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knowledge in the hospitality industry has provided the foundation for this Handbook.The sharing of policies on certain issues, as set forth in this Handbook, is not counterto the separate corporate status of the subsidiaries. Accordingly, the Handbookand policies are subject to change by Boyd Gaming and/or subsidiary Managementwhenever they see fit for whatever reasons they deem appropriate. The TeamMember Handbook applies to team members of Boyd Gaming Corporation, itssubsidiaries or affiliated Companies. The Company’s accumulated experience andknowledge in the hospitality industry has provided the foundation for this Handbook.The sharing of policies on certain issues, as set forth in this Handbook, is not counterto the separate corporate status of the subsidiaries. Accordingly, the Handbookand policies are subject to change by Boyd Gaming and/or subsidiary Managementwhenever they see fit for whatever reasons they deem appropriate.Boyd StyleValuing Relationships — Integrity — Exceeding Expectations — Working SmartBoyd Style is our own, one-of-a-kind way of doing things. It is being the best at whatwe do. It is our commitment to excellence. It is our special flair our unique spirit ourvalues our pride ourselves.At Boyd Gaming we believe that we ALL must show our Boyd Style. The definition ofALL of us means exactly that – ALL OF US, including senior executives, directors, managers,supervisors, salaried and hourly team members.Our Service VisionAt Boyd Gaming, our Service Vision is to ensure the total satisfaction of every customer,every day, at every property – to provide experiences that will exceed expectations – tomaintain a workplace with motivated team members, who will unfailingly provide efficient,prompt and friendly service – to continually provide quality products, exceptional value,exciting entertainment and above all, an unforgettable experience. Ultimately – and everyday – we strive to provide positive, memorable experiences to our customers and to inspirean intent to return and an intent to recommend Boyd Gaming to friends and family.Our Service MissionBoyd Gaming Corporation and its subsidiaries are committed to giving Fast, Friendlyservice, and creating a Fun experience in a Fresh and clean environment.Fast – minimal waiting times in line and acknowledging when someone is waiting. It meanstiming the delivery of service to exceed our customers’ expectations. It means doing it rightthe first time.Friendly – a genuine smile, a warm greeting, eye contact, and a sincere concern for ourcustomers’ positive experience.Fun – be entertaining. Be competent in your job and the delivery of service, while at thesame time not taking yourself too seriously. Lighten up!8Boyd-HandbookEnglishR2.indd 8Boyd Gaming Team Member Handbook9/28/17 9:58 AM

Fresh – take pride in your overall appearance as a representative of our Company.Make sure you look your best at all times and exhibit a positive and energetic attitude.It is keeping your property at its very best; e.g., maintaining sparkling cleanentertainment facilities, hotel rooms, lobbies and hallways, restaurants and restrooms.It means picking up trash even when it is “not your job,” bringing needed repairs to theattention of Management, taking pride in your property and making it your missionto keep it clean, safe and in good repair.When we follow the Four F’s, our vision of providing for the total satisfaction of everyBoyd customer becomes reality. Taking care of people is what it is all about. After all,we are in the entertainment business and it is “Showtime” the moment we enter thedoors. We want our customers to have fun, and in the process, have fun ourselves.This kind of atmosphere inspires customers to return more often and play longer. Thisis what will set us apart – Excellent Customer Service!People return to places where they feel they are treated with warmth, dignity and respect.We are an organization that values their business and where team members truly careabout the customers and each other. We are a place where customers and coworkersfeel like they are part of a family. We are a Company that actively promotes thisattitude, and this concept of exceptional customer service must be a consistent part ofour behavior, every day in every way.Delivering Boyd Style Every moment of Everyday to Everyone S mile and brighten someone’s day. All languages and customs recognize a warm,friendly smile. Eye contact shows a sincere interest and desire to help. Acknowledge customers and coworkers and look for ways to offer assistance orgive a friendly greeting. Show respect for customers and coworkers by speaking to them in a positive,professional and friendly manner. Use names whenever possible. Value oursimilarities as well as our differences. Be helpful when customers or coworkers ask for assistance. Provide the informationneeded. If the customer or coworker needs directions to another part of the property,accompany him or her if possible. If you cannot leave your work station, contact asupervisor who can escort the customer or coworker to where assistance is available. Handle each situation with a fresh attitude. No matter how routine the request mayseem to you, be sincere when you talk with customers or coworkers. Serve themone at a time so they will feel special. Listen closely and answer questions clearly so customers and coworkers are notconfused. Remember, customers and some coworkers are not as familiar with ournames of places, events, and entertainment terms as you are. If you don’t know the answer, find out. Never say, “I don’t know” or “It’s not my job.”Always assure the customer or coworker that you will find the answer, and then do so quickly.Boyd Gaming Team Member HandbookBoyd-HandbookEnglishR2.indd 999/28/17 9:58 AM

Use positive statements to respond which demonstrate that you can help. Expressappreciation to the customers with statements such as, “It was my pleasure servingyou,” or “Come back and visit us again soon,” or “I hope you enjoyed your experiencewhile you were here.” Tone of voice and body language are important. Use a cheerful, pleasant voice whencommunicating face-to-face or by phone. Let people hear the smile in your voice. Howyou say things is as important as what you say. Maintain good posture and an openstance. When approaching a person, walk with energy. Show your enthusiasm, whether itis the beginning or the end of your shift. Our customers and coworkers deserve our best. Be actively involved. Show your active involvement and concern for our customers byasking questions such as: “What else may I do to help you enjoy your visit with us?”“Are you having a good time?” “How has your service been today?” “What else wouldyou like?” By being actively involved, we are able to exceed customers’ and coworkers’expectations and resolve problems, complaints or any other service issues.Service Recovery – How We Handle Difficult SituationsMistakes will be made. There are some decisions that do not satisfy our customers.We need to resolve the situation. This process is called Service Recovery. The keyis getting the problem fixed immediately. Often it is not what you say but how yousay it and how quickly you respond. People want recognition, respect, empathy andassurance that someone cares about them as a person. The most loyal customersare those who have had a complaint that was resolved successfully. They walk awayfeeling they have established an ongoing relationship with our Company. We are totallycommitted to creating an atmosphere where customers feel comfortable and valued.It is also important to remember that each of us must try to “Do it right the first time.”Listen – Pay close attention to the customer’s concern and identify the true problem.Do not interrupt. Restate the problem so that you are certain you understand what thecustomer needs. Acknowledge their right to excellent service.Apologize – Whether or not you are responsible for the problem, apologize to thecustomer for the situation he or she encountered. Empathize with the customer, showingyour concern and commitment to solve the problem.Solve – Use your knowledge and skills to resolve the issue. If it is beyond yourcapabilities or authority, obtain the immediate assistance of a supervisor or manager.Ensure that the problem is completely resolved in a timely and appropriate manner.Thank – The majority of customers who have concerns with our service choose not toexpress their concerns. They either quietly accept the situation or make the choice totake their business elsewhere. When you are fortunate enough to have a customer tell youof a concern, thank him or her for the opportunity to resolve the issue. Once the situationis resolved, let the customer know that if he or she needs additional assistance you orone of your coworkers will be happy to help.10Boyd-HandbookEnglishR2.indd 10Boyd Gaming Team Member Handbook9/28/17 9:58 AM

GeneralInformation120 Number of restaurantsacross the countryBoyd Gaming Team Member HandbookBoyd-HandbookEnglishR2.indd 11119/28/17 9:58 AM

The Importance of DiversityDiversity and inclusion are critical parts of our successful strategy to build an industryleading gaming and entertainment company. The purpose of our diversity efforts is to use thesimilarities and differences of our many team members to accomplish our goals and objectives.We are proud of our long-standing reputation as a champion of diversity. Continuing to buildthis legacy is not possible without your support. Together we have embraced diversity asa core concept of our Company’s philosophy. As we grow, our initiatives continue to evolve.Some of the ways we do this: Create programs, products and services which reflect the needs of all our customersand people in the communities we serve. Endeavor to recruit and retain team members from all segments of our communities. Ensure that we have the best, most inclusive workforce to create an outstandingcustomer experience. Embrace and use the experiences and skills of all our team members to make us thebest at what we do. Build an organization where all team members are able to reach their full potentialand do their personal best work. Strive to maximize shareholder value and customer satisfaction through teamworkwhile supporting and enhancing our communities.As our success reflects, an organization that embraces diversity and inclusion is seen asthe best place to work, play and invest.Equal Employment OpportunityBoyd Gaming Corporation and its subsidiaries are committed to recruiting, hiring, developingand training, promoting, compensating and recognizing all team members solely on the basisof merit, qualifications, abilities and attitude.In order to provide equal employment and advancement opportunities to all individuals,employment decisions will be made without regard to: Age Perceived Disability Color Pregnancy Disability Race Ethnicity Religion Gender Sexual Orientation Gender Identification Union Affiliation National Origin Veteran StatusOr on any other basis prohibited by state, federal or local laws.12Boyd-HandbookEnglishR2.indd 12Boyd Gaming Team Member Handbook9/28/17 9:58 AM

Any team member who has a question or concern regarding any type of discriminationor harassment in the workplace should voice his or her concern to Human Resourcesor any member of management without fear of reprisal. Anyone found engaging inany type of unlawful discrimination, harassment or retaliation, may be subject todisciplinary action up to and including termination of employment.Customers and Team Members with Special NeedsWe recognize that customers, as well as team members, with disabilities have specialneeds. When you encounter individuals who need special attention, treat them withrespect. Do your best to accommodate them and make them comfortable. It is our policy,consistent with the Americans with Disabilities Act, to ensure that Service Animals arepermitted in all public areas to which our customers have access. Contact the HumanResources Department or your department manager if you have any questions or needmore information regarding our responsibilities to disabled persons or how to assist acustomer with special needs.Employment Status CategoriesYour employment status determines eligibility for Paid Time Off (PTO) or Vacation Plans,transfers, promotional opportunities, shift bids, etc. Eligibility for health benefits is alsobased on hours worked. Your department manager and the Human Resources Departmentwill answer any questions regarding eligibility rules for any particular benefit. The followingare the categories of employment:Introductory – First ninety (90) days of employment after being hired, promoted or transferred.Full-Time – Completed introductory period and regularly scheduled to work at least thirty(30) hours per week.Part-Time – Completed introductory period and regularly scheduled to work fewer than thirty(30) hours per week. (Part-time team members are not eligible for some Company benefits.)Temporary – Hired for a temporary, limited period of time, regardless of number of hoursworked per week. (Temporary team members are not eligible for some Company benefits.)Seasonal – Hired for a limited period of time for seasonal positions, regardless ofnumber of hours worked per week. (Seasonal team members are not eligible for someCompany benefits.)On-Call or Extra Board – No regular work schedule, but called to work as dictated by thebusiness needs of the Company. (On-call or extra board team members are not eligible forsome Company benefits.)Check with your department manager or the Human Resources Department for informationregarding eligibility for certain programs and benefits that are based on employment status.Boyd Gaming Team Member HandbookBoyd-HandbookEnglishR2.indd 13139/28/17 9:58 AM

Employment VerificationIf you need your date of hire, current wage, job position or prior employment historyverified, information about how to get this information is posted at your property, or theHuman Resources Department can provide you with the information necessary to give tobusinesses requiring employment verification. Before releasing any wage information, youmay be required to provide the lender or other agency a salary code or key for the servicethe Company uses to provide verifications; the salary code or key may be obtained fromthe Company’s service vendor. All team member information is maintained in a secure andconfidential system to ensure your privacy.Hiring of RelativesThe Company’s goal is to hire the best qualified people available. Relatives of current teammembers are eligible for employment consideration if the employment does not createa direct supervisor/subordinate relationship with a relative, have a potential for creatingan adverse impact on work performance or create either an actual or potential conflict ofinterest or a security risk.A relative is considered a husband, wife, mother, father, son, daughter, brother, sister,grandmother, grandfather, grandchild, mother-in-law, father-in-law, daughter-in-law,son-in-law, brother-in-law or sister-in-law and includes “step” relatives.The same criteria will be considered when assigning, transferring or promoting a teammember. You are required to notify your department manager if you plan to marryanother team member or of any relationship which could be a potential violation ofthis or the fraternization policy. For specific information, consult your departmentmanager or the Human Resources Department.Relatives of Director level positions are not eligible for employment at the same property.For purposes of this policy, the Corporate Office is considered a property. Relatives ofGeneral Managers, Assistant General Managers and Vice Presidents are not eligible foremployment at any property without approval from the President & CEO.Introductory PeriodsAll newly hired team members are subject to a ninety (90) day introductory period.This period has been designated as a time frame which supervisors should use toevaluate team member capabilities, aptitude, conduct, work habits, attendance, abilityto work cooperatively, etc. Successful completion of this initial introductory period isrequired in order to be eligible for certain Company-provided benefits, as well astransfers and EDRICK reviews.All rehired, promoted, transferred or demoted team members will be subject to anadditional ninety (90) day introductory period. This additional introductory periodis intended to permit evaluation of job performance. Your benefit programs are notaffected by the additional introductory period.Team members are encouraged to review this policy with their department manager orthe Human Resources Department for any additional information.14Boyd-HandbookEnglishR2.indd 14Boyd Gaming Team Member Handbook9/28/17 9:58 AM

Length of ServiceYour Company length of service is computed from your most recent date of hire oradjusted hire date with the Company. Company length of service is used for many purposes,including determining eligibility for benefits and Paid Time Off or Vacation Plans.In addition, length of service with Boyd Gaming Corporation or anniversary lengthof service may be measured from the date of acquisition with respect to propertiespurchased or otherwise acquired by Boyd Gaming Corporation. The anniversary lengthof service is used for our Service Awards program.Licensing, Work Cards and AuthorizationsGaming is considered to be a “privileged” industry which is subject to extensiveregulations by various jurisdictions. These regulations can require licensing, work permits,health certificates and/or training certificates and other qualifying requirements. TheCompany is committed to strict compliance with all of these regulatory requirements. Youwill be advised what licensing or certifications are necessary for your position. It is yourresponsibility to keep them current and on your person at all times while you are working,if required. These include, but are not limited to health cards, alcohol awareness cards,gaming licenses and required certifications, including Coast Guard certifications. Teammembers who are unable to obtain and maintain required licenses or have their licensesor work authorization documents revoked will be terminated. Any team memberdischarged for failure to secure a required license or who has a license or permit revokedis not eligible for an EDRICK Review (see the Team Member Responsibilities section fordetails regarding the EDRICK process).Payment of WagesAt most properties, the work week begins on Monday at 12:00 a.m. and ends the followingSunday at 11:59 p.m. You will be advised when your pay period begins and ends. The useof direct deposit/electronic payment is mandatory except where prohibited by state law.Direct deposit receipts (paycheck stubs) are available for review on the Company’s securepaperless pay site which may be accessed from the team member portal. If you are issueda paper paycheck, you will be advised where and when the check will be available forpick up or if it will be mailed to your home. Electronic payment is the most convenient andsafest method of payment.You may sign up for or change your direct deposit preferences in the Human ResourcesDepartment. If you have any questions concerning your pay, talk with your supervisoror the Human Resources Department.Lost or Stolen Paychecks or Pay-card – If you lose your paycheck or believe it to bestolen, immediately contact your supervisor, the Human Resources Department or PayrollDepartment. If you lose your pay-card, please contact the pay-card issuing providerimmediately; the phone number is provided in your enrollment packet, or may be obtainedfrom the Human Resources Department.Overtime Pay – All overtime must be approved. Your department manager will instructyou on the proper method for documenting and approving overtime. If you are classifiedas a non-exempt team member and work overtime, you will be compensated for overtimeBoyd Gaming Team Member HandbookBoyd-HandbookEnglishR2.indd 15159/28/17 9:58 AM

in accordance with the applicable federal and state laws. PTO, vacation days, sick days,leaves of absence, personal days or jury duty pay are NOT considered “hours worked” forpurposes of calculating overtime. Team members may not be compensated with time offinstead of overtime pay for overtime worked.Performance EvaluationsPeriodic performance evaluations are completed by your department manager to evaluateyour job performance and career development goals. The performance evaluation processis a

Boyd Gaming Team Member Handbook 7 We are proud of the unique culture we share at Boyd Gaming. You're much more than an employee - you are a valued part of the Boyd Gaming team, and our mission is to create a workplace where our team members can build a fulfilling and rewarding career.