Cinderella Inc. Employee Handbook - 2017 updates...

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EMPLOYEE HANDBOOK January 1, 2018

Transcript of Cinderella Inc. Employee Handbook - 2017 updates...

Page 1: Cinderella Inc. Employee Handbook - 2017 updates (S1401105-2)cinc-server.cinderellainc.com/EmployeeHandbook_2018.pdf · Ohio, and Indiana. Cinderella closed its last retail operation

EMPLOYEE HANDBOOK

January 1, 2018

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TABLE OF CONTENTS

PAGE

INTRODUCTION .........................................................................................................................1

HISTORY ......................................................................................................................................2

A COMPANY BUILT BY ITS PEOPLE ......................................................................................3

ABOUT YOUR EMPLOYMENT ................................................................................................3

OPEN-DOOR POLICY .................................................................................................................3

EQUAL EMPLOYMENT OPPORTUNITY ................................................................................3

EMPLOYMENT AT-WILL ..........................................................................................................4

EMPLOYMENT CATEGORIES ..................................................................................................4

OVERTIME ...................................................................................................................................4

EXEMPT EMPLOYEE REPORTING PROCEDURE .................................................................5

WORK WEEK AND PAY PERIOD .............................................................................................5

ATTENDANCE AND PUNCTUALITY ......................................................................................6

TIME KEEPING ............................................................................................................................6

PERSONAL APPEARANCE ........................................................................................................6

RELATIONSHIPS AT WORK .....................................................................................................7

PERFORMANCE EVALUATIONS .............................................................................................7

ACCESS TO PERSONNEL FILES ..............................................................................................7

RESIGNATION .............................................................................................................................8

COMPANY POLICIES ................................................................................................................8

SEXUAL AND OTHER HARASSMENT PREVENTION..........................................................8

EMPLOYEE REPORTS AND INVESTIGATIONS ....................................................................9

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ACCOMMODATION OF DISABILITIES ................................................................................10

WORKPLACE VIOLENCE PREVENTION..............................................................................11

EXAMINATIONS .......................................................................................................................12

DRUGS AND ALCOHOL ..........................................................................................................12

SMOKING ...................................................................................................................................17

SAFETY ......................................................................................................................................18

VISITORS....................................................................................................................................19

INSPECTION POLICY ...............................................................................................................19

EMPLOYEE CONDUCT AND WORK RULES .......................................................................20

SOLICITATION AND DISTRIBUTION OF LITERATURE ...................................................20

GIFTS AND GRATUITIES ........................................................................................................21

CONFLICTS OF INTEREST ......................................................................................................21

CONFIDENTIALITY..................................................................................................................22

SOCIAL SECURITY NUMBER PRIVACY STATEMENT .....................................................23

EMPLOYMENT OF RELATIVES .............................................................................................23

BUSINESS TRAVEL ..................................................................................................................23

USE OF COMPANY RESOURCES ..........................................................................................24

PERSONAL COMMUNICATION DEVICES ...........................................................................24

COMPUTER AND ELECTRONIC COMMUNICATIONS SYSTEMS ...................................26

BRING YOUR OWN DEVICE (BYOD) POLICY ....................................................................28

SOCIAL MEDIA .........................................................................................................................29

OFFICE ACCESS AND MAINTENANCE ................................................................................30

BENEFITS ....................................................................................................................................31

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HOLIDAYS .................................................................................................................................31

VACATION .................................................................................................................................32

PAID SICK DAYS ......................................................................................................................33

PAID PERSONAL BUSINESS TIME ........................................................................................33

FAMILY AND MEDICAL LEAVE ...........................................................................................33

BEREAVEMENT LEAVE ..........................................................................................................38

MILITARY LEAVE ....................................................................................................................38

CIVIC LEAVE.............................................................................................................................38

PERSONAL LEAVE ...................................................................................................................39

EMPLOYEE PURCHASES ........................................................................................................40

HEALTH AND LIFE INSURANCE AND PRESCRIPTION COVERAGE .............................41

BENEFITS CONTINUATION ...................................................................................................41

WORKERS’ COMPENSATION INSURANCE ........................................................................41

RETIREMENT BENEFITS.........................................................................................................42

DISCRIMINATION/HARASSMENT/RETALIATION COMPLAINT FORM ..................43

EMPLOYEE ACKNOWLEDGEMENT FORM......................................................................45

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INTRODUCTION

This handbook is designed to acquaint all employees of Cinderella, Inc. (“Cinderella” or

“Company”) with the Company and to provide information on the Company’s policies, work

rules, and benefits. All employees are encouraged to familiarize themselves with and understand

the contents of this handbook because it will answer many questions concerning employment

with the Company.

Cinderella is committed to maintaining a work environment in which all employees treat

each other with respect and dignity, where employees feel empowered to make suggestions about

their work and the Company’s method of doing business, where all employees receive the

support they need to succeed and to develop additional skills, and where all employees value

each other’s cultural heritages, unique talents and contributions to the Company.

It is Cinderella’s policy to comply with all applicable equal employment opportunity laws

and regulations. Therefore, decisions affecting the terms and conditions of employment will be

made without regard to race, color, religion, sex, national origin, age, height, weight, marital or

familial status, disability, service in the uniformed services, genetic information, or any other

characteristic protected by law. Some of the policies contained in this handbook are designed to

help implement these goals.

This handbook does not create a contract between Cinderella and any of its employees,

and should not be interpreted as creating a contract or other legal obligations, whether express or

implied. Employment at Cinderella is “at will”. Cinderella has developed this handbook to be a

guide to answer common questions. The handbook may be changed, and any of the components

may be discontinued or additional provisions added, at any time without prior notice. This

handbook (and the policies and procedures in the handbook) supersedes any past practices and

any prior written or oral representations or statements regarding the terms and conditions of

employment at Cinderella, including all prior handbooks. In the event there is a conflict between

any descriptions contained in this handbook and those of a written employment agreement,

insurance contract, collective bargaining agreement, law or written policy of Cinderella, the

applicable contract or law will control. If you have questions regarding this handbook, direct

them to Cinderella’s Human Resources Manager.

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HISTORY

How did Cinderella get its name?

In 1955, Bob Jaffe, our company’s founder, was in

California where he observed a fiberglass shell

swimming pool manufactured by the Cinderella Glass

Swimming Pool Company. Bob purchased a fiberglass

pool manufactured by Cinderella, had it shipped to his

home in Bay City, Michigan, and installed it in his

backyard.

Soon thereafter, a number of Bob’s friends approached

him about installing similar pools in their backyards,

and Bob decided to purchase a sales franchise from the

Cinderella Glass Swimming Pool Company.

Over the next several

years, Bob’s swimming

pool business prospered

as it diversified into

vinyl liner pools,

chemicals, and

maintenance equipment.

While the Cinderella

Glass Swimming Pool

Company went bankrupt

and ceased doing

business in 1958, Bob

and his brother Mark

(who had joined the

business) kept the

Cinderella name and

continued building the

company.

The Company opened several retail stores and started selling above and in-ground swimming pools,

chemicals, equipment, and patio furniture. Subsequently, Cinderella began selling swimming pool products

throughout Michigan as a wholesaler. The Company purchased warehouse facilities in Saginaw in 1974. From this

location, Cinderella now distributes swimming pool products, spas, and other leisure products throughout Michigan,

Ohio, and Indiana. Cinderella closed its last retail operation in 1997 to focus on the wholesale distribution of its

product lines.

To better serve the Western Michigan and Indiana markets, Cinderella opened its Grand Rapids and

Indianapolis warehouses in 1993 and 2013, respectively. From these combined offices and warehouse facilities,

Cinderella distributes products throughout West Michigan and Indiana.

Over 60 years later, Cinderella has become one of the largest independent pool and spa distributors in the

nation.

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A COMPANY BUILT BY ITS PEOPLE

Cinderella strives to have an open and cooperative relationship between its employees

and management. Cinderella will make every effort to ensure that employees always have the

right to deal directly with management. The Company is committed to this because we believe

that the continued growth and success of our employees and our company depend on our ability

to work together.

Cinderella as a company strives to be pro-employee. Cinderella has tried to respond to its

employees’ needs in the past, and will continue to strive to do so in the future. This can best be

accomplished through mutual trust and respect, and through open communication.

ABOUT YOUR EMPLOYMENT

OPEN-DOOR POLICY

Management welcomes your suggestions and ideas on how work procedures or

operations might be improved. You are encouraged to submit suggestions and ideas to your

supervisor or the Human Resources Manager.

Your supervisor’s door is open to you for problem resolution. If you believe that you are

being treated unfairly or if the matter is not satisfactorily resolved by your supervisor, you should

direct your concerns to the person to whom your supervisor reports or to the Human Resources

Manager. Reasonable attempts will be made to properly address and arrive at a final resolution of

all problems.

EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals,

employment decisions will be based on merit, qualifications, and abilities. Cinderella does not

discriminate in employment opportunities or practices on the basis of an applicant’s or

employee’s race, color, religion, sex, national origin, age, height, weight, marital or familial

status, disability, service in the uniformed services, genetic information, or any other

characteristic protected by law. “Genetic information” means information about an individual’s

or family member’s genetic tests, the manifestation of disease or disorder in family members, an

individual’s request for or participation in genetic services, an individual or family member’s

participation in clinical research involving genetic services, or the genetic information of a fetus

carried by an individual or by a family member.

This policy governs all aspects of employment, including hiring, training, job assignment,

compensation, benefits, discipline, and termination.

Any individual with questions or concerns about any type of discrimination in the

workplace is encouraged to bring these issues to the attention of Cinderella immediately in the

manner set forth in Employee Reports and Investigations, below.

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EMPLOYMENT AT WILL

Employment at Cinderella is “at will.” That means that either you or the Company may

terminate your employment with the Company at any time for any or no reason, with or without

cause or notice. As an “at will” employee, you are not guaranteed that you will be employed for

any set period of time. The “at will” employment policy of Cinderella applies to all employees of

the Company. Only the Chief Executive Officer of Cinderella has the authority to enter into a

contract with you that changes the status of your employment from “at will.” To be effective, any

such modification must be in writing and be signed by you and by Cinderella’s Chief Executive

Officer. No Employer policy or practice, written or unwritten, can modify the “at-will”

employment relationship. Cinderella does not authorize oral employment contracts except on a

strictly “at will” basis.

EMPLOYMENT CATEGORIES

Each Cinderella employee is designated as either nonexempt or exempt from federal and

state wage and hour laws. Nonexempt employees are entitled to overtime pay under the specific

provisions of federal and state laws. Exempt employees are excluded from certain provisions of

federal and state wage and hour laws

Your pay, eligibility for overtime, and eligibility for certain benefits depends on such

factors as your status as an exempt or nonexempt employee, whether you are a seasonal

employee, the number of hours you are regularly scheduled to work, and length of service with

the Company. If you are unclear about your status, contact the Human Resources Manager for

clarification.

Cinderella hires temporary and seasonal employees to supplement the workforce or to

assist in the completion of specific projects. Work assignments to particular jobs may be for a

limited duration. Employment beyond any initially stated termination date does not imply a

change in employment status. While temporary and seasonal employees receive all legally

mandated benefits (such as Social Security and Worker’s Compensation Insurance), they are

ineligible to participate in Cinderella’s employee benefit programs with the exception of the

retirement plan, under which qualifying seasonal employees can make contributions and also

receive safe harbor contributions.

OVERTIME

When operating requirements or other needs cannot be met during regular working hours,

non-exempt employees may be assigned to work overtime. A supervisor must authorize all

overtime before it is worked. Cinderella reserves the right to make assignments to any employee

for overtime and to mandate overtime as may be needed. Employees on overtime will be paid

time-and-one-half for all hours worked over 40 hours in a regular work week.

Overtime pay is based on actual hours worked. Time off on a paid holiday, sick leave,

vacation or personal leave, or any leave of absence will not be considered hours worked for

purposes of overtime pay calculations.

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Disciplinary action, up to and including termination of employment, may be taken for

failure to obtain the required authorization before working overtime or for failure to work

scheduled overtime.

EXEMPT EMPLOYEE REPORTING PROCEDURE

Exempt employees who feel that their pre-determined salary has been improperly

reduced should promptly report their concern in writing to the Human Resources Manager. The

matter will be investigated and if it is determined that an improper deduction was made, the

employee will be reimbursed. Retaliatory conduct against any employee who comes forward

with a genuine concern about pay deductions is prohibited. Concerns regarding retaliation can

be addressed through the Employee Reports and Investigations policy.

WORK WEEK AND PAY PERIOD

Currently, Cinderella’s work week begins Sunday at 12:00 a.m. and concludes the

following Saturday at 11:59 p.m. Paychecks are issued every two weeks and are distributed on

Thursday following each two work week period. In the event that a regularly scheduled payday

falls on a holiday, you will receive your paycheck on the last regular workday immediately

preceding the scheduled payday.

Cinderella encourages you to sign up for direct deposit. If you take advantage of this

service, Cinderella will deposit your paycheck automatically into an account with a bank, credit

union or similar financial institution. You will receive a pay stub showing your earned wages and

all withholdings. Your pay will be automatically transferred to the designated depository, even if

you are on vacation. Many banks provide certain free services for employees choosing to take

advantage of direct deposit. Request a form from the Human Resources Manager if you are

interested in automatic payroll deposit.

Cinderella does not provide pay advances or extend credit to employees for unearned

wages. If a regular payday occurs while you are on vacation, Cinderella will mail your paycheck

to your home, hold it until you return to work, or provide it to you prior to your vacation,

depending on your preference.

All deductions required by law will be deducted from total pay. In the event there is an

error in the calculation of your pay, you should promptly bring the discrepancy to the attention of

the Human Resources Manager for correction. Errors will be corrected in the next regular

paycheck or as soon as possible.

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ATTENDANCE AND PUNCTUALITY

To maintain a safe and productive work environment, Cinderella expects you to be

reliable and punctual in reporting for scheduled work. Absenteeism and tardiness place a burden

on other employees and on the Company and is not acceptable. In instances when you cannot

avoid being late to work or are unable to work as scheduled, you should notify your supervisor as

soon as possible in advance of the anticipated tardiness or absence. In most cases, this should be

no later than within the first hour of your start time. Employees who fail to show up for work or

do not call into work for three consecutive days will be deemed to have voluntarily quit as of the

first day of the absence.

Poor attendance and excessive tardiness are disruptive and are grounds for dismissal.

Make every effort to maintain a good attendance record.

TIME KEEPING

Federal and state laws require Cinderella to keep accurate records to calculate employee

pay and benefits. Time worked is the time spent on the job performing assigned duties.

Nonexempt employees must accurately record the time they begin and end their work. They

must also record the beginning and ending time of any split shift or departure from work for

personal reasons. You must record only your own time; you must not record time for anyone

other than yourself. Cinderella utilizes time clocks for employees to record their time worked.

Overtime work must always be approved before it is performed.

Employees are prohibited from performing job functions “off the clock” without

reporting the time worked. No one may authorize or instruct employees to perform work on

behalf of Cinderella that is not accurately recorded in the time record. Violations should be

reported in the manner set forth in the Employee Reports and Investigations policy.

Altering, falsifying, or tampering with time records will result in termination of

employment.

PERSONAL APPEARANCE

During regular business hours and while on Company business, employees are expected

to maintain acceptable hygiene and appropriate dress, consistent with their duties and the

operation of a professional workplace. The way you present yourself at work reflects on the

business image of Cinderella. Dress can also have an impact on your safety and the safety of

others.

Employees are expected to present a clean and neat appearance. No Cinderella

employees should come to work in clothing that presents a safety hazard or is sexually

suggestive. Employees who appear for work inappropriately dressed will be sent home and

directed to return to work in proper attire. Employees will not be paid for this time away from

work.

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For office employees, business casual is generally acceptable. Employees working in the

warehouse may wear jeans, shorts, sweatshirts and t-shirts as long as they are in good condition

and are appropriate for a business atmosphere. Excessively loose shirttails must be tucked in.

Employees in the warehouse must obey all personal protective equipment policies. Steel-toed

footwear, safety glasses, and face protection may be required in certain work areas. Steel-toed

footwear must be worn in the warehouse when working in that area.

If you have any questions concerning the use of personal protective equipment, direct

them to the Operations Manager.

RELATIONSHIPS AT WORK

Employees are encouraged to socialize and develop professional relationships in the

workplace provided that these relationships do not interfere with the work performance of either

individual or with the effective functioning of the workplace. Employees who engage in

personal relationships (including romantic and sexual relationships) should be aware of their

professional responsibilities and will be responsible for assuring that the relationship does not

raise concerns about favoritism, bias, ethics and conflict of interest. In cases of doubt, advice

and counsel should be sought from the Human Resources Manager.

Romantic or sexual relationships between employees where one individual has influence

or control over the other’s conditions of employment are inappropriate. These relationships,

even if consensual, may ultimately result in conflict or difficulties in the workplace. If such a

relationship currently exists or develops, it must be disclosed.

PERFORMANCE EVALUATIONS

It is a goal of Cinderella and its managers to provide frequent, informal feedback to

employees about their job performance. Likewise, employees should share their ideas about how

Cinderella can help them be more productive and successful.

Cinderella has a formal job performance evaluation process. This process provides

supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses,

encourage and recognize strengths, and discuss positive, purposeful approaches for meeting

goals.

ACCESS TO PERSONNEL FILES

Cinderella maintains a personnel file on each employee. The personnel file includes such

information as the employee’s job application, resume, records of training, documentation of

performance appraisals and salary increases, and other employment records.

Personnel files are the property of Cinderella. Access to the information they contain is

restricted. Generally, only supervisors and management personnel of Cinderella who have a

legitimate reason to review information in a file are allowed to do so, unless Cinderella is

authorized by the employee or compelled by law to provide information.

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Employees who wish to review their own file should contact the Human Resources

Manager. With reasonable advance notice, employees may review their own personnel files in

Cinderella offices and in the presence of an individual appointed by Cinderella to maintain the

files. Copies of specific items in the file or copies of the entire contents of the file are available

for a reasonable copying fee. Copies will be provided upon the receipt of a written request and

payment of duplicating fees.

Employees are prohibited from removing documents from their personnel file. If there is

a disagreement with information in the record, the employee may submit a written statement

explaining his/her position. The statement will become part of the personnel record.

Medical information and genetic information shall be maintained in separate files.

RESIGNATION

You may resign your employment with Cinderella at any time. Cinderella requests at

least two weeks’ prior written resignation notice from all employees who wish to terminate their

employment. Failure to provide two weeks advance written notice of resignation will result in

forfeiture of earned, unused vacation time.

COMPANY POLICIES

SEXUAL AND OTHER HARASSMENT PREVENTION

Cinderella forbids harassment based on an individual’s race, color, religion, sex, national

origin, age, height, weight, marital or familial status, disability, service in the uniformed services,

genetic information, or any other characteristic protected by law. Cinderella is committed to

providing a work environment that is free of discrimination and harassment, regardless of the

source, including other employees, vendors, clients, or visitors.

Unwelcome sexual advances, requests for sexual favors, or other verbal or physical

conduct of a sexual nature, constitutes sexual harassment when:

submission to the conduct is made either an explicit or implicit condition of employment;

submission to or rejection of the conduct is used as the basis for any employment

decision affecting the harassed employee; or

the harassment unreasonably interferes with an employee’s work performance or creates

an intimidating, hostile, or offensive work environment.

Examples of forbidden harassment include, but are not limited to: nonverbal conduct,

including gestures, displaying of sexually suggestive, racially offensive or otherwise derogatory

objects or pictures, cartoons or drawings; verbal conduct, including jokes, slurs, comments about

an individual’s body or appearance or use of degrading words to describe an individual or a

classification of individuals, or other derogatory comments; offensive remarks about a person’s

sex; sex-based stereotyping; physical conduct, including touching, assaulting or blocking an

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individual’s movements; sexual advances; offering employment benefits in exchange for sexual

favors; or any other actions which tend to create a hostile work environment.

Each employee has the responsibility of maintaining a work environment free from

sexual and other forms of forbidden harassment. It is helpful for the subject of unwelcome

conduct to inform the alleged harasser directly that the conduct is unwelcome and must stop.

Supervisors will be evaluated on maintaining a non-hostile working environment.

Bullying is also prohibited by this harassment prevention policy. Bullying is defined as:

aggressive or intimidating behavior that is not provoked by the target or targets that may involve

intentional or repeated hurtful acts, words or other behavior. Bullying can take many forms.

Examples of bullying include name calling, rumors, jokes, slurs, pranks, gestures, purposefully

excluding people from a group, threats, attacks, demeaning or threatening text messages, instant

messages, or e mails, or other written, oral, or physical actions.

Employees should not confuse harassment or bullying with supervision. Supervisors

have the right and responsibility to define the job that they want an employee to perform, as well

as the manner in which an employee must perform the job. Thus, close supervision of an

employee (which includes, but is not limited to, counseling and warnings about job performance,

inappropriate conduct, or other performance issues) is not bullying or unlawful harassment.

Any individual with questions or concerns about any type of harassment or bullying in

the workplace is encouraged to bring these issues to the attention of the Human Resources

Manager immediately in the manner set forth in Employee Reports and Investigations, below.

EMPLOYEE REPORTS AND INVESTIGATIONS

Cinderella encourages employees to bring suggestions and concerns to management’s

attention so that issues can be addressed before they become problems and other improvements

can be made in the work environment and operations.

In addition to use of the Open Door Policy, any employee or applicant who believes that

he or she has been harassed, discriminated against, subjected to any form of inappropriate

activity or retaliated against based on any of the considerations listed in the Equal Employment

Opportunity or Sexual and Other Harassment Prevention policies by supervisors, co-workers,

contract employees, subordinates, vendors, clients, etc., is required to promptly report the matter

to Kathleen Williams, or the Human Resources Manager. The Discrimination/Harassment

Complaint form must be used. The matter will be handled in a timely and confidential manner,

although it is understood that an investigation will normally require the involvement of third

parties.

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All supervisors who are aware of or suspect any cases of harassment, discrimination,

retaliation or any other inappropriate activity in the work place are responsible for reporting such

cases to the Human Resources Manager. All employees who are aware of any cases of harassment,

discrimination, retaliation or other inappropriate activity in the work place are strongly urged to

report such cases to the appropriate supervisor or the Human Resources Manager without fear of

reprisal.

Upon receiving the report, a prompt, thorough and impartial investigation will be

conducted under the direction of the Human Resources Manager or his designee. In determining

whether the alleged conduct violates Cinderella policy, the totality of the circumstances, the

nature of the alleged actions, and the context in which the alleged incident(s) occurred will be

examined. Reasonable and appropriate action will be taken to prevent future inappropriate

activity. The results of the investigation and any action taken thereafter will be communicated to

the individual who placed the report.

There may be instances in which an individual seeks only to discuss a concern

informally, and does not desire an investigation or to take further steps. However, Cinderella

may decide that it must take action to address the concern beyond informal means.

Cinderella will not permit any retaliatory conduct against any individual who comes

forward with a genuine complaint or concern about harassment, discrimination or another

issue or who assists in the investigation process. Prohibited retaliation includes any

adverse act that might dissuade a reasonable employee or applicant from making or

supporting a charge of discrimination, harassment or other alleged inappropriate conduct.

Any employee who engages in any form of prohibited harassment, discrimination, or

other inappropriate conduct; who engages in retaliatory conduct; or who falsely accuses another

employee of such prohibited acts, will be subject to disciplinary action, up to and including

termination of employment.

ACCOMMODATION OF DISABILITIES

Discrimination in employment against persons with disabilities, as defined by Michigan

and federal law, is prohibited. Cinderella also forbids discrimination against persons because the

person has a known association or relationship with an individual with a disability.

Cinderella will endeavor to provide reasonable accommodation to qualified employees

and applicants so that they can perform their essential job functions. It is the employee’s

responsibility to: (1) notify the Human Resources Manager in writing of the need for

accommodation within 182 calendar days of being hired or of learning of the need for an

accommodation; (2) request one or more accommodations that will enable the employee to

perform any essential job function; and (3) cooperate in providing additional information about

the precise job-related limitations imposed by the disability and what type of accommodation

would help overcome those limitations, which will enable Cinderella to provide a reasonable

accommodation.

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After a request for accommodation has been made, Human Resources and the employee’s

supervisor will meet with the employee to discuss possible reasonable accommodations.

Cinderella has final discretion as to which accommodation it will provide.

WORKPLACE VIOLENCE PREVENTION

Cinderella prohibits, and will not tolerate, acts or threats of violence in the workplace. In

addition, Cinderella strictly prohibits the possession of firearms, explosives, or other weapons in

Company buildings or during any work-related activity. Anyone engaging in violent conduct,

threatening violence, or possessing any kind of weapon in violation of this policy is subject to

termination and may be subject to criminal prosecution and arrest.

If an employee obtains a personal protection or restraining order that identifies or

involves Cinderella property as a protected area, the Human Resources Manager should be

immediately notified and provided with a copy of the personal protection or restraining order.

You have a responsibility to yourself, your co-workers, and the Company to report any

threats or acts of violence or aggressive behavior to your supervisor, the Human Resources

Manager, or other Company manager. If you are present during any act of violence in our

workplace, your personal safety should be your first concern. We do not want our employees to

put their own safety at risk. Only trained professionals should deal with violent individuals.

Should any act of violence occur an individual should dial 901 at the Saginaw location,

915 at the Grand Rapids location, or 903 at the Indianapolis location, and announce “active

shooter” from a safe location, through the paging system. This announcement should be short,

but can contain important information for other employees such as identity of the shooter (if

known), the location of the shooter, and the weapon involved. After the page has been made, the

caller should then call 911 and alert authorities. For the purpose of this policy, an active shooter

is defined as a person or persons who appear to be actively engaged in killing or attempting to

kill people at the Company’s premises.

In the event of an active shooter situation the response of employees should be to

evacuate if possible, hide if evacuation is not possible, and as a last resort use any means of self-

defense.

Cinderella will not permit any retaliatory conduct against any individual who comes

forward with a genuine concern about noticed verbal and physical conduct which they

reasonably believe represents a threat of potential workplace violence. Prohibited retaliation

includes any adverse act that might dissuade a reasonable employee from making or supporting a

suspicion of potential workplace violence.

If an employee has questions about active shooter protocol, or perceives a threat of a

violent act, those questions and concerns should be directed to the Human Resources Manager.

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EXAMINATIONS

Applicants for employment may be required, as a condition of employment, to take a

medical examination to establish their fitness to perform the jobs for which they have applied

without endangering the health and safety of themselves or others. Current employees may be

required to undergo a medical examination or to respond to disability related inquiries to

determine fitness for duty when Cinderella has a reasonable belief, based on objective evidence,

that: (1) an employee's ability to perform essential job functions will be impaired by a medical

condition; or (2) an employee will pose a direct threat due to a medical condition. Disability-

related inquiries and medical examinations may also follow up on a request for reasonable

accommodation when the disability or need for accommodation is not known or obvious. In

addition, periodic medical examinations and other monitoring under specific circumstances that

are job-related and consistent with business necessity may be required. Time spent in an

examination will be considered hours worked as required by law.

Employees shall comply with both physical and mental examinations required by a

government body or by Cinderella. The health professional will be directed not to collect any

genetic information of the employee or the employee’s family. Examinations will be at

Cinderella’s expense by a health professional of Cinderella’s choice. If an employee disagrees

with the results, they may be re-examined at their own expense. Employees are required to sign

a release and authorization for Cinderella to receive a copy of any required examination.

Examinations paid for by Cinderella are the property of Cinderella. The examination records

will be kept in separate medical files and access will be limited to a need-to-know basis.

Following are examples of circumstances when this information may be disclosed:

Supervisors and managers may be told about necessary restrictions on the work or duties

of the employee and about necessary accommodations;

First aid and safety personnel may be told, when appropriate, if the disability might

require emergency treatment;

Government officials investigating compliance with the ADA must be given relevant

information on request; or

State workers’ compensation offices and workers’ compensation insurance carriers in

accordance with state workers’ compensation laws.

DRUGS AND ALCOHOL

Purpose

Alcohol and drug abuse adversely affects an employee’s job performance and the kind of

work he/she can perform, and may affect his/her opportunities for continued employment.

Cinderella does not intend to intrude upon the private lives of its employees. Cinderella is

concerned, however, about the use of alcohol and/or drugs if it interferes with an employee’s job

performance, adversely affects the job performance of other employees, endangers the employee

or other employees, or is detrimental to Cinderella’s business.

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Scope

This policy applies to all applicants and employees, including temporary or seasonal

employees. The policy is applicable at Cinderella’s facilities or wherever Cinderella employees

are performing Company business. It is also applicable while operating any Cinderella vehicle or

equipment at any time, or any personal, rental or other vehicle while on Company business.

It is Cinderella’s policy to follow all applicable laws and regulations regarding drug and

alcohol testing and the other matters addressed here. This written policy is intended to

summarize how those laws and regulations apply to Cinderella and its employees. The precise

obligations of Cinderella are established by the applicable laws and regulations, as they evolve

from time to time.

Definitions

A. “Work Related Alcohol and Other Drug Abuse” is defined as the use of mood-

altering drugs, including all forms of alcohol, narcotics, depressants, inhalants, stimulants,

hallucinogens, marijuana, including medical marijuana, or the use or abuse of prescription or

over-the-counter drugs when resulting behavior or appearance adversely affects work

performance or the operation of any Cinderella vehicle or equipment at any time, or any

personal, rental or other vehicle while on Company business.

B. “Adversely Affect Work Performance” and “Under the Influence” shall be

determined to be present if the employee is perceptively impaired, has impaired alertness,

coordination, reactions, responses, or efforts; if the employee’s condition threatens the safety of

him/herself or others; or if the employee’s condition or behavior presents the appearance of

unprofessional or irresponsible conduct detrimental to the public’s perception of Cinderella as an

employer as determined by the supervisor or manager or other person observing the employee. It

includes operation of any Cinderella vehicle or equipment at any time, or use of any personal,

rental or other vehicle while on Company business.

C. “Controlled Substances” means those substances whose distribution is controlled

by regulation or statute, including but not limited to narcotics, depressants, stimulants,

hallucinogens, and cannabis, including medical marijuana.

D. “Mood-Altering” or “Alter” means changed behavior which may limit an

employee’s ability to safely and efficiently perform his/her job duties or poses a threat to the

safety of the employee or others.

Prohibitions

A. No employee shall report to or perform work for Cinderella under the influence of

alcohol, marijuana, controlled substances or other mood-altering drugs which adversely affect

his/her alertness, coordination, reaction, response, judgment, decision-making, or safety.

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B. No employee shall operate, use, or drive any equipment, machinery, or vehicle of

Cinderella, or operate, use or drive a personal, rental or other vehicle on Company business,

while under the influence of alcohol, marijuana, medical marijuana, controlled substances or

other mood-altering drugs. Such employee is under an affirmative duty to notify his/her

supervisor immediately that he/she is not in an appropriate mental or physical condition to

operate, use, or drive the equipment, whether or not belonging to Cinderella.

C. No employee shall unlawfully manufacture, distribute, dispense, possess, transfer,

or use alcohol or a controlled substance in the workplace or wherever Cinderella’s work is being

performed.

D. Engaging in off-duty sale, purchase, transfer, use or possession of illegal drugs or

controlled substances may have a negative effect on an employee’s ability to perform his/her

work for Cinderella. In such circumstances, the employee is subject to discipline.

E. Prescription and over-the-counter drugs are not prohibited when taken in

standard dosage and/or according to a physician's prescription, so long as the medication does

not create a risk to workplace safety. Any employee taking prescribed or over-the-counter

medications will be responsible for consulting the prescribing physician and/or a pharmacist to

ascertain whether the medication may interfere with safe job performance. If the use of a

medication could compromise the safety of the employee, fellow employees or the public, it is

the employee's responsibility to use appropriate personnel procedures (e.g., call in sick, use

leave, request change of duty, notify supervisor, notify company doctor) to avoid unsafe

workplace practices. A reasonable accommodation may be requested by an employee and

provided at Cinderella’s discretion, such as moving an employee to a more suitable position,

granting a leave of absence, or providing other appropriate arrangements to promote safety. Any

medication brought onto Cinderella property must be safely contained.

F. Cinderella will notify the appropriate law enforcement agency when it believes

that an employee may have illegal drugs in his/her possession or is involved in other illegal

conduct.

G. Employees are prohibited from consuming alcoholic beverages during lunch

periods, dinner periods, or breaks when returning immediately thereafter to perform work on

behalf of Cinderella.

Alcohol and Drug Testing

A. In order to carry out Cinderella’s commitment to an alcohol and drug-free

workplace, Cinderella reserves the right to require that applicants and employees submit to

testing in accordance with applicable law.

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B. Who may be Subject to Testing

1. Job Applicants. Cinderella may require applicants who have received

conditional offers of employment to be tested. If the conditional offer is later withdrawn,

Cinderella will notify the applicant of the reason.

2. Routine Physical Examination Testing. Cinderella may require employees

to undergo a test once a year as part of a routine physical examination.

3. Random Testing. Cinderella may require employees in safety-sensitive

positions to undergo testing on a random selection basis. Once the random selection has been

made, Cinderella will not waive the selection of any employees identified through the random

process.

4. Reasonable Suspicion Testing. Cinderella may require an employee to be

tested when Cinderella reasonably suspects that the employee:

a. is or was under the influence of drugs or alcohol;

b. has violated Cinderella’s written work rules prohibiting drug and alcohol

use;

c. has sustained or caused another employee to sustain personal injury if

there is a reasonable possibility that that drug or alcohol use caused or

contributed to the injury;

d. has caused a work-related accident or was operating or helping to operate

machinery, equipment, or vehicles involved in a work-related accident; or

e. was operating or was a passenger in a Cinderella vehicle (or personal,

rental, or other vehicle on Company business) that was involved in an

accident.

In order for “reasonable suspicion” to exist, there must be a basis for forming a belief that

testing is justified based on specific facts and rational inferences drawn from those facts.

5. Treatment Program Testing. Cinderella may require an employee to be

tested either when the Company has referred the employee for chemical dependency treatment or

evaluation or when the employee is participating in such a treatment program under an employee

assistance program. The employee may be required to undergo testing without advance notice

during the evaluation or treatment period and for up to two years following the completion of a

treatment program.

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C. Conducting the Testing.

1. Consent. All persons to be tested will be required to complete and sign an

employee consent. Substance abuse testing will not be performed unless a signed consent is in

the possession of Cinderella or the laboratory performing the test.

2. Refusal to Participate. An employee or job applicant has the right to

refuse testing. However, a refusal of testing will be treated as a failure to comply with

Cinderella’s policy and may result in withdrawal of a job offer or disciplinary action up to and

including termination of employment. A refusal includes lab discovery of adulterated or

substituted samples, claiming “shy bladder” without valid medical basis, and outright verbal

refusal or failure to appear or sign consent forms at the testing site.

3. The Laboratory. The laboratory selected to perform testing must be

certified by the National Institute on Drug Abuse (NIDA), the College of American Pathologists

(CAP), the New York State Department of Health, or similar regulatory body.

4. Test Results.

a. Negative Tests [passed tests]. Negative test results on an initial test will

be provided in writing to Cinderella within three working days after the

test result. An applicant or employee may receive written notification of

the test result within three working days after Cinderella is notified of the

result.

b. Positive Tests [failed tests]. A confirmatory test may be performed on all

samples that result in a positive test result on an initial test. In the case of a

positive test result, the tested individual may, within three working days

after notice of the test result, explain the result or request a retest of the

original sample at the individual’s own expense. If a retest is requested,

the individual must notify Cinderella in writing, within five working days

after notice of the positive test result, of his or her intention to obtain a

retest.

c. Right to Test Result. An applicant or employee has the right to request

and receive from Cinderella a copy of the test result report on any drug or

alcohol test.

D. Costs. All costs related to alcohol and drug testing will be paid by Cinderella,

with the exception of retests, which must be paid for by the applicant or employee requesting the

retest.

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E. Disciplinary Action in Response to a Positive Test Result.

1. Interim Disciplinary Action: Cinderella reserves the right to transfer an

employee with a positive test to another position or to temporarily suspend the employee (and

prohibit further use of any Company vehicles or equipment) pending the outcome of a retest if

Cinderella believes that it is reasonably necessary to do so to protect the health and safety of the

employee, co-employees or the public. An employee who is suspended without pay or who is

transferred to another position with lower pay will be reinstated with back pay or will otherwise

be reimbursed for lost pay if the retest is negative. In the case of applicants, a positive initial test

may lead to the withdrawal of a conditional offer of employment.

2. Final Disciplinary Action: Cinderella is free to discharge an employee

who tests positive on a test.

F. Privacy of Test Results.

1. Test results and other information acquired as a result of the testing

program are private and confidential information and will be handled in a manner consistent with

applicable law.

2. Cinderella will provide an employee with access to information in the

employee’s file relating to positive test result reports and other information acquired in the

testing process as well as conclusions drawn from or actions taken based upon such information

upon advance written request.

SMOKING

Statement of Policy

Smoking, including e-cigarettes, is strictly prohibited in all enclosed areas within

Cinderella’s facilities without exception. This includes common work areas, conference and

meeting rooms, private offices, elevators, hallways, cafeterias, employee lounges, stairs,

restrooms, employer owned or leased business vehicles, and all other enclosed facilities. This

policy applies to all employees, clients, contractors, and visitors.

Individuals who smoke in prohibited areas may be subject to fines under applicable local

or state law. Under Michigan law, violators are subject to fines of $100 to $500.

Enforcement of Policy

All employees share in the responsibility for adhering to and abiding with this policy.

Employees are expected to assist Cinderella with maintaining a smoke-free environment by

informing non-compliant visitors to our worksite of this smoking ban.

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Complaints

Any person observing a violation of this policy will first bring it to the attention of the

offending party and seek voluntary cooperation. If the offender is noncompliant, the

employee will notify a supervisor or manager of the violation.

Supervisors receiving a complaint will investigate and take action to resolve the issue as

soon as possible.

Cinderella prohibits retaliatory or adverse action against an employee or applicant for

employment on the basis of the individual’s exercise of his/her rights under applicable

laws prohibiting smoking in the place of employment.

If all internal steps fail to result in compliance, employees at the Saginaw location may

contact the Environmental Health Division of the Saginaw County Department of Public

Health at (989) 758-3686 for assistance.

Violations

Violations of this smoking policy will be subject to disciplinary action(s) in the same

manner as violations of other company policies.

Persons violating this policy will be subject to fines pursuant to Michigan and Saginaw

County law.

SAFETY

The safety of our employees is of utmost importance, and every effort must be made to

reduce on-the-job accidents through compliance with Cinderella’s policies and procedures and

the federal, state and local laws governing safety and health in the workplace.

You are responsible for wearing the safety gear issued for your position. You will be

trained on the safety procedures for your position and it is your responsibility to follow these

procedures to ensure a safe work environment for yourself and others. If you have ideas to make

the workplace safer, or have concerns over any safety issue, please communicate with your

supervisor or with the Operations Manager. You should report any perceived safety hazards

immediately to your supervisor or the Operations Manager.

Employees have the right to raise a safety or health concern with Cinderella, OSHA, or

MIOSHA, or report a work-related injury and or illness without retaliation. Discharging, in any

manner discriminating against, or taking any other adverse action that could well dissuade an

employee from reporting work-related injuries and illnesses is prohibited.

If you receive a workplace injury, you must do the following:

• Report the injury to your supervisor as soon as reasonably possible -- no matter how

minor it appears to be.

• Immediately secure any necessary medical treatment. Designated supervisors and

managers can authorize treatment.

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• Accurately fill out all accident reporting forms. Such reports are necessary to comply

with laws and initiate insurance and workers’ compensation benefits procedures on

behalf of the injured employee.

• Cooperate in the investigation by providing full details concerning the nature of your

injuries, the cause, the time/date, and any other relevant information.

Employees and their representatives have the right to access relevant exposure and

medical records which Cinderella is required to maintain under OSHA’s Access to Exposure and

Medical Records and recordkeeping standards, or similar state requirements. This includes injury

and illness records (i.e., MIOSHA 300 Logs). See the Human Resources Manager for more

information.

VISITORS

Visitors must report to the front office, which will notify the appropriate employee(s).

This control is necessary to prevent unauthorized visitors from entering our facilities and to

minimize disruptions to normal work activity. Visitors must be escorted by a Cinderella

employee at all times.

Employees are discouraged from receiving personal visitors at work, except during an

emergency. Any personal visits must be limited to break times. If you wish to arrange for your

family or friends to see where you work, speak with your supervisor.

INSPECTION POLICY

Cinderella provides offices, desks, computers and other equipment to certain employees

for their use while employed by Cinderella. These items are the property of Cinderella.

Employees must not place personal locks on any Cinderella office door, desk, file cabinet, or

other equipment. Cinderella can make no assurances about the security or privacy of any office,

desk, file cabinet, or computer, and discourages the storage of valuables, perishables, or other

personal items in them. Cinderella reserves the right to open and inspect any office, desk,

computer and files, file cabinet, or other Cinderella property and its contents, at any time, with or

without notice or consent.

Cinderella reserves the right to search or inspect any employee’s coat or outerwear,

purses, handbags, shopping bags, backpacks or any other bags, parcels, or containers an

employee possesses during the working day or which the employee may be carrying as he or she

enters or leaves the Company’s premises. The Company reserves the right to inspect the interior

and exterior of an employee’s automobile if it is parked on property owned or controlled by the

Company. Searches under this policy may occur without prior notice. Employees generally have

the right to refuse to allow a search of their personal property, but not of Company property. A

refusal may subject the employee to disciplinary action, up to and including termination.

Cinderella prohibits employees from inspecting one another’s personal property or

Company property issued exclusively for a particular employee’s use without a legitimate

business reason, or without consent of the employee or of management.

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EMPLOYEE CONDUCT AND WORK RULES

To assure orderly operations and provide the best possible work environment, Cinderella

expects employees to conduct themselves in ways that will protect the interests and safety of all

employees and the Company. Employees are expected to work in a cooperative and professional

manner with management, co-workers, customers and vendors. It is not possible to list all

forms of behavior that are considered unacceptable in the workplace. The following are some

examples of infractions of rules of conduct that are prohibited, and may result in disciplinary

action, up to and including termination of employment:

• Theft or inappropriate removal or possession of Company property or that of a co-

worker,

• Fighting or threatening violence in the workplace;

• Boisterous activity in the workplace;

• Sexual or other unlawful harassment and bullying;

• Possession of dangerous or unauthorized materials, such as explosives or

firearms, in the workplace;

• Excessive absenteeism or any absence without notice;

• Unauthorized absence from the work station during the workday;

• Unauthorized use of Company facilities or equipment for personal purposes;

• Discourtesy to customers or vendors;

• Falsifying a timecard or punching a timecard of another employee;

• Poor work performance;

• Unauthorized access to, disclosure of, or use of financial or confidential

information;

• Insubordination;

• Immoral, indecent, illegal, unethical or dishonest conduct or other behavior that

may adversely affect Cinderella’s reputation in the community or

• Any other violation of Company policy.

This list is not meant to be all-inclusive. Cinderella expects its employees to demonstrate

professionalism and maturity at all times.

SOLICITATION AND DISTRIBUTION OF LITERATURE

Cinderella believes that you should not be disturbed by being solicited, even for a good

cause, during your work time. It is inappropriate to solicit or distribute literature for products,

services or causes, including charitable organizations, political causes, fundraisers, or other

purposes during work time or in work areas.

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You may engage in these activities during non-work times, including breaks and

lunchtime. You may distribute literature in the lunchroom, parking lot, and other outdoor areas,

or you may post it on the lunchroom bulletin boards, as long as the content does not violate other

Cinderella policies, such as the policy on harassment, and the literature does not at any time or in

any way cause litter in work areas. Fundraising activities are allowed, but should not disturb

employees of Cinderella. If an employee is selling items for a fundraiser, they should not

actively solicit other employees, but are permitted to leave the fundraising items out in a visible

location. Cinderella will remove outdated or inappropriate materials posted on the bulletin board.

It is never appropriate for non-employees to solicit or distribute literature on Cinderella’s

premises, including non-working areas.

Any situation that raises a question regarding this policy should be referred to the Human

Resources Manager.

GIFTS AND GRATUITIES

We recognize that some employees are occasionally offered gifts or gratuities in the

course of their work. We expect that you will not permit personal interests to conflict with your

duties with the Company. When conflicts occur, we expect you to be guided solely by

Cinderella’s best interests. No employee may benefit personally from Cinderella’s dealings with

others.

To avoid these kinds of conflicts, do not accept gifts, entertainment or any other special

considerations from an individual or business association. This may create a compromising

situation for you or the Company.

The Company will reimburse you for all expenses for business trips. You may accept an

occasional meal or entertainment, but only if it would be appropriate to reciprocate or if refusal

would be discourteous. Settings for these activities should be consistent with the image

Cinderella would feel comfortable projecting to the public.

In situations where refusal appears impossible or would create serious business

repercussions, gifts may be accepted but their disposal should be discussed with your supervisor

and/or manager. You should discuss with your supervisor any gifts you receive in connection

with your employment with Cinderella that have a value of $25 or more.

If you are unsure if a specific issue violates our policies, please discuss the matter with

the Human Resources Manager.

CONFLICTS OF INTEREST

We respect your privacy when not at work with Cinderella. We require only that your

outside activities not interfere with your work with us. You must avoid situations in which your

interests conflict with the interests of the Company, or which appear to create a conflict of

interest. Please contact the Human Resources Manager if you have a question about whether an

outside interest poses a conflict of interest.

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The Company reserves the right to review outside jobs and insist that they not interfere

with your performance or attendance with Cinderella, endanger Cinderella’s interests, or

compete with the Company. If Cinderella determines that your outside work interferes with your

performance or employment with us, you may be required to terminate the outside employment

to remain employed by Cinderella.

CONFIDENTIALITY

It is important for all of us to protect the intangible assets of Cinderella. During your

employment with Cinderella, you may become aware of confidential or proprietary information

belonging to the Company or its customers. Such confidential or proprietary information

includes, but is not limited to, Cinderella’s strategies, plans, or proposals; information on

Cinderella’s manufacturing processes; new product information; information about Cinderella’s

customers, their buying history and preferences, and the names of customer contacts; financial

and systems information; and any other information that has value to Cinderella that is generally

not known outside the Company.

Confidential and proprietary information represents a unique and valuable asset of

Cinderella. Except as part of your legitimate job duties for Cinderella, either during or after your

employment with Cinderella, you must not disclose or permit to be disclosed any such

information or any other information Cinderella or its customers treat as confidential, to any

person, firm, corporation, association or other entity for any reason. In addition, you must not use

any such confidential or proprietary information for your own benefit, or the benefit of another,

except with Cinderella’s written permission.

Please secure all proprietary and confidential information safely when you are away from

your work area.

Employees may be required to sign a Non-Disclosure, Non-Competition, Non-

Solicitation, Patent Rights and Copyrights Agreement as a condition of continued employment.

An individual may not be held criminally or civilly liable under any federal or state trade

secret law for disclosure of a trade secret: (i) made in confidence to a government official, either

directly or indirectly, or to an attorney, solely for the purpose of reporting or investigating a

suspected violation of law; or (ii) in a complaint or other document filed in a lawsuit or other

proceeding, if such filing is made under seal. Additionally, an individual suing an employer for

retaliation based on the reporting of a suspected violation of law may disclose a trade secret to

his or her attorney and use the trade secret information in the court proceeding, so long as any

document containing the trade secret is filed under seal and the individual does not disclose the

trade secret except pursuant to court order.

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SOCIAL SECURITY NUMBER PRIVACY STATEMENT

Cinderella is committed to securing and protecting the privacy of employee social

security numbers. In order to protect this information to the extent practicable, access to

documents that contain social security numbers is limited to Cinderella’s Human Resource,

Payroll, and Benefits Administrators on a need-to-know basis within the Company. Documents

containing social security numbers will be shredded or otherwise disposed of by taking

reasonable measures to protect against unauthorized access to or use of the information in

connection with its disposal.

Any individual that accesses social security information in violation of this policy or for

illegal purposes shall be subject to disciplinary action, up to and including discharge. If illegal

intent is suspected, the individual will be referred to the appropriate authorities for possible

criminal prosecution.

If you have any questions regarding social security number privacy and security, please

see the Human Resources Manager for more information.

EMPLOYMENT OF RELATIVES

Cinderella will not refuse to hire an applicant solely because he or she is related to a

current employee. Cinderella prefers that relatives not be placed in a situation where one relative

has supervisory responsibility toward another. The Company reserves the right to revise work

assignments, transfer employees or make other appropriate decisions in order not to place one

relative in a supervisory capacity over another. Exceptions will be made on a case-by-case basis,

as appropriate.

For this policy, a relative is a spouse, parent, parent-in-law, child, brother, sister,

grandparent, grandchild, aunt, uncle, first cousin, niece, or nephew, including step relations.

If you have any questions or concerns about this issue, please contact the Human

Resources Manager.

BUSINESS TRAVEL

When employees must travel on company business, the company intends to provide for

their comfort and well-being and to receive the best value for the money spent on business travel

expenses.

In general, the company will pay all reasonable business travel expenses. Employees are

expected to live normally while on company business without experiencing any personal

financial losses. At the same time, employees are asked to spend the company’s money with the

same care and judgment that they would use with their own funds.

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Employees who travel on company business may be obliged to entertain business

associates in the normal course of a business trip. The amount of the expenses incurred should

reflect good business practice and judgment. All entertainment expenses should be well

documented to include the time, place, business purpose, names of individuals attending, and the

business relationships of the people involved.

The company will reimburse employees for business expenses upon submission of

expense reports. Receipts are required for all expenditures and must be submitted within one

month of incurring the expense.

USE OF COMPANY RESOURCES

Cinderella has invested significant time, money, and effort providing its employees with

the facilities, equipment, supplies, and other resources that will help them and the Company

succeed. These tools must be used in the most efficient and effective manner possible. Except as

expressly permitted in this handbook, the use of Cinderella’s facilities, equipment, supplies, and

other resources for personal or other non-business-related purposes is prohibited.

Among the equipment and resources included in this policy are electronic mail (e-mail),

voicemail, online subscriber services and the Internet. To ensure that Cinderella complies with

the business and legal requirements created by the use of these services, we have adopted the

guidelines below to assist each employee in using these tools appropriately.

PERSONAL COMMUNICATION DEVICES

Cinderella provides personal communication devices (PCDs) to some employees as

business tools. The PCDs are provided to assist employees in communicating with management

and other employees, customers, and other business-related contacts. PCDs are intended for

business-related calls only and personal calls are not permitted. Employees should be aware that

the Company might review cell phone invoices.

Employees in possession of Cinderella’s equipment such as PCDs are expected to protect

the equipment from loss, damage or theft. Upon resignation or termination of employment or at

any time upon request, the employee may be asked to produce the PCD for return or inspection.

Employees unable to present the PCD in good working condition within the time period

requested (for example, 24 hours) may be expected to bear the cost of a replacement.

Employees who separate from employment with outstanding debts for equipment loss or

unauthorized charges will be considered to have left employment on unsatisfactory terms and

may be subject to legal action for recovery of the loss.

If you use a PCD for business, always remember to apply normal business etiquette by

keeping your conversations private and non-disruptive to others.

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While at work, employees are to exercise the same discretion in using personal PCDs as

they do for company PCDs. Excessive personal calls during the workday, regardless of the

phone used, can interfere with employee productivity and be distracting to others. Cinderella

encourages a reasonable standard of limiting personal calls during work time to no more than

one per day as needed. Employees are therefore asked to make any other personal calls on non-

work time where possible and to ensure that friends and family members are aware of the

company’s policy. Flexibility will be provided in circumstances demanding immediate attention.

Safety issues for personal communication device use

Employees whose job responsibilities include regular or occasional driving and who are

issued a PCD for business use are expected to refrain from using their PCD while driving. Many

states, including Michigan, prohibit reading, manually typing and sending text messages while

driving. Safety must come before all other concerns. Regardless of the circumstances, including

slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and

safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable

and pulling over is not an option, employees are expected to keep the call short, use hands-free

options if available, refrain from discussion of complicated or emotional issues and keep their

eyes on the road. Special care should be taken in situations where there is traffic, inclement

weather, or the employee is driving in an unfamiliar area.

Employees whose job responsibilities do not specifically include driving as an essential

function, but who are issued a PCD for business use, are also expected to abide by the provisions

above. Under no circumstances are employees allowed to place themselves or others at risk to

fulfill business needs.

Employees who are charged with traffic violations resulting from the use of their PCD

while driving will be solely responsible for all liabilities that result from such actions.

Violations of this policy will be subject to disciplinary action, including termination.

Camera phones and other recording devices

Camera phones and other recording devices can present risks to a company, potentially

compromising customer information, trade secrets, or the privacy of other employees. The use

of camera phones or other recording devices in restrooms and locker rooms is expressly

prohibited. Any employee found to be using a camera phone or other recording device in these

areas to record others without consent, will be subject to disciplinary action, including

termination. If illegal intent is suspected, the individual will be referred to the appropriate

authorities for possible criminal prosecution.

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COMPUTER AND ELECTRONIC COMMUNICATIONS SYSTEMS

Computers, handheld and portable computers/PCDs, computer files, the e-mail system,

internet access, electronic calendars and address books, software and passwords (collectively

“computer systems”) and telephones and voicemail systems; cell phones; BlackBerries; iPhones

and similar devices, and pagers/beeper; or any similar technology or communication devices

(collectively “electronic communications systems”) furnished to employees are Cinderella’s

property. The equipment as well as the documents, messages, communications and other data

created and stored on the equipment is owned by Cinderella.

Although Cinderella recognizes that there will be incidental non-work-related use of

these systems, they are intended to be used primarily for business purposes associated with the

performance of each employee’s job. Any use of the computer and electronic communications

systems for non-work-related purposes, beyond limited incidental use, is prohibited. Incidental

use of these systems is acceptable as long as good judgment is followed, there are no measurable

increased costs, and co-workers are not distracted by such use.

Employees are expected to observe the following computer and electronic

communications systems use guidelines:

• While personal use is not prohibited, any personal use should be minimal and occur at

times which do not otherwise interfere with the completion of company business.

• Authorization must be obtained to use a password, access a file, or retrieve any stored

communication.

• Employees must protect the security of their passwords and computer and electronic

communications systems by not disclosing their or another individual’s password or

enabling unauthorized persons to access the company’s systems.

• Internet users should take the necessary anti-virus precautions before downloading or

copying any file from the Internet. All downloaded files are to be checked for viruses; all

compressed files are to be checked before and after decompression.

• The following uses are prohibited:

○ Uploading or downloading of confidential or proprietary materials;

○ Engaging in other employment or personal business enterprise and searching for

other employment;

○ Browsing, uploading, downloading, creating, displaying, and communicating

discriminatory, harassing, sexually or racially offensive, pornographic,

maliciously false, or profane messages or information of any nature;

○ Using the computer and electronic communications systems to violate any

Cinderella Inc. policy or the law;

○ Unauthorized use, installation, copying, distribution, or communication of trade

secrets, proprietary information, copyrighted, trademarked, or patented software

or other materials on the Internet, including any other highly sensitive or

otherwise confidential information;

○ Making maliciously false statements about another person or entity, or the

products or services of Cinderella’s vendors or competitors;

○ Gambling;

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○ Soliciting for commercial ventures, religious or political causes, fundraisers,

outside organizations, or other non-business matters;

○ Playing computer games, including downloading games from the Internet; and

○ Deleting internet or other electronic record or communication use history.

No Right to Privacy. Consistent with state and federal law, Cinderella has the right to

enter, search, and monitor the computer and electronic communications system of any employee,

without advance notice, for any business purpose, such as investigating theft, disclosure of

confidential business or proprietary information, personal abuse of the system, or monitoring

work flow or productivity. Personal and business work and communications on Cinderella’s

systems should not be considered private.

Employees should be aware that messages sent, received, or stored in the system could

become public knowledge at any time. An e-mail message sent over the Internet is like a

postcard. As your information travels over the Internet, any person at an intermediate computer

can view your message, make copies, alter content, and add or remove recipients, all with your

name and address still attached. Even deleted files and messages are retrievable and employees

should assume that whatever they create will never be erased.

Passwords. Passwords or passcodes are used for the benefit of Cinderella and its

employees. However, they do not assure privacy. Cinderella may override individual passcodes

or passwords and require employees to disclose individual passwords or passcodes.

Reporting Requirement. Employees should notify their immediate supervisor, the

Human Resources Manager or any member of management upon learning of violations of this

policy.

Disciplinary Action. Use of the computer and electronic systems in violation of law or

Cinderella policies will result in disciplinary action, up to and including termination of

employment and possible criminal action. Employees may be held personally liable for any

violations of this policy.

Email Business Etiquette. All messages sent should be short and to the point. Refrain

from routinely forwarding messages to multiple parties unless there is a clear business need to do

so. Your e-mail messages may be read by someone other than the person you send them to and

may someday have to be disclosed to outside parties or a court in connection with litigation.

Accordingly, take care to ensure that your messages are courteous, professional, and business-

like.

Access to E-Mail and Voicemail. Except for normal systems maintenance and upgrades,

or pursuant to Company business, Cinderella employees may not access the e-mail or voicemail

systems of another user or transmit messages from a coworker’s e-mail or voicemail system.

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Use of Online or Internet Software. Software downloaded from an online service or the

Internet could create serious problems for Cinderella. Downloaded software from an online

service or the Internet could, for example, contain a virus that might affect the operation of

Cinderella’s computer network. In addition, certain individuals or groups permit online or

Internet users to download software without being legally entitled to do so. No software should

be downloaded from an online or Internet source without the prior approval of the Information

Technology Director.

Protection of Proprietary and/or Confidential Information. Because of the potential

security problems related to the transmission of electronic data, use of e-mail, online subscriber

services, or the Internet could jeopardize the proprietary and/or confidential information of the

Company or of our customers, suppliers and business associates. Each manager shall have the

responsibility of determining whether or not proprietary and/or confidential information should

be transmitted by use of e-mail, online service providers, or the Internet. Use of such electronic

services to discuss or exchange proprietary and/or confidential information with customers,

suppliers, or other business associates should be approved by each of the parties involved in

advance of such communications.

BRING YOUR OWN DEVICE (BYOD) POLICY

Cinderella allows its employees to use smartphones and tablets of their choosing at work

for their convenience. Cinderella reserves the right to revoke this privilege if users do not abide

by the policies and procedures outlined below.

This policy is intended to protect the security and integrity of Cinderella’s data and

technology infrastructure. Limited exceptions to the policy may occur due to variations in

devices and platforms. Cinderella employees must agree to the terms and conditions set forth in

this policy in order to be able to connect their devices to the company network.

The Company defines acceptable business use as activities that directly or indirectly

support the business of Cinderella. Employees are prohibited from accessing questionable

websites during work hours while connected to the corporate network. As a rule of thumb, any

website that you would not visit on a company computer should not be visited on your own

device while on the company network. Employees may use their mobile device to access the

following company-owned resources: email, calendars, contacts, and documents.

Devices may not be used at any time to store or transmit illicit materials, store or transmit

proprietary information belonging to another company, harass others, or engage in outside

business activities.

The company will not reimburse the employee for any portion of the cost of the device.

The Company may decide to reimburse a portion of the cost of operating the device, in

designated situations.

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In order to prevent unauthorized access, devices must be password protected using the

features of the device and a strong password is required to access the company network. Rooted

(Android) or jailbroken (iOS) devices are strictly forbidden from accessing the network. The

employee’s device may be remotely wiped if the device is lost, the employee terminates his or

her employment, or if IT detects a data or policy breach, a virus or similar threat to the security

of the company’s data and technology infrastructure.

While every precaution will be taken to prevent the employee’s personal data from being

lost in the event it must wipe a device, it is the employee’s responsibility to take additional

precautions, such as backing up email, contacts, etc. The Company reserves the right to

disconnect devices or disable services without notification. Lost or stolen devices must be

reported to the company within 24 hours. Employees are responsible for notifying their mobile

carrier immediately upon loss of a device. The employee is expected to use his or her devices in

an ethical manner at all times and adhere to the Company’s acceptable use policy. Cinderella

reserves the right to take appropriate disciplinary action up to and including termination for

noncompliance with this policy.

SOCIAL MEDIA

The following rules are applicable to any personal social media activities, regardless of

time, place, or equipment ownership.

Social media can take many different forms, including, but not limited to, internet

forums, blogs and microblogs, online profiles, podcasts, pictures, video, email, instant

messaging, music-sharing, and voice over IP. Examples of social media applications include,

but are not limited to, the following: LinkedIn, Facebook, MySpace, Wikipedia, YouTube,

Twitter, Instagram, Pinterest, Yelp, Flickr, Second Life, Yahoo Groups, Wordpress, and

ZoomInfo.

It is not Cinderella’s intention to restrict your ability to have an online presence. This

policy defines appropriate online conduct for Cinderella employees when participating in social

media.

Social media activities are subject to all Cinderella policies and procedures including, for

example, confidentiality; safeguarding of property; bullying, discrimination and harassment

prohibitions; and use of communication and computer systems. If what you do on social media

affects your job performance, the performance of your co-workers, or Cinderella’s legitimate

business interests, then this policy shall apply. This policy does not apply to employee

discussions or activities involving the terms and conditions of employment.

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The following are Cinderella’s expectations of employees using social media:

Maintain the confidentiality of company trade secrets and other private or confidential

information. All customer-related information is protected confidential information.

Trade secrets include information regarding the development of systems, processes,

products, know-how, and technology. Do not post internal reports, policies, procedures,

or other internal business-related confidential communications. Examples of confidential

information that should not be disclosed include: information about safety performance

of the company’s products, attorney-client privileged information, information about the

company’s customers, business partners, and vendors (but not staff or temp employees).

Respect all copyright and other intellectual property laws. For Cinderella’s protection as

well as your own, it is critical that you show proper respect for the laws governing

copyright, fair use of copyrighted material owned by others, trademarks, and other

intellectual property, including Cinderella’s own copyrights, trademarks and brands.

Any harassment, bullying, discrimination, or retaliation that would not be permissible in

the workplace is not permissible between co-workers online, even if it is done after hours,

from home and on home computers.

Do not post anything in the name of Cinderella or in a manner that could be attributed to

Cinderella without prior authorization.

Company issued email addresses should not be posted on or used to create employee

personal profiles.

Personal social media activities must not occur during working time.

You are responsible for any commentary you express and the material you post while

engaging in social media activities. Be aware that information remains in cyberspace forever.

Cinderella maintains certain social media sites in the name of Cinderella. Cinderella’s

approval is required for any employee to post public messages on behalf of the Company. Only

designated Cinderella spokespersons may speak on behalf of the Company in the social media or

in any other form of media. Any messages that might act as the “voice” or position of Cinderella

must be approved by the CEO or his designee.

If you see a social media post in violation of this policy, do not try to have the post

removed or send a written reply that will escalate the situation. Forward this information to our

Human Resources Manager.

OFFICE ACCESS AND MAINTENANCE

Pleasant, safe surroundings can help make work more enjoyable for all of us. That is

why Cinderella asks for its employees’ cooperation in keeping our office and warehouse

facilities neat and secure.

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Although Cinderella has regular custodial service, all employees are expected to do their

part to keep their work areas and common areas (such as the lunch room) clean and orderly. In

addition, at the end of each workday, employees must turn off all lights and equipment (such as

computers, printers, copy machines, and coffee makers) in their work areas or for which they are

responsible.

Entrances to the building are locked after 5:00 p.m. Monday through Friday, after 12:00

p.m. on Saturday and all day on Sunday. Employees who do not have keys must make

arrangements to gain entrance to the building when it is locked. When leaving the building after

business hours, make sure the door is locked behind you.

BENEFITS

HOLIDAYS

Eligible employees are provided time off, with pay at their regular hourly rate then in

effect, for company-recognized holidays. Eligible employees are all full-time employees who

have completed 30 days of continuous employment as of the date of the holiday. Part-time and

seasonal employees are not eligible for paid holiday benefits.

At the beginning of each year, Cinderella will publish a list of the holidays to be observed

that year. Cinderella generally recognizes the following nine paid holidays each year:

Day before New Year’s Day

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day after Thanksgiving

Day before Christmas

Christmas Day

Employees must work the regularly scheduled hours on the workday preceding or the

workday following the holiday to qualify for holiday pay. Exceptions may be made with prior

approval. Employees wishing to extend a recognized holiday may, with prior approval, use their

vacation time to do so.

Employees who are ineligible for paid holiday benefits will receive the day(s) off without

pay. Cinderella will not close for any of the other nationally-celebrated holidays unless otherwise

posted.

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VACATION

Cinderella provides paid vacation to all full-time employees (not including part-time or

seasonal employees) for rest and relaxation as well as for times you must be absent for illness,

doctor’s or dentist’s appointments, emergencies, family needs, or other such incidents. Vacation

is earned at varying rates depending on your years of service with the Company. The current

schedule is as follows:

Length of Service Vacation hours/year

After 1 year of employment 40 hours (5 days)

After 2 years of employment 80 hours (10 days)

After 8 years of employment 120 hours (15 days)

After 15 years of employment 160 hours (20 days)

The amount of vacation paid for each scheduled day off shall be equal to 8 hours per day

at the employee’s straight time. Because the months of April through September are very busy at

Cinderella, vacation time scheduled during these months shall be no more than one day per

calendar week without authorization of your supervisor.

Carry-Forward

Employees shall be allowed to carry over 80 hours of vacation from one year to the next.

Any amount of earned but unused vacation in excess of this will be forfeited at the end of the day

on your anniversary date. You are encouraged to carefully plan your vacation time off well in

advance of your anniversary date in order to avoid losing any vacation time. Except upon

mutual agreement in special circumstances, Cinderella will not pay you for unused vacation

time. Cinderella will pay you for earned, unused vacation time on the Company’s books upon

your separation of employment unless you fail to provide two weeks advance written notice of

resignation or if you are terminated by the Company for disciplinary reasons. Generally, this

payment will be made on Cinderella’s next regular payday.

Requests for and Approval of Vacation

To the extent practical, vacation time off must be arranged with and approved by your

supervisor at least three days in advance. Approval of vacation time will be at the discretion of

your supervisor depending on current or anticipated staffing, workload, and deadlines. When

circumstances do not allow advance approval, you must notify your supervisor as soon as

possible of your absence and anticipated return. Such notice is to be given directly to your

supervisor within the first hour of your start time. Failure to report an absence (unless conditions

preclude such notification) will be considered an unexcused absence.

Vacation time generally will be used in the case of any absence, planned or unplanned.

No time off will be unpaid unless you have no earned vacation time available.

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Repeated failure to get proper prior approval or to give proper notice of absences from

work will be taken into consideration in the performance evaluation process. This may affect

promotion opportunities, pay raises, incentive/bonus pay and other employment considerations,

and may lead to discipline, including termination of employment.

PAID SICK DAYS

All full time employees hired prior to January 9, 2004, shall be paid for six (6) scheduled

workdays per year at the employee’s straight time rate for lost time due to illness. All employees

hired after January 9, 2004, shall be paid for four (4) scheduled workdays per year at the

employee’s straight time rate for lost time due to illness. Unused sick leave may be accumulated

in a personal sick leave bank not to exceed sixty (60) days (480 hours). This personal sick leave

bank may be used in the event of a future illness of the employee.

The sick leave benefit is for times an employee is unable to work due to illness. It is not

to be considered as time off in addition to holidays and vacations. Use of sick leave pay may be

subject to physician verification.

Cinderella does not pay employees for unused sick leave upon termination of

employment.

PAID PERSONAL BUSINESS TIME

Cinderella grants all full-time employees sixteen (16) hours of paid personal business

time off per year beginning on the January 1 following the employee’s full-time hire date.

Employees must request and receive approval for personal business time off at least one day (24

hours) in advance. Personal leave hours should be used to conduct business or for appointments

that may not otherwise be scheduled at times other than during normal working hours. Cinderella

does not pay employees for unused personal business leave upon termination of employment.

FAMILY AND MEDICAL LEAVE

The Family and Medical Leave Act of 1993 (“FMLA”) requires covered employers to

provide up to twelve (12) work weeks of family and medical leave during any twelve (12) month

period to eligible employees and up to twenty-six (26) work weeks of leave in any twelve (12)

month period in accordance with the expansion of FMLA under the National Defense

Authorization Act for Fiscal Year 2008. The leave may be paid, unpaid or a combination of paid

and unpaid leave, depending on the circumstances of the leave and as specified in this policy.

Should this policy conflict with the FMLA, the FMLA shall be deemed controlling. Cinderella

also retains all rights under the FMLA and its implementing regulations even though they may

not be incorporated into this policy.

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A. Employee Eligibility

An employee must have been employed for at least twelve (12) months (which need not

be consecutive) and have worked for at least 1,250 hours during the preceding twelve (12) month

period in order to be eligible for family and medical leave.

B. Reasons for Leave

Eligible employees may take family and medical leave for one or more of the following

reasons:

(1) Birth, Adoption, or Placement of a Child. The birth of an employee’s child and to

care for the newborn child or the placement and care of a newly-adopted or

recently-placed foster child.

Family leave for this purpose must be completed within twelve (12) months from

the date of the birth, adoption, or placement. Also, this type of leave cannot be

taken on an intermittent or reduced schedule basis without prior approval.

(2) Care for a Family Member. To care for a spouse, child, or parent (but not parent-

in-law) who has a serious health condition.

(3) Employee’s Own Health Condition. An employee’s own serious health condition

that renders the employee unable to perform one or more of the essential

functions of his or her job.

(4) Qualifying Exigency. A “qualifying exigency” arising out of the fact that a

spouse, child, or parent is on covered active duty or has been notified of an

impending call or order to covered active duty in the Armed Forces in support of

a contingency operation.

(5) Care of a Servicemember or Veteran. To care for a spouse, parent, child, or next

of kin (a) who is a covered servicemember that has incurred a serious injury or

illness while in the line of duty on active duty in the Armed Forces or has

aggravated a serious injury or illness while in the line of duty on active duty in

the Armed Forces, provided that such injury or illness may render the family

member medically unfit to perform duties of the member’s office, grade, rank or

rating, or (b) who is a covered veteran undergoing treatment, recuperation, or

therapy for a serious injury or illness that was incurred by the covered veteran in

the line of duty on active duty in the Armed Forces or a serious injury or illness

that was aggravated by service in the line of duty on active duty, if certain

conditions are met.

Please contact the Human Resources Manager if you have any questions regarding

interpretation of any of these reasons for leave.

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C. Length of Leave

If the leave is for reasons (1)–(4) above, eligible employees may receive a total of twelve

(12) work weeks of FMLA leave during a twelve (12) month period. However, if the leave is for

reason (5) above, an eligible employee may receive a total of twenty-six (26) work weeks of

FMLA leave during a single twelve (12) month period to care for the covered servicemember or

veteran. Leave to care for an injured or ill servicemember or veteran, when combined with other

FMLA leave, may not exceed twenty-six (26) weeks in a single twelve (12) month period. The

twelve (12) month period used to determine leave availability is calculated backwards from the

date an employee uses any family and medical leave.

If spouses are both employed by Cinderella, they are limited to a combined total of

twelve (12) work weeks of family and medical leave during any twelve (12) month period if the

reason for the leave is for (1) Birth, Adoption, or Placement of a Child or (2) Care for a Family

Member. However, if leave is for (3) Employee’s Own Health Condition, each spouse is

allowed twelve (12) weeks of leave, less the amount of leave used for a purpose listed in (1) or

(2) of this paragraph. In addition, if leave is for reason (5) Care for a Servicemember or Veteran,

or any combination of reasons that includes reason (5), the aggregate number of work weeks of

leave the spouses are entitled to may be limited to twenty-six (26) work weeks during a single

twelve (12) month period.

D. Application for Leave

In all cases, it is the employee’s duty to make the need for family and medical leave

known to the Human Resources Manager when providing notice of an absence and to furnish

enough information regarding the reason for the leave so that the Human Resources Manager can

determine eligibility. The employee should state the reason for the leave, the duration of the

leave, and the starting and ending dates of the leave. Calling in “sick” without providing a

reason for the need for time off is not sufficient notice of FMLA leave under this policy.

A written request for family or medical leave must be made to the Human Resources

Manager at least thirty (30) calendar days in advance when the need for leave is foreseeable,

such as for Birth of a Child or for planned medical treatment. Otherwise, notice must be

provided as soon as practicable after the need for leave becomes known. If the employee fails to

give thirty (30) days of notice for a leave under this provision, Cinderella may require the

employee to explain the reasons why such notice was not practicable. Leave may be delayed if

the advance notice requirements of this provision are not met.

An employee who is to undergo planned medical treatment is required to consult with

Cinderella and make a reasonable effort to schedule the treatment in order to minimize

disruptions to Cinderella’s operations.

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If a properly reported absence should be covered by the FMLA, but Cinderella is not

aware of the FMLA reason at the time of the absence, the employee must notify Cinderella of the

FMLA reason for the absence within the timeframe stated in Cinderella’s normal Attendance and

Punctuality policy. In the absence of such timely notification, FMLA protection for the absence

may not be subsequently asserted and the absence will be considered under the Attendance and

Punctuality policy.

E. Certification of Leave

If an application for leave is based on (2) Care for a Family Member or (3) Employee’s

Own Health Condition, Cinderella reserves the right to request a medical certification of the

serious health condition from a health care provider. Forms for this purpose will be provided by

the Human Resources Manager. The medical certification must be returned within fifteen (15)

calendar days of the date that the form is provided or provide a reasonable explanation for the

delay. Failure to timely return the certification will result in a delay or denial of FMLA leave.

Cinderella may require clarification of the medical certification. It may also require a

second or third opinion at Cinderella’s expense.

If an application for leave is based on (4) Qualifying Exigency, Cinderella may require a

copy of the active duty orders or other documentation issued by the military showing the covered

military member’s active duty or call to active duty status. Forms for this purpose will be

provided by the Human Resources Manager.

If an application for leave is based on (5) Care of a Servicemember or Veteran,

Cinderella may require certification of the family member’s or next-of-kin’s serious injury or

illness. Forms for this purpose will be provided by the Human Resources Manager.’

Recertification of intermittent leaves will be requested on an annual basis or more

frequently if necessary as allowed by FMLA regulations.

F. Intermittent and Reduced Schedule Leave

FMLA leave may be taken intermittently or on a reduced leave schedule because of the

employee's own serious health condition, to care for a parent, son, or daughter with a serious

health condition, or to care for a covered servicemember or covered veteran with a serious injury

or illness. In such cases, there must be a medical need for leave and it must be that such medical

need can be best accommodated through an intermittent or reduced leave schedule.

If an employee needs leave intermittently or on a reduced leave schedule for planned

medical treatment, the employee must make a reasonable effort to schedule the treatment to

minimize disruptions to operations. In such cases, Cinderella may require the employee to

transfer temporarily to an available alternative position for which the employee is qualified and

which better accommodates recurring periods of leave than does the employee's regular job. The

temporary position will have equivalent pay and benefits as the employee's regular job.

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G. Benefits During Leave

An employee may choose to use earned vacation time, paid sick time, and/or paid

personal business time while on unpaid FMLA leave by submitting a written request to the

Human Resources Manager. This time will be credited against the applicable twelve (12) week

or twenty-six (26) week FMLA leave period. If the reason for the leave is an (3) Employee’s

Own Health Condition and the individual qualifies under the applicable policy, all available

workers’ compensation benefits will be credited against the twelve (12) week period as well.

Employees will be retained on Cinderella’s health plan during FMLA leave, so long as

the employee continues to make normal premium contributions. Failure of the employee to pay

his or her share of the health insurance premium may result in loss of coverage.

If an employee fails to return to work after expiration of the leave, the employee may be

required to reimburse Cinderella for health insurance premiums paid during the leave, unless the

employee does not return because of the presence of a serious health condition which prevents

the employee from performing his/her job or circumstances beyond the control of the employee.

Benefits will be maintained in the same manner and at the same level as provided when

the leave began, but subject to any company-wide benefit changes made by Cinderella that may

have taken place during the period of FMLA leave.

H. Return from Leave

If an employee plans to return on a date other than the date specified in the original

request for leave, the Human Resources Manager must be notified in writing as soon as the

change of circumstances become known. The employee must provide at least one (1) week

advance notice before he/she intends to return to work. If an employee fails to report to work on

the agreed upon return date, Cinderella may assume that the employee has voluntarily resigned.

A return to work release from the employee’s doctor will be required where the leave was

due to an employee’s own serious health condition.

Except for those employees designated as “key employees,” employees will be returned

to the same or to an equivalent position upon their return from leave.

The failure of an employee to return to work upon the expiration of the family and

medical leave will result in a loss of protection under the FMLA.

If the need for a leave continues beyond the period provided under FMLA, the employee

will revert to being covered by Cinderella’s leave of absence policies. A separate request must

be made to extend the leave under the leave of absence policies.

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BEREAVEMENT LEAVE

Cinderella supports your need to take time off from work if one of your family members

dies. In the event your spouse, mother, father, sister, brother, son, daughter, grandson,

granddaughter, or step-child dies, you will be allowed up to three days off with pay in order to

assist with arrangements and to attend the funeral. In the event your grandmother, grandfather,

son-in-law, daughter-in-law, mother-in-law, or father-in-law dies, you will be allowed up to two

days off with pay. In the event your brother-in-law, sister-in-law, or grandparents-in-law dies,

you will allowed one day off with pay. If additional time is necessary, you may use vacation time

or paid personal business time if you are eligible. Personal leave may also be granted without

pay.

The bereavement period in all cases shall be all days between the date of death and the

day of the funeral and shall be a continuous period. Saturdays and Sundays falling during the

bereavement period do not qualify for bereavement leave pay. Cinderella reserves the right to

request documentation with proof of relationship when filling out the absence report upon

returning to work.

You must use vacation time or paid personal business time, or request unpaid personal

leave, to attend the funeral of any other family or non-family members. Prior approval for any

bereavement leave must be obtained from your supervisor. If prior approval is not obtained, the

employee will not be paid for the bereavement leave.

MILITARY LEAVE

A military leave of absence will be granted to employees who are absent from work

because of service in the U.S. uniformed services in accordance with the Uniformed Services

Employment and Reemployment Rights Act (USERRA). Advance notice of military service is

required, unless military necessity prevents such notice or it is otherwise impossible or

unreasonable.

The leave will be unpaid. However, employees may use any available vacation time or

paid personal business time for the absence.

CIVIC LEAVE

Cinderella supports your obligations to the court system. When an employee is called for

jury duty, the Company will grant you time off with pay for up to two weeks per year as follows:

• Cinderella will pay the difference between what the court pays and the

employee’s regular pay rate.

• A document from the court showing the time and amount paid must be given

promptly to the Human Resources Manager.

• Employees must notify supervisor upon receipt of their summons.

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• If the court dismisses the juror or witness early, the employee is expected to

return to work as soon as possible and complete a regular shift comprised of civic

time and time on the job.

• Should the employee’s work duties with Cinderella be vital to its operation, the

court may be asked to excuse the employee from jury duty.

The Company may also grant limited time off with pay if you are subpoenaed to testify in

a matter in which you have no personal interest.

PERSONAL LEAVE

A personal leave of absence is an unpaid period of time off from work without a loss of

employment. A personal leave of absence for an emergency or reasons determined valid in the

discretion of management may be granted for a period of time not to exceed twelve (12) work

weeks in a twelve (12) month period. Approval for a leave of absence is at Cinderella’s

discretion, based on factors including the workload and availability of other employees.

Circumstances that may lead to the need for a personal leave of absence include an extended

illness, pursuit of an education, and family emergency.

An employee may use a personal leave to extend an absence beyond the leave provided

under the FMLA upon proper approval for a leave extension under this policy.

When possible, a “Request for a Leave of Absence” must be completed and submitted to

the Company for approval at least thirty (30) calendar days before the leave is to commence,

along with any requested documentation (medical slip, etc.). When it is not possible to submit a

request thirty (30) calendar days in advance, the request should be submitted as soon as the need

for a personal leave becomes known. The reason for the personal leave must be stated on the

request form. All available vacation time, paid sick days, and/or paid personal business time

may be used upon written request from the employee during a personal leave of absence.

If the need for a leave of absence is due to an employee’s health condition, the employee

will be required to submit a physician’s letter that justifies the need for the leave of absence,

confirms the employee’s inability to work during the requested time off, and provides an

estimated return to work date. If leave is due to an employee’s health condition, a physician’s

certification of the employee’s ability to perform the job is required prior to being reinstated.

While on leave, employees are required to report periodically to the Human Resources

Manager, at least every thirty (30) calendar days, regarding the status of their need for leave and

their intent to return to work. Employees may be required to provide satisfactory medical

evidence substantiating their need for continued leave. Further, the Human Resources Manager

should be contacted seven (7) calendar days before the expiration of an approved leave to discuss

return to work.

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Any request for a leave extension must be made as soon as the need for the extension is

known with the appropriate documentation of the need for an extension in the case of a leave of

absence due to an employee’s health condition. If, after consideration by Cinderella, it is felt

that such a leave or an extension of a personal leave may be granted without jeopardizing the

operations of the department, the request may be granted.

Benefits will continue only until the end of the month for which premiums are already

paid. After that time, the employee may elect to continue benefits at the employee’s expense.

Otherwise, benefits will be canceled. Holiday pay is not available to employees during an

unpaid leave of absence.

Employees who take a personal leave of absence are not guaranteed reinstatement.

Economic or other conditions may necessitate job replacement or elimination of an employee’s

position before a leave of absence is complete. If an employee’s position is eliminated while on

a leave of absence and the employee refuses an offer of employment upon return to employment,

employment will be terminated.

An employee who seeks, obtains and/or performs other employment or becomes self-

employed while on any type of leave of absence shall be terminated from employment effective

on the date the leave of absence started, unless the employee was specifically granted the leave

for that particular purpose.

If an employee does not return at the end of an approved leave of absence, the employee

will be considered a voluntary quit and employment will be terminated. If at the end of the

personal leave, an employee is still not able to return to the job due to an illness or injury that

results in an inability to perform the job, either with or without reasonable accommodation, then

the Company will allow the employee to apply for any vacant position that the employee is

qualified for and capable of performing with or without accommodation. In all events, if an

employee is unable to return to either their job or an unfilled position which they are qualified

for and capable of performing, because of illness or injury for a period of twelve (12) work

weeks (or twenty-four (24) work weeks if the employee took FMLA leave) within a twelve (12)

month rolling period, the employee shall be separated from employment.

EMPLOYEE PURCHASES

Any Cinderella employee may purchase for his or her personal use any product normally

sold by the Company, at a price determined by adding together Cinderella’s invoice cost of the

item plus ten percent, applicable freight, and sales tax. Any purchases not paid for within ten

days of purchase shall be paid for through payroll deduction.

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HEALTH AND LIFE INSURANCE AND PRESCRIPTION COVERAGE

Cinderella maintains several insurance programs for the benefit of employees, including

health and life insurance and prescription coverage. These policies require you to be a full-time

Cinderella employee to qualify and there may be limitations if you are eligible for coverage

through a spouse’s employment. For purposes of health insurance, an employee is full-time if

the employee works an average of 30 hours per week or at least 130 hours per month. For all

other benefit programs, an employee is full-time if the employee works 40 hours per week.

If you choose to forgo health insurance and prescription coverage and maintain coverage

through another source, you will be eligible for a weekly supplement from Cinderella.

If your spouse is eligible for health insurance and prescription coverage through his or

her employer and you choose to include your spouse on Cinderella’s coverage, such coverage

will be subject to an additional charge.

Current information about these programs, including eligibility requirements and costs, is

available from the Human Resources Manager. The Company reserves the right to change its

insurance programs and other benefit plans consistent with applicable law.

Summary Plan Descriptions providing additional information on plan specifications is

distributed to all plan participants.

BENEFITS CONTINUATION

Many benefits end on the last day of your employment. Generally, under COBRA laws,

employees and their qualified beneficiaries may extend medical and life insurance coverages for

up to 18 months if the employee or qualified beneficiary elects to pay for the full cost of

coverage plus an administrative fee. In certain circumstances, the 18-month period may be

extended. COBRA information will be sent to you within 15 days of your last day of

employment. For more information on what happens with your benefits upon termination, please

contact the Human Resources Manager.

WORKERS’ COMPENSATION INSURANCE

Cinderella provides a comprehensive workers’ compensation insurance program at no

extra cost to you. This program covers any injury or illness you sustain in the course of

employment that requires medical, surgical, or hospital treatment. Subject to applicable legal

requirements, workers’ compensation insurance provides benefits after a short waiting period or,

if you are hospitalized, immediately.

Employees who sustain work-related injuries or illnesses must inform their supervisor

immediately. A “First Report of Injury” form must be completed for any on-the-job injury. No

matter how minor an on-the-job injury may appear, it is important that it be reported

immediately. This will enable an eligible employee to qualify for coverage as quickly as

possible. See Safety policy on page 18 for additional information.

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RETIREMENT BENEFITS

Cinderella currently provides a defined contribution benefit plan for all full time

employees who are at least 21 years of age and have been employed six (6) months or more.

The entire plan and its qualifications and benefits are available from the Human

Resources Manager.

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DISCRIMINATION/HARASSMENT/RETALIATION COMPLAINT FORM

Cinderella believes that all employees have a right to work in an environment free from unlawful employment discrimination, harassment, and retaliation. Discrimination, harassment, and retaliation not only violates the law, but also have a negative impact on the working relationship with and between employees, vendors, contractors and our customers. Discrimination, harassment, or retaliation in any form will not be tolerated by Cinderella. The management of Cinderella will actively investigate every complaint of unlawful discrimination, harassment, and retaliation. It is the duty of every employee to cooperate in any such investigation.

The Human Resources Manager will initiate a preliminary fact finding process upon receiving information of an employee who believes that he/she has observed or been subject to unlawful harassment based on an individual’s race, color, religion, sex, national origin, age, height, weight, marital or familial status, disability, service in the uniformed services, genetic information, or any other characteristic protected by law. However, the employee or witness must document the incident(s) on this Discrimination/Harassment/Retaliation Complaint Form in order to trigger an official investigation of any discrimination, harassment, or retaliation.

During the investigation it is the duty of every employee to cooperate in the fact finding process. Any employee found to have provided false information will be subjected to discipline. Any employee found to have retaliated against or penalize an employee for asserting a claim of discrimination, harassment, or retaliation will be subject to the disciplinary actions, up to and including termination of employment. Any employee found to have made a false claim of discrimination, harassment, or retaliation will also be subject to discipline, up to and including discharge.

Name: Department/Unit you work for: Contact number that we can reach you for any follow up questions:

Are you a witness reporting an incident? ______ Yes _______ No Are you the victim of the incident? ______ Yes ______ No On the bottom and back of this page, describe the alleged incident in detail including the date upon which each incident occurred; the identity of the individual who committed the act of harassment, discrimination, or retaliation; the approximate time when each incident occurred; the acts which you believe constituted unlawful discrimination, harassment, or retaliation including any verbal acts; your response or reactions; and any other details which will assist the Human Resources Manager in the investigation of this incident:

Description of incident:

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Have you reported this incident to anyone else? ____Yes ____ No If so who? _______________________________________________________ Have you been subjected to similar acts of harassment, discrimination, and/or retaliation by the same persons in the past? _____Yes ____No If so, did you report the prior incident(s)? _____Yes ____No _________________________ __________________________ Signature Date

To be completed by HR Manager: Date complaint form received: __________________ Date of contact with reporter: _____________ Other documentation attached? ___________ Reference of other documentation related to case: __________________________________________

Date investigation commenced: __________________________________________________________ Date Investigation closed: _______________________________________________________________ Outcome/Remedies:

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EMPLOYEE ACKNOWLEDGEMENT FORM

I acknowledge receipt of the Cinderella Employee Handbook. It describes important

information about my employment with Cinderella and I understand that I should consult the

Human Resources Manager regarding any questions not answered in this handbook. I understand

that it is my responsibility to read and comply with the policies contained in this Employee

Handbook. I understand that this handbook replaces any and all prior handbooks, policies and

practices of Cinderella.

I agree to abide by and I consent to all the policies in the Employee Handbook, including

the policies on sexual and other harassment; workplace violence; safety; inspections; drug and

alcohol testing, confidentiality, and e-mail, voicemail, social media, computer monitoring, online

information services and the Internet.

I have entered into my employment relationship with Cinderella voluntarily and I

acknowledge that there is no specified length of employment. Either Cinderella or I can

terminate the relationship at will, with or without notice or cause, at any time. I understand

the only person Cinderella has authorized to enter into an employment contract, except an at will

contract, is the Chief Executive Officer of Cinderella, and that no one at Cinderella, including the

Company’s Chief Executive Officer, is authorized to enter into a verbal employment contract,

except for a contract providing for at will employment.

I am aware that the Employee Handbook does not constitute a contract or agreement and

is subject to change at the sole discretion of the Cinderella at any time without notice. Except

that, in consideration for my continued at-will employment, I agree that any claim arising out of

my employment or termination of employment including, but not limited to, claims arising under

State or Federal statutes, must be filed in court or with the appropriate governmental agency

within the lesser of one hundred eighty (180) calendar days or the statutory claim limitations

period of the event that is the subject of the claim or be forever barred. I understand that the

statutory period to file an employment related claim might otherwise be longer than one hundred

eighty (180) calendar days. I agree to be bound by the shorter period and I voluntarily waive any

statutory period to the contrary.

EMPLOYEE’S SIGNATURE DATE

EMPLOYEE’S NAME (TYPED OR PRINTED)