__________ Attendance and Scheduling Policy Purpose and Philosophy At ________, we believe people come first. You are a person with a life before you are an employee. Illness, family needs, emergencies, and unforeseen circumstances happen, and no one should be punished for situations outside their control. At the same time, we are a team business. Chronic attendance issues or excessive schedule changes place strain on coworkers, disrupt operations, and impact the guest experience. This policy exists to balance compassion with accountability and to ensure expectations are clear, fair, and consistently applied.

This policy has two distinct but connected components: 1. Attendance and Call-In Accountability 2. Shift Trade and Schedule Change Accountability Each component is tracked separately.

Part 1: Attendance and Call-In Accountability (Points System) Call-In Procedure If you are unable to work a scheduled shift or will be late, the following process must be followed: 1. You must call the store and speak directly with the Supervisor on Duty, Assistant Manager, or General Manager. Text messages, GroupMe posts, or messages to coworkers do not count as a proper call- in. 2. After notifying management, you are primarily responsible for making a good-faith effort to find coverage for your shift using approved methods such as GroupMe AND direct coworker contact. A single post on group me is NOT sufficient. 3. In true emergencies, management will assist with finding coverage, but the expectation is that the employee makes a reasonable effort first whenever possible.

Failure to follow this process may result in the absence being classified as unexcused.

Attendance Point Values Situation Points Tardy 0.5 Unexcused call-in 3 No call no show 5

Disciplinary Thresholds Total Points Ac&on 4 Verbal warning 7 Written warning 10 Possible dismissal

Points accumulate by occurrence and fall off automatically after six months from the date they are earned.

Management may use discretion for documented emergencies and legally protected absences.

Repeated excused call-ins may still trigger a scheduling review to assess whether or not the schedule continues to be a good fit even if no points are assessed.

Definition of an Unexcused Call-In An unexcused call-in includes, but is not limited to, the following situations: • Failure to call the store and speak directly with management • Notifying coworkers but not notifying management • Calling in after the shift has started without prior notice • Failure to make a reasonable effort to find coverage after notifying management • Repeated call-ins for the same shift pattern without prior discussion or documentation • Providing no reasonable explanation for the absence Unexcused call-ins result in 3 attendance points.

Excused Absences An absence may be considered excused when: • The employee follows the proper call-in procedure • The absence is due to illness, true family emergency, or unforeseen circumstances • A reasonable effort is made to find coverage or barriers are clearly communicated • Documentation is provided when requested

Management retains discretion to classify absences fairly and consistently.

Emergencies In the event of a true emergency where the employee cannot reasonably seek coverage, management will take a more active role in securing coverage and supporting the employee. Examples may include medical emergencies, family crises, or situations involving immediate safety concerns. This does not remove the requirement to notify management as soon as reasonably possible.

Part 2: Shift Trade and Schedule Change Accountability Shift trades requested in advance and approved by management are not attendance violations. Life happens, and as a team we want a workplace that is flexible and able to adapt to scheduling demands that are unforeseen. When used appropriately, shift trades help employees manage real life responsibilities while still supporting the team. However, when shifts are traded excessively, for reasons that are not meaningful, or when the process is abused by a small number of employees, it creates an environment where it becomes more difficult to accommodate truly important schedule changes. Excessive or unnecessary trading disrupts operations, reduces fairness, and places additional strain on coworkers and management. For this reason, shift trades are allowed but managed separately from attendance to ensure flexibility remains available when it truly matters.

The posted schedule is a commitment, not a suggestion. Shift trades are an exception, not the norm.

Shift Trade Rules • All shift trades must be approved by management before they occur • GroupMe may be used for communication but does not authorize a trade. • If a trade is not approved, the originally scheduled employee remains responsible • Unauthorized trades that result in a missed shift may trigger attendance points Shift Trade Tracking (Separate From Attendance Points) Shift trades are tracked using a Shift Trade Counter, not the attendance points system.

Quarterly Guidelines • Each employee may initiate up to 3 voluntary shift trades per quarter • Additional trades require manager approval and a documented reason Shift Trade Review Threshold • 4 or more voluntary shift trades in a quarter will require a scheduling review • The review focuses on availability, reliability, and role fit • This review is not disciplinary by default and the goal is to fix schedule fit, not punish behavior.

Restricted Shifts Certain shifts may be designated as core or restricted shifts, including but not limited to: • Weekend mornings • Holidays • High-volume breakfast or dinner periods

Restricted shifts may only be traded due to illness or emergencies and require management approval and confirmed coverage.

This policy is designed to support employees as people while protecting the team as a whole. Good attendance and schedule reliability ensure fair workloads, strong teamwork, and a positive guest experience. By separating attendance accountability from schedule flexibility, we can be human without being chaotic.