Employee Handbook

Policy Manual – Washington Employees Only

401 E Farwell Rd Spokane, WA 99218

Phone (509) 466-4800 ~ Fax: (509) 466-8933

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 Proprietors:
Jeff Blackwell & Trevor and Jayne Blackwell

Mission Statement
Our mission is to create a fun and exciting restaurant in which to work, with an eclectic atmosphere.
We strive for our employees to feel valued and as though they are of equal importance, regardless of
their role in the organization. We believe the key to our success is building a team who provides a
unique and gratifying dining experience, where the menu and service complement each other to
achieve perfect harmony. We want to create an uplifting and inviting environment where guests
become friends, and friends become patrons.

Disclaimer: The contents of this Employee Handbook are for informational purposes only. This is not
a contract and nothing contained herein shall give any employee any contractual right. Any of the
policies contained in this Handbook may be changed at any time hereafter without notice.

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 Office Hours/Pay Periods
Store Hours
The restaurant operating hours vary at each location. Please refer to the direction of local
management.

Attendance and Punctuality

The company, restaurant, and your team need you! To put it simply, this is why you were hired.
Punctual and consistent attendance are essential functions of any position at Twigs and are
considered a condition of employment. If at any time you find your schedule confusing, please ask for
clarification from your manager.

If an employee is unable to report for work or will be late, the employee must notify his/her manager
at least one day before the employee’s scheduled starting time. If the employee’s manager is
unavailable, the employee must leave a message stating: (1) the reason for the employee’s tardiness
or for not being able to report for work; (2) the probable duration of the employee’s absence; and (3)
a telephone number at which the employee can be reached. An employee is responsible for making
arrangements with another team member to cover the employee’s assigned shift. If there are no
other team members available and the employee’s absence is excusable, then the employee must
receive approval from the employee’s manager. If the employee’s absence or tardiness is due to an
emergency, the employee must call in or have someone call in on the employee’s behalf as soon as
possible.

An unauthorized absence occurs whenever an employee is not at work on any day of the assigned
work schedule, including scheduled overtime. Authorized absences include time-off covered by
personal or medical leave, FMLA, industrial injury, bereavement, jury duty, military service, personal
holiday, scheduled time off, other legally protected leave, and pre-approved vacation requests.

If an employee fails to appear for a second consecutive scheduled shift, the employee has voluntarily
terminated his/her employment with the company.

Pay Periods
Employees of the Twigs Bistro and Martini Bar are paid on a bi-monthly basis. Pay periods are the 1st
– 15th and 16th-end of the month. Mandatory deductions from employees’ wages include social
security, Medicare, Industrial Insurance and federal income tax. Voluntary deductions include
employee paid (out-of-pocket) medical, dental, vision, and/or long-term care insurance premiums.
Employees will receive their paychecks on the 10th and 25th of each month.

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 Tipping
Tip Claim Policy
All Twigs Bistro and Martini Bar employees are required to claim 100% of their tips. The Point of Sale
(POS) system will require all Front of House (FOH) employees to enter their tips at the end of each
shift. Employees are required by law to claim their cash tips, as well as those received via credit card.
Additionally, indirectly tipped employees will claim 100% of their received tips. All tip outs from
directly tipped employees will be taken off of the tips claimed.

Mandatory Tip Pooling

Twigs Bistro and Martini Bar requires servers to tip out bartenders up to five percent (5.5%) of
alcohol sales, excluding bottles of wine. Additionally, Twigs Bistro and Martini Bar requires servers
and bartenders to tip out expeditors, support staff and bussers up to one percent (1.5%) of total
sales. The tip pools will then be distributed proportionate to hours worked between the employees
who are receiving tips via the tips pools.

Voluntary Tip Pooling

Twigs Bistro and Martini Bar has a voluntary tip pool for the back of the house employees, which
includes the cooks and dishwashers. The U.S. Department of Labor does not allow cooks and
dishwashers to be part of a mandatory tip pool. If employees would like to contribute to the
voluntary tip pool for the Back of the House employees, they may voluntarily choose to do so. In
addition, employees are free to share their tips with any co-workers they choose.

Party Fund Contributions

Twigs Bistro and Martini Bar allows employees to contribute to the party fund, which goes towards
providing prizes, food and entertainment at the annual staff gathering. All employee party fund
contributions are completely voluntary.

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 Employee Classifications
The following are the classifications used throughout this Handbook. This information is provided so
employees understand their employment status and eligibility for benefits. All employees are hired
for an unspecified duration. These classifications do not guarantee employment for any specific
length of time. Employment is at-will, and the employer and employee retain the right to terminate
employment at any time, without or without cause and with or without notice.

Non-exempt or Exempt Status: Employees are either non-exempt or exempt under federal and
state wage and hour laws. Employees are informed of their non-exempt or exempt status. If
employees have further questions regarding their status, please contact Twigs Bistro and Martini Bar
management.

a. Non-exempt employees are entitled to overtime compensation pursuant to certain provisions of

federal and state law. Such employees are also covered by minimum wage and record keeping
requirements. Non-exempt employees are paid on an hourly basis and are also known as
variable hour employees.

b. Exempt employees are excluded from specific provisions of state and federal law requiring
overtime pay, minimum wage, and record keeping. Exempt employees are paid on a salary
basis. Typically, exempt employees receive additional employment benefits and work a
minimum of 40 hours per week.

Full-Time
Full-time employees are hired to work a regular and predetermined schedule of at least 40 hours per
week.

Part-Time
Part-time employees are usually defined as employees who may not work a predetermined schedule
and work less than 40 hours a week also known as variable hour employees.

Temporary/Seasonal/Leased
Temporary, seasonal, or leased employees are defined as employees who are hired on a temporary
basis to fill certain employment needs of Twigs Bistro and Martini Bar. These individuals may be
scheduled to work any number of hours, including a full-time schedule. However any such changes in
scheduling will not impact their status as a temporary, seasonal, or leased employee. These
employees are not eligible for benefits.

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 Behavioral Expectations
Standards of Conduct and Discipline

As an employee of Twigs Bistro and Martini Bar, you are expected to represent yourself and the
company in a professional and appropriate manner at all times, including; while working a scheduled
shift or dining as a guest. Failure to do so may result in disciplinary action up to and including
termination.

Employment at Twigs Bistro and Martini Bar is performed on an at-will basis. Corrective action less
than termination is at the sole discretion of Twigs Bistro and Martini Bar and may take the form of a
verbal warning, written warning, probation, or suspension. However, the employment relationship
is at-will, and may be ended at any time, with or without notice and with or without cause.

As an example and not limited to, the following conduct is strictly prohibited and is considered
offenses of gross misconduct, subject to immediate dismissal:

 Insubordination-refusal to comply with instruction given by your supervisor

 Reporting to work in possession of or under the influence of drugs or alcohol
 Use of obscene, abusive or threatening language
 Falsifying time card or work records
 Falsifying application for employment
 Immoral conduct of any kind
 Out of uniform
 Malicious damage to company property
 Unauthorized removal of a fellow worker’s, guest’s, or employer’s property
 Theft of inventory, product, cash or any other item good or service
 Failure to appear or cover assigned scheduled shift
 Excessive absenteeism or tardiness
 Unauthorized release of private employer information
 Discrimination against coworkers, customers, suppliers, or vendors
 Altercations, fighting, or threatening to fight with another
 Inefficient or negligent performance of an assigned duty or responsibility
 Substandard performance of an assigned duty or responsibility
 Failure to comply with safety or security rules and procedures
 Refusal to cooperate with an employer investigation
 Sleeping on the job
 Violation of any policy
 Leaving station during regular working hours without a justifiable reason

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 Unauthorized use of telephone for personal use
 Refusal to accept a proper job assignment
 Creating unsafe or unsanitary work conditions
 Smoking in prohibited areas or at a prohibited time
 Violation of employee food and drink policy
 Impoliteness to customers, failure to be efficient and courteous
 Failure to handle cash, receipts, and reporting
 Failure to follow basic policies and job performance duties
 Failure to follow cleaning, daily chores, weekly chores, or prep lists

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 Progressive Disciplinary Policy
Every employee has the duty and the responsibility to be aware of and abide by existing rules and
policies. Employees also have the responsibility to perform his/her duties to the best of his/her
ability and to the standards as set forth in his/her job description or as otherwise established.

Twigs Bistro and Martini Bar supports the use of progressive discipline to address issues such as poor
work performance or misconduct. Our progressive discipline policy is designed to provide a
corrective action process to improve and prevent a recurrence of undesirable behavior and/or
performance issues. However, while Twigs Bistro and Martini Bar supports the use of progressive
discipline, Twigs Bistro and Martini Bar still reserves the right to determine the appropriate level of
discipline, which may include not providing warnings for first or second offenses, suspending or
demoting an employee, or immediately discharging an employee. Some of the factors that will be
considered are whether the offense is repeated despite coaching, counseling and/or training; the
employee's work record; and the impact the conduct and performance issues have on our
organization. This policy does not provide employees with any contractual rights or promises of
specific treatment in specific situations. Employees remain at-will and either party can terminate
the employment relationship with or without cause and with or without notice.

Outlined below are the steps of our progressive discipline policy and procedure.

The following outlines Twigs Bistro and Martini Bar’s progressive discipline process:
1. First Offense – Written Warning
2. Second Offense – Written Warning and/or Suspension
3. Third Offense – Termination

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 Equal Employment Opportunity Statement
Twigs Bistro and Martini Bar provides equal employment opportunities (EEO) to all employees and
applicants for employment without regard to race, color, religion, gender, sexual orientation, gender
identity, national origin, age, genetic information, marital status, the presence of any sensory,
mental, or physical disability, honorably discharged military or veteran status, and any other basis
provided by federal, state and local laws. Twigs Bistro and Martini Bar complies with applicable
federal, state, and local laws governing nondiscrimination in employment in every location in which
the company has facilities and expressly prohibits any form of unlawful discrimination. This policy
applies to all terms and conditions of employment, including hiring, placement, promotion,
termination, layoff, recall, transfer, leaves of absence, compensation and training.

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 Unlawful Discrimination Policy
It is Twigs Bistro and Martini Bar’s policy to ensure a work environment in which all employees treat
one another with respect and dignity. Twigs Bistro and Martini Bar strives to provide a work
environment free of unlawful discrimination. Therefore, the Company will not tolerate
discrimination based on race, color, religion, gender, sexual orientation, gender identity, national
origin, age, genetic information, marital status, the presence of any sensory, mental, or physical
disability, honorably discharged military or veteran status, or any other basis protected under
federal, state, or local law. This conduct is prohibited in any form at the workplace, at work-related
functions or outside of work if it affects the workplace. This policy applies to all employees,
customers, vendors, suppliers, and persons doing business with Twigs Bistro and Martini Bar.

Types of prohibited conduct include, but are not limited to, the following:
 Verbal or written comments related to a trait someone possesses, including name-
calling, jokes, slurs, negative stereotyping or threats;
 Explicit or degrading verbal comments about another individual or his or her
appearance;
 Nonverbal conduct, such as staring, leering or giving inappropriate gifts;
 Physical conduct, such as assault or unwanted touching; and
 Visual images, in hard copy or electronic form, relating to a trait someone possesses (for
example, cartoons, drawings or pictures).

If you believe that you or another employee has been subjected to discrimination, you must report it
immediately to your supervisor or any member of management.

Your report will be taken seriously and investigated. While Twigs Bistro and Martini Bar cannot
promise complete confidentiality, it will make efforts to keep complaints confidential to the extent
possible, while allowing the investigation to proceed. Disciplinary Action, including termination, will
be taken against those who violate this policy. Twigs Bistro and Martini Bar will not tolerate
retaliation against any employee who reports an incident or provides information in an investigation.

Retaliating or discriminating against an employee who reports a suspected incident of discrimination

or an employee who cooperates in an investigation is prohibited. Employees who violate this policy
or retaliate against an employee in any way will be subject to disciplinary action, up to and including
termination.

The above-mentioned actions may be considered unlawful and may result in legal action against the
employee and Twigs Bistro and Martini Bar. Therefore, Twigs Bistro and Martini Bar’s policy is that
any of said actions engaged in at any time or at any place by any employee, whether on or off the
Company’s premises, can result in prompt disciplinary action against the employee, up to and
including immediate termination.

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 Sexual Harassment Policy
One form of harassment is sexual harassment. Twigs Bistro and Martini Bar prohibits sexual
harassment of all kinds. This policy applies not only to employees, but also to customers, supplier,
vendors, and anyone else doing business with the Company. Sexual harassment is defined as
unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a
sexual nature when:
 Submission to such conduct is made a term or condition, either explicitly or implicitly, of
an individual’s employment.
 Submission to or rejection of such conduct by an individual is used as a factor in
decisions affecting that individual’s employment.
 Such conduct has the purpose or effect of interfering with an individual’s work
performance or creates an intimidating, hostile or offensive work environment.

Examples of sexual harassment include, but are not limited to, the following:
 Unwelcome sexual flirtation, advances or propositions
 Verbal comments related to an individual’s gender
 Explicit or degrading verbal comments about another individual or his or her
appearance
 The display of sexually suggestive pictures or objects in any workplace location,
including transmission or display via computer, email, or social media
 Any sexually offensive or abusive physical conduct
 The taking of or the refusal to take any personnel action based on an employee’s
submission to or rejection of sexual overtures
 Displaying cartoons or telling jokes which relate to an individual’s gender

If you believe that you or another employee has been subjected to sexual harassment, you must
report it immediately to your supervisor or any member of management.

Your report will be taken seriously and investigated. While Twigs Bistro and Martini Bar cannot
promise complete confidentiality, it will make efforts to keep complaints confidential to the extent
possible, while allowing the investigation to proceed. Disciplinary Action, including termination, will
be taken against those who violate this policy. Twigs Bistro and Martini Bar will not tolerate
retaliation against any employee who reports an incident or provides information in an investigation.

Retaliating or discriminating against an employee who reports a suspected incident of sexual

harassment or an employee who cooperates in an investigation is prohibited. Employees who violate
this policy or retaliate against an employee in any way will be subject to disciplinary action, up to and
including termination.

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 Retaliation Policy

Twigs Bistro and Martini Bar prohibits any form of retaliation against employees for good faith
actions in reporting suspected discrimination and sexual harassment, other unlawful activity, or
assisting in a complaint investigation. Retaliation against anyone who makes such a report is
expressly prohibited and, if it occurs, will be grounds for disciplinary action, up to and including
immediate termination from employment.

In addition to the above, no supervisor or employee of Twigs Bistro and Martini Bar may take any
action that is harmful to an employee, discharge, demote, suspend, threaten, harass, or in any other
manner harass or discriminate against an employee in the terms and conditions of his/her
employment because any lawful act done by the employee, including but not limited to the
following:
1. To provide information, cause information to be provided, or otherwise assist in an
investigation regarding any conduct that the employee reasonably believes constitutes
a violation of applicable law or fraud, when the investigation is brought by a
governmental regulatory or law enforcement agency, a member of Congress, or a
person with supervisory authority over the employee (or such other person working for
the Company who has the authority to investigate, discover, or terminate misconduct);
2. To file or cause to be filed, testify, participate in, or otherwise assist in a proceeding
filed or about to be filed relating to any of the matters described in this retaliation
policy;
3. To report a complaint under Twigs Bistro and Martini Bar’s Discrimination Policy or
Sexual Harassment Policy; or
4. To report truthful information related to any state or federal offense to a law
enforcement officer.

If an employee has reason to believe that he/she has been subjected to retaliation, or observe that
another employee has been subjected to retaliation, the employee must report the matter to Twigs
Bistro and Martini Bar management. Any reporting must be done promptly and in a confidential
manner.

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 Social Media Policy
This Social Media Policy applies to all Twigs Bistro and Martini Bar’s employees. Social media includes
all means of communicating or posting information or content of any sort on the Internet, including
to your own or someone else’s web log or blog (i.e., Twitter), journal or diary, personal website,
social networking or affinity website (i.e., Facebook, LinkedIn, MySpace, Bebo, Instagram), web
bulletin board, chat room, or content community (i.e., YouTube) whether or not associated or
affiliated with Twigs Bistro and Martini Bar, as well as any other form of electronic communication.

Employees are solely responsible for what they post online. Before creating online content,
employees should consider some of the risks and rewards that are involved. Employees should keep
in mind that any of their conduct that adversely affects their job performance, the performance of
coworkers, or otherwise affects customers, suppliers, vendors, or, people who work on behalf of
Twigs Bistro and Martini Bar, or Twigs Bistro and Martini Bar’s legitimate business interests may
result in disciplinary action, up to and including termination.

Employees should carefully review the other policies contained in Twigs Bistro and Martini Bar’s
Employee Handbook, including, but not limited to the policies regarding discrimination, harassment,
retaliation, and confidentiality, and ensure their postings are consistent with these policies.
Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence
or similar inappropriate or unlawful conduct will not be tolerated and may result in disciplinary
action, up to and including termination. Postings that violate customer confidentiality will not be
tolerated and may result in disciplinary action, up to and including termination.

Employees should always be fair and courteous to coworkers, customers, suppliers, vendors, or
people who work on behalf of Twigs Bistro and Martini Bar. If employees decide to post complaints
or criticism, they should avoid using statements, photographs, video, or audio that reasonably could
be viewed as malicious; obscene; threatening or intimidating; that disparage customers, coworkers,
suppliers, or vendors, or people who work on behalf of Twigs Bistro and Martini Bar; or that might
constitute harassment or bullying. Examples of such conduct might include offensive posts meant to
intentionally harm someone’s reputation, or posts that could contribute to a hostile work
environment on the basis of any protected class.

Employees should be honest and accurate when posting information or news, and if they make a
mistake, correct it quickly. Employees should be open about any previous posts they have altered.
Employees should never post any information or rumors that they know to be false about Twigs
Bistro and Martini Bar, coworkers, suppliers, vendors, or people working on behalf of Twigs Bistro
and Martini Bar or competitors. Employees should express only their personal opinions and never
represent themselves as a spokesperson for Twigs Bistro and Martini Bar.

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If Twigs Bistro and Martini Bar is a subject of the content an employee is creating, the employee
should be clear and open about being an employee of Twigs Bistro and Martini Bar and should be
clear that the employee’s views do not represent that of Twigs Bistro and Martini Bar, its employees,
customers, suppliers, vendors, or other people working on behalf of Twigs Bistro and Martini Bar. If
an employee publishes a blog or posts online related to work the employee does or subjects
associated with Twigs Bistro and Martini Bar, the employee should make it clear that he/she is not
speaking on behalf of Twigs Bistro and Martini Bar. Twigs Bistro and Martini Bar suggests including
the following disclaimer: “The postings on this site are my own and do not necessarily reflect the
view of Twigs Bistro and Martini Bar.”

Employees shall refrain from using social media while on work time or on work equipment unless it is
work-related as authorized by employees’ supervisors. Employees shall not use Twigs Bistro and
Martini Bar’s email addresses to register on social networks, blogs, or other online tools utilized for
personal use.

Twigs Bistro and Martini Bar prohibits retaliation against an employee who reports a possible
violation of this policy or for cooperating in an investigation. Any employee who retaliates against
another employee for reporting a possible violation of this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including termination.

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 Workplace Violence and Weapons Policy
All employees, customers, vendors and business associates must be treated with courtesy and
respect at all times. Employees are expected to refrain from conduct that may be dangerous to
others.

Conduct that threatens, intimidates, or coerces another employee, customer, vendor, or business
associate will not be tolerated. Twigs Bistro and Martini Bar resources may not be used to threaten,
stalk, or harass anyone at the workplace or outside the workplace. Twigs Bistro and Martini Bar
treats threats coming from an abusive personal relationship as it does other forms of violence.

Indirect or direct threats of violence, incidents of actual violence, and suspicious individuals or
activities should be reported as soon as possible to a supervisor or any member of senior
management. When reporting a threat or incident of violence, the employee should be as specific
and detailed as possible. Employees should not place themselves in peril, nor should they attempt to
intercede during an incident.

Employees should promptly inform management of any protective or restraining order that they
have obtained that lists the workplace as a protected area. Employees are encouraged to report
safety concerns with regard to intimate partner violence. Twigs Bistro and Martini Bar will not
retaliate against employees making good-faith reports. Employees should refer to the Domestic
Violence, Harassment, Sexual Assault, or Stalking Policy is this Handbook for additional information.

Twigs Bistro and Martini Bar will promptly and thoroughly investigate all reports of threats of
violence or incidents of actual violence and of suspicious individuals or activities. The identity of the
individual making a report will be protected as much as possible. Twigs Bistro and Martini Bar will
not retaliate against employees making good-faith reports of violence, threats or suspicious
individuals or activities. In order to maintain workplace safety and the integrity of its investigation,
Twigs Bistro and Martini Bar may suspend employees suspected of workplace violence or threats of
violence, either with or without pay, pending investigation.

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

Twigs Bistro and Martini Bar encourages employees to bring their disputes to the attention of their
supervisors or senior management before the situation escalates. Twigs Bistro and Martini Bar will
not discipline employees for raising such concerns.

Weapons (including all firearms and other items capable of harming others) and explosives are
prohibited on Twigs Bistro and Martini Bar’s premises, including Twigs Bistro and Martini Bar’s
parking lot. Employees are encouraged to promptly report any weapons on Twigs Bistro and Martini
Bar’s premises to any supervisor and will not be retaliated against for doing so.

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 Drug & Alcohol Policy
Twigs Bistro and Martini Bar intends to provide a healthy work environment free of the harmful
effects of drugs, alcohol, or substance abuse. This Drug & Alcohol Policy has been established
pursuant to the Federal Drug Free Workplace Act of 1988. Compliance with this policy is mandatory.
Violation of this policy may result in termination.

This policy requires all employees to adhere to the following:

1. Employees shall not manufacture, distribute, transfer, dispense, purchase, possess, use, or
be under the influence of any illegal drug while working on Twigs Bistro and Martini Bar
property or at any event sponsored by the Twigs Bistro and Martini Bar.
2. Employees shall not distribute, possess, use, or be under the influence of alcohol while
working, on Twigs Bistro and Martini Bar property, or at any event sponsored by the Twigs
Bistro and Martini Bar.
3. In the state of Washington, or where legal, marijuana and its derivatives will be treated in
the same manner and circumstance as alcohol. Therefore, employees shall not distribute,
transfer, dispense, purchase, possess, use, or be under the influence of Marijuana or its
derivatives while working, on Twigs Bistro and Martini Bar property, or at any event
sponsored by the Twigs Bistro and Martini Bar.
4. If an employee is convicted of violating a criminal drug law for acts committed while
engaged in the employer’s business, he/she must report this to Twigs Bistro and Martini Bar
management no later than five (5) days after the conviction.

Violation of these rules will result in discipline, up to and including immediate termination. Violation
of these rules may result in legal consequences for the offending individual.

Following a work-related accident or if Twigs Bistro and Martini Bar has reason to believe an
employee is under the influence of alcohol, marijuana, or illegal drugs, Twigs Bistro and Martini Bar
has the right to require the employee to undergo drug, marijuana, or alcohol testing in the form of
blood tests, urinalysis, or similar examinations. The employee shall then provide Twigs Bistro and
Martini Bar written consent to be tested. Refusal by an employee to undergo testing will, in and of
itself, subject an employee to discipline, up to and including termination. Additionally, switching or
altering urine samples provided for testing will be grounds of discipline, up to and including
termination.

Testing
Twigs Bistro and Martini Bar reserves the right to conduct drug and alcohol testing for various
reasons and at various stages of employment, including but not limited to: upon a conditional offer
of employment, post-accident, return to duty, follow-up, and reasonable suspicion.

We reserve the right to inspect our premises for these substances. Violation of this policy, refusal to
be tested, submission of another person’s sample, or providing false information will result in
immediate termination.

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Post Incident Testing
Any employee involved in a work related accident or injury requiring medical attention, time away
from work, or a violation of a safety policy, will be tested for drugs or alcohol as soon as possible, but
not later than 32 hours after the incident.

Collection and testing of samples will done in accordance with federal law. If an employee or
prospective employee fails the test or refuses to submit to a test, the employee shall be subject to
disciplinary action up to and including termination.

Testing of an employee shall be considered work time for compensation and benefit purposes. Twigs
Bistro and Martini Bar shall pay all costs of testing, including transportation costs if the testing of an
employee is done outside of the workplace.

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 Health & Safety
Twigs Bistro and Martini Bar is committed to providing a safe and healthful workplace for our
employees. We will comply with all applicable regulatory requirements.

The safety and health of each employee is extremely important to Twigs Bistro and Martini Bar. To
assure a safe working environment, employees must know the location of fire extinguishers, fire
exits, and how to operate each.

Dispute Resolution
In our desire and willingness to listen to our employees, we believe in an open door communication
policy. Employees are encouraged to discuss with their immediate supervisors any questions,
problems, or concerns regarding their employment, environment, and/or interactions with
customers or fellow employees. If needed, an employee’s supervisor may secure the assistance of
other resource personnel to help resolve an incident. We will listen to concerns with respect and do
our best to help find and implement the appropriate solution.

If there is any reason an employee feels he or she cannot express a concern to his or her supervisor
or the person involved, a meeting with the Manager may be scheduled. Please remember to not
keep an issue to yourself. We cannot help solve a problem if we do not know it exists.

Please feel free to communicate good faith concerns without fear of negative consequences. There
may be instances when a problem or misunderstanding will arise regarding the policies of Twigs
Bistro and Martini Bar. When this occurs, the employee is urged to discuss the problem or
misunderstanding with management.

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 Benefits Delivery System
Exempt employees are eligible for benefits under the Benefits Delivery System. The goal of the
Benefits Delivery System is to provide employees with flexibility regarding benefits. Additionally, we
hope this system will serve to minimize the financial impact of insurance premium contributions on
our employees.

Twigs Bistro and Martini Bar anticipates continuation of the benefits delivery system. However, the
benefits delivery system is subject to cancellation or such modifications as Twigs Bistro and Martini
Bar, in its sole discretion, may deem appropriate. If we terminate a benefit offering, but do not
replace it with comparable benefits, participants will be notified. Participants will receive
instructions on converting group insurance to individual policies whenever conversion privileges
apply.

Exempt employees will be eligible for benefits the 1st of the month after 60 days of employment.

Non-exempt employees (variable hour employees) who work over 30 hours per week on average for
a full year will be eligible for benefits.

As the plan sponsor, please know the eligibility requirements and benefits Twigs Bistro and Martini
Bar offers are described in ERISA plan documents. Benefits offered are subject to change in
accordance with current healthcare law and at the discretion of management. Twigs Bistro and
Martini Bar benefits are outlined in a separate handbook titled Twigs Bistro and Martini Bar Your
Benefits Planner.

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 General Employment Practices
Smoking
It is the policy of Twigs Bistro and Martini Bar to prohibit smoking on all company premises in order
to provide and maintain a safe and healthy work environment for all employees. The law defines
smoking as the "act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of
any kind."

The smoke-free workplace policy applies to:

• All areas of company buildings.
• All company-sponsored off-site conferences and meetings.
• All vehicles owned or leased by the company.
• All visitors (customers and vendors) to the company premises.
• All contractors and consultants and/or their employees working on the company premises.
• All employees, temporary employees and student interns.

Employees who violate the smoking policy will be subject to disciplinary action up to and including
immediate discharge.

Free Drinks/Food
Free drinks or food are not to be given, swapped, or dispensed to friends or anyone else unless in
exchange for coupons, complimentary tickets, or special vouchers issued and/or approved by
ownership of Twigs Bistro and Martini Bar.

Customer Service
The customer is ALWAYS right! If a customer is difficult or dissatisfied with their drink, food, service
or experience, please remember to be friendly and courteous. If necessary, apologize to the
customer and offer to fix the problem. Additionally, immediately notify the manager on duty of the
guest’s concern or complaint.

Attitude
We want employees to maintain a positive and cheerful attitude at all Twigs Bistro and Martini Bar,
Inc. operated restaurants. A healthy, fun, and positive outlook will create a bright and successful
business, as well as an enjoyable atmosphere in which to work. We want you to enjoy your job.
Remember, customer service is our #1 priority at Twigs Bistro and Martini Bar. It is who we are, what
we do, and what our business is predicated on.

Shifts
When scheduled for a shift, employees are responsible for completing their respective duties as
directed by their supervisor and/or manager.

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Work Schedule
The work schedule is generally posted a minimum of five (5) days in advance of implementation. If a
team member is unable to work their assigned shift, they are responsible to contact and make
arrangements with another team member to cover the scheduled shift. Manager approval is required
for all shift changes.

Clock In/Out Procedure

It will be the responsibility of the employee to clock in and out at scheduled time. There will be no
tolerance for team members clocking in early without manager approval. At the end of scheduled
shifts team members are to clock out prior to ordering any food.

Break Policy
Employees receive a ten minute (10 min) paid break for each four (4) hours of working time, which
will be provided as close to the middle of the four hour work period as possible. A thirty minute (30
min) un-paid meal break is given if six (6) or more hours are worked. If the employee works more
than six hours but less than seven, the meal break is to be taken between hours two and five. If the
employee works more than seven hours, the meal break is to be taken between hours three and six.
The time at which employees will receive their breaks is at the discretion of the manger on duty.
Employees must retain their time slips to verify all hours worked in order to provide them to
management or corporate at their request.

A non-exempt employee may not use break periods to extend a lunch period, to work overtime, or to
leave work early.

Hourly Employee Food and Drink Policy

Employees may, within reason, consume soda or coffee at no charge to the employee while working
a shift. This does not include strawberry lemonade, juice, grenadine, roses lime, chocolate syrup, or
other such items.

All hourly employees of Twigs Bistro and Martini Bar will receive thirty percent (30%) off all food
items for which they are eligible. Eligible items are defined as a reasonable meal for one person and
will be subject to manager discretion. These food purchases must be entered into the point of sale
system prior to any food being prepared. All items must be entered into the system and/or
discounted by an employee other than the purchasing employee. This discount policy is for the
benefit of Twigs Bistro and Martini Bar, Inc. employees only and any abuse of this benefit will be
grounds for discipline, up to and including termination.

Salary Employee Food and Drink Policy

Employees may, within reason, consume soda or coffee at no charge to the employee while working
a shift. This does not include strawberry lemonade, juice, grenadine, roses lime, chocolate syrup, or
other such items.

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 All salaried employees of Twigs Bistro and Martini Bar will receive sixty percent (60%) off all food
items for which they are eligible. Eligible items are defined as a reasonable meal for one person and
will be subject to manager/owner discretion. These food purchases must be entered into the point
of sale system prior to any food being prepared. All items must be entered into the system and/or
discounted by an employee other than the purchasing employee. This discount policy is for the
benefit of Twigs Bistro and Martini Bar, Inc employees only and any abuse of this benefit will be
grounds for discipline, up to and including termination.

Friends and Family

An employee who is not working a scheduled shift may bring friends or family to dine at Twigs Bistro
and Martini Bar. Their friends and family will receive twenty percent (20%) off of food and non-
alcoholic beverage purchases while dining with an employee that is not on the clock. No more than
one take out item will be discounted under the Friends and Family discount. These purchases must
be entered into the point of sale system prior to any food being prepared. This discounted policy is
for the benefit of Twigs Bistro and Martini Bar, Inc employees only and any abuse of this benefit will
be means for automatic termination.

Appearance
Twigs Bistro and Martini Bar takes pride in its restaurants. We expect our employees to uphold the
positive image we have created. The following dress codes must be followed:

Twigs Bistro and Martini Bar MEN’S uniform policy

(all items listed together should coordinate)

 Hair must be well groomed. If hair proceeds past the shoulder it must be pulled
back in a ponytail. Kitchen team members are required to wear a black skull cap.
 Facial Hair
 Mustaches and beards may be worn, as long as they are well groomed and
closely trimmed.
 Employees must be clean shaven every day upon arrival at work.
 Personal Hygiene
 Use of deodorant is expected.
 Heavy cologne is discouraged.
 Make-up must be conservative in nature.
 Fingernails shall not exceed 3/8" beyond fingertip. They must look
professional, be in good repair (ex. chips etc.), and comply with local health
ordinances.
 Jewelry worn must be conservative in nature. It is up to the manager’s discretion,
in compliance with local health ordinances, as to whether jewelry worn is
appropriate.
 Employees’ clothes must be ironed and in good condition.
 Shoes must be non-slip style and in good condition.

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 Twigs Bistro and Martini Bar WOMEN’S uniform policy
(all items listed together should coordinate)

 Hair must be well groomed at all times. If hair touches the neck, it must be pulled
back into a bun or ponytail. If working in the kitchen you will be required to wear
a black skull cap.
 Personal Hygiene
 Use of deodorant is expected.
 Heavy perfume is discouraged.
 Make-up must be conservative in nature.
 Fingernails shall not exceed 3/8" beyond fingertip. They must look
professional, be in good repair (ex. chips etc.), and comply with local health
ordinances.
 Jewelry worn must be conservative in nature. It is up to the manager’s discretion,
in compliance with local health ordinances, as to whether jewelry worn is
appropriate.
 Employees’ clothes must be ironed and in good condition.
 Shoes must be non-slip style and in good condition.

Twigs Bistro and Martini Bar Front of House (FOH) uniform policy
(all items listed together should coordinate)

 All front of house team members are required to wear black dress pants or skirt
below knees.
 No workout pants, jeans/denim or stretch pants.
 No colored shirts under black shirts.
 No logos.
 Clothes must be appropriate in nature.
 No logos.
 Mid-riff covered.
 Chest area covered.
 Sleeves must cover the employee’s shoulders.
 Tattoos should be covered (at manager’s discretion).
 If socks are visible, they must be black.
 Closed toe shoes are required.
Server, Busser, Bartender, and Expo Positions
 One (1) black bistro apron will be provided. You may purchase additional aprons for
$14.00 each.
 If a server arrives to a scheduled shift with a dirty apron or without an apron, they
will be required to purchase a new apron prior to beginning their shift.
A wine key, at least three (3) pens, and a thirty dollar ($30) bank consisting of
$10.00 in fives, $18.00 in ones, and $2.00 in quarters is required.

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 Twigs Bistro and Martini Bar Back of House (BOH) uniform policy
(all items listed together should coordinate)

 All back of house team members are required to wear black pants and a black skull
cap.
 No shorts
 No workout pants, jeans/denim or stretch pants
 Non-slip, closed toe and heal shoes are required.
 Employees in cooking positions are required to wear a black chef’s coat
 If wearing an undershirt it is required to be the same color as your chef coat.
 Employees in dish positions are required to wear a black shirt without any print or
logos.
Additional tools and/or accessories may be required depending upon the position.
Management will inform you of these as needs for them arise.

UNIFORMS MUST BE CLEAN, PRESSED AND IN GOOD CONDITION, WITHOUT BLEACH STAINS,
HOLES, OR TEARS (SUBJECT TO MANAGER’S DISCRETION).

Hand Washing Policy

Purpose: To prevent the spread of communicable disease.

Policy: All employees shall clean their hands and the exposed portions of their arms immediately
before engaging in food handling or preparation, including working with exposed food, clean
equipment and utensils.

 Before starting work

 After using the toilet and again when entering work area
 After handling raw food and raw animal products
 After handling dirty dishes
 After handling garbage
 After cleaning or using chemicals
 After blowing nose, sneezing, coughing, or touching eyes, nose or mouth
 After smoking or using tobacco products
 After eating or drinking
 Before putting on food service gloves

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Procedure:
1. Turn on water to a WARM temperature
2. Wet Hands
3. Using a liquid soap from a dispenser, rub hands together vigorously for 20 seconds.
4. Wash all surfaces including:
• Backs of hands
• Wrists
• Between fingers
• Under fingernails
5. Rinse hands well under warm running water
6. Dry hands with single use paper towels or air-dryer
7. Turn off water using a paper towel or foot pedal
8. Discard towel in trash can

There are circumstances that require employees to perform a double-hand wash. A double-hand
wash means to lather hands with soap and warm water for approximately 20 seconds, rinse, and
repeat a second time. Dry hands with paper towels or air dryer. These situations include:

 After using the toilet and again when entering work area
 After blowing nose, sneezing, coughing, or touching eyes, nose or mouth
 Before starting work
 Anytime hands come into contact with body fluids
 After smoking, or using tobacco products
 After eating or drinking

Food service gloves are capable of spreading germs and are not a substitute for proper hand
washing.

Smoking, chewing tobacco, and eating are prohibited in food preparation areas, including food and
utensil storage areas.

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 Employee Illness Policy

Purpose: To prevent the spread of communicable disease.

Policy: No person, while infected with a disease in a communicable form that can be transmitted by
foods or who is a carrier of organisms that cause such a disease or while afflicted with a boil, an
infected wound, diarrheal illness or acute gastrointestinal illness, vomiting, jaundice, or an acute
respiratory infection shall work in a food service establishment in any capacity in which there is
likelihood of such person contaminating food or food contact surfaces with pathogenic organisms or
transmitting disease to other persons.

Food employees experiencing persistent sneezing, coughing or runny nose that causes discharges
from the eyes, nose or mouth may not work with exposed food; clean equipment, utensils, and
linens; or unwrapped single service or single use articles.

Symptoms and conditions of concern requiring exclusion of the infected individual from food
handling tasks described above:
o Diarrhea
o Vomiting
o Jaundice
o Fever
o Sore throat with fever
o Persistent sneezing, coughing, or runny nose (upper respiratory infection)
o Lesions containing puss on the hand, wrist, or an exposed body part
o Diagnosed infections that can be spread through food; such as, Salmonella, Shigella, E.coli,
or Hepatitis A.

Employees shall notify their supervisor or person in charge if they are symptomatic with the above
conditions or illnesses. Management will work to ensure preventative measures are taken.

All employees shall maintain a high degree of personal cleanliness and shall conform to good
hygienic practices during all working periods.

Employees will not work for 24 hours after symptoms of diarrhea or vomiting have occurred.

Employees will not handle food with an infected boil, cut, burn, or sore on the hand or wrist. Food
may be handled if the injury is covered with a clean bandage and a latex-free glove.

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 Telephone Etiquette
While at work, cellular phones are to be shut off and stored in your locker or car. They are not to be
used, except during breaks.

Answering the Phone

Proper phone etiquette is expected at all times.

Example: “Thank you for calling Twigs (your location), this is (Your Name). How can I help you?”

Message Taking
When taking a message, it is important to get all information possible. Handwritten messages should
include:
 Name of the person calling
 Where they are calling from
 Correct phone number (always repeat the phone number back to the caller to verify that
you have it correct)
 What the call is regarding

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 COBRA
The Consolidation Omnibus Budget Reconciliation Act of 1985 (COBRA) requires employer-sponsored
health plans offer covered employees and their dependents the opportunity to continue health
coverage following a qualified event.

You and/or your enrolled dependents may elect and self-pay for continued coverage or extended
coverage in the following circumstances (these may change, please contact your employer if you or
any of your eligible family members lose coverage):

 If employment ends (except for gross misconduct), or if your hours are reduced and you
lose benefits
 If the covered employee dies
 If the employee and spouse become legally separated or divorced
 If a dependent child no longer qualifies as a dependent under the plan
 If the employee becomes entitled to Medicare
 Bankruptcy of Twigs Bistro and Martini Bar

To be eligible for COBRA continuation coverage, you or a family member must inform Twigs Bistro
and Martini Bar within 60 days of the date of legal separation or divorce, a child losing eligibility, the
occurrence of a second qualifying event after the employee or eligible family member has become
entitled to continuation coverage, or a determination by the Social Security Administration that the
employee or eligible family member has been disabled at any time within the first 60 days of
continuation coverage. Upon notification of the event, you will receive information explaining your
rights, as well as the premium cost to continue coverage.

The Twigs Bistro and Martini Bar will notify you, your spouse, and/or your dependent(s) in the event
of other qualifying circumstances. You must decide whether or not you wish to continue coverage
within 60 days after the date of notification or the date coverage would otherwise be terminated
(whichever is later).

Continued coverage may end earlier than the 18, 29, or 36 months if:
 The premium is not paid on time
 The employer terminates all group health plans for all employees
 The person continuing coverage becomes entitled to Medicare
 The person continuing coverage is covered by another group health plan, unless the
new plan has limitations on pre-existing conditions
 In the case of a disability extension (from 18 to 29 months), the disabled individual
recovers

A group health plan must provide a written certification “at the time an individual ceases to be
covered under the plan or otherwise becomes covered under a COBRA continuation provision” as
required by the Health Insurance Portability and Accountability Act of 1996, P.L. 104-191 (“HIPAA”).

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The written certification must state the period of an individual’s coverage under the plan and “the
waiting period imposed with respect to the individual for any coverage under such plan.”

HIPAA affects group health coverage as follows:

 Limits exclusions for preexisting medical conditions
 Provides credit for prior health coverage and a process for providing certificates concerning
prior coverage to a new group health plan or health insurance issuer
 Provides new rights that allow eligible individuals to enroll for health coverage when they
involuntarily lose other health coverage or acquire a new dependent
 Prohibits discrimination in enrollment and in premiums charged to employees and their
dependents based on health status-related factors
 Guarantees renewability of health insurance coverage

For further information on available coverage, rates, and enrollment forms, contact Twigs Bistro and
Martini Bar, Inc. management.

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 Employee Romantic Relationship Policy &
Employment of Relatives

Twigs Bistro and Martini Bar wants to preserve a working environment with clear boundaries between
personal and professional relationships. This policy establishes rules and expectations with regard to
how relationships develop at work and within the confines of the work area.

During working hours and in work areas, employees of Twigs Bistro and Martini Bar are expected to
keep all personal interactions limited. Employees are expected to conduct themselves in a professional
manner to avoid distracting or offending others.

Employees are prohibited from engaging in any inappropriate physical interactions in the work area.
What constitutes inappropriate conduct is in the discretion of Twigs Bistro and Martini Bar.

If two employees begin dating or become involved in an intimate relationship, and their continued
employment does create a conflict of interest or the appearance of favoritism, one of the employees
may be transferred to another open position suitable under this policy, or one of the two may be asked
to resign or to seek employment outside of Twigs Bistro and Martini Bar.

In order for Twigs Bistro and Martini Bar to deal with potentially adverse consequences of romantic
relationships in the workplace, any person who believes that he or she has been adversely affected by
such a relationship, notwithstanding its disclosure, is encouraged to make his or her views about the
matter known to management.

To prevent conflicts of interest, Twigs Bistro and Martini Bar typically will not employ an employee’s
relative where one relative would be in a position of supervisory, appointment or grievance adjustment
authority over the other. Employment of relatives may also be denied if doing so would require Twigs
Bistro and Martini Bar to disregard an occupational requirement necessary to its business operations,
or would violate a law, or would jeopardize employer eligibility for receiving governmental financial
assistance. Depending on the circumstances, Twigs Bistro and Martini Bar may transfer an employee to
a different position, or may ask an employee to resign or to seek employment outside the company.
Under this policy, a “relative” includes spouse, child or stepchild, parent or stepparent, sibling, in-law,
aunt or uncle, or niece or nephew.

The Company also reserves the right not to employ relatives (or those in dating or other similar
relationships) of officers or other high-level employees of our competitors, major vendors, or
government agencies that regulate our business, where such a restriction is a reasonable step towards
avoiding the actuality or appearance of a conflict of interest or to protect confidential information.

This policy shall apply without regard to the gender and

sexual orientation of the parties involved.

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 Salaried Employee Vacation Days

Exempt employees are allowed vacation leave, scheduled in accordance with the following policy:

After completion of the initial twelve (12) months of continuous salaried employment, exempt
employees at Twigs Bistro and Martini Bar are eligible for vacation. All vacations must be approved
by corporate management a minimum of 30 days prior to vacation start date. Vacation requests
must be submitted via the Vacation Request Form.

The awarded allotment of vacation time is as follows:

 After completion of 1 year – 5 days every 12 months
 After completion of 3 consecutive years – 10 days every 12 months
 After completion of 10 consecutive years – 5 days every 4 months

Twigs Bistro and Martini Bar encourages exempt employees and salaried managers to take vacation
on an annual basis. It is your responsibility to keep track of your available vacation time. Eligible
employees (exempt and salaried managers) may use vacation time after the completion of their first
full year of salaried employment. Corporate reserves the right to schedule vacation time for these
employees at its sole discretion. Any vacation time not used within 13 months following the date of
eligibility will be forfeited.

Paid vacation time may be used in minimum increments of one day. A vacation request must be
submitted to your supervisor for approval in writing thirty (30) days prior to the requested time off
and must be approved by the appropriate corporate officer.

A vacation day is a day in which the manager has no responsibility for the operation or
communication with the restaurant or area. A day off is a day in which the manager does not
physically work at the restaurant or area, but has responsibility for the operation or communication
with the restaurant or area and can include attending a mandatory meeting.

Vacations shall be scheduled so as to provide adequate coverage of jobs and staffing requirements.
Corporate management will make the final determination in this regard in conjunction with the
appropriate corporate officer. The goal of this policy is to allow time for employees to rest and
recuperate.

Restrictions:
Salaried managers are not permitted to take vacation during peak business periods. These periods
will be determined by Twigs Bistro and Martini Bar.

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 Salaried Employee Sick Days
Paid sick days are a benefit provided for exempt salaried managers in order to provide an
accommodation for incapacitation due to illness. These days are to be used only when the employee
is required to recover from illness or off-the-job injury. Sick days are not to be used for “personal”
absences. Abuse of sick days may result in disciplinary action up to and including termination.

Twigs Bistro and Martini Bar offers paid sick days to salaried employees who have completed one full
year of salaried employment. Eligible salaried employees can use three (3) sick days in a 12 month
period. Sick pay is based upon full salary less any applicable State Disability Insurance benefits.
Salaried employees should report only full days of absence due to illness.

If an exempt salaried manager is absent due to illness, medical documentation may be required to
show the employee is able to return to work. If there is any reason to believe that sick pay has been
misused, sick pay may not be awarded.

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 Jury & Witness Duty Leave; Bereavement Leave
Jury Duty
We encourage employees to serve on jury duty when called. All employees are expected to notify
their supervisors as soon as they receive a jury duty notice. During this time, you will be considered
on a leave of absence. Non-exempt employees will not be paid for time spent at jury duty. Exempt
employees will receive their full salary for any work week in which work is performed. For employees
who have PTO, they can elect to use their PTO while on jury duty but are not required to do so. While
serving on jury duty, you are expected to call in to your supervisor daily to keep him or her apprised
of your status. Whenever reasonably possible, employees should come to work when the court
schedule allows, e.g., if not chosen for a jury panel. Employees will not be dismissed or penalized in
any way for serving as a juror, in accordance with applicable state and federal law.

Witness Duty
If employees have been subpoenaed or otherwise requested to testify as witnesses by Twigs Bistro
and Martini Bar, employees will receive regular pay for the entire period of witness duty.

Non-exempt employees will be granted unpaid time off to appear in court as a witness when
requested by a party other than Twigs Bistro and Martini Bar. Exempt employees will continue to
receive their salary when their absence from work is for less than a full workweek. The subpoena
should be shown to the employee's supervisor immediately after it is received, so that operating
requirements can be adjusted, where necessary, to accommodate the employee's absence. The
employee is expected to report for work whenever the court schedule permits.

Funeral or Bereavement Leave of Absence

In the event of the death of an employee’s immediate family member, the employee may take up to
three (3) consecutive days off with the approval of the employee’s supervisor. Immediate family
includes parents, grandparents, siblings, spouse, children, or grandchildren, and such relationships by
marriage. Non-exempt employees will not be paid for this leave. Exempt employees who have been
with the company for at least one year of salaried employment will be paid for these days. It is the
responsibility of the employee to notify his/her supervisor of the absence and indicate the planned
number of days of absence. To the extent reasonably possible, this should be done before the
absence occurs. It is the right of the supervisor to inquire as to the employee's relationship to the
deceased and request proof of the family member’s death.

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 Family & Medical Leave Act

Family and/or Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) and Washington State Family Leave Act (which conforms in
large part to the FMLA) provide for up to twelve (12) weeks of job-protected leave during a 12 month
period, for the serious health condition of either an employee, or that of their immediate family
member. Employees are eligible for FMLA if he or she has worked at least twelve hundred and fifty
(1,250) hours in the past twelve (12) months of employment, and has worked for the employer for at
least twelve (12) months, not necessarily consecutive. The following are reasons that eligible
employees may take family medical leave:

1. the birth of a child and to care for the newborn child within one year of birth;
2. the placement with the employee of a child for adoption or foster care and to care for
the newly placed child within one year of placement;
3. to care for the employee’s spouse, child, or parent who has a serious health condition;
4. a serious health condition that makes the employee unable to perform the essential
functions of his or her job; or
5. any qualifying exigency arising out of the fact that the employee’s spouse, son,
daughter, or parent is a covered military member on “covered active duty”. (Additional
leave time is provided under federal law for the care of a covered service member
which is addressed in the section “Military Leave (FMLA)” below).

Generally, a serious health condition means an illness, injury, impairment, or any physical or mental
condition that requires inpatient medical care or continuing treatment by a health care provider.

A health condition is serious if it requires inpatient care, continued treatment of incapacity of three
(3) consecutive days or more, subsequent recovery involving two (2) or more treatments by health
providers, or at least one (1) treatment which results in a regimen of continuing treatment or
incapacity due to pregnancy, chronic conditions, permanent or long-term conditions, or multiple
treatments for non-chronic conditions. Non serious illnesses are not by themselves covered.

FMLA and the Washington State Family Leave Act run concurrently.

Absent the existence of statutory exceptions, at the end of the FMLA leave, the employee will be
restored to the same or an equivalent job with equivalent status, pay, benefits and other
employment terms within 20 miles of employee’s original workplace.

Intermittent scheduling of leave is permitted.

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Stacking
Twigs Bistro and Martini Bar is required by state law to run the period of pregnancy related disability
consecutively with FMLA. Health insurance benefits continue as if the person continued to work
during periods of vacation or FMLA leave. Following pregnancy related disability, the employee is
entitled to return to the same or equivalent position within 20 miles of the original workplace.

Procedure for Requesting FMLA Leave

All employees requesting leave under this policy must complete a Request for Leave of Absence
form.

When an employee plans to take leave under this policy, the employee must give the employer 30
days’ notice. If it is not possible to give 30 days’ notice, the employee must give as much notice as
possible. An employee undergoing planned medical treatment is required to make a reasonable
effort to schedule the treatment to minimize disruptions to Company operations.

Vacation accruals, if applicable, will be suspended if the leave of absence exceeds 30 calendar days,
but will resume when the employee returns to work. No credit is given for period of leave.
Anniversary and next review dates will not be effected for leaves of absence that are under 30
calendar days, if over 30 calendar days, dates will be adjusted day for day for every day over 30.

The employee must provide certification of his/her own serious health condition or the qualified
family member's serious health condition, by a qualified health care provider. Sufficient certification
would include a statement of:

1. The date the condition began;

2. The probable duration;
3. Appropriate medical facts; and
4. An assertion that the employee is unable to perform the job functions, or that the employee
is needed to care for a sick qualified family member for a specific period of time.

If Twigs Bistro and Martini Bar is not satisfied with the certification, it may require a second opinion
at its own expense. In the event of conflicting opinions, a third opinion may be required.

As a condition to restoring an employee whose leave was based on the employee's own serious
health condition, Twigs Bistro and Martini Bar requires the returning employee to provide
certification from the employee's healthcare provider stating that the employee is able to resume
work.

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Continuation of Health Insurance
Twigs Bistro and Martini Bar will continue its normal contribution toward your health insurance
premium for a maximum of twelve (12) weeks during FMLA leave taken during any twelve (12)
month period. You are required to continue to make your normal premium during the entire leave.

Any insurance payment for which you are responsible must be made to Twigs Bistro and Martini Bar.
Failure to make such payment will result in the cancellation of your insurance.

If you elect not to return to work after the expiration of your leave, you may be required to
reimburse the company for all health insurance premiums paid by Twigs Bistro and Martini Bar
during your leave.

When you are able to return to work, you must give your supervisor and the corporate office at least
two (2) weeks written notice. This is important to ensure that your return to work is properly

scheduled. Upon your return, a doctor’s certificate regarding your ability to perform normal duties
will be required.

Military Leave Under the FMLA

12-Week Leave: Eligible employees are entitled up to 12 weeks of leave because of “any qualifying
exigency” arising out of the fact that the spouse, child, or parent of the employee is a service
member on active duty in the National Guard, Reserves, or in the regular armed services.

1. If the employee is absent for 30 calendar days or less, no adjustment is made to the
anniversary and next review date;
2. If the employee is absent for 31 calendar days or more, the employee's anniversary and
next review date is adjusted outward for the days absent over 30 days, day for day;
3. The employee is entitled to maintain group health plan coverage on the same basis as if
he/she had continued to work, provided the required premium payments are made.
Failure to make timely premium payments will result in cancellation of insurance.

Qualifying exigencies are limited to:

1. When the service member has received a week or less in notice of deployment;
2. For military events and related activities;
3. For urgent (as opposed to recurring and routine) child-care and school activities;
4. For financial and legal tasks to deal with a family member’s active duty;
5. For counseling for the employee or child who isn’t already covered by FMLA;
6. To spend time with the covered service member on rest and recuperation breaks during
deployment;
7. For post-deployment activities; and
8. For other purposes arising out of the call to duty, as agreed upon by the employee and
employer

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26-Week Military Caregiver Leave: An eligible employee who is the spouse, child, parent or next of
kin of a covered service member (a service member on active duty in the National Guard, Reserves,
or in the regular armed services) who is recovering from a serious illness or injury sustained in the
line of duty on active duty that may render the service member medically unfit to perform his/her
duties and for which he/she is undergoing medical treatment, recuperation, therapy, or outpatient
status, or is on the temporary disability retired list is entitled of up to 26 weeks of leave during a
single 12-month period to care for the covered service member. This military caregiver leave during
is available during “a single 12-month period” during which an eligible employee is entitled to a
combined total of 26 weeks of all types of FMLA.

1. If the employee is absent for 30 calendar days or less, no adjustment is made to the
anniversary and next review date;
2. If the employee is absent for 31 calendar days or more, the employee's anniversary and
next review date is adjusted outward for the days absent over 30 days, day for day;
3. The employee is entitled to maintain group health plan coverage on the same basis as if
he/she had continued to work, provided the required premium payments are made. Failure
to make timely premium payments will result in cancellation of insurance.

If you elect not to return to work after the expiration of your leave, you may be required to
reimburse the company for all health insurance premiums paid by Twigs Bistro and Martini Bar
during your leave.

Outside Employment
If you are eligible for FMLA and your leave is approved, you may not be employed with any employer,
other than Twigs Bistro and Martini Bar, Inc. during your leave. Outside employment during your
leave will result in immediate termination.

Use of Paid Leave

An employee going on leave must utilize all sick and vacation time concurrent with his/her FMLA . In
these instances, the employee will receive all normal and customary pay for sick leave and vacation
time used. However, if these benefits are exhausted prior to the end of the leave, the remainder of
the leave will be without pay.

Washington State Family Care Act

Twigs Bistro and Martini Bar is subject to the Washington State Family Care Act, which allows
employees to use any sick leave, vacation leave, or other PTO they may have to care for sick family
members. Family members include: children under 18 with a health condition that requires
treatment or supervision; a spouse, state registered domestic-partner, parent, parent-in-law, or
grandparent with a serious health condition or an emergency condition; and adult children incapable
of caring for themselves because of a physical or mental disability.

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 Washington State Family Military Leave

A Twigs Bistro and Martini Bar employee whose spouse is a member of the armed forces, National
Guard, or Reserves and who is being called to active duty, or notified of impending deployment, or
was deployed and is on leave from deployment, is entitled up to 15 days of unpaid leave of absence
from work. The employee may take the 15 days of leave before the deployment of the military
spouse or when the military spouse is on a leave from the deployment. For each new deployment
of the military spouse, the employee may take another Family Military Leave of up to 15 days.

The employee must give notice to his/her supervisor of the intent to take the Family Military Leave
within five (5) business days of receiving official notice of an impending call or order to active duty
or of a leave from deployment.

To be eligible, the employee must work on average of at least 20 hours per week for the employer.
The Family Military Leave is only available during a period when Congress has declared war, the
President has declared war by executive order, or when military reserves have been called to active
duty.

If the employee is receiving benefits under Twigs Bistro and Martini Bar’s group health benefits, the
employee is entitled to maintain group health plan coverage on the same basis as if he/she had
continued to work, provided the required premium payments are made. Failure to make timely
premium payments will result in cancellation of insurance.

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 Washington State Domestic Violence/Sexual Assault Leave

This leave is available to Twigs Bistro and Martini Bar employees who are victims of domestic
violence, sexual assault, or stalking. It is also available to employees with a family member (child,
spouse, parent, parent-in-law, grandparent, or person with whom the employee has a dating
relationship) who is victim of domestic violence, sexual assault, or stalking. The leave may be taken
in blocks or intermittently and the amount of leave that an employee may take is restricted to a
“reasonable” amount, but is not specifically limited as to time or length under the law.

This leave may be taken for the following purposes:

1. To seek law enforcement or legal assistance or to prepare for or participate in any legal
proceeding related to domestic violence, sexual assault, or stalking;
2. To seek health care treatment for physical or mental injuries from domestic violence,
sexual assault, or stalking, or attend to such health care treatment for a family member;
3. To obtain (or assist a family member in obtaining) services from a domestic violence
shelter, rape crisis center, or other social services;
4. To obtain (or assist a family member in obtaining) mental health counseling related to
domestic violence, sexual assault, or stalking;
5. To participate in safety planning, to temporarily or permanently relocate, or to take
other actions to increase the safety of the employee or family member relating to
domestic violence, sexual assault, or stalking;
6. If the employee is absent for 30 calendar days or less, no adjustment is made to the
anniversary and next review date;
7. If the employee is absent for 31 calendar days or more, the employee’s anniversary and
next review date is adjusted outward for the days absent over 30 days, day for day;
8. Accruing of vacation will be suspended if the leave of absence exceeds 30 calendar days,
but will resume when the employee returns to work. No credit is given for period of
leave;
9. The employee is entitled to maintain group health plan coverage on the same basis as if
he/she had continued to work, provided the required premium payments are made
timely. Failure to make timely premium payments will result in cancellation of
insurance. After 30 calendar days the employee will have the option to retain
medical/dental insurance at his/her own expense through COBRA.

Employees must give notice to their supervisor of the need for this leave no later than the end of
the first day the employee takes the leave. Twigs Bistro and Martini Bar may require verification to
support the need for the leave, which can take the form of police reports, court documents, or the
employee’s own written statement of the need for the leave

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 Military Service Leave
Members of the military must provide advanced notice to Twigs Bistro and Martini Bar, Inc. for all
military duty unless giving notice is impossible, unreasonable, or precluded by military necessity by
completing a written request for leave.

Employees required to attend annual military reserve training or other short-term active military
duty may take the time as either regular vacation or unpaid leave. Reserves are entitled to return to
their jobs as provided by federal law. For military service of less than 31 calendar days, if an
employee has health care coverage, the coverage continues as if the service member remained
employed; thus the service member’s failure to make timely premium payments will result in
cancellation of insurance.

An employee who enters the armed services for an extended tour of duty is eligible for an extended
military leave of absence, which may continue up to five (5) years or more depending upon
deployment requirements. If an employee had vacation pay, the employees may receive all earned
vacation pay as soon as the employee’s extended military leave begins. An employee who leaves
work to serve in the military is entitled to re-employment consistent with relevant federal laws. Such
employees are required to report for work within the time frames set forth by applicable federal law.
Employees with health care coverage who are performing military duty of more than 30 calendar
days may elect to continue employer sponsored health care under COBRA (Consolidated Omnibus
Budget Reconciliation Act of 1985) for a period of up to 24 months. Employees are required to pay
the full premium.

Anniversary and next review dates will not be affected.

Employees should contact their supervisors to obtain additional information about military leave of
absences and re-employment guidelines.

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 Leave of Absence

Leave of Absence
Twigs Bistro and Martini Bar may grant leaves of absence to employees in certain circumstances. The
employee is expected to request leave in writing as far in advance as possible.

It is the employee’s responsibility to remain in communication with management during leave and to
give prompt notice if there is any change in your return date.

If your scheduled leave expires and you have not contacted your supervisor, Twigs Bistro and Martini
Bar will assume that you do not plan to return and wish to terminate your employment. If you are
unwilling or unable to return to work at the conclusion of any leave, your employment may be
terminated.

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 Contact & History
The first Twigs opened in Spokane in June of 2001. Since then we have grown to have
locations spread across Washington, Oregon, Utah and Idaho

Twigs River Park Square

808 W Main Spokane WA, 99201
Opened in 2001
Ph-509-232-3376 Fx- 509-755-0779

Twigs South Hill

4320 S Regal Spokane WA, 99223
Opened in 2006
Ph- 509-443-8000 Fx-509-443-6662

Twigs Wandermere
401 E Farwell Spokane WA, 99218
Opened in 2008
Ph-509-465-8794 Fx-509-464-2511

Twigs Valley
14728 E Indiana Ave, Spokane Valley WA 99216
Opened in 2010
Ph- 509-290-5636 Fx- 509-290-6248

Twigs Kennewick
1321 Columbia Center Blvd Kennewick WA 99336
Opened in 2011
Ph- 509-735-3411 Fx- 509-735-3393

Twigs Union Gap

2529 Main St Union Gap WA 98903
Opened in 2012
Ph- 509-469-9327 Fx- 509-469- 9075

Twigs Bridgeport Village

17003 72nd Ave Tigard OR 97224
Opened in 2013
Ph-503-430-0769 Fx- 503-430-0918

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 Twigs Station Park
155 N East Promontory Farmington UT 84025
Opened in 2013
Ph-801-447-8944 Fx- 801-447-8945

Twigs Meridian
3690 E Monarch Sky Ln Meridian ID 83646
Opened in 2013
Ph-208-895-0029 Fx- 208-887-1368

Corporate Office
401 E Farwell Rd Spokane WA, 99218
Ph-509-466-4800 Fx- 509-466-8933
President- Jeff Blackwell - jeblackwell@twigsbistro.com
Vice President - Trevor Blackwell - teblackwell@twigsbistro.com
Director of Operations - Casey Curtis – ccurtis@twigsbistro.com
Food and Beverage Director – Larry Suenaga-Bassett – larry@twigsbistro.com
Corporate Chef- David Lee – dmlee@twigsbistro.com
Corporate Office Manager – Whitney Leliefeld – whitney@twigsbistro.com
Marketing & Social Media – Mike Hollingworth – mhollingworth@twigsbistro.com

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