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Big Dog’s Hospitality Group, Inc. Employee Handbook REVISED 1/1/2014

2 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Section 1: Company Information Foreword

Big Dog’s Hospitality Group would like to welcome you as a new member of our Big Dog’s Team. We take pride in all our establishments and our goal is to make visiting as well as working at our locations a memorable and enjoyable experience. Our establishments provide comfort, cleanliness, friendliness, familiarity, and family to our guests and employees.

We require all our employees to work together as a team. Teamwork is an important factor in making our establishments successful. Success is ensuring that every patron that comes through the door is made to feel like a member of the Big Dog’s Hospitality Group family, whether they are regular or first time guests.

We provide all the necessary training and information to ensure that you are equipped with the knowledge and skills that you will need to execute your job responsibilities as a member of the Big Dog’s Hospitality Group.

This handbook provides general information about company policies, procedures, expectations and benefits. By becoming familiar with the contents of this handbook, you can get an idea of what Big Dog's Hospitality Group expects from you and what you can expect from Big Dog's Hospitality Group.

Big Dog's Hospitality Group must maintain flexibility in the administration of its policies and procedures, and reserves the right to change or revise them without notice when such action is deemed necessary. We do provide advance written notice when possible.

Our policies and procedures will continually be refined to meet our needs as we grow and change. Over time, the need may arise to change policies and practices as well as add new ones. Your suggestions are welcome.

In addition to the policies and procedures in this handbook, additional policies, procedures and rules concerning the operation of your work area have been established. Your manager will explain these to you when you are introduced to your new job or assignment. If you have any questions, please discuss them with your manager.

As a member of our team, your full commitment to abide by the company’s policies and procedures is expected.

This handbook is not intended to and does not create an employment contract between Big Dog's Hospitality Group (BDHG) and its employees. Your employment is for no specific period of time and this handbook does not limit your right or the company’s right to terminate your employment at any time.

3 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014

The employment at-will relationship exists for all employees unless otherwise specified by state law. No representative of the company, other than the company’s President has any authority to enter into an employment contract or change the at-will nature of the employment relationship.

While this information is designed to provide an accurate guide to company policy, circumstances could arise where company policy would differ from what is described here. The company reserves the right to revise any or all policies, procedures and benefits in whole or in part, with or without notice, at any time.

The success of any business depends upon the hard work and dedication of its employees. As a member of Big Dog's Hospitality Group, you play a key role in our continuing growth and success.

Big Dog's Hospitality Group recognizes responsibility to provide you with the best possible opportunity to grow with us. We will assist you in any possible way. You must first master the job for which you have been selected. We will provide you with the best training available. You are encouraged to take advantage of all opportunities for advancement, self-development and growth.

Your ideas and suggestions are very important. If you feel there is something that would improve our operation in any way, please feel free to discuss it with us.

Selecting you as an employee for Big Dog's Hospitality Group means that you have met the criteria of our high standards. We look forward to working with you. WELCOME to our team!

Company Goals Big Dog's Hospitality Group is committed to achieving consistent profitability and growth through guest satisfaction. It takes great food and drinks, great service, sincere, polite employees, and a clean, safe establishment on a consistent daily basis to ensure success and a profitable future.

The company’s employee motto is “We strive to be exceptional not just acceptable.” Formula for Success To achieve our goals, we require all our employees to follow our formula for success: Success = Knowledge + Teamwork + Enthusiasm!


“Knowledge” Customers expect us to know what we are doing and what we are talking about. When a guest asks a question they expect an immediate answer. When you buy a car and ask the salesman a question, do you expect an answer? When a customer asks a menu or beverage question we must know the answer.

“Teamwork” Everyone in the building can know how to do their job, but if we don't work as a team it will be a disaster. Front and back of the house employees need each other equally to make this business work. We have all experienced what life is like when the restaurant is slow. If front and back of the house do not cooperate with each other it will always be slow. Rather than criticize your team member, help them out. Positive reinforcement goes a long way.

“Enthusiasm” It is a requirement to be enthusiastic about your job with Big Dog's Hospitality Group. Smiling is not an option. Enthusiasm is contagious. A smile can change any bad experience into a pleasant one. Remember to smile when answering the phone. People can tell. If we do not show excitement in our promotions, specials, products, and fellow team members why will our guests.

Employee Motto We strive to be EXCEPTIONAL, not just acceptable.

Mission Statement Big Dog's Hospitality Group is committed to consistently WOWING our guests!

Company History Big Dog’s Hospitality Group is the management company that oversees the operation of Big Dog’s Draft House, Big Dog’s Brewing Company and Top Dog Catering in Las Vegas, Nevada. For over 25 years, the company’s operations have developed a reputation for high quality food and beverage, award-winning craft beers, and welcoming Wisconsin-inspired hospitality.


In June 1988, brothers Tom and George Wiesner opened the Draft House in the Northwest area of Las Vegas. Our guests enjoy genuine warm Wisconsin hospitality and the Green Bay Packer Backer Fan Club. In August 1992, it was expanded to the Draft House Barn and Casino, with Las Vegas’ 1st dining barn. In the fall of 2003, it was re-named Big Dog’s Draft House.

The Draft House was the first of what grew to seven tavern operations in the Las Vegas valley. Over the years, the company has closed all but the Draft House locations and today focuses on the Draft House restaurant operation, Big Dog’s Brewing Company, and Top Dog Catering.

The company’s brewing operations had its beginnings in Holy Cow! Casino, Café and Brewery, a brewpub and casino operation on the famous Las Vegas Strip. Holy Cow! was Las Vegas’ original brewery when it opened in 1993. Over the years, the Holy Cow! won several major awards including numerous Great American Beer Festival and World Beer Cup awards. The Holy Cow! closed in 2002.

In late 2003, Big Dog’s Hospitality Group opened up our newest microbrewery, Big Dog’s Brewing Co. located inside of Big Dog’s Draft House. This new facility houses a 15-barrel microbrewery system and continues the great traditions established at Holy Cow!. Award winning brewmaster Dave Otto brews a wide range of beers including light beers, ales, porters and stouts. The brewery is a great addition to our Big Dog’s family. For more information you can visit our web site www.bigdogsbrews.com. In late 2012, the brewery underwent a major expansion that more than doubled the brewery’s capacity and added the ability to bottle beer for distribution at retail outlets throughout the region.

The company also operates Top Dog Catering, a full-service on and off premises catering company that has handled thousands of functions of all sizes since 1993. From small business meetings to large company functions with hundreds or thousands of guests, we can handle it all! For more information, please visit our website at www.topdogcatering.com.

The company’s founder, Tom Wiesner, passed away in 2002 but his standards for excellence continue today. Still family operated by the Wiesner family, Big Dog’s Hospitality Group is a Las Vegas original that is still going strong after all of these years.

6 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Company Structure & Management

Big Dog's Hospitality Group, Inc. is the management company of several restaurants and taverns in the Las Vegas area that are owned by Wiesner family. The Wiesner family has been in the hospitality and gaming business in Las Vegas since the 1970’s, building a great reputation for ethical and successful businesses. Lynn Wiesner, along with her children Kari and Kurt, greatly enjoy the business and are proud of the great family of Big Dog’s employees that make the business successful.

The company is run by the company’s Executive Committee and Corporate Directors. These individuals have the responsibility of working on the long-term goals of the company, set policy direction, evaluate and improve current operations, setup marketing and promotions programs, and manage the day-to-day aspects of human resource programs.

The Executive Committee Kurt Wiesner is the President of the company and is very involved in the day-to-day aspects of the company, focusing primarily on long-term planning and short-term implementation of company improvement initiatives. A native Las Vegan, Kurt has grown up in and around the hospitality business. He is committed to the company’s locations being fun and comfortable places to eat, drink, play, and work. As part of the ownership, Kurt has been with the business from its earliest beginnings and has worked in all areas of the company. In addition, Kurt serves as the “key employee” for the company’s gaming and liquor operations.

Robert Snyder is the company’s Chief Financial Officer and is responsible for many areas of the company’s operation, including accounting, finance, internal control, banking, human resources, gaming compliance, coordinating long-term and short-term business strategies, marketing programs and overseeing the work of the company’s corporate directors. Beginning with the company in 1992, Robert has done almost every type of job in the company, including stints working in the kitchen, restaurant, bar, and casino cage.

Sergio Meza is the company’s Director of Operations and is responsible for the food and beverage operations, management development, staffing, front of the house operations, facility maintenance, employee training, and guest satisfaction efforts. These duties include the development and implementation of new menu programs, bulk purchasing, back of the house staff training, staff development, and standard operating procedures for area throughout the entire company. Sergio is one of the company’s most senior employees in terms of longevity, having started at the Draft House in 1991 and has been a driving force in the success of the company.

Corporate Directors Dave Otto is the company’s Head Brewer and works hard at crafting the tastiest brews in the region. In addition to his production duties, Dave is our point person on developing and exploiting a craft brew


culture within the company. Dave previously was the Brewmaster at Holy Cow!, a facility that predates our current brewery that was closed in 2002. Dave’s brews have won several prestigious medals over the years, including the Gold Medal for the 2006 and 2010 World Beer Cup for our Red Hydrant Ale.

Karen Johnson is the company’s Director of Catering and is primarily responsible for the company’s Top Dog Catering division. Karen brings an impressive resume in the catering business, with over 35 years of great experience in helping client’s create successful and memorable events.

Location Structure & Management In addition to the corporate structure, each individual restaurant location has a defined structure as well. Location management are expected to implement programs and initiatives that support the company’s mission and goals. This includes following the directives of the company’s Executive Committee and Corporate Directors.

With that said, each location is headed by an appointed General Manager or similarly appointed senior manager, who is ultimately responsible for the success of his/her location. The location General Manager (or similarly appointed Senior Manager) is directly responsible for all aspects of the operation including customer service, facility upkeep and maintenance, hiring (with corporate guidance), firing, scheduling, staff evaluations, cost controls, staff training, brewery operations (where applicable), and catering operations (where applicable). The General Manager (or similarly appointed senior manager) reports directly to Kurt Wiesner on gaming and liquor license-related matters.

Each location’s General Manager or similarly appointed Senior Manager is supported by the following:

Kitchen Manager The Kitchen Manager works for the General Manager, and is responsible for back of the house hiring recommendations, scheduling, implementation of Executive Chef directives, staff training and development, and other tasks assigned by the General Manager.

Manager The Manager works for the General Manager and is responsible for customer service and all tasks assigned by the General Manager deemed necessary for the overall success for the facility. Managers are often assigned “areas of responsibility,” at the sole discretion of the location’s General Manager.

Supervisors (Where Applicable) Some locations have supervisory positions that work in an assigned area of responsibility at the ultimate direction of the General Manager.


Head Servers/Trainers (Where Applicable) Each location has positions of head server/trainer who serve at the ultimate direction of the location’s General Manager. Employees in these positions are compensated at a higher level and are asked to oversee the training checklists for each employee in the appropriate area of responsibility.

Catering Manager (Where Applicable) The Catering Manager works directly for the location’s General Manager and is responsible for the day-to-day business of the company’s banquet and catering efforts.

Big Dog’s Draft House Key facts:

Originally opened in 1988 “Wisconsin” road house themed tavern/casino featuring classic and modern takes on American bar

and grill fare. Home of Big Dog’s Brewing Company, a brewpub and production brewery utilizing a 15 bbl brew

house set up, including 210 bbls of fermentation space Expanded in 1990, 1992, 2003 and 2012. Non-restricted gaming location with 35 gaming machines. Smoking by guests is allowed on the casino floor Brewery Information Our Big Dog’s Draft House is a busy brewpub restaurant tavern/casino located at 4543 N. Rancho Road Las Vegas, Nevada. The brewery operation is a key component to our success and, likewise, is a key component of all training and marketing efforts for the location.

• Las Vegas’ original microbrewery, originally known as Holy Cow! Brewing Company (1993-2002) • Company’s recipes have won numerous awards including medals at the prestigious Great

American Beer Festival and the World Beer Cup competitions • Company’s hand-crafted beers are made in several styles and without preservatives. • Brewery located at the location of the company’s Draft House location • Brewing facility is 3800 square feet state of art commercial brewery


• Some Big Dog’s Brews are available at non-Big Dog’s locations but the full assortment of styles can only be experienced at company locations.

• Brewery production facilities are scheduled for expansion in 2011, to allow more beers to be available in more locations throughout the state. Signature Brews

The following is a list of Big Dog’s Brewing Company’s signature brews that generally are available year round at our locations. We regularly advertise that our beers are available in our locations as a way to drive business into our stores. It is important that all of our employees know the basics of our signature beers and the uniqueness of their production.

Holy Cow! Original Pale Ale This is our classic, award winning American pale ale. Brewed in the tradition of early West Coast ales, it is light amber in color with a distinctive Northwest hop character. This beer is available on draft at the brewery and is occasionally bottled for sale.

Red Hydrant Ale A deep mahogany colored brew, rich with caramel malts and a hint of English hops. This is a well-balanced beer with notes of toffee and toasted malt. Winner of multiple Great American Beer Fest and World Beer Cup awards, including the 2012 GABF Silver Medal and the 2006 & 2010 World Beer Cup Gold awards. This beer is available on draft and in bottles.

Tailwagger Wheat Our authentic Bavarian-style wheat beer is light and effervescent, possessing the characteristic banana and clove aromas produced by the unique German yeast strain. This beer is available on draft at the brewery and is occasionally bottled for sale.

Black Lab Stout This rich, dark ale is brewed with nine different malts along with roasted barley. It has old-world appeal for stout lovers everywhere and is distinguished by hints of coffee and cocoa. This beer is available on draft at the brewery and at select accounts throughout the Las Vegas valley. It is generally served on Nitro gas, similar to Guinness Stout.


Dirty Dog I.P.A. If you like your beer very strong and very hoppy, then this is the brew for you! I.P.A.’s were originally brewed in London and shipped to British troops stationed in India. This beer is available on draft and in bottles.

Leglifter Light If you like American style light lagers, you will LOVE our light. Lighter in color and milder in flavor, this beer is also lighter in calories and carbs! This beer is generally available on draft at the brewery.

38 Special Truly a beer cocktail of sorts! 38 Special is a tasty blend of our Gold medal winning Holy Cow! Original Pale Ale and Red Hydrant Ale. This was a favorite of our founder, Tom Wiesner. 38 was his football jersey number when he played football at Wisconsin.

Brewmaster’s Specials Visit one of our locations to try the Brewmaster’s Specials currently on tap. As seasons change, so does the Brewmaster’s Special. Some of our more popular and regular Brewmaster specials include:

• War Dog Imperial IPA. Our rare, but popular double IPA makes an appearance 1-2 times per year, based on the availability of the hops bill necessary to make the beer. This beer is often available on draft and in bottles at retailers around the Las Vegas valley.

• Sled Dog Imperial Stout. Each winter, our Black Lab Stout steps aside to allow room for our Sled Dog Imperial Stout. This beer is available on draft only. In addition, each year, some of this beer is also aged in bourbon barrels and served at the brewery.

• Ol ‘Jack Pumpkin Ale. Each fall, our Pumpkin-spiced ale makes a return for a season of enchanting pints. It is available on draft only at the brewery and at a few select accounts.

• Balls of Holly Christmas Ale. The Holiday season is a fun time of year around the brewery as we annually roll out our winter warmer. It is available on draft only.

• Rebel Red. Big Dog’s has always been a big supporter of all things related to UNLV, our hometown University. We brew our Rebel Red each year in honor of Rebel football and basketball seasons and has in the past been available both on draft and in bottles.

• Lake Mead Monster. Our big, hoppy Double Red returns each fall and has been available on draft and in bottles.


• Watch Dog Wit. We brew a very popular, tasty and refreshing Belgian-style Witbier in the spring and early summer months each year. Our Watch Dog Wit is available on draft at the brewery and at select accounts throughout the Las Vegas valley.

• Big Dog’s IPA Series. We are big lovers of hoppy beers like IPAs. We play around with different hop bills to develop multiple IPA recipes. Some are one-shot brews and some will return from time-to-time. Either way, you can expect the brewery team to brew 2-3 special IPAs throughout the year. Generally available only on draft at the brewery and at select accounts around the Las Vegas Valley, it is in the plans to develop some of the IPA Series recipes for bottling. Selling Big Dog’s Brews

Big Dog’s Brewing Company is a great conversation subject and one that your guests will find interesting and fun to talk about. It is important that you know the names of our beers and their basic descriptions.

You should always be able to describe the taste and color of all of our beers.

Allow all guests who have not ever had a Big Dog’s brew, taste test a beer they may be interested in. This is also a perfect opportunity to sell a sampler set of our beers.

Remember:

• Always introduce Big Dog’s Beer to the guest. • Offer a Big Dog’s Sampler set. • Offer guests a free sample to taste the difference. • Upsell!! Upsell!! “How about a growler to go?”

12 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Top Dog Catering

Through the company’s Top Dog Catering division, full-service food and liquor catering in the Las Vegas area has been our specialty for over 20 years. Our catering group plans and executes special events for a multitude of different-sized catering clients. From company picnics to fancy soirees, from box lunches to sales meetings, our catering group has done it all.

Our slogan: “When you want Las Vegas' best in catering, you want the Top Dog!”

For more information on our catering group, please visit: www.topdogcatering.com. Company Web Sites & Social Media Sites Big Dog’s Hospitality Group maintains a payroll and human resources portal for its staff. This portal is your home for payroll and human resource information including pay stubs, vacation and time off requests forms, company policies and documents, updating personal information, and more. Each employee will be assigned a user name and login which will allow the employee to access their specific information at the company portal. The portal can be accessed at staff.bdhginc.com.

Big Dog’s Brewing Company’s home on the internet can be found at www.bigdogsbrewing.com. On this web site you will find all kinds of information related to our brewery operation, including current beer information, locations that carry our beer, brewery events calendar, and more. It also has links to our pubs information and to our online retail store.

Our restaurant/tavern operations information can also be found by navigating to www.bigdogspubs.com. On this web site you will find specific information regarding promotions and specials at our pub locations. This includes daily specials info, guest tap board information, gaming promotions, pubs event calendars, and more. It also has links to our brewery information and to our online retail store.

T-shirts, hats, glassware, jackets, sweatshirts, and other company-related items are for sale in the company store.

Top Dog Catering’s home on the Internet can be found at www.topdogcatering.com. The website includes pages devoted to testimonials from satisfied customers, sample menus, and a link to request bids for upcoming events.

Big Dog’s Hospitality Group also has a free mobile app for customers that communicates the latest in brewery and pub news, specials, and promotions to a dedicated app on the customer’s Android or Apple


iOS device. Staff is encouraged to download the app to their phone to stay updated on the latest company promotions.

In addition to our company web sites and mobile app, the company maintains a presence in the following major social media outlets:

• Facebook – Big Dog’s Brewing Company, Big Dogs Draft House, and Big Dog’s On-site Festivals • Twitter - @bigdogsbrewing (brewery information), @bigdogslasvegas (pub information), and

@bigdogsfestivals (beer festival information) • Instagram - @bigdogsbrewing Corporate Office The Corporate Office for BDHG is located at:

Big Dog’s Hospitality Group, Inc. 4547 N. Rancho Drive, Suite A Las Vegas, NV 89130

(702) 368-3715 Office

(702) 368-3723 Fax Casino Operations Big Dog’s Draft House is home to a unique gaming license that allows up to 35 casino-style gaming devices. This grandfathered gaming license is no longer available without building a major hotel/casino property. While limited to 35 machines, the license is treated similarly to a full casino license with the same tax structure and audit requirements of a major casino project.

Currently, Big Dog’s Draft House is under contract with United Coin Machine Company to provide gaming devices and the Gamblers Bonus slot promotion systems. Gamblers Bonus is a statewide cardless slot club operated by United Coin. There are no cards to keep track of or key chain fobs to carry around. Basic membership benefits - earning 1 point per $ wagered and the ability to turn points into cash on the device - can be accessed at over 600 locations throughout Nevada.


Big Dog's and United Coin have developed some additional promotions that link all of the Big Dog's locations together and instantly reward cash and points to our players for hitting promotional hands. In addition, our slot club players receive many periodic offers throughout the year, including free play promotions, delicious food comps, cash bonuses, entry into cash and point drawings as well as personalized gaming offers and promotions. Our standard slot club promotions strive to be different than what you find at many other tavern operations. We choose to award you on easy-to-hit hands like flushes and full houses so the player can experience rapid fire bonuses. We even call our system Rapid Pay since your promotional awards are paid to your account instantly. On many promotions, we also multiply the bonuses based on your bet size. The higher the bet, the bigger the awards!

All together, our mix of promotions, special offers, drawings, free play, great food, award-winning brews, safe, fun and comfortable surroundings, and genuine Midwestern hospitality make your neighborhood Big Dog's location the place to eat, drink and play throughout the year.

Big Dog’s Player’s Club Big Dog’s has always believed in providing great overall value for our gaming customers as a means for driving gaming business. One of the primary vehicles that we use to provide great value is our Slot Club. While the details have evolved over the years, our general philosophy remains the same: It is our desire to have a slot club that is cost effective and easy to understand by employees and gusts by being:

1. Simple – Easy to explain and easy to execute are critical to our efforts being successful. This includes a simple, easy to explain non-changing house promotion that will be available at all times except during specific black out periods.

2. Instant – Core efforts should always be focused on instant rewards for the players so that the player is encouraged to give us their business now, not later. Examples: Hands of the Day earning point awards, Day of point drawings, “Late Show” specific promotions.

3. Personalized when possible – Occasionally, when appropriate and only for limited periods of time, the company will put together personalized promotions or contests that reinforce the idea that playing should be concentrated at Big Dog’s instead of spread among us and other competitors. These promotions should be supplemental and designed to reinforce the idea that it pays to play more with Big Dog’s. These types of promotions should never be the key promotional focus but should provide periodic opportunities to communicate directly with VIP customers. Examples: Mystery Point Days, Pick the Total

4. Primarily Point Based – Core promotions should be points based as to reinforce the idea of play while logged on through the slot club. Promotional points earned at Big Dog’s locations can only be redeemed at Big Dog’s locations, By focusing on point awards instead of cash awards, we


ensure that the player comes into our locations to realize the benefits of our promotions. In addition, points based promotions are handled by the system completely and require very little staff attention to the promotion award itself.

5. Special Events are Special – Designated special events should be truly special and different from our core offerings. Examples: Prize drawings related to anniversary parties, Anniversary Party promotions, designated holidays or holiday season promotions. These types of promotions should be occasional, well promoted, and different from day to day promotions. The thought on these types of things is to promote additional play or visits during a specific period by offering promotions that are different. Big Dog’s Rewards Card

Our gaming customers are not the only customers that earn tangible rewards for their loyalty. Big Dog’s has invested much money and time into developing its Big Dog’s Reward Card program, a loyalty program that rewards our customers according to the amount of money they spend with us.

Guests earn credit for everything they purchase at any Big Dog's Hospitality Group location! They earn 1 point for each $1 they spend before tax and gratuity. Additional bonus points are sometimes available during certain promotions. Every time the guest has earned 120 points, the 120 points are “converted” into $10 credit on the guest’s card. Guests can redeem their credit 24 hours a day, 7 days a week at all of our restaurants and bars for food, beverage and retail items! They can spend it as they earn it OR they can save it and spend it later, it's your choice. The guest tells us when they want to use the built up credit.

In addition, the program is essentially a marketing database for the company. The database is used to develop targeted offers and promotions for these customers, via mail and email.

Reward Card guests are our VIP customers. While we should treat all guests with spectacular customer service, this set of customers is our most intense, most loyal group that will go out there and spread the word about our great food, brews and hospitality.

16 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Section 2: Employment Information Employment At-Will

Your employment at Big Dog’s Hospitality Group, Inc. (“BDHG” or “Big Dog’s Hospitality Group”) is strictly an “at-will” arrangement that either you or the Company may terminate at any time, for any reason (with or without just cause), and with or without previous notice. Nothing in this policy or any other BDHG document shall create a promise, a contract, or any other enforceable commitment to the contrary, and no officer, employee, or agent of the Company has authority to make any promise or commitment contrary to what is stated in this paragraph - except for the President of the Company, and then only if the promise or commitment is in writing and signed by him. Equal Employment Opportunity Big Dog's Hospitality Group, Inc. is an equal opportunity employer. It is our policy to provide equal employment opportunity to qualified persons without regard to race, color, religion, sex, national origin, age, status as a special disabled veteran or veteran of the Vietnam era, or disability unrelated to an individual’s ability to perform his or her job. Hiring While it is Big Dog's Hospitality Group policy to provide equal employment opportunity to all persons, it is also company practice to obtain the most highly qualified persons for all positions. Under no circumstances will the hiring of an employee be considered a contractual relationship between the employee and Big Dog's Hospitality Group. The employment relationship shall be defined as “employment at will”, where either party may end the relationship at any time. The employment at-will relationship exists for all employees unless otherwise specified by state law.

17 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Expectations of All Employees

We expect you to be conscientious, reliable and honest in meeting the obligations and responsibilities of your job. We trust you will act responsibly in conducting yourself while at work and while in any of the properties. Nevertheless, we have clarified some of our basic expectations:

• Learn your job and perform it to the best of your ability— accurately, safely and efficiently. • Handle all company property and cash appropriately and honestly, per company policies and

procedures • Execute the company’s formula for success. • Take initiative to achieve results in your job and your work team. Let us know your ideas for

improvements. • Report to work on time, as scheduled. Others depend on you. • Notify your General Manager or Manager in advance when you will be absent from work or

unable to report for work on time. • Smile. Introduction Period All newly hired employees are employed with the understanding that the first 90 days is an Introduction Period. This Introduction Period provides an opportunity for both the employee and the company to evaluate each other and to determine the desirability of continuing the employment relationship. During your first 90 days, your job performance will be observed by your Manager/ General Manager to ensure job compatibility.

Conduct Not Permitted Consistently exhibiting a great attitude at work, and wholeheartedly adhering to the principles stated in BDHG’s Mission Statement, BDHG’s Employee Motto, and the principles stated in the company’s employee handbook and training manuals, are basic requirements of every BDHG employee.

You cannot successfully perform your job unless you willingly and continuously act in conformance with the BDHG Mission Statement, BDHG Employee Motto, BDHG Employee Handbook, and BDHG Training Manuals. Behavior that disregards commonly accepted rules of conduct will surely disrupt the workplace and the agreeable relationships that should exist among employees. You can avoid misunderstandings,


disputes, confrontations, and a host of other problems by avoiding behavior like that listed below. The list contains examples of inappropriate behavior. Obviously, it is not all-inclusive.

Even the first offense of the type listed below, may result in immediate suspension or termination of employment.

Offenses of the type listed 40 and 41 are considered GROSS misconduct, and may carry additional sanctions and ramifications including legal or criminal action. This list is not all encompassing.

1. Damage to, or loss or destruction of Company, customer, or employee property due to carelessness;

2. Loafing or sleeping on the job, incompetent or inefficient performance of assignments or duties, neglect of assignments or duties;

3. Failure to observe fire prevention or safety rules and regulations, engaging in horseplay, failure to report on-the¬job injuries or unsafe conditions;

4. Leaving work early without notifying your supervisor; 5. Unwillingness or inability to work in harmony with other people, discourtesy, conduct

creating disharmony, irritation or friction; 6. Soliciting or selling on Company premises; including hustling, hinting, suggesting, or

conniving to indicate that a gratuity, tip or toke is required or expected; 7. Failure to perform work in accordance with the quality and production standards of the

Company; 8. Unauthorized operation of equipment; 9. Tardiness or absenteeism; 10. Violation of any commonly accepted rule of responsible personal conduct, appearance, or

cleanliness, including failure to comply with dress code, grooming, and sanitation policies; 11. Treating guests in a rude or discourteous way 12. While on the clock you are not permitted to play as an individual or as a partner on any

gaming device at any BDHG location; 13. Borrowing and/or loaning money to employees or guests; 14. Dishonesty in any form or degree; 15. Serving alcohol beverages to a minor or intoxicated customer; 16. Intentionally creating false or inaccurate records (for instance, reporting more hours than

were actually worked, or clocking in for another employee); 17. Falsifying your employment application, time records or other documents. 18. Unauthorized possession, removal, delivery, or use of property belonging to the Company,

any other employee, or any customer; 19. Reporting to work under the influence or possessing any non-prescribed or illegal drugs. 20. Violation of the Company’s Substance Abuse Policy, or failure to meet every requirement of

that policy after testing positive for illegal drugs or for alcohol; 21. Willful refusal to perform work, or to take action, or to refrain from taking action as directed

(insubordination) from your immediate supervisor, Corporate Executive Committee member, and/or any member of the management team;


22. Performing acts of willful misconduct; 23. Fighting, using profane, obscene or abusive language while at work or on company property 24. Soliciting, procuring, or engaging in immoral acts on any company property or contributing

to such acts; 25. Making derogatory statements about BDHG, its management, or others associated with the

company in the presence of guests; 26. Violation of the Company’s Driver Safety policy; 27. Extortion, threatening, intimidating, or coercing others on Company premises, or possessing

or bringing onto Company premises weapons of any kind; 28. Using obscenity towards guests or fellow employees; 29. Harassment in any form; 30. Violation of the Company’s Office Equipment, Electronic Communications and Internet

policy; 31. Divulging or otherwise compromising any computer password, whether through

carelessness or intent; 32. Failure to consent to inspections and searches of any place, space, or enclosure on BDHG

premises, or failure to assist and cooperate in an investigation or search if requested to do so;

33. Failure to report for work as scheduled, and failure to personally contact your supervisor at least four (4) hours prior to your scheduled shift;

34. Failure to notify the Company of another employee’s dishonesty which is in any way related to BDHG’s business, its employees, or its customers;

35. Mishandling of company funds or failure to follow cash or guest check procedures; all shortages due to employee error are the responsibility of the offending employee, regardless of amount or reason.

36. Any handling or transfer of money or other items of value that results in an expectation of personal gain at the expense or the potential expense of BDHG.

37. Deliberately wasting food and beverage or willfully destroying company property or equipment;

38. Failure to act in accordance with the principles set forth in the BDHG Mission Statement, BDHG Employee Motto, BDHG Employee Handbook, and BDHG training manuals;

39. Management is not to provide access to locked storage areas without supervision. 40. Any action that is criminal in nature (including unlawful and continuing drug or alcohol use

in violation of the Company’s Substance Abuse Policy); 41. Unauthorized reproduction of, possession of, use of, modification of, and/or delivery of the

Company’s confidential or proprietary records and/or information. (This includes, for instance, financial statements, customer lists, BDHG policy, BDHG forms, employee records, etc.).

20 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Theft

Big Dog’s Hospitality Group defines theft as any misappropriation of company funds, food & beverage, product, equipment, or other items deemed BDHG property. Action will be taken against the employee up to and including termination. The company will also prosecute to the fullest extent of the law.

Personal Property Large bags (gym, oversized purses, etc.) should be left in your car for safekeeping. Management reserves the right to search bags without notification for unauthorized company property.

Packages For your own protection, any packages you might have when you come to work should be left in your car trunk. Management will inspect out-going packages.

Problem Solving Procedure We realize that misunderstandings and differences of opinion sometimes develop in the daily work situation, resulting in situations that may seem unfair or unjust. Should a problem or concern arise, the following problem solving procedure will help ensure a fair resolution:

• Discuss your problem or concern with your Manager or General Manager who will listen and investigate or make recommendations as to how your problem might be resolved. We encourage you to resolve such matters through open discussion with your Manager or General Manager.

• If you are uncomfortable taking your concern to your Manager, or if he/she does not help you to your satisfaction, you can take your concern directly to the next level of management or Human Resources. You may continue presenting your concern through the company until a resolution to your problem is achieved.

By bringing any dissatisfaction out into the open, most problem situations can be improved if not resolved. We will work to resolve problems to benefit of both you and the company.

21 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Conduct After-Work

If you plan to eat, drink, or gamble after your shift in any of Big Dog's Hospitality Group’s establishments, you must be out of uniform. Your behavior and actions need to conform to those of a guest and must comply with company standards. When you are off the clock, you are not permitted in any working areas that a guest would not be allowed to enter. Friends are not allowed in the back of the house, EVER. Any violation or behavior which in anyway demeans the integrity of Big Dog's Hospitality Group, may result in forfeiture of dining, drinking, or gambling privileges.

Additionally, the following policy is in effect related to after-work conduct and apply to all employees, including management:

1. All employees are expected to conduct themselves in a professional and responsible manner at all times when on company property, whether on-shift or off-shift. Failure of an employee to conduct themselves professionally and responsibly is grounds for disciplinary actions that may include termination.

2. Employee, of legal age, are welcome to utilize our facilities as customers when off-shift. Any employee who wishes to utilize our facilities as a customer must do so out of uniform. Under no circumstances shall food, beverage or gaming business take place with an employee in his/her uniform. All on-shift employees are equally responsible as the off-shift employee for enforcing this rule.

3. Off-shift employees are expected to pay the appropriate amount of food and beverage products consumed. Other than appropriate slot player comps, every food, beverage or retail products ordered is to be rung up in the point of sale system and paid for upon presentation of the bill. Payment methods include cash or credit card. All on-shift employees are equally responsible as the off-shift employee for enforcing this rule.

4. Management does not have the privilege of “buying” additional drinks for employees. The only methods by which a manager can provide such an extended benefit would be to use their personal cash or credit card to purchase additional drinks. All on-shift employees are equally responsible as the off-shift employee for enforcing this rule. Attendance & Dependability

Your value as an employee of Big Dog's Hospitality Group is determined by your dependability. You are an essential member of our team, and the company. Our guests and your co-workers depend on you to be there to do your work. It is important that you be prompt and regular in your attendance. If you are going to be tardy, please inform the manager-on-duty to let them know what time to expect you. This will not alleviate you from any disciplinary action. When you know in advance that you will need to be


away from work, please tell management before the schedule is posted. If the schedule is already posted, it is your responsibility to get the shift covered.

Schedules are posted weekly on the employee bulletin board and are available at the cage or office as well. Do not call for phone numbers. Do not call in for your schedule. It is your responsibility to get a copy of the schedule and other employees’ phone numbers.

We realize that, at times, circumstances may cause you to be absent from work for all or part of a day. You may put your employment at Big Dog's Hospitality Group in jeopardy if absences or tardiness become excessive.

Personal Records BDHG’s human resources office will compile, on an ongoing basis, employment records pertinent to you and your job performance. These records belong to BDHG. The intent is to maintain them on a strict “need to know” basis. Unauthorized review of, tampering with, or removal of any employment records will be cause for discipline up to and including termination of employment.

Your employment application and all other records that require specific information about you are an important phase of the hiring process and become a part of your employment record. Information submitted on the application form is held in confidence and is subject to verification by the company. If the company determines you have provided false or misleading information, you may be subject to investigation and possible termination. If you wish to review your employment records, contact the Human Resource Department to schedule a file review.

The following are examples of documents that may be included in employment records: original employment application, letters of reference and/or notes of telephone references, education and special training records, certificates, licenses, knowledge and/or skill test results, compensation history, employee evaluations, attendance and tardiness records, accident reports, discipline records, exit interviews.

The location General Manager where you work is responsible to forward documents that relate to you, or that describe your job performance, to the human resources office for placement in the appropriate file.

If there is any change in your name, marital status, number of dependents, beneficiary designation, telephone number or address, please fill out an Employee Information Change Card and send it to Human Resources as soon as possible. It is very important that your records be complete and up-to-date, as it enables us to provide you with correct pay and benefits and to contact the appropriate person in case of an emergency.

23 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Employment of Relatives

Immediate family members of employees may be considered for employment with Big Dog's Hospitality Group as long as there is no direct reporting relationship or conflict of interest. For the purpose of this policy, immediate family members include your spouse, children, parents or siblings by blood or marriage. Any such hiring must be approved in advance by the Director of Operations. Employment Verification If you need your date of hire, current wage, job position or prior employment history at Big Dog's Hospitality Group verified, the Human Resource Department needs a letter from you indicating your permission to release this information. The only information that will be released without a letter from you is your position and dates of employment.

Status Change Policy It is company policy that you inform the Human Resource Department of any address, phone number, or name change. In the cage, there are Employee Information Change Cards. Please fill out the changed information and send it to Human Resources. The company cannot be held responsible for having an incorrect address or phone number on an employee.

Privacy BDHG intends to monitor workplace conditions and conduct investigations as necessary to comply with applicable laws and regulations, and as necessary to maintain a safe and efficient working environment – for the benefit of all employees. The Company, therefore, reserves the right to inspect all spaces, enclosures, and places that are located on, or that comprise Company premises. This includes, without limitation, yards, buildings, rooms, motor vehicles, desks, toolboxes, lockers, lunch boxes, etc., regardless of ownership and whether locked or unlocked. You should not expect privacy as to any place or anything that is located on BDHG premises or in a BDHG vehicle. If the Company conducts an investigation or inspection, for whatever reason, you are expected to consent to a request to search any place or thing that relates to you, and otherwise cooperate as requested. Your failure to so consent or


otherwise cooperate as requested may result in discipline up to and including termination of employment.

All information stored on BDHG word processing, computing, and communications equipment is the property of the Company, regardless of whether the information is business or personal in nature. BDHG reserves the right to review at any time all voice mail and e-mail messages sent or received by any BDHG employee. Therefore, you should not expect privacy as to any such messages, nor as to any information created on, received by, or stored in any other BDHG owned word processing, computing, or communications equipment. The Company reserves the right to monitor, review, audit, intercept, access and disclose all messages created, received or sent via the voice mail, e-mail, and facsimile systems – in spite of the fact that you have a personal password. In addition, the Company reserves the right to review all material accessed through the Company’s Internet gateways. Punctuality & Attendance You are expected to be on the job and working at the appointed starting time. If you are late and the work for the day has been assigned, you may be dismissed for the day without pay. You are expected to be present at the appointed place, for the full duration of each work schedule, or until relieved of your duties for the shift in question.

It BDHG policy that you must speak to you supervisor at least 4 hours prior to the beginning of the scheduled shift if you are going to be absent or late. Failure to personally speak to your supervisor, or his/her management representative, at least 4 hours in advance will deem the absence unexcused. The location General Manager may require a doctor’s note if absences are caused by illness. Unexcused absences or tardiness are grounds for termination from employment with BDHG. Sick Calls If you feel you cannot come in to work due to illness, you are required to communicate with the manager-on-duty to find a suitable replacement. Keep a list of names and numbers of people you may contact in case of emergency.

If you cannot cover your shift after making a sincere effort, call your Manager at least 4 hours before your shift starts. Although it is management’s ultimate responsibility to staff the establishment, we do ask that you cooperate and communicate with your supervisor to make shift coverage as smooth as possible. A doctor’s note will be required to validate absences upon management request.


If an employee exceeds 6 absences – excused and unexcused - in a calendar year or 2 in one month, they are subject to corrective action up to and including suspension or termination. An unexcused absence is defined as an absence without proper documentation. Examples of proper documentation would include doctor’s note, court appearance summons, etc. Smoking & Other Breaks Smoking is permitted only during breaks and only in places designated by management. Adherence to local health laws regarding smoking will be enforced. You must wash your hands after every break.

According to the State and Federal Laws, each employee is allowed a 10-minute break period for each four hours worked per day. If you work an 8-hour shift, you are additionally allowed a 30 minute unpaid break. Breaks will be scheduled in accordance with business activity levels.

Time Clocks To keep an accurate record, of when each employee works, we require each employee to clock in and out for each shift they work. After the Human Resource Department completes your new hire processing, your location management will give you a pin number that you will use to clock in and out. If for some reason the time clock is not working, please report it to your Manager so that you will get credit for the time you worked. Employees need to clock and sign in and out before the start of their shift. Employees should clock in no more than five minutes before their shift. This will allow enough time for each employee to report to his or her workstation on time to relieve another employee.

Slow Periods There is always something that can be done during slow periods. “If you have time to lean, you have time to clean.” Specific clean-up duties have been assigned to each shift. Before engaging in a lengthy conversation with a guest, see that all side work is completed.

26 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Bulletin Boards

You are required to check the employee bulletin board on a Daily Basis. Schedules, memos, meetings, special events, etc. will be posted for your attention. Please make sure that you check the bulletin board daily for any upcoming events. Communications We believe that the open discussion of ideas, suggestions and concerns is important to our mutual success. You are encouraged to bring forth your recommendations, questions, problems, or any other issues, which you feel, are important. It is generally appropriate to first bring your ideas or concerns to your immediate Manager or General Manager. Your thoughts and contributions are important to us.

No Harassment Policy It is our intention to make Big Dog’s Hospitality Group an enjoyable place to work for all employees. Harassment of any kind undermines the integrity of this company. It negatively affects the morale, motivation, and job performance resulting in increased absenteeism, turnover, and loss of productivity.

It is unacceptable in the workplace and will not be tolerated at this company. Each employee, supervisor and manager has a responsibility to maintain a work environment free of any form of harassment.

Behaviors that constitutes sexual harassment include unwelcome sexual advances, requests for sexual favors, or physical conduct of a sexual nature, when:

• Submission to the conduct is made either implicitly or explicitly as a term or condition of employment.

• Submission or rejection of such conduct is used as the basis for employment decisions. • Verbal or nonverbal conduct of a sexual nature that creates an intimidating, hostile or offensive

work environment.

Sexual harassment is not limited to conduct by a male employee toward a female employee or by a supervisory employee toward a non-supervisory employee. A man as well as a woman may be the victim of sexual harassment, and a woman as well as a man may be the harasser. The victim does not have to be the opposite sex from the harasser.


Complaint procedure: If you feel that you have been the subject of harassment by any Big Dog’s Hospitality Group employee, customer or supplier, you should report the alleged conduct immediately to your General Manager or to the Director of Human Resources. The Director of Human Resources will investigate all complaints.

All complaints will be investigated in a timely, impartial and confidential manner. All persons involved in an investigation are required to maintain strict confidentiality. Any employee reporting or assisting an investigation is ensured protection from coercion, intimidation or retaliation.

Big Dog’s Hospitality Group has a no tolerance policy and will take appropriate disciplinary action to prevent such conduct from occurring or recurring. Disciplinary action may include termination, transfer or recommendation for counseling.

The effective remedy will accomplish the following:

• Eliminate the harassment; • Make sure all victims are “made whole”; and • Implement preventive measures to prevent recurrence. Schedules Your schedule will be based on your job performance and your ability to master the following criteria:

• Job Knowledge/ Performance • Hospitality & Enthusiasm • Personal Appearance • Teamwork • Dependability/ Attendance • Enthusiasm and Smiling

Long-term employment does not dictate a preferred schedule.

All shifts will be awarded based on the listed criteria.

28 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Schedule Requests

Big Dog's Hospitality Group’s goal is to accommodate and make every effort to create fair and flexible schedules. Management will make every effort to comply with your requests. Schedule requests should be given to your Manager/ General Manager at least one week prior to schedule posting date.

If for any reason you cannot report to work at the scheduled time, you must call at least four (4) hours prior to your scheduled time. It is policy that you speak to a Manager or Shift Supervisor on duty for approval. Leaving a message with another employee is not acceptable. A doctor’s note will be required to validate any absences upon management request.

For employees who work graveyard shifts, if you call in at a time when a manager is not on duty, you can leave a message with the employee that is on shift. You must then call back when a manager is on duty to inform them that you will not be in. You still must call in 4 hours prior to your scheduled shift. Shift Changes If an employee wishes to trade a shift with another employee, both employees must sign the shift change request sheet stating which day they will be changing shifts. The manager must also sign to approve the shift change. Promotions & Transfers To provide our employees with opportunities for growth and advancement, Big Dog's Hospitality Group posts employment opportunities that are available. Internal candidates may be identified by management or through response to job postings.

BDHG often prefers to fill job vacancies with existing employees. In such cases, to give interested employees an opportunity to apply, the vacancies may be posted on bulletin boards at the various BDHG locations. Job qualifications and past performance (in the case of existing employees) and job qualifications (in the case of job applicants) will weigh heavily in determining the successful candidate. Not all positions are posted.

If you are interested in promotion or transfer opportunities, it is ultimately your responsibility to apply for the open position. You must be an employee in good standing to be eligible for a transfer. Talk to


your General Manager and the General Manager at the location that you are interested in transferring to about opportunities and your desires.

If you desire a transfer to another BDHG location, you must inform the human resources department at the Corporate Office, and let him/her coordinate the required communication. You should not personally talk with or otherwise approach employees at your intended location, concerning your desired transfer, until you are advised to do so by the human resources representative.

Similarly, if you are a manager/supervisor and desire that a BDHG employee at another BDHG location transfer to your location, you must inform the human resources department, and let him/her coordinate the required communication. You should not personally talk with or otherwise approach the employee you hope will transfer, regarding the proposed transfer, until you are advised to do so by the human resources representative.

If you receive permission to transfer to another BDHG location, you will be required to submit a new employment application, and a current motor vehicle report (“MVR”), if applicable. Your permission to transfer will be valid only after you have successfully completed these requirements.

Uniform & Appearance Policies As a member of Big Dog's Hospitality Group team, you will be in constant view of guests. Our uniform standards are very important to us because they reflect to the guests the level of cleanliness and professionalism of our restaurants. You only have one chance to make a first impression-use it to your best advantage. It is important that you maintain high appearance standards at all times. The following are company guidelines:

Uniforms should at all times be complete, clean and presentable. If you have company-provided uniform items and they become worn or damaged, you may be responsible for replacing the uniform item. The company will provide each employee a scheduled amount of uniform items throughout the year. Your manager will have the right at any time to make final judgment about your uniform and appearance. You may be sent home if management feels you are not representing company standards. Uniforms should be worn for work in your particular location only. They should not be worn in any of our other locations or competitor’s restaurants. Employees are welcome as guests at the location they work after their shift, provided they make a complete change of clothes from their uniform and follow company after shift drink policy.

Nametags are also an important part of your uniform and must be worn at all times. They help the guests to learn names and ask for you the next time that they come back. Upon being hired, you are issued a nametag. Your nametag is your responsibility. If you lose your nametag, you must wear a temporary one or purchase a replacement. You must inform your location management that you have lost your nametag, and they can order you a new one. No one works without a nametag.


Women Hair: -Clean, neat and styled -Not covering face -Hair must be restrained off shoulders per the Health Department.

Make-up and cosmetics: -Soft and natural -Perfume used sparingly

Fingernails: -Clean and well manicured

Jewelry: -Simple jewelry is accepted but must meet company Safety and Health standards where required. -No large earrings -Jewelry should be limited to a minimum, and needs to be kept in good taste. -Rings should be worn in moderation. -Leave excess jewelry at home for safekeeping -Front of the house employees are not allowed to have visible body piercings.

Uniform:

-In accordance with written standards. Company publishes an updated uniform standards policy periodically that outlines additional specific requirements

-Must be clean, ironed and in good condition -Flesh colored nylons, no runs, where appropriate -Must be sized appropriately for the individual.

Management reserves the rights to determine styles and sizes of uniform materials on an individual basis.

Shoes: -Must be polished, in good condition, with slip resistant soles

Hygiene: -Clean when reporting to work -Use deodorant -Teeth brushed

Men Hair (Front of the house): -Professionally groomed and must not extend below collar -Must be clean, combed and dry

Facial Hair: -Sideburns may not extend below earlobe -Clean shaven before shift. -Mustaches and beards must be neat and well trimmed.

Fingernails: -Clean and well manicured

Jewelry: -Simple jewelry is accepted but must meet company Safety and Health standards where required. -No earrings are permitted on Service staff. -Jewelry should be limited to a minimum, and needs to be kept in good taste. -Rings should be worn in moderation. -Leave excess jewelry at home for safekeeping -Front of the house employees are not allowed to have visible body piercings.


Uniform:

-In accordance with written standards. Company publishes an updated uniform standards policy periodically that outlines additional specific requirements

-Must be clean, ironed and in good condition -Flesh colored nylons, no runs, where appropriate -Management reserves the rights to determine styles and sizes of uniform materials on an individual basis.

Shoes: -Must be polished, in good condition, with slip resistant soles

Hygiene: -Clean when reporting to work -Use deodorant -Teeth brushed -Use cologne sparingly

Big Dog’s Hospitality Group recognizes that our employees are individuals. Our goal is for front-of-the-house employees to project our desired company image to our customers. Fraternization To avoid any misunderstandings, complaints of favoritism, possible claims of sexual harassment, and other problems, it is Big Dog's Hospitality Group’s policy to discourage the development and cultivation of intimate personal relationships, between a member of Big Dog's Hospitality Group’s management team and any employee within his/her chain of command.

Big Dog's Hospitality Group is concerned that associations of this nature may create the following problems:

• Potential conflicts of interest or the appearance thereof. • Reduction of management credibility or effectiveness and influence. • Negative impact on morale. • Favoritism or the appearance thereof.

For the purposes of this policy, the term “fraternization” is defined as any intimate personal relationship existing between a member of Big Dog’s Hospitality Group’s management team and any employee within his/her command. “Intimate personal relationships” may be manifested as patterned associations with select individuals of the work group, romantic affairs, etc. The development of any such relationship must be reported immediately to the Director of Operations who will determine what, if anything, needs to be done to mitigate the potential negative effect of fraternization. The company reserves the right to make schedule changes, position reassignments, location reassignments, chain of command adjustments, forbid the relationship, or any other steps necessary to reduce the potential negative effects of fraternization.

32 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Second Jobs for Management

This section applies to salaried management and supervisors only:

Your complete loyalty to the Company, and your best efforts in its behalf are required at all times. “Moonlighting” (employment in addition to your job at BDHG) is strongly discouraged because it may compete for your allegiance, your attention, your energy, and/or your time. You may not become a competitor yourself, nor work for a competitor of BDHG, nor compete in any other way with BDHG’s business or its interests. For instance, except as a representative of BDHG you may not perform services for BDHG customers, and without proper authorization you may not use or make available to others any BDHG trade secrets, confidential information, or techniques. You may not conduct any outside business during BDHG working time, and you must not allow outside employment to conflict with scheduled BDHG hours, overtime hours when required, or your accurate and complete performance of BDHG assignments. Second jobs must be reported to the Director of Operations who will determine whether the second job conflicts with this policy. Payroll Big Dog's Hospitality Group’s employees will be paid every two weeks. If you are terminated, Big Dog's Hospitality Group is required by law to pay your final check within one business day. If you self-terminate for any reason, you will receive your paycheck at the next payday. All property belonging to Big Dog's Hospitality Group must be returned to management prior to you receiving your final paycheck.

Payroll policies:

• Payroll checks will be distributed at 5:00pm every other Thursday. • Payroll checks will be distributed only to the employee. Family and friends cannot pick up

payroll checks without prior written permission. If anybody but the employee is picking up a payroll check, picture identification will be required, and a release will need to be signed.

• Direct Deposit to any bank is available to all employees. If you are interested, please see your manager or call the Human Resource department at the corporate office for more details.

As a matter of company policy, there will be no pay advances.

33 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Payroll Deductions

Big Dog's Hospitality Group is required by law to deduct from your paycheck federal and state withholding taxes, social security taxes and any court-ordered withholding such as garnishments or child support payments. These amounts, which are designated, on your paycheck, are forwarded directly to the state or federal government.

The company also makes other deductions that have been authorized by you in writing. These include such things as deductions for healthcare coverage, dental coverage and certain other benefits. If you have any questions, please contact the Human Resource Department. Tipped Employees The law of the United States is that all employees who receive $20.00 or more in tips in a calendar month – either directly from a guest or indirectly by tip out from other employees – must report 100% of their tips to the company so that the proper amount of taxes can be calculated and paid by both the employee as well as the employer. It is long standing company policy that all of its employees be compliant with this law.

BDHG has entered into an agreement with the IRS known as a Gaming Industry Tip Compliance Agreement (GITCA). This agreement is effective with the pay period beginning July 4, 2005. Our entering this agreement affects each and every employee who works in positions where tips are commonplace. This includes the positions of bartenders, food servers, bar backs, bussers, expediters, food runners, and cocktail servers.

Big Dog's Hospitality Group is required to submit the following information to the IRS:

• Cash tips • Charge-card tips • Hours worked by job code and by shift for each employee

Non-participation in the agreement is voluntary provided that the employee declares tips through the time clock or POS system. Employee is notified that there are significant tip audit risks to the individuals opting out of the agreement. As a tip compliant work place, the company, as well as all participating employees, will not be subject to the potentially costly tip audits.

Failure to declare tips by employees in tipped positions is grounds for forced enrollment in the program and disciplinary actions that may include termination.


The IRS will be provided a list of participating employees and all employees not on that list will be subject to audits that can go back 7 years.

The agreement will work in the following fashion:

• Employees will need to choose to participate or not to participate in the program. This is done in writing by completing a form.

• In addition to tracking hours for payroll purposes, the company will track hours by position and by shift for each pay period. A report will be available with each payroll showcasing your hours by shift and position. See your General Manager to request this report. An annual version of this report will be provided to the IRS.

• The IRS has determined hourly tip rates for each tipped position by shift they worked. These rates are different for each location. Rates were determined by the IRS utilizing subpoenaed information that was provided by the company, including POS receipts, comp records, discount records, credit card receipts, gaming drop information, as well as payroll/time clock records. The IRS has already accounted for and deducted for non-tipped events such as to-go orders and guests who stiff (don’t tip). These rates are expected to be average over the course of 12 months. Individual shifts may be higher or lower than the tip rate. • Tip rates will be valid for three years at a time, but may be changed by mutual agreement of the IRS and BDHG.

• Participating employees will not be subject to tip audits for the 3 previous years, with the exception of employees who worked at other businesses that had tip agreements but the employee chose not to participate.

• All participants – so long as their tips meet or exceed the established rates – will not be subject to tip audits while participating in the agreement.

• Tip amounts will be calculated automatically by the company, based on the established rates set by the IRS. If an employee wishes to declare anything other than the calculated amount, then tips should be declared on the time clock. The IRS will be provided with a listing of calculated amounts and a summary of all adjustments.

• As a matter of company policy, any person that “opts out” of the program is expected to declare on the time clock all actual tips received, either direct from customers or indirectly from other employees. The amount of tips declared must be greater than or equal to the amount of credit card tips processed though the POS system.

• It is the employee’s responsibility to keep detailed tip records. If your detailed tip records show that you have tip income more or less than the calculated amount, the employee can file a form with their annual tax return that adjusts their tip income to the actual amount received. In those cases, an audit would be likely but valid records showing detailed tip information will satisfy the IRS.

• Employees participating in the program will not need to declare tips on the POS or in the time clock as the tip amounts will be calculated based on the rates of the agreement.

• Employees choosing not to participate in the program will continue to report tips in the POS system and the time clock system.


The tip rates outlined in our agreement with the IRS are significantly lower than the rates utilized in a tip audit. The rates in our agreement were only agreed upon by the company after our negotiation with IRS where each rate was scrutinized, analyzed for fairness, adjusted for the differences between shifts, and reduced for stiffs and other non-tipping events.

The IRS has setup a special tip hotline to answer any and all tip related questions (868-5200). Employee Evaluations It is the policy of Big Dog's Hospitality Group to fill job vacancies by the promotion of qualified employees within the company whenever possible. In the selection of an employee for promotion, the following qualifications will be carefully evaluated:

• Attitude • Skill & Ability in specific job area and executing company formula for success. • Efficiency • Your past disciplinary record • Your attendance and safety record

You will be given an evaluation discussing your work performance and your position within the organization. Your evaluation may include re-testing in some areas. The schedule for evaluations is as follows:

• At the end of your introductory period (90 days) • At your anniversary date • Annually, thereafter; and/or • As deemed necessary by management

Compensation levels and compensation increases (like the jobs to which they relate) ultimately depend upon the financial success of the Company – which ultimately depends upon customer satisfaction and overall profitability. Jury Duty Employees will be granted jury or witness leave of absence without pay if the employee has been properly summoned to serve as a juror or subpoenaed as a witness in a court or judicial proceeding.


Meetings Department and general staff meetings will be mandatory. You will be paid for the time spent in the meeting. Please be sure that you report in and out with management so you will be paid for the meeting. Failure to report to the scheduled meeting without a valid excuse could result in termination of your employment. Lost & Found Any article you find belonging to a guest or employee should be turned in immediately to management. Make a list of everything that you have found and have management verify it with you. Any credit cards you may forget to return to a guest must be turned into management or the cage immediately. A lost and found area is set up in the cage for any items that were left behind by guests or employees. Should a guest phone in for a lost item, never admit possession of an item to a guest. The proper procedure is to tell the guest that we have a similar item and they may come in to look at it. If a guest is trying to claim a lost credit card, please have them show photo identification for verification. If you have any problems with this procedure when a guest comes in to claim an item, please contact management for assistance.

Telephone Procedures The way you answer the telephone can effect a guest’s first impression of our establishments. Always follow company policies and procedures when answering the telephone at any location.

• Always answer the telephone within 2 rings. An excessive amount of rings is annoying to the guest calling and the guests seated near the phone.

• The correct way to answer the phone at any Big Dog’s Hospitality location is, “Thank you for calling the (location name), this is (your name), how may I help you?” Your tone should always be friendly and inviting.

• If you are speaking on an extension and another extension rings excuse yourself politely and answer the other extension. Ask the second party to hold and let them know that you will be with them in a moment. Return to helping the first guest. When you return to the holding extension, express appreciation to the guest for their patience by saying, “Thank you for your patience, how may I help you?”


You may make use of the public pay phones for personal calls during break periods or with management approval during non-break periods. All emergency phone calls need to go through a manager before they can be transferred to an employee. Please tell your friends and family to not call you while you are working.

Cellular phones are not allowed to be used while working, including, but not limited to phone calls or text messaging.

Vacation Pay You may qualify for vacation pay by meeting the following criteria:

• Complete one year of service; and • Average a minimum of 30 hours per week for a year.

For all employees and management, Vacation is time is only earned upon completing a year of service. Vacation is not accrued and partial years completed do not earn vacation pay.

The vacation program works as follows:

Hourly Vacation hours will be calculated on the actual average weekly number of regular hours per year that you have worked. Overtime is not calculated into this figure. You will be paid for your vacation on the 1st pay period of the month following your anniversary date. Example: If your anniversary date is in November, you will be paid for your vacation the first pay period in December. The maximum vacation payment would be 40 hours per week, even if the actual average is higher.

If an employee wants to take time off they need to speak with the General Manager before the schedule is completed for the time they want off. The time off will be unpaid. Please give the General Manager as much notice as possible.

Vacation pay is calculated according to the following schedule:

• After year 1-3: 1 week • After years 4-10: 2 weeks • After 11 years: 3 weeks

Management Management’s vacation policy is slightly different. Vacation time is earned on the employee’s anniversary date and becomes available for use, according to the following schedule:


• After year 1-3: 2 weeks • After 4 years: 3 weeks

Management may sell one week of vacation per employment year, at their discretion/request. Requests should be filed with the Director of Operations at least 2 weeks prior to the desired sale.

All other time must be used during the employment year. Unless specifically authorized to extend in writing by the Director of Operations, all unused time is forfeited on the employee’s anniversary.

Executive Executive level vacation policy is slightly different. Vacation time is earned on the employee’s anniversary date and becomes available for use, according to the following schedule:

• Management After year 1-3: 2 weeks • After years 4-14: 3 weeks • After 15 years: 4 weeks

Executive level employees may sell two weeks of vacation per employment year, at their discretion/request. Requests should be filed with the Director of Operations at least 2 weeks prior to the desired sale.

All other time must be used during the employment year. Unless specifically authorized to extend in writing by the Director of Operations, all unused time is forfeited on the employee’s anniversary.

Accidents or Medical Emergencies In the event of an accident or medical emergency, immediately notify the manager-on-duty or shift leader-on-duty. The manager-on-duty or shift leader will be the one to interact with the guest. The most important issue is providing safety and comfort to the injured party.

If medical attention is needed, call 911 and make every attempt to comfort and calm the guest. Give as much information as possible to the 911 operator.

Example information:

• Injured person’s age • Nature of the injury • Condition of injured person (Are they conscious? Are they breathing? Are they bleeding?) • Know the exact address of your location


Other suggestions:

• Remain calm and do not panic. • Reassure the injured person that everything will be okay. • NEVER move an injured guest. We are not medical professionals and can not be sure if it is safe

to move a guest without causing more harm.

Every phone in the building allows you to dial 911.

When paging a manager for an emergency, use their first and last name. Example:

“Sara Jones to the hostess stand, please, Sara Jones to the hostess stand!”

Workers Compensation Insurance You are protected under Big Dog's Hospitality Group worker’s compensation program for any injury or illness resulting from your job with the company. If you are injured on the job or develop a work-related illness, it is your responsibility to report that injury or illness to your Manager or the Human Resource Department on the day of the injury or illness. Management will arrange transportation to a medical facility for the employee if needed.

If you fail to report an injury promptly or do not accept the medical attention offered, you may lose your right to these benefits. If you need information or assistance, please speak with the Human Resource Department.

The company reserves the right to drug or alcohol tests any employee involved in an accident or injured on the job.

The company has a published workers comp form procedure that outlines the proper way to complete workers compensation claims. It is a requirement that management be annually certified on workers compensation claims procedures. Workplace Safety We want each of Big Dog's Hospitality Group’s establishments to be a safe place for you to work. You can help us do the job. Accidents are serious to you, your family and to us. You will be helping everyone if you follow safety precautions and avoid taking unnecessary risks in your work. Please report all unsafe habits, hazardous conditions and injuries to your immediate supervisor. First aid kits will be available. Make sure you become familiar with where they are located. We want you to have a safe place to work.


Know your safety rules and if you’re not sure how to do a job, ask your Manager for assistance. Accidents happen, but there are safety tips that will help to avoid these situations.

The four main causes of accidents in a restaurant are:

• Slip and Fall Injuries • Burns • Cuts • Strains

The following list highlights preventative measures for common dining area accidents:

• Lift all heavy objects correctly. • Use “Wet Floor” signs. • Notify management of broken or disabled equipment. • Notify fellow team members of broken or disabled equipment.

To Prevent Slip & Fall Injuries • Keep floors clean, dry, and in good repair. • Always pass to the right of others when carrying trays, bus tubs, glass racks, etc. • Allow others carrying food the right of way. • Call out your movements.

Mopping • Always use yellow and red “Wet Floor” warning signs when mopping or wiping up spills. Make

sure signs are visible to both directions of traffic (i.e. traffic entering the kitchen as well as traffic exiting the kitchen).

To Prevent Burns • Be extremely careful when refilling coffee. Remove coffee cups from the table and pour away

from the guest. • Do not place an empty coffeepot on a hot burner, it will crack.

To Prevent Cuts • Never handle broken glass. • Use an ice scoop always. Scooping ice with the glass causes the glass to chip and flake leaving

shards of glass in the ice.


To Prevent Strains • Lift with your legs, not your back. • Ask for help when lifting heavy objects.

Lifting • You should always ask for assistance when lifting heavy objects. Do not attempt to lift anything

that you know is too heavy. Never bend at the waist to lift objects. First get a firm stance (make sure your footing is comfortable) and bend your knees. Tighten your stomach muscles and lift with your legs. Keep the object close to your body and ALWAYS keep your back in an upright position.

Notifying Management • Always report faulty or damaged items to management immediately. The object is to be

removed immediately. (i.e. a broken bar stool should be removed from the bar area and stored in a non-access area away from guests and employees).

Notifying Fellow Team Members • Always let fellow team members know if equipment is out of order or faulty in any way.

Communication between team members is extremely important for an operation to be successful.

Positive Personal Hygiene Tips • Take a daily shower or bath and use deodorant. Showering helps wash away harmful germs and

keeps you smelling good, too! • Wash your hair as needed because oily, dirty hair is attractive to germs and dandruff can flake

into food. • Brush your teeth often. Brushing reduces the number of germs in your mouth. • Clip fingernails short. Long fingernails provide hiding places for dirt and germs. • Wear a clean and pressed uniform and apron because soiled clothing harbors germs that may be

transferred to food. • Employees must wash their hands before beginning a shift, before returning from breaks, and as

frequently as necessary during their shifts. • Do not use your apron as a hand towel because the apron will become contaminated and

possibly transfer germs to food (cross¬contamination). • Wear a hair restraint or covering because you lose about 50 strands of hair daily. • Avoid excessive makeup, cologne, and jewelry as they may get into food. Also, jewelry is a place

where germs grow and jewelry is hard to keep clean.


• Cover all coughs and sneezes, as germs are sent far and wide. Wash your hands after coughing and sneezing.

• Do not touch your face or other parts of your body while handling food because germs on your skin will then be introduced into food.

• Cover all cuts, burns, and boils with a bandage and plastic glove and report to the manager-on-duty immediately.

• Wear plastic gloves as directed. • Use scoops, tongs, spatulas, and so forth to handle food and ice so germs from your hands will

not contaminate the food. Do not use your hands! • Avoid touching food-contact surfaces of dishes, utensils, and so on. The food-contact surface is

the surface that will be touched by food or drink. Handle glasses, bowls, and cups by the bottom. Handle plates by the bottom or edge. Handle forks, knives, and spoons by the handle.

• Smoke and eat only in designated areas and at approved times. When you smoke or eat, your hands come in contact with your mouth.

• No gum chewing.

Hand Washing It is mandatory that you wash your hands correctly. Use sinks designated for hand washing only. It is important that these sinks are used for HANDWASHING ONLY! There are no exceptions.

• Turn on water to a temperature that is as hot as you can handle. Be careful not to burn yourself. • Wet hands and forearms before using soap. • When hands and forearms are completely wet, use soap to create a good lather. Wash hands,

fingernails, and forearms for at least 20 seconds (less than 20 seconds is not acceptable). • After at least 20 seconds, rinse hands and forearms completely. • Use a clean paper towel to dry your hands and forearms completely. • To avoid cross contamination, use the paper towel to turn off the faucet. Repeat this process

every time it is necessary for you to wash your hands. • Notify the manager-on-duty immediately when soap or paper towel dispensers are empty. • Continuously wash hands. • Be a fanatic about washing your hands. You must wash your hands after touching any part of

your face (including ears and hair), after smoking, after eating, after handling money, after you take a break, after using the restroom, and after handling garbage.

43 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Complaint Process

Your complaints or problems are of concern to us. It is company policy not to complain to guests or other employees. Management will make every attempt to solve the complaint. Complaints should be directed to your location’s General Manager or the company’s Director of Operations.

Family Medical Leave Act Big Dog’s Hospitality Group will grant an eligible employee up to a total of 12 weeks of unpaid leave during any 12-month period for one or more of the following reasons:

• Birth or placement of a child for adoption or foster care; • To care for an immediate family member (spouse, child, or parent) with a serious health condition; or

• To take medical leave when the employee is unable to work because of a serious health condition.

Eligibility: 1. Have worked for the employer for 12 consecutive months; 2. Have worked at least 1,250 hours over the previous 12 months; and 3. Work at a company where at least 50 employees are employed within 75 miles.

Spouses employed by the same employer are jointly entitled to a combined total of 12 weeks of family leave for the birth or placement of a child for adoption or foster care, and to care for a sick family member (spouse, child, parent) who has a serious health condition.

Leave for the birth or placement for adoption or foster care must conclude within 12 months of the birth or placement.

All available paid time must be used before unpaid leave starts.

Intermittent or Reduced leave: An employee may take intermittent or reduced leave to reduce the usual number of hours per day or workweek.

Intermittent or reduced leave schedules are subject to employer approval unless medically necessary.


Serious health condition “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;

• Any period of incapacity requiring absence of more than three 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

• Continuing treatment by (or under supervision of) a health care provider for a chronic or long term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days, and for prenatal care.

Health care Provider “Health care provider” means:

• Doctor of medicine or osteopathy authorized to practice medicine or surgery by the state in which the doctor practices; or

• Podiatrists, Dentists, Clinical Psychologists, Optometrists and Chiropractors (limited to manual manipulation of the spine to correct a sublimation as demonstrated by x-ray to exist) authorized to practice, and performing within the scope of their practice, under state law; or,

• Nurse Practitioners and Nurses-Midwives authorized to practice, and performing within the scope of their practice, under state law.

Maintenance of Health Benefits: A covered employer is required to maintain group health insurance coverage for an employee on Family Medical Leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The use of FMLA cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

The employer may recover premiums it paid to maintain health coverage for an employee who fails to return to work from FMLA leave.

An employee who has health and dental insurance through Big Dog's Hospitality Group needs to pay their normal premium by the 25th of each month that they are out. Health insurance premiums are paid in advance. If Payroll does not receive the health and dental insurance premium by the 25th of the month, the employee’s insurance will be cancelled on the last day of the month. They will be eligible for COBRA at that time.


Job Restoration: Upon return from FMLA leave, an employee must be restored to his/her original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. If an employee has been out for serious health condition, a Medical Release will be needed from their Doctor allowing them to return to work full duty. The employee’s use of FMLA leave can not result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave.

Under specified and limited circumstances where restoration to employment will cause substantial grievous economic injury to its operations, an employer may refuse to reinstate certain highly paid “key” employees after using FMLA leave during which health coverage was maintained. In order to do so, the employer must:

• Notify the employee of his/her status as a “key” employee in response to the employee’s notice of intent to take FMLA leave;

• Notify the employee as soon as the employer decides it will deny job restoration and explain the reasons for this decision:

• Offer the employee a reasonable opportunity to return to work from FMLA leave after giving them this notice; and

• Make a final determination as to whether reinstatement will be denied at the end of the leave period if the employee then requests restoration.

A “key” employee is a salaried “eligible” employee who is among the highest paid ten percent of employees within 75 miles of the work site.

Notice and Certification: Employees seeking to use FMLA leave may be required to provide:

• 30 day advance notice of the need to take FMLA leave when the need is foreseeable; • Medical certifications supporting the need for leave due to a serious health condition affecting

the employee or an immediate family member; • An employer may require medical certification to support a request for leave because of a

serious health condition. • Periodic reports during FMLA leave regarding the employee’s status and intent to return to

work. • An employer may also require medical certification if the employee is unable to return from

leave because of a serious health condition.

When leave is needed to care for an immediate family member or the employee’s own illness and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer’s operation.


Failure to return from leave: If an employee does not return to work at the expiration of the leave, the company has no obligation to continue paying health benefit premiums on behalf of the employee. The employee will be required to reimburse the company for health insurance premiums paid on behalf of the employee during the leave if he/she fails to return from leave for any reason. If the employee is unable to return to work for reasons beyond his/her control such as the continuation, recurrence or onset of a serious health condition they will not be responsible for repayment. Documentation would be required in these circumstances.

Health & Dental Insurance After an employee has been with Big Dog's Hospitality Group for six months and has worked an average of 30 hours per week or more, they are eligible for medical and dental insurance.

The Human Resource Department will notify you if you are eligible for insurance. If you elect insurance, your plan will begin on the first day of the following month after completion of six months of employment.

Contact the Human Resource Department for more information on the cost and the description of the available insurance plans.

If at any time you decide to leave your employment with Big Dog’s Hospitality Group, you will be offered COBRA, which entitles you to keep your insurance for up to 18 months after your last day worked. To enroll for your continued coverage of insurance, you must elect the insurance for yourself, and then you can add any dependents. A packet will be sent to you in the mail to go over the details and price of the insurance. Employee Meals Big Dog’s Hospitality Group is pleased to provide its employees with an employee meal discount as part of its employee benefit package. There are two levels of employee discount:

50% Discount Discount is off food purchases only (limited menu only) and is available only to an employee that has completed a four hour shift.


20% Discount Discount is off food, non alcoholic beverages or retail purchased by the employee on their day off, when visiting the facility as a customer. Manager on duty must be notified and must approve the discount being applied. Only applicable at the employee’s base location.

Specifically:

• After completing a four hour shift, an employee may purchase any breakfast item, appetizer, small salad, two topping pizza (if available at the location), bratwurst, burger, wrap (if available at the locations) or sandwich with a 50% discount. The following items may not be purchased with an employee discount: Daily specials (unless approved by the manager on duty), Filet Steak Sliders, large salads, dinner entrees or desserts.

• All other items ordered must be paid for at the appropriate menu price. Employees must have their employee meals within one hour of their shift ending or they forfeit the 50% meal discount for that day.

• So long as a manager or supervisor is on duty to approve the transaction, all employees will receive a 20% discount off of food and non alcoholic beverage purchases in the restaurant when coming in during their day off. This discount is only eligible when the employee is part of the party involved. It is not transferable to others, including family members. It may not be applied in conjunction with any other coupons or discounts. It may only be applied when the employee is visiting their base location and the manager on duty is notified and approves the discount. The discount may not be applied to alcoholic beverages.

• Management reserves the right to modify the employee menu at any time.

• Do not share employee meals with guests. Robberies In the event your restaurant may be victimized by a robbery, it is essential that you follow these guidelines:

• Always cooperate fully with a robber. You should always comply with any wish a robber has and never do anything to increase the tension of the situation. We are not looking for heroes!

• Give a robber anything he wants! Give them any cash or supplies on demand. Do not resist or attempt to deceive anyone concerning the amount or location of what is being asked. Your responsibility is not to volunteer any additional information.

• Observe the criminal’s physical characteristics. Try to determine the person’s height, weight, color of eyes and skin, etc. Listen closely to try and determine anything particular about speech


patterns, dialect or accent and try to be aware of any out-of-the-ordinary bodily movements, right or left hand dexterity, etc.

• Don’t follow the criminal. If possible, try to find out which direction the criminal has taken and get the make, model, color and license number of the car if it is convenient. Do not leave the scene to personally apprehend anyone.

• Call the police immediately. Make sure your manager or immediate supervisor calls the police immediately while you write down all the information pertinent to the incident.

• Always cooperate fully with the police when they arrive. Never answer questions to which you don’t know the answer. Honesty is very important.

• Panic Button. Know where the panic buttons are. After positioning yourself near one, find a safe moment when you can tap it with your knee or a pen/pencil. Do not draw attention to the fact that you are pressing the panic button.

Retail Discounts All retail items will be available for you to purchase at a 20% discount. Any items sold to you are not for re-sale. If you are found re-selling items, you will lose your purchase privileges or be subject to termination.

This discount only applies in the location and does not apply to online internet sales.

The discount does apply to an employee purchasing additional uniform shirts.

Office Equipment, Electronic Communications & the Internet General: This policy applies to all employees as a condition of employment. Many positions at BDHG require the use of Company-owned office equipment, and/or equipment and services related to electronic communications (e.g. telephone, facsimile, e-mail, etc.), and/or the Internet. This policy covers all such BDHG-owned office and communications equipment and BDHG-provided computing and communications services, and explains how, when, and for what purposes, you may use such equipment and services. This policy applies to, but is not limited to the following equipment: servers, network devices, wireless devices, desktop work stations, laptops, PDAs, printer/copiers and telephone equipment. Any device intended for connection to the Company network requires approval from the company’s Chief Financial Officer (“CFO”) prior to being purchased.


Privacy: All information stored on BDHG office and communications equipment is the property of the Company, regardless of whether the information is business or personal in nature. BDHG reserves the right to monitor and review, at any time, all files and software on YESCO equipment. BDHG also reserves the right to monitor and review at any time all voice mail and e-mail messages sent or received by any YESCO employee. Therefore, you do not have a right of privacy as to any such messages, nor as to any information created on, received by, or stored in any other BDHG-owned office or communications equipment.

Computing, Communications and Office Equipment Policy: Personal use of BDHG’s telephones, computers and other office equipment is prohibited except on a limited basis, for incidental matters, and only so long as such use does not interrupt your assigned work or the Company’s business operations. Use beyond that just described, requires the permission of your supervisor. BDHG-owned equipment and services may never be used to access, create, download, send, or store documents, photographs, cartoons or any other communication that may be considered offensive, hostile, intimidating, threatening, or in poor taste. You must never communicate to anyone your user IDs or passwords, except to a member of CITD upon request. You must provide to the company’s CFO all of your Ids and passwords upon termination or transfer of your employment.

You must take reasonable precautions to safeguard and secure equipment, computers, and data for which you are responsible. You must immediately return to BDHG all equipment and computing devices upon termination or transfer of your employment. You must immediately report to the company’s CFO all thefts of equipment, computers, or data.

Never remove BDHG-owned equipment, computers, or software from Company premises without prior authorization from both CITD and your division manager. Company-owned items of portable equipment that are checked out to you (for instance laptop and PDA devices), are for your use only, and must remain under your control at all times.

BDHG’s equipment and services may not be used for your personal gain such as in a second job or side business, or for any purpose that could constitute or result in a conflict of interest.

You must promptly reimburse the Company for all costs associated with your personal use of BDHG’s telephones, computers, and office equipment unless otherwise approved by your division manager.

Software Licensing: Every software package in use on Company-owned equipment must be licensed as required by the manufacturer. You are not authorized to use, reproduce, or distribute software or other copyrighted material unlawfully. To ensure license compliance, all BDHG equipment is subject to inspection at any time. If any software package is found to violate license requirements, it will be removed immediately. If you are found to have unlicensed or unapproved software on your assigned computer, you will be subject to disciplinary action up to and including termination.

BDHG holds the licenses pertinent to all software products purchased by the Company, and must be designated as such on all registration and license agreements.


Approved Software and Hardware: All computer hardware and software that you use must be approved by the company’s CFO.

All data from sources other than BDHG must be carefully examined for viruses and other potentially damaging properties before being loaded onto BDHG computers, and/or before being introduced into the BDHG network.

Electronic Communications and Internet Policy: All electronic communications systems in use at BDHG (including facsimile, e-mail, voice mail, etc.), and all connections to external networks, specifically including the Internet, are the property of BDHG and are intended for Company business only.

Because of the likelihood of damage to internal BDHG networks, as well as the loss of valuable BDHG data through uncontrolled access to external networks, Internet access will be allowed only on an individual basis, upon the approval of the company’s CFO.

E-mail services are intended for Company business only. BDHG’s e-mail and other communication systems are not to be used in a way that may be disruptive, offensive to others, or harmful to morale. No display or transmission of sexually explicit images, messages, jokes or cartoons, or any use of e-mail communications that contain ethnic slurs, racial epithets, or anything that may be construed as harassment or disparagement of others based on their race, national origin, sex, sexual orientation, age, disability, or religious or political beliefs will be tolerated.

E-mail and other BDHG network services, including the Internet, may not be used to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization from the company’s CFO.

The Company reserves the right to monitor, review, audit, intercept, access and disclose all messages created, received or sent via the voice mail, e-mail or any other communications systems. In addition, the Company reserves the right to monitor and review all content and files accessed through the Company’s Internet gateways. If you obtain the approval of the company’s CFO, you may be allowed to connect your privately owned computer to the BDHG network.

The following actions are strictly prohibited:

1. Accessing or transmitting material that is sexually explicit, or that may be considered offensive, insensitive, or demeaning in any way (including Cartoons and jokes).

2. Obtaining, disclosing, or transmitting confidential BDHG information, except as is necessary and appropriate to your job responsibilities.

3. Allowing third parties to access or use the Company’s electronic communication systems. 4. Sending anonymous electronic messages, using someone else’s password, or opening obviously

misaddressed messages. 5. Using the Company’s electronic communication systems for your own commercial or business

purposes.


6. Use of Internet chat rooms, usenet news groups, instant messaging, or any other services external to BDHG without prior authorization from the company’s CFO. Intellectual Property

You understand and agree that BDHG full and complete legal rights to all intellectual property that is relevant or potentially relevant to any aspect of BDHG’s business, and which you discover, produce, or create while you are a BDHG employee. This includes, without limitation, inventions, designs, processes, procedures, techniques, plans, programs, lists, recipes, reports, etc. Alcohol Awareness The following applies to all employees who produce, serve, or otherwise deal with alcoholic beverages:

Big Dog's Hospitality Group cares about our guests. It is that reason that we carefully monitor all our guests and their conditions when serving alcoholic beverages. We (Big Dog's Hospitality Group and yourself as a server) are responsible for our guests.

There are specific procedures that must be followed concerning alcohol awareness.

• Check identification • Do not serve a guest that is visibly intoxicated • When in doubt notify a manager

Check Identification When you are serving alcohol you should never assume the age of a guest. These days a 17 year-old person may look 27 and a 27 year-old person may look 17. Do not take the chance of serving alcohol to a minor. It is illegal and disciplinary action will be taken or possibly termination.

If you serve a minor you risk loosing your TAM card and your Sheriff's card. You will be unable to work at any establishment that serves alcohol in the state of Nevada. You do not want to put yourself at risk. It is not worth it.

When asking someone for identification always be polite.

Example:

"May I please see your identification sir/mam."


All locations have an I.D. Checking Guide. This guide gives picture examples of all United States driver's licenses, Immigration cards, State Identification cards, and Canadian identification cards. Any other forms of identification that you may receive must be cleared through a manager. If you have any questions after checking the guide see the manager-on-duty. If you are not 100% sure do not serve the guest let the manager-on-duty handle the situation.

Do not Serve a Guest that is Visibly Intoxicated Any time you feel it is necessary to discontinue service to a guest contact the manager-on-duty.

We do not serve alcoholic beverages to any guest who is visibly intoxicated. It is against company policy and against the law. You are responsible for the guests even after they have left the property. It does not matter if a guest is driving. It is illegal to serve alcohol to a guest regardless if they are driving or not. Situations like this can be uncomfortable and sometimes the guest gets out of hand, this is why you must contact the manager-on-duty.

We want our guests to leave our establishments having had an enjoyable experience and we also want to see them reach their next destination safely.

When in Doubt Contact the Manager-on-Duty Big Dog's Hospitality Group never wants our team members to be in an uncomfortable situation. We understand there are situations that are just simply out of your hands. The management team at each location is always available to answer any questions you may have and handle any situation that may put you at risk of losing or damaging your relationship with a guest. Feel confident that all members of the management team are here to assist you.

Personal Vehicles For business related travel, you are encouraged to use Company owned vehicles where available and practical. Otherwise, with written preauthorization from your supervisor, you may use your own vehicle – but only with a current certificate of insurance from an insurance company agreeable to BDHG, which certificate confirms the existence of primary insurance in the following limits: $100,000 per person, $300,000 per occurrence liability coverage, and $50,000 per occurrence property damage.

BDHG is not responsible for loss or damage to your vehicle and/or other property. Without prior written approval from your supervisor you are not authorized to leave your vehicle on BDHG premises overnight or for extended periods of time when you are not at work.

You should refer to the Driver Safety policy for other requirements associated with vehicles and their operation.

53 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Driver Safety

BDHG considers driver safety to be of major importance. The well being of BDHG employees, and the public also, depends upon the proper use of Company vehicles and equipment. This policy applies both on public highways and on private property. All drivers of BDHG vehicles and all drivers of other vehicles on Company time or business (collectively “BDHG Drivers”), therefore, are required to be attentive, careful, and courteous at all times. It is your responsibility to drive safely and in accordance with all rules for BDHG Drivers.

GENERAL RULES FOR BDHG DRIVERS: 1. Make safety your first priority. 2. Be properly licensed for the vehicle driven, obey all traffic rules, drive courteously, use defensive

driving techniques, and take breaks as necessary to remain alert. 3. Wear your seat belt whenever you are driving, and require all passengers to wear theirs’. 4. Reduce distractions and inattentiveness by not eating, drinking, reading, or using a cellular

telephone while driving. Place cellular telephone calls only while stopped at a safe location. If you receive a call while driving, find a safe place and stop. Parking on the side of the road is not recommended. If you have a hands-free telephone you may place or receive brief calls while driving, but you should park when road conditions are poor, traffic is heavy, or the conversation is involved.

5. Promptly report to your immediate supervisor all moving traffic citations and all alcohol or illegal drug related citations issued to you – whether incurred on or off the job, and whether or not involving a Company vehicle.

6. Promptly report to your immediate supervisor all accidents and incidents that involve a Company vehicle or a personal vehicle used on Company time or business, whether or not injury to any person or damage to any property resulted, and regardless of whom is at fault.

7. Be knowledgeable of proper vehicle maintenance. Promptly accomplish required repairs and modifications on personal vehicles, and report to the appropriate supervisor such needs on Company vehicles.

8. Provide proof of insurance acceptable to BDHG on personal vehicles driven on Company time or business. Reimbursement of travel expenses and/or payment of car allowance may be withheld until proof of appropriate insurance is provided. BDHG intends to hire employees who have clear driving records. Job applicants and existing employees who seek a position that involves or potentially involves Company driving must present evidence of an acceptable driving record before a job offer is valid. A driving record may be unacceptable for various reasons, but in every case, a driving record will be considered unacceptable if it would result in a suspension from driving as described in items 1 through 5 below.


Once hired, your driving record may affect your continued employment. If you drive BDHG vehicles or personal vehicles on Company time or business, you must continuously maintain an acceptable driving record. In order for the Company to verify the acceptability of your driving record, you authorize, allow, and agree that BDHG and/or its agents may periodically obtain and review your motor vehicle record (“MVR”). If your driving record is unacceptable, and your job requires that you drive Company vehicles or other vehicles on Company time or business, you will be reassigned or your employment will be terminated.

Substance Abuse Policy Employees who abuse drugs and alcohol create a variety of workplace problems, including increased injuries, increased absenteeism, increased theft, increased financial burden on health and benefit programs, decreased morale, decreased productivity, and decreased quality of products and services.

BDHG concurs with the spirit and intent of the Drug-Free Workplace Act of 1988, requires that all employees be subject to its provisions, and reiterates the Company’s perception that substance abuse and/or improper use of intoxicants by any BDHG employee is a serious behavioral infraction. Such abuse and/or improper use subjects other employees and visitors to safety risks, and it diminishes the Company’s ability to operate efficiently. Therefore, in an effort to preserve health and safety, and to eliminate problems like those mentioned above (which can threaten the success of the Company and thereby threaten job security for all employees), the following policy is hereby adopted.

Drug and Alcohol abuse are national problems that seriously affect every American. Abusing these substances not only affects the individual user and their families, but it also presents new dangers for the work place. The President of the United States has urged business and labor to take a leadership role in a nationwide effort to combat and eliminate these problems.

Big Dog’s Hospitality Group is firmly committed to this effort and providing a safe work environment that fosters the well being and health of our employees, guests and other individuals while on our properties. In this regard, we have developed a policy that we believe best serves our collective interest. This policy states formally and clearly that the illegal use of drugs and alcohol abuse will not be tolerated on our company.

POLICY STATEMENT Big Dog’s Hospitality Group prohibits any employee without exception to position or employment status from drug or alcohol use while on or using any form of company property:


1-1 Illicit use, possession, sale, conveyance, distribution or manufacture of illegal drugs, intoxication or controlled substance in any amount or manner.

1-2 Having present in the body detectable levels of illegal drugs. 1-3 Abuse of prescription and over-the-counter drugs. 1-4 Using prescription or over-the-counter drugs that may compromise safety or working ability without

informing management. 1-5 Abuse of alcohol. The company defines an unacceptable blood level as that above 0.10 percent. Pre-

employment blood alcohol level above .10 percent will result in a refusal of employment. Questionable circumstances involving any blood alcohol level will be reviewed to determine if they warrant disciplinary action or termination.

1-6 Consuming alcohol while on duty. The only exception is the limited use of the company’s own malt beverage products for taste tests. This will not exceed a cumulative of 16 ounces in an eight-hour working day for brewery employees or four ounces during a shift for bar and wait staff members only. Paragraph 1-5 applies, as it is incumbent on everyone to know his or her personal limitations.

1-7 If property policy allows a complimentary employee alcoholic drink, it may be taken only after clocking off shift, never before or during.

1-8 Violating related Federal or State laws. 1-9 Within legal confines, the company may change or modify this policy at any time.

RESPONSIBILITIES 2-1 Substance abuse prevention is the responsibility of everyone in this company, without exception to position. Big Dog’s Hospitality Group expects you to accept that responsibility without reservation.

2-2 Employees must not be substance abusers in the work place. Additionally, if they have knowledge of substance abuse activity within or affecting any aspect of the company’s operations or properties, they should report it to supervisors or management. Anonymous reporting is perfectly acceptable. When not in the work place, employees have a responsibility not to engage in activities that place their jobs in jeopardy or adversely reflect on Big Dog’s Hospitality Group.

2-3 Employees are required to submit to testing when directed. Refusal to do so is a violation of this policy and grounds for disciplinary action including termination or refusal to hire.

2-4 At the discretion of the company, employees must accept transportation to a testing facility and their residence; refusal to do so is a violation of this policy and grounds for disciplinary action including termination.

2-5 If an employee is suspected of being under the influence of drugs and/or alcohol, they are not permitted to operate a vehicle. Management will provide transportation to take the employee to the testing facility and/or home.

2-6 Employees convicted of violation of a criminal drug statute must notify the company in writing within five (5) calendar days.


SUBSTANCE ABUSE TESTING 3-1 The company asserts a legal right to test any employee for substance abuse. Employees may be required to have a medical examination and/or submit to urine, blood, hair, saliva or breath testing for drugs or alcohol. Failure of any test will be grounds for termination, discipline or refusal of employment.

3-2 Testing may be done under a variety of circumstances.

3-2A. Any current employee will undergo testing as directed if they have not previously done so.

3-2B. All prospective employees will be tested prior to employment.

3-2C. Testing may be ordered for reasonable cause. These circumstances may include but are not limited to: reports of drug abuse, observations, rule violations, work performance, absences, tardiness, patterned substandard behavior or safety violations.

3-2D. Testing may be done after any job related accident, incident or altercation that produces any monetary loss, injury, causes undue circumstances or violates established rules, willful or otherwise.

3-2E. Random generated selection for testing may be initiated at the company discretion.

3-2F. Post re-habilitation testing may be required of any re¬hired employee who has undergone such a program. This would require more frequent testing for a period of time as determined by the company.

PROCEDURE 4-1 All test specimens will be collected, entered into “chain of custody”, processed, evaluated and reported back to the company by an independently contracted laboratory or its designated facility as specified by the procedural instruction attached to this policy.

USE OF TEST RESULTS 5-1 The laboratory retained by the company will report the results of tests and specify whether they are “positive” or “negative”.

5-2 Any employee who has a positive test will have the opportunity to explain possible mitigating circumstances such as use of prescriptions or legal over-the-counter drugs. The laboratory will evaluate any explanation by an employee.

5-3 An employee may request to have the same positively tested specimen re-tested by another laboratory at their expense.

5-4 Positive drug abuse tests will result in termination or refusal of employment. Depending on circumstances, the company may, at its discretion, impose discipline other than termination.

5-5 If a pre-employment drug test comes back positive, the applicant can reapply with any Big Dog’s Hospitality Group property after six months. The applicant will be treated in the same manner as an


applicant who has never applied with the company. The applicant will be responsible for taking and passing a pre-employment drug screen.

PENALTIES 6-1 An employee may be terminated or disciplined for violating any of this policy’s provisions.

6-2 This policy does not change the companies right to discipline employees for infractions of other company rules. The “at will” employment terms remain in effect.

6-3 Violations of this policy may result in arrest or referral to law enforcement for prosecution.

SEARCHES 7-1 Based on good authority, the company may conduct no notice searches or inspections of any employee’s effects any time they are on or in company property.

7-2 Entry to company property constitutes consent to search and inspections. Refusal of search consent is a violation of this policy and grounds for corrective employment action.

EMPLOYEE ASSISTANCE PROGRAM (EAP) 8-1 The Company will offer amnesty status to any employee who declares that they have developed addiction or dependence to any type of drug or alcohol.

8-2 Such a declaration will be treated as confidential and only those in the company with a “need to know” will be aware. Notification may be made to location management or directly to the company’s Human Resource Department.

8-3 The company will offer counseling information on available services and rehabilitation programs. If circumstances warrant, a leave of absence may be granted while the employee undergoes treatment. If the employee is successfully rehabilitated and their previous employment record was good, they will be eligible for re-hire subject to paragraph 3-2F of this policy.

8-4 Cost of rehabilitation must be borne by the employee.

8-5 It is an employee’s responsibility to seek this assistance before problems lead to a violation of the company policy. After the fact may lead to termination.

CONFIDENTIALITY 9-1 The company’s Human Resource Department will receive all test results; the appropriate General Manager will then be notified. Laboratory results will not be included in personnel folders.

58 BIG DOG’S HOSPITALITY GROUP, INC. EMPLOYEE HANDBOOK Revised 1/1/2014 Termination of Employment

If you have authority to terminate someone’s employment, you are expected to consult with the company’s human resources representative before exercising that authority.

If your employment at BDHG is concluded for any reason, your supervisor should conduct a termination interview with you. Your perceptions of working conditions, and work-related problems, and any suggestions you have will be important topics for discussion. Also at that time, you must return all Company-owned items that have been issued to you, such as keys to vehicles and buildings, credit cards, contracts, forms and records, equipment of any kind, uniforms, and all other BDHG property that is in your possession.

The Company will settle-up with you financially in accordance with legal requirements in effect. Possible Conflicts of Interest Before you obtain an ownership interest in, or agree to become a partner, member, officer, employee, or director of any company or business that could conceivably compete with BDHG or have business relationships with BDHG, you must obtain the written approval of the company’s President. Taking Official Action Only corporate officers, Executive Committee members, General Managers, and specifically designated supervisors are authorized to speak or act on behalf of the Company. Unless you are an officer, General Manager, or already specifically designated as stated above, you may not enter into contracts or officially speak on behalf of BDHG unless you have been authorized to do so, on an ad hoc basis, by your supervisor or an officer of the Company. For example:

1. Before you sign an agreement (for instance, to rent a piece of equipment needed for the afternoon to complete a job), call your supervisor for instructions and approval.

2. Before you prepare a letter of recommendation for a former employee, obtain authorization to provide such a letter, and approval of the final draft from your supervisor before it is mailed or delivered.

3. Before you meet with investigators, attorneys, or other non-BDHG representatives, or provide your statement or deposition in case of an accident or other circumstances that relate in any


way to a BDHG job, or to BDHG employees, equipment, practices, procedures, etc., inform your supervisor and obtain authorization to do so. Additional Payments to Employees

All incentive payments and bonus payments to employees must be administered through the BDHG payroll system and be paid by check. You should never be paid in cash.

If you agree to perform any services for BDHG beyond your normal duties and/or working hours, payment to you for such services must be administered through the BDHG payroll system and be paid by check. You should never be paid in cash.

NOTE: It is not BDHG policy to make loans to employees.

Return to Work BDHG is committed to preventing illnesses and injuries, and otherwise providing a safe and healthy workplace. If you are injured or become seriously ill on the job, you are required to immediately notify your supervisor. If you need professional medical attention your supervisor should drive you to the Company’s approved doctor or medical provider. If serious injuries require your absence from work for more than a few days, you must report your current status to your immediate supervisor at least once each week during your absence. When you are sufficiently recovered, the Company will attempt to return you to your original job. If you are unable to perform all the tasks of your original job, an effort will be made to provide productive alternative work that is within your capabilities.

Additional Workplace Rules Each location of BDHG, including the corporate office, may, if approved by the company’s President, have additional workplace rules and clarifications that are appropriate for the location.

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