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Foreword

The information in this handbook provides guidelines for all employees; it is not

to be construed as a contract between Volusion and any of its employees, nor is it

intended to confer any contractual rights upon any employee. The Company may

choose to rescind, revise, or add to any policy, procedure, benefit, or practice

described in this handbook at its sole discretion, with or without prior notice. This

handbook is intended to provide an overview of Company policies and procedures

as in effect at the date this version was printed. Employees are also expected to

read and be familiar with the Company’s Policies & Procedures manual, which

provides more detailed and comprehensive information about Volusion’s policies

and benefits. If anything in this handbook conflicts, or appears to conflict, with

anything in the Policies & Procedures manual, the Policies & Procedures manual

shall control. Similarly, nothing in this handbook or the Policies & Procedures

manual is meant to vary the terms of any benefit plan documents, which

exclusively govern benefit eligibility and coverage.

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IMPORTANT: Upon receipt of this Guidelines for Employees handbook, sign the

Acknowledgment Statement page in the front and return to Human Resources.

This document may not be distributed outside of Volusion, and is not intended for

publication.

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Employee Acknowledgment

I have received a copy and will read and become familiar with the Volusion employee

handbook, Guidelines for Employees. I understand that this is not a binding contract, but

a source of information and a set of guidelines for the implementation of personnel

policies. I understand that Volusion may unilaterally rescind, modify, or make exceptions

to any of these policies, or adopt new polices, at any time. I also understand that the

provisions of the handbook will control over any contrary statements, representations,

or assurances made by any supervisory personnel, except an authorized member of the

Company’s executive management.

I also understand that, notwithstanding any of the provisions of this handbook, I am

employed on at at-will basis. Accordingly, my employment may be terminated at any

time, by me or by the Company, with or without notice and with or without cause. I

further understand that the at-will nature of my employment with Volusion may not be

modified except by a written document signed by the Chief Executive Officer, who I

understand is the only individual with authority to make such modifications on behalf of

the Company, and that any agreements or assurances concerning the terms, conditions,

or duration of my employment are not binding unless they are in writing and signed by

the Chief Executive Officer.

Finally, I understand that I must conform to all the Company policies, procedures, and

practices outlined in this handbook.

EMPLOYEE SIGNATURE

PRINTED NAME

DEPARTMENT/DIVISION DATE

v

GUIDELINES FOR EMPLOYEES

2011

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Contents

Introduction _________________________________________ 2

Core Values __________________________________________ 3

Employment Practices _________________________________ 4

Equal Employment Opportunity (EEO) _____________________ 4

Discrimination & Harassment ____________________________ 4

Employment at Will ____________________________________ 4

Employment of Former Employees ________________________ 4

Employment Referral Program __________________________ 5

Job Posting __________________________________________ 5

Resignation __________________________________________ 5

Workplace Practices ___________________________________ 5

Alcohol & Drugs _______________________________________ 5

Attendance & Punctuality _______________________________ 6

Breaks ______________________________________________ 7

Business Ethics _______________________________________ 7

Personal Computers ___________________________________ 7

Change of Personal Information _________________________ 7

Conflicts of Interest ____________________________________ 7

Accepting Entertainment, Gifts, Gratuities __________________ 7

Family Ties ___________________________________________ 8

Financial Interest in Vendors, Customers, Competitors ________ 8

Outside Employment___________________________________ 8

Corrective Counseling __________________________________ 9

Performance Reviews __________________________________ 9

Dress & Appearance ___________________________________ 9

Open Door & Problem Resolution ________________________ 10

Smoking & Tobacco Use _______________________________ 10

Solicitation, Distribution & Posting _______________________ 10

Travel ______________________________________________ 10

Professional Development ______________________________ 11

Employee Benefits ___________________________________ 11

Change in Family Status _______________________________ 11

Health, Welfare & Disability Benefits _____________________ 12

Medical & Dental Insurance ____________________________ 12

Employee & Dependent Life Insurance ____________________ 12

Time Off & Leaves ____________________________________ 12

Bereavement Leave ___________________________________ 12

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Pregnancy Leave _______________________________________13

Parental Leave _________________________________________13

Family Medical Leave (FMLA) ___________________________ 13

Holidays ____________________________________________ 13

Jury Duty ___________________________________________ 14

Military Leave _______________________________________ 14

PTO _______________________________________________ 14

Other Benefits _______________________________________ 16

401(k) Savings & Investment Plan ________________________ 16

Continuation of Benefits (COBRA) _______________________ 16

Workers’ Compensation _______________________________ 16

Pay Practices ________________________________________ 17

Direct Deposit _______________________________________ 17

Exempt & Non-Exempt Status ___________________________ 17

Overtime ___________________________________________ 17

Pay Periods _________________________________________ 17

Time Recording ______________________________________ 18

Resolving Errors on Checks _____________________________ 18

Travel & Business Expenses_____________________________ 18

Safety & Security Practices _____________________________ 18

Electronic Mail, Voicemail & Messaging Services ____________ 18

Internet Usage _______________________________________ 19

Social Media _________________________________________ 20

Employee Verification & Reference ______________________ 21

Evacuations _________________________________________ 21

General Safety Guidelines ______________________________ 21

Parking_____________________________________________ 21

Protection of Proprietary Information ____________________ 21

Software Agreement __________________________________ 22

Weapons ___________________________________________ 22

2

Introduction

Welcome to Volusion! You have joined our Company at an exciting time, and we are so pleased

to have you on our team.

Volusion is committed to providing our Employees the opportunity to achieve their career

goals. In return, we expect you to make meaningful contributions to the Company’s success.

We encourage you to be entrepreneurial, strategic, hard-working, cost conscious, creative,

innovative and to continually execute. Our goal is to foster an environment in which our

employees can grow and thrive to achieve both professional and personal success.

We recognize the key to reaching our corporate goal of becoming a highly successful company

is through our customers. As an employee of Volusion, you can make an invaluable contribution

by providing customers with Out of This World™ Support. Volusion will grow by helping our

customers succeed online - that is our vision.

This handbook will provide an overview of our corporate policies and practices as related to

employment, benefits, pay, safety and security, and the workplace. Consult your supervisor or

Human Resources for guidance or clarification on any issue or question you may have.

Our Company has a bright and exciting future. You are encouraged to be an active member of

the Volusion community. We always welcome your suggestions, ideas, and participation to

make Volusion a better place to work and to propel us further down our journey of continued

growth and success.

Sincerely,

Executive Management Team

Volusion, Inc

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Our Core Values

Deliver WOW experiences!

Every interaction our customers have with Volusion makes them more successful and

leave them saying “Wow!” Every employee at Volusion is responsible for delivering

WOW experiences every day.

Innovate and embrace change

We are never satisfied with “the way we’ve always done things’, but instead stay agile

and drive positive change.

Keep it simple, get it done

We do more with less. We don’t make excuses, we just get things done. We are

resourceful and we will find a way around any obstacle in our path.

Rock the golden rule

We treat others as we want to be treated. We care for each other, our customers and

our community.

Have fun and kick butt

We work hard, we play hard and we celebrate our wins. We live to wow every customer,

crush every competitor and rule the industry.

4

Employment Practices

Equal Employment Opportunity (EEO)

Volusion is an Equal Employment Opportunity employer. It is against Company policy to discriminate against

another employee or applicant for employment on the basis of race, color, religious creed, sex, age, marital status,

sexual orientation, national origin, disability (including pregnancy), disabled veteran status, veteran of the Vietnam

era, or any other classification protected by applicable employment discrimination laws.

In compliance with the Americans with Disabilities Act, the Company specifically offers equal employment

opportunities to qualified individuals with a physical or mental disability. The Company will offer reasonable

accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability

who is an applicant or employee to the extent that Company resources allow without undue hardship. If an

employee requires some type of accommodation, please speak with a supervisor or a member of the Executive

Management.

This policy applies to all employment decisions and practices, including promotions, pay increases, transfers, and

termination of employment. Any violations of this policy should be immediately reported to a supervisor or Human

Resources.

Discrimination & Harassment

Volusion is committed to providing a work environment free of harassing conduct. In keeping with this

commitment, the Company prohibits harassment based on sex (which includes sexual harassment, gender

harassment and harassment based on pregnancy, childbirth, or related medical conditions) race, religious creed,

color, national origin, ancestry, physical or mental disability, medical condition, age, family care leave status,

veteran or any other classification that may be protected by federal, state, or local laws. Any person who commits

a violation of this Anti-Harassment Policy may be subject to corrective action by the Company, up to and including

termination of employment.

Employment at Will

Employment at Volusion is employment at-will. Both the Company and the employee are free to end the

employment relationship at will. Employees may resign from the Company at anytime or the Company may

terminate the employment at anytime, for any reason, with or without cause. Nothing in this Handbook or in any

document or statement shall limit the right of Company or employee to immediately terminate employment. No

employee of the Company has any authority to enter into any agreement for employment for a specified period of

time or to make any agreement or representation contrary to the Company’s policy of employment at-will. Only

the CEO of the Company has the authority to make any such agreement, which must be in writing.

Employment of Former Employees

To acknowledge prior employment and encourage qualified employees to return, Volusion provides bridging of

service upon the rehire of former employees. Full-time regular employees hired within six (6) months of their date

of voluntary termination of employment (or involuntary termination of employment in the case of a reduction in

force) are eligible for bridging of service, which includes applicable PTO accrual rate.

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Employment Referral Program

A referral Bonus of $1,000.00 will be paid out after the new employee completes 90 days of employment. To

ensure the appropriate employee receives the bonus, the future Volusioneer must provide the name of the

referee on the job application.

Job Posting

Volusion encourages employee career development and advancement.

Position openings, descriptions, and prerequisites are posted to our careers site as they occur. Internal candidates

may apply for posted positions via Jobvite.

Resignation

Volusion requests as much advance notice as possible of voluntary resignations. Customarily a minimum of two (2)

weeks advance notice should be provided. PTO will NOT be granted to any employee who has submitted their

resignation. Final pay (including any accrued but unused PTO time) will be issued in accordance with State Law.

Workplace Practices

Alcohol & Drugs

The Company is concerned about the use of alcohol, illegal drugs or controlled substances as it affects the

workplace. Use of these substances, whether on or off the job, can adversely affect an employee's work

performance, efficiency, safety and health and therefore seriously impair the employee's value to the Company. In

addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and

safety of other employees and exposes the Company to the risks of property loss or damage, or injury to other

persons.

As a condition of employment, the Company requires each employee to abide by the terms of this policy and

notify it of any criminal drug statute conviction for a violation occurring in the workplace within five days of such

conviction.

The following rules and standards of conduct apply to all employees either on Company property or during the

work day (including meals and rest periods). The following are strictly prohibited by the Company:

• Possession or use of alcohol, or being under the influence of alcohol while on the job;

• Driving a Company vehicle while under the influence of alcohol;

• Distribution, dispensation, sale or purchase of an illegal or controlled substance while on the job;

• Unlawful manufacture, possession or use of a controlled substance, or being under the influence

of an illegal or controlled substance while on the job.

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Violation of the above rules and standards of conduct shall result in corrective action, up to and including

termination of employment. The Company also may bring the matter to the attention of appropriate law

enforcement authorities.

In order to enforce this policy, the Company reserves the right to conduct searches of Company property or

employees and/or their personal property upon reasonable suspicion of unauthorized possession of alcohol, illegal

drugs or controlled substances, and to implement other measures necessary to deter and detect abuse of this

policy. A request to search is not indicative of individualized suspicion.

An employee's conviction on a charge of illegal sale or possession of any controlled substance while off Company

property will not be tolerated because such conduct, even though off duty, reflects adversely on the Company. In

addition, the Company must keep people who sell or possess controlled substances off Company premises in order

to keep the controlled substances themselves off the premises.

An employee is subject to corrective action, up to and including termination of employment, if the employee

works while impaired by a prescription or over-the-counter drug and that impairment affects the employee's

ability to safely perform the job, or affects the safety or well-being of others. Notwithstanding the foregoing, the

Company will make reasonable accommodations for the known physical or mental limitations of an otherwise

qualified individual with a disability unless undue hardship would result.

The Company will encourage and reasonably accommodate employees with chemical dependencies (alcohol or

drug) to seek treatment and/or rehabilitation. To this end, employees desiring such assistance should request a

treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person

whose performance of essential job duties is impaired because of drug or alcohol use, nor is the Company

obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person's job

performance remains impaired as a result of dependency. Additionally, employees who are given the opportunity

to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not

automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and

rehabilitation is not intended to affect the Company's treatment of employees who violate the regulations

described above. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency

and voluntarily seeks treatment to end that dependency.

Attendance & Punctuality

Because the success of Volusion depends heavily upon its employees, it is important that employees attend work

as scheduled. Dependability, attendance, punctuality, and a commitment to do the job right are essential at all

times. As such, employees are expected at work on all scheduled work days and during all scheduled work hours

and to report to work on time. Employees must assume this responsibility, in fairness to other Volusion team

members and customers.

The Customer Support and Sales department have specific Attendance and Punctuality policies. Generally,

employees are required to notify their supervisor for delays of more than 15 minutes. An employee who fails to

contact his/her supervisor or exhibits habitual tardiness can be placed on corrective action up to and including

termination of employment.

Employees are expected to notify their supervisor of planned absences as far in advance as possible. For planned

absences of more than 3 days employees are required to provide a 30 day written notice. 3 days or less will require

a 7 day written notice. Employees are required to contact their supervisor at least one hour before their scheduled

arrival, if advance notice is not possible, in order to claim any accrued paid time off. If an employee is absent and

fail to call for three days, it will be considered job abandonment and thus a voluntary resignation of employment.

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Each employee has a responsibility to comply with the attendance requirements of his/her position. Failure to do

so will be cause for corrective action up to and including termination of employment.

Breaks

Employees are generally allowed a one-hour lunch break. Depending on the requirements of a particular position,

Volusion will assign lunch break times so that all shifts are adequately covered.

In accordance with State and Federal laws, Volusion provides employees with two (2) 15 minute paid breaks each

work day.

Business Ethics

Volusion is committed to conducting business in accordance with the law, and with integrity, honesty, and fairness.

This applies to dealings with customers, suppliers, and with each other. In the course of Company business,

employees should not do anything that violates the law or reasonable standards of business ethics, nor should an

employee be asked to do so. Employees are encouraged to report any actual or potential violations of appropriate

legal or ethical standards to a supervisor or an Executive of the Company so that it can be resolved.

Personal Computers

For various security and PCI compliance reasons, employees are prohibited from bringing personal computers (ie:

laptops) on company premises without express permission from a member of the executive management team.

Violations of this policy will be taken seriously and may be subject to corrective action up to and including

termination of employment. If you have any questions or concerns please contact a member of the HR team.

Change of Personal Information

Changes to personal information such as home address or telephone number must be sent via email to Human

Resources so Company’s HR records can be updated.

Conflicts of Interest

Entertainment, Gifts, Gratuities

Employees must obtain approval from their supervisor prior to giving or receiving gifts or entertainment of any

sort to or from any Volusion customer, prospective customer, competitor, or government or political official. The

exception is a gift or entertainment of nominal value ($50 or less).

HR must be notified immediately if an employee is offered money or a gift, or if either is sent to an employee’s

home. Special care must be taken to avoid even the impression of a conflict of interest.

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For more information on gift giving and gift receiving, please speak with Human Resources.

Family Ties

Volusion employees should not engage in any business transaction on behalf of the Company with a relative of his

or her immediate family, or with a company or other business entity of which any such relative is an officer,

director, or principal, without first disclosing the relationship and obtaining approval of his or her supervisor.

To reduce the potential for inappropriate favoritism or discrimination, Volusion restricts the situations in which the

relatives of current employees may be hired by the company. To ensure the highest levels of procedural control,

Volusion will not hire a close relative of a current employee into any finance, accounting, legal or HR role. Further,

because of the close working relationships and informal influence our management team may gain over each

other, relatives of anyone in a management position will not be hired into any position, even if porting to another

manager. A close relative is defined as a spouse, domestic partner, significant other, child, sibling, parent,

grandparent or grandchild. Volusion reserves the right to extend the definition to include similar relationships

established by marriage. Additionally, relatives of current employees may not be hired into or occupy a position

that will be working directly for or supervising their relative. If a “relative” relationship is established after

employment between employees it is the responsibility and obligation of the supervisor involved in the

relationship to disclose the existence of the relationship to management. Volusion may request that the concerned

individuals decide who is to be transferred to another available position, or if no position is available, which

employee will resign. The transfer shall not result in a promotion or pay grade increase, nor take precedence over

any other employees’ entitlement or opportunity for the position, without the express approval of Executive

Management. If that decision is not made within 30 calendar days, Volusion will decide who is to be transferred or,

if necessary, terminated from employment.

Financial Interest in Vendors, Customers, Competitors

No Volusion employee should have a direct or indirect financial interest in any company or business entity which is

a vendor, customer, or competitor of Volusion, other than minor investments in the stock of publicly-traded

companies.

Outside Employment

Volusion recognizes the right of employees to engage in activities outside of their employment with the Company

which are of a private nature and unrelated to our business. However, the Company restricts the following

activities:

• Employees may not conduct business for any other organization on Company time (unless in a Volunteer

capacity directly related to our Volunteer support initiatives).

• Employees may not take on any outside employment that would constitute a conflict of interest.

• Working for Volusion’s competitors constitutes a conflict of interest and is prohibited during

employment with the Company.

• Employees may not do any outside work for any Volusion customer or potential Volusion

customers.

• Before taking outside employment, it is advisable for an employee to check with his/her

supervisor to ensure compliance with signed confidentiality agreements and other obligations to the

Company.

• Employees may not own or be affiliated with any ecommerce site.

• Employees may not be employed by, or have any ownership interest, in a company that uses

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Volusion services. These services include, but are not limited to the Shopping Cart

Software, Fast Traffic, SEO or Design.

Corrective Counseling

It is Volusion's commitment to communicate its expectations and performance standards clearly to employees.

The Company expects its employees to be committed to meet these standards of performance and conduct. The

following policies are established to ensure that employees understand what is expected of them and are given

reasonable opportunity to meet these expectations.

If there is a problem with an employee's performance or conduct, the issue(s) may call for some form of corrective

action, at the discretion of the supervisor and management. Although not required, generally the supervisor may

give the employee a verbal warning as to the problem(s), where the performance is deficient or the conduct

inappropriate, and what needs to be done to bring the performance up to the required standards. (This verbal

warning may also be recorded in the employee's file for documentation purposes.)

If the required improvement is not achieved after a reasonable length of time, the employee will be given

additional counseling, which may lead to further corrective action up-to-and-including termination of employment

from Volusion.

Any employee whose conduct, actions or performance violates or conflicts with Volusion's policies may be

discharged immediately and without warning at management’s discretion .

Performance Reviews

Supervisors are expected to maintain frequent communication with employees regarding the Company’s

expectations, the employee’s duties and their performance. All employees should feel free to ask their supervisors

any questions they may have regarding their duties or their performance at any time.

Performance reviews are completed semi annually (June and December).

Dress & Appearance

The goal of the Company is to maintain a professional work environment. While Volusion does not wish to

unnecessarily limit an employee’s expression of taste and individuality, employees must be aware that their

appearance, including attire, is a reflection of their professionalism and that of the organization. Employees should

dress comfortably and appropriately for the type of business they conduct and the type of position they hold in

particular. Some departments may have “specific” dress & appearance requirements and those requirements

must be adhered too.

Certain requirements must be observed. Clothing should not be provocative (e.g., low-cut, revealing, extremely

tight-fitting, extremely loose-fitting to show undergarments).

Obviously, a professional appearance is especially important for employees, who at any time, come into contact

with clients and/or potential customers. Please use good judgment and good taste.

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Open Door & Problem Resolution

Volusion endeavors to promote an atmosphere whereby employees can conduct open and positive

communications among all employees and with members of the management staff. Employees are encouraged to

discuss with their supervisor any problems, concerns or complaints so appropriate action may be taken. If the

employee’s attempt to address the issue with his/her supervisor is unsuccessful, Human Resources is available for

consultation and guidance. Volusion is interested in all of its employees' success and happiness with the company.

Therefore, the Company welcomes the opportunity to help employees whenever feasible.

Smoking & Tobacco Use

Out of consideration for the health and comfort of our employees and visitors, and to comply with government

regulations, Volusion has implemented a smoke-free work environment policy. The Company does not wish to

dictate an employee’s personal habits, but the well being of the Company’s employees and visitors must be

protected. Smoking is allowed only in designated areas. Employees should not allow "smoke breaks" to delay or

interfere with the timely completion of their work assignments.

Solicitation, Distribution & Posting

Volusion is required by law to post certain notices and these postings are located in a public area within each office

location. In addition, there may be notices posted by management for the employee’s benefit. Employees are not

to place materials in the posting area without prior permission from management.

While Volusion respects employee participation in personal causes, the Company cannot allow these outside

activities to take an employee away from his/her work, to interrupt another employee's work, or to make other

employees feel pressured to support or participate. For this reason, we cannot allow any soliciting for

contributions; sales on behalf of any organization, or distribution of any literature during work hours or on

Company property, unless allowed by law. Any exceptions to this policy must have specific management approval

in advance.

Solicitation of your fellow employees may occur outside of work hours; this is an employee’s personal choice. But

employees are asked to use restraint and good judgment and not allow outside activities to cause any strain

between Volusion co-workers.

If an employee observes a situation that may cause problems or violates this policy, he/she is encouraged to report

it to management so that it can be resolved.

Travel

All Company travel must be approved in advance of the trip by a supervisor and a member of the Executive

Management team.

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Professional Development

Volusion recognizes for development purposes, employees may need to attend training, seminars, conferences or

workshops conducted offsite that will enable employees to remain abreast of best practices in their respective

fields. Thus, the purpose of this policy is to outline company parameters for attending external development

functions. Please note that this policy is subject to annual company budgets established for external training and

development. Volusion reserves the right to determine which development functions are in the best interests of

the company, its future planning and direction.

Employees will be permitted to attend a Manager approved offsite seminar, conference, training or workshop that

will be paid for by the company. The event to be attended must have a direct relationship to the job the employee

performs. If applicable, for work scheduling purposes, the employee’s request for attendance must be received at

least one month in advance of the event, and the employee’s department manager must approve the request.

To participate in this program, the employee must submit a request by filling out a Development Benefit Request

Form. The employee must then submit the following documents to HR 1) expense report form, 2) receipt, 3) copy

of the approved Development Benefit Request Form. After concluding training, the employee must submit a copy

of the Development Report (when applicable) to HR to be filed in the employee’s personnel file.

Company-paid training, seminars, conferences or workshops will subject the employee who receives such training

to a repayment provision for the cost of the training provided if the employee voluntarily terminates employment

with the company within twelve months of the date such training was received. If the employee terminates within

that year, he or she will be required to pay a monthly prorated amount to the organization.

Example: If the employee receives reimbursement in June, then decides to terminate in November, he or she will

owe the organization seven months of the $2,500.00 reimbursement. The employee will have worked five (5)

months since June by the time he or she terminates in November, leaving seven months to complete one year.

Twelve (12) months divided by $2,500.00 = $208.33 times seven months = $1,458.33 owed to the company.

Employee Benefits

The following few sections include a summary of the benefits that the Company currently provides. The Company

reserves the right to modify or terminate each additional benefit at any time, at the Company’s sole discretion,

and with or without notice to employees.

Change in Family Status

You must notify Human Resources of a family status change within 30 days from the date of the change in order to

enroll and/or make changes to your benefits elections (otherwise, the employee will have to wait until the next

open enrollment period to make the changes).

Changes in family status include:

• Marriage, divorce, or legal separation

• Birth or adoption of a child, or legal guardianship

• Death of a spouse or other dependent

• Spouse’s loss or gain of job and benefits

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• Dependent becomes employed or eligible for benefits

• Dependent gains or loses benefits eligibility

Health, Welfare & Disability Benefits

Medical, Dental & Vision Insurance

Volusion currently provides a health insurance plan for all full-time employees, spouses, qualified domestic

partners and dependents. Unless otherwise agreed upon in writing between the Company and the employee,

eligible employees are those who work at least 30 hours per week.

Although the costs of medical care and medical insurance premiums are continuing to rise, the Company

endeavors to provide basic coverage that is fair for all employees and offer additional coverage for those who need

it and wish to purchase it. The Company realizes that insurance premiums are burdensome but employees who

have dependents or special needs are encouraged to purchase additional coverage to protect them from

disastrous medical expenses.

A detailed description of the Company’s benefit plans are available from Human Resources. They can provide you

with information as to the coverage offered, premiums, method of payment, and any waiting periods or other

requirements.

Because the preceding description is intended to be general in nature, the official plan documents will take

precedence the in the event of any disagreement.

Life Insurance

Employees may purchase Voluntary life insurance. Employees may also purchase optional life insurance coverage

for eligible dependents at a nominal charge.

Time Off & Leaves

Bereavement Leaves

In the unfortunate event of a death in the immediate family, a leave of absence of up to 3 days with pay will be

granted (prorated for regular part-time employees). If more time is needed, employees may use PTO. Temporary

employees may receive time off without pay.

Immediate family is defined as spouse, parents, siblings, children, grandparents and grandchildren (or individuals

who have acted in these roles). Bereavement Leave may also be granted on a case by case basis for others who

have had a significant role in your life. Requests must be submitted to a supervisor.

Employees should speak with HR regarding special circumstances and requests for additional time.

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Parental Leave

Volusion encourages new parents to take time off to spend with their children. Therefore, employees are

provided 1 full week of pay for new mothers, fathers and adoptive parents. Parental leave under this policy is a

paid leave associated with the care of a newborn or the placement of a child with the employee in connection with

adoption or foster care.

Pregnancy Leave

Pregnancy leave under this policy is a paid disability leave associated with the birth of a child. This benefit provides

4 full weeks of pay for pregnant employees.

Employees who have at least 12 months of service and have worked at least 1,250 hours in the last consecutive 12

months are eligible for these benefits. Employees who are eligible for Pregnancy leave will not be eligible for

Parental leave.

The employee must provide a minimum of 30 days notice (or as much notice as practicable if the leave is not

foreseeable) to the employee’s manager of the request for leave and complete the necessary forms and filed with

the Human Resource Department.

Upon making a request for the leave, the employee will be required to provide medical documentation to support

the pregnancy, birth or legal placement of a child.

Health insurance benefits will continue to be provided during the paid leave under this policy at the same rate as in

effect before the leave was taken.

Family Medical Leave (FMLA)

Volusion provides up to 12 weeks of unpaid, employment-protected time off to eligible employees who must be

absent from work for an extended period of time due to the serious health condition of the employee or the

employee’s immediate family member (son, daughter, spouse, or parent), or for the birth of a child or the

placement of a child in adoption or foster care.

Holidays

The Company provides the following paid holidays per calendar year:

• New Year’s Day

• Memorial Day

• Independence Day (July 4th

)

• Labor Day

• Thanksgiving Day

• Christmas Day

Additional paid holidays/floaters may be granted from time to time at management's discretion, depending upon

the Company’s work load, customer needs, and economic circumstances.

14

Business demands typically warrant certain employees, such as the Customer Suppor employees to work on

Company holidays. If an employee is required to work on a Company holiday, consult a supervisor about pay

treatment and/or an alternative holiday schedule.

If one of these holidays falls on a weekend, then the Company will assign a floating day that can be scheduled at

management's discretion, depending upon the work load, customer needs, and economic circumstances of the

Company.

Note: the Company, does not pay salaried employees additional wages if they are required to work on a holiday.

Salaried employees should make arrangements with their supervisor to take an alternate day off within 60 days of

the holiday.

Any hourly employee who must work on a scheduled holiday will receive pay for the holiday plus the hours he/she

worked. As with overtime pay, working on a holiday is an opportunity to receive additional pay and must be

authorized in advance by a supervisor. Keep in mind that working on a holiday does not mean that an employee

will automatically receive overtime pay. Overtime pay is only for actual hours worked (holiday pay does not count

towards the calculation of OT).

Employees must work their scheduled shift or take paid time off the day before and day after a holiday to be paid

for the holiday. If an employee wishes to take accrued vacation immediately before or after a paid holiday, this

must be approved in advance by a supervisor. For more than 3 days employees are required to provide a 30 day

written notice. 3 days or less will require a 7 day written notice. Unapproved absences during these times will

result in loss of Holiday pay for the Holiday.

Jury Duty

In the event that an employee is selected for jury duty, the Company will allow that employee time off from work

to fulfill his/her jury service obligations. The employee will not be discharged from his/her job for being on jury

duty and have the option to use accumulated PTO. The Company does not offer additional compensation for days

missed due to jury service.

Military Leave

Volusion is committed to protecting the job rights of employees absent on military leave. Volusion shall comply

with all applicable laws and regulations with respect to military duty and military leave. In accordance with federal

and state law, it is the Company’s policy that no employee or prospective employee will be subjected to any form

of discrimination on the basis of that person's membership in or obligation to perform service for any of the

Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment,

promotion, or other benefit of employment on the basis of such membership. Furthermore, no person will be

subjected to retaliation or adverse employment action because such person has exercised his or her rights under

this policy.

Paid Time off

Volusion believes that employees should have opportunities to enjoy time away from work to help balance their

lives. We recognize that employees have diverse needs for time off from work therefore established a PTO policy

to meet those needs. Employees are accountable and responsible for managing their own PTO to allow for

adequate reserves if there is a need to cover vacation, illness, appointments, emergencies, or other needs that

require time off from work.

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Regular full-time employees accrue PTO on a bi-weekly basis beginning upon hire. The Company encourages all

employees to use earned PTO days. Employees will not accrue PTO while you are on an approved leave of

absence.

PTO Accrual Rates for regular full-time employees (regularly scheduled to work 40 hours per week) are as follows:

Years of Service Annual Accrual

Amount in Hours

Annual Accrual

Amount in Days

Accrual Per Pay

Period

Maximum Accrual**

0-4 years 120 hours 15 days 4.62 hours 15 days

(120 hours)

5-9 years 160 hours 20 days 6.16 hours 20 days

(160 hours)

10+ years 200 hours 25 days 7.70 hours 25 days

(200 hours)

Please note: An employment year runs from anniversary to anniversary. For example, the 5th employment

year runs from the 4th anniversary to the 5th anniversary.

PTO Planning and Required Notice

PTO must be scheduled in advance via ADP eZLabor and requires approval from the employee’s supervisor. PTO is

approved within the sole discretion of the Company, as business needs permit.

Employees cannot use PTO before it has accrued and employees cannot receive payment in lieu of PTO.

You are required to use available PTO when taking time off from work. You will be required to use all PTO that you

have accrued and not used before taking an approved leave of absence.

Pay for PTO days will be paid on the regular pay cycle. PTO days do not count as hours worked for purposes of

calculating overtime hours.

Unplanned PTO

Occasionally, you may have to use your PTO due to an unexpected event. You must notify your supervisor within

one (1) hour of your scheduled start time when you will be unable to report to work and to keep your supervisor

informed if the event continues into the next day or longer. If you are absent for three or more unscheduled

consecutive workdays due to illness or sickness, you may be required to provide a statement from a physician that

releases you to return to work. After you have been away from work for more than three days on unplanned PTO,

your supervisor should also notify Human Resources.

Special Situations

Some employees may work unconventional schedules, such as a compressed workweek (4 work days of 10 hours

each). In these situations, PTO days are calculated for a conventional schedule of five 8-hour workdays per week.

PTO pay will be at the same hourly rate as a normal workweek.

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PTO Reconciliation at Year End

Unused Paid Time Off is carried forward from one year to the next. However, once an employee reaches the

maximum PTO accrual, the employee will cease to accrue additional PTO until the employee’s PTO balance drops

below the maximum accrual. Employees must exhaust paid leave before taking time off without pay. PTO will not

accrue during any leave of absence.

PTO Accounting at Resignation

Any earned but unused PTO remaining for an employee who is leaving the company will be paid out on the

employee’s final paycheck (maximum of 40 hours).

Other Benefits

401 (k) Savings & Investment Plan

Full-time employees after 90 days of employment are eligible to participate in the company’s 401k plan up to the

annual allowable maximum as determined by the IRS.

The Company matches 3% of employees’ contributions to the 401k program, with a maximum of $6,000 annually,

within IRS maximum participation guidelines.

Continuation of Benefits (COBRA)

The continuation of health care coverage enables an employee, spouse, former spouse, or dependent(s) to

continue group health care coverage at his or her cost in the event of termination of employment, reduction of

hours resulting in loss of benefits, divorce or legal separation, loss of dependent status, or death. All regular

employees and eligible dependents covered by Volusion’s group health plan are eligible for COBRA coverage.

Worker’s Compensation

Employees may be entitled to medical payments and/or other compensation if they are injured on the job.

Employees should discuss the details of such programs with their supervisor as needed.

Notices are posted regarding Workers Compensation coverage or non-coverage for employees.

If a work-related injury occurs during the regular workday, the injured employee will be paid for that full workday.

Any injury or accident that occurs on Company property or while on Company business must be reported to

management immediately (i.e. as soon as the incident occurs).

Do not delay reporting an incident in order to wait and see if there are any serious or long-term physical

symptoms that arise. Report it to management immediately, and follow any instructions given at that time. This

prompt reporting is essential, in order for the Company to properly document any such incidents and take

appropriate action. Failure to report an accident or injury immediately, or failure to follow management's

instructions following the incident, may be cause for corrective action and may make the employee ineligible for

any medical payments or other compensation related to the incident. Any benefits or compensation applicable to

on-the job-injuries will not apply to any voluntary activities that are not considered a part of the employee's

required work duties.

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Pay Practices

Direct Deposit

Volusion offers employees the opportunity to directly deposit via electronic transfer all of their payroll check into

their bank account(s). Employees should see Human Resources for more information.

Exempt & Non-Exempt Status

Job classifications fall into two types, as defined by Fair Labor Standards Act (FLSA). This classification determines

who is or is not eligible for overtime pay. It depends primarily on the nature of an employee’s job. Below

is a brief summary of these definitions.

Exempt: Executive, administrative, professional, or outside sales positions. People in these positions spend 80% or

more of their time supervising others, handling sales, administration of policies, or doing work that requires special

training or study. Exempt employees are paid on salary or commission. Exempt employees are not eligible for

overtime pay.

Non-Exempt: All hourly workers are non-exempt. Non-exempt employees will be paid overtime pay for hours

worked in excess of 40 hours in a given week.

Employees should consult Human Resources if they have any questions as to their specific job classification.

Overtime

From time to time, employees may be asked to work beyond the standard workday or workweek.

Every attempt will be made to avoid the need for overtime, through planning and organization of the workflow.

Any necessary overtime will be scheduled with consideration for employees' personal needs as well as the needs

of the Company and its customers.

The Company is required to compensate non-exempt employees for overtime in accordance with Federal and

State law. Exempt employees are not eligible for overtime pay. The overtime rate is one-and-one-half times the

regular rate of pay, in compliance with Federal law.

Non-exempt employees must receive advance authorization from their supervisor for overtime work.

Pay Periods

The Company's standard pay period is bi-weekly. For purposes of computing payroll, the standard work week

begins on Monday at 12:01 a.m. and ends on Sunday at midnight.

Occasionally, the designated payday may fall on a holiday or a weekend. In this case, paychecks will be distributed

on the last working day prior to the holiday or weekend, as possible.

Paychecks are delivered prior to the close of business every other Friday.

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An employee whose employment is terminated from the Company will be paid their final paycheck in accordance

with State law.

Time Recording

Non-exempt employees must record their daily attendance and hours worked, including all breaks, as well as

holiday and PTO taken on the Company’s time recording system (EzLabor). Exempt employees are responsible for

recording time off taken on the Company’s time recording system for holidays, PTO and other leaves. Each

supervisor is responsible for managing and keeping track of his/her employee’s usage throughout the year.

Resolving Errors on Checks

The Payroll department makes every attempt to avoid errors on pay and expense reimbursement checks.

However, if an employee feels that an error has occurred, he/she must first contact his/her supervisor. If the

supervisor finds an error, then he/she should immediately contact Payroll or HR to resolve the issue.

Travel & Business Expenses

Employees will be reimbursed for all authorized customary and reasonable travel, customer entertainment, and

other expenses made on behalf of, and in connection to, Company business. All incurred expenses must be

authorized, in accordance with the Company Travel & Entertainment Policy, and require advance approval of

management. See the Travel & Entertainment Policy on the Company intranet, or a supervisor, for details.

Safety & Security Practices

Electronic Mail, Voicemail & Messaging Services

Responsible Use of Equipment, E-mail, and Internet

Any computer hardware, software, e-mail, voice mail, Internet, or other electronic equipment or service made

available to employees is expected to be used solely for the purpose of company business during work hours.

Prior supervisory approval is required for any use of such equipment for personal purposes of any kind, done on

personal time, and conducted in a responsible manner. It must not result in any additional expense to the

company, any possible embarrassment or harm to the company, or any loss in employee productivity. Specifically,

if the Company subscribes to any electronic services on an unlimited usage basis, the Company does not object if

employees use these services for personal business before or after work hours or during lunch break so long as the

employee has prior approval of a supervisor and do so in a responsible manner. However, if the Company is

charged in any way for time used, the approval will be removed and the employee may not use these services for

anything other than Company business. Under no circumstances should an employee use these services for any

personal purpose during work hours. Employees may not use the Company e-mail or Internet address for personal

messages that might mistakenly be interpreted as statements from the Company.

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Prohibited Content

Use of all electronic systems will be held to the same standard as other business communications, including

compliance with the Company’s Equal Employment Opportunity and Anti-harassment policies. Remember, what

one person finds humorous might be offensive to others. Also, employees may not send any materials of a

sensitive or confidential nature, which might be intercepted by third parties. Employees may not put anything in

an electronic message that he/she would not want published or made part of a permanent record. Employees

must notify management of any inappropriate materials that they receive or observe.

Copyrighted Materials

Volusion specifically prohibit the illegal use of any type of copyrighted material -- i.e., without purchasing it or

securing written permission from the copyright owner. Examples include, but are not limited to music, videos,

software, or any type of printed, audio, or visual materials that employees do not have the legal right to use. Such

illegal use or even possession can create serious liability for both the employee and possibly for the Company.

No Expectation of Privacy

Employees should not have any expectation of privacy in their electronic files. The Company may intercept,

monitor, copy, review, or download any communications or files that are sent, received, or stored on the

Company’s systems. Compliance with these Electronic Communications policies is a condition of employment with

the Company. Failure to comply is grounds for corrective action, up to and including possible termination of

employment. Consult with a supervisor for specific situations.

Internet Usage

Use of the Internet by employees of Volusion is permitted and encouraged where such use supports the goals and

objectives of the business. Violation of these policies could result in disciplinary and/or corrective action leading up

to and including termination of employment. Employees may also be held personally liable for damages caused by

any violations of this policy.

Computer, Email and Internet Usage

• Company employees are expected to use the Internet responsibly and productively. Internet access is

limited to job-related activities only

• Job-related activities include research and educational tasks that may be found via the Internet that

would help in an employee's role

• The equipment, services and technology used to access the Internet are the property of Volusion and the

company reserves the right to monitor Internet traffic and monitor and access data that is composed,

sent or received through its online connections

• Emails sent via the company email system should not contain content that is deemed to be offensive. This

includes, though is not restricted to, the use of vulgar or harassing language/images

• All sites and downloads may be monitored and/or blocked by Volusion if they are deemed to be harmful

and/or not productive to business

Unacceptable use of the Internet by employees includes, but is not limited to:

• Access to sites that contain obscene, hateful, pornographic, unlawful, violent or otherwise illegal material

• Sending or posting discriminatory, harassing, or threatening messages or images on the Internet or via

Volusion’s email service

• Using computers to perpetrate any form of fraud, and/or software, film or music piracy

• Sharing confidential material, trade secrets, or proprietary information outside of the organization

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• Sending or posting information that is defamatory to the company, its products/services, colleagues

and/or customers

• Introducing malicious software onto the company network and/or jeopardizing the security of the

organization's electronic communications systems

• Sending or posting chain letters, solicitations, or advertisements not related to business purposes or

activities

• Passing off personal views as representing those of the organization

• Accessing streaming audio and/or video files i.e. YouTube, Pandora, etc

If an employee is unsure about what constitutes acceptable Internet usage, then he/she should ask his/her

manager for further guidance and clarification. Any user violating these policies is subject to corrective actions

deemed appropriate by Volusion.

Social Media

The personal use of social networking web sites must not interfere with working time. While Volusion is actively

participating in social platforms, we need to remind you that when you are at work, refrain from any online social

media activities unless you are participating in the support of an active Volusion social campaign.

Guidelines to understand for personal use of social networking+

1. Information posted online is public and therefore publicly accessible without limitation or protection of

any kind. Use common sense and professionalism.

2. Your views are not Volusion’s views. Where your connection to Volusion is apparent, make it clear that

you are speaking for yourself. Consider including a disclaimer in the “about me” section of your blog or

social networking profile. An example of an appropriate disclaimer is: “The views expressed on this (blog,

website) are my own and do not reflect the official policy or position of Volusion.”

3. Be transparent when posting online about Volusion or Volusion’s related matters. You are required to

disclose your connection with Volusion, your role at Volusion and use your real identity.

4. Use your personal email address as your primary means of identification. Do not use your Volusion email

address as a means of communicating your personal views.

5. Volusion reserves the right to monitor employee participation with social media sites regardless of

physical location (i.e. whether you are accessing and participating through a work based computer or personal

computer.)

Policy:

• Online social networking and blogging activities are subject to all of the company’s policies and

procedures including Volusion’s Code of Conduct Policy, Anti-Harassment and Discrimination Policy and

Non Disclosure Policy.

• Employees are prohibited from sharing, disclosing or discussing any of the company’s confidential or

proprietary information.

• Employees are prohibited from using the name, trademarks, logos or other identifying marks or

copyrighted-protected material of the company or its clients in any social networking, and blogging

activities unless it’s participation in the support of an active Volusion social campaign.

• Employees are prohibited from sharing company information such as address, phone numbers and or

email addresses. Checkins to Geo Location services i.e. Gowalla and foursquare are discouraged.

• Employees are prohibited from giving out any personal information such as home address, email

addresses and or phone numbers.

• Be professional and respectful of the company, its management team, its employees, its product and

services, its vendors and suppliers, and its competitors.

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• Employees are prohibited from offering Volusion’s products, services or discounts through social media

outlets unless previously authorized.

• Employees must make it clear that any online social networking and blogging activities, views or opinions

are their own and not the views or opinions of the company. Employees are responsible for the

commentary expressed and materials posted. Inaccurate information, errors or omissions reflects poorly

on Volusion, and may result in liability for you and/or Volusion.

• If you are interested in participating in social media for work-related purposes or sharing material such as

pictures of company events, please talk to HR for approval before participating.

Employee Verification & Reference

To protect the privacy of current and former employees, and to ensure that accurate and legally permissible

information is provided, only Human Resources is authorized to verify the employment status of current or former

Volusion employees.

Evacuations

Volusion has comprehensive emergency evacuation procedures in place to protect employees. Employees need to

be familiar with the evacuation plan posted in their area.

General Safety Guidelines

It is Volusion’s policy to be proactive in maintaining a work environment that protects the health and safety of its

employees, customers, contractors, and the public. Employees are expected to comply with all safety and health

requirements outlined in the Company policy. Violation of safety rules may be considered cause for corrective

action, up to and including termination of employment.

Volusion’s “General Safety Guidelines” ensure a safe and non-hazardous work environment for all personnel on

Company property. These extensive safety guidelines apply equally to all employees, customers, vendors, visitors,

and contractors on Volusion property. To review the General Safety Guidelines, see a supervisor.

Parking

Volusion provides parking facilities for employees. In the interest of safety and utilization of spaces, please exercise

common sense and courtesy in regard to others. Vehicles parked in unauthorized areas may be towed at the

owner’s expense. The Company assumes no responsibility for any damage to, or theft of, any vehicle or personal

property left in the parking lot.

Protection of Proprietary Information

While employed with Volusion, an employee may provide or otherwise have access to certain trade secrets,

proprietary information, and other confidential information of the Company, its affiliates, customers, or other

third parties that have furnished this information under obligations of confidentiality.

An Employee Agreement must be signed upon employment, in which the employee agrees to secure and protect

confidential information from disclosure, not to remove confidential information from the premises without

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authorization, to and return confidential information upon termination of employment for any reason. Separate

and apart from any such Employee Agreement, employees may not disclose proprietary or confidential

information or trade secrets (including such things as business plans, customer lists, contractual terms and

conditions, technological developments or approaches, etc.) of Volusion to any party at any time. Should the

Company be damaged by any such activities, it may enjoin the employee from doing so in any court.

Software Agreement

Volusion respects all computer software copyrights and adheres to the terms of all software licenses to which the

Company is a party. As such, Volusion employees are prohibited from duplicating any licensed software or related

documentation for use either on Company premises or elsewhere unless Volusion is expressly authorized to do so

by agreement with the licenser. Employees may not give software to anyone including other employees,

customers, contractors, consultants, vendors, family members, friends, or others.

Weapons

Volusion strictly prohibits the possession or use of any concealed handgun or other weapon on Company premises

(including parking lots, entrances and exits, break areas, and surrounding property) or at Company-sponsored

events by any employee, customer, vendor, or visitor, with the exception of law enforcement officials. Violation of

this policy may result in corrective action, up to and including immediate termination of employment.

NOTES