Employee Handbook Sign-Off

The Sweet Tooth has served customers since 1979. Our work depends on safe food, consistent products, dependable service, and proper care of customer information. In this handbook, "Company" means DME Sweets, LLC doing business as The Sweet Tooth.

Employment is at will. Either the employee or the Company may end employment at any time, with or without notice or cause, subject to applicable law. No supervisor can promise guaranteed employment. Only a written agreement signed by the owner and the employee can change at-will status.

The handbook and its receipt are policies, not a contract guaranteeing employment, hours, benefits, or a particular disciplinary process. The Company may change policies prospectively, subject to law, and will communicate material changes. Changes cannot retroactively reduce earned wages or vested rights. Individually signed agreements are changed only as their terms permit.

Rights preserved throughout this packet

Nothing in this handbook or its attachments prohibits employees from lawfully discussing pay, hours, benefits, safety, or working conditions; acting together for mutual aid; organizing; reporting suspected violations; communicating with an attorney or government agency; participating in proceedings; or exercising other protected rights. No Company permission or advance notice is required for those activities. Company rules will not be applied to punish them.

Where to raise concerns

Report concerns to any manager, the owner, or the alternate contact. You may bypass anyone involved in the concern. Verbal reports are accepted. If a report is not addressed, use another channel. Internal reporting is not required before contacting an agency.

Owner contact: Michael Briansky, mike@thesweettooth.com. Alternate contact: as posted at the store.

Equal opportunity and accommodation

The Company prohibits unlawful discrimination based on race, color, religion, national origin, sex, pregnancy, childbirth or related conditions, sexual orientation, gender identity, age, disability, marital status, veteran or military status, genetic information, or another status protected by applicable law. These standards apply to hiring, scheduling, pay, assignments, promotion, discipline, and separation.

Request an accommodation for disability, pregnancy or related limitations, religion, or another legally protected need through any reporting contact. A request does not require special legal words. The Company will discuss the need, obtain only appropriate supporting information, and provide reasonable accommodation as required by law. Do not assume that a leave request must qualify for FMLA before it can be considered.

Harassment and retaliation

Unwelcome sexual advances, requests for sexual favors, discriminatory insults, unwanted touching, threats, and other unlawful harassment are prohibited, including conduct by managers, coworkers, vendors, customers, and through work-related messages or social media. Employees should promptly report concerns through any available channel. Employees are not required to confront the person involved.

Managers must promptly forward complaints to the owner or alternate contact; a manager who is implicated must not investigate the complaint. The Company will arrange a prompt, impartial review, protect information as reasonably possible, and take corrective action when appropriate. Absolute confidentiality cannot be promised. Retaliation for a good-faith report, requesting accommodation, or protected participation is prohibited. A report that is not substantiated is not, by itself, misconduct.

Employment records

Provide accurate contact, tax, and payroll information and promptly report changes. Medical records will be kept separately from ordinary personnel records, with access limited as required by law. Employees may request review of their own personnel file; access to others' private information is restricted.

Employment eligibility verification (Form I-9 and E-Verify)

The Company completes Form I-9 for every new employee, citizen and non-citizen alike, and applies the same verification process to every new hire regardless of citizenship status, national origin, or appearance. Complete Section 1 of Form I-9 no later than the first day of work for pay. The Company examines original documents and completes its portion within the legally required period, generally three business days after that first day, or by the first day for employment lasting fewer than three business days. Employees choose acceptable documents from the Form I-9 lists; the Company does not request specific documents or more documents than the law requires. Lawful receipts and authorized extensions will be honored. Form I-9 records are retained for the required period, kept separate from ordinary personnel files, and produced on lawful government request.

Where the Company participates in E-Verify, it creates the E-Verify case only after hire, using the information from the completed Form I-9, and does not use E-Verify to prescreen applicants or selectively based on citizenship, national origin, or any other protected characteristic. The Company provides the required E-Verify notices, gives the employee the opportunity to contest and resolve any tentative nonconfirmation, and takes no adverse employment action based on a tentative nonconfirmation while it is being resolved.

Background checks

The Company may obtain consumer reports, including criminal history and, for positions that involve driving, motor vehicle records, from a licensed consumer reporting agency for employment purposes, in compliance with the federal Fair Credit Reporting Act (FCRA) and applicable Florida law. A background check is conducted only after a conditional offer of employment, or during employment where job-related and consistent with business necessity, and only after the applicant or employee has received a standalone written disclosure and has given written authorization. The same screening package is applied consistently to all candidates for similar positions.

A criminal record is not an automatic disqualification. The Company conducts an individualized assessment that considers the nature and gravity of the offense, the time elapsed since the offense or completion of the sentence, and the relationship of the offense to the duties of the position, including theft, fraud, violence, and job-relevant driving offenses for delivery positions. Before any adverse decision based in whole or in part on a consumer report, the individual will receive a copy of the report and a summary of rights under the FCRA and a reasonable opportunity to respond, and will receive notice of any final adverse decision as required by law. Screening results are kept confidential, stored separately from ordinary personnel records, with access restricted to those who need it.

Job classifications

The Company identifies positions as exempt or nonexempt based on applicable legal tests. A title or salary alone does not make a worker overtime-exempt. Full-time, part-time, seasonal, and temporary status does not remove statutory protections. Benefit eligibility follows applicable law and any written benefit plan; this handbook does not create benefits beyond those expressly stated.

Regular payroll and first paycheck

Payroll is biweekly. The Company will provide the actual pay-period dates, regular paydays, fixed seven-day workweek, and first applicable payday on a separate payroll notice given to you directly. Gusto is the designated payroll and timekeeping system unless employees are notified of a replacement. A pay-period ending date is not necessarily the payday. Existing payroll dates remain in effect until any lawful prospective change is communicated.

Employees may elect direct deposit where available. The Company will provide a lawful alternative if direct deposit is unavailable or not elected. The Company does not provide routine wage advances, on-demand cash, or immediate Zelle, Venmo, or other person-to-person payments. Payroll enrollment or banking problems will be addressed without delaying wages beyond their lawful due date.

Record all time worked

Nonexempt employees must record actual starting and ending times and actual unpaid meal periods. Record required training, meetings, preparation, cleaning, opening, closing, work messages, content creation, and other work performed away from the premises. Do not work off the clock, clock in for another employee, or alter a record inaccurately. Managers may make documented corrections but may not erase time actually worked.

Report missing punches, interrupted meals, unpaid work, and pay errors promptly to a manager or owner. A late report does not forfeit pay. Missing approval, a missing punch, or failure to sign a time record does not excuse paying for work the Company knows or should know was performed.

Overtime and deductions

Nonexempt employees receive at least one and one-half times their legally determined regular rate for hours worked over 40 in the fixed workweek. Separate weeks are not averaged. Obtain approval before overtime; all overtime actually worked must still be recorded and paid. Unauthorized overtime may be addressed through lawful discipline, not nonpayment. Exempt salary deductions will be limited to those permitted by law; report any improper deduction for review and correction.

Wages will meet the applicable minimum wage. There are no automatic fines or wage deductions for quitting, failing to give notice, mistakes, breakage, shortages, lost keys, or unreturned property. Any other deduction must have a lawful basis and required authorization, and may not impair required minimum wages or overtime. The Company provides required uniforms. Tips belong to employees as the law requires; owners and managers may not retain employee tips or participate in prohibited tip pools.

Final pay including early resignation

Resignation or termination does not accelerate or postpone the established payday for wages earned in the applicable pay period. Final wages will be paid on the regularly scheduled payday applicable to those wages, or earlier if law requires. This rule applies even if the employee leaves before the first payday, works only one shift, or gives no notice. No extra pay cycle or waiting period is imposed because employment ends.

Final wages are not conditioned on returning property, completing an exit interview, signing a release, or resolving a dispute. Property recovery and other legitimate claims are handled separately. Keep your payment and mailing information current; contact payroll if payment is not received when due.

Schedules and attendance

Managers issue work schedules, which may vary with assignments and seasonal demand. Arrive ready to begin at the scheduled time and record all compensable preparation. Notify the manager as soon as practical if you will be late or absent, preferably before the shift begins. If an emergency prevents personal notice, someone may notify the Company for you. Keep management informed of expected return when reasonably possible.

Unexcused lateness, absence, or failure to communicate may lead to discipline. Before treating an absence as job abandonment, management will make a reasonable effort to contact the employee and consider known emergencies, protected leave, and accommodation needs. Legally protected absences and activities are not attendance violations. Employees are not required to find a replacement as a condition of protected leave.

Break policy for employees age 18 and older

Florida and federal law do not require an employer to provide rest breaks or meal breaks to employees who are 18 or older. Any break made available under this policy is a discretionary benefit extended by the Company as a courtesy and an incentive of employment, not a legal entitlement, and does not modify the at-will nature of employment or create any right to a break of any length.

When operationally feasible, the Company may make available one break of up to 30 minutes per shift. A break that runs beyond 30 minutes may result in that employee's break privileges being suspended. The availability, timing, length, and structure of breaks may be modified, shortened, delayed, combined, or withdrawn by the Company at any time, for any reason, with or without notice, at the Company's sole discretion.

Employees must notify a manager before beginning a break. Breaks are taken in the designated break room. Employees remain in uniform, including the Company apron and name tag, during breaks.

During high-volume seasonal periods, including the period from Thanksgiving through Christmas, break timing and duration may differ from standard scheduling because of business and staffing demands, and breaks may be shorter or scheduled at different times than usual.

If an employee is required to perform any work duties during a break — including answering calls, assisting customers, or monitoring equipment — that time must be recorded and will be paid as required by law. Nothing in this policy authorizes an unpaid deduction for time actually worked, and required restroom access will not be denied.

Vacation and ordinary sick leave

The Company provides unpaid vacation and unpaid ordinary sick leave unless a separate written benefit plan or applicable law provides pay. Request planned time off as early as practical. Ordinary vacation approval depends on staffing and business needs; protected leave is evaluated under its governing law. This policy does not cancel an existing written benefit promise or accrued entitlement.

Notify management promptly when illness prevents work. Food employees must report symptoms or diagnoses that may affect food safety before handling food. Do not report to food-handling duties while subject to a required exclusion. Medical information will be handled confidentially. Documentation requests will be limited to what law permits.

Family medical and accommodation leave

The Company will provide FMLA leave when the Company is a covered employer and the employee meets the applicable eligibility requirements. FMLA is not automatically available to every employee of every small business. Where it applies, management will supply the required notices and explain leave, benefits, certification, and return-to-work rights. Disability, pregnancy, military, or other laws may require leave or accommodation even when FMLA does not apply.

Holidays and closures

Management will issue a calendar identifying actual store closures, including Shabbat and applicable Jewish holidays under the facility's certification requirements. Hourly employees are paid for time worked; closure pay is provided only under a written benefit policy or applicable law. Exempt salary rules continue to apply.

Jury service and court obligations

Give management a copy of a jury summons as soon as practical. The Company will provide protected time off and pay when required, including qualifying jury service under Miami-Dade County Code sections 11-31 and following. Provide at least five working days' notice when possible. Other jury time is unpaid unless law or a written policy requires otherwise. No employee will be punished for protected jury service.

Military service and other protected leave

The Company honors applicable military service, reemployment, and benefit rights under USERRA and other law. It also provides legally required domestic or sexual violence leave and other protected time off. Tell management about a need as soon as practical. For voting, employees may request reasonable unpaid schedule adjustments; legally required protections will be honored.

Other personal leave

Employees may request unpaid personal leave. Approval, duration, and any return arrangement will be confirmed in writing. Discretionary personal leave does not guarantee reinstatement; statutory leave and accommodation rights are unaffected.

Safe work and injury reporting

Follow training and posted safety procedures. Use required protective equipment; keep exits clear; report spills, burns, exposed wiring, missing guards, equipment defects, and other hazards promptly. Operate equipment only when trained and authorized. Do not bypass guards or reach into moving machinery. Use required shutdown and lockout procedures before cleaning or clearing equipment. Follow safe lifting and hot-product handling procedures.

Report injuries, illnesses, and near misses as soon as practical. Obtain emergency care first when needed and call 911 for an emergency. The Company will not retaliate for an injury report, safety complaint, or lawful request for workers' compensation. Employees do not waive workers' compensation or other nonwaivable rights by signing this packet.

Food safety and KM procedures

Follow approved food-safety, sanitation, temperature-control, allergen, and traceability procedures. Wash hands at the start of each shift, after breaks, after using the restroom, after handling waste, and whenever hands may be contaminated, following posted procedures. Use clean protective clothing; hair must be fully covered by a hairnet or hat at all times in production and food-handling areas. Follow glove and ready-to-eat food rules. Report vomiting, diarrhea, jaundice, fever with sore throat, infected lesions, and relevant diagnoses or exposures to management for an exclusion or restriction decision under applicable food rules.

Use only approved ingredients, formulas, suppliers, and labels. Follow the facility's current Kosher Miami instructions and the designated kosher supervisor's directions. Keep dairy and parve ingredients, equipment, utensils, storage, and production separated as directed. Do not substitute ingredients, move utensils between areas, reclassify product, or attempt to kosher equipment without approval. Stop and isolate questionable product; report a suspected mix-up immediately. Do not conceal an error.

Kosher certification, outside food, and the break room

The facility operates under Kosher Miami (KM) certification. Outside food and beverages may be brought onto the premises only into the designated break room and may not be taken into, opened, stored, or consumed in any production, kitchen, storage, or customer area. The break room is the only area in which eating is permitted. Eating and chewing gum are prohibited on the sales floor, in the kitchen, and in all production and storage areas. These are operating and certification standards, not a requirement that employees practice a religion; accommodation requests will be considered. Parve status does not establish that a product is allergen-free; never promise an allergen-free product without verified authority.

Employee discount and Company product

As a discretionary benefit, employees may purchase Company products for their own personal use at a 50% discount from the retail price. Discounted purchases must be rung up through the point-of-sale system by a manager or another employee and paid for at the time of purchase. The discount is personal to the employee and may not be extended to family, friends, or other third parties, and may not be used for resale. The Company may modify, suspend, or discontinue the discount at any time.

Consuming, tasting, removing, or giving away Company product without payment and authorization, in any quantity, is theft of Company property and is grounds for immediate termination of employment, without prior warning, in addition to any other remedy available to the Company. Product provided by a manager for quality-control purposes is not consumption for personal use and is not a violation of this policy. This policy does not affect any legally protected right.

Appearance, uniform, customer service, and transactions

Wear the clean Company-provided Sweet Tooth apron and a name tag throughout the shift, including during breaks, together with required safety footwear and hair restraints. Avoid loose jewelry or clothing near machinery and food. Religious, disability, pregnancy, and other required accommodations will be considered. Use only authorized prices, discounts, refunds, gift cards, deliveries, and promises. Report complaints and order errors accurately. Do not remove, consume, give away, or sell Company products without authorization.

Violence, substances, and driving

Threats, violence, theft, deliberate property damage, and unlawful harassment are prohibited. Weapons restrictions will respect applicable Florida law, including protected lawful storage in private vehicles. Do not work impaired or bring unlawful drugs or alcohol to work. Only authorized, properly licensed and insured drivers may drive for Company business; obey traffic laws and do not use a handheld phone while driving.

Business assets and authorized use

Company inventory, equipment, keys, records, customer data, recipes, formulas, production records, business accounts, and Company-owned intellectual property remain Company assets. Use them for authorized business purposes, with limited incidental use of communication systems only when permitted and consistent with law. Do not move, copy, sell, pledge, or give access to business assets without authorization.

Trade secrets and confidential business information

The Company's nonpublic recipes, formulas, ingredient ratios, production methods and techniques, supplier identities and terms, cost and pricing information, customer lists and compilations, sales and financial data, marketing and business plans, unreleased products, and similar information constitute trade secrets and confidential business information protected under the Florida Uniform Trade Secrets Act (Fla. Stat. ch. 688) and the federal Defend Trade Secrets Act (18 U.S.C. section 1836). Employees may not, during or after employment, disclose, publish, post, describe, or discuss such information with or to any person outside the Company, including friends, family members, competitors, prospective or subsequent employers, the press, or the public on social media, and may not use it for any purpose other than the Company's business. This obligation continues after employment ends for as long as the information remains a trade secret or otherwise legitimately confidential. Misappropriation may result in injunctive relief, damages, and other remedies provided by law. This section is reinforced by, and read together with, Agreement A below. Nothing in this section restricts the disclosures protected in section A8 of Agreement A or any legally protected discussion of wages, hours, benefits, safety, or working conditions.

Social media and account control

Only authorized employees may create or administer Company pages, handles, ad accounts, business profiles, websites, domains, stores, email lists, or creator accounts. Use Company-controlled registration and recovery information wherever the platform permits. The owner must retain primary business control. Use individual access roles rather than shared passwords when available. Store permitted business credentials and recovery codes in the approved Company vault, not solely on a personal phone.

A personal social profile used to administer a Company page remains personal. Grant and transfer authorized business roles; do not disclose personal passwords. Employees may not lock the Company out, delete business content or messages, divert followers or leads, rename business assets, change recovery details without approval, or make handover conditional on payment of a disputed claim. The Company must still pay all wages when due.

Content creation and outside materials

Save assigned photos, raw videos, edits, captions, graphics, design files, and other work materials in the designated Company location. Obtain required permission for identifiable people and third-party music, images, logos, and other materials. No employee can grant rights belonging to a customer, coworker, photographer, platform, or music owner. Work content is covered even when an employee uses a personal device; unrelated personal material is not taken merely because it was created on the premises.

Do not upload nonpublic recipes, customer information, credentials, employee records, or confidential business information into an unapproved AI service, personal cloud account, or outside application. Use approved tools and licensing terms. Do not represent personal opinions as Company statements. These rules do not prohibit protected workplace discussions, agency reports, or legally protected evidence gathering.

Monitoring, privacy, and recordings

To the extent lawful, the Company may inspect its equipment, systems, business records, and designated storage for legitimate operational or security reasons. Company systems should not be used to store private material that employees expect to keep confidential from the Company. This is not consent to access unrelated personal accounts or search an entire personal device.

Any security cameras will be limited to lawful locations; there will be no cameras in bathrooms, changing areas, or designated private pumping areas. Audio interception and monitoring must separately comply with Florida consent requirements and other applicable law. This handbook does not supply blanket consent to record conversations.

Performance and conflicts

Employees must carry out lawful, safe assignments, treat customers and coworkers professionally, follow food and safety rules, and maintain required qualifications. Reviews may be conducted but do not guarantee raises or continued employment. Disclose an outside business interest or personal relationship that creates an actual conflict involving supervision, purchasing, customer decisions, confidential information, or Company resources.

Rules applied consistently

Misconduct may include theft, including consuming, removing, or giving away Company product without payment and authorization; knowingly false business records; unauthorized disclosure of protected business information; deliberate destruction of Company assets; unsafe conduct; unlawful harassment; or refusal of lawful and safe work directions. Ordinary errors, unsubstantiated good-faith complaints, protected wage discussions, lawful safety objections, and protected leave are not treated as dishonesty or insubordination merely because management disagrees.

Cooperate truthfully in lawful internal reviews, subject to applicable representation and other legal rights. The Company does not impose a blanket ban on discussing investigations. Any confidentiality direction will be specific, justified, limited, and consistent with law.

Solicitation, political activity, and communication

Employees may not solicit while either the employee soliciting or the employee being solicited is actually working. Distribution of literature may be restricted in working areas. Managers may not pressure employees to support a political candidate or cause. Only authorized people speak for the Company; employees may speak for themselves and engage in protected activity.

Discipline

Depending on the facts, action may include coaching, warnings, suspension where lawful, or termination. The Company may use, repeat, or skip steps. No fixed warning count or mandatory progressive process is promised.

Resignation and handover

Two weeks' written resignation notice is requested, not required as a condition of receiving earned wages. No employee is compelled to continue working. On request and by separation, promptly return Company keys, uniforms, equipment, documents, business files, account roles, and Company-controlled credentials through the approved secure process. Do not wipe devices, delete accounts, or destroy evidence. Follow the final-pay rule in Part 3. Trade-secret and confidentiality obligations survive separation.

Disputes and surviving obligations

Employees may use the reporting channels at any time and may contact agencies or counsel without permission. This handbook does not create mandatory arbitration, waive a jury trial, shorten statutory filing deadlines, or release employment claims.

Handbook receipt

I received this handbook, have been given an opportunity to ask questions, and understand that I am expected to follow lawful Company policies. I understand the at-will relationship and that this receipt does not create guaranteed employment or waive legal rights. I understand that wages, including the first or final paycheck, follow the established payday applicable to the work performed. I may report pay errors without retaliation. I understand where to report harassment, safety problems, payroll concerns, and accommodation needs. I may bypass a person involved in my concern and may communicate with an agency or attorney without Company permission.

This is a separate binding agreement between DME Sweets, LLC doing business as The Sweet Tooth ("Company") and the employee identified on this page ("Employee"). It is effective when both parties sign. The handbook's noncontract disclaimer and unilateral policy-change clause do not apply to this Agreement. This Agreement does not guarantee employment for any duration.

A1 Defined Company Work Product

"Company Work Product" means material or developments Employee creates, authors, captures, records, designs, prepares, or reduces to practice, alone or with others, within the scope of employment, in carrying out an assigned or authorized Company project, or through use of Company confidential information for Company business. Examples include photographs; raw and edited video or audio; captions, posts, advertising copy and scripts; graphics, artwork, layouts, packaging and label designs; logos and brand materials; websites and code; campaign plans; training materials; recipes, formulas, test batches, ingredient ratios, preparation methods, production improvements and related records. It excludes unrelated personal work outside the scope of employment, Employee's general skill and experience, and preexisting material identified in Schedule A1.

A2 Present assignment and work made for hire

To the extent permitted by copyright law, qualifying Company Work Product is work made for hire for the Company. To the extent ownership does not automatically vest in the Company, Employee hereby irrevocably assigns to the Company all of Employee's right, title, and interest in existing and future Company Work Product, including transferable copyrights, invention rights, trade-secret rights, design rights, and other intellectual-property rights, throughout the world for their full legal duration. Employee's compensation covers this work and assignment; no separate royalty is owed unless a signed agreement expressly provides one.

A3 Preexisting material and others' rights

Employee must identify preexisting materials relevant to assigned work in Schedule A1 and obtain written approval before incorporating them or third-party materials.

A4 Recipes, trade secrets, and protected business information

"Confidential Information" means nonpublic information the Company lawfully holds and reasonably protects because it has business value or a duty of confidentiality: nonpublic recipes, formulas, ingredient proportions, test results, production methods and techniques, supplier identities and terms, cost and pricing information, margins, unreleased products, business and marketing plans, nonpublic customer compilations, customer personal data, sales and financial data, credentials, and security procedures. Such information constitutes trade secrets under the Florida Uniform Trade Secrets Act (Fla. Stat. ch. 688) and the federal Defend Trade Secrets Act (18 U.S.C. section 1836) to the extent it qualifies, and is otherwise confidential. Public prices, published recipes, and information generally known in the industry are not made confidential simply by this Agreement.

Employee will use Confidential Information only for authorized Company work, limit access to authorized people who need it, and protect it with reasonable care. Employee shall not, during or after employment, copy, photograph, export, forward, disclose, publish, post, describe, or discuss Confidential Information with or to any person outside the Company — including friends, family members, competitors, prospective or subsequent employers, the press, or the public on social media — nor use it for personal benefit, for another business, or for any purpose other than the Company's business, without written authorization. Do not place it in personal email, unapproved storage, or an unapproved AI or other outside service. Trade secrets remain protected for as long as they qualify under applicable law; other Confidential Information remains protected while it remains nonpublic and legitimately confidential. Misappropriation may result in injunctive relief, damages, and other remedies provided by law. This does not restrict legally protected discussions of wages, hours, benefits, safety, and working conditions, or the protected disclosures in A8, and nothing prevents Employee from using general knowledge and skills or taking lawful employment elsewhere.

A5 Company accounts and brand assets

Business pages, handles, domains, websites, stores, advertising accounts, business profiles, mailing lists, and campaign data established for Company business are controlled by the Company. Employee assigns any transferable interest Employee holds in those Company business assets. Do not transfer ownership, add unauthorized administrators, change recovery information, delete or conceal business material, divert leads, or disable access without written authority. Personal accounts and personal login credentials remain personal.

A6 Delivery and security incidents

Promptly disclose and save Company Work Product in the designated Company repository, including complete source files. Report loss, unauthorized access, mistaken disclosures, and suspected compromise as soon as practical.

A7 Return and continued assistance

On request or separation, promptly return Company property and transfer Company business files, roles, and authorized credentials. Neither property return nor signing any document is a condition of receiving earned wages.

A8 Protected disclosures and immunity notice

Nothing restricts lawful discussions of wages or working conditions, concerted activity, legal advice, reports to government, participation in an investigation or proceeding, or any other protected conduct.

Federal trade-secret whistleblower notice (18 U.S.C. section 1833(b)): an individual is immune from federal or state trade-secret liability for disclosing a trade secret in confidence to a federal, state, or local official, or to an attorney, solely to report or investigate a suspected legal violation, or in a complaint or other document filed under seal in a lawsuit. An individual suing for retaliation for reporting a suspected legal violation may disclose the secret to their attorney and use it in court if filed under seal.

A9 Enforcement and governing terms

The Company may seek legally available relief for a proven breach. Employee does not release injury, wage, discrimination, retaliation, or other employment claims. Florida law and applicable federal law govern. This Agreement contains no arbitration or jury waiver. Amendments require a writing signed by both parties. Handbook revisions alone cannot amend this Agreement. Ownership, confidentiality, and related lawful duties survive separation according to their terms.

Employee confirms an opportunity to read this Agreement, ask questions, and seek independent advice, and will receive a signed copy.

This release is between DME Sweets, LLC doing business as The Sweet Tooth ("Company") and the adult employee signing this page. Participation is voluntary; declining will not affect earned wages or ordinary employment treatment. You must be at least 18.

B1 Permission and covered recordings

I authorize the Company and its authorized production and marketing providers to photograph and record my image and voice during Company-organized or Company-authorized productions in which I knowingly participate. I consent to use of my name, photograph, likeness, voice, and performance for the Company's advertising, social media, website, product promotion, public relations, recruitment, and internal communications, worldwide, including paid advertisements.

B2 Consideration and use after employment

A release fee, if any, and its payment terms will be confirmed with you separately in writing before this release takes effect. Wages for work time are owed regardless of whether you sign this release. The Company may edit, crop, caption, combine, and republish covered recordings without further approval or attribution. I may stop participating in new recordings by written notice; that notice does not withdraw permission for existing covered recordings already made.

B3 Limits and limited release of claims

I retain my personal identity. This release does not authorize private-conversation surveillance, unrelated uses of my identity, deceptive endorsement, defamatory or unlawful use, sale of my likeness for unrelated third-party advertising, or AI voice cloning or a synthetic likeness that fabricates a new performance. To the extent lawful, I release claims based solely on the authorized capture, editing, publication, and use described here, including applicable publicity or privacy claims under Florida Statutes section 540.08. I do not release claims for use outside this permission, unlawful conduct, unpaid wages, discrimination, retaliation, injury, or any nonwaivable right.