1. Emergency Action Plan Worst-case scenario plans

2. This Emergency Action Plan supplement was developed to provide assistance in the event of a “worst-case scenario” workplace emergency that would require the involvement and guidance of your Area Manager, Ops Manager, and the HR office. (The EAP team) This plan is to be used in conjunction with our current Safety Manual and Emergency Response Plan manual. Emergency Action Plan for a “worst-case scenario”

3. Your EAP team will consist of the following people: • Area Manager • Ops Manager • Theresa Wills • Dean Hodges • It’s a good idea to create a group in your phone’s contacts so that all members can be contacted at once EAP team

4. In the event of a medical emergency or incident involving an employee or customer, you should take the following steps: • Call 911 or local first responders • Provide necessary medical/first aid support • Send a group text to your store’s EAP team • Include what happened, where, who was involved, what time, and who has been contacted. Example: Employee(name) was in a car accident while on a delivery today at 3:15 pm. 911 has been contacted and is on route to the accident. Medical Emergency or Incident

5. Secure all entrance/exit points to the jobsite. • Preserve as much evidence of the accident as possible. • Document names of all parties and witnesses involved and do not allow them to leave the site. Include as many photographs and videos of the site and conditions as possible. • Support local law enforcement and first responders until arrival of the EAP Team. • After 911/EAP Team has been contacted, remain calm and secure the site, and gather as many facts as possible. Speed and accuracy of documentation is essential for an effective response for first responders and for future investigations. Medical Emergency or Incident cont.

6. The media may learn of an incident within minutes and may arrive prior to members of the EAP Team. Unless directed by the leadership team, employees should NOT speak to the media. Direct any inquiries to the HR office. Employees should also refrain from any communication regarding the incident, including via email, phone/text, or social media until directed by the company. Media Response

7. Use the following response to any media inquiries to maintain consistent, accurate messaging throughout the event: “I am not a designated spokesperson for the company. Please call our HR office at 402-319-7979 and someone there can assist you.” Or with permission from a member of the EAP Team: “There has been an incident as this location. Our main concern is for the safety of everyone involved. At the present time our focus is on the individuals involved and their families. We do not have any further details of the incident at this time. We are cooperating with the appropriate authorities. A company representative will respond to the media at a later time and date. Thank-you.” After making either statement, walk away without answering any further questions. Media Response

8. An immediate threat of violence can come from an employee, a customer, or a non-customer. The following action plan describes what to do when there is danger of a violent incident. Emergency Action Plan for an immediate threat of violence

9. In the event of a robbery, especially if the perpetrator has a weapon, comply with the aggressor. Calmly do as they say, including giving them cash from the drawer. Once they have left the premises, call both the police and your EAP team. If a non-customer is threatening any employees, contact both the police and your EAP team. Employees that have protection orders, etc. in place should notify supervisors so that the company can put protections in place. It is extremely unlikely that you will be involved in an active shooter situation, however you should still be prepared. The best options for survival are to run (escape as far away from the situation as possible), hide (completely conceal yourselves, lock all doors, and shut off phones), or fight, but only as a last resort. If you choose fight, be prepared to incapacitate the shooter. Non-customers and Robberies

10. All threats of violence are to be taken seriously. If an employee makes threatening statements while at work, you may not allow them to stay at work. Contact your EAP team and take any precautions necessary to prevent violence against the other employees and yourself. (Lock doors if able, call the police) Any act of violence towards another employee is strictly against company policy. Contact a member of the EAP team immediately to determine the best course of disciplinary action for the situation. Employee Violence

11. A suicide crisis is a situation where an employee has threatened suicide, acquired the means, or is searching for a way in which to end their life.  If an employee has expressed immediate thoughts or intentions of suicide while they are at work, they are considered a safety risk and are not allowed to remain at work. This is for their protection as well as the protection of you and the other staff. Just as with a reasonable suspicion case, we do not allow an employee in this state to drive themselves home. Start by calling your area manager (or someone else on your calling tree should you AM not be available) to discuss the situation. They will help you determine the best course of action from the following options. Make sure while you are calling to have the employee wait somewhere where you can monitor them for their safety, like in the lobby, for example.  • Arrange for someone the employee knows to pick them up. Ask the employee if you can call their emergency contact, or if they have a friend or someone they trust who you can call.  • Call 911 or the local police. The police can come and take the employee home or to a safe place. • Use an Uber or another ride service. If the employee truly does not have a personal contact they agree to and you do not wish to call 911.  • Have another employee take them home. This option should be the last resort, and only if the other employee agrees and you are certain their safety is not compromised.  **These options are considered best practice, however, if you feel that the employee is an immediate danger to themselves or the rest of your staff, don't hesitate to call 911.  Mental Health/Suicide Crises

12. Documentation plays an important part in any of the situations outlined by this presentation. • If you have been in any of these situations, write down everything you can remember immediately. • Email or text is preferred; if you write down on paper, send it to a supervisor or HR through an electronic means (something with an electronic date stamp) as soon as possible. Documentation