Partner Guide

PARTNER GUIDE
A guide to your Partner Journey
Canada Store Edition

Important Notice
The information contained in this guide is designed to provide partners with an overview of Starbucks
employment policies. All statements are intended as general in nature. Depending on the circumstance,
Starbucks reserves the right to handle individual situations appropriately as they arise.
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.
Starbucks Partner Guide – Canada Store Edition November 2021 i

Look Inside
Welcome to Starbucks ................................................................................................. 1
Starbucks: An Introduction .......................................................................................... 2
Our Starbucks Mission & Values .................................................................................. 3
Starbucks: The Story ..................................................................................................... 4
Employment .................................................................................................................. 6
Pay ................................................................................................................................ 12
General Policies and Standards ................................................................................ 16
Protecting Company Interests .................................................................................. 39
How We Communicate ............................................................................................. 42
Partner Development ................................................................................................ 45
Safety and Security ..................................................................................................... 47
Time Away from Work............................................................................................... 49
Partner Benefits ......................................................................................................... 59
Leaving Starbucks ....................................................................................................... 67
Starbucks Partner Guide – Canada Store Edition November 2021 ii

Welcome to Starbucks
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.
To inspire and nurture the human spirit —

one person, one cup, and one neighbourhood at a time.
Please accept my best wishes for success in your journey.
Warm regards,
Lori Digulla
Starbucks Partner Guide – Canada Store Edition November 2021 1

Starbucks: An Introduction
We’re delighted that you’re here. As a company we try to create an environment where each of us can be
ourselves, and we are committed to investing in, supporting and engaging one another.
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 Starbucks Mission and Values
Our Mission
To inspire and nurture the human spirit—one person, one cup and one neighborhood at a time.
Our Values
With our partners, our coffee and our customers at our core, we live these values:
Creating a culture of warmth and belonging, where everyone is welcome.
Acting with courage, challenging the status quo and finding new ways to grow our company and
each other.
Being present, connecting with transparency, dignity and respect.
Delivering our very best in all we do, holding ourselves accountable for results.
We are performance driven, through the lens of humanity.

Starbucks: The Story
Our story began in 1971. Back then, we were a roaster and retailer of whole bean and ground coffee, tea
and spices with a single store in Seattle’s Pike Place Market. Today we are privileged to welcome millions
of customers through our doors every day, in more than 25,000 locations in over 75 countries.
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.
Starbucks Operates in More Than 75 Countries:

Andorra, Argentina, Aruba, Australia, Austria, Bahamas, Bahrain, Belgium, Bolivia, Brazil, Brunei, Bulgaria,
Cambodia, Canada, China, Chile, Colombia, Costa Rica, Curacao, Cyprus, Czech Republic, Denmark, Egypt, El
Salvador, England, Finland, France, Germany, Greece, Guatemala, Hungary, India, Indonesia, Ireland, Japan,
Jordan, Kazakhstan, Kuwait, Lebanon, Luxembourg, Malaysia, Mexico, Monaco, Morocco, Netherlands, New
Zealand, Northern Ireland, Norway, Oman, Panama, Peru, Philippines, Poland, Portugal, Qatar, Romania,
Russia, Saudi Arabia, Scotland, Singapore, Slovakia, South Korea, South Africa, Spain, Sweden, Switzerland,
Taiwan, Thailand, Trinidad and Tobago, Turkey, United Arab Emirates, United States, Vietnam, and Wales.
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.
We offer a wide variety of blends and single-origin premium arabica coffees.
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.

Merchandise
Verismo® System single-cup brewer, coffee mugs and accessories, water bottles, packaged goods, and
other gift items.
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.
Being a Responsible Company

We are committed to doing business responsibly and conducting ourselves in ways that earn the trust and
respect of our customers, partners and neighbours. Our efforts focus on areas where we think we can have
the biggest impact – ethical sourcing, environmental stewardship and community involvement. For more
information, visit http://www.starbucks.ca/responsibility.
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.

Employment
Starbucks employs store partners in the following positions:
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.
The Competitive Selection Process
Eligibility for a Store Partner to Apply for Other Store Jobs

A store partner is eligible to apply for another store job if the partner meets the following conditions:
• 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.

Internal Partner Movement to Non-Store Jobs
The Internal Partner Movement Standard – Non-Store - Canada, available in the Enterprise Policy Library
on the Partner Hub, defines the conditions under which a store partner is eligible to move to a non-store
job in the organization. Starbucks requires that this Standard and any related procedures are followed to
ensure a consistent partner experience, fair and equitable treatment in the Job application process, and
compliance with applicable employment laws and required reporting.
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:
• Has been in the current position for 12 months:
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.
Exception to Performance Requirements

In consultation with Partner Resources, a partner’s leader may determine that a partner’s recent corrective
action is due to a skills gap and that placing a partner in a different job will likely resolve the performance
issue. In this situation, the partner’s director (or above) and Partner Resources manager may approve an
exception for the partner to apply for a competitive job opening despite recent corrective action. Such an
exception should be documented in writing by the Partner Resources business partner and shared with the
recruiter assigned to fill the job opening.
Applying for Jobs

Information about jobs and job openings can be found on the Starbucks Career Site, which can be accessed
at Starbucks.ca/careers. The Career Site provides many tools to help partners manage and build a career
with Starbucks. All applicants for non-store positions, whether internal or external, must submit an
application through the Starbucks Career Site to be considered for an open position.
Partners are encouraged to discuss opportunities with their store manager, but do not need manager
permission to apply for an open position.
Applying for a Barista or Shift Supervisor Position

External applicants (those not employed by Starbucks Coffee Company) should apply for barista or shift
supervisor positions through starbucks.ca/careers.
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.

Employment of Minors
Starbucks sets a minimum age for employment at 16. Store managers, assistant store managers and shift
supervisors must be at least 18 years of age. The hours of work for Starbucks partners under the age of 18
may be limited on a daily and weekly basis, both during the school year and while on break.
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
Partners with Disabilities

Starbucks complies with all federal and provincial laws regarding the employment of individuals with
disabilities. As defined by provincial and federal law, reasonable efforts will be made to accommodate a
partner who has a disability, such as a serious illness or a physical, mental or sensory condition that affects
the partner’s ability to perform the essential functions of their job.
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.
Foreign Worker Authorization

Foreign nationals (individuals who do not have Canadian citizenship or permanent residency in Canada)
are not permitted to work in Canada without a work permit. All new hires who are foreign nationals must
provide a copy of the work permit to their manager on the first day of employment. It is the partner’s
responsibility to provide a copy of a valid work permit in order to maintain employment with Starbucks.

Transfers
A store partner may want to transfer to a different store in response to an open position or for personal
reasons, such as a change in personal residence. All transfers to a different place of work are subject to
district manager approval, and are contingent upon business needs, partner availability and partner
performance.
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.
Transfers to Another Country
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.
Work Hours and Schedule

Starbucks provides retail hourly partners with the opportunity to work flexible hours. A partner’s hours of
work are largely dependent on the store’s business needs and the partner’s availability.
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

scheduled. (Refer to the “Attendance and Punctuality” section of this guide for requirements when a
partner cannot report to work as scheduled, including responsibilities for finding a substitute.)
Assistant store managers and store managers are expected to be fully committed to the operations of their
store. These positions are considered full-time and generally require at least 40 hours of work each week.
Working Additional Hours

Hourly or salaried partners in non-exempt jobs will be paid for all hours worked, including overtime where
required by law. Partners in non-exempt jobs are required to obtain advance approval from a manager
before working any daily or weekly overtime hours.
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 and Meal Breaks

Regular breaks during the day provide partners with the energy and outlook our customers enjoy. All non-
exempt partners are required to take scheduled meal and rest breaks. Non-exempt partners are free to
leave the store during a meal or rest break.* Breaks may not be skipped in order to report to work late or
leave work early. Salaried, exempt partners are encouraged, but not required, to take rest and/or meal
breaks.
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.
Recording Time Worked

In accordance with federal and provincial wage and hour laws, Starbucks requires the accurate recording
of, and compensation for, all hours worked by non-exempt partners. It is against Starbucks policy for any
non-exempt partner to work “off the clock,” or without having punched in or otherwise recording the time
as time worked. It is also against Starbucks policy for a shift supervisor, assistant manager, store manager or
district manager to instruct or permit any partner to work any amount of time for which the partner is not
compensated.
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.

Using the Time-Keeping System to Record All Time Worked
In addition to the regular functions of a store position, time worked includes participating in formal and
informal training, reviewing or completing training materials, performing administrative tasks, setting up
displays in the store, preparing schedules or other paperwork, assisting on the floor or answering phones
during a meal break, and counting or dividing tips. Time worked also may include any work that the partner
performs for Starbucks outside of the store, such as at home or during the commute.
The following rules must be adhered to on a daily basis:

• A partner must not punch in until ready to begin work.
• A partner must not punch in prior to the start of the scheduled shift, unless instructed to do so by a
shift supervisor or manager.
• A partner must not perform any work during a rest break.
• A partner must punch out at the beginning of every meal break and punch back in upon returning
to work after the meal break.
• A partner must punch out immediately upon completing a shift.
• A partner must not work any pre-shift or post-shift time unless the partner is punched in.
Correcting Time Records

If a partner forgets to punch in or out, or makes an error in recording their time, the partner must
immediately notify a shift supervisor, assistant store manager or manager, who will record the correction
on the store’s Punch Communication Log (PCL). The store manager or ASM will initial the entry to verify it
(the partner will initial to verify any entries made by a manager or supervisor). The store manager will then
correct the partner’s time record in the timekeeping system.
Verification of Hours Worked

Partners are expected to review all pay and immediately report any hours discrepancies. If the partner
believes they have not been paid correctly for hours worked, the partner must notify their manager of any
errors.
Off-the-Clock Work Is Strictly Prohibited

If a shift supervisor or manager instructs, encourages or permits a partner to work any amount of time “off
the clock,” the partner must immediately report the violation to the store manager or district manager, as
appropriate, or call Partner Relations at (888) SBUX 411 (728-9411), or the Ethics & Compliance Helpline at
(800) 611-7792 or online via Starbucks.com/helpline. Any supervisor or manager who violates the time
recording policy by instructing or permitting hourly partners to work off the clock will be subject to
corrective action, up to and including separation from employment.
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
Starbucks is committed to ensuring that partners are accurately paid for all time worked. Meeting that
commitment in our stores is primarily the responsibility of the store manager. The store manager is
responsible for ensuring that payroll information is correct before processing payroll and that any
inaccuracies are corrected in a timely manner. Additionally, all other store partners are responsible to
some extent for ensuring that their hours of work are recorded timely and accurately.
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

notify their manager. If a partner is due additional pay, Starbucks will correct the partner’s pay and remit
the additional amount owed on the next regular pay day or as required by law.
Pay during Inclement Weather or Catastrophic Event

An unforeseen circumstance, such as a natural disaster (e.g., hurricane, earthquake or wildfire) or a major
incident (e.g., power outage, ruptured gas line or public safety event), may force the closure of one of more
Starbucks stores during normal business hours. Severe weather conditions may cause the temporary
disruption or suspension of Starbucks normal business operations.
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

when calculating weekly overtime pay. These partners are not eligible to take a paid day off in lieu of the
holiday.
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.
Partners on an unpaid leave of absence do not receive holiday pay.
Bonus and Incentive Pay
Barista Trainer Pay

Additional pay for eligible partners who are barista trainers recognizes the important contributions barista
trainers make to the future success of the store. Details are available from the store manager.
Shift Supervisor Trainer Pay

Additional pay for eligible partners who are shift supervisor trainers recognizes the important contributions
shift supervisor trainers make to the future success of the store. Details are available from the store
manager.
District Partner of the Quarter Bonus

The District Partner of the Quarter (POQ) Award recognizes the significant contributions of café attendants,
baristas and shift supervisors. One Store Partner of the Quarter from each district receives a bonus.
Retail Management Incentive Plan

Store managers and assistant store managers may be eligible for a bonus through Starbucks Retail
Management Incentive Plan. This Plan is designed to provide a cash incentive to managers for the
achievement of store goals that support Starbucks strategic plan. The award and amount of any bonus is at
the sole discretion of Starbucks. Further information may be obtained in the formal Plan document made
available to eligible managers. For questions, a partner may contact the manager or Partner Relations.
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

assistant managers) are entitled to share in the tips received. Tips are counted in the store by tip-eligible
store partners.

General Policies and Standards
The information that follows presents general policies and standards that are important for partners to
understand immediately upon their employment with Starbucks. To review and learn more about other
Company policies, standards and procedures, please talk to your manager.
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.
Attendance and Punctuality

A partner’s reliability in reporting to work when scheduled and on time is essential to a store’s efficient
operations and in providing customers with the Starbucks Experience.
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

instances of failing to provide advance notice of an absence or late arrival, or one or more instances of
tardiness.
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.
Partners Not Working While Ill

A partner who is experiencing symptoms such as vomiting, diarrhea, jaundice, sore throat with fever, or a
medically diagnosed communicable disease must notify their manager. The manager will determine
whether work restrictions apply.
Discrimination, Harassment and Retaliation Prohibited

At Starbucks, Our Mission and Values are at the heart of everything we do. We treat each other with dignity
and respect, and connect with transparency. We embrace diversity and inclusion to create a place where
we can each be ourselves. Discrimination, harassment and retaliation have no place at Starbucks, and no
partner is expected to tolerate prohibited conduct while at work or when engaged in work-related
activities.
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.
Prohibition Against Discrimination

Discrimination happens when a person is treated less favorably because of a protected characteristic or
status. Starbucks strictly prohibits discrimination based on race, colour, religion and religious creed,
national origin or place of origin, sex (including pregnancy, childbirth, breastfeeding or related medical
conditions), physical or mental disability, age, protected military or veteran status, sexual orientation,
gender identity, gender expression, transgender status, genetic information, legally protected medical
condition, marital or domestic partner status, status as a victim of domestic violence (including sexual
assault or stalking), or any other basis protected by applicable law.
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.
Prohibition Against Harassment

Harassment includes conduct that creates an intimidating, disrespectful, degrading, offensive, or hostile
working environment. Starbucks strictly prohibits harassment based on race, colour, religion and religious
creed, national origin or place of origin, sex (including pregnancy, childbirth, breastfeeding or related
medical conditions), physical or mental disability, age, protected military or veteran status, sexual
orientation, gender identity, gender expression, transgender status, genetic information, legally protected

medical condition, marital or domestic partner status, status as a victim of domestic violence (including
sexual assault or stalking), or any other basis protected by applicable law.
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.
Personal Harassment [Saskatchewan]

Personal harassment prohibited by Starbucks is harassment that negatively affects a partner’s
psychological or physical well-being where the harasser knows, or should know, the harassment would
humiliate or intimidate the partner. Personal harassment often involves repeated occurrences. A single
incident could also be considered personal harassment if it is shown to have a lasting, harmful effect on a
partner.
Examples of personal harassment may include:

• Verbal or written abuse or threats
• Insulting, derogatory or degrading comments, jokes or gestures
• Personal ridicule or malicious gossip
• Interference with another’s work or ‘work sabotage’
• Refusing to work or cooperate with others;
• Interference with, or vandalism of, personal property

Sexual Harassment
• Sexual harassment prohibited by this policy includes unwanted sexual advances, requests for
sexual favors, or visual, verbal, or physical conduct of a sexual nature when:
• Submission to or rejection of such conduct is used as a basis for employment decisions affecting
the partner; or
• Such conduct has the purpose or effect of unreasonably interfering with a partner’s work
performance or creating an intimidating, hostile or offensive working environment
Examples of conduct that would violate this policy include:

• Unwanted sexual advances or propositions
• Offering employment benefits in exchange for sexual favors
• Leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons,
calendars, or posters
• Making or using derogatory comments about a partner’s body or dress, slurs, epithets, or sexually
suggestive jokes
• Written communications of a sexual nature, whether in hard copy or digital, suggestive or obscene
letters, notes, emails, texts or invitations
• Physical contact such as unwanted touching, assault, or impeding or blocking movements
• Retaliating or threatening retaliation after a negative response to sexual advances or for reporting
or threatening to report sexual harassment
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.
Examples of bullying include:

• Verbal abuse, such as the use of patently offensive, demeaning and harmful derogatory remarks,
insults or epithets
• Verbal or physical conduct that is threatening, intimidating or obscene
• Pushing, shoving, kicking, poking, tripping, assaulting or threatening physical assault, or
intentionally damaging a person’s work area or property
• Sabotaging or deliberately subverting, obstructing or disrupting another person’s work
performance
• [In British Columbia] Inappropriate conduct or comment by a person towards a partner that the
person knew or reasonably ought to have known that would cause that partner to be humiliated or
intimidated
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.
Prohibition Against Retaliation

Partners are strongly encouraged to report any concerns they have about potential policy violations and
participate in an investigation without fear of negative job actions or consequences.

Starbucks prohibits retaliation against any partner who raises concerns or questions or otherwise
expresses an intent to make a report regarding a potential violation of any Starbucks policy, standard or
applicable law that he or she reasonably believes to have occurred, assists another partner in reporting a
violation, or testifies, assists or participates in any manner in an investigation, regardless of the outcome of
the investigation.
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
Examples of adverse actions include, but are not limited to:

• Employment actions such as separation, refusal to hire/rehire, and denial of promotion
• Threats, unjustified negative evaluations, unjustified negative references, or increased surveillance
• Any other action that is likely to deter reasonable people from pursuing their rights under
Starbucks policies or applicable laws
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.
Reporting and Investigation Process

It is vital that Starbucks partners report any:
• incidents or complaints of workplace discrimination or harassment prohibited by Starbucks Anti-
Discrimination /Anti-Harassment Standard - Canada;
• retaliation for reporting potential policy violations as prohibited by Starbucks Anti-Retaliation
Standard – U.S. and Canada;
• incidents or threats of workplace violence prohibited by Starbucks Workplace Violence Standard –
U.S. and Canada; or
• potential violations of any other Starbucks policies, standards or applicable laws
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:

• Report information as outlined in the Complaint Procedure if a complaint is received about
conduct that may violate Starbucks policies, if such conduct is observed, or upon otherwise
learning of such conduct.
• Offer support and guidance to the partner making a complaint when made aware of a situation
that may violate Starbucks Anti-Discrimination/Anti-Harassment Standard - Canada, Anti-
Retaliation Standard – U.S. and Canada, Workplace Violence Standard – U.S. and Canada, or other
Starbucks policies.
• If unable to resolve the complaint informally, conduct, request or arrange for a prompt, thorough
and objective investigation.
• Comply with the investigation process set out in this Complaint Procedure, including protecting
the confidentiality of those involved in a complaint to the extent possible.
Informal Complaint Process

The following steps are recommended, but are not pre-conditions for making a formal complaint. At any
time, a partner can contact his or her manager, Partner Resources representative or Ethics & Compliance
for advice and/or to make a complaint.
• A partner who is experiencing discriminatory, harassing or retaliatory conduct should not wait to
address it until the situation becomes intolerable. A partner who believes he or she has been
subjected to conduct prohibited by either the Anti-Discrimination / Anti-Harassment Standard -
Canada or Anti-Retaliation Standard – U.S. and Canada should immediately inform the offending
individual to stop his or her unwanted behavior if he or she feels comfortable doing so, either
verbally or in writing. In many situations, drawing early and informal attention to such conduct can
fully resolve the situation.
• Partners can seek support from their manager, Partner Resources or Ethics & Compliance, as
needed, when trying to resolve the matter themselves.
• If a partner feels unable to speak to the offending individual, if the behavior persists even after
speaking to that person, or if the conduct is of a serious nature, including violence or threats of
violence, the partner should proceed to make a formal complaint as outlined below.
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.

When possible, a report should include details about the issue or conduct, the names of the individuals
involved and any witnesses. Partners will not be penalized or retaliated against for reporting conduct that
they believe to be a policy violation.
If a partner becomes aware of discriminatory, harassing or retaliatory conduct engaged in or endured by

another Starbucks partner, regardless of whether the conduct directly affects the partner, the partner
should immediately report that information, preferably in writing, to one of the appropriate resources
noted above.
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.
Manager’s Obligation to Report

All managers have a mandatory reporting obligation under these respectful workplace policies. If a
manager receives a complaint about conduct that may involve harassment, discrimination or retaliation
that violates policy, observes such conduct, or otherwise learns of such conduct, the manager must report
that information to Ethics & Compliance at (800) 611-7792 or starbucks.com/helpline.
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.

Diversity in the Workplace
Diversity is at the core of our culture. Our Starbucks Mission states that, “Together, we embrace diversity to
create a place where each of us can be ourselves.” At Starbucks, we are committed to providing a
workplace that is inclusive of all people and their individual differences. Those individual differences may
include, among others, race, colour, religion, sex, national origin, age, disability, sexual orientation, marital
status, veteran status, gender identity and expression, and genetic information.
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.
Dress Code and Personal Appearance

Partners are the face of our brand, connecting with our customers every day. All partners are expected to
follow these standards during the workday. Partners should direct questions to the store manager, who
will decide what is appropriate or not within the dress code. Partners who come to work inappropriately
dressed or with unacceptable appearance may not be permitted to start their shifts. Failure to adhere to
the dress code may result in corrective action, including separation from employment.
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.
Health and Safety Compliance

Starbucks food handling and safety policies are consistent with federal guidelines and local jurisdictional
requirements. To this end, please note that the dress code includes limits on the type of jewellery that
partners may wear, hat requirements for some geographic areas, and addresses various aspects of
personal hygiene (hair, fingernails, etc.).
General Appearance and Colours

Starbucks partners are expected to present a clean and neat appearance when starting every shift. Clothing
must fit properly and be clean, hemmed, wrinkle-free, in good repair, and safe and appropriate for a food
service environment.
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

• Name must be written legibly with a chalk pen
• A commonly-used nickname is allowed and must be used consistently. Seek DM approval if
uncertain.
• Partners who wish to clarify their preferred pronoun may wear the Starbucks-branded pronoun
pin available on Starbuckscoffeegear.ca, or add a pronoun to the badge in parentheses after the
name:
• Examples: “Alex (he)” or “Alex (she)” or “Alex (they)”
• Random doodles are OK, but no text or symbols should be added to the name badge, including
those that advocate a political, religious or personal issue
Name Embroidery Requirements

Embroidered aprons should only be given for recognition purposes.
• If wearing an apron with an embroidered name, partners should not add a name badge.
• Partners should not wear an apron embroidered with someone else’s name on it.
Shirts, Sweaters and Jackets

Shirts must be clean, wrinkle-free, and in a style appropriate for food service that allows freedom of
movement but does not present a safety hazard. Shirts must cover the mid-section when arms are raised.
Sleeves must cover the armpits. Sweatshirts or hooded shirts are not acceptable.
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.
Starbuckscoffeegear.ca offers reasonably priced, dress-code approved shirts for sale.
Pants, Shorts, Skirts and Dresses

Pants, shorts and skirts must be practical for food service, durable, and fit comfortably without rips, tears,
patches or distress.
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.
Hats and Headwear

Hats are optional unless required by provincial or local laws. Where required, Starbucks will provide a
Starbucks logo hat, or the partner can wear a personal hat in one of the styles below that meets regulations.

Note: If a jurisdiction requires a hair restraint, the partner must wear a hat and/or a hairnet as required, not
a visor.
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.

Jewellery and Body Piercings
No jewellery is allowed on the hands or forearms, including watches, bracelets or wrist bands, except for
one ring in the form of a plain band without stones or etchings.
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.
Quebec only: Pins are not allowed.
Drugs and Alcohol

Starbucks partners are prohibited, to the extent permitted by provincial and local law, from using alcohol,
cannabis (marijuana), drugs or any other substance which may impair their work performance or the ability
to professionally represent Starbucks. Specifically, Starbucks forbids working while under the influence of
alcohol or drugs (including cannabis) and prohibits the use, sale, manufacture, possession or illegal
distribution of alcohol, illegal drugs, drug paraphernalia or controlled substances on company premises,
while conducting company business or during working time. For purposes of this policy, working time
includes meal and rest breaks. Furthermore, partners are strictly prohibited from reporting to work
impaired by alcohol, drugs, cannabis or controlled substances not in accord with a valid prescription.
Partners who are taking prescription drugs that may affect their performance or who need to possess a
prescription drug at work, should discuss the situation with their manager prior to working.

The only exceptions to this policy are for moderate use of alcohol as may be appropriate when entertaining
business associates or in similar social settings related to company business. Even in those limited
circumstances, partners must remain professional at all times.
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.
Emergency Response Information for Partners with Disabilities (Ontario only)

Starbucks will develop individualized emergency response information to meet the needs of a partner who
has a permanent or temporary disability. In the event of an emergency situation, the emergency response
information will be used to meet the partner’s needs.
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.
Employment and Income Verification

Starbucks often receives inquiries from other businesses seeking employment references for former
partners. Additionally, if a current or separated Starbucks partner applies for a loan, mortgage or lease, the
lender may need to verify the partner’s employment and salary information.
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.
Verification ExchangeTM Additional Information

Partners may can request their Employment Data Report by calling 1-800-315-4054. The EDR provides
transparency to the employee information provided by Starbucks to Verification ExchangeTM and a list of
verifiers who have attempted to access employment records in the prior 24 months. The EDR is an

unofficial report, intended for personal use by the partner only, and not intended for verification purposes.
Official verifications may only be requested through Verification ExchangeTM by a credentialed verifier.
Equal Employment Opportunity Policy

Starbucks is an equal employment opportunity employer of all qualified individuals. Starbucks does not
discriminate on the basis of race, colour, religion, sex, national origin, age, physical or mental disability,
sexual orientation, marital status, military/veteran status, gender identity and expression, genetic
information or any other basis protected by local, provincial, or federal law. Starbucks is committed to
providing reasonable accommodations to the known physical or mental limitations of an otherwise
qualified applicant or partner with a disability, where the applicant or partner has demonstrated a need or
requested a reasonable accommodation in order to perform their job duties and responsibilities.
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.
Food Consumption While Working

Eating and drinking are allowed only in designated break areas, which may include the manager’s work
station or designated break area away from food storage or preparation areas. Eating (including chewing
gum) and drinking are not allowed in the front of house work area. Consult the Food Safety Manual for
more information.
Gifts and Entertainment

Starbucks is committed to ensuring that our business relationships remain professional and appropriate,
and that partners are supported in maintaining independent judgment and making objective business
decisions. Giving or accepting valuable gifts or entertainment might be construed as an improper attempt
to influence a business relationship.
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.
Inspections / Security Checks

Starbucks strives to maintain a safe and secure work environment for its partners. To safeguard Starbucks
property and our partners’ belongings and to ensure compliance with Starbucks policies and practices,
Starbucks reserves the right to carry out security checks without notice. Generally, Starbucks will respect
the privacy of a partner’s belongings or work area. Nonetheless, circumstances may justify conducting an
inspection. Accordingly, Starbucks reserves the right to open and inspect certain items for prohibited
materials, including weapons, dangerous substances, alcohol, illegal drugs or stolen property.
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.

An inspection may occur at any time, with or without advance notice or consent from the partner involved.
It 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
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.
Inventions and Discoveries

All inventions, discoveries, improvements and derivatives pertaining to Starbucks business that any partner
develops in the course of their employment, or while using any Starbucks information, are the sole
property of Starbucks. This includes any blends, recipes, techniques, equipment, processes, methods,
formulas, technology or materials related to Starbucks business or based on Starbucks information.
Partners must promptly disclose all such matters to Starbucks, and must assist in obtaining for Starbucks
legal protection for any such inventions and discoveries.
Lactation Support in the Workplace

Starbucks is committed to providing partners who are nursing with the appropriate workplace space and
time to express milk. To the extent possible and when allowed by law, nursing partners who wish to
express milk should do so during their normal paid rest breaks and unpaid meal periods. Starbucks will
provide reasonable additional or alternative unpaid break time if needed for lactation as a workplace
accommodation.
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).
Personal Mobile Devices

Serving our customers must be the primary focus for partners when working. While a personal mobile
device is not required for a store partner to perform any work, partners are permitted to have a personal
mobile device on their person while working as a matter of convenience. The device must remain locked,
on silent mode, and out of sight unless the partner is checking the time (clock) or accessing a Starbucks-
provided application or resource. Examples of Starbucks-provided applications available on a personal
mobile device include: the Starbucks Digital Coffee Passport, the Starbucks app, information on
Starbucks.com, the Partner Hub, and the Partner app.
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.

Text Messaging
Partners are not permitted to send or receive text messages using personal cell phones while working. In
addition, if a partner needs to contact the manager during nonworking hours (e.g., partner is unable to
report for work), they must call the manager rather than send a text message.
Sending or Storing Company Information on Personal Mobile Devices

Personal mobile devices must not be used to exchange sensitive company information (classified by
Starbucks as private, confidential or internal), such as business results, daily sales information, promotional
performance, forms containing confidential partner information, etc.
Per the Acceptable Use Standard, a personal mobile device may not be used to store Starbucks business
information.
Personal Telephone Calls and Mail

Providing the Starbucks Experience to every customer who walks in the door should be each partner’s
focus. Personal telephone calls while working can distract a partner from providing this experience.
Therefore, partners are not permitted to receive personal telephone calls at the store, unless the nature of
the call is an emergency. Personal telephone calls may be made only while on break, from the store’s back
room or office, and only if necessary and without disrupting store operations. Making a personal long-
distance telephone call or accepting a collect personal call using the store telephone is strictly prohibited.
A partner must not use a Starbucks address as their personal address.
Personal Information Changes

Starbucks maintains records of each partner’s home address, contact telephone numbers and emergency
contact information. This information needs to be accurate for insurance and tax purposes, for
emergencies and to ensure that the partner receives important notices sent to their home address.
Therefore, it is very important that a partner proactively update their information via Partner Central on My
Profile. For further questions or assistance, please contact the Partner Contact Centre (PCC) at (888) SBUX
411 (728-9411). Starbucks will not be held responsible for situations caused by a partner’s outdated
personal information.
Register Operation and Customer Transactions

All partners are required to conduct themselves with the utmost honesty and integrity. This principle
applies when engaging in any transaction involving a Starbucks customer and particularly when engaging in
transactions involving the exchange of Starbucks® products or merchandise for cash, credit cards,
Starbucks® Cards, mobile orders, Starbucks® Delivers, or any other form of payment. Each partner will be
held responsible for each transaction conducted at the cash register till drawer assigned to him or her,
including all transactions that take place. Depending on one’s position, a partner may additionally be
responsible for accessing and securing the store safe and preparing bank deposits.
The following rules apply to all partners:
• 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.

• Drop all bills equaling or exceeding $20 into the cash drop box assigned to the register, as well as
excessive amounts of smaller bills.
• Must not have consistent individual till drawer overages and shortages. Cash overages and
shortages are monitored.
• Prohibits the giving away or trading of free beverages, product or merchandise to friends, relatives
or partners.
• Must not misuse Your Next One’s on Us cards, Service Recovery Coupons, Store Credit cards or
Starbucks® Cards
• Must not misuse partner beverages or the partner food item. These are meant solely for a partner
to process a beverage or food item for another eligible partner who works in the store only.
Partners cannot use it for their own drinks, for a customer or for any other reason.
• Must adhere to the partner discount policy at all times.
Relationships with Other Starbucks Partners/Close Relationships

Starbucks encourages friendship and teamwork, but situations that may lead to an actual or perceived
conflict of interest should be avoided. A conflict of interest may exist whenever a partner’s judgment is
affected or can be called into question because of a close relationship. A close relationship is not
necessarily a romantic one. For purposes of this policy, a close relationship will be construed broadly and
includes examples such as romantic relationships, friendships, and relationships between relatives,
spouses, domestic partners and roommates.
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.
Serving Customers with Disabilities

Starbucks goal is to provide the Starbucks Experience to as many people as possible. Many of our
customers are persons with disabilities. To ensure that they will be able to enjoy the full Starbucks
Experience, each partner should help ensure the following:
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.

Drink service: A drink served to a customer using a wheelchair should be easily reached by the customer.
Therefore, the partner should deliver the drink to the customer at the register counter or directly to their
table. A partner should also offer to assist wheelchair users with their condiments if the condiment bar is
difficult to access.
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.
Smoking and Tobacco Use

Starbucks provides a smoke-and-tobacco-free environment for all partners and customers. Smoking and
tobacco use in all forms, including electronic cigarettes and vaporizers, is not permitted in any Starbucks
workplace, including Starbucks-operated outdoor spaces, such as outdoor customer seating areas and
patios, as these areas are extensions of the workplace.
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.

o If a partner decides to distribute complaints or criticism, the partner should avoid using
statements, photographs, video or audio that reasonably could be viewed as malicious,
obscene, threatening or intimidating; that disparage partners, customers, vendors, or
suppliers; or that might constitute harassment or bullying.
o Inappropriate content includes discriminatory remarks, harassment or threats of
violence or similar inappropriate or unlawful conduct.
• Partners must make sure they are always honest and accurate when distributing information or
news about Starbucks products and services.
o Partners must never distribute information or rumors they know to be false about
Starbucks, partners, customers, suppliers, vendors, or other people working on behalf of
Starbucks.
o Partners must quickly correct any mistakes they make and be open about any previous
posts they have altered.
o Partners must not make false or misleading claims about Starbucks products and
services.
• Partners should remember that almost everything distributed on the Internet is archived.
Therefore, even deleted or altered information may be searched.
• Partners must not distribute internal reports, policies, procedures or other internal business-
related, confidential communications.
o Partners must maintain the confidentiality of Starbucks trade secrets or private and
confidential information. Trade secrets may include information regarding the
development of systems, processes, products, know-how and technology.
• Partners must express only their personal opinions and never represent themselves as a
spokesperson for Starbucks in social media.
o If Starbucks products and services are a subject of the content partners are discussing or
distributing in social media, they must be clear and open about the fact that they are
partners and that their views do not represent those of Starbucks, fellow partners,
customers, vendors, suppliers or people working on behalf of Starbucks.
o It is best to include a disclaimer such as “The postings on this site are my own and do
not necessarily reflect the views of Starbucks.”
• Partners must respect financial disclosure laws.
For full details, refer to Starbucks Social Media Standard on the Partner Hub.
Social Media Guidelines

When using social media, partners must follow Starbucks Social Media Guidelines, available on the Partner
Hub.
For full details, contact Partner Relations and refer to Starbucks Social Media Standard.
Using Social Media at Work

Partners must not use social media in any manner that interferes with their job responsibilities. Consistent
with the Acceptable Use Standard, Starbucks electronic communications systems, including the internet,
are intended for business use only. Starbucks recognizes the occasional need for personal use of certain
resources, so some personal usage is permitted at the discretion of management.
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

directly with their co-workers, manager, Partner Resources, or by contacting the Ethics & Compliance
Helpline, than by distributing complaints using social media.
Workplace by Facebook Use

Workplace by Facebook is a platform made available by Starbucks for partner collaboration and social
engagement. Depending upon the partner’s role at Starbucks, use of Workplace by Facebook may be
required or it may be voluntary.
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).
When using Workplace by Facebook, partners must:

• Be respectful, fair and courteous to fellow partners.
• Be honest and accurate when distributing information or news about Starbucks products and
services, or Starbucks-related activities.
• Use the application in a manner that is consistent with Starbucks goals, Our Mission and Values,
and all applicable Starbucks policies and standards, including the Acceptable Use Standard, Social
Media Standard and Social Media Guidelines.
• Under no circumstances post any information that contains illegal, defamatory, obscene, offensive
or pornographic material, or material that would violate Starbucks policies, including its equal
opportunity, anti-harassment or communications policies, or infringe on another person’s
intellectual property rights.
• Respect financial disclosure laws.
• Not distribute information classified by Starbucks as private or confidential.
• Be aware that the information transmitted and stored on Workplace by Facebook is considered
company property and subject to monitoring, auditing and discovery, and may also be subject to
disclosure in a legal proceeding. As a result, partners should not expect that anything posted on
Workplace by Facebook is private because it is not.
• Remember that almost everything distributed on the internet is archived; even deleted or altered
information may be searched.
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

data usage or fees or costs associated with download and use of the application, except as otherwise
mandated by federal, provincial and/or local law.
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.

Standards of Business Conduct
Starbucks reputation for integrity flows from our steadfast commitment to our core values and guiding
principles—values and principles that require compliance with the law as well as ethical conduct. Starbucks
depends on its partners to follow the law and to make appropriate decisions. We recognize, however, that
Starbucks operates in a complex and dynamic world and that what’s “right” may not always be obvious.
Starbucks Standards of Business Conduct provide practical overviews of some of the legal and ethical
standards that must be followed on a day-to-day basis.
For more information, including asking for guidance and voicing concerns, please refer to Starbucks
Standards of Business Conduct.
Travel and Business Expenses

Partners may be required to conduct business travel during the course of their employment. In order to
ensure the safety and well-being of partners who travel, as well as prudently manage the associated costs,
Starbucks has established a global standard related to business travel and expenses. Starbucks will
reimburse partners for approved and compliant business expenses that are:
• Reasonable, necessary and appropriate in the conduct of Starbucks business.
• Approved by the appropriate manager within the partner’s organization.
• Reported in a timely manner.
• Properly substantiated and documented in accordance with Starbucks standards and procedures
and/or local requirements.
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.
Video Recording, Audio Recording and Photography

Personal video recording, audio recording or photographing of other partners or customers in the store
without their consent is not allowed except as protected under federal and provincial labour laws.
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.

Visits from Family and Friends
Starbucks encourages our partners’ families and friends to visit our stores and enjoy our products.
However, their purchases should always be processed by another member of the team. Under no
circumstances may family or friends stand behind the bar or access back-of-the-house areas.
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.
Work-Related Injury or Illness

Starbucks values the safety, health and wellbeing of all of our partners. Starbucks policy is to provide safe
and healthy working conditions and to comply with all laws and regulations regarding partner health and
safety. A partner who suffers a work-related injury or illness must notify their store manager (or manager
on duty) as soon as possible and report this injury to LifeWorks at 1-844-789-7289 (RTW-SBUX) or by
following the prompts when calling the Partner Contact Centre (PCC). See additional information in the
Safety and Security section of this Guide.
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

occur when domestic violence victims or perpetrators go to work and the safety of partners or customers is
compromised are prohibited by this policy.
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.

Protecting Company Interests
Acceptable Use of Starbucks Electronic Communications Systems
Starbucks electronic communications systems are provided to users at Starbucks expense to assist them in
carrying out the company’s business. At all times, a partner’s electronic communications should be
consistent with business use and professional use. Under no circumstances should a partner access,
download or send on Starbucks equipment any information that contains illegal, defamatory, obscene,
offensive or pornographic material, or material that would violate Starbucks anti-harassment policies or
infringe on another person’s intellectual property rights. Starbucks treats all information transmitted,
processed, or stored on these systems, including email messages, as business information. As such, the
information is not private. Additionally, information stored on Starbucks information systems may be
subject to disclosure in a legal proceeding. The storage of Starbucks information on unauthorized media or
computer equipment is prohibited.
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.

• Developing competing products or businesses while employed at Starbucks.
• Diverting potential or actual business opportunities away from Starbucks for personal gain.
• Engaging a family member to perform services for Starbucks.
• Acting on behalf of anyone besides Starbucks in any transaction with Starbucks (e.g., helping
someone sell products and/or services to Starbucks).
• Personally engaging in real estate or other transactions in which Starbucks has an interest.
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.
Handling Company Information

When handling sensitive company information (classified by Starbucks as private, confidential or internal),
Starbucks requires that:
• All work surfaces will be clear of sensitive information when such information is not in use. All
sensitive hardcopy information will be stored in locked drawers when not in use.
• All display screens will be clear of private or secret information when such information is not in
use. All whiteboards containing sensitive information will be wiped clean after use.
• Documents containing sensitive information will not be posted on store walls, Sensitive
information will never be left unattended or unsecured.
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.
Inventions and Discoveries

All inventions, discoveries, improvements and derivatives pertaining to Starbucks business that any partner
develops in the course of their employment, or while using any Starbucks information, are the sole
property of Starbucks. This includes any blends, recipes, techniques, equipment, processes, methods,
formulas, technology or materials related to Starbucks business or based on Starbucks information.
Partners must promptly disclose all such matters to Starbucks, and must assist in obtaining for Starbucks
legal protection for any such inventions and discoveries.
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.

Mobile Computing
Company-provided laptops and other mobile devices are intended for business use only.
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.
Partner Records Access

A partner may review their personnel records at reasonable intervals by contacting their manager. The
partner may discuss concerns about the contents of the file with their manager, next level manager or
Partner Relations at (888) SBUX 411 (728-9411). If a partner disagrees with anything in their file, the partner
may submit a written response for inclusion in the file.
Protecting Partner Information

From time to time, Starbucks receives inquiries from outside parties requesting personnel information or
an employment reference regarding a partner or former partner. At all times, partners are expected to
keep confidential any information about another partner and are strictly prohibited from responding to
any requests. A partner should refer any such inquiry to the Partner Contact Centre (PCC) at (888) SBUX 411
(728-9411).
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.

How We Communicate
Starbucks reputation for integrity flows from our steadfast commitment to our core values and principles
found in Our Starbucks Mission: To inspire and nurture the human spirit—one person, one cup, and one
neighbourhood at a time. Starbucks values its partners and depends on them to fulfill Our Starbucks
Mission.
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.
Communicating with Partners and Customers

Partners are expected to communicate with other partners and customers in a professional and respectful
manner at all times. The use of vulgar or profane language is not acceptable.
Partner Communication with Manager

Starbucks has created a vital learning community for the sharing of talents, skills, knowledge and personal
qualities. We strive to enrich our understanding and culture by focusing on a shared mission and value
system. The essence of management development and training is supported by Starbucks
acknowledgment that our managers and partners are the company’s finest assets.
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.

The partner discusses the conflict or problem directly with the other partner.
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.
Partner Relations (formerly known as the PRSC)

Partner Relations serves as the primary Partner Resources contact for retail store partners within the US
and Canada. The team is staffed with internal Partner Resources professionals who can be reached during
normal business hours to discuss partner questions or concerns.
The Partner Relations can be reached through the Partner Contact Centre (PCC) at (888) SBUX 411 (728-
9411).
Ethics & Compliance Helpline

Starbucks Ethics & Compliance Helpline is a resource available to partners to report issues or raise concerns
that involved ethics, legal issues or potential violations of Starbucks policy, including Starbucks Standards
of Business Conduct.
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.

Emergency Communication Hotline
Through Starbucks Emergency Communication Hotline, toll-free at (800) 923-BEAN or (800) 923-2326
partners may receive local or regional information that may impact company operations, such as
information about severe weather conditions and procedures during emergency situations. All partners
are encouraged to use this emergency call-in number if they are unable to reach their store manager or
district manager.
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.
My Partner Info (MPI)

Partners can access My Partner Info to view and print pay statements (including total hours for benefits
eligibility and paid time off balances), and view partner and personal information such as e-consent and
tax withholding. Access is through the Partner Hub or Partner Central.

Partner Development
Partners are the heart of Starbucks success. Starbucks Partner Development programs are designed to drive
business performance by challenging partners with work they love and providing them with the
development and support they need to reach their full potential and the company’s aspirations.
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.
Performance and Development Process

Starbucks uses a conversation-based approach to performance and development. In addition to ongoing
coaching, each partner will have at least two formal 1:1 Performance and Development Conversations with
their manager each year. The goal of ongoing Performance and Development Conversations is to have two-

way dialogue about partner performance, the partner’s contributions to the store or district, how the
partner wants to develop, and their career goals.
Partner in Good Standing

A partner being in “good standing” may be used by the company as an eligibility requirement for
participation in certain programs or for career development opportunities, such as promotions or transfers.
The manager will determine whether a partner is considered to be in “good standing” based on
performance.
Good standing means that the partner:

• is adhering to company policy,
• is meeting the expectations of the job as determined by the manager, and
• has no recent corrective actions.
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.

Safety and Security
The safety and security of partners while working for Starbucks is of the utmost importance. This section
includes information and guidelines establishing Starbucks high standards for safety, security and well-
being.
Maintaining a Safe Work Environment

At Starbucks, we believe safety is every partner’s responsibility. Through consistent use of good safety
practices, immediate detection and reporting of hazards and constant safety awareness, most incidents
and injuries are likely to be prevented. Our safety program includes manager and partner participation,
safety education, regular inspections, incident investigation and action to address safety concerns.
All Starbucks partners are responsible for:

• Working in a safe manner and, while working, making good choices with regards to their own
safety and the safety of their fellow partners and customers.
• Reporting unsafe conditions to the manager or supervisor on duty and/or Partner Relations at
(888) SBUX 411 (728-9411).
• Immediately reporting all incidents involving injury or property damage to the store manager or
supervisor on duty. Partner injuries also need to be immediately reported to LifeWorks at 1-844-
789-7289 (RTW-SBUX) or by following the prompts when calling the Partner Contact Centre (PCC).
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.
Accident Reporting and Incident Report Form

Any accident or incident in the store involving a partner or a customer must be reported to the manager,
and the appropriate incident report must be submitted. For more information, refer to the Safety and
Security Manual and the Store Operations Manual.
Preventing Accidents and Injury

Many injuries at work are caused by slips, trips, falls and poor lifting techniques. For more information on
accident and injury prevention, refer to Safety at Your Store training.
Maintaining a Secure Work Environment

All partners are responsible for helping ensure the safety and security of other partners, customers and
company property.
• Off-duty partners must not be behind the counter or in the back room/office.
• Non-partners are not allowed behind the counter or in the back room/office at any time unless
authorized by the store manager and accompanied at all times by a designated store partner on
duty.
• Customers and other non-partners are not allowed access to the store when it is closed for
business.
Partners should refer to the policies and procedures in the Store Operations Manual for additional
information.

Security Checks
To safeguard Starbucks property and our partners’ belongings and to ensure compliance with Starbucks
policies and practices, Starbucks reserves the right to carry out security checks without notice. These
checks may include inspecting personal items for prohibited materials, including weapons, dangerous
substances, alcohol, illegal drugs or stolen property.
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.
Security of Personal Belongings

Partners are strongly advised not to bring large amounts of money, jewelry and valuables to work.
Starbucks does not accept liability for the loss or damage to personal possessions while on company
premises, and a partner will not be reimbursed by the company for any such loss. Partners are encouraged
to place purses, bags, wallets, backpacks and other similar items in a locked drawer or other secure
location while at work. If the partner has been provided with a locker, the partner should use it for the
storage of belongings while on shift and keep it locked at all times. Partners should not leave personal
belongings, including clothing, at the store when not working.

Time Away from Work
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 consult the documents on the Partner Hub,
mysbuxben.ca, or contact Partner Relations at (888) SBUX 411 (728-9411). 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 benefits, Starbucks reserves the right
to modify or terminate any of these benefits at any time.
Paid Time Off

The various types of paid time off offered by Starbucks include:
• holidays
• vacation
• sick pay
• jury/witness duty
• bereavement
• absence for birth or adoption (Quebec only)
• wedding or civil union pay (Quebec only)
• Domestic sexual violence leave
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.
Administering Holiday Pay

There are different pay rules that apply when partners work on a company-recognized holiday, depending
upon the partner’s position. Managers should refer to “Holiday Pay” in the Pay section of this manual for
details about administering holiday pay.
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.

• Vacation time may not be donated, borrowed, advanced or taken as cash in lieu of time off.
• Vacation is paid at the rate of pay the partner is earning at the time vacation is taken or as
required by provincial law.
• Prior employment with Starbucks will not increase the amount of vacation time to which the
partner is entitled, unless provincial law requires that the prior service be recognized for vacation
purposes.
• The partner may be required to use paid vacation to substitute for any or all unpaid leave,
depending on the reason for the absence. Please refer to the “Unpaid Time Off” section
• Vacation time cannot be used while on an active medical Leave of Absence, STD or LTD. Vacation
time can only be used once a partner resumes regular work/regular hours.
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 Accrual Program (retail hourly partners only)

Paid vacation time accrues for a retail hourly partner with each hour the partner works, beginning with the
date of hire. The accrual rate increases the longer the partner remains employed.
The following table summarizes the accrual limits for retail hourly partners.
Completed Months of Employment
Less than 36 months 36 to less than 60 60 to less than 120 120 or More months
months months
All provinces and territories except Saskatchewan & Quebec
2 weeks 2 weeks 3 weeks 3 weeks
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.
The Grant Program (all partners excluding retail hourly)

On the first day of each fiscal year, partners receive their annual vacation grant for the year with the
understanding that this vacation time will be earned over the course of the Vacation Year.
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 vacation pay that they have received in the fiscal year; or
• The minimum vacation pay required by the applicable provincial Employment Standards
legislation.
The following table summarizes the vacation granted for all partners excluding retail hourly.
Completed Months of Employment
Less than 60 months 60 to less than 120 months 120 or More months
3 weeks 4 weeks 5 weeks
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.
Upon ending of employment:

• If the partner has not received their minimum vacation pay for the year as required by the
applicable provincial Employment Standards legislation, Starbucks will pay this amount to the
partner. Partners are not entitled to any vacation pay over and above the minimum vacation pay
as required by the applicable provincial Employment Standards legislation.
• If the partner has received more vacation pay for the year than they are entitled to receive, then
they will be required to repay such overpayment of vacation pay. Starbucks will be permitted to
deduct the amount of any such overpayment from the partner’s wages, as a credit obligation that
the partner owes to Starbucks for the advance of vacation pay. The partner must pay any
remaining balance of the overpayment due immediately upon ending of employment.
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.

Eligibility
Store management and non-retail partners are eligible for sick pay after 90 days of employment. If a
partner requires time off for a purpose that would normally be covered by sick pay during the partner’s first
90 days of employment, the time away would be unpaid.
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.
Sick Pay Rate

Sick pay income replacement is issued at the partner’s current rate of pay (100%).
Sick Pay Use

Store Managers and Non-Store salaried partners can only use Sick Pay in 8 hour increments. Assistant
Store Managers and Non-Store hourly partners can use Sick Pay in any increments. To determine a
partner’s accrual of sick time, go to My Partner Info (MPI). If there are any discrepancies, please call the
Partner Contact Centre at (888) SBUX 411 (728-9411). Partners are eligible to use Sick Pay as soon as it is
accrued, following the first 90 days of employment. Two exceptions apply (see below “Sick Pay Use
Exceptions”).
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.
A Partner’s Personal Illness/Injury

If a partner wishes to continue to utilize Sick Pay for their personal illness/disability beyond 7 calendar
days, the partner must apply for STD through immediately contacting the Canada Leave of Absence team.
Once STD is approved by Desjardins, Sick Pay may be eligible, depending on the length of the STD leave. If
no accruals are available, Partners will need to apply for an unpaid Leave of Absence. This process is listed
on the Partner Hub.

Emergency Care for ill/injured family member
Starbucks recognizes that sometimes a family member's illness or injury requires a partner’s time and care.
For that reason, Starbucks allows Store Managers and Non-store salaried partners to use Sick Pay for the
care of an eligible family member for up to 7 consecutive days. This Sick Day usage must be managed by the
partner’s manager and does not require the Canada Leave Team’s involvement. Retail hourly partners may
take unpaid sick time in this scenario.
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.
Partner Medical Appointments

Partners may also use Sick Pay for scheduled medical and dental appointments. This Sick Day usage must
be managed by the partner’s manager and does not require the Canada Leave Team’s involvement.
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.
Sick Pay Use Exceptions

• Sick Pay will not be paid while a partner is being paid Short Term Disability (STD) benefits (i.e. Sick
Pay cannot be used to top-up STD benefits) thus the accrued Sick Pay will remain in the
partners accrued Sick Pay during this period.
• A partner receiving benefits for workers’ compensation will not be paid from both workers’
compensation and accrued Sick Pay for the same hours.
• An hourly partner will begin to accrue sick pay starting on the date of their promotion to a salaried
position. The partner may receive credit for time previously worked and be awarded up to 40
hours of sick pay at the time of the promotion. A previously eligible manager who is demoted to an
hourly position will stop accruing sick pay but will be permitted to retain up to 40 hours of sick pay
for future use.
Appropriate and Inappropriate Sick Pay Use

Examples of when a partner would be eligible to use Sick Pay:
• absence for a doctor or dentist appointment or to take a family member to similar such
appointments
• absence due to an illness or injury preventing a partner from working
• absence to care for a partner’s ill or injured family member (as defined above)
Examples of when a partner would not be eligible to use Sick Pay:

• For a parent/teacher conference or other school function

• For a family member who is not suffering from an injury/illness however requires a partner’s
care/attention (i.e. elder care, childcare)
• While on a non-medical leave of absence (i.e. Personal, Military, Career Coffee Break, Maternity)
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).
Requesting Sick Pay

Partners should give as much notice as possible when requesting time off as a Sick Day. Whenever possible,
partners should schedule Sick Pay off in advance, according to their store/department’s needs.
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.
Partner Sick Day Usage – 3+ days

When a partner is using Sick Pay for greater than 3 consecutive days for their own personal
illness/disability, the partner may be requested to provide a physician note to substantiate their absence
from work. This information should be provided to their manager.
Partner Sick Day Usage – 7+ days

When a partner is off work for personal illness/disability for 7+ consecutive days the partner must apply
for STD through immediately contacting the Canada Leave of Absence team. Once STD is approved by
Desjardins, to medically substantiate the partner as being medically disabled from performing their job
duties, Sick Pay may be eligible depending on the length of the STD leave. Referrals to the Canada Leave of
Absence Team may be done in advance of 7 days if it is known that an absence may extend beyond 7 days.
Providing advance notice to the Canada Leave Team will assist in timely processing and decisions by
Desjardins. Contact the Canada Leave team by emailing [email protected].
Medical Absences When No Sick Pay is Available

For partners who are unable to work due to a medical condition, have no Sick Pay available, and are not
eligible for short-term disability (STD), the partner must then apply for a medical leave of absence on the
Partner Hub.
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.

Time off in excess of 10 days is unpaid. A partner should contact their manager if they have been selected
to serve on a jury.
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.
Absence for Birth or Adoption (Quebec only)

Starbucks provides time off for a partner who experiences the birth of their child, the adoption of a child,
or where there is a termination of pregnancy in or after the twentieth week. Starbucks will pay the
partner’s regular wage for the first two days of absence if the partner has been employed more than 60
days. A mother who is already on maternity leave cannot profit from this leave. The partner must provide
notice at least two (2) weeks in advance.
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.
Wedding or Civil Union Pay (Quebec Only)

Starbucks provides one paid day off for the purposes of a partner attending their own wedding or civil
union. The partner must notify their manager at least one (1) week in advance. Pay is only provided if the
event is taking place on a day the partner would normally be working.
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.

Domestic/Sexual Violence Leave
All partners are eligible to take up to ten (10) days and up to fifteen (15) weeks of unpaid, job-protected
leave if they or their child has experienced or been threatened with domestic or sexual violence. The first
five (5) days per calendar year are paid.
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.
Reporting the Leave

All partners are required to notify their manager as soon as they are aware that they will not be able to
work for reasons covered under Domestic/Sexual Violence Leave (DSVL).
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.
Reporting Paid Time Off

For managers: A manager or assistant store manager who misses a day of work must accurately report the
time off during the same week the time off occurs.
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

notify the store manager, as far in advance as possible if absent due to illness or injury and a sick day is
being used.
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.
Using Paid Time Off while on Leave of Absence

When on an unpaid Leave of Absence, utilizing sick or vacation pay is based on the type of leave and may
require prior approval from both the manager and Canada LOA team. Questions about a specific situation
can be directed to the Canada LOA team at [email protected].
Unpaid Time Off

Starbucks offers partners leaves of absence for extended periods of time, depending on the reason for the
request.
Starbucks currently offers the following unpaid leaves of absence:

• Compassionate Care
• Family Caregiver
• Maternity/Parental
• Medical (salaried partners may be eligible for Short Term Disability via Desjardins)
• Military
• Personal
• Career Coffee Break
• Voting Time
• Other provincially legislated leaves
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.
Requesting a Leave of Absence

To request a leave of absence, a partner must notify their manager and initiate the application process by
going online to the Partner Hub. It is the partner’s responsibility to initiate a leave of absence and follow
the directions provided in the Leave of Absence section of the Partner Hub.

Following a Leave of Absence request, the Canada Leave of Absence Team will respond to all stakeholders
to advise whether a leave request is approved and to provide an expected return to work date (leave end
date). If a partner does not provide the request leave information within the established timelines, a
partner’s leave/absence will be considered UNAPPROVED, and employment consequence may result.
Additional details are available on the Partner Hub.
Continuation of Benefits While on Leave

For information on continuing benefits while on leave, please refer to specific information on the Partner
Hub.
Return to Work following a Leave

The partner should connect directly with their manager in advance of their expected return to work date to
confirm their intentions to return to work. Ideally this action should be taken 14 days in advance of their
return to work to avoid scheduling challenges. If a partner is on STD, the partner should also maintain
regular contact with their case manager at Desjardins, especially in regards to return to work discussions
and dates.
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.
Impact of Leave of Absence on Benefits Eligibility

To obtain more information about the impact a leave of absence may have on benefits eligibility, including
payments during leave, and eligibility for other programs, please consult the documents on the Partner
Hub.

Partner Benefits
Partner Benefits - Benefits, EAP. Future Savings, Stock, Tuition Reimbursement, income replacements and
Perks for Partners —rewards partners for their contributions to Starbucks, adds to a great work
environment and promotes the shared responsibility of the partner and Starbucks for individual and
company success. We offer benefits to both eligible full- and part-time partners, no matter what position
held at Starbucks. We believe in building flexibility in our benefits program, because we each have unique
and personal benefits needs.
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.
Benefits Eligibility and Enrollment

The following is general information. For specific details or updates on eligibility requirements, visit the
Partner Hub.
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.

Re-establishing eligibility: A retail hourly partner can re-establish eligibility and have coverage reinstated
automatically if the partner is paid at least 240 hours in any subsequent calendar quarter. If benefits are
suspended or reinstated for any reason the partner will receive a notice by mail from Starbucks Benefits
Centre. If eligibility is re-established, coverage will recommence on the 1st day of the second month of the
new calendar quarter. For example, a partner who is paid for at least 240 hours from January 1 through
March 31 will be reinstated on May 1. Depending on when a partner re-establishes eligibility, the partner
may be required to re-enroll for desired coverage.
Health & Life Benefits
Extended Medical, Dental and Vision

Starbucks’ extended health plan provides coverage for eligible expenses associated with paramedical
services, mental health, hospitalization, eye exams, prescription lenses, frames and contacts, prescription
drugs and emergency out-of-province medical. The dental plan covers preventative, basic and major
services, as well as orthodontia for dependent children.
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.
Two levels of coverage are available:

• Short-term disability (STD) coverage is automatically available at no cost to all partners who are
eligible for Starbucks benefits. This coverage provides a partner with partial replacement of lost
wages for up to 26 weeks for salaried partners and up to 26 weeks for retail hourly partners for
disability due to illness or injury that is not work related. STD benefit waiting periods must first be
satisfied prior to going on STD: 7-days for non-retail/retail salary partners; 17-week waiting period
applies for retail hourly partners (following application for EI sickness benefits).
• Long-term disability (LTD) coverage provides partial income replacement after STD ends should a
partner qualify. Retail hourly partners are not eligible for this benefit.
Life Insurance and Accidental Death and Dismemberment (AD&D)

Basic partner life insurance is available at no cost to partners when benefits eligibility is satisfied. Partners
may elect to purchase optional life insurance for themselves or an eligible spouse.
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.
Partner Programs and Investments
Family Expansion Reimbursement

The Family Expansion Reimbursement program assists eligible partners with the costs of growing their
families through adoption, surrogacy or Intrauterine Insemination (IUI).

Partners can be reimbursed for qualifying expenses up to $10,000 per attempted or successful adoption,
surrogacy or IUI procedure, up to a lifetime maximum of $30,000 per partner (or per couple, if both you
and your spouse or domestic partner are Starbucks partners).
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.
Starbucks Tuition Reimbursement Program

We don’t just believe in our partners’ potential. We invest in it. Following six months of service, partners
can receive up to $1,000 annually in reimbursement for tuition, books and fees at any accredited
institution for a variety of degrees, diplomas and certificates. Calendar year reimbursement maximums are
determined based on the partner’s years of continuous service as of January 1st.
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.
For more information visit the Partner Hub.
LifeWorks Wellbeing & Employee Assistance Program (EAP)

LifeWorks Wellbeing & Employee Assistance Program (EAP) LifeWorksis the total well-being solution that
all partners and their family members can use to boost your physical, mental, emotional, financial and
social health. Through the LifeWorks platform, partners have access to support and resources to help you
through difficult situations they may face in life and at work.
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
Total Wellness offerings:

 Health Assessments
 Participation-driven Rewards & Incentives

 Individual or Corporate Challenges
 Wearable Tech Integration
Perks & Savings

 Digital Gift Cards
 Online Cashback
 In-store and exclusive offers
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
Future Savings Plan (RRSP/DPSP)

This program is designed to help partners prepare for a financially secure future. If the partner contributes
to the group Registered Retirement Savings Plan (RRSP) through automatic payroll deductions, Starbucks
will match those contributions dollar for dollar (to a maximum of 4% of the partner’s eligible pay) directly
into a Deferred Profit Sharing Plan (DPSP).
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.

Stock
Stock Investment Plan (S.I.P.)

Starbucks Stock Investment Plan (S.I.P.) provides eligible partners the unique opportunity to buy shares of
Starbucks stock each calendar quarter at a discounted price through regular payroll deductions, after taxes.
After the end of each calendar quarter, each participant’s contributions are used to purchase Starbucks
stock at a 5% discounted price. The discounted price is applied to the fair market value of Starbucks stock
on the last business day of the quarterly offering. A partner can elect to set aside from 1% to 10% of their
gross base pay to purchase stock through S.I.P.
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.
For more information call Fidelity at (800) 544-0275 or visit netbenefits.fidelity.com.
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.
Perks for Partners
Partner Connection Program

Starbucks Partner Connection Program links groups of partners who share common interests, helping
create a work environment that supports teamwork, fun and the importance of a well-balanced life. With a
minimum of three partners, partners can start their own club or team and may receive up to a 50% subsidy
for expenses such as league and entry fees, uniforms and equipment, when applicable. Visit or the Partner
Hub for more information.
Elite Athlete Program

The Starbucks Elite Athlete Program supports partners who are participating in athletics at a world-class
level. The majority of partners who participate in the program are Olympic hopefuls or nationally/
internationally ranked in their sports. For more information, visit the Partner Hub or send an email to
[email protected].

Partner Recognition Program
Starbucks success is reflective of the quality, imagination and initiative of our partners. In recognition of our
partners’ contributions, we developed the Starbucks Partner Recognition Program. Within the program,
there are many ways to acknowledge partners on all levels of achievement. For a full list of awards available
to either receive or give, go to sbuxrecognition.com. Contact [email protected] with
questions.
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].
Partner Discount Program

Through LifeWorks, Starbucks offers partners access to over 2,000 perks and discounts on daily essentials
and key life events like discounted home and auto insurance, fitness club membership and more.
• Digital gift cards: Receive digital codes instantly to email or mobile wallet to use in stores or
online.
• Online cashback: Choose from hundreds of retailers and earn a percentage of the purchase back
into LifeWorks wallet. Once the cashback is $5 or more, partners can transfer cashback to their
PayPal account.
• In-store and exclusive offers: Present the LifeWorks app at checkout for discounts on in-store
purchases.
For more information, visit the Partner Hub.
Free Beverages While Working

A store partner may consume—free of charge—any coffee, tea or milk-based beverage while on break
during their shift or during the 30 minutes prior to or after the partner’s scheduled shift.
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.
Partner Markout and Merchandise Discounts

All Starbucks partners may purchase Starbucks® beverages and merchandise at a discounted price at
company-owned and -operated Starbucks, Evolution Fresh, La Boulange, Seattle’s Best Coffee and Teavana
stores. Additionally, the “markout” benefit is available as a means for partners to sample and enjoy
Starbucks® coffee and tea.

Weekly Partner Markout
The partner “markout” benefit is available at Starbucks company-operated retail stores as a means for
partners to sample and enjoy Starbucks© coffee and tea.
“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.
Partner Discount (all company-operated locations)

Eligible Starbucks partners may receive a 30% discount on the purchase price of beverages (espresso
beverages and ready-to-drink), food items and merchandise (including sale items) purchased in
company-operated Starbucks retail stores.
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.
Obtaining the Partner Discount and Weekly Markout

To obtain the weekly markout and merchandise discount in any participating company-operated store,
partners must present their current Partner Card OR share their partner number with valid ID to confirm
name at the Point of Sale (POS) register. The partner number will be validated for the discount. The Partner
Card may be presented in one of the following versions:
• Temporary paper partner card along with a photo identification (the barista will enter the partner
number to validate for discount)
• Plastic Starbucks Partner Card
• Starbucks Partner Card image on the Starbucks App
Some Limitations Apply

The partner markout and in-store merchandise discount are not available at Starbucks and Seattle’s Best
Coffee licensed store locations (such as airport locations) and most international locations (those stores
located outside the U.S. and Canada). The markout or discount may also be limited at certain concept
stores, such as Starbucks Reserve Roastery and Tasting Room.
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.

Upon Retirement
A partner who retires from Starbucks at a minimum age of 55 with at least 10 years of continuous service
will receive the partner markout and merchandise discount benefits for life.

Leaving Starbucks
Giving Notice
If at all possible, a partner should provide their manager with two weeks’ notice if choosing to resign from
employment with Starbucks.
Return of Company Property

A partner must return all company property to their manager on or before the last day of work. Company
property may include, but is not limited to, store keys, laptop computer, company purchasing card,
company travel and entertainment card, mobile device, partner identification card and training materials.
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
References for Future Employers

Starbucks responds to requests from other businesses seeking employment references for former partners.
See Section General Policies and Standards “Employment and Income Verification” for more information on
how to obtain an employment reference.
Employment information, such as dates of employment, current or last job title, and/or salary information
may be confirmed.
Retiring from Starbucks

A partner who separates from Starbucks Coffee Company at the age of 55 or older and with ten or more
years of service will be deemed a “retiree” for purposes of receiving certain benefits. These benefits are:
• Continued partner markout and discount benefit with Partner Card and weekly markout for the
partner’s lifetime
• Accelerated stock option vesting for certain options
• Access to retirement income options if participating in the Future Savings Plan (RRSP/DPSP)
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).

This material is the property of Starbucks Corporation, and contains internal information about
Starbucks, much of which is confidential. Unauthorized distribution or use of this material is strictly
prohibited. This material should not be photocopied and should not be distributed to anyone other
than a Starbucks partner, and should be kept secured when not in use.
© 2021 Starbucks Coffee Company. All rights reserved.

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A guide to your Partner Journey

Canada Store Edition

Starbucks Partner Guide – Canada Store Edition November 2021 i

Welcome to Starbucks ................................................................................................. 1

Starbucks: An Introduction .......................................................................................... 2

Our Starbucks Mission & Values .................................................................................. 3

Starbucks: The Story ..................................................................................................... 4

General Policies and Standards ................................................................................ 16

Protecting Company Interests .................................................................................. 39

How We Communicate ............................................................................................. 42

Partner Development ................................................................................................ 45

Safety and Security ..................................................................................................... 47

Time Away from Work............................................................................................... 49

Partner Benefits ......................................................................................................... 59

Leaving Starbucks ....................................................................................................... 67

Starbucks Partner Guide – Canada Store Edition November 2021 ii

To inspire and nurture the human spirit —

Please accept my best wishes for success in your journey.

Starbucks Partner Guide – Canada Store Edition November 2021 1

Starbucks Partner Guide – Canada Store Edition November 2021 2

Creating a culture of warmth and belonging, where everyone is welcome.

Being present, connecting with transparency, dignity and respect.

We are performance driven, through the lens of humanity.

Starbucks Partner Guide – Canada Store Edition November 2021 3

Starbucks Operates in More Than 75 Countries:

We offer a wide variety of blends and single-origin premium arabica coffees.

Starbucks Partner Guide – Canada Store Edition November 2021 4

Being a Responsible Company

Starbucks Partner Guide – Canada Store Edition November 2021 5

The Competitive Selection Process

Eligibility for a Store Partner to Apply for Other Store Jobs

Starbucks Partner Guide – Canada Store Edition November 2021 6

• Has been in the current position for 12 months:

Exception to Performance Requirements

Applying for Jobs

Applying for a Barista or Shift Supervisor Position

Starbucks Partner Guide – Canada Store Edition November 2021 7

Partners with Disabilities

Foreign Worker Authorization

Starbucks Partner Guide – Canada Store Edition November 2021 8

Transfers to Another Country

Work Hours and Schedule

Starbucks Partner Guide – Canada Store Edition November 2021 9

Working Additional Hours

Rest and Meal Breaks

Recording Time Worked

Starbucks Partner Guide – Canada Store Edition November 2021 10

The following rules must be adhered to on a daily basis:

Correcting Time Records

Verification of Hours Worked

Off-the-Clock Work Is Strictly Prohibited

Starbucks Partner Guide – Canada Store Edition November 2021 11

Starbucks Partner Guide – Canada Store Edition November 2021 12

Pay during Inclement Weather or Catastrophic Event

Starbucks Partner Guide – Canada Store Edition November 2021 13

Partners on an unpaid leave of absence do not receive holiday pay.

Bonus and Incentive Pay

Barista Trainer Pay

Shift Supervisor Trainer Pay

District Partner of the Quarter Bonus

Retail Management Incentive Plan

Starbucks Partner Guide – Canada Store Edition November 2021 14

Starbucks Partner Guide – Canada Store Edition November 2021 15