ASSOCIATE HANDBOOK

Revised January 25, 2021

4849-1641-7580.2
 TABLE OF CONTENTS
HANDBOOK INTRODUCTION .......................................................................................................................................................................3
INTRODUCTION ............................................................................................................................................................................................... 4
HISTORY ........................................................................................................................................................................................................... 5
CORE VALUES ................................................................................................................................................................................................... 6
MISSION ........................................................................................................................................................................................................... 7
CODE OF CONDUCT .....................................................................................................................................................................................8
EMPLOYMENT AT WILL .................................................................................................................................................................................... 9
CODE OF CONDUCT - ETHICS AND CONDUCT ................................................................................................................................................... 9
DISCIPLINE ....................................................................................................................................................................................................... 9
INVESTIGATIONS ............................................................................................................................................................................................ 10
ATTENDANCE POLICY ..................................................................................................................................................................................... 10
UNIFORM AND PERSONAL APPEARANCE....................................................................................................................................................... 10
ASSOCIATE SMOKING .................................................................................................................................................................................... 11
CELL PHONES AT WORK ................................................................................................................................................................................. 11
EMAIL AND INTERNET USAGE ........................................................................................................................................................................ 11
SOCIAL MEDIA ................................................................................................................................................................................................ 11
CASH HANDLING ............................................................................................................................................................................................ 12
CREDIT CARD HANDLING ............................................................................................................................................................................... 12
LOSS PREVENTION ......................................................................................................................................................................................... 12
GENERAL SAFETY ........................................................................................................................................................................................... 13
ASSOCIATE SAFETY ......................................................................................................................................................................................... 13
ON-SITE SECURITY .......................................................................................................................................................................................... 13
WORKPLACE VIOLENCE/WEAPONS ............................................................................................................................................................... 14
ARREST/INDICTMENT OF AN ASSOCIATE ....................................................................................................................................................... 14
EMPLOYMENT OF RELATIVES/FRIENDS ......................................................................................................................................................... 14
OPEN DOOR POLICY ....................................................................................................................................................................................... 15
MANAGEMENT RELATIONSHIPS WITH ASSOCIATES ...................................................................................................................................... 15
SPEAK UP........................................................................................................................................................................................................ 16
GENERAL EMPLOYMENT INFO ................................................................................................................................................................... 17
EQUAL EMPLOYMENT OPPORTUNITY (EEO) .................................................................................................................................................. 18
REASONABLE ACCOMMODATIONS/INTERACTIVE PROCESS .......................................................................................................................... 18
CALIFORNIA LACTATION ACCOMMODATION POLICY .................................................................................................................................... 18
HARASSMENT ................................................................................................................................................................................................ 18
POLICY AGAINST ABUSIVE CONDUCT ............................................................................................................................................................. 19
COMPLAINT PROCEDURE ............................................................................................................................................................................... 19
WORKPLACE RESPECT .................................................................................................................................................................................... 20
REFERENCE CHECKS/BACKGROUND INVESTIGATIONS .................................................................................................................................. 20
REHIRES AND REINSTATEMENT ..................................................................................................................................................................... 20
DRUG AND ALCOHOL FREE WORKPLACE ....................................................................................................................................................... 20
INTERNAL JOB POSTINGS ............................................................................................................................................................................... 21
RESIGNATION................................................................................................................................................................................................. 21
ASSOCIATE COMMUNICATION AREA ............................................................................................................................................................. 21
SAFETY AT WORK ...................................................................................................................................................................................... 22
WORKERS’ COMPENSATION/ON-THE-JOB INJURY OR ILLNESS ...................................................................................................................... 23
HAND WASHING ............................................................................................................................................................................................ 23
SANITATION ................................................................................................................................................................................................... 23
ATTENDANCE AND PAY ............................................................................................................................................................................. 24
CLASSIFICATION OF ASSOCIATES ................................................................................................................................................................... 25
REGULAR PAY AND OVERTIME COMPENSATION ........................................................................................................................................... 25
AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 1
 DIRECT DEPOSIT ............................................................................................................................................................................................. 26
WORK SCHEDULES ......................................................................................................................................................................................... 26
REST AND MEAL BREAKS ................................................................................................................................................................................ 26
TIME RECORDS ............................................................................................................................................................................................... 26
PERSONNEL RECORDS .................................................................................................................................................................................... 27
PAYMENT OF WAGES ..................................................................................................................................................................................... 27
LOST PAYCHECKS ........................................................................................................................................................................................... 27
DEDUCTIONS FROM PAY ................................................................................................................................................................................ 27
TIP REPORTING .............................................................................................................................................................................................. 28
ASSOCIATE BENEFITS ................................................................................................................................................................................. 29
ASSOCIATE BENEFITS ..................................................................................................................................................................................... 30
401(K) PLAN ................................................................................................................................................................................................... 30
ASSOCIATE, MANAGEMENT, CORPORATE ASSOCIATE DISCOUNTS ............................................................................................................... 30
ASSOCIATE ASSISTANCE PROGRAM (EAP)...................................................................................................................................................... 32
TIME OFF ................................................................................................................................................................................................... 33
VACATION ...................................................................................................................................................................................................... 34
SICK PAY ......................................................................................................................................................................................................... 34
HOLIDAYS ....................................................................................................................................................................................................... 34
FAMILY AND/OR MEDICAL LEAVE (FMLA) ...................................................................................................................................................... 35
BEREAVEMENT LEAVE .................................................................................................................................................................................... 37
JURY DUTY...................................................................................................................................................................................................... 37
MILITARY LEAVE ............................................................................................................................................................................................. 37

2 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

HANDBOOK INTRODUCTION
• INTRODUCTION
• HISTORY
• CORE VALUES
• MISSION
• GIFTS

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 3

INTRODUCTION
Welcome to the team! Whether you have just joined our team or you have been with our Company for a while, we are confident that
you will find our Company a dynamic and rewarding place to work and we look forward to a productive and successful working
relationship. The unprecedented success we have enjoyed is primarily due to the hard work and dedication of people like you. We
offer all guests who come through our doors a unique experience that is remembered long after they leave our center. This focus on
the guest will be your most important priority. This manual has been written to serve as the guide for the employer/associate
relationship.

• Here are some important points to keep in mind about this handbook:

It contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications
of, or exceptions to, the general policies, practices, and procedures described. For that reason, if you have any questions concerning
eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address your specific questions to your
Supervisor or the Human Resources Department.

The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. Of course we
always try to inform you of any changes as they occur. In cases where this handbook and an existing bargaining unit agreement
conflict, the language in the bargaining unit will prevail.

Some of the subjects described here are covered in detail in other documents, such as Operating Standards or “OS.” You should refer
to these documents located on our intranet site for specific information, since this handbook only briefly summarizes those benefits.

Our Company believes that in today’s working environment the most effective, efficient and harmonious means of operating is for the
Company’s management and associates to work together directly to address issues and develop solutions to our problems. We expect
managers to treat all associates fairly, and to engage associates in improving the operation of their bowling center or department.
When managers involve associates to fully participate in the operation and improvement of the business, we are able to realize our full
potential as a Company and as individuals on a team. Full participation means setting clear expectations and providing recognition and
rewards for efforts and more importantly for results.

Your employment with this Company is at-will. That means that either you or the Company may terminate employment at any
time, with or without reason or notice. No individual other than the CEO, CFO or President can alter the at-will policy, and such
agreement must be in writing and signed by both parties.

The Company reserves full discretion to revise, modify, rescind, delete, or add to the provisions of this handbook, or the policies and
procedures on which they may be based (other than the at-will policy), at any time without advance notice.

4 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

HISTORY
The history of Bowlero Corporation begins with one of the most famous names in bowling, AMF.

AMF was founded in New York in 1900 as American Machine and Foundry Company Inc. Fast-forward more than five decades to 1957.
That year, AMF entered the bowling business with the debut of its automatic pinsetter at the ABC Championship in Fort Worth, Texas.
The pinsetter was a watershed moment for AMF, becoming the first fully automated machine to be installed and used in bowling
alleys. Over the years, AMF has been involved in many different interests, but through it all, its commitment to bowling has remained
paramount.

Like AMF, Brunswick Bowling Centers began as a result of a manufacturing business. Brunswick began as a maker of billiard tables and
back-bars in Cincinnati, Ohio. In the 1890s, the Company entered the bowling business as a manufacturer of bowling equipment and
served as the exclusive equipment provider for the ABC Championship during its first 40 years.

In 1938, Bowlmor Lanes opened in New York City’s Greenwich Village, but by the early 1990s had fallen into disrepair. Enter Tom
Shannon. In 1997, Tom acquired the run-down, financially strapped bowling alley and transformed it into one of New York City’s
hottest nightlife venues, completely altering the landscape of the sport. With Bowlmor Lanes, the upscale bowling concept was born.

In 2013, Bowlmor Lanes acquired AMF Bowling Worldwide to become the largest owner and operator of bowling centers in the world.
A year later, the Company expanded by launching a new brand, Bowlero, and purchasing Brunswick Bowling Centers. The move would
consolidate bowling’s most famous names into one unified family of brands. In 2017, Bowlmor AMF officially became Bowlero
Corporation, leveraging the strength of the Bowlero brand and ushering in a new chapter for the Company.

In 2019, we made another big acquisition: the Professional Bowlers Association (PBA). With our partners at FOX Sports, we’re
reenergizing the PBA and bringing the sport to millions of fans.

Today, Bowlero Corporation operates over 300 locations, including eight in Mexico and two in Canada, specializing in corporate and
special events, as well as league and retail bowling. The Company continues to grow, discovering new ways to reinvent America’s
favorite pastime and bring its world-class entertainment to millions of guests each year.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 5

CORE VALUES
The following list of core values reflects what is truly important to us as a Company. These are NOT values that change from time to
time, situation to situation or person to person. They are the cornerstone of our Company culture.

Integrity: Honesty and Truthfulness. If you are uncertain about whether something is right or wrong, it's probably wrong. Hold
yourself and your team accountable for their actions and report any dishonesty. Practice Open Door Policy. The best way to move the
Company forward is to engage in open and honest debate when there are areas where we are falling short. Our credibility is important
- don't squander it by spinning the facts or trying to shade the truth.

Take Ownership: Act as if you are an owner in the Company and that a problem or an opportunity affects you personally. This
is the best way to ensure your continued growth as an employee.

Never, Ever Give Up: Never accept defeat as an option. No matter what the challenge, we never, ever give up.

Create Delighted Guests: We don't want satisfied guests; we want delighted guests! This means doing whatever is
within reason to make them happy because repeat guests are evangelists for us in the market. Always make decisions with the guests'
experience in mind. How would you want to be treated in a circumstance? What would make you happier? Take your own
expectations of great service and take joy in providing that to your guests.

High Sense of Urgency: Speed in solving problems is a competitive advantage for our Company. When you are faced with
a problem or a challenge, begin to take action NOW.

Outstanding Design: Sensational design is one of our enduring competitive advantages versus our competitors and other
entertainment alternatives. Plus, it’s really rewarding to create something truly great!

Be Flexible: Strong companies are like strong metals, they don't break under pressure, they bend, forcing out weakness and
becoming stronger. The status quo is all that matters. Obstacles must be overcome in the moment. The only fingers being pointed
should be to a solution.

6 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

 MISSION

We strive to be a World Class provider of Delightful guest

experiences and to provide a Dynamic work environment where
Talented and Ambitious associates will Thrive.

We give our guests:

G enuine appreciation

I contact & smiles

F eeling of importance

T hanks

S peedy service

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 7

CODE OF CONDUCT
• EMPLOYMENT AT WILL
• CODE OF CONDUCT - ETHICS & CONDUCT
• DISCIPLINE
• INVESTIGATIONS
• ATTENDANCE
• UNIFORM AND PERSONAL APPEARANCE
• ASSOCIATE SMOKING
• CELL PHONES AT WORK
• EMAIL AND INTERNET USAGE
• SOCIAL MEDIA
• CASH HANDLING
• CREDIT CARD HANDLING
• LOSS PREVENTION
• GENERAL SAFETY
• ASSOCIATE SAFETY
• ON-SITE SECURITY
• WORKPLACE VIOLENCE/WEAPONS
• ARREST/INDICTMENT OF AN ASSOCIATE
• EMPLOYMENT OF RELATIVES/FRIENDS
• OPEN DOOR POLICY
• MANAGEMENT RELATIONSHIPS WITH ASSOCIATES
• SPEAK UP

8 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

EMPLOYMENT AT WILL
Your employment with the Company is at-will. Neither this handbook nor any other Company document confers any contractual right,
either expressed or implied, to remain an associate of the Company. It also does not guarantee any fixed terms and conditions of your
employment. Your employment is not for any specific time and may be terminated at will, with or without cause and without prior
notice by the Company. You may also resign for any reason at any time, with or without notice. Only the Vice Chairman or CEO has
the authority to enter into an agreement for employment for any specified period of time, or to make any agreement contrary to the
above information. Such agreement must be in writing and signed by CEO, CFO or President and the associate.

CODE OF CONDUCT - ETHICS AND CONDUCT

The Company commits to complying fully with ethical and legal responsibilities in business activities and relations with each of our
associates. Your actions are significant indications of judgment and competence and an important element in the evaluation for
continued employment, promotion and compensation. You will help us comply with its ethical and legal responsibilities. You are
responsible to avoid conduct that is or could reasonably appear to be improper or might injure our reputation for honesty and integrity
in its business activities or relations with associates, vendors or guests. If in doubt as to what may be appropriate conduct, you should
consult with a manager, or the Human Resources or Legal Department.

REFERENCE OS#1000 ETHICS AND CONDUCT

DISCIPLINE
You are expected to meet Company standards of work performance. Work performance encompasses many factors, including but not
limited to attendance, punctuality, personal conduct, job proficiency and general compliance with the Company’s policies and
procedures.

If you do not meet these standards, the Company may, under certain circumstances, take disciplinary action, up to and including
immediate termination. The intent of any disciplinary action is to formally document problems while providing you with time within
which to improve performance. The process is designed to encourage development by providing you with guidance in areas that need
improvement such as poor work performance, attendance problems, personal conduct, general compliance with the Company’s
policies and procedures and/or other disciplinary problems.

Action taken by management in one particular situation does not necessarily set precedent. Management may, in its discretion, take
any disciplinary action it deems is warranted by the specific situation, ranging from verbal or written warnings to immediate
termination.

Immediate Dismissals/Misconduct
If your conduct, actions or performance violate or conflict with Company policies, we may terminate your employment immediately
and without warning.

The following are some non-exhaustive examples of grounds that may result in immediate dismissal of an associate:
• Breach of trust or dishonesty
• Conviction of a felony
• Willful violation of an established policy or rule
• Falsification of Company records
• Gross negligence
• Rudeness to guests or associates
• Insubordination
• Misuse of Company time
• Misuse of the email system
• Violation of the Anti-Harassment, Respect and/or Equal Employment Opportunity policies
• Gambling, conducting games of chance or possession of such devices on the premises or during work hours

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 9

 • Larceny or unauthorized possession of, or the use of, property belonging to any co-worker, visitor or guest of the Company
• Possession of dangerous weapons on the premises
• Unauthorized possession, use or copying of any records that are the property of the Company
• Unauthorized posting or removal of notices from bulletin boards
• Excessive absenteeism or lateness
• Marring, defacing or other willful destruction of any supplies, equipment or property of the Company
• Failure to call or directly contact your supervisor when you will be late or absent from work
• Fighting or serious breach of acceptable behavior
• Violation of the Alcohol or Drug policy
• Theft
• Violation of the Company’s Conflict of Interest/Outside Employment policy and/or Confidentiality policy
• Sleeping on duty

This list is intended to be representative of the types of activities that may result in disciplinary action. It is not exhaustive and is not
intended to be comprehensive and does not change the employment-at-will relationship between you and the Company.

REFERENCE OS#1300 DISCIPLINE

INVESTIGATIONS
We encourage you to become actively involved in all aspects of our business. Active involvement includes ensuring that any
inappropriate actions or behaviors are reported to management. Reporting concerns and providing accurate information will allow the
management team to partner with Human Resources so they can investigate in a timely manner and come to a resolution. If necessary,
you are required to cooperate with members of the Human Resources, Legal and Loss Prevention departments during the course of an
investigation. We will maintain confidentiality of the investigation to the extent reasonable and possible under the circumstances.
Retaliation against any associate who participates or is suspected of participating in an investigation is prohibited. Failure to cooperate
in an investigation may result in disciplinary action up to and including termination.

ATTENDANCE POLICY
Regular attendance is considered an essential function of the job. To keep the business and each department running smoothly and
efficiently, it is important that you report to work on time for all shifts. For this reason, careful attention is given to promptness,
absence records and overall dependability. If you know that you will be absent or late, you should notify your manager through a phone
call as soon as possible. Substandard attendance and tardiness may result in disciplinary action, up to and including termination.

REFERENCE OS#1024 ATTENDANCE HOURLY

UNIFORM AND PERSONAL APPEARANCE

Your appearance and uniform should reflect your pride and dedication. You should always be neat, well-groomed and maintain good
personal hygiene habits. Uniforms and attire should be clean, pressed and in new condition. Your manager will provide you with the
uniform specs for your department. Personal articles of clothing such as sweaters should not be worn over uniforms. Always remember
that your appearance and image, including a perfect uniform is your contribution to the Outstanding Design core value!

REFERENCE OS#1020 PERSONAL APPEARANCE

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 11

ASSOCIATE SMOKING
We believe in supporting a healthy work environment for our associates. The Company has prohibited smoking throughout its
workplaces, except in designated areas and not within the view of the guests. Any violation or disputes arising under this policy should
be reported immediately to your manager or the Human Resources Department. Violation of this policy may result in disciplinary
action, up to and including termination.

CELL PHONES AT WORK

Associates may carry their cell phones on them while working. They should be used on break or during lunch provided the associate is
in a designated break area outside the view of guests and other associates. If associate use of a personal cell phone causes disruptions
or loss of productivity, associates may become subject to disciplinary action up to and including termination.

EMAIL AND INTERNET USAGE

Every Company associate is responsible for using internet access and the electronic mail (email) system properly and in accordance
with our policy. Internet access and services provided to you will be generally used for business, research, training and professional
development.

The email system is the property of the Company. It has been provided by the Company for use in conducting Company business. All
communications and information transmitted by, received from, or stored in this system are Company records and property of the
Company.

You should have no right or expectation of personal privacy in any matter stored in, created, received, or sent over the company
email system. Any questions about this policy should be addressed to your manager or the Human Resources Department.

SOCIAL MEDIA
The Company acknowledges that associates may utilize the Internet outside of work time or the workplace for personal business. In
some circumstances, however, such use may impact the Company. Therefore, whether or not the Company’s resources or Internet
system are used to do so, associates publishing information on the Internet in any fashion, including but not limited to Web sites, chat
rooms, message boards, Weblogs (“blogs”), or social and/or professional networking sites such as Facebook, Twitter, Instagram,
Snapchat or LinkedIn are expected to do so responsibly and must adhere to the following guidelines:
• Associates’ communications concerning the Company must not violate any Company policies, practices, or guidelines, whether
or not your status as an associate is specifically mentioned in such communication.
• Associates may not personally attack, nor post any personal information about Company associates, clients, or vendors or make
any statement or posting that violates the privacy of publicity rights of any other person.
• Associates may not post any material that is obscene, defamatory, libelous, threatening, harassing, abusive, or hateful, including,
but not limited to, statements concerning the Company, its partners, associates, clients, guests, and vendors. At a minimum,
associates are prohibited from posting any content or statements inconsistent with the Company’s anti-discrimination and
harassment policy; as well as policy protecting confidential information.
• Associates may not disclose any sensitive, proprietary, confidential, or financial information about Company or any Company
client or former client/guest.
• Associates may not imply Company endorsement of any statement or posting, or attribute views or opinions expressed in such
statements or postings to the Company.
• Company’s logo, trademarks, copyright-protected material, and other images or intellectual property owned by the Company
may not be used without prior written consent.
• Respect and comply with all copyright laws and terms of use on the sites to which information is published.
• Do not make referrals or recommendations for friends/associates if your site indicates that you are associated with the Company.
It may give the appearance that the Company endorses the individual being recommended.

10 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

 • Each associate is personally and legally responsible for all content that the associate may post or publish on the Internet.
Regardless of the associate’s position or compliance with these policies, the Company will not indemnify any associate from legal
action that may result from that associate’s personal Internet use or online activities.

Associates should expect the Company to monitor compliance with this policy, including accessing any information posted, created, or
exchanged on social media, without prior notice to the associate, to the extent permitted by law. Failure to comply with these policies
and guidelines could lead to discipline up to and including termination. The above policies and guidelines are not intended to be
exhaustive, and the Company reserves the right to take appropriate action in any circumstance involving an associate’s posting of
content on the Internet, in accordance with applicable law.

REFERENCE OS#4100 SOCIAL MEDIA AND SOCIAL NETWORKING

CASH HANDLING
Several positions at this Company require accurate cash handling skills. If you work in a cash-handling position, you may be assigned a
register drawer and must take total ownership of your drawer during a shift and never, under any circumstances, let another associate
access your drawer. You must always count the beginning drawer. If the count is different than the manager’s count, report it
immediately so it can be resolved.

Cash pulls will be performed by managers on a regular basis. Associates who process cash transactions must count cash banks prior to
viewing the transaction report. When an associate is over or under the total cash due, the inaccuracy will be documented and recurring
issues or extreme inaccuracies could result disciplinary action up to and including termination.

All other forms of payment such as credit card, gift certificates and checks must be treated securely, just like as cash.

CREDIT CARD HANDLING

Credit cards are a frequently used form of payment. You must handle all credit cards and transaction slips in a responsible manner. The
following steps must be taken to protect the company and our guests from fraudulent credit card use:

• All credit card receipts must be signed by the cardholder

• If you are unable to get the credit card to read and need to manually enter the numbers, you must get an imprint of the card
• All credit card receipts must be turned in with your cash out.
• When we are returning a credit card held for bowling or a tab, the cardholder’s identity must be verified with a valid photo ID
before releasing the card.

LOSS PREVENTION
It is an important responsibility of all of our associates to prevent the loss of revenue. Every dollar earned goes to the bottom line and
helps our profits. An increase or decrease in profits not only affects the Company, but affects each one of us as well. There is less
money available for new equipment, merit increases, promotional increases and a variety of benefits for our associates. Loss of
revenue comes in many forms. Loss of inventory, not charging for products, mishandling cash and misuse of discounts are just a few
examples.

REFERENCE LOSS PREVENTION OPERATING STANDARDS

12 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

GENERAL SAFETY
Maintaining a safe work environment requires the continuous cooperation of everyone. We strongly encourage you to communicate
with coworkers and managers regarding safety issues. Safety is always a concern and we strive to provide the safest environment for
you and our guests. In order to achieve this, we require everyone to complete the Safety and Accident Prevention Training Program
within their first two weeks of employment. You are expected to comply with all safety and health requirements, whether established
by Company or federal, state, or local laws and to notify your manager of any unsafe conditions. Safety policies and practices will be
strictly enforced, including dismissal of associates negligent in the safe performance of their jobs.
The following are a few non-exhaustive guidelines aimed specifically for Company center safety:
• Never run or horseplay on the property
• Watch for spills and wet spots on the floor…draw attention to them by placing a “wet floor” sign down or covering it with a towel,
napkin, etc. until it is cleaned up
• Keep all exits and aisles clear from obstructions
• Replace or repair tools or equipment that are not in good working condition
• Watch for jewelry items that can get caught in equipment
• Always sweep up broken glass, never pick up broken glass using your hands
• Glassware should never be taken into a food preparation area or on the food line
• Always use an ice scoop to scoop ice, never use a glass or your hands
• Place mats in corners and high traffic areas that are commonly exposed to water
• Follow the proper techniques for lifting

REFERENCE OS#5001 SAFETY - GENERAL

ASSOCIATE SAFETY
Your security is very important to us. Increasing awareness is the key to preventing an incident from happening. Here are some
suggestions for safety:
• You should leave work in pairs if it is late at night
• Be aware of your surroundings…look around the entire area as you are leaving or arriving
• Keep your keys in your hand when leaving the venue
• Never discuss tips or count money in front of guests
• If possible, travel with someone else when using public transportation late at night
• Change where you park everyday…developing routines is never a good idea
• Never give out information about other associates or managers to guests, including schedule information or phone numbers
• When coming to or leaving work, you must enter and leave through designated associate entrances
• Guest problems must be dealt with quickly, calmly and positively to avoid the problem escalating

REFERENCE OS# 5110 & 5120 OPENING AND CLOSING PROCEDURES, SECURITY AND FACILITY

ON-SITE SECURITY
You must observe center specific security procedures. Such procedures may include wearing identification badges and signing in with
security when on site outside of regular operating hours.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 13

WORKPLACE VIOLENCE/WEAPONS
We strongly believe that you should be treated with dignity and respect and are committed to providing a working environment free of
workplace violence, which includes verbal or physical threats of violence, aggressive behavior, violent outbursts, threats, or use of
weapons of any kind. Acts of violence will not be tolerated.
You are strictly prohibited from possessing a weapon on any property owned, managed or leased by the Company, as allowed by the
applicable state law. This includes any common area that is used in conjunction with business operations and any event (and the
property on which the event is being held) that is sponsored by the Company.

Any associate who has been subjected to inappropriate behavior by anyone, including supervisors, co-workers, guests or visitors,
should report the incident promptly to his or her supervisor and to Human Resources. Supervisors who receive complaints from
associates or who observe inappropriate behavior should inform his or her supervisor and Human Resources immediately.

Every complaint of workplace violence that is reported to a member of Company management will be investigated thoroughly,
promptly and in as confidential a manner as possible. In addition, the Company will not tolerate retaliation against any associate for
cooperating in an investigation of inappropriate behavior or for making a complaint.

Specific examples of conduct which may be considered a threat or an act of inappropriate behavior under this policy include, but are
not limited to:
• Intimidating or threatening physical or aggressive conduct directed toward another individual;
• Threatening an individual or his or her family, friends, associates, or property with physical harm;
• The destruction or threat of destruction of Company property or another's property;
• Harassing or threatening phone calls;
• Surveillance;
• Stalking;
• Veiled threats of physical harm or like intimidation.

Violations of this policy may lead to disciplinary action, up to and including termination.

REFERENCE OS#5134 VIOLENCE AND WEAPONS

ARREST/INDICTMENT OF AN ASSOCIATE
The Company’s reputation is very important to us, so you must comply with all applicable laws and regulations. However, in the event
of an arrest or indictment, we will consider all available facts to determine whether you should be terminated, allowed to continue
employment, or placed on leave without pay pending the outcome of court proceedings. If you are arrested for a misdemeanor or
felony you must notify your immediate manager of such arrest within seven (7) calendar days of the arrest or before the start of your
next scheduled shift – whichever comes first. Failure to report any arrest or conviction within the specified time period may result in
immediate termination. It may be necessary to place you on leave without pay pending the results of an investigation. If terminated,
you may be ineligible for rehire.
REFERENCE OS#1006 ARREST INDICTMENT OF AN ASSOCIATE

EMPLOYMENT OF RELATIVES/FRIENDS
Members of your immediate family will be considered for employment on the basis of their qualifications. Immediate family includes a
person’s spouse, child, step-child, parent, step-parent, grandparent, grandchild, sibling, half-sibling, aunt, uncle, niece, nephew, any
form of in-law and cousin. However, immediate family may not be hired if employment would:
• Create a supervisor/subordinate relationship with a family member.
• Have the potential for creating an adverse impact on work performance.

14 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

 • Create either an actual conflict of interest or the appearance of a conflict of interest. Note Exceptions are permitted with the
approval/authorization of the CEO.

If during your employment you become immediate family members or establish a romantic relationship, you may continue
employment as long as it does not involve any of the above. If one of the conditions outlined should occur, attempts will be made to
find a suitable position within the Company to whichever one of the parties’ volunteers to transfer. If you become immediate family
members or establish a romantic relationship, the Company will make reasonable efforts to assign job duties so as to minimize
problems of supervision, safety, security or morale. If accommodations of this nature are not feasible, the Company will decide in its
sole discretion which associate should be terminated or offered transfer.

REFERENCE OS#1111 EMPLOYMENT OF RELATIVES

OPEN DOOR POLICY

The Company promotes an atmosphere in which you can talk freely with members of the management team. You are encouraged to
openly discuss work problems in a timely fashion with your supervisor so that appropriate action may be taken. If the supervisor cannot
be of assistance, Human Resources is available for consultation and guidance. We are interested in all of our associates’ success and job
happiness. We welcome the opportunity to help you whenever feasible.

MANAGEMENT RELATIONSHIPS WITH ASSOCIATES

In order to avoid favoritism or the perception of favoritism among associates, the Company does not permit members of management
to engage in romantic or intimate relationships with associates in the same center, Corporate Office Department or District/Regional
Office. For purposes of this standard, a member of management is defined as any person that manages or supervises (directly or
indirectly) the work of others, including Shift Leaders.

The burden of reporting the relationship lies with both parties to immediately and fully disclose the relevant circumstances to their
supervisor so a determination can be made as to whether the relationship presents an actual or potential conflict of interest. If one
exists, the Company may take whatever action appears appropriate according to the circumstances, up to and including transfer or
discharge. Associates who are directly or indirectly related by blood or marriage, or who reside in the same household are permitted to
work in the same center provided NO direct reporting or supervisor to subordinate relationship exists.

REFERENCE OS#1001 ASSOCIATE RELATIONSHIPS

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 15

SPEAK UP
If you ever have a concern about unethical, illegal, or irresponsible activity, don’t keep it to yourself. Discuss it with a manager or
supervisor.

If you prefer to remain anonymous, contact The Network. You can report any concerns online at bowlero.ethicspoint.com or call
800-382-0160.

Look for the poster, pictured below, in your center.

16 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

GENERAL EMPLOYMENT INFO
• EEO STATEMENT
• REASONABLE ACCOMMODATIONS/INTERACTIVE PROCESS
• CALIFORNIA LACTATION ACCOMMODATION POLICY
• HARASSMENT
• POLICY AGAINST ABUSIVE CONDUCT
• COMPLAINT PROCEDURE
• WORKPLACE RESPECT
• REFERENCE/BACKGROUND INVESTIGATIONS
• REHIRE AND REINSTATEMENT
• DRUGS AND ALCOHOL FREE WORKPLACE
• INTERNAL JOB POSTINGS
• RESIGNATION
• ASSOCIATE COMMUNICATION AREA

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 17

EQUAL EMPLOYMENT OPPORTUNITY (EEO)
Equal Employment Opportunity has been, and will continue to be a fundamental principle at this Company where employment is
based upon such factors including, but not limited to personal capabilities and qualifications, without discrimination due to race, color,
creed, sex, gender, gender identity or expression, religion, marital status, registered domestic partner status, age, national origin or
ancestry, physical or mental disability, medical condition (including pregnancy and childbirth), genetic characteristics (including
genetic testing and information), veteran status, sexual orientation, or any other consideration made unlawful by federal, state, or local
laws.

This policy of Equal Employment Opportunity applies to all policies and procedures relating to employment, including recruitment and
hiring, compensation, benefits, termination and all other terms and conditions of employment.

Any questions or concerns regarding Equal Employment Opportunity should be referred to the Human Resources Department.

REFERENCE OS#1100 EQUAL EMPLOYMENT OPPORTUNITY

REASONABLE ACCOMMODATIONS/INTERACTIVE PROCESS

The Company makes reasonable accommodations, where appropriate, to enable otherwise qualified individuals with disabilities to
perform the essential functions of their jobs, as long as the accommodation does not result in an undue hardship or direct threat to
health and safety.

Any associate who requires an accommodation in order to perform the essential functions of the job should contact their supervisor
and Human Resources partner so that the Company can engage the associate and his or her healthcare provider in an interactive
process to determine which accommodations (if any) are reasonable and feasible. The individual with the disability should specify
what job restrictions he/she has and what accommodation he/she seeks in order to perform the essential functions of the job. The
Company may request that the associate’s treating medical provider verify any and all work restrictions he/she may have, and what
accommodation(s) he/she may need in order to perform the essential job functions.

The Company will not inquire into any associate’s medical diagnosis, and asks that the associate instruct his/her physician to
communicate only information necessary to determine that he/she can perform the essential job duties and what accommodation(s)
may be requested. If the accommodation is reasonable and will not impose an undue hardship or result in a direct threat, the Company
will make the accommodation.

CALIFORNIA LACTATION ACCOMMODATION POLICY

Pursuant to state law, associates working in the state of California have the right to request lactation accommodation. Associates
requesting accommodation under this policy must complete and submit an accommodation request form to their Human Resource
Business Partner or supervisor. Any concerns about compliance with this policy may be directed to Human Resources or by filing a
complaint with the Labor Commissioner.

REFERENCE OS#1027CA CALIFORNIA LACTATION ACCOMMODATION POLICY

HARASSMENT
The Company prohibits harassment or any other type of discrimination based on or related to race, color, creed, sex, gender, gender
identity or expression, religion, marital status, registered domestic partner status, age, national origin or ancestry, citizenship, physical
or mental disability, medical condition (including pregnancy and childbirth), genetic characteristics (including genetic testing and
information), veteran status, sexual orientation, or any other consideration made unlawful by federal, state, or local laws.

18 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

The Company will not permit or tolerate any form of harassment, intimidation, discrimination or coercion of any of its associates,
suppliers, guests or applicants for employment.

This policy applies to all persons involved in the operation of the company and prohibits harassment by any associate of the Company,
including supervisors and managers, as well as vendors, clients, independent contractors, suppliers, and any other persons. Violation
of this policy will result in discipline, up to and including, unpaid suspension and/or termination.

• Prohibited Harassment

Prohibited harassment in employment may take many different forms. Some examples are:
o Verbal conduct such as epithets, derogatory comments, slurs or unwanted comments or jokes;
o Visual conduct such as derogatory or inappropriate posters, cartoons, drawings, websites or gestures;
o Physical conduct such as blocking normal movement, restraining, touching or otherwise physically interfering with
the work of another individual; and,
o Threatening or demanding that an individual submit to certain conduct or perform certain actions in order to keep or
get a job, to avoid some other loss or as a condition of job benefits, security, or promotion.

• Sexual Harassment

Sexual harassment warrants special emphasis and will not be tolerated by the Company. Sexual harassment may take various
forms, but includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature when:
o Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
o Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting
such individual; or
o Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating
an intimidating, hostile, or offensive working environment.

POLICY AGAINST ABUSIVE CONDUCT

Furthermore, the Company prohibits abusive conduct and bullying in the workplace. “Abusive conduct” includes workplace conduct
that a reasonable person would find hostile, offensive, and unrelated to the company’s legitimate business interests. It may also
include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that
a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work
performance.

COMPLAINT PROCEDURE
Associates who believe they have been subjected to conduct in violation of this policy, and/or have witnessed or are aware of violations
of the Company’s EEO and anti-harassment policy, are expected to promptly report such violations to their supervisor and Human
Resources partner. The Human Resources partner will promptly review and investigate the matter and take such action as is warranted
under the circumstances. While the Company cannot guarantee absolute confidentiality, the associate’s identity and report will be
kept as confidential as reasonably possible in order for the Company to investigate the complaint.

If it is determined that evidence of a violation exists, the Company will take prompt remedial action as warranted by the circumstances.
This action may include disciplinary action, up to and including termination.

The Company prohibits retaliation against any associate who brings a complaint of harassment or discrimination to the attention of
management.

REFERENCE OS#1009 HARASSMENT

For New York:
REFERENCE OS#1009NY SEXUAL HARASSMENT
AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 19
WORKPLACE RESPECT
The Company strives to create an environment that is challenging, rewarding, safe and free of harassment or discrimination, and to
maintain a respectful workplace with associates who are considerate of each other. You are expected to treat fellow associates, guests
and vendors with courtesy and to resolve any differences in a professional, non-abusive, non-inflammatory and non-threatening
manner. You are responsible for your own behavior and for understanding how others may perceive your conduct in the workplace.
Conduct that may be acceptable outside of the work environment may not be acceptable in the workplace.

REFERENCE OS#1026 RESPECT

REFERENCE CHECKS/BACKGROUND INVESTIGATIONS

The Company strives to maintain a safe and productive environment. Therefore, current associates seeking promotional opportunities
may be asked to consent to and pass a background investigation prior to promotion. Candidates seeking employment with the
Company will also be asked to consent and pass a background investigation after a verbal offer has been extended. Background
checks may consist of, but are not limited to, a reference check and criminal history record, depending on the position sought. A
candidate or associate who refuses to consent to any form of required investigation, refuses to provide information necessary to
conduct the background investigation, or provides false or misleading information in regard to the background investigation may not
be considered for the position for which they have applied. An unsatisfactory result (in the opinion of management) may immediately
disqualify a candidate for the position and may jeopardize a current associate’s continued employment. Any associate who has been
hired or promoted and has subsequently found to have provided false or misleading information related to the background
investigation, may be subject to disciplinary action, up to and including termination.

REFERENCE OS#1103 BACKGROUND INVESTIGATIONS

REHIRES AND REINSTATEMENT

The Company realizes that on occasion former associates will want to return to the employment of the Company. The former associate
will need to contact the Hiring Manager to determine if there are any openings at the center/ department and interview for the
position. Former associates who are hired are either considered reinstated or rehires.

Terminated associates who are rehired by the company within 120 days of their termination will be reinstated.

Terminated associates who return to the company more than 120 days after their termination date will be considered a new hire.

REFERENCE #1112 Rehire and Reinstatement

DRUG AND ALCOHOL FREE WORKPLACE

The Company is committed to providing a safe, quality-oriented and productive work environment through the enforcement of this
Drug and Alcohol Free Workplace policy. As a part of the hiring process, we administer a drug test for management positions once a
verbal offer of employment has been extended. We may administer reasonable suspicion and post-accident drug or alcohol testing,
consistent with the applicable state or local law.

Use of illegal drugs (including marijuana, regardless of its legal status) or alcohol on the job can adversely affect an associate’s work
performance, efficiency, safety, and health. In addition, the use or possession of illegal drugs or alcohol on the job constitutes a
potential danger to the welfare and safety of other associates and exposes the Company to the risks of property loss, damage, and
injury to others.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 21

The following rules and standards of conduct apply to all associates either on Company property or during the workday (including meal
periods and rest breaks). The Company strictly prohibits the following:
• Possession, use of or being under the influence of alcohol;
• Distribution, sale or purchase of an illegal or controlled substance (including marijuana, regardless of its legal status);
• Possession, use of or being under the influence of an illegal or controlled substance, unless under the direction of a
certified physician.
Violation of the above rules and standards of conduct will not be tolerated. In certain situations, the Company may bring the matter to
the attention of appropriate law enforcement authorities.

Any associate who is using prescription or over-the-counter drugs that may impair the associate’s ability to safely perform his or her
job, or that may affect the safety or wellbeing of others, should discuss any potential side effects with his or her health care provider
and notify a supervisor of any restrictions before starting or resuming work. The associate should not, however, disclose any underlying
medical condition requiring the prescription or medication.

REFERENCE OS#1002 DRUG AND ALCOHOL FREE WORKPLACE

INTERNAL JOB POSTINGS

We believe in maximizing your potential and strongly support internal promotions within the Company. If you are interested in
applying for another position within the Company, you should complete an internal application and send it to the hiring manager along
with your resume. You may do so by visiting the internal job opportunities page on Connect.

RESIGNATION
If you decide to resign for any reason, your manager and the Human Resources department would like the opportunity to discuss the
resignation before final action is taken. If, however, after full consideration you decide to leave, we would appreciate at minimum a
written two-week advance notice period (bear in mind that vacation days should not be included in the two-week notice period). In
some instances, the department manager may terminate your employment prior to the end of the two-week notice period.

ASSOCIATE COMMUNICATION AREA

The associate communication area is used to post information required by law and to communicate Company announcements and
information to associates. You are encouraged to check them regularly and are responsible for adhering to all information posted. You
are prohibited from making personal announcements regarding non-Company related information.

20 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

SAFETY AT WORK
• WORKERS’ COMPENSATION/ON-THE-JOB INJURY OR ILLNESS
• HAND WASHING
• SANITATION

22 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

WORKERS’ COMPENSATION/ON-THE-JOB INJURY OR ILLNESS
If you incur an illness or injury as a result of a work related accident you may be eligible for workers’ compensation benefits. When an
injury is sustained while at work, no matter how minor, you must report it immediately to the manager, who then, notifies the Risk
Management Department of the incident. Every associate, with the exception of associates in the state of Texas, is covered under
Workers’ Compensation from their first day of employment (Texas associates should refer to the Company’s Non-Subscriber Program).

Associates who experience a work related injury that involves medical attention may be required to see a designated physician, in
accordance with the applicable state law. Failure to do so may result in the associate being responsible for the cost of medical
treatment.

Associates may also be required to submit to a post-accident drug and alcohol test, in accordance with the applicable state or local law.
Failure to take a post- accident drug and alcohol test or refusal to submit to testing may be grounds for disciplinary action, up to and
including immediate termination. Associates who test positive will be terminated from employment.

HAND WASHING
Always wash hands after any of the following:
• Sneezing • Coughing
• Using the restroom • Eating • Smoking
• Combing or brushing your hair
• Blowing your nose
• Handling garbage or garbage cans
• Handling spoiled food
• Handling dirty laundry, dirty dishes and utensils
• Taking a break

SANITATION
There is no substitution for proper sanitary procedures. For the well-being of our associates and guests, we follow strict health codes.

The following are some guidelines to associate sanitation:

• Wash hands frequently
• Bathe daily, prior to arriving at work
• Always wear a clean uniform for every shift
• NEVER smoke anywhere inside a bowling center while on duty and/or while wearing a Company uniform.
• If you think you are contagious notify your manager immediately
• Keep hair clean and well-trimmed when working with food
• Keep fingernails trimmed and clean
• Wash hands frequently, paying particular attention to any substances that might get underneath the nails
• Never taste food with your fingers or dirty utensils
• Discard food that comes in contact with the floor and wash all utensils that come in contact with the floor
• Sanitizer buckets should be kept away from food and always stored below food
• Sanitizer bucket solution should be changed when soiled and to meet the required concentration
• Wet wiping towels should always be kept in sanitizer buckets when not in use as they will grow bacteria very rapidly if left sitting
out
• Dry wiping towels should always be kept on counters and storage areas when not in use…and never, ever tucked into an
associate’s pocket or uniform
• Only pick up silverware by the handle and glassware by the base

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 23

ATTENDANCE AND PAY
• CLASSIFICATION OF ASSOCIATES
• REGULATION PAY AND OVERTIME COMPENSATION
• DIRECT DEPOSIT
• WORK SCHEDULES
• REST AND MEAL BREAKS
• TIME RECORDS
• PERSONNEL RECORDS
• PAYMENT OF WAGES
• LOST PAYCHECKS
• DEDUCTIONS FROM PAY
• TIP REPORTING

24 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

CLASSIFICATION OF ASSOCIATES
In order to determine eligibility for benefits and to ensure compliance with federal and state regulations, associates are classified as
follows:

Full-time hourly - Associates normally scheduled to work an average of at least 30 hours per week.
Part-time hourly - Associates normally scheduled to work an average of less than 30 hours per week.
Salaried - Associates compensated at a pre-determined annualized salary, evenly allocated on a bi-weekly or weekly basis depending
on the pay cycle you are hired into. Your supervisor will advise you if you are paid bi-weekly or on a weekly pay schedule.
Non-Exempt - Associates that are eligible for overtime pay, in accordance with the applicable state and federal law.
Exempt - Associates that are not eligible for overtime pay, in accordance with the applicable state and federal law.

REFERENCE OS#6205 COMPLIANCE WITH WAGE AND HOUR REGULATIONS

REGULAR PAY AND OVERTIME COMPENSATION

Hourly
Hourly associates are non-exempt and will be paid for every hour worked. Your pay will be based on an hourly rate in accordance with
the applicable state law and collective bargaining agreements.

Salaried
Salaried associates will be compensated at a pre-determined annual salary, evenly allocated on a bi-weekly or weekly basis. You are
not eligible for overtime. Although a salary is most often quoted in annualized terms, the salary does not continue beyond your last day
of active employment, nor does it guarantee employment for a full calendar year. Salary ceases upon termination of employment,
regardless of the reason and is prorated through the last day of active employment.

Overtime
Non-exempt associates will be paid overtime at time and a half for all hours worked over 40 in a workweek, or in accordance with the
applicable state or federal law. For purposes of calculating overtime, the Company defines a workweek as Monday through Sunday
and defines a workday as 6:00 am – 5:59 am the following day.

For questions about overtime calculations in your state, please contact Human Resources.

Pay for Exempt Associates

The Company is committed to abiding by all applicable state and federal wage and hour statutes and regulations. As part of this
commitment, the Company pays its exempt associates on a salary basis and prohibits unlawful deductions from exempt associates’
salary payments. Generally, an exempt associate must be paid his/her weekly salary, without deduction, for any workweek during
which the associate performs work. Certain salary deductions are legally permitted, including, but not limited to: deductions for full-
day absences for illness or vacation if the associate has exhausted his/her allowance under the Company’s vacation or sick policies (or is
not yet eligible for vacation or sick time under the terms of the policies); unpaid leave taken under federal or state leave statutes;
deductions to offset an associate’s receipt of jury fees, witness fees, or military pay.

If you are an exempt associate and believe that the Company has made (or might make) an improper deduction from your pay, please
contact your supervisor or management immediately. The Company will promptly investigate the matter. If the Company determines
that an improper deduction has occurred, the error will be corrected, and the Company will take appropriate measures to ensure that
the improper deduction is not made in the future.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 25

DIRECT DEPOSIT
You are strongly encouraged to use direct deposit. Your net pay will be deposited directly into the account of your choice on payday.
To activate direct deposit, complete the Request for Direct Deposit form and return to your manager or e-mail the completed form to
the Payroll Department at [email protected].

Reasons to use Direct Deposit:

• Do not have to go to the bank to deposit your paycheck
• No lost, stolen or misplaced paychecks
• Money is available the morning of payday
• Paycheck is deposited even if you are out of town or off work on payday

WORK SCHEDULES
Bowling center work schedules are normally written and approved by the Supervisor for posting by the Thursday prior to the first day
of the work week. Corporate associate work schedules are determined by the supervisor. Requests for time off are generally reviewed
on a first come first served basis. For bowling center associates, if a request has been denied, you can ask another associate to cover
your shift with management approval.

REST AND MEAL BREAKS

Company associates must be given a rest and/or meal period for each shift worked provided they meet the following Guidelines:
• Associates that work 7 or more hours in a day will be provided a 30-minute meal period. The meal period may be paid or unpaid
depending on whether the associate is completely relieved of his/her duties during the break.
• An associate that is scheduled for 4 hours but less than 7 hours will be provided a 15-minute paid rest period.
• An associate that works less than 4 hours is not provided any paid rest periods.

Please note: this standard may vary due to state requirements. For more detailed information and requirements for states including:
Colorado, Connecticut, Minnesota, Nevada, New York, Oregon and Washington see the Operating Standard:

REFERENCE OS#1023 REST AND MEAL PERIODS

For California:
REFERENCE OS#1023CA REST AND MEAL PERIODS

TIME RECORDS
An accurate record of hours worked in each workday and each workweek is kept on a time record to satisfy state and federal
regulations. Non-exempt associates must clock in at the beginning of each scheduled shift, including meetings and clock out upon
completion of each scheduled shift. In addition, you must clock out and in for meal periods. After the end of the last scheduled shift of
the work week, you must review your timesheet for accuracy and submit it for supervisor approval.

Improper or fraudulent completion of a time record may be grounds for dismissal. This includes, but is not limited to, the falsification
of information on time records, unauthorized removal or destruction of time records or recording the time of another employee.

If you discover an error on your time records, please contact your supervisor immediately to make the necessary correction.

Working off-the-clock, either before or after clocking in or out, is strictly prohibited.

26 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

PERSONNEL RECORDS
The Company maintains certain associate information and records that are pertinent to employment. You are responsible for notifying
your manager to make any of the following changes:
• Name
• Marital Status
• Address
• Telephone number
• Number of eligible dependents
• W-4 deductions
• Emergency contact information

All requests to obtain a copy of the contents of your personnel file must be submitted in writing to the Human Resources Department.
Requests will be fulfilled as required by individual state laws.

PAYMENT OF WAGES
The payroll work week is Monday through Sunday. You will be paid either on a weekly or bi-weekly pay cycle. Management will
provide the specific pay schedule. If the normal payday falls on a bank holiday, pay will generally be available on the business day prior
to the holiday.

It is the Company’s policy that associate pay documents will only be distributed to the associate receiving the pay. Any alternate
arrangements must be made in writing with the Payroll department.
• The pay period will end on Sunday.
• Your first pay day will be on the following Friday after the pay period ends.
• The Company does not give pay advances to associates.

LOST PAYCHECKS
In the event of a lost paycheck, the Payroll Department must be notified via email or in writing as soon as possible. A replacement
payment will not be issued until the bank confirms a successful stop payment on the requested check. In the event that the check has
been cashed, you will be provided with a copy of the endorsed check and the proper bank affidavit of forgery to complete. Upon bank
approval of the affidavit of forgery, a replacement payment can be issued.

DEDUCTIONS FROM PAY

Deductions will be made from your earnings on the basis of government requirements or your written authorization. Types of Possible
Deductions:
• Federal social security tax
• Medicare tax
• Federal/State withholding taxes
• Local taxes
• Wage withholding orders (child support, garnishments, etc.)
• Insurance premiums
• 401k contributions and/or loan repayments

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 27

TIP REPORTING
What you need to know if you earn tips:

• 100% is the magic number: All tips must be declared and are taxable.
If you earn tips, be aware that if you receive more than $20 per month in tips, the tips count as income and must be reported. This
includes cash tips, credit card tips and any tips you get from coworkers, minus any that you tipped out to coworkers yourself. Your
credit cards tips will be tracked on a daily basis to ensure that they are properly reported.

If you refuse to report tips or underreport tips you will be subject to disciplinary action up to and including termination.

• Associates must record their tips daily.

The IRS requires tipped associates to keep a daily tip diary or other evidence to prove tip earnings. Your daily records must show how
much you made in cash tips and credit card tips; the amount of tips you received from other associates and the amount tipped out to
other associates.

While you’re not required to use the IRS’s forms to keep track of your tips, the IRS offers Form 4070A, Associate’s Daily Record of Tips
that you can use as your personal tip diary. Call the IRS at (800) TAX-FORM.

28 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

ASSOCIATE BENEFITS
• ASSOCIATE BENEFITS
• 401(K) PLAN
• ASSOCIATE, MANAGEMENT, CORPORATE ASSOCIATE DISCOUNTS
• ASSOCIATE ASSISTANCE PROGRAM (EAP)

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 29

ASSOCIATE BENEFITS
The Company provides competitive benefit programs. You may be eligible to participate in these Company sponsored benefit
programs. Program eligibility varies depending on your position and classification. Some programs may have a waiting period before
coverage begins.

Upon hire, a representative of the Benefits Department will provide you with details of the benefits that are available to you. If you
have questions regarding your benefits, or if you have not received your benefits package within 30 days of hire, contact the Human
Resource Benefits Department by phone at 1-800-342-5263 ext. 6221 or email at [email protected].

The Company reserves the right to add to, amend and discontinue all or some of the benefit programs at any time, subject to
applicable laws and regulations, with notice. The actual benefits provided, as well as eligibility requirements, are determined by the
plan documents.

• Group Travel Accident

Group accident coverage is provided for full-time management, district or region associates who travel for Company business.

• Voluntary Benefits
Certain associates may be eligible to purchase, through payroll deduction, voluntary benefits offered through a designated vendor.
Information on these plans is available through the Benefits Department and can be found on the Connect Benefits page.

401(K) PLAN
We are pleased to be able to help associates save for retirement. You are eligible to participate in the Company 401(k) Retirement Plan
(the “Plan”) following 90 days of employment, as long as you are at least 21 years old.

The Company reserves the right to change or eliminate contribution limits. You should refer to the Company Retirement Plan
Summary Plan Description for further details.

ASSOCIATE, MANAGEMENT, CORPORATE ASSOCIATE DISCOUNTS

You are eligible to receive discounts on certain Company products and services. It is important that these discounts be used exactly as
detailed below so that we may continue to enjoy them in the future.

• Bowling
You are eligible for the following bowling discounts:

• Associates and guests (not to exceed a total of six guests per associate) are eligible for the following bowling discounts during
non-working hours:
o 2 free bowling games, provided a waiting list does not exist at the time bowling lanes are requested. If a waiting list
does exist, associates are still encouraged to bowl but will be required to pay the posted price for the time they are
requesting lanes.
 After the 2 free games, the associate and guests may bowl additional games for $1 per game. Shoe rental
will continue to be free.
o Free shoe rental.
o Associates are eligible to receive twenty-five percent (25%) off a Child’s Birthday Party. The ‘birthday child’ must be
an immediate dependent of the associate.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 31

 • Food & Beverage
• Associates are eligible for the following Food and Beverage discounts during a break or one hour before or after a scheduled
shift:
o 50% off food items (excludes alcoholic beverages)
o Unlimited fountain soft drinks, brewed tea or coffee can be consumed for free during work shifts.
o While the associate is on duty, food and beverage items are not to be consumed in the presence of guests.
o General Managers, Assistant General Managers and Operations Managers are eligible for one free meal per
shift from the Retail Menu, provided they are working at minimum of 6 hours. Shift Leaders are eligible for one
free meal from the Retail Menu in the absence of both a General Manager and an Operations Manager and
provided they are the sole and acting MOD for six (6) hours or longer. Selections cannot include menu items
designed for consumption by multiple people (e.g. Large Pizzas and Platters).

• Arcade Games
• No associate can play games for prizes; this includes for tickets or points (all locations.)
• At locations where we own our own games, associates and guests (not to exceed a total of six guests per associate) can play
video (non-redemption) games at a discount during non-working hours. $1.00 gets $3.00 or 1 hour in game play. This is
administered through a party token at token locations and through a time play card at Intercard locations.
• Unfortunately, no discounts are available at locations where the arcade is operated by a 3rd party vendor.

• Laser Tag
• Associates and guests (not to exceed a total of six guests per associate) are eligible for 1 free laser tag game during off-
peak times and non-working hours.
• Must be approved in advance by the center Manager on Duty.
• Discount does not apply on holidays or weekends (8:00 p.m. Friday through 8:00 p.m. Sunday).

• Billiards
• Associates and guests (not to exceed a total of six guests per associate) are eligible for 1 free hour of play during off-
peak times and non-working hours.
• Must be approved in advance by the center Manager on Duty.
• Discount does not apply on holidays or weekends (8:00 p.m. Friday through 8:00 p.m. Sunday).
• Unfortunately, no discounts are available at locations where the billiard tables are operated by a 3rd party vendor.

REFERENCE OS#1208 ASSOCIATE DISCOUNTS

ASSOCIATE ASSISTANCE PROGRAM (EAP)

We offer, at no cost to all associates, associate assistance and counseling through a national Associate Assistance
Program. This benefit is to help you with a range of personal situations such as family, marital, work-related, substance
and alcohol abuse. The services of the EAP will be completely confidential between you and the EAP; no information will
be given to anyone within the Company. If you are required to meet with the EAP as a part of corrective action, you may
be asked to provide the Company with evidence of attending the required meeting.

32 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

TIME OFF
• VACATION
• SICK PAY
• HOLIDAYS
• FAMILY AND/OR MEDICAL LEAVE (FMLA)
• BEREAVEMENT LEAVE
• JURY DUTY
• MILITARY LEAVE

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 33

VACATION
We recognize the importance of taking time for rest, recreation, and personal activities and have established vacation benefits for field
management and corporate associates. You should speak with your manager to obtain specific details regarding the amount of
vacation you are eligible to earn. Vacation time will accrue each week based upon the number of hours worked and the number of
weeks allotted per year. At the end of the calendar year, unused vacation will be carried over to the next year.

Vacation balances will not be paid out at termination unless otherwise required by state law. You will not be paid for vacation in lieu of
time off and vacation will not accrue during any unpaid leave of absence. Vacation must be scheduled in advance and will be approved
or denied based on business needs. The vacation blackout period for all bowling center associates is determined by the Regional Vice
President. For all Event Sales associates, blackout dates will be determined and communicated by the RVP/SVP annually. Management
approval is required for all vacations. The Company reserves the right to request associates reschedule vacation time in order to
maintain a sufficient workforce on the affected days.

REFERENCE OS#1200 VACATION AND HOLIDAYS

SICK PAY
From time to time an associate will need to take a day off for personal medical needs or for the medical needs of a dependent family
member. The Company will provide up to three (3) days of accrued sick time for all field management and corporate associates, or as
otherwise required by the applicable state or local law. Eligible associates will accrue one sick day for each three complete months
worked, unless another accrual rate is required by state or local law. Accrual rates will be calculated based upon hours worked. Once an
associate has a balance of three days, sick pay will not accrue until some of the balance has been used. Associates must use accrued
sick time for health related issues before other unpaid leave (which an associate may be entitled) may be used except to the extent
otherwise required by law. The Company has discretion to designate leave time as accrued sick time. There is no payout of sick pay
upon termination.

HOLIDAYS
Center Management associates are eligible for time off in observance of the following:
• Memorial Day
• Fourth of July
• Labor Day
• Thanksgiving Day
• Christmas Day

Hourly (non-exempt, non-management) associates will receive time and a half if they work on Christmas Eve, Christmas Day, New
Year’s Eve and/or New Year’s Day.

District and Regional associates will follow the Corporate Office Holiday Schedule. At the end of each calendar year, Human Resources
will distribute the calendar for the following year’s recognized holidays.

If a holiday falls within your vacation period, the holiday will not be considered as part of the vacation period. When a holiday falls on a
Saturday or Sunday, you will be notified of the day it will be celebrated. You will not be paid for a holiday that falls during a leave of
absence without pay.

Exempt associates will be paid their usual salary for pay periods in which holidays occur. Exempt associates who are unable to take an
extra day off during the week of a paid holiday may take an additional day off, upon approval, within thirty (30) days of the paid
holiday.

34 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK

FAMILY AND/OR MEDICAL LEAVE (FMLA)

Basic Leave Entitlement

The Company provides up to 12 weeks of unpaid, job-protected leave to eligible associates for the following reasons:
 for incapacity due to pregnancy, prenatal medical care or child birth;
• to care for the associate’s child after birth, or placement for adoption or foster care;
• to care for the associate’s spouse, son, daughter or parent, who has a serious health condition; or
• for a serious health condition that makes the associate unable to perform the associate’s job.

Military Family Leave Entitlements

Eligible associates whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their
12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military
events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions,
and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible associates to take up to 26 weeks of leave to care for a covered
service member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or
released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible associate
takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious
injury or illness.*

*The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of
“serious health condition”.

Benefits and Protections

During FMLA leave, the Company will maintain the associate’s health coverage under any “group health plan” on the same terms as if
the associate had continued to work. Associates must pay their portion of any insurance premium while on leave. The Company may
require associates who are able to return to work but fail to do so following expiration of their leave to reimburse it for insurance
premium payments made on behalf of the associate during leave.

Upon return from FMLA leave, most associates will be restored to their original or equivalent positions with equivalent pay, benefits,
and other employment terms, unless the associate is designated a “key associate.” “Key associates” may have limited reinstatement
rights.

Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an associate’s leave.
Consistent with the other kinds of unpaid leaves offered by the Company, paid leave will not accrue during unpaid portions of an
associate’s FMLA leave. As such, the associate will not receive holidays, bereavement leave, or jury duty pay during unpaid FMLA
leave.

Eligibility Requirements

Associates are eligible if they have worked for the Company for at least 12 months, have 1,250 hours of service in the previous 12
months, and if at least 50 associates are employed by the Company within 75 miles.

AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK | 35

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a
medical care facility, or continuing treatment by a health care provider for a condition that either prevents the associate from
performing the functions of the associate’s job, or prevents the qualified family member from participating in school or other daily
activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive
calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing
treatment.

Use of Leave

An associate may take a maximum of 12 weeks of FMLA leave in a 12-month period, or 26 weeks for specific military family leave-
related situations explained above. The Company uses the following 12-month period for purposes of calculating FMLA leave: The 12-
month period is a rolling 12-month period measured backward from the date associate uses any FMLA leave, except where state
specific calendar year rules apply.

An associate does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave
schedule when medically necessary. Associates must make reasonable efforts to schedule leave for planned medical treatment so as
not to unduly disrupt Company operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

The Company may ask associates taking leave intermittently or on a reduced schedule for planned medical treatments to transfer
temporarily to a different position with the same pay and benefits that more effectively accommodates the leave. The Company may
request the same of associates who take family leave on a reduced schedule per an agreement with the Company.

Substitution of Paid Leave for Unpaid Leave

The Company may require associates to use all accrued paid leave at the beginning of their FMLA leave. Associates must comply with
the Company’s normal paid leave policies when using paid leave concurrently with FMLA leave. Once an associate exhausts his or her
paid leave benefits, or if no paid leave benefits are available, the FMLA leave is without pay.

Associate Responsibilities

Associates must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is
not possible, the associate must provide notice as soon as practicable and generally must comply with an employer’s normal call-in
procedures.

Associates must provide sufficient information for the Company to determine if the leave may qualify for FMLA protection and the
anticipated timing and duration of the leave. Sufficient information may include that the associate is unable to perform job functions,
the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider,
or circumstances supporting the need for military family leave. Associates also must inform the Company if the requested leave is for a
reason for which FMLA leave was previously taken or certified.

Associates also may be required to provide a certification and periodic recertification supporting the need for leave, consistent with any
applicable state law. In certain circumstances, the Company may request a second or third medical opinion, which it will obtain at its
own expense.

The Company may also require documentation confirming family relationship, foster care, or adoption for associates taking family
leave. If the associate fails to timely provide the appropriate certification, the Company may delay or deny approval for leave.
Absences that occur after leave is denied may result in disciplinary action pursuant to the Company’s attendance policy.

Associates must contact their supervisor at least two days before expiration of their FMLA leave to indicate whether they are able or
intend to return to work.
36 | AMF BOWLING CENTERS, INC. ASSOCIATE HANDBOOK
Company Responsibilities

The Company will inform associates requesting leave whether they are eligible under FMLA. If they are, the notice will specify any
additional information required, as well as the associates’ rights and responsibilities. If they are not eligible, the Company will provide
the associate with a reason for the ineligibility.

The Company will also inform associates if leave will be designated as FMLA-protected and the amount of leave counted against the
associate’s leave entitlement. The Company will also notify the associate if it determines that the leave is not FMLA-protected.

Unlawful Acts

FMLA makes it unlawful for any employer to:

 Interfere with, restrain, or deny the exercise of any right provided under FMLA; and
 Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any
proceeding under or relating to FMLA.

Enforcement

An associate may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. FMLA does
not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement
which provides greater family or medical leave rights.

California associates may be eligible for California Family Rights Act leave and/or Pregnancy Disability Leave. Please contact the
Benefits Department for additional details.

REFERENCE OS#1202 ASSOCIATE LEAVE

BEREAVEMENT LEAVE
Field management, and Corporate associates will be granted up to three (3) days of paid funeral leave to attend the funeral of an
“immediate family” member. The term “immediate family” member includes spouse, civil union or registered domestic partner, child,
step- child, mother, stepmother, father, stepfather, brother, step brother, sister, step sister, mother-in-law, father-in- law, brother-in-
law, sister-in-law, grandparents, step-grandparents, grandchildren, and step-grandchildren. Field Management and Corporate
associates are eligible to receive one (1) day off with full pay in the event of the death of a family member outside of the immediate
family. These family members include aunts, uncles, and cousins.

With approval, additional bereavement days may be taken without pay.

JURY DUTY
Field management and corporate associates will eligible for up to forty (40) hours of paid jury duty leave annually, as needed, in
accordance with the applicable state law. Eligible associates who serve on jury duty shall be paid the difference between their regular
straight-time pay and the fee received for serving as a juror, not to exceed eight hours in any one day or forty in any week. If you are
called for jury duty service, you will need to provide the Company a copy of the notice to serve and evidence of attendance. When
excused by the court after reporting for jury duty, you should return to work.

MILITARY LEAVE
Associates granted a military leave of absence shall be re-instated and paid in accordance with the state and federal laws governing the
leave.

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