Partner Guide - Store Edition - Canada
Partner Guide - Store Edition - Canada
Starbucks reserves the right to make changes, additions or deletions to the guide at any time, with or
without notice. Additionally, nothing in this guide should be construed as a promise or guarantee of
employment or specific treatment in a specific situation. Starbucks reserves the right to separate a
partner from employment at any time, with or without notice.
The policies contained in this guide have been adopted with the intent to comply fully with all applicable
laws governing employment practices and procedures in each of the various provinces where Starbucks
does business. Nonetheless, if any policy contained in this guide conflicts in any way with federal,
provincial or local law, it is Starbucks intent to comply fully with the applicable law.
This guide is not a contract of employment or a guarantee of employment for any fixed period of time. At
all times, Starbucks reserves the right to alter or change the terms and conditions of employment.
Questions about this guide may be directed to your manager or a member of your Partner Resources
team.
Employment .................................................................................................................. 6
Pay ................................................................................................................................ 12
Dear Partner,
At Starbucks you will have the opportunity to be yourself, be part of a team, develop valuable skills and
make a difference for your customers, your store, your neighbourhood and beyond.
Your individual success and well-being is directly linked to our company’s success. We know that we can’t
exceed the expectations of our customers if we don’t first exceed those of our partners.
This Partner Guide provides important details on Starbucks investments in you; company policies,
procedures and programs that will help you be successful; and resources to support you and your family.
I know you will find this to be a valuable resource and encourage you to refer to it often throughout your
time as a partner. If you have questions, please talk with your manager or contact Partner Relations.
Thank you for joining Starbucks. You have an important role in building a great and enduring company,
where Our Mission guides what we do every day.
Warm regards,
Lori Digulla
Chances are that Starbucks is not like anywhere you’ve ever worked. We strive to be the best workplace—
one people actively seek to join and where they stay to build their careers.
Since the creation of our Bean Stock program in 1991, we have used the term “partners” to refer to one
another. We believe “partners” reflects the sharing of responsibilities and the collaborative effort we
expect from each other.
We reward our partners for their contributions with our Total Rewards package. This includes a competitive
base salary and comprehensive benefits to both eligible full- and part-time partners, including health
coverage, Bean Stock, Tuition Reimbursement, an RRSP matched savings plan and more.
Our collective commitment is based on the principles highlighted in Our Mission and Values. This
commitment extends to our coffee, partners, stores, neighbourhoods and shareholders. At Starbucks we’re
here to inspire and nurture the human spirit—one person, one cup, and one neighbourhood at a time.
Our Values
With our partners, our coffee and our customers at our core, we live these values:
Acting with courage, challenging the status quo and finding new ways to grow our company and
each other.
Delivering our very best in all we do, holding ourselves accountable for results.
Our Name
Starbucks is named after the first mate in Herman Melville’s novel Moby Dick. The name evokes the
romance of the high seas and the seafaring tradition of the early coffee traders.
Our Logo
Also inspired by the romance of the high seas, our logo features a twin-tailed siren (mermaid) from Greek
mythology.
Our Partners
Our employees, whom we call partners, are at the heart of the Starbucks Experience.
We believe in treating our partners with respect and dignity. We are proud to offer partners two landmark
programs: comprehensive health coverage for eligible full- and part-time partners and equity in the
company in the form of restricted stock units (RSUs).
Our Stores
Our stores are a welcoming third place for meeting friends and family, enjoying a quiet moment alone with
a book or simply finding a familiar place in a new city.
Our Coffee
We’ve always believed in serving the best coffee possible. It’s our goal for all of our coffee to be grown
under the highest standards of quality, using ethical trading and responsible growing practices. Our coffee
buyers travel to coffee farms in Latin America, Africa and Asia to select the highest quality arabica coffee
beans. Once these beans arrive at our roasting plants, Starbucks experts bring out their rich flavours
through the signature Starbucks Roast.
Handcrafted Beverages
Freshly brewed coffee, hot and iced espresso beverages, coffee and non-coffee Frappuccino® blended
beverages, Starbucks Refreshers™ beverages, teas and Evolution Fresh™ bottled juices.
Fresh Food
Baked pastries, hot breakfast items, sandwiches, paninis, salads, bistro boxes, yogurt and fruit.
Consumer Products
Starbucks VIA® Instant coffee, Starbucks® K-Cup® Packs, bottled Frappuccino® coffee drinks, Starbucks
Discoveries® chilled cup coffee (in Japan, Taiwan and Korea), Starbucks DoubleShot® espresso and cream
drinks, Starbucks® Iced Coffee, whole bean coffee, Evolution Fresh™ Juices and Smoothies, Teavana® teas
in retail stores and grocery.
Brand Portfolio
Ethos Water, Evolution Fresh, La Boulange, Seattle’s Best Coffee, Teavana and Torrefazione Italia Coffee.
Ethical Sourcing
We are building a future with farmers with an aim to both ensure a long-term supply of high-quality coffee
for our customers and positively impact the lives and livelihoods of coffee farmers and their communities.
Our holistic ethical sourcing model includes: responsible purchasing practices; farmer support; economic,
social and environmental standards; industry collaboration; and community development programs. Our
goal is that all of our coffee is ethically sourced.
Environmental Stewardship
As a company that relies on agricultural products, we have long been aware that the planet is our most
important business partner. We are committed to addressing climate change by minimizing our
environmental footprint through energy and water conservation, investing in renewable energy, recycling
and green construction.
Community Involvement
Our stores allow Starbucks partners and customers to connect and tap into shared passions to create
meaningful opportunities to strengthen individuals and communities. Throughout the year, partners and
customers dedicate time and energy to create positive change in our neighbourhoods. Partners are
encouraged to lead and participate in projects that align to our commitment to creating pathways to
opportunities and employment for the millions of disconnected young people around the world who are
neither in school nor employed.
Café attendant: A café attendant contributes to the store’s overall operation by cleaning and performing
some maintenance tasks. Generally employed only in high-volume stores or during peak seasons, a café
attendant generally works fewer than 40 hours per week.
Barista: A barista is responsible for preparation of hot and cold beverages, cash register transactions, store
cleanliness, product merchandising and excellent customer service. A barista generally works fewer than
40 hours per week.
Shift supervisor: A shift supervisor performs all the duties of a barista, as well as helping guide the work of
others and assisting with ordering and accounting. A shift supervisor is required to be at least 18 years of
age. A shift supervisor generally works fewer than 40 hours per week.
Assistant store manager: An assistant store manager assists the store manager with general operations.
An assistant store manager is considered full-time and is generally scheduled to work at least 40 hours
each week.
Store manager: The store manager is ultimately in charge of all store operations and directs the work of
the assistant store manager(s), shift supervisors and baristas. The store manager is responsible for
personnel decisions, scheduling, payroll and fiscal decisions. A store manager is considered full-time and is
generally scheduled to work at least 40 hours each week.
Retail management trainee: A partner participating in the Retail Management Training program in
preparation for a store management position.
Exempt or Non-exempt?
Starbucks classifies jobs into two categories: exempt and non-exempt. Partners in non-exempt jobs are
eligible for overtime pay consistent with federal, provincial and local wage and hour laws.
Non-exempt café attendants, baristas, shift supervisors, assistant store managers and Retail management
trainees (RMTs) are paid based on actual hours worked. These partners receive daily (where applicable)
and weekly overtime pay.
Store managers are exempt and are paid on a salaried basis. This means they earn the same weekly salary
regardless of the actual number of hours worked. Exempt store managers are not eligible for daily or weekly
overtime pay.
• Generally, a barista who has been employed with Starbucks for at least six (6) months and who is a
partner in good standing may be considered for a promotion to a shift supervisor position.
• A shift supervisor with at least six (6) months in the position and who has performed consistently
above performance expectations and has people management abilities and interest may be
considered for a management position.
Key aspects of the Standard that apply to retail store partners are outlined below.
Eligibility for Store Partner to Apply for a Competitive Move to a Non-Store Job
A store partner is eligible to apply for a posted non-store job if the partner meets the following conditions:
o The receiving business unit vice president (vp) in conjunction with the Partner Resources
director may grant an exception to this requirement if the business will allow for less than
12 months in the current role based on prior, directly-relevant job experience.
• Has not been issued corrective action in the form of a written warning or final written warning or
been on a Performance Improvement Plan (PIP) within the last six (6) months.
Partners are encouraged to discuss opportunities with their store manager, but do not need manager
permission to apply for an open position.
Baristas who have interest in the shift supervisor position are encouraged to talk to their store manager
about what’s required to advance to the next level and what their current assessment is on your readiness
for the role. Together you can agree to the right timeline and development activities that will prepare you
successfully for performance in that position.
Baristas and shift supervisors seeking to transfer between locations in the same job should follow the
Internal Transfer Procedure.
Starbucks requires all partners who are minors to provide a current work permit in compliance with
provincial and/or local laws.
Starbucks limits the daily and weekly hours of work of a 16 or 17-year-old partner at all times. When school
is not in session because of summer vacation, or the minor partner has graduated high school or no longer
attends school for any reason, the minor partner may not work:
• Before 7 a.m. or after 12 a.m.
• More than five (5) consecutive days.
• More than six (6) days per workweek.
• More than eight (8) hours per day.
• More than 40 hours per week.
When school is in session (generally September to June including all holidays and breaks), restrictions
apply in addition to those detailed above. Minors may not work:
• While classes are in session, typically 8 a.m. to 3 p.m.
• After 10 p.m. any night of the week.
• More than four (4) hours per weekday.
• More than eight (8) hours on Saturday or Sunday.
• More than 20 hours per workweek
A partner whose disability is negatively impacting their ability to perform the job is encouraged to contact
their manager to discuss the circumstances, so that Starbucks can evaluate the situation and make
reasonable accommodations. Managers will treat such information as confidential, except to the extent
other partners need to know to accommodate the partner concerned. Starbucks may rely on one or more
doctors’ opinions as a part of its reasonable efforts to accommodate a partner with a disability.
Place of Work
The responsibility of hiring store partners belongs to each Starbucks store manager depending on their
store’s particular business needs. Depending on business needs, a partner may be asked to work at a
Starbucks store other than the normal place of work, and the partner will be expected to do so.
To be considered for transfer, a barista must have completed Barista Certification. A store manager or
assistant store manager should have completed at least 12 months in position before transfer. Any partner
requesting a transfer must be in good standing, which means the partner is adhering to company policy, is
meeting the expectations of the job, and has no recent written corrective actions. Ultimately, permission
for a partner transfer is at the discretion of the store manager and/or district manager.
To request a transfer, the partner should talk to their current manager. Whenever possible, a retail hourly
partner should talk to the manager at least 60 days before the requested transfer date. A store manager or
assistant store manager should talk to the manager at least 90 days before the requested transfer date. The
partner should work with their manager to obtain additional information about transfers and to complete
and submit the required paperwork for approvals.
At all times, Starbucks retains sole discretion in determining whether a partner will be transferred.
Partners may request a transfer from Canada to the United States or another company owned market. For
international transfer consideration, the partner must meet the following criteria:
• Be able to legally work in the requested country, and provide supporting documentation
• Have written support from the district manager
Partners meeting these requirements should contact Partner Relations (formerly known as the PRSC) for
next steps. Significant lead time will be required to support the transfer.
An hourly partner will be asked to provide a schedule of the days and hours that they are available to work
by filling out a Partner Availability Form. With this information and that of fellow partners, the store
manager will create a weekly work schedule for the store that balances partner availability and business
needs. There is no assurance or guarantee that any hourly partner will receive their preferred hours or
shifts, the same schedule each week, a minimum or maximum number of hours, or that a request for a
schedule change will be approved. From time to time, a partner will also be expected to report to work for
events such as promotions, store meetings or inventory at times that may fall outside the partner’s days or
hours of availability.
If a partner’s availability changes, the partner should complete a new Partner Availability Form and give it
to the manager for scheduling consideration. A partner will be expected to make himself or herself
available for work for a minimum number of days or hours each week. Availability that doesn’t meet
business needs may result in separation from employment.
The store manager posts weekly work schedules in advance so partners can plan ahead. For this reason, a
partner should submit a request for planned time off from work to the store manager for approval as far in
advance as possible. Once a schedule is posted, the partner is responsible for reporting to work as
Partners in exempt jobs are expected to work all hours necessary to meet the job objectives and
responsibilities. No extra payment will be made for additional work.
Rest breaks: Non-exempt partners may receive a paid rest break during a shift. The number of rest breaks
will depend on the length of the shift. Generally, one 15-minute rest break will be provided for every four
hours (or major fraction thereof) worked. Partners do not punch in or out for rest breaks.
Meal breaks: All partners in non-exempt jobs receive an uninterrupted 30-minute meal break if scheduled
to work a shift of a minimum duration. Whether the partner will receive a meal break at some time during
their shift depends on the length of the shift and the province in which the partner is employed. Non-
exempt partners are required to clock out at the beginning of the meal break and clock back in when the
break is over. Each non-exempt partner is responsible for taking a full 30-minute meal break and should
refrain from returning to work until the full meal break is over.
*Note: Starbucks Safety and Security Guidelines require the presence of at least two partners in the store at
all times. If a partner is scheduled for a meal break and only one other partner is on shift, the partner should
retire to the back of the store for the duration of their meal break. Because the partner is not free to leave
the store, the meal break will be paid. The partner should not punch out or in for the meal break, but
instead should record the times of the meal break in the Punch Communication Log. Please consult the
store manager for directions.
All partners in non-exempt jobs must abide by the following rules. Under no circumstances will Starbucks
retaliate against a partner for reporting violations of these rules.
Any partner who works off the clock voluntarily or at the direction of a shift supervisor or manager, or any
partner who performs work but does not record the time, will be subject to corrective action, up to and
including separation from employment.
Except under extraordinary circumstances, a partner who uses the time-keeping system password of a
manager to alter time records will be subject to immediate separation from employment.
Pay Delivery
Starbucks pays partners on a biweekly basis, which is every other Friday. A partner’s pay will include pay for
all hours worked, including any overtime pay where applicable, less applicable payroll taxes and other
authorized deductions.
Direct Deposit
Direct Deposit is the preferred method of payment. Partners are paid via direct deposit so that partners
receive their pay without delay. It is a benefit that allows payroll funds to be automatically deposited into
chequing and/or savings accounts. Direct deposit eliminates the possibility of lost or stolen cheques and
provides partners access to their payroll funds even if they are away from the store on pay day.
Direct deposit ensures our partners are paid on time regardless of weather conditions, delivery disruptions
or natural disasters, which can negatively impact partner pay.
Partners have the option to have their pay deposited in up to two separate accounts. If enrolling in two
accounts, partners will select one account to have a set dollar amount deposited. The second account will
be the remainder of the cheque or the “net”.
If a partner does not sign up for direct deposit, their paycheque will be mailed to their home address from
Seattle, WA, two days before each payday. Delivery time may vary depending on the postal service in the
area. To enroll or maintain electronic pay, partners may log in to Partner Central and click on the My Profile
tile then click on Payment Information.
Pay Advances
A pay advance may be provided to a partner only in a business emergency if Starbucks Payroll Department
is unable to issue pay to one or more partners. Starbucks does not issue pay advances for any other reason,
including personal emergencies.
Pay Deductions
Starbucks complies with provincial and federal laws when making deductions from a partner’s pay.
Improper deductions are prohibited by Starbucks policy. If a partner believes that their pay cheque has
been subject to an improper deduction, the partner should report the improper deduction to their
manager, to the Partner Contact Centre (PCC) at (888) SBUX 411 (728-9411) or to the Ethics & Compliance
Helpline at (800) 611-7792 or online at Starbucks.com/helpline.
Pay Verification
Upon receipt of pay, the partner should review the pay statement to ensure the receipt of compensation
for all time worked. Pay statements are available for viewing electronically through My Partner Info (MPI). If
the partner believes that they have not been accurately compensated, the partner must immediately
In such situations, the store manager will make recommendations about conditions and work with the
leadership team and Partner Resources to determine whether the situation should be declared either a
catastrophic or inclement weather event. Upon approval, partners may then be eligible for either
inclement weather pay or catastrophe pay for scheduled time not worked as a result of the event.
In all situations, Starbucks reserves the right to determine whether a situation is deemed an event, and the
duration of time for which special pay may be applied.
Base Pay
Base pay in the specific rate of pay earned by a partner as the basis for all pay calculations, typically
expressed as an hourly rate or a salary.
Starbucks partners are periodically eligible for base pay increases. A base pay change may also occur based
on a promotion, demotion or transfer to a market covered by a different geographic pay structure. Other
pay changes may be made to place the partner’s pay appropriately within the pay range for the job.
Overtime Pay
Partner in non-exempt jobs are entitled to overtime pay where required by law. Where applicable in
certain provinces, non-exempt partners may also be entitled to daily overtime pay.
For purposes of calculating the number of weekly overtime hours, Starbucks workweek begins at 4 a.m. on
Monday and ends at 3:59 a.m. on the following Monday. Similarly, a single workday begins at 4 a.m. and
ends at 3:59 a.m. on the following day. Hours paid but not worked, such as vacation or holiday (if no work
was performed on the holiday), are not included in determining whether the partner has worked overtime.
The pay for weekly and daily overtime is 1½ times the partner’s regular hourly rate of pay. Under applicable
provincial law, a non-exempt partner may be entitled to overtime pay at twice the partner’s regular rate of
pay. Starbucks does not provide compensatory time off in lieu of overtime pay.
Overtime hours must be approved in advance by a supervisor or manager. A partner who fails to gain
approval for overtime will be paid at the applicable overtime rate for such time worked, but may be subject
to corrective action for failing to obtain prior approval.
Holiday Pay
Starbucks observes holidays in accordance with provincial requirements, including eligibility.
Hourly non-exempt partners and salaried non-exempt partners (assistant managers and retail
management trainees) are eligible for holiday pay. These partners receive holiday pay in accordance with
provincial legislation. If these partners work on one of the recognized holidays, they will be paid a premium
rate of 1½ times their regular hourly rate of pay. Hours worked on a holiday are counted as hours worked
Salaried exempt partners (store managers) are eligible for holiday pay. When the holiday is not worked, the
store manager will receive their normal salary for the week in which the holiday falls. Salaried exempt
partners who work on a holiday receive regular pay and may also take a paid day off within 60 days
following the holiday, unless the provincial laws require that they take the paid day off within a shorter
period of time. Prior approval from the district manager is required before recording the substitute holiday
in the time-keeping system.
A Store Management Trainee (SMT) is eligible for holiday pay. An RMT who works on one of the above
recognized holidays will receive the holiday pay plus pay for actual hours worked on that day. Hours
worked on a holiday are counted as hours worked when calculating weekly overtime pay.
Referral Bonus
The Partner Referral Program has been established for partners to refer candidates for employment at
Starbucks. To receive a bonus for a successful referral, the referring partner must be actively employed at
the time the referral begins employment. If the referred candidate is hired and works a minimum period of
time with Starbucks, the referring partner will receive a bonus. The amount of the referral bonus may vary
depending on the market, business needs and certain other restrictions that may apply.
Tips
Although Starbucks customers are not expected to pay anything extra to receive the best service, they do
frequently express their thanks by tipping. Starbucks hourly non-exempt store partners (excluding
Accommodations
Starbucks will make reasonable efforts to accommodate partners on a temporary or permanent basis as is
reasonable in accordance with employment standards. The following types of accommodation are
available for consideration:
• Physical / cognitive accommodation: visit the Workplace Accommodation page on the Partner
Hub to find out how to request an accommodation
• Religious accommodation: Contact the Starbucks Partner Contact Centre (PCC): (888) SBUX 411
• Exemption for native status: Contact the Starbucks Partner Contact Centre (PCC): (888) SBUX 411
• Workers Compensation accommodation: Ensure your workplace injury has been reported to your
manager and to LifeWorks: 888-789-9289. LifeWorks will work with your manager and the
workers compensation board to complete necessary workplace accommodation discussions. To
learn more, go to the Workers Compensation / Workplace Injury page on the Partner Hub.
• Allergy accommodation: Contact the Starbucks Partner Contact Centre (PCC): (888) SBUX 411
Starbucks is committed to the provision of accessible formats and communication supports for partners
who request information that is generally available to partners in the workplace, or for information
required to perform their duties. If a partner requires alternate formats and accessible communication
supports, Starbucks Canada will work in consultation with the partner to implement the appropriate
formats and accessible communications supports that meet the needs of the partner.
If a partner cannot report to work as scheduled or if the partner will be late to work, it is the partner’s
responsibility to directly notify the store manager or assistant store manager. If a manager is not in the
store, the partner should notify the partner leading the shift. Leaving a message without first making
reasonable attempts to directly contact a manager or the partner leading the shift is not acceptable.
Sending an email or text messaging is not an acceptable form of providing notice.
Responsibility for Finding a Substitute: If a partner knows in advance that they will be unable to report to
work for a scheduled shift, it is the partner’s responsibility to notify the store manager or assistant store
manager in advance and for the partner to arrange for another partner to substitute.
In the event of an unplanned absence (e.g. the onset of illness, injury or emergency), the partner will not be
held responsible for finding a substitute. The partner is still responsible for notifying the manager (or the
partner leading the shift if the manager is not in the store) of the absence prior to the beginning of the shift
so coverage can be arranged if needed.
Failure to abide by this policy may result in corrective action, up to and including separation of
employment. Some examples of failure to follow this policy include irregular attendance, one or more
If a partner is absent due to a medical condition or experiences irregular attendance due to a medical
condition, the store manager may require the partner to provide documentation from a health care
provider. Under certain circumstances, inability to work due to a medical condition may entitle a partner to
a leave of absence.
The Anti-Discrimination / Anti-Harassment Standard – Canada and Anti-Retaliation Standard – U.S. and
Canada are available in the Enterprise Policy Library on the Partner Hub. Information from the Standard is
summarized below.
Starbucks policies prohibiting discrimination, harassment and retaliation are stated for partners in the
Partner Guide in the “Commitment to a Respectful Workplace” section.
The prohibition against discrimination applies to our partners. Starbucks also prohibits discrimination
against a job applicant, or discrimination against a partner by non-partners, including vendors, suppliers or
customers.
Any partner who engages in discrimination in violation of this policy will be subject to disciplinary action,
up to and including separation from employment.
The prohibition against harassment, including sexual harassment and bullying, applies to partners.
Starbucks also prohibits harassment against a job applicant, or harassment against a partner by non-
partners, including vendors, suppliers or customers. Any partner who engages in harassment, including
sexual harassment and bullying, in violation of this policy will be subject to disciplinary action, up to and
including separation from employment. Detailed information about harassment follows.
Harassing conduct can take many forms and may include, but is not limited to, the following:
• Physical harassment such as touching, kissing, or groping
• Verbal harassment such as threats, degrading comments, epithets, slurs, sexual teasing, and
requests for sexual favors
• Nonverbal harassment such as obscene gestures or leering
• Written communications, including but not limited to letters, emails, text messages, or social
media posts that could offend individuals in a particular group, such as references to racial or
ethnic stereotypes or caricatures
• Derogatory posters, electronic images, photographs, cartoons, drawings or gestures, or
pornographic materials
• The improper use of authority to endanger or undermine a partner’s job, job performance or
career at Starbucks
• Harassment involving workplace violence or a threat of violence (refer to Workplace Violence
section in this guide for additional information)
• [in British Columbia] Inappropriate conduct or comment by a person toward a partner that the
person knew or reasonably ought to have known would cause that partner to be humiliated or
intimidated
• [in Saskatchewan] Harassment that is based on family status, physical size or weight, personal
harassment or any other basis as referenced in the Saskatchewan Human Rights Code.
Engaging in such conduct violates this policy, even if the conduct falls short of unlawful harassment.
Reasonable actions taken by a supervisor or manager to assess, evaluate, transfer, manage the
performance of, discipline, or separate a partner do not constitute harassment in violation of this policy.
Sexual harassment can occur regardless of a person’s gender, gender identity, gender expression or sexual
orientation. Conduct that violates this policy need not be motivated by sexual desire. Sexual harassment
can occur between persons of the same sex.
Bullying
Bullying is a form of prohibited harassment that involves unwanted aggressive or abusive behavior
characterized by verbal, physical, social or psychological intimidation that is typically repetitive and
involves an imbalance of power. Bullying does not have to be based on a protected classification to violate
this policy.
Reasonable actions taken by a supervisor or manager to assess, evaluate, manage the performance of,
transfer, discipline or separate a partner do not constitute bullying in violation of this policy.
Starbucks partners are also prohibited from retaliating against job applicants, non-partner workers
engaged by Starbucks or former partners who have reported potential violations or who have participated
in an investigation, whether the potential violation occurred at Starbucks or another employer.
Retaliation occurs when an adverse action is taken directly or indirectly against a partner, non-partner
worker, former partner or job applicant as a result of that individual having:
• Reported or expressed concerns about what the partner believes in good faith to be a violation of
company policy or otherwise expresses an intent to make such a report
• Assisted another partner in reporting a policy violation
• Testified, assisted or participated in any manner in an investigation, regardless of the outcome of
the investigation
• Having previously reported discrimination or harassment, or otherwise participated in an
investigation, whether the potential violation occurred at Starbucks or with another employer
Retaliatory adverse actions include those made against partners or job applications who alleged a
potential violation of company policy or law by an employer other than Starbucks.
Any partner who engages in retaliation in violation of this policy will be subject to disciplinary action, up to
and including separation from employment.
Starbucks Complaint Procedure, available in the Enterprise Policy Library on the Partner Hub, defines the
specific steps a partner must follow in response to discriminatory, harassing or retaliatory conduct,
violence or threats of violence. Important information from the Complaint Procedure is summarized below.
Starbucks prohibits retaliation against any partner for using the Complaint Procedure.
Manager Responsibilities
In addition to their responsibilities as partners, it is the responsibility of every manager to:
Making a Complaint
The following process should be followed by partners, including managers, to formally report inappropriate
behaviors that may be a potential violation of the Anti-Discrimination / Anti-Harassment Standard -
Canada, Anti-Retaliation Standard – U.S. and Canada, Workplace Violence Standard – U.S. and Canada or
any other applicable laws to ensure that prompt, appropriate action can be taken. Any offensive
behaviours by a customer, vendor, or other non-partner should also be reported using this process.
A store partner who experiences or becomes aware of discrimination, harassment, retaliation, or any
company policy violation should report that information, preferably in writing, to any of the following:
• the store manager
• the district or regional manager
• the Partner Contact Centre (PCC) at (888) SBUX411 (728-9411)
• Ethics & Compliance Helpline (available 24/7) at (800) 611-7792 or starbucks.com/helpline
In addition, partners in Saskatchewan may contact the provincial Occupational Health and Safety Division
(OHS Division) or the Saskatchewan Human Rights Commission for assistance.
Partners are encouraged to contact a supervisor, a manager, Partner Resources representative or Ethics &
Compliance for support in resolving a complaint or incident of harassment.
A partner may remain anonymous when reporting a complaint. However, a partner should provide as much
information as possible when reporting their concerns, so that Starbucks can thoroughly investigate the
matter and take appropriate remedial action.
Any manager who violates this mandatory reporting obligation will be subject to disciplinary action, up to
and including separation from employment.
Investigation Process
When Starbucks receives a complaint alleging a violation of the respectful workplace policies or is
otherwise made aware of conduct that may violate these policies, it will undertake a prompt, thorough and
objective investigation. Starbucks will reach reasonable conclusions based on the information gathered
during the investigation.
The investigation will be conducted by Partner Resources or Ethics & Compliance, depending on the
circumstances of the case. Partners, including managers, are expected to participate in an investigation
and to provide truthful and accurate information. Starbucks will protect the confidentiality of those
involved to the extent possible, disclosing information only as necessary to investigate and take prompt
action to end conduct and behaviors that violate policy.
Partner Resources or Ethics & Compliance will make recommendations for the actions to be taken by
management as a result of the investigation. The initiator of the complaint and the subject, if he or she is a
partner, will be informed of the results of the investigation and of any disciplinary action that has been
taken or that will be taken as a result of the investigation. If the subject of the complaint is a non-partner
worker or customer, information will be given to Starbucks management to initiate the appropriate action.
Disciplinary Action
A partner who is found to have violated Starbucks anti-discrimination / harassment or anti-retaliation
policies following an investigation will be subject to disciplinary action, up to and including separation from
employment. Starbucks will also take appropriate remedial action if it learns that any third party in the
workplace has engaged in prohibited conduct.
No partner will be subject to disciplinary action for making a complaint in good faith, regardless of the
outcome of that complaint.
We believe that our partners are the most important assets in building Starbucks as both a successful
company and desirable employer. Our goals are to attract and retain a diverse workforce, to develop
policies and practices that fully use the human potential, and to build equity for our partners,
neighbourhoods and communities.
Exceptions to the dress code based on bona fide grounds under the Human Rights Code. Please contact
Partner Relations at (888) SBUX 411 (728-9411) for more information about exceptions.
Clothing colours must fall within a colour palette that includes white (for tops only), black, gray, navy blue,
brown, or khaki (tan). Other colours are only allowed as a small accent on shoes or for accessories (ties,
scarves, socks, etc.). Starbucks dress code approved t-shirts, including Partner Network shirts, are not
limited to the colour palette.
Aprons
A clean, wrinkle-free apron is required at the beginning of each shift. The apron must always be worn while
working, but removed while on a rest or meal period, while in the restroom, or while removing or taking out
the trash. The apron must be worn full length; it may not be folded in half or tied in front.
Names on Aprons
Barista names are to be worn on the apron during each shift. Starbucks-approved name badges are the
standard option and must be used unless the partner has been recognized with an apron that has the
partner’s name embroidered on it.
• Name badge should be visibly worn on the top, left edge of apron
Shirts may have a small manufacturer’s logo, but must not have other logos, writings or graphics. The base
shirt colour must be within the colour palette (black, gray, navy blue, brown, khaki or white). These same
colours may be the base colour for a subdued, muted pattern. Starbucks®-issued promotional shirts may
be worn throughout the year unless no longer relevant for product marketing. Starbucks Partner Network
shirts may be worn any time.
Solid-colour sweaters or jackets within the colour palette may be worn. Other than a small manufacturer’s
logo, outerwear must not have logos or writing.
Solid colours within the colour palette are allowed, except white. Athletic wear and stretchy-fabric leggings
worn alone are not allowed.
Pants must not drag on the floor. Shorts and skirts must not be shorter than four inches above the knees.
Dresses must follow the requirements for shirts and skirts.
Accessories
Accessories such as a necktie or a small neck scarf are optional. If worn, a tie or scarf must be in a solid
colour, simple pattern or print that does not distract from the apron. Neon or distracting patterns are not
allowed. A tie or scarf must not cover the top of the apron or the name badge.
Optional personal hat styles include a Starbucks-logo hat or visor, a plain baseball cap, beanie, short-
brimmed hat or other secured head covering (such as a turban or headwrap). A hijab is also allowed. Note:
While a headband (plain or wide knotted) may be worn, bandanas and scarves are not acceptable as
headwear.
Colours must be within the colour palette (excluding white). A hat must be worn with the bill forward, and
must be clean and free of snags, feathers, or other loose items. Hats issued to partners for a Starbucks
promotion may be worn during the promotion.
Quebec only: Hats must be worn by all partners and all hair covered. When hair is too long to be contained,
a hairnet may be worn under the hat to cover. Bangs and/or ponytails also need to be contained.
Footwear
Footwear should provide support, comfort and safety. Socks or hosiery are required (see the “Accents”
section for colour and pattern details).
Shoes in leather, faux leather, suede, rubber or similar waterproof materials must have closed toes and
closed, flat heels, providing as much coverage to the top of the foot as possible. Shoes or boots must be
within the colour palette (except white) and may have a small amount of accent colour.
Socks or hosiery are required. The same colour and pattern guidelines for shirts and blouses must be
followed – subdued patterns and colours that complement the outfit and are not a distraction.
While Starbucks does not require slip-resistant shoes, the company strongly encourages partners to wear
them to reduce the risk of fall injuries.
Maternity Clothing
Partners who are pregnant must wear clothing consistent with the above, except that stretch materials and
longer shirts are permitted.
Hair
Hair must be restrained whenever needed to prevent product contamination, or as required by the
jurisdiction. Any style is fine if the hair is clean, kept back from the face and restrained from swinging over
drinks and food. Hair must be tied back if longer than shoulder length.
Any hair colour must be permanent or semi-permanent. No colour sprays, glitter, chalks or other
temporary colour products are allowed.
Beards and mustaches must be neat and trimmed in accordance with food safety requirements. Check with
the store manager for specific jurisdictional requirements that may apply for beard length and acceptable
methods of restraint.
Quebec only: Long hair (including ponytails) and bangs must be contained by a hairnet.
Fingernails
Nails must be clean, well-manicured and of short or moderate length. Nail polish or artificial nail coverings
of any type are not permitted in the interest of food safety.
Other jewellery must not be distracting. One small facial piercing no larger than a dime is allowed. Earrings
or ear gauges must be no larger than a quarter. Necklaces, including medical alert necklaces, are allowed
and must be worn under clothing. No other visible pierced jewellery or body adornments are allowed,
including tongue studs and subdermal implants.
Allowable jewellery must be simple in design and not be a health or safety hazard.
Quebec only: Partners are not permitted to wear any jewellery, including earrings, facial piercings, rings,
watches, necklaces, bracelets, and pins.
Tattoos
Visible tattoos on the face or throat are not allowed. Other visible tattoos are permitted but must not
contain images or words that are obscene, profane, racist, sexual in nature or otherwise objectionable.
Disallowed tattoos must be covered with dress-code compliant clothing (i.e., long-sleeved shirts, pants,
turtlenecks) or concealing makeup. Due to hand washing requirements, bandages and makeup cannot be
used as methods for covering inappropriate hand tattoos. The use of food service gloves to cover
inappropriate hand tattoos is not permitted.
Personal Hygiene
Partners must follow all reasonable personal grooming standards, including regular bathing and use of
deodorant. Perfume or highly fragranced grooming products may not be worn, as the smell affects the taste
and aroma of our coffee.
Pins
Partners may only wear the following buttons or pins:
• Those issued to the partner by Starbucks for special recognition or for advertising a Starbucks-
sponsored event or promotion
• Starbucks-issued pins representing a Partner Network
Partners are not permitted to wear buttons or pins that advocate a political, religious or personal issue.
Pins must be securely fastened.
Corrective action, including separation from employment, will be taken against any partner who violates
this policy. Excessive use of alcohol off-duty or off-duty drug activity may affect Starbucks image and thus
may also result in disciplinary action, to the extent permitted by provincial and local law. Starbucks
reserves the right to deal with each case in its discretion, in accord with the specific circumstances
involved. This may include requiring the partner to participate in, and satisfactorily complete, a treatment
program.
Under Canadian law, drug and alcohol addiction is a disability that is protected by human rights legislation.
As such, a partner who has or believes they may have a drug or alcohol addiction problem is encouraged to
seek treatment from a qualified medical professional and is entitled to accommodation up to the point of
undue hardship. Such accommodation may include time off without pay for treatment or therapy or leaves
of absences to seek intensive or residential care.
A partner who has a problem with drugs or alcohol is encouraged to speak with their manager so that
Starbucks can assist the partner in obtaining help.
Partners do not have to share the details of the medical condition or disability, only the kind of help
needed. Information provided will be kept confidential and only shared with the partner’s consent.
To initiate the individualized emergency response information process, please speak to your manager.
Starbucks uses a national service called Verification ExchangeTM, an Equifax verification service, to fulfill
requests for this information on partners’ behalf. Verification ExchangeTM is a fully automated system
available 24 hours a day, seven days a week. With the partner’s authorization, a prospective employer may
contact this service to obtain dates of employment, current or last job title and/or salary information. For
more information about Verification ExchangeTM, please call their client service centre at 1-866-736-7162
or access their website at www.equifax.ca/verificationexchange.
Starbucks partners are strictly prohibited from responding to any requests for personnel information or
employment references from any individual or business outside Starbucks. Rather, partners should direct
all potential verifiers to obtain credentialed access by submitting a request to [email protected]
or call Verification ExchangeTM at 1-800-315-4054.
This policy applies with regard to all aspects of one’s employment, including hiring, transfer, promotion,
compensation, eligibility for benefits, and termination. All partners are responsible for carrying out the
Equal Employment Opportunity Policy.
Accepting personal gifts of any kind is discouraged. A gift of money should never be given or accepted.
Instead, partners should advise any customers offering cash gifts that they can only be accepted as tips
that will be shared with eligible store partners. For more information, please refer to Starbucks Standards of
Business Conduct or talk to your manager.
Items subject to inspection may include, but are not limited to, office equipment and furniture provided by
Starbucks for partner use, desks, cabinets, lockers, computers, and computer memory, as well as the
contents, effects or articles they may contain. An inspection may extend to any personal belongings a
partner has brought onto Starbucks premises, including but not limited to, briefcases, backpacks, gym bags,
cars and electronic devices.
Any partner who fails to cooperate in an inspection may be subject to corrective action, up to and including
termination of employment.
For more information related to this policy, including the “Partner Bag and Package Check” policies and
procedure, see the “Preventing and Responding to Security Incidents” section of the Safety, Security and
Health Resource Manual.
Partners should work with their manager to consider the feasibility of creating a private space in the back
of the house for expressing milk during limited periods, and to explore other suitable locations to express
milk. Bathrooms and closets cannot be designated as lactation areas. A partner may not bring an infant into
the workplace for nursing at any time, including in a retail store back of house area.
To request an accommodation or for questions, contact the Partner Relations at (888) SBUX 411 (728-9411).
Accessing Starbucks-provided applications using a personal mobile device is strictly optional. If accessed
when the partner is not working or otherwise not on the clock, the time is not considered compensable
working time. Damage incurred to a personal mobile device is not the responsibility of Starbucks and is
incurred at the partner’s own risk.
Per the Acceptable Use Standard, a personal mobile device may not be used to store Starbucks business
information.
• Must adhere to and follow cash handling policies, standards and procedures.
• Ring all transactions into the cash register and provide receipts, when requested or as necessary;
never void a legitimate customer transaction.
• Secure the cash register appropriately before leaving it unattended.
• Keep the till drawer secure; do not share register PIN or assigned till drawer with any other partner.
Starbucks prohibits close relationships between partners in situations where one partner directly or
indirectly supervises the other or is responsible for auditing the work of the other. Managers are prohibited
from hiring or supervising anyone with whom a close relationship exists. Starbucks may refuse to recruit or
hire an applicant, or transfer or promote a partner, if doing so would breach this policy.
Close relationships should be avoided between management partners and non-management partners. If
such a relationship develops, the partners involved must immediately disclose the relationship to the
manager. Starbucks will determine whether a transfer is possible. In limited circumstances, it may be
necessary for one or both partners to separate from employment.
Starbucks discourages close relationships between non-management partners in situations where there is
an actual or perceived conflict of interest or when the relationship creates operational challenges. When
such a relationship develops, the partners are expected to talk to their manager. In some cases, it may be
sufficient for the manager to provide guidance and/or coaching to the involved partners. In other cases,
one or both partners may need to transfer to another store.
Store access: Starbucks provides wheelchair-accessible tables to ensure that customers with disabilities
have access to a table when they visit our stores. These tables should be kept clear for customer use and
not used for other purposes, such as merchandise display. The appropriate amount of clearance around the
tables must also be maintained. Partners should make sure that the store pathways are kept clear for travel
by wheelchair users and other customers with mobility impairments. Do not place chairs, trash cans, boxes,
or other items on ramps, in hallways or in front of restrooms or exits.
Service animals: Service animals are individually trained to do work or perform tasks for people with
disabilities. Service animals are working animals, not pets, and as such are welcome in our stores. A service
animal does not have to be specially identified or marked to qualify as a “service animal,” and its owner
does not have to carry a special license or card to prove it is a service animal.
If a store partner is in doubt about whether an animal is a service animal, they may only ask the customer
one question to inquire: “Is this a service animal?” Once a customer identifies their animal as a service
animal, no further questions may be asked of the customer, including asking if the animal has any special
service training, or asking for proof of the customer’s disability. A service animal can be excluded from a
store only if the animal’s behavior poses a direct threat to the health or safety of others. If the animal is not
identified as a service animal, a partner should politely ask the customer to leave the animal outside the
store.
For more details on creating the Starbucks Experience for customers with disabilities, including more
information on service animals, a partner should consult the Store Operations Manual or discuss with their
manager.
Additionally, partners are not permitted to smoke outdoors within 7.5 metres of Starbucks-operated
facility entries, operable windows, outdoor air intakes and Starbucks-operated outdoor spaces. Where
provincial or local laws have stricter requirements prohibiting outdoor smoking (i.e. greater than 7.5
metres), Starbucks will follow those laws.
Smoke or the smell of smoke is easily absorbed by coffee beans. If a partner chooses to smoke while on
break outside the premises, the apron and hat must first be removed, if applicable, and hands must be
washed before the partner returns to work.
Social Media
The same requirements and guidelines found in other Starbucks policies, standards, guidelines, and Our
Starbucks Mission apply to partners’ activities in social media. Ultimately, partners are solely responsible
for what they communicate in social media.
Any conduct that adversely affects a partner’s job performance or the performance of other partners, or
otherwise adversely affects customers, suppliers, vendors, people who work on behalf of Starbucks, or
Starbucks legitimate business interests, may be subject to corrective action, up to and including separation
from employment.
General Requirements
• Partners must always be fair and courteous to fellow partners, customers, vendors, suppliers or
others who work on behalf of Starbucks.
For full details, refer to Starbucks Social Media Standard on the Partner Hub.
For full details, contact Partner Relations and refer to Starbucks Social Media Standard.
Partners must not use Starbucks email addresses to register on social media intended for personal use.
Managers should remind partners that they are more likely to resolve work-related complaints by speaking
If Workplace by Facebook is accessed when a partner is not working at the store or other Starbucks
workplace or while a partner is on a break, and is used purely for social engagement, the time is not
considered working time and the partner will not be paid.
Partners may, at times, use Workplace by Facebook to perform work or engage in work-related activities,
or as required. The expectation is that any work or work-related activities performed using Workplace by
Facebook occurs while the partner is at work (and on the clock). A partner who feels the need to access
Workplace by Facebook to perform work when not working on a scheduled shift should consult their
manager and obtain advance approval for such work time. A partner who fails to obtain their manager’s
prior approval will still be paid for the time worked, yet this may be considered unauthorized work and be
subject to disciplinary action. A nonexempt partner who performs work using Workplace by Facebook
while off the clock without prior approval must also inform their manager. Nonexempt partners must
record the time worked in the store’s Punch Communication Log, the appropriate labour tracking system or
other timekeeping system to ensure proper payment for all hours worked.
If a partner has a question about whether time spent on Workplace by Facebook is “work” or a “work
related activity” or believes they may not have been paid appropriately for time spent working on
Workplace by Facebook, the partner should contact their manager or Partner Relations at (888) SBUX 411
(728-9411).
Download and use of the Workplace by Facebook application may take place on a Starbucks-managed
electronic device or on a partner’s personal device. If using a personal device, the partner is responsible for
Partners are responsible for what they communicate on Workplace by Facebook. Any use that adversely
affects a partner’s job performance or the performance of other partners, or adversely affects any
Starbucks legitimate business interests, may be subject to corrective action, up to and including separation
from employment.
Partners who have concerns about content that is inconsistent with Our Mission and Values should report
it using the “Report Inappropriate Content” link on the site. Alternatively, a partner may talk to their
manager, contact Partner Relations, or contact the Starbucks Ethics & Compliance Helpline at (800) 611-
7792 or Starbucks.com/helpline.
Note: Nothing in this policy should be interpreted to interfere with, restrain or prevent partner
communications regarding wages, hours or other terms and conditions of employment or any other
protected concerted activity. Partners have the right to engage in or refrain from such activities in exercise
of their rights under their respective Employment Standards Act.
Soliciting/Distributing Notices
Distributing Notices
Partners are prohibited from distributing or posting in any work areas any printed materials such as
notices, posters or leaflets. Partners are further prohibited from soliciting other partners or non-partners in
stores or on company premises during working time or the working time of the partner being solicited.
The only exception that may apply is when a partner is engaged in distribution or solicitation related to a
Starbucks-sponsored event or activity.
Personal Solicitation
Starbucks supports partners’ personal financial donations and individual interest in community activities
through our two partner match programs: Partner Match (gift matching) and Starbucks Community Service
Program (volunteering). When soliciting support for charitable programs that are the personal interest of a
partner, not the company, the following requirements apply:
• Partners should be mindful that even seemingly indirect or benign requests for charitable gifts or
monetary donations may create an awkward situation for subordinates. Accordingly, partners are
welcome to solicit charitable gifts of time or monetary donations from partners they personally
know and who are at the same position level or higher, but should not solicit partners who are
direct reports or at a seniority level lower than them.
• Partners should not use company resources such as photocopy equipment or email to generate
materials or solicit donations of time or money for their personal charitable initiatives from fellow
partners.
For Non-Partners
Persons not employed by Starbucks are at all times prohibited from selling, soliciting, distributing or
posting written materials on company premises. If inappropriate solicitation occurs in your store by non-
partners, you should politely ask the non-partner to stop or leave the store.
For more information, including asking for guidance and voicing concerns, please refer to Starbucks
Standards of Business Conduct.
Mileage Reimbursement
Store partners are not required to drive for work or use a personal vehicle for business reasons. However, a
store partner may be required to use their own personal vehicle for business reasons, such as transferring
or picking up product from another store location or making a required business purchase, or making a
bank deposit. A partner who agrees to use a personal vehicle for business purposes will be reimbursed for
their mileage at the standard government rate per kilometre. Reimbursement will be made only for certain
business purposes and for kilometres driven consistent with Starbucks guidelines. To receive a cash
reimbursement from the store’s till, the partner must complete the information required on the Mileage
Reimbursement Log located in the store.
Generally, partners should not approach customers to take pictures or video or audio recordings unless by
specific customer request, and never in an intrusive manner.
Security Cameras
Starbucks installs security cameras in the stores for partner and customer safety and to monitor activities
involving cash. Partners should be aware that these security cameras will capture video and/or audio
recordings.
Weapons
Starbucks strictly prohibits partners from possessing any weapon in a Starbucks store or on Starbucks
property. For purposes of this policy, a “weapon” is broadly defined to include a firearm, knife, baseball bat
or as otherwise defined by the criminal code of any jurisdiction in which Starbucks does business.
Workplace Violence
Starbucks is committed to preventing workplace violence and taking all reasonable steps to protect
partners from workplace violence. Starbucks recognizes that domestic violence is also a workplace issue.
Accordingly, Starbucks strictly prohibits violence and threats of violence in the workplace that may put a
partner at risk, including violent conduct between partners, violent conduct toward partners made by
customers or vendors, and any domestic violence directed toward a partner while at work. This includes,
but is not limited to, violence and threats of violence on Starbucks premises, at Starbucks events or while
conducting Starbucks business.
A threat of violence prohibited by this policy includes conduct or behaviour that reasonably could be
interpreted as conveying an intent to engage in violence or to cause injury or harm to a person or property.
Threatening conduct or behaviour is not limited to in-person verbal or physical action; it can also include
remote activity.
Violent conduct or behaviours prohibited by this policy are those that significantly affect the workplace,
generate a concern for personal safety or could result in damage to property, physical injury, or death.
These include, but are not limited to:
• Disruptive, aggressive, or abusive behaviour that generates anxiety or creates a climate of distrust;
• Statements or behaviours that can reasonably be perceived by a partner as intimidating,
frightening or threatening, and that generate concern for personal safety;
• The exercise of or attempt to exercise physical force against a partner that causes or could
potentially cause physical injury, including pushing, shoving, hitting, punching, kicking, throwing an
object, or using a weapon of any kind;
• Threatening or violent words delivered in person or remotely, including by phone, mail, email, text
or other forms of social media; or
• Sexual violence against a partner.
Domestic violence is a pattern of coercive behaviour that is used by a person against family or household
members to gain power and control over the other party in the relationship. Conduct or behaviours that
All partners have a stake in their own safety and security, and are responsible for creating and maintaining
an environment that is free from violence or threats of violence. Any partner who engages in conduct or
behaviours involving workplace violence or a threat of violence may be subject to immediate separation
from employment.
If a partner observes a display of workplace violence, whether directly affected or as a witness, the partner
should immediately inform their store manager, district manager, and the Global Security Operations
Centre at (888) SBUX 411 (728-9411), or the Ethics & Compliance Helpline at (800) 611-7792. Partners who
believe they may be in immediate danger should remove themselves from the dangerous situation if they
can do so safely, and should immediately contact local law enforcement authorities.
Starbucks reserves the right to monitor use of its electronic communications system for compliance with
Starbucks policies and procedures. Failure to comply with the policies and standards may jeopardize the
confidentiality, integrity, and availability of Starbucks information assets and may result in disciplinary
action, including loss of network and/or application privileges, or separation from employment.
Confidentiality
During employment with Starbucks, partners may have access to information such as drink recipes, product
specifications, systems, other partner records and financial data, as well as new product innovations and
ideas. All information is confidential during the course of employment and after separation, and it is
imperative that any information gained during a partner’s employment with the company is not disclosed
to anyone outside the company, including a future employer, friends or family, or anyone within the
company who is not authorized to receive such information. Partners may not under any circumstances
take any records, training materials or manuals when they leave.
If a partner is unsure whether there is a legitimate business reason to share private, confidential, internal or
proprietary information, the partner should contact their manager, Partner Relations at (888) SBUX 411
(728-9411), or the Ethics & Compliance Helpline at (800) 611-7792 or Starbucks.com/helpline.
Conflicts of Interest
Partners are prohibited from engaging in any transaction or activity that may constitute a conflict of
interest. A conflict of interest exists when a personal interest or activity interferes or appears to interfere
with the duties that a partner performs at Starbucks. A conflict of interest may influence even the most
honest person, and the mere appearance of a conflict may cause a partner’s act to be questioned. Partners
must avoid situations that affect or appear to affect the ability to act in the best interests of Starbucks.
Some situations in which a conflict of interest may arise, and therefore must be avoided, are:
• Being employed by, consulting for or operating a business that does or desires to do business with
Starbucks or that competes with Starbucks (e.g., working in a management capacity for a company
that could be considered a competitor, a Starbucks manager working for a company that could be
considered a competitor, or working in any capacity for a competitor without disclosing it to
Starbucks).
• Making a substantial direct investment in such a business, either by a partner or a partner’s
immediate family member.
Partners should carefully review their own situations and be aware of any potential conflict of interest. A
partner must immediately disclose any conflict or potential conflict to their manager. If a partner is unsure
of whether an activity or role may constitute a conflict of interest, they should speak with their manager or
contact the Ethics & Compliance Helpline at (800) 611-7792, or Starbucks.com/helpline.
Insider Trading
Partners are prohibited from engaging in insider trading, which is buying or selling Starbucks shares while in
possession of “material nonpublic information” or improperly disclosing such information. “Material
nonpublic information” is a difficult concept to define, but generally it is nonpublic information that is
significant enough that once made publicly available would affect the market price of Starbucks stock.
Insider trading is illegal, may lead to criminal prosecution and will result in separation from employment
with Starbucks.
Media Inquiries
Starbucks partners may receive requests from the media for an interview or filming in a Starbucks store or
other Starbucks support locations. Please note that, without exception, only approved Starbucks
Corporation spokespeople are authorized to talk to the media. This includes local or international news,
trade publications, school newspapers and other media outlets. Partners must refer all media inquiries to
the Starbucks Media Hotline at (888) 997-8628.
As authorized, users of personal mobile devices may request access to company information on their
personal mobile device through the approved request process. Accessing company information on a
personal mobile device is a choice, not an obligation. Costs are not reimbursed unless required by law.
Users who want to access company information on a personal mobile device are required to install or
implement Starbucks-required security, control or monitoring technology on the device.
• Users are responsible for maintaining the security of any mobile devices that access, receive,
create, store and/or transmit company information, including personal mobile devices.
• Users must prevent loss, destruction and unauthorized access to company information on a
Starbucks-owned mobile device or a personal mobile device. Users must report lost or stolen
mobile devices as required.
• Partners must be aware of local driving laws and use Bluetooth or a hands-free device where
required.
Starbucks is committed to protecting the privacy of its partners and will only collect, use and disclose
partner personal information for employment related purposes or otherwise as permitted by law. We may
share partner personal information with our affiliates or services providers to help carry out certain
administrative tasks, including payroll processing, information storage and management, employment and
income verification, government filings, and other HR activities. In some cases, we may share partner
personal information with our affiliates or service providers located outside of Canada. Whenever partner
personal information is shared with an affiliate or service provider, including outside of Canada, we will use
reasonable means to ensure that such information is protected. If you have any questions regarding our
collection, use or disclosure of employee personal information, or wish to obtain access to written
information about our policies and practices with respect to service providers outside of Canada, you may
contact our Privacy Office at [email protected] for more information.
Several resources are available to help partners communicate their concerns, provide input about our
business practices and report matters that fail to uphold the company’s legal, ethical and moral objectives.
The most important working relationship a partner will have at Starbucks is the one with their manager,
who is there for support. To provide that support, managers need to know of any concerns or questions.
Partners should talk with their manager if they have any questions, concerns or suggestions regarding their
position or responsibilities.
Partners who need to contact the manager during non-working hours should call the manager to talk
directly rather than sending a text message.
If a store partner’s manager is unable to assist, questions may be referred to the assistant store manager
(where applicable), district manager (or for store managers, the regional director) or Partner Relations at
(888) SBUX 411 (728-9411). Non-retail partners may refer questions to the next level manager or their
Partner Resources support partner.
Conflict Resolution
Starbucks endorses an atmosphere of mutual respect and support. If a partner experiences a disagreement
or conflict with another partner, the partner should first discuss the problem with the other partner and
make every effort to resolve it in a respectful manner. If unsuccessful, the partner should seek manager
assistance in resolving the matter respectfully and professionally.
The following chart is provided as a reference guide when resolving disputes. Alternatively, partners may at
any time report concerns or ask for guidance by the Ethics & Compliance Helpline at (800) 611-7792 or
Starbucks.com/helpline.
If unsuccessful
The partner discusses the matter with their store manager.
If unsuccessful
The partner discusses the matter with their district manager.
If unsuccessful
The partner discusses the matter with a representative
from Partner Relations.
The Partner Relations can be reached through the Partner Contact Centre (PCC) at (888) SBUX 411 (728-
9411).
Matters reported through the Helpline may include any form of harassment or discrimination; safety and
security violations; violations of wage and hour laws; health code issues; situations involving illegal drugs,
substance abuse, weapons or violence; or instances of improper conduct, just to name a few. Partners may
remain anonymous when calling the Helpline or submitting a report.
The Helpline is available 24 hours a day, seven days a week, online at Starbucks.com/helpline or by
phone at (800) 611-7992.
All concerns reported through the Helpline will be taken seriously. All information provided to the Helpline
will be treated in a confidential manner and may be submitted anonymously. No one will be retaliated
against for raising concerns or questions through the Helpline.
For more information including asking for guidance and voicing concerns, please refer to Starbucks
Standard of Business Conduct.
Speaking Up at Starbucks
We take our commitment to listen and respond to partner feedback seriously. Your feedback tells us how
partners feel about working at Starbucks and helps ensure that we stay true to Our Mission and coffee
heritage in all that we do.
In addition to participating in Partner Open Forums, town halls and webcasts, partners may visit the
Partner Hub to find links to the direct communication channels so Starbucks can hear from you about your
work experience, and receive comments about how Starbucks programs and policies align with Our
Mission.
Partner Central
Partners can access Partner Central (PartnerCentral.Starbucks.com) through the Partner Hub or any web-
based browser to view and update personal information such as address, emergency contact, phone
number, and email address, along with other employment information.
Starbucks accomplishes this philosophy through several key programs and processes:
• Learning opportunities
• Career opportunities
• Performance coaching and partner development
• Partner engagement and recognition programs
Learning
Starbucks offers partners training and development opportunities to help individual contributors and
leaders learn their new roles, reach full effectiveness and prepare for higher levels of job responsibility and
leadership.
Starbucks curriculum provides targeted training to meet the specific development needs of each job level.
For more information, partners may visit the Partner HUB, contact their manager, or call Partner Relations.
Career Progression
Starbucks management training program provides partners with the skills to be successful store and
assistant store managers. Any partner who is interested in a management position should contact their
store manager and district manager.
For non-store jobs, Starbucks helps partners learn about promotional opportunities (via open roles) and
how to express interest in applying using the Starbucks Career Site at Starbucks.ca/careers. This gives
partners transparency and the ability to see what roles are open and available for career progression.
Partners can also express their interests toward developing their career and competitively apply for all
promotions using the Starbucks career website. We aspire to create the most clear, consistent and
equitable promotion practices for all roles.
Trainer Roles
Starbucks offers various roles for a partner to develop professionally by enhancing skills and abilities as a
leader and trainer while taking part in the development of other Starbucks partners. For more information,
a partner may talk to their manager.
Training Programs
Starbucks uses a flexible, building-block approach to learning that begins on a partner’s first day at
Starbucks and grows with that partner throughout their career. Training programs include Barista Basics,
Barista Trainer, the Shift Supervisor Training programs, and Store Manager Training (SMT)
program for training on how to be a successful store manager or assistant store manager.
Corrective Action
Corrective action communicates to the partner that performance problems exist or that the partner is
engaging in unacceptable behavior. The intent of corrective action is to give the partner a reasonable
opportunity to re-establish an acceptable level of performance or behaviour.
Corrective action may take the form of a verbal warning, a written warning, demotion, suspension or
termination of employment. The form of corrective action taken will depend on the seriousness of the
situation and the surrounding circumstances. The evaluation of the seriousness of the infraction and the
form of the corrective action taken will be within the sole discretion of Starbucks. There is no guarantee
that a partner will receive a minimum number of warnings prior to termination of employment or that
corrective action will occur in any set manner or order.
In cases of serious misconduct, immediate separation from employment may be warranted. Examples of
serious misconduct include, but are not limited to:
• Violation of safety and/or security rules.
• Theft or misuse of company property or assets.
• Falsification or misrepresentation of any company document.
• Violation of Starbucks drug and alcohol policy.
• Possession of or use of firearms or other weapons on company property.
• Harassment or abusive behaviour toward partners, customers or vendors.
• Violence or threatened violence.
• Insubordination (refusal or repeated failure to follow directions).
• Violation of any other company policy.
Additionally, store managers are responsible for administration of the safety program within the store as
well as the correction of safety hazards, supported by field management and the Risk Control department
at Starbucks Support Centre. Starbucks will take appropriate steps to address safety issues in a prompt and
responsible manner.
Partners should refer to the policies and procedures in the Store Operations Manual for additional
information.
Items subject to inspection may include, but are not limited to, office equipment and furniture provided by
Starbucks for partner use: desks, cabinets, lockers, computers and computer memory, as well as the
contents, effects or articles they may contain. Furthermore, an inspection may extend to any personal
belongings a partner has brought on to Starbucks premises, including, but not limited to, briefcases,
backpacks, gym bags, cars and electronic devices.
An inspection may occur at any time with or without advance notice or consent from the partner involved;
may take place either before, during or after normal working hours and in the absence of the partner
involved; and may be conducted by any manager or security personnel designated by Starbucks.
Any partner who fails to cooperate in an inspection may be subject to corrective action, up to and including
separation from employment.
Eligibility for paid time off varies by the partner’s length of service and position.
At all times, managers must comply with provincial and/or federal laws in providing partners with paid
time off, and with the specific eligibility requirements listed for each paid time off type.
Holidays
Eligibility
Store management and non-retail partners are eligible for holiday pay.
Retail hourly partners are eligible for holiday pay in accordance with the requirements of the applicable
province.
Vacation
Starbucks offers paid vacation to its partners to refresh and relax. The following principles apply to all
partners:
• For hourly retail partners paid vacation time accrues from the date of hire, but is not available until
the partner has worked at least six months, unless provincial law stipulates otherwise. For all other
partners, vacation is granted at beginning of plan year.
• Vacation time must be requested in advance, preferably at least 30 days, in order to plan for the
partner’s absence. The partner should submit the vacation request to the store manager by
completing the store’s Paid Time Off log.
Starbucks offers two different vacation programs for its retail partners: the Accrual Program and the Grant
Program. The program that applies to you depends on your position.
The following table summarizes the accrual limits for retail hourly partners.
Less than 36 months 36 to less than 60 60 to less than 120 120 or More months
months months
Quebec
Saskatchewan
Vacation hours are paid to partners at their current rate of pay at the time they take their vacation and are
paid on the regular paycheque. Additionally, each pay period, Starbucks calculates vacation pay owed on
overtime differential and performance based bonuses. Overtime differential is the difference between
your regular hourly pay rate and your overtime pay rate. We call this additional vacation payment the
“vacation differential,” and it is paid in the pay period the partner earned the overtime or eligible bonus,
subject to any requirements under provincial law.
When employment ends, a partner will be paid any accrued but unused vacation hours at the time of
separation from employment, as required by provincial law.
Partners must use their vacation grant in the year for which it is granted. Vacation time may not be carried
forward into subsequent years. If partners have not used their full vacation entitlement by the end of the
fiscal year, their entitlement to vacation pay for that fiscal year will be limited to the greater of:
The following table summarizes the vacation granted for all partners excluding retail hourly.
Less than 60 months 60 to less than 120 months 120 or More months
Vacation is paid at the rate of pay the partner is earning at the time vacation is taken and is paid on the
partner’s regular paycheque. Starbucks calculates any additional vacation pay owed on other types of
earnings, for example, performance based bonuses. This vacation payment is referred to as your “vacation
differential”, and is paid as a percentage of eligible earnings and is paid on the pay period when it is
earned. The eligible amount is determined by provincial Employment Standards legislation.
Transferring Roles
• Transfer from retail hourly to a salaried role – Accrued vacation time will be paid accordingly and
the partner will receive a prorated grant allowance effective the date of the transfer
• Transfer from salaried to a retail hourly role – The vacation grant will be prorated and paid
accordingly and the partner will start accruing vacation time at the retail hourly rate effective the
date of the transfer
For details impacting role change please contact Partner Relations at (888) SBUX 411 (728-9411).
Sick Pay
Starbucks Sick Pay is an income replacement benefit provided by Starbucks to eligible partners who miss
work due to:
• Personal illness or injury
• A medical or dental appointment
• The need for a partner to provide immediate care for an ill, injured or hospitalized family member
(on occasion).
Ongoing/continuous time away from work to care for an ill, injured or hospitalized family member cannot
by covered by Sick Pay. A partner may be eligible for continued time away from work under a provincially
mandated Employment Standards Act leave.
Retail hourly partners are not eligible for Sick Pay*, but if time off work is required due to a medical
illness/disability for a period extending beyond 7 calendar days, the partner must apply for an unpaid
Leave of Absence. This process is listed on the Partner Hub.
Store managers are responsible for ensuring accurate record keeping of their store partners absences due
to medical / disability. It is required for a retail partner to provide their SM with a medical note after
missing three consecutive shifts due to medical illness/disability.
If federal, provincial or local law sick pay requirements exceed Starbucks policy, managers must follow the
local law, with guidance from Partner Resources.
Refer to Partner Hub for any updates regarding paid sick time off.
Accrual
Sick Pay accrues from the partner’s date of hire at a rate of approximately 10 days (80 hours) per year. Sick
Pay is not accrued during a Leave of Absence.
Maximum Accrual
A maximum of 65 days (520 hours) of sick pay will accrue. If accrued but unused, no additional Sick Pay will
accrue until the partner uses some Sick Pay and the total balance falls below the maximum accrual limit.
All people managers are responsible for communicating the policy and procedure to their partners and
monitoring Sick Pay usage and accumulations. Partners and their people managers are responsible to
indicate hours not worked in MPI and designate the missed time to the appropriate accrued Sick Pay for up
to 7 days for personal sickness/disability.
Family Member Definition: A “family member” includes a partner’s spouse, domestic partner, parent,
stepparent, grandparent, child, stepchild, foster child, grandchild, step grandchild, sibling or a partner’s
spouse’s / domestic partner’s parent, grandparent, sibling or child.
Partners may not use Sick Pay for absences related to the care of family members not listed above;
however, a partner may request time off as vacation or unpaid personal leave.
Pregnancy
Pregnant partners can use Sick Pay for any period of her pregnancy that is considered by her health care
provider to be a period of medical disability for up to 7 days. Beyond 7 days, the partner must apply for STD
through immediately contacting the Canada Leave of Absence team. Once STD is approved by Desjardins,
the partner may be eligible to use Sick Pay as determined by Desjardins.
Please contact the Canada Leave of Absence Team at [email protected] to ensure proper
processing of Leave of Absences and Sick Day usage when a partner wishes to utilize Sick Pay for a period
greater than 7 days.
The above examples are illustrative only, and are not meant to represent every situation where use of sick
pay would or would not be appropriate. If a partner is uncertain about Sick Pay use, they are encouraged to
speak with their manager, the Canada Leave team, or contact Partner Relations at (888) SBUX 411 (728-
9411).
Notification
For unexpected medical absences (e.g. the flu), partners should notify their manager immediately. Failure
to call-in may result in performance management, which may lead to employment consequences.
Managers should contact the Canada Leave Team immediately if an absence is expected to be greater than
7 consecutive days.
Jury/Witness Duty
Serving on a jury is a fundamental responsibility of citizenship. If summoned to serve on a jury or if
subpoenaed to testify as a witness, the partner should immediately provide the manager a copy of the
summons or subpoena and make arrangements with the manager for the time away from work.
Starbucks will pay the partner’s regular salary or wages for up to 10 consecutive days missed for jury or
witness duty. Jury/witness pay under this policy is available only if the partner actually missed work or a
scheduled shift as a result of the jury or witness duty.
To receive pay, the partner must record the jury duty in the Paid Time Off Log, and the store manager must
obtain written documentation of service as a juror from the partner.
Bereavement
Starbucks provides time off for a partner who experiences the death of a family member. The partner will
receive up to two consecutive days off to attend the funeral. If overnight travel is required, up to two
additional consecutive days (for a total of four days) of time away from work will be provided. If the partner
is notified of the family member’s death while working, the partner will be permitted to take the remainder
of the shift off with pay.
For purposes of this policy, a “family member” includes the partner’s spouse, domestic partner, parent,
step-parent, grandparent, child, stepchild, grandchild, step-grandchild, sibling or the partner’s spouse’s or
domestic partner’s parent, grandparent, sibling or child.
Starbucks recognizes that certain provinces may provide for additional days off without pay. A partner will
be first required to take paid bereavement leave under Starbucks policy and if additional unpaid days are
permitted under provincial law, is entitled to take additional unpaid leave.
To receive time off for bereavement, the partner must submit a written request to, and receive approval
from, the store manager or district manager. An hourly non-exempt partner will receive pay for any shift
missed because of bereavement leave. Store managers and assistant store managers will be paid their
regular salary for the week in which bereavement time is taken.
The store manager must ensure that the time off is recorded in Starbucks Partner Hours. To submit pay, the
store manager will enter a full day (8 hours) of pay for any workday missed by a store manager or assistant
store manager. For an hourly nonexempt partner, the store manager will submit the scheduled hours not
worked by the partner while on leave.
To receive pay, the store manager must call the Partner Contact Centre at (888) SBUX 411 (728-9411) and
request the hours be paid out to the partner.
To receive pay, the store manager must call the Partner Contact Centre at (888) SBUX 411 (728-9411) and
request the hours be paid out to the partner.
Any partner with a minimum of 13 weeks of continuous employment may take the leave.
Some reasons for taking domestic/sexual violence leave include:
• To seek medical attention for the employee or child for physical or psychological injury or disability
caused by the domestic or sexual violence
• To obtain services from a victim services organization for the employee or child
• To obtain psychological or other professional counselling for the employee or child
• To relocate temporarily or permanently
• To seek legal or law enforcement assistance, including preparing for or participating in a legal
proceeding related to the domestic or sexual violence
Length of Leave
Partners are eligible to take up to seventeen (17) weeks in total:
• The 10-day portion may be taken in full or partial day increments (e.g., to attend medical or legal
appointments). Any partial day absences will be deemed whole days for the purpose of tracking
the leave.
• Up to an additional fifteen (15) weeks may be taken for reasons that require more time than
appointments (e.g., looking for a new place to live). Any partial week taken will be deemed a full
week for the purpose of tracking the leave.
If federal, provincial or local law sick pay requirements exceed Starbucks policy, managers must follow the
local law, with guidance from Partner Resources.
Documentation
A partner may be asked to provide supporting documentation for leave time greater than five (5)
consecutive days. Documentation may include, but is not limited to, a physician’s note or a letter from a
lawyer or local agency.
Any supporting documentation that is provided by the partner is to be treated as sensitive and confidential
must be filed in a file separate from the partner file and must be locked in a secure cabinet.
A store manager is required to receive approval for vacation, jury/witness duty or bereavement leave from
their district manager and the assistant manager must receive approval from their store manager. Similarly,
the store manager is expected to notify the district manager, and the assistant manager is expected to
All store managers and exempt non-retail partners can report paid time off in the timekeeping system as
full-day (eight-hour) increments only. Paid time off as vacation or sick leave is not available if the partner
has not accrued at least eight hours. Therefore, if less than a full day is worked, no time is recorded as paid
time off. For example, if a manager must leave early for the day due to illness, no time is reported as sick
time. If, however, a manager misses a full day of work due to illness, eight hours is entered into the
timekeeping system for that day as “sick.”
All salaried assistant store managers and RMT (Retail Management Trainee) partners are considered non-
exempt and can be paid any hours of vacation or sick if they have the time available to use. Some non-
retail partners are considered non-exempt and would follow this policy. The assistant store manager or
RMT must ensure that the time is recorded in the Paid Time Off Log.
For hourly partners: An hourly partner is required to receive approval for paid time off from their store
manager. The store manager will report paid time off in Starbucks Partner Hours as a Pay Adjustment for
each day that work is missed. The amount of pay that an hourly partner will receive for the day missed may
be based on the average number of hours the hourly partner has worked for a certain period of time
preceding the day off.
At all times, Starbucks complies with provincial and/or federal laws in providing partners with leaves of
absence.
For more information on the unpaid leaves available at Starbucks, please refer to the Partner Hub.
Starbucks will make reasonable efforts to reinstate the partner returning from Leave to the same or similar
position.
Accommodation
Should a partner require a workplace accommodation as part of their return to work process following a
leave of absence, a partner’s physician must complete a Functional Abilities Form (FAF) outlining the
necessary accommodations, and submit the form for consideration. This must be done prior to the
partner’s expected date of return. Further details and forms are available at on the Partner Hub.
Medical Documentation
Generally, medical documentation verifying the reason for and the expected duration of the leave will be
required. A partner’s failure to submit medical documentation may result in denial of leave and/or
corrective action, up to and including separation from employment. Upon receipt of the required medical
documentation, Starbucks will conduct a review to determine whether the requested leave may be
reasonably accommodated. Please be advised that the cost of any required medical information is a
partner’s responsibility.
The following are highlights of the various benefits Starbucks currently offers its eligible partners. The
available plans will be outlined in the enrollment materials mailed to the partner’s home address upon
satisfaction of initial eligibility.
Note: The information provided in this section is current as of fiscal year 2022 and is subject to change. For
the most up-to-date information and full details, please go to the Partner Hub. Please note that if there is a
discrepancy between this information and the legal plan and trust documents, the terms of the legal plan
and trust documents will govern.
While the intent is to maintain these programs, Starbucks reserves the right to modify or terminate any of
these programs at any time.
Initial eligibility: Following hire, eligibility is established once the retail hourly partner has been paid a
minimum of 160 hours in two consecutive calendar months. The benefits start date will be the 1st day of
the month after the partner has gained eligibility (the 1st day of the second month after establishing
eligibility). Salaried non-retail, retail management partners and executives become eligible after the
completion of 90 days of continuous service.
Once the initial eligibility requirement is satisfied, an email is sent to the partner to advise that an
enrolment window is open and to complete their enrolment to begin coverage. The partner must enroll
online at mysbuxben.ca with 31 days of the start date or by the deadline outlined in the package. A missed
deadline will result in no enrollment and no coverage. The partner’s next opportunity to enroll will be
during the annual Re-enrolment for an effective date of October 1st.
Maintaining eligibility: To remain eligible a retail hourly partner must be paid a minimum of 240 hours per
calendar quarter. If the partner meets the ongoing benefits eligibility criteria, then eligibility remains intact
and coverage uninterrupted. Partners placed on an approved leave of absence other than a Personal Leave
of Absence will be exempt.
Eligibility is determined by the hours reported on the last paycheque you receive in the calendar quarter.
This date is often before the end of the calendar quarter. At the end of each calendar quarter, Starbucks
conducts an audit to determine each partner’s ongoing eligibility based on the hours paid up to the last
paycheque received in that calendar quarter. To effectively monitor pay and remain benefits eligible,
partners can access the Benefits Eligibility Hours Calendar on the Partner Hub.
Losing eligibility: If the retail hourly partner is unable to maintain the required hours in a quarter, benefits
eligibility will end and coverage will be suspended through the next calendar quarter. Payroll deductions
will end at the end of the month in which the audit is performed.
Disability Coverage
Starbucks disability plans provide partial replacement of wages if a partner is unable to work for an
extended period of time due to illness or injury.
Accidental Death & Dismemberment (AD&D) insurance is also available at no cost to all partners when
benefits eligibility is satisfied. Partners may elect to purchase optional AD&D insurance for themselves or an
eligible spouse.
For optional life insurance or AD&D coverage, partners may be required to provide medical evidence
depending on the level of coverage selected.
All benefits eligible partners can apply for reimbursement of eligible adoption expenses and eligible, non-
medical surrogacy expenses. To be eligible to apply for reimbursement of eligible medical expenses for
surrogacy and IUI, you and your spouse/domestic partner must be enrolled in Starbucks extended health
coverage. For more information and to complete an application, refer to the Partner Hub.
Tuition Reimbursement is available for partners who satisfy the following eligibility requirements:
• Application must be received within 90-days following course completion
• Minimum 6-months of continuous service from the partner’s most recent hire date and as of the
start of the semester/term
• Benefits eligible at the start of the semester/term
• Courses taken at an accredited educational institution towards a certificate, diploma or degree
program
• Actively employed at Starbucks when reimbursement is processed by payroll
• Earn at least a “C” grade or “pass” in a pass/fail course.
LifeWorks is a confidential and private support services that can provide expert guidance and practical
work-life services, referrals to counsellors and other specialists, and connections to community resources
in a variety of areas:
Onsite Critical Incidents Services
Work, life, health, family and money
Child-care matching
Elder-care matching
Recommended resources on LifeWorks platforms
Financial consultations
Legal consultations
Management consultations
Personalized Health Coaching
Partners or their family members can access LifeWorks confidential support 24/7 in several ways:
• App – download the ‘LifeWorks’ mobile app from the Google or Apple app store. Click on “Log in”
and enter: starbucks or sbux and you’ll be redirected to single sign to authenticate.
• Phone – toll free number (833)789-7289 (SBUX)
• Online resources through your web browser, go to Starbucks-canada.lifeworks.com
Partners can invite family members to access confidential help and advice on hundreds of topics available
on the LifeWorks platform. Simply access the LifeWorks website, then under “Profile” select “Family” and
“Invite Family Members”.
CUP Fund
Funded entirely by partner contributions, the Caring Unites Partners (CUP) Fund is a financial assistance
program that helps Starbucks partners who experience a financial crisis resulting from an illness, death of a
partner or family member, or natural disaster or other extreme circumstance.
All active partners are eligible to apply for financial assistance and each application is treated with
confidentiality and carefully screened. For more information visit the Partner Hub or call the Partner
Contact Centre to submit an application. To support fellow partners through payroll deduction, log on to
My Partner Info.
Savings
Eligibility and Enrollment: Partners must be at least 18 years of age to participate. All partners are eligible
following 90 days of continuous employment, counted from the most recent date of hire. Retail hourly
partners hired before May 1, 2021 are eligible at the beginning of the month that follows your first 60 days
of continuous employment, counted from your most recent date of hire and reaching age 18 or older.
Eligible partners can enroll up to 60 days before your eligible date, and contribution will start once you
become eligible.
Vesting Schedule: Partner’s RRSP contributions are 100% vested (i.e. owned by the partner). After two
years of participation in the Future Savings Plan, Starbucks’ contributions (DPSP) becomes fully vested.
Rollover Contributions: A partner may transfer funds from another eligible retirement plan into the
Starbucks group at any time following enrolment.
For more information about the Future Savings Plan, visit the Partner Hub or call Manulife at (833) 838-
8873, Monday to Friday, 8 a.m. to 8 p.m. Eastern Time.
Eligibility and Enrollment: A partner is eligible to participate after 90 days of employment preceding the
quarterly offering. Enrollment in S.I.P. takes place four times per year: December 1–15; March 1–15; June 1–
15; and September 1–15. To enroll during open enrollment, visit netbenefits.fideility.com or call a Fidelity
representative at (800) 544-0275.
Bean Stock
Bean Stock is designed to give a broad base of partners the opportunity to own Starbucks stock. Bean Stock
is one example of how Starbucks rewards partners for the many contributions they make every day that
contribute to Starbucks overall financial success.
Eligibility: A partner does not need to enroll. To become eligible for a Bean Stock grant, a partner must be
employed by Starbucks on May 1 of the fiscal year preceding the grant date.
Fidelity account activation: To view Bean Stock grants or sell vested shares, an eligible partner must
activate their Fidelity account and accept the Bean Stock grants at netbenefits. com. For detailed
instructions, go to starbucksbeanstock.com, select a language, and click on “Activate Account” or “Accept
Grant.”
Questions about Bean Stock: For more information, including FAQs and videos, visit
starbucksbeanstock.com. For questions, refer partners to Fidelity at (800) 544-0275 or netbenefits.com.
Starbucks Coffeegear™
Starbucks Coffeegear™ is the company’s official source for Starbucks branded apparel, promotional items
and more. A portion of sales helps fund Partner Connection activities and the Starbucks CUP Fund. To
purchase Coffeegear™, go to starbuckscoffeegear.ca. For more information, call (877) 387-7226 ext. 242 or
email [email protected].
Ready-to-drink beverages, including juices and bottled water, are excluded from the partner beverage
benefits. These items must be purchased using the partner’s 30% discount.
The partner beverage benefit is available for the partner’s personal consumption only; a partner may not
give away their partner beverage to any other individual. The partner beverage may not be consumed while
the partner is actually working, but only while the partner is on a rest or meal break. Additionally, the
partner is required to wait in line with other customers to receive their partner beverage, and another
partner should process the transaction on the register.
Free beverage eligibility is limited for other partners when working in a retail store: Company-operated
district managers are eligible for free beverages while working in a company-operated retail store.
“Markout” is the term used for one coffee or tea item that partners may receive at no cost each week at any
North America company operated Starbucks Coffee retail location. The purpose of this benefit is to provide
partners with the opportunity to explore the many coffees and teas offered, as well as introduce these
products to friends and family. For a current list of products that are eligible for “markout”, please visit the
Partner Hub, or send an email to [email protected].
Partners are encouraged to take advantage of this benefit each week. For the purpose of this benefit, a
“week” is Monday through Sunday. If a week is missed, there is no opportunity to make up for it in future
weeks. Reselling the partner markout or using it for personal profit is prohibited.
Items that may not be purchased with the partner discount include, but may not be limited to, Starbucks
Cards, coupon books and newspapers.
The merchandise discount is a benefit offered to partners only. Partners may purchase items for personal
use or to give as gifts. Partners may not use the partner discount to purchase items for others—such as
family members, friends or acquaintances—and then receive reimbursement for the cost. Reselling items
purchased with the partner discount or using the discount for personal profit is prohibited.
The weekly markout and merchandise discount is available only to regular, temporary and seasonal
partners on Starbucks payroll. It is not available to vendors, consultants, independent contractors or leased
employees.
Impact on Benefits
For more information about how leaving Starbucks may impact benefits, contact your manager or the
Starbucks Benefits Centre at (888) 541-4691 or mysbuxben.ca
Employment information, such as dates of employment, current or last job title, and/or salary information
may be confirmed.
Partners planning to retire from Starbucks should work with their Partner Resources generalist, and email
[email protected] at least three weeks prior to the last day of work to request information
(include partner name, partner number, email address and home address).