3
Whistleblower and Other Protections
Nothing in this Code is intended to or will be used in any way to limit your rights to voluntarily
communicate with, file a claim or report with, or to otherwise participate in an investigation with, any
federal, state or local government agency, as provided for, protected under or warranted by applicable
law. You do not need prior approval of anyone at our Company before making any such
communication, report, claim, disclosure, or participation and are not required to notify anyone at our
Company that such communication, report, claim or participation has been made.
Any employee, contractor, or consultant who wrongfully misappropriates a trade secret may be
liable for damages, exemplary damages and attorneys' fees. Federal law provides certain protections to
individuals who disclose a trade secret to their attorney, a court, or a government official in certain
confidential circumstances. Specifically, you shall not be held criminally or civilly liable under any
federal or state trade secret law for the disclosure of a trade secret that is made in (1) confidence to a
federal, state, or local government official, either directly or indirectly, or to an attorney, in each case
solely for the purpose of reporting or investigating a suspected violation of law or (2) a complaint or
other document filed under seal in a lawsuit or other proceeding. If you file a lawsuit for retaliation by
Dollar General for reporting a suspected violation of law, you may disclose the trade secret to your
attorney and use the trade secret information in the court proceeding, but only if you file any document
containing the trade secret under seal and do not disclose the trade secret, except pursuant to court
order.
Higher Expectations for Managers
Every employee is expected to comply with our Code and the law, but managers have responsibilities
beyond that expectation.
First and foremost, we as managers must ensure that all duties are performed with the highest regard
for employee and customer health and safety. Be aware that, as role models for other Dollar General
employees, we will be observed and our actions followed. We are expected to communicate the policies
contained in our Code, making these discussions a part of daily business. We must also emphasize that
ethical and legal conduct may never be compromised to obtain better business results.
It’s important that we monitor compliance with our Code, ensuring that those who report to us
understand and follow Company policies. We must encourage employees to ask questions if they are
confused or have a concern. If we learn about or observe behavior that violates our Code, it is our
responsibility to report it immediately. If an employee reports a concern to us, we need to make sure
this report is resolved. If you are unsure who to consult, contact the ERC or reference our Internal
Investigations Policy on DGe.
Lastly, as managers, we are in a position to ensure we treat everyone fairly. When enforcing our Code
and other policies, we must do so fairly and consistently. We should be especially committed to fairness
when determining compensation and training opportunities and when conducting performance
evaluations. We must always consider ethical behavior when completing these evaluations.