Purple Toad Winery

Employee Handbook
Last updated October 14, 2026

Staff Quick-Start

Use these links to find the policies you need most often. You can return to this handbook from the website’s Quick Links page under Staff tools → Employee handbook.

• Arrive ready for your shift. Review the Dress Code for uniform, clothing, personal hygiene, and hair requirements. Makeup is optional.

• Request paid time off. Follow PTO Accrual & Time-Off Requests. Submit PTO through the Toast Payroll website; the MyToast scheduling button does not request paid PTO.

• Report lateness or an absence. Follow Punctuality and Attendance for whom to notify and when.

• Follow tasting-room procedures. Check Opened Wine: How Long It Stays Open, Bowling Green: Daily and Weekly Cleaning, and Tasting Note Cards.

• Check your hours and pay. Review Timekeeping and Payroll.

  Communicate and follow through. Ask when unsure, keep coworkers and management informed, confirm important instructions and handoffs, and report unfinished work. Never assume someone already knows or has handled it. See Job Duties and the Open Door Policy.

Recent Handbook Updates

October 14, 2026: Clarified clothing and grooming requirements; makeup remains optional. Added expectations for communication, task ownership, Asana duties, and manager-approved shift coverage. Clarified full-time PTO eligibility, hourly accrual, carryover, and the 120-hour balance cap, along with paid holidays and double time for holiday work. Updated SIMPLE IRA enrollment information, Kentucky final-pay wording, and electronic acknowledgment instructions. Added dress-code correction procedures, cash-handling and adjustment approvals, and customer-service and responsible alcohol-service standards. Clarified that employees retain individually earned cash and card tips; there is no tip pooling or required tip sharing.

Tasting Room Staff Policies

The operating procedures in this section apply to tasting-room staff. The PTO Accrual & Time-Off Requests policy applies to all eligible full-time employees, including tasting-room, production, and warehouse staff.

Daily Tasks, Opening and Closing

Opening, closing, cleaning, and other recurring task instructions are assigned and maintained in Asana. Review the tasks assigned to your shift, complete them as directed, and record completion accurately. If a task cannot be completed or a problem needs attention, notify the manager or assistant manager on duty and update the task. Never mark incomplete work as complete or assume the next shift knows what remains.

The manager or assistant manager on duty is responsible for opening and closing the cash registers and securing the building. Employees must report unresolved tasks, register concerns, and security issues before leaving so the manager can confirm that the location is ready to open or securely closed.

Cash Registers, Tips, Discounts, and Refunds

The manager or assistant manager on duty opens and closes cash registers and is responsible for following the cash-counting, reconciliation, deposit, and security instructions maintained in Asana. Employees must use their own authorized POS login and record every sale accurately. Do not share credentials, make unrecorded sales, borrow from a drawer, or mix personal money with company funds.

Report shortages, overages, missing receipts, suspected theft, incorrect transactions, and equipment problems to the manager on duty immediately. Do not conceal an error, alter records to force a balance, or use tips to cover a shortage. Employees will not be directed to personally replace shortages through an unauthorized wage or tip deduction.

Refunds, voids, discounts, complimentary products, and price overrides require approval from the manager or assistant manager on duty before processing. Use only approved company offers and employee discounts. Record the reason and approval in the POS or designated record. Do not approve or process your own employee purchase; have another authorized employee handle it. If the authority or policy is unclear, stop and ask management before promising the guest an adjustment.

Employees keep the tips they individually earn. Purple Toad Winery does not pool tips, require tip sharing, or redistribute an employee’s tips to other employees. This applies to both cash and card tips. Employees may take their individually earned cash tips home after each shift. Cash tips must still be accurately reported through the designated reporting process. Cash tips already received by the employee are recorded for payroll and tax purposes and are not paid a second time through payroll. Tips must be credited to the employee who earned them and accurately recorded and reported through the designated POS/payroll process. Employees may not take or claim tips earned by another employee. Owners and employees who meet the legal definition of a manager or supervisor may not keep another employee’s tips. Any lawful tip received directly by a manager for service performed solely by that manager must be handled separately. Company funds and customer tips must be accounted for separately. Tips may not be used to cover register shortages or company expenses.

Customer Service and Responsible Alcohol Service

Treat every guest courteously and attentively. Listen, explain policies calmly, and provide accurate information. If you do not know an answer, tell the guest you will check and then follow through. Do not guess about products, allergens, prices, promotions, reservations, or company commitments. Keep the manager and affected coworkers informed about a complaint, service refusal, safety concern, or unresolved promise before handing off the situation or ending your shift.

Company ID standard: Before providing alcohol, including a tasting, verify that each person receiving it is at least 21 by checking valid government-issued photo identification. Check the birth date, photo, and validity. If identification is missing, expired, appears altered, does not match the person, or leaves age in doubt, stop the sale or service and involve the manager. Familiarity with a guest is not a substitute for following the ID policy. A manager cannot authorize an unlawful sale or service.

Do not sell or serve alcohol to anyone under 21 or apparently intoxicated. Watch for changes in behavior, speech, coordination, and consumption. If you are concerned, stop service immediately and notify the manager; do not continue pouring while waiting for approval. Do not provide alcohol to another guest when you reasonably believe it will be passed to someone who cannot lawfully receive it.

When refusing service, be calm, brief, and respectful. Do not argue or bargain. Involve the manager promptly. When appropriate and safe, offer water and help the guest arrange safe transportation through the manager. Staff are not expected to physically restrain a guest or place themselves at risk. Call 911 for a medical emergency, threat, violence, or immediate danger.

Notify the manager immediately about threatening, abusive, discriminatory, or harassing conduct. Employees are not expected to tolerate harassment from guests. For complaints, explain what you can resolve within your authority and refer refunds, complimentary products, exceptions, and unresolved issues to the manager before making a commitment.

Document significant refusals, incidents, complaints, and follow-up in the designated management record before the end of the shift, when safe and practicable. Record factual observations, actions taken, and who was notified. Do not add unnecessary identification, medical, or other private information to a general task comment. Follow the company's incident-reporting and alcohol-server training procedures.

Opened Wine: How Long It Stays Open

• All Spritzers: Same day only — At closing, every day

• All other wines: Up to 3 days — At closing on day 3

How to count the 3 days

The day you open the bottle is day 1. Dump it at closing on day 3.

• Monday: Wednesday

• Tuesday: Thursday

• Wednesday: Friday

• Thursday: Saturday

• Friday: Sunday

• Saturday: Monday

• Sunday: Tuesday

Examples

• A bottle opened Monday morning and a bottle opened Monday 10 minutes before closing are both dumped at closing Wednesday. The time of day doesn't change the count.

• A bottle opened Friday is dumped at closing Sunday, even if it still tastes fine.

• A Spritzer opened Saturday afternoon is dumped at closing Saturday, even if it's nearly full.

Write the open date on every bottle when you open it. Dump any bottle that reaches its limit, even if it still tastes fine. If a wine tastes flat, oxidized or off before then, dump it right away and let the on-duty manager know.

Bowling Green: Daily and Weekly Cleaning

These rules apply to the Bowling Green tasting room.

• Trash roundup: Every day — The manager on duty makes sure every trash can in the building is emptied and all trash is taken to the outside dumpster before closing. Trash is never left in the building overnight, no exceptions.

• Stairs (basement to ground floor): Weekly — Clean the staircase from the basement to the ground floor. This task is assigned and tracked in Asana.

Tasting Note Cards

If a guest would like a tasting note card, give them one to take home.

Live Music & Food Truck Schedule

The Tasting Room Music & Food Trucks project in Asana is our shared staff schedule for public tasting-room music, food trucks, and public events. Each tasting-room manager or designated booking owner maintains their location’s schedule. Keep Paducah and Bowling Green separate.

• Keep the schedule current. Use one dated weekend task for each location, covering Friday through Sunday. The same task may also appear on the location’s existing Asana board. Record bookings when they are made, and update changes or cancellations promptly. Keep prior weekends and a dated change history.

• Record the details. Include the location, event date, performer’s name and set times, food-truck name and serving times, booking status, and a link or attachment supporting the booking. List music and food-truck times separately. Use Central time.

• Confirm before announcing. Mark a booking Confirmed only when a booking confirmation, signed agreement, or calendar record with actual booking evidence supports the date and time. Retain relevant email or text confirmation. For a phone booking, record the agreed details, confirmation date, and who verified them. A copied schedule, passing mention, social post, or all-day placeholder alone is not confirmation. Mark unsupported details Unconfirmed; mark disagreeing records Conflict and keep both sources. A blank day does not mean nothing is booked. Confirm an empty date with the booking owner before recording no booking.

• Review the coming weekend. A scheduled review scans Outlook and Asana every Monday at 9:00 a.m. Central for new bookings, changes, cancellations, and missing confirmations. Managers review the findings and resolve open details before the weekend. The review supports staff follow-through; it does not replace recording bookings and changes as they happen.

• Hand off public updates. Use confirmed details when answering customers. Send confirmed lineups and corrections to the GM through the Asana review task for approval and publication on the website and Facebook. Updating Asana does not automatically publish either one, and the Monday scan does not publish changes. Escalate a cancellation or incorrect public listing promptly. Keep private booking terms and personal information out of public descriptions.

PTO Accrual & Time-Off Requests

PTO Accrual for Full-Time Staff (40 hrs/week)

• Waiting Period:

  This company PTO benefit is available to regular full-time employees scheduled for 40 hours or more per week. Part-time employees do not receive company PTO. PTO cannot be used during the first 60 calendar days of employment. Benefits required by law will be provided regardless of this company classification.

• Initial Grant: On Day 61, you receive 80 hours of PTO credited immediately.

• Ongoing Accrual:

  Beginning on day 61, eligible full-time employees accrue 0.0385 hours of PTO for each hour worked. This equals 1.54 hours for 40 hours worked, or approximately 80 hours over 52 weeks at 40 hours per week. Accrual is credited through payroll in addition to the 80-hour grant on day 61. Paid time off and holiday hours not worked do not count as hours worked for this accrual.

  Unused PTO carries over from year to year. The maximum balance is 120 hours. Accrual pauses when the balance reaches 120 hours and resumes after PTO use reduces the balance. Hours above the cap are not banked for later credit.

• Visibility: Balances are listed on each pay stub and in Toast Payroll under My Profile > Time Off.

• Negative Balances: PTO cannot be used in advance. Requests that exceed the current balance will be denied.

• Separation Payout:

  PTO is intended to be used as paid time away from work. The company does not offer an elective cash payout in place of taking PTO. At separation, unused PTO is paid only when required by applicable law or an enforceable obligation, including any rights arising from prior policies. This policy does not retroactively forfeit previously earned or vested benefits or limit any legally required payment.

How to Request Time Off

Enter PTO in Toast as soon as you know you’ll need it. PTO must be requested on the Toast Payroll website so it is deducted from your balance and paid. The “Request time off” button in the MyToast app only marks you unavailable on the schedule. It does not use or pay PTO.

1. Go to payroll.toasttab.com (phone browser or computer) and log in with your Toast email and password.

2. Select My Profile > Time Off. Your available balance is shown here.

3. Select Request +.

4. Choose your dates, then select Next.

5. Choose Paid Time Off as the type, enter hours for each day, confirm your remaining balance, then select Next.

6. Add an optional note, then select Next > Finish.

Your request goes to Steven Dossey for approval in Toast. You do not need to email it.

Pay-Week Deadline

The pay week runs Monday through Sunday. PTO for a pay week must be entered in Toast by Saturday night of that week to be paid on that week’s payroll.

Notice Periods

• 1 day / partial shift: 2 calendar days

• 2–4 consecutive days: 21 calendar days

• 5+ days or peak periods: 30 days + managerial approval

Peak Season PTO Limits (Nov 1 – Feb 1)

• PTO is limited to 1 day off in any rolling 7-day window.

• Additional time off requires documented medical or family emergency approval from management (June and Allen).

Approval

A time-off request is approved only when Toast shows “Approved.”

Discretionary unpaid time off under this policy is considered for verified emergencies when PTO is exhausted. Legally protected leave and reasonable accommodations are handled under the applicable handbook policies and law and are not restricted by PTO balances, advance-notice rules, peak-season limits, or replacement-coverage requirements where those restrictions would conflict with legal rights.

Operating and PTO policies last updated October 14, 2026.

Introduction

Welcome Statement

On behalf of Purple Toad Winery (“Purple Toad Winery” or “the company"), let us extend a warm and sincere welcome. We hope you enjoy your work here and are glad to have you with us. We understand that our employees provide the services that our customers rely upon. We believe each employee contributes directly to Purple Toad Winery’s growth and success.

We hope your experience here will be challenging, enjoyable, and rewarding. We are excited to have you as part of our team!

Every employee is expected to think, communicate, and take responsibility for their work. Ask questions when instructions or priorities are unclear. Keep the people affected by your work informed about progress, changes, problems, and unfinished tasks. Never assume someone already knows, that a message was received, or that a task was completed. Confirm important information and follow through.

About This Handbook

This handbook was developed to provide information about the company’s policies, practices, programs, and benefits. The handbook applies to all employees. It is important to read, understand, and comply with all handbook provisions. If you have any questions about the handbook, please contact your manager or Steven Dossey (General Manager).

This handbook is not a binding contract between the company and its employees and is not intended to alter the at-will employment relationship. It’s also important to remember that this handbook provides general guidelines, and other information, such as benefit plans, will be described in other documents.

The company reserves the right to modify, rescind, delete, or add to the provisions of this handbook at any time, consistent with applicable law. The company also reserves the right to interpret the policies in this handbook at its discretion.

This handbook supersedes and replaces any and all employee policies and manuals previously distributed or made available to employees.

Employment-At-Will

Employment with Purple Toad Winery is at-will. This means that either you or the company may terminate your employment at any time, for any reason, with or without cause, and with or without notice. Nothing in this employee handbook or in any oral or written statement limits the right to terminate employment-at-will unless otherwise dictated by state law. Only the President of the company has the authority to enter into an employment agreement with any employee providing for employment other than at-will, and any such agreement must be in writing.

With the exception of employment-at-will, which can only be altered by the President, the terms and conditions of your employment with Purple Toad Winery may be modified at the sole discretion of the company, with or without cause or notice, at any time. No implied contract concerning any employment-related decision, term, or condition of employment can be established by any other statement, conduct, policy, or practice.

Equal Employment Opportunity

Purple Toad Winery is an equal opportunity employer and does not discriminate against employees or applicants on the basis of an individual’s race, sex (including pregnancy, gender identity, and sexual orientation), color, religion, national origin, age, disability, military or veteran status, or any other status protected by applicable law. This policy applies to all aspects of employment, including recruitment, hiring, placement, compensation, promotion, discipline, and termination.

Purple Toad Winery is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA) and relevant state laws. It is our policy not to discriminate against any qualified employee or applicant because of their disability. Consistent with this policy of non-discrimination, the company will evaluate requests for accommodation through an “interactive process” and will provide a reasonable accommodation to a qualified individual with a disability, allowing them to perform the essential functions of their job, provided such accommodation does not constitute an undue hardship to the company. The company reserves the right to propose an alternative accommodation, so long as such accommodation is equally effective in accommodating the disability.

Any employee or job applicant who has questions regarding this policy, would like to request an accommodation, or believes they have been discriminated against, should notify their manager or Steven Dossey (General Manager). Any individual who reports conduct in violation of this policy or participates in an investigation will not be retaliated against. If you believe that you have experienced retaliation, please report your concerns to your manager or Steven Dossey (General Manager).

Open Door Policy

Purple Toad Winery values each employee and strives to provide a positive work experience. In any organization, however, disagreements among employees or between managers and employees may occasionally arise. In most situations, the individuals directly involved will resolve these disagreements on their own. If that cannot be accomplished, our Open Door Policy provides an effective path toward resolution. If you have a job-related concern, complaint, or suggestion, you are encouraged to speak to your manager, Steven Dossey (General Manager), or any member of management at any time. Purple Toad Winery takes your concerns seriously, and every employee is encouraged to speak up.

Employment Policies

Employee Categories

All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications, status, and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Purple Toad Winery.

Each employee is designated as either non-exempt or exempt from federal and state wage and hour laws. Non-exempt employees are typically paid hourly and are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are usually paid on a salary basis and are excluded from specific provisions of federal and state wage and hour laws. An employee’s exempt or non-exempt classification may be changed only upon written notification by Purple Toad Winery management.

In addition to the above categories, each employee will belong to one of the following employment categories:

• Regular Full-Time: These are employees who are not in temporary or probationary status and are regularly scheduled to work the organization's full-time schedule (40 hours or more per week).

• Regular Part-Time: A part-time employee is an individual who is hired for an indefinite period, but who works less than a normal workweek. Part-time employees may work irregular hours, regularly scheduled hours every workday, or full workdays but less than 5 days per week. A common definition of part-time employment is scheduled to work less than 40 hours per week.

• Temporary Employee: A “temporary employee” means an individual whose employment is limited in duration and is hired for a specific short-term project, or on a temporary basis. Temporary employees are not eligible for company benefits unless required by applicable law.

Performance Reviews

The company may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that may need improvement. The company uses performance reviews as a tool to give feedback and to determine pay increases, promotions, coaching, disciplinary action, and/or termination. Employees should note that a performance review does not guarantee a pay increase or promotion. Written or verbal performance evaluations may be made at any time to advise employees of unacceptable performance.

Performance reviews are typically conducted every year. Your manager will discuss your performance review with you, and both you and your manager will sign the review to ensure that all strengths, areas for improvement, and job goals for the next review period have been clearly communicated and understood. Performance evaluations will be retained in your personnel file.

In addition to these formal performance evaluations, the company encourages you and your manager to discuss your job performance and career development on a frequent and ongoing basis.

Nursing Parents Policy

Purple Toad Winery supports breastfeeding parents by accommodating those who wish to express breast milk during the workday while they are separated from a nursing child.

For up to one year after the child’s birth, any employee who is breastfeeding their child will be provided reasonable break times as needed to express breast milk. Purple Toad Winery will designate a private, non-bathroom space for this purpose as needed. If applicable, these breaks may run concurrent with scheduled or paid break times but are otherwise considered unpaid unless designated by state law. If this Nursing Parents Policy differs from applicable law, the more generous of the two will apply.

Additionally, the company permits the storage of expressed breast milk at the workplace, either in a refrigerator or an employee-provided cooler, so long as the storage container is clearly labeled. Employees storing milk at the workplace assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering. Any questions regarding the Nursing Parents Policy may be directed to Steven Dossey (General Manager).

Pregnancy and Childbirth Accommodations

In accordance with the Pregnant Workers Fairness Act (PWFA) and applicable state or local laws, the company is committed to providing reasonable accommodations for employees and applicants with known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship on business operations.

Examples of Reasonable Accommodations

Accommodations will be determined on a case-by-case basis through an interactive process between the employee and the company. Examples may include, but are not limited to:

• Additional break time for rest, restroom use, meals, and hydration.

• Seating accommodations for jobs that typically require standing or vice versa.

• Schedule adjustments, remote work, or light-duty assignments.

• A temporary modification of job duties or restructuring of non-essential tasks.

• Access to a private space (not a restroom) for lactation needs.

• Modified uniforms, equipment, or devices.

• Temporary leave or reduced hours when necessary.

Requesting an Accommodation

Employees or applicants who need an accommodation should notify their supervisor or Steven Dossey (General Manager) as soon as possible. Requests should include:

• A description of the limitation requiring accommodation.

• The type of accommodation being requested.

• How the accommodation will help address the limitation.

In some cases, medical documentation may be requested to better assess the need for accommodation, except where:

• The limitation is obvious.

• The company is already aware of the limitations.

• The company does not normally require documentation in similar situations.

• The request is for accommodations presumed reasonable, such as additional breaks for restroom use, eating, drinking, or lactation needs, carrying or keeping water, or seating adjustments.

Interactive Process & Undue Hardship Consideration

The company will engage in an interactive discussion with the requesting employee to explore potential accommodations. While efforts will be made to meet requests, certain accommodations may not be granted if they impose an undue hardship, such as significantly affecting business operations, safety, or financial feasibility.

Leave as an Accommodation

If necessary, leave may be provided as a reasonable accommodation. Such leave may run concurrently with other applicable leave policies, including the Family and Medical Leave Act (FMLA) or state and local leave laws. However, the company will not require leave if another reasonable accommodation is available.

Protection from Retaliation

No employee or applicant will face retaliation, discrimination, or adverse action for requesting or using an accommodation under this policy. Employees who believe they have experienced retaliation should report concerns immediately to Steven Dossey (General Manager).

The company remains committed to fostering an inclusive and supportive work environment for all employees affected by pregnancy, childbirth, or related medical conditions.

Background Checks

Background checks help the Company gain insight into applicants' backgrounds, verify the accuracy of information applicants provide, evaluate job-related risks, and ensure that hiring and promotion decisions are made responsibly and consistently.

Offers of employment or promotion may be contingent upon satisfactory results of a background check, as deemed necessary and as permitted by law. Whether a background check is required for a particular position or promotion will be indicated in the job posting or otherwise communicated to the applicant or employee.

All candidates for positions requiring a background check will be subject to the same background check process, applied consistently and without discrimination.

Unless otherwise prohibited by law, the Company may request identifying information needed to conduct the check, such as Social Security number, date of birth, and prior addresses.

A background check may include prior employment information covering up to two employers or five years, including:

• dates of employment

• positions held

• reasons for departure and eligibility for rehire

• personal and professional references

• educational information, including the years attended and the degrees or diplomas received

• criminal history, including the number and nature of any convictions, the time elapsed since those convictions, and the relationship of any conviction to the duties of the position

• motor vehicle records and driving history, where the position involves driving;

• credit history, only where job-related, consistent with business necessity, and permitted by applicable law.

The Company will comply with all applicable legal requirements when conducting background checks. Applicants or employees will receive any required disclosures and will be asked to provide written authorization before a background check is conducted.

Background check information will be maintained confidentially in a file separate from employees' personnel files, with access limited to those who have a legitimate business need to know. The Company reserves the right to modify this policy at any time, with or without notice, subject to applicable law.

Immigration Law Compliance

All offers of employment are contingent upon verification of the employee's right to work in the United States. Every employee must complete and sign the verification form required by federal law no later than their first day of employment, and must present acceptable documents establishing their authorization to work in the United States no later than their third day of employment.

If an employee is unable to verify their right to work in the United States, the Company may be obligated to terminate their employment. The Company uses the federal government's E-Verify system when hiring new employees.

Cell Phone Usage

The Company seeks to maintain a focused, productive, and secure work environment. Personal cell phone use during working time should be limited and must not interfere with job duties, productivity, coworkers, customers, or business operations. Whenever possible, employees should use personal devices only before or after work, or during meal and rest breaks. Excessive or inappropriate use may be addressed under Company policy and applicable law. The Company is not responsible for lost, stolen, or damaged personal devices brought to work.

The Company may provide mobile devices for business use. Employees issued Company devices should use them primarily for work purposes and limit personal use. Employees may be disciplined for loss or damage caused by negligence, misuse, or failure to follow Company procedures. Company devices may not be used to view, store, send, download, upload, or transmit illegal, sexually explicit, harassing, discriminatory, offensive, or otherwise inappropriate material.

Employees may not take photos, record video, or record audio on Company premises without prior supervisor approval and, when appropriate, the consent of the individuals being recorded. The Company may restrict personal devices in areas where privacy, customer information, confidential information, trade secrets, or proprietary materials could be compromised. Nothing in this policy is intended to limit rights protected by law, including protected concerted activity under Section 7 of the National Labor Relations Act.

Employees must comply with all laws regarding phone and mobile device use while driving. Texting while driving is prohibited. Employees may not send work-related emails, texts, or other typed messages while operating a vehicle and should avoid mobile device use while driving unless hands-free use is legal and safe. Device use is prohibited while driving in unsafe weather, heavy traffic, or other hazardous conditions.

Violations of this policy may result in disciplinary action, up to and including termination of employment.

Time Away from Work and Other Benefits

Benefits Overview

This handbook contains descriptions of some of our current employee benefits. Many of the company’s benefit plans are described in more formal plan documents available from Steven Dossey (General Manager). In the event of any inconsistencies between this handbook or any other oral or written description of benefits and a formal plan document, the formal plan document will govern.

The information presented here is intended to serve only as an overview. The details of specific benefit plans are available from Steven Dossey (General Manager). Purple Toad Winery reserves the right to modify, amend, or terminate these benefits at any time and for any reason.

Paid Holidays

Purple Toad Winery provides paid holidays for eligible full-time employees on New Year’s Day, Easter, Memorial Day, Independence Day (July 4), Labor Day, Thanksgiving Day, Christmas Eve, and Christmas Day.

Full-time employees receive regular holiday pay for the listed holidays. Full-time production and warehouse employees are not required to work on those holidays to receive regular holiday pay.

Tasting-room employees who are regularly scheduled and actually work on a listed holiday receive double time for hours worked: a total of two times their regular hourly rate. Double time applies only to hours actually worked, not to unworked holiday hours.

Part-time employees who actually work on a listed holiday receive double time for hours worked. Part-time employees do not receive pay for holidays they do not work and do not receive company PTO. Any benefits or payments required by law will still be provided.

Management confirms holiday schedules and payroll treatment. Employees must record all hours actually worked; holiday pay for hours not worked is not time worked for overtime purposes. Ask management if your holiday schedule or pay treatment is unclear.

Time Away from Work

Paid Time Off (PTO): The PTO Accrual & Time-Off Requests section applies to all eligible full-time employees, including tasting-room, production, and warehouse staff. Full-time employees are regularly scheduled for 40 hours or more per week. The policy includes the 60-day waiting period, 80-hour grant on day 61, hourly accrual beginning on day 61, carryover, and 120-hour maximum balance.

Health Insurance

Purple Toad Winery makes group health benefits available to eligible full-time employees after 90 days of continuous employment. Upon becoming eligible to participate in these plans, you will receive additional information about plan benefits and enrollment. The company determines the plan carrier, specifics, and employer contribution, which are subject to change. If you have questions about our insurance programs, please contact Steven Dossey (General Manager).

Retirement Plan

Purple Toad Winery offers a SIMPLE IRA retirement plan. For eligible participating employees, the company matches employee contributions dollar for dollar up to 3% of compensation, subject to the plan documents and applicable law. Eligibility and enrollment periods are determined by the plan documents and applicable law.

Contact Justin Ray at Edward Jones at 270-251-9078 for enrollment assistance. After completing the required enrollment and salary-reduction election, notify management and provide the necessary payroll instructions so your contributions can be added to payroll. Report any missing or incorrect deductions promptly to management. Opening an account alone does not establish a payroll deduction.

Jury Duty

Purple Toad Winery understands that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. Some states may require paid jury duty. Employees should consult with Steven Dossey (General Manager) regarding state-specific policies that may apply.

Employees who are selected for jury duty must provide a copy of their jury summons to their manager and Steven Dossey (General Manager).

Military Leave

Employees taking part in a variety of military duties may be eligible for unpaid military leave. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service.

The company will grant such leave in accordance with applicable state and federal laws, provided all legal requirements are satisfied and the employee returns to work or applies for reemployment within the time prescribed by law. Except as required by applicable law, all military leave is unpaid. However, employees may use any or all of their accrued but unused vacation or other paid time off during their military service leave.

Employees requesting leave for military duty should contact Steven Dossey (General Manager) to request leave as soon as they are aware of the need for leave.

Unpaid Leaves of Absence

Occasionally, employees may need to take a temporary leave of absence. These can be for personal, medical, or other reasons. In certain circumstances, you may wish to be temporarily released from the duties of your position with Purple Toad Winery, but may not want to submit your resignation. Under certain circumstances, you may be eligible for an unpaid leave of absence and should speak with Steven Dossey (General Manager). Approval will depend on the employee’s performance, department needs, business circumstances, and potential disruption to the team.

Religious Accommodation

The Company values the religious, ethical, and moral beliefs and practices of all employees and is committed to providing reasonable accommodations for these beliefs and practices, provided that doing so does not impose an undue hardship under applicable law.

Any employee may request an accommodation when they experience a conflict between their religious, ethical, or moral beliefs or practices and their job responsibilities.

A reasonable accommodation is an adjustment to the terms or conditions of an employee’s job that enables them to work without compromising their beliefs or practices. Depending on the circumstances, an accommodation may include changes to job responsibilities or schedules, the use of paid or unpaid leave, exemptions from dress and appearance standards that do not compromise safety, or adjustments to other terms of employment.

To request an accommodation, an employee may submit a written request to their supervisor explaining how an aspect of their employment conflicts with their religious, ethical, or moral beliefs or practices and describe the accommodation they are seeking.

Once a request is received, the Company, through the employee’s supervisor and Steven Dossey (General Manager), will review the request and may discuss the request with the employee or request additional information reasonably needed to evaluate the accommodation.

If an accommodation can be provided without causing undue hardship, the Company and the employee will discuss the proposed arrangement and put it into effect. If the Company determines that an accommodation cannot be provided because it would cause undue hardship, the Company will meet with the employee to explain that decision.

Severe Weather Policy

The Company strives to ensure it prioritizes safety of the employees. While the Company intends to operate during the regular business hours, severe weather, hazardous travel circumstances, or unsafe road conditions may require the Company to close a location, open later than it was scheduled to, or allow the employees to leave before the workday ends.

In case a location is closed or opens at a time later than the scheduled opening hours, the employees direct supervisors will notify them as soon as practicable. Employees are responsible for confirming the status of their work location before traveling during severe weather or other unsafe conditions.

If a location closes or opens late because of weather, hourly employees are paid for hours actually worked and may use available PTO for scheduled hours missed. Salaried employees are paid as required by wage-and-hour law.

Employees should ensure they make responsible decisions regarding their commute and should not travel to work if they believe it would be unsafe. In such a case, they should contact their immediate supervisor as soon as possible.

On the Job Practices and Policies

Employment Records

In order to obtain employment, all employees are required to provide the company with personal information such as their legal name, address, and telephone number. This information is saved in the employee’s personnel file. Please inform Steven Dossey (General Manager) of any changes to your personal information, including your emergency contact. Changes to your address, marital status, etc., can affect your withholding tax and benefits coverage, so it is crucial to notify the company of any changes promptly.

Employee personnel files may be kept in hard copy, electronically, or in a combination of the two. Upon written request, the company will permit employees to inspect their personnel file. Employees should contact Steven Dossey (General Manager) to schedule a time to view their personnel file. State law may provide additional rights to employees related to obtaining personnel records. Employees should consult with Steven Dossey (General Manager) for state-specific policies.

Payroll

All employees of the company are paid weekly. The company takes care to ensure that employees receive the correct amount of pay in each paycheck and that they are paid promptly on the scheduled payday.

By law, the company is required to make deductions for Social Security, federal income tax, and any other mandatory deductions. These required deductions may also include any court-ordered garnishments.

The company complies with state and federal wage and hour laws and prohibits improper payroll deductions. If you believe there is an error in your pay, bring the matter to the attention of Steven Dossey (General Manager) immediately. If an error is discovered, you will be reimbursed for the appropriate amount, no later than the following pay date.

Direct Deposit

Purple Toad Winery encourages employees to have their pay directly deposited into their bank accounts via direct deposit. Employees who wish to enroll in direct deposit can do so through Steven Dossey (General Manager).

Overtime

Non-exempt employees may be required to work beyond their regularly scheduled workday at the request of their manager. Employees are expected to cooperate with such requests.

Unless otherwise required by applicable state and federal laws, non-exempt employees will be paid an overtime premium of one and one-half times their regular rate of pay for all hours worked in excess of forty per workweek.

Your manager is responsible for monitoring business activity and requesting overtime work if necessary. An effort will be made to provide you with advance notice in such situations, but it may not always be possible.

Timekeeping

Non-exempt employees must keep accurate records of time worked. Non-exempt employees will be paid for all hours worked, including fractional parts of an hour. All employees are expected to be at their workstations, ready to work at the beginning of their shift. It is up to the employee to report all time worked and to work within the scheduled and approved work hours.

Altering, falsifying, or tampering with time records, as well as recording time on another employee’s time record, may result in disciplinary action, up to and including termination of employment.

It is your responsibility to certify the accuracy of all time recorded. Any errors in your time record should be reported immediately to your manager, who will attempt to correct legitimate errors.

The company prohibits all non-exempt employees from performing any work without recording their time for payroll purposes. No one at the company is authorized to work off the clock, and no one at the company has the authority to require any employee to perform off-the-clock work.

If you have any questions or concerns regarding your hours or if you have worked off the clock or are aware of any violations of the company's timekeeping policies, you should contact your manager or Steven Dossey (General Manager). The company will not retaliate against you for such reports or complaints.

Punctuality and Attendance

Employees are expected to arrive on time and be ready for work. Managers will provide employees with their work schedules. If an employee has any questions regarding their work schedule, they should contact their manager. The company does not tolerate tardiness or absenteeism without communication and an acceptable excuse. Excessive unexcused tardiness or absenteeism may result in disciplinary action. Employees who will be late to or absent from work should notify their manager in advance, or as soon as practicable in the event of an emergency. Employees who need to leave early, for illness or otherwise, should inform their manager before departure. Unauthorized departures may result in disciplinary action.

An employee who fails to report for their scheduled workday and has not notified their manager of their tardiness or absence within the first two hours of their scheduled shift will be considered a No Call No Show (NCNS). Two consecutive NCNSs are considered job abandonment and will be designated as a voluntary resignation. In the case of job abandonment, the employee’s final date of employment for purposes of payroll and welfare benefits will be their last day actually worked.

We recognize that some absences and lateness cannot be avoided. Notify your manager as early as possible, normally no later than the start of your shift, and explain the expected duration. If an emergency prevents timely notice, contact management as soon as practicable. Asking another person to notify management is appropriate only when you cannot reasonably do so yourself.

For voluntary schedule changes or personal conflicts after the schedule is posted, you are responsible for finding a qualified coworker willing to cover your shift and promptly notifying management. Management must approve the replacement and any resulting overtime before the change is final. A coworker agreeing to cover does not, by itself, change the schedule or approve time off. If you cannot find coverage, notify management promptly; do not simply miss the shift.

For sudden illness or an emergency, notify management immediately and help arrange coverage when reasonably able. Coverage requirements do not override legally protected leave or reasonable accommodations, and employees are not required to secure a replacement as a condition of exercising those rights. Management remains responsible for safe staffing and the final coverage decision.

Meal and Rest Breaks

Employees will be provided with meal and rest periods as required by law. Your manager or Steven Dossey (General Manager) will provide further details.

Company Property

All Company property must be maintained in good working order and used in accordance with Company policies and procedures.

Company property includes, but is not limited to, equipment, devices, tools, documents, records, files, data, credentials, confidential information, and other materials owned, licensed, or provided by the Company.

The Company may inspect Company property, including Company systems and equipment, to ensure compliance with its policies and procedures, with or without notice, as permitted by applicable law. Personal property brought onto Company premises may be subject to inspection only as permitted by applicable law and Company policy.

Employees must obtain prior authorization before removing Company property from Company premises or using it for purposes outside the scope of their employment.

Upon separation from employment, or upon request by the Company at any time, employees must promptly return all Company property in their possession, custody, or control. Employees must also cooperate with the Company in identifying and returning, deleting, transferring, or otherwise securing any Company property or Company information stored in personal devices, personal accounts, cloud accounts, external drives, vehicles, residences, or other locations, as directed by the Company and as permitted by applicable law.

Employees who fail to comply with this policy may be subject to discipline, up to and including termination of employment, and the Company may pursue other remedies available by law.

Job Duties

All employees play an important role at the Company. Supervisors will explain the responsibilities and expectations associated with each position, which may change during employment. Employees are expected to understand the purpose of their work, ask questions, and use sound judgment within their training and authority.

If instructions, priorities, or ownership are unclear, ask before proceeding. Promptly tell the appropriate coworkers and manager about changes, delays, errors, safety concerns, customer issues, and unfinished work. When handing work to someone else, explain what is complete, what remains, who is responsible, and when follow-up is needed. Confirm that the handoff was understood. Never assume another person knows or has taken care of it.

Employees who are assigned to teams, whether temporarily or permanently, are expected to cooperate fully.

Employees who have concerns about their ability to fulfill their job duties should contact their supervisor.

No job duty should be performed if doing so would be unsafe or unlawful, or would otherwise pose an improper risk to an individual or to the Company. Changes to duties or schedules may be considered to accommodate employees who raise such concerns.

Failure to perform assigned job duties may result in disciplinary action, up to and including termination of employment.

The Company reserves the right, at any time and with or without notice, to change job responsibilities, reassign or transfer employees, and assign additional responsibilities within an employee's general skills and capabilities.

Social Media

Information published on any social networking site should not reveal any confidential information and must not disclose any trade secret, such as client information or marketing efforts. This also applies to comments posted on other blogs, forums, and social networking sites. The company respects the right of any employee to maintain a blog, website, or to use social media. All rules regarding confidential and proprietary business information apply in full to blogs, web pages, and social media sites. Any information that cannot be disclosed through a conversation, a note, or an email should not be shared online. Any conduct that is impermissible under the law, if expressed in any other form or forum, is impermissible if expressed online.

Employees should not post content about the company, management, co-workers, or customers that is discriminatory, libelous, or threatening or a violation of the company's policies against discrimination on account of race, age, religion, sex, ethnicity, nationality, sexual orientation, gender identity, disability, or other protected class, status or characteristic. Published information should not reveal confidential information, nor may it disclose any trade secret. Purple Toad Winery logos and trademarks may not be used without the written consent of an officer of Purple Toad Winery.

Travel and Expense

Purple Toad Winery’s policy is to reimburse team members for reasonable expenses that occur during travel for business purposes.  Travel must be approved in advance by your manager, and all expenses must be submitted for reimbursement within 30 days of the completion of travel.

It’s important to keep travel expenses reasonable and seek low-cost travel opportunities whenever possible.  Managers are responsible for reviewing and approving expenditures and withholding reimbursement if an inappropriate or extravagant expense is incurred.

Overnight accommodations will be reimbursed at reasonable room rates.  It is also important to choose airfare that is cost-effective and to purchase tickets several weeks in advance to avoid additional costs for last-minute fares. First-class or premium fares require prior approval by your manager.

A valid driver's license is required for all vehicle travel.  For personal and rental vehicles, appropriate insurance should be purchased and maintained. Mileage for use of personal vehicles will be reimbursed.

Certain expenses will not be reimbursed, including:

• Travel expenses not directly related to company business

• Airline lounge fees

• Airline club membership fees

• First-class flights and upgrades, unless approved in advance by your manager

• Clothing for business travel

• In-flight entertainment or pay-per-view movies

• Activities not related to company business

• Expenses incurred from missing flights

• Expenses incurred from unused reservations (for example, reservations that should have been canceled but were not)

• Travel expenses for family members

• Unreasonably expensive meals or excessive alcohol

Standards of Conduct

Non-Harassment / Non-Discrimination Policy

Purple Toad Winery believes that each of us should be able to work in an environment free of discrimination and harassment. We also want to provide a safe, non-intimidating, and productive work environment. To this end, the company prohibits and will not tolerate discrimination or harassment of any kind. This policy applies equally to any form of discrimination or harassment based on any legally protected status under local, state, and/or federal law, including but not limited to race, sex (including pregnancy, gender identity, and sexual orientation), color, religion, national origin, age, disability, military or veteran status. Additional protected statuses may be provided by state and local law.

The company prohibits harassment or discriminatory behavior that is offensive, abusive, threatening, intimidating, or disruptive to others. These behaviors can be verbal or physical and can include, among other things, making derogatory remarks, gestures, or jokes based on any other classification protected by applicable local, state, or federal laws, engaging in stereotyping based on such classifications, displaying or distributing cartoons, posters, or other materials based on such classifications, unwelcome touching, pinching, or other physical contact, and any form of stalking or bullying.

Sexual Harassment:

Sexual Harassment is also strictly prohibited by the company. “Sexual Harassment” includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made explicitly or implicitly a term or condition of employment or as a basis for employment decisions; or (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating, abusive, or offensive work environment.

Examples of sexual harassment can include, but are not limited to asking for sexual favors in exchange for work benefits; displaying or distributing sexually offensive or obscene posters, cartoons, or other materials; making jokes, stories, comments, or innuendoes of a sexual nature, making sexual gestures, jokes, advances, remarks, or expressions; unwelcome touching, pinching, or other physical contact, including unwanted touching of a person’s clothing or hair; whistling or catcalls; leering or intensely staring at someone’s body; stalking, cyberstalking, or bullying; or blocking or impeding a person’s path. It is the responsibility of the employee who is subjected to harassment or who witnesses a case of unlawful harassment to report such an incident directly to their manager or, if that is not possible or appropriate, to Steven Dossey (General Manager).

This policy applies to all employees and also applies to all interactions with independent contractors, temporary employees, and anyone else working with the company. The policy also applies to conduct outside the workplace between coworkers, for example, at a work event after business hours or on social media.

Reporting:

Any company employee who feels that they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of their manager or Steven Dossey (General Manager). The company will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and the company will only share information relating to the complaint or investigation on a need-to-know basis.

Responsibilities:

Employees, contractors, and temporary workers are responsible for complying with this policy by not engaging in the conduct prohibited by this policy, reporting all instances of alleged harassment, and cooperating in any investigation of the alleged harassment.

Managers are responsible for implementing this policy in their departments, keeping the workplace free from any form of harassment, ensuring that all associates, contractors, and temporary workers understand this policy, taking harassment complaints seriously, and notifying Steven Dossey (General Manager) immediately about any complaints of sexual or other forms of harassment or discrimination.

Anti-Retaliation:

The company prohibits any type of retaliation against anyone for opposing harassment or discrimination, filing a harassment or discrimination charge or complaint, providing information in a company investigation of alleged harassment or discrimination, or participating or being a witness in a harassment or discrimination lawsuit, hearing, or proceeding. If you feel that you have been retaliated against for opposing harassment or discrimination, please notify your manager or Steven Dossey (General Manager).

Workplace Violence Prevention

It is Purple Toad Winery’s policy that any threats, threatening language, or any acts of aggression or violence made toward or by any company employee will not be tolerated. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment.

Employees have a duty to immediately notify their managers, security or workplace personnel, Steven Dossey (General Manager), or senior management of any suspicious behavior, concerning situations, or acts of physical violence that they observe or are aware of that involve other employees, former employees, customers, suppliers, visitors, or other parties associated with the company. These situations include, for example, threats or acts of violence, aggressive or intimidating behavior, threatening or offensive comments or remarks, or similar behavior. Employee concerns raised under this policy will be held in confidence to the maximum possible extent. The company will not permit any form of retaliation against any employee who raises concerns in good faith.

Purple Toad Winery will promptly and thoroughly investigate all reports of threats or incidents of actual violence and suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. To maintain workplace safety and the integrity of its investigation, the company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Employees with an order for victim protection identifying Purple Toad Winery as their workplace are encouraged to notify Steven Dossey (General Manager). Any such report will be kept confidential to the greatest extent possible.

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

Drug-Free Workplace and Testing Policy

Purple Toad Winery employees are responsible for helping maintain a safe and healthy work environment. Employees abusing drugs and alcohol are less productive and are a risk to the safety and productivity of our company. Therefore, the company prohibits the possession, manufacture, use, and distribution of all controlled substances in the workplace.

Employee Assistance

The company will assist employees who wish to seek treatment for drug and alcohol addiction voluntarily.

Drug and Alcohol Possession

• Employees have a responsibility to report to work without impairment. Working while impaired by drugs or alcohol is prohibited.

• Possession, use, distribution, and manufacture of illegal drugs, or of alcohol except as described below, on company property or while working, driving a company vehicle, or working off-site is strictly prohibited.

• Purple Toad products: Making, handling, transporting, pouring and serving Purple Toad wine and spirits is part of many jobs here and does not violate this policy. Tasting on the clock is allowed only as part of assigned duties (such as product training, quality checks or guided tastings) and in the amounts management permits. Drinking for personal enjoyment while working is prohibited, and no one may work while impaired.

• Employees who are using prescription or over-the-counter drugs that may impair their ability to perform their job safely or effectively must notify Steven Dossey (General Manager) before performing work.

• Prescribed medications must be in a container labeled by a pharmacist and must be used for the purposes or manner intended.

• While some states have legalized medicinal or recreational marijuana use, Purple Toad Winery is not required to permit employees to use or be under the influence of marijuana while performing their job duties. Marijuana use or being under the influence of marijuana at work is prohibited.

• Any illegal drugs or drug paraphernalia may be turned over to law enforcement.

• The company reserves the right to inspect its premises for drugs and alcohol.

Testing

• Pre-Employment: Unless prohibited or restricted by state law, all prospective employees may be required to pass a drug test before beginning work.

• Random Testing: Unless prohibited or restricted by state or local law, employees may be selected at random for drug and alcohol testing.

• For-Cause Testing: Employees may be tested if there is reasonable suspicion of drug or alcohol use that affects job performance or safety.

• Post-Accident Testing: Employees may be tested for drugs and alcohol following accidents or incidents in the workplace.

Refusing to submit to a drug or alcohol test, or otherwise violating the Drug-Free Workplace Policy, is grounds for disciplinary action, up to and including termination. Employees who are convicted of a criminal drug violation in the workplace must notify the company within five calendar days.

Employee Conduct and Work Rules

Purple Toad Winery expects employees to behave professionally, communicate respectfully, and take responsibility for their work. Effective communication and reliable follow-through are part of every job. Speak up about problems, ask when unsure, share relevant information with the people who need it, and confirm important instructions and handoffs. Employees are expected to help the team understand what is happening and what needs attention.

Every company must have standards of conduct to guide the behavior of employees. These standards of conduct apply to all employees whenever they are on company property or conducting company business on or off company property. Although there is no possible way to identify every rule of conduct, the following is an illustrative list:

• Dishonesty or falsification of company records;

• Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials;

• Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, or other conduct that may endanger others or damage property;

• Insubordination, failure to perform assigned duties, or failure to comply with the company's health, safety, or other lawful rules;

• Unauthorized or careless use of the company's materials, equipment, or property;

• Unauthorized and/or excessive absenteeism or tardiness;

• Lack of teamwork, poor communication, unsatisfactory performance, or unprofessional conduct;

• Sexual or other illegal harassment or discrimination;

• Unauthorized use or disclosure of the company's confidential information;

• Violation of company policy.

Engaging in any conduct the company deems inappropriate may result in disciplinary action, up to and including immediate termination.

Company Computers and Communication Systems

Purple Toad Winery retains the right to access all company property, including computers, desks, file cabinets, storage facilities, equipment, vehicles, phones, software, files, and folders, electronic or otherwise, at any time. Employees should have no expectation of privacy when on company grounds or while using company property. All documents, files, voice mails, and electronic information, including emails and other communications, created, received, or maintained on or through company property are the property of the company, not the employee.

Upon termination, employees are required to surrender any company property they possess. Files or programs stored on company computers may not be copied for personal use. The company’s computer, email, and Internet access systems are for business use only. As such, you agree and understand that the company may monitor these systems, including the full content of any messages therein, without further disclosure to you.

The company requires you to follow its rules. These rules are in no way an exhaustive list:

• Do not share your user login credentials or passwords with anyone. No employee may attempt to access another employee’s computer systems or data without authorization.

• Do not install unapproved apps. Employees should not delete, examine, copy, or modify files and/or data belonging to other users without their consent.

• Do not use company resources or information for other commercial purposes or personal profit.

• Do not send harassing, obscene, sexually explicit, and/or other threatening emails. Use of company computers for immoral, illegal, or unethical purposes is prohibited and may result in immediate termination.

• Any unauthorized or deliberate action that damages or disrupts systems, alters normal performance, or causes it to malfunction is prohibited.

• Dissemination of proprietary or confidential company information without appropriate authorization is prohibited.

• Use of company computers for entertainment purposes such as playing online gambling or accessing pornographic sites is prohibited.

We ask that you use your best efforts to physically secure company equipment against loss, theft, or use by persons who have not been authorized to access our devices. In the event that any company device is lost, stolen, accessed by unauthorized persons, or otherwise compromised, you must immediately inform your manager. You must also promptly provide the company with access to company devices when requested.

Employee-Owned Communication Devices

The purpose of this policy is to define standards, procedures, and restrictions for employees who have legitimate business reasons for connecting a personally-owned device to the company’s corporate systems or network.

The policy applies to any hardware and related software that is employee-owned or supplied and is used to access company resources or perform work for the company. The overriding goal of this policy is to protect the integrity of the confidential client and business data that resides within the company’s technology infrastructure. Employees are required to secure their personal devices in such a way as to prevent access by unauthorized users. A data breach could result in loss of information, damage to critical applications, loss of revenue, and damage to the company’s reputation. Therefore, all employees using a personal device that is connected to the company’s network and capable of backing up, storing, or otherwise accessing corporate data of any type, must use and secure their device in such a way as to protect the company’s assets.

All materials, data, communications, and information created on, transmitted to, received or printed from, or stored or recorded on an employee-owned device, for purposes of conducting the company's business or on behalf of the company, are the property of the company, regardless of who owns the device at issue. The company reserves the right to monitor, inspect, and review any work-related communications, data, information, or work product created by, stored by, recorded by, printed from, transmitted to, or received by employees on such personal electronic devices.

Any use of a personal mobile device for business purposes must conform to the company’s policies and processes, and each user is responsible for using their device in a productive, professional, ethical, and lawful manner.

Personal Visitors and Phone Usage

Disruptions during working hours can lead to errors and delays. Therefore, we ask that personal telephone calls and messaging be kept to a minimum. For safety and security reasons, employees are prohibited from having personal guests visit or accompany them in areas other than the reception areas unless otherwise approved by their manager.

Workplace Searches

The company prioritizes the safety, protection, and well-being of employees and its business interests. The company reserves the right to search all company property for all business purposes, including compliance with company policies, protecting the company's rights, property, and interests, investigating breaches of security, and investigating possible violations of the law. Employees should not have any expectation of privacy with respect to company property. Examples of company property include company-provided vehicles, desks, filing cabinets, workstations, equipment, computers, and lockers.

Employees are expected to cooperate in the conduct of any search or inspection.

Smoking

Smoking is not allowed on Purple Toad Winery premises. This includes vaping or using e-cigarettes. Smoking is prohibited in all company-owned, rented, or leased vehicles.

Confidential Company Information

The protection of the company’s confidential business information and trade secrets is vital to the interests and success of our organization. “Confidential information” is information belonging to the company but not generally known to the public, including, but not limited to: customer lists and contact information, price lists, financial information, marketing plans, business strategies, and sensitive employee information. Anyone who discloses confidential information without authorization will be subject to disciplinary action, up to and including termination, even if they do not benefit from the disclosed information. This duty of confidentiality applies whether the employee is on or off company premises, during and even after the end of the employee's employment with the company.

It is important that all confidential information remains confidential and not be disclosed to others. Any employee who improperly copies, removes (whether physically or electronically), uses, or discloses confidential information to anyone outside of the company without authorization may be subject to disciplinary action up to and including termination. Employees may be required to sign an agreement reiterating these obligations.

In the event of inadvertent disclosure of confidential information, employees must immediately inform their manager. Any employee who is unsure whether information should be kept confidential should always check with their manager before disclosing the information.

No Solicitation / No Distribution

Purple Toad Winery works hard to build a cooperative culture. As such, employees may not solicit for any cause or distribute literature of any kind, for any purpose during working time.

Non-employees are not permitted to solicit employees or distribute materials for any purpose on company property at any time.

Conflict of Interest Policy

Employees are expected to act in the best interests of the company and its clients by identifying and managing potential conflicts of interest. Employees must disclose any potential conflicts of interest immediately and follow procedures to manage these conflicts to maintain professional integrity.

Disclosure and Documentation

• Employees must disclose any personal, financial, or other interests that could potentially conflict with their professional responsibilities. This includes relationships with clients, vendors, or competitors that could influence decision-making.

• When a potential conflict of interest is identified, the employee must report it to their supervisor. The company will assess the situation and determine the appropriate course of action, which may include recusal from certain projects or clients.

• Employees must avoid any actions that could create the appearance of a conflict of interest. This includes accepting gifts, favors, or other benefits from clients or vendors that could influence professional judgment. Any offers of gifts or benefits must be reported to a supervisor.

• Employees should maintain records of disclosed conflicts and actions taken to mitigate them. This documentation helps ensure transparency and accountability.

Failure to disclose or manage conflicts of interest could damage the company's reputation and client trust. The lack of transparency or disclosure on the part of the employee may result in disciplinary action, up to and including termination of employment.

Health and Safety

Purple Toad Winery takes reasonable precautions to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees, and it is ultimately the responsibility of each employee to help prevent accidents. To ensure a safe workplace, employees should use all safety and protective equipment provided to them and maintain work areas in a safe, clean, and orderly manner, free from hazardous conditions. Employees who observe an unsafe practice or condition should report it to their manager immediately.

In the event of a work accident or injury, employees must notify their manager immediately. Report every injury, regardless of how minor, to your manager immediately. Physical discomfort caused by repetitive tasks must also be reported.

Employees should recognize any potential fire hazards and be aware of fire escape routes and fire drills. In the event of a fire or other emergency, dial 911 immediately. If you hear a fire alarm or other emergency alert system, proceed quickly and calmly to the nearest exit. Failure to report known safety issues or observable hazards may result in disciplinary action, up to and including termination.

Hiring Relatives and Significant Others

Purple Toad Winery’s policy is that close relatives or individuals who live with but are not legally related to company employees may be hired only if they will not be working directly for or managing their close relative cohabitant. If already employed, they cannot be transferred or promoted into such a reporting relationship. If a close relative or cohabitation relationship is established after employment begins, the employees should disclose this to Steven Dossey (General Manager), who will decide the appropriate next steps, if any.

Business Expense Reimbursement

Employees may be reimbursed for reasonable, pre-approved expenses incurred in the course of business. These expenses must be approved by your manager in advance. Contact your manager in advance if you have any questions about whether a business expense will be reimbursed.

References

Purple Toad Winery will respond to reference requests through Steven Dossey (General Manager).

Verification of employment: Requests to verify employment will be handled by Steven Dossey (General Manager). If contacted to verify employment, the company will provide your title and dates of employment.

References

While the company does not provide references or letters of recommendation, Purple Toad Winery endorses and will not interfere with an employee's personal request to a colleague or manager to provide a reference or a letter of recommendation. Any such reference is at the discretion of the individual, and they must be clear that their reference is not being made on behalf of the company.

Dress Code

The Company maintains a Company provided uniform dress code standard. Employees are expected to present a professional and neat appearance appropriate for their role and daily responsibilities. Clothing must be clean, in good condition, and free of offensive or distracting text or imagery.

Wear jeans or dress slacks. Jeans must have no holes or tears. Shorts are not permitted, including during hot weather. Follow the required uniform standard every workday.

Employees must arrive for each shift groomed, dressed, and ready to serve customers. Clothing must be clean, wrinkle-free, and in good condition. Employees must maintain good personal hygiene.

Hair must be clean and neatly combed, brushed, styled, or secured as appropriate for its texture and style. Employees must arrive with their hair groomed and put together, with personal grooming completed before work. Natural textures and protective styles are welcome and must be neatly maintained.

Makeup is optional and is not required. The expectation is a neat, cared-for appearance that reflects the Purple Toad brand. Employees should complete their personal grooming before arriving for work.

The dress code applies daily, including during hot weather.

Follow the required uniform and clothing standards for every shift.

The Company may make reasonable adjustments to this dress code to accommodate religious beliefs, medical needs, disability, or other protected characteristics; employees needing such an accommodation should contact Steven Dossey (General Manager).

Arriving Dressed Incorrectly

Employees must report dress-code concerns to the manager or assistant manager on duty before beginning work. Management will address the issue privately and explain what must be corrected. If an appropriate spare uniform item is available, management may offer it. Otherwise, the employee may be directed to change before beginning or returning to duties. Repeated or deliberate violations may result in disciplinary action, up to and including termination, consistent with the handbook.

All time actually worked must be recorded and paid. Management will determine the treatment of any time away to change under applicable wage-and-hour rules; employees must not perform work off the clock. Requests for religious, disability, pregnancy-related, or other legally protected accommodations will be considered under the applicable handbook policies.

State and Local Policies

Kentucky Policies

Kentucky - Voting Leave

Employees are eligible to receive up to four hours of time off from work to vote or request or execute an absentee ballot.

Employees must submit a request to their supervisor in writing prior to the date of election. The company may designate the time employees may take off to vote.

Employees will not be penalized for taking voting leave unless they do not vote.

Kentucky - Pregnancy Accommodations

The company will provide reasonable accommodations in accordance with the Kentucky Pregnant Workers Act. This includes pregnant employees or those who are recovering from childbirth, lactation, or a related condition unless the accommodation would impose an undue hardship on the company.

Reasonable accommodations include, but are not limited to:

• provision of more frequent or longer break periods;

• more frequent restroom, food, and water breaks;

• acquisition or modification of equipment or seating;

• limitations on lifting;

• temporary transfer to a less strenuous or hazardous position if available, with return to the current position after pregnancy;

• job restructuring;

• light duty, if available;

• assistance with manual labor; or modified work schedule.

• private space that is not a bathroom for expressing breast milk

Kentucky - Adoption Leave

The company will provide up to 6 weeks of unpaid leave in accordance with Kentucky law for the adoption of a child under the age of 10. Employees should submit a written request for leave and may need to provide appropriate documentation.

Kentucky - Jury Duty

Employees will be allowed to take leave for time spent responding to a summons for jury duty. The employee should try to provide as much advance notice of their jury or witness service to their supervisor as possible. Employees will
not be required to use annual, vacation, or sick leave for time spent responding to a summons for jury service. The company will not retaliate for the use of this leave and may require the employee to provide appropriate documentation of their service.

Kentucky- Meal and Rest Breaks

The company provides a reasonable meal break to employees between the third and fifth hours of their shift.

Employees are provided with a paid 10-minute rest break for each four-hour period they work.

Kentucky - Emergency Responder Leave

The company will not terminate an employee who is a volunteer firefighter, rescue squad member, emergency medical technician, peace officer, or a member of an emergency management agency because that employee, when acting as a volunteer firefighter, rescue squad member, emergency medical technician, peace officer, or a member of an emergency management agency, is absent or late to the employee's employment in order to respond to an emergency before the time the employee is to scheduled to report to work.

The company will not terminate an employee who is a volunteer firefighter, rescue squad member, emergency medical technician, peace officer, or member of an emergency management agency who is absent for no more than 12 months from the company because of injuries incurred in the line of duty.

Documentation

The company may request a written statement from the supervisor, acting supervisor, or director of the volunteer fire department, rescue squad, emergency medical services agency, law enforcement agency, or emergency
management agency under whose command the employee was on active duty and on assignment with that fire department, rescue squad, emergency medical services agency, law enforcement agency, or emergency management agency when the injury occurred. The company may also request a written statement from a licensed, practicing physician that the employee is injured and a date for the employee’s return to work.

Kentucky - Final Paycheck

When employment ends, whether by resignation or discharge, the company will pay all earned wages no later than the next normal pay period or 14 days after separation, whichever occurs later, as required by Kentucky law.

Acknowledgments

General Handbook Acknowledgment

This employee handbook is intended to provide guidelines and general descriptions only. Individual circumstances may call for individual attention. Because the company's operations may change, the contents of this handbook may be changed at any time, with or without notice, in an individual case, or generally, at the sole discretion of management. Please read the following statements and sign below to indicate your receipt and acknowledgment of this employee handbook.

I have received and read a copy of Purple Toad Winery’s employee handbook. I understand that the policies, rules, and benefits described in it are subject to change at the sole discretion of the company at any time. I further understand that my employment is terminable at will, either by myself or the company, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind, as allowed by law. I understand that no contract of employment other than “at-will” has been expressed or implied and that no circumstances arising out of my employment will alter my “at-will” status. I understand that my signature below indicates that I have read and understood the above statements and that I have received a copy of the company's employee handbook.

Employee's Printed Name: _________________________________________

Employee Signature: _________________________________________

Date:_____________________

Complete the electronic acknowledgment requested through Handbooks.io. Your acknowledgment record will identify the handbook version you received and the date you signed, and will be retained with your personnel records. If management provides a paper acknowledgment instead, return the signed copy to Steven Dossey (General Manager). Ask management any questions about the handbook before signing.