Policy Statement

KBP Brands is a highly collaborative workplace where we work hard to provide a dynamic environment for employees. Working onsite creates a connected culture where employees can build strong relationships, partner to drive innovation and results, and participate in learning activities that can accelerate professional development. While work performed at KBP’s Home Office worksite is encouraged, at times a hybrid work arrangement may create advantages for both KBP and its employees. Such advantages may include increased productivity and performance, enhanced employee recruitment and retention, greater work-life harmony, and increased job satisfaction.

Applicability of the Policy

This policy applies to KBP Brands Home Office employees, referred to in this policy as “employees.” Employees in good standing, and whose job duties and responsibilities are suitable for hybrid work arrangements, may be considered for a voluntary hybrid work schedule. Non-exempt employees who are authorized to work a hybrid schedule are not authorized to work overtime without prior written approval from their leader and the department executive. KBP will consider allowing employees to work from a remote location on a hybrid basis (no more than two days per work week) subject to the approvals outlined below. Hybrid work may not be appropriate for some positions or operationally feasible during some periods of the year. It is not an entitlement for any employee. KBP retains the right to revise this policy as business needs evolve.

Approval of Hybrid Work Arrangement

Hybrid work arrangements require advance approval by the employee’s leader and department executive. The approval of hybrid work schedules will be solely the responsibility and prerogatives of KBP management and leadership. KBP may periodically review each employee’s hybrid work arrangement, as needed, to ensure that the employee’s work quality, efficiency, and productivity meet expectations, and that the operational needs and obligations of the department are being met.

Eligibility

Employees in good standing who request a hybrid work arrangement must have completed their onboarding and training. Because positions differ in the time frame needed to become fully functional, a leader must confirm an employee has been sufficiently trained to perform their position duties before considering a hybrid work arrangement.

Before approving a request for a hybrid work arrangement, the department leader will evaluate the employee’s performance and the feasibility of such an arrangement. The leader will assess the needs of their department and collaborating departments, employee work habits, employee attitude, and overall employee performance to ensure:

• Employee has a clear understanding of the position and expectations.
• Employee has demonstrated the ability to work independently.
• Employee has demonstrated satisfactory performance.
• Employee’s communication and collaboration skills are excellent.