SERVINGOTHERS:

DOLLARGENERAL’SCODEOFBUSINESSCONDUCTANDETHICS

Notes

“Dollar General” and “our Company” refer to Dollar General Corporation and its subsidiaries.

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LetterfromtheCEO

DearFellowEmployees,

AsmembersoftheDollarGeneralteam,wecarryoutourmission,ServingOthers,ineveryaspectofourday‐to‐daywork. ServingOthersmeans providing our customers a better life, our employees respectandopportunity, our shareholders a superior return andour communities a spirit of involvement. Toaccomplishourmission,wemustupholdthevaluesthatmakeourCompanygreat:honesty,fairnessandrespect.

All of us—employees, officers and Boardmembers—are expected to apply these values to our dailyworkandtoupholdtheprinciplesoutlinedinthisCodeofBusinessConductandEthics(our“Code”).AsCEO, IpledgetoupholdboththeletterandthespiritofourCode.Asafellowteammember, Iexpectyoutodothesame.

OurCodeshowsushowtoapplyourCompany’svalueswheninteractingwithfellowemployeesandourcustomers, business partners, shareholders and communities. It is not intended to address everysituation youmayencounter.However, the standardsandexamples inourCodewill help guide yourjudgment,showingyouhowtofulfillyourmissionofServingOthers.Ifyoufaceanissuenotaddressedinthesepages,Iencourageyoutocontactanyoftheresourceslistedonthebackpage.Itisyourdutytoreportknownorsuspectedmisconduct.Restassured,youwillnotberetaliatedagainst formakinganhonestreport.

Pleasecomplete,signandsubmitaCertification&DisclosureForm(locatedattheendofthisCode)asaconditionofemployment.Youalsomaybeaskedtodosoonanannualbasis.

ThankyouforyourcommitmenttoourCompanyandtoourmissionofServingOthers.

Kindestregards,

RickDreilingCEO

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FulfillingOurMission

OurmissionofServingOthersgoesbeyondthewaywetreatourcustomers.Thissimpleconceptisthebackboneofthewaywedobusiness.Itmeansthatwethinkofothersfirstandarestraightforwardandhonestinallwedo.

Ourmissionmeansweservethosewhocontributetoorplacetheirtrust inourCompany.ThismeanswemustcommitourselvestoservingnotonlythoseaddressedinourCompany'smissionstatement—eachother,our customersandour shareholders—butalso the communitieswherewe liveandwork.OurCodeexplainshowwemustact inorder to fulfillourobligations to these individualsandgroups.Rememberthisguidingprinciple:thebestchoiceisonethatwillServeOthers.

ToServe…EachOtherOurcommitmenttoteamworkismorethanjustwordsonapage.Wetreateachotherwithfairnessandrespect,valuingourdifferences.Wealsoconsiderhowouractionsmightaffectothers’well‐beingandsafety.

ToServe…OurCustomersWeworkto improveourcustomers’ lives.Wedosobyprovidingqualitygoodsat lowprices, treatingeachcustomerwithrespectanddignityandalwaysconsideringcustomersafety.

ToServe…OurShareholdersOur shareholders have invested not only in Dollar General, but also in each of us. We protect thisinvestment by keeping Company assets safe and promoting our reputation for quality goods andservices.

ToServe…OurCommunitiesWeseektobegoodcorporatecitizensinthecommunitieswherewedobusiness.Wedothisbymakinga positive difference in our local communities, acting as stewards of our environment and followingapplicablelocalandinternationallaws.

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TableofContents

Introduction ............................................................................................................................1WhydowehaveaCode?..........................................................................................................................................1

WhomustfollowourCode? .....................................................................................................................................1

HowdoweuseourCode? ........................................................................................................................................1

ReportingConcernsandSeekingGuidance..............................................................................2OurNon‐RetaliationPolicy........................................................................................................................................2

ViolationsofOurCode ............................................................................................................3

HigherExpectationsforManagers...........................................................................................3

ServingOurEmployees:ForEmployees…RespectandOpportunity .........................................4RespectingDiversity..................................................................................................................................................4

MaintainingaSafeandHealthyWorkplace..............................................................................................................4

ProtectingEmployeeInformation.............................................................................................................................5

ReceivingFairPay .....................................................................................................................................................5

ServingOurCustomers:ForCustomers…ABetterLife..............................................................6CaringforOurCustomers .........................................................................................................................................6

EnsuringProductSafety ............................................................................................................................................6

CompetingFairly .......................................................................................................................................................7

ServingOurShareholders:ForShareholders…ASuperiorReturn .............................................8EnsuringAccuracyofRecordsandPublicDisclosures...............................................................................................8

CooperatingwithAuditsandInvestigations .............................................................................................................8

ProtectingCompanyAssets ......................................................................................................................................8

UsingComputerandNetworkSystemsAppropriately .............................................................................................9

ProtectingOurCompany’sReputation ...................................................................................................................10

HandlingConflictsofInterest..................................................................................................................................10

ObeyingInsiderTradingLaws .................................................................................................................................14

ServingOurCommunities:ForOurCommunities…ASpiritofInvolvement ............................15FollowingAnti‐CorruptionLaws..............................................................................................................................15

AbidingbyAnti‐BoycottLaws .................................................................................................................................15

ProtectingtheEnvironment....................................................................................................................................15

GettingInvolvedinOurCommunities.....................................................................................................................16

ChoosingEthicalVendors........................................................................................................................................16

Conclusion.............................................................................................................................17FollowingOtherLaws..............................................................................................................................................17

EnforcingOurCode .................................................................................................................................................17

AmendingandWaivingOurCode...........................................................................................................................17

Certification&DisclosureForm .............................................................................................18

ContactInformation..............................................................................................................19

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Introduction

WhydowehaveaCode?

OurCodehelpsusachieveourmissionofServingOthers.Itshowsushowtomakeethicaldecisionsbyexploring some of the issueswemight face and by providingways to act or seek guidance in thosesituations.ReadingthisCodeandlearninghowtoidentifyandrespondtoethicalsituationsenablesustobetter fulfillourmissionwhen interactingwithourfellowemployees,customers,vendors,businesspartners,shareholdersandcommunities.

WhomustfollowourCode?

Because the key to Dollar General’s success lies in each of us, all employees, officers and BoardmembersarerequiredtoreadandfollowourCode.OurvendorsarealsoexpectedtofollowthisCodewhenperformingworkforDollarGeneral.

HowdoweuseourCode?

OurCodeservesasahandyreferenceguidewhenpotentialunethicalsituationsarise.Itaddressesthemostcommonsituationswemayfaceanddirectsustokeypolicies,procedures, lawsandregulationsthat apply to our jobs. Most importantly, it identifies the people we can go to with questions orconcerns.So,whenyou’reunsurehowtoact,pickupourCodeandrememberyourmissionofServingOthers.

As a condition of employment, we’re required to complete, sign and return the Certification andDisclosure Form (located at the end of our Code) to the ImagingDepartment in Integrity Place. Youranswers must be truthful and complete, and your form must include your Employee IdentificationNumber inorder tobeprocessed. Ifyoudon’t return the formor ifyousubmituntruthful responses,you’llbesubjecttodisciplinaryaction,includingpossibletermination.Youwillbeaskedtocompletethisformannually.

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ReportingConcernsandSeekingGuidance

Ifyoucomeacrossasituationwhereyoudon’tknowhowtoact, it’s importanttoseekguidancefromCompany resources. This canmean reviewingCompanypolicies, talking to yourmanager or checkingwithanother resource listed in thisCode.Don’tassumesomeoneelsewill resolve the issueor that itisn’tyourresponsibility.

Ifyoususpectconductthatmayviolatethelaw,ourpoliciesorourCode,youmustreportit.Infact,ifyoudon’treport it,youareviolatingourCodeandmaybesubjecttodisciplinaryaction!Reachouttothe Employee Resource Center (ERC) or other resources listed in this Code. A summary listing ofresourcesisprovidedonthebackpageforeasyreference.

You may always choose to withhold your name when making a report, and our Whistleblower andShrink Tip Hotlines are not equippedwith caller ID. Be advised, though, thatwithholding your namewhenmakingareportmaylimitDollarGeneral’sabilitytoinvestigateyourconcern.

OurCompanywilltreatreportsofimproperconductconfidentiallyandwilldiscloserelatedinformationonly on a need‐to‐knowbasis, in compliancewith the law. Although all reportswill be promptly andthoroughlyinvestigated,ourCompanymaynotalwaysbeabletocommunicateinvestigationresultstothepersonwhomadethereport.ThisdoesnotmeanourCompanyisnottakingaction.Everyreportisinvestigated,andappropriateactionwillbetakenwheneverwarranted.Formoreinformationabouttheinvestigationsprocess,seeourInternalInvestigationsPolicyonDGNet.

OurNon‐RetaliationPolicy

Noonemayretaliateagainstafellowemployeewhoreportsmisconductingoodfaith,participatesinaninvestigationofmisconduct,orparticipates ina lawsuitagainstourCompanyorsomeoneworking forour Company. Acting in “good faith” means that you provide all the information you have and youbelieve it to be true. If it turns out youwerewrong, that’s okay.Whatmatters is your sincerebeliefwhenyoumakethereport.

Examples of retaliation include threats, harassment and discrimination, as well as unwarranteddischarge,demotionandsuspension.Ifyouexperienceretaliation,contacttheERC.

Q: Ahmad’s manager constantly makes inappropriate jokes about the race and sex of their teammembers.AhmadreportedhismanagertotheERC.Eventhoughhedidn’tdisclosehisnametotheERC,Ahmad isworried that hismanagerwill figure outwhomade the report andmake his time atworkmiserableorevenfirehim.Whatshouldhedo?

A:Ahmadshouldn’tbeworried.HedidexactlywhatDollarGeneralrequireshimtodo,andhewillnotfaceretaliationbecauseofhis report. IfAhmadfeelshismanager is retaliatingagainsthim,heshouldreportitimmediatelytotheERC.

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ViolationsofOurCode

DollarGeneralsimplydoesnottolerateillegalorunethicalconductbyanyone,includingourofficers.Inthe event of misconduct, Dollar General will take appropriate disciplinary action, including possibletermination,andmayreporttheissuetotheproperauthorities.

HigherExpectationsforManagers

Everyemployee isexpectedtocomplywithourCodeandthe law,butmanagershaveresponsibilitiesbeyondthatexpectation.

Firstandforemost,weasmanagersmustensurethatalldutiesareperformedwiththehighestregardforemployeeandcustomerhealthandsafety.Beawarethat,as rolemodels forotherDollarGeneralemployees,wewillbeobservedandouractionsfollowed.WeareexpectedtocommunicatethepoliciescontainedinourCode,makingthesediscussionsapartofdailybusiness.Wemustalsoemphasizethatethicalandlegalconductmayneverbecompromisedtoobtainbetterbusinessresults.

It’s important that we monitor compliance with our Code, ensuring that those who report to usunderstandand followCompanypolicies.Wemustencourageemployees toaskquestions if theyareconfused or have a concern. If we learn about or observe behavior that violates our Code, it is ourresponsibilitytoreport it immediately. Ifanemployeereportsaconcerntous,weneedtomakesurethis report is resolved. If you are unsure who to consult, contact the ERC or reference our InternalInvestigationsPolicyonDGNet.

Lastly,asmanagers,weareinapositiontoensureeveryoneistreatedfairly.WhenenforcingourCodeandotherpolicies,wemustdosofairlyandconsistently.Weshouldbeespeciallycommittedtofairnesswhen determining compensation and training opportunities and when conducting performanceevaluations.Wemustalwaysconsiderethicalbehaviorwhencompletingtheseevaluations.

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ServingOurEmployees:ForEmployees…RespectandOpportunity

RespectingDiversity

DiscriminationisnottoleratedatDollarGeneral. It limitsourabilitytoreachourpotentialandcreatesan unpleasantwork environment.Wemust never discriminate against a fellow employee, or anyoneelseworkingonourCompany’sbehalf,basedupontheperson’srace,color,nationalorigin,religion,sex,age,disability,maritalstatus,veteranstatus,citizenshipstatusorothercharacteristicprotectedbylaw.We’reparticularlydedicatedtothispolicywhenmakingemployment‐relateddecisions.

Wealsoneed towork together to ensureourworkplace is free fromharassment.Harassment is anyunwelcomeconductthatisbasedonanother’sprotectedcharacteristicandhasthepurposeoreffectofcreating an intimidating, offensive or hostile work environment. Harassment also includes situationswhereemploymentdecisionsareconditionedonanemployee’ssubmissiontounwelcomeconductbyhis orhermanager that is basedon theemployee’sprotected characteristic. Regardlessof the formharassment takes—whether it’s a spoken or written remark, physical act or visual depiction–ourCompany won’t tolerate it. Discrimination and harassment of or by a non‐employee involved inCompanybusiness,suchasavendororcustomer,isalsoprohibited.

Although our Company’s policy against discrimination and harassment may be stricter than thatrequired by law, you must follow Company policy when acting on Dollar General’s behalf. If youexperience or know of instances of discrimination or harassment, notify your manager, the ERC orAlternative Dispute Resolution (ADR) immediately. All reports will be investigated, and appropriatedisciplinaryactionwillbetaken.Youwillnotbesubjecttoretaliationformakinganhonestreport.

Q:OneofCarla’scoworkersconstantlyasksheroutondatesandcommentsonherappearancewhilethey areworking. Carla is embarrassedby the situation and feels uncomfortable atwork. Should shereporthisbehavior?

A: Yes. Carla’s coworker may be creating an offensive workplace for her. Carla can speak with hermanagerifshe’scomfortabledoingso,orshecancontacttheERCorADR.

MaintainingaSafeandHealthyWorkplace

AtDollarGeneral, safetycomes first.Weensurea safeworkplaceby followingall safety‐relatedsignsandinstructionsandbytakingstepstopreventaccidents.Weonlyperformjobactivities(1)forwhichwe’vebeen trainedand thatdon’tviolateestablishedsafety rulesor (2) thatdon’tposea safety risk.ReportanythreatstoworkplacesafetytoyourmanagerandtheRiskManagementHotlineimmediately.

Wecanonlymaintainasafeworkplaceifitisfreefromviolence.OurCompanywon’ttoleratephysicalactsofviolence, threatsofphysicalharm,verbalabuseorother intimidatingordisruptivebehavior. Ifyouexperienceorknowofthissortofbehavior,notifyyourmanagerortheERC.

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Working while under the influence of drugs or alcohol also threatens workplace safety, and ourCompanywill not tolerate suchbehavior. Fordetailed informationabout thispolicy, aswell asDollarGeneral’spositiononalcoholanddrugtesting,seeourDrugandAlcoholPolicyorcalltheERC.

Q:Janie,adistributioncenteremployee,can’tseemtofullycloseadockdoor.Sheseesthatthedoorhascomepartiallyoffthetrack.Janieplacesasafetyconeinfrontofthedoorandreportstheproblemtohermanager.HetellsJanie,“Noneofthedoorsareperfect,justignoreit.”WhatshouldJaniedo?

A: Janie protected her coworkers by placing a cone in front of the door. She should also report hermanager’sfailuretopromoteasafeworkplacetotheRiskManagementHotlineimmediately.

ProtectingEmployeeInformation

Wemustprotectour fellowemployees’personal information.WedothisbyfollowingourCompany’sinformation security policies when accessing, maintaining or discussing such information. We shareemployee informationwith fellow employees onlywhen they have a business need for it, and neverwithoutsidepartiesunlessweareauthorizedtodosoorhavetheGeneralCounsel’sconsent.Weavoiddiscussingemployeeinformationinsituationswherewemaybeoverheard,andweexercisecarewhendiscardingdocumentscontainingsuchinformation.SeeourEmployeeHandbook,HIPAAPrivacyPolicy,SocialSecurityNumberPrivacyPolicyandRecordsManagementPolicyforfurtherinformation.

ReceivingFairPay

Our Company ensures that we receive fair pay by respecting our workplace rights, following allemploymentlawsandpayingwagesbasedonourdutiesandperformance.Thoseofuspaidhourlymustdoourpartbycorrectlyreportingourhoursandconfirmingwearebeingpaidwhatweweretoldwewouldearn.Similarly,managersmustensurethatthosewhoreporttothemproperlyrecordtheirworktime.Fordetailsonourwageandhourpolicies,consultourEmployeeHandbookoryourmanager.

Q:Kendraoftenclocksin15minutesbeforethestartofherscheduledshiftandsitsinthebreakarea.Hermanager,Jodi,knowsthatKendraisahardworkerandwouldn’ttrytocheat.CanJodijustreduceKendra’stimeby15minutes?

A:No, JodimaynotalterKendra’sclock‐intimeordeductthe15minutes.Sheshould insteadtalktoKendraaboutthesituationtoavoid futureoccurrences. IfKendracontinuesthisbehavior, JodishouldprogressivelycounselKendrafornotaccuratelyclockinginandout.

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ServingOurCustomers:ForCustomers…ABetterLife

CaringforOurCustomers

DollarGeneral’scustomersareessentialtooursuccess.Weholdourselvestothehighestcustomercarestandards,alwaystreatingcustomerswithhonesty, fairnessandrespect,consistentwiththefollowingprinciples.

Equality

Wetreatourcustomersequally,nevershowingpreferenceforoneoveranother.

SafetyandAccessibility

Weprovidecleanandsafestoresthatareaccessibletoallcustomers, includingthosewithdisabilities.Asaguide,askyourself,“IsthisastorewhereIwouldliketoshop?”Ifyoubelieveoneofourstoresisunsafeorinaccessible,eitherfixthesituationorreportittoyourmanagerortheERC.

Confidentiality

Wearecarefulwithanyconfidential informationourcustomersprovideus, includingcreditanddebitcard information. Don’t disclose such information without seeking guidance from yourmanager. Formoreinformationaboutprotectingconfidentiality,seethe“ProtectingCompanyAssets”sectionofthisCode.

EnsuringProductSafety

Productsafetyisoneofourtoppriorities,anditweighsonourcustomers’mindstoo.DollarGeneraliscommittedtosellingsafeproductsthatmeetorexceedourCompany’sstandards,aswellas legalandregulatoryrequirements.Wemustthoroughlyinvestigateproductsafetyconcernswhendoingsoispartofourjobresponsibilities.Wemustalsoaddressrecalls,whetherrequiredbyDollarGeneralorthelaw,inatimelyandeffectivemanner.

Ensuring product safety alsomeans thatwework onlywith vendorswilling to abide by our policies.Vendorsmustensure the safetyandperformanceof theproducts and services theyprovide tous. Inturn, we are responsible for ensuring that every link in our supply chain meets quality and safetystandards.YoumustpromptlyreporttotheERCanythreattoproductsafetysothatitcanbeproperlyinvestigatedandresolved.

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Q:Trish,astoreassociate,seesaregistermessageoranemailthatinstructsherstoretoremoveatoyfromitssalesarea.Whensheaskshermanagerabout it,hetellshertheywon’thavetimetoremovethetoyuntiltomorrowbecausetodayistruckday.Isitokaytowait?

A:No. Instructionstoremovean itemfromthesalesareaareoftentriggeredbysafetyconcernsandmust be followed without delay. Trish should remind her manager of that policy. If her managercontinuestodelay,TrishshouldimmediatelyinformherdistrictmanagerortheERC.

CompetingFairly

While we are committed to competing vigorously to provide our customers quality products at lowprices,wedosobasedonlyonourexcellentproductsandservice.Wemustthereforebeaccurateandtruthfulinallourcommunications,nevermisrepresentingourproductsorthoseofourcompetitors.

AntitrustandCompetitionLaws

Our Company is committed to following the laws that protect competition and free enterprise. Incompliancewithantitrustandcompetitionlaws,aswellasourAntitrustCompliancePolicy,wemaynotengageinactivitythat:

• Attemptstocontrolorrestraintrade;• Islikelytolessenorharmcompetition;or• Isindicativeofunfairpricediscriminationorotherformsofunfairpractices.

While these laws may appear easy to comprehend, applying them can be difficult. Exercise cautionwhendealingwithcompetitors,especiallywhenattendingtradeassociationmeetings.Avoiddiscussionsregarding fixing resale prices, boycotting a vendor or customer, or allocating customers, products orgeographicterritories.Evenacasualdiscussionwithacompetitoraboutthesetopicscouldbeconstruedasaviolationoflaw.

Ifacompetitorattemptstodiscussanyoftheseissues,stoptheconversationimmediatelyandreportittotheLawDepartment.FailingtodosocouldexposebothyouandourCompanytocriminalandcivilpenalties.Youalsomaybesubjecttodisciplinaryaction,includingpossibletermination.

CompetitiveInformation

We like to know what our competitors are doing—it helps us compete and maintain our industryposition. What we don’t want or need, however, is to seek out a third party’s information ininappropriateways. Forexample,we shouldn’t asknewemployees to reveal confidential informationaboutaprioremployerortoprovideinformationthatwouldcausethemtoviolateaconfidentialityornon‐disclosure agreement. If you have a question or concern about appropriate use of competitiveinformation,contactyourmanagerortheGeneralCounsel.

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ServingOurShareholders:ForShareholders…ASuperiorReturn

EnsuringAccuracyofRecordsandPublicDisclosures

OurCompany’sSECfilingsandotherpubliccommunicationsmustcontainfull,fair,accurate,timelyandunderstandable information, without fail. To fulfill this obligation, we must comply with generallyacceptedaccountingprinciplesandourinternalcontrolspoliciesandprocedures.WealsomustensureDollar General’s books and records are accurate, complete and truthful at all times. Thismeans anybusinessrecordswesubmit—suchasexpensereports,timerecordsandcontractdocumentation—mustbetimely,completeandhonest,andwemaynevermaintain“offthebooks”accountsormakefalseormisleading entries. If you become aware of a potential problem with our Company’s accounting orpublicdisclosures,raiseyourconcernwithourControllerorCFOimmediately.

RecordsRetention

WemustalsofollowallCompanyproceduresgoverningdocumentretentionanddestruction,includingourRecordsManagementPolicyandthepolicies inourStandardOperatingProceduresManual. IfourLaw Department notifies you that you may have documents or other records related to a pending,threatened or anticipated litigation, investigation or audit, youmay not destroy those documents orrecordswithouttheLawDepartment’spermission.SeetheLegalHoldPolicyformoreinformation.

CooperatingwithAuditsandInvestigations

At times, our internal or external auditorsmay ask us for information in connectionwith an audit orinvestigation.Wemustbehonestandtruthful,providingallrequestedinformation.Wemustnevertryto coerce, mislead or manipulate auditors, conceal information, or provide false or misleadinginformation.Theconsequencesfordoingsoaresevere.

The same rules applywhen thegovernmentorourHumanResourcesor LawDepartmentsaskus forinformation.Beforeprovidinganyinformationtoagovernmentofficial,however,wemustfirstinvolvetheLawDepartment.

ProtectingCompanyAssets

It is our responsibility to use our Company’s resources appropriately and for business purposes. Inparticular, we need to protect Dollar General’s physical property—including its facilities, vehicles,equipment, products and monies—from theft, damage, loss and misuse. We may not remove thisproperty from Company premises or use it for personal purposes, unless we have our manager’sapprovalforincidentaluseofCompanyofficeequipmentandclericalservices.

Wemust commit ourselves to preventing shrink. “Shrink” is any activity that leads to the loss of ourCompany’smerchandiseorcash.ContactyourmanagerortheShrinkTipHotlineifyoususpectmisuseortheftofmerchandise.

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Wemust also protect DollarGeneral’s confidential and proprietary information, including intellectualproperty (such as trademarks and logos), trade secrets and nonpublic information (such as businessforecasts and financial plans, our Standard Operating Procedures and pricing arrangements withvendors). We need to be particularly careful when discussing this information in public places, incommon spaces within our buildings or over the telephone. Exercise caution when discardingdocumentscontainingconfidentialandproprietaryinformation.SeeourRecordsManagementPolicyforacceptabledocumentdestructionmethods.

Wealsohaveanobligationtosafeguardtheconfidentialinformationourbusinesspartnersandvendorsprovideus.Wemayonlyusethird‐partyintellectualpropertyafterobtainingapprovalfromthatparty’slegaldepartment.

Wemust never share confidential or proprietary informationwith our fellow employees unless theyhaveabusinessneedtoknow.Inaddition,weonlydisclosethisinformationwithoutsidethirdpartiesafter they’ve signed a non‐disclosure agreement or when we’re legally required to do so or haveobtainedourGeneralCounsel’spermission.Theseobligationscontinueafteryouremploymentends,atwhichtimeyoumustalsoreturnallconfidentialorproprietary informationtoyourmanager.YoumaycontacttheGeneralCounselifyouhaveanyquestions.

Q: Suzanne is preparing to go home and notices that her coworker Jean has several Dollar Generalproducts,suchascannedgoodsandtoiletries,inherbag.SheknowsJean’sfamilyisgoingthroughhardtimesfinanciallyanddoesn’twanthertogetintrouble.WhatshouldSuzannedo?

A: Suzanne should report Jean to the Shrink TipHotline right away. Stealing fromour Company cannegativelyimpactallofus.TheftreducesourprofitsandfundsavailableforemployeeraisesandlimitsourCompany’sabilitytoprovidecustomerslow‐pricedgoods.

Q:AmosworksinDollarGeneral’saccountingdepartment.He’sgoingtodinnerwithsomefriendsafterworkanddoesn’thavetimetotakehislaptophomefirst.Hislaptophasalargeamountofconfidentialfinancial informationstoredon it,andAmos isworried itwillbestolen ifhe leaves it inhiscar.Whatshouldhedowithit?

A:Amosshouldbringthecomputerwithhimintotherestaurantorleaveitsecuredinhisofficespace.WemustsafeguardanyCompanyconfidentialinformationwepossess.Nomatterhowimpracticalthismayseematthetime,itwillbenefitallofusinthelongrun.

UsingComputerandNetworkSystemsAppropriately

WemustuseDollarGeneral’scomputerandnetworksystemsappropriatelyandforbusinesspurposes.Althoughlimitedpersonaluseispermitted,itmustnotinterferewithourjobdutiesorresultinadirectcosttoourCompany. Ingeneral,anactivitythatcausesa“directcost” isonethatwouldcauseDollarGeneral to pay an additional expense, such as long‐distance phone calls and photocopies. If you areunsurewhetheryourusewillcauseadirectcost,checkwithyourmanager.

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Takecarewhendraftingemailsandotherelectronicmessages.Electronicmessagesarewrittenrecordsandcanbeforwardedwithoutyourknowledgeorpermission.Wheneverpossible,avoidsendinghighlysensitivebusinessinformationinanemail.Inaddition,youshouldneveruseourcomputerandnetworksystemsto:

• Advancepoliticalviews;• Communicateinappropriate,sexuallyexplicitorotherwiseoffensivestatements;• Viewsexuallyexplicitoroffensivematerials;• Accessillegalmaterial;• Sendunauthorizedsolicitations;or• Conductbusinessforanotherorganization.

Youdonothaveandshouldnotexpectprivacywhenusingourcomputers,sendingorreceivingemail,oraccessingtheInternet.TheCompanyreservestherighttolegallymonitorourcomputersystems,aswellasemailandInternetactivity,toensuretheyarebeingusedresponsiblyandprofessionally.

Q:Darrellcheckshisemailatworkandcomesacrossoneofthefunniestemailshe’severread.It’sabitobscene,sohedoesn’tshowhiscoworkers,butforwardsittosomefriends.Isthisokay?

A:No.OurCompany’stechnologycan’tbeusedtosendsexuallyexplicitoroffensivematerials.Darrellshould remember that the emails he sends on our computers are not private. Forwarding the emailcouldsubjecthimtodisciplinaryactionandmightevencosthimhisjob.

ProtectingOurCompany’sReputation

DollarGeneralhasgivencertainemployeessoleresponsibilityforcommunicatingpubliclyonitsbehalf,andtheyaretheonlyemployeesauthorizedtodoso.Ifathirdparty,suchasthemediaorananalyst,directlyorindirectlyasksyouaquestionaboutDollarGeneraloritsactivities,financialresults,plansorpublic policy positions, do not answer. Refer that person to Investor Relations or CorporateCommunications.

In addition, speeches or presentations to third parties aboutDollarGeneral or its business, includingthose made at vendor‐sponsored events (but not those made at recruiting presentations) arediscouragedandrequireCEOapproval.Formoreinformationaboutcorporatecommunications,seeourDisclosurePolicyorcontactInvestorRelations.

HandlingConflictsofInterest

Aconflictofinterestoccurswhenpersonalorfamilyinterestsinterferewithourabilitytomakesound,unbiased business decisions on behalf of Dollar General. “Family” includes your (or your spouse’s)parents,stepparents,children,stepchildrenandsiblings,whetherthroughbloodoradoption,aswellasanyoneresidinginyourhome,exceptforunrelateddomesticemployees.Sincewehaveanobligationtodowhat’sbestforDollarGeneralandourshareholders,wemustavoideventheappearanceofaconflictofinterest.

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Todecidewhetheryou’refacingaconflictof interest,firstdetermineifthesituationwoulddirectlyorindirectlybenefityou,yourfamilyorclosefriends.Evenifnobenefitwouldarisefromthesituation,askyourselfthefollowingquestions:

• Doesitfeelright?• WouldIbeabletoperformmyworkforDollarGeneraleffectivelyandwithoutbias?• Would I feel comfortable disclosing it tomymanager, division vice president or head ofmy

businessunit?• WouldIfeelcomfortableifitwasreportedonthefrontpageofanewspaper?

Ifyou’veansweredanythingbut“yes”tothesequestions,youmaybefacingaconflictofinterest.

Ifyoufaceapossibleconflictofinterest,youmustimmediatelydiscloseittoyourdivisionvicepresident(if you are a store employee) or the first level vice president in charge of your business unit (“vicepresident”). The vice president must decide whether the situation is a conflict of interest. The VicePresidentofInternalAuditandtheGeneralCounselareavailabletoconsultwhennecessary.Ifthevicepresidentdeterminesnoconflictexists,youmaycontinueyourinvolvementinthesituation.

For officers, the “vice president in charge of your business unit” or your “manager”means the nextofficer‐levelortheCEO.FortheCEOandBoardmembers,thismeansthedisinterestedmembersoftheBoard,unlessthematterisaddressedintheLimitedLiabilityCompanyAgreementofBuckHoldings,LLCor anotherCompanypolicy. If the situation involves a “relatedparty transaction” as described in ourDelegationofAuthorityPolicy,officersandBoardmembersmustalso follow theapprovalproceduressetforthinthatPolicy.

Ifanactualconflictexists,youmaynotcontinuethesituationwithoutobtainingawaiverofourCodefrom the Vice President of Internal Audit or theGeneral Counsel. Officers and BoardmembersmustobtainthiswaiverfromthedisinterestedmembersoftheBoardoranauthorizedBoardcommittee.

Thenextfewpagesdiscusssomecommonsituationswhereconflictsofinterestmightarise.

Gifts,EntertainmentandOtherBusinessCourtesies

Gifts and entertainment are business courtesies generally designed to promote goodwill with ourvendors. Youmay not accept business courtesies (including discounts or benefits not available to allDollar General employees) if they could be seen as influencing your business decisions or otherwisecreatingaconflictofinterest.

Thatsaid,notallbusinesscourtesiescreateconflictsof interest.Forexample,youmayofferoracceptgiftsthatare:

• Nominalinvalue,suchasacompanyshirtorcoffeemug;• Notdifficulttoobtain,asinsold‐outticketsorrareitems;• Notcashorcashequivalents,asinagiftcertificateorvoucher;• Infrequent;• Unsolicited;and• Ingoodtaste.

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Youmayofferoracceptentertainmentifitis:

• Local,ornotrequiringsignificanttravelfromthelocationwhereyouaredoingbusiness;• Attendedbyboththehostandtheinvitedperson;• Infrequent;• Reasonablypriced,meaningitwouldn’tbeviewedaslavishorexcessive;and• Unsolicited.

Evenifthebusinesscourtesymeetsalloftheguidelinesdiscussedabove,youmustdiscloseittoyourvicepresident.

Themost seniorexecutiveofeachbusinessunitmayapprove stricterpoliciesonbusiness courtesies.Pleasecheckwithyourmanagertodetermineifsuchpoliciesexistforyourdepartment.

Ifyouareofferedabusinesscourtesythatdoesnotmeetalloftheguidelineslistedabove,youmaynotaccept itunlessyourvicepresidentdetermines itdoesnotconstituteaconflictof interest.Otherwise,youmust politely decline the courtesy. If doing somay offend the sender, youmay accept it in ourCompany’snameandthenrelinquishittotheInternalAuditDepartment.

Q:AmandaistravelingonDollarGeneralbusiness.Sheplanstomeetapotentialvendor,Carl,whileonhertrip.CarlofferstotakehertoamodestItalianrestaurantsotheycandiscussbusinessoverdinner.She’snotsuresheshouldaccept,sinceshe’straveling.Wouldthisbeconsidered“local”entertainment?

A:Yes,sinceAmandaisalreadyawayonbusiness,thiswouldbeconsideredlocalentertainment.UnlessAmanda’s business unit has stricter rules regarding entertainment, she can accept the dinner, whichmeetstheaboveguidelines.However,shewillneedtoinformhervicepresidentofthemealwhenshereturns.

Q:David,arepresentativeofLeann’slargestvendor,recentlytoldherthathewasgoingtosendheragift for all of her hardwork. ShewarnedDavid that she couldn’t accept any cash or expensive gifts.David toldhernot toworry,butwhen sheopened theenvelope, itheldapairof suite tickets to theSuperBowlinSanFrancisco.Whatshouldshedo?

A:Leannshouldreportthegifttohervicepresidentandpolitelydeclineit.SuperBowlsuiteticketsgowellbeyondanominalvalueandareverydifficulttoobtain.Therefore,theytypicallycan’tbeaccepted.

Vendor‐PaidTravel

A conflict of interestmight arisewhena currentorpotential vendoroffers topay someor all of ourtravelexpenses.For this reason,youmayneveracceptairfare, lodgingorother travel fromavendor,evenifitisinconnectionwithabusiness‐relatedtrip.

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DoingBusinesswithFriendsandRelativesandOtherPersonalRelationships

Doingbusinesswithfriendsandrelativescanresultinaconflictofinterest.YoushouldnotengageinorattempttoundulyinfluenceDollarGeneral’sbusinesstransactionswithyourself,afamilymemberoraclose friend (orabusiness theyareapartof). Ifyouknowthata familymemberorclose friend (orabusinesstheyareapartof)conductsorseekstoconductbusinesswithDollarGeneral,removeyourselffromthesituationuntilyouhaveobtainedyourvicepresident’sapproval.

Wemust not supervise or report to a close relative.A “close relative” includes your spouse, siblings,parents, children, grandparents, grandchildren, in‐laws, step‐relatives, aunts, uncles, nieces, nephewsandfirstcousins.Youandyourcloserelativealsomaynotreporttothesamemanager.YoumustfollowtheadditionalrulesregardingemploymentofrelativesthataresetoutinourEmployeeHandbook.

Conflictsofinterestmayarisewhenafriendshipwithacoworkerbecomesaromanticrelationship.Forthisreason,DollarGeneralprohibitsmanagersfrommakingadvancestowardsordatingemployeestheydirectly or indirectly supervise or those whose career they have the ability to influence. For moreinformationaboutthispolicy,seeourEmployeeHandbook.

Q: Gena got her brother‐in‐law, Dave, a job with our Company last year. Because they worked indifferentlocations,theynevertoldanyonethattheywererelated.Recently,DavewasmovedtoGena’slocation.Genawantstodisclosetheirrelationship,sincetheyarenowreportingtothesamemanager,butDavedoesn’twanthertosayanything.Whatshouldshedo?

A:Gena andDavemust disclose this relationship to their vicepresident. If theydon’t, theywill facedisciplinaryaction, includingpossibletermination.“Closerelatives,”suchas in‐laws,maynotreporttothesamemanager.

FormerEmployees

We may not do business on Dollar General’s behalf with a former Company employee withoutpermissionfromourvicepresidentoruntiloneyearaftertheformeremployeehasleftDollarGeneral.

FinancialInterestsinVendorsandCompetitors

Whenweholdafinancialinterestinavendororcompetitor,itcanbedifficultforustodeterminewhatactionsareinDollarGeneral’sbestinterest.WethereforemustnotholdamaterialfinancialinterestinavendororcompetitorofDollarGeneralwithoutreceivingpriorBoardapproval.Ownershipoflessthanonepercentofapubliclytradedcompanyisnotconsideredamaterialfinancialinterest.Also,financialinterestsheldthroughamutual fundorsimilar investmentfundareacceptable ifyouhavenocontroloverthefund’sinvestmentdecisions.

OutsideEmployment

Wemustdevoteourwork‐relatedtimeandenergytoDollarGeneral.Topreventaconflictofinterest,anemployeemaynotserveasanemployee,officer,directororconsultantforacompetitororvendorwithoutapprovalof theVicePresidentof InternalAuditor theGeneralCounsel.For thispurpose,we

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considerourcompetitorstobecompaniessuchasWal‐MartStores,Target,Kmart,Walgreen,RiteAid,CVSCaremark,FamilyDollarStores,Fred’s,the99¢OnlyStoresandDollarTree.Ifyouknowthatyourfamilymemberservesasanemployee,officer,directororconsultanttoacompetitororknownvendorof Dollar General, youmust inform your vice president. Additionally, wemay not engage in outsidebusiness activities that divert our time or attention away fromour dutieswithout first obtaining ourmanager’sapproval.

BusinessOpportunities

ThroughouremploymentwithDollarGeneral,wemaybecomeawareofbusinessopportunitiesthatwearepersonallyinterestedinpursuing.TheseopportunitiesbelongtoourCompanyuntilithasevaluatedand refused them. We may not directly or indirectly compete with Dollar General for businessopportunitiesortakeforourselvesanopportunitywediscoverthroughouremploymentorwhileusingDollarGeneralpropertyorinformationwithoutobtainingpriorapproval.

PersonalLoansmadebyDollarGeneral

DollarGeneralmaynotmakeor guaranteeapersonal loanorobligation toor for youor your familymember without Board approval. In addition, federal law generally does not allow our Company toextendorarrangecreditintheformofapersonalloantoBoardmembersorexecutiveofficers.

ObeyingInsiderTradingLaws

At times, wemay have access to information about Dollar General or a business partner that is notavailable to the general public.Whenwehold such inside information, it is illegal to buy or sell thatcompany’s stock or other securities. “Inside” information is also known as material, nonpublicinformation. Information is “material” if a reasonable investor would consider it important whendeciding tobuy,sellorholdstock. Information is“nonpublic”until ithasbeendisclosedto thepublicandsecuritiesmarketshavehadadequatetimetodigesttheinformation.Ifyouhavequestionsaboutwhether information ismaterialornonpublic,orwhethertherehasbeenan inadvertentdisclosureofsuchinformation,contacttheGeneralCounselpromptly.

InsidertradingviolatesnotonlyourCode,butalsoU.S.securitieslaws.Anyonewhoengagesininsidertradingissubjecttodisciplinaryactionandpotentialcriminalprosecution.Tohelpreducetheriskofaviolation, all employees must obtain permission from our General Counsel before buying or sellingDollarGeneral’spubliclytradednotes.PleaseconsultourInsiderTradingPolicyformoreinformation.

“Tipping” also violates insider trading laws and our Code. Tipping occurs when you disclose insideinformationtosomeoneandthatpersontradesasecuritybasedonthatinformation.Youmaybeliablefor insider trading even if you didn’t personally make any trades! You must not disclose insideinformationtoanyoneoutsideofDollarGeneral, includingyour familymembersandfriends.Youalsoshouldn’tdiscussthisinformationwithfellowemployeesunlesstheyhaveabusinessneedtoknow.

Insider trading laws are complicated. If you have any questions about the information you hold orinsidertradingingeneral,contacttheGeneralCounsel.

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ServingOurCommunities:ForOurCommunities…ASpiritofInvolvement

FollowingAnti‐CorruptionLaws

Anti‐corruptionlawsaredesignedtopreventbriberyofforeignofficials.Asresponsiblemembersofourbusiness communities, we must follow these laws wherever we do business. We may never offer,attempttooffer,authorizeorpromiseanybribeorkickbacktoagovernmentofficialinordertowinorkeep business. It’s important to note that we may not hire a third party to do something that weethicallycan’tdoourselves.Wearestillviolatinganti‐corruptionlawsifweengageathirdpartytoofferabribeorkickback.

Wealsomayneverofferacommercialbribe. Inotherwords,wemaynotofferanythingthatexceedsnominal or token value to a vendor, customer or anyoneworking on their behalf with the intent ofwinningorretainingbusiness.

Anti‐corruption laws are complex, and the consequences for violating these laws are severe. Beforegivinganythingofvalue toan individualorentity thatmaybea foreigngovernmentofficial,or ifyouhaveotherconcernsrelatingtoanti‐corruptionlawsingeneral,contacttheLawDepartment.

Bribe:Anythingofvalue,suchascashpayments,gifts,entertainmentorotherbusinesscourtesies(see“GiftsandEntertainment”above),giveninanattempttoswayaperson’sbusinessactionsordecisions.Kickback:Returnofasumalreadypaidorduetobepaidaspartofalegalcontract,asarewardformakingorfosteringbusinessarrangements.Governmentofficial:Federal,stateorlocalgovernmentemployees,officialsandemployeesofforeigngovernments,politicalcandidatesorevenemployeesofgovernment‐ownedbusinesses.Beawarethat,outsidetheUnitedStates,thosewhoworkfortheprivatesectormayalsobeconsideredgovernmentofficials.Commercialbribery:Apersonfromonecompanyprovidingabribeorkickbacktoapersonfromanothercompanytoobtainbusiness.

AbidingbyAnti‐BoycottLaws

While working on behalf of Dollar General, we may be asked to boycott businesses from anothercountry. These requests are oftenhard to recognize andmaybe hidden in letters of credit, invoices,shipping instructions or other contract documents. We are strictly prohibited from participating inboycottsnotrecognizedbytheUnitedStatesorprovidinginformationinconnectionwithsuchboycotts.You must notify the Law Department immediately of a request to participate in any way with anunsanctionedboycott.

ProtectingtheEnvironment

We must comply with all applicable environmental laws and regulations in effect wherever we dobusiness. Each of us must report improper handling or disposal of regulated materials or chemicalwastes.Wemust also report any activity thatmay violate environmental laws. If you have questionsaboutthispolicy,contacttheLawDepartment.

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GettingInvolvedinOurCommunities

We must engage in any personal political or charitable activities in our own name and at our ownexpense. We may not imply that our donation of time, resources or money to a political cause,candidate,partyorcommitteeisfromorendorsedbyDollarGeneral.IfourCompanychoosestomakeapoliticalcontributiononitsownbehalf,itwilldoso.Whenyouhaveyourmanager’spriorapproval,youmay use the Company’s time, assets or name to pursue Company‐approved charitable programs. AllpoliticalandcharitablecontributionsmadeusingCompanyassets, includingcash,merchandiseandin‐storecollections,mustbeapproved inadvanceby theCommunity InitiativesDepartmentandcomplywithallapplicablelaws.

ChoosingEthicalVendors

We must always consider a vendor’s commitment to our ethical values before awarding it ourCompany’sbusiness.Inparticular,vendorsareexpectedto:

• Makecommitmentstheycankeepandneverexaggeratetheircapabilities;• Conductbusinessethicallyandlawfully;• ProvidecompleteinformationwhennegotiatingorcontractingwithDollarGeneral;• ProtecttheconfidentialityofDollarGeneral’sinformation;• Notify Dollar General about circumstances potentially affecting performance, quality, cost,

availabilityorscheduling;• Stand behind their products and services, manufacturing all products according to Dollar

General’spoliciesorthelaw,whicheverisstricter;• Usebusiness courtesies, if at all, only to improvebusiness relations,not to createa senseof

obligationortoinfluenceabusinessdecision;• ComplywiththestandardsandprinciplesinourCode,particularlythoseregardingharassment

anddiscrimination,andanyotherstandardsandpoliciesDollarGeneralrequiresofitsvendors;and

• Respecttheintellectualpropertyandotherlegalrightsofthirdparties.

If you suspect a vendor is not complying with these criteria, notify the Internal Audit Department.Dependinguponthesituation,DollarGeneralmaydiscontinuetherelationship.

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Conclusion

FollowingOtherLaws

Toberelativelyshortandreadable,ourCodedoesnotdiscussallthelawsandregulationsgoverningourbusiness. These topics are addressed in other Dollar General policies and procedures, as well as ourEmployeeHandbook.Youareexpectedtobefamiliarwithsignificantlawsorregulationsgoverningyourjob function. Contact the Law Department whenever you have questions about the legality of anybusinessconduct.

EnforcingOurCode

Our Board approves this Code and is responsible for its general oversight. Our senior officers areresponsibleformonitoringandenforcingthisCodewithintheirareasofresponsibility,butallmanagersare expected to build and maintain a culture of compliance, as discussed under the section titled“HigherExpectationsforManagers.”

AmendingandWaivingOurCode

We must all disclose certain matters or obtain approval or a waiver when required by our Code.Disclosingamatterdoesnotabsolveyoufromobtainingtheappropriateapprovalorwaiverwhenitisrequired.

OnlyourBoardoraBoardcommitteemayamendthisCode.DollarGeneralwillwaiveaCodeprovisioninfrequently, ifatall,andonlywhenwarranted.WaiversofourCodeforBoardmembersandofficersmaybemadeonlybytheBoardoraBoardcommitteeandwillbepubliclydisclosedwhenrequiredbyregulationorlaw.WaiversforallotheremployeesmaybemadebytheVicePresidentofInternalAuditortheGeneralCounsel.TheBoardoraBoardcommitteemayresolveanyambiguitieswithinourCode.ResolutionofanambiguitywillnotbedeemedawaiverofanyofourCode’sprovisions.

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Certification&DisclosureFormIcertifythat:

• IhavereadServingOthers:DollarGeneral’sCodeofBusinessConductandEthics(our“Code”).• IwillcomplywithourCode’srequirementsandwithanylawsandregulationsthatapplytomy

workatDollarGeneral.• IwillimmediatelyreportpossibleCodeviolationstotheERC,ortoanotherappropriatecontact

identifiedinourCode.• Ihavelistedbelow(andonanyattachedpages)allpotentialconflictsofinterest(explainedon

pages 10‐14 of this Code) I may have with Dollar General, regardless of whether or not thepotentialconflicthasbeenpreviouslydisclosedorapproved.IfIleavethisspaceblank,IcertifythatIhavenothingtoreport.

• Ihavelistedbelow(andonanyattachedpages)anyethicalconcernsIfeelDollarGeneralshould

knowabout. If I leave this spaceblank, I certify that Ihavenoethical concerns to report thathavenotbeenreportedthroughamethodidentifiedinourCode.

Iunderstandandagreethat:

• OurCoderepresentsCompanypolicy.• MysignatureisarequirementofmyemploymentwithDollarGeneral.• IcanbedisciplinedforaCodeviolationandcanlosemyjobevenforafirstoffense.• Nothing in our Code creates an express or implied contract of employmentormodifies the

employment‐at‐willrelationshipwithDollarGeneral. Signature Date Position PrintName EmployeeIdentificationNumber

Return the completed Certification and Disclosure Form

to the Imaging Department in Integrity Place.

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ContactInformationIfyouknoworsuspectthatyouorsomeoneelsehasexperiencedharassmentordiscrimination,pleasecontactyourmanageroroneoftheresourcesbelow:AlternativeDisputeResolution(ADR)(800)297‐5527

EmployeeResponseCenter(ERC)(888)237‐4114

ThroughoutthisCode,wehavereferredtovariouspersonsorhotlinestocontact incertainsituations.Pleasedon’thesitatetoraisequestionsandconcernswithanyofthecontactslistedonthispage.EmployeeResponseCenter(ERC) ShrinkTipHotline(888)237‐4114 (800)334‐9338 RiskManagementHotline(800)456‐9446

WhistleblowerHotline(800)334‐9338(US)(800)962172(HK)

Youalsocanreachallofthecontactsbelowbymailat100MissionRidge,Goodlettsville,TN37072.ChiefExecutiveOfficer(CEO)(615)855‐5542ChiefFinancialOfficer(CFO)(615)855‐5506Controller(615)855‐4813InvestorRelations(615)855‐5525CommunityInitiatives(615)855‐5208

BoardorAuditCommitteeChairmanc/oGeneralCounselGeneralCounsel/LawDepartment(615)855‐5160InternalAuditDepartment(615)855‐4181CorporateCommunications(615)855‐5209