During the onboarding process prior to starting the employment with THE COMPANY every team member completes a digital consent and e-signs that they have read, agree, and consent to the information, terms & conditions in this Departure Agreement. Should you decide to end your employment with THE COMPANY, THE COMPANY requests that if any team member intends to voluntarily terminate/resign/quit from THE COMPANY, the team member is asked to provide THE COMPANY a two (2) weeks’ notice to enable THE COMPANY to accommodate the schedule and not occur unnecessary labor cost. If a team member is to voluntarily terminate/resign/quit their employment with THE COMPANY without providing a two (2) weeks’ notice and working out a two (2) weeks’ notice (14 consecutive days prior to leaving) by performing your duties and abide by THE COMPANY policies and procedures from the time you submit your resignation to the time your employment with us ends, Due to the unnecessary additional labor costs THE COMPANY has in result of a team member voluntarily terminate/resign/quit their employment with THE COMPANY without providing a 2 week notice THE COMPANY will pay the team member for wages earned in the pay period(s) when wages would normally be paid to the direct deposit account information on file. Also, their current hourly pay rate will be reset to the federal minimum wage for their AGE GROUP for any remaining paychecks owed to the team member (Refer to Section Wage and Hour Rule in the Team Member Handbook) and the team member WILL NOT be eligible for rehire in the future. **NOTE** - Team members should not be request time off during the “notice period” in order to assure a smooth transition of job duties. We expect the team member to continue to perform your duties and abide by THE COMPANY policies and procedures from the time you submit your resignation to the time your employment with us ends. Failure to perform your job and abide by the policies and procedures may result in a termination prior to the date specified in your resignation. THE COMPANY reserves the right in some cases to terminate your employment upon receipt of your resignation or at any time after. Should THE COMPANY involuntarily terminate your employment with THE COMPANY, THE COMPANY will pay the wages earned by the team member in the pay period(s) when wages would normally be paid in the direct deposit account information on file. Also, their current pay rate will be reset to the federal minimum wage for their age group for any remaining paychecks owed to the team member (Refer to Section Wage and Hour Rule in the Team Member Handbook), and the team member WILL NOT be eligible for rehire in the future. Submit Voluntary Resignation Notice Complete the SUBWAY Voluntary Resignation Form CLICK HERE **NOTE** If a Team Member is terminated (voluntarily or involuntarily) by THE COMPANY for any reason the Team Member Meal and Beverage Benefit Program is automatically revoked for that team member.

Obligations upon Resignation or Termination All items that have been issued to a team member during the course of their employment remains the property of THE COMPANY. At the time of team member’s termination, whether voluntary or involuntary, all documents included all copies of documents in any way relating to THE COMPANY or any of its team members, guests, consultants, or suppliers. (training manuals, handbooks, orientation handbooks), keys to the building (Physical Key and/or Key Card), memoranda, and other items of THE COMPANY’s property in the team member’s possession or control must be returned to THE COMPANY within 24 hours of a team member’s separation with THE COMPANY. THE COMPANY has the right to hold a team members paycheck(s) if THE COMPANY’s property is not returned. *NOTE* Uniforms are not the property of THE COMPANY and will not be accepted for return once given to a team member

Voluntary Resignation of Employment WITH 2 Week Notice If a team member resigns WITH providing a two weeks’ notice and working out a two weeks’ notice (14 consecutive days prior to leaving), they will be paid for wages earned in the pay period(s) when wages would normally be paid in the direct deposit account information on file. These wages will be at the team members current pay rate for any remaining paychecks owed to the team member, and the team member WILL be eligible for rehire in the future Voluntary Resignation of Employment WITHOUT a 2 Week Notice If a team member resigns WITHOUT providing a two weeks’ notice and working out a two weeks’ notice (14 consecutive days prior to leaving), they will be paid for wages earned in the pay period(s) when wages would normally be paid in the direct deposit account information on file. Also, their current pay rate will be reset to the federal minimum wage for their age group for any remaining paychecks owed to the team member (Refer to Section Wage and Hour Rule in the Team Member Handbook), and the team member WILL NOT be eligible for rehire in the future. Involuntary Termination of Employment If a team member is terminated involuntarily, they will be paid for wages earned in the pay period(s) when wages would normally be paid in the direct deposit account information on file. Also, their current pay rate will be reset to the federal minimum wage for their age group for any remaining paychecks owed to the team member (Refer to Section Wage and Hour Rule in the Team Member Handbook), and the team member WILL NOT be eligible for rehire in the future. *Note* A 2-week notice must be submitted via this form (CLICK HERE). A verbal. email, or a text message of a 2 weeks' notice will not be accepted as an appropriate notice, if a team member does not work out the full 2 weeks’ notice, please refer above to Voluntary Resignation of Employment WITHOUT a 2 Week Notice under Section Paycheck Payment on Voluntary Resignation and Involuntary Termination of Employment in the Team Member Handbook

Please refer to the above question, What is the paycheck payment on my resignation or termination

THE COMPANY is committed to following all applicable federal, state and local minimum wage, overtime wage, child labor and other wage and hour laws and regulations. To assure that all work performed for THE COMPANY is compensated correctly, it is essential that all work time is reported and recorded accurately. Every team member is responsible for this important recordkeeping task, both for yourself and for any team members whom you supervise. If you have questions about your classification, or any other wage and hour issues, consult with the Director of Operations or the information provided to you upon hire. Any problems with record keeping or any inaccuracies in compensation should be reported promptly to the Director of Operations. Federal Minimum Wage $7.25 per hour (https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa#1) Under 20 Years of Age - Youth Federal Minimum Wage $4.25 per hour (https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa#7) Georgia Minimum Wage (https://dol.georgia.gov/minimum-wage) $5.15 per hour, however the federal minimum wage rate applies.

(CLICK HERE) for instructions to access pay stubs and W-2's

(CLICK HERE) for instructions to access pay stubs and W-2's