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2017 E-HANDBOOK INSTRUCTIONS

AND GUIDELINES

If you want to reference the Handbook after reading it, you will need to view it on Workschedule.net, download a copy, print the PDF, or view a copy of the Handbook in the Employee Break room. By ‘initialing in the box’ on Workschedule.net you have Acknowledged Receipt and Understanding of the Hershey’s Chocolate World Flex Force Handbook dated 2017 and have read and understand the material covered. I have been allowed to ask questions, and realize that management will clarify the covered material, should I require it, upon request. Further, I agree to and will comply with the Company policies, procedures, and other guidelines set forth therein. I understand that the statements contained in the Employee Handbook are intended to serve as general information concerning Hershey and its existing policies, procedures, practices of employment, and employee benefits and not to create any contractual right or serve as the basis for any cause of action against Hershey. I understand that nothing contained in this Handbook is intended to create, nor shall be construed as creating, an express or implied contract or guarantee of employment for a definite or indefinite term. I understand that I am an at-will employee, I have the right to terminate my employment, and Hershey has the right to terminate my employment, at any time, with or without notice, for any reason. I further understand that from time to time, Hershey may need, and has the right to clarify, amend, delete and/or supplement the information contained in the Handbook. If you have any questions about the policy listed, please contact the Human Resources Office.

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TABLE OF CONTENTS

INTRODUCTION Welcome To Hershey’s Chocolate World .......................................................................................................... 6 Mission Statement ............................................................................................................................................ 7 Global Hershey Experience Leadership Team .................................................................................................. 8 Human Resources ............................................................................................................................................ 9 Flex Performance Feedback Process ............................................................................................................. 11 Record Updates/Internal Applications/Termination ......................................................................................... 12 New Employees .............................................................................................................................................. 13 FLEX FORCE POLICIES & PROCEDURES What is Flex Force? ........................................................................................................................................ 15 Rules of Conduct .......................................................................................................................................... 15 Lockers/Badges .............................................................................................................................................. 16 Appropriate Attire ........................................................................................................................................... 17 P.E.P.S & Open Door Policy ........................................................................................................................... 19 Forbidden Fourteen ........................................................................................................................................ 20 HOURS & ATTENDANCE POLICY Child Labor Laws ........................................................................................................................................... 22 Online Scheduling ........................................................................................................................................... 23 Time-Off Requests .......................................................................................................................................... 24 Meal Periods & Breaks ................................................................................................................................... 26 Attendance Policy ........................................................................................................................................... 26 Payroll Procedures.......................................................................................................................................... 30 SAFETY & SECURITY INFORMATION Security Procedures ........................................................................................................................................ 32 Guest Safety ................................................................................................................................................... 34 EMPLOYEE PERKS SMILES/QTE Program ................................................................................................................................... 36 Scholarship Program ...................................................................................................................................... 37 Discounts ........................................................................................................................................................ 37 THE HERSHEY COMPANY POLICIES Equal Employment Opportunity & Affirmative Action ....................................................................................... 40 Employment at Will ......................................................................................................................................... 45 Substance Free Workplace Policy .................................................................................................................. 46 Discriminatory Harassment Policy ................................................................................................................... 51 Solicitation, Distribution of Literature, & Company Bulletin Boards .................................................................. 54 Family & Medical Leave Act ............................................................................................................................ 56 Americans with Disabilities Act Policy ............................................................................................................. 62 Internal & External Talent Acquisition ............................................................................................................. 64 Tobacco Free Workplace ................................................................................................................................ 67 Social Media Usage ........................................................................................................................................ 68 Military Leave of Absence ............................................................................................................................... 71 Inappropriate Conduct in the Workplace ......................................................................................................... 78 Employment Reference Policy ........................................................................................................................ 80 Weapons ........................................................................................................................................................ 82 Ethics Certification .......................................................................................................................................... 84 SOURCES OF FURTHER INFORMATION

Employee Assistance Program ....................................................................................................................... 85

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At-Will Statement The statements contained in the Employee Handbook are intended to serve as general information concerning Hershey and its existing policies, procedures, practices of employment, and employee benefits and not to create any contractual right or serve as the basis for any cause of action against Hershey. Nothing contained in this handbook is intended to create, nor shall be construed as creating, an express or implied contract or guarantee of employment for a definite or indefinite term. You are considered an at-will employee, with the right to terminate employment, and Hershey has the right to terminate employment, at any time, with or without notice, for any reason. Hershey may need, and has the right to clarify, amend, delete and/or supplement the information contained in this handbook at any time.

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Introduction

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Welcome to Hershey’s Chocolate World Hershey, PA

“One is only happy in proportion as he makes others feel happy.”

-Milton Hershey

WHO WE ARE

The Hershey Experience is the direct-to-consumer and experiential marketing division of The Hershey

Company including Hershey's Chocolate World Attraction in Hershey, Pennsylvania and Hershey’s Chocolate

World retail locations in Times Square, Las Vegas, Niagara Falls, Shanghai, Dubai and Singapore. The

Hershey Experience also includes Hershey’s Licensed Food and Merchandise and Hershey’s direct to

consumer e-commerce initiatives. In addition, The Hershey Experience encompasses the World Travel Retail

operation which works with duty free operators, ferries and boarder stores to sell Hershey products through

this unique retail channel.

Hershey’s Chocolate World Attraction in Hershey, Pennsylvania is the flagship experience for The Hershey

Company and is the most visited branded experience in the world, featuring Hershey’s Chocolate Tour,

Hershey’s Create Your Own Candy Bar attraction, Hershey’s Chocolate Tasting Experience, Chocolate

Factory Mystery show, Hershey Trolley Works and the largest selection of Hershey’s products found

anywhere. It also includes a Food Court with signature sandwiches and hot entrees, ice cream and milkshakes

and The Bakery including signature Hershey’s desserts.

HersheysStore.com is the online destination for unique chocolate products, gifts, apparel and collectibles. In

addition, The Hershey Experience operates e-commerce businesses for Hershey’s premium brands including

Scharffen Berger and Dagoba.

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“We Create Extraordinary Impressions through Our People”

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GLOBAL LEADERSHIP BEHAVIORS

Hershey’s Global Leadership Behaviors were created by interviewing our most successful leaders about key elements of their success and behaviors that support the realization of the Hershey vision. These behaviors describe how you approach your work and are demonstrated through your work. At Hershey every employee is expected to demonstrate these behaviors.

Employees can request a copy of the Global Leadership Behaviors Guide from myHR@hersheys.com.

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HUMAN RESOURCES INFORMATION

OFFICE HOURS:

MONDAY - FRIDAY 8:00AM - 4:30PM 717-534-7226

TIM DANIELS SR HRBP GLOBAL HERSHEY EXPERIENCE TIMDANIELS@HERSHEYS.COM GEORGEANNE HOMER SR. HR COORDINATOR GMHOMER@HERSEYS.COM KASEY O’CONNELL HR COORDINATOR KOCONNELL@HERSHEYS.COM SALLY HERR HR ASSISTANT SHERR@HERSHEYS.COM

The Hershey Company is an Equal Opportunity Employer. The policy of The Hershey Company is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's race, color, gender, age, national origin, religion, citizenship status, marital status, sexual orientation, gender identity, transgender status, physical or mental disability, protected veteran status, genetic information, pregnancy, or any other categories protected by applicable federal, state or local laws. The Hershey Company is an Equal Opportunity Employer - Minority/Female/Disabled/Protected Veteran

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HUMAN RESOURCE QUESTIONS Each question is covered in more detail throughout the handbook.

Q: How do I enroll in direct deposit? A: Direct deposit forms are located outside the HR office door. Employees must pick up the form and attach a blank check. The form should be returned to the Cash Accounting department mailbox. Q: How do I transfer positions and departments? A: All employees must speak to their department manager to request a department transfer. Q: How do I get a new badge or parking tag? A: Security (You are charged a $5.00 replacement fee) Q: How do I get a new nametag? A: You can purchase a new nametag from the HR department (You are charged a $5.00 replacement fee) Q: I have scheduling questions A: All scheduling questions must go directly to your scheduler and department manager.

Email: Cwscheduling@hersheys.com Q: What should I do if I am no longer going to work at Chocolate World? A: You must provide a two week notice to your manager. After your two week notice you must return your uniform, clean out your locker, and return your parking tag and badge to security. Q: I need to use my manager or friend as a referral in the future. A: Per Company policy no manager or employee is permitted to provide referrals/references. All employees must use The Work Number.

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FLEX PERFORMANCE FEEDBACK PROCESS The Performance Feedback Process (PFP) includes a three group timeline approach. Each employee will be placed into one of the three groups shown below. The groups will be determined by department managers based on hire date, recent promotion date (if applicable), and last pay increase. Groups are subject to change. Spring - Performance Feedback Sessions will take place throughout the month of March - Pay Increase effective: Early April Summer - Performance Feedback Sessions will take place throughout the month of July - Pay Increase effective: Early August Fall - Performance Feedback Sessions will take place throughout the month of November - Pay Increase effective: Early December Every employee will have a performance discussion. Eligibility for a pay increase will be determined based on the feedback received. If you would like to see a copy of the PFP form for your specific department, please pick up a copy from the break room or see your manager. Managers will inform you of your PFP Group (spring, summer, and fall). If you have a question regarding your performance feedback, pay increase, the group to which you are assigned, or the new process, please speak with your manager. We really appreciate your suggestions and believe the new Performance Feedback Process will provide you with timely and valuable feedback from your managers. Your managers are responsible for communicating your performance evaluation and increase. Please remember it’s your responsibility to understand the expectations and initiate ongoing conversations with your manager throughout the year. We thank you for your perspective and support as we roll out the new process! Thank you, Human Resources Office

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RECORD UPDATES It is important to keep your personnel records up-to-date. Please notify the Human Resources office and your department manager of any change in name, address, phone number, or E-mail. If you change your personal email address, employees should update their own email address in WorkSchedule.Net and notify their Manager and scheduler of the change.

INTERNAL APPLICATION PROCESS - TRANSFERS

All flex employees can apply for any internal position posted. Postings are sent out through WSDN and are posted for 5 business days. All employees must submit a current resume and fill out the

application on SuccessFactors.

All flex employees that are interested in transferring departments or positions should speak directly to their department manager to determine if they are eligible to transfer. Managers will send

Human Resources the information.

TERMINATION PROCEDURES You must notify your department manager two weeks in advance of your termination date. If you do not provide a two-week notice, you will not be eligible for rehire at Hershey’s Chocolate World. It is recommended that you e-mail or present a note stating your resignation and last day of work to your manager. Any employees who do not work within a consecutive four month time frame will be terminated, consistent with federal, state, and local laws, and may be rehired if positions are posted. Please see Human Resources for specific questions about this policy. Within a week following your employment termination date, you must return the following items, voluntarily or involuntarily, at Hershey’s Chocolate World, you must return the following items:

· Uniforms (unless you purchased a fleece or additional uniform) · Name tag · Parking tag · Employee badge · Any other company property

Failure to return all company property (see above) may result in legal action. Your last paycheck will be forwarded to your home address, unless you instruct otherwise in writing. If you have a locker, you must remove all personal items from the locker.

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WELCOME NEW EMPLOYEES!

HERSHEY’S CHOCOLATE WORLD’S TRADITIONS CLASS (NEW HIRE ORIENTATION)

This company orientation class introduces our new employees to Hershey’s Chocolate World’s policies and procedures, as well as the company’s heritage. We require all employees to attend upon hire. You will be paid for attending the class.

Please park in the employee parking area and enter through the employee entrance.

If you do not have your security access card, use the call box on the right side of the entrance and let security know you are here for Traditions. Please sign in at the security desk.

Proceed to the break room where the class will begin.

You do not have to wear your uniform unless you are scheduled to work that day.

If for any reason you are unable to attend your scheduled class, please notify Human Resources at 534-7226 to reschedule.

EMPLOYEE HANDBOOK

You are responsible for reading the Employee Handbook. Please read through these materials; any questions should be directed to Human Resources or your department manager. All forms should be turned in on your first day of work.

CODE OF ETHICAL BUSINESS CONDUCT ON-LINE TRAINING All employees will receive an email from Learning Management System (LMS) to complete the online training. Managers and the Payroll department will be notified once completed. You will be paid for the training.

SCHEDULING YOUR FIRST DAY OF WORK Schedulers will call the employee to schedule his/her first day. Scheduling questions should be directed to your department manager. Employees will be trained on WorkSchedule.net on their first day of department training.

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Flex-Force Policies And Procedures

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WHAT IS FLEX FORCE?

A Flex Force employee is a part-time employee for Hershey’s Chocolate World. The following conditions apply to anyone who is classified as Flex Force:

Employees are not guaranteed specific hours (hours can range based on season and needs) You may be scheduled to work up to 27 hours in a week during our busy season or periods (plus possible overtime during peak seasons).

You may work for periods of varying duration throughout the year (e.g., we may require that you be available to work for several continuous weeks after months of no work).

You will be paid on an hourly basis. Paychecks are issued bi-weekly. All employees are eligible for direct deposit by submitting the proper forms to the Cash Accounting Department.

You will not be eligible for Hershey Company benefits such as pension, or paid vacation days and/or holidays.

You will be eligible for worker’s compensation, social security, family and medical leave (must meet eligibility requirements), 401(K) (must meet eligibility requirements), and unemployment compensation.

RULES OF CONDUCT ASSIGNED AREAS Each employee is assigned to a specific area in order to provide the best service to our guests. Please stay in your assigned area at all times. Employees who are off-duty are not permitted to “hang out” in work areas or otherwise distract employees who are on-duty. Employees who are off-duty should not enter via the Employee entrance unless working, picking up a paycheck or for a Company sponsored event. If visiting Hershey’s Chocolate World during non-work hours as a visitor, please use the main entrance. Employees who are on-duty are expected to limit their personal conversations with friends or family who are visiting Hershey’s Chocolate World. TELEPHONES Telephones located in the offices and shops throughout the selling areas are for business use only. Should you have an emergency call, we will notify you immediately. Your family should know your work area location. When it is necessary for you to make an outside call, use the phone provided outside of the lunchroom. Personal calls will not be permitted while you are in your work area. Cell phones must be kept in a locker. Having a cell phone on the working floor is a policy violation and will result in disciplinary action up to and including termination. PROHIBITED ITEMS To maintain our professional appearance, the following items are not allowed in any public working areas or warehouse at any time:

Food (Drinks are permitted but check with your department manager for guidelines)

Chewing gum

Smoking, chewing tobacco, snuff, or other forms of smokeless tobacco

Cell phones, or other personal belongings (i.e. purses, backpacks, jackets)

Food and drinks may be consumed during meals and breaks, but smoking must be done outside and not in view of the guests while in uniform. Day lockers are available for your use. All purses and other belongings must be placed in a locker before you start your shift.

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LOCKERS Lockers are available to any employee that would like to use one. Employees should look for a locker with a pink day locker slip on the front. ▪ You must provide your own lock. ▪ Do not remove the day locker sign. ▪ Lockers must be cleaned out and locks must be removed

at the end of your shift. ▪ Any locks that are not removed after 24 hours will be cut off and the belongings will be taken out of the locker. ▪ Employees may not share lockers. Although Hershey’s Chocolate World makes lockers available for its employees’ use, all equipment used at work, including lockers, is the property of the company. Hershey’s Chocolate World reserves the right to access and search this property at its discretion. The existence of a personal lock does not create an expectation of privacy in this property.

ACCESS BADGE AND NAMETAG REPLACEMENT

If you lose or forget your employee badge, you must report it to the Security office when you arrive to work. Security will issue you a temporary badge for the day. You are required to return the temporary badge at the end of your shift. If you are unable to locate your badge within 24 hours, you must have a new badge issued by the Security Office. If you lose your nametag, please stop by the Human Resources office to purchase a replacement. The badge or nametag replacement is $5.00 and must be paid in cash or with a payroll deduction form from the Human Resources at time of replacement. Please remember that badges and nametags must be displayed AT ALL TIMES when in the facility.

Day Locker Only

This locker is for use during your shift. You may place a lock on this locker, however all belongings and the lock must be removed at the end of your shift.

*Any locks that remain on this locker for more than a 24

hour period will be cut and all belongings will be removed.

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APPROPRIATE ATTIRE - UNIFORMS (ALL) Hershey’s Chocolate World will issue the following uniform items to new hires:

Employees in Attractions, Food Service, OSS, Parking, Retail, and Utilities will receive (2) polo shirts

Food Service employees will also receive (2) aprons and (1) hat

Bake Shoppe employees will also receive (2) chef coats, (2) aprons and (1) hat.

CYOCB employees will receive (1) lab coat , (1) helmet

Warehouse employees will receive (2) t-shirts

All Employees (except Warehouse) will receive (1) Name tag - Your name tag must be displayed at all times when in the facility

Employees are not permitted to trade in uniforms to switch colors. If you want a new uniform you must purchase a new one or have a new one approved by a manager if it is no longer serviceable. POLO SHIRTS

Designated Hershey’s Chocolate World attire must be worn while on duty.

Only white long- or short-sleeved t-shirts (no hoods) can be worn under the polo shirts. In addition, employees will be responsible for purchasing the following uniform items: FLEECES (OPTIONAL) Employees can purchase a black Chocolate World fleece. Fleeces are optional. Fleeces are $30 and can be purchased with cash, check, credit card, or a payroll deduction form. KHAKI PANTS Employees must purchase their own pants within the guidelines outlined below:

Must be made of cotton or polyester blend (no knit or stretch pants, or corduroy).

No cargo style pants, capris, joggers, or jeggings

Jeans or jean-like pants will not be permitted.

Pants must fit appropriately in order to maintain a professional image. Pants with low waists and pants that are tight fitting will not be permitted.

BELT When tucking in your shirt and wearing either slacks or shorts (Utilities or Warehouse Overnight shift only) that have belt loops, you are required to wear a neutral-colored belt. SHOES No flip-flops, sandals, open-toed shoes, or slippers are permitted. If wearing boots, they must be ankle-height and low-heel. SKIRTS Skirts are optional for women who would prefer to wear them instead of pants. Natural shade nylon stockings can be worn with the skirt. Skirts must comply with the Hershey Company’s dress code of no shorter than 2 inches above the knee. Skirts must also follow the khaki pants color and material guidelines.

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SPECIFIC DEPARTMENT UNIFORMS FOOD SERVICE Employees can choose from a hair net or a cap, but must wear one or the other at all times. If employees who chose to wear caps leave them at home, they must wear a hair net for the day. All policies are aligned in accordance with Food Service & Restaurant regulations. PARKING/UTILITY Women may wear a skirt year-round, if desired. Employees may also wear shorts but must at least be fingertip length. No cargo-style shorts are permitted. Shorts must also follow the khaki pants color and material guidelines. THEATER/ENTERTAINMENT Employees will be issued uniforms/costumes unique to their area. Please see the Attractions Manager for more information. CREATE YOUR OWN CANDY BAR (CYOCB) Employees are required to follow the Good Manufacturing Practices (GMP) policy. Please see the Attractions Manager for more information. WAREHOUSE Employees will receive (2) t-shirts. Work boots are required. Jeans are permitted (no holes or rips); shorts are permitted for 3rd shift only.

PERSONAL GROOMING (ALL) It is important to make a good impression on our guests by displaying a clean, respectable, family atmosphere through our appearance. Employees must follow any additional department-specific policies as determined by management. HYGIENE All employees must maintain a high degree of personal cleanliness. This includes, but is not limited to, body, hair, clothing, and footwear. Employees must maintain a clean uniform after each work day. HAIR Hair must be neat, clean, and well-groomed. Sideburns, mustaches, and beards should be neatly trimmed and maintained. JEWELRY/PIERCINGS Employees may wear tasteful jewelry in moderation. Jewelry should be discussed with your manager since jewelry restrictions may vary by department. Some departments may be prohibit jewelry due to safety risks. NAILS Nails and nail polish must be clean and professional. False nails may be prohibited depending on department guidelines. TATTOOS Employees may have visible, non-offensive tattoos. If the employee's tattoo is deemed unprofessional or offensive, acceptable tattoo coverings include makeup, or sleeves. Employees are permitted to wear white long sleeve shirts under the polo.

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Important Reminders

Your supervisor will review specifics of the particular department’s dress code as a part of your orientation. This will also be discussed during your “Traditions” company orientation class.

Any questions should be directed to your department manager.

It is your responsibility to ensure that your uniform is clean, neat and appears professional at all times.

You are required to wear your Hershey’s Chocolate World name tag and access badge (with photo clearly displayed) at all times while on duty.

Uniform Discipline Policy Employees who are not in compliance with the uniform policy will be subject to the following disciplinary action: 1 incident........................................................................................................................ Verbal Warning 2 incidents ............................................................................................................ Informational P.E.P.S. 3 incidents ......................................................................... Disciplinary P.E.P.S. and 1-shift suspension 4 incidents .................................................................................................... Termination of employment

Personal Evaluation Performance System

The Personnel Evaluation Performance System, or P.E.P.S., is a tool Hershey’s Chocolate World uses to evaluate employees. Managers and supervisors can fill out a P.E.P.S. form in three different cases for employees:

1. Verbal Warnings

2. Informational

3. Disciplinary

The P.E.P.S. forms increase communication between managers and supervisors about how employees are performing their job functions.

Open Door Policy

At Hershey’s Chocolate World, the lines of communication are always open. Chocolate World’s managers have an “open door” policy to enable open lines of communication. Employees are encouraged to discuss issues with any of our managers. Health-related issues should be discussed with Human Resources at Chocolate World or Health Services at 717-534-4203.

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FORBIDDEN FOURTEEN A team effort is necessary for the successful operation of Hershey’s Chocolate World. The following are rules and regulations that must be adhered to in order to provide a consistent and orderly working environment. Any of the following can be cause for immediate termination. This includes conduct while on company property, both on-duty and off-duty.

1. Violation of any municipal, state, or federal law while on Hershey’s Chocolate World property. This includes your driving habits in our parking lots.

2. Consumption of alcoholic beverages or the use and/or selling of drugs while on Hershey’s Chocolate World property, or reporting to work under the influence of alcohol or drugs, consistent with the included company policy on page 45.

3. Profanity or immoral/indecent conduct while on Hershey’s Chocolate World property

4. Cell phones and electronic devices are to be kept in lockers or in your vehicle. These items may be used on breaks or lunch but employees should not have these items on the floor while on duty.

5. Misuse of employee I.D. card or permitting the use of your card by any other person.

6. Deliberate use of another employee’s time card to punch in or out.

7. Sleeping or otherwise not performing one’s job as required while on duty.

8. Reckless endangerment of the welfare of a guest/coworker.

9. Willful damage or defacing of Hershey’s Chocolate World property.

10. Use or possession of fireworks, firearms, explosives or any weapon while on Hershey’s Chocolate World property.

11. Misappropriation or theft of cash or company property is cause for immediate termination and/or legal prosecution. Giving or accepting food, chocolate or other merchandise without proper payment and misuse of the time clock are also considered theft.

12. Rudeness or unprofessionalism toward coworkers, guests, or any member of the Hershey’s Chocolate World team.

13. Violation of The Hershey Company’s Policy Against Discriminatory Harassment or inappropriate conduct in the workplace.

14. Insubordination directed toward any member of the Hershey’s Chocolate World Management team.

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Hours & Attendance

Policy

CHILD LABOR LAWS

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CHILD LABOR LAWS If you are under age 18 and have not yet graduated from high school, you are subject to certain regulations. If you are employed at two different places, you may not exceed, between the two employers, the amount of hours specified in the Child Labor Laws. It is your responsibility to inform both employers of your work situation so that scheduling can be done without violating the Child Labor Laws. The following are regulations according to State and Federal Child Labor Laws. Ultimately, your supervisors are responsible for assuring that these laws are upheld, but we want you to be aware of them so that none of the rules are violated.

IF YOU ARE 15 YEARS OF AGE

Minors under 16 must have a written statement by the minor’s parent or guardian acknowledging the duties and hours of employment and granting permission to work. School Term Working Hours: The Child Labor Law prohibits you from working: 1. More than a TOTAL of 18 hours per school week (Mon. thru Fri.), not exceeding 3 hours per school day, or more than 8 hours per day on non-school days. 2. Before 7:00 a.m. and after 7:00 p.m. 3. More than 6 consecutive days without a day off. 4. More than 5 hours without a 30-minute meal period. 5. Without a working paper on file. 6. In the operation of power-driven, food-chopping, meat-grinding, slicing or processing machines. Summer Vacation Working Hours: The Child Labor Law prohibits you from working: 1. More than a TOTAL of 40 hours per week (Mon. thru Sun.), not exceeding 8 hours per day. 2. Before 7:00 a.m. and after 9:00 p.m. 3. More than 6 consecutive days without a day off. 4. More than 5 hours without a 30-minute meal period. 5. Without a working paper on file. 6. In the operation of power-driven, food-chopping, meat-grinding, slicing or processing machines. 7. Summer Vacation Working Hours when you are enrolled in summer school. You will be subject to the School Term Working Hours.

IF YOU ARE 16 OR 17 YEARS OF AGE School Term Working Hours: The Child Labor Law prohibits you from working: 1. More than a TOTAL of 28 hours per school week (Mon. thru Fri.), not exceeding 8 hours per day, or more than 8 hours per day on Saturdays and Sundays. 2. Before 6:00 a.m. and after 12:00 a.m., except that on a school vacation, a minor is permitted to work until 1:00 a.m. 3. More than 6 consecutive days without a day off. 4. More than 5 hours without a 30-minute meal period. 5. Without a working paper on file. 6. In the operation of power-driven, food-chopping, meat-grinding, slicing or processing machines. Summer Vacation Working Hours: The Child Labor Law prohibits you from working: 1. More than a TOTAL of 48 hours per week (Mon. thru Sun.), not exceeding 10 hours per day. 2. Involuntarily working more than a TOTAL of 44 hours per week. 3. More than 6 consecutive days without a day off. 4. More than 5 hours without a 30-minute meal period. 5. Without a working paper on file. 6. In the operation of power-driven, food-chopping, meat-grinding, slicing or processing machines.

7. Summer Vacation Working Hours when you are enrolled in summer school. You will be subject to the School Term

Working Hours.

ALL MINORS MUST PUNCH OUT BY THEIR DESIGNATED TIME!

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ONLINE SCHEDULING - WORKSCHEDULE.NET

SCHEDULING POLICY Hershey’s Chocolate World’s interactive employee scheduling website is located at www.workschedule.net. The company code is 27627. Employees will be issued a username and password as well as detailed training on how to use the system during their first day orientation training. After your first login, you may change your password if you wish. It is important that you treat your username and password as confidential. Any use of another employee’s username and/or password may result in disciplinary action up to and including termination. Please notify your manager if you feel your username and/or password has been compromised. The scheduling system uses e-mail as a primary means of communication between you and your manager. Please be sure to keep your e-mail address accurate and current. A computer is provided in the employee lunch room exclusively for scheduling purposes and for any employee who may not have e-mail access. This computer is available to employees who may need to check their schedules, update their availability or submit schedule requests. All scheduling questions should be directed to your manager or scheduler. Human Resources does not handle scheduling. It is your duty to review your schedule on www.workschedule.net on a consistent basis. If you fail to report to work for a scheduled shift that was entered into workschedule.net, and you do not notify Security, then it will be considered a no-call/no-show, and you will be subject to the appropriate disciplinary action.

CHANGES TO YOUR AVAILABILITY Any changes to your availability must be discussed with your manager in advance and may affect your employment. We will periodically e-mail you or request that you update your availability. Please note that it is your responsibility to keep your e-mail address updated, and to respond to the inquiries regarding your availability. The override feature should only be used to open your availability, not take away availability. If you use this feature to request time off, it will not be granted. You must use the time off feature to request time off.

CHANGES TO YOUR CURRENT SCHEDULE You are expected to work the shifts you are scheduled during each schedule period. If you cannot work any of your scheduled shifts, you must find another qualified employee to cover your shift and have the change approved by your scheduler. Failure to cover your shift and/or notify your scheduler of the switch may result in disciplinary action up to and including termination.

MINORS - ONLINE SCHEDULING ON WORKSCHEDULE.NET We require that all employees under the age of 18 enter their school hours into WSDN. To help you do this, there is a feature in WSDN that allows employees to enter their daily school hours for the entire school year. This new feature will help us ensure there are no schedule conflicts, know when student employees start and end the school year, and ensure that we meet our legal requirements. All employees under age 18 must:

Enter and keep current the hours they are in school in addition to the normal availability information

Update their “typical week” with the exact hours they are in school (bell ring to bell ring). For example; School starts at 7:33 AM and ends at 2:33 PM every weekday.

Override specific days as needed (for example open your availability for school in service, holidays, etc.) The override feature should only be used to open your availability, not take away availability. If you use this feature to request time off, it will not be granted. You must use the time off feature to request time off.

Select “School” from the new drop down box called “School Status” (required) when entering unavailable time blocks.

Find your school calendar and standard “bell schedule” on your school. Students with special situations such as home school/cyber school/co-op have special rules. (See Scheduler)

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INCLEMENT WEATHER

Although it is our policy to remain open for normal business operations under inclement weather conditions, Hershey’s Chocolate World may find it necessary to adjust its usual schedule of operations when extreme weather conditions occur. If this is the case, employees should listen to local radio and television stations for announcements on any schedule changes or call 534-5463. If a change in operations requires immediate communication, employees may be contacted on their phone or email by the Hershey Priority Alert System. Time missed from work by employees due to inclement weather will be recorded and charged as time off without pay. If you must miss work due to inclement weather, regular call-off procedures must be utilized. The Company will not discipline any employee who fails to report to work due to the company closing Hershey’s Chocolate World or due to a road closure in Dauphin County or the county of the employee’s residence when the road closure resulted from a state of emergency declared by the Governor.

TIME-OFF REQUESTS

Schedules are posted two weeks in advance. If you need time off during your employment, please submit your request online by the deadline listed for that schedule period. Any questions should be directed to your manager or scheduler. Once a schedule has been posted, employees are responsible for finding someone to cover their shift. Due to business demands and operating schedules, not all days off can be approved. You should not assume that submitting a request is an automatic approval. You will receive an electronic confirmation of your request indicating if your request has been approved or declined.

See the next page for details on when time-off requests need to be submitted.

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TIME-OFF REQUEST SCHEDULING PERIODS FOR SCHEDULE PERIOD: MUST BE SUBMITTED ON OR BEFORE:

January 2– January 8, 2017 December 19, 2016

January 9– January 15, 2017 December 26, 2016

January 16– January 22, 2017 January 2, 2017

January 23– January 29, 2017 January 19, 2017

January 30– February 5, 2017 January 15, 2017

February 6– February 12, 2017 January 22, 2017

February 13– February 19, 2017 January 29, 2017

February 20– February 26, 2017 February 5, 2017

February 27– March 5, 2017 February 12, 2017

March 6– March 12, 2017 February 19, 2017

March 13– March 19, 2017 February 26, 2017

March 20– March 26, 2017 March 5, 2017

March 27– April 2, 2017 March 12, 2017

April 3– April 9, 2017 March 19, 2017

April 10– April 16, 2017 March 26, 2017

April 17– April 23, 2017 April 2, 2017

April 24– April 30, 2017 April 9, 2017

May 1– May 7, 2017 April 16, 2017

May 8– May 14, 2017 April 23, 2017

May 15– May 21, 2017 April 30, 2017

May 22– May 28, 2017 May 7, 2017

May 29– June 4, 2017 May 14, 2017

June 5– June 11, 2017 May 21, 2017

June 12– June 18, 2017 May 28, 2017

June 19– June 25, 2017 June 4, 2017

June 26– July 2, 2017 June 11, 2017

July 3– July 9, 2017 June 18, 2017

July 10– July 16, 2017 June 25, 2017

July 17– July 23, 2017 July 2, 2017

July 24– July 30, 2017 July 9, 2017

July 31– August 6, 2017 July 16, 2017

August 7– August 13, 2017 July 23, 2017

August 14– August 20, 2017 July 30, 2017

August 21– August 27, 2017 August 6, 2017

August 28– September 3, 2017 August 13, 2017

September 4– September 10, 2017 August 20, 2017

September 11– September 17, 2017 August 27, 2017

September 18– September 24, 2017 September 3, 2017

September 25– October 1, 2017 September 10, 2017

October 2– October 8, 2017 September 17, 2017

October 9– October 15, 2017 September 24, 2017

October 16– October 22, 2017 October 1, 2017

October 23– October 29, 2017 October 8, 2017

October 30– November 5, 2017 October 15, 2017

November 6– November 12, 2017 October 22, 2017

November 13– November 19, 2017 October 29, 2017

November 20– November 26, 2017 November 5, 2017

November 27– December 3, 2017 November 12, 2017

December 4– December 10, 2017 November 19, 2017

December 11– December 17, 2017 November 26, 2017

December 18– December 24, 2017 December 3, 2017

December 25– December 31, 2017 December 10, 2017

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MEAL PERIODS & BREAKS

Employees will be scheduled individually for a meal period of up to 45 minutes (depending on length of shift). Please note employees are not permitted to ring up their own purchases and should always purchase food in front of the register. The employee lunchroom is equipped with a refrigerator, microwave ovens, a toaster oven, and vending machines for your convenience. All employees must help to keep the lunchroom clean. Remember to check your appearance in the mirrors provided and wash hands thoroughly before returning to your area.

ATTENDANCE POLICY Flex Force employees of Hershey’s Chocolate World are expected to be on time for every scheduled shift and to maintain regular attendance. However, we recognize that there will be times when an employee must be absent due to illness, unforeseen circumstances, emergency, etc. This policy provides our definition of acceptable attendance and the progressive corrective action we use to address absentee issues. Progressive corrective action is used to provide employees with opportunities to improve. Acceptable attendance is less than three incidents per four month rolling period. This is considered “good standing.” Approved time off and absences due to a medical reason (with a doctor’s note) or an approved FMLA (Family and Medical Leave Act) condition are not counted toward an employee’s incident count. If an employee is out three or more work days due to a medical reason, they must provide a return to work doctor’s note upon their return to work. If they do not have a doctor’s note, they will be sent home until they are able to provide one. An incident is defined as an absence of or tardiness for one or more shifts in a given day, this includes no-call/no-shows and leaving early. Each day that an employee is absent is counted as a separate incident. If an employee is absent two consecutive days, they will be counted as two separate incidents and so on. If an employee is absent due to a medical reason or an approved FMLA condition, they must provide a doctor’s note upon their return to work for the day(s) they were absent. If a doctor’s note is not provided upon their return to work, each day they were absent will be counted as a separate incident. Tardiness is reporting late to the assigned work location at the start of a shift and/or returning late to the work location after a break. An employee is considered tardy if they clock in 7 minutes after their scheduled start time or when returning from break. It is the employee’s responsibility to ensure that they are on time for work even in the event of road closures, concerts/events, weather conditions, etc. We expect our employees to plan their commute to work accordingly due to traffic and other parking locations that may require them to ride the employee shuttle. All employees must be in the building and ready for work as scheduled. Employees will be expected to work at their station until the last visitor leaves the building, unless they are under 18 years of age. All employees under 18 years of age must leave when they are scheduled to.

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Call Off Procedures

If an employee is unable to report to work, they are REQUIRED to notify the Leader on Duty (LOD) at least two hours before they are scheduled to work or as soon as the employee knows that they will be unable to report to work. They must do this by calling the Security Office at (717) 534-4991; Security will transfer them to the LOD. The employee must provide a reason for their absence. If the LOD is not available, Security will take a message and have the LOD call the employee back. Employees must speak with Security or a LOD directly; do not leave a message on an answering machine. Failure to follow proper call off procedures may result in additional corrective action. Employees are required to call off on a daily basis, unless a prearranged return to work date has been set, communicated, and approved ahead of time with their LOD. Failure to report off work through Security will be deemed insufficient and will result in the appropriate corrective action as outlined in the Attendance Policy. Employees may not leave word of their absence or tardiness with a fellow employee or rely on a fellow employee, family member, or friend to inform Security or the LOD of their absence/tardiness. The only exception to this is an extraordinary circumstance that prevents the employee from personally communicating their absence/tardiness. Probationary Period Attendance Policy New employees are placed in a probationary period for their first 90 days of hire. Any attendance related incidents that occur within these first 90 days will be subject to the following discipline:

1st Incident – Upon the first incident within the 90 day probationary period, the employee will receive a written warning. 2nd Incident – Upon the second incident within the 90 day probationary period, the employee will receive a final written warning.

3rd Incident – Upon the third incident within the 90 day probationary period, the employee will be subject to termination from employment.

After completing the 90 day probationary period, any attendance related incidents that occur will be subject to our regular attendance policy as outlined below. Any incidents that occurred during the probationary period will remain active for a four month rolling period. An employee’s attendance history does not start new when they complete the probationary period.

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Regular Attendance Policy

1st Incident – Upon the first incident within a four month rolling period, the employee will receive a written warning. 2nd Incident – Upon the second incident within a four month rolling period, the employee will receive a written warning.

3rd Incident – Upon the third incident within a four month rolling period, the employee will receive a written warning.

4th Incident – Upon the fourth incident within a four month rolling period, the employee will receive a final written warning.

5th Incident – Upon the fifth incident within a four month rolling period, the employee will be subject to termination from employment.

No-Call/No-Show Accelerated Attendance Policy

If an employee does not report to work and fails to notify the Security Office of their absence/tardiness prior to the start of their shift, they will be marked as a No-Call/No-Show (NC/NS). These incidents are included in the regular attendance policy as outlined above; however, we have a separate accelerated attendance policy just for NC/NS incidents. Any NC/NS incidents that occur within a four month rolling period will be subject to the following discipline:

1st NC/NS – Upon the first NC/NS within a four month rolling period, the employee will receive a written warning.

2nd NC/NS – Upon the second NC/NS within a four month rolling period, the employee will

receive a final written warning. 3rd NC/NS – Upon the third NC/NS within a four month rolling period, the employee will be

subject to termination from employment. When a NC/NS incident occurs, the higher level of corrective action will be taken between the Regular Attendance Policy and the NC/NS Accelerated Attendance Policy.

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PAYROLL PROCEDURES

ISSUANCE & PICKUP The payroll week begins Monday and ends Sunday. Payday is every other Friday. Employees can pick up their check from the Security office after 10:00 AM, at the employee entrance. Showing your I.D. card is required. You must sign the payroll sheet to receive your check. If your check is being picked up by another person (e.g., mother, father, sister, brother), that person must have a signed note from you authorizing them to pick up your paycheck. In order to keep your hours accurate, it is important to punch in and out on the time clock correctly.

LOST PAYCHECKS There will be a two to three week process for reissues of paychecks that are lost, washed, dated, worn or damaged and which cannot be cashed by the bank. No Exceptions.

DIRECT DEPOSIT Direct deposit is available to all Flex Force employees. If you are interested in signing up for direct deposit, please see the Human Resources department or Tina Birli for a form. Any questions concerning direct deposit should be directed to Tina Birli. You may register for direct deposit at any time during your employment with Hershey’s Chocolate World. Pay checks and direct deposit documents not picked up by the Monday following the payday will be mailed.

EXPLANATION OF PAYCHECK For any questions related to your paycheck, please call Tina Birli in Cash Accounting at 534-5467.

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Safety & Security Information

SECURITY PROCEDURES

HERSHEY’S CHOCOLATE WORLD SECURITY (717-534-4991)

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A Security Officer will be stationed at the employee entrance. Employees are not permitted in the Security office. Employees must swipe their badge as they enter the building; piggybacking behind another employee who is entering the building is not permitted. All employees are required to display their badges while on duty. The officer has the authority to inspect your badge as well as any packages brought into or taken out of the building. A Security Officer will also be available to assist in handling problems in Hershey’s Chocolate World such as disruptive guests and medical emergencies.

WORKPLACE PERSONAL SECURITY Employees are expected to cooperate with Security personnel and fully comply with established procedures within Hershey’s Chocolate World. Behaviors or activities which compromise the security of company employees will not be tolerated. The following examples are representative of these behaviors but are not meant to be all-inclusive:

Employees or visitors may not possess firearms, explosives or weapons of any sort on Company premises, including parking areas, in Company vehicles or while performing work for the Company.

Employees are prohibited from engaging in or threatening any acts of violence, intimidation or coercion toward any person in any work setting.

Employees who become aware of any situation that violates this policy or presents a threat to their personal security or that of another employee or guest must immediately report the incident to Security.

Employees should not try to correct the situation themselves.

Employees who violate this policy are subject to termination.

Employees who are found to have engaged in an act of violence on or off Company premises may be terminated if their continued employment is judged in the sole discretion of the Company to compromise the security of the Company’s employees, guests or property, or is detrimental to the Company’s image.

OFF-DUTY EMPLOYEES When employees are off-duty and enter Hershey’s Chocolate World through the Employee entrance, they must sign in and out at the Security Office. Employees who are off duty should not enter via the Employee entrance unless working, picking up a paycheck or attending a Company sponsored event. If visiting Hershey’s Chocolate World during non-work hours as a visitor, please use the main entrance.

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PRODUCT CONTROL For many years, The Hershey Company has made samples of its products available to all employees to be enjoyed throughout the business day. Employees may eat all they want of the product provided in the employee lunchroom. Product may not be removed from the premises except for special reasons as stated below:

Products purchased from the retail shops (employees must keep receipt as proof of purchase);

For specific business needs which would include transport of product between facilities for testing or evaluation purposes;

Authorized gifts to customers;

Occasional distributed free samples as approved by management.

EMPLOYEE THEFT Removal of Company property (e.g. cash, equipment, wrapped and unwrapped confections, merchandise, etc.) from Hershey’s Chocolate World without written approval of a manager will result in termination. Employee theft also includes, but is not limited to, giving discounts to non-employees; cheating on the time clock; and intentionally damaging merchandise. Spot checks of employee packages may be made at the discretion of Management. RETAIL THEFT All visitors should be greeted or acknowledged as they enter each area. Just the fact that someone is aware of them will deter most potential shoplifters. A receipt must be issued with each purchase—including chocolate—even when the customers do not want a bag. An employee observing action of a suspicious nature should contact Security immediately (x4991) and describe the action and individual in detail. DO NOT approach a suspected shoplifter yourself! The Security Officer will take the appropriate action and complete an incident report.

EMPLOYEE PARKING

Your employee parking hang tag MUST be displayed at all times while your vehicle is parked on Hershey’s Chocolate World property (this includes all auxiliary parking areas). You must Notify Security when you have a change of vehicle, license plate, or require a replacement parking hang tag.

Please use only paved, lined spaces when parking at Hershey’s Chocolate World. Parking in the lower lot directly adjacent to the employee entrance is restricted for light deliveries, contractors who must have access to their vehicles, and handicapped employee parking.

Employees who need to be picked up or dropped off should do so at the designated area. Do not use the lower level parking lot.

Employee parking locations will change based on visitor volume and events. During the summer season, employees will periodically be shuttled to and from the auxiliary employee parking lot. Employees are strongly encouraged to utilize the shuttle service and not walk from the auxiliary parking area. Please follow the instructions of the Parking Operations Staff. As the locations change, updates will be emailed and posted.

Always drive safely and be courteous of your co-workers and our guests.

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GUEST SAFETY

EMERGENCY PROCEDURES Regardless of the type of emergency, remain calm, notify others, and respond to the emergency as appropriate. Do not attempt to handle any emergency situation in which you do not have the proper training (e.g., firefighting, first aid, spill response, bloodborne pathogen clean up, etc.). Notify Security in case of emergency (x4991). Be prepared to provide the following information:

Building or Location

Details of the Emergency

Your Name

If there are any questions pertaining to any of the documented information or additional emergency procedures, please review with your supervisor for clarification.

ACCIDENT OR INJURY REPORT Please assist by:

1. Remaining calm.

2. Notifying Security with appropriate information.

3. Following instructions from Security or First Aid services.

4. Trying to comfort the injured person, but do not attempt to move the person.

5. Obtaining assistance for traffic control.

6. Assisting first responder or Security personnel with the accident report.

EMERGENCY EVACUATION Security, Maintenance and Management will decide whether or not a situation necessitates evacuating the building. If the decision is made to evacuate, Security will initiate an evacuation announcement followed by a buzzer and strobe lights. During the evacuation, your responsibility is to remain calm and make your way to the nearest available emergency exit while directing guests to the exit as possible. Proceed to the designated evacuation area and wait for a head count and further instruction. It is important that you do not depart for home without checking in with a Supervisor and being told to do so. LOST CHILD This can be a traumatic experience for the persons involved. If a parent notifies you of a lost child or a child notifies you of a lost parent, try to keep the person calm.

Notify Security (534-4991).

Security will assist with search.

Do not leave a lost child unattended or relinquish a lost child to anyone but Security.

If you have the child with you, stay in the area where you found the child. Security will come to you. MATERIAL SAFETY DATA SHEETS (MSDS)

These sheets contain all information on any chemicals at Hershey’s Chocolate World. This includes any and all hazards and safety issues. MSDS manuals are located at Security, in Food Service and the Utility

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office. Employees will receive special training as per their job requirements.

Employee Perks

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EMPLOYEE RECOGNITION PROGRAMS SMILES PROGRAM All new hires will receive their Hershey’s login information (which should be used to log into the SMILES program) from their manager on their first day. If you are unable to access the website or have trouble logging in you must call the Help Desk at 534-5630 -Option 4.

The Hershey Smiles Recognition Program recognizes, acknowledges, and celebrates

employees who consistently demonstrate and uphold company values, drive company

goals, and go above and beyond in their contribution the company’s success. The

foundation for the Recognition Program is our company values: One Hershey, Making

a Difference, Growing Together, and Open to Possibilities.

All new hires will receive their Hershey’s login information (which should be used to log into the SMILES

program) on their first day. If you are unable to access the website or have trouble logging in you must call the

Help Desk at 534-5630 - Option 4.

Eligibility: All Hershey Company employees worldwide can participate in the Hershey Smiles Recognition

program.

Nominate: Applaud a co-worker with any of six different awards; Smile, Copper, Bronze, Silver, Gold, or

Platinum .Visit smiles.hersheys.com to nominate someone now!

Redeem: Recognition awards are delivered as electronic gift certificates or online codes where applicable.

There are millions of different award options worldwide!

Holidays: A SMILES award will be given to those employees that work on select holidays! See the chart below

for holidays and award levels. This award will be sent out within 7-10 business days after the holiday took

place.

Easter 4/16/17 Copper

Memorial Day 5/29/17 Copper

Independence Day 7/4/17 Copper

Labor Day 9/4/17 Copper

Thanksgiving 11/23/17 Bronze

Christmas Eve 12/24/17 Bronze

New Year’s Day 1/1/18 Copper

QTE PROGRAM AND APPRECIATION AWARDS

Quality Through Engagement (QTE) is Hershey’s global network to appreciate, connect, and empower employees. Through QTE, managers and employees can nominate other employees who have demonstrated behaviors consistent with The Hershey Company Values: Open to Possibilities; Growing Together; Making a

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Difference; and One Hershey. From bingo nights, flea markets, movie nights, cookouts and recognition parties, we strive to provide “something for everyone”. Please see your manager for more details about the QTE programs and how to join.

SCHOLARSHIP AWARDS

The Hershey’s Chocolate World Scholarship Program was established to assist Flex Force employees who plan to pursue post-secondary education at any accredited two or four-year college or university of the student’s choice. This program is administered by Scholarship Management Services, a division of Scholarship America. Scholarship America is a national nonprofit educational support and student aid service organization that seeks to involve and assist the private sector in expanding educational opportunities and encouraging educational achievement. Awards are granted without regard to race, color, gender, age, religion, citizenship status, marital status, sexual orientation, gender identity, disability, veteran status, genetic information, or other characteristic protected by applicable federal, state or local law. Applications are available at the Human Resources Office and must be mailed along with a current complete transcript of grades to the following address:

Scholarship Management Services One Scholarship Way St. Peter, MN 56082

Up to ten $500 scholarships are awarded!! 401(K) Employees who work at least 1 year and work 1000 hours or more within a full calendar year will qualify to participate in the 401(K) plan and receive a company match on part of their contributions.

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SWEET PERKS

As a part-time employee of Hershey’s Chocolate World, you are eligible to enjoy some extra sweet privileges!

Sweet Perks

Fun employee activities such as our annual off site Employee Recognition Party

Spring Employee Night Celebration featuring, friends, food and activities

Free employee summer cookouts

Unique employee and family events like bingo and movie nights

Exclusive discounts and savings

All employees receive free admission to our 4-D show, Chocolate Tasting Experience and discounted

attraction tickets for guests!

Hershey’s Chocolate World Trolley is free for all employees!

Discounted Company Fitness Center membership rates

Discounted Hershey park tickets

Other sweet savings exclusive for HCW employees: Hershey Bear Hockey tickets, CrossFit membership

discounts, Sight and Sound Lancaster discounted show tickets, and many more local restaurant discounts!

These discounts are subject to change.

FEATURED HERSHEY’S CHOCOLATE WORLD DISCOUNTS Non-sale retail items: 25% discount Food service items: 50% discount

You must present your badge to the cashier before your order is rung into the register. Purchases should be made during breaks or meal periods. There are no further discounts for any candy bars in a 12 to 36 count box. Employees can purchase one case at 25% discount. They may also purchase a second case of a different product at 25%. Any additional cases would be at a 10% discount. Discount privileges are for employees only.

AT HERSHEY PARK ENTERTAINMENT COMPLEX & RESORTS There are discount tickets for Hersheypark available for Hershey’s Chocolate World employees at Cash Accounting. Please see your PERKS brochure for additional discounts. You must present your PERKS card and show your badge to receive discounts.

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Company Policies

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EQUAL EMPLOYMENT OPPORTUNITY (EEO) AND AFFIRMATIVE ACTION Last Updated: October 5th, 2015

PURPOSE To reaffirm The Hershey Company’s commitment to a policy of equal employment opportunity for applicants and employees in all employment programs and decisions. SCOPE This Policy applies to all employees of Hershey, as well as all other employees of foreign controlled subsidiaries who are U.S. citizens working outside the U.S., to the extent permitted by applicable foreign law. POLICY It is Hershey’s policy to make all employment decisions without regard to race, color, gender, age, national origin, religion, citizenship status, marital status, sexual orientation, gender identity, disability, veteran status, genetic information, or other characteristic protected by applicable federal, state or local law (“Protected Characteristics”). Any employee who engages in discrimination or retaliation in violation of this Policy will be disciplined, up to and including termination of employment. This EEO and Affirmative Action Policy should be read in conjunction with the related Hershey’s Policy Against Discriminatory Harassment, Hershey’s Policy on Inappropriate Conduct In The Workplace, and Hershey’s ADA and FMLA Policies. Discrimination Prohibited Hershey prohibits discrimination in employment, including discriminatory harassment, based on the Protected Characteristic(s) of any employee or applicant, and it will comply with all applicable laws concerning discrimination in employment, including: (i) the laws that prohibit discrimination and harassment based on Protected Characteristics, including Title VII of the Civil Rights Act of 1964, Section 1981 of the Civil Rights Act of 1866, the Age Discrimination in Employment Act, the Equal Pay Act, the Americans with Disabilities Act, as amended, (“ADA”) (see also related ADA Policy), the Family and Medical Leave Act (“FMLA”) (see also related FMLA Policy), and all other state and local laws, as applicable, that prohibit discrimination in employment (collectively the “Discrimination Laws”); and (ii) the affirmative action laws that apply to Hershey as a federal contractor, including Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, as amended, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (collectively the “Affirmative Action Laws”), and the implementing regulations, standards and guidelines, as applicable, promulgated by the Office of Federal Contract Compliance Programs (“OFCCP Rules”) with respect to employment by federal contractors. Retaliation Prohibited Hershey also prohibits retaliation against any individual who has opposed practices that are made unlawful by, or who has otherwise exercised any right protected by, the Discrimination Laws or Affirmative Action Laws (“Protected Activities”). Protected Activities include, but are not limited to, filing a complaint or assisting or participating in an investigation, compliance review, deposition, or hearing, or engaging in any other activity related to the administration or enforcement of the Discrimination Laws or Affirmative Action Laws. No employee or applicant shall be subjected to

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retaliation, including harassment, intimidation, threats, coercion, or discrimination, because he/she participated in a Protected Activity. Affirmative Action Hershey will take all required steps to ensure compliance with the affirmative action provisions and other requirements of applicable Affirmative Action Laws and OFCCP Rules. EEO AND AFFIRMATIVE ACTION PROCEDURES Hershey’s EEO and Affirmative Action Policy is premised on the expectation that all employment decisions, including but not limited to those involving hiring, promotion, compensation, transfer, discipline, and termination, must be based on business-related criteria relevant to the employment decision at issue and not on any Protected Characteristic(s). The following procedures are designed to effectuate compliance with this Policy. Recruiting When recruiting candidates for regular employment positions, as well as for short-term co-op assignments and other student intern positions, Hershey will make efforts to maximize the diversity of the candidate pools from which hiring and promotion selections are made, so as to afford individuals in societal groups that have traditionally experienced discrimination or been excluded from the workforce (e.g., females, minorities, veterans, and individuals with disabilities) the opportunity to be considered. Hershey will make efforts to recruit from sources that can assist in increasing the diversity of its candidate pools, including reaching out to state employment offices, churches, civil rights organizations, women’s and minority groups and publications, and other relevant sources. Hershey will strive to maximize equality of opportunity and the proportionate representation of all traditionally underrepresented groups in all levels of its workforce. Selection – Hiring and Promotion When selecting a candidate for hire or promotion from its candidate pools, Hershey will base its decision on the relative merit of the candidates, including candidates’ qualifications, education, skills, experience, past job performance, and other business-related criteria relevant to the employment decision at issue. The most qualified candidate will be selected, without regard to Protected Characteristics. In furtherance of this objective, Hershey Human Resources Business Partners with EEO responsibilities will periodically review interviewing procedures and ensure that interviewers are thoroughly familiar with this EEO and Affirmative Action Policy, as well as the Company’s Policy on Discriminatory Harassment, Inappropriate Conduct In The Workplace, and Compliance with the ADA and FMLA. Testing If testing devices should be used in connection with making employment decisions, the Company will ensure that tests have been validated and that tests measure job-related criteria and requirements. Developmental Training and Cross-Development Assignments When selecting employees for developmental training and cross-development assignments, the Company will base its selections on business-related criteria correlated with competency requirements in current or future positions without regard to Protected Characteristics. Affirmative Action Plans Job groupings at all levels will be periodically reviewed to measure the extent of female and minority participation. Annual affirmative action programs, including, where appropriate, the setting of placement goals for specific job groupings based on facility or functional plan, will be developed, and

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the Company will make reasonable efforts to meet its placement goals. Compensation, Transfer, Discipline, Discharge, and other Employment Decisions The Company will make decisions concerning compensation (including base pay, raises, benefits, bonuses, annual incentive awards and any other forms of compensation), transfer, employee discipline, discharge, and all other employment decisions without regard to Protected Characteristics. Record Retention The Company will retain and file for four years all records concerning employment decisions including the basis for all employment decisions. For affirmative action reporting purposes, HR Business Partners will maintain detailed and current records on hiring, employment, promotion, transfer and termination, according to the categories prescribed by law (race, gender, EEO job category and job group), in compliance with OFCCP Rules.

With respect to selection and promotion, both for traditional applicants and Internet Applicants, Hershey will maintain applicant flow logs in compliance with OFCCP Rules. Hershey will maintain the resumes and other records of all applicants (both successful and unsuccessful), a record of the reason for selection or rejection of each applicant, and any self-identification of categories prescribed by OFCCP Rules of the candidates (race and gender). For testing, (if applicable), Hershey will maintain all test validation information and the results and test scores of all individuals, along with records describing the basis for any use of test results in making employment decisions. To the extent any of the above-described records also fall within another records retention category (e.g. personnel files for current employees), the longer prescribed retention period applies. Other Specific Affirmative Action Obligations Hershey will comply with all other applicable provisions of the Affirmative Action Laws and OFCCP Rules, including, but not limited to ensuring that: the statement “An equal employment opportunity employer M/F/V/D” is included in all written recruitment advertising; all facilities are operated on a non-segregated basis; non-discrimination clauses are included in all labor contracts; the Company’s EEO Policy is conspicuously posted on bulletin boards, where it can be seen by employees and applicants for employment, and is included in all applicable contracts. For additional information on the Company’s affirmative action compliance activities, please contact Human Resources. GOVERNMENTAL INQUIRIES Upon receiving notice of an agency request for EEO data or notification of compliance review, or an individual complaint of discrimination, all Hershey managers must immediately notify the appropriate Human Resources Business Partner. PROCEDURE FOR MAKING A COMPLAINT Any employee or applicant for employment who believes that he or she has been a victim of, or an observer of, a violation of this Policy is strongly encouraged to notify Hershey immediately of the matter. If Hershey is not aware of the violation, it cannot rectify the situation. Reports may be made to any or all of the following: 1. The employee’s immediate supervisor or manager 2. A higher level manager in the department or manufacturing facility in which the employee works,

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including any plant manager 3. The Human Resources Manager or Human Resources Business Partner for the applicable work group; 4. Corporate Human Resources or any other manager in Human Resources with whom the employee feels comfortable discussing the situation; 5. The Ethical Business Practices Committee 6. Concern Line at 1-800-362-8321. Any Hershey manager or supervisor who receives an employee complaint or otherwise becomes aware of a possible violation of this Policy must notify the HR Manager or HR Business Partner responsible for the applicable work group immediately. INVESTIGATION PROCEDURES When the Company has been notified of a complaint or other possible violation of this Policy, the HR Business Partner responsible for the workplace where the alleged Policy violation occurred, or Employee Relations, will conduct a prompt investigation as appropriate under the specific circumstances. If the individual accused of a Policy violation is in the chain of command of the individual charged with conducting the investigation, arrangements will be made to designate an alternate neutral individual to conduct the investigation. The Investigation The investigation will include notifying the individual who has been accused of violating this Policy that a complaint has been made and obtaining his/her version of events, as well as interviewing any other individuals and reviewing any documents or files that may provide relevant information. As appropriate, the investigator will involve Corporate Human Resources and/or the Law Department for advice. The investigator will notify all individuals interviewed in connection with the investigation of the above-described requirements with respect to cooperation and confidentiality. Once the investigation is complete and a decision made as to what if any remedial measures will be taken, that information will be communicated to the alleged victim and the employee accused of violating the Policy, to the extent advisable for business purposes, and consistent with employee privacy concerns. Information concerning the investigation may also be communicated to other individuals with a reasonable business reason to receive and know the information. Both the alleged victim and the accused employee have a right to appeal the results of the investigation by delivering prompt written notice of appeal to the General Counsel. As part of the investigation, the investigator will remind all individuals of the non-retaliation provisions of Company policy. Cooperation and Confidentiality Once a complaint is reported, both the alleged victim of the Policy violation and any other employees who are interviewed by the Company in connection with the matters raised in the complaint must provide full cooperation, including answering questions and providing truthful and detailed information relevant to the investigation. All such individuals are also obligated to keep confidential all information about the investigation, including the fact that there is an investigation. An employee’s failure to cooperate or failure to maintain confidentiality may prevent the Company from being able to conduct a proper and thorough investigation, to take prompt remedial action, and/or to maintain the integrity of the investigation. Therefore, such conduct will lead to immediate discipline up to and including termination of employment. The Company will treat all information concerning reports of possible Policy violations with the appropriate confidentiality. Discussion of the matter will be limited to the individuals necessary for the Company to conduct a proper and thorough investigation, to take any appropriate remedial

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measures, and to administer and manage Company policy. Remedial Measures In all cases where it is determined that there has been a violation of Policy, appropriate remedial action will be taken. The action will be designed to ensure that neither the victim, nor any other employees, will be the subject of further inappropriate conduct. The measures taken will depend on the specific facts of each case. Measures may include a verbal warning, additional training or supervision, a written warning, suspension with or without pay, and/or other appropriate discipline up to and including immediate termination of employment. In some situations, remedial measures may be taken pending investigation to ensure that no inappropriate conduct occurs during the investigation. If it is determined that the complaint was not made in good faith, disciplinary action may be taken against the employee who complained, up to and including termination of employment. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation and implementation of this Policy.

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EMPLOYMENT AT-WILL POLICY Last Updated: June 1, 2015

PURPOSE To confirm the at-will employment relationship between The Hershey Company and its employees. SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, subject to the terms of relevant collective bargaining agreements. POLICY Employment with Hershey is “at-will.” That means that either Hershey or the employee may terminate the employment relationship at any time, for any reason, with or without cause or notice. Although Hershey encourages the use of progressive discipline in certain circumstances to improve employee job performance and work behavior, the use of progressive discipline by Hershey does not impact or change the at-will nature of the employment relationship. The use of progressive discipline is not required prior to employment termination. Employees should have no expectation or guarantee of progressive discipline prior to employment termination. Hershey reserves the right, in its sole discretion, to terminate employment without progressive discipline and without cause or notice. Hershey also reserves the right to make changes to an employee’s position, title, job responsibilities and/or compensation level at any time, at its sole discretion, with or without cause or notice. Statements in employee handbooks, policies, manuals, training materials, or other Company documents to the contrary are not intended to and do not alter the at-will nature of the employment relationship. No employee should interpret or rely on statements in such documents as altering the at-will nature of the employment relationship. No oral or written statements by any Hershey manager, supervisor, or representative (“Hershey Manager”) may alter the at-will employment relationship of any employee. No employee should interpret or rely on any oral or written statement by a Hershey Manager as altering the at-will nature of the employment relationship. Only the Chief Executive Officer of Hershey (CEO), or such management representative or representatives expressly designated by the CEO for such purpose, have the authority to enter into a written contract of employment with an employee that alters that particular employee’s at-will status. No other Hershey Manager has the authority to alter the at-will status of the employment relationship or to make any agreement, express or implied, for employment for any specified period of time, or to make any agreement concerning employment. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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SUBSTANCE-FREE WORKPLACE POLICY Last Updated: June 1st, 2015

PURPOSE To reaffirm The Hershey Company’s commitment to maintain a safe, healthy, productive, and substance-free working environment. SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, and employees of any customers, contractors, vendors, and other business partners over which Hershey has control, to the extent that these third parties’ behavior affects the work environment or interferes with the performance of the work of Hershey employees, unless specifically inconsistent with applicable union contracts or any other Hershey policy. The post-offer/pre-employment provision applies to all candidates offered employment in the U.S. and senior level executives hired to work abroad. This Policy also applies to all vendors and contractors as Hershey requires both to submit their employees to a drug test at the vendor’s expense and post-accident and reasonable suspicion testing when required as a condition of doing business with the Company. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern. POLICY Employees are expected to report to work and remain at work in a condition that is free from the presence of controlled or unlawful substances, including alcohol. Employees must abide by the terms of this Policy and the procedures that support it. A substance-free workplace is a benefit to all employees and is essential to the safety and health of the workforce. Since detection frequently begins with information provided by others, employees are encouraged to help identify suspected drug trafficking as well as drug use and abuse on Company premises by informing his/her immediate manager or supervisor, HR Business Partner, the Concern Line, Health Services, or Corporate Employee Relations. Additionally, HR Business Partners, managers and supervisors are responsible for taking appropriate action whenever an employee, vendor or contractor’s performance, and/or observed behavior, raises concerns about the individual’s ability to work safely. Definitions For purposes of this Policy, the following definitions apply: Bodily Injury/Illness: Any injury or illness resulting from an accident that requires medical treatment beyond first aid. Candidate: Any individual seeking employment with the Company in positions including, but not limited to, hourly, salaried, flex force and temporary, full-time, continuous part-time, and co-op and unpaid interns. This also includes individuals previously employed by the Company with a break in service of over six (6) months. Company Premises: This includes all areas not only on Company property, but also areas outside of Company property where an employee performs or may perform job-related duties or which may reasonably be considered to be an extension of the workplace, including locations where employees attend Company-related meetings or social events; hotels, convention centers, or other sites connected with Company business trips or activities; Company-owned vehicles; and the premises of clients or customers of the Company. Reasonable Suspicion: A belief drawn from an individual’s knowledge and experience based on specific objective and observable facts that an individual may be under the influence of drugs or alcohol. Such circumstances may relate to the employee’s observed conduct (i.e. change in work performance or major

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change in behavior), physical manifestations of substance use (i.e. paraphernalia, drugs or alcohol observed) or other triggering circumstances (i.e. accidents resulting in physical bodily injury and/or damage to Company property). Note: Refer to the HR Guidelines and Procedures for Managers and HR Business Partners document for a more complete list of observable behavioral warning signs reasonable inferences can be drawn from. Substance: As defined in this Policy, includes the following: · Alcoholic beverages of any kind. · Controlled substances and/or illegal drugs including, but not limited to, all forms of narcotics, hallucinogens, depressants, stimulants, and other drugs whose use, possession, or transfer is restricted or prohibited by law. · Marijuana, regardless of whether state laws permit the use either for medical or recreational purposes. Marijuana is still illegal for any purpose under federal law.

· Non-prescribed prescription medication or prescription medications that are used outside medical authorization including, but not limited to, prescription drugs used by someone other than to whom the drug was prescribed. Under the Influence: An employee is considered under the influence if the employee is impaired in the ability to work safely and productively; the impairment results in an increased safety risk to the employee, other employees, or Company property; or the employee tests positive for a restricted substance in violation of this Policy. Prohibited Activities While “On Duty” The Company prohibits the following activities while “on duty” (on Company premises and/or while on Company business, including working remotely):

The unlawful manufacture, sale, distribution, offer for purchase, purchase, possession or use of any restricted substance.

The consumption of alcoholic beverages on Company premises except where authorized and in accordance with practices permitted by the Company and approved by senior management.

Possession of alcoholic beverages on Company premises except when such beverages are in the manufacturer's original container and the manufacturer's seal remains unbroken, and except where authorized and in accordance with practices permitted by the Company and approved by senior management. Employees whose job entails entertaining clients and prospective clients may consume alcohol, but are expected to keep alcohol consumption to a minimum, refrain from becoming intoxicated, and remember that at all times, they are representing the Company.

Being under the influence of any restricted substance on Company premises or while performing Company business, regardless of whether such substances were consumed on Company premises and regardless of whether they were consumed during or outside of work time.

Refusing to consent to testing (including the signing of a consent form authorizing specimen collection and the reporting of results to the Company) or refusing to submit a urine, blood, breath or saliva sample for testing when requested by the Company (in accordance with this Policy).

Storing in a locker, desk, vehicle or other repository on Company premises any restricted substance or substance-related paraphernalia.

Refusing to consent to testing (including the signing of a consent form authorizing specimen collection and the reporting of results to the Company) or refusing to submit a urine, blood, breath or saliva sample for testing when requested by the Company (in accordance with this Policy).

Switching, falsifying or adulterating any urine, blood, breath or saliva sample submitted for testing.

Refusing to submit to a search when requested by the Company (in accordance with this Policy). Prohibited Activities While “Off Duty” The Company prohibits the following activities while “off duty” (not on Company premises nor while on Company business):

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The unlawful manufacture, sale, distribution, offer for purchase, purchase, possession, or use of any restricted substance in circumstances that could adversely affect the security, welfare, or morale of the Company's employees or the ability of the employee to perform his/her job; that pose an actual or potential threat of any kind to Company property or to the property or safety of its customers; or by actual or potential publicity that could adversely affect the Company, its reputation, or its ability to conduct any aspect of its business.

Failure to adhere to the requirements of any substance abuse treatment or counseling program in which the employee has become enrolled, in lieu of/or in addition to an adverse employment action.

Any conviction for a drug-dealing related offense (manufacture, sale and distribution, but not use or possession only) will subject the affected employee to immediate termination of employment, consistent with applicable law. Convictions must be reported to an employee’s HR Business Partner within five (5) calendar days of the conviction.

Substance Testing Employees may be asked to take a test to determine the presence of drugs or alcohol. A drug test may be a condition of continued employment. Hershey reserves the right to test employees for the presence of unauthorized drugs and alcohol in the following circumstances, except where such tests are prohibited by law. Post-Offer/Pre-Employment: The Company is committed to selecting candidates for employment who do not use illegal drugs or abuse substances such that affects their ability to perform their job; therefore, all employment offers are contingent upon the candidate passing a drug test for the presence of controlled or unlawful substances. Drug testing is part of the post-offer medical evaluation. The drug test must be completed within three (3) business days from receipt of the offer packet.

Candidates seeking employment with the Company shall be advised that passing a drug test is a prerequisite to employment and prior to testing, they are required to complete a consent form authorizing collection of the specimen and reporting of test results to the Company. Any candidate who refuses to sign the consent form and/or submit to a drug test will not be eligible for employment. Any candidate with a verified positive test result for the presence of a controlled or unlawful substance will have their employment offer withdrawn. Candidates who have tested positive on a post-offer evaluation may be re-considered for employment no earlier than twelve (12) months from the date of the rejection notice. Post-Accident: All involved parties, including current employees and/or vendors and contractors, will be subject to required testing within two (2) hours or as soon as practical (necessary medical care or treatment takes precedence) after a work-related accident which results in any one or more of the following:

Loss of life and/or limb (i.e. amputations, tissue loss or avulsions) or other significant injury.

Bodily injury or illness to a person who, as a result, requires medical treatment beyond first aid. This excludes cumulative repetitive trauma injuries and/or illnesses.

Damage to Company property. Employees involved in accidents involving Company-owned or leased vehicles, whether at fault or not, should not be tested unless required by external law enforcement. Testing should, however, be done if the situation falls within one of the other categories contained in this post-accident section and/or if there is reasonable suspicion to do so.

Any property or product damage or bodily injury caused as a result of an accident involving the operation of a powered industrial truck (PIT).

More than two (2) work-related accidents within a rolling six (6) month period, resulting in damage to property, product, and/or bodily injury.

An admission by an employee during a post-accident investigation that he/she is a current illegal or unauthorized drug user and/or has drinking behaviors indicative of a potential alcohol abuse and/or addiction.

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Reasonable Suspicion: Current employees, vendors, and contractors will be subject to testing under the following circumstances:

Reasonable Suspicion Observation. If a member of management has reason to believe based on specific objective and observable facts that the actions, appearance or conduct of an employee is indicative of the use of a restricted substance.

Reasonable Suspicion Admission. An admission by an employee during a reasonable suspicion investigation that he/she is a current illegal or unauthorized drug user and/or has drinking behaviors indicative of potential alcohol abuse and/or addiction.

Any instance where an employee reports (or management is made aware by a third party) of driving under the influence (DUI), drug related charges, vehicular moving citations or arrests and/or any accident involving a Company-owned vehicle or vehicle rented on behalf of the Company. Rights to Search In compliance with applicable laws, searches may be conducted as follows: Search of Company Property: At its discretion, the Company may search all Company property including, but not limited, to the desks, lockers, files, and vehicles assigned to employees. Search of Employee Property: The Company may require searches by authorized personnel of employees' personal effects or property while the employee is on Company premises or engaged in Company business if there is reasonable suspicion for suspecting the employee may be carrying or concealing restricted substances contrary to this Policy. The Company has the right to retain any prohibited substances discovered during such a search. Employees refusing searches as set forth above are subject to disciplinary action, up to and including termination. Disciplinary Action The severity of the disciplinary action taken against an employee found to violate this Policy will depend on the circumstances of each case. However, any violation of this Policy may be subject to disciplinary action, up to and including termination. In any one or more of the following circumstances, an employee will be required to sign a “last chance,” “reinstatement,” or “probationary” agreement and submit to random substance testing for one (1) year unless otherwise defined under a collective bargaining agreement:

Return to work after a post-accident or reasonable suspicion substance test.

Return to work after a substance abuse related leave of absence, including, but not limited to, successful completion of a substance abuse program, after a conviction for a substance abuse related crime, other violations of the Company Substance-Free Workplace Policy.

Repeat voluntary admission, successful completion of a substance abuse program, and return to work under a mandatory “probationary” agreement (See below).

On the first time, an employee who voluntarily admits to an agent of the Company to current illegal or unauthorized drug use and/or describes drinking behavior that indicates a potential alcohol problem will be referred for a mandatory evaluation by the Employee Assistance Program (EAP) and based upon the discretion of the EAP treatment counselor, may be recommended to participate in voluntary random monthly testing to assist in supporting their recovery. Availability of Employee Assistance Program The Employee Assistance Program (EAP) can provide assistance to individuals dealing with alcohol and other substance abuse problems and is an integral component of the Substance-Free Workplace Policy. Hershey encourages employees to use the EAP for help with personal concerns and problems, including substance abuse, before such problems escalate and affect job performance. EAP resources are available to offer confidential counseling, educational, and referral services to Hershey employees and their family members

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when needed. Contact information for the EAP can be found on myHR. Confidentiality All information pertaining to the administration and enforcement of this Policy will be handled in a confidential manner. This includes sharing information with only those with a need to know and maintaining all substance test results, except post-offer (either positive or negative) in a separate and secure database system maintained by certified medical professionals. Post-offer results will be maintained as per applicable medical recordkeeping guidelines. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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DISCRIMINATION AND HARASSMENT PREVENTION POLICY Last Updated: October 5th, 2015 PURPOSE To reaffirm The Hershey Company’s commitment to a workplace free from unlawful discrimination and harassment. SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, as well as U.S. citizens working outside of the U.S., and employees of any customers, contractors, vendors, and other business partners over which Hershey has control, to the extent that these third parties’ behavior affects the work environment or interferes with the performance of the work of Hershey employees. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern.

POLICY It is Hershey’s policy to prevent and prohibit discrimination and harassment in the workplace that is premised on an individual’s race, color, gender, age, national origin, religion, citizenship status, marital status, sexual orientation, gender identity, transgender status, physical or mental disability, protected veteran status, genetic information, pregnancy (including childbirth and related medical conditions, including medical conditions related to lactation) or other categories protected by applicable federal, state or local law (“Protected Category”). This Policy applies to all discrimination and harassment that occurs in the work environment, including areas not only on Company property, but also areas outside of Company property where an employee performs or may perform job-related duties or which may reasonably be considered to be an extension of the workplace, including locations where employees attend Company-related meetings or social events; hotels, convention centers, or other sites connected with Company business trips or activities; Company-owned vehicles; the premises of clients or customers of the Company; and Company-provided business systems, including all electronic media, including email, social media, instant messaging, video conferencing, voicemail, and the Internet. It is the intention of the Company to protect employees from discrimination and harassment, regardless of the source. If an employee in the course of business is harassed by a non-employee, the employee should take the same steps as detailed below in the Complaint and Investigation Procedures. The employee's manager, supervisor, or the HR Business Partner shall promptly take steps to stop the harassment. Specifically, in consultation with other appropriate third-party management personnel, remedial action will be pursued promptly. Possible remedial actions may include prohibiting harassers to return to the Company's premises or a refusal to continue doing business with the harasser or the harasser's employer. Violations of this Policy will result in disciplinary action, up to and including termination from employment. This Policy should be read in conjunction with Hershey’s related policies, including Hershey’s Code of Ethical Business Conduct, the Equal Employment Opportunity Policy, the Inappropriate Conduct in the Workplace Policy, the Americans with Disabilities Act Policy, the Family and Medical Leave Act Policy, and other applicable policies. Conduct that Constitutes Discrimination For purposes of this Policy, workplace discrimination is defined to include discrimination that occurs when an individual is subject to an adverse employment action because of the individual’s membership in a Protected Category. Examples of conduct that could constitute discrimination pursuant to this Policy include: refusing to promote an individual based on stereotypes or assumptions about the abilities or performance of individuals of a certain

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Protected Category; and denying employment opportunities to an individual because of his/her Protected Category. What specific conduct constitutes improper discrimination will depend on the particular circumstances of the situation, and these examples are not intended to be all inclusive. Conduct that Constitutes Harassment For purposes of this Policy, workplace harassment is defined to include verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her Protected Category and that has the purpose or effect of:

Creating an intimidating, hostile, or offensive work environment; or

Unreasonably interfering with an individual’s work performance. Examples of conduct that could constitute harassment pursuant to this Policy include: bullying; using epithets or slurs; threatening, intimidating, or engaging in hostile acts that focus on a Protected Category; and circulating offensive written or graphic material. Whether specific conduct constitutes improper harassment will depend on the particular circumstances of the situation, and these examples are not intended to be all inclusive. Conduct that Constitutes Sexual Harassment For purposes of this Policy, sexual harassment is defined to include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment;

Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or

Such conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment; or unreasonably interfering with an individual's work performance.

Examples of conduct that could constitute sexual harassment pursuant to this Policy include: threats of adverse employment actions if sexual favors are not granted; demands for sexual favors in exchange for favorable or preferential treatment; unwelcome and repeated flirtations; propositions or advances; unwelcome physical contact of a sexual nature or because of sex; whistling, leering, improper gestures or offensive remarks, including unwelcome and repeated comments about appearance; sexual jokes or inappropriate use of sexually explicit or offensive language; and the display in the workplace of sexually suggestive objects or pictures. Whether specific conduct constitutes improper sexual harassment will depend on the particular circumstances of the situation, and these examples are not intended to be all inclusive. Consensual Relationships Consensual romantic relationships between managers and lower level employees have the potential to create conflicts of interest, and such relationships may put the Company at risk. Consequently, any manager or supervisory employee involved in a consensual romantic relationship with any other employee who holds a position at a lower level in the Company, especially a subordinate employee, is required to disclose the relationship immediately to his/her manager and HR Business Partner so that the Company can evaluate what action should be taken. Such action may include a change in the responsibilities of the individuals involved in such relationships or a transfer of location or function to diminish or eliminate the actual or perceived conflict of interest that may exist. Failure to disclose constitutes a violation of this Policy and is grounds for discipline, up to and including termination of employment. Complaint and Investigation Procedures If an employee or applicant believes that he/she has been a victim of, learns of, observes, or has reason to be concerned about conduct in violation of this Policy, he/she is strongly encouraged to notify Hershey immediately of the matter by taking one or more of the steps set forth below. If Hershey is not aware of the

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violation, it cannot rectify the situation. The escalation process is to contact: 1. The individual’s immediate manager or hiring manager and HR Business Partner; or 2. If the immediate manager or hiring manager is involved, the individual should inform a higher level manager in the department in which the employee works and HR Business Partner; or 3. Alternatively, the individual can always contact Corporate Employee Relations, the Ethical Business Practices Committee or call the Concern Line at any time. Concern Line numbers for each country can be found in the Code of Ethical Business Conduct. Any Hershey manager or supervisor who receives a complaint or otherwise becomes aware of a possible violation of this Policy must notify the HR Business Partner responsible for the applicable work group immediately. Hershey takes violations of this Policy very seriously. As a result, all complaints or concerns made pursuant to this Policy will be thoroughly and promptly investigated. Retaliation is Prohibited Hershey prohibits retaliation against any individual who believes or is concerned that a violation of this Policy has occurred and reports such conduct pursuant to this Policy or participates or engages in an investigation, compliance review, or any other activity related to the administration or enforcement of this Policy. Any employee who retaliates against another individual for engaging in any of the above will be subject to disciplinary action, up to and including termination. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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SOLICITATION, DISTRIBUTION OF LITERATURE, AND COMPANY BULLETIN BOARDS POLICY Updated: June 1st, 2015

PURPOSE To define the policy of The Hershey Company regarding solicitations, distribution of literature, and the maintenance and use of Company bulletin boards.

SCOPE This Policy applies to all activities and locations of The Hershey Company (“Hershey” or “Company”) world-wide. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern.

POLICY Hershey prohibits the solicitation, distribution, and posting of materials on or at Company property by any employee or non-employee, except as may be permitted by this Policy. Violation of this Policy may result in disciplinary action, up to and including termination. Definition of “Charitable Organization” For purposes of this Policy, a “Charitable Organization” is one that meets the definition of a 501(c)(3) charitable organization under the Internal Revenue Code and must not attempt to influence legislation, intervene in any political campaign, or support any particular religion. The Company retains sole discretion to make a determination as to whether an organization is a charitable organization for purposes of this Policy. Solicitations Employees may not solicit other employees during work times, except in connection with Company-sponsored events. No employee is permitted to use the Company’s e-mail, Internet, voicemail, phones, computers, servers, or other equipment for the purpose of soliciting others during work time. Work time does not include authorized meal periods, breaks, or other specified non-working periods of the day when employees are not expected to be performing their job duties. Solicitations for charitable organizations that are approved in accordance with this Policy will be permitted during non-working hours, as long as such solicitations do not interfere with normal office or production operations or the work of other employees.

Solicitation Approval Process All solicitations must be sent to the Company’s Manager of Global Giving & Community Engagement (or to the appropriate Human Resources representative assigned to the country where the solicitation is intended to be distributed) for review and approval prior to being distributed to any Company employee. The Manager of Global Giving & Community Engagement (or appropriate Human Resources Representative) retains sole discretion, within the guidelines established in this Policy, to determine whether to approve any solicitation.

Distribution of Literature The Company prohibits employees from distributing printed literature or any other material of any kind in working areas at all times. The distribution of printed material is allowed, however, in connection with events sponsored by the Company or for “charitable organizations” as defined in this Policy. The Company’s Manager of Global Giving & Community Engagement in the United States (or the appropriate Human Resources Representative outside of the United States) retains sole discretion, within the guidelines established in this Policy, to determine whether to approve any distribution of printed literature.

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Collection of Money The Company only allows the collection of money in working areas that are in connection with “charitable organizations” as that term is defined in this Policy. The Company’s Manager of Global Giving & Community Engagement in the United States (or the appropriate Human Resources Representative outside of the United States) retains sole discretion, within the guidelines established in this Policy, to determine whether to approve any collection of money. All other collection of money by employees in working areas is prohibited. Use of Company Bulletin Boards Information of special interest to all employees is posted regularly by the Company on Company bulletin boards or video monitors. Employees may not post any information on bulletin boards or video monitors without the Company’s prior written authorization. In plant locations where a special bulletin board is designated for employees, please contact your HR Business Partner to obtain authorization to post information. RESPONSIBILITY The Corporate Social Responsibility Department (“CSR Department”) or successor department with similar responsibilities, is responsible for the interpretation and implementation of this Policy. Non-Employees Non-employees are prohibited from distributing material or soliciting employees anywhere on Company premises at all times.

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FAMILY AND MEDICAL LEAVE ACT - FMLA Last Updated: June 1st, 2016 PURPOSE To establish procedures and guidelines by which employees may apply for and receive a leave of absence from employment with The Hershey Company (“Hershey” or “Company”) pursuant to the Family and Medical Leave Act (“FMLA”). SCOPE This procedure applies to all eligible employees of the Company who are based in the U.S. or who are U.S. citizens working abroad. DEFINITIONS A. A “serious health condition” is an illness, injury, impairment or a physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. B. “Covered Service Member” means:

1. A current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list for a serious injury or illness. A serious illness or injury is one that was incurred by the covered service member in the line of duty on active duty in the Armed Services, or that existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces, and that may render the service member medically unfit to perform his or her duties of the member’s office, grade, rank and rating; or

2. A covered veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or

illness. A covered veteran is defined as an individual who was a member of the Armed Forces, National Guard, or Reserves who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran. The covered veteran must have an injury or illness incurred in, or preexisting but aggravated in the line of duty on active duty, which meets one of the following conditions:

a. a continuation of a serious injury or illness that was incurred or aggravated when the covered

veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the service member’s office, grade, rank, or rating; or

b. a physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave; or

c. a physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would do so absent treatment; or

d. An injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.

C. “Covered Veteran” means: an individual who was a member of the Armed Forces, National Guard, or Reserves who was discharged or released under conditions other than dishonorable at any time during the

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five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran. D. “Next of kin” means the nearest blood relative of the covered service member in the following order of priority: blood relatives who have been granted legal custody of the service member by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins, unless the covered service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of this leave provision. E. “Leave Year” means the calendar year (i.e. January 1 through December 31) for all types of leave except leave to care for a covered service member. The “Leave Year” for eligible employees who utilize FMLA Leave to care for a covered service member with a serious injury or illness is calculated on a “going-forward” basis, starting with the first day the leave is taken and measuring forward twelve (12) months. FMLA Leave is forfeited if not taken within the applicable “Leave Year,” meaning that it does not carry over from one Leave Year to the next. POLICY Eligibility This Policy applies to U.S. Full-Time and Continuous Part-Time employees (as defined under the Employee Status Policy) including Retail Sales Merchandisers, of Hershey, who have completed a minimum of twelve (12) months of employment and have worked a minimum of 1,250 hours in the 12-month period. Only Hershey employees who are based in the U.S., or who are U.S. citizens working abroad, are potentially eligible for leave under the FMLA. To be eligible, an employee must have been employed for a cumulative twelve (12) months. An employee’s twelve (12) months of service need not be consecutive, but employment prior to a continuous break in service of seven (7) years or more will not be counted. Employees also must have worked at least one thousand two hundred fifty (1,250) hours during the twelve (12) month period immediately preceding the date on which leave period will begin. Periods of work at Hershey through a contract agency may count toward the time worked requirements. Periods of time absent from work due to or necessitated by USERRA-covered service is counted in determining an employee’s eligibility for FMLA leave. Employees also must work at a location where at least 50 employees are employed by Hershey within 75 miles. All time absent from work, whether continuously or intermittently, under an approved FMLA leave is not counted when determining overall absenteeism and will not be referenced in a performance review, or considered in making any employment decision. Notice and Certification Requirements Hershey is responsible for informing employees that certain, qualifying absence(s) may be protected under the FMLA. Employees are required to provide Hershey with notice of the need to use FMLA leave. Notice consists of:

a. The need for time off from work; b. The FMLA-qualifying reason for the leave; and c. The anticipated timing and duration of the leave, and the treatment schedule if intermittent or

reduced schedule leave is requested. Sufficient information to put Hershey on notice of the employee’s need for a FMLA leave should be provided by the employee and may include that the employee is unable to perform job functions due to medical circumstances, the employee must be absent to care for a family member unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or facts supporting the need for military caregiver leave. Employees must also inform Hershey if the requested leave is for the same reason for which leave was previously taken or certified. If the need for leave is foreseeable, the employee is required to provide such notice to Hershey at least thirty (30) days before the commencement of the leave period, unless impractical to do so under the circumstances, in which case notice must be given as soon as possible. If an employee fails to provide thirty days’ notice for

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foreseeable leave, with no reasonable excuse for the delay, Hershey may delay the employee’s request until at least thirty (30) days after the date on which the employee provides first notice of the need for leave. When 30 days’ notice is not possible because the need for leave was not foreseeable 30 days in advance, the employee must provide notice as soon as the need for leave becomes foreseeable. At minimum, the employee generally must comply with Hershey’s normal call-in procedures. In the case of planned medical treatment for a serious health condition, the employee is required to make a reasonable effort to schedule the treatment so as not to unduly disrupt Hershey’s operations. Employees are required to give additional notice as soon as practicable whenever there is a change in the dates of scheduled leave. Hershey may periodically require an employee on FMLA Leave to report his/her status while on FMLA leave and/or intent to return to work. Employees are responsible for obtaining the FMLA certification documentation from Health Services and submitting acceptable certification within fifteen (15) calendar days. Failure to provide certification may jeopardize FMLA rights and benefits. All FMLA leave requests must be reviewed and approved or denied by the human resources manager or the health services designee for the relevant Hershey location. Hershey also may request that an employee recertify the need for continued FMLA protected leave in certain circumstances. Types of Leaves A. All eligible employees may be granted up to twelve (12) weeks of unpaid FMLA leave for one or more of the following reasons:

1. birth or care of a son or daughter during the first twelve (12) months after birth; 2. placement of a child with the employee for adoption or for state-approved foster care or care of the

child during the first twelve (12) months after placement; 3. care of the employee’s spouse, child, or parent who has a serious health condition; 4. the employee’s own serious health condition (either work or non-work related) which prevents the

employee from performing one or more of the essential functions of his or her job; or 5. for qualifying exigencies when the employee’s spouse, son, daughter, or parent is a member of the

Regular Armed Services and is deployed to a foreign country, or is a member of the National Guard or Reserves who is on, or has been notified of an impending call to active duty under a federal call or order to a foreign country in support of a contingency operation pursuant to certain provisions of law. Qualifying exigencies may include time needed: to bond with a military member on short-term, temporary rest and recuperation leave (up to 15 calendar days beginning on the date that the military member commences each incidence of Rest and Recuperation leave), to address issues arising from a short-notice deployment, to attend certain military events, to arrange for alternative childcare, to make or update certain financial and legal arrangements, to attend qualified counseling sessions, to attend post-deployment reintegration briefings and to arrange for care for a parent of a military member that is incapable of self-care, or to provide temporary, urgent care for a covered parent. This leave is known as “qualifying exigency leave.”

1. Any leave taken under one or more of these circumstances will be counted against the employee’s total entitlement for that Leave Year. If the initial period of approved FMLA absence proves insufficient, consideration will be given to a request for an extension. Unused leave will be forfeited at the end of a Leave Year.

B. Hershey also provides a special leave entitlement that permits eligible employees to take up to 26 weeks of leave in a single 12 month period to care for a spouse, son, daughter, parent or “next of kin” who is a covered service member recovering from a serious illness or injury related to service in the line of active military duty (known as “military caregiver leave”). If the eligible employee does not take all twenty-six (26) workweeks of leave to care for the covered service member during this single, twelve (12) month period, any remaining caregiver leave is forfeited. Spouses employed by Hershey, and who are both eligible for FMLA Leave, will be entitled to a combined total of twenty-six (26) weeks of leave during the single twelve (12) month period to care for a covered service member with a serious illness or injury related to service in the line of active military duty. PROVISIONS A. FMLA Leave is unpaid leave; however, an employee may receive full or partial compensation during the

leave period running concurrent with the FMLA leave period if the employee has paid time-off available or qualifies for other income benefits such as worker’s compensation or short-term disability/salary continuance.

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Hershey’s Salary Continuation Plan requires employees to notify his or her manager, or other individual designated in his or her department to receive such notification, when the employee is absent due to personal illness. If the absence is for four or more consecutive days, the employee must provide medical certification of the absence and an approved return to work notice from his or her treating physician to MetLife or other current administrator of Hershey's salary continuation program.

In situations where the FMLA leave is for the care of an eligible dependent, the employee is required to take all unused vacation first, and concurrent with the leave, except that vacation days that have been purchased do not need to be used. The requirement to use all unused vacation first is consistent with Company policy on personal leaves of absence. If the leave involves the employee's own health condition, use of vacation first as part of the FMLA leave is not required. B. If both spouses are employed by Hershey and both are eligible for FMLA Leave, FMLA Leave taken for the birth or placement of a child for adoption or foster care may be limited to a combined twelve (12) weeks of leave within the “Leave Year.” Note: FMLA Leave also may be taken before the actual placement or adoption of a child if the employee’s absence from work is required for the adoption or placement to proceed. C. Spouses employed by Hershey are jointly entitled to a combined total of 12 weeks of FMLA leave during a 12-month period for the birth or care of a newborn son or daughter, or for placement of a son or daughter for adoption or foster care, or to care for a parent who has a serious health condition. When an employee utilizes Covered Service member leave, this limitation also applies to the 26-week entitlement. Spouses who are both employed by the Employer may be entitled to additional leave under applicable state law. D. Please note that an eligible employee may only take a combined total of twenty-six (26) weeks to care for a service member (caregiver leave) and any other FMLA-qualifying event. For example, an employee may take ten (10) weeks of leave to care for a newborn child and sixteen (16) weeks of leave to care for a service member. Conversely, for example, an employee is not entitled to twelve (12) weeks to care for a newborn and an additional twenty-six (26) weeks to care for a service member. E. An eligible employee may only take a combined total of twelve (12) weeks of leave for “qualifying exigency leave” and any other FMLA-qualifying event limited to twelve (12) weeks of leave. For example, an employee may take eight (8) weeks of leave to care for a newborn child and up to four (4) additional weeks of leave for a qualifying exigency. F. Employees who are afforded leave under the FMLA will be returned to their same or an equivalent position if they return from leave and are capable of performing the essential functions of their position on or before the end of the allotted and applicable period of leave. Note: that to the extent some state laws may prescribe a longer leave period, Hershey will provide the longer leave. “Key Employees” (as defined in the regulations interpreting the FMLA) may not be entitled to return to their same or equivalent position. G. Employees covered by a Company provided insurance plan for health care will continue health care coverage for twelve (12) weeks of an approved FMLA Leave (or twenty-six (26) weeks in the case of Caregiver Leave). Any employee contributions not deducted during the leave of absence will be collected upon the employee’s return to work. H. In certain limited circumstances, an employee eligible for FMLA Leave may be permitted to take periodic time off or work a reduced schedule. Leaves on this basis generally must be medically necessary or in connection with a qualifying exigency and supported by proper medical or military certification. Requests for reduced or intermittent leave schedules to bond with a newborn or child are subject to management discretion. In situations of intermittent or reduced work schedule, Hershey may require the employee to temporarily transfer to another position, without any loss/reduction of pay or benefits, which better accommodates intermittent absences. An employee must make a reasonable effort to schedule intermittent or reduced schedule leave to minimize disruption to work, consistent with the health care provider’s treatment plan.

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I. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Employees on FMLA Leave do not enjoy any greater job protection than if they had been working. For example, if changes in Hershey’s business occur during an employee’s leave, and the employee would have been laid off or reassigned had he or she been active, the employee is not guaranteed reinstatement. J. Employees who fail to return from an approved FMLA Leave without valid explanation may be considered to have voluntarily abandoned their employment with the Company. K. Pregnancy can be an FMLA eligible condition. Short-Term Disability/Salary Continuation paid leave covers the time period deemed medically necessary by the employee's treating physician. Additional unpaid time off to the maximum allowable twelve (12) weeks to bond with the newborn child is permitted. The employee will be required to use vacation time concurrent with any FMLA Leave to bond with the newborn. In the case of Puerto Rico employees, they are statutorily entitled to an eight (8) week paid maternity leave. L. Upon full utilization of an FMLA Leave, an employee wanting or needing additional time off work may apply for a "Personal Leave of Absence" without pay or benefits or may be eligible for additional paid time off through Short-Term Disability/Salary Continuance and/or Long-Term Disability. The decision to grant a Personal Leave of Absence rests entirely with the Company. If an employee has a serious health condition that renders the employee unable to return to work, an employee may be entitled to additional leave as a reasonable accommodation under the Americans with Disabilities Act as amended and/or other state or local laws. Employees also may be entitled to on-the-job reasonable accommodations under the Americans with Disabilities Act as amended and/or other state or local laws that enable the employee to return to work and safely perform the essential functions of the employee’s job. Employees also may be entitled to reassignment in certain circumstances. Please contact human resources for further information. M. No request for FMLA Leave will be approved without proper documentation and certification. In all the cases below, if the proper Medical Certification Form or required exigency leave documentation is not returned within fifteen (15) days of Hershey’s request for information, the employee’s leave may not be considered FMLA-qualifying and the request may be denied. If the absence is not FMLA-qualifying and the employee does not have leave available under any other leave policy, the employee may be considered in violation of Hershey’s attendance policy and appropriate disciplinary action may be taken.

1. In order to take leave due to a Serious Health Condition, an employee is required to provide Hershey with a medical certification on the approved form completed by the health care provider of the employee or his/her family member, as the case may be, within fifteen (15) calendar days of receiving the Form. An employee must cooperate in authorizing his or her health care provider to provide clarification of any information provided on the medical certification form. If requested by Hershey, an employee must cooperate in providing a second certification by a health care provider designated by Hershey and, if necessary, a third certification by a health care provider jointly designated by the employee and Hershey. Hershey also may require an employee to submit recertification(s) on a periodic basis. Failure to comply with these certification requirements will result in the delay, denial or termination of FMLA Leave.

2. In order to take “caregiver leave” due to the serious illness or injury of a “covered service member,” an eligible employee must provide a Medical Certification Form completed by an authorized healthcare provider of the service member.

3. The first time an eligible employee requests “qualifying exigency leave,” Hershey will require the employee to provide a copy of the military member’s covered active duty orders, a copy of the Rest and Recuperation leave orders, or other documentation issued by the military that indicates that the military member is on covered active duty or called to covered active duty status in support of a contingency operation and the dates of the military member’s covered active duty service.

In addition, each time an eligible employee first requests leave for one of the qualifying exigencies, Hershey will require a certification of the exigency necessitating the leave. If the qualifying exigency involves a meeting with a third party, Hershey will verify the schedule and purpose of the meeting with the third party. A supervisor/manager will be informed in writing by Employee Relations/Health Services of the approval or disapproval of the FMLA Leave application and/or failure to re-certify as requested.

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N. Prohibited Practices

1. Under the FMLA, Hershey cannot interfere with, restrain, or deny the exercise of any right provided by the FMLA or discharge or discriminate against any individual for opposing any practice or because of involvement in any proceeding relating to the FMLA. In addition, Hershey cannot use the taking of a FMLA leave as a negative factor in employment actions, such as hiring, promotions, or disciplinary actions.

2. An employee may file a complaint with the U.S. Department of Labor, an applicable state agency, or

may bring a private lawsuit against an employer. However, the Employer encourages all employees to first bring any concerns they have regarding this policy to the attention of human resources. Hershey prohibits retaliation against any employee for bringing any complaint forward in good faith under this policy.

3. The FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State

or local law or collective bargaining agreement which provides greater leave rights. For further information please refer to the Family Medical Leave Checklist. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation and implementation of this Policy.

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AMERICANS WITH DISABILITIES ACT POLICY Last Updated: March 2, 2016

PURPOSE To reaffirm The Hershey Company’s obligation and commitment to remain in compliance with all applicable provisions of the Americans with Disabilities Act of 1990, as amended (“ADA”). SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, and applicants for employment. POLICY It is Hershey’s policy not to discriminate against any qualified employee or applicant with regard to job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment because of such individual’s disability or perceived disability, so long as the employee can perform the essential functions of the position, with or without a reasonable accommodation. Consistent with this policy of non-discrimination, Hershey will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Hershey aware of his or her disability, except when such accommodation would cause an undue hardship to the Company or a direct threat to the individual or others, and that threat cannot be eliminated by reasonable accommodation. Procedure for Requesting an Accommodation It is the responsibility of the employee, applicant or his/her designee (a family member, friend, attorney or other representative authorized to make the request on the individual’s behalf) to request an accommodation by informing his/her manager, hiring manager, HR Business Partner, Corporate Employee Relations, or Health Services. To request accommodation, the individual need not mention the ADA or use the phrase “reasonable accommodation,” but must let Hershey know that he/she needs an adjustment or change at work for a reason related to a medical condition. The request does not need to be in writing. Hershey encourages individuals with disabilities to come forward and request an accommodation. Any Hershey manager or supervisor, HR Business Partner, or Corporate Employee Relations employee made aware of such a need is responsible for contacting Health Services as soon as practicable. In consultation with the Law Department, Health Services is responsible for determining if the individual has a disability as defined by the ADA and is legally entitled to an accommodation. On receipt of an accommodation request, Health Services, in consultation with the HR Business Partner and/or Corporate Employee Relations, will determine the reasonableness of the requested accommodation. The appropriate reasonable accommodation, if any, will be determined through a flexible, interactive process that involves various Company representatives and the qualified individual with a disability. The Company will consider various factors, including, but not limited to, the nature and cost of the accommodation, Hershey’s overall financial resources and organization, the accommodation’s impact on the operation of the Company, including its impact on the ability of other employees to perform their duties and on Hershey’s ability to conduct business. As part of the interactive process, Hershey may request documentation from the employee’s health care provider regarding his/her disability and his/her ability to perform essential job functions. If the Company identifies a reasonable accommodation to be provided in any given situation, and financial resources are needed to provide a reasonable accommodation, there is a centralized budget for

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accommodations in a cost center in the Human Resources budget. Please contact Corporate Employee Relations for more details. The ADA does not require Hershey to make the best possible accommodation, to reallocate essential job functions, or to provide personal use items (i.e. eyeglasses, hearing aids, wheelchairs, etc.). Complaint and Investigation Procedures If an employee or applicant believes that he/she has been a victim of, learns of, observes, or has reason to be concerned about conduct in violation of this Policy, he/she is strongly encouraged to notify Hershey immediately of the matter by informing his/her immediate manager or supervisor, hiring manager, HR Business Partner, the Ethical Business Practices Committee, the Concern Line, or Corporate Employee Relations, in accordance with the reporting procedures identified in the Discrimination and Harassment Prevention Policy. All such inquiries or complaints will be treated as confidential to the extent permissible by law. Any Hershey manager or supervisor who receives a complaint or otherwise becomes aware of a possible violation of this Policy must notify the HR Business Partner responsible for the applicable work group immediately. Hershey takes violations of this Policy very seriously. As a result, all complaints or concerns made pursuant to this Policy will be thoroughly and promptly investigated, in accordance with Hershey’s Internal Investigation Policy. For More Information If you have questions or need further guidance, please contact Health Services, your HR Business Partner, or Corporate Employee Relations. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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INTERNAL AND EXTERNAL TALENT ACQUISITION

Last Updated: January 1, 2013

PURPOSE

The Hershey Company (“Hershey” or “Company”) is an equal opportunity employer. Employment decisions are based on qualifications and are made without regard to race, color, gender, age, national origin, religion, citizenship status, marital status, sexual orientation, gender identity, disability, veteran status, or other characteristic protected by applicable federal, state or local law (“Protected Characteristics”), except where a specific characteristic is considered a "bona fide occupational qualification" for a particular position.

This policy affirms the Company’s commitment and obligation, both as a corporate citizen and federal contractor, to maintain a hiring program that selects the best qualified candidate for each position, whether internal or external.

The purpose of this policy is to establish a set of guidelines for the recruitment, assessment and selection of talent that is consistent with the One Hershey values and complies with all applicable local, state, federal and foreign laws.

SCOPE

This Policy applies to all Hershey Company employees, including salaried, non-salaried and hourly employees, as well as external applicants applying for a salaried position with the Company.

As a condition of doing business with the Company, this policy also applies to all vendors and contractors whose work product and/or service is involved in the hiring process, including, but not limited to, recruitment, assessment, selection and post-offer testing.

POLICY

Managers and representatives of the Company shall adhere to the following protocol when engaged in the talent acquisition process:

A. Staffing Requisition Process

Prior to beginning the talent acquisition process, the manager to whom the open position will report must initiate the staffing requisition process by completing all necessary documentation and securing the appropriate approval to add or replace headcount to his or her organization. The requirements of this paragraph are mandatory for all positions.

B. Job Posting Process Internal Job Posting Requirements and Exemptions The Company maintains an internal job posting system on which all open positions must be posted. Positions not required to be posted on the Company’s internal job posting system are stated below. In addition, the Director, Global Talent Acquisition, reserves the right to approve any other exception to this paragraph B1 as he or she may deem necessary to accomplish the Company’s legitimate business needs. Senior Director level or higher position; Hourly positions;

Any position subject to a Company-sponsored reorganization and/or assessment selection process;

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Any position subject to realignment to support reasonable accommodations under federal, state or local disability laws; Any position extended to university recruitment candidates following their completion of an internship or co-op assignment with the Company Any position subject to a cross-development opportunity that does not result in an open position; Career Progressions in the same job family that do not constitute a significant change in job content. (i.e. Promotion from an Engineer to a Sr. Engineer, from an Accountant to a Sr. Accountant.) Positions may be posted on external job sites, either concurrently or following the internal posting process at the discretion of the Director, Global Talent Acquisition. Duration All jobs will be posted for a minimum of seven consecutive business days. Internal candidates who meet the open position’s minimum qualifications may apply for the open position until the posting is removed. A job must be reposted on the internal job posting system for an additional seven consecutive business days if one or more of the material job requirements change (e.g., job location, pay band, essential functions, minimum requirements, etc). The Director, Global Talent Acquisition, reserves the right to approve an exception to this paragraph B2 as he or she may deem necessary to accomplish the Company’s legitimate business needs.

Eligibility to Apply for Open Positions Posted on the Internal Job Posting System and/or External Sites

A Company employee is eligible to apply for an open position posted on the Company’s internal job positing system provided:

He or she is an active, full-time or part-time employee on the Company’s payroll, or a full-time employee on temporary lay-off; He or she meets the minimum qualifications of the open position; He or she has been in his or her present job for a minimum of 12 months; His or her most recent performance management rating was at or above the “successful” rating, and his or her successful performance, in the view of the employee’s current manager, continues at the time of his or her application for the open position; He or she has notified his or her current manager of the intent to apply for the open position Individuals working at the Company through another means (i.e., contract, temporary employees, employees of an agency and/or persons previously employed by the Hershey Company) are all considered external applicants and are eligible to apply only for positions posted externally on the Company’s external website at: www.thehersheycompany.com/careers.

To be considered for employment, external applicants must submit a resume and complete the online questionnaire and employment application for the open position. This includes providing written authorization to conduct a comprehensive background screening, including a post-offer drug screen, reference check, background verification and such other screenings necessary to perform open position’s essential functions. The requirements of this paragraph also apply to those applicants who are being submitted for consideration through the Company’s Employee Referral Program. External applicants not following the requirements of this paragraph will not be considered for employment.

C. Sourcing

In addition to internal job posting, the Company posts positions online at www.thehersheycompany.com/careers, other external job boards, and required local and state job

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boards. While candidate sourcing is generally done via online job posting, other recruiting sources, such as job fairs, research firms, social networking websites, contingency and retained search firms may be used at the Company’s discretion. The use of external search firms must be approved by the Director, Global Talent Acquisition or his or her delegate.

D. Interviewing

Applicants, even those who meet the open positions qualifications, are not necessarily guaranteed a telephonic or in-person interview. Interviews will be granted based upon competency selection criteria outlined in the job description. Interviews will be conducted by teams per the following general guidelines:

Manager level positions and below – Recruiter, Hiring Manager, Hiring Manager’s peers and the next level up, the HR Business Partner. Director level positions and above – Recruiter, Hiring Manager, Hiring Manager’s peers and the next level up, the HR Business Partner and Vice President(s) Vice President level and above (not including GLT) – VP Talent, Hiring Manager, Hiring Manager’s peers, the most senior HR Business Partner and select GLT members. The Company’s Business Travel Policy will be applied when candidates incur travel-related expenses during the interview process. E. Employment Offers

Employment offers will be developed and agreed to by the hiring manager, HR Business Partner and recruiter. If the total compensation or salary of any employment offers falls outside the Company’s compensation guidelines, it must be approved by the Company’s Vice President, Total Rewards. Offers should be extended to the candidate by the hiring manager.

F. Pre-employment Screening

All offers of employment are expressly contingent upon the applicant’s successful completion of a comprehensive background screening, including a post-offer drug screen, reference check, background verification and such other screenings necessary to perform open position’s essential functions.

G. Employment of Contingent Workers and Independent Contractors

The Company may choose to enter into a sourcing arrangement with a third party vendor to hire temporary or contract workers to address fluctuating staffing needs and/or special projects.

All Hiring Managers must contact the myHR Support Center to initiate the hiring process for a temporary or contract worker, even if a preferred supplier relationship exists. It is the responsibility of the Hiring Manager to monitor the terms of the assignment and comply with these guidelines.

RESPONSIBILITIES

The most senior Human Resources executive or his or her designee is responsible for the enforcement, interpretation and implementation of this Policy.

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TOBACCO-FREE WORKPLACE POLICY Last Updated: June 1, 2015

PURPOSE To reaffirm The Hershey Company’s commitment to building an organizational culture of health and well-being by stating the policy on tobacco use in the workplace. SCOPE This Policy applies to all employees of The Hershey Company (“Hershey” or “Company”) world-wide, including employees of any subsidiary or affiliate, and to the extent practicable, any customers, contractors, vendors, other business partners, and visitors to any Company facilities and property. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern. POLICY The Company maintains a smoke-free and tobacco-free workplace. No smoking or use of any other tobacco or tobacco-like product (including, but not limited to, cigarettes, e-cigarettes, cigars, pipes, chewing tobacco, snuff and smokeless tobacco) is permitted inside any facility. This Policy applies to all Company work locations, facilities, property, and campuses of all kinds including, but not limited to, all buildings and structures owned, operated or leased by the Company; Company-owned, leased or rented vehicles; Company-owned aircraft and aircraft maintenance areas; Company-related meetings or social events; and retail stores. Some locations/facilities may permit tobacco usage only in authorized outdoor areas, which will be properly marked and designated. The Company has the sole discretion to designate outdoor areas where tobacco may be used. Where permissible, designated tobacco use areas outside of facilities shall be located at least fifty (50) feet away from entrances and main paths of travel to entrances. In addition, designated tobacco-use areas should not be located within fifty (50) feet of any heating, ventilation or air conditioning system, operable windows or other fresh air source for any buildings or structures. Employees should not leave cigarette butts or traces of other tobacco products on the ground or anywhere else on Company premises. This helps to keep the premises clean for all employees and helps maintain the professional image that the Company intends to present to our customers. No additional breaks beyond those permitted under Company policy will be permitted for the purpose of using tobacco or other similar products. Violations of this Policy will result in disciplinary action, up to and including termination from employment. Complaint and Investigation Procedures Employees share in the responsibility of enforcing his Policy. If an employee or other individual becomes aware of any situation that violates this Policy, he/she should notify Hershey immediately by reporting the incident to any of the below:

The individual’s immediate manager; or HR Business Partner; or Corporate Employee Relations Available Support Employees are encouraged to participate in tobacco-cessation programs coordinated through the Company or through available resources within their local area. If you have questions or need further guidance, please contact your HR Business Partner. RESPONSIBILITY The most senior leadership executive at each Company facility/location is responsible for the enforcement, interpretation, and implementation of this Policy. This includes ensuring that tobacco-free signage is posted at all entrances.

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SOCIAL MEDIA POLICY Last Updated: June 1st, 2015

PURPOSE At The Hershey Company, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established this Policy for appropriate use of social media. SCOPE This Policy applies to all employees of The Hershey Company (“Hershey” or “Company”) world-wide, including employees of any subsidiary or affiliate, as well as customers, contractors, and vendors. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern. POLICY Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Hershey, as well as any other form of electronic communication. The same principles and guidelines found in Hershey policies and there basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects members, customers, suppliers, or people who work on behalf of Hershey or Hershey’s legitimate business interests may result in disciplinary action up to and including termination. Know and follow the rules Carefully read this Policy, Hershey’s Code of Ethical Business Conduct, the Electronic Communications and Internet Acceptable Use Policy, the Company Confidential Information Policy, the Inappropriate Conduct in the Workplace Policy, the Employee Reference Policy, the Discrimination and Harassment Prevention Policy, and other applicable Hershey policies and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. Be respectful Always be fair and courteous to fellow co-workers, employees, customers, members, suppliers or people who work on behalf of Hershey. Also, keep in mind that you are more likely to resolve work related complaints by speaking directly with your co-workers, HR Business Partner, or Corporate Employee Relations than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or Company policy.

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Be honest and accurate Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know or have reason to know to be false about Hershey, fellow co-workers, employees, members, customers, suppliers, or people working on behalf of Hershey or competitors. Post only appropriate and respectful content

Maintain the confidentiality of Hershey trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Ensure that you are not the first to make a Hershey announcement. Reference only publicly available information such as on hersheys.com, thehersheycompany.com, Hershey’s annual report or in Hershey press releases.

Protect intellectual property. Do not use Hershey’s logos, trademarks, commercials or company-issued content in your postings or videos. Cutting and pasting content from another site might be prohibited by copyright laws.

Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.

Do not create a link from your blog, website or other social networking site to a Hershey website without identifying yourself as a Hershey associate.

Protect employee privacy. Ensure that you do not knowingly use the identity of another Hershey associate or an associate of a Hershey business partner or competitor (including name or variation of a name).

Protect Company assets and reputation. Ensure that you do not damage Hershey’s corporate reputation or the reputation of our brands, and that you protect our key stakeholder relationships.

Comply with terms of use. Ensure that your online activities adhere to each website’s terms of use and/or house rules. Express only your personal opinions. Never represent yourself as a spokesperson for Hershey. If Hershey is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of Hershey, fellow co-workers, employees, members, customers, suppliers, or people working on behalf of Hershey. If you do publish a blog or post online related to the work you do or subjects associated with Hershey, make it clear that you are not speaking on behalf of Hershey. 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 Hershey.”

Using social media at work Refrain from using social media while on work time or on equipment or networks Hershey provides, unless it is work-related as authorized by your manager or consistent with the Electronic Communications and Internet Acceptable Use Policy and other applicable Hershey policies. Do not use Hershey email addresses to register on social networks, blogs or other online tools utilized for personal use. Retaliation is prohibited If you come across positive or negative remarks about Hershey, our employees, products or brands online that you believe are important, please forward to Consumer Relations, your HR Business Partner, Corporate Employee Relations, or the Law Department, as appropriate. Hershey prohibits taking negative action against any associate for reporting a possible deviation from this Policy or for cooperating in an investigation. Any associate who retaliates against another associate for reporting a possible deviation from this Policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

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Media and consumer contacts Employees should not speak to the media on the Company’s behalf without contacting the Corporate Communications Department. All media inquiries should be directed to them. Only Consumer Relations and designated Marketing employees are authorized to engage consumers on behalf of the Company using social media. All consumer comments or questions should be directed to Consumer Relations. For more information If you have questions or need further guidance, please contact your HR Business Partner. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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MILITARY LEAVE OF ABSENCE POLICY Last Updated: June 1st, 2015

PURPOSE To affirm The Hershey Company’s commitment to support employees who participate in any of the uniformed services of the United States on a voluntary or involuntary basis. This Policy affirms The Hershey Company’s obligation and commitment to remain in compliance with applicable laws governing military leaves of absence and is intended to provide reasonable support to employees serving in the military and their families and to ease the financial burdens on Reservists and Guard members required to leave higher-paying company jobs for annual duty, training, drills, medical examinations, or active military service.

SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, as well as U.S. citizens working outside of the U.S., except where compliance with this Policy would violate the law of the foreign country in which the workplace is located. The provisions of this Policy shall not supersede any other laws or union contract that provides greater benefits or rights than are offered under this Policy.

POLICY Eligibility Any full-time or continuous part-time employees who are based in the U.S. or who are U.S. citizens working abroad in a foreign country who are called to service in the uniformed service, whether voluntary or involuntary basis, in time of peace or war, will be granted a leave of absence to fulfill their commitments. For purposes of this Policy, “uniformed services” includes the following:

U.S. Armed Forces: Army, Navy, Marine Corps, Air Force, or Coast Guard;

U.S. Armed Forces Reserves: Army Reserve, Naval Reserve, Marine Corps Reserve, Air Force Reserve, or Coast Guard Reserve;

Army National Guard or Air National Guard;

Commissioned Corps of the Public Health Service; and

Any other category of persons designated by the President in time of war or emergency. Service includes uniformed service training (whether for inactive or active duty), drills, medical examinations, performing funeral honors duty as authorized by section 12503 of title 10 or section 115 of title 32, reserve active duty, or active duty. Military leave of absence may also be covered under the Family Medical Leave Act Policy. Notification to Employer of Service Hershey understands that circumstances arise, especially in a mobilization scenario, when an employee has very little advance notice from military authorities regarding uniformed service. An employee should provide as much advanced notice as possible to Hershey, and requests that when it is feasible to do so, the employee provide at least thirty (30) days’ notice prior to departure for uniformed service. No notice is required if it is precluded by military necessity as determined by the Secretary of Defense (e.g., for classified reasons of national security). Employees should present their notice to their immediate manager and myHR. Although written notice is preferred for administrative purposes, written notice is not required under law or this Policy and such notice may be oral. Although not required to do so, Hershey will make its best reasonable efforts to accommodate an employee’s request for work rescheduling in the event of short-term military leave if the employee has given sufficient

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advance notice of his or her training schedule and rescheduling will not negatively impact business needs. The employee is deemed to be on furlough or leave of absence from the Company while performing active-duty military service. Compensation It is the employee’s responsibility to analyze their military pay and compare it to their base pay. Please contact employee relations with this information prior to a leave of absence. When Military Pay Exceeds Hershey Pay Nonexempt If the employee is on military leave for annual duty, training, drills, funeral honors duty or medical examination, an employee may be excused without pay for up to and including 30 business days where an employee is regularly scheduled or required to work, or otherwise consistent with applicable law. Exempt If the employee is on military leave for annual duty, training, drills, funeral honors duty or medical examination, an employee may be excused for up to and including 30 business days where an employee is regularly scheduled to work, or otherwise consistent with applicable law. During that time period, salary will continue provided it is less than a full week of absence. If an employee is on military leave for more than one week, please inform Corporate Employee Relations to ensure your time entry is properly coded and to discuss possible payback arrangements, if necessary. In the event an employee enlists or is called upon to serve in active duty during time of war, armed conflict, or an emergency situation as declared by the President of the United States or the Governor of their state, the employee may be excused for the duration of the call-up, not to exceed 365 calendar days. When Hershey Pay exceeds Military Pay If the employee is on military leave for annual duty, training, drills, funeral honors duty or medical examination, the Company will pay the difference between the employee’s weekly military pay and the employee’s base pay from Hershey for up to 30 business days where an employee is regularly scheduled or required to work, or otherwise consistent with applicable law. In the event an employee enlists or is called upon to serve in active duty during time of war, armed conflict, or an emergency situation as declared by the President of the United States or the Governor of their state, the Company will pay the difference between the employee’s weekly military pay and the employee’s base pay for the duration of the call-up, not to exceed 365 calendar days. The employee will receive the pay differential for regularly scheduled days of work. If the employee’s regular work schedule were Monday through Friday, the employee would not receive the pay differential if he/she served military duty on the weekend.

While Hershey is committed to supporting our employees and their families during military leaves and crisis situations, the Company does not guarantee an extension to the pay differential beyond the one year period set forth above. Employees are encouraged to make appropriate personal plans to handle an extended period of service. To receive the pay differential, employees need to submit their orders and military pay voucher to myHR. Military payments for salary need to be separated from food and housing allowances. The Payroll Department will calculate the pay differential and will include it in the employee’s next regularly scheduled paycheck. Below is the order of deductions from your paycheck: 1. Health and Welfare Benefits, Voluntary Benefits Program, Flexible Spending Accounts

2. Court-ordered Deductions

3. The Hershey Company 401(k) Loans

4. Savings Bonds

5. United Way

6. The Hershey Company 401(k) Plan 7. Stock Purchase

8. Credit Union Employees may elect to suspend voluntary deductions during a military leave of absence through Employee Self Service or by contacting the individual vendor. For further information, contact myHR. Upon returning to

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work, employees will need to notify the Payroll Department to begin the deductions again. Holiday Pay If a holiday occurs while the employee is serving his or her annual duty, the employee may take an alternate day off as a holiday, within the following fourteen (14) day period. The day chosen to replace the holiday must be approved by the employee's manager. An employee called to active duty does not receive alternate holidays upon his or her return. Health Benefits If the employee has coverage under the Company health plan, including medical, dental, prescription and vision coverage, in connection with his or her employment, the Company permits the employee to elect to continue the coverage for a certain period of time as described below: When the employee is performing military service, he or she is entitled to continuing coverage for himself or herself (and dependents if the plan offers dependent coverage) under the Company health plan. The employee may elect to continue coverage for a period of time that is the lesser of:

o The 24-month period beginning on the date on which the employee’s absence for the purpose of performing service begins; or,

o The period beginning on the date on which the employee’s absence for the purpose of performing

service begins, and ending on the date on which he or she fails to return from service or apply for a position of employment.

Where the employee continues coverage under the Company plan, for the employee, the military medical plans will be primary over the Company plan, and the Company plans will be secondary. The Company medical plan will remain the primary coverage for all dependents of the employee.

For up to a total of 365 days while the employee is performing service, the Company will continue to pay the Company portion of the premium and the employee will pay his or her employee contribution. Any employee contributions owed by the employee during the leave period will be collected from the pay differential if there are sufficient funds to cover the deduction. Amounts not deducted during the military leave will be collected upon the employee's return, where consistent with applicable law. If the employee is unavailable for benefit open enrollment due to military leave, an employee's spouse may make coverage elections or the same coverage elections will be continued into the new year. Benefits that have to be elected annually such as flexible spending for eligible salaried employees will not continue automatically. These options will default to "no election" until the employee returns to active employment. After the expiration of the 365 day period in which the Company will continue to pay the Company portion of any health care plan premiums, the employee may continue health plan coverage for the remainder of the period set forth above, if any, by electing COBRA and paying no more than 102% of the full premium under the plan, which represents the employer’s share plus the employee’s share, plus 2% for administrative costs. Employees who do not need or want Hershey's medical coverage during the service period may voluntarily terminate coverage and re-enroll when they return from service. While Hershey is committed to supporting our employees and their families during military leave, the Company does not guarantee an extension to health benefits beyond the one year period set forth above. Employees are encouraged to make appropriate personal plans to handle an extended period of service. Long-Term Disability Long-term Disability coverage will continue during active duty until the end of the month in which the military leave began. However, any loss due to service in the military is excluded from coverage. Basic Life and Basic AD&D Basic Life and Basic Accidental Death & Dismemberment coverage, will continue unreduced during all periods of military leave. However, any loss due to service in the military is excluded from coverage. Voluntary Benefits

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Additional voluntary benefits will continue unreduced during all periods of military leave provide the employee continues to pay for the coverage. Employee Assistance Program Employees in the uniformed services and their families are reminded that the Hershey Employee Assistance Plan is available to them if needed. For information regarding available assistance, please call 1-888-454-6225. Vacation An employee on annual military leave may elect, but is not required, to use paid vacation time if the annual leave extends past the period for which Hershey provides the pay differential. If an employee chooses not to take vacation, or has no remaining vacation, the military leave will be a non-paid military leave. When all employees at a location must take their vacation at one given time (e.g., during a plant shutdown), vacation time will be deducted if the military service coincides with this period.

Employees on military leave at the end of a year who have remaining unused vacation days may defer vacation consistent with the applicable vacation policy. A military leave of absence will not affect an employee’s eligibility for future vacation days. The Company will calculate the employee’s eligibility of vacation days as if there had been no break in employment. The Hershey Company 401(k) Plan Employees may continue to have their Hershey Company 401(k) Plan contribution deducted from their pay differential. Employees may make up the deductions when they return over a period of three times their length of duty, not to exceed 5 years. Hershey will also make up the Company match on these make-up contributions. Notice of Intent to Return to Work/Application for Re-Employment For military leaves less than 31 days in duration, the employee must report back to work at the beginning of their next regularly scheduled work period after the military service ends, allowing for reasonable travel time, plus an eight (8) hour rest period. The manager must submit a Return From Leave of Absence Notification Form upon return to work. For military leaves of 31 to 180 days in duration, the employee must submit an application for re-employment to myHR within 14 days after completion of military service. Please contact your manager and complete the Note of Intent to Return to Work Form, which can be obtained from myHR. Your manager must submit a Return from Leave of Absence Notification Form upon return to work. For military leaves greater than 180 days in duration, the employee must submit an application for re-employment within 90 days after completion of military service. Please contact your manager and complete the Note of Intent to Return to Work Form, which can be obtained from myHR. Your manager must submit a Return from Leave of Absence Notification Form upon return to work. Employees who are hospitalized or convalescing as a result of their military service will receive an additional two year period after the military service ends to submit their application for re-employment. Please contact your manager and complete the Note of Intent to Return to Work Form, which can be obtained from myHR. Your manager must submit a Return from Leave of Absence Notification Form upon return to work. When submitting an application for re-employment, the employee is permitted but not required to identify a particular reemployment position in which he or she is interested. For periods of service exceeding thirty (30) days, employees should provide documentation to establish that (1) the reemployment application is timely; (2) the employee’s total cumulative service period has not exceeded a period of time during his or her employment with the Company; and (3) the employee’s separation or dismissal from service was not disqualifying.

Re-Employment Upon an employee's timely application for re-employment (as defined above), an employee will be reinstated to employment in the following manner depending upon the employee's period of military service:

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1. Less than or equal to 90 days of military service - (i) in a position that the employee would have reasonably attained if employment had not been interrupted by military service; or (ii) if found not qualified for such position after reasonable efforts by the Company, in the position in which the employee had been employed prior to military service. 2. More than 90 days of military service - (i) in a position that the employee would have attained if employment had not been interrupted by military service or a position of like seniority, status and pay, the duties of which the employee is qualified to perform; or (ii) if proved not qualified after reasonable efforts by the Company, in the position the employee left, or a position of like seniority, status and pay, the duties of which the employee is qualified to perform. 3. Employee with a service-connected disability - if after reasonable accommodation efforts by the employer, an employee with a service-connected disability is not qualified for employment in the position he or she would have attained or in the position that he or she left, the employee will be employed in (i) any other position of similar seniority, status and pay for which the employee is qualified or could become qualified with reasonable accommodations by the Company; or (ii) if no such position exists, in the nearest approximation to the equivalent position consistent with the circumstances of the employee's situation. Exceptions to Re-employment In addition to the employee's failure to apply for re-employment in a timely manner, an employee is not entitled to reinstatement as described above if any of the following conditions exist: 1. The Company’s circumstances have so changed as to make re-employment impossible or unreasonable 2. Re-employment would pose an undue hardship upon the Company. 3. The employee's employment prior to the military service was merely for a brief, non-recurrent period and there was no reasonable expectation that the employment would have continued indefinitely or for a significant period. 4. The employee did not receive an honorable discharge from military service. Employment Decisions There shall be no loss of seniority, status, promotional opportunity, or rate of pay because of absence for military service covered under this Policy. No applicant for employment shall be discriminated against due to their military service or veteran’s status. No employee will be discharged, disciplined or denied promotion or any other employment benefit or advantage because of their military service or veteran’s status.

RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

Military Leave of Absence Checklist 1. Annual Duty, Training, Drills, Funeral Honors Duty, or Medical Examination – Covers any of the above mentioned activities up to and including a maximum of 30 business days per year. Employee

Review the Military Leave of Absence Policy.

Provide manager and myHR documentation to support the military leave, which may include training schedule and orders.

Analyze military pay and compare it to Hershey pay. The Company will pay the difference between the employee’s weekly military pay and the employee’s base pay. If the military pay is more, the employee may be overpaid and will be required to authorize payback arrangements. If you are an exempt employee and expect to be on military leave for more than one week, please contact Corporate Employee Relations to discuss your time entry.

Schedule a meeting with manager to discuss upcoming work schedule and absence.

Set up voicemail and email for “out of office” notifications with appropriate alternate contacts.

Provide manager and Corporate Payroll with a copy of the military pay voucher for the leave of

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absence.

Coordinate return to work with manager after the leave of absence.

Keep manager informed of any changes to the leave of absence.

Coordinate with myHR to sign a Payroll Deduction Authorization form if there is an overpayment of wages.

Manager

Send copies of orders to myHR who will distribute accordingly. Corporate Employee Relations/myHR/Corporate Payroll

myHR informs Corporate Employee Relations of leave of absence.

Corporate Employee Relations coordinates with employee on military pay.

Corporate Employee Relations identifies the correct leave of absence coding and communicates it to myHR.

Corporate Payroll informs myHR if employee is overpaid.

MyHR requests a completed Payroll Deduction Authorization form (if necessary) from employee and sends signed agreement to Corporate Payroll.

2. Deployment/Activation – Covers any period beyond the 30 business days per year for Annual Duty, Training, Drills, Funeral Honors, or Medical Examination.

Pre-Deployment Employee

Report upcoming deployment to manager/HRBP upon notification from his/her unit.

Provide a copy of orders upon receipt to manager/HRBP.

Review the Military Leave of Absence Policy.

Schedule a meeting with manager/HRBP to discuss upcoming deployment and coordinate a work schedule prior to deployment.

Analyze military pay and compare it to Hershey pay. The Company will pay the difference between the employee’s weekly military pay and the employee’s base pay. If the military pay is more, the military leave of absence will be unpaid.

o If the Company does not receive statement from military pay master prior to deployment, a reconciliation may be required.

Ensure spouse or family member responsible for managing finances and electing benefits has contact information for someone in Corporate Employee Relations that can help with questions or concerns that may arise.

Back up computer files following business guidelines and brief manager on outstanding projects or tasks.

Pack up and store work/personal items, as required.

Set up voice mail and email for “out of office” notification with appropriate alternate contacts.

Coordinate with manager/HRBP to have corporate credit card and ancillary accounts paid and deactivated.

Review and update Personal Information and Emergency Contacts via My Work, Employee Profile.

Contact creditors to discuss lower interest rates during deployment period (i.e. loans over 6% interest). Reference “Soldiers and Sailors Relief Act (SSCRA)”.

Ensure that an appropriate Power of Attorney is in place for a reasonable time frame covering the deployment that will allow for benefits elections, financial transactions, etc. with a spouse, trusted family member, or friend.

If you would like your payroll information mailed, you may request through employee self service. You can also choose an alternate mailing address if you would like it sent somewhere other than your permanent residence.

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Send a copy of military pay information to manager and Corporate Payroll. myHR

Meet with employee to discuss policies, procedures, and benefits during deployment. Corporate Employee Relations

Ensure there is a spouse or family member who is the point of contact for the employee while deployed. Provide phone and email contact information to the contact.

Identify the correct leave of absence coding and communicate it to manager and myHR.

Manager

Send copies of orders and military pay voucher to myHR to distribute accordingly.

Complete the Personal Leave of Absence Notification Form to begin on the first day of military orders.

Collect corporate credit card and ensure that ancillary accounts are paid and deactivated business guidelines.

During Deployment Employee

Pay contributions according to benefits elections (only if employee elects benefits continuation). Upon Return to Work Employee

Review USERRA (Uniformed Services Employment and Reemployment Rights Act) and the Military Leave of Absence Policy.

Contact manager and Corporate Employee Relations before return to work and request an Application for Re-Employment.

Meet with manager/HRBP to discuss the details of his/her return to work and changes to policies and procedures.

Review benefits with myHR and activate or adjust coverage as needed.

Any employee contributions owed by the employee during the leave period will be collected upon the employee’s return through payroll deduction authorization.

Coordinate with manager/HRBP to have corporate credit card and ancillary accounts re-activated.

Contact creditors to inform them of his/her status as it relates to the Soldiers and Sailors Relief Act

(SSCRA) if they have previously received an interest rate reduction.

Remove the Power of Attorney, if necessary.

Elect paperless payroll. Corporate Employee Relations/myHR/Corporate Payroll

Review the Application for Re-Employment and notify manager and HRBP of intent to return to work.

MyHR requests a completed Payroll Deduction Authorization form (if necessary) from employee and sends signed agreement to Corporate Payroll.

Manager

Meet with employee to determine return to work date and review changes to policies and procedures.

Complete the Return from Leave of Absence Notification form.

Ensure that corporate credit card and ancillary accounts are reinstated.

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INAPPROPRIATE CONDUCT IN THE WORKPLACE Last updated: October 5th, 2015

PURPOSE To confirm The Hershey Company’s policy on inappropriate conduct in the workplace. SCOPE This Policy applies to all employees of The Hershey Company (“Hershey” or “Company”) world-wide, including employees of any subsidiary or affiliate, and employees of any customers, contractors, vendors, and other business partners over which Hershey has control, to the extent that these third parties’ behavior affects the work environment or interferes with the performance of the work of Hershey employees. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern. POLICY It is Hershey’s policy to prevent and prohibit inappropriate conduct in the workplace. Examples of conduct that could constitute inappropriate conduct pursuant to this Policy include:

o Sexual Activity or Contact. Employees may not engage in any sexual activity or contact in the workplace. Prohibited behavior includes, but is not limited to, any and all touching, contact or behavior of a sexual nature and other behavior which has the effect or purpose of obtaining or giving sexual gratification or arousal or intimidating another person sexually.

o Abusive Contact. Employees may not engage in workplace conduct which has the purpose or

effect of intimidating, threatening, bullying, or publicly humiliating another.

o Other Unacceptable Conduct. Employees may not engage in any workplace conduct which generally would be found to be grossly unacceptable or unprofessional.

What specific conduct constitutes inappropriate conduct will depend on the particular circumstances of the situation, and these examples are not intended to be all inclusive. This Policy applies to all conduct that occurs in the work environment, including areas not only on Company property, but also areas outside of Company property where an employee performs or may perform job-related duties or which may reasonably be considered to be an extension of the workplace, including locations where employees attend Company-related meetings or social events; hotels, convention centers, or other sites connected with Company business trips or activities; Company-owned vehicles; the premises of clients or customers of the Company; and Company-provided business systems, including all electronic media, including email, social media, instant messaging, video conferencing, voicemail, and the Internet. Violations of this Policy will result in disciplinary action, up to and including termination from employment. This Policy should be read in conjunction with Hershey’s related policies, including Hershey’s Code of Ethical Business Conduct, the Equal Employment Opportunity Policy, the Discrimination and Harassment Prevention Policy, Social Media Policy, and other applicable policies. Complaint and Investigation Procedures If an employee or applicant believes that he/she has been a victim of, learns of, observes, or has reason to be concerned about conduct in violation of this Policy, he/she is strongly encouraged to notify Hershey immediately of the matter by taking one or more of the steps set forth below. If Hershey is not aware of the violation, it cannot rectify the situation. The escalation process is to contact: 1. The individual’s immediate manager or hiring manager and HR Business Partner; or

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2. If the immediate manager or hiring manager is involved, the individual should inform a higher level manager in the department in which the employee works and HR Business Partner; or 3. Alternatively, the individual can always contact Corporate Employee Relations, the Ethical Business Practices Committee or call the Concern Line at any time. Concern Line numbers for each country can be found in the Code of Ethical Business Conduct. Any Hershey manager or supervisor who receives a complaint or otherwise becomes aware of a possible violation of this Policy must notify the HR Business Partner responsible for the applicable work group immediately. Hershey takes violations of this Policy very seriously. As a result, all complaints or concerns made pursuant to this Policy will be thoroughly and promptly investigated. RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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EMPLOYEE REFERENCES POLICY Last Updated: June 1st, 2015

PURPOSE To establish the policy of The Hershey Company in responding to requests for information about former and current employees. SCOPE This Policy applies to all U.S. employees of The Hershey Company (“Hershey” or “Company”), including employees of any subsidiary or affiliate, as well as U.S. citizens working outside of the U.S., to the extent permitted by applicable foreign law. POLICY Hershey uses a third-party provider called The Work Number to supply information about former and current employees for verification purposes. All requests for employment verification should be referred to this provider. The Work Number will only verify dates of employment, job title, and salary information upon request. Requests for information that extend beyond the scope of the verification service must be referred to Corporate Employee Relations. Corporate Employee Relations is authorized to release or reserve the requested information as appropriate or refer requests to the Law Department for further interpretation. No manager or employee may provide information as a reference or recommendation for any other employee, whether upon request from that employee, request from another entity, or unsolicited. Managers are prohibited from providing written, spoken, and electronic requests for references, comments and/or recommendations. For example, no manager may complete “recommendations” for Company employees on websites such as LinkedIn, Facebook, or any other social media or networking websites. No manager is permitted to post content on any website which describes, positively or negatively, an employee’s work performance, qualifications, or any other information pertaining to the employee’s work at the Hershey Company. For More Information If you have questions or need further guidance, please contact Corporate Employee Relations. RESPONSIBILITY Corporate Employee Relations is responsible for the enforcement and interpretation of

Complaint and Investigation Procedures If an employee or applicant believes that he/she has been a victim of, learns of, observes, or has reason to be concerned about conduct in violation of this Policy, he/she is strongly encouraged to notify Hershey immediately of the matter by taking one or more of the steps set forth below. If Hershey is not aware of the violation, it cannot rectify the situation. The escalation process is to contact: 1. The individual’s immediate manager or hiring manager and HR Business Partner; or 2. If the immediate manager or hiring manager is involved, the individual should inform a higher level manager in the department in which the employee works and HR Business Partner; or 3. Alternatively, the individual can always contact Corporate Employee Relations, the Ethical Business Practices Committee or call the Concern Line at any time. Concern Line numbers for each country can be found in the Code of Ethical Business Conduct.

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Any Hershey manager or supervisor who receives a complaint or otherwise becomes aware of a possible violation of this Policy must notify the HR Business Partner responsible for the applicable work group immediately. Hershey takes violations of this Policy very seriously. As a result, all complaints or concerns made pursuant to this Policy will be thoroughly and promptly investigated.

RESPONSIBILITY The most senior Human Resources executive, or his or her designee, is responsible for the enforcement, interpretation, and implementation of this Policy.

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WEAPONS POLICY Last Updated: June 1st, 2015

PURPOSE To reaffirm The Hershey Company’s commitment in maintaining a safe environment for employees and visitors by prohibiting the possession, use, transportation, storage, and/or presence of firearms or other weapons in the workplace or on Company property. SCOPE This Policy applies to all employees of The Hershey Company (“Hershey” or “Company”) world-wide, including employees of any subsidiary or affiliate, and employees of any customers, contractors, vendors, and other business partners over which Hershey has control, to the extent that these third parties’ behavior affects the work environment or interferes with the performance of the work of Hershey employees. If there are inconsistencies between applicable federal, state, local or foreign law and this Policy, applicable law shall govern.

POLICY The possession or use of dangerous weapons in the workplace or on Company property is prohibited. For purposes of this Policy, Company property is defined as all Company-owned or leased vehicles, buildings and surrounding areas such as sidewalks, walkways, driveways, and parking lots under the Company’s ownership or control. Furthermore, this Policy applies to areas outside of Company property where an employee performs or may perform job-related duties or which may reasonably be considered to be an extension of the workplace, including locations where employees attend Company-related meetings or social events; hotels, convention centers, or other sites connected with Company business trips or activities; and the premises of clients or customers of the Company. Dangerous weapons include, but are not limited to, firearms, explosives, knives, or any other weapon that could cause significant bodily harm to another. An employee is responsible for making sure that any item he/she possesses is not prohibited by this Policy. A license to carry a dangerous weapon does not supersede this Policy except where specifically noted below. Under no circumstances is an employee authorized or permitted to store a firearm or other dangerous weapon in an employer-owned vehicle, unless the employee is specifically authorized to carry a firearm as part of his/her job duties. The Company reserves the right at any time and at its discretion to search all Company-owned or leased vehicles and all vehicles, packages, containers, briefcases, purses, lockers, desks, enclosures, and persons entering its property, for the purpose of determining whether any weapon has been brought onto its property or premises in violation of this Policy. Employees who fail or refuse to promptly permit a search under this Policy will be subject to disciplinary action, up to and including termination.

For employees working in certain U.S. States, currently including Alabama, Alaska, Arizona, Florida, Georgia, Illinois, Indiana, Kansas, Kentucky, Louisiana, Maine, Minnesota, Mississippi, Nebraska, North Dakota, Oklahoma, Tennessee, Texas, Utah and Wisconsin, this prohibition on dangerous weapons does not include firearms stored in an employee's own vehicle, even when that vehicle is parked on Company property, provided that the employee is eligible to own or possess a firearm under federal and state laws, and the firearm is locked in the employee's vehicle and cannot be seen by someone looking into the vehicle. Employees in the states listed above are required to notify Hershey Security if they legally transport a firearm to and from work. Any employee in violation of this Policy will be subject to disciplinary action, up to and including termination.

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This Policy should be read in conjunction with Hershey’s related policies, including the Inappropriate Conduct in the Workplace Policy, the Workplace Security Policy, and other applicable policies. Complaint and Investigation Procedures If an employee or other individual becomes aware of any situation that violates this Policy or presents a threat to his/her personal security or that of another employee, he/she should not try to correct the situation themselves. Rather, he/she is required to notify Hershey immediately by reporting the incident to any of the below:

Global Security or onsite security personnel; or

Human Resources Department; or

The individual’s immediate manager. Any Hershey manager or Human Resources personnel who receives a concern or otherwise becomes aware of a possible violation of this Policy must notify Global Security immediately. Hershey takes violations of this Policy very seriously. As a result, all complaints or concerns made pursuant to this Policy will be thoroughly and promptly investigated. Hershey will strive to protect the confidentiality of employees whenever possible and in compliance with law. Hershey reserves its right to disclose the identity of an employee where Hershey has determined that such disclosure is in compliance with the law, required in order to complete the investigation, and/or necessary for individuals to perform their job duties. If a report is substantiated, any employee with knowledge of the report shall cooperate with the authorities during their criminal investigation. Retaliation is Prohibited Hershey prohibits retaliation against any individual who believes or is concerned that a violation of this Policy has occurred and reports such conduct pursuant to this Policy or participates or engages in an investigation, compliance review, or any other activity related to the administration or enforcement of this Policy. Any employee who retaliates against another individual for engaging in any of the above will be subject to disciplinary action, up to and including termination. RESPONSIBILITY The most senior Human Resources executive and Global Security executives, or their designee(s), are jointly responsible for the enforcement, interpretation, and implementation of this Policy.

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CODE OF ETHICAL BUSINESS CONDUCT

CERTIFICATION

By checking the boxes and providing the information set forth below, I certify that: I have read and agree to adhere to the Code of Ethical Business Conduct of The Hershey Company. I am aware that the Company expects me to report violations of the Code, and that I may report known violations or concerns about potential violations to my manager, another appropriate manager, the Concern Line or any of the other channels identified in the Index of Contact Information set forth in the Code. I confirm that:

I am not aware of any violations or potential violations of the Code, or

I have reported any violations or potential violations of the Code in the manner described above and in the Code.

I understand that the Code is a statement of policies for business conduct and does not in any way constitute an employment contract or an assurance of continued employment.

By ‘initialing’ on WSDN you have acknowledged understanding of the Code of Ethical Business Conduct below.

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