives if conflicts arise.

REPORTING POLICY VIOLATIONS

If an employee has witnessed an incident or infraction of a Marco’s policy, the employee should report the incident
or infraction to their supervisor or the appropriate department head. An employee’s failure to report the witness of
an actionable offense may be grounds for disciplinary action, up to and including termination.

PERSONNEL RECORDS
Personnel files are maintained by the Human Resources Department and are the property of Marco’s. Employees
may review the contents of their own personnel file during normal work hours in the presence of a member of the
Human Resource team by advance request. Employee files may not be taken outside the department. Under no
circumstances may you alter, copy, take a picture of or remove any document from your file. If you disagree with
any information in the personnel file, you can submit written comments that may be attached to the information.
Former employees and non-employees will not be permitted access to the files, unless required by law. Marco’s
will comply with any federal, state or local laws with requirements different from this policy.
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 Marco’s maintains employment records on each employee at the corporate office. These files are Marco’s property;
however, you may submit documents to be kept with your employment records when you accomplish personal
achievements related to work, such as completing special courses, receiving diplomas, awards, certificates of merit,
etc. To the extent state law required different obligations, the applicable state law will apply.

The employee is responsible for providing Marco’s with informational updates as needed, such as changes in
address, phone number, name, marital status, dependents, etc. The updates must be provided within 10 days of
any change in status. The employee will be notified in writing of any additional data or records needed by Marco’s.

COMPANY EQUIPMENT & PROPERTY

• Employee ID badges: Marco’s is committed to providing a safe and secure working environment for
employees. Each Support Center employee is provided a Marco’s-issued ID badge. ID badges must be
worn in plain view while in the office to provide a visible means of identification for employees. The ID
badge may be used only by the individual to whom it was issued. Employees may not “loan” their ID badge
to anyone for any reason.

A lost, stolen, or misplaced ID badge is to be immediately reported to the MSIT Team so that it can be
disabled. A replacement ID badge will be issued. If an employee establishes a pattern of losing or
misplacing ID badges (three or more occurrences), the employee may be subject to disciplinary action.

If an employee’s information on their current ID badge needs to be updated, a revised label will be issued.

• Equipment, Computers, Software and Supplies: All equipment, computers, software, manuals,
supplies, and other assets of Marco’s are to remain in an approved corporate location at all times. No
employee is permitted to remove any corporate asset from the corporate office without the approval of their
supervisor. Employees are not permitted to use Marco’s-owned equipment, copiers, desks, computers,
software or copy software for personal use without approval from their supervisor.

• Automobiles: If you are assigned the use of a vehicle owned or leased by Marco’s, you must always use
this vehicle in a safe and responsible manner and in compliance with the policy below related to Motor
Vehicles and the Marco’s Company Car Policy. You will be responsible for the vehicle’s normal
maintenance and upkeep. See the Marco’s policy below related to Cell Phone Use for more specific safety
information. The vehicle may be used for personal use, but you will be required to compensate Marco’s for
such use according to a schedule provided to you by Marco’s.

• Mobile Devices: All employees’ use of mobile devices (cell phones, tablets, or other smart devices)
regardless of whether the device is personal or owned by Marco’s, is subject to the requirements of
Marco’s Cyber Security Policy and MSIT IT Manual (as those may be amended from time to time) and are
incorporated herein by reference.

Use of mobile devices for any purpose (e.g., calling, texting, or searching the internet), while operating a
motor vehicle on Marco’s business is strictly prohibited, unless the employee is using Bluetooth capabilities
provided in vehicles through speakers. In the event an employee is involved in a business-related auto
accident in which the employee is at fault, and a cell phone contributed to the accident, the employee will
be disciplined, up to and including termination. NOTE: Employees must adhere to all state and local laws
when using mobile devices while operating a motor vehicle.

RETURN OF COMPANY PROPERTY

On or before their last day of employment, employees must return Marco’s keys, uniforms, credit cards, car
insurance card, property, records (including confidential information), and equipment issued by Marco’s. Marco’s
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 reserves the right to withhold the final paycheck until the employee has returned all uniforms, keys, and other
property, as permitted by law.

BUSINESS EXPENSES
Marco’s will reimburse reasonable business expenses approved in advance by your supervisor upon presentation
of appropriate documentation or verified receipts, in accordance with the terms of the Marco’s Travel Expense
Reimbursement Guidelines. If you have not been granted an “expenditure limit” on behalf of Marco’s, you must
obtain permission from your supervisor and/or the employee possessing the authorization to approve such amount
of expenditure, before incurring the expense to get reimbursement. If you have been granted an expenditure limit,
you must obtain permission prior to making a Marco’s-related purchase exceeding your expenditure limit.
Unauthorized purchases will not be reimbursed.

USE OF PERSONAL VEHICLE

An employee required to use his or her automobile for business will be reimbursed at Marco’s designated rate in
effect at that time, provided the employee submits an auto expense reimbursement request showing the date(s),
miles traveled, and business purpose(s) of the trip, in accordance with the terms of the Marco’s Travel Expense
Reimbursement Guidelines. Traffic citations received while using your personal vehicle for company purposes will
not be reimbursed by Marco’s.

ENTERTAINMENT EXPENSES
Employees authorized to entertain non-employees will be reimbursed for reasonable expenses, provided that the
entertainment expense is business related, and the employee submits an expense report with attached receipts.
Alcoholic beverages are reimbursable but are included in the total and must be approved by your supervisor.

TRAVEL EXPENSES
Employees who are traveling away from the office on behalf of Marco’s will be reimbursed for all reasonable and
normal air fare, hotel accommodations, tolls, taxi or automobile rentals, and other reasonable and necessary travel
expenses, provided it is necessary to achieve the purpose of the business trip, in accordance with the Marco’s
Travel Expense Reimbursement Guidelines. Non-exempt (hourly) employees may be eligible for paid travel time,
subject to their supervisor’s approval. Expenses of a personal nature will not be reimbursed. An expense report
with attached receipts must be submitted before reimbursement can be made

• Reimbursement for Hotels: Employees are expected to stay in a safe, reasonably priced hotel subject to
the Marco’s Travel Expense Reimbursement Guidelines. Hotel expenses should not exceed Marco’s
designated established rate in effect at that time without their supervisor’s prior approval.
• Meals: Reimbursement for meals should not exceed the Company designated rate per day.
• Alcohol: Up to 2 alcoholic beverages per employee are reimbursable but will be included in the total
expense amount and subject to the Marco’s Travel Expense Reimbursement Guidelines. Any alcoholic
beverages in excess of 2 will not be reimbursed by Marco’s unless approved by your supervisor.

SECTION 5: COMMUNICATIONS
Marco’s will make every effort to keep employees informed through meetings and announcements on the employee
bulletin board. Supervisors and our Human Resources team will provide clarification on issues and questions
employees might have pertaining to Marco’s.

EMPLOYEE MEETINGS
Employee meetings are held to provide an opportunity for management to disseminate information and for
employees to ask questions about Marco’s and our services. If an employee meeting is mandatory, non-exempt
(hourly) employees will be paid for their attendance.
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 BULLETIN BOARD
Official notices, Marco’s policies, procedures, updates, special activities, and other newsworthy items for employees
will be posted on the bulletin board or email communication. Open positions may be posted at the discretion of the
applicable supervisor. Only the applicable supervisor or their designee may post or remove notices from the
bulletin board. All notices require approval from Human Resources before being posted on the bulletin board.
Posting, altering, or removing notices from the bulletin board without proper authorization may be grounds for
disciplinary action.

EMPLOYEE CONNECTIONS
Marco’s is proud to work with individuals of the highest integrity. We are committed to providing a work
environment where all employees feel safe, valued, respected, and have the opportunity to share any concerns
they have about working at Marco’s. To uphold that commitment, we provide employees the Employee Connections
call line and e-mail to communicate any concerns relating to their employment with Marco’s and the conduct of our
business.

Anonymity will be maintained if desired (to the extent possible), and employees will not be retaliated against for
making suggestions. Concerns may be reported to any supervisor or to our Human Resources team through the
Employee Connections email (employeeconnections@marcos.com) or call line (567) 661-0602.

PERSONAL MAIL
Do not have personal mail delivered to your work location or ask anyone to wrap personal packages for you.
Personal mail, including small packages, may be deposited and handled along with outgoing business mail if it
includes the proper postage. Never use Marco’s postage meter for personal mail, unless permission is obtained,
and postage is re-reimbursed.

SECTION 6: TECHNOLOGY
Marco’s owns and operates its electronic communication systems and monitors employee use of the Internet
(including password-protected websites) over its systems, whether accessed at work or elsewhere through
telecommuting. Monitoring is conducted to ensure that electronic communications systems are being used in
compliance with applicable laws and regulations as well as Marco’s policies and procedures.

ACCEPTABLE USE OF ELECTRONIC COMMUNICATIONS

E-Mail Etiquette
E-mail is a useful business tool, but it can be abused. Familiarizing yourself with the following rules of e-mail
etiquette will help make e-mail even more useful:

• Generally, it is not necessary to reply to an e-mail to inform the sender you have received it.
• If you receive an e-mail message you think was sent in error, or someone else should see, forward it to the
proper person after receiving permission from the sender.
• Use an appropriate auto-reply if out of the office, so expectations for response times are clear.
• Use “cc” and “Reply All” carefully – only include those to need to give their input on the email.
• Use “Blind Copy” for large lists of recipients.
• Respond within 24-48 hours for all emails, even if just to acknowledge receipt.

Monitoring E-Mail
As with the internet, Marco’s monitors the use of e-mail. Everything related to our electronic communications
systems, including e-mail messages, are the property of Marco’s. Any information contained in e-mail messages
may be accessed, reviewed, copied, modified, deleted, used, and revealed to the appropriate authorities, both
inside and outside Marco’s.
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 Marco’s may publicly disclose e-mail messages (in litigation, investigation, etc.), even those marked private or
intended only for limited internal distribution. Designating an e-mail message as confidential or private does not
protect the message from disclosure, if it would otherwise be subject to disclosure. If you have any questions about
this subject, contact your supervisor.

Listservs
Listservs are the internet’s version of electronic mailing list or newsletters. Listserv subscribers receive e-mails
relating to a topic and can generally contribute additional information or questions for redistribution to other
subscribers. You are generally permitted to subscribe to listservs on topics relevant to your work at Marco’s.
However, participation in listserv discussions (or other similar vehicles such as chat rooms, discussion rooms, or
other boards) is prohibited. The MSIT team, at its discretion, may restrict listservs generating excessive e-mail
volume.

Blogging
Blogging is not permitted on Marco’s equipment. If you choose to blog on your home computer, remember that you
are under an obligation not to reveal any Marco’s confidential information.

Instant Messaging
Instant messaging for personal use is strictly prohibited. Instant messaging, like streaming, can overload the
system and cause a slow-down in the operation of our network. Instant messaging may be used in conducting
Marco’s business, but only with the express authorization by your supervisor and with use of only approved instant
messaging services.

Obscenity, Harassment, Defamation, And Invasion of Privacy

Downloading, displaying, or disseminating materials which may be considered to be obscene, racist, sexist, or
discriminatory, may invade another person’s privacy, or may constitute harassment by creating a hostile work
environment is STRICTLY PROHIBITED. Such actions may subject you to disciplinary action, up to and including
termination.

Fee-Based Services
For-profit services now exist on the internet requiring users to register or purchase time or services using a credit
card, ATM card or electronic transfer of funds. If access to these services is required for your job function, proper
approvals for these expenditures must be obtained in advance. NEVER send credit card, ATM, or electronic funds
transfer information over the internet unless your session is connected to a secure transaction server.

Access to Files
Every Marco’s employee is issued the tools appropriate to their job; you have been provided with access to files to
the extent they are appropriate to your job. Your co-workers may have been provided with more, fewer, or different
files depending on what is appropriate for their jobs. If you believe you should be given access to files for which
you are not currently authorized, please speak with your supervisor.

SOCIAL MEDIA
As social media gains popularity in business and personal circles, please consider the following guidelines in your
use of such communication channels to ensure that you communicate effectively and responsibly.

Because technology evolves quickly, this policy will refer to all forms of communication that transmit over the
Internet or by cell phone or other comparable devices as “Digital Communications.” This includes use of email;
Internet chat rooms; accessing networking sites such as Facebook, Twitter, LinkedIn, and the like; text messaging;
instant messaging; or the use of any other technology that transmits information electronically.

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 These guidelines apply to your use during working or non-working time, regardless of whose equipment is used.
This policy is intended to complement, not supersede, other policies contained in this Manual, including but not
limited to policies on confidentiality, use of Company equipment and resources, professionalism, harassment, and
the like. Conduct that violates these guidelines will be subject to disciplinary action, up to and including termination.

Marco’s respects its employees' right to express personal opinions when using personal social media webpages
and does not retaliate or discriminate against employees who use social media for political, organizing, or other
lawful purposes. Marco’s does discourage employees from linking to Marco’s external or internal website or social
media webpages from personal social media webpages. Employees also should consider Marco’s policies and
guidelines before discussing work-related activities on the Internet. Marco’s does protect its name and related
business assets that are discussed on the Internet at any time. This policy is not intended to interfere with or
infringe upon an employee’s right to discuss terms and conditions of employment or other legally protected
activities.

Information posted to the Internet is as public as a message on a postcard or a TV broadcast. Unlike postcards and
TV ads, information in cyberspace remains available indefinitely. Please be mindful of this when engaging in online
communications of any sort and assume that it is available to anyone.

Marco’s owns and operates its electronic communication systems and monitors employee use of the Internet
(including password-protected websites) over its systems, whether accessed at work or elsewhere through
telecommuting. Monitoring is conducted to ensure that electronic communications systems are being used in
compliance with all federal and state laws and regulations as well as Marco’s policies and procedures.

Be transparent. You are responsible for what you post, including when you communicate using a Marco’s email
address or domain. You should identify yourself and the capacity in which you are communicating. Unless you are
authorized to communicate on behalf of Marco’s, work-related comments should include a disclaimer such as: “The
views and opinions expressed on this [blog/website/etc.] are my own and do not reflect in any way the views of my
employer.”

Be responsible. When communicating outside of work hours or for personal reasons, avoid even giving the
passing impression that you are providing opinions as a representative of Marco’s. Limit opinions only to subjects
on which you are well-versed. You should exercise your best judgment before posting anything in cyberspace and
strive for accuracy in your communications. Errors and omissions in your communications could result in liability for
you and Marco’s.

Be respectful. Communicate in an articulate and respectful manner, and do not use Digital Communications to
harass, threaten, or defame Marco’s product, competitors, customers, or other contacts. If you engage in
communications that do not comply with these guidelines, Marco’s reserves the right to request that you remove
certain postings to the extent they appear to violate this policy.

Be discreet. You may not disclose in any format information that Marco’s, its vendors, or its customers consider to
be confidential.

When engaging in Digital Communications, you must comply with all Marco’s policies, including policies on
confidentiality, copyrights, trademarks, and the like. Be mindful of the use of images – these may be protected by
copyright laws, even if they are generally available on the Internet. To minimize the risk of copyright violations,
show proper attribution or reference to the source of information you use and accurately cite copyrighted works. Do
not infringe on Marco’s logos, brand names, taglines, slogans, or other trademarks.

Marco’s has an established system for responding to media requests. If you are contacted by the news media
(including but not limited to representatives of newspapers, magazines, newsletters, online publications, television
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 and radio), you should politely direct the person to Marco’s Brand Communications & Public Relations team and
immediately notify your supervisor. Employees should not make any unauthorized written or verbal statement or
provide any information to the news media on behalf of Marco’s.

If you have questions or concerns about these guidelines or your use of Digital Communications, please ask your
supervisor or our Human Resources team.

SECTION 7: BENEFITS AND LEAVE

Marco’s offers benefits to all full-time employees. Benefits available to salaried and hourly full-time employees, as
well as limited health insurance benefits available to part-time employees, may vary so please read this section
carefully to ensure a specific benefit applies to your employment situation.

Employees working fewer than 30 hours in a normal work week are ineligible for all Marco’s benefits, unless
previously agreed upon by management.

NOTE: Many of the benefits described below and eligibility requirements are detailed in actual benefit plan
documents or the Marco’s Benefits Guide for the applicable plan year (“Benefits Guide”). Please see the Benefits
Manager for a copy of the Benefits Guide or plan documents. If anything in this handbook conflicts with the plan
documents, the plan documents control.

HOLIDAYS
All full-time employees are eligible for the following eight (8) holidays:

• New Year’s Day

• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Black Friday (day after Thanksgiving)
• Christmas Eve
• Christmas Day

In addition, each employee will receive three (3) paid floating holidays per year, to be used on any day not observed
on our corporate holiday schedule.

Employees must obtain their supervisor’s permission before scheduling. Employees hired after June 30th will
receive one (1) floating holiday until the next calendar year.

To receive holiday pay, an employee must be employed and at work, or be approved for paid time off the day
before and the day after the holiday. Payment is eight (8) hours of standard pay for holiday days. Hourly employees
will not be paid overtime during a holiday week unless actual hours worked exceed 40.

The intent of “holiday pay” is to allow employees the opportunity to take the day off work without loss of pay.
Accordingly, in the event a holiday occurs during scheduled PTO days, the hourly employee will not receive an
extra day off work with pay.

PAID TIME OFF

Paid Time Off (“PTO”) is provided for eligible employees to be away from work due to vacation, illness or other
personal requirements. Marco’s does not classify “sick days”, “vacation days”, and “personal days” separately. All
are included under PTO. PTO must be scheduled and approved in advance with your supervisor. If PTO is used for
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 a medical or other emergency, please notify your supervisor as soon as practicable. Should your leave occur during
medical leave under FMLA, PTO will run concurrent with your FMLA time. If you should file a short-term or long-
term disability claim (or both), PTO will run concurrent with those benefits and calendar days absent from work.

PTO days used must be tracked by supervisors using the approved method. References to “years” throughout this
PTO section means a calendar year (January 1 – December 31). PTO may be carried over into the next calendar
year, up to a maximum of five (5) days.

Employee’s PTO for their first year of employment shall be prorated from their start date, or in the case of a part-
time employee who is promoted to a full-time position, prorated from their first day of full-time employment.

Unless otherwise provided in an employee’s offer letter, employees (both exempt and non-exempt) are entitled to a
certain number of PTO days per year, based on tenure, according to the chart below:

Tenure Annual PTO Max PTO Max PTO

Days Rollover Days
Date of hire through 4th year of 16 21 5
service
5th year through 7th year of service 20 25 5
8th year through 10th year of service 23 28 5
11th year and thereafter 25 30 5

Employees are compensated at their regular rate of pay when using PTO. PTO must be used in either half day (4
hour) or whole day (8 hour) increments. When PTO has been depleted, a deduction from an employee’s salary
may be made for full days missed other than for illness or disability. Hourly employees will not be paid for hours
missed.

PTO is a benefit for active employees only and will not be paid out upon an employee’s termination,
resignation, or dismissal (regardless of the reason for the departure). In the event this policy conflicts with
state, or local laws, Marco’s will follow the applicable state, or local law.

MARCO’S IN MOTION DAYS

In addition to regular PTO, all full-time employees will receive 2 paid Marco’s In Motion (MIM) days per calendar
year. MIM days are to be used for volunteering or other service activities intended to give back to or support the
local community, or other charitable or non-profit organization. MIM Days may be used in half-day (4 hour) or
whole-day (8 hour) increments and must be scheduled and approved in advance with your supervisor.

Employees and their supervisor must track the use of MIM Days using the approved method, and must specifically
designate the time off as MIM Days. If the designation is not made, the time off will be deducted from your normal
PTO allowance.

These hours may not be transferred to other employees and will not accrue from one year to the next.

FAMILY AND MEDICAL LEAVE

Marco’s is covered by and will comply with the requirements of the Family and Medical Leave Act of 1993 (FMLA).
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family
and medical reasons with continuation of group health insurance coverage under the same terms and conditions as
if the employee had not taken leave. Below is a summary of the key rights and obligations under FMLA. To the
extent the FMLA is different from this policy, Marco’s will comply with the FMLA.
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 Reasons for FMLA leave
Eligible employees can take up to 12 weeks of unpaid leave in a single 12-month period for:
• the birth of a child and to care for the newborn child within one year of birth (“birth leave”);
• the placement with the employee of a child for adoption or foster care and to care for the newly placed child
within one year of placement (“placement leave”);
• care for the employee’s spouse, child, or parent who has a serious health condition (“family health leave” or
“parental illness leave”);
• a serious health condition that makes the employee unable to perform the essential functions of his or her
job (“employee health leave”); or

Eligible employees are entitled to military family leave of:

• 12 weeks of unpaid leave during any 12-month period for a “qualifying exigency” arising out of the
fact that the employee’s spouse, son, daughter, or parent is a covered military member on
“covered active duty” (“military exigency leave”).
• 26 workweeks of unpaid leave during a single 12-month period to care for a covered service-
member with a serious injury or illness if the eligible employee is the service-member’s spouse,
son, daughter, parent, or next of kin (“military caregiver leave”).

Eligibility
To be eligible for FMLA leave, an employee must meet the FMLA eligibility requirements: the employee must have
worked at Marco’s for 12 months; the employee must have worked at least 1,250 hours in the 12 months prior to
taking FMLA leave; and the employee must work at a location within 75 miles of at least 50 employees.
Certain “key employees” may not be eligible for leave under this policy and need to consult with the Benefits
Manager. A key employee is a salaried, FMLA-eligible employee who is among the highest-paid 10 percent of all of
Marco’s employees within 75 miles and may not be reinstated to any position. Key employees will be notified of
their status in writing when they apply for FMLA leave and will receive notice at that time of the potential
consequences with respect to reinstatement and maintenance of health benefits if they are not reinstated. Marco’s
will notify key employees the reasons for denying reinstatement if/when such a decision is made.

Definitions used in this policy are intended to be the same as the definitions used in the FMLA:
• “Serious health condition” means an illness, injury, impairment, or physical or mental condition that
involves:
• Any period of incapacity or treatment connected with inpatient care (i.e. an overnight stay) in a hospital,
hospice, or residential medical care facility; or
• A period of incapacity requiring absence of more than three consecutive calendar days from work, school,
or other regular daily activities that also involves continuing treatment by (or under the supervision of) a
health care provider; or
• Any period of incapacity due to pregnancy, or for prenatal care; or
• Any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g. asthma,
diabetes, epilepsy, etc.); or
• A period of incapacity that is permanent or long-term due to a condition for which treatment may not be
effective (e.g. Alzheimer’s, stroke, terminal diseases, etc.); or
• Any absences to receive multiple treatments (including any period of recovery there from) by, or on referral
by, a health care provider for a restorative surgery following an accident or other injury or a condition that
likely would result in incapacity of more than three consecutive days if left untreated (e.g. chemotherapy,
physical therapy, dialysis, etc.).

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 FMLA leave for serious health conditions does not cover short-term illnesses that are normally covered by Marco’s
sick leave programs. Conditions such as the common cold, flu, ear infections, upset stomach, minor ulcers and
headaches (other than migraines) are not considered to be serious health conditions.

Amount of FMLA Leave

Marco’s designates the 12-month period in which employees can take FMLA leave for qualifying reasons by
measuring a “rolling” 12-month period backward from the date employees take any FMLA leave.

If two spouses work for Marco’s, they are limited to a combined total of 12 weeks of FMLA leave because of the
birth, adoption or foster care placement of a child or to care for a parent with a serious health condition. Spouses
remain eligible to take FMLA leave individually for other FMLA-qualifying reasons from the time that remains out of
the original 12-week leave designation.

Requests for FMLA Leave

As soon as an employee feels they qualify for leave under this policy or becomes aware of the possible need for an
FMLA leave, the employee should notify their supervisor and the Benefits Manager. When requesting FMLA leave,
employees must put their request in writing, indicate the anticipated beginning and ending dates of the leave, and
the reason for the leave. Marco’s determines if employees' need for leave qualifies as FMLA leave based only on
information received from employees or their spokesperson, such as their spouse or health care provider.

Employees must give notice of the need for leave at least 30 days in advance, or as soon as practicable. If
employees fail to provide such notice, they can be required to explain why such notice was not provided. If
employees request leave due to an FMLA-qualifying reason which was previously approved, they must specify the
qualifying reason for leave or the need for FMLA leave. When employees are previously approved for leave due to
more than one FMLA-qualifying reason, Marco’s can inquire further to determine which qualifying reason supports
the leave. Employees who cannot provide at least 30-days advance notice of their need for leave, because of a
change in circumstances or a medical emergency, must notify the Benefits Manager as soon as practicable

Documentation
After employees submit requests for leave, Marco’s will provide the following notices:

• The FMLA Eligibility Notice that states whether employees are eligible for FMLA leave. Employees will not
receive additional eligibility notices for subsequent FMLA leaves during a 12-month leave period if their
eligibility status remains unchanged; if an employee’s eligibility status changes, Marco’s will notify the
employee of their change in eligibility within five (5) business days of the request for leave.

• The FMLA Rights and Responsibilities Notice that describes employees' rights and responsibilities under
the FMLA and consequences for failing to comply. If specific information in the notice changes, Marco’s will
provide written notice to employees within five (5) business days of receiving employee's first notice of
need for leave after any change; the notice will reference the prior notice and provide new information. At
any time, Marco’s can be contacted about and will respond to any questions about employees' rights and
responsibilities under the FMLA.

• The FMLA Leave Designation Notice that describes whether leave is designated and counted as FMLA
leave. Employees will receive one designation notice for each FMLA-qualifying reason per 12-month leave
period. Employees also will receive written notification if any information changes in designation notices for
subsequent requests within five business days.

Medical Certification and Re-Certification

If FMLA leave is taken because of an employee’s own serious health condition or the employee’s family member’s

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 serious health condition, Marco’s will ask the employee to return a completed Certification of Health Care Provider
form.

Employees will have 15 calendar days from Marco’s request for a certification to provide a completed certification to
Marco’s. Failure to provide timely certification may cause FMLA leave to be delayed or denied. The certification
form is available from the Benefits Manager.

If employees provide Marco’s with incomplete or insufficient medical certifications, they will be advised in writing of
what additional information is necessary to make the certifications complete and sufficient. Employees must return
revised medical certifications to Marco’s within seven (7) calendar days. With the employee’s or the family
member’s permission, Marco’s can contact the health care provider to get clarification or authentication of medical
certification after providing the employee with the opportunity to revise insufficient or incomplete certifications.

Under certain circumstances, recertification of the serious health condition may be requested, Marco’s may also
require that the employee obtain a second medical opinion from a physician selected by the company and paid for
by Marco’s If the second medical opinion disagrees with the employee’s health care provider, Marco’s may elect to
obtain a third opinion issued by a health care provider jointly selected, whose opinion shall be final. Marco’s will pay
the cost of the third opinion. Marco’s will provide the employee with copies of second and third medical
certifications, if requested, within five (5) business days.

If FMLA leave is requested for the employee’s own serious health condition or the serious health condition of the
employee’s family member that continues beyond a single leave year, the employee must provide Marco’s with new
medical certifications each leave year.

Marco’s can request additional medical information if required by Marco’s paid leave policies or disability plans.
Employees only need to provide such information for receiving payments or benefits. Employees' right to take
unpaid FMLA leave is unaffected if they fail to provide such information for payments or benefits.

During FMLA Leave

The employee may be required to report into Marco’s on a periodic basis. Employees must inform Marco’s of the
estimated duration of leave and the employee’s intended date to return to work.

If employees need to take more or less FMLA leave than originally anticipated while on leave, they must notify
Marco’s within two (2) business days of learning of the change in circumstances.

An employee who is on an FMLA leave is expected and required not to engage in activity inconsistent with the
nature or purpose of the leave. During FMLA leave, employees must abide by Marco’s policies on outside or
supplemental employment.

Scheduling FMLA Leave

FMLA leave may be designated to be taken all at once (block leave) or on an intermittent or reduced-schedule
basis. Intermittent leave is leave taken in separate blocks of time for a single FMLA-qualifying reason. Reduced-
schedule leave is leave that reduces the employee’s usual number of working hours per workday or workweek.
Employees will be informed whether they can take intermittent leave or a reduced-schedule leave when they apply
for FMLA leave

Employees will be informed whether they can take intermittent leave or a reduced- schedule leave when they apply
for FMLA leave. This may be granted only if there is a medical necessity that can be accommodated by such leave.

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 Employees must schedule medical treatments and appointments to minimize work disruptions, such as before or
after the employee’s scheduled shift.

When scheduling FMLA leave, absent unusual circumstances, employees must follow Marco’s regular call-in
procedures for taking time-off from work

Intermittent Leave and Reduced Leave Schedules. When it is physically impossible for employees using intermittent
leave or working a reduced schedule to begin or end their work midway through a shift, the entire time that
employees are absent will be designated as FMLA leave. Marco’s may transfer such employees to positions with
equivalent pay and benefits temporarily if the employee is qualified that will permit them to take intermittent leaves
or reduced- schedule leave with limited work interruptions.

Pay and Benefits During FMLA Leave

FMLA leave is unpaid. Marco’s requires that all paid leave be exhausted and run concurrently with FMLA unpaid
leave. Employees must comply with Marco’s policies on paid leave when such leave is substituted for unpaid
FMLA leave. Employees who do not meet the requirements of Marco’s policies on paid leave are still eligible to take
unpaid FMLA leave. Holidays that occur during a paid FMLA leave will be treated in the same manner as holidays
that occur for an employee on an equivalent, non-FMLA paid leave of absence.

Health insurance benefits an employee enrolled in prior to the first day of leave will remain active for the duration of
the qualified FMLA leave. All employees will maintain their share of the cost of health insurance while covered on
the group plan. Employees must pay their bi-weekly premium while they are on FMLA leave and will be notified of
how to make the payments by Marco’s Letter of Response to a filed FMLA request. The cost will remain consistent
through the duration of leave, equal to the deducted sum from their paycheck (the employee’s share) of the
premium. If Marco’s group plan renews while an employee is on FMLA, the employee is responsible to pay the new
rate that all employees who are covered under the same policy in which the employee on FMLA leave elects.
Employees can be required to reimburse Marco’s for any group health insurance premiums paid during leave if
employees don't return to work from leave. Employees who don't return to work from FMLA leave and those who
lose coverage due to nonpayment of premium copayments can continue their group health insurance coverage
under COBRA.

If Marco’s has policies on benefits continuation for leaves of absence without pay, they can insert: If employees are
on unpaid FMLA leave and desire to continue life insurance, disability insurance or other types of benefits that are
employee paid, they must follow Marco’s policies on benefits continuation for leaves of absence without pay.

Paid time off will not be earned during any period of FMLA leave for which the employee is not being paid.

Returning from FMLA Leave

An employee on FMLA leave is requested to provide Marco’s with at least one week of advance notice of the date
the employee intends to return to work.

Employees must provide a fitness to return to work certificate before the employee may return to work from an
FMLA leave of 3 or more consecutive days for their own serious health condition.

Upon return from a qualified FMLA leave, employees will be reinstated to their original job, or to an “equivalent”
position in terms of pay, benefits, and other employment terms and conditions. If employees are no longer qualified
for their former positions, Marco’s will provide them with a reasonable opportunity to meet the qualifying conditions
upon returning to work.

Employees who return from FMLA leave retain all benefits they accrued prior to the start of leave.

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 If an employee expresses the desire to return to work, but under the advisement of their treating physician cannot, a
position may be available up to 6 months from the first day of the FMLA leave. This provision is provided on the
basis so as not to infringe on an employee’s possible protection and rights under the Americans with Disabilities Act
(ADA).

If an employee fails to return to work at the end of the approved leave period, Marco’s will assume that the
employee has resigned.

UNPAID PERSONAL / MEDICAL LEAVE (NON-FMLA)

An unpaid leave of absence may be granted at the supervisor’s discretion to any regular employee with 12 months
of consecutive service to care for a relative not included under the FMLA leave policy, to extend time after
exhausting FMLA leave, or for personal reasons of the employee, but not to include the acceptance of other
employment.

Personal/medical leaves of absence (non-FMLA) may be extended with the approval of their supervisor. If the
personal/medical leave is longer than 2 weeks, the employee will responsible to pay for all benefit costs, including
the Marco’s-paid portion. An employee may use available vacation hours while on personal/medical leave.

Marco’s does not guarantee job reinstatement to employees on non-FMLA personal or medical leave. However, we
will make every attempt to place the employee in the same, a similar, or other available position for which the
employee may be qualified if such is available and the employee was in good standing at the time the leave began.

MILITARY LEAVE
Employees should give advance notice of military leave. Marco’s complies with all obligations under applicable
military leave laws. Inquiries concerning military leave should be directed to the employee’s supervisor or the
Benefits Manager.

BEREAVEMENT LEAVE
All full-time employees are granted 3 days paid leave in the event of a death in the employee’s immediate family.
Employees should contact their supervisor and a member of the Human Resources team.

For purposes of this policy, immediate family includes, but is not limited to:

• Husband, Wife or Domestic Partner

• Children (including stepchildren)
• Grandchildren
• Parents (including in-laws and those acting as “in loco parentis”)
• Sisters and Brothers
• Grandparents
• Other close family member living in the employee’s home.

Bereavement leave for the death of an employee’s non-immediate family member may be granted at the sole
discretion of the employee’s supervisor.

The Payroll Data Change Form must be used to report Bereavement Leave.

JURY OR WITNESS DUTY

Full-time employees called for jury service will be excused from work for that part of the day required for jury duty. If
the employee’s service requires only half of the workday or less to complete, the employee is required to return to
work for the remainder of the day. Employees required to serve jury duty must provide Marco’s with legal
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 documentation provided by the court, including the time served and amount paid while a juror. Employees
performing critical job functions for Marco’s must consult with their supervisor before serving on a jury to ensure all
critical job functions are met.

If a full-time employee is required to serve jury duty or is a witness in a court case (other than their own), they will
be paid the difference between their normal base pay and the amount received for such services, up to $2,000.

INSURANCE BENEFITS
Marco’s Franchising, LLC health and welfare plans can be found in the benefit guide distributed to all eligible
employees, as well as in the employee benefits folder located in the CiaoNet library.

Marco’s offers health, dental, vision and life insurance benefits to eligible full-time employees working at least 30
hours per week; and disability insurance to salaried employees, once eligible. Limited benefits which satisfy the
Individual Mandate of the Affordable Care Act are also available to part-time employees who work 25-29.9 hours
per week.

• Class 1-3 employees are eligible for benefits after ninety (90) days of full-time employment.
• Class 4 employees are eligible for benefits on the 1st day of the month following thirty (30) days of full-time
employment.

Please refer to your Benefits Guide to determine which Class your position has been assigned.

New employees working less than 25 hours per week in the first ninety (90) days are subject to eligibility as
determined by 2 separate 6-month standard measurement periods:

• May 1st - October 31st (observing the month of November as an administration period) deeming those who
meet the hourly requirement eligible for benefits effective -January 1st.
• November 1st - April 30th (observing the month of May as an administrative period) deeming those who
meet the hourly requirement eligible for benefits effective July 1st.

If your employment status changes, your eligibility for coverage may be subject to the above measurement periods.
Please contact the Benefits Manager for more information on the impact of an employment status change.

ELIGIBLE DEPENDENTS
You also have the option to enroll your eligible dependents in some of these plans. Eligible dependents may
include:

Health Insurance:
• Your legal spouse. To be eligible for Marco’s health insurance your spouse must not be eligible for
coverage through their own employer. That means if health insurance coverage is available for your spouse
through their employer, your spouse must obtain coverage on that plan. Even if you enroll for “family
coverage”, medical costs for your spouse may be denied if it is determined that your spouse has coverage
available to them through their employer.
• Your children. For a child to be eligible, they must be less than 26 years of age (removal upon end of month
child turns 26) and the natural child, stepchild or adopted child of the subscriber. (NOTE: A child does not
have to live with the parent, be financially dependent upon the parent or be a student. Dependent children
who have children are not eligible to enroll their children. However, having a child does not disqualify the
dependent from being eligible. This definition applies to medical benefits only.)

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 Dental/Vision:
• Your legal spouse
• Your children. For a child to be eligible, they must be less than 26 years of age (ends on the day the
dependent turns 26) and the natural child, stepchild or adopted child of the subscriber.

It is the employee’s responsibility to contact the Benefits Manager and request current insurance costs and obtain
application forms upon eligibility. Employees are advised to track their own eligibility status. The employee’s portion
of insurance costs will be deducted from bi-weekly paychecks through a pre-tax payroll deduction.

If there is a discrepancy between this handbook and the plan documents, the plan documents control. For more
information about benefits, contact the Benefits Manager or refer to the Benefits Guide.

CONTINUATION HEALTH CARE COVERAGE (COBRA)

If an employee who is enrolled in Marco’s health insurance program leaves employment with the company, he or
she may elect to continue health care coverage through use of the Consolidate Omnibus Budget Reconciliation Act
(COBRA), at the employee’s own expense to the extent permitted by law. COBRA will be available, generally for
up to 18 months, in the event of:

• Covered employees who experience a reduction in hours (for example, being involuntarily reduced from full
time employment to part time employment)
• Covered employees who are terminated from employment for reasons other than “gross misconduct”
• A divorce of a covered employee, in which event continuation coverage is also made available to covered
dependents
• The death of a covered employee
• A child of an employee who loses “dependent” status while the employee is covered by Marco’s insurance
program
• The family of an employee who loses group health eligibility because of Medicare entitlement
• Employees who are on an authorized leave under Marco’s FMLA policy

Coverage comparable with COBRA is also made available to qualifying employees called for military duty after 31
days (see Military Leave).

COBRA coverage will automatically cease if:

• Marco’s terminates its group plan;

• An employee/individual becomes covered by the employee’s spouse’s insurance plan or by Medicare
• If the employee/individual converts the group policy to an individual policy
• If the employee/individual elects not to continue his/her coverage

An employee or dependent who elects COBRA will be responsible for the cost of continuation coverage to the
extent required by law, and an administrative charge of 2% will be added to each month’s premium.

Inquiries concerning Marco’s continuation coverage should be referred to the Benefits Manager.

WORKERS’ COMPENSATION
Marco’s maintains Workers’ Compensation coverage as required by law. Workers’ Compensation provides for
medical and disability benefits for work-related injuries or illnesses. In the event you wish to file a claim, it is
important the injury/illness is promptly and properly documented. If you are injured at work, you must immediately
notify your supervisor. All injuries are subject to investigation.

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 Marco’s maintains the right to randomly test for illicit drugs and alcohol which are required if you are injured or
involved in an on-the job injury. The Bureau of Worker’s Compensation (BWC) reserves the right to deny any
financial responsibility for your medical expenses and any lost wages incurred, if you are found to be under the
influence of alcohol, drugs or refuse to submit to drug and/or alcohol tests. For detailed regulations, see the Ohio
BWC web site, contact your local BWC office, or see the State Employee Labor Laws posted in the break area,
which read as follows:

“Effective October 13, 2004, Section 4123.54 of the Ohio Revised Code requires notice of rebuttable
presumption. Rebuttable presumption means that an employee may dispute or prove untrue the
presumption (or belief) that alcohol or a controlled substance not prescribed by the employee’s physician is
the proximate cause (main reason) of the work-related injury. The burden of proof is on the employee to
prove that the presence of alcohol or controlled substance was not the proximate cause of the work-related
injury. An employee who tests positive or refuses to submit to chemical testing may be disqualified for
compensation and benefits under the Workers’ Compensation Act.”

RETIREMENT / 401(K) PLAN

Marco’s offers eligible employees the opportunity to save for their retirement and future emergencies by way of a
simple payroll deduction program. During open enrollment periods (January & August of each year), eligible
employees complete an enrollment form authorizing Marco’s to withhold a percentage of their pay (up to 100%, not
exceeding the IRS maximum limit). This money is then invested by a broker with our 401(k) provider in funds
designated by the employee. All investments are in various professionally managed mutual funds. Employees can
change investments and the amount of the contributions monthly. Marco’s matches a part of what the employee
contributes in order to encourage savings for retirement.

Currently, Marco’s match is 30% on the first 5% of your contribution. This rate is subject to change. Employees
save federal and state income taxes on the total amount of their contributions. Employees cannot get their funds
back until they stop working for Marco’s, retire, or certain other events occur, such as economic hardship, which
meets IRS regulations.

The following are some of the benefits eligible employees can enjoy through this program:

• Employees can save money in the 401(k) plan by way of a simple payroll deduction. The amount being
withheld from your paycheck can be changed monthly by completing a Payroll Data Change form. Your
investment choices can be changed at any time by making a toll-free call to our 401(k) provider or by
accessing the provider’s on-line internet website.
• You will receive great tax benefits on the money you contribute.
• Expert investment advice is available to the employee upon request. Our 401(k) plan provider has an
excellent track record of managing our plan and various other savings and retirement plans.
• Employees may request a loan from their 401(k) plan account for up to 50% of their account balance
(minimum loan of $1,000). You will be responsible for any expense incurred in obtaining the loan.
• Money contributed in the 401(k) plan is meant for long term savings and cannot be easily withdrawn unless
you retire, resign, or have a severe hardship (as defined by the IRS). Keep in mind, this is not a savings
account.

Eligibility is subject to the following conditions:

• Participant must be twenty-one (21) years of age prior to the first month of enrollment.
• Participant must have one full year of continuous service prior to the first month of open enrollment, which
is held twice each year (in January and August).
• An accumulation of one thousand (1,000) hours of employment.
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 When you become eligible to participate in the plan, you must sign a form indicating that you do or do not want to
participate (you must make a choice). By indicating that you do not want to participate, you are not disqualifying
yourself from electing to participate at a later open-enrollment period. Please ask Marco’s 401(k) plan administrator
if you want additional information on the plan. You may enroll, yet not contribute any monies at the time of
enrollment and begin contributing at a later date outside of an open enrollment period.

For more information about retirement savings, contact the Benefits Manager or refer to the Summary Plan
Description.

SECTION 8: HEALTH & SAFETY

DRUG-FREE ENVIRONMENT
Marco’s will not tolerate the possession, consumption, purchasing, selling, or being under the influence of alcohol or
illicit drugs on Marco’s premises at any time. Failure to comply with this policy may result in immediate termination
and/or criminal prosecution. From time to time, states or municipalities may decriminalize the use of certain
substances, such as marijuana. This policy applies to any substances restricted under the Federal Controlled
Substances Act, which pre-empts any contradictory state or local law. Consequently, an employee who uses
marijuana that was obtained lawfully under state law would be in violation of this policy because marijuana is
currently illegal under federal law.

Employees on physicians-prescribed medications should notify their supervisor if there is a likelihood such
medication could affect job performance and safety.

Current employees may be subject to drug screening for the following:

• Responsible for or directly involved in a serious accident in which personal injury or property damage
occurs and there is a reasonable basis for concluding that alcohol or drug use could have contributed to the
accident.
• Reasonable suspicion the employee is under the influence of alcohol or drugs. Reasonable suspicion is
based on objective observations of the employee, such as:
o Unusual behavior
o Erratic behavior
o Slurred speech
o Odor of alcohol
o Performance deviations
o Absenteeism
o Tardiness
o Prolonged illness without doctor’s report.
• Reasonable suspicion may be determined by the employee’s supervisor and Human Resources or the
General Counsel.

Before drug testing, the employee must sign a “Controlled Substance Test” form. Failure to submit to consent to
drug testing could result in termination.

This policy will not be construed to prohibit the use of responsible alcohol at social or business functions or
conferences where alcohol is served. Employees who choose to drink at a work-related event are expected to
exercise good judgment and to refrain from becoming intoxicated or impaired.

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 This policy does not alter, amend, or modify the PTO or leave of absence policies. Employees should contact the
Benefits Manager to discuss whether they are eligible for and desire to take an unpaid leave of absence under the
Family and Medical Leave Act (see FMLA Policy).

Employees who undergo treatment and continue to work for Marco’s are subject to the same job performance and
behavior standards as other employees. Employees who voluntarily seek counseling or treatment and who fail to
meet performance or behavior standards will be subject to corrective action.

IMPORTANT NOTE: Employees who first violate this policy and then seek voluntary assistance will not avoid
corrective action, up to and including termination.

WEAPONS POLICY
Possession of firearms or other weapons, including chemical spray, while on Marco’s property or performing
Marco’s business is strictly forbidden, subject to state and federal laws.

For the purpose of this policy, the term “weapon” refers to any implement or object that was designed for the
purpose of inflicting harm on another person or which Marco’s believes is likely to be used to inflict bodily harm
against another.

Failure to comply with this policy will result in disciplinary action, up to and including immediate termination.

WORKPLACE VIOLENCE
Marco’s is committed to providing its employees, visitors and customers with an environment that is safe, secure,
and free from threats, violence, and intimidation. Physical conduct that results in harm to people or property and/or
intimidating conduct or harassment that results in fear for personal safety will not be tolerated. Individuals engaging
in this behavior will be subject to disciplinary action, up to and including termination, and any resulting workplace
injuries will not be covered by workers’ compensation.

THEFT OR OTHER CRIMINAL CONDUCT

Marco’s will investigate any unauthorized use, possession, or destruction of property, and will take disciplinary
steps, up to and including termination, to deal with substantiated misconduct. In addition, Marco’s will contact law
enforcement personnel for formal handling. Any missing or damaged property should be reported immediately to a
supervisor.

INSPECTIONS
To protect the property and to ensure the safety of all employees, visitors and customers and the business of
Marco’s, Marco’s reserves the right to conduct reasonable inspections of employees, their personal effects or
property, including uniforms, lockers, file cabinets, desks, purses, lunch boxes, and vehicles, based on a legitimate
business reason for conducting the inspection. Such inspections may be conducted when entering on Marco’s
premises, while conducting company business, or when leaving company premises, including parking lots.
Inspections may be initiated without prior announcement, at any time, and may be carried out by management,
federal or local law enforcement officers, or private security. Marco’s reserves the right to confiscate all
unauthorized property.

Inspections are designed to deter the presence of drugs, alcohol or weapons at work and to maintain a safe,
healthy and efficient environment free of crime along with protecting Marco’s intellectual property and confidential
business information. An inspection does not necessarily imply suspicion of wrongdoing. An employee’s consent
to an inspection is a condition of employment, and refusal to consent will result in disciplinary action, up to and
including termination.

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 SMOKING
Smoking is prohibited in all buildings and is confined to specific, designated areas only. Employees must comply
with state and local regulations regarding smoking in or near public buildings. Smoke breaks are limited to regular
break and lunch periods and in approved areas. Breaks used for smoking should not occur more frequently than
breaks used for other purposes.

PARKING
Free parking is available for all employees. Unauthorized use of designated handicapped parking spaces will result
in discipline, up to and including termination. Parking in entrances and blocking of exits, fire hydrants and
emergency exits is strictly prohibited. The parking lot is on Marco’s premises and therefore all rules and policies
apply.

Marco’s assumes no responsibility for any damage to or theft of any vehicle or personal property in the vehicle of
Marco’s parking lot. Employees are responsible for locking their car doors and keeping valuables out of sight

SAFETY
It is every employee’s responsibility to help ensure that Marco’s maintains a safe and healthy work environment.
Employees are required to follow safety rules and to use good judgment regarding the proper operation of
equipment and the safe performance of job duties. Employees must always use all safety devices and protective
equipment as directed for each job. Failure to do so may result in disciplinary action, up to and including
termination.

Each employee has a duty to report any safety or health violation, or unsafe or unhealthy working condition to their
supervisor or the Human Resources team, without fear of retaliation. An employee should only attempt to fix
equipment when they have been specifically trained and authorized to do so.

REPORTING AN ACCIDENT OR INJURY

If an accident occurs, no matter how minor, it must be immediately reported to the employee’s supervisor, who will
coordinate the proper first-aid treatment or send the employee for medical treatment. An employee involved in an
accident must complete and submit an accident report to the Insurance Coordinator and Benefits Manager.

SEVERE WEATHER
You are authorized to work remotely from home during normal office hours (if permitted by your supervisor), or to
make other arrangements to complete your assigned duties outside the normal office hours, according to the
following guidelines, when Lucas County, Ohio issues a Snow Emergency Classification.

LEVEL 3: You are authorized to work remotely from home if permitted by your supervisor. Marco’s corporate office
will be closed for business. In compliance with state law, no employee should attempt to drive to their place of
work. If a Level 3 classification is lifted during normal office hours prior to 12pm EST, employees are expected to
come to work within 1 hour if they can do so safely, or apply Emergency Closure Time (see below).

LEVEL 2: Marco’s corporate office will be open. Motorists should use extreme caution, so use your best judgement
for safe travel. If permitted by your supervisor, you are authorized to work remotely from home until you feel safe to
travel. If a Level 2 classification is lifted prior to 12pm EST, employees are expected to come to work within 1 hour if
they can do so safely, or apply Emergency Closure Time (see below)

LEVEL 1: Marco’s corporate office will be open. Motorists are urged to drive very cautiously, so use your best
judgment for safe travel.

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 Other Emergency Closings: Marco’s will attempt to communicate any other closing of the office during normal
office hours. If not otherwise designated by management, each supervisor will be responsible to make a decision
as to the nature of an absence or delay of arrival by an employee, and whether such event qualifies for treatment as
severe weather or a qualified weather emergency.

Weather and other emergencies may impact each county or geographical area surrounding the Marco’s corporate
office differently. Employees who live outside of Lucas County, Ohio should adhere to weather advisories in their
home counties and act accordingly in communication with their supervisors. Any employee working remotely from
their home or in the field, who are not affected by any severe weather advisories in their area, are expected to
maintain their normal work schedule.

All employees will be responsible to complete their assigned duties and tasks as soon as practicable following a
closing of the office, as arranged with their supervisor.

EMERGENCY CLOSURE TIME

All employees will be allowed up to 16 hours of time off each year related to office closings for Emergency
Closures. The hours will be designated according to the Severe Weather Policy and Emergency Closing guidelines
stated above.

Hourly employees will be subject to the following procedures:

If you are not able to safely drive to work for the normal office hours, you will be credited for the hours designated
as Emergency Closure Time from the remaining hours allowed to you, up to the maximum of 16 hours. The
Emergency Closure Time credited to you for an Emergency Closing will be paid at the normal rate. If you arrive at
work during the normal office hours that are classified as Severe Weather or Emergency Closure time, you will not
be charged against your Emergency Closure Time balance. A supervisor may approve compensation time for up to
8 hours of accumulated Emergency Closure Time each year for time you were at work during time designated as
Severe Weather or Emergency Closure time.

Once the 16 hours of Emergency Closure Time has been used, an hourly employee should attempt to schedule
additional hours to make up the time not worked due to an Emergency Closing. Scheduled time after normal office
hours or on the weekend may be made available to the team member. Scheduled time may not result in an hourly
employee working more than 40 hours per week unless specifically approved as overtime by your supervisor.

EMERGENCY EVACUATION
Signs clearly mark all exits from the buildings. You are encouraged to familiarize yourself with all exits available to
you. During any unforeseen need to evacuate, you are asked to use common sense and leave the building as soon
as possible. Remain on or near Marco’s property until advised.

MOTOR VEHICLES
An employee who is authorized to drive as part of his or her work duties will be subject to a driving record
verification and will be required to be insured to the amounts required by law. Any changes in driving status must
be promptly reported to your supervisor. If driving is a key component of your job and you are temporarily unable to
drive, efforts will be made to assign you to non-driving work if such work is available and you are qualified to
perform it.

Employees who drive for Marco’s business must exercise extreme diligence in doing so, including complying with
all traffic laws, wearing seat belts at all times, not having unauthorized passengers in a vehicle being driven for
work, and complying with the Marco’s policy prohibiting the use of cell phones while driving (see policy). Failure to
comply with traffic laws could result in disciplinary action, up to and including termination. An employee is
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 personally responsible for paying any traffic violation fee or fine the employee incurs while driving for Marco’s
business purposes. The employee must report any such moving citations to their supervisor and the Insurance
Coordinator.

SECTION 9: SEPARATION FROM THE COMPANY

NOTICE OF RESIGNATION
While we hope your stay at Marco's will be a long and happy one, if you find it necessary to terminate, please give
your supervisor advance notice. An employee should give Marco’s at least ten (10) working days’ prior notice in
writing. Failure to give 10 working days’ notice will be entered into the employee’s personnel record and may result
in ineligibility for rehire.

TERMINATION
An employee who is not in good standing at the time of termination will be ineligible for rehire. Marco’s reserves the
right to disclose your ineligibility for rehire to any company making an inquiry regarding your work history.

RETIREMENT
If you plan to retire, please give your supervisor as much advance notice as possible. You will have an opportunity
to participate in an exit interview.

JOB ABANDONMENT
An employee who fails to report for work for three (3) or more consecutive work days without prior approval of their
supervisor (no-call/no-show), or who fails to return as scheduled from an approved leave will be considered to have
resigned and will not be eligible for re-employment. In addition, any application for unemployment benefits will be
contested by Marco’s.

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 EMPLOYEE ACKNOWLEDGEMENT
I have received a copy of Corporate Employee Handbook of Marco’s Franchising, LLC (“Marco’s”). This handbook
does not imply or constitute a contract or employment agreement between Marco’s and me. It is my responsibility to
read and familiarize myself with the contents of this handbook and it is my responsibility to read and comply with the
policies contained in this handbook and any revisions made to it.

It is my responsibility to seek clarification of any rule, policy or benefit I do not understand.

The policies in this handbook are an attempt to cover situations which would normally be expected to arise during
the course of employment Marco’s is not able to anticipate all situations that might arise, management cannot
anticipate all questions regarding a particular policy, and Marco’s expressly reserves the right to change policies
from time to time to meet Marco’s business demands, with the exception of the at-will policy.

I will be notified of any changes in policies, procedures, and/or benefits and that it will be my responsibility to review
and understand any such changes.

If I have knowledge, either direct or indirect, of harassment or discrimination in any form, I am obliged to report the
circumstances immediately to my supervisor or to another manager or member of the Human Resources team. This
handbook supersedes all previous versions on the same subject matter.

In consideration of my employment or continued employment, I agree that any claim or lawsuit arising out of my
employment with Marco’s must be filed no more than six (6) months after the date of the employment action that is
subject of the claim or lawsuit. While I understand that the statute of limitations for claims arising out of an employment
action may be longer than six (6) months, I agree to be bound by the six (6) month period of limitations set forth herein
and I waive any statute of limitations to the contrary. I further waive any right of recovery or reinstatement sought in
any action brought on my behalf after the six-month period. Should a court determine in some future lawsuit that this
provision allows an unreasonably short period of time to commence a claim or lawsuit, the court shall enforce this
provision as far as possible and shall declare the lawsuit barred unless it was brought within the minimum reasonable
time within which the claim or suit should have been commenced.

Nothing in this handbook creates or is intended to create a promise or representation of continued employment and
work at Marco’s at-will, meaning I am free to leave Marco’s at any time, with or without reason, and that Marco’s
has the same right to end its employment relationship with me I understand no employee or representative of
Marco’s has any authority to enter into an employment contract or to change the at-will nature of my employment,
except that the Chairman and CEO may do so and then only in a written agreement signed by the Chairman and
CEO and me.

I have read, understand and agree to all of the above.

Print Employee’s Name: Date:

Employee’s Signature:

(This signed page should be returned to Marco’s and placed in the employee’s file.)

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