Handbook

YOUR
ASSOCIATE
HANDBOOK
Publication Date: 01/06/2017
YOUR ASSOCIATE HANDBOOK ACKNOWLEDGMENT FORM
YOUR ASSOCIATE HANDBOOK IS AVAILABLE ONLINE, THROUGH PASSPORT. I ACKNOWLEDGE

THAT:
• I HAVE BEEN PROVIDED THE WEB ADDRESS TO ACCESS THE HANDBOOK ONLINE AS WELL
AS INFORMATION ON HOW TO ORDER THE HANDBOOK IF I PREFER A HARD COPY.
• IT IS MY RESPONSIBILITY TO REVIEW THE HANDBOOK ONLINE OR TO REQUEST A HARD
COPY TO REVIEW SO I AM FAMILIAR WITH PUBLIX POLICIES, PROCEDURES AND
PRACTICES.
• THE HANDBOOK SUMMARIZES SOME OF THE POLICIES, PRACTICES AND BENEFITS OF
PUBLIX, AND SOME OF THE THINGS PUBLIX EXPECTS FROM ME. IT’S IMPOSSIBLE TO
PROVIDE EXPECTATIONS REGARDING EVERY POLICY, PROCEDURE, AND PRACTICE IN THE
HANDBOOK AND THE INFORMATION IT CONTAINS IS NOT INTENDED TO BE ALL INCLUSIVE.
• THE HANDBOOK IS NOT A CONTRACT OF EMPLOYMENT AND DOES NOT CHANGE MY AT-
WILL EMPLOYMENT STATUS. I OR PUBLIX MAY TERMINATE MY EMPLOYMENT, AT ANY TIME,
FOR ANY REASON, WITH OR WITHOUT CAUSE AND WITH OR WITHOUT PRIOR NOTICE.
• PUBLIX MAY MODIFY, AMEND, ELIMINATE, OR DEVIATE FROM ANY OR ALL POLICIES,
PROCEDURES AND PRACTICES WITHOUT PRIOR NOTICE.
• ANY SUBSEQUENT VERSION OF THE HANDBOOK TAKES PRECEDENCE OVER ANY
PREVIOUS PUBLISHED VERSION OR ANY OTHER WRITTEN DOCUMENT OR PRACTICE ON
THE SAME ISSUE AS COVERED IN THE HANDBOOK.
• THE RETIREMENT, STOCK PURCHASE AND GROUP INSURANCE BENEFITS DISCUSSED IN
THE HANDBOOK ARE HIGH-LEVEL SUMMARIES ONLY. THE SUMMARY PLAN DESCRIPTIONS
IN THE ASSOCIATE BENEFITS BOOK AND THE PLAN DOCUMENTS CONTROL.
• I AM NOT GUARANTEED EMPLOYMENT AT PUBLIX FOR ANY SPECIFIC PERIOD OF TIME,
INCLUDING THE SPECIFIED PERIOD OF TIME REQUIRED TO BE ELIGIBLE FOR ANY BENEFITS.
• IF I AM FULL-TIME, I MUST TAKE VACATION IN THE YEAR IN WHICH IT IS
ACCUMULATED. VACATION TIME IS NOT PAID OUT IF NOT USED EACH YEAR AND IS NOT
PAID OUT IF MY EMPLOYMENT ENDS FOR ANY REASON. VACATION ALLOTMENTS ARE
UPDATED AS OF JANUARY 1 EACH CALENDAR YEAR. VACATION CAN BE USED BEFORE IT
IS ACCUMULATED BASED ON AN ASSUMPTION THAT I WILL COMPLETE THE FULL YEAR OF
SERVICE. IF I TAKE VACATION BEFORE IT ACCUMULATES, IT IS CONSIDERED AN ADVANCE
OF WAGES. IF FOR ANY REASON, MY EMPLOYMENT ENDS PRIOR TO THE END OF THE YEAR
AND I HAVE USED MORE VACATION THAN I HAVE ACCUMULATED, I MUST REPAY PUBLIX
FOR THE AMOUNT ADVANCED TO ME. THIS REPAYMENT WILL BE DEDUCTED FROM MY
FINAL PAY OR IF MY FINAL CHECK IS NOT SUFFICIENT TO RECOVER ALL OF THE ADVANCED
WAGES, I WILL BE BILLED FOR THE REMAINING AMOUNT.
• MY EMPLOYMENT AT WILL STATUS CANNOT BE ALTERED BY ANY POLICY OR PROCEDURE
IN THE HANDBOOK OR ANY OTHER PUBLIX MATERIALS OR DOCUMENTS.
• MY EMPLOYMENT AT WILL STATUS MAY ONLY BE ALTERED BY A DOCUMENT WHICH IS
SIGNED BY THE PRESIDENT OF PUBLIX AND EXPRESSLY INDICATES AN INTENT TO ALTER
MY EMPLOYMENT AT WILL STATUS.
_______________________________________ ____________________________________
Associate (print name) Associate’s Signature
_______________________________________ ____________________________________
Personnel Number Position
_______________________________________ ____________________________________
Date Store Number or Department Name
This form must be completed by all new associates during the orientation process and
current associates who work in South Carolina anytime the handbook changes.
Send the signed copy of this acknowledgment to the Personnel Records department.
01/06/2017
Contents
Chapter 1: About Publix ......................................................................................... 1-1
Introduction ...................................................................................................................................... 1-1
In this chapter .................................................................................................................................. 1-1
About Publix ........................................................................................................................................... 1-2
What it means to be an associate ................................................................................................... 1-2
Our Mission Statement .................................................................................................................... 1-2
Owners don’t need unions .............................................................................................................. 1-2
Our commitment to improvement .................................................................................................... 1-2
You’re a customer ........................................................................................................................... 1-3
Our history ....................................................................................................................................... 1-3
Customer Service ................................................................................................................................... 1-4
What we expect from you ................................................................................................................ 1-4
The Publix Guarantee ..................................................................................................................... 1-4
Carryout Service.............................................................................................................................. 1-4
Communication ....................................................................................................................................... 1-4
How we communicate ..................................................................................................................... 1-5
About Your Associate Handbook .................................................................................................... 1-7
Associate Voice Survey (AVS) ........................................................................................................ 1-7
Our Open Door Policy ..................................................................................................................... 1-8
Our Formal Complaint Procedure (FCP)......................................................................................... 1-8
Profanity .......................................................................................................................................... 1-9
Taking pictures and videos ............................................................................................................. 1-9
Recording conversations ................................................................................................................. 1-9
Publix phones .................................................................................................................................. 1-9
Personally owned communication devices ..................................................................................... 1-9
Talking to the media ........................................................................................................................ 1-9
Solicitation by associates .............................................................................................................. 1-10
Social media guidelines ................................................................................................................ 1-10
Advancement Opportunities ................................................................................................................. 1-12
Our Equal Employment Opportunity (EEO) Policy........................................................................ 1-12
Diversity ......................................................................................................................................... 1-12
Promotions .................................................................................................................................... 1-13
Retail Selection System ................................................................................................................ 1-13
Distribution Supervisor Selection System ..................................................................................... 1-13
Chapter 2: Employment Records and Scheduling ................................................. 2-1

Introduction ...................................................................................................................................... 2-1
In this chapter .................................................................................................................................. 2-1
Employment Records ............................................................................................................................. 2-2
Your personnel file .......................................................................................................................... 2-2
Recording your work time ............................................................................................................... 2-2
Training and performance evaluations ............................................................................................ 2-2
Scheduling .............................................................................................................................................. 2-3
How you’re scheduled ..................................................................................................................... 2-3
Requesting time off ......................................................................................................................... 2-3
Absences and tardiness .................................................................................................................. 2-4
Breaks ............................................................................................................................................. 2-4
continued on next page
01/06/2017 Contents i
Contents, Continued
Chapter 3: Conduct ................................................................................................ 3-1

Introduction ...................................................................................................................................... 3-1
In this chapter .................................................................................................................................. 3-1
Personal Appearance and Housekeeping .............................................................................................. 3-2
Personal appearance ...................................................................................................................... 3-2
Housekeeping ................................................................................................................................. 3-2
Safety...................................................................................................................................................... 3-3
Violence ........................................................................................................................................... 3-3
General rules for a safe work environment ..................................................................................... 3-4
Radios and iPods ............................................................................................................................ 3-5
Communication devices .................................................................................................................. 3-6
Gum chewing and food and drinks in work areas ........................................................................... 3-6
Designated Smoking and Parking Areas................................................................................................ 3-7
Smoking .......................................................................................................................................... 3-7
Parking ............................................................................................................................................ 3-7
Conflicts .................................................................................................................................................. 3-8
Working for competitors .................................................................................................................. 3-8
No-Conflict Policy ............................................................................................................................ 3-8
Harassment Policy.................................................................................................................................. 3-9
Policy Statement on Harassment, Including Sexual Harassment ................................................... 3-9
Substance Abuse and Personal Issues................................................................................................ 3-10
Substance abuse is no laughing matter ........................................................................................ 3-10
Prohibited conduct......................................................................................................................... 3-10
Testing program ............................................................................................................................ 3-10
Seeking help .................................................................................................................................. 3-10
Voluntary admissions for alcohol .................................................................................................. 3-11
Voluntary admissions for drugs ..................................................................................................... 3-11
Unacceptable results ..................................................................................................................... 3-11
Discipline for unacceptable results ................................................................................................ 3-11
Employee Assistance Program ..................................................................................................... 3-12
Ethics and Honesty............................................................................................................................... 3-13
Ethics ............................................................................................................................................. 3-13
Honesty ......................................................................................................................................... 3-13
Loss Prevention and Security ............................................................................................................... 3-14
What’s loss prevention? ................................................................................................................ 3-14
What’s shrink? ............................................................................................................................... 3-14
What’s your role as a Publix associate? ....................................................................................... 3-14
Preventing shoplifting .................................................................................................................... 3-14
Associate theft ............................................................................................................................... 3-15
Protecting your personal property ................................................................................................. 3-15
Purchases ..................................................................................................................................... 3-16
Securing Publix information .......................................................................................................... 3-17
Lost and found ............................................................................................................................... 3-17
Reporting loss prevention concerns .............................................................................................. 3-17
Publix’s Rules of Unacceptable Conduct ............................................................................................. 3-18
About the rules .............................................................................................................................. 3-18
Publix prohibits the following conduct: .......................................................................................... 3-18
ii Contents 01/06/2017
Contents, Continued
Chapter 4: Compensation ...................................................................................... 4-1
Introduction ...................................................................................................................................... 4-1
In this chapter .................................................................................................................................. 4-1
General Information About Compensation ............................................................................................. 4-2
Publix’s compensation philosophy .................................................................................................. 4-2
Your pay and pay deductions .......................................................................................................... 4-2
Your pay .......................................................................................................................................... 4-3
Pay for multiple benefits .................................................................................................................. 4-3
How absences affect a salaried associate’s pay and sick pay quota ............................................. 4-4
Bereavement, jury duty, and vacation pay ...................................................................................... 4-4
Retail Bonus Plan ................................................................................................................................... 4-5
What’s the Retail Bonus Plan? ........................................................................................................ 4-5
When are you eligible for the bonus?.............................................................................................. 4-5
What’s the bonus based on? ........................................................................................................... 4-5
Holiday Bonus Pay ................................................................................................................................. 4-6
About holiday bonus pay ................................................................................................................. 4-6
Definitions ........................................................................................................................................ 4-6
Holiday bonus for part-time associates ........................................................................................... 4-7
Holiday bonus for full-time hourly-paid associates .......................................................................... 4-7
Holiday bonus for weekly salaried associates (including salaried Pharmacists) ............................ 4-8
Holiday bonus for monthly-paid associates..................................................................................... 4-9
Holiday bonus advances ............................................................................................................... 4-10
Holiday bonus pay and employment separations ......................................................................... 4-10
Holiday Pay .......................................................................................................................................... 4-11
About holiday pay .......................................................................................................................... 4-11
Premium pay ................................................................................................................................. 4-11
Publix-paid holidays ...................................................................................................................... 4-11
Holiday pay .................................................................................................................................... 4-12
When are you eligible for holiday pay? ......................................................................................... 4-12
Exchanging holidays ..................................................................................................................... 4-13
Sick Pay ................................................................................................................................................ 4-14
About sick pay ............................................................................................................................... 4-14
How is sick pay accumulated? ...................................................................................................... 4-14
Returning to a full-time position from a part-time position............................................................. 4-14
When are you eligible for sick pay? .............................................................................................. 4-14
Payment of benefits....................................................................................................................... 4-14
Sick pay quotas ............................................................................................................................. 4-14
FMLA quotas ................................................................................................................................. 4-15
Sick pay and maximum time off without leave .............................................................................. 4-15
Absences approved for sick pay ................................................................................................... 4-15
Absences not approved for sick pay ............................................................................................. 4-15
Sick pay and leaves for an associate’s own serious health condition .......................................... 4-16
Sick pay and FMLA for the birth of a child .................................................................................... 4-16
Sick pay and work-related injuries or illnesses ............................................................................. 4-16
Tuition Reimbursement ........................................................................................................................ 4-17
What’s the Tuition Reimbursement Program? .............................................................................. 4-17
Approved areas of study ............................................................................................................... 4-17
Eligibility requirements for the general program ........................................................................... 4-17
Eligibility requirements for the graduate program ......................................................................... 4-18
What does Publix reimburse? ....................................................................................................... 4-18
Additional information .................................................................................................................... 4-18
01/06/2017 Contents iii

Contents, Continued
Chapter 5: Your Benefits ........................................................................................ 5-1

Introduction ...................................................................................................................................... 5-1
In this chapter .................................................................................................................................. 5-1
Your Financial Future ............................................................................................................................. 5-2
PROFIT Plan ................................................................................................................................... 5-2
401(k) SMART Plan ........................................................................................................................ 5-2
Employee Stock Purchase Plan ...................................................................................................... 5-2
Your Health and Well-Being ................................................................................................................... 5-3
Health Plan ...................................................................................................................................... 5-3
Dental Plan ...................................................................................................................................... 5-3
Life Insurance Plan.......................................................................................................................... 5-3
Supplemental Life Insurance Plan .................................................................................................. 5-4
Long Term Disability Plan ............................................................................................................... 5-4
Vision Plan ...................................................................................................................................... 5-4
Other Valuable Benefits.......................................................................................................................... 5-5
Discount Program............................................................................................................................ 5-5
Associate Prescription Discount Program ....................................................................................... 5-5
Service awards ................................................................................................................................ 5-5
Cafeteria .......................................................................................................................................... 5-5
Publix Employees Federal Credit Union ......................................................................................... 5-5
Chapter 6: Time Away From Work and Leaving the Company .............................. 6-1
Introduction ...................................................................................................................................... 6-1
In this chapter .................................................................................................................................. 6-1
General Information About Leaves of Absence ..................................................................................... 6-2
How absences affect you ................................................................................................................ 6-2
What’s a leave of absence? ............................................................................................................ 6-2
Maximum time off without leave ...................................................................................................... 6-2
What leaves are available at Publix? .............................................................................................. 6-3
How do you request a leave? .......................................................................................................... 6-3
Maintaining your benefits while on leave ........................................................................................ 6-4
Keeping management informed about your status during leave .................................................... 6-4
Medical certification ......................................................................................................................... 6-4
Family and Medical Leave (FMLA) ......................................................................................................... 6-5
About Family and Medical Leave .................................................................................................... 6-5
How FMLA absences affect you ..................................................................................................... 6-5
Federal FMLA poster....................................................................................................................... 6-6
Reasons that may be FMLA qualifying ........................................................................................... 6-7
When are you eligible for FMLA Leave? ......................................................................................... 6-8
Serious health condition .................................................................................................................. 6-9
Are you paid while on FMLA Leave? .............................................................................................. 6-9
Returning to work ............................................................................................................................ 6-9
Disability Leave .................................................................................................................................... 6-10
About Disability Leave ................................................................................................................... 6-10
Coordinating Family and Medical Leave (FMLA) with Disability Leave ........................................ 6-10
Qualifying reason for Disability Leave ........................................................................................... 6-10
When are you eligible for Disability Leave? .................................................................................. 6-10
Are you paid while on Disability Leave?........................................................................................ 6-11
Returning to work .......................................................................................................................... 6-11
iv Contents 01/06/2017
Contents, Continued
Domestic/Sexual Violence Leave ......................................................................................................... 6-12

About Domestic/Sexual Violence Leave ....................................................................................... 6-12
Definitions ...................................................................................................................................... 6-12
Examples of reasons for taking a leave ........................................................................................ 6-12
When are you eligible for Domestic/Sexual Violence Leave?....................................................... 6-13
Requesting time off ....................................................................................................................... 6-13
Employee Assistance Program ..................................................................................................... 6-13
Are you paid while on Domestic/Sexual Violence Leave? ............................................................ 6-13
Jury Duty Leave .................................................................................................................................... 6-14
About Jury Duty Leave .................................................................................................................. 6-14
About jury duty pay........................................................................................................................ 6-14
When are you eligible for jury duty pay? ....................................................................................... 6-14
How much are you paid for jury duty?........................................................................................... 6-15
Bereavement Leave ............................................................................................................................. 6-16
About Bereavement Leave ............................................................................................................ 6-16
Immediate family members ........................................................................................................... 6-16
About bereavement pay ................................................................................................................ 6-16
When are you eligible for bereavement pay? ............................................................................... 6-16
Payment of bereavement pay ....................................................................................................... 6-16
Military Service ..................................................................................................................................... 6-17
About military service .................................................................................................................... 6-17
When is military service a leave? .................................................................................................. 6-17
When are you eligible for military service?.................................................................................... 6-17
Are you paid for military service? .................................................................................................. 6-17
Publix’s Vacation Policy........................................................................................................................ 6-18
About vacations ............................................................................................................................. 6-18
Definitions ...................................................................................................................................... 6-18
Vacation for full-time hourly-paid associates ................................................................................ 6-19
Vacation for weekly salaried associates (including salaried Pharmacists) ................................... 6-20
Vacation for monthly-paid associates ........................................................................................... 6-21
Vacation use and scheduling considerations ................................................................................ 6-22
How do you request time off for vacation? .................................................................................... 6-22
Payment of vacation pay ............................................................................................................... 6-22
Don’t want to take all your vacation time?..................................................................................... 6-23
Unused vacation pay ..................................................................................................................... 6-23
Pay category and job status changes and employment separations ............................................ 6-24
There is no “unpaid vacation” ........................................................................................................ 6-24
Time Off for Voting ............................................................................................................................... 6-25
About time off for voting ................................................................................................................ 6-25
How do you request time off to vote?............................................................................................ 6-25
Are you paid for voting? ................................................................................................................ 6-25
Adjustments for Short-term Returns to a Full-time Position ................................................................. 6-26
Bereavement, holiday bonus, holiday pay, jury duty and vacation ............................................... 6-26
Sick pay ......................................................................................................................................... 6-26
Workers’ Compensation Absences ...................................................................................................... 6-27
About workers' compensation absences ....................................................................................... 6-27
Who’s covered?............................................................................................................................. 6-27
Workers’ compensation and leaves of absence ........................................................................... 6-27
Sick pay and work-related injuries or illnesses ............................................................................. 6-27
01/06/2017 Contents v
Contents, Continued
Leaving the Company........................................................................................................................... 6-28

Employment at will ........................................................................................................................ 6-28
If you leave… ................................................................................................................................ 6-28
Discharge Resolution Process (DRP) ........................................................................................... 6-28
When are you eligible for rehire? .................................................................................................. 6-29
Adjusted Service Dates for Short-term Rehires ................................................................................... 6-30
What’s a short-term rehire? ........................................................................................................... 6-30
Adjusted service dates for service awards .................................................................................... 6-30
Adjusted service dates for bereavement, jury duty, holiday bonus, holiday pay and vacation ..... 6-30
vi Contents 01/06/2017
Chapter 1: About Publix
Introduction
This chapter provides some general information about Publix and our history. It also provides information
on our expectations from you regarding customer service, how we communicate (and what we expect
from you regarding communication) and advancement opportunities.
In this chapter
This chapter contains the following topics.
Topic See page...

About Publix 1-2
Customer Service 1-4
Communication 1-5
Advancement Opportunities 1-12
01/06/2017 Your Associate Handbook 1-1

About Publix
What it means to be an associate

At Publix, we use the term “associate” (not employee). Unlike so many other companies, Publix is owned
by its associates. This terminology reminds us of something else — that no matter what our specific job
— whether we run a cash register in a retail store, drive a forklift in one of the warehouses or
manufacturing plants, or work in the Human Resources department in Lakeland — we’re all on the same
team, working together to serve our customers!
As a new associate, you’ll be in an initial probationary period for the first 90 days of your employment.
This trial period gives you an opportunity to get to know and evaluate Publix, and your Publix manager an
opportunity to get to know and evaluate you.
Our Mission Statement

Our Mission at Publix is to be the premier quality food retailer in the world.
To that end we commit to be
• passionately focused on customer value
• intolerant of waste
• dedicated to the dignity, value and employment security of our associates
• devoted to the highest standards of stewardship for our stockholders and
• involved as responsible citizens in our communities.
Owners don’t need unions

We don’t need a union at Publix. We’re passionate about Publix’s Mission, including the value we place
on Publix associates as owners of Publix. This makes unions unnecessary because owners don’t need
unions!
We respect associates’ rights to choose whether to unionize or to remain union-free. However, if a union
seeks to interfere with Publix’s Mission, through boycotts, picketing or other similar disruptive tactics, we
will oppose the union by all lawful means.
Our commitment to improvement

Continuous Quality Improvement (CQI) is a philosophy for making Publix better, which you can apply to
everything you do. We’re committed to continuously improving our operations, working conditions,
productivity, products, and service. The methodologies used to accomplish CQI goals are:
• Work Improvement Now (WIN) — Improving the processes you follow when performing your job.
• Quality Improvement Process (QIP) — Improving processes involving an entire department, several
departments or the entire company.
We believe continuous improvement is an important part of the culture at Publix. Each associate has a
responsibility as an owner of the company to improve the way we run our stores every day. If you have a
suggestion on how to improve Publix, please discuss it with your manager. Participate in improvement
whenever you can and help make a better future for all of us!
1-2 Your Associate Handbook 01/06/2017

About Publix, Continued
You’re a customer
As a Publix associate, you’re also a customer yourself. We encourage you to take advantage of Publix’s
quality, value, and excellent customer service and to shop at Publix. Our sales and profits directly affect
our ability to continue to offer great benefits and competitive pay rates.
Our history
Your Company — Publix — is one of the largest employee-owned companies in the country. It all began
when our founder, George W. Jenkins (affectionately referred to as Mr. George), opened his first small
store in Winter Haven, FL in 1930. He believed in pleasing the customer by offering superior customer
service, quality products, and immaculately clean stores. He also believed in taking care of his
associates, and he created what we now know as the “Publix culture”. The values and philosophies
established by George Jenkins are still in place and serve as the foundation for our mission of being the
premier quality food retailer in the world.
In the… We…
1930s opened our first store in Winter Haven, FL.
1940s opened a state-of-the-art “food palace,” which included features never seen before in
a grocery store, including art deco architecture, automatic doors, air conditioning,
piped-in music, and fluorescent lighting.
1950s built a 125,000 square foot grocery warehouse in Lakeland, FL, and established our
slogan, “Where Shopping is a Pleasure.”
1960s opened an office and distribution center in Miami and our first deli, as well as
established a profit sharing plan and allowed associates to buy stock to become
Publix owners.
1970s opened stores and a distribution center in Jacksonville, FL; opened a bakery plant and
produce distribution center in Lakeland, FL; and started an employee stock ownership
plan and began contributing stock on behalf of associates.
1980s introduced checkout scanning and our first pharmacy, and we opened distribution
centers in Boynton Beach and Sarasota, FL.
1990s opened stores in Georgia, Alabama, and South Carolina and we made our inaugural
®
appearance on the prestigious list of FORTUNE’s 100 Best Companies to Work for in
America.
th
2000s entered the Tennessee market and celebrated our 1000 store opening.
th
2010s celebrated our 80 anniversary and entered the North Carolina market.

Customer Service
What we expect from you

At Publix we believe it’s our responsibility to operate the best stores possible, where shopping and
working are always a pleasure and where the customer is always provided with fair values.
We need YOU to commit yourself to
• give our customers friendly, helpful service
• keep our stores and facilities clean and neat (and in a condition that reflects the pride of Publix
associates)
• recognize the highest level of legal, ethical, and social standards and
• be totally fair and honest with everyone.
We believe that if we sincerely follow these fundamental objectives with honesty, sincerity, and integrity,
we can achieve our goals and continue to set a standard for excellence in the supermarket industry. We
can prove that friendliness is compatible with efficiency, and quality is consistent with reasonable prices.
Do your part to provide customers with the superior customer service for which we’re known. If you do,
you’ll make the difference in making Publix a better place to work, because enthusiasm spreads. We
think this is so important, we’ve established the 10-Foot and 10-Second Rules — speak to and smile at
everyone within 10 feet of you and greet customers within the first 10 seconds of their arrival in your
department.
Be enthusiastic! Enthusiastic associates provide managers with feedback that may improve our
operations and services, or reduce expenses. Your enthusiasm will help you satisfy the customer as well
as enjoy your job. It may also get you noticed as worthy of assuming greater responsibilities.
Fulfill your responsibilities. Don’t argue, and don’t participate in gossip. Most importantly, always give
customers your complete attention — treat them like you’d like to be treated and don’t carry on a personal
conversation with another associate in front of them!
Remember that you can help make working and shopping a pleasure at Publix.
The Publix Guarantee

At Publix, we have always believed that no sale is complete until the meal is eaten and enjoyed! Our
guarantee to customers is: “We will never knowingly disappoint you. If for any reason your purchase
does not give you complete satisfaction, the full purchase price will be cheerfully refunded immediately
upon request.”
Carryout Service
Carryout service is our policy. Associates who work in our stores are not permitted to accept tips.

Communication
How we communicate
Publix is committed to being your first source for company-related news and information, and here’s
where you can find it.
Communication
Method Description
Associate Announcements about births/adoptions, funerals, illnesses/injuries,
Announcements military leaves and promotions on Publix’s Associate Self Service Portal
(PASSport).
Associate Benefits Summary Plan Descriptions for Publix’s Group Benefits Plans,
Book Retirement & Employee Ownership Plans, and Publix Personal Plans.
Associate Benefits Annual meetings that cover your retirement benefits and other news.
Meeting
Associate Voice The Associate Voice Survey (AVS) is a formal opportunity for you to
Survey (AVS) express what you think about your job and your company, so we can
continue to build on our strengths and improve on our weaknesses. It’s
administered annually to all associates with more than 90 days of
service.
Be. News A monthly video on publix.org that shares information about Publix
benefits.
Benefits Summary A brochure that explains your Publix Retirement Benefits Summary. It’s
distributed each year to associates prior to the Associate Benefits
Meeting.
An explanation of the Benefits Summary is also available on PASSport >
Benefits > Benefits Summary > Helpful Documents.
Corporate.publix.com An internet page that provides information about Publix as a company,
including stories about our culture, financial announcements and filings,
latest news, sustainability, career opportunities, real estate, supplier
information, and community campaigns and involvement requests.
Discharge Resolution The Discharge Resolution Process (DRP) allows you to express and
Process (DRP) resolve concerns about a discharge decision. Associates can participate
in the DRP by completing a Discharge Review Form. Associates have
seven days from the date on the Notice of Discharge to submit the
Discharge Review.
Formal Complaint The Formal Complaint Procedure (FCP) is a formal method of having
Procedure (FCP) your concerns addressed and documented. To use the FCP, you must
send a written complaint to the Human Resources Investigations
department. The complaint will not be held against you in any way and
Publix will not tolerate retaliation against you for making a complaint.
Info4U A Publix email account that sends you a variety of information, including
flag lowering on holidays, computer safety tips and award recognition.
These emails are also posted in any Publix Communication Center.
PASSport and mobile PASSport allows you to manage, view and update your personal
PASSport information, view and print pay statements, update your tax withholdings,
manage your direct deposit, initially enroll in health benefits and more! It
also allows you to request time off from work, manage your learning
courses and for retail associates, access scheduling information in
Oasis. It also houses important messages about various topics
associates should know and forms for actions an associate might take.
You will receive important notices about your pay or leaves of absence.
You may also receive a notification email from PASSport Admin to your
personal email address stating you have an important message to read
inside PASSport.

Communication, Continued
Communication
Method Description
Publix The place where Publix News, Newswires, and other information is made
Communication available for you.
Centers
Publix Connection An intranet website primarily used by retail management and support
associates only.
Publix Emergency A toll-free number for information about store or location openings and
InfoLine closings, and when and where you should report to work when an
emergency (for example, a hurricane) occurs. The number is 877-PUBLIX1
(877-782-5491).
During an emergency (disruption of business), Publix may activate this line
for associates to obtain information. Once the line is activated, you can call it
from any location, 24 hours a day. You will have to enter your personnel
number to access the system and receive information.
Note: You should not call this number unless you need information about
an actual emergency that could affect your location.
Publix Ethics Line If you believe something is wrong or have a concern about how we are
operating at your location, call the Publix Ethics Line. The toll-free number is
1-866-747-3773.
Note: Calls will be handled in a confidential manner. You do not need to
identify yourself unless you want to.
Publix News Publix's monthly newsletter that is available at your Publix Communication
Center. Contact Corporate Communications in Lakeland about story ideas or
comments; they look forward to hearing from you. (Information on how to
contact Corporate Communications is published in each issue.) Publix News
online, including archived issues, is available on www.publix.org. Look for
the Publix News online logo for stories that have exclusive online content.
You can also submit ideas through our online publication.
Publix News Live Accessible from publix.org, Publix News Live takes one Publix News story
each month and brings it to life. Look for the Publix News Live logo,
indicating which story will appear in a video format in each edition of Publix
News. An archive of video stories also is available.
Publix Newswire News sent via e-mail to keep you up to date. This is available at your Publix
Communication Center.
publix.com An Internet website primarily used by customers.
publix.org and An Internet page that provides links to various websites for different Publix
m.publix.org associate programs and offerings. It also provides a link to PASSport, Publix
News online and Publix News Live videos.
Summary of the Publix has adopted a Code of Ethics outlining our core values. You will
Code of Ethics receive a Summary of the Code of Ethics and we encourage you to review it
so you know what's expected of you.
The Summary of the Code of Ethics is also found on PASSport > Other
Resources (at the top of the site).
Note: Important information you should know is located near the Communication Center at your
location. Your location may also have an area where you can view information related to career
opportunities or other topics that may interest you.

About Your Associate Handbook

Your Associate Handbook summarizes some of the benefits we offer, and some of what Publix expects
from you. It’s impossible to provide expectations regarding every policy and procedure at Publix here.
Therefore, the handbook provides basic expectations of associates. The information it contains is not
intended to be all inclusive. Publix reserves the right to modify, amend, eliminate, or deviate from any or
all policies, procedures and practices without prior notice. This version of the handbook takes
precedence over any previous published version.
We encourage you to read the handbook carefully because it provides information about your job that
you’ll need to know. Some of these things may not come up very often, but when they do, you’ll be
expected to know what’s required.
The handbook applies not only to associates who work in our stores, but to thousands of associates who
work in Manufacturing, Distribution, Industrial Maintenance and other operations of the company. Most of
the information in the handbook applies to all of us. But occasionally, you’ll see things that apply only to
associates who work in our stores (“retail”) or that apply only in our other operations (“support”).
Policies change from time to time. You’re responsible for keeping up with changes to the handbook as
they’re announced. You can view the handbook online by logging in to
• PASSport and then clicking on the Handbook link at the top of the site or
• Publix Connection > Resources > Benefits > Your Associate Handbook.
Associate Voice Survey (AVS)

The Associate Voice Survey (AVS) is your formal opportunity to express what you think about your job
and your company, so we can continue to build on our strengths and improve on our weaknesses. It’s
administered annually to all associates with more than 90 days of service. It allows you to confidentially
share what you think about a variety of issues that may affect your work environment. It also allows your
managers to identify strengths and opportunities for improvement in each location. Ensuring the Publix
Mission statement is followed at every location is as important today as any time in our company’s history.
AVS is one of the many tools that help us accomplish our mission, therefore, we encourage you to
participate in the AVS. Associates are paid for participating in surveys; they’re done on-the-clock.

Our Open Door Policy

Our founder, George Jenkins, started Publix with an open door policy; this is just one of the many things that
make our company so unique. Over the years, Publix’s Open Door Policy has proven to be a good way to
allow for and encourage open and effective communication among associates.
Occasionally there will be problems and misunderstandings among associates; this is just a fact of life. If
something bothers you, or if you need clarification of a Publix policy or procedure, then unless it is a
complaint of a violation of Publix’s Equal Employment Opportunity (EEO) or harassment policies (see
pages 1-12 and 3-9), please talk to your immediate manager about it. Concerns or questions brought to
your manager will be taken seriously and addressed to the appropriate associate for response.
Experience has shown that many problems can best be worked out by following these steps.
1. If you have a concern or question, discuss it with your immediate manager.
2. If the concern is not resolved or you still have a question, discuss it with the next highest-level
manager, and so on.
You may also discuss your concern or question with the Associate Relations Specialist from the Human
Resources department who is assigned to your area. If you wish to contact your Associate Relations
Specialist, please refer to the Open Door Policy poster at your work location, or contact the Human
Resources department at (863) 688-7407, extension 52108.
If you’re not satisfied with how your concerns or questions are resolved, you can contact the Associate
Relations Manager for your area.
If you have a concern about a violation of the EEO or harassment policy, and you work in a store, you
must raise the issue directly with your Store Manager, District Manager or Associate Relations Specialist;
if you work in support (not in a store) you must raise the matter with your Department Manager,
Department Head, or Associate Relations Specialist. These individuals are trained to properly handle
such complaints. You can also lodge a Formal Complaint with the Human Resources Investigations
department.
Concerns or questions brought to the attention of management will be taken seriously and addressed.
We hope you’ll use our Open Door Policy whenever you feel it’s necessary; it’s been established to work
for you!
Our Formal Complaint Procedure (FCP)

The Formal Complaint Procedure (FCP) is a formal method of having an associate’s concerns addressed
and documented. To use the FCP, you must send a written complaint to the Human Resources
Investigations department. An investigation will be conducted as quickly and confidentially as possible.
The complaint will not be held against you in any way and Publix will not tolerate retaliation against you for
making a complaint. You’ll be notified of the results in writing once the investigation is complete.
Complaint forms are available at each location. Associates should check with the Store Manager or
Department Head to obtain a form. Complaint forms may also be obtained by calling (863) 688-7407,
extension 54150 or e-mailing FCPadmin@publix.com. Forms can be sent or faxed to your work location
or home. You can also submit a complaint by sending an e-mail with the information requested on the
form to FCPadmin@publix.com.

Profanity
Associates are often offended by profanity and the use of profanity may result in an uncomfortable work
environment. We discourage the use of profanity in any work environment, and we won’t tolerate it in
front of customers!
Taking pictures and videos

Publix sometimes photographs or films our workplaces for commercial ads or other business uses. The
Corporate Communications/Video Department, Marketing Department, or other authorized photographer
or film crew might be at your location one day to take photographs or record a commercial or video.
When they’re on location, they’re easy to spot. We’re proud of our associates and we assume you won’t
mind being seen (or heard) if by some chance you end up appearing in such a shot. There’s also a
chance we’ll ask you to participate. If you’d prefer not to participate, you should stay out of the recording
area or decline if asked.
Recording conversations
Finding out, to your surprise, that someone has secretly made a tape recording of a conversation you
thought was private can be an upsetting experience. In many states, making secret tape recordings is a
crime. In the interest of openness, Publix prohibits unauthorized secret audio or video recordings of
private conversations by any associate.
Publix phones
Publix telephones should be used for business purposes so the lines are available for customers to reach
our stores, or for work-related questions. You are encouraged to make personal calls during non-work
time using your personally owned communication device when possible. Excessive personal usage may
result in disciplinary action, up to and including termination. Your location may have a policy concerning
the use of Publix telephones at work. See your manager for details.
Personally owned communication devices

Publix permits authorized associates to voluntarily use their personally owned communication device
during their assigned work hours for job-related functions. Hourly associates are strictly prohibited from
using their personal communication device for business purposes while “off the clock.” The voluntary use
of personally owned communication devices for business purposes is subject to Publix’s approval and its
rules and conditions. Publix does not offer reimbursement for minutes used, data used or damage to
your device while accessing Publix information.
Your location may have a policy concerning the use of personally owned communication devices at work.
See your manager for details.
Talking to the media

It’s important for Publix to communicate consistent messages through the media. Therefore, only
authorized Publix representatives are permitted to respond to media requests on behalf of Publix. Media
requests are typically for photos or video, interviews with associates (or requests for comments), and
interviews with customers. If you’re approached by a member of the media, or notice that a customer(s)
is approached, you should inform your manager. Your manager will handle the request and refer the
media representative to the appropriate Publix associate for response.

Solicitation by associates
Publix respects our right to our individual beliefs, opinions, memberships and associations, and
encourages the sharing of ideas and opinions among associates. As long as we abide by Publix’s Rules
of Unacceptable Conduct (see page 3-18) and don’t neglect our work responsibilities, we may share
opinions, seek support for organizations that we support, discuss wages and other terms and conditions
of employment, and engage in similar activities with other associates at any time. However, work must
come first. Solicitation (presenting yourself to another associate and asking for some kind of participation
or support for an organization or a cause) should never interfere with our customers' shopping
experience, the work of the associate doing the solicitation, or the associate being solicited. Therefore,
we must insist on the following three limitations on your solicitation of other associates:
• You must not disturb or interfere with the shopping experience of our customers or business
operations. (For example, a Cashier should never try to obtain support for an organization or cause
from a Front Service Clerk while ringing up a customer's order.)
• You may not solicit for commercial purposes on company premises. (Solicitation for commercial
purposes means solicitation for the sale of merchandise or services for a personal profit.)
• You may not distribute literature at any time for any purpose in work areas.
Social media guidelines

Publix has made a name for itself through creative dedication to customer service. We are constantly
looking at new and better ways of doing things, internally and in how we deliver premier service to our
customers. We all understand that in today’s world, technology changes quickly.
One of the more recent trends is the expanded use of Social Media (Facebook, YouTube, Twitter,
LinkedIn and other websites) by our associates and customers. We believe social media has many
positive uses (both personal and for business), but also has some hidden pitfalls for the unwary or casual
user.
We have received numerous questions about Publix’s policies and practices on the proper use of social
media. Therefore, we’ve decided to create this guidance for our associates. It is our hope it will answer
many of the questions we have received and provide all of our associates with helpful guidance on social
media use.
Publix’s Presence in Social Media
Publix has associates whose assigned jobs include responding to customer and associate complaints
and comments through social media or other channels. When Publix wishes to respond, we will.
Sometimes, we’ve made the conscious, strategic decision not to respond. This does not mean we don’t
care or that we are not aware of it. Rather, we have determined that the best response is no response. If
you are uncertain whether we are aware of a given posting, you should forward the information to
socialmedia@publix.com. If you do happen to comment on an issue, please be sure to state it is your
opinion and not that of Publix.
Management and supervisory associates should not comment on Publix related matters unless they have
written authorization to do so. Please see Talking to the media on the previous page.

Social media guidelines, continued

Associate Use of Social Media
Being a part of Publix is in some aspects like being in a family. Just like it is in any family, there is a time
and place to criticize, and a time to protect the family. In the online world of Facebook, Twitter and other
social media sites, it’s easy to forget many of the principles that otherwise govern our behavior in the real
world. When using social media, associates should understand that their comments can be read by their
fellow associates, customers, managers, suppliers and others. As a general guideline, if you would not
say something at work in front of a customer, it is probably best not to say it online.
That said, we understand that many of our associates will use various forms of social media and will talk
about their experiences with Publix. These guidelines will hopefully help you when you are talking about
Publix. It’s guidance, rather than a policy, because no policy can cover all of the scenarios likely to be
encountered using social media online.
Ultimately each of us is accountable for our behavior, both in the real world and online. As use of social
media online increases, we remain confident in your judgment. We hope though that you will keep the
advice on the next page in mind when encountering information about your Publix family.
Social Media Advice (the “do’s” and “don’ts” of social media use)
• Be aware of your legal obligations: According to the Federal government, if you are commenting
about the goods and services Publix provides, you are obligated to disclose that you work for Publix
in your post or comment. For example, “I’m Sarah and a Publix Deli Clerk. In my opinion, we make
the best sub sandwiches!” Also, unless you are authorized to respond in Social Media as part of your
job at Publix, make sure that you make it clear that what you are saying is your own opinion and not
that of Publix.
• Respect your audience: If commenting about Publix, our customers or associates, be courteous
and avoid ethnic slurs, personal insults and obscenities. Unlawful conduct (including harassment or
discrimination) can result in disciplinary action up to and including discharge even though the conduct
is outside the workplace and off-the-clock. This is particularly true if the conduct impacts Publix in a
negative manner.
• Don’t disclose confidential information: Never disclose confidential or proprietary information.
This includes
• private medical information including Protected Health Information (PHI) which is protected from
disclosure by HIPAA laws, information about medical conditions of our associates or customers
and
• personal data which can result in identity theft or financial loss (for example, social security
numbers, driver’s license numbers, full credit/debit card numbers, personal banking information,
passport numbers and similar data).
• Don’t use Intellectual Property without approval: Obtain approval from the Vice President of
Marketing for any use of the Publix logo and trademarks or any link to the Company website on your
social media site or comments. Also, don’t use anyone else’s intellectual property (such as pictures,
logos, or written materials) without their approval.

Advancement Opportunities
Our Equal Employment Opportunity (EEO) Policy

Publix is an equal employment opportunity employer. We encourage the advancement of all associates
within the company. Publix prohibits discrimination based on race, color, religion, age, genetic
information, gender, pregnancy, sexual orientation, national origin, disability, military status or marital
status in any and all aspects of employment, including hiring, discharge, compensation, job assignment,
promotion, or any other terms, conditions or privileges of employment. Publix also prohibits retaliation
against any associate for complaining of discrimination or otherwise opposing discrimination.
If any associate who works in a store experiences, or is otherwise made aware of, a violation of Publix’s
EEO policy, he or she must report it to the Store Manager, District Manager, or Associate Relations
Specialist. If the associate works in a support area (not in a store) he or she must report the violation to a
Department Manager, Department Head, or Associate Relations Specialist. All associates may also file
such a complaint under the Formal Complaint Procedure established by Publix. Any associate found to
be in violation of Publix’s EEO policy is subject to disciplinary action, up to and including termination of
employment.
Diversity
Publix believes that a diverse workforce is good for all of us, and good for business. You may have heard
the saying, “it’s like comparing apples to oranges.” Just think how much better the world is, to have both
apples and oranges! Or to think of it another way, if everyone were exactly like me, who would I ever
learn anything from? It takes working with people of diverse backgrounds, and with different points of
view, for an associate to grow and see the world in new ways. At Publix, our diversity strategy contains
initiatives designed to attract talented associates from diverse backgrounds and provide environments
where similarities and differences in our associates are utilized to achieve organizational goals and
objectives. We believe that diversity helps us as individuals and helps our business be the best it can be!
In 1993, in keeping with these beliefs, Publix adopted a Voluntary Affirmative Action and Community
Involvement Plan that called for the development of race and gender goals for advancement of qualified
female and minority candidates. Consistent with our commitment to promote from within, we’re dedicated
to using our best efforts to ensure that the associate make-up in identified positions resembles the pool of
associates interested and eligible for those positions. We are proud of this plan because it doesn’t
contain artificial quotas and doesn’t favor any one group of associates over others. Rather, it’s designed
to preserve the freedom of choice of all qualified associates; its goals are designed to fairly reflect the
gender and race of those who are qualified and interested in moving into management.

Advancement Opportunities, Continued
Promotions
We’ve always believed in promoting qualified associates who already work for us. In fact, most of the
associates in key positions at Publix started in entry-level positions. Current associates often have the
first opportunity to move into vacant positions. Doing your job well can get you noticed as someone who
may be able to handle additional responsibilities. Managers are always looking for associates they feel
can be successful. If you’re interested in transferring or being promoted to another position, be sure to let
your manager know and ask what you need to do to be considered. You might have to follow a process
of registering your interest for a specific position to be considered.
You can view job openings in support areas on the Internet at www.publix.jobs/support. You’ll need to
use your PASSport username and password to sign in and view the openings. Openings are only posted
as long as Publix is actively seeking candidates. This may only be a couple of days, so if you find
something that interests you, you should act quickly. You can apply for a position from a home computer.
You’ll need an e-mail address to apply. Be sure to notify your current manager if you’re interested in
applying for a position.
Retail Selection System

The Retail Selection System (RSS) was designed to help identify and select retail associates for
management positions or positions leading to management. The RSS consists of a Registration of
Interest (ROI) process and a selection process based on an evaluation of the associates’ knowledge,
skills, and abilities. This system helps ensure that associates who are interested in, and qualified for,
promotion to these positions are considered when vacancies occur. This system also makes it easier for
an associate to transfer from one position or department to another within the store or to another area.
For more information, see your manager or the Job Announcement Board at your store. For information
on job descriptions, minimum qualifications, pay rates, and career progression, ask your manager or
Customer Service Team Leader to see the Job Classification System book or look for the Retail Hourly
Pay Scales Poster at your location.
Note: This process does not apply to Pharmacy positions because many of these positions require
advanced training and licenses.
Distribution Supervisor Selection System

The Distribution Supervisor Selection System (DSSS) was designed to help identify and select
Distribution associates for Front Line Supervisor (FLS) positions. The DSSS consists of a Notification of
Interest (NOI) process and a selection process based on an evaluation of the associates’ knowledge,
skills, and abilities. This system helps ensure that associates who are interested in, and qualified for,
promotion to these positions are considered when vacancies occur. For more information, see your
manager or the Communication Center at your work location.

Chapter 2: Employment Records and
Scheduling
Introduction
This chapter provides information about employment records and scheduling.
In this chapter
Topic See page...

Employment Records 2-2
Scheduling 2-3

Employment Records
Your personnel file

Your work location and the Personnel Records department in Lakeland both maintain files (personnel and
medical) about your employment at Publix. It’s important that the information in these files is accurate.
Sometimes Publix sends important information to your home address — if your address isn’t accurate,
you miss out!
You can check the address Publix has on file by viewing your personal information online through
PASSport (www.publix.org). If your address or phone number changes, be sure to update your
information online in PASSport.
If you’d like to view the contents of your personnel or medical file at your work location, you can do so in
the presence of a manager when you’re “off-the-clock.” You can view documents that you normally would
receive a copy of or that you supplied at a time convenient to the manager. If you’d like to view your
corporate personnel or medical file, you can make arrangements by contacting Personnel Records at
(863) 688-7407, extension 55255.
You can request records related to a blood exposure by contacting the Occupational Health Specialist at
(863) 688-7407, extension 88685. You can request records related to chemical exposures or respiratory
or noise exposure results for your work environment by contacting the Loss Prevention and Safety
department at (863) 688-7407, extension 33794.
Recording your work time

If you’re an hourly associate, it’s important (and your responsibility) that all of your work time gets
recorded accurately in the timekeeping system. To record your time accurately, you must
• clock in and out at the beginning and end of your work shift
• clock in and out at the beginning and end of your meal break
• not perform work prior to clocking in to begin work
• not perform work after clocking out
• not perform work during unpaid breaks and
• report any time you work away from your assigned work location within the workweek you actually
work, so adjustments can be made to your time records. (You must have authorization from your
manager to perform any work away from your assigned work location.)
Managers must not ask, and associates must not agree to work “off-the-clock.” Associates are not
permitted to enter or edit the time records of another associate, unless authorized by a manager. In
addition, associates are not permitted to alter their own time records.
Note: For information on how to report errors in your pay, see Your pay and pay deductions on page 4-
2.
Training and performance evaluations

Your training starts the day you begin working at Publix and will continue as long as you’re employed with
the company. We believe that training never stops and that it plays a big part in your growth and
development at Publix. You’ll receive “on-the-job” training from your manager or another associate. Get
the most out of your training and be sure to ask questions if there’s something you don’t understand.
Your manager may someday ask you to help train other associates. Being enthusiastic and learning all
that you can during your employment will enable you to pass along your knowledge to other associates!
Your manager continually evaluates your performance to see how much you’ve learned in your training
and on the job. In addition, periodically your manager will document your performance on a performance
evaluation form. Performance evaluations can help identify your strengths and development
opportunities and allow communication with your manager about training needs and career interests.
Your performance also affects your pay rate.

Scheduling
How you’re scheduled

The number of hours you’re scheduled is determined by your status, availability and the needs of your job
(and if you’re not 18 years-old yet, your age).
Part-time associates:
• Part-time associates are not guaranteed any hours for the week as their schedules are based on the
business needs of the work location and their availability (the days and times they indicate they are
able to be scheduled to work).
• Part-time associates (excluding Pharmacists) may be scheduled for 35 hours or more a week on a
temporary basis.
• Part-time Pharmacists are generally scheduled 30 hours a week or less.
• If you haven’t yet reached your 18th birthday, there are some things the law says you can’t do.
These restrictions affect how many hours or days you can work, the times you’re allowed to work or
must take a break, the equipment you’re not permitted to operate, the tasks you’re restricted from
performing, and the substances you’re not allowed to handle. Because these restrictions are a matter
of law and your safety, we take them very seriously. Violating them could cost you your job! If you
feel that your schedule or work assignment would violate any of the restrictions, you should bring it to
the attention of your manager immediately.
Full-time associates:
• Full-time associates make a commitment to Publix to be available for a 40-hour workweek (with
overtime as required) that’s consistent with their work location’s needs. Full-timers demonstrate a
level of ability, availability and responsibility that Publix recognizes with a higher pay scale and
additional benefits only available to these associates. Publix has no budget, quota, or formula for
determining the number of full-time positions in our retail stores. This decision is left to the business
judgment of the management team. If you’re interested in a full-time position, you should contact
your manager to determine what opportunities may be available.
• Managers and salaried associates are typically expected to work more than a 40-hour workweek, with
specific expectations depending on the job.
Because our stores are open early mornings and nights, 7 days a week (excluding some holidays),
associates in any area of the company may be scheduled to work nights or weekends to meet our
business needs.
If you have concerns about the hours you’re scheduled, you should check with your manager or update
your availability.
Requesting time off

In order to request time off, you must submit an electronic Time Off Request (TOR) to your manager. If
possible, you must give us 30 days advance notice so we can make appropriate arrangements. We
realize that 30 days advance notice may not always be possible. In these circumstances, please provide
as much notice as reasonably possible. For more information on time off, see Chapter 6.
Note: The TOR is available through PASSport (at www.publix.org).

Scheduling, Continued
Absences and tardiness

Be dependable! If you’re absent or tardy, another associate must cover your shift or your duties.
Absences and tardiness can also delay the work of others. If you’re ill and can’t work or if you’re going to
be late, it’s your responsibility to telephone a manager before you’re scheduled to report to work each
day, or as soon as reasonably possible under the circumstances. Since it’s your job, you should make
this call personally, not rely on someone else to do it for you! And you should speak directly to your
manager or the manager-in-charge, if possible.
You’ll also need to submit
• an electronic Time Off Request (TOR) in PASSport
• medical certification or appropriate medical documentation (for example, for absences related to a
serious health condition or absences due to your own illness for more than three consecutive, full
calendar days)
• the appropriate Military FMLA Request Form or appropriate documentation and/or
• supporting documentation.
Be sure you don’t neglect these responsibilities — none of us wants to see you put your job at risk!
Many benefits (such as vacation, holiday bonus pay and sick pay hours) are accumulated and/or accrued
based on time actually worked, and being absent from work may affect these benefits. For more
information on compensation and benefits eligibility, see Chapters 4 and 5, the Associate Benefits Book
or the official benefit plan documents.
Regardless of whether you call in beforehand or are paid when absent or not, your absence may be
considered when evaluating your attendance. Excessive or unauthorized absences may also result in
disciplinary action, up to and including discharge. If you're discharged for absences, you may not be
eligible to receive unemployment compensation benefits. Specific attendance and punctuality standards
may be established for your area; see your manager for details.
Breaks
Breaks allow you to relax and enable you to return to work more refreshed. Depending on the length of
your shift and the work needs of your department, you’re normally given at least one short rest break —
and in some areas, a break every four hours. These breaks are scheduled to meet the business needs of
the department. And you get paid for the time — they’re “on-the-clock.”
If you work in a store and are scheduled for five hours or more, or you work a full shift in a support area,
you’re given a meal break of at least 30 minutes, usually in the middle of your shift. All associates who
use a time clock must clock out for meal breaks. (This doesn’t apply to a retail manager who is acting as
the manager-in-charge, or is the only manager in the store.)
Generally, associates should not take their meal breaks in work areas (for example, the pharmacy,
produce back room, production areas, or the associate’s normal work area). This will help to ensure that
associates do not inadvertently engage in “off-the-clock” work while on break.
Meal breaks aren’t paid — they’re “off-the-clock.” See your manager for the specific break policy in your
area.

Chapter 3: Conduct
Introduction
This chapter provides information about what we expect from you regarding conduct.
In this chapter
Topic See page...

Personal Appearance and Housekeeping 3-2
Safety 3-3
Designated Smoking and Parking Areas 3-7
Conflicts 3-8
Harassment Policy 3-9
Substance Abuse and Personal Issues 3-10
Ethics and Honesty 3-13
Loss Prevention and Security 3-14
Publix’s Rules of Unacceptable Conduct 3-18

Personal Appearance and Housekeeping
Personal appearance
Cleanliness is a must in the food industry. Publix expects associates to present a clean, neat, and
professional appearance, regardless of what area they work in. Customers expect this as well.
Specific uniform or dress requirements are established for each business area of Publix. See your
manager for the requirements established in your area.
Housekeeping
We’re known for our clean stores and facilities. Customers expect us to maintain our standard for
cleanliness in all of our business areas. Help us maintain this standard by cleaning up after yourself,
picking up items that are lying on the floor, and cleaning up spills on the floor. Our motto is: Don’t pass it
up…pick it up. Good housekeeping helps keep you organized and everyone safe.
Only First Aid Responders (FARs) designated by Publix or local Emergency Medical Services (EMS) are
authorized to respond to medical emergencies and coordinate the cleanup of blood, any body fluids
containing visible blood, or hazardous waste.
Never clean up spills involving these substances, unless directed by a designated FAR. If you see an
area that contains these substances that needs to be cleaned up and you aren’t authorized to clean it up,
you must inform a manager or FAR.
Associates under 18 years of age are not permitted to clean up any areas containing visible blood,
hazardous waste, vomit or feces. However, these associates are permitted to perform clean-up duties in
the store or restroom provided there is no visible vomit or feces and the cleaning substances used do not
violate the hazardous occupational limitations.

Safety
Violence
We believe that each of us should be able to work in a safe and secure environment. In order to maintain
such an environment, associates are not permitted to bring the following items into any Publix building,
1
company vehicle, meeting or function:
• any type of firearms (whether loaded or not)
2
• switchblade knives or knives with blades longer than inches

4 3
• explosives and
4
• any objects or substances carried for the purpose of harming or threatening others.
45
In order to further maintain a safe and secure environment, Publix will not tolerate any assault, threat of
injury, or act of violence towards any individuals. This includes
• hitting, pushing or kicking
• obstructing, restraining, or blocking the movement of another person in order to injure, threaten, or
anger the other and
• making statements which threaten physical harm or are intended to anger an individual.
Violations of this policy will result in disciplinary action, up to and including termination of employment.
Reporting situations:
To report acts of violence, or threats of violence, associates should inform their manager. Associates can
also use the Partners in Profit (PIP) Line to report such situations. The toll-free number is (866) PIP-3773
or (866) 747-3773.
Dealing with situations:
If you encounter an armed or dangerous customer or fellow associate, follow these guidelines:
• Remain calm. Any sudden movement may startle the individual.
• Don’t resist, argue with, threaten, or touch the individual.
• Comply with the individual’s demands and ask others to do the same.
• If you can notify a manager or the police for help without jeopardizing your safety or the safety of
other associates and customers, be sure to do so.
1
This policy also applies to temporary workers who are employed by a designated employment agency
and assigned to perform work for Publix as well as contractors and vendors selected to perform work or
services for Publix. Violations of this policy may result in termination of the temporary worker’s,
contractor’s or vendor’s services and/or the company’s services for Publix.
2
If a firearm is permitted in a vehicle on company property according to state law (such as in Florida), it
must be out-of-sight and locked in the vehicle.
3
Associates are permitted to bring items or equipment to work for use on the job, if authorized by Publix.
4
These items are also not permitted in parking lots surrounding Publix buildings.
5
An associate who feels it’s necessary to carry pepper spray for personal protection to and from the
building may bring this onto the property as long as it is secured in a locker or an associate’s purse while
the associate is working. The pepper spray cannot be carried with the associate or in the associate’s
pocket when he or she is working.
Safety, Continued
General rules for a safe work environment

Your safety is important to us. Publix has established some general safety rules associates should follow
to help prevent injuries from occurring as well as improve our safety culture and environment. The
following is a list of the rules to follow. (These rules also apply to temporary workers.)
• Report all work-related injuries to your manager within a reasonable timeframe after realizing that an
injury has occurred. Incidents involving a direct blood exposure or needlestick should be reported
immediately.
• Publix cares about you and wants to ensure you get appropriate treatment if you’re injured. In
addition, the law requires Publix to record and collect data regarding injuries.
• If someone is injured, remain calm and get the help of a Publix manager immediately. If the
person is unconscious or unable to talk, dial 911. Don't move the person unless there is
imminent life-threatening danger, such as an elevated risk of fire or explosion.
• Report all accidents involving damage to Publix equipment or property by the end of a work shift.
• Only First Aid Responders (FARs) designated by Publix or local Emergency Medical Services (EMS)
are permitted to respond to medical emergencies and coordinate the cleanup of blood, any body
fluids containing visible blood or hazardous waste. If there is an area that contains these substances
that needs to be cleaned and the person isn’t authorized to clean it up, he or she should inform a
Publix manager or FAR immediately. Associates under 18 years of age are not permitted to clean up
any areas containing visible blood, hazardous waste, vomit or feces. However, these associates are
permitted to perform clean-up duties in the store or restroom provided there is no visible vomit or
feces and the cleaning substances used do not violate the hazardous occupational limitations.
• Take care of any unsafe conditions/situations (for example, leaning stacks of product or spills on the
floor) immediately (if possible) or notify a Publix manager of the condition/situation immediately.
• Clean up after yourself.
• Only smoke in designated areas.
• Observe the posted speed limit on company property. Wear a seat belt and practice safe driving
habits on company property or when traveling for Publix business.
• Don't use any equipment unless specifically authorized and trained to use it.
• Never use equipment in any manner or for any purpose except for which it was designed. Never aim
equipment or tools (for example, knives, air hoses, torches, cleaning substances, or motorized
equipment) at, or use equipment or tools on, yourself or others.
• Never place any part of your body or clothing near moving parts of a machine.
• Never use equipment that appears to be damaged, isn’t operating properly, or has been tagged for
repair. Never remove another person’s Lock-Out/Tag-Out device(s) or tags or a Dangerous — Do
Not Use tag from equipment or machinery without authorization.
• Don't repair, alter or modify equipment in any way, unless specifically authorized to do so.
• Chock all trailers (place a block of wood or rubber in front of the wheels of the trailer to prevent it from
rolling forward) before entering them when loading or unloading trailers with a powered industrial
truck.
• Always use all Personal Protective Equipment (PPE) required for the job task. Report problems with
PPE to a Publix manager immediately to obtain a replacement.
• Always use proper body mechanics and safe lifting techniques. Use equipment (floats or carts, pallet
jacks, forklifts, etc.) to move product and materials whenever possible.
• Don’t bypass any safety feature on equipment. Always make sure all guards are in place and
operational before using equipment.

Safety, Continued
General rules for a safe work environment, continued

• Never enter a confined space (for example, a processing tank, refrigeration unit, manhole, pit, oven,
baler, compactor or storage bin) unless specifically trained and authorized to do so.
• Don’t stand or climb on unsafe surfaces and don’t walk on empty pallets.
• Don’t perform work at a height greater than four feet above the work surface (except from portable
ladders) or within 10 feet of an unprotected edge on a large, elevated work surface such as an
unguarded rooftop without fall protection. Fall protection consists of a guardrail system or personal
fall arrest system (full body harness).
• Never obstruct emergency exits or emergency equipment.
• Never obstruct aisles unless necessary for emergency reasons.
• Don’t lean materials (for example, pallets) against racks or equipment.
• Know how to report an emergency, recognize an alarm, activate the fire alarm, and how to evacuate
the building and your area (via the evacuation plan). Each location has an emergency evacuation
plan that’s designed to enable associates and customers to exit the building safely if there’s an
emergency. See your manager or trainer for the plan established for your location.
• Don't wear a listening device with headphones or earplugs for entertainment purposes when
operating machinery or equipment (for example, forklifts, cranes, or mixers, etc.) or in any areas
where such equipment is operated (for example, the Bakery, Deli, or Distribution and Manufacturing
areas where products are processed or manufactured).
• Follow any additional safety rules established for the area (for example, food safety rules or Good
Manufacturing Practices).
• Don’t run (unless there’s an emergency), play practical jokes on people, or play around in the facility.
• If anything you’re about to do makes you think twice about your safety…or the safety of others...don’t
do it! (Direct any questions you have about safety to a Publix manager.)
Publix has also established teams of associates in retail and support areas to help improve our safety
culture and environment. You may have the opportunity to serve on a team. If you’re interested, ask
your Publix manager for details.
If you have a concern related to safety, you should be sure to let your manager know. Your manager will
attempt to resolve the issue as quickly and confidentially as possible. Reporting an unsafe condition to
your manager will not be held against you in any way and Publix will not tolerate retaliation against you
for bringing it to the attention of your manager. If you are unable to resolve the situation with your
manager, contact your Safety Specialist or Associate Relations Specialist. You can also report an unsafe
condition by calling the Partners in Profit (PIP) Line (see page 3-17) or following our Formal Complaint
Procedure (FCP) (see page 1-8).
Radios and iPods

Playing radios or other listening devices (like iPods with headphones) for entertainment can cause
distractions, interfere with your work, and create a safety hazard. In addition, such devices can be
offensive to our customers and give them the impression that we don’t care about providing them the
superior customer service for which we’re known.
• If you work in a store, you’re not permitted to play a radio or wear any other listening device for
entertainment purposes while the store is open.
• If you work in an area where machinery or equipment (for example, forklifts, cranes or mixers, etc.) is
operated, you aren’t permitted to wear a listening device with headphones or earplugs for
entertainment purposes while you’re working.

Safety, Continued
Communication devices
Communication devices can cause distractions, interfere with your work, and create a safety hazard to
you and others. You’re never permitted to use communication devices for work or personal reasons
• when operating Publix equipment (for example, forklifts, cranes or mixers, etc.)
• to read, type or send text messages or e-mails or access the Internet when driving any vehicle for
Publix business or
• in any other situation when conducting Publix business where operation of your communication
device detracts from the attention required of you to perform any given task safely.
Your location may have a policy concerning the use of communication devices. See your manager for
details.
Gum chewing and food and drinks in work areas

Gum chewing and food or drinks are not permitted in sales, production, or food-handling areas. This can
cause safety and quality hazards, and it’s just not professional.

Designated Smoking and Parking Areas
Smoking
Publix’s smoking policy applies to all smoking products, including but not limited to cigarettes, cigars and
pipes, as well as products such as “electronic cigarettes” that are inhaled and emit a vapor, mist or gas.
Smoking isn’t permitted inside any of our buildings or any of our company vehicles (including trailers).
If there is an area designated for smoking outside a store or facility, smoking is only permitted in this area.
You’re not allowed to smoke on the sidewalk in front of our stores. The parking lot and other areas
around our buildings are designed for the convenience of our customers, associates, and guests, and
must be kept attractive and available for their use. Associates should never throw cigarette butts or any
other garbage on the ground.
If you smoke, be sure to abide by any restrictions established at your location regarding smoking.
Parking
If you work in a store, you can’t park in spots close to the entrance while the store is open. We like to
keep these spots available for customers. Exceptions to this rule may exist for associates with
disabilities, or prior to a store’s opening or closing to ensure your security. Regardless of what area you
work in, you can only park in authorized spaces.
If you work at a store and are scheduled to work before the store opens, you should wait in your vehicle
until another associate arrives at the store. Never enter the store alone. If you’re leaving the store after
dark (especially after the store is closed), you should exit the store in pairs. You may want to ask the
manager for an escort if another associate is not leaving the store at the same time. You shouldn’t
remain in the parking lot or near the store after it is closed. If you notice a suspicious individual(s)
following you home, you should call the police immediately if you have a cell phone or go to the nearest
fire station or a well-lit public area and call the police.
Publix is not responsible for anything that happens to your vehicle in the parking lot, so if you park there
make sure you lock your vehicle.

Conflicts
Working for competitors

Publix does not permit associates to work for our direct business competitors. We realize that you might
decide to work at a second job during your time off from Publix. If you choose to seek employment in
addition to your employment at Publix, you should let your manager know. He or she will consider
whether your other job is in conflict with Publix’s business interests, and you may be asked to choose
between continuing your employment at Publix or at the competitor.
No-Conflict Policy
Publix is a family-oriented company and, while we encourage associates to recruit family members and
friends to work with us, we want to avoid problems that may arise as a result of these associates working
together. For this reason, we’ve established a No-Conflict Policy. This policy applies to associates
related by birth, marriage, or adoption. It also applies to associates who may be romantically,
emotionally, or physically involved, which we refer to as “friends.”
If practical, we don't usually allow a friend or relative to be in a direct supervisory role over another friend
or relative. Management will consider alternative arrangements to resolve a situation if a problem
regarding this policy arises. In addition, alternative arrangements may be necessary if there is a
perception of bias or favoritism (or any other conflict) in the workplace, even if no reporting relationship is
present.
If you’re involved in a relationship that has the potential to create a conflict and you work in a store, let
your Store Manager, District Manager or Associate Relations Specialist know immediately so that
arrangements can be considered to avoid any potential issues. If you work in a support location, let your
Department Manager, Department Head or Associate Relations Specialist know.

Harassment Policy
Policy Statement on Harassment, Including Sexual Harassment

We at Publix Super Markets share the belief that each of us should be able to work in an environment
free of discrimination and any form of harassment, including harassment based on race, color, religion,
age, genetic information, gender, pregnancy, sexual orientation, national origin, disability, military status
or marital status. Harassment based on any of these factors will not be tolerated.
To ensure a comfortable work environment where none of us feel we are subjected to harassment, the
company prohibits any offensive physical, written or spoken conduct constituting any form of harassment,
including conduct of a sexual nature. Prohibited conduct includes:
• Unwelcome or unwanted advances, including sexual advances. This includes flirtations, patting,
pinching, brushing up against, hugging, cornering, kissing, fondling, putting one’s arm around
another, or any other similar physical contact considered unwelcome or intimidating by another
individual.
• Unwelcome requests or demands for favors, including sexual favors. This includes unwelcome
propositions, subtle expectations, pressures or requests for any type of favor, including sexual favors
or dates, whether or not it is accompanied by an implied or stated promise of preferential treatment at
work or of any negative impact on an associate’s employment status.
• Verbal abuse, jokes, kidding or conversation containing slurs, unwelcome sexual comments, negative
stereotypes or other offensive comments oriented toward a protected characteristic. This includes
jokes, whistling, or offensive comments about race, color, religion, age, genetic information, gender,
pregnancy, sexual orientation, national origin, disability, military status or marital status that are
unwanted and considered offensive; or comments about an associate’s body or appearance, where
such comments go beyond mere courtesy, or any offensive comments oriented toward sex or any
other prohibited form of harassment.
• Offensive conduct or visual displays, such as leering, gestures, pranks, displaying of objects,
pictures, cartoons, letters, notes or posters that are obscene or sexually suggestive or oriented
toward any other protected characteristic.
Normal, courteous, mutually respectful, pleasant, non-coercive interactions between associates, including
men and women, that are acceptable to both parties are not considered to be harassment.
The following conduct can be as serious (or even more serious) than harassment itself:
• ignoring harassment or treating it as a joke
• failing to report harassment
• being dishonest or refusing to cooperate with a harassment investigation and/or
• retaliating against associates reporting or complaining of harassment.
Any associate found to have violated this policy will be subject to appropriate discipline, up to and
including termination of employment.
The very nature of harassment makes it virtually impossible to detect unless the person being harassed
registers his or her discontent with the appropriate company representative. Consequently, in order for
the company to deal with the problem, offensive conduct or situations must be reported to the correct
person. If you work in a store and want Publix to address your concern, you must report it to your Store
Manager, District Manager, or Associate Relations Specialist. If you work in support (not in a store), you
must report it to your Department Manager, Department Head, or Associate Relations Specialist. These
individuals are trained to properly handle such complaints. Formal complaints may also be lodged with
the Human Resources Investigations department through the Formal Complaint Procedure.
If you choose to use these complaint resolution procedures, you’ll be treated courteously. Your complaint
will be handled as swiftly and as confidentially as practical in light of the need to remedy the problem.
Registering the complaint will in no way be used against you, nor will it have an adverse effect on your
employment. If you’re not satisfied with how your complaint is resolved, you must report the problem to
the Associate Relations Manager for your area.
Note: Our harassment policy does not prohibit lawful discussions that comply with our solicitation
policy.

Substance Abuse and Personal Issues
Substance abuse is no laughing matter

We take substance abuse seriously. It often leads to performance deficiencies, increased operating
costs, and injuries to associates or others. Publix is committed to providing and maintaining a work
environment free of substance abuse.
Prohibited conduct
The following conduct is strictly prohibited:
• selling or distributing any drug, including a prescription drug, whether on or off duty, unless the
associate is legally authorized to sell or distribute the substance in question under the circumstances
• possessing any illegal drug on Publix premises at any time
1
• using any illegal drug at any time and

1
• drinking alcohol while on the job or reporting to work under the influence of alcohol.
Note: If you’re taking prescription or over-the-counter drugs, you must ensure that the use of the drugs
does not affect your performance or your ability to perform assignments safely. If you feel such
drugs may affect your performance, safety, or the safety of others, you should share these
concerns with your manager, Associate Relations Specialist, or a representative of the
Employee Assistance Program (EAP) department so that accommodations may be considered.
Testing program
Because Publix is committed to maintaining safe work environments, all associates (including managers)
are subject to testing at any time. Associates are subject to random tests for drugs and follow-up tests,
as well as tests based on suspicion of drug or alcohol use.
The fact that you’re asked to submit a sample for testing does not necessarily mean you’re suspected of
abusing any substance. Tests are performed at a location chosen by Publix’s EAP department.
An associate who refuses to submit to testing will be terminated.
Note: Associates who are required to have a Class A Commercial Driver’s License (CDL) for their job
are subject to certification, recertification, and return-to-duty tests (as well as the tests explained
above), consistent with Department of Transportation (DOT) regulations.
Seeking help
If you have a problem with drugs or alcohol, we’d much rather you seek help than hide it. Our policy is
designed to encourage associates with drug and alcohol problems to come forward voluntarily (this is
2
known as a voluntary admission) and seek help. Unless the admission is considered an unacceptable
result (for more information, see the next page), an associate who makes a voluntary admission will not
be disciplined for seeking help. An associate may be counseled or disciplined for job performance
problems if his or her work performance was affected, but not simply for seeking help.
1
This includes out-of-date or expired prescription drugs, prescription drugs prescribed for someone else,
or current prescription drugs not used according to the prescription. Medications over 24-months old are
considered out-of-date when prescribed on an as-needed basis.
2
Voluntarily seeking help does not include when an associate comes forward in anticipation of being drug
tested (for example, a random drug test or test for reasonable suspicion), after a sample has been
submitted but before the results are known, or after a manager has discussed suspicions of drug or
alcohol use with the associate.
Substance Abuse and Personal Issues, Continued
Voluntary admissions for alcohol

An associate who voluntarily comes forward and seeks help with an alcohol problem will be encouraged
to make an appointment for an assessment with a provider authorized by the EAP department. The
associate will not be tested or disciplined for seeking help, but the admission will be recorded by the EAP
department for future reference. If, after seeking help, the associate seeks help again for an alcohol
problem, the associate will remain employed as long as
• his or her work performance is not affected
• he or she does not violate the prohibited conduct in this policy in the future and
• he or she does not engage in any other behavior that might lead to termination.
Note: This does not apply to associates who are required to have a Class A CDL for their job or Retail
Pharmacy and Pharmacy Warehouse associates, who are subject to stricter requirements. See
your manager for more information if you’re employed in one of these positions.
Voluntary admissions for drugs

An associate who voluntarily comes forward and seeks help a first time regarding the use of (or a problem
with using) illegal drugs or misusing prescription drugs will be encouraged to make an appointment for an
assessment with a provider authorized by the EAP department. The associate will not be tested or
disciplined for seeking help, but the admission will be recorded by the EAP department for future
reference.
An associate who makes a subsequent voluntary admission for drugs will not be tested, but the
admission will be treated the same as an unacceptable result (see the information below).
Unacceptable results
The following are considered unacceptable results:
• positive for drugs or alcohol
• diluted or adulterated (tampered)
• unsuitable
• temperature not within range
• subsequent (second or third, etc.) voluntary admissions for drugs and
• involuntary admission of drug or alcohol use.
Discipline for unacceptable results

An associate whose result is considered unacceptable will be required to
• have a drug and/or alcohol assessment
• complete a treatment program and obtain a certificate of completion of treatment from the provider
authorized by the EAP department (if treatment based on the associate’s specific situation is
required)
• complete drug and alcohol education and awareness classes and
• submit to follow-up testing. 1
An associate who ceases his or her treatment before completing the program will be terminated. A
subsequent unacceptable result or violation of the prohibited conduct in this policy will result in the
associate’s termination.
Note: The disciplinary measures in this policy do not apply to associates who are required to have a
Class A CDL for their job or Retail Pharmacy and Pharmacy Warehouse associates, who are
subject to stricter requirements. See your manager for more information if you’re employed in
one of these positions.
1
A probationary associate whose result is considered unacceptable within his or her initial 90-days will immediately
be terminated.
Substance Abuse and Personal Issues, Continued
Employee Assistance Program

Publix’s Employee Assistance Program (EAP) provides referrals for counseling regarding violence,
personal problems, and drug and alcohol use and related issues. If you or someone you know needs
help, you can call the EAP department at (863) 688-7407, extension 52209. You can also call Publix’s
24-hour message center at (800) 226-9588.

Ethics and Honesty
Ethics
At Publix, we are committed to conducting our business with the highest standards of integrity. Our
associates, customers, stockholders, suppliers and communities expect us to uphold high standards of
ethical behavior. Publix has adopted a Code of Ethics (the “Code”) outlining our core values. The Code
includes many guidelines for doing the right thing, but no simple set of rules will address every situation.
Good choices require thoughtful evaluation and sound judgment.
Each associate will receive a Summary of the Code of Ethics. We encourage you to review it so you
know what's expected of you, as well as all associates.
When trying to determine whether an issue is in violation of Publix’s policies, laws, or the Code, try using
the following test.
Ethics Quick Test
• Is the action legal? (Check with the Corporate Legal Department if you’re not sure.)
• Does it comply with our values?
• If you do it, will you feel bad?
• How will it look in the media, online or in the newspaper?
If you know it’s wrong, don’t do it! If you’re not sure, ask. Keep asking until you get an answer.
Honesty
Honesty is one of the greatest qualities you can possess, and at Publix we expect absolute honesty from
each other. While not all of us handle cash transactions, all of us are responsible for goods, materials or
equipment of value in some way or another. The trust we place in you is based on complete confidence
in your integrity. Any act of dishonesty may result in discipline or you losing your job. Always remember
that it’s not only important to be honest, but to appear honest as well, to set an example for others.

Loss Prevention and Security
What’s loss prevention?

Loss Prevention is a term used to describe a number of methods used to reduce the amount of
unnecessary shrink in our company. Losses due to shrink affect all of us directly since we’re Publix
stockholders. You can help protect our profits by doing your part to reduce shrink.
What’s shrink?
Shrink is the difference between the value or price of the items we have in our stores, and the amount or
value that the store receives for those items. For example, we expect to sell a can of baby formula for
$12.49 (the value/price). If it’s stolen, we can’t even collect a penny for it. This results in a shrink loss of
$12.49. Now, imagine that one can is stolen from your store every day. That would add up to $4521.38 a
year. If you multiply that number by all of our stores, it adds up to almost five million dollars a year!
You should realize that not all shrink is caused by theft. Some other causes of shrink include
• damaged items (for example, items that cannot be sold at their retail value because they are dented
or broken)
• pricing errors (for example, selling an item at a price lower than the price established by Publix) and
• spoilage (for example, doughnuts that become stale).
What’s your role as a Publix associate?

Loss prevention is every Publix associate’s responsibility. Do your part to help us stamp out shrink by
• performing your job correctly (for example, ensure items that are out of place are put back…
especially if they're perishable and be careful when handling products, supplies or equipment so they
don't get damaged, etc.)
• letting your coworkers know (by your words and actions) that you don’t tolerate associate theft
• reporting known theft and suspicions of theft to a manager or the Partners in Profit (PIP) Line at (866)
747-3773 and
• following the rules and guidelines in this section.
Preventing shoplifting
Publix, like most retailers, suffers tremendous losses due to shoplifting. Paying attention to customers'
actions makes them aware of your presence and discourages them from shoplifting. Regardless of what
business area you work in, we encourage you to help us in preventing shoplifting when you’re working or
shopping in our stores.
If you work in a store and are “on-the-clock,” you should approach shoplifting suspects within the store
and ask them if they need assistance or help finding an item (if you’re able to do so without neglecting a
customer). If you don’t work in a store or do work in a store and are “off-the-clock,” contact a manager
immediately. Only managers or Loss Prevention Officers are permitted to approach a shoplifting suspect
and question him or her about the merchandise.

Loss Prevention and Security, Continued
Associate theft
Most associates are honest, dedicated, hardworking individuals, whose goals are to make Publix a better
place to work. However, losses due to theft by employees exist in every company, including Publix. A
few examples of situations that may be considered theft, which you may not be aware of are
• consuming or taking product that should be returned for credit (this includes damaged, out-of-date, or
unsaleable items)
• taking samples or display items without authorization
• consuming or taking saleable product without paying for it
• giving items to a friend or family member without ringing them up, or taking items that have not been
properly recorded and paid for
• taking product (including Deli sandwiches, drinks, and magazines) from the sales floor to the break
room without paying for it
• intentionally recording or reporting work time that results in you (or another associate) being paid for
time not worked
• giving or receiving an unauthorized discount on product and
• taking any property that does not belong to you (for example, lost and found items or items that
belong to associates or customers).
Any associate removing Publix property from a Publix store or facility must have authorization for removal
from his or her manager. Any package or container that is being brought into or removed from a Publix
store or facility is subject to inspection by managers or other authorized personnel.
Protecting your personal property

If you bring any personal property to work, Publix can’t be responsible if it gets damaged, lost, stolen, or
misplaced. In order to protect your personal property, you should
• lock your vehicle’s doors and roll up your windows
• lock valuables in your trunk, put them out of sight, or leave them at home and
• keep your keys or other personal property in a secure place (like a pocket or locker).
Publix reserves the right to search any area in the facility or on the property at any time (this includes
personal vehicles and lockers, etc.) as permitted by law.

Purchases
Regardless of which business area you work in, the following apply to purchases in our stores:
• All purchases are to be made “off-the-clock” or while on approved breaks.
• Purchases must be taken out the front door unless you’re consuming the merchandise within the
store or are specifically authorized by a manager to leave by another door.
• You must have a valid receipt for all of your purchases. Receipts must be obtained before any
products are used, consumed, taken outside of the store or taken to the break room.
• You must pay the price that Publix has established for your purchases. You’re not permitted to
discount merchandise or accept discounted merchandise unless the merchandise is discounted by
Publix or Publix management. Associates may only purchase discounted merchandise from
alternative venues located in our stores without violating Publix’s purchase policy, as long as the
same merchandise at the same discounted price is available for all customers to purchase.
Alternative venues are companies that provide services or sell products via leased or fee-based
spaces inside our stores (for example, sushi bars or Chinese Cuisine).
• Retail associates are not permitted to record (ring up) their own purchases, unless using a register
designed for self-checkout.
• Retail associates are not permitted to record (ring up) the purchases of their family. This rule was
established to remove associates from suspicion. Retail associates should carefully consider
whether ringing up the purchases of a close friend(s) would appear suspicious as well.
Any package or container that is being brought into or removed from a Publix store or facility is subject to
inspection by managers or other authorized personnel.

Securing Publix information

Company property isn't just the buildings we work in, the equipment we use, or the products we sell. It's
also information that gives our business a competitive edge. Protecting the company's information is as
important as protecting the company's other assets.
For this reason, Publix has an Information Resources Policy that
• restricts the use of Publix computers and software, including e-mail, to approved users and business
purposes
• prohibits you from disclosing confidential information about our business our customers, or other
associates
• reminds you that your use of Publix computers and telephones is not "private" and may be monitored
by Publix to ensure proper use
• prohibits you from connecting or installing non-Publix information technology (such as computers,
applications, software, storage devices, mobile computing devices, etc.) to or on Publix information
technology, except as authorized by appropriate management or required by law and
• reminds you that any ideas for new or improved products or processes, or any other inventions or
materials you might create while being paid by Publix or using Publix software or equipment, or any
improvement you design or implement to Publix equipment or operations, is the property of Publix.
Violating the Information Resources Policy cannot only result in loss of your job, but in legal action as
well. So if you're not sure whether something's prohibited by this policy, ask your manager or trainer!
Lost and found

Associates and customers may occasionally leave their personal items at your location. These items
normally have some monetary and/or sentimental value. Anytime you find another individual’s personal
property at your location, you must turn it in to the associate responsible for handling lost and found items
at your location. See your manager for the procedures established in your area.
Reporting loss prevention concerns

To support our Mission Statement, Publix offers a toll-free, 24-hour-a-day hotline called the Partners in
Profit (PIP) Line. The toll-free number is (866) PIP-3773 or (866) 747-3773. You can use the PIP Line to
report the following types of concerns:
• associate theft
• supplier theft
• acts or threats of violence
• improper time recording
• unsafe conditions and/or
• unethical behavior.
Note: You should report these concerns to your manager, but if you prefer, you can use the PIP Line
to report them anonymously.

Publix’s Rules of Unacceptable Conduct
About the rules

All Publix associates must comply with Publix’s rules and policies regarding conduct. In order to provide
guidance to associates about what is, and what is not, acceptable behavior, Publix has adopted Rules of
Unacceptable Conduct. These rules provide the types of behaviors that are considered unacceptable by
the company.
Associates found to be in violation of any of these rules are subject to disciplinary action, up to and
including termination of employment. Publix generally believes in coaching and counseling associates in
order to improve their performance or behavior. However, based on individual circumstances, Publix may
terminate associates without prior coaching, counseling, or warnings. Disciplinary action will depend on
the seriousness of the violation, the surrounding circumstances, and the associate’s prior performance,
attitude, and work history.
Note: Publix normally is not concerned with the behavior of associates when they are “off-the-job.”
However, when complaints are brought to the attention of the company, they unfortunately
become our concern and we have to take action to resolve these complaints.
Publix prohibits the following conduct:

1. Dishonesty of any kind.
2. Violation of Publix’s Substance Abuse Policy.
3. Refusal or reluctance to comply with the instructions of a person in charge.
4. Entering or altering the time of another associate or having another associate enter or edit your time
records without proper authorization.
5. Falsifying personnel or company records, or any other information furnished to Publix.
6. Fighting.
7. Disorderly or immoral conduct that may reflect on the reputation of Publix — on or off-the-job.
8. Violation of Publix’s purchase policy.
9. Inefficiency or neglect of work or responsibilities; wasting time during work hours (for example,
loafing, talking, sleeping, etc.).
10. Violation of established safety practices; any conduct which is unsafe under the circumstances (for
example, failure to wear required personal protective equipment or bypassing safety features on
equipment).
11. Failure to report work-related injuries and illnesses within a reasonable timeframe after realizing that
an injury or illness has occurred. Incidents involving a direct blood exposure or needlestick should
be reported immediately. Accidents involving damage to Publix equipment or property must be
reported by the end of a work shift.
12. Violation of Publix’s policy on acceptable use of information resources.
13. Excessive tardiness or absenteeism, or unexcused absences.
14. Violation of Publix’s policy on solicitation.
15. Gambling while on the job or illegal gambling on company property.
16. Damage to merchandise, equipment and/or any property of Publix or others.
17. Intimidation, interference, disturbance, or harassment of an associate or any other individual,
including but not limited to, sexual harassment.
18. Violation of Publix’s Equal Employment Opportunity Policy.
19. Improprieties or violation of Publix’s policy on handling cash or other tenders (overages and
shortages), merchandise, or any property of Publix or others.
20. Failure to pay debts, or issuance of checks to Publix without sufficient funds.
21. Improper or inappropriate treatment of customers, associates or any other individuals.
22. Performing unauthorized work (for example, work that is not assigned by a manager, work that is not
permitted due to occupational or scheduling restrictions, or working “off-the-clock”).
23. Failure to comply with rules that have been established by individual stores or departments (for
example, parking rules, and rules on appearance or dress, etc.).
Note: Lawful discussions that comply with our solicitation policy do not violate any of the above rules of
conduct

Chapter 4: Compensation
Introduction
This chapter provides information on compensation.
In this chapter
Topic See page...

General Information About Compensation 4-2
Retail Bonus Plan 4-5
Holiday Bonus Pay 4-6
Holiday Pay 4-11
Sick Pay 4-14
Tuition Reimbursement 4-17

General Information About Compensation
Publix’s compensation philosophy

As a food retailer in a highly competitive market, Publix recognizes that our associates are our primary
asset and contribute to our competitive advantage. To achieve our mission, Publix must continue to
attract, retain, motivate, and reward highly qualified associates. To fulfill this responsibility, we strive to
• offer pay and benefits that contribute to our associates’ financial security now and at retirement
• offer wages that are competitive within our local markets
• provide benefits that meet the diverse needs of our associates
• reward associates for premier performance
• provide opportunity for future rewards as a result of promotion from within
• educate our associates on pay and benefits and
• ensure equal opportunity in all aspects of pay and benefits.
Your pay and pay deductions

Total compensation includes the total pay an associate receives for hours worked, bonuses, and benefits,
etc. Publix offers pay and benefits comparable with others competing in the market for human resources.
The following table provides an explanation of how you’ll be paid for actual hours worked.
If you’re… You will…

an hourly-paid associate (part-time or full-time) receive extra pay for extra hours worked.
a salaried associate not receive extra pay for extra hours worked.
The law requires Publix to deduct Social Security taxes and Medicare (FICA), federal income taxes, and
state and local taxes (where applicable) from your pay. Publix may also make legally required third-party
deductions (for example, wage garnishments) from your pay.
Publix prohibits improper pay deductions. Associates who are overpaid for any reason will have the
amount they were overpaid deducted from their future wages. Similarly, associates who are underpaid
for any reason will have the amount they were underpaid added to their future wages. Publix will make
these corrections as soon as possible after the errors are brought to the company’s attention.
Hourly-paid associates should report any errors regarding their pay to their immediate manager. Salaried
associates should report any errors regarding their pay to the Payroll Call Center at (863) 688-7407,
extension 22311 or email payroll.requests@publx.com.

General Information About Compensation, Continued
Your pay
Hourly associates are paid once a week (usually Thursday or Friday, depending on their work location).
See your manager or trainer for details. Salaried associates are paid either weekly or monthly. Some
salaried associates are paid on a weekly basis due to state or local regulations. Examples include District
Managers, Regional Directors, Retail Improvement Specialists and other salaried associates who would
normally be paid on a monthly basis but are paid weekly because they work in the Miami division or
Tennessee.
Associates hired on or after 04/01/2010 will be required to participate in direct deposit. Using direct
deposit can save you a lot of time and hassle. With direct deposit, your entire pay is deposited into up to
three accounts at up to three financial institutions. For more information, see your manager or trainer.
If your employment is separated before you’re paid for your last day of work and you participated in direct
deposit, the pay amount will be direct deposited into your account and the final pay statement will be
mailed to your last known address on file. If you did not participate in direct deposit, the final paycheck
with statement will be mailed to your last known address on file. Publix will attempt to recover any
wages/benefits overpaid to you from your last pay before it is issued. However, if overpayments are
discovered after the last pay is issued, you're responsible for reimbursing Publix and you will be billed for
the overpayment. Before you leave, you should ensure your information is correct in PASSport and print
any W-2s, pay statements, and Retirement Benefits Summaries you need now and in the future. You will
not have access to PASSport after your separation date.
Pay for multiple benefits

The following apply to how paid time off (PTO) benefits are combined (if more than one benefit is used
during a workweek):
• Associates cannot use more than one PTO benefit for the same hours on the same day.
Exception: An associate can use his or her accumulated vacation pay while out on extended
workers’ compensation (after the initial waiting period which is 24 hours in Alabama and 40 hours in
other states).
• An associate’s pay will be limited to a maximum of 40 hours unless the associate
• is on extended workers’ compensation and being paid for his or her accumulated vacation
• works in Alabama, Tennessee, or Dade and Broward counties (in Florida) and performed jury
duty or
• is on vacation and is eligible for a paid holiday on a day not taken as vacation.

General Information About Compensation, Continued
How absences affect a salaried associate’s pay and sick pay quota
The following table provides information on how salaried associate’s pay and sick pay quotas are affected
by absences. For more information on sick pay quotas, see page 4-14.
For… The associate’s…

hourly-paid • sick pay quota is reduced for partial days, full-day or full-week absences due
associates to personal illnesses covered under Publix’s sick pay plan and
• pay is prorated based on the hours they actually work during the week they
are hired or separated.
salaried • sick pay quota is reduced for full-day or full-week absences due to personal
associates illnesses covered under Publix’s sick pay plan
• pay is prorated based on the full days they actually are absent during the
week they are
• hired or separated
• out sick (if they have exhausted their sick pay quota or are not eligible
for sick pay)
• on a leave of absence for a reason that is not covered by a Publix paid
benefit (for example, FMLA Leave to care for a sick child)
• out for workers’ compensation (unless paid sick pay for the limited time
frame defined for each state for absences following an injury or illness
1
that occurred at Publix) or
• out for an unpaid absence (for example, car trouble, a sick child,
2 3
unapproved time off, personal time off or a disciplinary suspension).
Bereavement, jury duty, and vacation pay

See Chapter 6 for more information about bereavement pay, jury duty pay and vacation pay.
1
For Florida, Georgia, North Carolina, South Carolina and Tennessee, this is the first 40 hours of
absence from work following and related to the injury or illness. For Alabama, this is the first 24 hours of
absence from work following and related to the injury or illness.
2
Managers can grant personal time off considering the associate’s work performance, impact on current
work or projects, business needs of the store or department or their ability to attend meetings or
workshops, number of total hours the associate has been working or has worked in the past (if the
associate is working his or her target hours), and nights and weekends the associate has worked to
ensure deadlines were met. For monthly-paid associates, the associate’s manager can grant personal
time off for the reasons explained above before the associate has used all of his or her vacation time.
Weekly salaried associates must use their vacation time before taking personal time off for the reasons
explained above.
3
A monthly-paid associate’s pay will also be prorated for military service (for full-week absences only).
Retail Bonus Plan
What’s the Retail Bonus Plan?

1
The Retail Bonus Plan is a profit sharing benefit that rewards retail management associates for helping
2
Publix generate sales and profits.
In the retail bonus plan, there are no automatic or fixed bonuses. The amount of bonus that can be
earned is impacted by the financial performance of the entire store, the financial performance of individual
departments, and the individual performance of each of our associates.
Be aware of the influence you can have on sales and profits! By doing the right thing, eliminating waste,
increasing productivity, and reducing mistakes, you can definitely influence sales and profits!
When are you eligible for the bonus?

1
Retail management associates are eligible immediately upon entry into the position. To remain eligible,
an associate’s status must not be retired, resigned, discharged or administratively separated as of the
Friday before the end of the inventory period.
Eligible associates who transfer into or out of a store will receive a bonus based on the pay they earn at
the applicable store.
Retail bonuses are calculated at the end of each inventory period, except for the inventory that occurs
approximately one or two weeks after a store’s grand opening. No bonus is paid for this partial inventory
period. Retail bonuses will generally be paid four times per year for each store.
What’s the bonus based on?

The earnings that an associate’s bonus is based on include
• regular pay (includes pay for time worked, jury duty, and bereavement)
• vacation pay (for time off)
3
• overtime pay
• pharmacy premium pay and
• premium pay for working on a Sunday or holiday.
1
Pharmacists and Pharmacy Interns are also eligible for the Retail Bonus Plan. Part-time pharmacists
and Pharmacy Interns are eligible after completing at least one full year of continuous service, and
working 1,000 hours in the preceding 12 months.
2
Publix intends to review the calculation of the retail bonus as conditions change and has the discretion
to change the calculation of the bonus at any time.
3
Work-through vacation pay is not included.
Holiday Bonus Pay
About holiday bonus pay

The purpose of the holiday bonus is to reward you for your contributions to the company for the calendar
year. Publix provides a holiday bonus to eligible associates each year based on their part-time or full-
time date (or adjusted full-time date), years of continuous service and pay category (hourly or salaried).
1
The holiday bonus is generally paid in November.
Definitions
The terms below are important to understanding how Publix’s Holiday Bonus Pay Policy works. These
terms will be used throughout this section.
Holiday Bonus Allotment: The maximum amount an associate is eligible to receive, based on his or her
part-time or full-time date (or adjusted full-time date) and pay category. (Example: a full-time hourly-paid
associate has an allotment of 80 hours of holiday bonus for his third full calendar year of full-time service
— and is eligible to earn up to that much that year.)
Holiday Bonus Accumulation: The actual amount of holiday bonus that an time associate is eligible to
receive.
Holiday Bonus Accrual Date: The date an associate receives his or her accumulated holiday bonus
allotment, if still employed in the same status and pay category. (No holiday bonus is actually accrued
until the bonus is issued. The associate must remain employed in the same status and pay category
through the accrual date.)
1
The holiday bonus is taxed at a higher supplemental tax rate. The holiday bonus is paid out at the
associate’s regular rate of pay when the check is issued.
Holiday Bonus Pay, Continued
Holiday bonus for part-time associates

Part-time associates accumulate and accrue the holiday bonus in the following manner, as long as they
are employed in the pay category for the position through the accrual date (issue date of the holiday
bonus).
Hire/Status Change Date Holiday Bonus Holiday Bonus Holiday Bonus
Allotment Accumulation Accrual Date
hired on or after July 1 of the none n/a n/a
current calendar year
• hired before July 1 of the 8 hours 8 hours on accrual issue date of the
current calendar year or date holiday bonus
• moved from full-time to
part-time anytime during
the current calendar year
Holiday bonus for full-time hourly-paid associates

Full-time hourly-paid associates accumulate and accrue the holiday bonus in the following manner, as
long as they are employed in the pay category for the position through the accrual date (issue date of the
holiday bonus). In order to accumulate the holiday bonus on a monthly basis, associates must have work
hours and/or paid time off benefit hours (bereavement, jury duty or paid vacation) during the previous 25
weeks (as of the first of the calendar month) and be employed in the pay category for the position through
the accrual date (issue date of the holiday bonus).
Hire/Status Change Date or Holiday Bonus Holiday Bonus Holiday Bonus

Full Calendar Years of Allotment Accumulation Accrual Date
Continuous Full-time Service
hired as full-time after none n/a n/a
September 30 of the current
calendar year
hired part-time before July 1 of 8 hours 8 hours on accrual issue date of the
the current calendar year and date holiday bonus
moved to full-time after
September 30 of that year
hired as full-time or moved 8 hours 8 hours on accrual issue date of the
from part-time to full-time on date holiday bonus
or before September 30 of the
first 15 hours 15 hours on issue date of the
accrual date holiday bonus
second 40 hours (1 3.34 hours per issue date of the
week) calendar month holiday bonus
third and more 80 hours (2 6.67 hours per issue date of the
weeks) calendar month holiday bonus
Note: For information on adjustments for short-term rehires and returns to full-time status for the
purposes of determining eligibility for the holiday bonus (and allotments), see pages 6-26 and
6-30.

Holiday bonus for weekly salaried associates (including salaried

Pharmacists)
Weekly salaried associates (including salaried Pharmacists) accumulate and accrue the holiday bonus in
the following manner, as long as they are employed in the pay category for the position through the
1 2
accrual date (issue date of the holiday bonus). In order to accumulate the holiday bonus on a monthly
basis, associates must have work hours and/or paid time off benefit hours (bereavement, jury duty or paid
vacation) during the previous 25 weeks (as of the first of the calendar month) and be employed in the pay
category for the position through the accrual date (issue date of the holiday bonus).

Continuous Full-time
Service
hired as weekly salaried none n/a n/a
after September 30 of the
hired part-time before July 1 1 day 1 day on accrual issue date of the
of the current calendar year date holiday bonus
and moved to weekly
salaried after September 30
of the current calendar year
hired as weekly salaried or 1 day 1 day on accrual issue date of the
moved from part-time to date holiday bonus
weekly salaried on or before
calendar year
moved from full-time to amount the amount the associate Issue date of the
weekly salaried anytime associate would would have been holiday bonus
during the current calendar have been eligible for in the
year eligible for in the previous position on
previous position accrual date
first 1.5 days 1.5 days on accrual issue date of the
date holiday bonus
second 5 days (1 week) .42 days per issue date of the
calendar month holiday bonus
third and more 10 days (2 .84 days per issue date of the
weeks) calendar month holiday bonus
1
These figures are based on a 5-day workweek for weekly salaried associates.
2
This excludes associates who are only paid on a weekly basis due to state or local regulations (for
example, District Managers, Regional Directors, Retail Improvement Specialists and other salaried
associates who would normally be paid on a monthly basis but are paid weekly because they work in the
Miami division or Tennessee).
Holiday bonus for monthly-paid associates

Monthly-paid associates accumulate and accrue the holiday bonus in the following manner, as long as
they are employed in the pay category for the position through the accrual date (issue date of the holiday
1 2
bonus). In order to accumulate the holiday bonus on a monthly basis, associates must have work
weeks (as of the first of the calendar month) and be employed in the pay category for the position through
the accrual date (issue date of the holiday bonus).

Continuous Full-time
Service
hired as monthly-paid after none n/a n/a
calendar year
hired part-time before July 1 1 day 1 day on accrual issue date of the
of the current calendar year date holiday bonus
and moved to monthly-paid
after September 30 of that
year
moved from full-time to amount the amount the associate issue date of the
monthly-paid after associate would would have been holiday bonus
September 30 of the current have been eligible for in the
calendar year eligible for in the previous position on
previous position accrual date
hired or moved from part- 1 month portion of allotment issue date of the
3
time or full-time to monthly- (prorated) (based on the holiday bonus
paid on or before September associate’s hire or
30 of the current calendar status change date)
year per calendar month
first and more 1 month’s salary 1 month’s salary issue date of the
divided by 12 per holiday bonus
calendar month
1
These figures are based on a 5-day workweek.
2
This includes associates who are only paid on a weekly basis due to state or local regulations (for
3
A portion of the bonus is allotted to the associate when he or she is hired (or moved to monthly-paid
during the year he or she is hired). The number allotted is based on the number of months of full-time
service the associate will have as of December 31, using his or her hire or status change date.
Holiday bonus advances

A manager may authorize an advance payment of holiday bonus pay to be used as an additional week of
vacation time before the benefit is accrued. The following apply to holiday bonus advances:
• A holiday bonus pay advance of one week may be authorized beginning with a full-time hourly-paid or
weekly salaried associate’s third full calendar year of full-time service.
• Monthly-paid associates may use a week of holiday bonus during their first full calendar year of full-
1
time service.
• An advance of holiday bonus pay may only be used for an additional week of vacation time off. You
may take this time in a full week, or individual days. Full-time hourly-paid associates may also take
this time in partial days.
• You must have exhausted all of your vacation allotment prior to using the holiday bonus for vacation.
• The maximum amount of pay you can receive for vacation requests (including a holiday bonus
advance) is five weeks.
• You cannot use the holiday bonus as vacation time if you have been paid a full week (40 hours/5
days) of work-through vacation.
• If you receive an advance of holiday bonus pay before it is accrued, such payment constitutes an
advance against your pay. If your employment ends or your status changes to part-time before the
benefits are accrued (on or before the issue date of the holiday bonus), the advance may be
recovered from your wages. As with any kind of loan or advance, if full recovery is not possible,
you’re responsible for paying the remaining amount back to Publix.
Holiday bonus pay and employment separations

If your employment ends on or before the date the holiday bonus is accrued (the issue date of the holiday
bonus), you’re responsible for repaying Publix any amount previously paid to you that was not accrued.
(Publix will first attempt to recover this amount from your last pay.)
1
Holiday Pay
About holiday pay

If you’re an hourly-paid associate and you work on a Publix-paid holiday, you’ll be paid premium pay.
Publix also pays eligible full-time hourly associates holiday pay for Publix-paid holidays.
Premium pay
If you’re an hourly-paid associate, you’ll be paid $1.00 per hour in addition to your regular hourly rate for
1
hours worked on Publix-paid holidays. The purpose of this benefit is to reward associates who work on
Publix-paid holidays.
The following example demonstrates how premium pay is calculated.
Sam Smith is a full-time associate who earns $9.00 per hour. Sam worked 40 hours during the week
(including 8 hours on a holiday). Sam’s weekly pay is calculated in the following manner:
Total hours worked: 40 hours @ $9.00 (regular hourly rate) = $360.00

Holiday hours worked: 8 hours @ $1.00 (holiday premium pay) = + 8.00
Total Wages = $368.00
Publix-paid holidays
Publix-paid holidays are
• New Year’s Day (January 1)
• Memorial Day
• Fourth of July
• Labor Day
• Thanksgiving Day and
• Christmas Day.
1
Associates hired before 01/01/1986 are paid at a time-and-one-half rate for hours worked on Sundays or
Publix-paid holidays if they are in an hourly-paid position. Associates hired or rehired 01/01/1986 through
12/31/2009 will receive $1.00 extra per hour for hours worked on Sundays or Publix-paid holidays if they
are in an hourly-paid position.
Holiday Pay, Continued
Holiday pay
Holiday pay will be paid to associates in their regular pay and the pay statement will reflect that holiday
pay was issued during the pay week. The following table explains how eligible associates are paid for
Publix-paid holidays, based on their status.
Status Explanation
Part-time Part-time associates do not receive holiday pay.
Full-time Full-time associates receive eight hours holiday pay calculated at their
regular hourly rate.
Salaried Salaried associates do not receive any additional pay as they are paid
for the entire week (if they work any portion of the week), including the
1
holiday.
For information on adjustments for short-term rehires and returns to full-time status for the purpose of
determining eligibility for holiday pay, see pages 6-26 and 6-30.
When are you eligible for holiday pay?

In order for you to be eligible for holiday pay, you must have completed 90 days of continuous full-time
service prior to the holiday, and be an active associate at the time of the holiday.
1
A salaried associate’s pay will be prorated in certain circumstances (for example, during the week hired
or separated or for specific absences). For more information, see How absences affect a salaried
associate’s pay and sick pay quota on page 4-4.
Holiday Pay, Continued
Exchanging holidays
Exchanging a holiday means that associates can use the holiday for another day off (before or after the
holiday, during the same calendar year) instead of taking the actual holiday off or receiving the pay for the
holiday during the holiday week.
Associates can exchange the following holidays (with their manager's approval):
• New Year’s Day (January 1)
• Memorial Day
• Fourth of July and
• Labor Day.
The following rules apply to exchanging holidays.
• Hourly-paid associates:
• Associates can submit an electronic Time Off Request (TOR) in PASSport prior to the holiday to
exchange (save) the holiday for another day off in the same calendar year.
• Associates must work at least 50% of their schedule on the actual holiday to exchange it for
another day off.
• Holidays must be exchanged in order (for example, an hourly-paid associate can't exchange his
or her Fourth of July holiday before using the Memorial Day holiday).
• Associates must have completed 90 days of continuous service prior to the holiday and be an
active associate.
• If associates receive an advance of holiday pay before it is earned, such payment constitutes an
advance against their pay. If an associate’s employment ends before the holiday pay is earned,
the advance may be recovered from his or her wages. If full recovery is not possible, the
associate is responsible for paying the remaining amount back to Publix.
• Salaried associates:
• All salaried associates: Salaried associates should inform their manager if they're exchanging
a holiday for another day off.
• Salaried Pharmacists: These associates can't exchange a holiday because the Pharmacy
department is closed on all Publix-paid holidays.
• Store Managers, Assistant Store Managers and department managers:
• Store Managers, Assistant Store Managers and department managers work many Publix-
paid holidays since stores are open four of the holidays. Store Managers, Assistant Store
Managers and department managers who work New Year’s Day (January 1), Memorial Day,
Fourth of July or Labor Day can take another day off during the same calendar year with their
1
manager’s approval.
• Store Managers, Assistant Store Managers and department managers must submit a TOR
when saving a holiday and then submit another TOR when taking the saved holiday.
• Publix is closed on Thanksgiving and Christmas, so these days can’t be exchanged for
another day off. However, Store Managers, Assistant Store Managers and department
1
managers can take another day off (with their manager’s approval ) if they work 50 hours or
more during the Thanksgiving and Christmas holiday weeks. (If the manager approves a day
off for working Christmas week, the Store Manager, Assistant Store Manager and department
managers can take the day off during the following year, if necessary.)
• Salaried associates in support: These associates can exchange a holiday if they work at least
five hours on the actual holiday and obtain approval from their manager. Salaried associates in
support do not have to complete a TOR or exchange holidays in consecutive order.
1
The Store Manager should get verbal approval from the District Manager and the Assistant Store
Manager and department managers should get approval from the Store Manager.
Sick Pay
About sick pay

Publix’s Sick Pay Policy is designed to provide financial protection for full-time associates when it’s
necessary for them to be absent from work due to their own illness or injury. If you’re full-time, the policy
enables you to accumulate sick pay hours, providing security should you experience an illness or injury in
the future.
How is sick pay accumulated?

Associates accumulate a total of 6 days of sick pay for each year of continuous full-time service. Salaried
associates (including Pharmacists) accumulate 1.5 days per quarter and hourly-paid associates
accumulate 12 hours per quarter. Associates must work a total of six weeks of any quarterly calendar
period to accumulate any sick pay hours for that period. Work hours consist of hours actually worked,
paid vacation hours, and work-through vacation hours. Associates may accumulate a maximum of 960
hours (120 days) of sick pay.
Although associates accumulate sick days during each quarter of full-time service, they are not eligible to
use their sick pay until they have completed an entire year of continuous full-time service.
Returning to a full-time position from a part-time position

For information on adjustments to sick pay quotas for short-term returns to a full-time position, see pages
6-26 and 6-30.
When are you eligible for sick pay?

To be eligible to use accumulated sick pay, an associate must
• complete one year of continuous full-time service and
• be absent from work due to an approved personal illness or injury.
The maximum amount of sick pay an associate is eligible to use for one illness is 480 hours (60 days).
Full-time hourly associates may use their sick pay in full or partial days. Salaried associates (including
Pharmacists) may only use their sick pay in full days or full weeks. Payment of sick pay must be for an
approved illness or injury and must be approved by a manager.
Associates who have been suspended, resigned, retired, discharged or moved to part-time are not
eligible to receive sick pay.
Payment of benefits
Sick pay for approved absences will be the number of hours or days the associate was scheduled (or
would have been scheduled, if not sick) and absent from work. Sick pay will be paid to associates in their
regular pay and the pay statement will reflect that the associate received sick pay. For information on
how paid time off (PTO) benefits are combined if more than one benefit is used during a workweek, see
page 4-3.
Sick pay quotas

The following table provides information on how associates’ sick pay quotas are affected.
For… The associate’s sick pay quota is reduced for…
hourly-paid associates partial days, full-day or full-week absences due to personal
illnesses covered under Publix’s sick pay plan.
salaried associates full-day or full-week absences due to personal illnesses covered
under Publix’s sick pay plan.

Sick Pay, Continued
FMLA quotas
If you’re eligible for FMLA, your FMLA quota will be reduced for the number of hours or days you are
scheduled (or would have been scheduled) and absent from work. This is based on the number of hours
you’re absent, regardless of whether you were paid sick pay for the absence.
Sick pay and maximum time off without leave

Receipt of sick pay under Publix’s Sick Pay Policy does not mean an associate is on a leave of absence.
If the associate is not eligible for leave, the maximum time off without leave limitation applies regardless
of whether an associate is eligible for, or using, sick pay. For more information, see Maximum time off
without leave on page 6-2.
Absences approved for sick pay

Sick pay will be approved for absences due to an associate’s own illness or injury. Examples of some
absences that sick pay will be approved for are
• a cold, flu, or stomach virus
• headache
• backache
• blood transfusions
• depression, anxiety or stress diagnosed by a doctor
• chemotherapy or radiation treatments
• drug rehabilitation (inpatient treatment only of at least three consecutive days)
• injuries that occur when not working for Publix, including work-related injuries that occur at another
employer
• reconstructive surgery due to an accident or illness and
• any procedures requiring general anesthesia (not Nitrous Oxide) that are medically necessary (for
1
example, a colonoscopy, endoscopy and biopsy).
Note: This list is not all-inclusive.
Absences not approved for sick pay

Examples of some absences that sick pay will not be approved for are
2
• routine scheduled or unscheduled dental or doctor appointments, whether for diagnosis or treatment
• surgery which is not medically necessary or any elective surgery (for example, a face lift, vasectomy,
tubal ligation, abortion, breast augmentation or reduction or vision enhancements)
• illness of a family member 3
• sunburn
• leave in connection with childbirth, after the associate is medically able to work or
• work-related injuries or illnesses that occur at Publix (except for the limited time frame defined for
4
each state following the injury or illness).
Note: This list is not all-inclusive.
1
The preparation day for a colonoscopy is also covered.
2
Routine appointments are those in which diagnosis or treatment normally lasts less than two hours,
does not require general anesthesia, and are not for reconstructive surgery due to an accident or illness.
The two hours does not include travel time or time spent waiting for the appointment.
3
The associate may be eligible for FMLA Leave if it is for a family member with a serious illness, but is
not eligible to receive sick pay. See Family and Medical Leave (FMLA) on page 6-5 for more information.
4
absence from work following the work-related injury or illness. For Alabama, this is the first 24 hours of
absence from work following the work-related injury or illness.
Sick Pay, Continued
Sick pay and leaves for an associate’s own serious health condition
An associate with accumulated sick pay who is on an approved leave of absence (excluding workers’
compensation) for his or her own serious health condition must use his or her sick pay, if eligible.
Note: Medical certification (or appropriate medical documentation) including a release to return to work
(if not covered by the initial documentation provided) is required for absences related to a
serious health condition or absences due to your own illness for more than three consecutive,
full calendar days. It is also required for intermittent time off requests for a serious health
condition.
Sick pay and FMLA for the birth of a child

If eligible, an associate may take up to 12 weeks FMLA Leave for the birth of a child. If an associate’s
leave extends beyond the date of her own incapacity as a result of the pregnancy or childbirth, as
reflected by the doctor’s release date, the associate is not eligible to receive sick pay for the remainder of
the leave. This is generally after 6 weeks with a normal birth and 8 weeks with a cesarean.
Sick pay and work-related injuries or illnesses

All full-time associates who lose time from work as a result of a work-related injury or illness at Publix will
be paid their accumulated sick pay benefits for a limited time frame defined for each state for absences
following their injury or illness. The purpose of this benefit is to provide financial protection for associates
1
until workers’ compensation benefits begin.
If you receive an overpayment of sick pay, you’ll be responsible for paying this amount back.
1
absence from work following and related to the injury or illness. For Alabama, this is the first 24 hours of
absence from work following and related to the injury or illness.
Tuition Reimbursement
What’s the Tuition Reimbursement Program?

We encourage associates to continue their education. The Tuition Reimbursement Program (TRP) is
designed to support associates with personal and professional development and assist associates in
increasing their knowledge and skill level. The program can assist eligible associates with tuition costs
for approved areas of study.
Approved areas of study

Approved areas of study may include individual courses, technical or occupational programs,
undergraduate programs, and graduate programs (if a required or preferred qualification based on the
associate’s current position or established career path). All courses or programs must be taken at a
regionally accredited college or through an occupational or technical program approved by Publix.
Approved on-line degrees or courses taken within an approved area of study and from a regionally
accredited college may also be reimbursable through the program.
Eligibility requirements for the general program

To be eligible for tuition reimbursement benefits, an associate must
• complete at least six months of continuous service with Publix (full-time or part-time)
• maintain an average of at least 10 work hours per week at Publix during the last 52 weeks or portion
of 52 weeks if employed less than one year
• participate in an approved area of study
1
• attend a regionally accredited college or Publix-approved technical program

• earn a grade of “C” or better in each course (reimbursement is considered on a course-by-course
basis)
• maintain a minimum total performance rating of Meets Expectations/Successful
• receive approval for participation from his or her immediate manager and Store Manager or
Department Head
• submit the required paperwork by the established deadline (forms can be faxed to 863-284-3325 or
mailed to Human Resources Tuition Reimbursement) and
• be employed at Publix when the reimbursement check is issued.
1
Courses must be taken during non-working hours.
Tuition Reimbursement, Continued
Eligibility requirements for the graduate program

To be eligible to participate in the graduate program, associates must
• be full-time and have at least 2 years of continuous full-time service with Publix
• maintain a minimum total performance rating of Meets Expectations/Successful
• receive approval from their immediate manager and Vice President
• pursue a degree that is required or preferred based on his or her current position or established
1
career path
• attend a regionally accredited college or university
• attend at least 50% of graduate level courses in a classroom setting each semester
• earn a grade of “C” or better in each course (reimbursement is considered on a course-by-course
basis)
• submit the required paperwork by the established deadline (forms can be faxed to 863-284-3325 or
mailed to Human Resources Tuition Reimbursement) and
• agree to remain employed in their current or a higher level position at Publix while in the program and
for 2 years following final reimbursement (you’ll have to repay the reimbursement money back to
Publix if you do not meet these terms).
What does Publix reimburse?

Publix only reimburses the cost of tuition, up to the maximum amount established by Publix. Any tuition
costs paid by a scholarship or grant will not be reimbursed. Reimbursement is not retroactive for any
courses that you may have already completed prior to applying for and being accepted into the program.
Course/Program Annual limit Maximum limit

• individual course program $1,700 $3,400
• occupational/technical programs
• community college (2-year school)
4-year college or university $3,200 $12,800
Graduate program n/a $12,800
Note: The entire tuition reimbursement amount is subject to income taxes. Federal and state income
tax withholding (if applicable) and Social Security and Medicare taxes (FICA taxes) will be
deducted from tuition reimbursement funds. Federal income tax will be withheld at a 25%
supplemental income tax withholding rate. The gross amount of tuition reimbursement funds will
be included in Box 1 of Form W-2.
Additional information
For additional information, see Tuition Reimbursement on www.publix.org at Career and Self
Development > Tuition Reimbursement. For questions, contact your manager or the Tuition
Reimbursement department at (863) 688-7407, extension 55999.
1
“Established career path” is the natural progression for an associate within his or her current business
area.
Chapter 5: Your Benefits
Introduction
At Publix, we want to help you use your talents to stand out from the crowd both at work and in your
personal life. Through our benefits, we give you the tools you need to grow and succeed in both areas.
Every plan and program we offer is designed for you to make the most of your potential.
Here we provide information on the benefits offered to you by Publix. These benefits are periodically
evaluated and may be modified or amended by Publix at any time. For detailed information, please refer
to the Summary Plan Descriptions in your Associate Benefits Book and to the Summaries of Material
Modifications that are sent when changes are made to your benefits.
In this chapter
Topic See page...

Your Financial Future 5-2
Your Health and Well-Being 5-3
Other Valuable Benefits 5-5

Your Financial Future
PROFIT Plan
Publix saves for your future! We do this through the Publix PROFIT Plan, which is a retirement plan that
we provide to eligible associates. PROFIT stands for Publix People Reach Our Future Investing
Together. Each year, Publix may make a contribution of Publix stock to the plan accounts of eligible
associates who work at least 1,000 hours during their anniversary year. This helps you prepare for a
financially secure retirement while owning a part of our company. Associates are sent information at their
work location after receiving their first company contribution to the plan.
Full-time and part-time associates are automatically enrolled in the plan after one year of service in which
they work at least 1,000 hours. Please refer to your Associate Benefits Book for detailed information. If
you have questions, please call the Retirement department at (863) 688-7407, extension 52327, or toll-
free at 1-800-741-4332 (if calling from outside of Lakeland).
401(k) SMART Plan

It’s smart to start saving early for retirement, and Publix helps you do just that! Our 401(k) SMART Plan
gives you the opportunity to contribute up to 10 percent of your pay each pay period for your retirement.
We offer you a broad range of asset classes and investment fund options in which you can invest your
money. Plus, each year, eligible associates who contribute to the plan and work at least 1,000 hours
during their anniversary year may receive a matching contribution to their SMART Plan account.
Full-time and part-time associates can join the plan if they are at least 18 years of age with at least six
months of service with Publix. Please refer to your Associate Benefits Book for detailed information. You
can visit the plan’s website at http://publix401k.voyaplans.com or call the Information Line at 1-888-401k-
PLN (1-888-401-5756). You may also contact the Retirement department at (863) 688-7407, extension
52327, or toll-free at 1-800-741-4332 (if calling from outside of Lakeland).
Employee Stock Purchase Plan

Buying Publix stock — that’s an exclusive benefit of working for Publix! In addition to the PROFIT and
401(k) SMART Plans, we give you the opportunity to become an owner in our company through the
Employee Stock Purchase Plan. You can purchase Publix stock as a long-term investment during certain
time periods each year based on the most recent stock price. You can buy it for yourself or jointly with
your spouse, or as a gift to a custodial account for the benefit of your minor child.
Full-time and part-time associates are eligible to purchase stock after one year of continuous service with
Publix. Please refer to your Associate Benefits Book for detailed information. If you have questions,
please call the Stockholder Services department at (863) 688-7407, extension 52323, or toll-free at 1-
800-741-4332 (if calling from outside of Lakeland).

Your Health and Well-Being
Health Plan
Health insurance can keep you healthy! That’s because our Blue Cross and Blue Shield (BCBS)
Preferred Provider Organization (PPO) Plan offers you and your family free preventive health care
benefits each year. These free preventive benefits include an annual physical, well woman visit, well
child visits, preventive care lab work, mammogram, prostate screening and more. Publix offers
comprehensive medical and prescription benefits at an affordable cost through BCBS’s extensive network
of doctors and hospitals.
Full-time associates can join the plan after 90 days of continuous full-time service. Part-time associates
can join the plan upon the completion of one year of continuous employment with Publix with at least
1,500 work credit hours in that first year of continuous employment or a subsequent calendar year (Jan.
— Dec.). Please refer to your Associate Benefits Book for detailed information. If you have questions,
please call the Group Benefits department at (863) 688-7407, extension 52280, or toll-free at 1-800-741-
4332 (if calling from outside of Lakeland).
Dental Plan
A friendly smile shows your customers that you’re eager to provide them with Publix premier service, and
good dental care is an important part of maintaining your health. That’s why we help you protect your
smile! Our dental plan offers coverage for preventive, basic and major services. Orthodontic benefits
also are available in most areas.
Full-time and part-time associates can join the plan after 90 days of continuous service. Please refer to
your Associate Benefits Book for detailed information. You also can visit www.personal-plans.com/publix
from a home computer. When you first visit the Personal Plans website, you need your eight-digit Publix
personnel number. Be sure to enter any leading zeros in your personnel number. You should be able to
access the Personal Plans website within your first two weeks of joining Publix.
Life Insurance Plan

Financial security for your family and loved ones in the event of your death is important to Publix. That’s
why we offer eligible associates free term-life insurance benefits and free accidental death and
dismemberment benefits for death, loss of a limb or loss of sight as the result of an accident.
Full-time associates are automatically enrolled in this plan after one year of continuous full-time service
with Publix. Please refer to your Associate Benefits Book for detailed information. If you have questions,
please call the Group Benefits department at (863) 688-7407, extension 52280, or toll-free at 1-800-741-
4332 (if calling from outside of Lakeland).

Your Health and Well-Being, Continued
Supplemental Life Insurance Plan

Need life insurance? The Supplemental Life Insurance Plan offers term-life insurance and accidental
death and dismemberment coverage for you and your family at special group rates with limited
underwriting (individual applicant evaluation). Free will preparation is also offered to enrolled associates
through this plan.
Full-time associates can apply for coverage immediately upon hire. Part-time associates can apply for
coverage after 90 days of continuous service with Publix. If you choose to apply for coverage after your
initial enrollment period, full underwriting will be required by the insurance company.
Please refer to your Associate Benefits Book for detailed information. You also can visit www.personal-
plans.com/publix from a home computer. When you first visit the Personal Plans website, you need your
eight-digit Publix personnel number. Be sure to enter any leading zeros in your personnel number. You
should be able to access the Personal Plans website within your first two weeks of joining Publix.
Long Term Disability Plan

What would you do without your pay for an extended period of time due to an illness or injury? The
Publix Long Term Disability (LTD) Plan helps protect your pay and provide financial security for you and
your family. This plan offers valuable benefits if you become totally disabled for more than 90 days and
cannot work due to an approved illness or injury. LTD benefits may replace up to 66 2/3 percent of your
average covered monthly wages.
Full-time associates can join the plan after one year of continuous full-time service with Publix without
proof of good health. If you choose to apply for coverage during a subsequent open enrollment period,
full underwriting (individual applicant evaluation) will be required by the insurance company. Please refer
to your Associate Benefits Book for detailed information. If you have questions, please call the Group
Benefits department at (863) 688-7407, extension 52280, or toll-free at 1-800-741-4332 (if calling from
outside of Lakeland).
Vision Plan
The benefits are clear! Publix knows your sight is very important, so we offer you and your family vision
care benefits at an affordable premium. Eye exams and glasses or contact lenses are covered through a
broad network of private practice and retail optical providers to best meet your needs.
Full-time and part-time associates can join the plan after 90 days of continuous service. Please refer to
your Associate Benefits Book for detailed information. You also can visit www.personal-plans.com/publix
from a home computer. When you first visit the Personal Plans website, you need your eight-digit Publix
personnel number. Be sure to enter any leading zeros in your personnel number. You should be able to
access the Personal Plans website within your first two weeks of joining Publix.

Other Valuable Benefits
Discount Program
Do we have some great deals for you! Through the Publix Personal Plans Discount Program, you and
your family can receive exclusive discounts and special offers on a variety of goods and services. So if
you’re thinking about buying a new or used car or truck, buying a new computer, securing a new or
refinanced home mortgage, taking a trip and needing hotel or travel accommodations, going to a dinner
show or the movies, visiting a theme park, having your taxes prepared or doing some online shopping, be
sure to check out the Discount Program first.
Full-time and part-time associates are eligible to participate immediately upon hire. For more information,
please visit www.beneplace.com/publix from a home computer. When you first visit the Personal Plans
website, you need your eight-digit Publix personnel number. Be sure to enter any leading zeros in your
personnel number. You may need to allow pop-ups in your Internet browser and/or modify your Internet
security settings to access some of the discount providers. You should be able to access the Personal
Plans website within your first two weeks of joining Publix.
Associate Prescription Discount Program

Associates and relatives living in their household may participate in the program which offers discounts
on brand and generic prescriptions. Associates are eligible after completing 30 days of continuous
service. For questions, contact your local Pharmacy.
Service awards
At Publix, we value your years of service! We recognize your continuous service every five years.
Awards are presented to 5-, 10-, and 15-year associates at luncheons. Associates with 20 years of
service or more are recognized at dinner celebrations and receive their awards prior to the celebration.
When you’re eligible for a service award, Associate Services will send information to you at your work
location. For more information, talk with your manager or contact Associate Services at (863) 688-7407,
extension 54144.
Note: For information on adjustments to service award dates for short-term rehires, see pages 6-26 and
6-30.
Cafeteria
Have lunch on us! If there is a cafeteria at or nearby the support facility in which you work (Distribution,
Industrial Maintenance, Manufacturing, and Office), you can get a free meal each day you work.
Publix Employees Federal Credit Union

The Publix Employees Federal Credit Union (PEFCU) offers a number of valuable money and time saving
financial services. To take advantage of the services the PEFCU has to offer, obtain a membership
application from your manager or trainer, by visiting www.pefcu.com or calling the PEFCU at (800) 226-
7611.

Chapter 6: Time Away From Work and
Leaving the Company
Introduction
We know it’s important for you to take time off from work for many reasons. However, we hope that you
enjoy your job so much you won’t ever want to leave us for good. This chapter explains our policies that
allow you to take time away from work or leave the company and come back (if you’re eligible and meet
the requirements).
In this chapter
Topic See page...

General Information About Leaves of Absence 6-2
Family and Medical Leave (FMLA) 6-5
Disability Leave 6-10
Domestic/Sexual Violence 6-12
Jury Duty Leave 6-14
Bereavement Leave 6-16
Military Service 6-17
Publix’s Vacation Policy 6-18
Time Off for Voting 6-25
Adjustments for Short-term Returns to a Full-time Position 6-26
Workers’ Compensation Absences 6-27
Leaving the Company 6-28
Adjusted Service Dates for Short-term Rehires 6-30

General Information About Leaves of Absence
How absences affect you

If you’re unable to work, another associate will have to cover for you while you’re gone. Regardless of
whether you are paid when absent or not, most absences from work will be considered by your manager
in evaluating your attendance and performance. Because absences impact your coworkers and the
operation of your work location, they may also have an effect on your pay. They may result in discipline,
and if there are too many of them, they may result in you losing your job. There are other absences,
however, that Publix “protects.” If you’re eligible, and provided you follow the right procedures, some of
your absences may qualify for a “leave.” This chapter describes the different types of protected “leaves”
that are available at Publix, and in each case, what you need to do to qualify for one.
Many benefits (such as vacation, holiday bonus pay and sick pay hours) are accumulated and/or accrued
based on time actually worked, and being absent from work may affect these benefits. For more
information on compensation and benefits eligibility, see Chapters 4 and 5, the Associate Benefits Book
or the official benefit plan documents.
If you're discharged for absences, you may not be eligible to receive unemployment compensation
benefits. Specific attendance and punctuality standards may be established for your area; see your
manager for details.
What’s a leave of absence?

At Publix, a leave of absence is an approved absence, with a formal assurance from the company that
the absence won’t be considered for attendance practices, performance evaluations or pay
considerations.
To be approved means you’ve met the qualifications and eligibility requirements of the leave, you’ve
appropriately requested leave, provided appropriate supporting documentation and you’ve obtained your
manager’s approval. You may return to work, as long as you meet the return to work requirements of the
leave. Eligibility requirements and the level of assurance of return to work vary based on the type of
leave.
Maximum time off without leave

We need accurate records of associates who are active. To assist with this, associates who don’t work
for a certain amount of time are considered to have separated from employment. While Publix locations
and business areas may have different practices for separating associates who are absent (for example,
some areas may terminate an associate for being absent three days without calling in), we’ve established
a 30-consecutive calendar day maximum on the time off you may take without being placed on a leave of
1
absence. If you don’t perform work for more than 30 consecutive calendar days without being placed on
st
an approved leave, you will be automatically separated from the company effective the 31 day. If you
separate and return to work for Publix you’ll have a new rehire date, and this can mean a loss of benefits!
If you’re going to be away from work for an extended period of time, and you qualify for a leave of
absence, do what you need to do to be sure you get that leave!
Note: Your location's attendance rules will still apply and may result in you being separated in less than
30 days.
1
Approved time away from work due to vacation (taken under Publix’s Vacation Policy) or a work-related
injury at Publix does not count toward the 30-calendar day time away from work maximum.
General Information About Leaves of Absence,
Continued
What leaves are available at Publix?

The following table lists each of the types of leave available at Publix and briefly describes the purpose of
each leave.
Type of Leave Description

Jury Duty Leave Associates called for jury duty are excused from work while performing
activities related to jury duty.
Bereavement Associates can take up to a maximum of three scheduled days away from
1
Leave work due to a death of an “immediate family member.”
FMLA Leave Eligible associates can take up to 12 weeks of time away from work in a
rolling 12-month period for qualifying reasons (Sick/Serious, Caregiver,
2
Maternity, Child Care, Active Duty/Family Member or Military Caregiver).
Disability Leave In a rolling 12-month period, eligible associates can generally take time
away from work for their own serious health condition for up to
• 24 weeks (if not eligible for FMLA Leave) or
• 12 weeks (if 12 weeks or more of FMLA Leave was taken during the
previous 12-month period).
Military Service Associates can take time away from work for the purpose of performing
and Military Leave military service on either a voluntary or involuntary basis.
Domestic/Sexual According to Florida law, eligible associates can take up to a total of three
Violence Leave days Domestic/Sexual Violence Leave in a rolling 12-month period.
How do you request a leave?

In order to request a leave of absence, you must submit an electronic Time Off Request (TOR) in
PASSport to your manager. Generally, 30 days advance notice is required (and appreciated) for an
associate to request leave. However, in emergency situations, 30 days advance notice may not always
be possible. In these circumstances, please provide as much notice as reasonably possible.
You’ll also need to provide a properly completed
• Medical Certification Form (Non-Military) or appropriate medical documentation, if the absence is due
to a serious health condition or you are absent due to your own illness for more than three
consecutive, full calendar days (see page 6-9 for a definition of “serious health condition”) or
• Active Duty/Family Member FMLA Leave form or Military Caregiver FMLA Leave form (the
appropriate form for your request), or appropriate documentation and/or supporting documentation, if
you are taking FMLA Leave for a military reason explained on page 6-7.
Medical certification or appropriate medical documentation may be required for absences of three
consecutive, full calendar days or less. These decisions are made on a case-by-case basis, but we’ll be
sure to let you know in these situations whether medical certification or appropriate medical
documentation is required.
You’ll also have to respond to and answer reasonable questions regarding the nature of your absence
and the need for leave. Leave may be denied if you do not provide appropriate information.
1
Immediate family members are defined on page 6-16.
2
If leave is needed to care for a spouse, son, daughter, or parent who is a service member with a serious
injury or illness incurred in the line of covered active duty in the Armed Forces, you may be able to take
up to 26 weeks in one single 12-month period (12 months from the date the leave begins).
General Information About Leaves of Absence,
Continued
Maintaining your benefits while on leave

In order to maintain health and/or long-term disability (LTD) coverage, and subject to the plan limitations,
you must continue to pay your required premiums to the Group Benefits department by the monthly due
dates while on a leave of absence. Publix Personal Plans will generally wait until you return to work to
collect missed payroll deductions for dental, vision, and supplemental life insurance coverage.
Work credit hours play an important role in a part-time associate's eligibility to enroll in and maintain
coverage under some of the group insurance plans offered by Publix. Therefore, if time worked is not
recorded properly and absences are not submitted, an associate's benefits could be affected. Hours that
accumulate toward work credit hours generally include hours for regular pay, overtime pay, holiday pay,
vacation pay (for time off), sick pay, jury duty pay and bereavement pay.
Associates with company approved unpaid absences due to FMLA Leave, Domestic/Sexual Violence
Leave, Military Leave and workers' compensation receive work credit hours each week for up to 12
weeks. Associates on Disability Leave will not receive work credit hours unless they are receiving sick
pay during the leave.
For detailed information on the eligibility requirements for the benefit plans, please see your Associate
Benefits Book (Volumes One through Three).
Keeping management informed about your status during leave

Leaves of absence are only good for fixed periods of time — eventually, they expire. You should
maintain contact with your manager while out on leave. Maintaining contact benefits you and your
manager because you both remain up to date regarding when you’re able, and expected, to return to
work. Maintaining contact also allows your manager to discuss appropriate options if you’re unable to
return to work upon expiration of your leave. If your circumstances change and you are able to return to
work earlier than originally requested, you should notify your manager as soon as possible and at least
two days prior to the date you anticipate being available to report to work so that scheduling
arrangements can be made.
Medical certification
If you take a leave of absence for your own serious health condition or are absent due to your own illness
for more than three consecutive, full calendar days, you will be required to provide your manager with
medical certification or appropriate medical documentation, including a release to return to work (if not
covered by the initial documentation provided).
• For FMLA Leave, you must provide appropriate medical documentation upon expiration of the initial
certification, when you request an extension, when circumstances regarding the certification change
substantially or every six months, whichever is earlier.
• For Disability Leave, you must provide appropriate medical documentation upon expiration of the
initial certification or every twelve weeks, whichever is earlier.
Medical certification or appropriate medical documentation may be required for absences of three
consecutive, full calendar days or less. These decisions are made on a case-by-case basis, but we’ll be
sure to let you know in these situations whether medical certification or appropriate medical
documentation is required before you return to work.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits Publix from requesting or
requiring genetic information of associates or their family members. In order to comply with this law,
Publix asks that associates not provide any genetic information when responding to requests for medical
information. Genetic information includes an associate’s family medical history, the results of an
associate’s or family member's genetic tests, the fact that an associate or his or her family member
sought or received genetic services, and genetic information of a fetus carried by an associate or his or
her family member or an embryo lawfully held by an associate or family member receiving assistive
reproductive services.

Family and Medical Leave (FMLA)
About Family and Medical Leave

If you’re eligible, you may be able to take up to 12 weeks of Family and Medical Leave (FMLA) in a rolling
1
12-month period. Such leave is available for specific qualifying reasons. It may also be taken
intermittently or on a reduced-work schedule, under certain circumstances. If taking leave intermittently,
we expect you to do your best to schedule any planned medical treatments or appointments so your
absence doesn’t adversely affect your work location or disrupt normal operations.
How FMLA absences affect you

If you’re absent on FMLA Leave, whether a single long-term leave or a number of short-term absences
(intermittent leave), your absences won’t be considered when assigning hours or jobs, assigning
performance evaluation ratings or raises based on these ratings, making disciplinary decisions, and
providing employment benefits that are accumulated or accrued, etc.
Determining when absences qualify for FMLA can be confusing to you as well as your manager. If you
feel that your absence is FMLA qualifying and isn’t being counted correctly, be sure to let your manager
or Associate Relations Specialist know. You can also fill out a complaint form to have your concern
addressed and documented. For more information on employment complaints, see Our Open Door
Policy and Our Formal Complaint Procedure on page 1-8.
Note: In order to maintain health and/or long-term disability (LTD) coverage, and subject to the plan
limitations, you must continue to pay your required premiums to the Group Benefits department
by the monthly due dates while on a leave of absence. Publix Personal Plans will generally wait
until you return to work to collect missed payroll deductions for dental, vision, and supplemental
life insurance coverage. For detailed information on the eligibility requirements for the benefit
plans, please see your Associate Benefits Book (Volumes One through Three).
1
FMLA Leave needed to care for a spouse, son, daughter, or parent who is a service member with a
serious injury or illness incurred in the line of covered active duty in the Armed Forces may be taken for
up to 26 weeks (combined with other FMLA Leave) in one single 12-month period (12 months from the
date the leave begins).
Family and Medical Leave (FMLA), Continued
Federal FMLA poster
Below is a copy of the Federal poster that explains our responsibilities (as well as yours) regarding the
FMLA. A copy of this is posted at your work location (see the General Notice to Employees: Federal
Posting Requirements poster). The rest of this section explains Publix's FMLA policy which meets all of
the Federal requirements.
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
Basic Leave Entitlement Subject to certain conditions, the continuing treatment requirement may
FMLA requires covered employers to provide up to 12 weeks of be met by a period of incapacity of more than 3 consecutive calendar
unpaid, job-protected leave to eligible employees for the following days combined with at least two visits to a health care provider or one
reasons: visit and a regimen of continuing treatment, or incapacity due to
• for incapacity due to pregnancy, prenatal medical care or pregnancy, or incapacity due to a chronic condition. Other conditions
child birth may meet the definition of continuing treatment.
• to care for the employee’s child after birth, or placement for Use of Leave
adoption or foster care An employee does not need to use this leave entitlement in one block.
• to care for the employee’s spouse, son, daughter or parent, Leave can be taken intermittently or on a reduced leave schedule when
who has a serious health condition or medically necessary. Employees must make reasonable efforts to
• for a serious health condition that makes the employee schedule leave for planned medical treatment so as not to unduly disrupt
unable to perform the employee’s job. the employer’s operations. Leave due to qualifying exigencies may also
Military Family Leave Entitlements be taken on an intermittent basis.
Eligible employees whose spouse, son, daughter or parent is on Substitution of Paid Leave for Unpaid Leave
covered active duty or call to covered active duty status may use Employees may choose or employers may require use of accrued paid
their 12-week leave entitlement to address certain qualifying leave while taking FMLA leave. In order to use paid leave for FMLA
exigencies. Qualifying exigencies may include attending certain leave, employees must comply with the employer’s normal paid leave
military events, arranging for alternative childcare, addressing policies.
certain financial and legal arrangements, attending certain Employee Responsibilities
counseling sessions, and attending post-deployment reintegration Employees must provide 30 days advance notice of the need to take
briefings. FMLA also includes a special leave entitlement that FMLA leave when the need is foreseeable. When 30 days notice is not
permits eligible employees to take up to 26 weeks of leave to care possible, the employee must provide notice as soon as practicable and
for a covered service-member during a single 12-month period. A generally must comply with an employer’s normal call-in procedures.
covered servicemember is: (1) a current member of the Armed Employees must provide sufficient information for the employer to
Forces, including a member of the National Guard or Reserves, determine if the leave may qualify for FMLA protection and the
who is undergoing medical treatment, recuperation or therapy, is anticipated timing and duration of the leave. Sufficient information may
otherwise in outpatient status, or is otherwise on the temporary include that the employee is unable to perform job functions, the family
disability retired list, for a serious injury or illness*; or (2) a veteran member is unable to perform daily activities, the need for hospitalization
who was discharged or released under conditions other than or continuing treatment by a health care provider, or circumstances
dishonorable at any time during the five-year period prior to the supporting the need for military family leave. Employees also must
first date the eligible employee takes FMLA leave to care for the inform the employer if the requested leave is for a reason for which
covered veteran, and who is undergoing medical treatment, FMLA leave was previously taken or certified. Employees also may be
recuperation, or therapy for a serious injury or illness. required to provide a certification and periodic recertification supporting
**The FMLA definitions of “serious injury or illness” for the need for leave.
current servicemembers and veterans are distinct from the Employer Responsibilities
FMLA definition of “serious health condition”. Covered employers must inform employees requesting leave whether
Benefits and Protections they are eligible under FMLA. If they are, the notice must specify any
During FMLA leave, the employer must maintain the employee’s additional information required as well as the employees’ rights and
health coverage under any “group health plan” on the same terms responsibilities. If they are not eligible, the employer must provide a
as if the employee had continued to work. Upon return from reason for the ineligibility.
FMLA leave, most employees must be restored to their original or Covered employers must inform employees if leave will be designated as
equivalent positions with equivalent pay, benefits, and other FMLA-protected and the amount of leave counted against the
employment terms. employee’s leave entitlement. If the employer determines that the leave
Use of FMLA leave cannot result in the loss of any employment is not FMLA-protected, the employer must notify the employee.
benefit that accrued prior to the start of an employee’s leave. Unlawful Acts by Employers
Eligibility Requirements FMLA makes it unlawful for any employer to:
Employees are eligible if they have worked for a covered • interfere with, restrain, or deny the exercise of any right provided
employer for at least 12 months, have 1,250 hours of service in under FMLA and
the previous 12 months*, and if at least 50 employees are • discharge or discriminate against any person for opposing any
employed by the employer within 75 miles. practice made unlawful by FMLA or for involvement in any
*Special hours of service eligibility requirements apply to proceeding under or relating to FMLA.
airline flight crew employees. Enforcement
Definition of Serious Health Condition An employee may file a complaint with the U.S. Department of Labor or
A serious health condition is an illness, injury, impairment, or may bring a private lawsuit against an employer.
physical or mental condition that involves either an overnight stay FMLA does not affect any Federal or State law prohibiting discrimination,
in a medical care facility, or continuing treatment by a health care or supersede any state or local law or collective bargaining agreement
provider for a condition that either prevents the employee from which provides greater family or medical leave rights.
performing the functions of the employee’s job, or prevents the FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered
qualified family member from participating in school or other daily employers to post the text of this notice. Regulation 29 C.F.R. §
activities. 825.300(a) may require additional disclosures.

Reasons that may be FMLA qualifying

FMLA Leave is available to you (if you’re eligible) in specific circumstances. Reasons that may be FMLA
qualifying and the absence types are listed below.
Reason Absence Type

1
A serious health condition that makes you unable to perform your job. Sick/Serious
1
To care for a spouse, child, or parent who has a serious health condition. Caregiver
Any period of disability due to pregnancy or for prenatal care, including Maternity
childbirth and the period of time after childbirth when you’re medically unable
1
to work.
Newborn child care even if the child is healthy (either a mother or father) or Child Care
2
adoption of a child or placement of a child with you for foster care.
For a qualifying exigency in support of a spouse, son, daughter or parent Active Duty/
1 3
called to active duty in the Armed Forces in a foreign country. Family Member
Note: 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.
To care for a spouse, son, daughter, or parent who is a service member with a Military
serious injury or illness incurred in the line of duty on active duty in the Armed Caregiver
1 4
Forces.
1
This leave may be taken on an intermittent or reduced-schedule basis.
2
With management’s approval, this leave may be taken on an intermittent or reduced-schedule basis.
3
For questions about these circumstances, see your manager or contact your Associate Relations
Specialist.
4
In limited circumstances, associates who are not a spouse, son, daughter or parent of the seriously
injured service member are eligible for leave provided they are the nearest blood relative (referred to as
“next of kin”).
When are you eligible for FMLA Leave?

For you to be eligible for Family and Medical Leave, you must have
• been employed by Publix for at least 12 months
• worked at least 1250 hours during the 12 months preceding the date the leave would begin and
• not exhausted the FMLA Leave that is available for the situation and applicable time frame (see the
explanation below).
The following table provides an explanation of how much FMLA time you can take, provided you meet the
employment and work hours requirements for leave.
If your FMLA Leave You can take up to…

is for…
Military Caregiver 26 weeks of FMLA Leave for the Military Caregiver and any other FMLA
reasons during a set 12-month period (this begins the first day you take
leave for Military Caregiver).
Note: If you take FMLA Leave for another qualifying reason during the
set 12-month period, any time taken will be subtracted from the 26
weeks you can take for both leaves combined.
all reasons other than 12 weeks minus the time you’ve already taken for FMLA Leave if you’ve
Military Caregiver taken the leave for any reason other than Military Caregiver during the
previous 12-month period.
Note: If you have taken FMLA Leave for Military Caregiver in the
previous 12-month period, you are limited to a total of 26 weeks
for both Military Caregiver and any other qualifying FMLA reason
during the set 12-month period which begins the first day you take
leave for Military Caregiver. For example, if an associate took 22
weeks of leave for Military Caregiver from February 8, 2011 to
August 1, 2011 and the associate wants to take FMLA Leave for
another qualifying reason on November 1, 2011, the associate is
only eligible for 4 weeks of additional FMLA because only 26
weeks can be taken between February 8, 2011 and February 8,
2012.
In order to request Family and Medical Leave, you must submit an electronic Time Off Request (TOR) in
PASSport to your manager. We’ll be sure to let you know whether you’re eligible or not (and why, if not),
how much leave you’re eligible for and we’ll count as FMLA, as well as if we need any additional
information from you. You’ll also need to provide a properly completed
• Medical Certification Form (Non-Military) or appropriate medical documentation, if the absence is due
to a serious health condition or you are absent due to an illness for more than three consecutive, full
calendar days (see page 6-9 for a definition of “serious health condition”) or
• Active Duty/Family Member FMLA Leave form or Military Caregiver FMLA Leave form (the
appropriate form for your request), or appropriate documentation and/or supporting documentation, if
you are taking FMLA Leave for a military reason explained on page 6-7.
Be sure to let your manager know if you’ve already taken FMLA Leave for the same reason or you were
previously approved for FMLA Leave for the same reason in the past.
If you’re on FMLA Leave, and you would like confirmation of your status periodically, contact the
Personnel Records department at (863) 688-7407, extension 55255.

Serious health condition

A serious health condition is
• An illness, injury, impairment, or physical or mental condition that requires inpatient care or continuing
treatment by a Health Care Provider for a condition that prevents you from performing the functions of
your job, or a qualified family member from participating in work, school or other daily activities. The
continuing treatment requirement may be met by a period of
• incapacity of more than three consecutive, full calendar days combined with at least two visits to
a Health Care Provider within 30 days of the first day of incapacity (the first visit must take place
within seven days of the first day of incapacity) or
• incapacity of more than three consecutive, full calendar days combined with one visit to a Health
Care Provider and a regimen of continuing treatment (the first visit must take place within seven
days of the first day of incapacity).
• Incapacity due to pregnancy or prenatal care.
• A chronic condition that requires periodic visits (at least twice a year), continues over an extended
period of time or may cause episodic periods of incapacity (for example, asthma, diabetes, epilepsy
or sickle cell anemia).
• A permanent or long-term condition for which treatment may not be effective (for example, terminal
stages of a disease, severe stroke or Alzheimer’s).
• Multiple treatments for an ongoing condition that would likely result in an absence of more than three
consecutive, full calendar days, if untreated (for example, chemotherapy or radiation for cancer,
physical therapy for severe arthritis and dialysis for kidney disease) or for restorative surgery.
Are you paid while on FMLA Leave?

Family and Medical Leave is an unpaid leave of absence. However, an associate with accumulated sick
pay who is on FMLA for his or her own serious health condition must use his or her sick pay, if eligible.
If eligible, an associate may use other paid time off benefits (vacation pay or bereavement pay) in lieu of
unpaid leave while on FMLA. To receive pay, associates must comply with the requirements of the
applicable paid time off policy. If the benefit is used before it is accumulated, the associate will be
responsible for paying the amount back to Publix.
Returning to work
When you’re ready to come back to work, you’ll be returned to the same or an equivalent job, with the
same pay, benefits, hours, and shift preferences, etc. You’ll also automatically qualify for continuation of
health, dental, long-term disability (LTD), vision and supplemental life insurance coverage, without having
to re-meet the plan’s eligibility requirements if you were eligible or enrolled before the leave.
Medical certification or appropriate medical documentation will be required for all absences related to
your own serious health condition or if you are absent due to an illness for more than three consecutive,
full calendar days. (If the original documentation provided is not expired or your situation has not
changed substantially, you won’t have to submit medical documentation again.) Medical certification may
be required for absences of three consecutive, full calendar days or less. These decisions are made on a
case-by-case basis, but we’ll be sure to let you know in these situations whether medical certification or
appropriate medical documentation is required before you return to work.

Disability Leave
About Disability Leave

There might come a time when you’re unable to work due to your own serious health condition and you’re
not eligible for Family and Medical Leave or you’ve used it up. In these circumstances, it may be possible
for you to take a Disability Leave.
Coordinating Family and Medical Leave (FMLA) with Disability Leave

Because FMLA and Disability Leave may both involve taking time away from work due to your own
serious health condition, it’s important to understand how these two types of leave work together.
If you need to take time away from work for your own serious health condition, and you’re eligible for
FMLA, that leave will always be used before Disability Leave is used. If eligible, Disability Leave will be
used after you have exhausted FMLA or if you’re not eligible for FMLA.
The maximum amount of combined FMLA Leave (excluding leave for Military Caregiver) and Disability
Leave you may be eligible to take for your own serious health condition in a rolling 12-month period is
generally 24 weeks. The maximum amount of combined FMLA Leave (including 26 weeks of leave for
Military Caregiver) and Disability Leave you may be eligible to take in the set 12-month period beginning
the day Military Caregiver starts is generally 38 weeks. If you need to extend these leaves, contact your
Associate Relations Specialist.
Note: If you are also eligible for a Domestic/Sexual Violence Leave, you may be entitled to additional
time beyond the 24 weeks. In these situations, if you are eligible for FMLA and Disability Leave,
the FMLA Leave will always be used first, the Disability Leave used next and the
Domestic/Sexual Violence Leave used last.
Qualifying reason for Disability Leave

To qualify for Disability Leave, you must be unable to perform your job due to your own serious health
condition. Disability Leave is generally available when you expect to be unable to work for a minimum of
two weeks. If you need Disability Leave for less than two weeks, contact your Associate Relations
Specialist.
In order to request a Disability Leave, you must submit an electronic Time Off Request (TOR) in
PASSport to your manager. You will also need to provide a properly completed Medical Certification
Form (Non-Military) or appropriate medical documentation.
When are you eligible for Disability Leave?

In addition to meeting the qualifying reason requirement, you must also be eligible for Disability Leave.
To be eligible for Disability Leave, you must have
• completed at least 90 days of employment with Publix
• exhausted 12 weeks of FMLA if you were eligible for it (excluding any time taken for Military
Caregiver) and
• not taken 24 weeks of combined Disability Leave and FMLA (excluding any time taken for Military
Caregiver) during the previous 12-month period.
Similar to FMLA (excluding Military Caregiver), you are generally eligible to take up to a total of
• 12 weeks of Disability Leave in any “rolling” 12-month period or
• 24 weeks of Disability Leave in any “rolling” 12-month period if you’re not eligible for FMLA.

Disability Leave, Continued
Are you paid while on Disability Leave?

Disability Leave is an unpaid leave of absence. However, an associate with accumulated sick pay who is
on Disability Leave must use his or her sick pay, if eligible. If eligible, an associate may use other paid
time off benefits (vacation pay or bereavement pay) in lieu of unpaid leave while on Disability Leave. To
receive pay, associates must comply with the requirements of the applicable paid time off policy. If the
benefit is used before it is accumulated, the associate will be responsible for paying the amount back to
Publix.
Returning to work
When you’re ready to come back to work, we’ll do our best to return you to the same or an equivalent job,
with the same pay, benefits, hours, and shift preferences, etc.
Medical certification or appropriate medical documentation will be required for all absences related to
your own serious health condition or if you are absent due to an illness for more than three consecutive,
full calendar days. (If the original documentation provided is not expired or your situation has not
changed substantially, you won’t have to submit medical documentation again.) Medical certification may
be required for absences of three consecutive, full calendar days or less. These decisions are made on a
case-by-case basis, but we’ll be sure to let you know in these situations whether medical certification (or
appropriate medical documentation) is required before you return to work.

Domestic/Sexual Violence Leave
About Domestic/Sexual Violence Leave

Publix understands that associates who experience a domestic or sexual violence situation may need
time off to recover or take action to deal with the situation. Publix will attempt to work with all associates
who experience these situations if they need time off for themselves, a family member or a member of
their household.
Definitions
The following table provides some definitions that are important to understanding this section.
Term Definition
Domestic Any assault, aggravated assault, battery, aggravated battery, sexual assault,
violence sexual battery, stalking, aggravated stalking, kidnapping, false imprisonment, or
any criminal offense resulting in physical injury or death of one family or
household member by another family or household member.
Family or • spouses or former spouses
household • persons related by blood or marriage
members
• persons who are presently residing together as if a family or who have
resided together in the past as if a family and
• persons who are parents of a child in common regardless of whether they
have been married.
Note: With the exception of persons who have a child in common, the family
or household members must currently reside in the same single dwelling
unit or must have resided together in the past in the same single
dwelling unit.
Sexual violence Any sexual assault, sexual battery or any criminal offense of a sexual nature
resulting in physical injury or death by anyone.
Examples of reasons for taking a leave

Examples of situations in which a Domestic/Sexual Violence Leave will be granted to eligible associates
are to
• seek an injunction for protection against domestic violence or an injunction for protection in cases of
repeat violence, dating violence or sexual violence
• obtain medical care or mental health counseling, or both, for the associate or a family or household
member to address physical or psychological injuries resulting from the act of domestic or sexual
violence
• obtain services from a victim-services organization, including, but not limited to, a domestic violence
shelter or program or a rape crisis center as a result of the act of domestic or sexual violence
• make their home secure from the perpetrator of the domestic or sexual violence or to seek new
housing to escape the perpetrator or
• seek legal assistance in addressing issues arising from the act of domestic or sexual violence or to
attend and prepare for court related proceedings arising from the act of domestic or sexual violence.

Domestic/Sexual Violence Leave, Continued
When are you eligible for Domestic/Sexual Violence Leave?

Eligible associates may be able to take up to a total of three days for Domestic/Sexual Violence Leave in
a rolling 12-month period if they have been employed at Publix for at least 90 days. However, managers
may allow additional time to associates for these situations. Any additional time off provided is subject to
the maximum time off without leave limitation.
Requesting time off

Associates who need time off due to a domestic or sexual violence situation should notify their manager
as soon as reasonably possible (by submitting an electronic Time Off Request (TOR) in PASSport). Your
manager may request documentation to support the absence request.
Employee Assistance Program

Publix’s Employee Assistance Program (EAP) provides referrals for counseling regarding violence. See
page 3-10 for more information.
Are you paid while on Domestic/Sexual Violence Leave?

Domestic/Sexual Violence Leave is an unpaid leave of absence. However, an associate with
accumulated sick pay who is on Domestic/Sexual Violence Leave must use his or her sick pay if the
absence qualifies for sick pay and the associate is eligible.
If eligible, an associate may use other paid time off benefits (vacation pay or bereavement pay) in lieu of
unpaid leave while on Domestic/Sexual Violence Leave. To receive pay, associates must comply with
the requirements of the applicable paid time off policy. If the benefit is used before it is accumulated, the
associate will be responsible for paying the amount back to Publix.

Jury Duty Leave
About Jury Duty Leave

Consistent with our belief that we should be involved as responsible citizens in our communities, all
associates are granted leave to perform jury duty.
You must notify your manager (by submitting an electronic Time Off Request (TOR) in PASSport) as soon
as you’re summoned (preferably before the week’s schedule is written) so arrangements can be made for
someone else to cover your shift. You may be asked to provide your manager with a copy of the jury duty
summons.
If you perform jury duty for three hours or less and are released, you must report to work that day, if
needed. You should contact your manager to determine whether you should return to work.
About jury duty pay

All associates are granted leave to perform jury duty. In addition, some associates are also eligible to be
paid for time lost due to jury duty. The purpose of this paid benefit is to ensure that eligible associates on
jury duty receive pay for hours they were scheduled (or would have been scheduled), if not performing
jury duty.
When are you eligible for jury duty pay?

The following table provides information on eligibility for jury duty pay, based on an associate’s status and
the state (and/or county) in which he or she serves.
Status State/County Eligibility

Part-time hourly • Florida (Dade and Broward counties) — These associates are eligible
if regularly scheduled at least 35 hours immediately upon hire.
each week
• Tennessee
Full-time hourly • Alabama These associates are eligible
• Florida (Dade and Broward counties) immediately upon hire.
• Tennessee
Full-time hourly • Florida (excluding Dade and Broward These associates are eligible
counties) after 90 days of continuous
• Georgia full-time service.
• North Carolina
• South Carolina
Salaried all states These associates are eligible
immediately upon hire.

Jury Duty Leave, Continued
How much are you paid for jury duty?

If eligible, jury duty pay will be paid to associates in their regular pay and the pay statement will reflect
that the associate was paid for jury duty.
Salaried associates are paid their weekly salary, regardless of the number of hours they spend working
1
and performing jury duty. The way hourly associates are paid for jury duty depends on the state and/or
county in which they serve.
The following table provides information on how eligible hourly associates are paid for jury duty (by the
state and/or county in which they serve). For information on how paid time off (PTO) benefits are
combined if more than one benefit is used during a workweek, see page 4-3.
State/County Payment
• Florida (excluding Dade Eligible associates are paid for the number of hours they miss
and Broward counties) from work due to jury duty, provided this does not cause them to
• Georgia be paid for more than 40 hours for the week.
• North Carolina
• South Carolina
• Alabama Associates are paid for the number of hours they missed from
• Florida (Dade and Broward work due to jury duty, as well as the number of hours they
counties only) worked for the week. If the total time spent performing jury duty
and working is more than 40 hours, associates are paid their
• Tennessee
regular hourly rate for the jury duty hours over 40.
purpose of determining eligibility for jury duty pay, see pages 6-26 and 6-30.
1
Salaried associate’s pay will be prorated in certain circumstances (for example, during the week hired or
separated or for specific absences). For more information, see How absences affect a salaried
Bereavement Leave
About Bereavement Leave

If you experience a death in your family, you may need time off to grieve. All associates are permitted to
take up to three scheduled days away from work due to the death of an “immediate family member.”
Any time you take off beyond the three days will be considered “unpaid absences” if you were already
scheduled (or if you’re full-time and the time off results in you working less than you’re normally
scheduled in a workweek).
If you request time off due to the death of someone who is not an immediate family member (such as a
personal friend or individual not living with you, etc.), this request does not qualify for Bereavement
Leave. In such cases, it’s up to your manager to decide how much time off (if any) to allow. Absences
under these circumstances are considered “unpaid absences.”
You should notify your manager (by completing and submitting an electronic Time Off Request (TOR) in
PASSport) to request time off for bereavement.
Immediate family members

Immediate family members are defined as:
• spouse • grandparent
• child • grandchild
• child – stillbirth •
1
great-grandparent
• parent • mother-in-law
• sibling • father-in-law or
• step-child • any individual living with the associate.
About bereavement pay

While all associates are eligible for up to a maximum of three days leave of absence due to the death of
an immediate family member (see the information above), some associates are also eligible to be paid for
this leave. The purpose of this paid benefit is to ensure that eligible associates do not lose the pay they
would normally receive when there is a death of an immediate family member.
When are you eligible for bereavement pay?

To be eligible for bereavement pay, you must be full-time, have completed 90 days of continuous full-time
service and been absent from work due to the death of an immediate family member.
Payment of bereavement pay

Bereavement pay will be paid to eligible associates in their regular pay and their pay statement will reflect
that the associate was paid bereavement pay. For information on how paid time off (PTO) benefits are
combined if more than one benefit is used during a workweek, see page 4-3.
purpose of determining eligibility for bereavement pay, see pages 6-26 and 6-30.
1
When a pregnancy is lost at 20 weeks or later.
Military Service
About military service

Publix grants time away from work for associates who perform military service with the uniformed services
(for example, the United States Marines, Navy, Air Force, Army, and National Guard). All such time away
from work for covered military service is “protected” and will not be counted against an associate for
attendance, pay, or performance evaluation considerations.
When is military service a leave?

If your absence for military service extends beyond 30 days, you will be placed on a Military Leave.
When are you eligible for military service?

For an associate to be excused from work for the purpose of performing military service, the associate
needs only to be registered with one of the uniformed services to perform military service (or be in the
process of joining one of the uniformed services).
Any associate who needs time away from work to perform military service, whether on a voluntary or
involuntary basis, is eligible to be excused from work. An associate should notify management (by
completing and submitting an electronic Time Off Request (TOR) in PASSport) to request time off for
military service.
Are you paid for military service?

Absences due to military service are unpaid. However, an associate with accumulated vacation through
Publix’s Vacation Policy may elect to receive vacation pay while away from work performing military
service.

Publix’s Vacation Policy
About vacations
Publix provides paid vacation time off to eligible full-time associates each calendar year. The amount of
paid vacation time offered to eligible associates is based on your full-time date (or adjusted full-time date),
length of continuous full-time service and pay category (hourly or salaried). The purpose of vacation is to
encourage a healthy work/life balance and allow you time off from work for rest and relaxation and/or to
take care of personal situations that arise each year.
Definitions
The terms below are important to understanding Publix’s Vacation Policy. These terms will be used
throughout this section.
Vacation Allotment: The maximum amount of vacation time a full-time associate is eligible to take,
based on his or her full-time date (or adjusted full-time date) and pay category. (Example: a full-time
hourly-paid associate has an allotment of 80 hours of vacation time for her first full calendar year of
continuous full-time service — and is eligible to take that much time off that calendar year.)
Vacation Accumulation: The actual amount of vacation time that a full-time associate is eligible to
receive.
Vacation Accumulation Date: The date an associate is credited with a portion of his or her vacation
allotment, if still employed in the same status and pay category.

Publix’s Vacation Policy, Continued
Vacation for full-time hourly-paid associates

In order for full-time hourly-paid associates to accumulate vacation each calendar month, they must have
work hours and/or paid time off benefit hours (bereavement, jury duty or paid vacation) during the
previous 25 weeks (as of the first of the calendar month). In addition, associates must be full-time the
entire calendar month and have at least 80 work or vacation hours.
Full-time hourly-paid associates accumulate vacation in the following manner.
Hire/Status Change Date or Vacation Vacation Vacation

Full Calendar Years of Allotment Accumulation Accumulation
Continuous Full-time Service Date
hired as full-time or moved from none n/a n/a
part-time to full-time after
calendar year
hired as full-time or moved from 4 hours per 4 hours per December 31
part-time to full-time on or calendar month of calendar month of
before September 30 of the full-time service full-time service
current calendar year (maximum of 40 (maximum of 40
hours) hours)
first through seventh 80 hours (2 6.67 hours per last day of the
weeks) calendar month calendar month
eighth through fifteenth 120 hours (3 10 hours per last day of the
sixteenth and more 160 hours (4 13.34 hours per last day of the
Full-time hourly-paid associates accumulate their vacation allotment if they remain employed in the same
pay category (hourly) and status (full-time) through the accumulation date. For information on how pay
category and status changes affect allotments and accumulations, see page 6-24.

Vacation for weekly salaried associates (including salaried

Pharmacists)
In order for weekly salaried associates (including salaried Pharmacists) to accumulate vacation each
calendar month, they must have work hours and/or paid time off benefit hours (bereavement, jury duty or
paid vacation) during the previous 25 weeks (as of the first of the calendar month) and be in a weekly
salaried position the entire calendar month.
1 2
Weekly salaried associates accumulate vacation in the following manner.

hired as weekly salaried or none n/a n/a
moved from part-time to
weekly salaried after
calendar year
hired as weekly salaried or .5 days per .5 days per December 31
moved from part-time to calendar month of calendar month of
weekly salaried on or before full-time service full-time service
September 30 of the current (maximum of 1 (maximum of 1
calendar year week) week)
moved from full-time to weekly amount the amount the last day of the
salaried anytime during the associate would associate would calendar month
current calendar year have been eligible have been eligible
for in the previous for in the previous
position position
first through seventh 10 days (2 weeks) .84 days per last day of the
calendar month calendar month
eighth through fifteenth 15 days (3 weeks) 1.25 days per last day of the
sixteenth and more 20 days (4 weeks) 1.67 days per last day of the
Weekly salaried associates (including salaried Pharmacists) accumulate their vacation allotment if they
remain employed in the same pay category (weekly salaried) and status (full-time) through the
accumulation date. For information on how pay category and status changes affect allotments and
accumulations, see page 6-24.
1
2
Vacation for monthly-paid associates

In order for monthly-paid associates to accumulate vacation each calendar month, they must have work
weeks (as of the first of the calendar month) and be in a monthly-paid position the entire calendar month.
1 2
Monthly-paid associates accumulate vacation in the following manner.

hired as monthly-paid after none n/a n/a
calendar year
moved from part-time to amount the amount the December 31
monthly-paid after September associate would associate would
30 of the current calendar year have been have been eligible
eligible for in the for in the previous
previous position position
hired as monthly-paid or moved 10 days (2 portion of allotment December 31
3
from part-time or full-time to weeks) prorated (based on the
monthly-paid on or before associate’s hire or
September 30 of the current status change date)
calendar year per calendar month
first through seventh 10 days (2 .84 days per last day of the
eighth through fifteenth 15 days (3 1.25 days per last day of the
sixteenth and more 20 days (4 1.67 days per last day of the
Monthly-paid associates accumulate their vacation allotment if they remain employed in the same pay
2
category (monthly-paid) and status (full-time) through the accumulation date. For information on how
pay category and status changes affect allotments and accumulations, see page 6-24.
1
2
3
A portion of the 10 days is allotted to the associate when he or she is hired (or moved to monthly-paid
during the year he or she is hired). The number allotted is based on the number of months of full-time
service the associate will have as of December 31, using his or her hire or status change date.
Vacation use and scheduling considerations

We encourage you to use your vacation time for rest and relaxation away from work. Associates don’t
accrue vacation so unused vacation time is lost if they don’t take it during the calendar year.
Business necessity determines when vacation time may be taken and these decisions are left to
management’s discretion. When scheduling vacations, managers may consider the business needs of
the department or location and other criteria such as associate length of service or the order in which
vacation time off is requested.
Associates can use their allotted vacation time before it is accumulated. The following applies to how
associates can take vacation time.
• Associates may take their vacation time as full weeks or individual days. However, Pharmacists can
only take one week of vacation time per year as individual days.
• Full-time hourly-paid associates may also take vacation time in hourly increments.
Vacation time taken by eligible associates is not subject to the maximum time off without leave limitation.
How do you request time off for vacation?

All requests for vacation for eligible full-time associates should be submitted through an electronic Time
Off Request (TOR) in PASSport.
Payment of vacation pay

Vacation pay will be paid to associates in their regular pay and the pay statement will reflect that vacation
pay was issued during the pay period. Associates may not receive vacation pay in advance of taking
vacation time off unless they are taking a work-through vacation. (For more information, see the next
page.)
Hourly-paid associates will be paid their regular pay rate for vacation hours, regardless of whether their
work hours and vacation hours (including work-through vacation hours) go over 40.
If an associate submits a TOR for vacation but is not eligible for vacation time, he or she will be paid up to
one full week of his or her holiday bonus (only if he or she has at least two weeks of holiday bonus
allotment and the associate hasn’t taken a full week of work-through vacation). If there is not at least two
weeks of holiday bonus allotted, this will be considered an “unpaid absence.” Unpaid absences may be
1
considered for attendance, evaluation, and pay considerations.
The maximum amount of pay an associate can receive for vacation requests (including a holiday bonus
advance) is five weeks.
For information on how paid time off (PTO) benefits are combined if more than one benefit is used during
a workweek, see page 4-3.
1
Salaried associate’s pay will be prorated in certain circumstances (for example, during the week hired or
separated or for specific absences). For more information, see How absences affect a salaried
Don’t want to take all your vacation time?

A work-through vacation is when you choose to forfeit vacation time in order to receive vacation pay
during a regularly scheduled workweek. This gives you the ability to receive vacation pay when you are
unable to take scheduled vacation time off or are unable to take all your vacation time off by the end of
the year due to business needs (for example, natural disasters, holiday weeks, and excessive labor
shortages).
Beginning with the second full calendar year of continuous full-time service, work-through vacations can
be taken if you
• are classified as full-time hourly-paid or weekly salaried
• have a vacation allotment of at least two weeks for the calendar year
• actually work the hours that are being requested as a work-through vacation
• don’t have any absence or holiday hours for the work-through vacation day(s) and
• haven’t taken any holiday bonus as vacation.
The following apply to work-through vacations.
• Monthly-paid associates are not eligible for work-through vacations.
1
• Work-through vacations cannot be taken on a Publix-paid holiday.

• The maximum amount of work-through vacation that can be taken each year is 40 hours for hourly-
2
paid associates or 5 days for weekly salaried associates.
• Associates cannot use the holiday bonus as vacation time if they have been paid a full week (40
hours/5 days) of work-through vacation.
• Hourly-paid associates can take work-through vacations in hourly, daily or weekly increments.
• Weekly salaried associates can take work-through vacations for actual days worked in daily or weekly
2
increments.
• Hourly-paid associates are eligible for work-through vacation pay only for the number of hours they
actually work the day the work-through is requested.
• Hourly-paid associates will be paid their regular pay rate for work-through vacation hours.
• Weekly salaried associates receive 1/5 of their pay for work-through vacation days.
2
• Work-through vacations are considered a bonus and are taxed at a higher rate, like the holiday
bonus.
• Work-through vacations cannot be requested through a Prior Period Adjustment (PPA).
Unused vacation pay

Associates do not accrue vacation so unused vacation time is lost if they don’t take it during the calendar
year. Associates who move to a part-time position will not receive additional pay for vacation time not
taken while classified as full-time during the calendar year.
1
2
Pay category and job status changes and employment separations

The following provides information on how pay category and job status changes affect associates.
• Monthly-paid associates accumulate their allotments at a faster rate than weekly salaried or full-time
1
hourly-paid associates in the year they are hired or moved to the monthly-paid position. During this
time frame, associates who move from this pay category to an hourly pay category will keep the
vacation they’ve accumulated but will then begin accumulating their vacation at the rate explained for
hourly-paid associates (a slower rate).
• Associates do not accrue vacation so unused vacation time is lost. Associates will lose their
accumulated vacation time if they don’t take it during the calendar year before their employment is
separated. Therefore, associates who move to a part-time position will not receive additional pay for
vacation time not taken while classified as full-time during the calendar year.
• If an associate’s employment ends on or before the date vacation pay is accumulated or the
associate changes his or her status to part-time, the associate is responsible for repaying Publix any
amount previously paid to him or her that was not accumulated. Publix will first attempt to recover
this amount from the associate’s next pay.
purpose of determining eligibility for vacation and vacation allotments, see pages 6-26 and 6-30.
There is no “unpaid vacation”

The only Time Off Requests (TORs) that should be submitted as “Vacation” are requests by eligible full-
time associates who have not exhausted their vacation allotment. There is no absence type for “unpaid
vacation” at Publix.
Full-time associates who are not eligible for vacation time or who have exhausted their vacation allotment
may be granted time off from work by their manager, but any absence for this purpose will be designated
as an “unpaid absence.” All unpaid absences, including any time away from work granted for “vacation”
purposes to full-time associates not eligible for vacation or associates who have exhausted their vacation
allotment, are subject to the maximum time off without leave limitation. Unpaid absences may be
considered for attendance, evaluation, and pay considerations.
Part-time associates are not eligible for paid vacation time. These associates should submit a schedule
request through an electronic TOR in PASSport if they need time off for “vacation” purposes.
1
Time Off for Voting
About time off for voting

Consistent with our belief that we should be involved as responsible citizens in our communities, Publix
believes all associates who are registered and eligible should have the opportunity to vote.
How do you request time off to vote?

You should make time to vote before or after your scheduled shift. However, if this is not possible, you
should submit an electronic Time Off Request (TOR) in PASSport and obtain your manager’s approval.
Your manager will determine the most convenient time to allow you to leave work to vote and may ask
you to provide proof of voter’s registration.
Are you paid for voting?

Depending on the state you live in, you may be eligible to receive pay for time spent voting. See your
manager for details.

Adjustments for Short-term Returns to a Full-time
Position
Bereavement, holiday bonus, holiday pay, jury duty and vacation

Full-time associates will receive the benefit of adjustments to their full-time service dates for purposes of
determining their eligibility for bereavement, holiday pay, jury duty, and vacation and the holiday bonus
(and their allotments) if they
• remain employed by Publix
• move to a part-time position and
• return to a full-time position within six months (182 days).
Specifically, their adjusted full-time service date will be the same as their last adjusted full-time service
date, plus the number of days they were classified as part-time. The effect of the adjustment is to give
such associates the benefit of their prior full-time service with Publix for purposes of determining their
eligibility for benefits and their vacation and holiday bonus allotments for a calendar year.
The normal accumulation and/or accrual requirements still apply.
Sick pay
Since part-time associates are not eligible to receive sick pay, full-time associates who are moved to part-
time normally lose their accumulated sick pay. However, full-time associates who were full-time for an
entire year, moved to part-time, and then returned to a full-time position within six months (182 days),
without a break in service, will receive a credit to their sick pay quota immediately upon their return to a
full-time position. The amount of the credit will be the number of hours of accumulated sick pay in their
quota as of the date they transferred to a part-time position, up to a maximum of 80 hours. These
associates can begin to use their sick pay hours immediately upon return to full-time status.

Workers’ Compensation Absences
About workers' compensation absences

While Publix strives to provide appropriate safety equipment and create workplace practices and
processes that limit the potential for workplace injury, some associates may experience a work-related
injury or illness at Publix. Be sure to report any work-related injuries or illnesses to your manager within a
reasonable timeframe after realizing that an injury or illness has occurred. Reporting a work-related injury
or illness to your manager will not be held against you in any way and Publix will not tolerate retaliation
against you for bringing it to the attention of your manager.
Who’s covered?
All associates who experience a work-related injury or illness and have a compensable injury or illness
are covered by workers’ compensation.
Workers’ compensation and leaves of absence

Because workers’ compensation injuries or illnesses have to do with the associate’s own health condition,
it is possible that an associate who needs time away from work due to a work-related injury or illness will
also qualify for FMLA Leave and/or Disability Leave.
Under Publix policy, workers’ compensation absences run concurrently with FMLA Leave and Disability
Leave if the associate is eligible for such leave.
The maximum amount of time an associate can be out of work due to a work-related injury or illness at
Publix, including any FMLA Leave or Disability Leave running concurrently with workers’ compensation, is
generally 52 consecutive weeks. If an associate needs to extend a leave, the associate should contact
his or her Associate Relations Specialist.
In order to return to work under this policy, an associate must have an appropriate release from an
authorized workers’ compensation Health Care Provider.
Sick pay and work-related injuries or illnesses

Full-time associates who lose time from work as a result of a work-related injury or illness at Publix will be
paid their accumulated sick pay benefits for a limited time frame defined for each state for absences
1
following their injury or illness.
1
absence from work following and related to the work-related injury or illness. For Alabama, this is the first
24 hours of absence from work following and related to the work-related injury or illness.
Leaving the Company
Employment at will
This handbook is not a contract of employment. Your employment at Publix is “at will.” This means that
while Publix hopes you continue working for the company, you, or Publix, may terminate your
employment at any time.
Publix generally believes in coaching and counseling associates in order to improve their performance or
behavior. However, just as you have the freedom to decide to leave Publix at any time, based on
individual circumstances, Publix reserves the right to terminate associates without prior coaching,
counseling, or warnings in its discretion. You’re not guaranteed employment at Publix for any specific
period of time, including the specified period of time required to be eligible for any benefits.
If you leave…
If you decide to leave us, we ask that you give us as much notice as possible so that we can find
someone to fill your position. Before you leave, you should ensure your information is correct in
PASSport and print any W-2s, pay statements, and Retirement Benefits Summaries you need now and in
the future. You will not have access to PASSport after your separation date.
Discharge Resolution Process (DRP)

If Publix decides to terminate your employment, you can participate in the Discharge Resolution Process
(DRP). This process allows you to express and resolve concerns about the decision. You can participate
1
in the DRP by completing a Discharge Review Form. You have seven days from the date on the Notice
of Discharge electronic form provided to you to submit the Discharge Review.
If the Discharge Review is submitted in a timely manner, a Human Resources representative will
investigate the circumstances surrounding the discharge decision, make a recommendation to the
business area to uphold, reverse, or modify the discharge decision and send you a Findings Report
explaining the outcome of the review. If the decision was upheld, you will also be provided an opportunity
to appeal the outcome.
Discharge Review Forms are available at each location. Associates should check with the Store
Manager or Department Head to obtain a form. Discharge Review Forms may also be obtained by calling
1
(863) 688-7407, extension 54150 or e-mailing DRadmin@publix.com.
1
In lieu of completing the form, the former associate may file a Discharge Review electronically by e-
mailing responses to the questions on the form to DRadmin@publix.com. Instructions on how to file the
Discharge Review electronically are provided on the Notice of Discharge.
Leaving the Company, Continued
When are you eligible for rehire?

If your employment with Publix ends, you will be classified into one of the following statuses for purposes
of determining your rehire eligibility.
Status Explanation Former associates belong in this status if they...

Eligible These former associates may voluntarily leave Publix (resign) and
for rehire be considered for rehire at • elect not to accept payout of their account
the discretion of the hiring balance in the Publix PROFIT Plan or
manager.
• receive an administrative payout (forced
1
distribution) from the Publix PROFIT Plan.
Ineligible • These former associates voluntarily leave Publix (resign) and elect to accept
for rehire are ineligible for rehire payout of any Publix PROFIT Plan account
for one for a period of one year balance.
year (from their employment
separation date).
• After the one-year
waiting period, these
former associates may
be considered for rehire
at the discretion of the
hiring manager.
Ineligible These former associates are • voluntarily leave Publix (resign) and were
2
for rehire ineligible for rehire unless facing discharge at the time of resignation or
they successfully appeal their • are validly discharged by Publix.
2
ineligible status through
Publix’s Rehire Eligibility Note: If a former associate is discharged for theft,
Appeals Team.
2 the former associate must pay back any
amount related to the theft that is owed to
Publix (in addition to completing the one-
year waiting period and successfully
appealing their ineligible status).
1
Associates receive an administrative payout from the Publix PROFIT Plan if they are 62 years of age or
older or have an account balance of $1,000.00 or less.
2
If an associate successfully appeals the ineligible status, he or she may be considered for rehire after
the one-year waiting period (from the employment separation date) has passed. Former associates may
begin the appeal process by contacting the Personnel Records department up to two months prior to
completing a one-year waiting period.
Adjusted Service Dates for Short-term Rehires
What’s a short-term rehire?

Associates are considered “short-term rehires” if they
• separate from Publix and
• are rehired within six months (182 days) following their date of separation from Publix.
Adjusted service dates for service awards

Short-term rehires will receive credit for previous time worked for purposes of recognition through our
service awards program. Associates who are rehired within six months (182 days) of their separation
from Publix will retain their original service award date. However, associates who are rehired more than
six months (182 days) after their separation from Publix will have a new adjusted service award date (the
date they are rehired).
Adjusted service dates for bereavement, jury duty, holiday bonus,

holiday pay and vacation
Short term rehires who were full-time when their employment was separated and become full-time again
within six months of their separation date will receive the benefit of adjustments to their full-time service
dates for purposes of determining their eligibility for bereavement, holiday pay, jury duty, and the holiday
bonus and vacation (and their allotments).
Specifically, their adjusted full-time service date will be the same as their last adjusted full-time service
date, plus the number of days they were not full-time. (That is, both the period of their absence and any
period of time they were classified as part-time upon rehire will not count as service time.)
The normal accumulation and/or accrual requirements still apply.

Index
10-Foot and 10-Second Rules, 1-4 communication devices, 1-9, 3-6
401(k) SMART Plan, 5-2 compensation
bereavement pay, 6-16
absences
Disability Leave, 6-11
calling in, 2-4, 6-2
Domestic/Sexual Violence Leave, 6-13
how they affect associates, 2-4, 4-4, 6-2
FMLA Leave, 6-9
accidents, work-related. See injuries or illnesses holiday bonus pay, 4-6
holiday pay, 4-11
advancement opportunities
how absences affect an associate’s pay and
Distribution Supervisor Selection System, 1-2
sick pay quota, 4-4
Equal Employment Opportunity (EEO), 1-12
jury duty pay, 6-15
promotion from within, 1-12, 1-2
military service, 6-17
Retail Selection System, 1-2
pay, 4-3
support jobs, 1-2
pay deductions, 4-2
transfers, 1-2
pay for multiple benefits, 4-3
alcohol. See substance abuse premium pay for holidays, 4-11
Publix’s philosophy, 4-2
appearance, 3-2
Retail Bonus Plan, 4-5
associate sick pay, 4-14
definition, 1-2 sick pay and work-related injuries or illnesses,
status, 2-3 4-16, 6-27
Tuition Reimbursement Program, 4-17
Associate Voice Survey, 1-7
vacation pay, 6-22
attendance, 2-4, 6-2, See also time away from
competitors, working for, 3-8
work
complaints
awards. See service awards
customer complaints (Publix Guarantee), 1-4
benefits. See also Chapters 4 and 5 Formal Complaint Procedure, 1-8
Associate Benefits Book, 1-5 Open Door Policy, 1-8
Benefits Brief, 1-5
computers, using, 3-17
meetings, 1-5
Conduct, Rules of Unacceptable, 3-18
bereavement, 6-16
confidentiality, 3-17
blogs, 1-10
conflict
blood
No-conflict Policy, 3-8
cleaning restrictions, 3-2, 3-4
of interest (working for competitors), 3-8
requesting records regarding exposures, 2-2
conversations, recording, 1-9
bonuses
holiday bonus pay, 4-6 credit union, 5-5
customer service
breaks, 2-4 10-Foot and 10-Second Rules, 1-4
associate’s responsibility, 1-4, 1-10
cafeteria, 5-5
handling customer injuries, 3-4
cell phones, 1-9, 3-6 intolerance of using profanity, 1-9
lost and found items, 3-17
chemicals
preventing shoplifting, 3-14
hazardous waste cleaning restrictions, 3-2, 3-4
Publix Guarantee, 1-4
requesting records regarding exposures, 2-2
tips, 1-4
child labor. See minors
dating (coworkers), 3-8
cleaning, 3-2, 3-4
dental benefits, 5-3
communication, 1-5
direct deposit, 4-3
01/06/2017 Index i
Disability Leave Family and Medical Leave (FMLA) (continued)
coordinating Family and Medical Leave determining whether you’re paid while on
(FMLA) with Disability Leave, 6-10 leave, 6-9
determining whether you’re paid while on eligibility requirements, 6-8
leave, 6-11 Federal poster that explains FMLA
eligibility requirements, 6-10 responsibilities, 6-6
qualifying reason, 6-10 how absences affect you, 6-5
returning to work, 6-11 maintaining your benefits, 6-5
overview of FMLA, 6-5
discharges, 4-10, 6-28, 6-29
reasons that may qualify for FMLA, 6-7
discounts reporting concerns about FMLA being counted
Associate Prescription Discount Program, 5-5 correctly, 6-5
Publix Personal Plans Discount Program, 5-5 requesting leave, 6-8
purchases, 3-16 returning to work, 6-9
serious health condition, 6-9
Distribution Supervisor Selection System, 1-2
firearms, 3-3
diversity, 1-12
flyers (solicitation), 1-10
food, in work areas, 3-6
donation requests, 1-10
Formal Complaint Procedure, 1-8
drinks, in work areas, 3-6
full-time status, 2-3
drugs. See substance abuse
guarantee, Publix’s, 1-4
EAP department, 3-12
gum, in work areas, 3-6
emergencies
Publix Emergency InfoLine, 1-6 guns, 3-3
reporting, 3-5
handbook
employment employment contract disclaimer and
at will, 6-28 employment at will status, 6-28
separations general information, keeping up with changes
giving notice, 6-28 and summary of handbook’s intent, 1-7
holiday bonus pay, 4-10
harassment, Publix's policy statement on, 3-9
rehire eligibility, 6-29
vacation pay, 6-24 health benefits, 5-3
employment complaints hiring. See rehires
Formal Complaint Procedure, 1-8
history, Publix’s, 1-3
Open Door Policy, 1-8
holiday bonus pay
advances, 4-10
equipment, using, 3-4 definitions, 4-6
employment separations, 4-10
ethics, 3-13
full-time hourly-paid associates, 4-7
evacuations, 3-5 monthly-paid associates, 4-9
part-time associates, 4-7
evaluations, performance, 2-2
purpose, 4-6
explosives, 3-3 salaried Pharmacists, 4-8
short-term rehires, 6-30
exposure records
short-term returns to a full-time position, 6-26
blood, chemical and respiratory or noise
weekly salaried associates, 4-8
exposures, 2-2
holidays. See also holiday bonus pay
Family and Medical Leave (FMLA)
eligibility requirements for pay, 4-12
confirming your status while on leave, 6-8
exchanging, 4-13
coordinating Family and Medical Leave
pay for, 4-12
(FMLA) with Disability Leave, 6-10
premium pay, 4-11
Publix-paid holidays, 4-11
ii Index 01/06/2017
honesty, 3-13 loss prevention
associates’ role, 3-14
housekeeping, 3-2, 3-4
definition, 3-14
illnesses, work-related. See injuries or illnesses information, protecting, 3-17
lost and found, 3-17
improvement, 1-2
Partners in Profit (PIP) Line, 3-14, 3-17
information resources (protecting information), purchases, 3-16
3-17 reporting concerns, 3-17
shoplifting, 3-14
injuries or illnesses
shrink, 3-14
prevention teams, 3-5
theft
reporting, 3-4
examples that may be considered associate
sick pay, 4-16, 6-27
theft, 3-15
workers’ compensation, 6-27
what it can cost Publix, 3-14
insurance coverage
lost and found, 3-17
dental, 5-3
health, 5-3 maximum time off without leave
life, 5-3 30-day calendar maximum, 6-2
long term disability, 5-4 sick pay, 4-15
supplemental life, 5-4 vacation, 6-22, 6-24
vision, 5-4 workers’ compensation, 6-27
iPods, 3-5 meals, 2-4
jury duty, 6-14 media
requests from, 1-9
knives, 3-3
social, 1-10
leaves of absence. See also military service
medical file, 2-2
Bereavement Leave, 6-16
coordinating Family and Medical Leave military service, 6-17
(FMLA) with Disability Leave, 6-10
minors
definition of a leave, 6-2
Disability Leave, 6-10
safety equipment and occupational work
restrictions, 2-3
FMLA Leave, 6-5
Jury Duty Leave, 6-14 Mission Statement, Publix's, 1-2
keeping management informed during leave,
No-conflict Policy, 3-8
6-4
maintaining your benefits, 6-4, 6-5 notification/registraton of interest, 1-2
maximum time off without leave
Open Door Policy, 1-8
30-day calendar maximum, 6-2
sick pay, 4-15 opportunities. See advancement opportunities
vacation, 6-22, 6-24
pamphlets (solicitation), 1-10
workers’ compensation, 6-27
medical certification to return to work, 6-4 parking, 3-7
serious health condition, 6-9
Partners in Profit (PIP) Line, 3-14, 3-17
submitting requests for, 6-3
types of leave, 6-3 part-time status, 2-3
leaving, the company, 6-28, 6-29
PASSport
life insurance address change in, 2-2
group plan, 5-3 description, 1-5
supplemental plan, 5-4 phone number change in, 2-2
Time Off Request (TOR), 2-3
listening devices, 3-5
pay, 4-3
long-term disability, 5-4
pay deductions, 4-2
performance evaluations, 2-2
01/06/2017 Index iii

personal information (communicating changes to re-employment. See rehires
Publix), 2-2
registration/notification of interest, 1-2
Personal Protective Equipment (PPE), 3-4
rehires
personally owned communication devices, 1-9 eligibility for rehire, 6-29
short-term rehires, 6-30
personnel file, 2-2
reporters, requests from, 1-9
phone calls, 1-9, 3-6
resignations
posters (solicitation), 1-10
giving notice, 6-28
premium pay, 4-11 holiday bonus pay, 4-10
rehire eligibility, 6-29
prescriptions, discounts, 5-5
vacation pay, 6-24
probationary period, 1-2
profanity, 1-9
PROFIT Plan, 5-2
retirement benefits
promotions 401(k) SMART Plan, 5-2
Distribution Supervisor Selection System, 1-2 PROFIT Plan, 5-2
returning to a full-time position (from a part-time
from within, 1-12, 1-2
position), 6-26
safety
property, protecting, 3-15
Publix Communication Centers, 1-6 emergencies, reporting, 3-5
equipment and occupational work restrictions
Publix Connection, 1-6
for minors, 2-3
Publix Employees Federal Credit Union equipment, using, 3-4
(PEFCU), 5-5 evacuations, 3-5
improvement teams, 3-5
Publix Guarantee, 1-4
injuries or illnesses, reporting, 3-4
Publix News, 1-6 Personal Protective Equipment (PPE), 3-4
rules for a safe work environment, 3-4
Publix News Live, 1-6
sales, personal items, 1-10
Publix Newswire, 1-6
scheduling expectations and submitting
Publix stock, purchasing, 5-2
requests, 2-3, 6-4, 6-5
publix.com, 1-6, 1-2
serious health condition, 4-16, 6-9
publix.org, 1-6
service awards, 5-5, 6-30
Publix’s Emergency InfoLine, 1-6
sexual violence. See Domestic/Sexual Violence
Publix's Rules of Unacceptable Conduct, 3-18 Leave
Publix's Vacation Policy. See vacation shoplifting, 3-14
punctuality, 2-4, 6-2 short-term rehires, 6-30
purchases, 3-16 short-term returns, to a full-time position, 6-26
radios, 3-5 shrink, 3-14
receipts, 3-16 sick pay
accumulation, 4-14
recording, conversations, 1-9
associate's own serious health condition, 4-16,
records 6-9, 6-11, 6-13
personnel and medical records, 2-2 birth of a child, 4-16
records related to blood, chemical and eligibility requirements, 4-14
respiratory or noise exposures, 2-2 examples of absences approved/not approved
for benefits, 4-15
iv Index 01/06/2017
sick pay (continued) time away from work. See also leaves of
how absences affect an associate’s pay and/or absence (continued)
sick pay quota, 4-4, 4-14 types of leave, 6-3
how FMLA quotas are affected, 4-15 vacation, 6-18
maximum time off without leave, 4-15 voting, 6-25
payment of, 4-14, 6-15 workers' compensation absences, 6-27
purpose, 4-14
time off. See scheduling expectations and
short-term returns to a full-time position, 6-26
submitting requests, See also time away
work-related injuries or illnesses, 4-16, 6-27
from work
smoking, 3-7
Time Off Request (TOR), 2-3
social media, 1-10
time records
solicitation, 1-10 associate’s responsibility, 2-2
reporting errors in your pay, 4-2
status, associate, 2-3
tips, 1-4
stock, purchasing, 5-2
training, on-the-job, 2-2
substance abuse
discipline for unacceptable results, 3-11 transfers, 1-2
involuntary admissions, 3-10
Tuition Reimbursement Program
prohibited conduct, 3-10
about the program, 4-17
testing associates, 3-10
approved areas of study, 4-17
unacceptable results, 3-11
eligibility requirements
voluntary admissions
definition, 3-10 general program, 4-17
for alcohol, 3-11
graduate program, 4-18
for drugs, 3-11
reimbursements, 4-18
text messages, 1-9, 3-6
unions, Publix's philosophy on, 1-2
theft. See also Conduct, Rules of Unacceptable
vacation
examples of, 3-15
definitions, 6-18
reporting, 3-14, 3-17
effect of employment separations, 6-24
shoplifting, 3-14
full-time hourly-paid associates, 6-19
what it can cost Publix, 3-14
how time can be taken, 6-22
time away from work. See also leaves of monthly-paid associates, 6-21
absence pay category and job status changes, 6-24
Bereavement Leave, 6-16 payment of, 6-22
calling in, 2-4, 6-2 purpose, 6-18
coordinating Family and Medical Leave salaried Pharmacists, 6-20
(FMLA) with Disability Leave, 6-10 scheduling considerations, 6-22
Disability Leave, 6-10 short-term rehires, 6-30
Domestic/Sexual Violence Leave, 6-12 short-term returns to a full-time position, 6-26
FMLA Leave, 6-5 submitting requests for, 6-22
Jury Duty Leave, 6-14 unpaid vacations, 6-24
keeping management informed during leave, unused vacation pay, 6-23
6-4 weekly salaried associates, 6-20
maintaining your benefits, 6-4, 6-5 work-through vacations, 6-23
maximum time off without leave
30-day calendar maximum, 6-2 violence. See also Conduct, Rules of
sick pay, 4-15 Unacceptable
vacation, 6-22, 6-24 Domestic/Sexual Violence Leave, 6-12
workers’ compensation, 6-27 policy statement on, 3-3
medical certification to return to work, 6-4 reporting, 3-3, 3-17
military service, 6-17
vision benefits, 5-4
schedule requests, 2-3
serious health condition, 6-9 voting, 6-25
submitting requests for time off, 2-3, 6-3
01/06/2017 Index v
weapons, 3-3 workers' compensation
absences, 6-27
work
reporting injuries or illnesses, 3-4
for competitors, 3-8
time
recording, 2-2
reporting improper recording, 3-17
schedule expectations, 2-3
working off-the-clock, 2-2
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YOUR ASSOCIATE HANDBOOK IS AVAILABLE ONLINE, THROUGH PASSPORT. I ACKNOWLEDGE

Chapter 2: Employment Records and Scheduling ................................................. 2-1

continued on next page

Chapter 3: Conduct ................................................................................................ 3-1

continued on next page

continued on next page

01/06/2017 Contents iii

Chapter 5: Your Benefits ........................................................................................ 5-1

continued on next page

Domestic/Sexual Violence Leave ......................................................................................................... 6-12

continued on next page

Leaving the Company........................................................................................................................... 6-28

Topic See page...

01/06/2017 Your Associate Handbook 1-1

What it means to be an associate

Our Mission Statement

Owners don’t need unions

Our commitment to improvement

continued on next page

1-2 Your Associate Handbook 01/06/2017

01/06/2017 Your Associate Handbook 1-3

What we expect from you

The Publix Guarantee

1-4 Your Associate Handbook 01/06/2017

continued on next page

01/06/2017 Your Associate Handbook 1-5

continued on next page

1-6 Your Associate Handbook 01/06/2017

About Your Associate Handbook

Associate Voice Survey (AVS)

continued on next page

01/06/2017 Your Associate Handbook 1-7

Our Open Door Policy

Our Formal Complaint Procedure (FCP)

continued on next page

1-8 Your Associate Handbook 01/06/2017

Taking pictures and videos

Personally owned communication devices

Talking to the media

continued on next page

01/06/2017 Your Associate Handbook 1-9

Social media guidelines

continued on next page

1-10 Your Associate Handbook 01/06/2017

Social media guidelines, continued

01/06/2017 Your Associate Handbook 1-11

Our Equal Employment Opportunity (EEO) Policy

continued on next page

1-12 Your Associate Handbook 01/06/2017

Retail Selection System

Distribution Supervisor Selection System

01/06/2017 Your Associate Handbook 1-13

Topic See page...

01/06/2017 Your Associate Handbook 2-1

Your personnel file

Recording your work time

Training and performance evaluations

2-2 Your Associate Handbook 01/06/2017

How you’re scheduled

Requesting time off

continued on next page

01/06/2017 Your Associate Handbook 2-3

Absences and tardiness