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Allemployees@ Client's@ Dislikes@ Found@ Maintained@ Possible@ Ratings@ Screening@ Supervisor@ Abide Further That@ HBAM2001MAY84 Imagine.FM:* Management 6/1/95 AUTOSERIALIZE CALC CHECKMARK CITYSTATE COMPANY NAME DISTRIBUTION EFFECTIVE DATE FILENAME CALC HOLDING FIELD OF PAGE CHECKMARK CITYSTATE COMPANY NAME DISTRIBUTION EFFECTIVE DATE FILENAME CALC HOLDING FIELD TOSERIALIZE CALC CHECKMARK CITYSTATE COMPANY NAME DISTRIBUTION EFFECTIVE DATE FILENAME CALC HOLDING FIELD REVISION DATE SECTION NUMBER SECTION TITLE SIGNATURE PAGE CALC SORT CALC SOUND SUBJECT TITLE SUBSECTION NUMBER TOC CALC UNIQUE ID DistributionB BodyB Effective DateB Section NumberB A#100 Section TitleB Subject TitleB Revision DateB SubSection NumberB A CheckMarkB Include SoundB Company NameB A Unique IDB FileName CalcB Left (Company Name,8) & ".FM" Holding FieldB MSThis Policy has been successfully merged. Press CONTINUE to go to the next policy. A Sort CalcB Length (Subject Title) TOC CalcB If (Sort Calc = 8, Subject Title & " " & "...............................................................................................", If (Sort Calc = 9, Subject Title & " " & "............................B ..................................................................", If (Sort Calc = 10, Subject Title & " " & ".............................................................................................", If (Sort Calc = 11, Subject Title & " " & "............................................................................................", If (Sort Calc = 12, Subject Title & " " & "...............................D ............................................................", If (Sort Calc = 13, Subject Title & " " & "..........................................................................................", If (Sort Ca lc = 14, Subject Title & " " & ".........................................................................................", If (Sort Calc = 15, Subject Title & " " & "...........................................F .............................................", If (Sort Calc = 16, Subject Title & " " & ".......................................................................................", If (Sort Calc = 17, Subject T itle & " " & "......................................................................................", If (Sort Calc = 18, Subject Title & " " & "................................................................H .....................", If (Sort Calc = 19, Subject Title & " " & "....................................................................................", If (Sort Calc = 20, Subject Title & " " & "............. ......................................................................", If (Sort Calc = 21, Subject Title & " " & "..................................................................................", If (Sort J Calc = 22, Subject Title & " " & ".................................................................................", If (Sort Calc = 23, Subject Title & " " & "................................................. ...............................", If (Sort Calc = 24, Subject Title & " " & "...............................................................................", If (Sort Calc = 25, Subject Title & " " & "........L ......................................................................", If (Sort Calc = 26, Subject Title & " " & ".............................................................................", If (Sort Calc = 27, Subject Title & " " & "............................................................................", If (Sort Calc = 28, Subject Title & " " & "...........................................................N ................", If (Sort Calc = 29, Subject Title & " " & "..........................................................................", If (Sort Calc = 30, Subject Title & " " & "............................ .............................................", If (Sort Calc = 31, Subject Title & " " & "........................................................................" , If (Sort Calc = 32, Subject Title & " " & "P .......................................................................", If (Sort Calc = 33, Subject Title & " " & "......................................................................", If (Sort Calc = 34, Subject Title & " " & ".....................................................................", If (Sort Calc = 35, Subject Title & " " & "....................................................................", IR f (Sort Calc = 36, Subject Title & " " & "...................................................................", If (Sort Calc = 37, Subject Title & " " & "....................................................... ...........", If (Sort Calc = 38, Subject Title & " " & ".................................................................", If (Sort Calc = 39, Subject Title & " " & "..........................................T ......................", If (Sort Calc = 40, Subject Title & " " & "...............................................................", If (Sort Calc = 41, Subject Title & " " & "................................. .............................", If (Sort Calc = 42, Subject Title & " " & ".............................................................", If (Sort Calc = 43, Subject Title & " " & "............................V ................................", If (Sort Calc = 44, Subject Title & " " & "...........................................................", If (Sort Calc = 45, Subject Title & " " & "........................... Wt...............................", "This text is either too long or too short!")))))))))))))))))))))))))))))))))))))) ('_...............................................................................................( ('^...................................................................... ........................( ('].............................................................................................( ('\...............................................C .............................................( ('[...........................................................................................( ('Z............................ ..............................................................( ('Y.........................................................................................( ('X.............E ...........................................................................( ('W.......................................................................................( ('V.. ....................................................................................( ('U.....................................................................................( ('T....................................................................................( ('S...................................................................................( ('R..................................................................................( ('Q.................................................................................( ('P................................................................................( ('O...............................................................................( 'N..............................................................................( ('M.............................................................................( ('L.......K .....................................................................( ('K...........................................................................( ('J.................... ......................................................( ('I.........................................................................( ('H.....................................M ...................................( ('G.......................................................................( ('F.......................................................... ............( ('E.....................................................................( ('D....................................................................( ('C...................................................................( ('B..................................................................( ('A....................... ..........................................( ('@................................................................( ('?..........................................................Q .....( ('>..............................................................( ('=.............................................................( ('<............. ...............................................( (';...........................................................( (':..........................................................SS('*This text is either too long or too short! A CityStateB Signature Page CalcB "ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS " & Upper (Company Name) B & " HUMAN RESOURCES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO U SE WHILE EMPLOYED BY " & Upper(Company Name) & " " & Upper(CityState) & ". " & "SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE CD OPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION." & " " & "I______________________________,an employee of " & Upper(Company Name) & " " & Upper(CityState) & "," & " have read an d understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the employment of this company." & " " & "I also understand that this manual is a general guidF e and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. I further understand that " & Company Name & " reserves the right to changG5e/revise these policies and procedures at any time." ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS & HUMAN RESOURCES PB OLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED BY ( . (' SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OD R INSTITUTION.(' ('/I______________________________,an employee of (& have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within wh ile in the employment of this company.(' I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to F continue employment. I further understand that (& ('O reserves the right to change/revise these policies and procedures at any time.( Autoserialize CalcB Section Number+1 of PageB NOTE ON THE USE OF PRONOUNS FUNCTIONS OF THIS MANUAL SIGNATURE PAGE COVER PAGE CHOICES Menu View As List BodyB Distribution: Distribution: Subject: Effective Date: Revision Date: Section: Page: Approved By: TABLE OF CONTENTS SECTION/SUBJECT PAGE INTRODUCTION: Signature Page Functions of this Manual TABLE OF CONTENTS SECTION/SUBJECT PAGE INTRODUCTION: Signature Page Functions of this Manual Note on the Use of Pronouns Preview this to see TOC. d8c8d d8c8d d8c8d Manual Creation DisplayB Print Options Print Options FIND OPTIONS FIND OPTIONS EDIT OPTIONS EDIT OPTIONS ASSISTANCE ASSISTANCE Print Options Print Options FIND OPTIONS FIND OPTIONS EDIT OPTIONS EDIT OPTIONS ASSISTANCE ASSISTANCE n the dialog box. NUE with Editing and printing open the filename: ormation! once this file closes all information will be deleted and you will lose all work unless you have saved using the above filename! NOTE ON THE USE OF PRONOUNSB Throughout this manual, use of the pronouns "he," "him," or "his" will be generic in intent and have reference to both males and females. The only exception to this will be those places where "she," "her," andbe generic in intent and have reference to both males and females. The only exception to this will be those places where "she," "her," and "hers" are used alongside "he,""him," and "his". In this event, these pronouns will indicate specific references to the two genders. NOTE ON THE USE OF PRONOUNS E5When using the term "company," or "organization" or E3NOTE ON THE DEFINITION OF "EMPLOYEE" AND "OFFICER" Throughout this manual, use of the word "employee" will have reference to both employees and officers. The word "officer" will be used in those instances where specific reference is being made to officer staB tus. The true definition of "officer," however, is an individual elected by the Board of Directors to represent the company in some capacity, and usually carries a title. NOTE ON USE OF COMPANY NAME/S E5this also refers to all present or future affiliates. FUNCTIONS OF THIS MANUALB This Corporate Policy Manual is a compilation of human resources and personnel policies, practices and procedures which have been developed for our organization. It is not an employment contract, and is subjecB t to change at any time. Designed as a communication tool for officers, supervisors and managers, it offers a standardized approach for the administration of human resource/personnel policies, and thereby is i ntended to reduce difficulties which might arise from unwritten policy, inconsistent policy, or lack of communication. 1. The Human Resources Department will be responsible for custody and distribution of copD ies of this Corporate Policy Manual. A manual will be available to each officer, manager and supervisor. 2. Upon termination of employment the officer, supervisor or manager shall return the manual (if one h as been issued to them) to the Human Resources Department to be reissued to the replacement. 3. Any officer, supervisor or manager may recommend a change in policy. Matters that are not covered in this manuaF l shall be brought to the attention of the Human Resources Department in order that a new policy may be formulated if necessary. 4. All changes, updates and additions to this manual will be issued by the Huma n Resources Department. 5. Should any employee approach his supervisor with a question concerning a policy contained in this manual, the supervisor is encouraged to show the employee the written policy involvH ed, and to attempt to answer any questions. Matters involving the interpretation of a policy shall be referred to the Human Resources Department for discussion. FUNCTIONS OF THIS MANUAL SIGNATURE PAGEB ARPOLICY AND PROCEDURES MANUAL SIGNATURE PAGE E Signature COVER PAGEB Copyright 1984, 93, RAINE CONSULTANTS,INC. 1506 KENWOOD AVE. AUSTIN, TEXAS, 78704 (512) 442-3660 A.HUMAN RESOURCES POLICY AND PROCEDURES MANUAL CHOICES MenuB ~ffff ffffff ffff33 ff33ff ff3333 Print Options FIND OPTIONS EDIT OPTIONS ASSISTANCE Print Options FIND OPTIONS EDIT OPTIONS ASSISTANCE Print Table of Contents Print Notes on Use of Pronouns Print Functions of this Manual V+V+V V+V+V V+V+V V+V+V V+V+V t0V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V t0V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V++V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V t0V+V+V++V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V t0V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V Print Options Print Options FIND OPTIONS FIND OPTIONS EDIT OPTIONS EDIT OPTIONS ASSISTANCE ASSISTANCE E&Print Entire Policy & Procedure Manual Print Manual Cover Page Print Table of Contents Print Notes on Use of Pronouns Absence Absent Accept@ Accidents Acquaint@ Activity@ Adherence@ Advancement Agreement Competitor@ Complete@ Confidentiality Controlled Counsel@ Cultivate Definition@ Desirable@ Disability@ Documents Drugs@ During Effective@ Encouraged Equity@ Excessive Exhibit@ Fact@ t0V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+ V++V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V Distribution: Subject: Effective Date: Revision Date: Section: Page: ## Approved By: Renumber View As ListB View As ListB As ListB View As ListB Policy & Procedures E,Click on Subject to Edit or view contents... number... type in the subsection numbers in the 2nd field. FindB Print Options Print Options FIND OPTIONS FIND OPTIONS EDIT OPTIONS EDIT OPTIONS ASSISTANCE ASSISTANCE Effective Date: Revision Date: Section Number: Section Title: Subject Title: All Management It is the policy of Company and all its affiliates, through a positive and continuing program, to provide equal opportunity in employment to all qualified persons, to prohibit discrimination in employment becffiliates, through a positive and continuing program, to provide equal opportunity in employment to all qualified persons, to prohibit discrimination in employment bec PracticesF Equal Employment OpportunityK Imagine Music licy #3H IncludeJ (1) Transfer (1) Transfer V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V++V+V+V+V+V+ V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V V+V+V+V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+Vs+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V MWPRpset MWPRdmrg MWPRcmrg Susan's HD Employee.FM FMPRFMPR Employee Exclusive 4Susan's HD:HRSource :B"Employee Exclusive:Employee.FM :EMPLOYEE.FM Edit Optionsion Display miscpast (7) Open Doc Susan's HD Employee.FM FMPRFMPR Employee Exclusive 4Susan's HD:HRSource :B"Employee Exclusive:Employee.FM :EMPLOYEE.FM Manual Creation Display (9) Play a Sound (10) Continue (1) Employee Main Menu Employee.FM Policy Menu (8) Print Cover Page FiiFi (2) Edit Policies (3) Print Body (4) Print TOC (5) Print TOC Font (5) Print Notes (6) Print Functions (7) Print Signature Page (9) Print Entire Manual []" (10) Generic Find Helvetica Geneva Times New Roman Times Chicago Courier Avant Garde Imagine .FMP 14titution Manager/supervisor Managers/supervisors Manual Music Policies Policy Procedures Provisions Reading Receipt Remove Reserves Resources Right Shared Should Statement Stating Terminate Their These Under Understand While Within GAj*!!! !@ A)"! ! " Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ? *B! ?@*!!* J !!!(*AA a I) A 8 (J"B !! K" A*b!! )#!AB) INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management Smoking, other than in designated areas, is prohibited. A non-smoking employee may object to their supervisor and/or Committee about smoking in any portion of hir or her place of employment normally frequentThat Their These Under Understand While Within Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. (H* ! `"!'G INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.' ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management Although outside employment is not encouraged for full-time employees, it is the policy of Company to allow its full-time employees to hold second jobs, subject to certain restrictions and approvals as outlinThat Their These Under Understand While Within Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management CB8a! >+#) !!!! ?C" !!A!) 'JAA '*"@B! A)!a INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Guarantee Guide Agree Agreement ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management Imagine MusicM Imagine .FMP 10QhDress Code ............................................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management First Following Forth BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. GI@A" INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR ! All Management It is the policy of Company , because our continued growth and profitability are based on public trust, that the behavior of its employees shall be above reproach. Conduct that brings discredit on the organizThat Their These Under Understand While Within !!a)B "! H)"B!A*) loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Constitute Contract Copied BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Remove Reserves Resources BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Under Understand While BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management !@!*! "*A)) Imagine Change/revise Constitute BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Terminate Under p`P@0 p`P@0 Should Stating Terminate BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Employee BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management A)A!! )* !!@" @)))B)"! )! BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. )B )A))A)!!A! b)BBAAA "" AA A!)!! ! A+A "BB !))AB BAAA INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Individual Institution Another BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. 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+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V 0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V++V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V++V+V V+V+V V+V+V V+V+V V++V+V V+V+V V+V+V V+V+V V+V+V z0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V w0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V++V+V V+V+V V+V+V V+V+V V+V+V V++V+V V+V+V V+V+V V+V+V V+V+V u0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V t0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V++V+V V+V+V V+V+V V+V+V V++V+V V+V+V V+V+V V+V+V V+V+V t0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V t0V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V 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V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+Vs+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V++V+V+V V+V+V Employee.FM :EMPLOYEE.FM Manual Creation Display % P2-v17 - Copyright 1991 Aldus Corporation userdict/md known{currentdict md eq md/bu known and}{false}i wwwwww UUUUUU DDDDDD """""" 33ffff 33ff33 3333ff 333333 ffffff ffff33 ff33ff ff3333 ement Another Available Change/reviseHave Pro 2.0 - 2.1F! Pro 2.0 - 2.1I US English - Spelling User Dictionary If (Length (Body) < 3000, 1, If (Length (Body) > 3000 and Length (Body) < 6000, 2, If (Length (Body) > 6000 and Length (Body) < 9000, 3, If (Length (Body) > 9000, 4, "" )))) without regard to race, creed, color, sex, age, national origin, physical or mental disability or veteraG n's status. lPATH 4RPTH A4SUSAN'S HD:HRSOURCE :EMPLOYEE EXCLUSIVE:EMPLOYEE.FM Employee.FM Manual Creation Display Practices Action Affirmative Change Definition Descriptions Employee Employment Equal Information Interview Introductory Policy Menu (1) Employee Main Menu (2) Edit Policies (3) Print Body (4) Print TOC (5) Print Notes (6) Print Functions (7) Print Signature Page (8) Print Cover Page (9) Print Entire Manual (10) Generic Find Employee Nepotism@ Reporting@ Include Successfully Introductory@ Method@ Procedure@ REVISION DATE Weekly Welcome Whenever Where Wherein Whether Which While Whose Wihtin Within Without Worked Working Would Writing Written Orabbreviation Organization Organizations Origin Personnel Persons Pertaining Physical Policy Positive Program Prohibit Promote Promotional Provide Qualified Rates Recruiting Regard Relations Religion Shall Statement Status Terminations Through Training Transfer Upgrading Veteran's Veterans Without After Agree Analyses Earnings statements, indicating gross salary, taxes, other payroll deductions and net pay will be issued to employees in the form of a paycheck. tionF Method and Time of Payment ade-up" hours MUST be done within the same work Employee BenefitsF Absence Days Employee PracticesF Policy #2 should another employee, other than those listed above, be notified instead. For our definition, a tardy is defined as arrival at the work station one minute or more after the scheduled starting time. If thD e supervisor or the Committee determine the tardies of an employee are excessive and/or cause undue hardship on the department, the Employee Discipline Procedure, No. 212 will be adhered to. Rules of ConductF Absence Days .....T Controlled Convenience Conversation Convert Cooperate Cooperation Coordinated Coordination Coordinator Copies Corporate Corporation Corporations Correct Correcting Correction Corrective Correlation Correspondence Costs Could Non-smoking Nonexempt Nonexemptholidaypay emotion, transfer, recruiting, layoff, terminations, training, and rates of pay of employees will be executed without regard to race, creed, color, sex, age, national origin, physical or mental disability or veG teran's status. Employee PracticesF Equal Employment OpportunityK Imagine Music rtunity and thus improve the status ofminority group members in employment, training, and promotional opportunities. C. All advertising for employees shall include the statement orabbreviation of "Equal Opport Employee PracticesF Equal Employment OpportunityK Imagine Music Leaves Leaves Leaves Leaves Leaves Leaves Leaves Leaves Leaves Include Continue Merged Policy Press Successfully Action Affirmative Change Conduct Definition Descriptions Dress Employee Employment Equal Ethics Information Interview Manual Manuals Marital Market Marketing Matters Means Measures Medical Medication Medications Meeting Member Members Memberships Mental Method Might Minded Mindful Minimize Minimum Minor Minute Minutes Misconduct Mission Misuse d8c8d d8c8d d8c8d Edit OptionsB the cars. Under no circumstances should an individual not employed by our organization be allowed to use the vehicles. All company cars will be acquired and used only for the benefit of the company. They wiD ll be assigned to positions and departments as needed in the conduct of the day-to-day business of the company. The officers and departments assigned a company car will be responsible for the maintenance invol Employee BenefitsF Company Owned Cars G@s uninsurable for whatever reasons, termination will take place. 07/28/94D Employee BenefitsF Company Owned CarsH Imagine MusicM Imagine .FMP 18QhCompany Owned Cars ..................................................................................... All Management ays, will not be paid. Employee BenefitsF Absence Days e Practices QhSupervisor s Responsibility for Paperwork .............................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCdriver." Effective, sound leadnductF+Supervisor s Responsibility to Subordinates Exception Exceptionally Exceptions Excess Excessives Happen Happened Harasser above date, Company will not employ co-habitants or members of the same immediate family. In extremely rare instances exceptions might be considered, however, even then they will not be Taccepted unless approved by a majority vote of the Board of Directors of Company en they will not be Taccepted unless approved by a majority vote of the Board of Directors of Company ticesF Nepotism om members of the officer's or employee's family. B. Personal Investments - An officer or employee or any member of his immediate family may not hold investments or any other direct or indirect financial inR terest in: the business of a client of our company or a business which is competitive with the company. Investments, as used in this paragraph, is not intended to include ownership of securities in a publicly Rules of ConductF Code of Ethics Mission Misuse Violation of any of the following constitute gross misconduct and may be considered justification for immediate dismissal: (This list is merely illustrative and not all inclusive). 1. Falsification of or wD illful erroneous entries on employment applications, time cards, reports, client records, or other company records. 2. Any act which might endanger the safety, health, or well being of others. 3. Evidence Employee SeparationF Discharge Without Notice Burden ontinue to be selected from all applicants on the basis of qualifications which we feel are essential in order that an employee may perform well. These include such factors as ability, availability, capabilityE , aptitude, experience, and education. Moreover, since the objective of this personnel policy is to use all qualified available manpower to the fullest, we feel we must administer this policy in such a manner Employee PracticesF Affirmative Action PlanK New Perspective Maintain threatening language or physical violence directed at an employee, supervisor, client, visitor, or company representative. 6. For all employees required to drive in the course and scope of their employment, a negative change in their driving record which would prevent the fulfilling of their driving duties and/or obtainment :of insurance would be grounds for immediate termination. 07/28/94E Employee SeparationF Discharge Without NoticeI Include On all company vehicles, there will be a specific number of drivers allowed use of said vehicles. These drivers will be designated by the Committee , and a copy of their driving records will be placed in theiB r personnel files along with their driver's license number, date of birth, and expiration date of the license. Driving records will be checked annually. Only those pre-approved drivers will be allowed to use Employee BenefitsF Company Owned Cars ediate manager. Caused Causes Causing Cease Cents Certain f hours on a weekly basis. Therefore, if overtime occurs with the accrual of these hours, but the employee has not actually worked over 40 7hours, overtime will be paid on a straight-time basis. 4. Absences and overtime - If a non-exempt employee has an absence during the week, for all or part of a day, they are to record the number of actual hours missed for that day, up to eight (8) hours for the Anytime Apart Appeal Appear Appearance Appearances Appears Appended Applicable f 37 hours) the number of hours worked over 32 hours for the four days are to be 6deducted from the hours missed on the day of absence. ,C. Meetings, Lectures and Training Programs Employees are paid regular wages during their initial training period or if they are receiving additional training away from the company at the company's request. the employee to the company concerning the use of medication will be treated in a confidential manner and shared only with officials who have a need to know about the use of any drug or medication. Any violatI ion of this policy may result in discharge. If our organization has reasonable cause to believe that an individual's judgment or coordination or other senses are impaired by the use of alcohol or controlled su Rules of ConductF Drugs and Alcohol direct supervisor. Anytime it deems necessary, Company may require a physician's statement of release. However, when an employee is returning to work following a job or non-job related illness or injury I of more than three days, they are required to obtain a physician's statement of release. This policy is important to the safety and well-being of all our employees in order to insure a continued safe and suc Health & SafetyF Reporting Injuries Insurance Acquaint Acquaintances Acquired Acquires Action Actions Active Activities s is necessary because State and Federal regulations govern several aspects of Employee SeparationF-Counseling/Probation/Involuntary Terminations ce about which a complaint has been voiced, the preferences of non-smoking employees shall prevail. Rules of ConductF Smoking Policy Should Their These Under Understand While Owned Ownership Packing Pages Pamphlets Paperwork Paragraph Parent Parent-in-law Part-time Participant's Participate he job description to determine if changes in any aspect of the job has taken place. If so, a new copy Employee PracticesF Job Descriptions Community Comp-time Unconsciously Under Underlying Understand Understanding Understands Understood Undertake Undertaking Underwriting Undue Unemployment Unequal Unexcused Unfairly Unfavorably Unhappy Uniform Uninsurable Unique United University-level Unless Unpaid Unreasonable Unreimbursed Unsatisfactory cessful operation. Using sick or vacation time for injuries: During the time the employee is away from work for an injury they may elect to use any earned vacation or sick time. Company will not toleratK e an employee's injury that is fraudulent, caused by the conscious indifference to themselves or another employee's health and safety, or failure to follow physicians orders in regard to treatments. Health & SafetyF Reporting Injuries Effective the above date, Company will not employ co-habitants or members of the same immediate family. In extremely rare instances exceptions might be considered, however, even then they will not be accepteB d unless approved by a majority vote of the Board of Directors of Company For interpretation of this policy, an immediate family member will be considered as: Spouse, parent, parent-in-law, brother/sister, Employee PracticesF Nepotism Resources Respect Respective Respond Response Responses Responsibilities Responsibility Responsible Responsive Restitution Restored Restricted Restrictions Result Resulting Results Resume Resumes Resumption Retain Retained Retaining Retirement All Management Company strictly prohibits the use, possession, distribution, transportation or sale of alcoholic beverages or controlled substances (other than the appropriate use of those drugs or medications specifically D THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL Better Between Beverages Beyond Cultivate Current Custody Customary Customer Customers Daily Damage Dated Dates Dating Daughter-in-law Day-to-day Deductions Deemed Deems Defined Defines Checklist Child Children Choice Choose Chooses Chose Chosen Christmas Circumstances Civic Civil Claim Claimed Clarification Clarify Class Classification Clause Clean Cleanliness Clear Cleared Clearer Clearly Clerical Client Client's seling Form, stating at the top of the form it is "FOR TERMINATION EFFECTIVE TODAY." The same reasons stated in the second counseling form are given along with the added instance which is now causing termi Employee SeparationF-Counseling/Probation/Involuntary Terminations he staff, however, to take an active role in political activities. They should, of course, conduct themselves Rules of ConductF Code of Ethics acticesF Employment Requisitions Revenue Review ld or performed by Company or its subsidiaries in any county, state, or market area where Company is presently performing these services or where they have targeted the desire to perform these services. The employee acknowledges this agreement through their signature on the Signature Page of this Policy and Procedures Manual. Rules of ConductF Conflict of Interest Personal BusinessH Imagine MusicM Imagine .FMP 17QhPersonal Business ...................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCictions and approvals as outlinned Scuffling Securities Security Selected of this facility by working safely and attending safety sessions when offered. Incidents to personnel or others are reviewed on a regular basis to identify safety hazards. If you should have an incident or iC njury, report it to your supervisor immediately, no matter how insignificant it may seem. Company wants to insure that proper attention is given and appropriate action is taken when an incident occurs with Health & SafetyF Reporting Injuries ury DutyI Include And/or Anniversary Announced Annual Annualized Annually Another Answer Answered Answering Answers Anticipated Anticipating Anyone Anything Anytimele Whatever Whenever Where Wherein Wherever Whether Which t interview with the employee may be coordinated by the Department . (This would only be in the event the employee feels he was treated unfairly, and/or if the Department Employee SeparationF-Counseling/Probation/Involuntary Terminations e date, will be allowed to stay with the company as long as they do not work in the same department/division and/or guide, direct or intermingle with the work of the other. 10/31/94D Employee PracticesF NepotismH Imagine MusicM Imagine .FMP 8QhNepotism ............................................................................................... All Management ervision In order to provide a paid time off benefit for recognition of traditional holidays, all full-time employees and some part-time employees are eligible immediately after date of employment for eleven holidays peB r calendar year. Therefore, the following total of NumberHolidays paid days is recognized by Company ListedHolidays Note: When a holiday falls on Saturday, the Friday immediately preceding that Satur 07/28/94D Health & SafetyF Reporting InjuriesH Imagine MusicM Imagine .FMP 18QhReporting Injuries ..................................................................................... All Management All Management fitsF Health Insurance 1. Personal Telephone Calls - Personal calls should be limited as much as possible by employees. It is recognized that personal calls are sometimes necessary, but these calls should generally be restricted in B length and frequency. The company's long distance line should be used exclusively for the company's business, except in serious personal emergencies, at which time the employee will be asked to reimburse the co Rules of Conductia Plan (Section 125) e a Departmental Absence Report, (See Exhibit H). Exempt employees are not paid overtime for work time in excess of 40 hours per week, nor are they given hour-for-hour "comp-time" for these hours worked. Employee PracticesF Definition of Employee Status Drugs Duration During nnocent Inquiries Inquiring Insignificant Insofar Instance Instances Instead Instructed Instruction Instructions Instruments Insubordination Insufficient Insurance Insure Integrity Intended Intent Intention Intentional Interactions Interest QhCode of Ethics ......................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCbrings discredit on the organiznductF Personal Conduct s to be used. Employee PracticesF!Interview & Employment Procedures G0must be immediately reported to your supervisor. 07/28/94D Health & SafetyF Employee Health StatusH Imagine MusicM Imagine .FMe Health Status .................................................................................T All Management Company wants to assure that the management of employee injuries or illnesses resulting from job or non-job related exposure is adequate and appropriate. You are required to participate in the safety effort njuries Selecting Selfish Seminars Sending Sends Senior Seniority Senses Sensitive Sentence Separate Separated Separately Separating Serious Serve Service Services Session Sessions Setting Seven Several Severity Sexual Shall Share Anytime Applicable Applies@ Appreciate Asset@ Attorney@ Authorized Basic@ Before Below Beyond Business Carried@ Caused@ Certain Chance Checklist@ Condition Confidentiality Considered@ Contagious@ Controlled Counsel@ Cultivate Definition@ Department Desirable@ Disability@ in the facility. Please follow these procedures when reporting an incident: A. Report the incident to your supervisor as soon as possible. If your supervisor is not immediately available, report it to the epartment or another officer of the company. B. If you are involved in, or are a witness to an incident, you should provide information in order for the appropriate report to be completed. Please be aware of Health & SafetyF Reporting Injuries Time of Payment ocedures Company recognizes that all employees shall be of sufficient good health to properly discharge their duties. You may be required to have a physical examination after the job offer and before job acceptance.B Your examination will be determined by the nature of your job, as well as any applicable state, county, or local requirements. Your pre-employment physical exam may be performed by the physician of our choic Health & SafetyF Employee Health Status anagers to give out information on a former employee. 6. The employee will be given the opportunity to convert and retain certain insurance policies (i.e. COBRA). All group benefits will expire upon the term Employee SeparationF-Counseling/Probation/Involuntary Terminations eeting from the receipt of the gift or entertainment. However, gifts or entertainment may not be accepted if they are such that Rules of ConductF Code of Ethics Prohibits Dislikes@ Documents Drugs@ During Effective@ Employee Encouraged Equity@ Especially@ Establishment@ Examination Excessive Exhibit@ Extends@ Fact@ loyment claim. Employee SeparationF-Counseling/Probation/Involuntary Terminations olicy as established under department guidelines. Rules of ConductF Personal Conduct Confident Confidential =ection nication and understanding between the supervisor and employee. The appropriate forms will be sent to the immediate supervisor and the employee by the Department approximately one month before final presentaF tion to the Committee The first step in the evaluation will be in the completion, by the employee, of the 'PERFORMANCE AND DEVELOPMENT REVIEW - PROCESS ONE' worksheet. The questions on this worksheet are de Salary AdministrationF Performance Review Procedure IncludeJ n employee is separated for any reason, they will be given an opportunity to convert and retain certain insurance policies (i.e. COBRA). All other group benefits will expire on the termination date. Pay Upon K Separation The usual procedure for pay at separation will be to issue final paychecks for time worked at the end of the next usual payroll period. However, if this exceeds five (5) working days to that date, t Employee SeparationF Employee Separation 07/28/94D Rules of ConductF Outside EmploymentH Imagine MusicM Imagine .FMP 18QhOutside Employment ..................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCof employment normally frequentrocedures ion of company policy, the employee will be reinstated with full back pay restored. Should the employee be found guilty of any pviolation of company policy, he/she may be terminated during the suspension time with no back pay restitution. dNo annual reviews or salary adjustments will be considered during a probation or suspension period. Employee SeparationF Probation and SuspensionI Include Agreement Agrees Airline Airlines Alcohol Alcoholic Alert All-inclusive Allemployees Resignation of Employment amended, must receive overtime at 1-1/2 times their pay for actual hours worked over 40 hours Employee PracticesF Definition of Employee Status Reconfirming would be useful to Company in retaining qualified employees would be helpful. Arrangements will be made for the final paycheck, which will include payment for any vacation earned but not yet taken if theE employee has given two weeks' notice, has been with Company at least one year, and meets all other criteria outlined in the Vacation, policy No. 604. There will be no payment made for any sick days accrued Employee SeparationF Resignation of Employment ent Procedures loss of termination benefits (i.e. accrued and unused vacation benefits) and possible ineligibility for rehire. In order for us to consistently look at our management effectiveness, we would appreciate youC r stating the reasons for leaving in your letter. If deemed necessary, the Department will schedule an exit interview with the terminating employee before their last day of employment. Any information that Employee SeparationF Resignation of Employment lating Goals Govern Grade Graded Grades Grandparent Grant Granted Great Greater Greatest Grievance Grievances Groomed Grooming Gross Grounds Group Growth Guaranteed Guard Guardian Guidance Guide Guideline Guidelines Hallways Handicap Handle Handled Examination Example Examples Exceed Exceeds Excellent Except Exception Exceptionally Exceptions Excess Excessive event those exempt employees are on a special project which requires them to work excessive evening and weekend hours in order to meet a required deadline. 07/28/94E Salary AdministrationF Overtime PayI IncludeJ 12cesF New Employee Introductory Period All Management In the case of suspected violations, deliberate or willful infractions of company rules and/or cases of gross misconduct, an employee may be discharged without notice or recourse to the progressive disciplinaryB process. However, this action must be done with the knowledge of a member of the Human Resources Committee, and coordinated with the Human Resources Department. (See Counseling/Probation/Termination, No. 702) SeparationF Discharge Without Notice Certain Certified Chanced actual time worked. Non-exempt employees receive overtime pay at the rate of Nonexempt overtime times their regular rate of pay for hours actually worked in excess of forty (40) hours per work week. Salary AdministrationF Overtime Pay 3QhFuneral Leave ..........................................................................................U All Management fitsF Jury Duty Itself January Job-related Joint Jointly Judge Layoff Layoffs Leave Leaves Leaving Legal Legality Legitimate Length Lifting Likely Limited Listed Loyalty Lunch Maintain Client's Clients Close Clothes Cloud Co-habitant Co-habitants Co-habitation Co-worker Co-worker's Co-workers Cobra Coffee Coinsurance Collective Color Combed Combination Commencing Commensurate Comment Comments Commitments Committed Committee Community Comp-time Contagious Contain Contemplated Continually Continuation Continue Continued Continues Continuing Continuous Contract Contractual Contribute Contributions Control Controlledn-exempt and exempt non-officer evaluations, strationF Management Committee fitsF Funeral Leave ond the introductory Employee PracticesF New Employee Introductory Period Life-threatening Lunch Management Marriage Method Nepotism Notice Opportunity Out-of-town Outside Overtime Owned Paperwork Payment Performance Period Personal Personnel ncrease percentage will be considered by the Committee Salary AdministrationF Management Committee Indicating Indifference Indirect Indirectly Indiscretion Individual Individual's Individually Injury Innocent Inquiries Insofar Instance Instances Instructed Instructions Instruments Insubordination Insurance Insure Integrity Intended Interest Interests Interfere Interferes Intermingle Internally Interpretation Hired Hiring His/her Holiday Holidays Honestly Human Illegality Illustrative Image Immediate Immediately Impair Impaired Impairing Implied Imply Importance sons, becomes unable to perform their job, due to accident or illness. Company reserves the right to terminate "at will" and without cause, based on Texas employment guidelines. Any involuntary separationG of an employee must be coordinated with the Department and have approval of a member of the Committee Payment in Lieu of Notice: There is no present payment in lieu of notice; however, in the event of a Employee SeparationF Employee Separation meimele Found Frequency From@ Funeral@ Goals@ Guidelines Happen@ Harassment@ Hire@ Honesty@ Important@ Improve@ Indicating@ Individuals@ Initials@ Initiated Interest Interpreted@ Introduced@ Judgment@ Leave@ Maintain Intent Intentional Interactions Interest Policy Posting Privacy Probation Procedure Procedures Product Program Promotions Records Reporting Requisitions Resignation Retirement Review Savings Section Separation Sexual Smoking Solicitation Status Subordinates Supervisor's Suspension Tardiness Terminations Transfers Vacation Within Without Worked l work hours will be established before acceptance of employment. B. Hours Worked Are Paid On Straight-time and/or Overtime 1. Straight Time - The normal work week consists of forty (40) hours. EmployeesD will be paid PaySchedule . The pay period begins PayBegins and ends PayEnds . If payday falls on a holiday, payday will be the previous day. Hours worked under forty (40) hours will be paid straight-tim Salary administrationF Pay for Hours Worked Worked All employees who work an average of thirty (30) hours per week (computed on a quarterly basis) are eligible for participation in Company 's group insurance plan. Health insurance coverage may begin the fifB teenth of the month following successful completion of ninety (90) days of employment. In order to assist employees with major-medical insurance expenses, Company pays the full premium for each eligible emp Employee Benefits g that is unacceptable, i.e. "John you have been late for work three times this week by as much as thirty minutes, and this is causing problems in getting the work out on time. What seems to be the cause Employee SeparationF-Counseling/Probation/Involuntary Terminations d time without authorization by the supervisor. !K28. Abuse of dress code policy as established under department guidelines. Rules of ConductF Personal Conduct Employee Employee's Employees Employer Employment Encounter Encourage Encouragede or through punching time for another person will grade level) or voluntary demotions (lower grade level) need approval of the employee's supervisor and the Committee . This may be done only when they serve the best interest of the company and the employee. POSTING PROCEDURES: 1. When the Department receives an approved Job Requisition, this job will be dated and posted in the main office. Any employee interested in applying for a job needs to contact the Transfers & PromotionsF Job Posting Program ed by said employee. Using already available means of ventilation, separation or partition, the organization shall attempt to reach a reasonable accommodation, insofar as possible, between the preferences of nC on-smoking and smoking employees. However, the organization is not required by this provision to make any significant expenditures or structural changes to accommodate the preferences of non-smoking or smoking Rules of ConductF Smoking Policy Orientation Effective Effectively Effectiveness Effects Efficient Effort Efforts Eight Eight-hour Eighty-ninth Either Elaborate Elect Elected Election Elements Elevators Eleven Eligibility Eligible Eliminate Eliminated Employer Employment Encourage Encouraged Timecardcoverage Timecardreturn Timely Times Title s of ConductF Drugs and Alcohol nsofar Instance Instances Instead Instructed Instruction Instructions Instruments Insubordination Insurance Harassment Hardship Hardships Harmful sor and the incumbent in the job. Copies of the incumbent's job description will be kept in their employee file in the Department At the time of annual review and/or replacement of a position, the immediate supervisor should review the job description to determine if changes in any aspect of the job has taken place. If so, a new copy Employee PracticesF Job Descriptions Extension Extent e. That physician must assess your ability to perform certain physical tasks related to your job, as described on a list or job description. If an employee becomes ill or injured while on duty, it is his/her D responsibility to report the illness or injury to his/her supervisor immediately. Failure to do so may result in a loss of potential benefits for that illness or injury. If an employee has excessive absences Health & SafetyF Employee Health Status Lunch and Breaks Poses Position Positions with the review and any comments which have been introduced or appended by the Committee will be returned to the supervisor. It will then be the supervisor's responsibility to discuss the increase and any additional comments with Salary AdministrationF Management Committee ished to the supervisors bi-weekly. 07/28/94E Employee BenefitsF VacationI IncludeP ng on the job; or the employee's physical condition interferes with the performance of regular duties. If this should occur, the employee will be placed on sick leave, temporary disability leave or leave of abU sence, depending on the information received from qualified sources. At this time, the employee would receive appropriate accrued benefits. 6. We will be sensitive and responsive to co-workers' concerns; howe Health & SafetyF Life-Threatening Illnesses Interpreted Interruption Interview Interviewed Intimidating Intoxication Introduce Investing Investment Investments Involve Involved Involvement Involving Issue Issued Issues ain all benefits he or she would otherwise have had with the following exception. If the leave is extended beyond a period of one month, the employee will be required to pay the full amount of the monthly insuT rance premium on any policy whose benefits he or she wishes to retain, and will continue to pay this amount for the duration of the leave. Any policy which is dropped by an employee during a leave may be picke Health & SafetyF Leaves of Absence Personnel records and any official company employee files are to be retained only in the Department of the corporate office. Supervisors may retain copies of recent records to facilitate personnel administraB tion in their department; however, under no circumstances should there be any records in the department that are different than at the corporate offices. ALL files, whether in the corporate office or copies Employee PracticesF Personnel Records and Privacy Misuse as a doctor's appointment, we would appreciate it if you would schedule these appointments preferably after 4:30 p.m., if possible, so as to minimize the interruption to your duties at the office. If managemenF t feels this privilege is being abused, they reserve the right to deduct the time off from pay and/or counsel the employee of this problem. 4. Use of Company Equipment or Cars - Unauthorized use of any compan Rules of Conduct of Employee Status effect immediately after the transfer; however, exceptions may occur and will be approved by the Committee No employee on probation or in their introductory period will be allowed to transfer, nor any emplH oyee who has not completed a minimum of six months in his present position. Rare exceptions may be made, but ONLY with the approval of the Committee Transfers & PromotionsF Transfers Within the Company ion of Employee Status Wage-hour Wages Waiver Walk-in Wanted Wants Warning Warnings Warrant Weapons Wedding Week's Weekend Weekends Weekly Weeks Welcome Welfare Well-being f Absence Department Department/division Departmental Departmentrep Departments Dependent Dependents Depending Derivatives Describe Described Description Descriptions Design Designated Designating Designed Designee ry or wage increases. V2. Introduce quantitative objectivity into the determination of employee performance. Salary Administrationion of Employee Status Condition Conditions Conduct Conducted Confidence Confident Confidential Confidentiality an increased awareness on the part of the supervisor as to what particular responsibilities and areas of obligation he has toward improving the employee's performance and assisting the employee in $his personal goals and development. Salary Administration Employee PracticesF Definition of Employee Status In-house Inability Inactive Inadequate Inappropriate Incentive Incident Incidents Include Included Includes Including Inclusive Income Incorrect Increase Increased Increases Incumbent Incumbent's Incurred Indebtedness Indicate Indicated Indicates ZQnued full benefit coverage might reduce the financial hardships that could ensue. 07/28/94D Health & SafetyF Life-Threatening IllnessesH Imagine MusicM Imagine .FMP 26QhLife-Threatening Illnesses ............................................................................. All Management s own performance. Salary Administration calendar months), but who work the customary number of full-time hours. Temporary full-time employees are not eligible for any employee benefits, including paid holidays. They are paid on an hourly basis. E. Temporary Part-Time Employee - Those employees who work less than the customary number of full-time hours weekly and who do not maintain continuous regular employment status. Temporary part-time employee Employee PracticesF Definition of Employee Status orized Life-threatening Lunch Management Marriage Method Nepotism Notice Opportunity Out-of-town Outside Overtime Owned Paperwork Payment Performance Period Personal Personnel ittee representative will provide the supervisor with a rationale for this deviation. Once a salary increase Salary AdministrationF Management Committee Improve Improvement Improvements Improves Improving Include Included Includes Including Income Incorrect Increase Increased Increases Incumbent Incumbent's Indicate Indicated Hair should be clean, combed and neatly trimmed or arranged. 3. Employees are expected to dress in a manner that is normally acceptable in professional business establishments providing services. Extremes of D any style are not permissible. 4. When a supervisor believes that an employee is improperly dressed or groomed, he should report the matter to a Department Rep . If the DepartmentRep concurs in the judgmen Rules of ConductF Dress Code G> present or past employees unless approved by the Committee 10/31/94D Employee PracticesF Personnel Records and PrivacyH Imagine MusicM Imagine .FMP 29QhPersonnel Records and Privacy .......................................................................... All Management Selected employees. If an accommodation which is satisfactory to all affected non-smoking employees cannot be reached as to any portion of the office about which a complaint has been voiced, the preferences of non-smoE king employees shall prevail. Any employee found in violation of this policy will be subject to progressive disciplinary action. 07/28/94D Rules of ConductF Smoking PolicyH Imagine MusicP Stay@ Subject Submission Submit Submitted Submitting Subordinates Subsequent diaries Subsidiary Substance Substances Substitute Succeeded Successful Successfully Sufficient Suggest Suggestion Summons Sunday Supervision Supervisor Planning Plans Please Pleased Point Policies Policy Political Politics Polygraph Portion formation, programs or systems without the written permission of the Board of Directors of Company . subsidiaries for any reason, they will not be Rules of ConductF Conflict of Interest thright Forward Foundk Embarrassment Emergencies Emphasize Employ Employed Employee Employer Employment Encounter Encourage Encouraged Employee SeparationF-Counseling/Probation/Involuntary Terminations gment of an employee of our company, there is a conflict of interest. Rules of ConductF Code of Ethics s personnel file, formally placing him/her on 90 days probation. 5. Any time during this 90 day probation period, if the inadequate performance problem occurs a third time the employee will be terminated. Employee SeparationF-Counseling/Probation/Involuntary Terminations 2. The possession, sale, or use of a controlled substance on the job other than the personal use of a drug prescribed by a physician. Rules of ConductF Personal Conduct Himself/herself reduction in workforce, management reserves the right to change this policy as they see fit. Employment References: On all employees, no matter how the separation may have taken place, voluntarily or involuntaI rily, the only information given on a job reference will be dates of employment. This is only to be done by the Department however, and not by any manager/supervisor or employee. Separation Benefits: When a Employee SeparationF Employee Separation ver, we will not give special consideration beyond normal transfer requests for employees who feel threatened by a co-worker's life-threatening illness when we feel we have made every effort to determine that tW he workplace is safe for all concerned. Therefore, under these circumstances, if a co-worker refuses to work with an employee with a life-threatening illness, termination of employment could ensue. However, Health & SafetyF Life-Threatening Illnesses Holidays you or other employees need information about terminal illness or specific life-threatening illness or you need further guidance in managing a situation that involves an employee with a life-threatening iM llness. C. If you have any concerns about the possible contagious nature of an employee's illness. 3. A statement from the employee's attending physician will be obtained by the Committee representative Health & SafetyF Life-Threatening Illnesses stanceI Include and/or direct the work of the employee with the illness. Clarification regarding who "needs to know" should be addressed to a representative of the Committee 2. Contact a Committee representative if: The employee brings the information to the attention of their manager or other employees that they have a life-threatening illness, or if the employee confirms the information when asked. B. You believe that Health & SafetyF Life-Threatening Illnesses stance As a gift to our employee and in order for employees to tend to the necessary preparations for their wedding, Company will allow wedding days off with pay for all regular full-time and part-time employees wB ith a minimum of one year continuous employment. This may be taken immediately before or immediately after the wedding. This may be taken in conjunction with vacation time with the supervisor s approval. Employee BenefitsF Marriage Leave Code of Ethics ure to properly report his/her involvement in employment relationship, investment, consulting services or other matter, the employee will be subject to the company's disciplinary procedures, up to and includingN immediate termination of employment. Company also reserves the right of ownership for any programs, materials, client lists or information, or systems developed by an employee while employed by Company Rules of ConductF Conflict of Interest ulletin BoardI Include as not to discriminate against any person, employee, or job applicant for employment because of race, creed, color, sex, age, national origin, religion, physical or mental disability or veteran's status. AFFIRG MATIVE ACTION POLICY: It is our policy to offer equal employment opportunity to all persons without regard to race, creed, color, sex, age, national origin, religion, physical or mental disability, or veteran's Employee PracticesF Affirmative Action PlanK New Perspective ole and exclusive property of Company , and, upon Company 's request from time to time, each employee agrees to assign and transfer to Company all right, title and interest in and to all such Work Product. Upon termination of employment each employee agrees to deliver to Company all prospect and customer lists and information, product specifications and brochures, computer software and programs, equipment, not Rules of ConductF Confidentiality and Work Product the receipt of the gift or entertainment. However, gifts or entertainment may not be accepted if they are such that their acceptance might suggest to a disinterested third party that the officer or employee mN ight be influenced by them in the conduct of the company's business. Every staff member is, of course, encouraged to do business with any client engaged in a legitimate business activity. No attempt should b Rules of ConductF Code of Ethics Client's f responsibilities. 5. After receiving information from qualified medical sources and taking all available facts into consideration, the Committee reserves the right to exclude an employee with a life-threatS ening illness from working if a qualified medical determination is made that the employee poses a risk of contagion to other employees or clients; if the employee poses a threat to his/her own health by remaini Health & SafetyF Life-Threatening Illnesses ry Administration ary period, it will be deferred until after the probation has been completed. 7. If needed, Department will assist the supervisor in completing the Employee Counseling Form properly and give any guida Employee SeparationF-Counseling/Probation/Involuntary Terminations loyee is solely responsible to determine the accuracy of all information prior to its communication. Rules of ConductF Code of Ethics of ConductF Code of Ethics Total Total5yr Totalvacation Traits Transactions Transfer Transportation Treated Treatment Trimmed Trust Truthful Trying Types Unacceptable Unapproved Unauthorized Under Understand Understanding Understood Undertake Undertaking Unfavorably Uniform Unless Unreasonable Unsatisfactory Maintained@ Manual Married@ Mileage@ Moderate@ Naturally@ Needed Nonexemptovertime@ Notify Number@ Obligation@ Opportunity Other Out-of-pocket@ Outlined@ Participate Partition Person Personnel@ Plan@ Pose@ Positive@ Published@ concerning whether or not continued presence at work, regardless of the nature of the illness, will pose a health threat to the employee, co-workers or clients and that, in the physician's opinion, the employeO e is physically and mentally able to continue working. Our company also reserves the right to require an examination by a medical doctor appointed by the company, consistent with applicable statutes or ordinan Health & SafetyF Life-Threatening Illnesses We also recognize the responsibility to provide a safe work environment for all employees and clients. Therefore, every reasonable precaution will be taken to ensure that an employee's condition does not prE esent a health and/or safety threat to other employees and clients. Consistent with this concern for employees with life-threatening illnesses, our company offers the following range of resources available thr Health & SafetyF Life-Threatening Illnesses age in as many of their normal pursuits as their condition allows, including work. As long as these employees are able to meet acceptable performance standards, and medical evidence indicates that their conditC ions are not a threat to themselves or others, managers should be sensitive to their condition and ensure that they are treated comparably with other employees and that no discrimination of any kind takes place Health & SafetyF Life-Threatening Illnesses Committee Committing Common Communicate Communicated Communicating Communication Community Comp-time nager's. The manager's <[responsibility is to "DIRECT the work," the employee's responsibility is to "DO the work." Salary Administrationthe vehicles. Employee BenefitsF Company Owned Cars pted if they are such that Rules of ConductF Code of Ethics Relative Release Released Relevant Religion Religious Remaining Remember Reminded Remission Remove Removed Render Rendering Rentals Repeated Replacement Report Reported Reporting Reports Representations Representative Reprimand Reprimanded Reproach ected Unscheduled Until Unused Unusual Unwelcome Up-dated Update Updated Upgrading Upkeep Urine cancy Vacation Valuable Value Various Varying Vehicle Ventilation Verbal Verbally Published Punch Punched Punching Purchase Purchases urpose Purposes Pursue Pursuits Qualifications Qualified Qualifying Quality Quantitative Quantity Quarterly Questioned Questions Raise Range Ranges Rates Rather Rating ough the Department * Management and employee education and information on terminal illness and specific life-threatening illnesses. * Referral to agencies and organizations which offer supportive sG ervices for life- threatening illnesses. * Benefit consultation to assist employees with a life-threatening illness in effectively managing health, leave and other benefits. GUIDELINES: When dealing with s Health & SafetyF Life-Threatening Illnesses Likely Likes Limited Listedholidays Listen Lists Literature Litigation Lives Local Long-term Long-term-disability Lounges Loved Lower Loyalty Lunch Lunches Made-up Maintain QhLeaves of Absence ...................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCS), may wish to continue to engfetyF Life-Threatening Illnesses the Committee didn't agree." Both Salary Administrationlth & SafetyF Reporting Injuries 07/28/94D Health & SafetyF Leaves of AbsenceH Imagine MusicM Imagine .FMP 17f Ethics bsence. The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 provides employees and dependents certain continuation rights in the event they cease to be eligible for Company 's insurance coveragX e. The employee must be notified of these rights by certified mail after the leave of absence begins. This notification will be the responsibility of the Department Health & SafetyF Leaves of Absence Shared Shouldulduldime Anytimeimeimeimeimeime Anytimeimeime Anytimeimeimeimeimeg Anytimeimeime Anytimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeimeg Anytimeimeimeimeimeimeimeimeimele company, or by death or long-term disability of the employee, and is subdivided into the following: 1. Discharge for poor performance or behavior. (See "Counseling/ Probation/Termination, policy No. 702). 2. RE eduction in workforce (Layoff). 3. Death - Coordination of death benefits, if any, will be made with the employee's estate or beneficiaries. 4. Long-term-disability - In the event the employee, for whatever rea Employee SeparationF Employee Separation 07/28/94D Employee SeparationF Employee SeparationP 19QhEmployee Separation ....................................................................................T This termination could occur at any time from the first day of the 90 days up to and including the 90th day. If, however, the problem continues even after this 90 day probation, management reserves the Employee SeparationF-Counseling/Probation/Involuntary Terminations ow employees will not be tolerated. Rules of ConductF Personal Conduct Background Balance Balanced Balances Based Another Travel Treated Treatment Treatments Trial Tries Trimmed Trust Truthful Trying Tuition Turned Types Ultimately Unable Unacceptable Unapproved Unauthorized Employee PracticesF!Interview & Employment Procedures Workingdays Works Worksheet Off-duty Offensive Offer Offered Offers Office Officer Officer's Officers Offices Official Officials Offset Ofminority Often Omnibus Open-ended Opening Operations Opinion Opportunities Opportunity Supervisor Supplied@ Taken Term@ Terms@ Their Threatening@ Toward@ Traffic@ Travel Unconsciously@ Unreasonably@ Unscheduled@ Veteran's@ Violation@ Which Within Workweek@ Your@ Code Section 213. Termination of employment, or a reduction of hours resulting in a loss of eligibility would result in termination from the plan. However, for the unreimbursed medical expense fund only, the F participating employee is eligible for COBRA. The amount that had been elected as a pre-tax election would be required to be paid by the terminated employee on an after tax basis. Also, no expenses incurred, Employee BenefitsF%FLEXPLUS Cafeteria Plan (Section 125) Once the employment requisition and the updated job description has been completed by the supervisor and received by Department , the employment procedure begins after the applicant has completed and signed thB e Application Form. (See Application, Exhibit B) Note: All new positions require a job description and hiring approval of the Committee and/or the AuthorizingOfficer A RESUME IS NEVER TO BE USED AS A Employee PracticesF!Interview & Employment Procedures Responsibility Retirement Review Savings Section Separation Sexual Smoking Solicitation Status Subordinates Supervisor's Suspension Tardiness Terminations Transfers Travel Vacation Within Without Worked Ourselves Confidentiality Confirms Conflict Conjunction Connection Conscious Consecutive Consent Consider Considerate Consideration Constantly Constitute Constitutes Constructive Consultant Consulting Consumption Contact Contain Contemplated Continually Continue Continued Continuing Continuous Contract Contractual Control Controlleds 10/31/94D Employee PracticesF Affirmative Action PlanH Imagine MusicM Imagine .FMP ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS NEW PERSPECTIVE HUMAN RESOU ory Period Administration Benefits Communication Conduct Employee Rules4 Absence Absenteeism Business Change Company Conduct Conflict Definition Descriptions Discipline Dress Drugs Employee Employment Equal Ethics Harassment Information Interest Interview Introductory Nepotism Opportunity Outside Paperwork Period Personal Personnel d up upon return from that leave, but re-enrollment is subject to underwriting guidelines that the insurance carrier might properly put on any late enrollees. The insurance might be declined or contain contracV t exclusions for pre-existing conditions. General Leaves of Absence will be limited to six (6) weeks. Health insurance coverage ends on the last date of the month within which the employee begins a leave of a Health & SafetyF Leaves of Absence tance, you are to keep the copy of the counseling form in your desk. If the problem doesn't occur again, this first counseling report will never go into his/her personnel file. 3. However, advise the e Employee SeparationF-Counseling/Probation/Involuntary Terminations in a job requiring use of a motor vehicle. M14. Failure to properly notify supervisor of intended tardiness or absence. Rules of ConductF Personal Conduct al Conduct Deadline Dealing Dealings Death December Decide Decided Decides Decision Decisions Declined Deduct Deducted Deductibles Deductions Deemed Deems Deferred Defined Defines RECOMMENDED INCREASE WITH THE EMPLOYEE UNTIL AFTER THE Committee HAS APPROVED OR DISAPPROVED IT. Salary Administration Reporting Injuries Reproach Reputation Request Requested Requesting Requests Require Required Requirements Review Right Rooms Safety Salaries Salary Schedule Screened Securities Security Selected Outlined Outside Outsiders Outstanding Overall Overhearing Overnight Overtime Ownership Packing Pages Pamphlets Paperwork Paragraph Parent Parent-in-law Part-time Participant's Participate Asset Assign Assigned Assignments Assist Assistance Assisting Assists Associated Association Assume Assure Assuring Balanced Based Basis Because Become Becomes Before Referral Referrals Reflect Reflecting Refrain Refusal Refuse Refuses Regard Regarding Regardless Regular Requiring Requisition Requisitions Resources Responsibility Responsible Resume Retain Retained Return Review Salaries Salary Screened Selected of friendship or on a special occasion such as Christmas, a promotion, etc. may be accepted. Entertainment may be accepted if it can be described as having "reasonable value" No precise definition of "reasonaL ble value" is possible; however, when the value exceeds $250. for one instance or occasion, disclosure and approval by the Committee would be necessary and must be presented at the next available meeting from Rules of ConductF Code of Ethics Defined Defines Stating Station Stations Status Statutes Stays Step-brother/sister Step-children Steps Still Stimulate Stories Straight he employee. In some cases some questions do not apply to the employee's career at that time. In these instances, it would be acceptable to write "Does not apply" to those questions. Salary Administration to be sent to the Department for the employee's files. 4. General Leave of Absence - Leave of absence without pay may be granted to all full-time and part-time employees with at least one (1) year of serviR ce. However, all such leaves require unique and valid circumstances that necessitate this leave in the judgment of the employee's supervisor and the Committee Once a leave is granted, the employee will ret Health & SafetyF Leaves of Absence Progressive Prohibit Prohibited Prohibits Project Projects Prolong be sent to managers no later than the 85th day of employment of this individual. The manager is to complete the form, designating whether or not the employee is Employee PracticesF New Employee Introductory Period Open-ended Opening Operations Opinion Opportunities Opportunity ership requires that you handle your subordinates in a way that you can get the job done through them in the safest, least expensive and most effective way and still achieve the quantity and quality of performaC nce. To do this, you must be ever mindful of the importance of trying to meet the individual needs of your subordinates on a daily basis. We must realize, as supervisors, that subordinates will follow you if Rules of ConductF+Supervisor s Responsibility to Subordinates When an opening occurs in your department, it will be necessary for you to complete and deliver to the Committee , an Employment Requisition (see Exhibit A), along with an updated, detailed job description, inB dicating the necessary requirements for the job. At that time, the Committee will approve/disapprove the requisition. If approved, the Committee will forward the requisition to the Department to begin r Employee PracticesF Employment Requisitions 07/28/94D Employee SeparationF-Counseling/Probation/Involuntary TerminationsH Imagine MusicM Imagine .FMP 45res Intermingle Internally Interpretation daily. Time cards cover a TimecardCoverage time frame and details the hours each employee has worked. Before sending on to payroll, each time card must be reviewed and signed by the immediate supervisor. ew salaried employees are placed on the payroll effective their hire date and are paid on the next payday for those days worked in that pay period. Should the payday fall on a holiday, payment will then be ma Salary AdministrationF Method and Time of Payment Orabbreviation Order Orderly Orders Ordinances Organization Organization's Organizations Orientation Origin Original Originally Originating Other Ourselves and not to disclose to any person, firm or corporation, any information, documents, management or marketing studies, strategies or techniques, trade secrets or any other secret or confidential matter relating tC Company 's products, services, customers, agents, other contractual relationships or business, or any of Company 's affiliates, without Company 's express written authorization. Each employee further agre Rules of ConductF Confidentiality and Work Product Maintained Maintaining Maintenance Major Major-medical Majority Makes Making Marital Married Matter Means Meeting Member Members Memberships Mental Might Minimum Minutes Misuse Monetarily Months Morale Moreover stay because they see the opportunity for advancement. However, except in rare instances, no present employee may transfer to another position unless they have been in their present position for a minimum of F six (6) months. When promoting from within, we will abide by the policy on Job Posting. (See Job Posting Policy, No. 401) B. Walk-In - Our walk-in traffic is sufficient and affords us the opportunity toemploy Employee PracticesF Employment Requisitions Before Begin Beginning Begins Behavior Being Beings Believe Believed Believes Belonging Belongings Belongs Below Benefits Bequests Better Between Beverages Beyond gn the WAIVER portion of the form. Complete information regarding the FLEXPLUS Retirement Savings Plan is available from the Coordinator 07/28/94D Employee BenefitsF 401 (K) Retirement Savings PlanH Imagine MusicM Imagine .FMP - All representations made by any officer or employee of the company shall be truthful and forthright. The officer or employee is solely responsible to determine the accuracy of all information prior to its cb ommunication. All employees will be required to comply with all aspects of the above Code of Ethics and fully understand that any violation of this Code of Ethics could result in immediate dismissal. Rules of ConductF Code of Ethics 10/31/94D Employee PracticesF Employment RequisitionsH Imagine MusicM Imagine .FMP 23QhEmployment Requisitions ................................................................................ All Management rocedures iedrvice visor should provide both the time and the encouragement for the employee to supply meaningful responses thereby allowing him a minimum of one week to complete it. The second step in the evaluation is for theJ supervisor and the employee to discuss the employee's answers in Process One in order to clarify his meaning. The supervisor should use this opportunity to allow the employee to elaborate verbally to those qu Salary AdministrationF Performance Review Procedure eBusiness 2. Any days absence will be docked from their pay during this 90 day period. 3. An introductory period should not be extended past the 90 days without prior approval from a representative of the Committee Written documentation stating the reasons for the extension should be completed by the supervisor and presented to the Committee 4. A 90 day introductory evaluation form will be sent to managers no later Employee PracticesF New Employee Introductory Period Applicable Applicant Applicant's Applicants Application Applications Applied Applying Appointment Appointments Appraisal Appreciate Appropriate Approval Approvals Approve Approve/disapprove Approved Approximately Aptitude y. Any earned, but unused, vacation time will be required to be taken at this time. A signed statement from the doctor may be requested by management at any time, stating the employee is physically and/or menP tally capable to be on the job; however, any time the employee has been ill for three consecutive days, they must return to work with a doctor's statement saying they are eligible to return. This statement is Health & SafetyF Leaves of Absence otionsF Job Posting Program s witness, thereby signing the termination form as witness in the event the employee refuses to sign. After the employee is actually informed of his or her dismissal, the following steps must be taken: Employee SeparationF-Counseling/Probation/Involuntary Terminations f conflict of interest. Officers and employees of the company must obtain prior approval for contemplated outside employment from Committee Rules of ConductF Code of Ethics Materials ecruiting for employees using the referral places listed below: A. Present Employees - There may be an individual presently employed who is qualified to fill the job. We all know that promotions from within D work well in most instances. When properly handled, promotion of qualified employees improves employee morale, shows employees that they have a chance to grow with our company, and gives everyone the desire to Employee PracticesF Employment Requisitions Published@ will mail it to the employee's last known address. 4. If the employee sends a friend or a relative to pick up the check, the employee must send an authorization note signed and dated. The person picking up thQVe check will need to show identification and will also be asked to sign for the check. Employee SeparationF Employee Separation ne week for vacation time, after one (1) full year of Employee PracticesF Definition of Employee Status Premium Absence Absenteeism Business Change Company Conduct Conflict Definition Descriptions Discipline Dress Drugs Employee Employment Equal Ethics Harassment Information Interest Interview Introductory Nepotism Opportunity Outside Paperwork Period Personal Personnel First Flexplus Flight Follow Followed Following Follows rthcoming Forthright Forty Forward Found s are not eligible for any employee benefits. F. Non-Exempt Employees - Those employees who are considered to be in a clerical role, do not manage/supervise others and do not make decisions that affect the comJ pany monetarily. Those employees who are not exempt from minimum wage, overtime and time sheet provisions of the Fair Labor Standards Act (Wage-Hour Law) as amended, must receive overtime at 1-1/2 times their Employee PracticesF Definition of Employee Status Excessive nd when the review is scheduled to take place. 3. Maternity Leave - Sick leave benefits taken due to pregnancy will be treated like any other illness (See Extended Medical Leave). In addition, the employee maL y begin maternity leave prior to delivery; however, sick pay may only be used for those days when she is unable to work due to pregnancy. With respect to ANY sick leave, should the doctor release an employee t Health & SafetyF Leaves of Absence flect adversely upon the company, or company employees. e. Statements or circumstances that may imply sponsorship or support by the company to an outside employer or of a political, charitable, civic, religi\ ous, or similar organization, except approved organizations or activities. Officers and employees of the company may accept memberships on the boards of directors of profit making corporations only with the Rules of ConductF Code of Ethics Agree Agreement surance coverage. The employee and their covered dependents will be notified by certified mail after the qualifying event takes place. This notification will be the responsibility of the Department . A quF alifying event would be termination of employment, a reduction in hours, disability, etc. Complete information regarding an employee's COBRA rights is available from the Department Employee Benefitst Intentional Interactions Interest Action Affirmative Alcohol Assistance Board Breaks Bulletin Business Cafeteria Change Committee Company Conduct Confidentiality Equal Ethics Harassment Information Interest Interview Introductory Nepotism Opportunity Outside Paperwork Period Personal Personnel While ved in the upkeep of that car. In addition, employees committing traffic violations will be responsible for the penalties associated with those violations. All accidents involving company owned cars are coverF ed by the company's insurance policy and should immediately be reported to the Committee If a particular job requires that the employee drive a company car as a part of their duties and that employee become Employee BenefitsF Company Owned Cars ayday will be o return to work and the employee takes the option not to do so within three working days (regardless of how much accrued time they have left) the company will consider this action a voluntary termination. If N the employee requests additional time after being released by the doctor, it will be considered on an individual basis, and if allowed will be the same as a General Leave of Absence and will be taken without pa Health & SafetyF Leaves of Absence ob Posting Program olicy The purpose of this policy is to standardize terminology and insure common understanding in our references to employees. The terms below shall be interpreted as indicated: A. Employee -All persons who receiveB wages or salaries from our company. B. Full-Time Employees - Those employees who work the customary number of hours weekly (40 hours or more, but not less than 30 hours), and who maintain continuous regular e Employee PracticesF Definition of Employee Status any of its subsidiaries or affiliates. Upon request, an employee will sign an appropriate document reflecting all ownership of such property belongs to Company . Should an employee terminate their employmenP t with Company or any subsidiary or affiliate, these programs and systems and any copies thereof become the sole property of Company and its subsidiaries or affiliates. At no time will an employee be allow Rules of ConductF Conflict of Interest ctory se, physical, verbal or otherwise of clients or co-workers; or any act which might endanger the safety, health, or well-being of others. 7. Theft or misuse of property of another employee, the company, a clienG t or visitor. 8. Gambling on company premises. 9. Excessive absence or tardiness. 10. Unsatisfactory job performance. 11. Failure to observe working hours such as the starting and ending of lunch periods, or Rules of ConductF Personal Conduct Abusive Accelerating Rules Running Safely Safest Safety Salaried Salaries Salary Sample Samples Satisfactory Satisfied Saturday Saving Savings Saying Schedule Scheduled Schedules Scheduling cores Screened Screening e grounds for immediate termination. Excluded from this definition are approved leaves of absence, vacation, holidays, funeral leave and jury duty. 07/28/94D Rules of ConductF AbsenteeismH 11QhAbsenteeism ............................................................................................T All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management PURPOSE OF POLICY: To provide guidelines for Equal Opportunity by means of an Affirmative Action Program. BACKGROUND OF POLICY STATEMENT: It has been the established policy of our company to effectively utiliz PracticesF Affirmative Action PlanK New Perspective MiscellaneousF Out-of-Town Travel llow extended medical leave up to a total of six weeks, without pay. The extended sick leave will begin once all accrued benefit days have been utilized. Insurance benefits will continue to be active proviJ ded the employee agrees to pay the total premium for insurance costs after the first month of leave. An employee's performance review may be re-scheduled depending on the relation of when the leave was taken a Health & SafetyF Leaves of Absence ty. It is the responsibility of the employee desiring a military leave to make a formal request for this leave in writing to both their supervisor and the Department . This should be done no later than one mH onth before the leave is to be taken. The military leave is in addition to eligible vacation time. 2. Extended Medical Leave - For absence due to illness of more than six consecutive days, Company will a Health & SafetyF Leaves of Absence lcohol and the Department regarding the procedures to follow in making the request. The different types of leaves are listed below. 1. Military Leave - A permanent full-time or part-time employee is eligible, regaF rdless of length of service, for leave to attend training programs required as part of his/her participation in any reserve component of the Armed Forces of the United States or National Guard or for active du Health & SafetyF Leaves of Absence an employee is retained by the company on an inactive status. Certain benefits are continued, depending on the specific type of leave granted. If it is necessary to fill the position of an employee who is graD nted a leave, the employee will be returned to a position of like status and pay as soon as one becomes available. It is the responsibility of the employee desiring a leave to contact their manager/supervisor Health & SafetyF Leaves of Absence lth & Safety It is the policy of Company to grant a Leave of Absence from work, with or without pay for valid and compelling reasons to full-time and part-time employees on an impartial basis. Leaves granted will be for B a specified period of time; however, cases requiring additional time may be reviewed. A Leave of Absence is separate and apart from time off granted for holidays, vacations, and sick leave. While on a leave, Health & SafetyF Leaves of Absence Useful Using Usual Usually Utilize Utilized Utmost Vacancy Vacation Vacationhours Vacations Valid Valuable Value Various Varying Vehicle Vehicles Ventilation Verbal Verbally Verification of ConductF Drugs and Alcohol prescribed by a physician for treatment of a medical or other condition, or lawfully sold over the counter). Our organization also strictly prohibits any employee from being under the influence of alcohol orC controlled substances (subject to the exceptions above) on Company 's premises at any time or while on company business or while representing the company in any way. Moderate consumption of alcoholic beve Rules of ConductF Drugs and Alcohol Responsibility Retirement Review Savings Section Separation Sexual Smoking Solicitation Status Subordinates Supervisor's Suspension Tardiness Terminations Transfers Travel Vacation Within Without Worked h: "Tell me about"....."Please describe"...."What happened when"....."When did Employee PracticesF!Interview & Employment Procedures 07/28/94D Employee SeparationF Discharge Without NoticeH Imagine MusicM Imagine .FMP 24QhDischarge Without Notice ............................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC Improper notice will result innt It is the policy of Company that each staff member shall have the opportunity to advance within the company to the utmost of his/her capacity. In considering employees for promotion, merit shall be the deterB mining factor. Company will endeavor to promote from within whenever possible, but reserves the right to hire additional personnel from outside the organization when it deems appropriate. This might incl Transfers & PromotionsF Promotions Sexual Harassment Dislikes Dismissal Disorderly Disqualify Disruptions Dissatisfaction Distance Distribution Division Dockage Docked Doctor Doctor's Document Documentation Documents rationF-Counseling/Probation/Involuntary Terminations on company property. Rules of ConductF Personal Conduct Retaining Retains Retaliation Retirement the applicant, they notify the Department 6. The Department will then check the references of the applicant to be certain they in fact worked at the various jobs outlined in the application form and that no problems exist with their background. The >Telephone Reference Check form (See Exhibit L) is to be used. Employee PracticesF!Interview & Employment Procedures Client Client's paperwork in your department. In addition to the proper recording and preserving of various reports in your department, the following personnel forms will require your careful review and initials and/or signatD ure prior to personnel action being completed: 1. Employee Requisition Form (See Exhibit A) 2. Application Form (See Exhibit B) 3. New Employee's Introductory Checklist I, II (See Exhibits C & D) 4. New Employ Rules of ConductF)Supervisor s Responsibility for Paperwork you prove to them that you understand their needs, and try to help them meet their needs better than anyone else. Therefore, every supervisor in our company must recognize his obligations to his subordinates,E as well as his responsibility to them in order that the supervisor can gain respect, cooperation and team effort from these subordinates. To achieve this goal, you, as a supervisor, must meet the following re Rules of ConductF+Supervisor s Responsibility to Subordinates The tax savings generated by the Cafeteria Plan and the Retirement Savings Plan. * Tax deferred earnings on your investments. To participate in the company s Retirement Savings Plan, the employee must complE ete and sign a Retirement Savings Plan Enrollment Form. Entry into the plan is only available during specified enrollment date. If an eligible employee does not wish to participate in the plan, he/she must si Employee BenefitsF 401 (K) Retirement Savings Plan SUBSTITUTE FOR THE APPLICATION FORM. THE APPLICATION FORM MUST ALSO BE COMPLETED IN ANY AREA NOT COVERED BY THE RESUME. BECAUSE THE APPLICATION FORM IS A LEGAL DOCUMENT, THE INTERVIEW IS NOT TO BE DONE UNLED SS AND UNTIL THE APPLICATION IS COMPLETED PROPERLY AND SIGNED. (No notes or additional writing are to be made on the application form after the applicant completes it. It must only contain information written Employee PracticesF!Interview & Employment Procedures e promotion is on a trial basis. If their present salary is below the minimum for the new job range, their salary will be increased to at least the minimum for the new job. 07/28/94D Transfers & PromotionsF PromotionsH Imagine MusicM Imagine .FMP 10QhPromotions ............................................................................................. All Management f Absence Whether or not the promotion is beneficial to the employee or the company as a whole. 3. Salary increases for promotions will be reviewed individually to insure good balance within the established wage guideF lines for that particular position. Increases may or may not occur at the time of promotion, and will be based on the employee's present salary, the salary guidelines of the new position, and whether or not th Transfers & PromotionsF Promotions ude situations when: A. No staff member desires to apply for the job. B. No staff member is qualified for the job. C. The job requires special training or skills which present staff members do not possesD 2. Management may use all or any combination of the following methods to evaluate employees for promotion: A. Existing performance evaluations B. Attendance records C. A trial period on the new job Transfers & PromotionsF Promotions cially lateral transfers, must be made for a specific purpose which is in accordance with a design for the training, convenience, and advancement of the employee being transferred. This design for training andD advancement will ultimately be the responsibility of the supervisor as he or she continually evaluates the interests and aptitudes of each employee. Transfers can then be made if cross-training assists in the Transfers & PromotionsF Transfers Within the Company The objective of maintaining adequate personnel records is to provide: (1) the documentation necessary to show that the legal, regulatory and procedural requirements have been met in all our personnel actions; B (2) a basis for making decisions involving personnel actions and for planning operations; (3) a basis for reports on our personnel activities each year. As a supervisor, you have a specific responsibility for Rules of ConductF)Supervisor s Responsibility for Paperwork sponsibilities to the employees under your supervision: 1. Consider your employees as individual, important human beings at all times and respect them. 2. Do a good job of representing your employees to top mG anagement. 3. Make every effort to interpret and explain company policies accurately to your subordinates at all times. 4. Be a positive example to your subordinates. 5. Go out of your way to recognize an em Rules of ConductF+Supervisor s Responsibility to Subordinates ee Exhibit I) to state the problem factually, and then state the employee's response to how the problem will be solved. Both of you are to sign and date the Counseling Form. 2. Because this is a first ins Employee SeparationF-Counseling/Probation/Involuntary Terminations eeping on the job. #19. Smoking in unauthorized areas. Rules of ConductF Personal Conduct Made-up Maintain der this same clause of mutual fairness, if it is decided that he will not serve the interests of the company in the manner anticipated or is not adaptable to the type of work for which he was employed. While D in the introductory period, the employee will have privileges in accord with other employees, except for: 1. Those privileges that are acquired specifically through the accumulation and attainment of service. Employee PracticesF New Employee Introductory Period Business Businesses Businesslike ay-to-day basis. The employment relationship may be terminated at any time by either %party upon notice to the other party. 07/28/94E Rules of ConductF Confidentiality and Work ProductI IncludeP 32QhConfidentiality and Work Product .......................................................................U 07/28/94D Transfers & PromotionsF Transfers Within the CompanyH Imagine MusicM Imagine .FMP 28QhTransfers Within the Company ........................................................................... All Management ..........................U All Management Promote Promoted Promoting Promotion Promotional Promotions Promptly Proof Properly Property Proposed Prospect Prospective Protect Protection Prove Proven Provide Provided Provides Providing Provision Provisions Public Publicly Publicly-owned Salary AdministrationF Performance Review Procedure of overtime by working unscheduled time without authorization by the supervisor. 28. Abuse of dress code policy as established under department guidelines. 29. Failure to comply with published rules. 30. The uO se of any company or client information for personal gain, financially or otherwise. The above list is illustrative of the type of behavior that will not be permitted, and is not intended to be all-inclusive. Rules of ConductF Personal Conduct Ssoyment. A former employee who is re-employed will be considered as a new employee from the date of re-employment. Employee PracticesF!Interview & Employment Procedures Moderate Modification Modified Monday Monetarily Money Monies Month Monthly Months Morale Moreover ontagion ontagion Contagion Continuation Continue Continued Continuing Continuous Contract Contractual Control Controlled Fulfilling Full-time Fullest Fully Functions Funds Gambling General Generally Gifts Given Gives Giving QhSolicitation ........................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCployees. Such procedures inclunductF Employee Discipline Advancement Advances Adversely Advertised Advertising Advice Advise Advised Affairs Affect Affected Affecting Affects Affiliate Affiliates Affirmative Affords After Again Against Agencies Agent Agents Aggrieved Agree Agreement of this problem and how will you correct it?" LISTEN to the response and continue to ask the employee how they feel they can correct it. Once you agree on the terms, use the Employee Counseling Form (S Employee SeparationF-Counseling/Probation/Involuntary Terminations B23. Failure to report occupational injury promptly to supervisor. 124. Unauthorized soliciting on company property. Rules of ConductF Personal Conduct pect of the dismissal procedure. If for any reason the employee's performance and/or behavior (See policy "Personal Conduct," No. 202) is not acceptable, the steps to take are as follows: 1. The supervisor m Employee SeparationF-Counseling/Probation/Involuntary Terminations .......................................................................U All Management Personal Conduct or any Rules of ConductF Conflict of Interest ed below. Company recognizes its employees' rights to do as they please during off hours and to use their skills and knowledge to supplement their income. However, employee rights in this area must be balanC ced against our company's need for full productivity during working hours and for loyalty from its employees. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardines Rules of ConductF Outside Employment ndicate Indicated Within Without Witness Witnesses Witnessing Woman Work-shift Work-time Workday Worked Workforce Working Workingdays Workplace Works Worksheet fers & PromotionsF Job Posting Program Applies Apply Applying Appointed Appointment Appointments Appraisal Appreciate ppropriate Approval Approvals Approve Approve/disapprove Approved Approximately Aptitude Aptitudes Bulletin BoardH Imagine MusicM Imagine .FMP 14QhBulletin Board ......................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCgnature page of the employee hang Provision Provisions Public Publicly Publicly-owned t is always above reproach. This includes activities in the field. This policy is intended as a guideline to assist each of us in avoiding situations which might reflect unfavorably upon our company or upon D ourselves. 1. Confidential Information - By the very nature of our work, we have access to a great deal of confidential information concerning the financial affairs of clients and prospective clients. The u Rules of ConductF Code of Ethics Descriptions Qh401 (K) Retirement Savings Plan ........................................................................ ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCe of employment; however, newnefitsF Absence Days Rules of ConductF Sexual Harassment Scuffling Securities Security Selected REVISION DATE F*Supervisor s Responsibility to our CompanyH Imagine MusicM Imagine .FMP 42QhSupervisor s Responsibility to our Company ............................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCin a good attendance record. PXting them with a Leave of Absence request as outlined in our Leaves of Absence, No. 501. 07/28/94D Rules of ConductF Drugs and AlcoholH Imagine MusicM Imagine .FMP 17QhDrugs and Alcohol ...................................................................................... All Management In order to allow an employee paid time off for an adjustment period after the death of a loved one, all regular full-time and part-time employees may request paid funeral leave up to three (3) days for any memB ber of the immediate family. For definition purposes, immediate family consists of spouse, child, son or daughter-in-law, brother, sister, parent (or legal guardian), parent-in-law, grandparent, or like member 600l times and respect them. Rules of Conductriods Transfers will be defined as the moving from one position in the company to a second position, without the intention of returning to that first position. By this definition, transfers will include moves to posB itions of higher, lower, and equivalent classification. All transfers must be made in coordination with the Committee . Under no circumstances should one department recruit from another. All transfers, espe Transfers & PromotionsF Transfers Within the Company employee's overall growth or adds greater value to the organization. Although transfers to lower positions are not encouraged, they will be considered on an individual basis. Salary adjustments for transfersF to higher or lower positions will be reviewed by the Committee to insure good balance within the established wage guidelines for that particular position. Generally speaking, promotional increases will take Transfers & PromotionsF Transfers Within the Company Absent Absentee Absenteeism Absolute Abuse Abused Abusive Accelerating fair management judgment. Suspension will continue pending resolution of facts or circumstances involved. Employee SeparationF Probation and Suspension Rules of ConductF Drugs and Alcohol Inability Inactive Inappropriate Incentive Incident Include Included Includes Including Regular Regularly Regulate Regulations Regulatory Rehire Reimbursable Reimburse Reimbursed Reimbursement Reinstated Reitrement Relate Related Relating Relation Relations Relationship Relationships etained Return Review Salaries Salary Schedule Screened Selected Considered Considering Consist Consistent Consistently Consists Consolidated Constantly Constitute Constitutes Constructive Consultant Consultation Consulting Consumption Contact Contagion Continuation Continue Continued Continuing Continuous Contract Contractual Control Controlled Review Reviewed Reviews Right Rights Risky Rooms Route Rules \ D. Whether or not the promotion is beneficial to the employee or the company as a whole. Transfers & PromotionsF Promotions d wage guidelines for that particular position. Generally g Form) Third Discharge* Rules of ConductF Employee Discipline Basic Basis d on the employee's present salary, the salary guidelines of the new position, and whether or not the promotion is on a trial basis. If their present salary is below the minimum for Transfers & PromotionsF Promotions epartment for a list of the current openings. The deadline date for applying internally will also be listed. 2. Those jobs posted will be all exempt non-officer and non-exempt clerical positions. 3. Jobs F not posted will be those where the supervisors change duties to expand or reduce those duties of an individual already in a job and where that job is still maintained in that same department. This is done so a Transfers & PromotionsF Job Posting Program from work due to illness, his/her physical condition may be reviewed to determine the ability to continue in that position, and a physician's release stating that he/she is able to work may be required. Each eF mployee is reminded that their ability to perform duties outlined in their job description is imperative. If there is any on or off the job activity that causes inability to adequately perform your duties, it Health & SafetyF Employee Health Status 2. Overtime - Time and one-half will be paid for all hours actually worked over forty (40) straight-time hours in any one work week for any non-exempt employee. No "comp-time" is allowed. Exempt employees F will not be paid overtime, nor will they receive hour-for-hour "comp-time." Any non-exempt employee required to work on holidays will be paid Nonexemptovertime times their normal rate, even if they've not act Salary administrationF Pay for Hours Worked G<y equipment or cars for personal use is strictly prohibited. 07/28/94D Rules of Conduct......................................U All Management ticesF New Employee Introductory Period Person Personal Personalities Personally job, the supervisor may make this time available. However, management reserves the right to zchoose the frequency or infrequency of this time and/or to eliminate it entirely, depending on the situation at the time. ?As a benefit to employees, coffee is available, free of charge. 07/28/94E Employee BenefitsF Lunch and BreaksI IncludeJ Attorney Audit Audited Auditing Authority Authorization Authorize/approve Authorized tically Availability Available Average Averaged Averages Avoid Avoiding Aware Awareness Background Balance Balanced Balances Based Traffic Traffic/parking Trained Training Traits Transactions Transfer Transferred Transfers Transportation Travel atment Treatments Trial Tries Trimmed Trust Truthful Trying Tuition Turned Types Ultimately Unable Unacceptable Unapproved Unauthorized 07/28/94D Employee SeparationF Probation and SuspensionH Imagine MusicM Imagine .FMP 24QhProbation and Suspension ............................................................................... ible, between the preferences of non-smoking and Rules of ConductF Smoking Policy ange in pay will be based on the present salary of the employee and where their present salary fits on the new job level salary range. If their present salary is below the minimum for the new job range, their Z salary will be increased to at least the minimum for the new job. 6. In the event that a posted position cannot be filled by an internal applicant, outside recruiting sources will be utilized to fill the posit Transfers & PromotionsF Job Posting Program Program s available to the employee or director to enter into or recommend speculation in any investment opportunity or for the special benefit of any individual, business, or other entity by which the employee is emplH oyed or retained or in which the employee has a special interest. Such conduct may also be considered a violation of applicable laws. Company expects its employees to devote all of their work efforts and en Rules of ConductF Conflict of Interest Manage/supervise Management Manager Manager's Manager/employee Manager/supervisor Managers Managing Mandatory Manner Manpower Manual Meeting Member Members Memberships Mental Might Minimize Minimum Minutes Mission Misuse ause of race, creed, color, sex, age, national origin, religion, physical or mental disability and to encourage the employment of veterans. APPLICATION Employee PracticesF Equal Employment OpportunityK Imagine Music f an Affirmative Action Program. BACKGROUND OF POLICY STATEMENT: Affirmative Action Plan ion to achieve equal employment oppo ntments - While it is understood that everyone from time to time has a doctor's appointment, we would appreciate it if you would schedule these appointments preferably after 4:30 p.m., if possible, so as to minimize the interruption to your duties at the office. If management feels this privilege is being abused, they reserve the right to deduct the time off from pay and/or counsel the employee of this problem. Rules of ConductF Personal Business essive than the 85th day of employment of this individual. The manager is to complete the form, designating whether or not the employee is allowed to continue employment past their 90 day introductory period. They arH e then to return the completed form to Department no later than the eighty-ninth (89th) day of employment. (See New Employee 90 day Introductory Review, Exhibit E.) Termination, whether initiated by the empl Employee PracticesF New Employee Introductory Period 2. Minimum wage, overtime, equal pay and child labor poster. 3. Equal employment opportunity policy poster. 4. Unemployment insurance coverage poster. 5. Polygraph Protection Act poster. 6.DE Disability Act poster. 7. Family Leave Act poster. (if applicable) 07/28/94D Communication Each new employee will be subject to a 90 day introductory period, during which, if for any reason, the employee is not pleased with his association with Company , or is not adaptable to the type of work whichB he was employed to perform, his employment may be terminated at any time for any reason without notice and without cause. During this same period, it will be Company 's privilege to terminate the employee un Employee PracticesF New Employee Introductory Period cessive anager. 16.Unauthorized use or abuse of the company telephone, or equipment for personal business. 17. Negligent or careless use of company property. 18. Sleeping on the job. 19. Smoking in unauthorized areas. 20. Inability or failure to maintain satisfactory working relationships with co-workers or company representatives. 21. Failure to observe safety rules or common safety practices. 22. Disorderly conduct on comp Rules of ConductF Personal Conduct All Management pplication form and that no problems exist with their background. The Telephone Reference Check form (See Exhibit L) is to be used. 7. If all references check out positive, a representative of the DepartmentL will make the job offer to the applicant.(In those jobs where driving is necessary, a driving record must be submitted before the job offer can be made. In those jobs requiring lifting, a doctor's statement Employee PracticesF!Interview & Employment Procedures Prepare Prescribed Presence Present Presentation Presented Presently Preserved Preserving Presumed Prevail Prevent Previous Price Primarily Primary Prior Private Privilege Privileges Probation Probation/terminatio Probationary Prohibits 07/28/94D Transfers & PromotionsF Job Posting ProgramH Imagine MusicM Imagine .FMP 19QhJob Posting Program .................................................................................... All Management Company of Conduct Transfers & PromotionsF Job Posting Program 7. Copies of transfer requests will be kept in the internal applicant's personnel file with reasons for being accepted or denied. 8. The Department reserves the right to remove the job opening from the\ bulletin board after the deadline date. However, all qualified employees who have applied for the job during the three (3) day posting period are still under consideration until the job is filled or eliminate] Transfers & PromotionsF Job Posting Program They've Third Thirty ning *qualified employees would be helpful. Employee SeparationF Resignation of Employment in continuous regular employment status. Temporary part-time 6employees are not eligible for any employee benefits. Employee PracticesF Definition of Employee Status Frequency Frequented Friday Friend Friends Friendship nesnesnes delines lines lines Guidelines delines elines Hallways Handicap Handle Handled Effective Effects Efforts Eighty-ninth Either Election Elements Elevators Eligible Eliminate Embarrassment Emergencies Employ Employed Employee Employee's Employees Employer Employment Encourage Encouraged makes up the hours on other days of the same week. However, the supervisor must approve any "made-up" hours in advance. Also, these "made-up" hours MUST be done within the same work week as the hours lost, andE requires management to be present while the employee is working. Accrued, but unused absence leave time may be carried over year-to-year up to Absencecarryover . If an employee changes to part-time status, Employee BenefitsF Absence Days Abusive Accelerating To avoid appearances of occurrences of conflict of interest, every employee and director must refrain from any use of their position or relationship with Company that is, or appears to be, for private gain eiB ther personally or for family, business, or financial ties. Therefore, employees and directors are prohibited from engaging in any outside activity deemed a conflict of interest with the purpose and mission of Rules of ConductF Conflict of Interest Handbook Child ement in all areas of work performance for your employee. Make a special effort to complete the review objectively. Remember, you are usually evaluating the work performance for an entire year and the employeP e will be especially sensitive about the outcome. 8. Each manager should check himself out on the following list before he tries to lead his people. a. Know the names and positions of the people you work wit Rules of Conduct of ConductF Outside Employment epartment will contact the applicant. M. The effective date of a promotion or transfer will be determined jointly by the sending and receiving department supervisors. N. Immediate increases in salary oX f the internal applicant chosen may or may not occur even if the new job is considered to be a promotion. This will be determined by the Committee and the receiving supervisor. Any consideration for ch Transfers & PromotionsF Job Posting Program Company given to employees on the basis of performance in his/her present position and skills and experience as they relate to the posted position. K. If the internal applicant does not meet the needs of the job V for whatever reason and is therefore not chosen for the job, they will be informed by the supervisor or the Department as to the reason. L. If the internal applicant is selected for the transfer, the Transfers & PromotionsF Job Posting Program tment. I. If the internal applicant has not been reviewed within the past six (6) months, the Committee may choose to request an up-dated Process Two review of the internal applicant being considered foT r the position. J. If the internal applicant meets all of the above requirements, they will be first interviewed by the supervisor of the department where the opening has occurred. Consideration will be Transfers & PromotionsF Job Posting Program r Company department in which the vacancy occurs will first consider the staff members in that department for promotion. Those considered, but not selected, should be informed by the department manager as to why theyR were not promoted. H. If the open position is not filled within the department, the position will appear on the Job Posting Bulletin Board. Jobs will not be posted if they are filled within the depar Transfers & PromotionsF Job Posting Program ll be done only if it is in the best interests of the employee and the company. E. Internal applicants can only request consideration for one position at a time. F. Internal applicants must submit a neP w signed transfer request form from their supervisor each time they apply for a posted position. These transfer request forms must be completed by the employee and signed by their supervisor. G. The Transfers & PromotionsF Job Posting Program ternal applicants will not be considered or interviewed for a position if they do not possess the minimum qualifications for a job posted. D. Internal applicants may apply for a posted position provided thN at the position has a grade higher than the employee's present position. For jobs lower or equal to their present job, the Committee and the employee's supervisor must first approve the request and wi Transfers & PromotionsF Job Posting Program promote an employee with less than six months on the present job. B. Internal applicants may not apply for a position if they are presently in an introductory period or on probation for any reason, or if thL ey have an "overall" average grade on their last review of less than an average score, or if one category on their review is less than average if that category is pertinent to the job being posted. C. In Transfers & PromotionsF Job Posting Program rom the date the job is posted.Those employees who have not turned in their signed transfer request to the contact person on the posted job before this date will not be considered or interviewed for the job. . Qualifying Factors for Internal Applicants: A. All internal applicants must have been in their present job for a minimum of six (6) months. In rare instances, management reserves the right to transfer or Transfers & PromotionsF Job Posting Program our Company supervisor has the freedom to change the structure of job responsibilities in order to meet the volume of work and/or the changing environment of the work in a given department. 4. Each job posted will list thH e minimum qualifications for the job, the basic duties of the job, and the job grade. A deadline date for applying for the job internally will be listed on the job posted. This will be three (3) working days f Transfers & PromotionsF Job Posting Program g Program visor to discuss the recommended increase as well as any other pertinent information. The employee has a right to make any comments on the bottom of Process Two. After this last manager/employee discussion, lithe forms are again to be returned to Department for permanent filing in the employee's personnel file. Salary AdministrationF Performance Review Procedure ...................................................................U All Management ing Program ituations involving employees with life-threatening illnesses, managers should: 1. Remember that an employee's health condition is personal and confidential, therefore precautions should be taken to protect inI formation regarding their health condition. Only those individuals who have a legitimate "need to know," under relevant statutes or ordinances, should be informed of the circumstances in order to give support Health & SafetyF Life-Threatening Illnesses Excessive oyee or this organization, must then be completed on any day up to and including the ninetieth (90th) calendar day from employment in order to be considered under the mutual fairness clause. Successful completJ ion of the introductory period does not imply the establishment of an employment contract between the employee and Company . Employment beyond the introductory period requires continuing adherence to all Employee PracticesF New Employee Introductory Period Employment First Further General Given Guarantee Guide Human two weeks notice prior to termination, or to employees who are separated due to a reduction in force (i.e. layoff). All employees discharged for cause forfeits any vacation leave hours. When an employee changN es from full-time to part-time, and if the employee has been employed for 12 months, he/she will be paid for unused vacation leave time. Employees must submit a dated written request for vacation leave to thei Employee BenefitsF Vacation be reinstated with full back pay restored. Should the employee be found guilty of any violation of company policy, he/she may be terminated during the suspension time with no back pay restitution. No annualH[ reviews or salary adjustments will be considered during a probation or suspension period. Employee SeparationF Probation and SuspensionK New Perspective d, the preferences of non-smoking employees shall prevail. Rules of ConductF Smoking Policy Authorized Authorizingofficer Automatically Availability Available Average Averaged Averages Avoid Avoiding Aware Awareness Background Balance Balanced Balances Based ndance regulations. Rules of ConductF Absenteeism ust verbally advise the employee as soon as possible after he/she notices the employee's performance is not acceptable. The supervisor must be clear and factual about what the employee is doing/not doin Employee SeparationF-Counseling/Probation/Involuntary Terminations estions in connection with this policy should be directed to the Department 07/28/94E Rules of ConductF Personal ConductI IncludeJ l be terminated effective that date. 4. The first counseling report, originally placed in your desk will now be attached to this second counseling report. Both reports will then be sent to the employee' Employee SeparationF-Counseling/Probation/Involuntary Terminations ConductF Personal Conduct diness essional interests, likes and dislikes. 12. Take time to give proper and adequate instruction to new job applicants and make them feel at home through proper job induction and orientation. 13. Be alert to keeO ping your work area safe and clean. Accidents not only hurt the victim, they hurt your department and the company as well. 14. Let your employees know from the very first day what you expect of them. Be cle Rules of ConductF+Supervisor s Responsibility to Subordinates nce needed BEFORE the supervisor meets with the employee. 8. If the performance problem persists to the point that termination of employment must take place, the supervisor must complete the third Coun Employee SeparationF-Counseling/Probation/Involuntary Terminations mployees should not make any representations to clients concerning the legality or illegality of proposed transactions. Refer all legal problems arising in connection Rules of ConductF Code of Ethics vacation leave and funeral leave will be counted on the employees Process Two Annual Review and he/she will be graded accordingly. The only exception to absence days not recorded on the review, other than thoI se mentioned in this paragraph, would be hospitalized stays and recuperation time after a hospitalized stay as long as the employee has furnished Department with a doctor's statement giving the date of their J return to work. Employee BenefitsF Absence Days ot limited to, comments, stories, visual signs, posters, or documents inappropriate to a reasonable work environment. While it is not Company s intent to regulate employee's social interactions or relatioD nships, the above described conduct is not acceptable, professional behavior. HOW TO DEAL WITH HARASSMENT 1. Inform your immediate Supervisor of the harassment. If the harasser is your immediate Supervis Rules of ConductF Sexual Harassment ismissal must occur on the same date as notification. 2. Employees who handle any form of corporate funds may be audited. 3. Arrangements will be made for the employee's final pay, and the employee is to be i Employee SeparationF-Counseling/Probation/Involuntary Terminations ose available to the general public. Rules of ConductF Code of Ethics Raise Range Ranges Rates Rather Rating step-brother/sister, children, brother/sister-in-law, step-children, co-habitant, grandparent of employee or employee's spouse. Should any job applicant apply for a position with Company , they will be askedD on the application if they have any relative employed with us. If the answer is "yes," they will be questioned as to the relationship. If it is one of the above relationships, the applicant will not be consi Employee PracticesF Nepotism Procedures Kitchen Knowledge Known Knows Labor Language Last-minute Later Lateral Lawfully Layoff Layoffs Leader Leadership Learn Least loyee. It is the employee's sole responsibility to pay the premium for any covered dependent. Company 's payment of this health insurance coverage ends on the last day of the month within which employment iD s terminated. However, The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 provides employees and dependents certain continuation rights in the event they cease to be eligible for Company 's in Employee Benefitst of Interest ork Product other medication, whether or not prescribed by the employee's physician for a medical condition, which is known or advertised as possibly affecting or impairing judgment, coordination, or other senses, or whicG h may adversely affect ability to perform the employee's work in a safe and productive manner, must notify his or her supervisor or another management official prior to commencing work. Information supplied by Rules of ConductF Drugs and Alcohol 07/28/94D Rules of ConductF Sexual HarassmentH Imagine MusicM Imagine .FMP 17QhSexual Harassment ...................................................................................... All Management ght to make any comments on the bottom of Process Two. Salary AdministrationF Confidentiality and Work Product Supervisor Supervisor's Supervisor/manager Supervisors Supervisors/managers Supervisory Supplement Supplements clude, but would not necessarily be limited to, exclusion or modification in job duties or assignments as long as it does not result in unequal staff responsibilities. Health & Safety that the supervisor inform the Salary Administration.............................................U t be punched and signed by all non-exempt employees to record actual hours worked in each work day and each work week. Time cards will cover a period of TimecardCoverage and will be returned TimecardReturnN for review by the manager. Any employee who deliberately falsifies a time card through incorrect punching of time worked or non-productive time or through punching time for another person will be subject to i Salary administrationF Pay for Hours Worked nformed as to these arrangements. Pay will be made within five (5) days from the date of termination. 4. Only if appropriate, an exit interview with the employee may be coordinated by the Department . (This Employee SeparationF-Counseling/Probation/Involuntary Terminations ve the best interest of the company. Exceptions to the foregoing shall be made only if the facts and circumstances are fully Rules of ConductF Code of Ethics Well-being 07/28/94D Salary AdministrationF Performance Review ProcedureH Imagine MusicM Imagine .FMP 28QhPerformance Review Procedure ........................................................................... All Management Salary Administration Company has established a program that will ensure that all employees are given equal opportunity for job advancement. The purpose of the program is to provide an effective method of communication to employeB es of specific job openings within the company. Promotions and transfers will be made without regard to age, race, color, sex, national origin, handicap, religion or veteran's status. Lateral transfers (same Transfers & PromotionsF Job Posting Program Establishment Establishments Estate Ethics Evaluate Evaluated Evaluates Evaluating Evaluation Evaluations Evening Event Every Everyone Evidence Ex-employees Examination Except Exception Exceptionally Exceptions Excess Excessive Absence Absencecarryover Absencedays Absencehours Absences Absents and clients. Therefore, every reasonable precaution will be taken to ensure that an employee's condition does not Fpresent a health and/or safety threat to other employees and clients. Consistent with this concern for employees with life-threatening illnesses, our company offers the following range of resources available through the Department Health & Safety 5-outstanding 5yrvachours Abandonment Abide Ability About Above Absence Ratings@ Reasons@ Record@ Referral@ Regular Relative@ Representative's@ Reproach Requirements Resources@ Retaining Retroactive@ Revenue@ Review Rules Scope@ ct information regarding their health condition. Only those individuals who have a Health & Safetyan absence during the week, for all or part of a day, they are to record the number of actual hours missed for that day, up to eight (8) hours for the Ratings Rationale Re-employed Re-employment Re-enrollment Re-scheduled Reach Reached Read/and Realize Realizes Reason Reasonable Reasonably know" should be addressed to a representative of the Committee ,2. Contact a Committee representative if: Health & Safetyemployee clearly knows what is expected of him/her Salary Administrationthe company at the company's request. Especially Essential Establish Established Establishes Ethics Evaluate Evaluating Evaluation Evaluations Evening Event Every Everyone Ex-employees Example Examples Exceed Exceeds Excellent Except Exception Exceptionally Exceptions Excess Excessive Naturally Nature Neatly Necessarily Necessary Necessitate Necessity Needed Negative Negligent Negotiations Neither Never Ninetieth Ninety es, materials, records, files, correspondence, drawings and other written information belonging to Company and/or any of its present or future affiliates that are in their possession, custody or control and wI hich relate to Company 's business. Each employee also understands that the employment relationship between Company and each employee is "at will" and on a day-to-day basis. The employment relationship may Rules of ConductF Confidentiality and Work Product Illegality Illness Illnesses Illustrative Image Immediate Immediately Imminence Impair Impaired Impairing Impartial Imperative Implied Imply Importance e could be economic, budgetary, the employee's position on their salary range, the employee's overall score on the evaluation, etc. Whatever the reason, a representative of the Committee will discuss the rd eason with the supervisor after they have made their recommendation. Their recommendation could be higher or lower than your recommendation, or they may choose to give no increase at that time. Whatever the f Salary AdministrationF Performance Review Procedure Veteran's Veterans Victim Violated sitor Voiced Wage-hour Wages Walk-in Wants Weapons Weekly Welcome Well-being Whenever Where Wherein Whether Which While Whose Wihtin Allemployees Allow Allowance Allowed Allowing Allows Alone Along Already Although Always Alzheimer's Amended Amount Amounts s, or refusal to work overtime. Outside employment with any business which is likely to be harmful to our company's image in the community, or creates a conflict of interest, will also be prohibited. If an emE ployee acquires an outside job of any kind, they must notify their immediate supervisor and the Committee in writing, and receive approval, prior to their first day of employment. (Refer to Conflict of IntereF st, No. 210) Rules of ConductF Outside Employment Interpretation of the Legal Guidelines (Title VII Civil Rights Act of 1964) defines sexual harassment as: 1. Unwelcome sexual advances, or 2. Physical or verbal conduct of a sexual nature which results in: Submission being expressed or implied as a condition of employment, or B. Unreasonable interference with work performance or creating an intimidating, hostile, or offensive working environment through, but n Rules of ConductF Sexual Harassment nductF Code of Ethics .) In instances where an employee is terminated due to poor performance, and we feel he/she was adequately trained and counseled, we will oppose the unemployment claim. 5. It will be explained to the employee Employee SeparationF-Counseling/Probation/Involuntary Terminations apply to bequests or gifts from members of the officer's or employee's family. Rules of ConductF Code of Ethics Retaininginging Retainingingingingingingingetaininginginging Retirement Introduced Introductory Investigate Investigation Investing Investment Investments Involuntarily Involuntary Involve Involved Involvement Involves Involving Six-month Skill Skills Sleeping Smoking Social Software Solely Solicit Solicitation Soliciting Solution Solved mployee would receive appropriate accrued benefits. Health & SafetyREASON UNLESS APPROVED BY A MAJORITY OF THE SALARY COMMITTEE. Salary AdministrationF Method and Time of PaymentI Include Requirements Requires Requiring Requisition Requisitions Reserve Reserves Resignation Resolution Resolve Resolved Resourceful Right Rooms Rules Running Safety Salaries Salary Satisfactory Schedule Screened Scuffling Securities Security Selected Salary AdministrationF Performance Review Procedure Percentage Perform Performance Performed Performing Perhaps Period Periods Permanent Permissible Permission Permit Permitted Persists Person Vacation 7/28/94E Rules of ConductF*Supervisor s Responsibility to our CompanyI IncludeP within the department. This is done through "open-ended" types of questions rather than those that can be answered with a "yes" or "no." Some examples of open-ended questions would begin with: "Tell me abouH t"....."Please describe"...."What happened when"....."When did you"......"Where did you".....etc. As a general rule, the applicant should do 90% of the talking . 4. The Manager should give a brief descripti Employee PracticesF!Interview & Employment Procedures 4-above 5-outstanding 90-day Abandonment Abide Ability About Above Absence Absences Absent Encouraged Encouragement Encourages Encouraging Endanger Endeavor Ending Energies Engage Engaged Engaging Enough Enrollees Enrollment Ensue Ensure Enter Entertainment Entire Entirely Entitled Entity Entries Entry Environment Equal Equipment Equipped Equitable cessive Leave Leaves Leaving Lectures Legal Legality Legitimate Length Letter Level Levels License Life-threatening Lifting Lower Loyalty Lunch Maintain ee 90-Day Introductory Review (See Exhibit E) 5. Employee Performance Appraisal Process I & II (See Exhibits F & G) 6. Departmental Absentee Record (See Exhibit H) 7. Employee Counseling Form (See Exhibit I) . Employee Time Cards (See Exhibit J) 9. Leave of Absence Request (See Exhibit K) 10. Telephone Reference Check Form (See Exhibit L) 07/28/94D Rules of ConductF)Supervisor s Responsibility for PaperworkH Imagine MusicM Imagine .FMP highest grade (5) in that category. If he doesn't answer it by the third ring only once during that audit time, then the next highest grade (4) is his score. Each audit then is averaged for the year to arriveT at the overall yearly grade. It is necessary that the supervisor inform the employee after each audit of his score so he can work on improving the score for the year. Whatever the particular job standards ar Salary AdministrationF Performance Review Procedure Counsel Counseled Counseling Counseling/probation Counted Counter County Course Courses Court Cover Coverage Covered Create Created Creates Creating Credibility Credit Creed Criteria Critical Cross-train Cross-training Cultivate CommunicationF Employee Grievance ProcedureH Imagine MusicM Imagine .FMP 28QhEmployee Grievance Procedure ........................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCoval of the immediate senior ma AdministrationF Management Committee Representative's Representatives Representing Reprimand Reprimanded Reproach sts of the company in the manner anticipated or is not adaptable to the type of work for which he was employed. pWhile in the introductory period, the employee will have privileges in accord with other employees, except for: Employee PracticesF New Employee Introductory Period Minutes Misconduct Missed Misses Mission Misuse in the department, will be considered confidential. Therefore, access to these files is only for those "need to know" individuals. All requests for information from employees files will be directed to the corD porate Department . This applies to requests from other departments as well as inquiries from outside the company, including requests for references regarding employment. Supervisors and other employees are Employee PracticesF Personnel Records and Privacy Employee PracticesF!Interview & Employment Procedures P}ar in your communication and specific in your expectations. Also let them know what they can expect from you and our company. 07/28/94D Rules of ConductF+Supervisor s Responsibility to SubordinatesH Imagine MusicP 43QhSupervisor s Responsibility to Subordinates ............................................................T All Management rmit individual personalities or prejudices to cloud your objective opinion of any employee. 8. Improve your confidence in dealing with your subordinates by being considerate, firm and fair in your individual K dealings with employees under your supervision. Respect is earned through fair minded behavior. 9. Always place an employee on a job according to his present skill, ability and attitude. Anything else is "se Rules of ConductF+Supervisor s Responsibility to Subordinates Terminal Terminate Terminated Terminates Terminating Termination Terminations Terminology tions. T* The tax savings generated by the Cafeteria Plan and the Retirement Savings Plan. .* Tax deferred earnings on your investments. Employee BenefitsF 401 (K) Retirement Savings Plan Rules of ConductF Conflict of Interest Policy Posting Privacy Probation Procedure Procedures Product Program Promotions Records Reporting Requisitions Resignation Retirement Review Savings Section Separation Sexual Smoking Solicitation Status Subordinates Supervisor's Suspension Tardiness Terminations Transfers Vacation Within Without Worked signed in such a manner as to give the employee an opportunity in which to: 1. Evaluate himself. 2. Develop thoughts concerning his desire, potential and future development. 3. Evaluate the activities of the H supervisor in relation to his own performance. 4. Voice all other thoughts, ideas and complaints relevant to his job and career. In that Process One is an opportunity to communicate more effectively, the super Salary AdministrationF Performance Review Procedure Non-exempt Non-job Non-notification Non-officer Non-prescribed Non-productive Non-reimbursable Non-smoking Nonexempt Nonexemptholidaypay nager as to why they were not promoted. Transfers & PromotionsF Job Posting Program ....A program of equal employment opportunity is maintained for allemployees and applicants for employment. B....Management and administrative personnel take affirmative action to achieve equal employment oppo Employee PracticesF Equal Employment OpportunityK Imagine Music ional comments with Salary AdministrationF Management Committee l goals and development. Salary Administration s critical to the employee's review process even if no changes have occurred since the last review. All reviews will be returned if this updated job description is not attached. Once Process One, Process Two j and the updated Job Description have been completed, they are to be sent to Department for review by the Committee at their next meeting. After this meeting, the review will be returned again to the super Salary AdministrationF Performance Review Procedure ain, remember that the employee "earned" the recommendation, one way or the other. All positions in our organization are described in a Job Description. This job description establishes the salary range for th hat position, and therefore must be kept up to date at all times. You will therefore be asked to "update" the job description of the employee being evaluated, and attach a copy to the evaluation forms. This i Salary AdministrationF Performance Review Procedure ration inal recommendation may be, remember that neither you nor the Committee "gave" the employee the increase. The employee "earned" it. Therefore, in your discussion with the employee about the "recommendation", f it is imperative that you not say something like "I wanted to give you more, but the Committee didn't agree." Both you and the Committee members are management, and should act and talk like one entity; and ag Salary AdministrationF Performance Review Procedure e that have been established by the supervisor and the employee, these standards need to be communicated to the employee at the beginning of each year so the employee is clear as to how he will be graded for thV at year. In each category, a Job Standard must be established for all five ratings, i.e. 5-Outstanding, 4-Above Average, 3-Average, 2-Below Average, 1-Unacceptable. When developing a new Job Standard, it is Salary AdministrationF Performance Review Procedure juries mployment status. All regular full-time employees are eligible for all employee benefits. C. Part-Time Employee - Those employees who work less than thirty (30) hours per week, but in no event less than ten D (10) hours and who maintain continuous regular employee status. Part-time employees are not eligible for any employee benefits, except paid holidays, wherein they would be paid four (4) hours for that holiday Employee PracticesF Definition of Employee Status unity Employer". (EOE) D. This organization will cultivate communication channels with community organizations to promote equal employment. E. All relations and decisions pertaining to employment, upgrading,d Employee PracticesF Equal Employment OpportunityK Imagine Music empt non-officer evaluations, strationF Management Committee n be established by studying the job over a period of time to determine what is acceptable. Salary Administration Interest Interested Interests Interfere Interference Interferes Intermingle Internal Internally Interpret Interpretation nsidered in the event those exempt employees are on a special project which requires them to work excessive evening and weekend hours in order to meet a required deadline. 07/28/94E Salary AdministrationF Overtime PayI IncludeP Excessive Exclude Excluded Exclusion Exclusions Exclusive Exclusively Excuse Executed Executive Exempt Exercise Exercised the week. If they do ACTUALLY work forty (40) hours in the week and also work a holiday, they will be compensated at the rate of Nonexemptholidaypay times their normal salary for that holiday. Salary AdministrationF Overtime Pay status. No applicant is to be discriminated against or given preference because of these factors. This policy is intended to apply to recruiting, hiring, promotions, upgrading, layoffs, compensation, benefitIMs, termination and all other privileges, terms and conditions of employment. Employee PracticesF Affirmative Action PlanK New Perspective ntrolled Counsel@ Cultivate Definition@ Department Desirable@ Disability@ hould state the "recommended increase" on the appropriate line. THIS DOES NOT, HOWEVER, MEAN THAT THIS RECOMMENDATION WILL BE ACCEPTED BY THE Committee . THEREFORE, UNDER NO CIRCUMSTANCES SHOULD THE SUPERVISb OR DISCUSS THIS RECOMMENDED INCREASE WITH THE EMPLOYEE UNTIL AFTER THE Committee HAS APPROVED OR DISAPPROVED IT. There are many reasons why the Committee may not agree with your recommended increase. Thes Salary AdministrationF Performance Review Procedure ed of him/her and can therefore work on achieving the kind of grade he/she wants for all categories on the review. His/her performance therefore becomes his/her responsibility and not the manager's. The manag^ er's responsibility is to "DIRECT the work," the employee's responsibility is to "DO the work." On the back page of Process Two, there are questions for the supervisor to answer regarding ideas for improving a Salary AdministrationF Performance Review Procedure acceptable would be "Mary has been nice to her clients all year" or "John has been absent several times." If the supervisor comments with "opinions" rather than "facts," the Committee will return the Perfor\ mance Review to the supervisor so he/she can more clearly state in factual terms why he/she chose a particular grade for a category. By the supervisor being "factual," the employee clearly knows what is expect Salary AdministrationF Performance Review Procedure Retroactive Return Returned Returning Reveal ee's physician for a medical condition, which is known or advertised as possibly affecting or impairing judgment, coordination, or other senses, or which may adversely affect ability to perform the employee's work in a safe and productive manner, must notify his or her supervisor or another management official Rules of ConductF Drugs and Alcohol 2-below ould an employee terminate their employment with Company or any Rules of ConductF Conflict of Interest Interactions Interest Toward Towards Trade Traditional Training Traits Transactions Transfer Transferred Transfers Transportation Treated Treatment Treatments Trial Tries Trimmed Trust Truthful Trying Tuition Turned Types Ultimately Unable Unacceptable Unapproved Unauthorized on - See Resignation of Employment, policy No. 705. 2. Failure to return from a leave of absence as arranged with Company 3. Failure to return on the date a physician states the employee is eligible to returC n to work. 4. Absence from work for one (1) consecutive day, or more, without notice to the supervisor. 5. Retirement. Involuntary Separation: Involuntary separation is defined as a separation initiated by the Employee SeparationF Employee Separation ination date. 7. All keys, credit cards, cars, policy manuals or other property will be turned in on the day of termination. 8. Review Confidentiality and Work Product Agreement No. 218 with the terminated e\cmployee, observe employee packing up their personal belongings and escort them out of the building. Employee SeparationF-Counseling/Probation/Involuntary Terminations e accepted if it Rules of ConductF Code of Ethics ary Administration Health InsuranceH Imagine MusicM Imagine .FMP 16QhHealth Insurance ....................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC but is not obligated to do so.s Plan tted in Rules of ConductF Conflict of Interest istration These Under Understand While ources Right Shared Should Statement Stating Terminate Their These Under Understand While Within titute an employment agreement (contract) or a guarantee to continue emplo ry Administration usually easier to establish the Average score first (3), then adjust the other scores to the average; (i.e. the average number of days absent per employee, per year, in the United States is five (5) days.) SX o if "Average" becomes 4 to 6 days absence, then 0 to 1 days absence is Outstanding, 2 to 3 days is Above Average, 7 to 8 days is Below Average and 9+ days is Unacceptable. In each category, there is a "Comme Salary AdministrationF Performance Review Procedure estions and ideas in which he may not have succeeded in expressing himself adequately in written form. The third step will be for the supervisor to complete 'PERFORMANCE AND DEVELOPMENT REVIEW - PROCESS TWO' wL orksheet. Many of these categories are already related to quantitative "Companywide" JOB STANDARDS. (Standards of performance for every employee in the company, (i.e. absences).) However, specific jobs requ Salary AdministrationF Performance Review Procedure mpany. If the financial interest is of a nature that might affect the judgment of an employee of our company, there is a conflict of interest. A. Gifts or Favors - Officers and employees and their immediate J families are not permitted to accept gifts, entertainment or other favors from existing or prospective clients except as follows: Gifts having a "reasonable value" and of a personal nature given as a token Rules of ConductF Code of Ethics Which While Whole Whose Wihtin dReturn for review by the manager. Any employee who deliberately falsifies a time card through incorrect punching of time worked or non-productive time or through punching time for another person will Fairness Falls Falsification Falsifies Families Family Fares Fault Favorable Favors Federal Feels Fellow Field Fifteen Fifteenth Files Filing Filled Final Financial Financially Firearms Forthright Forward Found o. 202) The progressive discipline procedure may be modified so that the level of discipline is appropriate to the specific circumstances surrounding the particular case. The severity of the problem may warrI ant accelerating the process to a next higher level of discipline. In such cases, supervisors should seek the advice of the Committee to decide the level of discipline necessary. Rules of ConductF Employee Discipline Discharge Without Notice r immediate supervisor or designee. Part-time employees are eligible for one week's paid vacation (5 days) after one year of continuous service. Pay for this vacation will be based on the average number of hoP urs worked per week in the previous 52 week schedule. Department will maintain a record of vacation leave time earned and taken for each employee. Copies of this record will be furnished to the supervisQ ors bi-weekly. Employee BenefitsF Vacation ) to determine if the employee is complying with the standard that has been set for that particular task in his job, (i.e. answering the phone by the third ring). If the manager observes the employee for an R hour at a time when he is auditing the employee at different times throughout the year, and the employee does answer the phone by the third ring all the time during that hour, then the employee can receive the Salary AdministrationF Performance Review Procedure the mployee if this problem, or a similar problem, does occur a second time, he/she will be placed on probation for ninety days. During this time if one more occurrence of the problem does happen, he/she wil Employee SeparationF-Counseling/Probation/Involuntary Terminations isitor. !8. Gambling on company premises. #9. Excessive absence or tardiness. $10. Unsatisfactory job performance. Rules of ConductF Personal Conduct ecurity Selected on of the job and state any unusual working conditions or hours. This is done preferably at the end of the interview. Also allow the applicant to ask any questions at this time. 5. If the Supervisor decidJ es he/she wants to hire the applicant, they notify the Department 6. The Department will then check the references of the applicant to be certain they in fact worked at the various jobs outlined in the a Employee PracticesF!Interview & Employment Procedures Theft Their selves Therapeutically There Thereafter Thereby Therefore Thereof Thereto These Obligation Obligations Observe Observes Observing Obstacles Obtain Obtained Obtainment Occasion Occupational Occur Occurred Occurrence Occurrences Occurs Share The supervisor can also use "Number of Times Counseled" about a particular subject, (i.e. errors). In this instance, the supervisor needs to establish how many errors over a period of what time constitutes oP ne counseling session, (i.e. three (3) errors in one week constitute one (1) counseling session). The supervisor can also choose to "Audit" the employee several times a year (usually a minimum of five (5) times Salary AdministrationF Performance Review Procedure ire that the supervisor establish job standards ONLY for that particular job. These specific job standards would apply to everyone in that particular job, and usually relate to the "Quantity" and "Quality" catN egories. Wherever possible, the manager can use "Nationwide Standards." If this is not possible, then "Averages" can be established by studying the job over a period of time to determine what is acceptable. Salary AdministrationF Performance Review Procedure Promote an increased awareness on the part of the employee as to standards by which he is measured and the goals toward which he can be moving. 4. Promote an increased awareness on the part of the supervisor aD s to what particular responsibilities and areas of obligation he has toward improving the employee's performance and assisting the employee in his personal goals and development. 5. Stimulate an increased commu Salary AdministrationF Performance Review Procedure Factor Factors Facts Factual Factually Fails Failure Field Files Final Financial Financially Firearms First Follow Following Follows Foregoing Former Forms Forthcoming Forthright Forward Found nd directing the employee's development. This page should be completed ONLY AFTER you have reviewed the first three pages with the employee. In some cases some questions do not apply to the employee's career ` at that time. In these instances, it would be acceptable to write "Does not apply" to those questions. If the supervisor feels an "increase in pay" should occur, based on the employee's performance, then he s Salary AdministrationF Performance Review Procedure ained for testing may result in discharge. If an employee recognizes they have a drug or alcohol problem and volunteers this information to their supervisor and/or the Department Company will cooperate wO ith the employee in correcting the problem to whatever extent is reasonable. This would be done by directing the employee to the various agencies equipped to resolve the drug or alcohol issue, as well as assis Rules of ConductF Drugs and Alcohol Portion regarding conflict of interest, until the arrangements for such employment or consultant services have been submitted in writing to the Board of Directors, and received written approval. Company becomes L aware of an unapproved outside employment relationship, investment, provision of consultant services or other matter (which are subsequently deemed to be a violation of these policies) or by the employee's fail Rules of ConductF Conflict of Interest policies and procedures. 10/31/94D Employee PracticesF New Employee Introductory PeriodH Imagine MusicM Imagine .FMP 32QhNew Employee Introductory Period ....................................................................... All Management ivacy Minute Minutes Misconduct Missed Mission Misuse Abandonment Abide Ability About Above Absence ide by the policy on Job Posting. (See Job Posting Policy, No. 401) Employee PracticesF Employment Requisitions s require unique and valid Health & SafetyF Leaves of Absence , contact their manager and/or a Coordinator 2. The Supervisor will notify the Department . Then the Supervisor and/or the Coordinator will proceed to investigate by first talking with the accuseF d employee alone, then the accusing employee alone. 3. A joint meeting with both employees face-to-face could be recommended; however, the accusing employee retains the right of refusal. 4. The Superviso Rules of ConductF Sexual Harassment Maintain nt" line. On this line, the supervisor is to state a specific reason why he chose the particular grade for that category. "Facts" establish a clearer reason for the grade than "Opinions," (i.e. "John has beenZ absent six (6) times this year"; and "Mary has received two client compliments this year. See attached copies of compliments." These clearly state a "number" that is factual. An "opinion" that will NOT be Salary AdministrationF Performance Review Procedure Cafeteria Calculating Calendar Calls Cancer Cannot Capability Capable Capacity Cards Career Careful Carefully Careless Categories Category Cause dation based on the overall review rating. An overall rating of one (1 to 1.9) is cause for dismissal (and should have been done prior to presentation to the Committee). An overall rating of two (2 to 2.9) wiE ll automatically disqualify the employee from any salary or wage increase and place him on 90 days probation or possible termination. If at the end of the 90 day probation, the employee has increased his grade Salary AdministrationF Management Committee Neatly Necessary Necessity Needs Negative Negligent Negotiations Never Ninetieth Non-exempt Non-smoking Normally es that all work product, management or marketing materials, marketing strategies, studies or techniques, including improvements thereto and derivatives thereof (together "Work Product") made, developed or concE eived by an employee, either separately or in cooperation with others, during the term of employment with Company , relating to work or employment or the business of Company or its affiliates, shall be the s Rules of ConductF Confidentiality and Work Product Below Beneficial Beneficiaries Benefit Benefits Bequests Better Between Beverages Beyondr salaries from our company. Employee PracticesF Definition of Employee Status ugressive ussive uogressive uhibited Prohibits Project Projects Prolong PV Any questions in connection with this policy should be directed to the Department 07/28/94D Rules of ConductF Personal ConductH Imagine MusicM Imagine .FMP 16QhPersonal Conduct ....................................................................................... All Management ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR ciliation Reconfirming Number Numberholidays Object Objective Objectively Objectivity Obligated Obligations Observe Observes Observing Obstacles Obtain Obtained Occasion Occupational Occur Occurred Occurrences Occurs Personnel Persons Pertaining Pertinent Petitions Phone Physical Physically Physician Physician's Physicians Picked Picking Place Placed Places Placing Policy Political Politics Portion F TardinessH Imagine MusicM Imagine .FMP 9QhTardiness .............................................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCld in the strictest confidence roduct formed in as Rules of ConductF Drugs and Alcohol over 40 hours and the "comp-time" must be used only in the same pay period, this becomes too complicated to maintain, therefore, no "comp-time" will be allowed. However, a manager may schedule the employee's N work during the week so they do not exceed the 40 hours of actual time worked. G. Exempt Employees - Those employees who are considered to be in a professional capacity, such as a supervisor/manager, or some Employee PracticesF Definition of Employee Status 07/28/94D Salary AdministrationF Management CommitteeH Imagine MusicM Imagine .FMP 20QhManagement Committee ................................................................................... All Management ocedure Holidays paid days is recognized by Company alendar year. YTherefore, the following total of NumberHolidays paid days is recognized by Company fitsF Holidays Scope Score Scores Screened Screeningctory period, during which, if for any reason, the employee is not pleased with his association with Company , or is not adaptable to the type of work which he was employed to perform, his employment may be terminated at any time for any reason without notice and without cause. During this same period, it will be Company 's privilege to terminate the Employee PracticesF New Employee Introductory Period Subsequent Subsequently Subsidiaries Subsidiary Substance Substances Substitute Succeeded Successful Successfully Sufficient Suggest Suggestion Summons Sunday Supervision Supervisor Non-smoking Nonexempt Nonexemptholidaypay and supplied by the applicant.) 1. The applicant is first screened by the Department , to be certain that they meet the minimum qualifications outlined in the job description. Department will then reF fer qualified applicants to the immediate supervisor for their interview. 3. It is the Manager responsibility to determine if an applicant is technically qualified and if the applicant can work compatibly Employee PracticesF!Interview & Employment Procedures Because Become Becomes Before day falls on a Sunday, that Monday immediately following that Sunday will be the legal holiday. Employee BenefitsF Holidays ne Procedure, No. 212 will be adhered to. 07/28/94E Rules of ConductF TardinessI IncludeP Meeting Meetings Meets Member Members Memberships Mental Mentally Mentioned Merely Merit Merited Method Methods Might Military Minded Mindful Minimize Minimum Minor Minute Minutes Misconduct Missed Misses Mission Misuse As authorized by Internal Revenue Code, Section 125, Company has provided a FLEXPLUS Cafeteria Plan for its employees. This allows employees the opportunity to pay certain qualified expenses on a pre-tax basB All regular full-time employees who work an average of 17.8 hours per week or more (computed quarterly) are eligible to participate in the FLEXPLUS Cafeteria Plan. The eligible expense categories are: Employee BenefitsF%FLEXPLUS Cafeteria Plan (Section 125) Preparations Prepare to employees that discharge will result from violations of employee standards of conduct or unsatisfactory job performance for which the employee is at fault. X4. Written documentation of disciplinary warnings given and measures taken, as follows: First Verbal Counseling j Second Written warning with disciplinary action (90 days probation) *(See Exhibit I for Counseling Form) Third Discharge* Rules of ConductF Employee Discipline would only be in the event the employee feels he was treated unfairly, and/or if the Department chooses to pursue the interview to create better documentation in the event the employee files for unemployment Employee SeparationF-Counseling/Probation/Involuntary Terminations used in this paragraph, is not intended to include ownership of securities in a publicly owned company. Rules of ConductF Code of Ethics Desirable Desire Desires Desiring Detailed Details Determination Determine rmined Determining Develop Developed Developing Development Deviation Devote Didn't Different Difficult Dining Direct Directed Directing Directive Directly Director Directors Directorships one who is involved in decision making that affects the company in any way monetarily.These executive, administrative and supervisory employees are exempt from the minimum wage and time sheet overtime provisiP ons of the Fair Labor Standards Act (Wage-Hour Law) as amended. These employees do not receive overtime pay and therefore, do not have to complete a time sheet for hours worked; however they do have to complet Employee PracticesF Definition of Employee Status time, the employees will be asked to decide which of them leaves the company within the next 30 days. If no decision is forthcoming from the employees during that time frame, the Committee will make the finaH l decision. The employee leaving will receive all accrued but unused benefits up to the date of termination. *Note: Employees who are related as described above, but who worked with Company before the abov Employee PracticesF Nepotism Complete Completed Completely Completes Completing Completion Compliance Complicated Compliments Comply Complying Component Comprised Computed Computer Conceived Concern Concerned Concerning Concerns Concessions Concurs Condition Confidential Confidentiality yee. This increase may or may not be commensurate with the supervisor's recommendation. In the instances in which it is not, a Committee representative will provide the supervisor with a rationale for this I deviation. Once a salary increase has been approved by a majority vote of the Committee , then the approved increase, along with the review and any comments which have been introduced or appended by the Comm Salary AdministrationF Management Committee to a minimum level three (3), the Committee may choose to consider giving an increase at this time. For those with overall reviews of three (3) or above, the correlation of review score to increase percentageG will be considered by the Committee Committee will take the supervisor's salary recommendation, and using it along with other knowledge and budget information, assess a salary increase for each emplo Salary AdministrationF Management Committee Judgment Jurisdiction Juror Justification Keeping Knowledge Known Knows Labor Language Last-minute Later Lateral Lawfully Layoff Layoffs Leader Leadership Learn Least many qualified individuals without having to solicit assistance from outside agencies. C. Word of Mouth - Our own employees or other related businesses may be able to make good referrals. This is an excellenH t source of applicants. Employee PracticesF Employment Requisitions Weapons Weekend Weekends Weekly Welcome Welfare Well-being All Management I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue emploF yment. I further understand that New Perspective reserves the right to change/revise these policies and procedures at any time. All Management SeparationF-Counseling/Probation/Involuntary Terminations Rules of ConductF Outside Employment Extent Action Affirmative Alcohol Assistance Board Breaks Bulletin Business Cafeteria Change Committee Company Conduct Confidentiality Equal Ethics Harassment Information Interest Interview Introductory Nepotism Opportunity Outside Paperwork Period Personal Personnel Company's Company/travel Companywide Comparably Compatibly Compelling Compensated Compensation Competitive fits expire at the end of the month in which the employee terminates. Employee SeparationF Resignation of Employment n they would be paid four (4) hours for that holiday. They may also accrue one week for vacation time, after one (1) full year of Employee PracticesF Definition of Employee Status QhSmoking Policy ......................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCgs or medications specifically nductF Drugs and Alcohol which are based on facts. CommunicationF Employee Grievance Procedure ticesF!Interview & Employment Procedures Edcription. All employees will be furnished with a copy of their job description at the time of hire. 10/31/94D Employee PracticesF Job DescriptionsH Imagine MusicM Imagine .FMP 16QhJob Descriptions ....................................................................................... All Management tatus Paragraph Parent Parent-in-law Part-time Participant's Participate accrual is forfeited. Wages in lieu of absence days will not be permitted. Also, should termination occur with accrued but unused absence days, reimbursement for those days not used will NOT be made. ShouG ld a holiday fall during an employee's absence time, the employee will receive holiday pay rather than have that day charged against their absence leave allowance. All absence days, except holidays, jury duty, Employee BenefitsF Absence Days Absences Absent pay for actual hours worked over 40 hours per work week and therefore, must complete a time sheet for actual hours worked. Under no circumstances should a manager allow a non-exempt employee to work hours L in excess of those recorded on the time sheet; nor should the manager allow the employee to make up overtime by giving them "comp-time." Because "comp-time" must be equal to 1-1/2 hours for every hour worked Employee PracticesF Definition of Employee Status Earnings statements, indicating gross salary, taxes, other payroll deductions and net pay will be issued to employees in the form of a paycheck. Terminating employees must pick up their final paychecks from thB Department . Under all circumstances, the final paycheck will be available within WorkingDays working days from the last day of employment. Each non-exempt employee will be required to punch a time card Salary AdministrationF Method and Time of Payment levators, public hallways, dining rooms, etc. Persons overhearing a conversation, which might be completely innocent, could form an impression of indiscretion that could reflect unfavorably upon the company. 2. Conflict of Interest - A conflict of interest can exist where an officer or employee or a member of his immediate family has a financial interest in a client, or other person or company dealing with our co Rules of ConductF Code of Ethics QhOvertime Pay ........................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCnon-officer evaluations, presennistrationF Management Committee Rules of ConductF*Supervisor s Responsibility to our Company t holiday. Exempt employees will not be additionally compensated for time worked in excess of forty (40) hours per work week, unless specifically authorized by the Authorizingofficer . This is only considerF ed in the event those exempt employees are on a special project which requires them to work excessive evening and weekend hours in order to meet a required deadline. 07/28/94D Salary AdministrationF Overtime PayH Imagine MusicM Imagine .FMP 12ur Company cess of forty (40) hours per work week. If a non-exempt employee is requested to work on a holiday, they will be compensated at Nonexempt overtime times their normal salary, even if they have not actually woD rked forty (40) hours in the week. If they do ACTUALLY work forty (40) hours in the week and also work a holiday, they will be compensated at the rate of Nonexemptholidaypay times their normal salary for tha Salary AdministrationF Overtime Pay ng Injuries Overtime is paid based on an employee's exempt or non-exempt classification for any actual time worked over forty (40) hours per work week. Non-productive time, such as personal or vacation leave, holiday leavB e, jury duty or funeral leave is not considered actual time worked. Non-exempt employees receive overtime pay at the rate of Nonexempt overtime times their regular rate of pay for hours actually worked in ex Salary AdministrationF Overtime Pay E{de on the previous day. NO PAY ADVANCES WILL BE MADE FOR ANY REASON UNLESS APPROVED BY A MAJORITY OF THE SALARY COMMITTEE. 07/28/94D Salary AdministrationF Method and Time of PaymentH Imagine MusicM Imagine .FMP 26QhMethod and Time of Payment ............................................................................. All Management Initials Initiated njured Injuries Injury Innocent Inquiries Inquiring Insignificant Insofar Instance Instances Instead Instructed Instruction Instructions Instruments Insubordination Insufficient Insurance Insure Integrity Intended Intent Intention Intentional Interactions Interest Honesty Hospitalized Hostile Hour-for-hour Hourly Hours However Human Ideas Identification Identify Immediately Impair Impaired Impairing Imperative Implied Imply Importance chases urchases urpose Purposes Pursue Pursuits Qualifications Qualified Qualifying Quality Quantitative Quantity Quarterly Questioned Questions Raise Range Ranges Rates Rather Rating Partition Party Paybegins Paycheck Paychecks Payday Payends Payment Payroll Payrolldept Payrolllocation Payschedule Penalties Pending People People's eriods Permissible Permission Permit Permitted Person Important Imposes Impression Improper Improperly (Probation/Termination, policy No. 702). $2. Reduction in workforce (Layoff). m3. Death - Coordination of death benefits, if any, will be made with the employee's estate or beneficiaries. 4. Long-term-disability - In the event the employee, for whatever reasons, becomes unable to perform their job, due to accident or illness. Employee SeparationF Employee Separation ConductF Code of Ethics 90-day donment Abide Ability About Above Absence ny absence must be approved in advance by the supervisor. In case of illness, all staff must notify their supervisor, or in the supervisor's absence, the Department or a representative of the Committee ithin thirty (30) minutes of the beginning of assigned work-time. Notifying any other employee is not acceptable. An employee with seven absences in a 12 month period is considered to have excessive absentee Rules of ConductF Absenteeism isor, client, visitor, or company representative. 6. For all employees required to drive in the course and scope of their employment, a negative change in their driving record which would prevent the fuHmlfilling of their driving duties and/or obtainment of insurance would be grounds for immediate termination. Employee SeparationF Discharge Without Notice aving Hazards He/she Heads Health Heart Helpful Helping Helps Higher Highest Him/her Himself Himself/herself ation, interferes with operations, or is offensive to clients or fellow employees will not be tolerated. The following behavior is prohibited and will subject the individual involved to disciplinary action up C to and including discharge: 1. Reporting for work while under the influence of alcoholic beverages, or the use of alcoholic beverages during regular working hours. 2. The possession, sale, or use of a cont Rules of ConductF Personal Conduct signating Designed ces, and to ask for a signed release to do same from the employee with the illness. 4. We will grant requests for reasonable accommodation to employees with life-threatening illnesses unless the request imposeQ s undue hardship on our company. Such accommodations could include, but would not necessarily be limited to, exclusion or modification in job duties or assignments as long as it does not result in unequal staf Health & SafetyF Life-Threatening Illnesses horized Employee BenefitsF HolidaysH Imagine MusicM Imagine .FMP 8QhHolidays ............................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC F THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYE uraged Conflict Counseling/probation Definition Descriptions Discharge Discipline Dress Drugs Educational Employee Employment Equal Ethics Flexplus Funeral Grievance Handbook Harassment Health Holidays Hours Illnesses Information Injuries Insurance Interest Interview Introductory Leave Leaves 07/28/94D Rules of ConductF Code of EthicsH Imagine MusicM Imagine .FMP In order to aid in the timely and accurate processing of employees who are removed from the company's records, and to be consistent with positive employee relations practices, the following policies and/or pro Employee SeparationF-Counseling/Probation/Involuntary Terminations ke appearance at all times during working hours. Dress Code xtended Face-to-face Facilitate Facilities Facility Imagine Music Separation Sequence Serious Serve Service Services Session Sessions Setting Settlement Seven Several Severity Sexual Shall Share artment will be their dates of employment. Employee PracticesF Personnel Records and Privacy rthcoming Forthright Forty Forward Found Problem Problems Procedural Procedure Procedures Proceed Process Processing Produce Product Productive Productivity Products Profanity Professional Profit Profitability Program Programs Progressive hibited Prohibits Project Projects Prolong s of the spouse's family. Upon approval from the immediate supervisor, the employee may also take additional accrued but unused vacation time, if necessary. All requests for funeral leave must be directed to D the immediate supervisor. The supervisor may request verification of the need for funeral leave from the employee. The supervisor will also document funeral leave on the employee's time sheet. 1-1/2 1-unacceptable 2-below Terms Testing Texas During Duties Earned Earnings Easier Economic Educated Education Educational Effect everal Severity Sexual Shall Share Definition Defray Degree Deliberate Deliberately Deliver Delivery Demands Demotion Demotions Denied Departing Department Departments Dependents Depending Derivatives Describe Described Description Descriptions Design Designated Designating Designed bit I for Counseling Form) Third Discharge* The sequence of progressive discipline is applicable in most situations of unsatisfactory performance or infraction of minor company rules. Suspected violations anG d deliberate or willful infraction of company rules and cases of gross misconduct may lead to immediate suspension or discharge without recourse to the progressive discipline process. (See Personal Conduct, N Rules of ConductF Employee Discipline urage Encouraged Funeral Furnished Furnishes Further Future Gambling General Generally Generated Getting Gifts Given Gives Giving Employer Employment Encourage Encouraged ours, but the employee has not actually worked over 40 hours, overtime will be paid on a straight-time basis. 4. Absences and overtime - If a non-exempt employee has an absence during the week, for all or partJ of a day, they are to record the number of actual hours missed for that day, up to eight (8) hours for the day. However, if that same employee actually works more than eight (8) hours a day on the remaining d Salary administrationF Pay for Hours Worked and equitable as possible. 2. Acquaint yourself as thoroughly as possible with all policies of Company so that your decisions affecting your people are educated decisions. You will receive new policies or sF upplements as they are issued and when they apply to your job. If at any time you feel a policy needs adjusting, make your recommendation to management. However, until management agrees to change the policy, Rules of ConductCounseling/Probation/Involuntary Terminations Comp-time Companies Company Company's for any member of the immediate family. e employees may request paid funeral leave up to three (3) days for any member of the immediate family. fitsF Funeral Leave 10/31/94D Employee PracticesF!Interview & Employment ProceduresH Imagine MusicM Imagine .FMP 33QhInterview & Employment Procedures ...................................................................... All Management y Period Rules of Conduct Nonexemptovertime Normal Normally ardian), parent-in-law, grandparent, or like members of the spouse's family. Upon approval from the immediate supervisor, the employee may also take additional accrued but unused vacation time, if necessary. Employee BenefitsF Funeral Leave e BenefitsF Vacation 07/28/94D Salary administrationF Pay for Hours WorkedH Imagine MusicM Imagine .FMP 20QhPay for Hours Worked ................................................................................... All Management yment ........................................................................U All Management F Jury Duty It is the policy of Company that employees shall maintain the highest standards of personal cleanliness and grooming and shall present a neat businesslike appearance at all times during working hours. 1. TheB properly attired man or woman helps to create a favorable image for our organization. Moreover, the individual who is concerned about his appearance usually is also concerned about the quality of his work. Rules of ConductF Dress Code Conduct Straight-time Strategies Strictest Strictly Structural Structure Studies Study Studying Style Subdivided Subject their supervisor promptly upon receipt, and show the jury summons to their supervisor. Employee BenefitsF Jury Duty employees under your supervision: `1. Consider your employees as individual, important human beings at all times and respect them. Rules of Conduct Workweek Would Write Writing Written Wrong Year-end Year-to-year Yearly Years heet by the supervisor for each pay period in which this form of absence occurs. _Employees will be allowed to retain any compensation paid by the respective court jurisdiction. Employee BenefitsF Jury DutyI Include es up the time by completing forty (40) hours in the same week the absence occurs may receive full pay, and no dockage will occur. Salary administrationF Pay for Hours Worked Leave y of Rules of Conduct ted by supervisors, to consider salary recommendations for those employees whose review is due. The Committee will be responsible for achieving equitable salaries throughout the company. Officer grades (exemptC ) will be reviewed annually at year-end by the Committee for recommendation to the Board of Directors. The completed reviews will be brought before the Committee along with the supervisor's salary recommen Salary AdministrationF Management Committee rages at company functions or at functions off premises while representing Company is not prohibited. This policy does not apply to private off-duty time after the close of business, as long as the behavioE r of our employee does not bring discredit on the reputation of Company Any violation of this policy may result in disciplinary action, up to and including discharge. Anyone taking a controlled substance or Rules of ConductF Drugs and Alcohol shment are outlined. Probation periods are ninety (90) days. If, at the end of ninety (90) days, the performance is satisfactory, the employee will be removed from probation. Failure to achieve the specifiedD results at any time during the probation period will result in discharge. Suspension from employment without pay may be applied in situations where it is decided by the supervisor and the Committee that thi Employee SeparationF Probation and SuspensionK New Perspective Found Fourteen Frame Fraudulent Freedom Frequencyd complaints or problems with management and receive an equitable solution. .Every employee at Company has the right to: aA.Discuss work related complaints or problems with management and receive an equitable solution. cB. Appeal a supervisor's decision to a higher authority without fear of retaliation or prejudice. CommunicationF Employee Grievance Procedure Noted Notes Notice Notices Notification Notified Notify nsive Offer Offered Offers Office Officer Officer's Officers Offices Official Ofminority Open-ended Opening Operations Opportunities Opportunity Bzhe Department If necessary, a new W-4 form will be completed by the employee, as well as any applicable benefit forms. 10/31/94D Employee PracticesF Change of Personnel InformationH Imagine MusicM Imagine .FMP 31QhChange of Personnel Information ........................................................................ All Management Salary administrationF Pay for Hours Worked QhAffirmative Action Plan ................................................................................ ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC ajor@ Major@ Major@ Major@ Major@ Major@ Major@ ance@ {Firm {Forthright Forward Found ed to sell, share, trade, give away, or copy these materials, client lists or information, programs or systems without the written permission of the Board of Directors of Company . subsidiaries for any reason,R they will not be allowed to sell or perform services which are sold or performed by Company or its subsidiaries in any county, state, or market area where Company is presently performing these services or Rules of ConductF Conflict of Interest Employment Imagine Individual Institution Manager/supervisor Managers/supervisors Manual Music ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED Rules of ConductF Outside Employment Screening mmediate discharge and loss of all accumulated compensation benefits. E. Supervisor's Responsibility Each supervisor will be responsible for continually observing the time card operation in his department to P insure that his employees are maintaining accurate records. Before sending the time cards to PayrollLocation , each supervisor must review the time card of each employee and indicate approval of hours worked Salary administrationF Pay for Hours Worked Married Materials Maternity Matter Matters Maximum Meals Meaning Meaningful Means Measured Measures Medical Medication Medications Minute Minutes Misconduct Missed Mission Misuse when co-workers have concerns regarding the workplace, we will emphasize employee education which would be available through the Department 7. We will be sensitive to the fact that continued employment for Y an employee with a life-threatening illness may sometimes be therapeutically important in the remission or recovery process and may help to prolong that employee's life; or by being allowed to work, their conti Health & SafetyF Life-Threatening Illnesses Salary administrationF Pay for Hours Worked clude Conflict Counseling/probation Definition Descriptions Discharge Discipline Dress Drugs Educational Employee Employment Equal Ethics Flexplus Funeral Grievance Handbook Harassment Health Holidays Hours Illnesses Information Injuries Insurance Interest Interview Introductory Leave Leaves ays, (i.e. a total of 37 hours) the number of hours worked over 32 hours for the four days are to be deducted from the hours missed on the day of absence. C. Meetings, Lectures and Training Programs EmployeesL are paid regular wages during their initial training period or if they are receiving additional training away from the company at the company's request. D. Recording Hours of Work - Time Card Time cards mus Salary administrationF Pay for Hours Worked oyee Discipline Force Forces Foregoing Forfeited Forfeits Formal Formally Former Forms Forth Forthcoming Forthright Forty Forward Forwarded Found & D) <4. New Employee 90-Day Introductory Review (See Exhibit E) F5. Employee Performance Appraisal Process I & II (See Exhibits F & G) Rules of ConductF)Supervisor s Responsibility for Paperwork Misuse permission is also considered as failure to notify the supervisor and the employee will be reprimanded according to the above. Supervisors are to review attendance records quarterly to assure compliance with G company attendance regulations. An employee with seven actual or annualized absences may be placed on a 90 day probation. One more absence during this period, with the exception of hospitalized stays, could b Rules of ConductF Absenteeism Policies Policy edures by signing the time card. All absences from work for non-exempt employees must be accounted for on this card. Supervisors must explain exempt employee's absences on the "Employee Attendance Log," (See ExhibitR H) and submit it to Department on a monthly basis. F. Calculating Hours of Work Any unexcused time absent will be deducted from accrued sick leave. With the approval of the supervisor, an employee who mak Salary administrationF Pay for Hours Worked expressly prohibited from supplying personal or employment references on ex-employees or current employees, either verbally or in writing. The only information supplied on ex-employees by the Department willF be their dates of employment. An employee requesting to see their personnel file will be allowed to do so on appointment, and with one member of management present. No copies of documents will be supplied to Employee PracticesF Personnel Records and Privacy Documents Doesn't Doing Doing/not Doubt Drawings Dress Dressed Drive Driver Driver's Drivers Driving Dropped itor@ Complete@ Condition Confidentiality Considered@ Contagious@ Controlled Counsel@ Cultivate Definition@ Department Desirable@ Disability@ BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp rtunities Opportunity Shared Sheet Should Shows Signature Signed Significant Signing Signs Similar Simple Since Sincerely Sister Situation Situations tation Soliciting ployee when he does a job exceptionally well. When necessary, reprimand in private. Always remember, "Praise in public and reprimand in private." 6. Let your employees know that you are giving them every oI pportunity to develop and improve their skills and earnings. Encourage them to participate in new projects or opportunities. 7. Evaluate your people carefully and objectively. Judge them honestly. Never pe Rules of ConductF+Supervisor s Responsibility to Subordinates Exhibit Exhibits Exist Existing Expand Expect Expectations Expected Expects Expeditious Expenditures Expense Expenses Expensive Experience Expiration Expire Explain Explained Exposure Express Expressed Expressing Expressly Extended Face-to-face Facilitate Facilities Facility Employee Health Miscellaneous Practices Promotions Rules Safety Salary Separation Transfers Action@ Conflict@ Life-threatening@ Policy@ Responsibility@ Music Action@ Conflict@ Life-threatening@ Policy@ Responsibility@ Abide Agreement Another Change/revise Company Constitute Copied Employment@ First Further t of the supervisor, the employee should be instructed to return home to change clothes or to take other appropriate corrective action. The employee will not be compensated for such time away from work, and reFGpeated violations of this policy will be cause for disciplinary action. 07/28/94D Rules of ConductF Dress CodeH 10QhDress Code .............................................................................................T All Management e and Federal regulations govern several aspects of employee dismissal, including unemployment compensation. It is the responsibility of the Department to insure compliance with these regulations for each as Employee SeparationF-Counseling/Probation/Involuntary Terminations anged. Rules of ConductF Dress Code hich employment is terminated. However, The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 Employee BenefitsF Health Insurance Listed Listedholidays Listen Lists Literature Litigation Lives Local Location Lodging Long-term Long-term-disability Lounges Loved Lower Loyalty Luggage Lunch Lunches Made-up Maintain Handled Interest S Retirement Savings Plan allows you to set money aside for retirement and investment purposes on a pre-tax basis. Your employer may also contribute to your reitrement but is not obligated to do so. Many employees believe that Social Security will not be sufficient to support them at retirement age. Therefore, the responsibility lies with each individual to set aside for the future. However, it is Employee BenefitsF 401 (K) Retirement Savings Plan where they have targeted the desire to perform these services. The employee acknowledges this agreement through their signature on the Signature Page of this Policy and Procedures Manual. Should it be discoT vered that a present or former employee has in fact violated this policy, Company will follow through with any necessary litigation to protect its interests. 07/28/94D Rules of ConductF Conflict of InterestH Imagine MusicM Imagine .FMP titive with Company , or accepting employment with or rendering services to such competitor, as a director, officer, agent, employee, consultant or otherwise, or solicit or attempt to solicit or accept busineF ss that is competitive with such business being conducted by Company from any of the customers of Company Employees and directors are prohibited from using any Company information, materials or resource Rules of ConductF Conflict of Interest Publicly-owned 1.Definition of Workday and Workweek: A. The Regular Work Week Shall Be Forty (40) Hours The daily and weekly work schedules and the number of hours per day and per week to be worked may be changed from timB e to time in order to meet the varying conditions of business. This could require an employee to work overtime or on weekends. Changes in work schedules will be announced as far in advance as possible. Norma Salary administrationF Pay for Hours Worked JJ be terminated at any time by either party upon notice to the other party. 07/28/94D Rules of ConductF Confidentiality and Work ProductH Imagine MusicM Imagine .FMP 32QhConfidentiality and Work Product ....................................................................... All Management t Savings Plan ually worked over forty (40) hours. If the holiday is during a week where they actually worked over forty (40) hours, then they will be paid Nonexemptholidaypay times their normal pay. Overtime, or holidayH hours must be pre-approved by the immediate manager. 3. Paid vacation hours - These hours will be included in the accrual of hours on a weekly basis. Therefore, if overtime occurs with the accrual of these h Salary administrationF Pay for Hours Worked Individuals Induction Ineligibility Influence Influenced Inform Information Informed Infraction Infractions Infrequency Ingenuity Initial Instructed Instruction Instructions Instruments Insubordination Insurance Insure Integrity Intended Intent Intentional Interactions Interest Appreciate Appropriate Approval Approvals Approve Approve/disapprove Approved Approximately Aptitude Aptitudes yment Procedures tting him up to fail." 10. Never "pass the buck" if something goes wrong in your department. Always assume the responsibility for the action or the job done by the employees under your supervision. Blaming M someone, or something else reduces your credibility not only with your employees, but with other management as well. 11. Learn to know your subordinates individually. Learn as much as you can about their prof Rules of ConductF+Supervisor s Responsibility to Subordinates and not taken by the employee. The employee will be given the opportunity to convert and retain certain types of insurance as a personal policy (i.e. COBRA). However, all group benefits expire at the end of tG he month in which the employee terminates. All company keys, credit cards, policy manuals and any other property belonging to Company must be turned in prior to issuance of the employee's final paycheck with Employee SeparationF Resignation of Employment t-time employees would be paid their regular rate of pay for their normal hours in a workday. Full-time employees would be paid for eight-hour days. 07/28/94D Employee BenefitsF Marriage LeaveH Imagine MusicM Imagine .FMP 14QhMarriage Leave ......................................................................................... All Management Section 125) Rules of ConductF Employee Discipline Leadership Learn Least for the unreimbursed medical funds, after the termination date would be eligible for reimbursement. The only exception would be for individuals who had elected COBRA for the unreimbursed medical fund. To partH icipate in the company's Cafeteria Plan, the employee must complete and sign a Cafeteria Plan enrollment form. Entry into the plan is only available during specified entry dates. If an eligible employee does Employee BenefitsF%FLEXPLUS Cafeteria Plan (Section 125) in five days of the last day of employment. All money owed to Company and/or the employee, if any, must also be resolved before issuance of the final paycheck (i.e.travel expenses etc.). 07/28/94D Employee SeparationF Resignation of EmploymentH 25QhResignation of Employment ..............................................................................T All Management and the Coordinator will then judge the credibility and facts of the incident, taking necessary steps to insure this behavior does not occur again. This could be through counseling, probation or termiH nation. 5. If the accuser is not satisfied with the results of the investigation or action taken, they may then contact the Committee . The Committee may choose to take further action to insure this behaviI or does not occur again. Rules of ConductF Sexual Harassment Out-of-pocket Out-of-town Outcome as a condition of employment, or B. Unreasonable interference with work performance or creating an intimidating, hostile, or offensive working environment through, but not limited to, comments, stories, visual signs, posters, or documents 0inappropriate to a reasonable work environment. Rules of ConductF Sexual Harassment nly appropriate information originating from the Department or the F Bulletin Board 07/28/94D Rules of Conduct 07/28/94E Employee BenefitsF 401 (K) Retirement Savings PlanI IncludeJ 31Qh401 (K) Retirement Savings Plan ........................................................................U All Management Absence Days etitive with Company , or accepting employment with or rendering services to such Rules of ConductF Conflict of Interest Competitor Complaint Complaints Company , we ask that you present a dated letter of resignation to your supervisor at least fourteen (14) calendar days prior to the last working day. Improper notice will result to your supervisor at least fourteen (14) calendar days prior to the last working day. Improper notice will result rationF Resignation of Employment 07/28/94D Employee BenefitsF VacationH Imagine MusicM Imagine .FMP 8QhVacation ...............................................................................................T All Management Disability Disapproved Discharge Discharged Discharges Discharging Disciplinary Discipline Disclose Disclosed Disclosure Discovered Discredit Discretion Discriminate Discriminated Discrimination Discuss Discussed Discussion Discussions Disease Disinterested ument Documentation Documents Issuance Issue Issued Issues Issuing officials who have a need to know `about the use of any drug or medication. Any violation of this policy may result in discharge. Rules of ConductF Drugs and Alcohol Because Become Becomes Before ent in the job. Copies of the incumbent's job description will be kept in their employee file in the Department At the time of annual review and/or replacement of a position, the immediate supervisor shoulD d review the job description to determine if changes in any aspect of the job has taken place. If so, a new copy should be sent to the Department for approval before having the incumbent sign the new job des Employee PracticesF Job Descriptions One-half Open-ended Opening Openings Operation Operations Opinion Opinions Opportunities Opportunity Mutual Mutually Names National Nationwide Necessary Necessity Needs Negative Negligent Negotiations Never Ninetieth Non-exempt Non-officer Non-productive Non-smoking Nonexempt Nonexemptholidaypay y, at its discretion, require an employee to submit to an alcohol or drug screening test and may search company property and personal effects on company premises where there is a reasonable suspicion that any aM spect of this policy has been violated. A refusal to submit to a reasonable search or alcohol or drug test or the intentional interference with a search or test such as switching or altering a urine sample obt Rules of ConductF Drugs and Alcohol Encourage Encouraged Manager/supervisor Music In simple and brief terms, the task of a supervisor is to "produce through people." This is a complicated process and demands the greatest ingenuity of the supervisor. In your effort to produce results in an B efficient manner, you will encounter many obstacles. Some of these obstacles will be created unconsciously by ourselves. Others will be created by outsiders, or by some employees for selfish reasons. Some of Rules of Conductseling/Probation/Involuntary Terminations 07/28/94D Rules of Conduct about what the employee is doing/not doing that is unacceptable, i.e. "John you have been late for work three times this week by as much as thirty minutes, and this is causing problems in getting the work out on time. Employee SeparationF-Counseling/Probation/Involuntary Terminations lved in other people's private affairs. This is also true in regard to the private lives of your employees. Although you should be sincerely interested in the welfare and personal lives of your employees, be wL ise enough not to involve yourself to the extent it interferes with our primary responsibility. Be helpful, but not too inquiring. If a problem is affecting their work, then it may be best to direct them to pr Rules of Conduct Rules of ConductF Personal Business ppy with your job or Company , chances are they will be too. Keep a good attitude and let them see that attitude. If you have a personal problem, talk it out with your boss, not your people. 5. There are maJ tters that you as a supervisor will know of or need to discuss that are not the business of others. Do not discuss such matters in the presence of employees or with them. 6. It is usually risky to become invo Rules of Conductee Grievance Procedure it is imperative that you follow the policy as outlined. 3. The policies or instructions that will be furnished you are valuable. Use your own good judgment as well. However, whenever in doubt ask another manH ager. Two heads are always better than one and they may have a suggestion that would be helpful to your particular situation. 4. The attitudes of your people will often reflect your attitude. If you are unha Rules of Conduct time. Rules of ConductF Personal Business Attach Attached Attainment Attempt Attend Attendance Attending Attention Attired Attitude Attitudes Avoiding Aware Background Balanced Based Basis Because Become Becomes Before Found Company recognizes certain guidelines for posting items on bulletin boards. All bulletin boards will be kept in a neat manner. Only appropriate information originating from the Department or the CommittB should be posted. No solicitation items, i.e. , For Sale, For Hire, For Rent, etc., may be posted. Information that must be posted includes the following: 1. OSHA Safety and Health protection poster Communication ofessional assistance or you may ask for guidance from your supervisor or the Human Resources Committee. 7. You should review the performance of your employees constantly, but to insure regular reviews, youN are required to complete a Performance Review "Process II" (See Exhibit G) at least once every year. This will aid you and your employee in communicating effectively, as well as encouraging continuous improv Rules of Conduct Personal Business these obstacles can be lack of incentive by the employees, conflict between employees and management, between the employees themselves, poor employee attitudes, lack of concern for the welfare of our jobs, etcD WORKING THROUGH PEOPLE: 1. Your employees will normally respond best to fair and equitable treatment. You should apply these policies which are established for our company so that the results are as fair Rules of Conductling/Probation/Involuntary Terminations the importance of immediate action in recording all details of the incident. C. An incident report must be completely filled out and signed by the employee involved or the person who witnesses the incident. G Failure to do so may result in a loss of benefits that might be allowed for that injury. Also, not reporting an incident may result in disciplinary action toward the party witnessing the incident and/or the Health & SafetyF Reporting Injuries pportunityI Include e our available manpower resources by selecting the best qualified person for the job to be performed. We have always given appropriate attention to such factors as educational background, previous experience,C proven skills, desirable character traits, and potential for growth and development. The personnel we have hired and promoted in the past and those to be hired and promoted in the future, have been and will c Employee PracticesF Affirmative Action PlanK New Perspective company property and personal effects on company premises where there is a reasonable Rules of ConductF Drugs and Alcohol ergies toward the accomplishment of Company 's goals, contractual commitments and obligations. Company realizes, however, that there may be some conditions under which employees may engage in limited outsidJ e employment or consulting. Therefore, Company employees shall not undertake or engage in any outside employment or provision of consultant services which might constitute a violation of the company's policy Rules of ConductF Conflict of Interest letin Board h and those with whom you work on the same level. b. Recognize that a manager's greatest resources are the people who work for him. c. Develop your department to be confident and resourceful. Cross-train wR herever possible. d. Acquaint yourself with all aspects of your job. e. Understand your specific responsibilities and authority. f. Have a working knowledge of all jobs performed in your department. Rules of ConductF Outside Employment 07/28/94D Rules of ConductF Employee DisciplineH Imagine MusicM Imagine .FMP 19QhEmployee Discipline .................................................................................... All Management y for Paperwork MAY be required after the job offer is made. 8. The hiring salary is decided by the Department in order that the salary offered is in compliance with our organization's salary ranges and policies. The Supervisor may offer a salary to the applicant wihtin this hiring range. 9. If the applicant accepts the offer from the Supervisor , an agreement will be made as to the date they will begin their employment Employee PracticesF!Interview & Employment Procedures 10. The Supervisor will then notify the Coordinator of the salary offered and the first day of employment date. The Supervisor is then encouraged to call the new employee and welcome them into ourP company, and reconfirming the start date. Department will then send appropriate forms to the PayrollDept for payroll purposes. 11. A New Employee Introductory Checklist (See Exhibit D) will be sent t Employee PracticesF!Interview & Employment Procedures Motor Mouth Moves Moving National Naturally Nature Neatly Necessary Necessity Needs Negative Negligent Negotiations Never Ninetieth Non-exempt Non-smoking Normally Yourself Rather Rather Rather Rather Rather ather Rather Rather Rating yee PracticesF Affirmative Action Plan of behavior resulting from any degree of intoxication or possession or use of alcoholic beverages or non-prescribed controlled substances on company property or while representing the company. 4. TheftF of or willful damage to company, client, visitor, fellow employee, or company representative's monies or property. 5. Abusive or threatening language or physical violence directed at an employee, superv Employee SeparationF Discharge Without Notice Defines Specific Specifically Specifications Specified Speculation Sponsorship Spouse Spouse's Staff Stage Standard Standardize Standards Standing Start Starting State Stated Statement Statements States Stating Step-brother/sister Step-children Steps Still Stimulate Stories Straight INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. MiscellaneousF Out-of-Town TravelI IncludeJ ntence: "You are being terminated, effective today, because of: (State reasons listed on the form)." The supervisor might request a witness to the termination. If so, a member of the Committee will act a Employee SeparationF-Counseling/Probation/Involuntary Terminations advice based upon information, reports, or analyses that are accessible primarily from or through employment with the company. Rules of ConductF Code of Ethics Proper Properly Property Proposed Prospect Prospective Protect Protection Prove Proven Provide Provided Provides Providing Provision Provisions Public Publicly Publicly-owned 90-day Abandonment Abide Ability About Above Absence formation or that could result in a conflict of interest. D. Advice to customers - Officers and employees should not make any representations to clients concerning the legality or illegality of proposed tran` sactions. Refer all legal problems arising in connection with negotiations or discussions with clients to the company's attorney or to the client's attorney, as is appropriate in the circumstances. 3. Honesty Rules of ConductF Code of Ethics 07/28/94D Employee BenefitsF Absence DaysH Imagine MusicM Imagine .FMP 12QhAbsence Days ........................................................................................... All Management New Perspective ules of ConductF Drugs and Alcohol Before de the administration of fair and consistent employee discipline. A uniform policy of progressive employee discipline will be followed by supervisors. Major elements of this policy include: 1. Constructive eC fforts by the supervisor towards helping an employee achieve fully satisfactory standards of conduct and job performance. 2. Correction of employee's performance issues or negative behavior only to the exten Rules of ConductF Employee Discipline dered for the job opening. If a job applicant falsifies his application, or is not truthful to verbal questions concerning his relationship to a present employee, and if this fact later becomes known, then he/F she will be terminated. *Present employees who become married, or begin co-habitation with other present employees, will present this information to management within 30 days of the change of status. At that Employee PracticesF Nepotism mporary 10/31/94D Employee PracticesF Equal Employment OpportunityH Imagine MusicM Imagine .FMP 28QhEqual Employment Opportunity ........................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCeP In order to maintain efficient operations, it is imperative that employees accept the responsibility to be at their work stations at assigned scheduled starting times. Any employee, anticipating they will be tB ardy, must notify his/her supervisor, or in the supervisor's absence, the Department Committee representative, within thirty (30) minutes of the beginning of assigned work-shift. Under no circumstances Rules of Conductb Possible Premium Preparations Prepare Problem@ Progressive Promote@ Proper@ Published@ Purchases of directors, officers and employees. Our clients, as well as the general public, have a right to expect from each member of the staff the highest degree of personal performance and example. Every Company employee is expected to conduct himself/herself in a manner Rules of ConductF Code of Ethics any premises such as running, scuffling, throwing articles, etc 23. Failure to report occupational injury promptly to supervisor. 24. Unauthorized soliciting on company property. 25. Failure to attend mandatoryM training programs. 26. Discussion of or inappropriate release of information which breaches client, co-worker or company confidentiality, or which would create poor public relations for the company. 27. Misuse Rules of ConductF Personal Conduct Works Worksheet Chance Chances Change Changed Changes Changing Channels Character Charge Charged Charges Charitable Check Checked Christmas Circumstances Civic Civil Clarification Clarify Classification Clause Clean Cleanliness Clear Clearer Clearly Clerical Client Client's Areas Arising Armed Arranged Arrangements Arrival Arrive Articles Aside Asked Aspect Aspects Assault Assess Because Become Becomes Before eyondce Accidents Accommodate Accommodation Accommodations Accomplishment Accord Accordance According Accordingly Account Accounted Accounts Accrual Accrue Accrued Accumulated Accumulation Accuracy Accurate Accurately Accused Accuser Accusing Achieve Achieving Acknowledges les of ConductF Confidentiality and Work Product Company is committed to a policy of encouraging employees toward those educational opportunities which it deems beneficial in their performance and advancement. Class attendance and completion of study assigB nments shall be performed during the employee's own time. It is expected that educational activities will not interfere with the employee's work time or job performance. Company has established the followi Employee BenefitsF Educational Assistance ng arrangements for continuing an employee's education: A. Certain courses required for job requirements B. Certain university-level courses, pre-approved by management C. In-house seminars Managers are reD quested to keep Department advised of attendance by any employee to any outside educational activity. Such cooperation will assist them in keeping personnel files current on all matters involving any employe Employee BenefitsF Educational Assistance e's outside training. Company will pay for books and tuition for all pre-approved courses taken by its full-time employees that are successfully completed with a "C" average or better. 07/28/94D Employee BenefitsF Educational AssistanceH 22QhEducational Assistance .................................................................................T All Management owned company. An officer or employee may not have any other interest in or relationship with an outside organization or individual having business dealings with the company or it's affiliates, if this interT est or relationship might tend to impair the ability of the officer or employee to serve the best interest of the company. Exceptions to the foregoing shall be made only if the facts and circumstances are full Rules of ConductF Code of Ethics m their manager. If a legal holiday falls within an authorized vacation, an extra day may be scheduled at the beginning of the vacation if approved by the immediate supervisor. Vacation leave time does not aL ccrue while an employee is on a leave of absence. Accrual resumes upon resumption of active status. Upon termination, accrued but unused vacation benefits will only be paid to employees who give a minimum of Employee BenefitsF Vacation nations Reasons Receipt Receipts Receive Received Receives Receiving Recent Recognition Recognize Recognized Recognizes Recommend Recommendation Recommendations Recommended Reconciled Reconciliation Reconfirming Employee PracticesF Definition of Employee Status Our company's reputation for integrity is perhaps it's most valuable asset. This reputation is determined by the collective and individual actions of directors, officers and employees. Our clients, as well asB the general public, have a right to expect from each member of the staff the highest degree of personal performance and example. Every Company employee is expected to conduct himself/herself in a manner tha Rules of ConductF Code of Ethics Items it is imperative that employees accept the responsibility to be at their work stations at assigned scheduled starting times. that employees accept the responsibility to be at their work stations at assigned scheduled starting times. uctF Tardiness week by as much as thirty minutes, and this is causing problems in getting the work out on time. Employee SeparationF-Counseling/Probation/Involuntary Terminations n extra day may be granted at the beginning of that vacation, but it must be cleared through the supervisor concerned prior to the employee's leaving on vacation. Depending on the work load, etc., an employee F may be required to take the extra day at another time. An employee on a Leave of Absence and a temporary part-time is not eligible for holiday pay. 07/28/94D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. lations. Rules of ConductF Absenteeism All Management I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue emploF yment. I further understand that New Perspective reserves the right to change/revise these policies and procedures at any time. All Management BenefitsF Vacation ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR se of this confidential information for the personal benefit of a staff member, his family, friends or acquaintances is strictly prohibited. The affairs of our company or it's clients should never be discussF ed in public, nor should a staff member discuss company business with or reveal any confidential information to anyone not in the employ of this company. The greatest care should be exercised at all times in e Rules of ConductF Code of Ethics Stories Straight rolled substance on the job other than the personal use of a drug prescribed by a physician. 3. The use of profanity or abusive and threatening language. 4. The possession of firearms or other weapons on compE any premises. 5. Insubordination - the refusal by an employee to follow a supervisor's directive or instructions concerning a job related matter. 6. Assault on a fellow staff member or clients; as well as abu Rules of ConductF Personal Conduct Absences Absent Violation Violations Violence Visitor Visitors Visual Voice Voiced Volume Voluntarily Voluntary Volunteers Voting Warning Warnings Warrant Weapons Weekend Weekends Weekly Welcome Welfare Well-being Beyond Bi-weekly Billing Birth Blaming Board Boards Books Bottom Breaches Break Breaks Brief Bring Brings Brochures Brother Brother/sister Brother/sister-in-la Brought Budget Budgetary Building Bulletin Burden Business day will be the legal holiday. When a holiday falls on a Sunday, that Monday immediately following that Sunday will be the legal holiday. All full-time employees will be compensated for eight hours of pay on D each of these holidays. Part-time employees, after 90 days continuous service, will be compensated for four hours for their holiday pay. If a holiday falls during an employee's regularly scheduled vacation, a 600e SeparationF-Counseling/Probation/Involuntary Terminations The vacation period extends throughout the calendar year, from January to December. For all full-time employees, vacation leave time is accrued at the rate of Vacationhours hours per month up to TotalvacatB hours per year. This accrual begins January 1 of each year and is completed November 1, of that same year. After five years of employment, vacation leave time is accrued at a rate of 5yrvachours hours Employee BenefitsF Vacation per month up to total5yr hours per year. This accrual also begins January 1 of each year and is completed November 1 of that same year. At December 31, a MAXIMUM of Carryover hours of unused but accrued vD acation may be carried over to the following year; however, any other unused vacation from ANY of the previous years will be lost if not used. Wages in lieu of vacation leave will not be permitted, except for Employee BenefitsF Vacation ary Terminations accrued but unused vacation at termination with proper notice of termination. Full-time employees earn and are entitled to take accrued vacation leave after six months of continuous employment. If hired beF fore May 30, the employee will be eligible for vacation during the same year he/she was employed. If hired after May 30, the employee will be eligible to take their one (1) week's vacation the following year, Employee BenefitsF Vacation sponsibility to our Company after six (6) months of continuous employment. However, they will also be eligible for their second (2nd) week of vacation that same year after they complete their first (1st) anniversary with Company After the first employment anniversary date, employees earn and are entitled to take accrued vacation leave up to the accrued amount. At the beginning of the second (2nd) year, employees will be allowed to tak Employee BenefitsF Vacation e their two (2) weeks vacation at any time during that year; however, should they terminate their employ during the year, those days taken but not accrued will be docked from their final paycheck. Seniority anJ d department needs within Company will be given preference in scheduling vacations within a department. All employees wishing to take unpaid vacation in excess of the accrued time should request approval fro Employee BenefitsF Vacation our Company mpany. Acceptance of outside employment, election to directorships in other corporations, and participation in the affairs of all outside organizations carry possibilities of conflict of interest. Officers andX employees of the company must obtain prior approval for contemplated outside employment from the Committee Specific types of outside activities that could raise conflict of interest questions are: a. E Rules of ConductF Code of Ethics Encourage Encouraged ism. This could be actual or annualized absences. A 12 month period begins the date of the first absence. An absence is also defined as any situation in which the employee is on the job less than one-half ofE the regularly scheduled hours. Any employee who is absent for one day and fails to notify the supervisor will be presumed to have quit due to job abandonment. Leaving a company facility while on duty without Rules of ConductF Absenteeism onable Unsatisfactory ndbook, as receipt and proof that they have read/and will abide by all policies within the handbook. The employee handbook will be reviewed and updated as needed. Changes will be authorized only in writing anCZd only by the Committee This handbook does not imply guaranteed employment in any way. 07/28/94D CommunicationF Employee HandbookH 17QhEmployee Handbook ......................................................................................T Client's Committee Comp-time Company's Competitor@ Complete@ Condition Confidentiality Considered@ Contagious@ Controlled Counsel@ Cultivate Definition@ Department Desirable@ Determine Disability@ o hold in the strictest confidence uctF Confidentiality and Work Product An employee may be placed on probation any time during employment in the cases of a major job performance or conduct problem or continued lack of improvement in performance or conduct. (See Procedures for CounsB eling/Probation/Involuntary Terminations, No. 702) This type of probation will require an Employee Counseling Form (See Exhibit I) in which specific corrective measures or tasks and levels of required accompli Employee SeparationF Probation and SuspensionK New Perspective y disclosed by the individual involved to, and the exception is thereafter approved by, the Board of Directors and recorded in it's minutes. Staff members shall not accept offers, which come to them because oV f their position, to buy a security at terms more favorable than those available to the general public. C. Outside Activities - No outside activities should interfere or conflict with the interest of the co Rules of ConductF Code of Ethics Screening Selecting@ Separation@ Shared@ Six-month@ Specific Stating Straight-time@ Subject Subsequent Term@ Terms@ Their Threatening@ Toward@ Traffic@ Unconsciously@ Unscheduled@ Veteran's@ Violation@ Which Within Workweek@ Your@ Guidelines Guilty Hallways Handbook Handicap Handle Handled having to solicit assistance from outside agencies. C. Word of Mouth - Our own employees or other related businesses may be able to make good referrals. This is an excellent source of applicants. 10/31/94E Employee PracticesF Employment RequisitionsI IncludeJ cedures must be adhered to when discharging an employee. Discharges can only be done with the knowledge of a Committee representative and in coordination with the Department . This is necessary because Stat Employee SeparationF-Counseling/Probation/Involuntary Terminations t the matter to a Department Rep . If the DepartmentRep concurs in the judgment of the supervisor, the Rules of ConductF Dress Code Extends Extension Extent Externally Extra Extremely Extremes Face-to-face Facilitate Facilities Facility ated by outsiders, or by some employees for selfish reasons. Some of these obstacles can be lack of incentive by the employees, conflict between employees and management, between the employees themselves, poor employee attitudes, Rules of ConductF*Supervisor s Responsibility to our Company Supplied Supplies Supply Supplying Support Supportive Surrounding Suspected Suspension Suspicion Switching Systems Taken Tardies Tardiness Tardy Targeted Tasks Taxes Technically Techniques Telephone Temporary Record Recorded Recording Records Recourse Recovery Recruit Recruiting Recuperation Reduce Reduces Reduction Refer Reference References the event the employee, for whatever reasons, becomes unable to perform their job, due to accident or illness. Employee SeparationF Employee Separation 10/31/94D Employee PracticesF Definition of Employee StatusH Imagine MusicM Imagine .FMP 29QhDefinition of Employee Status .......................................................................... All Management ation Accept Acceptable Acceptance Accepted Accepting Accepts Access Accessible Accident Accidents Accommodations Accomplishment Accord Accordance According Accounted Accrual Accrue Accrued Accumulated Accumulation Accuracy Accurate Accurately Accused Accuser Accusing Achieve Achieving Acknowledges Positive Possess Possession Possibilities Possible Postage Posted Posters Posting Potential Practices Praise Pre-approved Pre-employment Pre-existing Pre-tax Precaution Precautions Preceding Precise Preferably Preference Preferences Prefers Pregnancy Prejudices Premises Premium . They may also accrue one week for vacation time, after one (1) full year of employment. Vacation time pay is based on the average number of hours worked per week in the previous year. (See Vacation Policy, F No. 604). Part-time employees are paid on an hourly basis. D. Temporary Full-Time Employee - Those employees whose service is intended to be of limited duration not to exceed 480 hours in one (1) year,(three Employee PracticesF Definition of Employee Status Found Adherence Adjust Adjusting Adjustment Adjustments Administer Administration Administrative Advance Advancement Advertising Advice Affairs Affect Affected Affecting Affects Affiliate Affiliates Affirmative Affords After Again Against Agencies Agent Agents Agree Agreement A new employee will have a performance and development review on his first six-month anniversary and once annually thereafter, dating from the month in which hired. This evaluation will consist of the three stB eps set forth in this procedure, and its purpose will be to: 1. Serve as the basis for merited salary or wage increases. 2. Introduce quantitative objectivity into the determination of employee performance. Salary AdministrationF Performance Review Procedure Employee BenefitsF Funeral LeaveH Imagine MusicM Imagine .FMP 13QhFuneral Leave .......................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCtheir supervisor promptly upon reprimand in private." Rules of Conductithout Notice 07/28/94D 600ound leadership is important in our company. You might say that it is an absolute necessity. You, as a supervisor, must be a leader and not a boss or a "driver." Effective, sound leadership requires that you handle your subordinates in a way that you can get the job done through them in the safest, least expensive and most effective way and still achieve the quantity and quality of Rules of Conduct he employee may request a check. Before issuing the final payroll check, any negative balances in accrued vacation or personal leave accounts will first be offset against any hours worked. If owed, payment foM r any remaining accrued but unused vacation leave will be issued on a subsequent check in the following payroll period. Exceptions may be made by the Committee . Separating employees may pick up their final Employee SeparationF Employee Separation yee Status D@tain any compensation paid by the respective court jurisdiction. 07/28/94D Employee BenefitsF Jury DutyH Imagine MusicM Imagine .FMP 9QhJury Duty .............................................................................................. All Management ...................................................................................U All Management Employee Discipline Thoroughly Those Thoughts Threat Threatened Company wants to provide a process for employees to exercise their right to discuss job-related complaints or problems with management and receive an equitable solution. Every employee at Company has theB right to: A.Discuss work related complaints or problems with management and receive an equitable solution. B. Appeal a supervisor's decision to a higher authority without fear of retaliation or prejudice. 800 all other privileges, terms and conditions of employment. Screening Scuffling Search Second Secret Secrets Section Securities Security Seeks Seems Selected Taken Takes Taking Talking Tardies Tardiness Tardy Targeted Tasks Taxes Technically Techniques Telephone Temporary nt and the company as well. Rules of Conductd coordinated with the Human Resources Department. (See +Counseling/Probation/Termination, No. 702) Employee SeparationF Discharge Without Notice Facilities are provided for the employee who prefers to eat their lunch while at their work facility. These employee lounges and/or kitchen areas are an added benefit to employees. These areas must be kept clB ean and orderly at all times. The time frame allowed for lunches will be determined by your supervisor. While it is not a law to allow paid fifteen minute breaks each day for employees, in some cases dependi Employee BenefitsF Lunch and Breaks Conductce ng on the job, the supervisor may make this time available. However, management reserves the right to choose the frequency or infrequency of this time and/or to eliminate it entirely, depending on the situatiDRon at the time. As a benefit to employees, coffee is available, free of charge. 07/28/94D Employee BenefitsF Lunch and BreaksH 16QhLunch and Breaks .......................................................................................T Their Themselves Therapeutically There Thereafter Thereby Therefore Thereof Thereto These SeparationF Discharge Without NoticeI Include All Management The objective of maintaining adequate personnel records is to provide: (1) the documentation necessary to show that the legal, regulatory and procedural requirements have been met in all our personnel actions; ssary to show that the legal, regulatory and procedural requirements have been met in all our personnel actions; uctF)Supervisor s Responsibility for Paperwork Many employees believe that Social Security will not be sufficient to support them at retirement age. Therefore, the responsibility lies with each individual to set aside for the future. However, it is veryC difficult to save on a regular basis. By participating in the FLEXPLUS Retirement Saving Plan, the employee is given a choice of how to allow their account to grow: * Your own out-of-pocket contributions. Employee BenefitsF 401 (K) Retirement Savings Plan that only a verification of his/her employment dates will be given in response to reference calls and that this information will only be given out by the Department . Under no circumstances are supervisors/m Employee SeparationF-Counseling/Probation/Involuntary Terminations ivity. No attempt should be made, however, to use the company's relationship with a client to +obtain special terms or price concessions. Rules of ConductF Code of Ethics t required for positive job performance. 3. Sufficient notice to employees that discharge will result from violations of employee standards of conduct or unsatisfactory job performance for which the employeE e is at fault. 4. Written documentation of disciplinary warnings given and measures taken, as follows: First Verbal Counseling Second Written warning with disciplinary action (90 days probation) *(See Exhi Rules of ConductF Employee Discipline Carried Carrier Carrier's Carry Carryover Cases Catastrophic Categories Category Cause 7/28/94E Rules of Conduct receipt, and show the jury summons to their supervisor. Because changes in scheduling employees require as much advance notification as possible, non-notification or "last-minute" notification could result iC n no pay for jury service. Paid absences for jury duty must be so noted on the employee's time sheet by the supervisor for each pay period in which this form of absence occurs. Employees will be allowed to re Employee BenefitsF Jury Duty prior approval of the Board of Directors. Law prohibits the company itself from engaging in politics. The company encourages members of the staff, however, to take an active role in political activities. ^ They should, of course, conduct themselves in a manner that will not discredit or bring embarrassment to the company. Nor should an employee conduct themselves in a manner that could disclose confidential in Rules of ConductF Code of Ethics Maintain Willful Willing Wills Wishes Wishing Within Workingdays Works Worksheet mployment by a company that is engaged in, or being personally engaged in, any activity that is competitive with the company. b. Rendering investment counsel or other advice based upon information, reports, Z or analyses that are accessible primarily from or through employment with the company. c. Use of company equipment, supplies, or facilities for personal benefit. d. Any undertaking or endeavor that may re Rules of ConductF Code of Ethics thright Forward Found ittee will be returned to the supervisor. It will then be the supervisor's responsibility to discuss the increase and any additional comments with the employee. Approved salary adjustments will become effectiK ve the first day of the pay period following the review. Under no circumstances is a supervisor to discuss a salary recommendation with the employee prior to the Committee Review approval. Salary AdministrationF Management Committee Today Toemploy Together Token Tolerate Tolerated actions Transfer Trust Truthful Types Under Understand Understanding Undertaking Unfavorably Unless Until Unused Unusual Updated Upgrading Using Utilize Vacation Valuable Value Various Verbal Verbally employees will not be paid for absence day leave while on the first 90 day introductory period. Any employee who is absent, but has not accrued the absence days, will not be paid. Therefore, if any full-tiC me employee misses a day of work for personal or illness reasons and has either not accrued the days, or has used up the accrued days, he will be docked his daily rate of pay based on eight (8)hours, unless he Employee BenefitsF Absence Days All positions require a written job description in order to maintain consistent equity internally and externally through job title and salary administration. Job descriptions for all positions within Company will be maintained by the Department . Copies will be maintained by the incumbent in the job and their immediate supervisors. All job descriptions will be signed by the immediate supervisor and the incumb Employee PracticesF Job Descriptions Activity Actual Actually Adaptable Added Addition Additional Additionally Address Addressed Adequate Adequately Adhered Balanced Based Basis Because Become Becomes Before QhCounseling/Probation/Involuntary Terminations .......................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCnto the following: 1. ResignatiparationF Employee Separation f Ethics Possible Possibly Postage Posted Poster Posters Posting Potential Practices Praise Pre-approved Pre-authorized Pre-employment Pre-existing Pre-tax Precaution Precautions Preceding Precise Preferably Preference Preferences Prefers Pregnancy Prejudice Prejudices Premises Premium clients. The use of this Rules of ConductF Code of Ethics . Unreimbursed Medical Expenses Health care expenses not reimbursed by any other source and not claimed on the participant's income tax return. These expenses include, but are not limited to, medical dD eductibles and coinsurance amounts; amounts over the reasonable and customary charges not covered by insurance; or other reimbursable expenses permitted as income tax deductions under Internal Revenue Employee BenefitsF%FLEXPLUS Cafeteria Plan (Section 125) Allemployees Applies@ Asset@ Attorney@ Basic@ Before Beyond Certain Chance Client's Committee Comp-time Company's Competitor@ Complete@ Condition Confidentiality Considered@ Contagious@ Controlled Counsel@ Cultivate Definition@ Department Desirable@ Disability@ not wish to participate in the plan, he/she must sign the WAIVER portion of the form. Complete information regarding the FLEXPLUS Cafeteria Plan is available from the Department 07/28/94D Employee BenefitsF%FLEXPLUS Cafeteria Plan (Section 125)H 37QhFLEXPLUS Cafeteria Plan (Section 125) ..................................................................T All Management paycheck upon completion of the following: 1. Keys, name tags and any other company property must be submitted to the employee's supervisor. 2. Arrangements must be made with the PayrollDept for any indebtO edness to the company. 3. The PayrollDept may hold the final paycheck for five (5) working days for the employee to pick up. If the check is not picked up during that five (5) day period, the PayrollDept Employee SeparationF Employee Separation e made, however, to use the company's relationship with a client to obtain special terms or price concessions. Bequests or gifts from clients of the company under wills or trust instruments cannot be acceptedP without prior approval of the Committee . This rule applies even if the gift was not known by the officer or employee to have been provided in the will or trust; but it does not apply to bequests or gifts fr Rules of ConductF Code of Ethics All Management Whenever there is a legal change in name, change of address, telephone number, marital status, name and number of dependents, the employee is responsible for reporting this information to their supervisor and te number, marital status, name and number of dependents, the employee is responsible for reporting this information to their supervisor and t PracticesF Change of Personnel Information erferes Intermingle Internally Interpretation Equity Equivalent Erroneous Errors Escort blished Establishment Establishments Ethics Evaluate Evaluating Evaluation Evaluations Evening Event Every Everyone Ex-employees Example Examples Exceed Exceeds Excellent Except Exception Exceptionally Exceptions Excess Excessive 07/28/94D Employee Benefits(other than investments in publicly-owned companies which constitute not more than 1% of the voting securities of any such company) or engaging in any business, company, corporation or other entity that is competitive with Company , or accepting employment with or rendering services to such Rules of ConductF Conflict of Interest yee Grievance Procedure Premium Preparationsonses and directors are prohibited from engaging in any outside activity deemed a conflict of interest with the purpose and mission of Company and any and all of its present or future subsidiaries and affiliates. Rules of ConductF Conflict of Interest t a satisfactory adjustment of the matter. The CommunicationF Employee Grievance Procedure rspectiveM New Pers.FM ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS NEW PERSPECTIVE HUMAN RESOU bstances to the extent that he or she poses a threat to the safety of other persons or to property, the company may refuse to permit that employee to continue to work, pending further investigation. Such invesK tigation will be performed in as expeditious a manner as possible and the confidentiality of the information developed in such an investigation will be preserved to the extent reasonably possible. Company Rules of ConductF Drugs and Alcohol Projects Prolong Threatening Three Through Throughout Throwing Ticket Tickets Title QhConflict of Interest ................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCcompany premises without prior nductF Solicitation Lawfully Layoff Layoffs Leader Leadership Learn Least Company and any and all of its present or future subsidiaries and affiliates. Without the prior written consent of Company , directors and employees are prohibited, directly or indirectly, from investing (D other than investments in publicly-owned companies which constitute not more than 1% of the voting securities of any such company) or engaging in any business, company, corporation or other entity that is compe Rules of ConductF Conflict of Interest Notify Notifying November Numberholidays Object Objective Objectively Objectivity Obligation Obligations Observe Observes Observing Obstacles Obtain Obtained Occasion Occupational Occur Occurred Occurrences Occurs Opportunity Oppose Option sked on the application if they have any relative employed with us. If the answer is "yes," they will be questioned as to the rrelationship. If it is one of the above relationships, the applicant will not be considered for the job opening. Employee PracticesF Nepotism Exhibit N,"Out-of-town Travel" form) Out-of-Town Travel s action is in the best interest of Company and the employee. Suspension would usually occur when an employee is involved in some job incident where there are insufficient facts to make a fair management judF gment. Suspension will continue pending resolution of facts or circumstances involved. Should the resolution be reached and the employee found innocent of any violation of company policy, the employee will Employee SeparationF Probation and SuspensionK New Perspective Participate Participating Participation Particular Parties Partition onsulting services or other matter, the employee will be subject to the company's disciplinary Eprocedures, up to and including immediate termination of employment. Rules of ConductF Conflict of Interest uInterest urest o the Supervisor Department before the employee's first day. This will allow the Supervisor to prepare the department for the new employee's arrival. NOTE: Committee will approve all hiring requisR itions and hiring salary ranges. The decision to hire the applicant and the job offer shall be made by the immediate supervisor. NOTE: Former employees who left in good standing may be considered for re-empl Employee PracticesF!Interview & Employment Procedures Beyond unscheduled break periods. 12. Performing unauthorized personal work on company time. 13. Unacceptable motor vehicle record, as according to current insurance requirements, if employed in a job requiring use ofI a motor vehicle. 14. Failure to properly notify supervisor of intended tardiness or absence. 15. Departing company premises during working hours for personal reasons without the permission of the supervisor/m Rules of ConductF Personal Conduct 3-average 90-day Abide Ability About Above Absence Absentee Absenteeism Absolute Abuse Abused Abusive Accelerating approval of the Committee . Employees having knowledge of soliciting in the company should report it immediately to their supervisor. Solicitation includes, but is not limited to, the distribution of any typC e of literature, pamphlets, product samples, petitions or other materials in employee work areas, client areas, or on company premises. 07/28/94D Rules of ConductF SolicitationH Imagine MusicM Imagine .FMP right to terminate employment without following this three step process. 6. Also inform the employee during the counseling, that if their annual performance review is due during this ninety day probation Employee SeparationF-Counseling/Probation/Involuntary Terminations Employee PracticesF NepotismI IncludeJ 8QhNepotism ...............................................................................................U All Management Code of Ethics Altering Although Always Alzheimer's Amended Amount Amounts unused benefits up to the date of termination. Employee PracticesF Nepotism on-reimbursable expenses shall include, but not necessarily be limited to the following: MiscellaneousF Out-of-Town Travel Needed Needs Negative Negligent Negotiated Negotiations Neither Never Ninetieth Ninety ment within 30 days of the change of status. At that time, the employees will Employee PracticesF Nepotism IncludeP Other Others Otherwise Ourselves Someone Something Sometimes Sound Source Sources Speaking Special Specific andards Standing Start Starting State Statement Statements Stating Status Step-brother/sister Step-children Steps Still Stories Strictly Structural Style Subject mpany at billing time. 2. Personal Mail - When personal mail is added to the company's mail, it adds an extra burden on the employee responsible for this mail. We would therefore appreciate it if you would D please eliminate any personal mail requests. Naturally, any postage for personal mail should not be supplied by the company. 3. Doctor's Appointments - While it is understood that everyone from time to time h Rules of Conduct nation. The supervisor signs the form, and after notifying a representative of the Committee and the Department of the imminence of termination, he/she calls in the employee and states in the first se Employee SeparationF-Counseling/Probation/Involuntary Terminations an outside employer or of a political, charitable, civic, religious, or similar organization, except approved organizations or activities. Rules of ConductF Code of Ethics The following steps must be adhered to and follow this order of process: A. STEP I: The Supervisor Any employee wishing to file a grievance should first discuss the matter with his/her supervisor. The emplD oyee and the supervisor should attempt to arrive at a satisfactory adjustment of the matter. The employee must give the supervisor formal written notification of the issue causing dissatisfaction within five w orking days of its occurrence. The supervisor then furnishes a copy of this grievance to the Committee If the nature of the grievance is such that the grievance directly involves their supervisor, the emploF yee may proceed to Step II within this first five day period. The supervisor is responsible for assuring that every effort is made to bring about a satisfactory settlement at the initial stage of Step I. The supervisor is then required to : 1. Determine the underlying cause of the grievance. 2. Take appropriate and timely action. 3. Be willing to listen. 4. Render fair and impartial decisions which are based onH facts. 5. Document the nature of the discussion and the outcome of the meeting for future reference. A copy of the determination should be furnished to the employee and a copy forwarded to all parties listed above. In the event a mutually acceptable solution is not reached through discussion with the supervisor, the employee may proceed to Step II within the first five day period. The grievance will be considereJ d resolved if the employee fails to do this. Grievances are initiated by aggrieved employees and are answered by supervisory personnel. The aggrieved employee is the only person qualified to either accept the solution offered by the supervisor or to appeal his/her case to the next step. B. STEP II: The Committee If the employee chooses to proceed to Step II, the employee may formally present the problem to theL Committee , in writing, within five days after the employee's discussion with the supervisor. The grievance will be considered resolved if the employee fails to do this. If the Committee deems that the ac tion taken by the supervisor was appropriate, they will so inform the employee. The Committee has five working days to render a decision in writing. A copy of this determination must be forwarded as above.N? The decision of the Committee shall be considered final. 07/28/94D All Management Determine Determined Determining Develop Developed Developing Development Deviation Devote Didn't Difference Different Difficult Dining Direct Directed Directing Directive Directly Director Directors Directorships Initiated Injured Injuries Injury Innocent Inquiries Inquiring Insignificant Insofar Instance Instances Instead Instructed Instruction Instructions Instruments Insubordination Insufficient Insurance Insure Integrity Intended Intent Intention Intentional Interactions Interest nager. (See Exhibit N,"Out-of-town Travel" form) 2. All travel arrangements will be made through the designated senior person in the division. The Request for out-of-town travel form should be filled out and C submitted to this designated person. 3. All receipts must be turned in with a completed Expense Report on a per trip basis within one week after return from the trip. 4. Cash advances may be made upon request MiscellaneousF Out-of-Town Travel to help defray expenses. If allowed, these will be reconciled the first day at work after the trip, when a completed Expense Report with attached receipts is submitted. A personal check or any remaining cashE is to be turned in that same day for any amount left of the cash advance. 5. If airline fares are increased due to a personal request of the employee to change travel plans, the employee will be responsible MiscellaneousF Out-of-Town Travel for the difference in cost. The only exception to this is where senior management has changed the dates of the trip. 6. All employees are to obtain the least expensive route of travel unless specifically appG roved otherwise by their senior manager. 7. All unused airline tickets should be returned to the designated travel person in PayrollDept , the day after returning from the trip. 8. If it is necessary to take MiscellaneousF Out-of-Town Travel a different flight other than the flight scheduled during your travel, do not purchase another ticket. The original ticket should be used even if you fly with a different airline. (Most major airlines accept I other carrier's tickets.) 9. Overnight lodging where our company/travel agent has negotiated special rates will be used whenever available. 10. Personal car travel will be reimbursed at .20 cents per mile; h MiscellaneousF Out-of-Town Travel owever, under no circumstances will this reimbursement exceed the cost of air travel. 11. Car rentals should never be used unless pre-authorized. 12. Expenses for meals will be reimbursed; however, it is expeK cted that these expenses will be commensurate with location and will be reasonable in all cases. 13. Entertainment will usually be limited to meals. Exceptions will require the approval of a senior manager. MiscellaneousF Out-of-Town Travel 14. Supervisors do not have the authority to authorize/approve travel. However, they may request approval for their employees by submitting the Request For Out-of-town Travel form to their senior manager. . All travel expenses will be reviewed and questioned if expenses are believed to be unreasonably high. 16. Non-reimbursable expenses shall include, but not necessarily be limited to the following: a. Gas or MiscellaneousF Out-of-Town Travel oil if mileage allowance is received b. Traffic/parking tickets c. Lost luggage expense or purchases due to lost luggage. 17. Violations or abuse of this travel policy may result in the loss of travel privilO eges and/or subject the individual to counseling by their manager. Any exceptions to the above guidelines must be specifically approved by the AuthorizingOfficer MiscellaneousF Out-of-Town Travel 07/28/94D MiscellaneousF Out-of-Town TravelH Imagine MusicM Imagine .FMP 18QhOut-of-Town Travel ..................................................................................... Imagine MusicL Imagine .FM Having Hazards He/she Heads Health Heart Helpful Helping Helps Higher Highest Him/her Himself Himself/herself Unreasonably Unreimbursed Unsatisfactory Mileage Military Minded Mindful Minimize Minimum Minor Minute Minutes Misconduct Missed Misses Mission Misuse Purchases Purpose Purposes Pursue Pursuits Qualifications Qualified Qualifying Quality Quantitative Quantity Quarterly Questioned Questions Raise Range Ranges Rates Rather Rating Under Imagine MusicM Imagine .FMP 19QhEmployee Separation .................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Procedures Provisions Remove loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management In order to avoid disruptions of work and to protect employees, clients and visitors, no solicitation is allowed by anyone, (employees, clients or visitors) on any matter, on the company premises without prior That Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Their These INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Company seeks to establish and maintain standards of employee conduct and supervisory practices which will support effective operations in the interest of the company and its employees. Such procedures incluThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Understand While loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management We all know that good, sound leadership is important in our company. You might say that it is an absolute necessity. You, as a supervisor, must be a leader and not a boss or a "driver." Effective, sound leadThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Copied Under INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Imagine .FMP 43QhSupervisor s Responsibility to Subordinates ............................................................ ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management Another INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management In order to provide a fair, consistent and effective method of assuring employee attendance for efficient operations in our company, each employee has the responsibility to maintain a good attendance record. AThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Imagine MusicM Imagine .FMP 11QhAbsenteeism ............................................................................................ ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management Further General Guarantee Further General Guarantee Imagine Individual Manager/supervisor Music Policies@ Policy Procedures Remove Resources Should Stating Terminate Imagine vidual Institution Music ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management As part of the employment relationship, during and after termination of employment with Company and any and all of its present or future subsidiaries, each employee agrees to hold in the strictest confidence That Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Change/revise Circumstances Company loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management Manager/supervisor rvisors Manual Music BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management Committee is comprised of a minimum of three senior managers, one of whom is the Coordinator . This committee will meet once a month to review those non-exempt and exempt non-officer evaluations, presenThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Available INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Resources Right loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Music Imagine ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Reading Receipt Remove loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management Company recognizes that employees with life threatening or catastrophic illnesses including, but not limited to, cancer, heart disease, Alzheimer's disease, and HIV disease (AIDS), may wish to continue to engThat Their These Under Understand While Within Terminate ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Statement Stating While loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management 22QhEmployee Health Status ................................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCrticipate in the safety effort All Management Company wants to assure that the management of employee injuries or illnesses resulting from job or non-job related exposure is adequate and appropriate. You are required to participate in the safety effort Agree Institution ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management Abide Agree Human loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management These loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Imagine MusicM Imagine .FMP 22QhEducational Assistance ................................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Imagine MusicL Imagine .FM Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Imagine MusicM Imagine .FMP 16QhLunch and Breaks ....................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management In order for employees to perform their civic duty as a juror, Company will excuse its employees from work with pay. If an employee receives a jury summons, they are to notify their supervisor promptly upon That Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Imagine MusicM Imagine .FMP 37QhFLEXPLUS Cafeteria Plan (Section 125) .................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management The FLEXPLUS Retirement Savings Plan allows you to set money aside for retirement and investment purposes on a pre-tax basis. Your employer may also contribute to your reitrement but is not obligated to do so.That Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Company Constitute INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Benefit absence days, accrue at the rate of Absencehours hours per month ( Absencedays ) for all full-time employees. Overtime is not included. This is retroactive to the date of employment; however, newThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED All Management BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR D INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the emp All Management loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.AL ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR lo Agreement Within All Management Employee separation can occur in various ways described below: Voluntary Separation: Voluntary separation is defined as a separation initiated by the employee and is subdivided into the following: 1. Resignati loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment.Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. cedures Provisions Reading Receipt Remove Reserves Resources Right Shared Should Statement Stating Terminate Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Employed Employee Stating Terminate Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management Should you decide to leave Company , we ask that you present a dated letter of resignation to your supervisor at least fourteen (14) calendar days prior to the last working day. Improper notice will result inThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Abide After Agree Abide Agree Agreement Another Change/revise Company Constitute Copied Employment@ First Forth Further Individual Institution INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Imagine MusicM Imagine .FMP 25QhResignation of Employment .............................................................................. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC All Management ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR All Management General Given Guarantee Manager/supervisor Managers/supervisors Manual Music INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. All Management Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management All Management Every new employee of Company will receive an Employee Handbook stating the company's employment policies and procedures in writing. Each employee will be required to sign a signature page of the employee haThat Their These Under Understand While Within ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. Imagine MusicM Imagine .FMP 17QhEmployee Handbook ...................................................................................... ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURC ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR Forth Further Policy Procedures INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. All Management In order to provide reimbursement for authorized travel, the following guidelines are to be adhered to: 1. All company travel requires as much prior notice as possible, with approval of the immediate senior maThat Their These Under Understand While Within ployee Employment First Following Forth Further General Given Guarantee Guide Human Imagine Constitute Continue Contract Copied ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. EACH MANAGER/SUPERVISOR WILL HAVE A COPY OF THIS MANUAL AVAILABLE TO USE WHILE EMPLOYED C BY IMAGINE MUSIC . SHOULD THEY TERMINATE THEIR EMPLOYMENT WITH US, UNDER NO CIRCUMSTANCES WILL THEY REMOVE THIS MANUAL. THIS MANUAL IS NOT TO BE COPIED, SHARED OR GIVEN AWAY TO ANOTHER COMPANY, INDIVIDUAL OR INSTITUTION. I______________________________,an employee of IMAGINE MUSIC , have read and understand this Human Resources Policy and Procedures Manual and agree to abide by the policies within while in the empE loyment of this company. I also understand that this manual is a general guide and that the provisions of this manual do not constitute an employment agreement (contract) or a guarantee to continue employment. Fx I further understand that Imagine Music reserves the right to change/revise these policies and procedures at any time. ALL MANAGERS/SUPERVISORS MUST SIGN THE FOLLOWING STATEMENT AFTER READING THIS POLICY MANUAL, STATING THEY HAVE READ IT AND WILL ABIDE BY THE POLICIES AND PROCEDURES SET FORTH BY THIS IMAGINE MUSIC HUMAN RESOURCB ES POLICY AND PROCEDURES MANUAL. THIS WILL BE DONE WITHIN THE FIRST WEEK OF EMPLOYMENT, OR UPON RECEIPT OF THIS MANUAL. 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V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V V++V+V V+V+V V+V+V V+V+V V+V+V V+V+VV V+V+V V+V+V V+V+V V+V+V V+V+V V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+f V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+Vs+V+V+V+V+V+V+V+V+V+V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+VV+Vh +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+n 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0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+ V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V 0V+V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V +V+V+V++V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V+V aQ 1 add def aP aQ get/aQ aQ 1 add def dup 255 eq 2 index 255 eq and 3 index 255 eq and{4{pop}repeat aR}{aN aO 5 -1 roll put/aO aO 1 add def aN aO 4 -1 roll put/aO aO 1 add def aN aO 3 -1 roll put/aO aO 1 add d] ef/aM aM 1 add def aJ not{/aK b/aM 1 def/aJ true def}{pop}ifelse}ifelse}for aR}for 7{pop}repeat}{ dup 4 eq{6 index cvi 4 mul string/aN b/aP 0 string def/aQ d/aJ aS/aO d/aM d 0 1 7 index 1 sub {/aL b 0 1 8 index e}a/aR{aJ{gsave aK aL 5 index idtransform translate aM 1 6 index 6 index {aN}false 6 index colorimage grestore/aO d/aM d/aJ aS}if}a/aH{4 index 8 ne 2 index or{colorimage }{dup 1 eq{pop pop aG}{dup 3 eq{6 index [ cvi 3 mul string/aN b/aP 0 string def/aQ d/aJ aS/aO d /aM d 0 1 7 index 1 sub{/aL b 0 1 8 index 1 sub{aQ aP length ge{3 index dup type/stringtype ne {exec}if/aP b/aQ d}if aP aQ get/aQ aQ 1 add def aP aQ get/aQ }image grestore/aO d/aM d/aJ aS}if }a/aG{2 index 8 ne{image}{4 index cvi string/aN b/aP 0 string def/aQ d/aJ aS/aO d/aM d 0 1 5 index 1 sub{/aL b 0 1 6 index 1 sub{aQ aP length ge{1 index dup type/stringtype neY {exec}if /aP b/aQ d}if aP aQ get/aQ aQ 1 add def dup 255 eq{pop pop aI}{aN aO 3 -1 roll put/aO aO 1 add def/aM aM 1 add def aJ not{/aK b/aM 1 def/aJ true def}{pop}ifelse}ifelse}for aI}for pop 4{pop}repeat}ifels end exec userdict begin P3_d end begin}if}{dup type /operatortype eq{z}{end exec userdict begin P3_d end begin}ifelse}ifelse end}if}forall}{dup type/operatortype eq {userdict begin P3_d end begin z end}{exec}ifW else}ifelse}if}a/p[/image/colorimage/imagemask]def /aF[{aG}{aH}{imagemask}bind]def/cim{userdict begin P3_d end begin p aF save o pop end}a/aI{aJ{gsave aK aL 3 index idtransform translate aM 1 4 index 4 index{aN }ifelse/E E 1 add def}forall l length E eq {end exec userdict begin P3_d end begin}if}ifelse}ifelse}ifelse}ifelse}ifelse}ifelse}a/B{/n load/q load end exec userdict begin P3_d end begin}a/q{dup xcheck{dup dup tU ype/arraytype eq exch type/packedarraytype eq or {{dup xcheck{dup type/nametype eq{load true}{false}ifelse userdict begin P3_d end begin/F b dup dup type /arraytype eq exch type/packedarraytype eq or{F{/q load p load eq or{/A b x y/n load put /y y 1 add def/n b{B}A/y y 1 sub def/n x y get def}{dup/exec load eq{pop/q load end exec userdict begin P3_d end begin}{dup/ifelse load eq{pop/C b/D b{/D}{/C}ifelse load/q load S end exec userdict begin P3_d end begin}{dup/if load eq{pop/D b{/D load/q load end exec userdict begin P3_d end begin}if}{/E d l{dup systemdict exch known{load 1 index eq{pop k E get exec/m true def exit}if}{pop felse{bu}if currentdict/P2_d known not{/P2_b{P2_d begin}bind def/P2_d 33 dict def userdict/md known{currentdict md eq}{false}ifelse P2_b dup dup /mk exch def{md/pat known md/sg known md/gr known and and}{false}C ifelse/pk exch def{md /setTxMode known}{false}ifelse/sk exch def mk{md/xl known}{false}ifelse/xk exch def/b{bind def}bind def/sa{matrix currentmatrix P2_tp concat aload pop}b/sb{matrix currentmatrix exch concat not{false exit}if dup dup type/nametype eq exch xcheck and{end load userdict begin P3_d end begin}if/q load end {exec}stopped userdict begin P3_d end begin{false exit}if m{true exit}if}loop currentrgbcolor curQ rentlinewidth j restore setlinewidth setrgbcolor}a/x 10 array def/y d/z{dup/restore load eq{pop pop}{dup/save load eq{pop null}{dup dup dup dup/for load eq exch/forall load eq or exch/repeat load eq or exch/loo oad end{exec}stopped userdict begin P3_d end begin/i b count h sub{pop}repeat i 3 1 roll restore countdictstack exch sub{end}repeat end}a/r{/j b/k b /l b/m aS/n c/q load end{exec}stopped userdict begin P3_d endO begin{clear/m aS}if m j restore }a/s{/t k def/u l def/v m def/w n def/k b/l b/m aS/n c/q load end exec userdict begin P3_d end begin /k t def/l u def/m v def/n w def}a/o{/j b/k b/l b/m aS/n c{currentfile token /as /at /au /av /aw /ax /ay /az /aA /aB /aC /aD /aE /aF /aG /aH /aI /aJ /aK /aL /aM /aN /aO /aP /aQ /aR /aS /aT /aU /aV /aW /aX /aY /aZ /ba /bb /bc /bd /be /bf /g /ia /iai nulld systemdict/currentpacking known M dup{currentpacking exch true setpacking}if /a{bind def}bind def/b{exch def}a/d{0 def}a /aS{false def}a/c{null def}a/e{userdict begin P3_d end begin/f b/g b countdictstack save f 2 add 2 roll count f sub/h b/g l bind def}if}if % P3 - v1 Copyright 1993 Aldus Corporation userdict/P3_d known not{userdict begin/P3_d 150 dict def P3_d begin /nulld { counttomark {null def} repeat pop} bind def mark /a /b /c /d /e /f /K g /h /i /j /k /l /m /n /o /p /q /r /s /t /u /v /w /x /y /z /A /B /C /D /E /F /G /H /I /J /K /L /M /N /O /P /Q /R /S /T /U /V /W /X /Y /Z /aa /ab /ac /ad /ae /af /ag /ah /ai /aj /ak /al /am /an /ao /ap /aq /ar op}if}if}{/_pat load end exec}ifelse}bind def}{/pat{P2_b pop _gr end}bind def}ifelse P2_b sk end{/setTxMode{P2_b/_sTM load end exec P2_b tg dup 0 ge{/_gr load end exec} {pop end}ifelse}bind def}{/setTxMode{pop I P2_b tg dup 0 ge{/_gr load end exec}{pop end}ifelse}bind def}ifelse P2_b xk end{P2_d/_xl/xl load put/xl{P2_b 2 copy P2_tp 4 get add P2_tp 4 3 -1 roll put P2_tp 5 get add P2_tp 5 3 -1 roll put/_xl load end exec} b/bps 8 string def/bpm[8 0 0 8 0 0]def/bpp{bps}def/obp{gsave setrgbcolor bps copy pop dup 0 get 8 div floor cvi 8 mul 1 index 2 get 8 div floor cvi 8 mul 2 index 1 get 8 div floor cvi 8 mul 8 4 index 3 get 8 dG iv floor cvi 8 mul{2 index 8 3 index{1 index gsave translate 8 8 scale 8 8 false bpm/bpp load imagemask grestore}for pop}for pop pop pop grestore}b end P2_b pk end{/pat{P2_b gf{end pop sg P2_b mk end{av 68 gt{p P2_tp matrix invertmatrix concat aload pop}b/se{matrix astore setmatrix}b/bb{gsave P2_tp concat newpath moveto}b/bc{curveto}b/bl {lineto}b/bx{closepath}b/bp{gsave eofill grestore}b/bf{scale 1 setlinewidth stroE ke}b/be {grestore}b/p{/gf false def}b p/g{/gf true def}b pk{/_pat/pat load def/_gr/gr load def}{/_gr {64.0 div setgray}b}ifelse sk{/_sTM/setTxMode load def}if/gx{/tg exch def}b 0 gx/x6{mk{av 68 gt {false}if}if} 1 sub{aQ aP length ge{3 index dup type/stringtype ne{exec}if/aP b/aQ d}if aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def dup 255 eq 2 index 255 eq and 3_ index 255 eq and 4 index 255 eq and{5{pop}repeat aR}{aN aO 6 -1 roll put/aO aO 1 add def aN aO 5 -1 roll put/aO aO 1 add def aN aO 4 -1 roll put/aO aO 1 add def aN aO 3 -1 roll put/aO aO 1 add def/aM aM 1 add def aJ not{/aK b/aM 1 def/aJ true def }{pop}ifelse}ifelse}for aR}for 7{pop}repeat}{colorimage}ifelse}ifelse}ifelse}ifelse }a/G[/show/ashow/widthshow/awidthshow/kshow]def/H[{I}{0 0 0 6 3 roll J}bind{0 0 3 -1 rola bind{J}{exch /K b I}bind]def/ftp{/L b/M b/N b/K c/O M{2}{1}ifelse def G H 4 -1 roll r pop} a/I{5{0}repeat 6 -1 roll J}a/P[/show/setcachedevice/setcharwidth]def/Q[{userdict begin P3_d end begin/R R 1 add de f/S currentfont def currentpoint transform/T b/U b R O eq{/V currentfont def/W U def/X T def/Y true def}if end pop}bind{6{pop}repeat}bind{pop pop}bind]def/Z( )def /au{moveto{ag setfont Z end gsave 0 setgray strc ingwidth grestore userdict begin P3_d end begin rmoveto/K load null ne {/ah ah 1 add def ah aa length le{ai aa ah get K}if}{ac ab rmoveto ai ad eq{af ae rmoveto }if}ifelse}stopped currentdict userdict begin P3_ d ne{P3_d end begin}{end}ifelse}a/_doTexturePat aS /J{/aa b/ab b/ac b/ad b/ae b/af b gsave currentfont dup/V b/ag b/Y aS/S c/W d/X d/P3_dx d/P3_dy d ag begin FontType 3 eq end M N or and{gsave currentpoint newpe ath 1000 dup dup dup moveto lineto closepath clip moveto/R d ag begin FontMatrix concat 0 0 transform neg exch neg exch idtransform translate ag 65/BuildChar load end{exec}P Q s grestore Y{R M{6}{5}ifelse eq{/V S def/W U def/X T def}if R M{3}{2}ifelse ne{/S c}if/P3_dx W def/P3_dy X def W X idtransform/X b/W b/V V ag begin FontMatrix end makefont def S null ne{/S S ag begin FontMatrix end makefont def}if}{/S c}ifelse}g if _doTexturePat{systemdict/makepattern known}{false}ifelse{matrix currentmatrix P3_tm setmatrix W X translate 1 -1 scale 0 ph translate tr aload pop pop pop neg exch neg exch translate settexturepat setmatrix W X translate W X rmoveto/ah d aa{/ai b Z 0 ai put V setfont currentpoint Z show au{exit}if}forall }{10 setlinewidth/ah d currentpoint newpath 0 0 moveto 0 0 lineto closepath moveto aa{/ai b Z 0 ai put currentpi oint V setfont W X rmoveto count 1 add dup 1 roll Z true{charpath}stopped count count -1 roll sub{pop}repeat currentpoint{L}0 e pop newpath 0 dup dup dup moveto lineto closepath moveto au{exit}if}forall}ifelse grestore S null ne{gsave W X rmoveto 0 setgray/ah d aa{/ai b Z 0 ai put S setfont currentpoint Z show au{exit}if}forall grestore}if/K c/_doTexturePat aS}a/ax{5 index 4 index gt 8 index 3 index lt 6 index 5 indek x gt 9 index 4 index lt and and and[10 2 roll cleartomark }a/fp{tp{aload pop 1 1 4 index{gsave pop 3 index aload pop translate tr aload pop{clippath}stopped{-10000 dup dup dup} {pathbbox}ifelse ax{fsa{exec}fora ll}if 3 index aload pop 2 index add exch 3 index add exch 5 index astore pop grestore}for 4{pop}repeat}forall}a/aE{systemdict/vmreclaim known{1 vmreclaim}if vmstatus exch sub exch pop exch 10000 add lt{txrErrStm r = flush stop}if}a/dia{userdict/P3_d get begin{{readstring}}{{readhexstring}}ifelse/aY b /ay b/ar ay{8}{exch}ifelse def/as b/at b/aT at ay{5 mul}{ar 1 eq{8 div ceiling}if}ifelse round cvi def /ba systemdict/co lorimage known def/bb ay{ba{.8}{.2}ifelse}{1}ifelse def ay{/bc at 4 mul round cvi def /bd bc string def/be at round cvi def/bf be string def}if/az aT as mul round cvi def az bb mul aE /aU 30000 bb div aT div flo oor aT mul round cvi def/ia az aU div ceiling cvi array def/iai 0 def {/aA az aU le{az}{aU}ifelse def ia iai ay{/bg 0 def aA bb mul round cvi string aA aT div round cvi{ba {dup bg currentfile bd aY pop putinter val/bg bg bc add def currentfile bf aY pop pop}{ currentfile bd aY pop pop dup bg currentfile bf aY pop putinterval/bg bg be add def}ifelse }repeat}{currentfile aA string aY pop}ifelse put/iai iai 1 add def/az q az aA sub def az 0 le{exit}if }loop end}a/aD{ia iai get/iai iai 1 add def}a/aV{ia iai get aW at getinterval/aW aW at add def}a /aZ{ia iai get length aW le{/iai iai 1 add def/aW 0 def}if}a/im{userdict/P3_d get b /iai 0 def/aW 0 def ay{systemdict/colorimage known{{aV}{aV}{aV}{aV aZ}true 4 colorimage }{{aD}image}ifelse}{{aD}image}ifelse end}a/settexturepat{8 dict dup begin/PatternType 1 def /PaintType 1 def/TilingTys pe 1 def/BBox tr def/XStep BBox 2 get BBox 0 get sub def/YStep BBox 3 get BBox 1 get sub def/PaintProc{pop save fsa{exec}forall restore}def end matrix gsave tp 0 get 0 get aload pop translate makepattern gresto re setpattern}a/gofillit{systemdict/makepattern known{settexturepat {eofill}{fill}ifelse}{{eoclip}{clip}ifelse fp}ifelse}a{setpacking}if end end}if userdict begin P3_d begin/txrErrStr(A texture used in Suu perPaint's draw layer is too large to print on this printer.)def end end h183 384 1 index neg 1 index neg matrix translate 3 1 roll currentpoint 2 copy matrix translate 6 1 r 383 539 currentpoint 1 index 6 index sub 4 index 9 index sub div 1 index 6 index sub 4 index 9 index sub div matrix scale 11 1 roll [ 9 1 roll cleartomark 3 2 roll matrixw concatmatrix exch matrix concatmatrix /P2_tp exch def P2_b -1 gx end P2_b mk end{md/bn known{bn}if}if Mmatrix currentmatrix aload pop count 6 roll P2_b mk end{md/bu known{bu}if}if Fuserdict begin P 3_d begin count -6 roll matrix astore /P3_tm exch def )end end P2_b mk end{md/bn known{bn}if}if emd/av known{y md/av get 80 lt md/xspnt known or{userdict begin P3_d begin /cim load end end exec}if}if ffffff ffff33 ff33ff ff3333 33ff33 3333ff 333333 wwwwww UUUUUU DDDDDD """""" % P2-v17 - Copyright 1991 Aldus Corporation userdict/md known{currentdict md eq md/bu known and}{false}iB felse{bu}if currentdict/P2_d known not{/P2_b{P2_d begin}bind def/P2_d 33 dict def userdict/md known{currentdict md eq}{false}ifelse P2_b dup dup /mk exch def{md/pat known md/sg known md/gr known and and}{false} ifelse/pk exch def{md /setTxMode known}{false}ifelse/sk exch def mk{md/xl known}{false}ifelse/xk exch def/b{bind def}bind def/sa{matrix currentmatrix P2_tp concat aload pop}b/sb{matrix currentmatrix exch concatD P2_tp matrix invertmatrix concat aload pop}b/se{matrix astore setmatrix}b/bb{gsave P2_tp concat newpath moveto}b/bc{curveto}b/bl {lineto}b/bx{closepath}b/bp{gsave eofill grestore}b/bf{scale 1 setlinewidth stro ke}b/be {grestore}b/p{/gf false def}b p/g{/gf true def}b pk{/_pat/pat load def/_gr/gr load def}{/_gr {64.0 div setgray}b}ifelse sk{/_sTM/setTxMode load def}if/gx{/tg exch def}b 0 gx/x6{mk{av 68 gt {false}if}if}F b/bps 8 string def/bpm[8 0 0 8 0 0]def/bpp{bps}def/obp{gsave setrgbcolor bps copy pop dup 0 get 8 div floor cvi 8 mul 1 index 2 get 8 div floor cvi 8 mul 2 index 1 get 8 div floor cvi 8 mul 8 4 index 3 get 8 d iv floor cvi 8 mul{2 index 8 3 index{1 index gsave translate 8 8 scale 8 8 false bpm/bpp load imagemask grestore}for pop}for pop pop pop grestore}b end P2_b pk end{/pat{P2_b gf{end pop sg P2_b mk end{av 68 gt{pH op}if}if}{/_pat load end exec}ifelse}bind def}{/pat{P2_b pop _gr end}bind def}ifelse P2_b sk end{/setTxMode{P2_b/_sTM load end exec P2_b tg dup 0 ge{/_gr load end exec} {pop end}ifelse}bind def}{/setTxMode{pop P2_b tg dup 0 ge{/_gr load end exec}{pop end}ifelse}bind def}ifelse P2_b xk end{P2_d/_xl/xl load put/xl{P2_b 2 copy P2_tp 4 get add P2_tp 4 3 -1 roll put P2_tp 5 get add P2_tp 5 3 -1 roll put/_xl load end exec}J bind def}if}if % P3 - v1 Copyright 1993 Aldus Corporation userdict/P3_d known not{userdict begin/P3_d 150 dict def P3_d begin /nulld { counttomark {null def} repeat pop} bind def mark /a /b /c /d /e /f / g /h /i /j /k /l /m /n /o /p /q /r /s /t /u /v /w /x /y /z /A /B /C /D /E /F /G /H /I /J /K /L /M /N /O /P /Q /R /S /T /U /V /W /X /Y /Z /aa /ab /ac /ad /ae /af /ag /ah /ai /aj /ak /al /am /an /ao /ap /aq /ar L /as /at /au /av /aw /ax /ay /az /aA /aB /aC /aD /aE /aF /aG /aH /aI /aJ /aK /aL /aM /aN /aO /aP /aQ /aR /aS /aT /aU /aV /aW /aX /aY /aZ /ba /bb /bc /bd /be /bf /g /ia /iai nulld systemdict/currentpacking known dup{currentpacking exch true setpacking}if /a{bind def}bind def/b{exch def}a/d{0 def}a /aS{false def}a/c{null def}a/e{userdict begin P3_d end begin/f b/g b countdictstack save f 2 add 2 roll count f sub/h b/g lN oad end{exec}stopped userdict begin P3_d end begin/i b count h sub{pop}repeat i 3 1 roll restore countdictstack exch sub{end}repeat end}a/r{/j b/k b /l b/m aS/n c/q load end{exec}stopped userdict begin P3_d end begin{clear/m aS}if m j restore }a/s{/t k def/u l def/v m def/w n def/k b/l b/m aS/n c/q load end exec userdict begin P3_d end begin /k t def/l u def/m v def/n w def}a/o{/j b/k b/l b/m aS/n c{currentfile tokenP not{false exit}if dup dup type/nametype eq exch xcheck and{end load userdict begin P3_d end begin}if/q load end {exec}stopped userdict begin P3_d end begin{false exit}if m{true exit}if}loop currentrgbcolor cur rentlinewidth j restore setlinewidth setrgbcolor}a/x 10 array def/y d/z{dup/restore load eq{pop pop}{dup/save load eq{pop null}{dup dup dup dup/for load eq exch/forall load eq or exch/repeat load eq or exch/looR p load eq or{/A b x y/n load put /y y 1 add def/n b{B}A/y y 1 sub def/n x y get def}{dup/exec load eq{pop/q load end exec userdict begin P3_d end begin}{dup/ifelse load eq{pop/C b/D b{/D}{/C}ifelse load/q load end exec userdict begin P3_d end begin}{dup/if load eq{pop/D b{/D load/q load end exec userdict begin P3_d end begin}if}{/E d l{dup systemdict exch known{load 1 index eq{pop k E get exec/m true def exit}if}{popT }ifelse/E E 1 add def}forall l length E eq {end exec userdict begin P3_d end begin}if}ifelse}ifelse}ifelse}ifelse}ifelse}ifelse}a/B{/n load/q load end exec userdict begin P3_d end begin}a/q{dup xcheck{dup dup t ype/arraytype eq exch type/packedarraytype eq or {{dup xcheck{dup type/nametype eq{load true}{false}ifelse userdict begin P3_d end begin/F b dup dup type /arraytype eq exch type/packedarraytype eq or{F{/q load V end exec userdict begin P3_d end begin}if}{dup type /operatortype eq{z}{end exec userdict begin P3_d end begin}ifelse}ifelse end}if}forall}{dup type/operatortype eq {userdict begin P3_d end begin z end}{exec}if else}ifelse}if}a/p[/image/colorimage/imagemask]def /aF[{aG}{aH}{imagemask}bind]def/cim{userdict begin P3_d end begin p aF save o pop end}a/aI{aJ{gsave aK aL 3 index idtransform translate aM 1 4 index 4 index{aNX }image grestore/aO d/aM d/aJ aS}if }a/aG{2 index 8 ne{image}{4 index cvi string/aN b/aP 0 string def/aQ d/aJ aS/aO d/aM d 0 1 5 index 1 sub{/aL b 0 1 6 index 1 sub{aQ aP length ge{1 index dup type/stringtype ne {exec}if /aP b/aQ d}if aP aQ get/aQ aQ 1 add def dup 255 eq{pop pop aI}{aN aO 3 -1 roll put/aO aO 1 add def/aM aM 1 add def aJ not{/aK b/aM 1 def/aJ true def}{pop}ifelse}ifelse}for aI}for pop 4{pop}repeat}ifelsZ e}a/aR{aJ{gsave aK aL 5 index idtransform translate aM 1 6 index 6 index {aN}false 6 index colorimage grestore/aO d/aM d/aJ aS}if}a/aH{4 index 8 ne 2 index or{colorimage }{dup 1 eq{pop pop aG}{dup 3 eq{6 index cvi 3 mul string/aN b/aP 0 string def/aQ d/aJ aS/aO d /aM d 0 1 7 index 1 sub{/aL b 0 1 8 index 1 sub{aQ aP length ge{3 index dup type/stringtype ne {exec}if/aP b/aQ d}if aP aQ get/aQ aQ 1 add def aP aQ get/aQ \ aQ 1 add def aP aQ get/aQ aQ 1 add def dup 255 eq 2 index 255 eq and 3 index 255 eq and{4{pop}repeat aR}{aN aO 5 -1 roll put/aO aO 1 add def aN aO 4 -1 roll put/aO aO 1 add def aN aO 3 -1 roll put/aO aO 1 add d ef/aM aM 1 add def aJ not{/aK b/aM 1 def/aJ true def}{pop}ifelse}ifelse}for aR}for 7{pop}repeat}{ dup 4 eq{6 index cvi 4 mul string/aN b/aP 0 string def/aQ d/aJ aS/aO d/aM d 0 1 7 index 1 sub {/aL b 0 1 8 index^ 1 sub{aQ aP length ge{3 index dup type/stringtype ne{exec}if/aP b/aQ d}if aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def aP aQ get/aQ aQ 1 add def dup 255 eq 2 index 255 eq and 3 index 255 eq and 4 index 255 eq and{5{pop}repeat aR}{aN aO 6 -1 roll put/aO aO 1 add def aN aO 5 -1 roll put/aO aO 1 add def aN aO 4 -1 roll put/aO aO 1 add def aN aO 3 -1 roll put/aO aO 1 add def/aM aM 1 add ` def aJ not{/aK b/aM 1 def/aJ true def }{pop}ifelse}ifelse}for aR}for 7{pop}repeat}{colorimage}ifelse}ifelse}ifelse}ifelse }a/G[/show/ashow/widthshow/awidthshow/kshow]def/H[{I}{0 0 0 6 3 roll J}bind{0 0 3 -1 rol bind{J}{exch /K b I}bind]def/ftp{/L b/M b/N b/K c/O M{2}{1}ifelse def G H 4 -1 roll r pop} a/I{5{0}repeat 6 -1 roll J}a/P[/show/setcachedevice/setcharwidth]def/Q[{userdict begin P3_d end begin/R R 1 add deb f/S currentfont def currentpoint transform/T b/U b R O eq{/V currentfont def/W U def/X T def/Y true def}if end pop}bind{6{pop}repeat}bind{pop pop}bind]def/Z( )def /au{moveto{ag setfont Z end gsave 0 setgray str ingwidth grestore userdict begin P3_d end begin rmoveto/K load null ne {/ah ah 1 add def ah aa length le{ai aa ah get K}if}{ac ab rmoveto ai ad eq{af ae rmoveto }if}ifelse}stopped currentdict userdict begin P3_d d ne{P3_d end begin}{end}ifelse}a/_doTexturePat aS /J{/aa b/ab b/ac b/ad b/ae b/af b gsave currentfont dup/V b/ag b/Y aS/S c/W d/X d/P3_dx d/P3_dy d ag begin FontType 3 eq end M N or and{gsave currentpoint newp ath 1000 dup dup dup moveto lineto closepath clip moveto/R d ag begin FontMatrix concat 0 0 transform neg exch neg exch idtransform translate ag 65/BuildChar load end{exec}P Q s grestore Y{R M{6}{5}ifelse eq{/Vf S def/W U def/X T def}if R M{3}{2}ifelse ne{/S c}if/P3_dx W def/P3_dy X def W X idtransform/X b/W b/V V ag begin FontMatrix end makefont def S null ne{/S S ag begin FontMatrix end makefont def}if}{/S c}ifelse} if _doTexturePat{systemdict/makepattern known}{false}ifelse{matrix currentmatrix P3_tm setmatrix W X translate 1 -1 scale 0 ph translate tr aload pop pop pop neg exch neg exch translate settexturepat setmatrix h W X translate W X rmoveto/ah d aa{/ai b Z 0 ai put V setfont currentpoint Z show au{exit}if}forall }{10 setlinewidth/ah d currentpoint newpath 0 0 moveto 0 0 lineto closepath moveto aa{/ai b Z 0 ai put currentp oint V setfont W X rmoveto count 1 add dup 1 roll Z true{charpath}stopped count count -1 roll sub{pop}repeat currentpoint{L}0 e pop newpath 0 dup dup dup moveto lineto closepath moveto au{exit}if}forall}ifelse j grestore S null ne{gsave W X rmoveto 0 setgray/ah d aa{/ai b Z 0 ai put S setfont currentpoint Z show au{exit}if}forall grestore}if/K c/_doTexturePat aS}a/ax{5 index 4 index gt 8 index 3 index lt 6 index 5 inde x gt 9 index 4 index lt and and and[10 2 roll cleartomark }a/fp{tp{aload pop 1 1 4 index{gsave pop 3 index aload pop translate tr aload pop{clippath}stopped{-10000 dup dup dup} {pathbbox}ifelse ax{fsa{exec}foral ll}if 3 index aload pop 2 index add exch 3 index add exch 5 index astore pop grestore}for 4{pop}repeat}forall}a/aE{systemdict/vmreclaim known{1 vmreclaim}if vmstatus exch sub exch pop exch 10000 add lt{txrErrSt r = flush stop}if}a/dia{userdict/P3_d get begin{{readstring}}{{readhexstring}}ifelse/aY b /ay b/ar ay{8}{exch}ifelse def/as b/at b/aT at ay{5 mul}{ar 1 eq{8 div ceiling}if}ifelse round cvi def /ba systemdict/con lorimage known def/bb ay{ba{.8}{.2}ifelse}{1}ifelse def ay{/bc at 4 mul round cvi def /bd bc string def/be at round cvi def/bf be string def}if/az aT as mul round cvi def az bb mul aE /aU 30000 bb div aT div fl oor aT mul round cvi def/ia az aU div ceiling cvi array def/iai 0 def {/aA az aU le{az}{aU}ifelse def ia iai ay{/bg 0 def aA bb mul round cvi string aA aT div round cvi{ba {dup bg currentfile bd aY pop putinterp val/bg bg bc add def currentfile bf aY pop pop}{ currentfile bd aY pop pop dup bg currentfile bf aY pop putinterval/bg bg be add def}ifelse }repeat}{currentfile aA string aY pop}ifelse put/iai iai 1 add def/az az aA sub def az 0 le{exit}if }loop end}a/aD{ia iai get/iai iai 1 add def}a/aV{ia iai get aW at getinterval/aW aW at add def}a /aZ{ia iai get length aW le{/iai iai 1 add def/aW 0 def}if}a/im{userdict/P3_d get br /iai 0 def/aW 0 def ay{systemdict/colorimage known{{aV}{aV}{aV}{aV aZ}true 4 colorimage }{{aD}image}ifelse}{{aD}image}ifelse end}a/settexturepat{8 dict dup begin/PatternType 1 def /PaintType 1 def/TilingTy pe 1 def/BBox tr def/XStep BBox 2 get BBox 0 get sub def/YStep BBox 3 get BBox 1 get sub def/PaintProc{pop save fsa{exec}forall restore}def end matrix gsave tp 0 get 0 get aload pop translate makepattern grestot re setpattern}a/gofillit{systemdict/makepattern known{settexturepat {eofill}{fill}ifelse}{{eoclip}{clip}ifelse fp}ifelse}a{setpacking}if end end}if userdict begin P3_d begin/txrErrStr(A texture used in Su perPaint's draw layer is too large to print on this printer.)def end end h270 176 1 index neg 1 index neg matrix translate 3 1 roll currentpoint 2 copy matrix translate 6 1 rv 299 205 currentpoint 1 index 6 index sub 4 index 9 index sub div 1 index 6 index sub 4 index 9 index sub div matrix scale 11 1 roll [ 9 1 roll cleartomark 3 2 roll matrix concatmatrix exch matrix concatmatrix /P2_tp exch def P2_b -1 gx end P2_b mk end{md/bn known{bn}if}if Mmatrix currentmatrix aload pop count 6 roll P2_b mk end{md/bu known{bu}if}if Fuserdict begin Px 3_d begin count -6 roll matrix astore /P3_tm exch def )end end P2_b mk end{md/bn known{bn}if}if emd/av known{ md/av get 80 lt md/xspnt known or{userdict begin P3_d begin /cim load end end exec}if}if ffffff ffff33 ff33ff ff3333 33ff33 3333ff 333333 wwwwww UUUUUU DDDDDD """""" ffffff ffff33 ff33ff ff3333 33ffff 33ff33 3333ff 333333 ffffJ wwwwww UUUUUU DDDDDD """""" Print Functions on this Manual Print Signature Page &Print Entire Policy & Procedure Manual ~ffff ffffff ffff33 ff33ff ff3333 33ffff 33ff33 3333ff 333333 wwwwww UUUUUU DDDDDD """""" *+V^^X ++*+ *,^X^ U+U++ Welcome to your complimentary copy of the Policy & Procedure 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