Welcome! As an employee of Coldstone Creamery 22325 (also known as Cold Stone
Creamery) you are an important member of a team effort. We hope that you will find your
position with the Company rewarding, challenging, and productive

Because our success depends upon the dedication of our employees, we are highly selective
in choosing new members of our team. We look to you and the other employees to
contribute to the success of the Company.

This employee handbook is intended to explain the terms and conditions of employment of
all full- and part-time employees and supervisors. Written employment contracts between
Coldstone Creamery 22325 and some individuals may supersede some of the provisions
of this handbook.

This handbook summarizes the policies and practices in effect at the time of publication.
This handbook supersedes all previously issued handbooks and any policy or benefit
statements or memoranda that are inconsistent with the policies described here. Your
supervisor or manager will be happy to answer any questions you may have.

This Cold Stone Creamery is owned and operated by Murali Ramanathan through a
franchise agreement with Cold Stone Creamery, Inc. The franchise world headquarters is
in Scottsdale, Arizona. Company Name or Owner owns Cold Stone Creamery location in
6105 Sunrise Blvd, Citrus Heights, CA 95610.

Murali Ramanathan personnel are employed on an at-will basis. Employment at-will may
be terminated with or without cause and with or without notice at any time by the employee
or the Company. Nothing in this handbook shall limit the right to terminate at-will
employment. No manager, supervisor, or employee of the Company has any authority to
enter into an agreement for employment for any specified period of time or to make an
agreement for employment on other than at-will terms. Only the Murali Ramanathan. has
the authority to make any such agreement, which is binding only if it is in writing.

Coldstone Creamery 22325 is an equal opportunity employer and makes employment
decisions on the basis of merit. We want to have the best available persons in every job
Company policy prohibits unlawful discrimination based on race, color, creed, gender,
religion, marital status, registered domestic partner status, age, national origin or ancestry,
physical or mental disability, medical condition including genetic characteristics, sexual
orientation, or any other consideration made unlawful by federal, state, or local laws. It also
prohibits unlawful discrimination based on the perception that anyone has any of those
characteristics, or is associated with a person who has or is perceived as having any of
those characteristics. All such discrimination is unlawful.

The Company is committed to compliance with all applicable laws providing equal
employment opportunities. This commitment applies to all persons involved in Company
operations and prohibits unlawful discrimination by any employee of the Company,
including supervisors and coworkers.

To comply with applicable laws ensuring equal employment opportunities to qualified
individuals with a disability, the Company will make reasonable accommodations for the
known physical or mental limitations of an otherwise qualified individual with a disability
who is an applicant or an employee unless undue hardship would result.

Coldstone Creamery 22325 is committed to providing a work environment free of
unlawful harassment. Company policy prohibits sexual harassment and harassment based
on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender,
national origin or ancestry, physical or mental disability, medical condition, marital status,
registered domestic partner status, age, sexual orientation or any other basis protected by
federal, state or local law or ordinance or regulation. All such harassment is unlawful.
The Company's anti-harassment policy applies to all persons involved in the operation of
the Company and prohibits unlawful harassment by any employee of the Company,
including supervisors and managers, as well as vendors, customers, independent
contractors and any other persons. It also prohibits unlawful harassment based on the
perception that anyone has any of those characteristics, or is associated with a person who
has or is perceived as having any of those characteristics.

Prohibited unlawful harassment includes, but is not limited to, the following behavior:

• Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted
  sexual advances, invitations or comments;

• Visual displays such as derogatory and/or sexually-oriented posters, photography,
  cartoons, drawings or gestures;

• Physical conduct including assault, unwanted touching, intentionally blocking
  normal movement or interfering with work because of sex, race or any other
  protected basis;

• Threats and demands to submit to sexual requests as a condition of continued
  employment, or to avoid some other loss and offers of employment benefits in
  return for sexual favors; and

• Retaliation for reporting or threatening to report harassment.

If you believe that you have been unlawfully harassed, immediately bring your complaint
to your own or any other Company supervisor, the president or the personnel administrator
of the Company as soon as possible after the incident. You will be asked to provide details
of the incident or incidents, names of individuals involved and names of any witnesses. It
would be best to communicate your complaint in writing, but this is not mandatory.
Supervisors will refer all harassment complaints to the personnel administrator,
investigative officer or the president of the Company. The Company will immediately
undertake an effective, thorough and objective investigation of the harassment allegations.

If the Company determines that unlawful harassment has occurred, effective remedial
action will be taken in accordance with the circumstances involved. Any employee
determined by the Company to be responsible for unlawful harassment will be subject to
appropriate disciplinary action, up to, and including termination. A Company
representative will advise all parties concerned of the results of the investigation. The
Company will not retaliate against you for filing a complaint and will not tolerate or permit
retaliation by management, employees or co-workers.

The Company encourages all employees to report any incidents of harassment forbidden by
this policy immediately so that complaints can be quickly and fairly resolved. You also
should be aware that the Federal Equal Employment Opportunity Commission and the
California Department of Fair Employment and Housing investigate and prosecute
complaints of prohibited harassment in employment. If you think you have been harassed
or that you have been retaliated against for resisting or complaining, you may file a
complaint with the appropriate agency. The nearest office is listed in the telephone book.

You will be paid 2 days after every other Wednesday

Paydays are on or before the 2 days after every other Wednesday. Paychecks will be
available in the store no later than 3 PM on payday, however the fuding for the pay checks will
not be available unil the fiday after the pay checks received date. If payday falls on a holiday, checks
will be Paychecks may be received by coming into the store and requesting your check
from a store manager or shift leader. Your check will not be mailed to you unless there are
unusual circumstances. Direct deposit is offered at this time.

If you want someone else to pick up your paycheck, we need to have your permission, in
writing. Please make sure that all the information on your check is correct, particularly
your address and social security number. Please notify your store manager if your address
changes.

If you think there has been an error on your paycheck, contact the store manager
immediately. We advise that you keep your clock in-clock out receipts so you can verify
the number of hours you worked with the number of hours on your paycheck. Ask your
manager where you should record your hours if you forget to clock in or out.

Cold Stone Creamery is closed Thanksgiving Day and Christmas Day. We may close early
on the Fourth of July, Halloween, the day before Thanksgiving, Christmas Eve and New
Year's Eve. We may open late on New Year's Day and Easter.

This company expects you to be courteous and kind to every customer - bring all conflicts
and/or complaints to the manager in charge of the shift. Immoral, indecent, or disorderly
conduct, including inappropriate jokes, slurs, and all other abusive, profane, or threatening
language is not permitted.

We work closely together, and expect you to understand that spreading rumors, making
remarks, or displaying an attitude hostile to fellow employees, or leadership of the
company is not permitted. We ask that you bring all conflicts to your direct supervisor. If
the conflict is with your direct supervisor take them to your manager, if the issue is still not
resolved take it to the Owner of This Company. Contact numbers will be provided to you
so resolution of your concerns will be timely and comfortable for you as and employee.

Off duty employees are not allowed behind the counter or in the office are except with
permission to check their schedules. Friends or customers are not allowed behind the
counter or in the kitchen area. Spouses, family, or friends should not come to visit while
you are working.

Employees are not allowed to chew gum on shift. Additionally employees should not
touch their hair or face, or use a handkerchief/kleenex in view of customers.

Employees must always wash their hands after coughing or sneezing, touching their hair,
or participating in any cleaning or prep projects.

* Clean Black Cold Stone Creamery T shirt or polo shirt

All employees who are clocked must be in uniform with out exception.

NOT ACCEPTABLE: torn, stained shirts, sleeves rolled up, wearing another

shirt on top of uniform shirt; a white or black tee-shirt may be
worn underneath the uniform shirt

* Visor or Hat

NOT ACCEPTABLE: wearing hat or visor backwards or sideways; pins or other

decorations; nametags worn on hats or visors;

* Full length Apron, clean and worn around the neck

NOT ACCEPTABLE: dirty, stained aprons; wearing aprons around the waist

* Nametag with correct name, pinned to center of the apron

NOT ACCEPTABLE: nicknames unless you are normally called by that name,

such as Liz instead of Elizabeth, Cathy instead of Catherine, etc., wearing
nametag anywhere but the center of the apron; symbols such as hearts
and stars are OK, "Manager" and "Shift Leader" are OK

* Black or khaki pants, shorts or skirts

NOT ACCEPTABLE: Pants, shorts or skirts make of denim jean material;

patterns; camouflage; spandex; sweat pants; too short, too tight or super
baggy; workout pants or shorts;

* Close-toed, rubber-soled (tennis) shoes

NOT ACCEPTABLE: clogs, sandals, leather-soled, flip-flops,

* Hair- Clean and tied or pulled back, kept away from the face

NOT ACCEPTABLE: hair hanging over the front of the face or shoulders;

fluorescent colors; dramatic cuts such as Mohawk, etc. Neatly trimmed
facial hair is acceptable

* Jewelry-can consist of one ring per hand, a watch and a necklace if worn inside
the shirt. Earrings must be post type or small loop earrings (dime size) that do
not hang below earlobe; a bracelet can be worn on the opposite wrist of the
watch

NOT ACCEPTABLE: dangling earrings and necklaces;

* Tattoos- Visible tattoos are not acceptable.

* Fingernails- short and clean

NOT ACCEPTABLE: fingernail polish, artificial fingernails (gloves may be

worn to cover nails for a limited time for special occasions)

* Piercings- Maximum of two ear piercings in each ear; very small nose piercing

NOT ACCEPTABLE: Ear lobe gauging. All tongue, large nose, lip,
eyebrow or other facial piercings must be removed during work hours.
Clear plugs are acceptable.

We will provide a place for you to change into your uniform. We will provide an area for
you to keep your personal items while you are at work. Leave your personal items in the
designated area while you are at work. Do not leave personal items lying around the
kitchen area. Do not leave uniforms, aprons, personal clothing or other items in the store
when you are not working. Do not bring valuables to work.

Please note: If you show up for work not in the proper uniform, you may be sent home. If
any part of your uniform has been lost, stolen or misplaced, you will be required to
purchase replacement items. Management has the final say on interpretation of the dress
code.

This company has a strong commitment to provide a safe workplace for its employees.
Consistent with that commitment, the company has adopted an alcohol and drug-free work
site policy.

This policy prohibits the use, sale, distribution, manufacture or possession of alcohol or
drugs, drug paraphernalia, the unauthorized use of prescription drugs, the use of any legally
obtained drug (prescriptions or over-the-counter medications) when such use adversely
affects the employee's job performance or safety, or any combination thereof, on this
company premises or any location at which company business is conducted including
Company vehicles and any private vehicle parked on Company premises or work sites.

In addition, this policy forbids reporting to work or working while under the influence of
alcohol or drugs. Employees who are taking prescription drugs or over-the-counter drugs
that may affect their performance should discuss their situation with the Owner or Manager
and obtain permission before beginning work.

Employees may be required to provide properly written medical authorization from a
physician to work while using such authorized medications. Any violation of this policy
will result in disciplinary action, up to and including termination.

You are responsible for providing management with your up-to-date contact information.
Employee files are confidential and are kept in a locked file drawer. Phone lists with
employee phone numbers are available to current employees for the purpose of covering
shifts. Do not give out an employee's phone number or work schedule to someone you do
not know or who is not employeed at this store. Tell the caller you will take their name
and phone number and have the employee call them back.

It is the employee's responsibility to keep up to date with the weekly schedule. Verbal
requests for days off will not be honored, requests must submitted (RTO form through our web site).
Requests for time off must be submitted to management in writing no later than three (3) weeks prior to
the requested day(s) off. This allows the manager making the schedule enough notice to honor the
requested days.Any days requested off after the schedule is made will not be honored,
and we request that the employee askes other employees to cover the shift

Management will make its best effort to grant all employees their requested work hours,
non-work hours, and days off. In order to do that effectively, all employees will be
obligated to show up on time and work all scheduled shifts. A no call - no show may
result in automatic termination.

AVAILABILITY: We expect every employee to work a minimum of 20 hours per pay
period (two week period). Since we are the busiest in the evenings and on weekends, this
will include a majority of shifts in the evenings and on weekends. If your availability
changes so that you are not available for a majority of evenings and weekends or cannot
commit to at least 20 hours per pay period, you may be terminated for schedule
inflexibility.

CHANGING SHIFTS: Once the schedule is posted, it is the employee's responsibility to
find another employee to cover their shift if they need to make changes to the schedule.
You are encouraged to accommodate other employees when they need a shift covered
because they will be more likely to help you when you need one of your shifts covered.
Once you have found an employee to take or trade shifts, let the shift leader or store
manager know as soon as possible. Only the shift leaders and store managers are allowed
to write on the schedule.

CANCELLED SHIFTS: Our business is very dependent on weather conditions. Since the
schedules are written in advance, if the manager or shift leader feels that the schedule has
too many people scheduled due to decreased customer activity, they will call in a resonable amoun
of time in advance to cancel a shift, and therfore will call atleast 45 min before the start of the shift.
If you come in to work, you are guaranteed to be paid a minimum of half of your shift.

SICK: If you are sick, contact your manager with at least three hours notice if you are not
coming to work. Be sure to have your manager's cell phone number at home. We do not
tolerate employees calling in sick shortly before their shift is supposed to start. Calling in
sick puts an unfair burden on your fellow crewmembers. Illnesses that suddenly occur on
weekends, nights or holidays are suspicious and may result in termination. Proof of illness,
such as a doctor's note, may be required. Excessive sick days may also be grounds for
termination. If we find out you called in sick when you were not sick, you may be
terminated.

You will be assigned a specific cashier number to use on the POS system. Do not let other
employees use your cashier number. You will be responsible for transactions recorded
using this number.

Cell phones and IPods or other MP3 players are to be turned off when you are at work or
left in your car. You may make and return calls during your break using your cell phone.
Please do not use the store phone. It is a business phone and needs to be available for
customer contact.

Crew members are allowed one free love-it creation or milkshake/smoothie per shift if your
shift is at least four hours long. All free products must be rung up by a shift leader or store
manager. You may not give your free ice cream to a friend or family member. You may
not trade your free ice cream to employees from another store for their food products. Do
not leave partially eaten ice cream creations in the freezer! No eating or drinking is
permitted behind the serving line.

Ice cream products, mix-ins (i.e. candy bars and brownies) and inventory from the back
room are not be eaten by employees. We do allow space in the walk-in refrigerator if you
want to bring food items or beverages to be consumed on your break. A microwave oven
is available for your use. Ice cream and other food items are only to be eaten during your
10 minute break.

Employees will receive a 10 percent (10%) discount for any stock signature cake, novelty
items such as cupcakes and ice cream sandwiches, Grab 'N Go ice cream from the Cake
and Pie display, and Pepsi products, including bottled water. If you want to build and
decorate a cake on your own time, you may purchase the cake at a 25% discount. This does
not apply to novelty items.

The ice cream discount percentage for all crew members is fifty percent (50%) off the
purchase price. This applies to any items not stocked in the Cake and Pie or Pepsi display,
including mine, ours and everybody's containers, shakes and smoothies. The take home
limit is two containers. Crew members are eligible to use the employee discount anytime
they are not working or if they want to take ice cream home at the end of their shift. If you
are not working, you may not go behind the line to make your own ice cream. You must
have a shift leader or manager initial your receipt. This discount is only valid in the Cold
Stone Creamery location where you are working. Do not expect a discount in any other
location. If you come in to get ice cream with a group of friends, only your ice cream will
be discounted. Do not buy ice cream at your discounted price and give it to your
friend. Any abuse of the discount privileges will result in immediate termination.

We are committed to providing a safe working environment. Horseplay of any type will
not be tolerated. It is your responsibility to conduct yourself in a safe manner and to report
any existing or potential hazards to your shift leader, the store manager, the Operations
Manager or the owner. Historically, injuries in our stores have been caused by one of the
following:

2)Burns-from the waffle irons. Do not reach across the waffle irons. Use caution
when they are on.

3) Slips and falls- Rubber soled shoes are a dress code requirement to minimize
slipping and falling. Be sure to put the Wet Floor Caution sign out when mopping the floor
or when it is raining. Mats are provided to improve traction in wet areas. Always use a
ladder or stepstool when trying to retrieve items from top shelves. Do not stand on the
folding chairs in the office.

Trash should only be taken to the dumpster area during daylight hours, however if it happnes
to take out at closing make sure you are accompanied by another employee. All employees
should leave together at the end of the night. The shift leader/manager needs to be sure all
employees have been picked up or have made it safely to their cars before leaving.

If you see suspicious activities or are uncomfortable with a customer's behavior, do not
hesitate to call mall security or dial 9-1-1 for the police. In the event that the store is
robbed, give the robbers anything they want, all of the money, etc. and call the police after
they have left. Do not try to be heroic, it's only money.

For insurance purposes, only current employees who are on the payroll are allowed in the
kitchen area. Friends, family members and past employees are not allowed in the kitchen.
Off-duty employees are only allowed in the kitchen to check the schedule and to pick up
paychecks. Do not hang around in the kitchen if you are not working.

Only shift leaders and managers are allowed access to the safe. If change is necessary, a
shift leader or manager must be contacted to get it from the bottom safe. Any unauthorized
employees found going into the safe will be terminated immediately.

Breaks will be permitted as customer traffic flow allows at the discretion of the shift leader.
Every attempt will be made to allow your break as near as possible to the middle of your
shift. You may not combine breaks or use them to come in 10 minutes late or leave 10
minutes early. You need to be flexible and ask the shift leader when you can take your
break. Be sensitive to the impression waiting customers will have if you take your break in
the lobby area when there is a line out the door. Be discrete and break in the back room or
outside out of view of the customers. You are free to leave the area for your 10 minute
break.
Break times are as follows:

0 - 3.5 hours: No breaks allowed
3.5 - 6.0 hours: One ten minute break, don't clock out
Greater than 6.0 hours: Two 10 minute breaks, don't clock out; One 30

minute unpaid meal break (clock out)

MEAL BREAKS: A 30 minute meal break is allowed if you are working a shift of 5 hours
or longer. However, if your shift is only 6 hours long, you may voluntarily choose not to
take the meal break. If your shift is 6 hours or longer, you are required to take a 30 minute
meal break. Meal breaks are unpaid so you must clock out and you are free to leave the
premises.

Smoking is not permitted within 20 feet of the outside doors, in the customer service area,
the food preparation area, or in view of customers, such as outside on the sidewalk, in front
of the store or outside the back door. If you want to smoke on your break, please do so out
of view of our customers.

We have a no tolerance policy regarding theft!

Stealing money from the cash register
Taking ice cream and mix-ins home at night without paying your 50%
Giving your friend an extra mix-in
Deliberately over-portioning
Deliberately undercharging (Charging your friend for a like-it size but giving them

a love-it size)
Eating a mix-in while working
Giving back too much change
Giving anyone ice cream without them paying for it

We hope you find working for Cold Stone to be an enjoyable place to work. However, you
have the right to end your employment at any time, for whatever reasons. A minimum of
two weeks written notice is expected if you are leaving your employment with us. Cold
Stone reserves the right to terminate your employment at any time, for any legal reason,
with or without notice or progressive discipline. Reasons for termination include but are
not limited to the following:

Unsatisfactory work performance
Violation of health code practices and requirements
Insubordination
Giving away free ice cream
Other Theft (see above)
Being under the influence of alcohol
Being under the influence or in possession of illegal drugs or controlled substances
No-call / No-show for a shift
Excessive sickness
Schedule inflexibility
Abuse of ice cream discount privileges
Sexual harassment

This employee handbook contains the employment policies and practices of Coldstone
Creamery 22325 in effect at the time of publication. All previously issued handbooks and
any inconsistent policy statements or memoranda are superseded.

Coldstone Creamery 22325 reserves the right to revise, modify, delete, or add to any and
all policies, procedures, work rules, or benefits stated in this handbook or in any other
document, except for the policy of at-will employment. However, any such changes must
be in writing and must be signed by the president of Coldstone Creamery 22325. Any
written changes to this handbook will be distributed to all employees so that employees
will be aware of the new policies or procedures. No oral statements or representations can
in any way alter the provisions of this handbook.

This handbook sets forth the entire agreement between you and Clodstone Creamery 22325
as to the duration of employment and the circumstances under which employment may be
terminated. Nothing in this employee handbook or in any other personnel document,
including benefit plan descriptions, creates or is intended to create a promise or
representation of continued employment for any employee.

This employee handbook has been prepared for your information and understanding of the
policies, philosophies and practices and benefits of our company. PLEASE READ IT
CAREFULLY. Upon completion of your review of this handbook, please sign the
statement below, and return to your Manager by the due date. A reproduction of this
acknowledgment appears at the back of this booklet for your records.

I, (please print full legal name), have received
and read a copy of This company Employee Handbook which outlines the goals, policies,
benefits, and expectations of This company, as well as my responsibilities as an employee.

I have familiarized myself with the contents of this handbook. By my signature below, I
acknowledge, understand, accept, and agree to comply with the information contained in
this Employee Handbook provided to me by This Company. I understand this handbook is
not intended to cover every situation, which may arise during my employment, but is
simply a general guide to the goals, policies, practices, benefits, and expectations of This
Company.

I understand that This Company Employee Handbook is not a contract of employment and
should not be deemed as such, and that I am an employee at will.