ASSOCIATE HANDBOOK

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ASSOCIATE HANDBOOK CONTENTS
Important Notice ........................................................... 2 Leave of Absences ...................................................... 22
Welcome ...................................................................... 3 Reasonable Accommodations ...................................... 26
Your Future With Bed Bath & Beyond .......................... 4 Company Practices ...................................................... Personal
27 Days
The Principles of Bed Bath & Beyond ........................... 4 Employment Authorization.................................. 27
Associate Relations & Open Door Policy ...................... 4 Updating Your Personnel Records ..................... 27
Equal Opportunity & Diversity Policy ............................ 6 Criminal Offenses .............................................. 27
Mutual Respect / Anti-Harassment Policy..................... 6 Associate Referral Bonus Program..................... m 27
Policy on Unlawful Discrimination ................................. 7 Scheduling ......................................................... 28
Policy on Sexual Harassment....................................... 8 Severe Weather & Closings ............................... 28
Policy Regarding Retaliation ........................................ 9 Timekeeping ...................................................... 28
Policy Regarding Company Investigations ................... 10 Overtime ............................................................ 29
Customer Service......................................................... 11 Expense/Travel Reimbursement ........................ 29
Website & Contact Center .................................. 11 Pay Day ............................................................. 29
Social Media Sites .............................................. 11 Direct Deposit..................................................... 29
The Beyond Store .............................................. 12 Dress Code ........................................................ 29
Wedding & Gift Registry ............................................
12 Name Badges .................................................... 30
Campus & Beyond ............................................. 12 Smoking ............................................................. 30
“Never Say NO” and “Pass the Buck” ................. 12 Safety/Safe Practices ......................................... … 30
Loss Prevention ........................................................... 13 Motor Vehicle Safety .......................................... 32
Protecting Company Assets ............................. 13 Workplace Violence Prevention .......................... ……….
34
The Network .................................................... 13 Confidential Information/Conflicts Of Interest ............... 35
LP Award Program ........................................... 13 Insider Trading Policy / Conduct................................... 37
Identifying Safety Issues................................... 13 Inventions & Creations ................................................. 37
Posting Notices/Solicitation .......................................... 14 Business Code Of Conduct .......................................... 38
Associate Status Definitions ......................................... 14 Electronic Communication/Internet Usage.................... 38
Introductory / Evaluation Period ................................... 14 Social Media Policy ...................................................... 41
Benefits Offered by Bed Bath & Beyond ....................... 15 Guidance Regarding Internal Relationships ................ 41
401(k) Savings Plan ........................................... 15 Employment Of Relatives ............................................ 42
Associate Purchase Discounts ........................... …….
16 Other Rules Of Conduct ............................................... 43
Sick Days .......................................................... 20 Acknowledgement Of Receipt ...................................... 47
Bereavement ..................................................... 21 Contact Information ...................................................... 51

Rev 1/17

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IMPORTANT NOTICE

This Handbook contains only general guidelines concerning current policies and benefits. There are no
promises of any kind contained in this Handbook and no legal obligations or contracts of any kind are
created by this Handbook except for the “Confidential Information and Conflicts of Interest” section of the
Handbook. Bed Bath & Beyond may add to, change or discontinue any benefit or policy contained herein,
in an individual case or generally, on its own, without consultation or notice, at any time and from time to
time. For more in-depth information on any topic outlined in this Handbook, associates should contact their
Manager or a Human Resources Representative.

Additionally, although this Handbook is intended to advise you of policies and prohibited activities, it is your
responsibility to seek clarification and advice when you believe it is necessary. Adhering to the spirit, as
well as the letter, of these policies and prohibitions is one of the foundations of Bed Bath & Beyond’s ethical
standards. Quite simply, if you are not sure of what to do in a given situation, please ask your Manager or
a Human Resources Representative for clarification or advice.

Further, Bed Bath & Beyond is an at-will employer. This means that employment with Bed Bath & Beyond
can be terminated with or without cause and with or without notice at any time at the option of the Company
or the associate. No associate of Bed Bath & Beyond, other than an officer of the Company, has any
authority to enter any agreement for employment for any specified period of time or to make any agreement
contrary to the foregoing. This constitutes the entire agreement between any associate and Bed Bath &
Beyond regarding the term of the employment of any associate. Any such agreement may not be altered,
amended, modified or otherwise changed except in writing and approved and signed by an officer of the
Company.

This Handbook supersedes any prior handbooks, manuals, policies, procedures, documents and
communications concerning all matters contained herein. It is our intention that this Handbook complies in
all respects with all applicable laws and legal requirements. If any policy in this Handbook is found to be
inconsistent with the law, the policy shall be deemed modified to comply with the law. Moreover, nothing in
this Handbook is intended to infringe on any rights an associate may have as a matter of law.

For the purpose of this Handbook, the term “Bed Bath & Beyond” and “Company” shall mean Bed Bath &
Beyond Inc., Liberty Procurement Company Inc. and Bed Bath & Beyond of California Limited Liability
Company.

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WELCOME TO BED BATH & BEYOND
Bed Bath & Beyond is a rapidly growing chain of specialty stores, selling better quality linens, housewares
and domestics at everyday low prices while offering our customers the best level of customer service in
retailing! As you will soon learn, customer service is the main key to our success.

The Company was founded in 1971 with the opening of two small stores in Short Hills, New Jersey and in
Plainview, New York. At first, these early stores carried only linens. Today, the company operates
throughout the United States, Puerto Rico, Mexico and several provinces throughout Canada and has
expanded its merchandise to include housewares and domestics and much more. New stores average
from 25,000 to 80,000 square feet and offer over 70,000 items to choose from. At Bed Bath & Beyond,
when a department is called a store, it’s not just a figure of speech. Each department actually has more of
a selection in its category than most of the stores of our competitors. Harmon, Harmon Face Values,
Christmas Tree Shops, andThat!, buybuyBaby, Cost Plus, World Market and Cost Plus World Market are
also part of the Bed Bath & Beyond group of stores.

Additionally, the Company operates Harbor Linen and T-Y Group, providers of a variety of textile products,
amenities and other goods to institutional customers in the hospitality, cruise line, healthcare and other
industries. The Company also operates Of a Kind, an e-commerce website that features specially
commissioned, limited edition items from emerging fashion and home designers, and One Kings Lane, an
authority in home décor and design offering a unique collection of select home goods, designer and vintage
items.

The expansion of stores and merchandise has required similar expansion of our staff, which we have
accomplished in part by promotions from within the Company, as well as by hiring the most qualified
candidates. A number of former stock associates, sales associates, and management trainees are today
the Store Managers, District Managers, Regional Managers and Vice Presidents of the Company. And, as
we continue to grow, our “promote from within” philosophy will continue to offer the opportunity for
advancement to qualified associates. We offer numerous opportunities for people who wish to move ahead
in the retail field and who demonstrate commitment, motivation and ability. We welcome you and hope you
will enjoy being a part of Bed Bath & Beyond.

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YOUR FUTURE WITH BED BATH & BEYOND experience of associates like you. If you have an
idea, share it!
Associates are considered for advancement
based on their performance in their present
OUR ASSOCIATE RELATIONS PHILOSOPHY
position and the skills they demonstrate.
AND OUR OPEN DOOR POLICY
There are many career opportunities available to
Bed Bath & Beyond has always been committed
qualified associates. A growing company like Bed
to working directly with our associates…in fact, a
Bath & Beyond continually generates new job
large part of our culture has always been to
openings and the opportunity to transfer from one
encourage associates at all levels to voice their
store to another which can create opportunities for
opinions, suggestions, feedback or concerns as
advancement for qualified associates.
they relate to merchandise, customer service
If you want to explore the opportunities available practices, store policies and employment matters.
to you, speak with your Store Manager or District The great feedback and suggestions that we have
Manager for your location; in locations other than heard from our associates over the years have
stores, speak with your Supervisor or Department helped us grow and become one of the strongest
Head. Let them know exactly what your interests retailers around!
are. Learn as much as possible about the various
Our culture of open communication is not only
careers within the Company and, most
important for Bed Bath & Beyond’s business to
importantly, be certain that your performance is at
continue to grow, but it is crucial to the working
its best!
relationships that our associates have with our
managers. Therefore, in our environment, we not
THE PRINCIPLES OF BED BATH & BEYOND
only want associates to be able to share their
Bed Bath & Beyond strives to maintain a superior thoughts about our business, but we also want to
level of customer service, a better selection of ensure that associates can comfortably approach
quality merchandise, and prices that are at or any manager, at any level, with their personal
below department store sale prices. Our people, issues and concerns. This is how we have always
customer service and safety are our top priorities run our business and it has always worked well.
at Bed Bath & Beyond. Our on-going ability to work side by side with our
associates and work through issues directly with
The individual Store Managers, Sales Associates
them, no matter how large or small, will continue
and Stock Associates contribute ideas for creative
to make our workplace better for everyone.
merchandising, enabling Bed Bath & Beyond to
continually improve our assortments and So, if you are ever approached by a union
presentations. Proper display of items, as well as representative, and are told that they can help you
assistance from Sales Associates, enables the make the workplace better, you should think about
customer to shop quickly and conveniently, and the following:
make Bed Bath & Beyond a fun place to shop.
 No one is better at fixing our problems or
Your opinions and point of view matter. Any addressing issues for our associates than
suggestions or new ideas are always welcome. Bed Bath & Beyond. We know ourselves
Some of our best and most successful categories better than anyone else does and we can
and programs have come from the minds and react quicker than any third party.

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  Unions sometimes make lots of promises to Remember, signing a union card, even if you have
associates to make them believe that they been told it is only to get additional information,
can make their work environment a better may really mean that you are authorizing the
one. As some unfortunate associates in union to collect dues and to speak on your behalf.
other companies have found, their promises Signing a union card is like signing a legal contract
were often simply not fulfilled…and and the union may hold you to many terms that
associates did not realize this until it was too may not have been detailed on the actual union
late. card you are asked to sign.
 For example, most unions will not tell you We encourage you to take advantage of our
that you’ll need to pay DUES to join the OPEN DOOR POLICY by letting your Manager, or
union. That’s right! They would require any other Manager, talk through any questions or
YOU to pay THEM simply so that they can concerns that you may have. If the situation
speak on your behalf whenever you have an cannot be resolved at this level, or if the
issue, suggestion or concern. So, rather circumstances are such that speaking to your
than you approaching your Manager directly, direct supervisor is not appropriate, you should
you would have to pay the union and would feel free to speak to another Manager, a Human
have to rely on them to speak for you! Resources Representative, or even to a Vice
President or to the CEO of our Company, if
We do not HAVE a union - we have been working
necessary.
through issues in an open way with our associates
since 1971 with great success and without the If you have any questions about anything you are
intervention of any third party. YOU, working and reading in this section, do not hesitate to reach out
sharing your ideas and concerns, have made Bed to your District Manager, Regional Manager,
Bath & Beyond a great place to work and shop! Regional Vice President, Human Resources
Representative or Corporate Human Resources
We do not WANT a union – we want YOU to
for answers.
continue to be able to come forward with your
concerns so that we can ensure that they are
addressed quickly. When something needs to be
corrected, we want to correct it and take every
opportunity to make the workplace a better one for
everyone.
We do not NEED a union – we already give our
associates the ability to influence positive
changes in the workplace by working directly with
our Managers, using our open door policy to
express their opinions, growing in their positions
through training and development in all areas of
our business, taking on new responsibilities due to
our promote from within policy and working in a
diverse, safe, harassment free environment.

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BED BATH & BEYOND’S COMMITMENT TO EQUAL OPPORTUNITY AND DIVERSITY
First and foremost, Bed Bath & Beyond’s goal has always been customer satisfaction. It is a commitment we
make to our customers: to treat them with fairness and respect, to provide maximum assistance from
associates who understand the product, and to present merchandise that customers are looking for in an
exciting and friendly environment. Bed Bath & Beyond is also committed to ensuring that every customer
experience is free from discrimination of any kind. Discriminatory behavior and/or practices are unacceptable
and will not be tolerated.
In fact, we celebrate diversity and believe that our diverse workforce contributes to the strong bond our
associates have with our customers. We also believe that our commitment to diversity and the outstanding
opportunities for professional and personal growth we offer to all associates, regardless of background,
contribute to the extraordinary high associate retention rate that we have long enjoyed.
Employment at any of our Companies is based solely on job-related qualifications: we recruit, hire, train,
promote and compensate our associates and provide all other conditions of employment including company
sponsored events without regard to race, color, creed, religion, national origin, age, sex, gender identity,
genetic information, marital status, lawful alien status, sexual orientation, physical or mental disability,
citizenship status, veteran status, employment status, or any other basis prohibited by applicable law.
Employment actions are based upon our operating needs and individual associate or applicant merit, including
but not limited to: qualifications, experience, ability, availability, cooperation and job performance.
We are also committed to maintaining a working environment completely free from harassment or unlawful
discrimination of any kind. We have policies and procedures in place to prevent such conduct and enable
associates to report such conduct so that it can be promptly and fairly addressed. Appropriate disciplinary
action will be taken against any associate who harasses or unlawfully discriminates in violation of this policy.
The Vice President of Human Resources, with the full support of the CEO, is responsible for ensuring that all
practices relating to employment matters are in keeping with the Company's philosophy on diversity and equal
opportunity.
Today, our thousands of associates throughout the United States, Puerto Rico, Canada and Mexico truly reflect
a diverse community of individuals who have joined together in one common goal: to satisfy our customer. We
remain committed to maintaining a diverse workforce. This will help us continue our remarkable success well
into the future, because when our associates take an active role in making their work location a better place to
work and for our customers to shop, everyone benefits.
Any questions regarding this, or any other employment related policy statement, can be directed to any Human
Resources Representative.

MUTUAL RESPECT/ANTI-HARASSMENT
One way all our associates can take an active role in making their work location a better place to work is to
respect their fellow associates. This is very important. Bed Bath & Beyond has a zero tolerance for any form
of harassment or unlawful discrimination. Most of the policies relating to workplace issues revolve around this
idea of mutual respect. Sometimes old advice is still the best advice: treat others the way you would want them
to treat you.

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A. ALL FORMS OF HARASSMENT AND UNLAWFUL DISCRIMINATION PROHIBITED
Bed Bath & Beyond strictly prohibits any form of harassment or unlawful discrimination as defined by
federal, state and local law. All associates (whether management or non-management), vendors,
customers or applicants for employment are expected to avoid any behavior or conduct toward any other
associate, customer, vendor or applicant for employment that could be interpreted as harassment or
unlawful discrimination.
Harassment includes, but is not limited to, acts of hostility, threats and assaults to any fellow associate at
or away from the workplace, or to any vendor, customer or applicant for employment, and can be physical,
emotional or verbal.
Harassment may also include making inappropriate jokes, comments, epithets or slurs, or display or
circulation in the workplace of written graphic material, or engaging in other inappropriate behavior toward
a person, because of race, color, creed, religion, national origin, age, sex, gender identity, genetic
information, marital status, lawful alien status, sexual orientation, physical or mental disability, citizenship
status, veteran status, employment status or any other status or characteristic protected by applicable law.
Bed Bath & Beyond has a zero tolerance for harassment or unlawful discrimination. Bed Bath & Beyond
considers such conduct to be a serious offense. Depending on the nature and severity of the conduct, the
offender may also be subject to civil and criminal penalties aside from the Company's disciplinary action
which could be up to and including termination of employment. Therefore, associates who are found to
have engaged in harassment or unlawful discrimination and managers who either do not report a
complaint of harassment or unlawful discrimination made to him or her or who observe what he or she
believes to be harassment or unlawful discrimination against another associate and do not report such
conduct to an appropriate individual will be subject to disciplinary action, up to and including termination of
employment.
Any associate who feels that he/she has been a victim of harassment or unlawful discrimination or
observes such conduct in the work place, is encouraged to contact his/her Human Resources
Representative or the Manager of the facility in which the associate is employed. If the associate believes
that the foregoing persons are involved in the conduct or discrimination, the associate may also contact
Corporate Human Resources located at 650 Liberty Avenue, Union, New Jersey 07083, phone number:
(908) 688-0888 or The Network at 1-800-241-5689.
Bed Bath & Beyond is committed to maintaining a work place environment free from all types of
harassment or unlawful discriminatory conduct. Therefore, the prompt reporting of any such conduct is
essential for Bed Bath & Beyond to eliminate such discrimination in the work place.
All complaints will be thoroughly investigated. The investigation may include individual interviews with the
parties involved and, where necessary, with individuals who may have observed the alleged conduct or
may have other relevant knowledge. If the complaint is found to have merit, appropriate corrective action
will be implemented. If the investigation finds that no violation has occurred, all the material parties will be
so notified. There will be no retaliation against any associate, complainant or witness who files a
complaint or participates in its investigation.

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 The Company will attempt to keep all complaints confidential. However, this may not be possible in all
instances. Nevertheless, the Company will make its best efforts to keep complaints as confidential as
possible.
If any associate believes that his/her complaint has not been satisfactorily resolved by the Company, by
someone in their work location or someone in the Corporate Office, the associate may file a complaint with
the Equal Employment Opportunity Commission, the Division of Fair Employment and Housing (DFEH), or
the Fair Employment and Housing Commission (FEHC), or any other equivalent State or Federal agency.

B. BED BATH & BEYOND’S POLICY ON SEXUAL HARASSMENT

Sexual harassment in the work place is illegal and unacceptable and will not be tolerated. All associates,
whether management or non-management, vendors, customers or applicants for employment, are
expected to avoid any behavior or conduct toward any other associate, customer, vendor or applicant for
employment that could be interpreted as sexual harassment.
Bed Bath & Beyond has a zero tolerance for harassment. Bed Bath & Beyond considers sexual
harassment to be a serious offense. Depending on the nature and severity of the harassment, the
harasser may also be subject to civil and criminal penalties aside from the Company’s disciplinary action
which could be up to and including termination of employment. Therefore, offenders, and those who
observe and do not report such harassment, will be subject to disciplinary action, up to and including
termination of employment.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature, whenever, for example: (1) submission to the conduct is either an
explicit or implicit term or condition of employment; (2) an associate’s reaction to the conduct is used as a
basis for employment decisions affecting that associate; or (3) the conduct has the purpose or effect of
interfering with the associate’s work performance or environment.
No associate should be subjected to unsolicited, unwelcome sexual overtures, nor be led to believe that
any employment opportunity or benefit would in any way depend upon cooperation of a sexual nature.
Sexual harassment can take a variety of forms ranging from subtle pressure for sexual activity to physical
assault including:
 Threats or intimidation of sexual relations or sexual conduct which is not freely or mutually
agreeable to both parties;
 Continual or repeated verbal abuses of a sexual nature including graphic commentaries on the
person’s body; sexually suggestive objects or pictures placed in the work area that may embarrass
or offend the person; sexually degrading words to describe the person, or propositions of a sexual
nature; and/or
 Threats or insinuations that the person’s employment, wages, promotional opportunities, job or
shift assignments, or other conditions of employment may be adversely affected by not submitting
to sexual advances.

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 Sexual harassment does not refer to occasional compliments of a socially acceptable nature. Rather, it
refers to behavior which is not welcome, which is personally intimidating, hostile or offensive, which
debilitates morale and, therefore, interferes with an individual's work effectiveness.
Any associate, who feels that he/she has been the victim of sexual harassment or observes such
harassment in the work place, is encouraged to contact his or her Human Resources Representative. If
the associate cannot contact his/her Human Resources Representative, he/she is encouraged to
immediately contact his/her Supervisor, Store Manager or District Manager. If any of the foregoing
persons are involved in the harassment, the associate is encouraged to file a complaint directly with
his/her Regional Manager or Corporate Human Resources, located at 650 Liberty Avenue, Union, New
Jersey, 07083; phone: (908) 688-0888. The associate may also call The Network at 1-800-241-
5689. Any associate who observes and chooses not to report such harassment in the work place to
the appropriate individual can be held personally liable for inappropriate conduct.
All complaints will be thoroughly investigated. The investigation may include individual interviews with the
parties involved and, where necessary, with individuals who may have observed the alleged conduct or
may have other relevant knowledge. If the complaint is found to have merit, appropriate corrective action
will be implemented. If the investigation finds that no violation has occurred, all the material parties will be
so notified. The Company will attempt to keep all complaints confidential. However, this may not be
possible in all instances. Nevertheless, the Company will make its best efforts to keep complaints as
confidential as possible. There will be no retaliation against any associate, complainant or witness who
files a complaint or participates in its investigation.
If any associate believes that his/her complaint has not been satisfactorily resolved by the Company, by
someone in their work location or someone in the Corporate Office, the associate may file a complaint with
the Equal Employment Opportunity Commission, the Division of Fair Employment and Housing (DFEH) or
the Fair Employment and Housing Commission (FEHC) or any other equivalent State or Federal agency.

C. RETALIATION IS PROHIBITED
Bed Bath & Beyond strictly prohibits any form of retaliation against an associate who expresses a concern,
files a complaint, participates in an investigation or exercises any legal right. An associate who believes
that he/she has been retaliated against is encouraged to immediately notify his/her Human Resources
Representative, Corporate Human Resources or, if he/she prefers to remain anonymous, The Network at
1-800-241-5689 so that the situation can be investigated and remedied.
Similarly, if an associate believes or suspects that any other associate has been the subject of retaliation,
he/she is encouraged to come forward and report the suspected retaliation directed against the other
person. Anyone who engages in, authorizes or permits any form of retaliation in violation of this policy will
be subject to disciplinary action up to and including termination.

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D. COMPANY INVESTIGATIONS
The Company has a compelling interest in protecting the integrity of its investigations. In every
investigation, the Company has a strong desire to protect witnesses from harassment, intimidation and
retaliation, to keep evidence from being destroyed, to ensure that testimony is not fabricated, and to
prevent a cover-up. The Company may decide in some circumstances that in order to achieve these
objectives, the investigation and your role in it must remain strictly confidential. If the Company
reasonably imposes such a requirement, and you do not maintain such confidentiality, you may be
subject to disciplinary action up to and including termination.

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CUSTOMER SERVICE variety of items are offered online and our
assortment keeps growing daily.
Customer service has always been at the heart of
the Bed Bath & Beyond culture. Our goal is to Below are some key points to remember about e-
provide each customer with a noticeably better Service:
shopping experience than they might have
 Customers may return online purchases to
elsewhere. We expect our associates to be helpful
any store or by shipping them directly back to
and courteous at all times and to perpetuate the
any of our e-Service Centers. We even
culture of Bed Bath & Beyond.
enclose a return label so our customers do not
We celebrate diversity. Bed Bath & Beyond is incur return shipping charges.
committed to ensuring that all customers are
treated with respect and dignity and are free from  Customers may open a customer account and
discrimination of any kind. enjoy the convenience of express checkout,
receive emails announcing special
The following basics are the foundation to providing promotions, keep track of past purchases and
a great shopping experience and, as simple as they maintain an address book online.
may seem, continue to separate us from our
competition. We have come up with an easy way  Customers may also find helpful tools online
to remember the Customer Service Basics…… such as the store locator, shopping guides,
recipes, gift card information, policy
GOT A PEN! information, company information, career
opportunities, holiday information, articles to
G = GREET, SMILE & ENGAGE help with gift ideas, a College page, circulars
O = OFFER A CART and much more!
T = THANK & INVITE TO RETURN
SOCIAL MEDIA SITES
A = ALWAYS CHECK BEYOND STORE
Bed Bath & Beyond utilizes social media to
P = PASS THE BUCK connect with customers in a way that is
E = ESCORT appropriate for each individual channel and is
N = NEVER SAY NO supportive of overall goals. Some of our goals
include: driving brand/product awareness,
Customer Service Is Not A Goal… encouraging in-store/online traffic and sales and
It Is What We Do!!! building brand loyalty and engagement. Whether
it's offering tips and advice, or sharing a photo of a
WEBSITE & CONTACT CENTER new product, social media provides a variety of
ways to communicate with customers.
We offer a website,
(www.bedbathandbeyond.com) and a convenient Make sure to check us out on our blog (Above &
contact center, (1-800-GO-BEYOND) which allow Beyond), Facebook, Instagram, Pinterest, Twitter
our customers to shop from the comfort of home, and YouTube.
24 hours a day, 7 days a week. Customers can
also reach us through email and Live Chat. We
have several contact centers that handle
thousands of customer requests each day. A

11
THE BEYOND STORE greeting registrants enthusiastically - they're the
customers with scan guns! - every associate in the
You Want It! We’ll Get It!
store can help enhance the registry experience.
Never Say No… Just Check The Beyond Store!
Registrants offer a lifetime of business, plus they
will send their friends to register with us and their
The Beyond Store allows our associates to order
guests to shop with us. Therefore, it's especially
products for customers for direct delivery.
important that we go Beyond in satisfying
Associates will use The Beyond Store to offer
registrants and their guests.
customers:
 An option to order items that are out of CAMPUS & BEYOND
stock.
We are the College experts! We have helped
 A way to find and order products that are thousands of customers send their students off to
not available in your store - we call this school. Every associate will learn about the tools
Assortment Extensions. and services that we provide to make the transition
from home to college easy.
 An easy way to ship gifts directly to the
gift recipient.
Some of our competitive advantages:
Knowing what’s available in The Beyond Store
 In-store College experts
and feeling comfortable placing orders is critical
to making sure a customer never leaves empty  School specific information pages
handed.
 College checklist
WEDDING & GIFT REGISTRY  Pack & Hold
Bed Bath & Beyond creates more registries every  Dorm decorating ideas
year than any other retailer. Our culture of
 College related content on Campus &
service is what has created our competitive
Beyond Facebook Page and
advantage.
bedbathandbeyond.com
Because customer service is our competitive
The services we offer are unique and unmatched
advantage, our Registry strategy is based on the
by any competitor.
4 B's:
“NEVER SAY NO” AND “PASS THE BUCK”
- BUILD the RELATIONSHIP
- BUILD the REGISTRY All associates, regardless of position or title, must
- BUILD the BUSINESS by understand that “passing the buck” is not only
- BEING the EXPERT acceptable, but the right thing to do. When you
don't know an answer, or are in any situation when
We recommend that registrants visit one of our
you are not able to satisfy a customer, Never Say
stores to take advantage of the expertise and
No and Pass the Buck to someone who can help.
experience of our registry consultants. Our
consultants work hard to make the registry
experience easy and fun. By recognizing and

12
LOSS PREVENTION LP AWARD PROGRAM
Keeping our stores free from loss or dishonesty is
PROTECTING COMPANY ASSETS everyone's responsibility. However, it is the
The most important part of our Company is you. policy of Bed Bath & Beyond to reward
When you take an active role in making your associates who voluntarily provide information
store a better place to work and for our regarding internal dishonesty. Associates may
customers to shop, we all benefit. be eligible for an LP award if they provide
information about a verified loss which ultimately
All associates are responsible for providing leads to the separation of another associate.
management with information related to theft, Information may be provided in any of the ways
cooperating with any theft-related investigation previously described.
and for recommending any controls necessary to
protect assets, property and merchandise. The Additionally, associates who alert management to
theft or misuse of company assets, property or the following may be eligible for an award
merchandise of any kind or of any magnitude is a depending on the severity of the issue reported:
serious offense and can lead to termination and loss due to shoplifting or external sources, loss
possibly criminal prosecution. due to carelessness in completing paperwork, or
the discovery of major safety issues which could
For the protection of the Company, associates lead to injury or loss.
and customers, all stores are equipped with
security cameras. IDENTIFYING KEY WORKPLACE SAFETY
Theft from your store hurts the Company and you ISSUES
(fewer hours, less opportunity for advancement Improving our awareness of key workplace safety
and higher prices). If you are aware of or issues is vital to the successful operation of our
suspect theft or misuse of Company property, Company. Associates’ input can have a positive
report it to your Manager, Loss Prevention impact on the safety and well-being of each
Manager, District Manager, Department Head, or associate and customer and also make our
a Human Resources Representative. stores more successful.
THE NETWORK One of the key elements in developing this
awareness is your involvement. The most
Management will maintain any information you effective way to “Pass the Buck” is to discuss
bring forward in confidence to the extent possible issues with your Store Manager, Loss Prevention
and you may be eligible for an award. You can Manager, District Manager, Department Head, or
also call The Network at 1-800-241-5689. The Human Resources Representative. Or, if you
Network provides associates a way of prefer to remain anonymous, call The Network at
communicating information to top Bed Bath & 1-800-241-5689.
Beyond management anonymously. The
Network is available to take calls 24 hours a day,
every day of the year.

13
POSTING NOTICES / SOLICITATIONS Seasonal/Temporary Associate:
Important company notices and items of general Anyone employed on a temporary basis, usually
interest are continually posted on our bulletin during peak or new store opening periods.
boards. You are responsible for reviewing them
frequently. This will assist you in keeping up with INTRODUCTORY / EVALUATION PERIOD
what is current at Bed Bath & Beyond.
The first ninety (90) days of employment are
Associates and non-associates are prohibited
considered an introductory/evaluation period.
from posting any notices on any company bulletin
This gives you the opportunity to get to know Bed
boards at any location.
Bath & Beyond as well as the responsibilities of
Associates are prohibited from soliciting when your job. It also allows your manager the
either the associate doing the soliciting is on opportunity to get to know you and to evaluate
working time or the associate being solicited is on your progress in the job. Unless otherwise stated
working time. Working time is defined as those in this handbook, associates are not eligible for
times when associates should be performing benefits until after the 90-day
work functions. Associates are also prohibited introductory/evaluation period has been
from distributing non-work related materials in successfully completed.
working areas at all times. Solicitation and
distribution is also prohibited in selling areas
when stores are open for business.
Solicitation, distribution and trespassing by non-
associates is prohibited on our premises at all
times.

ASSOCIATE STATUS DEFINITIONS

Regular Full-Time Associate:
Anyone employed on a continuing basis after
successfully completing a 90 day
introductory/evaluation period who normally is
scheduled to work and works at least 35 hours in
a workweek.

Regular Part-Time Associate:

Anyone employed on a continuing basis after
successfully completing a 90 day
introductory/evaluation period who normally is
scheduled to work and works less than 35 hours
in a workweek.

14
BENEFITS OFFERED BY Matching contribution is equal to 50% of the first
BED BATH & BEYOND 6% of contributions to the plan on a per payroll
basis. Contributions in excess of 6% will not be
Bed Bath & Beyond provides its associates with a matched. An associate must contribute to
variety of benefits. The benefits for full-time receive a matching contribution.
associates are described in detail in the Benefits
Associates are always 100% vested in their own
Summary distributed during new hire orientation
contributions; however, any Company Matching
or available from your Manager. Full-time
contributions will follow a vesting schedule which
benefits information is also available by
is as follows:
contacting the Corporate Benefits Department at
908-855-4586, 4584, 4597, 4599 or 4596. Vesting Schedule
The Company reserves the right to change any Years of Service With Vesting Percentage
carrier or change/delete any benefits at any time. 1,000 Hours Worked
1 year 20%
If you are interested in enrolling in any of the
Company’s benefits plans, you are responsible 2 years 40%
for obtaining the enrollment forms from and 3 years 60%
submitting them to your Manager or Human
Resources Representative. 4 years 80%
5 years 100%
401(k) SAVINGS PLAN
Associates will be credited with a year of vesting
Associates with 12 months of service in which at for each calendar year they work 1,000 hours or
least 1,000 hours were worked, or following any more.
subsequent calendar year in which at least 1,000
hours were worked, and who are at least 21 * Due to year end regulatory testing, in 2017, associates
years of age are eligible to participate in the Plan. earning $120,000 or more annually may be held to a
Eligible associates may begin participating in the lower IRS limit. This earnings threshold is subject to
Plan on their 12 month anniversary date change by the IRS. You will be notified of any change if
you are affected.
assuming the eligibility provisions were met.
Otherwise eligible associates may elect to
st
participate in the Plan on the 1 of January
following the year in which 1,000 hours were
worked. Ask your Store Manager or Human
Resources Representative for more details.
Associates can contribute to the 401(k) Plan on a
pre-tax basis, from 1% to 60% (Plan limit
maximum) of their salary. In 2017 the IRS limit is
$18,000. In addition, if an associate is 50 years
of age or older, he/she can elect to contribute an
additional “catch up” contribution, as set by the
IRS each year.

15
ASSOCIATE PURCHASE DISCOUNTS - Debit Card*
- Store Credit
OVERVIEW
* Credit cards, debit cards and/or personal checks
All associates of Bed Bath & Beyond are eligible must be issued in the Associate’s name or the
name of the Associate’s spouse.
for a 20% Associate Purchase Discount at all
Bed Bath & Beyond, Harmon/Harmon Face  Associate Purchase Discounts will apply
Values, Christmas Tree Shops*/and That!*, only to merchandise purchased for the
buybuyBaby**, and Cost Plus***/World Market*** associate’s own use, dependents,
/Cost Plus World Market*** stores after members of their household, members of
completing fourteen days of employment. Listed their immediate family (to include spouse,
below are the conditions relating to the Associate child/step child, parent/step parent, parent-
Purchase Discount: in-law, sister/brother, step sister/brother,
* If a particular item at Christmas Tree grandchild or grandparent) or for gifts being
Shops/and That! is not subject to given by the associate to anyone.
discount the associate will be advised of Merchandise purchased by associates or
such at checkout. Designated Shoppers cannot be bought
with the intent to be resold.
** buybuyBaby branded private label
 Associates may appoint, at point of hire,
diapers and baby wipes are eligible for
the 20% Associate Purchase Discount. one Designated Shopper the ability to shop
All other brands of diapers, wipes and and utilize their Associate Purchase
formula are excluded from the Associate Discount without the associate present. A
Purchase Discount; associates are Designated Shopper can be a dependent,
eligible for 10% off of baby food. a member of the associate’s household or
a member of the associate’s immediate
*** Some states restrict the purchase of family (to include spouse, child/step child,
alcoholic beverages from the Associate parent/step parent, parent-in-law,
Purchase Discount. sister/brother, step sister/brother,
 Associates must identify themselves as an grandchild or grandparent).
associate when making a purchase or  An associate may change his/her
return in a location other than their home Designated Shopper during an annual
store, whether or not the associate is open enrollment period or within 31 days of
taking the discount. experiencing a qualifying event. Qualifying
 Associates may purchase merchandise events which permit you to change the
using any of the following methods of Designated Shopper that is entitled to the
payment: Associate Purchase Discount include:

- Cash - a change in your marital status, or

- Personal Check* - the person registered as your
- Credit Card* (Amex, Visa, Mastercard, designated shopper no longer meets
Discover are accepted at all stores) the criteria to be your designated
- Gift Card shopper.

16
 An associate’s Designated Shopper is Note: You will need to provide your Designated
Shopper with the name of the concept where
expected to follow the guidelines outlined you are employed and your ADP file number if
in this policy. he/she is going to shop in a CPWM location.
 When shopping at a Bed Bath & Beyond,
 Employment/Designated Shopper status
Harmon/Harmon Face Values, Christmas
must be verified at the time of purchase.
Tree Shops/and That! or buybuyBaby the
associate’s Designated Shopper must  The associate must be present when an
bring all merchandise that he/she is associate purchase is being made unless
intending to purchase to the Customer the purchase is being made by the
Service Desk or designated associate Designated Shopper. An associate’s
shopping checkout desk at point of dependent, member of his or her
checkout. At that time the associate’s household or immediate family, who has
Designated Shopper will need to inform the not been selected as the Associate’s
cashier that their transaction is eligible for Designated Shopper, may select items
an associate discount as they are a during the day which will be held at
Designated Shopper, provide your full customer service until the end of the
name so it can be located on the associate’s workday or on a day when the
computerized Associate Directory and associate is not working. Merchandise
present a form of personal identification for should not be held for more than one
themselves. business day. Under no circumstances is
merchandise to be taken out of the store
 When shopping at a Cost Plus/World
without being properly transacted by the
Market/Cost Plus World Market store
associate at the time it is taken.
location, the associate or the associate’s
Designated Shopper must have the  Associates may only shop after their
associate’s ADP File number to make a scheduled work day or on a day when they
purchase. The selected merchandise can are not working. Merchandise cannot be
be brought to any register to have the “held aside” or kept anyplace in the store
transaction processed. The cashier must off the sales floor, except in the situation
be informed that the transaction is eligible noted above.
for an associate discount at the beginning
 Gift Certificates/Gift Cards, Internet
of the transaction. The cashier will direct
purchases and shipping fees are not
you or your Designated Shopper to the pin
subject to the Associate Purchase
pad at the register. At the pin pad, you or
Discount.
your Designated Shopper will select the
concept for which you work, (e.g., Bed  All associate transactions must be rung by
Bath & Beyond) and be prompted to enter authorized personnel and approved by a
your ADP File number on the pin pad. You Front End Manager, Senior Manager
or your Designated Shopper will then be Leader On Duty (LOD) at Bed Bath &
asked to show the cashier a photo ID for Beyond, a Senior Manager/LOD at
verification. buybuyBaby, a Customer Service
Coordinator, Supervisor or Manager at
Christmas Tree Shops/and That! or a Store
Manager at Harmon/Harmon Face

17
 Values. Cost Plus/ World Market/Cost Plus  All associates are responsible for checking
World Market purchases are approved by all receipts and paperwork associated with
the cashier processing the transaction. their purchase/return to assure that their
transaction was correct. If an associate or
 Purchases must be paid for at the time of
their Designated Shopper receives a
the transaction; prior to consuming or
discount for their purchase greater than the
removing merchandise from the store.
correct percentage off, they will be held
 Any associate who processes their own responsible for the monies owed on the
Beyond Store Order, purchase or return, or purchase.
the Beyond Store Order, purchase or return
of a family member, dependent, Designated ASSOCIATE COMPETITIVE PRICE MATCH,
Shopper or anyone with whom they have a GWP/REBATE & COUPONS
personal relationship will be subject to
Associates/Designated Shoppers may:
immediate termination.
 Use a Bed Bath & Beyond coupon in lieu of
 All transactions which are rung for an
their associate purchase discount. At no
associate, or a Designated Shopper, must
time may an associate, or their Designated
be done so as an “employee transaction,”
Shopper, use both a coupon and their
regardless if the associate discount is
discount in the same purchase. If a coupon
applied.
is used the purchase must meet coupon
 Associate discount does not apply to criteria and must be rung as an associate
shipping fees. sale excluding the associate discount.
 Associate Incentive purchases are  Enjoy a price match of the price OR apply
available throughout the year, offering their discount, but not both.
associates a substantial savings on various
 Enjoy a Gift With Purchase/Rebate
products. This program is intended to
promotions along with the appropriate
incent associates to buy products and gain
purchases, excluding Incentive purchases.
confidence selling it. Associate Purchase
For returns, the original receipt and the
Discount does not apply to Associate
original Gift With Purchase (e.g.
Incentive merchandise. An associate’s
merchandise or gift card, etc…) must be
Designated Shopper is not entitled to
presented or the return will be denied.
Associate Incentives Purchases.
 With valid gift registries may choose to use
 Any associate who intentionally alters a
their Completion Coupon OR their
price, including placing an item(s) into the
associate discount, but not both.
“AS IS” area for personal benefit, will be
subject to immediate termination.
COLLEGE PACK & HOLD PURCHASES
 Associate Wedding & Gift Registry
Associates/Designated Shoppers may/must:
purchases may be gift packaged, however
the LOD must validate the contents. Gifts  Create a Pack & Hold order for themselves
may also be purchased through The or the associate’s dependents, members of
Beyond Store and gift packaged. their household or immediate family (to
include spouse, child/step child, parent/step

18
 parent, parent-in-law, sister/brother, step purchase during a Free Shipping event.
sister/brother, grandchild or grandparent). (Associates/Designated Shoppers cannot
They must make payment and apply their use their associate discount on Internet
discount at the time of pick up. purchases.)
 Use the Gift Registry System to make their  Place orders for items for their own use or
College selections. Their order will be to give as a gift if the item being ordered is
packed and held at a Bed Bath & Beyond out of stock or not part of their home store’s
located near the school they will be assortment.
attending.
 Never key their own Beyond Store orders.
 Follow the same criteria for registry set-up Any associate who keys their own Beyond
and scanning as our Pack & Hold Store order will be subject to immediate
customers. termination.
 The Store Manager or LOD should  Have their Beyond Store orders be entered
complete the Pack & Hold Request Letter by a Manager or LOD.
and call the fulfilling store on behalf of the
 Complete their payment at a Terminal or
associate and/or Designated Shopper.
have their order rung at POS under the
They should speak with the Store Manager
Employee Sale Mode.
or LOD to alert them of the order.
 Ship all Beyond Store orders to the
 Complete all other steps as per normal
associate’s, and/or their Designated
procedure found in the College Pack &
Shopper’s, home address or to the recipient
Hold guidelines.
of the gift.
 Ask for the Store Manager or LOD, when
 Remember that the associate discount
picking up their Pack & Hold.
does not apply to shipping fees.
 Be present when making an associate
 Follow standard guidelines for processing
purchase.
associate Beyond Store orders.
 Have a Store Manager or LOD in the
fulfilling store verify the purchase is PERSONALIZED INVITATIONS
completed properly.
Associates and their Designated Shopper may
 Follow all general Associate Purchase use their associate discount to purchase
Guidelines. personalized invitations, accessories and/or
announcements. Ask your Manager for details
THE BEYOND STORE & ONLINE ASSOCIATE on placing your order.
SHOPPING
PORTRAIT STUDIO
Associates/Designated Shoppers may/must:
The associate must be present during the
 Enjoy their discount using The Beyond
photography session and for the purchase of the
Store in-store. This is a mirror copy of our
portraits and merchandise. See portrait studio for
website. Shipping fees apply unless
more details as the discount percentage varies.
you are buying qualifying merchandise that
has a free shipping offer or make a

19
ASSOCIATE RETURNS
1st Calendar Year Of Employment
Associates/Designated Shoppers: THEN associate is eligible
IF associate’s hire date is
 Must present the original sales receipt for this # of Sick Hours after
between…
90 days of employment…
when returning merchandise.
January 1 – March 31 40 Hours of Sick Time
 May only return for original tender, without
a receipt, if the purchase can be located via April 1 – June 30 24 Hours of Sick Time
“POS Return Look Up” for purchases made July 1 – September 30 8 Hours of Sick Time
with a Credit Card, Check or Order 2nd
Calendar Year Of Employment
Number.
IF associate’s hire date is THEN associate is eligible
 With the approval of the Store Manager or between… for…
LOD, may be issued a store credit, if a January 1 – September 30 40 Hours of Sick Time
receipt is not presented.
40 Hours of Sick Time
 Any exceptions to the associate returns October 1 – December 31 Following 90 Days Of
guidelines must be approved by the Store Employment
Manager and/or LOD. 3rd Calendar Year Of Employment And Greater
 May have current registry service standards 40 Hours of Sick Time
apply with valid gift registries.
Note: Sick pay will be earned/paid according to state/local
 May not return merchandise without proof of laws if these regulations are broader than our general
original purchase either through original paper policies relating to Sick Pay.
receipt or validation process even if the A physician’s certificate may be required for any
Associate Purchase Discount was not illness for any duration.
applied.
Unused sick time will not be paid out at the end
SICK TIME – HOURLY ASSOCIATES of the calendar year or at time of separation and
will not carry forth to the next year.
The Company expects all associates to report to
work on time every day they are scheduled to Note: Management associates should discuss sick time
entitlement with their Human Resources
work. However, we realize that there are certain Representative as it differs from the schedule printed
instances, such as bona fide illnesses, injuries, or above.
medical emergencies, which are beyond the
control of the associate, which may require the
use of paid sick time or an unpaid leave of
absence. Therefore, the Company grants regular
full-time hourly associates paid sick hours
according to the schedule on the right:

20
BEREAVEMENT
Bed Bath & Beyond provides time off with pay to
all regular associates, who have completed
ninety (90) days of employment, in recognition of
the need to be with one's immediate family during
a period of bereavement. In the cases of the
death of an associate's immediate family member
defined as a spouse, child, step child, parent,
step parent, parent-in-law, sister, brother, step
sister, step brother, or grandchild, full-time
associates are eligible for 5 paid days off, and
part-time associates are eligible for 3 paid days
off. In the cases of the death of an associate's
grandparent or sibling-in-law, full-time associates
are eligible for 3 days off, and part-time
associates are eligible for 1 day off.
Associates requesting time off for bereavement
leave must inform their Manager as soon as
possible. Associates on an approved
bereavement leave will be paid based on the
number of regular hours that they would normally
be scheduled to work on those particular days.

21
LEAVES OF ABSENCES
Bed Bath & Beyond recognizes that circumstances may arise which require an Associate to be away from
work for a limited period of time. Such circumstances may include, but are not limited to, the birth of a child
or the placement of a child in the associate’s home for adoption or foster care, the serious health condition
of the associate or a member of his or her immediate family (including periods of temporary disability that
are related to an associate's pregnancy), a summons to jury duty, orders for active or reserve duty in the
armed forces, etc. Therefore, Bed Bath & Beyond maintains a number of policies relating to leaves of
absence and other time off.
Moreover, these policies are also in accordance with federal, state and/or local law, including the federal
Family and Medical Leave Act (“FMLA”) and the Federal Americans with Disabilities Act ("ADA"). For
example, FMLA provides eligible associates with up to 12 weeks of unpaid leave for certain family and
medical reasons during a 12 month period.
An overview of your rights under the federal FMLA is listed on the following pages:

ASSOCIATE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
(FMLA)
Leave Entitlements
Eligible associates who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a
12-month period for the following reasons:

• The birth of a child or placement of a child for adoption or foster care;

• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);

• To care for the associate’s spouse, child, or parent who has a qualifying serious health condition;
• For the associate’s own qualifying serious health condition that makes the associate unable to
perform the associate’s job;
• For qualifying exigencies related to the foreign deployment of a military member who is the
associate’s spouse, child, or parent.
An eligible associate who is a covered servicemember’s spouse, child, parent, or next of kin may also take
up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious
injury or illness.
An associate does not need to use leave in one block. When it is medically necessary or otherwise
permitted, associates may take leave intermittently or on a reduced schedule.
Associates may choose, or an employer may require, use of accrued paid leave while taking FMLA
leave. If an associate substitutes accrued paid leave for FMLA leave, the associate must comply with the
employer’s normal paid leave policies.

22
Benefits & Protections
While associates are on FMLA leave, employers must continue health insurance coverage as if the associates
were not on leave. Upon return from FMLA leave, most associates must be restored to the same job or one
nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.
An associate may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to
use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under
or related to the FMLA.

Eligibility & Protections

An associate who works for a covered employer must meet three criteria in order to be eligible for FMLA
leave. The associate must:

• Have worked for the employer for at least 12 months;

• Have at least 1,250 hours of service in the 12 months before taking leave;* and
• Work at a location where the employer has at least 50 employees within 75 miles of the
associate’s worksite.

Requesting Leave
Generally, associates must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to
give 30-days’ notice, an associate must notify the employer as soon as possible and, generally, follow the
employer’s usual procedures.
Associates do not have to share a medical diagnosis, but must provide enough information to the employer so it
can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an
employer that the associate is or will be unable to perform his or her job functions, that a family member cannot
perform daily activities, or that hospitalization or continuing medical treatment is necessary. Associates must inform
the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer
determines that the certification is incomplete, it must provide a written notice indicating what additional
information is required.

Employer Responsibilities
Once an employer becomes aware that an associates need for leave is for a reason that may qualify under the
FMLA, the employer must notify the associate if he or she is eligible for FMLA leave and, if eligible, must also
provide a notice of rights and responsibilities under the FMLA. If the associate is not eligible, the employer
must provide a reason for ineligibility.
Employers must notify its associates if leave will be designated as FMLA leave, and if so, how much leave will
be designated as FMLA leave.

23
Enforcement
Associates may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a
private lawsuit against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law
or collective bargaining agreement that provides greater family or medical leave rights.

Additional Information
For more specific information regarding leaves of absences, please contact your Human Resources
Representative. In addition, in certain states (e.g., California, Connecticut, New Jersey, Tennessee, and
Washington, D.C.), associates may be entitled to receive a more detailed written explanation of rights to
leave under specific state or local leave laws. If you work in one of those states, you will find the required
explanations in an Addendum to the Handbook provided to you.
Note: Generally to receive a leave of absence, associates should request and complete a Leave of Absence Request form from
their Human Resources Representative. The reason for and duration of all leaves must be reviewed and approved by the
Company.

24
 OTHER TYPES OF LEAVES
The company offers additional types of leaves of absences as highlighted in the chart below:

Leave Type Eligibility Criteria Reasons for Leave Duration of Leave

State/Municipal Leaves As required by law. As required by law. As required by law.

Company Personal Leave All non-seasonal/temporary Compelling personal Up to a maximum of 4 weeks

associates if *actively reasons other than the after 3 calendar months of active
employed by the Company associate’s own injury, employment and up to a total
for at least 3 calendar illness, or temporary maximum of 8 weeks (less
months. disability associated with personal leave previously taken)
the associate’s pregnancy, after 6 calendar months of active
childbirth or related medical employment in a rolling 12
conditions. month period.

Company Medical Leave All non-seasonal/temporary For periods of temporary Up to a maximum of 26 weeks in
associates if *actively disability due to the a rolling 12 month period unless
employed by the Company associate’s own injury, extended as an ADA
for at least 3 calendar illness, or temporary accommodation. Unless a
months. disability associated with specific period of leave is
the associate’s pregnancy, supported by medical
childbirth or related medical documentation accepted by the
conditions. Company, medical leave
generally will be approved in
increments of no longer than 12
weeks.

Military Leave Upon date of hire. Associate’s own military As required by law.
service.

ADA Upon date of hire Associate’s own medical As required by law.

condition.

 Associates must complete a Leave of Absence Request form whenever they are requesting any type of Leave of Absence,
regardless of the reason. If the associate is unable to complete the Leave of Absence Request form due to a physical or mental
disability, it may be completed by the associate’s representative or family member.

 Associates requesting leave for reasons other than their own medical condition or Military Leave must use available paid time off
but may retain a balance of 40 hours for future use. All other paid time off available must be taken at the start of the leave of
absence. This includes all paid time off for the calendar year a leave is taken even if not yet accrued. The use of Sick Time is
only permitted for the associate’s own medical condition unless otherwise allowed by state or municipal law.

 Associates requesting leave for their own medical condition are permitted, (but not required) to substitute available paid time off
during the unpaid portions of their leave.
*Actively Employed – An associate’s status is considered “actively employed” when he/she is performing all of his/her essential
job duties. Absences of more than 5 consecutive days will be reflected in calculation of active employment status.

25
REASONABLE ACCOMMODATIONS
Bed Bath & Beyond provides reasonable accommodations to ensure that qualified individuals with
disabilities enjoy equal employment opportunities. Bed Bath & Beyond provides, at a minimum, all legally
required reasonable accommodations. Where circumstances permit, Bed Bath & Beyond may provide
accommodations which go beyond that which is legally required.
In general, a reasonable accommodation is any change in the workplace or the way things are customarily
done that provides an equal employment opportunity to an individual with a disability. While there are
some things that are not considered reasonable accommodations (for example, removal of an essential job
function or personal use items such as a hearing aid or eye glasses that someone already has and is using
on and off the job), reasonable accommodations can cover most things that enable an individual to apply
for a job, perform a job, or have equal access to the workplace and associate benefits. Common types of
accommodations include: modifying work schedules, granting breaks, providing leaves of absences
(including extending the duration of leaves of absences outlined under our leave policies), removing and/or
substituting a marginal job function, making changes in workplace policies and/or providing a reassignment
to another vacant job for which an individual is qualified to perform.
Bed Bath & Beyond will review accommodation(s) on an individual basis and, as necessary, attempt to
engage associates in an interactive dialogue about potential reasonable accommodations. This
commitment extends to associates on authorized medical leaves of absence. To be reinstated from
medical leaves, associates need not be free from all work restrictions but must be able to safely and
successfully perform all essential job functions, with or without reasonable accommodations that do not
pose an undue hardship. If associates are not qualified to return to work at the expiration of authorized
medical leaves, Bed Bath & Beyond also will consider providing additional job-protected leave as a
reasonable accommodation.
When necessary to facilitate an interactive dialogue about potential reasonable accommodations, Bed Bath
& Beyond may request that associates provide medical documentation explaining the medical need for the
accommodations and/or input on the precise, job-related limitations caused by the disability. Bed Bath &
Beyond will consider a number of factors when evaluating requested accommodations including, but not
limited to, the essential function(s) of the position, the specific restriction(s), the staffing levels, the duration
of the restriction, and the hardship that might be placed on other associates and the business. See your
Human Resources Representative to request any accommodation(s). Bed Bath & Beyond will process any
requests for reasonable accommodations in a prompt and efficient manner.

26
COMPANY PRACTICES disciplinary action, up to and including
termination.
EMPLOYMENT AUTHORIZATION
In compliance with federal law, it is the policy of ASSOCIATE REFERRAL BONUS PROGRAM
Bed Bath & Beyond to hire and employ only Bed Bath & Beyond’s Associate Referral Bonus
those individuals who are lawfully authorized for Plan is designed to provide incentive to
employment in the United States. associates* to encourage and recommend
In connection with federal immigration laws, Bed friends, acquaintances, former work associates
Bath & Beyond must collect certain information or people met while shopping who provided
and review certain documentation concerning the excellent customer service, for possible
employment authorization of new associates. employment with us.
This information and documentation will be used * Anyone with direct hiring authority over the referred
only for compliance with applicable federal candidate will not be eligible for the bonus. Anyone at
immigration laws and shall not be used for any the Store Manager level or above in stores, or
comparable levels in the corporate offices, are not
employment-related decision or for any other eligible for the bonus.
unlawful purpose. If an associate’s authorization
for employment changes or terminates after the To qualify for the bonus, the applicant must write
start date of his or her employment, the associate the name of the Bed Bath & Beyond associate
is required to inform Bed Bath & Beyond who is referring them on the employment
accordingly. application next to “Referred By.” If hired, the
new associate must remain employed with Bed
UPDATING YOUR PERSONNEL RECORDS Bath & Beyond for ninety (90) calendar days.
After ninety days, the bonus will be paid to the
While you’re employed at Bed Bath & Beyond, Bed Bath & Beyond associate who referred the
please notify your Manager whenever changes new hire. For payment to be made, BOTH the
occur in your name, address or marital status, as new associate and the referring associate must
we will want to update our records accordingly. be employed on the date the referral bonus
Remember, you must also fill out new tax forms if check is issued.
your name changes, or you move to a different Listed below are the bonus payment amounts
state while employed with us. Processing your generally awarded:
benefits and employment records will be much
easier if we keep your records up-to-date. Eligible New Bonus Hire Amount*
Positions
A change in address, marital status or number of
dependents should be reported to Corporate Managers $500.00
Benefits within 31 days of the change. Department Supervisors $250.00
Full-Time Hourly Associate $100.00
CRIMINAL OFFENSES
Part-Time Hourly Associate $50.00
If an associate is convicted of a felony, during
his/her employment, he/she must notify his/her * Payroll taxes will be deducted according to IRS
Manager within five days of the event. Failure to regulations.
timely notify management may result in

27
Associates are always encouraged to take their start time, end time and their meal
advantage of this opportunity to earn extra period(s)/rest break(s).
money. Any discrepancies relating to eligibility
 All associates must clock in/out whenever
will be decided by the Human Resources
reporting to or leaving work. All time
Representative for the work location. Please see
worked must be recorded.
your Manager or Human Resources
Representative if you have any questions.  Associates must clock in/out for all meal
periods and rest breaks.
SCHEDULING – STORE ASSOCIATES
 All associates should be clocked in and
Schedules are made weekly by your Manager ready to work in their assigned department
and are posted in the office. Schedules reflect when their shift begins.
the needs of the business and therefore your
 Associates who clock in later than when
availability must be flexible. If you need certain
they are scheduled to start working may be
days off, you are responsible for letting your
subject to disciplinary action.
manager know well in advance so that your
request can be considered, and if met,  If you forget to clock in/out, the Time Clock
arrangements can be made for coverage in your Edit Log must be completed immediately so
department. Associates are responsible for that your time records can be corrected and
knowing when they are scheduled to work. payment for all hours worked can be
Associates may not deviate from their posted ensured.
schedule unless a Manager or Supervisor
 Never clock anyone else in or out for any
specifically approves a request.
reason.
The schedule for store associates varies from
 Although associates will be paid for all
store to store and may vary from season to
hours worked, do not start work more than
season within a store.
five minutes before your scheduled time
without management approval.
SEVERE WEATHER AND LOCATION
CLOSINGS  Although associates will be paid for all
hours worked, overtime is not permitted
Associates are responsible for contacting their
unless approved by a Manager.
Manager if they have a question regarding the
open/close status or operating hours of their work Associates will only be paid for hours recorded
location. under their time record in compliance with state and
federal laws. All time worked must be recorded.
Unless otherwise advised, associates are to
Notify your Manager before taking any meal
report to work as scheduled. If you are unable to
periods or rest breaks. Consult with your Manager
report to work due to severe weather conditions,
or HR Representative if you have any questions
you must notify your Manager as soon as
regarding meal periods or rest breaks in your
possible before the start of your shift.
location.
TIMEKEEPING Violations of this policy, including overstatement
and/or understatement of time worked, are a
Hourly associates are required to use the time
violation of Company policy and will result in
clock or a terminal based virtual clock to record
disciplinary action up to and including termination.

28
OVERTIME items permitted by law. It is your responsibility to
ensure that all such deductions are correct.
Although all overtime worked will be paid, any
and all overtime hours worked must be It is your responsibility to review your pay stub,
authorized by the District Manager, Store specifically the hours you worked, the pay you
Manager, or Department Head for all other receive and any deductions taken. If you notice
locations, or their designee. an error in your paycheck, tell your supervisor
immediately so that the matter may be
EXPENSE/TRAVEL REIMBURSEMENT researched. If you lose your paycheck, you must
notify your supervisor immediately as payment
It is the Company’s policy to fully reimburse
can be stopped and a new paycheck issued.
associates for all eligible business and/or travel
expenses. In an effort to ensure that the policy is
DIRECT DEPOSIT
adhered to, the Company asks all associates’
cooperation in submitting all reimbursable All associates are eligible to participate in direct
expenses incurred, along with proper deposit at point of hire or anytime afterwards.
documentation, in a timely fashion so that the Direct deposit allows you to:
Company can provide the required repayment.
 have your paycheck automatically
Reimbursement forms are available on Bednet,
deposited into your personal savings or
the Company Intranet site, under the e-forms link
checking account(s), up to 3 accounts!
for Finance.
 receive your pay, without delay, when
If eligible for paid travel time outside your normal
delivery of paychecks may be negatively
commute, be sure to properly record your travel
affected by bad weather and/or mail
time.
delivery issues,
See your Manager with any questions regarding
 avoid standing in long lines at the bank,
eligibility requirements, eligible reimbursement
and
items, required forms or how to record your travel
time.  have access to your monies anywhere,
anytime without having to go to the bank.
PAYDAY
DRESS CODE
Friday is the usual payday at Bed Bath &
Beyond. You will receive your paycheck every A neatly groomed, tasteful appearance reflects
two weeks, unless otherwise dictated by state both personal pride and a commitment to
law. The check you receive is for all worked providing excellent service. As a representative
hours and paid non-worked hours (e.g. vacation) of our Company, an associate can make a
for the previous two-week pay period; Sunday difference to our customers by creating a good
through Saturday is the normal work week. first impression. Therefore, all associates are to
adhere to the following dress code guidelines.
Please remember that Bed Bath & Beyond is
legally required to make certain deductions from Note: If a specific work location has established other
and/or different guidelines than those listed here,
your pay. You may voluntarily authorize in associates will be expected to adhere to those
writing additional deductions from your pay for guidelines.
your contribution to our benefits plans and other
 Facial hair should be trimmed and neat.

29
  No facial jewelry other than earrings. will be issued to you on your first day of work.
Name badges are required to be worn on the
 Cologne or perfume should be kept light
chest area (not on belts) and must be visible and
and not be overpowering or offensive.
legible to customers. If you lose your name
 Clothing should be appropriate for the badge please obtain a new one from your
workplace. Clothing should fit well and be Manager or the Leader on Duty.
clean and neat. Torn clothing is not
permitted. The length of skirts should be in SMOKING
good taste.
In order to comply with government regulations,
 Clothing and/or buttons with foul language, Bed Bath & Beyond prohibits smoking throughout
or offensive pictures are not permitted. the workplace, except in those areas designated
by Management, or as otherwise required by
 Images, slogans or messages, displayed
state or local law.
on clothing of politicians, political parties or
political campaigns are not permitted. Associates are encouraged to notify Corporate
Human Resources of any problems or questions
 Sweat pants, overalls, jogging outfits, hats,
regarding this policy.
shorts, sleeveless shirts, tank tops, tube
tops, halter tops or midriff shirts are not
SAFETY/ SAFE PRACTICES
permitted.
Safety is one of our top priorities at Bed Bath &
 No open toe/heel shoes or sandals.
Beyond. It is the policy of Bed Bath & Beyond to
 Sneakers should be neat and in reasonable provide a safe and accident free environment
condition. for our associates and customers. Therefore, all
associates are required to follow Bed Bath &
 Day-Glo or pastel dyed hair is not allowed.
Beyond’s safety policies and procedures and are
Any exception from the guidelines noted, such as empowered to correct and/or report unsafe
those required for religious needs/beliefs must be conditions and behavior whenever observed.
approved by a supervisor in advance. If attire is
Accident prevention is achieved through
considered inappropriate an associate may be
participation and commitment including:
asked to stop work and leave the workplace
immediately, without pay, to change clothing in  Attendance at orientation programs
order to comply with the dress code.
 Adherence to established procedures
Continued abuse of this policy may lead to
 Reporting and correcting potentially unsafe
disciplinary action up to and including
conditions
termination.
 Observing, reporting and correcting unsafe
NAME BADGES behavior
If you work in a store, you must wear your name  Awareness of effective safety practices
badge at all times. This helps identify our
All associates can help prevent accidents by
associates for our customers. Your name badge
doing the following:

30
  Ensuring that top stock merchandise is (e.g., not using a spotter, descending a
properly stacked ladder improperly, not strapping a ladder
after use, using the incorrect ladder,
 Adhering to the Ladder Certification
moving a ladder with merchandise or items
guidelines
on the platform, using an A-frame ladder as
 Adhering to the Lifting Certification a straight ladder, etc.).
guidelines, including “team lift”
 Throwing/tossing of merchandise.
 Starting the day with some stretching and
 Any use of the compactor by an associate
light exercise
under the age of 18.
 Reviewing the monthly LP Awareness
 Directing an associate under the age of 18
Calendar topics
to use the Compactor.
 Holding yourself and fellow associates
 Crawling into the compactor or down the
accountable for Safe Behaviors at all times
compactor chute.
The following infractions are considered safety  Use of industrial equipment (such as a
violations as they represent a willful disregard for forklift, bailer etc.) or power tools (with the
the personal safety of the individual(s) involved or exception of battery operated screw guns)
others. An associate who willfully engages in by any associate under the age of 18.
these infractions could be subject to immediate
termination of employment. Please note: This list  Directing a minor to use industrial
is not all inclusive and may include other equipment or power tools except battery
infractions depending on the situation and operated screw guns.
severity of the violation.  Improper use of a forklift, the use of a
 Climbing/standing/walking on gables or forklift by a non-certified driver or failure to
fixtures, including straddling between a follow OSHA regulations when using a
ladder and a fixture. forklift.
 Walking a ladder. This is defined as trying  The intentional use of a broken ladder or
to move a ladder while on the ladder by conveyance.
shifting one’s weight from side to side or  The improper use of tools or use of tools in
front to back. an unsafe manner.
 Standing on any part of any ladder that is  Disabling, tampering with or altering any
not intended to be used for standing (e.g., safety device on any company tools,
the top red bar on the “A” frame ladders, or equipment or vehicles.
the top handrail of the Ballymore ladders).
 Using an unauthorized box cutter, a
 The use of equipment or furniture other personal pocket knife, or using a safety
than approved ladders for climbing. knife improperly.
 Failure to follow proper ladder procedures  Standing on, riding on or unauthorized use
as outlined in the Ladder Certification of conveyances or conveyor belts.

31
  Failure to follow proper lifting procedures as injured associate to an existing but vacant
outlined in the Lifting Certification. position. Depending on the injury and the
circumstances surrounding the vacancy, the
 Failure to report an unsafe act to a Senior
transfer might be temporary or permanent. If
Manager.
transfers are not possible or practical, we will
 Failure to report an injury to a Senior attempt to create productive work for injured
Manager. associates by matching their functional abilities to
existing job tasks or demands. We call this
 Allowing or creating unsafe conditions in a
“transitional duty”. We provide transitional duty
store that could result in an injury to an
for a temporary and defined period of time.
associate or customer (unsafe top stock,
As we administer this Return-To-Work policy, we
improperly built fixtures, unsafe stocking
are mindful of associate’s rights under federal,
methods, merchandise or equipment left on
state and local law, including but not limited to
the floor, etc).
the Americans with Disabilities Act and the
 Directing a subordinate to do any of the Family and Medical Leave Act. Whenever
above infractions. necessary to comply with federal, state or local
law, we will consider providing temporary
Any associate who experiences a work-related
transition duty to associates who are unable to
injury, regardless of severity, MUST inform their
work due to non-occupational related injuries or
supervisor IMMEDIATELY. The safety of our
illnesses and pregnancy-related conditions.
customers and associates requires that Bed Bath
& Beyond addresses violations of safe work
MOTOR VEHICLE SAFETY
practices. In situations where accidents have
occurred, Loss Prevention may initiate an Although the Company encourages all associates
investigation into the behavior and/or conditions to drive carefully and obey all laws whenever
that led to the accident. The findings of such an they are driving any vehicle, we want to take the
investigation may be considered in determining opportunity to address this issue as it relates to
the appropriate counseling action. driving for business reasons.
When associates are injured, first and foremost, It is the Company’s policy to provide and
we take steps to ensure they receive any maintain a safe working environment to protect
necessary medical care at the earliest its associates and the citizens of the communities
appropriate time. We then try to return them to where it conducts business from injury and
productive work as soon as it is medically property loss. The Company considers the use
appropriate. The ultimate goal is to return injured of vehicles part of that safe working environment.
associate back to their original job. We attempt a Associates are expected to operate vehicles
number of steps to return associates to work. safely to prevent accidents which may result in
Ideally, we try to keep injured workers fully injuries and property loss to themselves and
employed in their original position with identical others. This program (posted on BedNet –
wages and benefits. This may require that we eLibrary – Risk Management) requires the full
make reasonable accommodations that facilitate cooperation of each driver to operate their vehicle
successful and safe performance of the safely and to adhere to the responsibilities
associate’s essential job functions. If that is not outlined in the program. Associates’ commitment
possible or practical, we attempt to transfer the to this program will prevent vehicle accidents and
reduce personal injury and property loss claims.

32
Responsibilities of Drivers  Use of Electronic Devices. Use of
electronic devices such as cellular
 Maintain a valid driver's license.
telephones, smartphones, Blackberrys and
 Maintain personal automobile insurance other electronic devices shall only be
(bodily injury liability and property damage) permitted as detailed below:
in the minimum amounts specified by your
- While driving on Company business,
state on personal vehicles used on
drivers are only permitted to receive
Company business.
and make outgoing calls when they
 Ensure your registration and insurance card are using hands free technology.
are valid.
- For any electronic device/cellular
 Always operate a motor vehicle in a safe telephone that does not meet the
manner as described in the following above equipment specifications, use of
section, "Driver Safety Regulations.” the telephone is authorized only when
the vehicle is safely parked.
Driver Safety Regulations
- Texting or reading/responding to
 Safety Belts. Seat belts must be worn by emails is only permitted when the
all occupants traveling in a Company vehicle is safely parked.
owned, rental vehicle or personal vehicle
- The driver must comply with all
while on Company business. The driver is
Federal, state and local laws and
required to adhere to Federal and state
regulations regarding the use of
laws and regulations regarding the use of
electronic devices if they are broader
approved safety belts.
than the above which are the minimum
 Impaired Driving. The driver must not requirements which must be adhered
operate a vehicle at any time when his/her to in all states and provinces.
ability to do so may be impaired, affected,
- Hands free applications such as Text ‘n
influenced by, including but not limited to,
Drive 2 or Vlingo are available for
alcohol, illegal drugs, prescribed or over-
smartphones and/or Blackberrys.
the-counter medication, illness, fatigue or
injury.
General Safety Rules
 Traffic Laws. Drivers must abide by all
Associates are not permitted to:
Federal, state and local motor vehicle
regulations, laws and ordinances. Drivers  Pick up hitchhikers.
are responsible for all traffic and parking
 Accept payments for carrying passengers
violations that occur while they are driving a
or materials.
Company owned, rental vehicle or personal
vehicle.  Use any radar/laser detector or similar
devices when not permitted by Federal,
 Vehicle Condition. Drivers are responsible
state or local laws and regulations.
for ensuring the vehicle is maintained in
safe driving condition. Vehicle should not  Push or pull another vehicle or tow a trailer.
be driven if not in safe driving condition.

33
  Provide medical assistance, beyond their We ensure that all associates and Managers
level of medical expertise, to disabled adhere to work practices that are designed to
motorists or accident victims. If a driver is make the workplace more secure, and do not
unable to provide the proper medical engage in verbal threats or physical actions
care, he/she must restrict his/her assistance which create a security hazard for others in the
to calling the proper authorities. Your safety workplace.
and well-being is to be protected at all
All associates and Managers are responsible for
times.
using safe work practices, following all directives,
policies and procedures, and assisting in
Company and Personal Property
maintaining a safe and secure work environment.
Associates should maintain reasonable efforts to
The Company is responsible for ensuring that all
keep all Company and personal property, such
safety policies and procedures involving
as computers, work papers and equipment, safe.
workplace security are clearly communicated and
The Company will not reimburse the associate for
understood by all associates.
stolen or damaged personal property.
Private information which could compromise Violence in the Workplace Prevention Policy
someone's identity or personal security should
If you engage in any violence in the workplace, or
not be left unattended, even in a locked vehicle,
threaten violence in the workplace, you may be
for more than a short period of time.
terminated for cause. No talk of violence or
Associates are expected to adhere to the joking about violence is acceptable.
guidelines and responsibilities as outlined in the
“Violence" includes, but is not limited to,
Motor Vehicle Safety Program posted on BedNet,
physically harming another, shoving, pushing,
the Company Intranet site, under the e-Library
brandishing weapons, and threatening or talking
link for Risk Management when driving for
of engaging in those activities. It is the intent of
business purposes. This program requires the
this policy to ensure that everyone associated
full cooperation of each driver to operate their
with the company, including associates and
vehicle safely and to adhere to the
customers, never feels threatened by any
responsibilities outlined in the Program. The
associate’s actions or conduct.
commitment of associates will prevent vehicle
accidents and reduce personal injury and
All Weapons Banned
property loss claims.
The Company specifically prohibits the
WORKPLACE VIOLENCE PREVENTION possession of weapons by any associate while
on company property. To the extent permissible
The Company is concerned about and committed
by law, the weapons ban includes keeping or
to our associates’ safety. We do not tolerate
transporting a weapon in a vehicle in the parking
violence in the workplace.
area, whether public or private. Associates are
All Managers are responsible for maintaining a also prohibited from carrying a weapon while
violence free environment. We require prompt performing Company services off the company’s
and accurate reporting of all incidents whether or business premises. Weapons include guns,
not physical injury has occurred. (See Reporting knives, explosives, and other items with the
Violence on page 35.) potential to inflict harm.

34
Appropriate disciplinary action, up to and comfortable workplace environment. Concerns
including termination, will be taken against any may be presented to your Loss Prevention
associate who violates this policy. Manager or your Human Resources
Representative. Also, if appropriate, you may
Inspections present your concerns to your immediate
supervisor, any Store Manager, any member of
Lockers, desks, telephones, and computers are
the district management team, any member of
the property of the Company. We reserve the
the regional management team, Regional Vice
right to enter or inspect associate work areas
Presidents and/or Corporate Manager, Director
including, but not limited to, lockers, desks and
or Vice President.
media storage devices, with or without notice.
Any associate who wishes to remain anonymous
We also reserve the right to visually inspect all
may also use The Network hotline to report
associates’ bags, backpacks, purses, associate
threatening or suspected threatening behavior.
purchases, brief cases and/or computer cases
The Network number is 1-800-241-5689. All
and the like whenever entering or exiting the
reports will be investigated and information will
facility.
be kept confidential.
Since Bed Bath & Beyond’s Internet and e-mail
systems are intended for business use, personal CONFIDENTIAL INFORMATION AND
use must be limited to non-working time and time CONFLICTS OF INTEREST
when it does not interfere with your work.
As a condition of your continued employment,
Personal use that may interfere with the systems
you agree to the following:
productivity, such as large attachments or
audio/video segments, is prohibited. Under 1. (a) In connection with the commencement
conditions approved by the Vice President of and/or continuation of your employment with
Human Resource or the Vice President of Loss Bed Bath & Beyond, it is understood that Bed
Prevention, email and voice mail messages may Bath & Beyond may reveal or disclose to you
be retrieved. Any private conversations certain information or you may be exposed to
overheard during such monitoring, or private information of a third party, that Bed Bath &
messages retrieved, that constitute threats Beyond considers to be highly confidential
against other individuals can and will be used as (“Confidential Information”). Confidential
the basis for termination for cause. Information includes proprietary business
information such as sales figures, earnings
Reporting Violence information, business methods, business
strategy, plan-o-grams, control sheets, media
It is everyone's responsibility to prevent violence
storage devices, analytics, sales reports,
in the workplace. You can help by reporting
pricing information, vendor information and
anything you see in the workplace that could
customer information, as well as other
indicate that a co-worker is in trouble. You may
related proprietary information. Confidential
be in a better position than others to know what is
Information also includes, for the purposes of
happening with those you work with.
this policy, the following non-public personal
You are encouraged to report any incident that information of associates: social security
may involve a violation of any of the company’s numbers, financial account numbers, drivers
policies that are designed to provide a

35
license numbers and medical information induce Bed Bath & Beyond to use, any
(including family medical history). confidential or proprietary information or
(b) You agree that in consideration of such material belonging to any previous employer
employment, you will not directly or or any other third party.
indirectly disclose Confidential Information of (f) If you breach this confidentiality
Bed Bath & Beyond or a third party to requirement, you hereby acknowledge and
anyone (for any reason other than in the agree that Bed Bath & Beyond has no
course of and relating to your activities on adequate remedy at law and shall be entitled
behalf of Bed Bath & Beyond) except your to such equitable and injunctive relief as is
Manager, General Manager or a person available as well as all other remedies
authorized by any of these individuals. available to it, including the recovery of
Under the Federal Defend Trade Secrets Act damages.
of 2016, associate shall not be held criminally
2. Due to the competitive nature of the retail
or civilly liable under any federal or state
industry, in order to protect our Confidential
trade secret law for the disclosure of a trade
Information, and in order to protect against
secret that: (i) is made in confidence to a
the possibility of intentional or unintentional
federal, state, or local government official,
disclosure of such information, Bed Bath &
either directly or indirectly, or to an attorney;
Beyond reserves the right to refuse
and solely for the purpose of reporting or
employment, or refuse to promote or retain in
investigating a suspected violation of law; or
employment, any person whose spouse,
(ii) is made to associates attorney in relation
relative, roommate or significant other is
to a lawsuit for retaliation against associate
employed in certain positions with a company
for reporting a suspected violation of law; or
considered by Bed Bath & Beyond to be in
(iii) is made in a complaint or other document
active competition with us. In addition, if an
filed in a lawsuit or other proceeding, if such
associate holds jobs outside the company
filing is made under seal.
they must not interfere with performance of
(c) Store sales figures are not allowed to be
his/her Bed Bath & Beyond job
disclosed to other Store Managers or other
responsibilities or present a conflict of
associates in the store or non-associates.
interest. Associates should refer directly to
Only Store Managers (or those certain
the “Bed Bath & Beyond And Subsidiaries
Managers designated by the Store
Policy of Ethical Conduct Policy,” for more
Managers), should have access to (or take)
information regarding outside employment.
the store’s sales numbers.
(d) In addition, you agree not to disclose any Associates are permitted to hold position(s)
Confidential Information after cessation of in one Company location only during any
your employment, and shall immediately given time. It is the responsibility of any
return all documents, records, media storage associate who finds himself or herself in this
devices, and notes (including all copies) of situation to bring it to the attention of a
any and all information and materials Human Resources Representative
belonging or relating to Bed Bath & Beyond immediately. A complete copy of this policy
or a third party and shall not take any such is available on Bednet, the Company Intranet
materials with you. site, under the e-library link titled Human
(e) During your employment, you will not Resources.
disclose to Bed Bath & Beyond, or use or

36
3. Violation of either Section 1 and/or 2 shall When there is any doubt as to whether
result in disciplinary action, up to and information is material, nonpublic information, the
including immediate termination. information in question should be treated as
material and nonpublic. In addition, for purposes
INSIDER TRADING POLICY/CONDUCT of this section only, the term “associates” shall
include any entity controlled by the associate,
All associates of Bed Bath & Beyond are and the associate’s spouse, members of the
prohibited from: immediate family sharing the same household
with the associate.
 Purchasing, selling or otherwise trading in
securities of Bed Bath & Beyond (including, All material information should be treated as
but not limited to, restricted stock, or nonpublic until it can be demonstrated that the
securities such as puts, calls, options or information has been effectively communicated to
other securities which are based on the the marketplace. Common means by which
value of Bed Bath & Beyond stock), or information can be communicated to the
arranging for or encouraging others to do marketplace are the issuance of a press release
so, while in possession of material, containing the information or the filing of a report
nonpublic information concerning Bed Bath with the Securities and Exchange Commission
& Beyond (this conduct is commonly (SEC) containing the information. As a general
referred to as “insider trading”); and/or matter, information disseminated by means of a
press release or an SEC filing should be treated
 Communicating material, nonpublic
as nonpublic until the day after the day upon
information concerning Bed Bath & Beyond
which the press release is issued or the filing is
to non-authorized persons outside Bed
completed, as the case may be.
Bath & Beyond (this conduct is commonly
referred to as “tipping”). Any violation of these prohibitions may be
considered grounds for immediate termination.
As a general matter, information concerning Bed
In addition, penalties under applicable law for
Bath & Beyond should be treated as material if
“insider trading” or “tipping” are severe and may
(a) a reasonable investor is likely to consider it
include civil penalties of up to three times the
material in making an investment decision
profit made (or losses avoided) and jail
relating to Bed Bath & Beyond, or (b) the
sentences.
information is likely to have an effect on the price
of Bed Bath & Beyond securities. Information
INVENTIONS AND CREATIONS
that associates should consider material
includes, but is not limited to: earnings estimates Associates are expected and encouraged to use
or changes in previously released earnings creativity in performing their job functions. It is a
estimates; quarterly and annual sales condition of employment and continued
and earnings data; significant changes in employment that the Company will exclusively
operations and extraordinary management own and have the exclusive right to use all
developments; changes in previously announced Creative Works (as defined below) that are (a)
store opening plans; major litigation; merger or related to the business of the Company; (b)
acquisition proposals; and dividend declarations, developed for the Company; or (c) created with
if any. reference to information owned or provided by
the Company.

37
“Creative Works” shall mean all ideas, potential share in the continuing responsibility to maintain
marketing and sales relationships, inventions, this reputation.
research, plans for product or services,
Bed Bath & Beyond has adopted a written policy
marketing plans, computer software (including,
entitled “Bed Bath & Beyond And Subsidiaries
without limitation, source code and object
Policy of Ethical Conduct Policy”, which sets forth
code), computer programs, original works of
the ethical standards all associates are expected
authorship, original works of art, characters,
to abide by. A complete copy of this policy is
know-how, trade secrets, proprietary information,
available on Bednet, the Company Intranet site,
developments, discoveries, improvements,
under the e-library link titled Human Resources.
modifications, technology, algorithms and
designs, whether or not subject to intellectual Any questions about this Policy should be
property protection. directed to Human Resources in the Corporate
Offices.
To the extent applicable, you acknowledge that
all of said Creative Works shall be considered as
ELECTRONIC COMMUNICATION AND
“work made for hire” belonging to the Company.
INTERNET USAGE POLICY/CONDUCT
To the extent that any such Creative Works may
be considered under applicable law not to be The Company’s Information Security Risk &
work made for hire by you for the Company, you Compliance Department has issued an End-User
agree that upon its creation, such Creative Acceptable Use policy to clearly express the
Property (including any intellectual property rights Company’s standards of integrity, conduct, and
therein) is and will remain the exclusive Property acceptable use of computer resources.
of Company, without the necessity of any further
Effective security is a team effort involving the
consideration, and further agree to execute any
participation and support of every Bed Bath &
assignment documents reasonably necessary to
Beyond associate and affiliate who deals with
give evidence of such ownership.
information and/or information systems.
At the Company’s expense, you will (both during Associates are expected to understand and
your employment by the Company and follow those standards, exercise sound judgment
thereafter) assist Bed Bath & Beyond in every and act responsibly.
proper way to protect Creative Works throughout
Inappropriate use of Bed Bath & Beyond’s
the world, including, without limitation, by
electronic communications (e.g., e-mail, fax, chat
executing in favor of the Company (or its
and text messages), Internet resources and
designee) assignments and applications to
computer systems has far reaching implications
register intellectual property rights relating to
for our associates, the IT infrastructure, and Bed
Creative Works.
Bath & Beyond. All associates are expected to
exercise due care in order to protect the
BUSINESS CODE OF CONDUCT
Company’s systems and ensure CIA
Bed Bath & Beyond is committed to a policy of (Confidentiality, Integrity and Availability) of Bed
compliance with the law and the maintenance of Bath & Beyond’s assets. Here are some
high ethical standards by all associates in the highlights of the policy:
conduct of business transactions. Bed Bath &
Beyond Inc. has achieved a reputation of honesty  Bed Bath & Beyond reserves the right to
and integrity in the retail field and all associates access electronic communications systems

38
 and to audit, monitor and review  Even though Bed Bath & Beyond has the
communications within the systems without right to retrieve and read any e-mail
advance notice to users of the system when messages, those messages should still be
the Company deems it appropriate to do so. treated as confidential by other associates
The reasons for which the Company may and accessed only by the intended
obtain such access include, but are not limited recipient. Associates are not authorized to
to: maintaining the system; preventing or retrieve or read any e-mail messages that
investigating allegations of system abuse or are not sent to them.
misuse; assuring compliance with software
 Associates must use extreme caution when
copyright laws; complying with legal and
opening e-mail attachments received from
regulatory requests for information; ensuring
unknown senders, since they may contain
that the Company’s operations continue
malicious programs (e.g., Viruses, Worms,
appropriately during an associate’s absence;
E-mail Bombs, and Trojan Horse Code. etc.).
and any other lawful purpose deemed
appropriate by the Company. Consequently,  Unauthorized use, forging, misrepresenting,
associates must not have any expectation or obscuring, suppressing, or replacing a user
privacy for any form of communication or identity on any electronic communication to
activity sent, retrieved, received or stored mislead the recipient about the sender is
using Bed Bath & Beyond’s equipment. In strictly prohibited.
cases of misuse, violators are subject to
 Electronic communications transmitted using
disciplinary action up to and including
Bed Bath & Beyond computer resources
termination of employment.
must not be used for personal gain, to solicit
 The use of personal passwords to access financial contributions from other associates,
Bed Bath & Beyond’s information systems or for amusement/entertainment purposes.
is for security reasons only and does not This includes creating, sending or forwarding
prevent Bed Bath & Beyond from unsolicited voicemail, e-mail messages, “junk
maintaining ownership and control over the mail,” chain letters, unauthorized mass
system and all messages. distribution, or other advertising material to
individuals who did not specifically request
 At no time should any Bed Bath & Beyond
such material.
associate allow non-Bed Bath & Beyond
individuals to access Bed Bath & Beyond’s  Bed Bath & Beyond’s Commitment to Equal
systems, electronic communications, Internet Employment Opportunity policy, and policies
resources, or e-mail password or any other against sexual and other harassment and
credentials. violence in the workplace, applies fully to its
electronic communications systems and any
 All hosts used by associates that are on the
violation of those policies is grounds for
Company network including
discipline, up to and including termination of
internet/Intranet/Extranet, must have current,
employment. Internal and external
actively running and regularly updated
communications and attachments must not
company approved anti-virus software.
contain racist, sexist or threatening slurs,
 Associates should be aware that deletion of epithets, pictures, photographs or jokes, or
any e-mail messages or files does not statements that are defamatory and knowingly
truly eliminate the messages from the system.

39
 false or made with reckless disregard for their audio content onto a Bed Bath & Beyond
truth or falsity. computer, unless specifically authorized by
your supervisor. Generally, such items are
 Sexually suggestive or explicit material must
protected by copyright laws and cannot be
not be sent, received, forwarded or found in
copied without express permission.
any computer or system environment.
 Unless where expressly permitted, Associates
 Associates should be aware that all electronic
must not view illegal, pornographic sites,
communication hardware, software, and
sexually explicit images or any other visual
messages or other communication of
depictions that is obscene.
information composed, sent, or received on
Bed Bath & Beyond’s electronic  Associates must not use Bed Bath & Beyond
communication systems are and remain the computer resources to place confidential
property of Bed Bath & Beyond. They are not company material (e.g. internal memos, press
the private property of any associate. releases, product or usage information,
documentation, etc.) on any mailing list, public
 Certain e-mails and attachments (including
news group, or such service unless authorized
but not limited to screen savers, greeting
to do so by the associate’s Manager and the
cards and photographs and music) can take
public relations department.
up a considerable amount of memory
and significantly slow, and in some cases  The Bed Bath & Beyond firewalls isolate Bed
crash system environments. Associates are Bath & Beyond systems and networks from
expected to handle these activities using good outside attacks. Any end-user who becomes
judgment. aware of an attempt to break in to Bed Bath &
Beyond systems or networks or any other
 Since Bed Bath & Beyond’s Internet and e-
security concern must report the incident to
mail systems are intended for business use,
the Support Center immediately at 1-908-688-
personal use must be limited to non-working
0888 x4314.
time and time when it does not interfere with
your work. Personal use that may interfere  Bed Bath & Beyond reserves the right to
with the system’s productivity, such as large suspend access to the Internet if a security
attachments or audio/video segments, is breach is suspected.
prohibited.
 Do not allow anyone to tailgate or piggy back
 Access to Bed Bath & Beyond’s Internet will when entering the store. All persons must
be approved and provided only if swipe their access card to enter the location
reasonable business needs are identified. or check in with security at the front desk.
Internet services will be granted based on an
Any associate found to have violated any of these
associate’s current job responsibilities. If
policies shall be subject to disciplinary action, up
an associate moves to another business
to and including termination.
unit or changes job functions, a new Internet
access request must be submitted. A complete copy of the End-User Acceptable Use
Policy is available on Bednet, the Company
 Associates must not transfer, copy or
Intranet site, under the e-library link titled Security
otherwise download any material including
Awareness.
software, shareware, photos, articles, video or

40
SOCIAL MEDIA POLICY Trade Commission (FTC) for any
endorsement of the Company or its products
The Company respects the right of any associate
that the FTC considers misleading.
to maintain a blog or web page or to participate in
Consequently, an associate should be sure
a social networking, Twitter or similar site,
that any endorsement of the Company or its
including interactive features on any Company
products (a) is truthful, (b) is supported by
Website (collectively, “Sites”). However, to
facts, AND (c) discloses that the associate is
protect the Company’s interests and ensure
employed by the Company.
associates focus on their job duties, associates
must adhere to the following:  Be respectful of your potential readers and
fellow associates. Any conduct which is
 Associates may not post on Sites during
impermissible under the law if expressed in
working time or at any time with Company
any other form or forum is impermissible if
equipment or property, unless required as
expressed through a post on a Site. For
part of their job responsibilities.
example, posted material that is obscene or
 All rules regarding confidential and violates the Company’s non-discrimination
proprietary business information apply in or harassment policies is forbidden. Company
full to posting on Sites. For a definition see policies apply equally to associate blogging.
the Confidential Information and Conflicts of
The Company encourages all associates to keep
Interest section of the handbook.
in mind the speed and manner in which
 Any information that cannot be disclosed information posted on a Site can be relayed and
through a conversation, a note or an e-mail often misunderstood by readers. Associates
also cannot be disclosed on a Site. should use their best judgment. When in doubt,
don’t post! Associates with any questions about
 Whether an associate is posting something
this policy are encouraged to consult with their
on his/her Site, on someone else’s Site, on
Manager. Failure to follow these guidelines may
the Company website, or in response to a
result in disciplinary action, up to and including
news article pertaining to the Company,
termination.
he/she must not represent him/herself, or
appear to represent him/herself as
GUIDANCE REGARDING INTERNAL
speaking on behalf of the Company. If an
RELATIONSHIPS
associate believes that a news article or
other posting requires a correction or A “Relationship”, for purposes of this Guidance,
response from the Company (for example, shall mean a romantic association between two
a reference to the use of gift cards, associates which may or may not involve sexual
coupons or other service related activity. “Peers”, for purposes of this Guidance,
processes), the associate should refer the shall mean associates who have no ability to
article or posting to the Company’s Public affect the terms and conditions of each other’s
Relations department instead of employment.
responding him/herself.
Any/all Relationships must immediately be
 In addition, both the associate and the brought to the attention of your Manager.
Company can be fined by the Federal

41
(A) In the event of a Relationship between two (C) In the event of a consensual Relationship that
associates who are (a) within the same is not subject to the provisions of section A above
reporting/supervising/overseeing structure (e.g., (e.g., it involves associates in different reporting
a Store Manager dating an ASM in the same structures or involves associates who are Peers),
store, or a District/Regional associate dating an bringing such relationship to the attention of
associate in the same district/region, etc.), and Management is important so that business
(b) not Peers, such Relationship is deemed to be decisions (such as those regarding transfers,
“dating a subordinate” and the following actions promotions, etc.) can be made using complete
will be taken: information. Whether or not such associates
come forward voluntarily with the fact of a
 The associates will be asked to voluntarily
Relationship can and will be taken into account
end their Relationship.
as part of such associate’s character and
 If the associates agree to end their judgment at such associate’s next performance
Relationship, they will be asked to sign review.
documents evidencing such agreement.
(D) In the event of a Relationship which is
 If the associates do not agree to voluntarily initiated or maintained by threats or other undue
end their Relationship, Bed Bath & Beyond pressure (whether of physical violence, financial
may attempt, if otherwise consistent with retaliation, promotion decision retaliation, etc.),
the best interests of the business, to the Relationship is deemed to be non-consensual
transfer one or both of them so that they and the threatening associate will be subject to
are no longer in the same reporting disciplinary action, up to and including immediate
structure. Such transfers will be at the total termination of employment.
discretion of Bed Bath & Beyond.
(E) While a harsher standard (e.g. Zero
(B) If (a) the associates do not agree to Tolerance) may be enforced against a title level
voluntarily end their Relationship, and (b) the (e.g. all RVPs, all VPs, etc.), such a harsher
transfer of one or both of them is not, at the total standard should not be enforced against a
discretion of Bed Bath & Beyond, consistent with particular department (e.g. HR, LP, etc.).
the best interests of the business, then one or
both of the associates may be asked to EMPLOYMENT OF RELATIVES
voluntarily separate from Bed Bath & Beyond
Employment of relatives is permitted by the
(and such separating associate(s) will be asked
Company, provided that the following conditions
to sign documents evidencing such voluntary
are met: (a) the applicant is qualified for the
separation). If Bed Bath & Beyond has asked
position, (b) the associate and relative will not be
one or both of the associates to voluntarily
in a direct reporting relationship with one another
separate from Bed Bath & Beyond, and if such
and (c) the personal relationship will not
requested associate(s) elect to not voluntarily
adversely affect the workflow, processes, or
separate from Bed Bath & Beyond, then Bed
operation of the Company.
Bath & Beyond shall resolve the situation in a
manner which is in the best interest of Bed Bath
& Beyond, which may involve the termination of
one or both of such associates.

42
OTHER RULES OF CONDUCT enforcement, fire official or DM
authorization and LP notification.
Bed Bath & Beyond associates are expected to
follow certain generally accepted rules of  Possession of any type of weapon while on
conduct. These rules are designed to assure that company property, except where permitted
our associates behave at all times with common by law.
courtesy, common decency, and common sense.
 Chasing, following, leaving the store or
The following are examples, but are not all-
directing a subordinate to chase, follow or
inclusive, of types of inappropriate conduct
leave the store in an attempt to stop or gain
and/or specific rules.
information about a customer suspected of
Any violation of these rules, or any other action, shoplifting, fraud or committing any other
which in the opinion of management is type of unlawful act.
detrimental to the orderly conduct or integrity of
 Physically harming anyone or damaging
the business, will result in disciplinary action, up
their property while on company premises
to and including immediate termination of
or during work time. Negligence or
employment.
carelessness which results or could result
 Reporting for work or remaining on duty in harm to another person or damage to
after the associate has consumed alcohol company property, equipment or loss of
in any amount that adversely affects the company money. Violating safety practices
associate’s job performance. and procedures.
 Consuming alcohol at any time during an  Unsafe or illegal operation of a company
associate’s scheduled workday. This vehicle.
includes, but is not limited to, while an
 Unauthorized or personal use of company
associate is on or off the premises of the
property (inconsistent with Company
Company, as well as during the associate’s
policies), or damage to Company property,
meal and other break period.
including but not limited to computers,
 Engaging in any illegal or unauthorized terminals, telephones, fax machines,
distribution, dispensing, possession or use copiers, equipment and/or merchandise.
of drugs at any time while on or off-duty.
 Harassing (as that term is defined under
This includes, but is not limited to, while an
the Company’s Mutual Respect and Anti-
associate is on or off the premises of the
Harassment Policy) or threatening, another
Company, as well as during the associate’s
associate, customer or vendor
meal and other break periods.
representative.
 Marijuana – including “medical marijuana”
 Violating our Commitment to Equal
– is illegal under federal law and may not
Opportunity, Diversity, Mutual Respect and
be used in the workplace. All associates
Anti- Harassment and Sexual
are prohibited from being under the
Harassment Policies.
influence of marijuana while at work.
 Violating the Company’s Guidance
 Entry into a secured Bed Bath & Beyond
Regarding Internal Relationships.
premises without a second associate, law

43
 Dishonesty, falsifying records, including document without a thorough knowledge of
time records, misrepresentation or omission what is being signed. Circumventing or
of facts, or disclosing confidential or attempting to circumvent Company systems,
proprietary information (see Confidential procedures, policies or practices whether or
Information/Conflicts of Interest Policy). not this conduct results in personal gain.
 Disclosing proprietary or confidential  Abusing any discount or coupon program
information to members of the media or the so as to obtain a greater discount than you
trade press or other unauthorized are entitled to as an associate.
individuals or entities (see Confidential
 Not identifying yourself as an associate
Information/ Conflicts of Interest Policy).
when making a purchase whether or not
 Any co-mingling of Company funds with you are receiving your associate discount.
personal funds. Any placing of Company
 Failure to call if absent or late on a
funds anywhere but in the cash terminal,
scheduled work day to the appropriate
cash drawer or store safe, even if done so
person/office prior to your scheduled start
temporarily. Failure to exercise appropriate
time. Absence from work, working station,
care when handling money, terminal media,
or assigned duties without notifying your
financial documents, or transaction
immediate supervisor. Failure to provide
receipts.
requested documentation relating to an
 Borrowing or requesting to borrow money absence or deviation from your work
for personal use. schedule. A physician’s certificate may be
required for any illness for any duration.
 Ringing or authorizing your own purchase,
Failure to return from an approved leave of
return, Beyond Store Order, or the
absence.
purchase, return or Beyond Store Order of
a family member, dependent, designated  Failure to request a leave of absence once
shopper or anyone with whom you have a you have been absent 5 consecutive days.
personal relationship, cashing your own (Consideration and approval of such
check, or making change for yourself. requests are made in compliance with
government regulations and Company
 Sharing your password, keys or
policies/practices.)
authorization codes with another associate.
 Altering a time record without
 Use of another associate’s POS, JDA or
management’s authorization. Clocking in
Kronos identification or password to
or out for another associate or allowing
complete a transaction.
another associate to clock you in or out.
 Allowing a non-eligible person to benefit
 Failure to clock out for and back in for all
from your associate discount. Failure to
meal periods and rest breaks.
follow established guidelines regarding your
associate discount.  Failure to record or clock in for all time
worked. Making changes to your own time
 Failure to get any required signatures or
record.
authorizations needed to complete a
transaction. Signing or countersigning any

44
 Starting work more than five minutes before  Failure to wear proper Company
your scheduled time without management identification including uniforms, jackets,
approval. Although associates will be paid smocks, aprons, name badges, I.D.
for all hours worked, overtime is not badges, or other badges as required during
permitted unless approved by a Manager. all hours of work or when using associate
facilities.
 Associates working overtime without
approval will be subject to disciplinary  Chewing gum in Customer Service Areas
action. All hourly associates must clock during work time. Using tobacco products
in/out whenever reporting to or leaving during work time and/or in work areas or
work. smoking in unauthorized locations.
 Failure to bring an error in your paycheck,  Eating, drinking, reading, attending to
any sales transaction or any other personal grooming or other non-work
document to your Manager’s attention. related behavior in a work area.
 Failure to follow the official procedures for  Failure to present your bags, backpacks,
every task you perform and/or taking purses, associate purchases, brief cases
shortcuts. Failure to ask someone in an and/or computer cases, and all outer wear
official capacity, not someone else that including jackets, coats and the like, to a
might be guessing, if you don’t know the manager, key-holder, supervisor/lead
correct procedure to follow. associate or security officer for visual
inspection before exiting the store on
 Failure to carry out any Manager’s lawful
breaks or at the end of your shift. All hourly
directions to perform work assignments or
associates can conduct an inspection if a
refusal to perform work as required or
manager, key-holder, supervisor/lead
assigned.
associate or security officer is unavailable.
 Refusal to follow a lawful and reasonable Bags must be presented with all
work directive. compartments open for visual inspection.
Outerwear must be OFF the body when
 Unsatisfactory job performance.
inspected. Wherever possible, this
 Excessive absences from work or inspection should take place in view of the
tardiness, returning late from meal periods front end or customer service video
and rest breaks, or leaving work early. camera.
 Violating the Company’s solicitation and  Failure to leave all oversized packages,
distribution policy. duffel bags, backpacks or other types of
carrying bags (other than purses or lunch
 Comments that are defamatory, or that
containers) at home or in your car or
falsely and maliciously disparage the
bringing them into your work location
Company, or that disparage the Company’s
without your Manager’s permission. Any
products or services, regardless of the
bags brought into the store must be stored
means of expression (e.g. email, internet,
in a designated associate locker area.
“blogging”, etc.).
(Lockers, which are company property, are
 Failure to adhere to appropriate dress subject to periodic/random inspection.)
standards.

45
  Entering or exiting the building through the
receiving door except to dispose of garbage
or to unload a truck. Opening a receiving
door without the manager’s presence
and/or approval.
 Failure to follow the parking rules
established for your location or accepted
safe driving practices when on company
property or in a company vehicle.
This list is intended to be representative of the
types of activities that may result in disciplinary
action. It is not exhaustive, and is not intended to
be comprehensive and does not change the
employment-at-will relationship between you and
Bed Bath & Beyond.

46
ACKNOWLEDGEMENT OF RECEIPT

I have received a copy of the Bed Bath & Beyond Associate Handbook and fully understand the information
and work rules contained in it including, but not limited to, the information and work rules contained in the
Mutual Respect/Anti-Harassment Policy and in the “Confidential Information and Conflicts of Interest”
section of the Handbook. If there is anything I do not understand, I will request an explanation from my
supervisor or manager.

I understand that the purpose of this Handbook is to inform me about the Company’s policies and rules,
and that nothing contained in this Handbook or any other communication by a management representative,
whether written or oral, constitutes an employment contract between the Company and me except for the
“Confidential Information and Conflicts of Interest” and the “Inventions and Creations” sections of the
Handbook, which I understand are binding to me. Any modification of the “at-will” relationship, individually
or collectively, must be in writing, signed by an officer of the Company. I understand further that my
employment can be terminated with or without cause and with or without notice at any time, at either my
option or the Company’s option, regardless of what is stated in this Handbook. I understand that all
information presented to me in this Handbook is subject to change or variance at the discretion of the
Company, at any time and from time to time, and that no written revision of this Handbook is necessary to
enforce any such change or variance.

DO NOT SIGN THIS PAGE. PLEASE SEE PAGE 49.

Rev 1/17

47
This Page Intentionally Left Blank

48
ACKNOWLEDGEMENT OF RECEIPT

I have received a copy of the Bed Bath & Beyond Associate Handbook and fully understand the information
and work rules contained in it including, but not limited to, the information and work rules contained in the
Mutual Respect/Anti-Harassment Policy and in the “Confidential Information and Conflicts of Interest”
section of the Handbook. If there is anything I do not understand, I will request an explanation from my
supervisor or manager.

I understand that the purpose of this Handbook is to inform me about the Company’s policies and rules,
and that nothing contained in this Handbook or any other communication by a management representative,
whether written or oral, constitutes an employment contract between the Company and me except for the
“Confidential Information and Conflicts of Interest” and the “Inventions and Creations” sections of the
Handbook, which I understand are binding to me. Any modification of the “at-will” relationship, individually
or collectively, must be in writing, signed by an officer of the Company. I understand further that my
employment can be terminated with or without cause and with or without notice at any time, at either my
option or the Company’s option, regardless of what is stated in this Handbook. I understand that all
information presented to me in this Handbook is subject to change or variance at the discretion of the
Company, at any time and from time to time, and that no written revision of this Handbook is necessary to
enforce any such change or variance.

__________________________________ ___________
Associate’s Signature Date

__________________________________
Associate’s Printed Name

 Please sign and date this statement.

 Separate it from the Handbook.
 Return it in your folder.
 Keep the Associate Handbook for yourself.

File In Associate’s Personnel File

Rev 1/17

49
This Page Intentionally Left Blank

50
WHO’S WHO AT BED BATH & BEYOND?
Store Number ____________ Store Phone Number ___________________

Store Manager
Assistant Store Manager Operations Manager
Office Lead/Supervisor Receiving Manager/Lead
Cust Service Manager/Lead Front End Manager/Lead
Front End Manager/Lead Department Manager
Department Manager Department Manager
Department Supervisor Department Supervisor

Regional VP of Sales Store # Store Phone #

Regional Manager Store # Store Phone #
District Manager Store # Store Phone #
Regional HR Director Store # Store Phone #
Regional HR Manager Store # Store Phone #
District HR Manager Store # Store Phone #
Regional OPS Director Store # Store Phone #
Regional OPS Trainer Store # Store Phone #
District OPS Trainer Store # Store Phone #
Regional LP Director Store # Store Phone #
Regional LP Manager Store # Store Phone #
Area LP Manager Store # Store Phone #
Regional CS Director Store # Store Phone #
Regional CS Trainer Store # Store Phone #
District CS Trainer Store # Store Phone #
Field Trainer Store # Store Phone #
Regional Merch Director Store # Store Phone #

Warren Eisenberg, Steve Temares, CEO...........................................(908)855-4510

Co-Chairman, Co-Founder.........................(908) 855-4500 Art Stark, President & CMO................................(908)855-4530
Leonard Feinstein, Matt Fiorilli, Senior VP of Stores.........................(908)855-4520
Co-Chairman, Co-Founder.........................(516) 822-3208 Bill Gilooly, VP of Human Resources................(908)855-2259

51
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