We are excited to distribute the 2019 Dollar General Employee Handbook.

Because a few differences remain

between the SSC, Distribution Centers and Retail, a supplement has been included for you that reflect those
differences.

Additionally, the Handbook and supplements are accessible on DGme. You can access DGme through DGe, if
you have a Network user name and password, STORE Net or on www.dg.com/me. These documents have been
placed on DGme for your reference and so they can be more easily updated by the Company. In connection with
our ongoing efforts to enhance communication within the organization, we plan to utilize our online tools to
communicate with our employees as needed. For that reason, employees are encouraged to periodically visit
DGme. As always, if you have questions, please ask your manager or Human Resources representative.

Please access DGme to sign electronically the “Acknowledgement of Receipt” as confirmation of receipt of the
Handbook and applicable supplement.

Bob Ravener

Chief People Officer

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 Retail Supplement to Employee Handbook

Holiday Pay
Paid holidays include Easter Sunday, Thanksgiving Day and Christmas Day; however, Thanksgiving Day and
Easter Sunday are working holidays. All regular employees in a position designated to be full-time are granted
holiday pay (8 hours) if they have worked during the week of the holiday (Saturday to Friday), excluding Workers’
Compensation pay for temporary total disability. Exceptions may be made where required by law.

Employees in positions designated to be part-time, and temporary employees, are not eligible for paid holidays.
However, part-time employees may receive additional compensation for Thanksgiving Day and Easter if they
work on the holiday. Holiday pay is equal to the number of hours worked at the regular rate of pay plus an
additional number of hours equal to half the actual hours worked (e.g., an employee who works four (4) hours on
the holiday would receive an additional two (2) hours of pay).

If state or local law exceeds the requirements of this policy, the Company will follow the state or local law.

Vacation
All regular employees in a position designated to be full-time are eligible for 20 hours of paid vacation after six
(6) months of consecutive service from their anniversary date. This includes employees who were originally hired
into a position designated as part-time, or temporary employees (those hired through the Company and not a
temporary agency), and who have been promoted or, within 30 days of separation, rehired to a full-time position.
Temporary employees and employees in positions designated to be part-time are not eligible for paid vacation,
unless otherwise required by law.

An employee’s anniversary date is determined by service with the Company and is the original hire date provided
there has been no break in consecutive service. Vacation will renew on the employee’s anniversary date and can
be taken beginning the following payroll week.

If there is a break in consecutive service from the Company of more than 30 days, the anniversary date is the
rehire date. If there is a break in service from the Company of less than 30 days, service is considered “bridged.”
In this instance, the anniversary date remains the original hire date.

The Company encourages everyone to take this time off each year for rest and recreation. Unless otherwise
required by law, your vacation time must be taken by your full-time annual anniversary date or it will be forfeited.
For example, the 20 hours you receive at six (6) months of service must be used before your one (1) year
anniversary date.

Vacations are granted, not earned or accrued. Accordingly, unless otherwise required by law, vacation time not
taken when an employee leaves the Company for any reason will be forfeited and will not be paid. Vacation time
cannot be used in place of a resignation notice.

Vacations should be scheduled with your manager 30 days prior to the requested time. Vacation time may be
taken in increments of one hour when not used concurrently with FMLA. When used in conjunction with FMLA,
vacation time may be taken in quarter hour increments unless receiving another form of paid time off.

Vacation Guidelines
 Maximum pay for a vacation week is weekly base salary for store managers or 40 hours for non-exempt
employees at the regular rate of pay.

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  Employees whose status changes upon demotion from a position designated to be full-time to a position
designated to be part-time (or any other status or position that renders them ineligible for vacation) will
lose vacation eligibility and will forfeit any unused vacation, unless otherwise required by law.
 If an employee’s status changes from a position designated to be part-time to a position designated to be
full-time upon promotion without a break in service of more than 30 days, service time in the part-time
position counts towards vacation eligibility amounts.
 If an employee is promoted into a position that qualifies for additional vacation, then the employee will
receive the additional vacation at his or her next anniversary.

Scheduling Vacation
 All vacation time should be taken between January 1 and November 15.
 Vacations should be scheduled with your manager 30 days prior to the requested time.
 Your manager reserves the right to decline vacation requests during peak workload periods.


Store managers on vacation should key their vacation hours under the pay type “vacation” (pay code #6).

NOTE: Refer to the Standard Operating Procedures manual for further procedures on recording
vacation time.

Hours Paid for Full-Time Store Managers

Consecutive Service Vacation Time with Pay Available

6 months 20 hours paid
1 year 1 week (40 hours paid)
2 years 2 weeks (80 hours paid)
7 years 3 weeks (120 hours paid)
15 years 4 weeks (160 hours paid)

Hours Paid for Full-Time Hourly Employees

Consecutive Service Vacation Time with Pay Available

6 months 20 hours paid
1 year 1 week (40 hours paid)
3 years 2 weeks (80 hours paid)
7 years 3 weeks (120 hours paid)

NOTE: Where state law differs from the vacation policy, Dollar General will follow the specific state
law.

Meal Breaks and Rest Periods

It is Dollar General’s policy to provide meal and rest breaks during the course of each workday for employees.
Unless otherwise required by law, Dollar General requires that employees who are scheduled to work six (6) or
more consecutive hours in a day receive one 30 minute unpaid, uninterrupted meal break (typically towards the
middle of the employee’s schedule). Employees may receive up to two 15 minute paid rest breaks per day
depending on the duration of the employee’s scheduled work hours and the needs of the business. Where state law
differs from Dollar General policy, Dollar General will follow the specific state law. A list of state-specific
requirements for meal breaks and rest periods are contained in the Standard Operating Procedures manual. For
additional information about meal breaks and rest periods, please refer to the full Employee Handbook.

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Employee Purchase Policy
Employees are encouraged to shop in the store. The Store Manager or key carrier must ring up all employee
purchases. Employees (including Store Manager, Assistant Store Manager, and Lead Sales Associate) are not
allowed to ring up their own purchases. Employees are not allowed to ring up members of their household, close
relatives or friends. No employees, including store management, are allowed to hold merchandise for purchase at
a later time.

Employees may not make purchases during their work hours unless it is a small food item for immediate
consumption during a rest or meal break or perishable items at the end of a closing shift. All other purchases must
be made when the employee is off duty and the store is open for business. All purchases not immediately consumed
must be taken outside the store and cannot be left in the break room or any other work area. All merchandise must
be purchased before it is taken out of the store. Failure to ring up or pay for all merchandise could result in
immediate termination for all involved employees. Merchandise must be purchased before it is used or consumed.
The receipt for the purchase must be given to the employee and the employee must tape the receipt to the item.
Failure to produce the receipt upon request may result in disciplinary action up to and including termination. At
the end of the employee’s shift, the manager on duty may inspect employee bags.

Sale of Alcoholic Beverages to Dollar General Employees

Employees are not permitted to open or consume alcoholic beverages on Company premises, including parking
lots. Employees are prohibited from purchasing alcoholic beverages at any point during their scheduled shift
(including paid or unpaid meal breaks and rest periods). All purchases of alcoholic beverages must be paid for
and immediately removed from the premises.

Employee Refunds and Check Purchases

Employees (including Store Manager, Assistant Store Manager and Lead Sales Associate) are not allowed to
complete their own refunds, nor are they allowed to complete refunds for members of their household, close
relatives or friends. If an employee requests a refund, the refund must be completed when the employee is off duty
and when the store is open for business. The refund must be performed by the manager on duty. Employee refunds
should be verified by a store employee other than the one completing the refund transaction.

When an employee pays for his or her purchase by check, the check may be written for the amount of purchase
only and the word “Employee” must be written on the top of the check. Follow the procedures in the Check
Authorization and Employee Check Acceptance policies located in the Standard Operating Procedures.

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