property of contemporary services corporation © october 22 ...€¦ · welcome to csc! it is with...

Property of Contemporary Services Corporation © October 22, 2019


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Welcome to CSC! It is with great pleasure that we welcome you as a new employee of Contemporary Services Corporation or Contemporary Services Company (CSC). As an employee of CSC, you will be performing a wide variety of duties. In order to accomplish these duties in a professional and lawful manner, it is imperative that you are fully aware of, and follow, our company’s policies and procedures. The policies have been written to let all employees know what is expected of them. We also want each employee to understand that the policies will be maintained and administered on a fair and equal basis. You will be required to acknowledge your receipt of this Event Staff Employee Handbook (“Employee Handbook”) and your understanding of its requirements and your agreement to abide by them. You are also to treat it as confidential CSC property and to return the Employee Handbook upon your departure from employment with CSC. Read this Employee Handbook carefully. It is a ready reference and summary of our personnel policies, work rules, event procedures and benefits. We expect each employee to know every company rule and regulation. If you are not sure about company policy or your job assignment, ask your supervisor. As an employee, you represent CSC, the venue, our client, and most importantly, yourself. Your appearance, your actions toward guests, and your dedication to the performance of your duties are our most important products. We thank you for your commitment to upholding the standards and values that we have maintained for more than four decades. Welcome to the CSC team! Sincerely, Damon Zumwalt Chairman of the Board and Chief Executive Officer


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TABLE OF CONTENTS General Company Policies .................................................................................. 1

A Word About This Handbook ........................................................................... 1 Job Descriptions ................................................................................................ 2 Immigration Reform and Control Act ................................................................. 9 Equal Employment Opportunity ........................................................................ 9 Affirmative Action............................................................................................. 12 Americans with Disabilities Act ....................................................................... 12 Employment of Relatives ................................................................................. 13 Workplace Violence ......................................................................................... 13 Non-Harassment and Sexual Harassment Policy ........................................... 14 Anti-Retaliation Policy ..................................................................................... 16 Drug and Alcohol Free Workplace .................................................................. 17 Conflict of Business Interest Policy ................................................................. 18 Employee Photo Usage & License Agreement............................ .................. 18 Paycheck Mailing Release Form ..................................................................... 19 Your Pay .......................................................................................................... 19 As Needed Work ............................................................................................. 19 Categories of Employment .............................................................................. 20 Recording Your Time ...................................................................................... 20 Payday and Payroll Problems ......................................................................... 21 Paycheck Deductions ...................................................................................... 22 Garnishment / Child Support ........................................................................... 22 Pay Raises ...................................................................................................... 22 Overtime .......................................................................................................... 23 On Call ............................................................................................................. 23


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Benefits And Special Circumstances ............................................................... 23

Health Insurance and the Affordable Care Act….……………………………...23 Vacation and Sick Leave ................................................................................ 24 401(k) Qualified Retirement Plan .................................................................... 26 Employee Stock Ownership Program (ESOP)................................................ 26 Family Military Leave ....................................................................................... 27 Emergency Civil Air Patrol Leave (Indiana ) ................................................... 27 Domestic Violence Leave ................................................................................ 28 Victims of Felony Crimes Leave (California) ................................................... 28 Bone Marrow / Organ Donation Leave (CA & NY) ......................................... 29 Pregnancy Leave (California) .......................................................................... 29 Pregnancy Leave (Connecticut) ...................................................................... 29 Family and Medical Leave Laws ..................................................................... 29 Paid Family Leave Insurance (California) ....................................................... 32 State Disability Insurance (California) ............................................................. 32 Short-Term Disability Insurance (New York) ................................................... 33 Rehabilitation Leave ........................................................................................ 33 General Leave Policy ...................................................................................... 33

Your Responsibilities At Work .......................................................................... 34

Guest and Public Relations ............................................................................. 34 General Event Staff Guidelines ....................................................................... 35

Event Staff and Security Responsibilities ........................................................ 37 Post 9/11 Issues .............................................................................................. 41 Blood or Bodily Fluids ...................................................................................... 44 Incident Report Standards............................................................................... 45 Attendance and Punctuality............................................................................. 46 Event Scheduling............................................................................................. 47 Cancellations ................................................................................................... 47 Start Time ........................................................................................................ 47


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Employee Entrances and Exits at Venues ...................................................... 48 Event Sign-In ................................................................................................... 48 Calling In Hours Worked ................................................................................. 49 Event Sign-Out ................................................................................................ 49 Meal and Rest Time ........................................................................................ 49 Meal Breaks ..................................................................................................... 49 Rest Breaks ..................................................................................................... 50 Dress Policy ..................................................................................................... 53 Uniforms and Identification Badges ................................................................ 56 Contact with the Media .................................................................................... 56 Fraternizing With Team Players or Performers............................................... 56 Protecting CSC and Client Information ........................................................... 56 Subpoenas / Requests for Information ........................................................... 57 Code of Ethics ................................................................................................. 57 Conduct at Client Facilities .............................................................................. 57 Smoking, Chewing Tobacco and Snuff ........................................................... 58 Progressive Disciplinary Process .................................................................... 59 Prohibited Conduct .......................................................................................... 59 Solicitation and Distribution ............................................................................. 60 Access to Personnel Files ............................................................................... 60 Changes in Personal Data .............................................................................. 61 Care of Equipment........................................................................................... 61 Driver's License / Driving Record .................................................................... 62 Corporate Vehicles/Golf Carts ........................................................................ 62 Riding in Buses/Vans ...................................................................................... 62 Severe Weather and Natural Disasters .......................................................... 63 Personal Telephone Calls ............................................................................... 63 Electronic Communications / Internet Usage .................................................. 64 Social Media .................................................................................................... 65 Laptop Security ................................................................................................ 67 Cellular Telephones ........................................................................................ 68 Recording Devices in the Workplace .............................................................. 68 Clery Act .......................................................................................................... 69


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Safety on the Job ............................................................................................ 70 Each Employee's Responsibility ..................................................................... 70 Workers’ Compensation .................................................................................. 71 Workplace Searches ....................................................................................... 72 No Weapons in the Workplace ........................................................................ 72 In an Emergency ............................................................................................. 72

If You Must Leave Us ......................................................................................... 73 Unemployment Insurance ............................................................................... 73


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GENERAL COMPANY POLICIES

A Word About This Employee Handbook This Employee Handbook contains information about the employment policies and practices of CSC. We expect each employee to read this Employee Handbook carefully and to comply with its requirements. The policies outlined in this Employee Handbook are management guidelines only, which in a developing business will require changes from time to time. Therefore, CSC retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial and complies with current laws. This Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements. Except for the policy of at-will employment, which can only be changed by the company’s President, Chief Executive Officer or General Counsel/Vice President - Legal in a signed written contract, CSC reserves the right to revise, delete and add to the provisions of this Employee Handbook and any company policy forms, at any time, without notice. All such revisions, deletions or additions to the Employee Handbook and any company policy forms must be in writing and must be signed by the President, Chief Executive Officer or General Counsel/Vice President - Legal of the company. No oral statements or representations can change the provisions of this Employee Handbook and any company policy forms. The provisions of this Employee Handbook are not intended to create contractual obligations with respect to any matters they cover. Nor is this Employee Handbook intended to create a contract guaranteeing that you will be employed for any specific time period or any guaranteed specific number of weekly hours. OUR COMPANY IS AN AT-WILL EMPLOYER. THIS MEANS THAT REGARDLESS OF ANY PROVISION IN THIS EMPLOYEE HANDBOOK OR ANY COMPANY POLICY FORMS, EITHER YOU OR CSC MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY REASON, WITH OR WITHOUT CAUSE OR NOTICE. NOTHING IN THIS EMPLOYEE HANDBOOK, IN ANY COMPANY POLICY FORMS OR IN ANY DOCUMENT OR STATEMENT, WRITTEN OR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENT AT-WILL. NO OFFICER, EMPLOYEE OR REPRESENTATIVE OF THE COMPANY IS AUTHORIZED TO ENTER INTO AN AGREEMENT—EXPRESSED OR IMPLIED—WITH ANY EMPLOYEE FOR EMPLOYMENT FOR A SPECIFIED PERIOD OF TIME UNLESS SUCH AN AGREEMENT IS IN A WRITTEN CONTRACT SIGNED BY THE PRESIDENT, CHIEF EXECUTIVE OFFICER OR GENERAL COUNSEL/VICE PRESIDENT - LEGAL OF THE COMPANY, OR EXCEPT FOR THE CSC MUTUAL AGREEMENT TO ARBITRATE CLAIMS WHICH MAY ALSO BE SIGNED BY YOUR BRANCH MANAGER, ASSISTANT BRANCH MANAGER OR BRANCH HUMAN RESOURCES OR HIRING MANAGER. If a written contract is inconsistent with the Employee Handbook, the written contract is controlling.


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Job Descriptions CSC maintains three major event staff positions: unlicensed event staff, licensed event staff, and event staff supervisor. Employees in these positions are part of CSC’s “Guest Services Team.” For payroll purposes the positions are classified as non-exempt and are eligible to be paid for overtime. Unlicensed Event Staff An unlicensed event staff employee provides general support for events including ticket taking, ushering, guest services, and parking services. The functions are only those which do not require the Employee to be licensed as a security guard in the state in which they are working. The role requires good judgment, flexibility, strong attention to the directives of the Company (as expressed in this Employee Handbook and other policies of the company), your Branch Manager, Supervisor, and Event Manager, strong observation skills and vigilance. The minimum education requirements of this position include a high school diploma or GED. It is important to have a basic familiarity with computers and related technology. You must also be willing to work evenings, weekends and some holidays. The essential duties and responsibilities of an unlicensed event staff employee follow below. These duties reflect only the minimum requirements for this position:

• Follow all company operating procedures and all company policies.

• Follow directives of Event Staff Supervisor and/or Event Manager for each event assigned.

• Effective interpersonal skills in order to deal with guests and the public.

• Serves as a greeter for each event assigned.

• Have good math skills in order to provide ticket counts, summary reports, and other inventory reporting of guest admissions.

• Professionally assist guests with determining their seat locations; escort guests to seats if required.

• Familiarity with the information and facilities located at each venue assigned.

• Serve where needed or as support to other tasked team members at each event.

• Coordinate with facility staff as appropriate.

• Communicate with event staff and supervisor(s).

• Observe and report matters of concern to your Supervisor and complete incident report forms on the same.


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• Notify law enforcement officers, fire department or emergency medical personnel of problems if requested or otherwise warranted.

• Respond to emergencies, including assisting with evacuations.

• Utilize 2-way radios including safeguard of such radio or other issued equipment.

• Provide break relief when scheduled to other event staff including briefing such team members upon their return.

An employee in this position may have additional responsibilities including the use of golf carts when provided for events, but use of golf carts and driving of company vehicles is strictly subject to successfully completing a motor vehicle records check, completion of CSC’s training programs concerning the use of golf carts and driving of company vehicles and agreeing to the CSC policies governing driving a golf cart or vehicle for CSC. No staff member may drive any CSC or client rented or owned golf cart or vehicle without first having a valid driver’s license in good standing and being on the approved driver list of CSC. If you do not meet these conditions, please notify any CSC staff member who may direct you to drive a golf cart or vehicle that you are not authorized to drive and do not drive them. Checking that all staff are wearing appropriate uniforms may also be an added responsibility of this position. Walking significant distances may be necessary given your assigned post, as may be walking up and down stairs. Reliable transportation for getting to the venue of a scheduled event and to the branch office is required. Working Conditions for Unlicensed Event Staff The table below lists the typical working conditions you can expect to find, and the percentage of your working day that you may be exposed to at least one of these conditions. Note that you may be exposed to moderate to extreme noise. Examples of moderate noise include typical crowd noise when dealing with large quantities of people in a large public place. Examples of extreme noise include amplified music, speakers and fireworks, as typical at concerts and sporting events.


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AMOUNT OF TIME

Work Environment

Under 1/3

1/3 – 2/3

Over 2/3

Outdoor weather conditions (rain, snow, high heat)

X

Wet or humid conditions (non-weather)

X

Work near moving mechanical parts X

Work in high, precarious places X

Fumes or airborne particles X

Extreme cold (non-weather) X

Extreme heat (non-weather) X

Vibration X

Noise X

Physical Demands for Unlicensed Event Staff The following table lists the physical demands and lifting requirements of the unlicensed event staff position, and the percentage of your working day that you may experience at least one of the physical demands or weight lifting situations. Note that weight lift requirements may include force exertion needs such as pushing or pulling:


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AMOUNT OF TIME

Physical Demands / Lifting Requirements

Under 1/3

1/3 – 2/3

Over 2/3

Stand X

Walk X

Sit X

Use hands and fingers to handle or feel

X

Reach with hands and arms X

Climb or balance X

Stoop, kneel, crouch or crawl X

Talk & hear X

Smell, Taste X

Sight (need to have clear vision for up to 50 feet)

X

Lift up to 10 pounds X




Lift more than 100 pounds X

Licensed Event Staff A licensed event staff employee performs security-related work and therefore must hold a current valid security guard license, guard registration card or other equivalent as required by the state or local authority in which the employee is employed, during the entire term of employment and given any changes in such requirements from time to time. If you fail to meet a requirement or lose your status for such licensure or certification for any reason and at any time during your employment you must immediately notify your Branch Manager and must not schedule for any security position. Also notify a team member if they ask you to assume a security position if you no longer have a valid security license, certification or other required equivalent and do not work in a security position. An employee in this position provides general support for events including ticket taking, ushering, roaming, and parking services. Additionally, Licensed Event Staff may also be asked to do searches, pat downs, entry control, property protection, crowd control and ejections and other general security work. The role requires good judgment, flexibility, strong attention to the directives of your Branch Manager, Supervisor, and Event Manager, excellent observation skills and vigilance. In addition, a licensed event staff employee will respond to guest conflict management including imposing detainment if reasonably required. The minimum education requirements of this position include a high school diploma or GED. It is important to have a basic familiarity with computers and related technology. You must also be willing to work evenings, weekends and some holidays.


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The essential duties and responsibilities of a licensed event staff employee follow below. These duties reflect only the minimum requirements for this position:

• Maintain a valid and current security guard license or equivalent.

• Complete all required security license training when required.

• Follow all operating procedures and company policies.

• Follow directives of the Event Staff Supervisor and/or Event Manager for each event assigned.

• Effective interpersonal skills in order to deal with guests and the public.

• Serve where needed or as support to other tasked team members at each event including, but not limited to: gate posts, barricades, roaming, directing guests, locker room supervision, contraband searches, bag checks, issue uniforms.

• Use metal detection wands or magnetometers for security searches.

• Protect persons and property as directed.


• Communicate with event staff and supervisor(s).

• Respond to conflicts including detainment of guests if reasonably required.

• Impose detainment as warranted.

• Observe and report matters of concern to your supervisor and the Event Manager, and record on an incident report form.

• Notify law enforcement officers, fire department and emergency medical personnel if requested or otherwise warranted.




An employee in this position may have additional responsibilities including the use of golf carts and company vehicles on the same terms and conditions as set forth for Unlicensed Event Staff. Review that section and be familiar with and abide by the requirements set forth on Page 3.

Walking significant distances may be necessary for your assigned post, and you may be required to roam throughout the venue. Walking up and down stairs may also be necessary.


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Reliable transportation for getting to the venue of a scheduled event and to the branch office is required. Willingness to travel as necessary to off-site meetings, trainings and other events is important. The working environment and physical demands are the same as for an unlicensed event staff employee. Refer to the Working Conditions and Physical Demands tables in the “Unlicensed Event Staff” section on pages 4-5. Please review and understand them as they are the minimum requirements for Licensed Event Staff work as well. Event Staff Supervisor A supervisory event staff employee holds a valid and current security guard license, guard registration card or other equivalent as may be required by the state or local authority where the supervisor is employed and performs security-related work. The same conditions that apply to Licensed Event Staff also apply to Supervisory Event Staff, so please be familiar with and abide by all of those terms and conditions. The supervisory event staff employee oversees and directs licensed and unlicensed event staff and provides guidance to event staff for appropriate responses to situations based on CSC and/or venue policies and procedures. The minimum education and experience requirements of this position include at least one year of related work experience, a year of general experience in security, law enforcement or military law enforcement or the equivalent in a combination of experience and educational background. A high school diploma or GED is required. It is important to have a general knowledge of computer operation, Microsoft programs, email, and proficiently use a keyboard. You must also be willing to work evenings, weekends and some holidays. The essential duties and responsibilities of a supervisor follow below. These duties reflect only the minimum requirements for this position:

• Maintain a valid and current security guard license.

• Complete all required security license training when required and Job Role classes as required (TCM, NIMS, ICS, etc.).

• Learn, teach and enforce CSC operating standards and policies

• Be able to explain rules and procedures governing security and other event management operations to subordinates.

• Communicate with and brief event staff on job and venue requirements.

• Serve where needed and support other tasked team members at each event including at: gate posts, barricades, roaming, directing guests, locker room supervision, contraband searches, bag checks, issue uniforms.

• Use metal detection wands or magnetometers for security searches.


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• Protect persons and property as directed.


• Conduct inspections of various posts to ensure on-duty staff are properly performing their assigned tasks and in proper uniform.

• Maintain a log of all activities and incidents occurring during the event on company and venue required incident report forms.

• Monitor, assure and document that all staff receive required or needed breaks on company approved forms.

• Monitor and assure all staff receive water and first aid as needed.

• Familiarization with prevention and identification of and response to heat illness.

• Prepare all reports, dated and signed, and turn in to branch timely.

• Respond to conflicts to provide resolution.


• Perform other related duties as assigned.




A supervisor who may be asked to use golf carts or drive company or client owned or rented vehicles must follow the same guidelines as Unlicensed Event Staff. Please review those requirements on Page 3 as you are required to abide by them. Checking that all staff are wearing appropriate uniforms and overseeing the care and return of all issued equipment are required duties. Walking significant distances may be necessary to roam throughout the venue. Reliable transportation for getting to the venue of a scheduled event and to the branch office is required. Willingness to travel as necessary to off-site meetings, trainings and other events is important. The working environment and physical demands are primarily the same as for an unlicensed event staff employee. Refer to the Working Conditions and Physical Demands tables in the “Unlicensed Event Staff” section on pages 4-5. Please review and understand them as they are the minimum requirements for Event Staff Supervisor as well.


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Immigration Reform and Control Act In compliance with the Federal Immigration Reform and Control Act of 1986 (IRCA), as amended, and any state law requirements, our company is committed to employing only individuals who are authorized to work in the United States and use the e-Verify system to confirm work eligibility of all employees. Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. All new employees, and existing employees when required by e-Verify, are checked through the E-Verify system. If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the company.

Equal Employment Opportunity/Anti-Discrimination Policy CSC is committed to equal employment opportunity and to creating the best possible climate for its employees to achieve maximum development. This means that CSC will strive to foster a diverse workforce by not discriminating against applicants for employment or current employees on any legally recognized basis. Federal, state and local laws specifically prohibit discrimination on the basis of these “protected class” categories: veteran status, uniformed service member (military) status, race, color, sex, age, national origin, religion, physical or mental disability. Many states have other “protected class” categories in addition to the Federal categories. CSC abides by the requirements of state or local government as in force currently or as the same may be amended from time to time. Examples of additional protected classes in each state include but may not be limited to the following: Arizona – age [40 or over], AIDS/HIV status, and genetic test results. California – Race, religion, including religious dress and grooming practices, color, national origin, ancestry, physical disability, mental disability, medical condition, including genetic characteristics, genetic information, marital status, sex, pregnancy, childbirth, breastfeeding, medical conditions, actual or perceived gender, gender identity or expression, sexual orientation, AIDS/HIV status, civil air patrol membership, service in the military forces of the State of California or the United States, political activities or affiliations, status as a victim of domestic violence, assault or stalking, off duty tobacco usage, and age [40 or over]. Included in the definition of each protected class category is the perception of membership in a protected category and an individual’s association with an actual or perceived member of a protected category. The Fair Employment and Housing Act prohibits coworkers, third parties, supervisors and managers from engaging in discriminatory, harassing or retaliatory conduct.


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Colorado – creed, age [between 40 and 70], marital status, ancestry, and sexual orientation. Connecticut – pregnancy, child-bearing capacity, sterilization, fertility or related medical conditions; marital status; civil union status; ancestry; present or past history of mental disabilities; mental retardation; learning disability or physical disability; blindness; sexual orientation and genetic information. District of Columbia – actual or perceived race; pregnancy, childbirth or related medical conditions; age [18 or over]; marital status; personal appearance; sexual orientation; familial status; handicap; matriculation; political affiliation; genetic information and tobacco use. Florida – handicap, genetic test results, Florida National Guard membership, AIDS and/or related diseases, sickle cell trait [as refusal to hire or discharge] and marital status. Georgia – age [between 40 and 70] Indiana – ancestry, off duty use of tobacco and age [between 40 and 70]. Iowa – age [18 or over, or under 18 and considered to be adult]; creed; pregnancy, childbirth and pregnancy-related conditions; sexual orientation; gender identity; the taking of a genetic test and genetic information and AIDS test results. Massachusetts – religious creed, pregnancy, sexual orientation, ancestry, age [over 40], genetic information, handicap, admission to a mental facility and military membership. Missouri – ancestry; age [between 40 and 70]; genetic information; HIV, AIDS and AIDS-related complex [excluding individuals who have a currently contagious disease or infection, would constitute a direct threat to the health or safety of other individuals or who, by reason of the currently contagious disease or infection, are able to perform the duties of their employment], off-site lawful tobacco or alcohol use (unless such use interferes with job performance of any employee or the overall operation of the company's business) and membership in organized militia. New York – age [18 and over], creed, sexual orientation, predisposing genetic characteristics, military status and marital status. Ohio – pregnancy, or any illness arising out of and occurring during the course of pregnancy, childbirth or related medical conditions; age [40 or over] and ancestry. Oklahoma – age [40 or over], handicap, genetic information and tobacco use during non-working hours.


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Pennsylvania – religious creed; ancestry; age [40 or over]; sex; pregnancy, childbirth and related medical conditions; non-job-related handicap or disability, or the use of a guide or support animal. Tennessee – creed; age [40 or over]; physical, mental or visual handicap and tobacco use during non-working hours. Texas – pregnancy, childbirth or a related medical condition; age [40 or over]; and genetic information [or refusal to submit to a genetic test]. Utah – pregnancy, childbirth or pregnancy-related conditions; age [40 or over]; and genetic information. Washington – age [40 or over]; marital status; creed; ancestry; sensory, mental or physical disability, including the results of an HIV and/or Hepatitis C test; pregnancy and childbirth; honorably discharged veteran or military status, and sexual orientation. West Virginia – ancestry, age [40 or over], blindness, and familial status. Wisconsin – age [40 or over]; creed; marital status; ancestry; pregnancy, childbirth, maternity leave or related medical conditions; arrest or conviction records; military service; sexual orientation; use or nonuse of lawful products off the employer's premises during non-working hours and genetic testing.

Reporting Procedure for Allegations of Protected Class

Violations/Discrimination 1. Employees (whether the victim, or a witness) should report the incident

immediately to a supervisor, event manager, branch management or the CSC Legal Department.

2. If possible, the reporting employee should complete an incident report. 3. Supervisors, event managers or branch managers must report any

complaint of discrimination to the CSC Legal Department and complete an incident report form.

3. Immediate action will be taken by the branch management or the CSC

Legal Department, which may result in separation of the employees involved and an investigation in a fair, timely and thorough manner.

4. If the circumstances warrant, an employee suspected of violating

company policy will be immediately suspended for up to two weeks, without pay pending the investigation. Suspensions may be shortened or extended, in the sole discretion of CSC Management, depending on the status of the investigation.


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5. All complaints shall be kept confidential to the extent possible under

the circumstances and consistent with applicable laws. If you have questions about CSC’s equal employment opportunity policy, please contact your Branch Manager or the Vice President-Legal, who is the company’s EEO Coordinator at (800)754-5150 or discuss your concerns with another member of company management.

Affirmative Action The company has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy, we will take steps to make sure that:

a) Persons are recruited, hired, assigned and promoted without regard to any person’s legally recognized protected class or personal characteristics.

b) All other personnel actions, including but not limited to: compensation,

benefits, transfers, layoffs and recall from layoffs and access to training, will be administered without regard to any person’s legally recognized protected class or personal characteristics.

The Vice President-Legal is the company EEO coordinator. The EEO coordinator will be responsible for the day-to-day implementation and monitoring of our Affirmative Action Plan. As part of that responsibility, the EEO coordinator will periodically analyze the company's personnel actions and their effects to ensure compliance with our equal employment policy. If you have any questions about this policy, please speak with your Branch Manager or the Vice President – Legal at (800) 754-5150.

Americans with Disabilities Act Our company is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities, which includes providing reasonable accommodation where appropriate and subject to the requirements of each position as set forth in the applicable CSC job descriptions set forth in this Employee Handbook. You should notify your immediate supervisor of the need for accommodation. Upon doing so, your immediate supervisors will engage in an interactive process and will ask you for your input or the type of reasonable accommodation you believe may be necessary to perform your required job functions given any limitations caused by your disability. Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals.


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Employment of Relatives While CSC does not discourage the hiring of a relative in an employee’s immediate family, or a person with whom an employee may be romantically involved, however the relationship must first be disclosed in writing to the Branch Manager, department manager and if applicable, senior management in the Corporate office. CSC corporate management will make the ultimate hiring determination in its sole discretion. CSC will make reasonable efforts to avoid having an employee supervised by a member of his or her own immediate family or with whom they may be romantically involved. The term immediate family refers to spouses, parents, children, sisters, brothers, nieces, nephews or other family members residing in the same household. Romantic relationships include person or the same or different sex. If the hiring is authorized, both the supervisor and newly hired relative are required to sign the CSC Employee Relationship Agreement stating that any such employment relationship with a member of one’s immediate family or romantic interest is voluntary and shall not cause a disruption or other nuisance to CSC, its employees or clients. Any such disruption could result in the reassignment of the newly hired employee to a position not under the supervision of the other employee involved or may result in disciplinary action up to and including immediate discharge from CSC. In the case of marriage of persons within the same department, an effort will be made to assign job duties so as to minimize problems of supervision by one spouse over another. The same policies as outlined above for Employment of Relatives apply to married employees. It is the responsibility of the employee to disclose any relationship outlined in this provision.

Workplace Violence Violence by an employee or by anyone else against an employee, supervisor or member of management will not be tolerated and violators will be subject to immediate discharge. The purpose of this policy is to minimize the potential risk of personal injuries to employees at work and to reduce the possibility of damage to company or client property. If you are aware of any threatening behavior or communications from an employee or outside third party, immediately report it to your Branch Manager and/or immediate supervisor and complete an Incident Report. Do not confront a potentially violent individual. If you encounter an individual who is threatening immediate harm to an employee, client or guest on our premises or a client job site, contact the on-site security team or an emergency agency (dialing 911) immediately and ask for help. Always complete an Incident Report. All reports of work-related threats will be kept confidential to the extent possible, investigated and documented. Employees are expected to report and participate


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in an investigation of any suspected or actual cases of workplace violence and will not be subjected to disciplinary consequences or other forms of retaliation for appropriate reports and cooperation. Violations of this policy, including your failure to report (verbally and on an Incident Report form), threats to another employee for cooperating with a report or investigation, or your failure to fully cooperate in the company's investigation, may result in disciplinary action, up to and including discharge.

Non-Harassment and Sexual Harassment Policy General Statement Harassment and sexual harassment is unacceptable conduct that will not be tolerated or condoned the company. Such behavior is also against the law. Our policy prohibits harassment of one employee by another employee or third party for any legally recognized protected class or reason and establishes procedures for resolving complaints. Harassment of third parties by CSC employees is also prohibited. Federal and state laws specifically prohibit harassment on the basis of the “protected class” categories previously discussed which include but are not limited to: veteran status, uniformed service member (military) status, race, color, sex, age, national origin, religion, physical or mental disability. As discussed, the states have additional “protected class” categories which the company also abides by as discussed in the Equal Employment Opportunity section of this Employee Handbook. Harassment in the workplace is a violation of Title VII of the Civil Rights Act of 1964 when:

A. Submission to such conduct is made a term or condition of employment; or,

B. Submission to, or rejection of such conduct is used as the basis of employment decisions affecting the individual; such as for denial of a pay increase, promotion, transfer or leave of absence; or,

C. Such conduct has the purpose or effect of interfering with an

individual’s work performance or creating an intimidating, hostile or offensive work environment.

Various states and local authorities may expand or contract the definitions of harassing conduct. The company always applies the law in effect on the federal, state and local level where the employee works. Conduct The purpose of the non-harassment policy is to ensure that in the workplace, no employee harasses another for any reason or in any manner. The conduct


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prohibited by this policy includes verbal or written statements in any form including but not limited to e-mail, voicemail, chat room exchanges, internet use or history, text messages, pictures, images, writing, words or gestures. While it is not easy to precisely define what harassment is, including sexual harassment, it includes verbal, physical, and visual conduct. Verbal harassment may include but is not limited to slurs, epithets, threats, derogatory comments, unwelcome jokes, teasing, verbal abuse, sexually explicit or degrading words used to describe an individual, comments about an employee’s anatomy and/or dress, sexually oriented noises or remarks, questions about a person’s sexual practices, use of patronizing terms or remarks, and graphic verbal comments about the body. Joking is not an excuse or a valid defense to a sexual harassment claim and will not be tolerated by the company. Unacceptable physical harassment, of a sexual nature or otherwise, includes impeding or blocking movements of another person. Conduct of a physical nature that is unacceptable sexual harassment includes touching, pinching, patting, grabbing, brushing against or poking an individual’s body and/or requiring an employee to wear sexually suggestive clothing. Examples of visual harassment of a sexual nature may include, but are not limited to, transmitting, retrieving, downloading or storing information and/or images that are offensive, derogatory, pornographic and/or sexual in content, or otherwise inappropriate in a business environment. Derogatory posters, cartoons and drawings, leering and sexually oriented gestures, graphic visual depictions are other examples of visual harassment.

Harassment Complaint Reporting Procedure

1. Employees (whether the victim, or a witness) should report the

harassment immediately to a supervisor, event manager, branch management or the CSC Legal Department.

2. If possible, the reporting employee should complete an incident report. 3. Immediate action will be taken by the branch management or the CSC

Legal Department, including separation of the affected employees, completion and submission of an incident report and conduct of an investigation.

4. If the circumstances warrant, an employee suspected of violating

company policy will be immediately suspended for up to two weeks, without pay. Suspensions may be shortened or extended, in the sole discretion of CSC Management, depending on the status of the investigation.

5. All complaints shall be kept confidential to the extent possible under

the circumstances and consistent with applicable laws.


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6. Any harasser who threatens reprisals after a negative response to his or her unwanted conduct will be subject to disciplinary action.

All employees are required to disclose any act of perceived harassment of which they have personal knowledge to their Branch Manager or immediate supervisor. An employee may also contact CSC’s Legal Department, at (800) 754-5150. The Company takes allegations of harassment seriously. All claims will be promptly investigated and resolved, and the general results of the investigation will be provided to the party making the complaint. All information provided will be maintained in a confidential manner to the extent consistent with applicable laws.

Anti-Retaliation Policy Retaliation is when one or more employees take an adverse employment action against another employee or employees because they engaged in a protected activity such as properly reporting improper conduct or violations of company policy, or because the employee truthfully participated in a company investigation. An adverse employment action can include being subjected to a demotion or other form of disciplinary action, intimidation or other forms of hostile conduct in the workplace, which are intended to punish or harass the employee(s) for reporting or participating in the investigation of improper conduct or company policy violations. CSC prohibits employees from retaliating in any way against anyone who has expressed a good faith concern about improper conduct by another employee(s), and their honest participation in the company investigation of the same. It does not matter if that concern relates to harassment of, or discrimination against, the individual raising the concern or against another individual. CSC will not tolerate any unlawful harassment or any circumstances creating an intimidating, hostile or offensive working environment because an employee complains of, responds to a complaint of, or participates in an investigation of prohibited harassment or any other conduct prohibited by CSC company policies. All employees involved in investigations will be warned against engaging in retaliation. Participation in retaliation will result in separate and additional disciplinary action against the employee(s) who engaged in the retaliation, even if no other improper conduct was found to have occurred. If you feel you have been retaliated against in violation of this policy, you should immediately report it to your supervisor or Branch Manager, or you may report it to the CSC’s Legal Department at (800) 754-5150.


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Drug and Alcohol-Free Workplace CSC has vital interests in ensuring a safe, healthy and efficient working environment for our employees and the customers we serve. The use of illegal or controlled substances (such as alcohol, prescription medications, and, in states where allowed, marijuana) in the workplace or reporting to work with the company while under their influence is strictly prohibited. As a condition of employment and continued employment with CSC, the following substance abuse policy is in effect: CSC reserves the right to implement a drug testing program in compliance with federal, state, and local laws at any time. Employees are prohibited from reporting to work, or from working, while using illegal or controlled substances. Employees are prohibited from reporting to work or working when the employee uses any controlled substance, except when the use is pursuant to a doctor's orders and the doctor advised the employee that the substance does not adversely affect the employee’s ability to safely perform his or her job duties. In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, sale or possession of illegal and controlled substances in the workplace including: on company paid time, on company or client premises, in company or client vehicles, on company trips, or while engaged in company activities. Employees are also prohibited from reporting for duty or remaining on duty with any illegal or controlled substance in their systems. Employees are further prohibited from consuming alcohol or using controlled substances during working hours, including while on meal and break periods. Your employment or continued employment with CSC is conditioned upon your full compliance with the foregoing substance abuse policy. Any violation of this policy will result in disciplinary action, up to and including discharge from employment. Furthermore, any employee who violates this policy who is subject to discharge may be permitted, in lieu of discharge and at CSC’s sole discretion, to participate in and successfully complete an appropriate treatment, counseling, or rehabilitation program as recommended by a substance abuse professional as a condition of continued employment and in accordance with applicable federal, state, and local laws. CSC further reserves the right to take any and all appropriate and lawful actions necessary to enforce this substance abuse policy including, but not limited to, the inspection of company issued lockers, desks, or other suspected areas of concealment on company or client premises during CSC events, as well as an employee’s personal property on CSC or client property during a CSC event when CSC has reasonable suspicion to believe that the employee has violated this substance abuse policy.


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Conflict of Business Interest Policy During employment, a CSC employee cannot work for any other company, person or entity that: (1) competes with CSC or its affiliated companies in any capacity, which includes ticket taking, ushering, event staffing, security and personal protection services or any other aspect of crowd management services; or (2) that attempts to solicit past, current or potential CSC clients or employees for any personal or business gain. During employment with CSC, an employee cannot engage in any business that: (1) competes with CSC or its affiliated companies in any capacity, which includes ticket taking, ushering, event staffing, security and personal protection services or any other aspect of crowd management services; or (2) that attempts to solicit past, current or potential CSC clients or employees for any personal or business gain. Any CSC employee who violates the terms and conditions of this policy will be subject to disciplinary action up to and including immediate discharge from employment.

CSC Employee Photo Usage and License Agreement Each company employee agrees by their signing of this Employee Handbook, to the following: As an employee of CSC I understand and agree that I have, may have, and may have already had, during my employment with CSC, my picture taken, or recordings made of me, whether digital, visual or audio in nature, while working for CSC or while I was in CSC uniform, whether or not by CSC or a CSC client. I agree that as part of my job and for which I was paid an hourly rate of compensation and provided other consideration, such compensation and other consideration being full and complete consideration for my agreement herein, the receipt and sufficiency of which I hereby acknowledged, that any such photographs or recordings of myself, which may have occurred since the start of my employment or following the date of my signature on this Employee Handbook (each such photograph or recording is hereinafter referred to as “Work Likeness”) is the sole property of CSC subject to the license I hereby grant below. I further agree that a “Work Likeness” also means (whether digital or otherwise) any voice, photograph, film video or new media portrayal, actual, simulated or drawn likeness, image, or any material provided by or made by me while working for CSC or while I am in CSC uniform.). I agree that each and every version of my Work Likeness is and shall be the sole property of CSC and shall be subject to the following grant of rights and release. GRANT OF RIGHTS & RELEASE. I hereby grant to Contemporary Services Corporation and Contemporary Services Company, their respective affiliates, agents, successors, licensees, and assigns (collectively all such entities are also referred to hereinafter as “CSC”), a perpetual, worldwide, irrevocable, royalty-free, fully paid-up right and licensed to the unlimited use of my Work Likeness (alone or in connection with others in and in connection with any media, now known or


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hereafter created) throughout the universe: (i) in and with connection with or relation to the development, manufacturing, marketing, advertisement, licensing, sale, distribution, and promotion of any CSC events, products/merchandise, promotions, newsletters, bid proposals, or other services or brands; (ii) to develop, manufacture, market, advertise, distribute, license, sell, promote and commercially or non-commercially exploit for CSC events, products/merchandise and services that include any Work Likeness. CSC shall have the absolute right to transform, edit, alter, distort, modify, add to, subtract from or enhance my Work Likeness. I agree that I will have no right to approve any use of my Work Likeness and I hereby forever release CSC, and its affiliates, agents, successors, licensees, and assigns harmless from all claims which I or my successors and assigns may have relating to my Work Likeness. Further, I agree that no third party has or shall have any right of approval over the use of my Work Likeness or will be due any amounts from the use of my Work Likeness.

CSC PAYCHECK MAILING RELEASE In signing this Employee Handbook, I hereby acknowledge, agree, and confirm that I understand that I am requesting and authorizing CSC to mail my paycheck to my address on file with the CSC Payroll Department provided in lieu of my being able to pick up my paycheck on payday at my company branch office. I hereby confirm that I would prefer to receive my paycheck in the mail for convenience as opposed to my having to travel on payday to my particular local company branch office. I understand I can revoke this agreement to receive my paycheck by mail at any time by providing my branch office notice in advance and in writing. I further understand that it is my sole responsibility to ensure that my mailing address is current and correct in the company payroll records and with the company Payroll Department and that I am responsible for providing updated information. I further understand that by signing this handbook I am accepting full responsibility for paychecks that may be lost by the U.S. Postal Services or otherwise not received if my address is incorrect.

YOUR PAY

As Needed Work Your work for CSC is only on an “as needed” basis, but it is also based on your availability and desire to work. You can schedule to work events when you want to work, provided work is available for those events. You will not be paid when you are not working and there are no guaranteed minimum hours of work available. No CSC employee can guarantee any minimum number of hours of work for any employee. CSC schedules work on a first come-first served basis, except where clients have specific staff requirements for their events. Lack of work or work availability one week is not indicative of work availability in following weeks. It is up to you to work with the scheduling department or the online Employee Self-Scheduling System, if available, at your branch to see if work is available when you are available to work.


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Categories of Employment INTRODUCTORY PERIOD: CSC unlicensed event staff, licensed event staff and event staff supervisors are subject to an evaluation period during their first 90 days of employment or upon being promoted. This period may be reinstated or extended at any time due to poor performance by the employee. During this time, you will be able to determine if your new job is suitable for you and the company will have an opportunity to evaluate your work performance. However, the completion of the evaluation period does not guarantee employment for any period of time during any time thereafter and both the company and the employee may terminate the employment relationship at any time and for any reason during the evaluation period, with or without notice. You understand by signing this Employee handbook that you will not work regularly scheduled hours but will need to call in or go online to schedule if work is available. All work for CSC is done on an as-needed basis. As such, company employees such as Unlicensed Event Staff, Licensed Event Staff and Event Staff Supervisors are categorized as “nonexempt” and are entitled to overtime pay as required by applicable federal and state law. Upon hire, you will be notified of your employment classification and it is also set forth in this Employee Handbook in the job description section, if you are hired as an Unlicensed Event Staff, Licensed Event Staff or Event Staff Supervisor.

Recording Your Time We must have an accurate record of the time that non-exempt employees work so we can ensure they are properly paid. The Company typically uses a computer program to record time, but there may be times when the Company also records time through non-electronic means, such as manual time sheets. Regardless of the method used to record time, non-exempt employees must remember to: 1. Clock in when they start working. 2. Clock out when they stop working. Non-exempt employees should not start work before their scheduled start time without advanced manager approval. For instance, if an employee arrives an hour before that employee was scheduled to arrive for his shift, that employee should not start to work unless a manager authorizes an earlier start time in advance. Of course, if an employee does start work before the employee’s scheduled start time (whether with or without manager approval), the employee must ensure that the employee clocks in when the employee begins work so the employee can be paid for that time. While employees may be subject to discipline if they start work before their scheduled start time without first securing manager approval, the Company still will pay non-exempt employees for any time worked. To be clear, it is extremely important that non-exempt employees do not perform any work that is not recorded by the applicable time recording system (whether electronic or manual). Each employee has an obligation to always must make sure that his or her time is recorded by the standard time recording system. For instance, non-exempt


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employees may not use their Company cell phones for work purposes outside of their normal work schedule without written authorization in advance from their manager. If a non-exempt employee uses a Company cell phone for work purposes outside of their normal work schedule, he or she must record all time spent working on his or her timesheet. Further, if an employee is asked or instructed by anybody in the Company to perform work “off the clock” (in other words, perform work without reporting it on the time system), the employee is directed to refuse, and immediately must report the situation to the CSC Legal Department at (800) 754-5150. Finally, if you contend you have not been paid time for all hours worked, please report the situation to the CSC Legal Department. The CSC workweek starts on Saturday at 12:00AM and ends on Friday at 11:59:59PM.

Payday and Payroll Problems All employees must have a fully completed IRS Form W-4 on file. It is your responsibility to ensure that this is done, and to update the form if your name, address or other information changes. You may not receive a timely paycheck until a current W-4 form is on file with CSC’s Payroll Department. Please speak to your branch office management or contact the CSC Payroll Department at (800) 754-5150 to complete or update a W-4 Form if needed. For All States Except California Our pay periods are every two (2) weeks, from Saturday through Friday. Contact your branch office for the current paycheck distribution day. CSC reserves the right to change these dates at any time and for any reason. It is your duty to review your paycheck for accuracy when you received it. CSC Pay Period in California Only For Unlicensed Event Staff, Licensed Event Staff and Event Staff Supervisors is every week from Saturday through Friday as required by law. Each Friday of the following week is the current paycheck distribution day for the prior pay period week. CSC reserves the right to change these dates at any time and for any reason. If you have a problem with your paycheck, immediately notify your supervisor, Branch Manager or the person designated in your branch to handle payroll. They will assist you in completing a Payroll Problem Worksheet and then submit it to the company Payroll Department for resolution.


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When you schedule for work please document for yourself the following information for your events:

1. Date of the event; 2. Location of the event; 3. Hours to be worked; 4. Job number of the event 5. Name of your supervisor.

Paycheck Deductions The company is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal and state taxes and the employee’s share of Social Security (FICA) taxes. As an employer, CSC also contributes its share of funds to the federal government to support the Social Security program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age. California employees will also see a deduction for State Disability Insurance (SDI). There may be additional deductions, based on the laws in the state where you work. However, all deductions and the amount of the deductions are listed on your pay stub. These deductions are totaled each year for you on your Form W-2, Wage and Tax Statement. If questions or concerns about any pay deductions arise, employees may discuss and resolve them with your Branch Manager, Assistant Branch Manager, Department Manager or CSC’s Payroll Manager at (800) 754-5150.

Garnishment / Child Support When an employee's wages are garnished by a court order, CSC is legally bound to withhold the amount indicated in the garnishment order from the employee's paycheck. CSC will, however, honor federal and applicable state guidelines that protect a certain amount of an employee's income from being subject to garnishment. Garnishments can only be lifted from an employee’s paycheck when the company receives an official notice authorizing the same from the garnishing authority.

Pay Raises Depending upon your performance, adjustments in your pay may be made when there has been an improvement in or sustainment of good performance during the review period. When requesting an increase in pay rate, your request must be submitted in writing. Please submit the request to your Branch Manager or department manager. Raises may be made based on the following criteria: dependability, productivity, job understanding, performance, punctuality, cooperation, appearance, positive attitude, number of hours worked and overall commitment.


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Event employees will be evaluated by the event supervisors, the Branch Manager and Assistant Branch Manager. Raises are NOT automatic. To earn a raise, the employee must make himself or herself more valuable to the company.

Overtime There may be times when you will need to work overtime. Although you will be given advance notice when feasible, this is not always possible. Non-exempt employees must have all overtime approved in advance by their immediate supervisor. You will be paid for approved overtime in accordance with the wage and hour laws of your state. In the event you are paid two or more different rates of pay for two or more different kinds of work, for which different straight time hourly rates are paid to you, then you agree by your signature of this handbook, that you will be paid by CSC at the overtime rate established for the type of work you are performing during such overtime hours and NOT on any blended rate based on the two or more pay rates you may receive for different types of work. Only actual hours worked count toward computing weekly overtime. If you have any questions concerning overtime pay, check with your Branch Manager or department manager, your local office payroll department, or the CSC Payroll Manager at (800) 754-5150.

On Call It may be necessary for individuals in certain positions to be available by telephone after hours during the week or on the weekend. Employees who are required to be on call will be compensated in accordance with applicable state and federal wage and hour laws.

BENEFITS AND SPECIAL CIRCUMSTANCES

Health Insurance and the Affordable Care Act Under the Affordable Care Act, company employees who work at least 30 hours per week on average over a twelve-month period from: (1) the date of their anniversary of hire for most employees; or (2) for employees hired before October 1 of 2014, on the one-year anniversary date from October 1 of each year, will be eligible to obtain coverage under the company’s Affordable Care Act complaint medical benefits plan (the “ACA” Plan”). ACA Plan enrollment information, including the name of the insurance carrier providing the ACA Plan, your specific monthly premium cost, and a description of the benefits program for the ACA Plan, will be mailed to you following your applicable anniversary date if you meet the minimum number of hours of work annually to qualify. Enrollment forms must be


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submitted by eligible employees to the CSC Payroll Department no later than the effective date of enrollment which is the first of each month following the 60th day from your applicable anniversary date where you met the minimum eligibility requirements for that year. Not all employees will work the number of hours of work required to become eligible for coverage under the ACA Plan. Each employee must also meet the eligibility requirements again each year in order to be eligible for, or to continue to be covered under, the ACA Plan. Coverage under the ACA Plan in one year does not ensure coverage in any subsequent year. Additionally, on August 1 of each year the company may make changes, in its sole discretion, to the medical benefits offered under, insurance carrier for and costs of the ACA Plan for the one-year period from August 1 to July 31 of the following year. For more information contact your branch office or the Corporate Payroll Manager at 800-754-5150.

Vacation and Sick Leave Unlicensed Event Staff, Licensed Event Staff, and Event Staff Supervisors are not entitled to paid vacation time or sick time unless required by specific Federal, state or local requirements. If there are none are available in the employee’s location of employment or residence, or other applicable qualifying area, no vacation or sick leave will be available to the employee. Some states and localities require vacation and sick time as follows, although the benefits available may be changed from time to time by the authorizing authority and CSC will adopt the most current vacation and sick leave benefits then available in each location:

Paid Sick Leave (California) Unless exempt, California employees are entitled to minimum requirements for paid sick leave under state law which provides that an employee: May accrue paid sick leave and may request and use up to 3 days or 24 hours of accrued paid sick leave per year: May not be terminated or retaliated against for using or requesting the use of accrued paid sick leave; and Has the right to file a complaint against an employer who retaliates or discriminates against an employee for: 1. Requesting or using accrued sick days; 2. Attempting to exercise the right to use accrued paid sick days;


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3. Filing a complaint or alleging a violation of Article 1.5 section 245 et seq. of the California Labor Code; 4. Cooperating in an investigation or prosecution of an alleged violation of this Article or opposing any policy or practice or act that is prohibited by Article 1.5 section 245 et seq. of the California Labor Code. California employees will accrue paid sick leave only pursuant to the minimum requirements stated in Labor Code 245 et seq. with no other employer policy providing additional or different terms for accrual and use of paid sick leave

Paid Sick Leave (Los Angeles, CA) Beginning July 1, 2016 employers with 26 or more employees who work two or more hours a week, or 30 days or more in a one year period in the City of Los Angeles must provide 1 hour of sick leave for every thirty hours worked by an employee in the City of Los Angeles, CA, up to a maximum of 48 hours per year, and carried over year to year up to a maximum of 72 accrued but unused paid sick leave hours. Employees begin accruing paid sick leave starting on July 1, 2016 or their first day of employment, whichever is later. Employees may begin using on July 1, 2016 or after their 90th day of beginning their employment, whichever is later. Employees will accrue up to a maximum of 48 hours of sick leave in a year, which may be carried over year to year for any accrued but unused sick time up to a maximum of 72 hours. Paid Sick Leave (Oakland, CA) Employers with 10 or more employees accrue 1 hours for every 30 hours worked up to 72 hours a year, following 90 days of employment. Paid Sick Leave (San Diego, CA) Employees who work at least two or more hours annually in the City of San Diego shall earn 1 hour of sick leave for every thirty hours worked by an employee in the City of San Diego, CA. Employees can earn and use up to a maximum of 40 hours per year, and unused but accrued paid sick leave may be carried over year to year up to a maximum of 80 hours. Employees begin accruing paid sick leave, if already employed when the ordinance was enacted, starting on July 11, 2016, the date of the ordinance, or for employees hired thereafter following their 91st day of employment. The employer may pay out earned sick time in each pay period in lieu of accruing annual totals.

Paid Sick Leave (San Francisco, CA) Employers with 10 or more employees accrue 1 hours for every 30 hours worked up to 72 hours a year, following 90 days of employment. Paid Sick Leave (Connecticut) Employers with 50 or more employees accrue 1 hours for every 40 hours worked up to 40 hours a year.


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Paid Sick Leave (Massachusetts) Employers with 11 or more employees accrue 1 hours for every 30 hours worked up to 40 hours a year.

Paid Sick Leave (Washington D.C) Employers with 100 or more employees accrue 1 hours for every 37 hours worked up to 56 hours a year, following 90 days of employment.

Paid Sick Leave (Seattle) Employers with 250 or more employees accrue 1 hours for every 30 hours worked up to 72 hours a year, following 180 days of employment.

Paid Sick Leave (New York City) Employers with five or more employees who are hired to work more than 80 hours a calendar year in New York City must provide sick leave. These employers must provide up to 40 hours of sick leave every calendar year at the rate of one hour of sick leave for every 30 hours worked, following 120 days of employment.

Paid Sick Leave (Philadelphia) Employers with 10 or more employees must provide up to 40 hours of sick leave every calendar year at the rate of one hour of sick leave for every 40 hours worked, following 90 days of employment.

401(k) Qualified Retirement Plan CSC provides eligible employees with a 401(k) Qualified Retirement plan, for long-term savings for retirement. The company's contribution, if any, is determined on an annual basis. To be eligible to enroll in this plan, you must meet all criteria as set forth in the plan documents. You can obtain a copy of the Summary Plan Description, which contains the details of the plan including eligibility and benefit provisions, from your Branch Manager or Human Resources Manager (where applicable), or the CSC Payroll Manager. In the event of any conflict in the description of any plan between this Employee Handbook and the plan documents, the official plan documents, which are available for your review, shall govern. If you have any questions regarding this plan, contact the plan administrator. It is your responsibility to review the plan documents for changes in the plan, which may occur periodically.

Employee Stock Ownership Program (ESOP) CSC has established an Employee Stock Ownership Program (ESOP) for eligible employees. The company's contribution is determined on an annual basis. To be eligible to enroll in this plan, you must meet all criteria as set forth in the plan documents. You can obtain a copy of the Summary Plan Description, which


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contains the details of the plan including eligibility and benefit provisions, from your Branch Manager or Human Resources Manager (where applicable), or the CSC Human Resources Director. In the event of any conflict in the description of any plan between this Employee Handbook and the plan documents, the official plan documents, which are available for your review, shall govern. If you have any questions regarding this plan, contact the plan administrator. It is your responsibility to review the plan documents for changes in the plan, which may occur periodically.

Family Military Leave An employee who works an average of 20 or more hours per week whose spouse is a member of the Armed Forces, National Guard or Reserves that has been deployed during a period of military conflict is eligible to receive up to 10 unpaid days off when their spouse is on leave from military deployment. You must provide your Branch Manager (or department manager where applicable) with notice of your intention to take leave within two business days of receiving official notice that your spouse will be on leave from deployment. Employees taking family military leave must also provide the company with written documentation certifying their spouse will be on leave from deployment. Indiana employees only. Eligible employees who are the spouse, parent, grandparent, or sibling of a person who is ordered to active duty for military service for a period longer than 89 days may take up to 10 working days of unpaid family military leave. Such leave may be taken during the 30 days before active duty orders are in effect, during a period in which the person ordered to active duty is on leave while active duty orders are in effect, or during the 30 days after the active duty orders are terminated. To be eligible for family military leave, employees must have been employed by CSC for 12 months and worked 1,500 hours during the 12-month period immediately preceding the start of the leave.

Emergency Civil Air Patrol Leave (Indiana) If you are a member of the Indiana wing of the Civil Air Patrol, you will not be disciplined for absences from work if you have notified your Branch Manager or department manager in writing that you are a member of the Civil Air Patrol. The time off will be unpaid. In the event that you have already reported for work on the day of the emergency service operation, you must secure authorization from your Branch Manager or department manager to leave work before leaving to engage in the emergency service operation. You must also present a written statement to your Branch Manager or department manager from the commander or other officer in charge of the Civil Air Patrol indicating that you were engaged in an emergency service operation at the time of your absence from work.


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Domestic Violence Leave CSC will not discriminate against employees who are victims of domestic violence or sexual assault for taking time off from work to obtain or attempt to obtain any relief, including but not limited to, a temporary restraining order, restraining order, or other injunctive relief to help ensure the health, safety, or welfare of a victim or his or her child. The company will also not discriminate against an employee who is a victim of domestic violence or sexual assault for taking time off from work to seek medical attention for injuries caused by such domestic violence or sexual assault, to obtain services from a domestic violence or sexual assault program, to obtain psychological counseling related to the domestic violence or sexual assault, or to participate in actions to increase safety from future domestic violence or sexual assault, including temporary or permanent relocation. Affected employees must give their Branch Manager reasonable notice that they are required to be absent for a purpose stated above, except for unscheduled or emergency court appearances or other emergency circumstances. In such a case, CSC will take no action against affected employees if, within a reasonable time after the appearance, they provide their Branch Manager with documentary evidence that their absence was required for any of the above reasons. Information an employee provides to CSC in order to request leave will be kept confidential unless disclosure is otherwise required by federal or state laws, or an affected employee requests or consents in writing to disclosure. This leave will be unpaid for Unlicensed Event Staff, Licensed Event Staff and Event Staff Supervisors.

Victims of Felony Crimes Leave (California) CSC will grant reasonable and necessary leave from work without pay, to California employees who are victims, or whose spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, stepfather, registered domestic partner, or child of a registered domestic partner is a victim of a violent or serious felony or felonious theft or embezzlement, for the purposes of attending legal proceedings related to the crime. This leave will be unpaid for Unlicensed Event Staff, Licensed Event Staff and Event Staff Supervisors. When feasible, affected employees must provide the company with advance notice of the employee's need for leave, including a copy of the notice of the scheduled proceeding. If advance notice is not feasible, affected employees must provide documentation evidencing the legal proceeding requiring the employee's absence within a reasonable time after leave is taken.


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Bone Marrow / Organ Donation Leave (CA and NY) California: If you choose to donate an organ, you are eligible to receive up to thirty (30) workdays of unpaid leave in any 12-month period. Should you donate bone marrow, you are eligible to receive up to five (5) workdays of unpaid leave in a 12-month period. These leaves may be taken concurrently with a leave covered by the Family Medical Leave Act. New York: If you work an average of 20 hours or more each week, you are eligible to receive up to 24 hours of unpaid leave to donate bone marrow. Please provide your Branch Manager or department manager with written verification from a physician. The verification must state the purpose and length of your leave.

Pregnancy Leave (California) All female employees are eligible for an unpaid disability leave due to pregnancy, childbirth or related medical condition for up to four months. You may also be eligible to transfer to a less strenuous or hazardous position/duties if such a transfer is medically advisable and can be reasonably accommodated. Upon return from a covered pregnancy disability leave, you will be restored to the same position, or to an available comparable position in accordance with state law. You must give at least 30 days’ advance notice if your need for pregnancy-related disability leave or transfer is foreseeable; otherwise please give notice of your need for leave or transfer as soon as is practical. Pregnancy Leave (Connecticut) Pregnant employees are granted a reasonable leave of absence due to a pregnancy-related disability. An employee returning from maternity leave will be reinstated to her original position with the same pay and other benefits (if applicable) unless CSC’s business circumstances have changed making reinstatement impossible or unreasonable. If you are pregnant and reasonably believe that continuing to work in your present position may cause injury to you or your fetus, you may request a temporary transfer to another position. You must first give your Branch Manager or department manager written notice of your pregnancy and request for transfer. CSC will make a reasonable effort to accommodate your request and transfer you to a suitable position if one is available. You may appeal the transfer to the Connecticut Human Rights and Opportunities Commission. The above leaves may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.


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Family and Medical Leave Laws Federal Family and Medical Leave Act (FMLA) Federal law allows eligible employees to take up to 12 weeks of unpaid family/medical leave within a 12-month period and be restored to the same or an equivalent position upon their return to work. Under both sets of laws, to be eligible you must satisfy both of the following conditions:

1. Worked for CSC for at least 12 months and for at least 1,250 hours in the past 12 months; and

2. At the time leave is requested either: (a) worked at a worksite with 50

or more employees, or (b) worked at a site with less than 50 employees if 50 or more employees are employed within 75 miles of that worksite.

You may request leave for a variety of reasons, such as to care for your newly born child or a child newly placed with you for adoption or foster care; your spouse, child or parent with a serious health condition; or for yourself, if you have a serious health condition that leaves you unable to perform an essential function of your position. Additionally, if there is an emergency involving your spouse, son or daughter if they are on active duty or about to go on active duty in the Armed Forces, (including National Guard or Reserves), or if you are a spouse, son, daughter, parent or next of kin of a seriously injured service member. State Family and Medical Leave Laws In addition to the Federal Family and Medical Leave Act (FMLA), some states have adopted different benefits and requirements, as follows: California – you may request leave to care for a registered domestic partner or that partner’s child, newly born child or child newly placed with the partner for adoption or foster care. Connecticut – you must have worked for CSC at least 12 consecutive months and at least 1,000 hours in the 12-month period preceding the first day of leave to be eligible to take up to 16 weeks of unpaid family and medical leave in any two-year period. This leave may be taken for the birth, adoption or placement of a child for foster care, the serious health condition of you, your child or your spouse (including parties to a civil union), or your parent or in order to serve as an organ or bone marrow donor. Except in the case of medical emergency, provide at least 30 days’ advance notice of the date you expect to start your leave and the estimated duration of the leave. Also, provide medical certification from your health care provider documenting your need for leave and stating the expected date of your return to work.


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Consistent with applicable law and/or our business conditions, you will be returned to the same or equivalent position held prior to your leave. This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law. District of Columbia – you must have worked for CSC continuously for one year and for at least 1,000 hours during the 12-month period immediately preceding the request for family or medical leave to be eligible for up to 16 workweeks of unpaid family leave and 16 workweeks of unpaid medical leave within a 24-month period. Family leave may be used for the birth of a child of the employee, placement of a child with the employee for adoption or foster care, placement of a child with the employee for whom the employee permanently assumes responsibility or for the care of a family member who has a serious health condition. The entitlement to family leave expires 12 months after the birth or placement of the child. If your Branch Manager agrees, family leave may be taken on a reduced leave schedule, during which time the 16 workweeks of family leave may be taken over a period not to exceed 24 consecutive workweeks. The leave may be taken intermittently for the care of a family member who is seriously ill over the 24-month period when medically necessary. If you become unable to perform the functions of your position(s), you shall be entitled to medical leave for that time; however, the leave shall not exceed 16 workweeks during any 24-month period. This leave may be taken intermittently when medically necessary. You are entitled to return to your previous or an equivalent position, unless during such leave CSC has experienced a reduction in force or layoff and you would have lost your position had you not been on a family or medical leave. This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law. Massachusetts – you must meet the same eligibility requirements as FMLA, but you may also take up to 24 work hours during any 12-month period for these situations: 1) participate in school activities directly related to your child’s educational advancement; 2) accompany your children to routine medical/dental appointments; or 3) accompany relatives who are at least 60 years of age to routine medical/dental appointments or to appointments for other professional services related to the relative’s care. Requesting Leave If you feel that you have a need to request family/medical leave under either Federal or any applicable state laws, or if you have any questions about these laws, contact your Branch Manager or department manager. The information in


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this Handbook is only a very brief summary of the rights and responsibilities under these laws. A request for leave should be made 30 days in advance, if possible, or as soon as is practicable (within 1 or 2 business days of learning about your need for leave). Medical certification may be required.

Paid Family Leave Insurance (California) Eligible California employees can receive a portion of their wages for up to a maximum of six weeks for the following reasons:

• To bond with a new child after birth or placement for adoption or foster care;

• To care for a serious health condition of an employee's child, parent, spouse, or registered domestic partner.

The Paid Family Leave Act provides benefits based on past quarter earnings for up to six weeks in a 12-month period. The cost of the insurance is fully paid by the employee through California’s State Disability Insurance payroll deduction. The 12-month period begins on the first day an employee submits a claim. To be eligible for benefits, employees may be required to provide medical and/or other information that supports a claim for time off to bond with a new child or to care for a child, parent, spouse or registered domestic partner with a serious health condition. In addition, there is a seven-calendar-day waiting period before benefits begin. You are responsible for filing your claim for family leave insurance benefits and other forms promptly and accurately with the California Employment Development Department. A claim form may be obtained from the Employment Development Department by telephone, letter, the Internet or in person. All eligibility and benefit determinations are made by the Employment Development Department. You may not be eligible for Paid Family Leave benefits if you are receiving State Disability Insurance, Unemployment Compensation Insurance or Workers’ Compensation benefits. The Paid Family Leave Act does not provide a right to leave, job protection or return to work rights. Further, this policy does not provide additional time off; rather, family leave insurance may provide compensation during an approved leave pursuant to the California Family Rights Act, the Federal Family and Medical Leave Act or any company provided leave.

State Disability Insurance (California) You may be eligible for disability insurance benefits when an illness, injury or pregnancy-related disability prevents you from working and you meet all the eligibility requirements specified by law. The benefits are calculated as a percentage of your wages earned, up to a weekly maximum as specified by law, for up to 52 weeks.


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You are responsible for filing your claim and other forms promptly and accurately with the California Employment Development Department. A claim form may be obtained from the Employment Development Department. The cost of this insurance is fully paid by the employee.

Short-Term Disability Insurance (New York) You may be eligible for short-term disability insurance after four consecutive weeks of full-time employment or 25 days of regular part-time employment in accordance with state law. This insurance is designed to provide income for you when you are absent from work for more than seven calendar days due to non-occupational illness, injury or pregnancy-related disability. The benefits are calculated as a percentage of your salary up to a maximum each week, as specified by law, for up to 26 weeks. The cost of this insurance is shared between the company and the employee. Provide written notice including a doctor’s certificate stating the nature of the disability and your expected date of return to work. Disability insurance information may be obtained from your Branch Manager or department manager.

Rehabilitation Leave Our company is committed to aiding our employees. Any employee who wishes to voluntarily enter and participate in an alcohol and/or drug rehabilitation program may be granted a reasonable accommodation. This accommodation may include time off without pay and/or an adjusted work schedule provided the accommodation does not impose an undue hardship on the company. In general, notify your Branch Manager or department manager of the need for accommodation. CSC shall take reasonable steps to safeguard the privacy of any employee as to the fact that he or she has enrolled in an alcohol or drug rehabilitation program. This policy does not prevent CSC from refusing to hire or disciplining, up to and including discharge, an employee who, because of the current use of alcohol or other controlled substances in violation of company policy, is unable to perform his or her duties or cannot perform the duties in a manner that would not endanger his or her health or safety or the health or safety of others.

General Leave Policy CSC follows all required leave policies in all states and localities in which it conducts business, even if the leave is not specifically referenced in this handbook. Notify your Branch Manager or department supervisor should you need to take a local, state or federally mandated leave. Additionally, all leaves specified in this handbook are subject to the requirements and conditions as set forth in each law enacting them and any amendments thereto are incorporated herein by reference when made.


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YOUR RESPONSIBILITIES AT WORK

Guest and Public Relations Introduction The responsibility for ensuring that guests have a positive entertainment experience rests with all members of the CSC team. We must make every effort to ensure that every “Guest” is taken care of satisfactorily. The public’s image and opinions are formed by our appearance, behavior, and attitude. You are the key to providing service in a caring, professional and knowledgeable manner. Through a commitment to quality guest services, we will create a positive feeling in each Guest. We must all work together to welcome each Guest with the same genuine enthusiasm that we would extend to a friend or family member arriving as a guest to our own home. Your conduct and actions create an image of our organization. We ask your commitment to ensure that this image remains positive and that your conduct at all times reflects professionalism, courtesy and integrity. Answering Questions You will be asked a variety of questions during an event. You will be asked many of the same questions repeatedly. Courtesy and patience are vital in answering each and every person. You may receive an informational handout at the briefing. If you have any questions regarding the handout or information that was provided during the briefing, contact your supervisor. Your supervisor can provide further information and guidance. A greater understanding of your job gives you added confidence in dealing with guests. In turn, guests will react with deeper respect for you and the job you perform. The following guidelines will help you assist guests:

1. Acknowledge a question as soon as possible. Never make a Guest wait for your attention.

2. LISTEN to the Guest’s entire question and make sure you understand it. If you do not know the answer, refer to your written handout or your key location sheet.

3. If you still do not know the answer to a question, ask a fellow Event Staff member or your supervisor. Never tell a Guest “I don’t know.” Tell the Guest “Let me find out for you.”

4. Do not delay the Guest. When appropriate, get the Guest’s seat location and deliver the answer when it is known.

Our posture, gestures and facial expressions all contribute to creating a welcome feeling when conversing with guests and other members of the Guest Services Team. You must present yourself as one who wishes to help others and sincerely


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enjoys serving guests. No factor has greater influence on our ability to successfully interact with people than our own approach and attitude. Code for Quality Guest Services 1. Acknowledge the Guest immediately. 2. Establish eye contact. 3. Give a warm greeting. 4. Make a positive first impression. 5. Address the Guest as “sir” or “ma’am.” 6. Listen to the Guest’s whole story, without interrupting. 7. Never argue with a Guest. 8. Treat guests with dignity and respect. 9. Do not pre-judge guests based upon their appearance. 10. Eliminate all excuses. 11. Do not take things personally. 12. Show a good sense of humor. 13. Little things not only mean a lot, they mean everything. 14. Make a positive last impression.

General Event Staff Guidelines Rules of Conduct 1. Act in a professional manner at all times. 2. No loitering or horseplay. 3. Be visible and alert. If you become aware of potential problems in your

area immediately inform a CSC supervisor, the Command Post or a nearby law enforcement officer.

4. Treat people courteously. Be firm but polite. Never use abusive or profane language.

5. Watching the event is prohibited except to the extent necessary to do the job. Tend to the guests.

6. Stay at your assigned post or assigned area. Never leave your post, unless relieved, responding to an emergency, or as directed by a supervisor.

7. Never go on a break unless you are relieved. If you need a break, inform your supervisor.

8. Take care of all uniforms, materials and/or equipment issued to you and return them to the proper authority when your work is completed.

9. Always wear your identification badge and/or credential if applicable. 10. Always be aware of your immediate work area and the events taking

place in the vicinity. 11. Give only correct information to a Guest. If you are unsure of an answer

to a question or cannot solve a problem, ask another Event Staff member, your supervisor or a law enforcement officer. NEVER let a Guest’s question go unanswered.


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12. Complete an incident report form for any accident or incident that results in an injury property damage. Ask your supervisor for the incident report form if you do not have one. Always turn it in to the event manager before completing your shift

13. Remain calm. Never get into a shouting match with a Guest. If an incident occurs, ask for a supervisor, a Law enforcement officer, or a Team member’s assistance.

14. When a Guest asks for your name, do not get upset. Only give them your first name and/or ID number.

Off Limit Areas Unless you are specifically assigned to an area, the following areas are off limits:

• Any food area (e.g., press dining areas, VIP/Green rooms, luxury suites, etc.)

• Dressing/Locker Rooms

• Press Box Area

• Field of play

• Backstage

• Concert, front stage barricade (if not assigned) Know the Location of These Key Areas

• Box Office

• Media Entrance

• Press Box

• First Aid

• Disabled Entrances

• Will Call Ticket Window

• Guest Services

• Nearest Restrooms

• Nearest Pay phones

• Nearest House phones

• Elevators and escalators Receive and Act Upon All Guest Complaints Respond to all Guest complaints. If possible, resolve their complaints. If you are unable to solve the problem, summon a CSC supervisor or law enforcement officer. Never let the Guest’s problem go unresolved. If it is a venue problem, ask your supervisor to contact the Command Post, which will contact venue management.


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Event Staff and Security Responsibilities The primary responsibility of unlicensed event staff, licensed event staff and supervisors is to ensure that all guests can enjoy safe and secure event while following venue policies. The duties of licensed event staff workers will often overlap those of unlicensed event staff. Follow the duties in your job description:

1. Conduct of contraband searches as directed (only if you are a licensed security worker).

2. Allow entry into the facility only to those with a proper ticket or credential.

3. Unless otherwise instructed by a supervisor or someone in authority, always keep the aisles clear.

4. Do not allow guests to stand on seats or sit on railings. 5. Do not allow guests to throw any type of projectile. 6. Check tickets or passes for correct access. 7. Assist ticket takers and ushers as needed. 8. Never turn your back to the crowd to watch the event. Remember, you

are tending to the event, not attending it! 9. Know emergency response procedures at each job site.

During the course of your work period you will come into contact with a large number of guests. It is your responsibility to see that each Guest is given the service and attention he or she expects. Use of Force Policy CSC’s Use of Force Policy primarily falls into the category of “Hands Off” as it applies to general event staff roles. It is the duty of the staff to use the tools of observation, prevention, and de-escalation without resorting to the use of force. Observation: All staff have the responsibility to observe guest behavior and make a determination on the possibility of the guest actions negatively affecting other guests’ enjoyment of the event, policy infraction, or unlawful acts. Upon determination of one of these behaviors, staff would move to the response stage of “Prevention”. Prevention: Prevention may simply consist of educating or notifying the guest that their actions are unacceptable and advising the guest of the potential consequences. The primary purpose would be to ask the guest for compliance and thereby prohibit further acts and/or conflict with another guest. Many times, your presence and communication will be sufficient to modify the unacceptable behavior. In the case of an unlawful act, staff would immediately report the situation to their supervisor, the command post, or law enforcement to initiate a response from a sworn officer(s). De-escalation: De-escalation techniques would be deployed by staff when guests responds negatively or gives an emotionally charged response to being asked for policy compliance. The purpose would be to dial down the emotions of the participants to effectively communicate and resolve the issue.


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Verbal abuse is never a justification for the use of force. Notwithstanding the above: This policy does not take away the right of self-defense from CSC staff. Anyone may use reasonable force to defend themselves or others present from immediate harm. CSC staff may sometimes need to physically separate or escort subjects who have violated venue policy. This is to be done while exercising the minimum physical contact necessary to maintain control of subjects until law enforcement arrives. Regardless of the circumstances, CSC staff are never authorized to utilize offensive actions or make excessive physical contact. Examples of prohibited actions may include, but is not limited striking, choking, tackling or making or using unnecessarily excessive physical contact or force in a given situation. Use only the minimum amount of force necessary to control the situation. This means only the amount of force necessary to prevent the Guest from injuring other Guest(s), himself/herself or you. You may also use the amount of force reasonably necessary to stop an unlawful situation. Examples of situations wherein reasonable force might be appropriate:

1. To prevent physical injury to others, the subject, or you. 2. To prevent a subject from fleeing (e.g., field incursion or other such

disturbance). 3. To control a combative subject (e.g., subject fleeing or fighting with

another Guest). The use of any force should only be a last resort and as a reaction to a situation or a subject’s actions. CSC employees must follow these guidelines at all times. Verbal abuse is never cause for using force. The use of force beyond the minimum force necessary may subject you, as an employee, to criminal arrest, the possibility of being sued in a civil court, as well as discipline by CSC Management, which may include termination. An incident report must be completed at any time that force is used by a CSC employee or guest. Communicate promptly and efficiently with the Command Post and law enforcement on any use of force incidents. Always complete an incident report whenever any force is used.


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When Use of Force is required:

1. Is the action reasonable and necessary? 2. Reasonable force = matching force 3. Use of force must stop when resistance stops 4. A consensual eviction does not justify the use of force 5. You are criminally and civilly liable for an excessive use of force 6. All incidents concerning use of force application must be documented

with an incident report 7. CSC does not utilize restraints, chemical agents, batons, or firearms

Working with Law Enforcement It is important to work with the law enforcement officers deployed in your area. Whenever the law enforcement officers are responding to a problem in your area, let them know what the problem is and who is involved. If the officers are responding to an incident in progress, you should do the following:

1. Keep the area clear of all people not directly involved. 2. Clear all tunnels and aisles where applicable. 3. Create and hold a perimeter for the officers to work within. Face out

from the incident to watch other guests. Watch the actions and behavior of the surrounding crowd to provide a safe area for the law enforcement officers to work in.

4, Allow only law enforcement or medical personnel within your perimeter.

Responding to Problems Be alert. Look for problems and unruly behavior in your area. If you spot a problem area, report it to a CSC supervisor or a law enforcement officer, then fully complete an Incident Report form and give it to your supervisor. Your supervisor (or law enforcement officer) should immediately notify the public safety Command Post. The Command Post will oversee the response to the problem and will call for additional help if necessary. 1. Altercations (Verbal or Physical): First notify your supervisor or a

law enforcement officer if possible. They will notify the Command Post. If you feel comfortable, respond to the situation, by going to the location of the altercation and providing help as needed. Separate the participants as quickly as possible. If force is needed, use the minimum amount of force necessary to restrain the participants. Try not to injure bystanders that are seated in the area. A supervisor or a law enforcement officer will determine the handling of the combatants.

2. Guests not following venue rules: Inform the Guest of the rule and ask him or her to comply. If he or she refuses, notify a supervisor or


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law enforcement officer of the situation and await direction. If the supervisor is unsure of the proper response, he or she will contact the Command Post.

3. Medical Emergency: Go to the problem. Determine the nature of the injury. Contact the Command Post for medical assistance as quickly as possible. Stay with the victim. Keep other guests away from the injured person. Give the Command Post as clear a description of the medical problem as possible and the exact location of the problem. (Give exact section, row, and seat or landmarks in the venue which will help paramedics find the location.)

4. Safety Hazard: Report all safety hazards to a supervisor immediately. He or she will relay them to the Command Post. The Command Post will dispatch the proper venue staff to resolve the problem. Examples of safety hazard are pools of liquid in the walkways, broken seats or railings, or exposed electrical wires. If possible, stay at the hazard and direct guests away from it. Do not try to fix the hazard yourself.

5. Guest Complaints: Report all Guest complaints to your supervisor. They will give instructions on how to remedy the situation or tell you where to send the Guest. If a Guest accuses another Guest of a policy violation, approach the subject and inform him or her of the issue, then remain in the area to ensure that the violation does not recur. If you did not actually see the violation and there is no other evidence of the complaint, a Guest should not be evicted on another Guest’s complaint. If you are not sure of how to deal with the situation, get your supervisor and/or contact the Command Post for guidance.

6. Potential Problems: Notify a supervisor or a law enforcement officer of potential problems in your area. This enables the Command Post to monitor the situation and respond to the area before the situation escalates.

7. Reporting: All altercations, incidents, medical problems or injuries must be documented on an Incident Report form before you sign out from the event. If you complete an “Incident Field Report Card” for an incident, you must still complete a full Incident Report form prior to signing out from the event. The report should be given to your supervisor and signed and dated by you. Make sure you have completed it thoroughly with all available information and obtain all witness statements which can support your report. This will enable us to recall the circumstances later if issues are raised. It also protects the employee and the company from accusations after the event. Failure to follow this procedure will lead to disciplinary action including possible separation from the company.

Know 4 key points of Emergency Evacuation:

1. Know primary exit 2. Know secondary exit 3. Maintain clear exit paths at all times 4. Direct persons away from source of emergency


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Post 9/11 Issues ISAR GAMMA All CSC employees are expected to follow the ISAR GAMMA guidelines for identifying potential acts of terrorism and suspicious behavior:

Incident and Suspicious Activity Reporting

8 Signs of Terrorism:

1. Surveillance (Are they taking photos or making drawings?)

2. Elicitation (Unusual questions about security procedures or workforce?)

3. Test of security (Observing your reaction time to an incident)

4. Acquiring supplies (Unusual purchases with cash) 5. Suspicious people (People in places not considered

routine) 6. Rehearsals (Same people observing at multiple

emergency locations) 7. Deploying assets (People moving or positioning

unusual supplies/materials) 8. Counter-surveillance (Observe and report who is

watching you) GAMMA Methods Identifying Suspicious Behavior:

• Identify suspicious activity, evaluate: – Groupings – Articles – Mood – Movement – Attire

• Screen for intent (personal interaction) • Refer to law enforcement

Additionally, for specific threats the following procedures must be followed: 1. Potential Vehicle Bomb a. Indicators. Vehicles exhibiting one or more of the following

characteristics must be considered a potential threat. Conditions to look for include but are not limited to:


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• Vehicles that look heavy or overloaded. Vehicles that are riding low on springs with tires that seem overloaded and flattened. Vehicles that make turns slowly and lean while turning.

• Vehicles dripping fluid from the rear or cargo area.

• Vehicles that appear to be powered by quiet gas engines and smell like diesel fuel.

• Vehicles with odor of diesel fuel or fertilizer.

• Vehicles with no license plate tag(s), ICC registration or other registration.

• Driver of vehicle with no driver’s license.

• Vehicles operating or parked in an area that, if the vehicle contained explosives or an assault team, might prove to be a threat.

• People exiting suspect vehicle and moving away from the venue, especially after being challenged.

b. Actions

• Report the situation immediately to a law enforcement officer or CSC supervisor. If a supervisor or law enforcement officer is not available report to the next person of authority. If no one is available, call 911.

• Continue to observe from a safe distance and do not further confront any suspects.

• If observations yield additional cause for alarm, report same to supervisor and prepare to assist in moving adjacent people 300 feet from the suspect area. Find hard cover if possible, such as a large truck.

• When reporting, do not use words like “bomb” or “explosive device.”

• If asked, advise people that suspect vehicle may contain hazardous material that may cause harm to those in close proximity.

• Complete an Incident Report Form. 2. Suspect Package Indicators. Packages with one or more of the following traits must be considered a potential threat. Conditions to look for include but are not limited to:

• Unattended packages, bags or backpacks.


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• Individuals who put packages down and walk away.

• Appearance of batteries and wires.

• Packages that seem to be aimed at an area. b. Actions

• Report the situation immediately to a law enforcement officer or CSC supervisor. If a supervisor or law enforcement officer is not available report the situation to the next person of authority. If no one is available, call 911.

• Continue to observe from a safe distance and do no confront any suspects.

• If observations yield additional cause for alarm, report same to supervisor and prepare to assist in moving adjacent people 300 feet from the suspect area. Find hard cover if possible, such as a large truck.

• When reporting, do not use words like “bomb” or “explosive device.”

• If asked, advise people that suspect package may contain hazardous material that may cause harm to those in close proximity.

• Complete an Incident Report Form. 3. Possible Chemical/Biological Agent Attack

a. Indicators. If any of the following indicators exist, they must be considered a potential threat. Conditions to look for include but are not limited to:

• Any abandoned package that appears to be leaking.

• Any abandoned zip-loc bags, jars, bottles or spray containers discarded in a position where gas could descend on patrons below (e.g. on ramp ledge outside of a trash container, etc.).

• Unusual spills, clouds of gas or odors. Be aware that most agents are colorless and odorless.

b. Actions

• Report the situation immediately to a law enforcement officer or CSC supervisor. If a supervisor or law enforcement officer is not available report the situation to the next person of authority. If no one is available, call 911.


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• Do not further examine the package. Continue to observe from a safe distance (300 yards).

• If observations yield additional cause for alarm, report same to supervisor and prepare to assist in moving adjacent people 300 feet from the suspect area. Find hard cover if possible. An example would be a large truck.

• When reporting, do not use words like “chemical” or “biological attack.”


• Complete an Incident Report Form. c. Post-release Indicators. Any of the following symptoms exhibited by a

large number of people must be considered a potential threat. What to look for: unusual symptoms displayed by a victim/witness or a large number of people. These symptoms may include coughing, choking, headaches, suspected heart attack, tightening in chest, drooling, twitching and convulsions.

d. Post-release Actions

• Do not enter the containing area or administer first aid.

• Evacuate yourself upwind and well away from the situation. Report the situation immediately to a law enforcement officer or CSC supervisor. If a supervisor or law enforcement officer is not available report the situation to the next person of authority. If no one is available, call 911.

• Check for secondary devices.

• Upon order, prepare to assist in moving adjacent people 500 feet upwind and if possible uphill from the situation.

• When reporting, do not use words like “chemical” or “biological attack.”


• Complete an Incident Report Form.

Blood or Bodily Fluids If there are blood or bodily fluids present or there is the potential to come into contact with another person’s blood or bodily fluids, take precautions to protect your skin and body passages to avoid contact. If you are forced to come into


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contact with these fluids, use protective gloves. If you come into contact with such fluids notify your supervisor and ask to go to first aid and to receive medical treatment. You should be checked medically to ensure you have not been contaminated or infected. Complete and incident report form and submit it detailing the incident.

Incident Report Standards

1. A CSC Incident Report Form must be fully completed when an employee of the company is involved in any situation. This includes employee injuries, fights, ejections, altercations and property damage of any kind.

2. Incident Reports must be completed at the time of occurrence and must be signed and dated by the employee completing it. ALWAYS print your name on the form in the space by your signature so you can be identified by CSC management later if needed. Not all signatures are readable.

3. All Incident Reports must be on the CSC approved form. 4. Only facts should be expressed in any narrative sections of the Incident

Report. Personal opinions of CSC employees must not be expressed in the Incident Report.

5. Incident reports should include a description of what occurred, who was involved, what actually happened, where the incident took place, and when the incident occurred. Take down all witness names and contact information.

6. The Incident Report writer is responsible to see that all completed Incident Reports are fully completed, accurate, signed with the printed name of the reporting employee and dated. The completed report forms then must be delivered to the CSC sign-in area or administrative office at the event before the end of your shift. Notify your supervisor that you need to or have completed an incident report and what it concerned before you leave.

7. It will be the responsibility of the Event Manager to review each Incident Report for accuracy and completeness at the end of each event. The Event Manager must approve all incident reports at the end of the event at which they were written and prior to the Incident Report writer leaving their shift.

8. It will be the responsibility of the Incident Report writer or the Branch Manager to investigate and gather any missing or incomplete information.

9. Incident Reports are the CONFIDENTIAL INFORMATION AND LEGAL WORK PRODUCT OF THE COMPANY AND ARE PREPARED IN ANTICIPATION OF POTENTIAL LITIGATION. No copies of these reports will be made or distributed to any third party outside the company without the permission of the company’s General Counsel.


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10. The original Incident Report will be filed at the branch office in the event file folder. These reports should only be given to CSC management. This protects the employee, the client and CSC.

11. An Incident Report containing information that may develop into possible future litigation will be forwarded by the Branch Manager: one copy to the branch’s Regional Office and a second copy to the company’s corporate office, attention General Counsel.

12. Failure of any person to follow any of the above procedures is grounds for disciplinary action, including possible separation from the company

Attendance and Punctuality Although absences from work can be expected to happen during an employee’s work year, employees are required to report the absence as soon as possible. If you are unable to come to work due to illness or compelling personal emergency, you must telephone the office as close to the beginning of your scheduled work day as possible, but in no case later than two (2) hours after the beginning of your normal work day. When you call in, you are expected to speak directly to your supervisor and be prepared to explain the reason for your absence. Leaving a message with one of your co-workers or the receptionist is not acceptable. You must report to your supervisor or other management personnel. Personal issues requiring time away from your work, such as doctor’s appointments or other matters, should be scheduled during your nonworking hours if possible. If you are a full-time employee and are absent for three days without notifying the company, you will be removed from the payroll system and noted therein as a “Quit” employee. Once you have become a “Quit” employee, you will need to reapply for a position with CSC, resign all employment forms and will be subject to the 90-day evaluation period again. If you are an unlicensed event staff, licensed event staff or event staff supervisor employee who has not scheduled for over six (6) months, you will be noted as an “inactive” employee. Once you have become an “inactive” employee, you will need to contact your branch office to reactivate your employment which may require you to complete additional job roles training. If you are an unlicensed event staff, licensed event staff or event staff supervisor employee who has not scheduled for over twelve (12) months, it is assumed that you have voluntarily abandoned and resigned your position with the company. You will be removed from the payroll system and noted therein as a “Quit” employee. Once you have become a “Quit” employee, you will need to reapply for a position with CSC, re-sign all employment forms and will be subject to the 90-day evaluation period again. If you intend to voluntarily resign, please notify your branch Office in writing so you will be removed from company systems notifying you of future work opportunities and other notifications.


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Each employee’s position has been developed to play an important part in the Company’s business execution process. We need you to contribute your part at all times to help in the overall performance of the Company. If you become ill while at work, speak to your supervisor immediately.

Event Scheduling You are responsible for scheduling for work when you want to work and when work is available, through your branch office, or, if available, on the Employee Self-Scheduling system. When you are scheduled, please write down the jobs that you are scheduled to work including the date, time and location or print out a report from the Employee Self-Scheduling System if available. Also note any parking instructions, special instructions, or directions for the job. If you are unsure about your assignment, refer to this handbook or call your CSC branch office for additional information. PLEASE DO NOT SCHEDULE FOR ANY EVENTS IF YOU ARE UNSURE OF YOUR AVAILABILITY TO WORK. FAILURE TO REPORT FOR WORK AT AN EVENT (A “NO SHOW”) WHERE YOU HAVE BEEN SCHEDULED, WILL RESULT IN A SUSPENSION AND POSSIBLE SEPARATION FROM EMPLOYMENT WITH CSC. All events are scheduled on a first come, first serve basis. This applies to supervisors as well as regular employees. If the telephone lines are busy, keep trying! If we put you on hold, please be patient. The process will go more quickly if you know your availability, your employee ID number, and have a pen and paper ready to take down your schedule.

Cancellations Any cancellations must be done at least 24 hours prior to your call time in order for you to be excused and so that someone else can be scheduled to fill that spot. Employees who chronically cancel assignments will be deemed “unreliable” and may be suspended or discharged. Even if you cannot give 24 hours’ notice, you need to give as much lead time as possible to cancel for the event. Contact the scheduling office and inform a scheduler in order to avoid a “No Show”.

Start Time At the time an employee is scheduled for work, the employee is given a start time. All employees are required to be at the event location at their start time. It is up to you to arrive at the venue and to be in proper uniform and signed in for work by the start time you are given at your time of scheduling. You must be signed in and be ready to work by the start time or you may be disciplined for being late to work. If you arrive prior to the start time and sign in you may do as you wish, including leaving the sign-in area provided you do not disrupt ongoing operations and provided you are present at the sign-in area at the start time to be briefed and deployed to your post. Employees may not show up excessively early before their start time and should not loiter around the sign in area. Do not come to the work and the sign in area until near your start time. If you are asked to begin duty prior


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to your assigned start time due to the needs of the event, you will be signed in and begin being paid at the time you begin duty. Start times vary for each event. Always write down the dates, venue location and start times for which you have been scheduled. ALWAYS CALL if you are unsure of a start time. If you come late (after your start time), it is possible you may be turned away. If you are turned away, it will be noted in your file as a “Late Show” and you may be suspended, and/or further disciplinary action may be administered, including separation from the company, depending on your personal disciplinary record. If you do not call in at least 24 hours prior to an event and do not show up for work without a valid medical or other excuse, or report to work late (after your start time) or fail to otherwise receive prior approval from Branch Management for your failure to report to work, you will be suspended for a set period of time. No new work will be assigned to you until your status has been reviewed. There may be a valid reason for not showing up to work, but there is no reason for not calling and notifying the company that you will be unable to work as scheduled. One no show may result in disciplinary action up to and including termination. You are expected to leave home in time to get to the venue and sign-in by your start time. Employee Entrances and Exits at Venues Always use the employee entrances and exits designated for each venue. Failure to use these entrances and exits may result in your suspension and/or termination. Only small purses and fanny-packs are allowed in the venues. Depending on the venue, you will be required to check the purse/fanny-pack at the event sign-in area or return it to your vehicle. For security reasons, all bags and staff will be searched. CSC will not be responsible for valuables brought to the venue or left in cars at the venue and will not “check” large bags.

Event Sign-In Each venue has a specific area for employees to sign in. The sign-in area at events is where employees will sign-in and out and receive their uniforms. It is the employee’s responsibility to make sure that he or she is properly signed in and signed out for an event. If this is not done properly, there is no record of the employee being at the event and the company will assume the employee did not work the event unless other evidence indicates otherwise. This may result in a payroll problem. Any employee that does not properly sign-in and out at events may be sent home and may be subject to further discipline or separated from the company. If any employee is late for work (reports after that reporting time), and the job is filled with the required number of people, the employee will not be signed in. If the job is not filled, it will be the option of the event supervisor whether or not to use that employee.


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Calling In Hours Worked In some instances (small 1 or 2 person jobs) you may be required to call in your hours if there is not a sign in sheet. These hours must be called in no later than the following day. Failure to do so may result in those hours not being included until your next paycheck is processed.

Event Sign-Out Sign out is usually done where sign-in occurs. If you are unsure, ask your supervisor. It is your responsibility to make sure you are properly signed out. Failure to do so may affect your being paid in a timely manner. You must make sure to turn in all uniforms and equipment issued to you at the end of the event. You are also required to leave the venue upon sign out.

Meal and Rest Time The Company will comply with all applicable federal and state laws, guidelines, and/or regulations regarding meal and rest breaks. The Company expects any employee entitled to a rest or meal break to take such a break and no CSC employee has the authority to prevent another CSC employee from taking a break entitled to him/her. During any such required break, the employee shall be fully relieved of duties for the duration of the break. If circumstances dictate that your meal or rest break is shortened, you are not completely relieved of your duties, or you are otherwise interrupted by work, it is your responsibility to ensure that your time entry reflects that you did not get a break, and you will be credited for working the entire break time. If an employee believes he or she has not been allowed to take a break for which he or she is entitled to by local, state, or federal law, the employee is directed to promptly report it to the CSC Legal Department at (800) 754-5150. All employees must sign in and out on the proper CSC meal and rest break form each time they take a meal or rest break. Your supervisor should have this form with them when they relieve you for a break. The following general meal and rest break policy applies to all employees, except employees who work in the state of New York and California whose meal and rest break policies are set forth further below, or unless another state law contradicts it in which case applicable state law will be followed. Meal Breaks Except for certain exempt employees, all employees who work five or more hours in a day are required to take a 30-minute unpaid duty-free meal period prior to the end of their fifth hour of work unless the employee elects to waive the meal period as described below. An employee who works over ten hours in a day is required to take a second 30-minute unpaid duty-free meal period prior to the end of their tenth hour of work unless the employee elects to waive the second meal period as described below. Employees are completely relieved of their job responsibilities


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during their meal periods. For this reason, unless there is a valid written agreement for an on-duty meal period, employees must sign in and out for their meal periods or record the beginning and ending time of the meal period on their timesheet every day. Waiver of Meal Period. Employees may waive their meal periods only under the following circumstances. If an employee will complete their workday in six hours, the employee may waive their meal period. Additionally, depending upon your occupation, employees who work more than ten hours in a day may be able to waive their second meal period, but only if they take their first meal period and they do not work more than 12 hours that day. Please speak to your immediate supervisor for clarification on whether you are entitled to waive your second meal period. Anytime you elect to waive a meal period you must submit a written request and receive prior written authorization from your immediate supervisor. Employees may not waive meal periods to shorten their workday or to accumulate meal periods for any other purpose. On Duty Meal Period. In limited situations, certain designated employees may be required to work an on-duty meal period due to the nature of the employee's duties. Unless your immediate supervisor directs you to take an on-duty meal period due to the nature of your job duties and you agree to an on-duty meal period in writing, you will not be permitted to take an on-duty meal period. On-duty meal periods are paid time and may incur a pay premium depending on the requirements of each state or locality. You must sign in and out for meal breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action.

Rest Breaks Unless otherwise required by your particular state or locality, generally, Company employees will receive one 10-minute paid break for every four hours worked. You are not to work during your break period. Your immediate supervisor must approve your break time each day. For staff working out of the office at an event, stay at your assigned post until you are given a break by a supervisor or break person. You must sign an acknowledgement of your break. Take breaks only when told to do so by your supervisor and only in the designated break areas. If you need a break, or if you have not had a break in a reasonable amount of time, contact your supervisor. Smoking or using snuff or chewing tobacco is allowed only in designated areas and is never permitted while you are on duty. If you take a break to smoke, use snuff or chewing tobacco, it will count towards your allotted 10-minute paid break time.


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Staff are encouraged to take their breaks in designated break areas or, with a shirt or jacket covering their uniform during their break period so they may take an undisturbed break. You must sign in and out for rest breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action. NEW YORK MEAL AND REST BREAK REQUIREMENTS Employees working a shift of more than six hours will be provided at least 30 unpaid minutes for a “noon-day” (11:00 a.m.- 2:00 p.m.) meal, although this 30-minute period may be provided before 11:00 a.m. or after 2:00 p.m. Employees working a shift that starts before 11:00 a.m. and continues past 7:00 p.m. will be provided an additional unpaid meal period of at least 20 minutes between 5:00 p.m. and 7:00 p.m. Employees working a shift of more than six hours between 1:00 p.m. and 6:00 a.m. will be provided an unpaid meal period of at least 45 minutes. Your immediate supervisor is responsible for approving the scheduling of all meal periods. You must sign in and out for meal and rest breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action. CALIFORNIA MEAL AND REST BREAK REQUIREMENTS California Meal Breaks In California, if you are scheduled to work more than 5 hours, you are entitled to a 30-minute uninterrupted meal break, off the clock, no later than at the end of the fifth hour of your shift. California employees are not paid wages for their off-duty, uninterrupted meal breaks. If you work a 6-hour shift or less, you may voluntarily waive the meal break so long as you execute a six-hour shift waiver form. If you work more than 10 hours, you are entitled to a second 30-minute uninterrupted meal break, off the clock, no later than at the end of the tenth hour of your shift. California employees are not paid wages for their off-duty, uninterrupted meal breaks, break

You may waive the second meal break if you work less than 12 hours and have not waived the first meal break. If you work more than 12 hours, you may not waive the second meal break. You must sign in and out for meal breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action.


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California Paid Rest Breaks Employees working in California are entitled to the following uninterrupted, off the clock, rest breaks:

o 1st rest break earned if you work 3 ½ to 6 hours o 2nd rest break earned if you work 6 to 10 hours o 3rd rest break earned if you work 10 to 14 hours o 4th rest break earned if you work 14 to 18 hours

The rest breaks are paid and should normally be taken in the middle of every 4-hour break of your shift. However, you must check with your direct supervisor for the appropriate time for your rest break. If the nature or circumstances of your work (safety, security, or other unforeseen circumstances) prevents you from taking the rest break at the preferred time, you will receive the required rest break at another point in your shift. You must sign in and out for rest breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action. California Rules for Meal and Rest Breaks

• You will be relieved of all duties during your meal and rest breaks.

• You cannot take a shortened meal or rest break.

• You cannot combine your meal and rest breaks to make a meal or

rest break longer.

• You may voluntarily choose to waive a meal or rest break, but only as

it is permitted by law.

• CSC and its supervisors or managers are prohibited from impeding,

discouraging, or interfering with the right to take the meal or rest

breaks.

California Mandatory Procedures for All Meal and Rest Breaks

• All work time and meal and rest breaks must be accurately recorded.

• Before and after each meal and rest break, you must accurately

record your meal and rest break on your time record and the Meal

and Rest Break Sign-In/Sign-Out Form.

• You must complete and turn in a Meal Policy GREEN Card or Meal

Policy RED Card at the end of your shift.

• If you have been provided all meal and rest breaks you are entitled to

under California law and CSC’s policy, you must complete and turn in

a Meal Policy GREEN Card at the end of your shift.


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• If you have not been provided all meal and rest breaks you are

entitled to under California law and CSC’s policy, you must complete

and turn in a Meal Policy RED Card at the end of your shift. You

must also report the violation to your direct supervisor, area manager,

event manager or branch manager at the end of your shift.

• You will not be retaliated against for submitting a RED Card, or

otherwise reporting to your supervisor, area manager, event

manager, or branch manager.

• If you feel that you are being retaliated against for submitting a RED

Card or reporting a violation, immediately contact the Human

Resources Department.

• Shortly after receiving this notice, you will be presented with a form to

sign acknowledging your understanding of your rights to meal and

rest breaks under California law and CSC’s Meal and Rest Break

Policy.

Meal and Rest Break Policies Applicable to all States Regardless of which state governs your meal and rest breaks, you understand by your signature on this Employee Handbook that you must sign in and out for all meal and rest breaks on the standard company form provided by your supervisor. Failure to do so may result in disciplinary action. You also agree by your signature on this Employee Handbook that you will abide by such procedures and that if for any reason you did not sign in or out for any meal or rest break during your shift at an event, that you will notify your supervisor and a management person during your shift at the event before you leave for the day so that any of your missed meal or rest breaks can be properly documented and addressed and that your failing to do so before you sign out from your shift and leave the event is an admission by you that you properly received all of your required meal and rest breaks for your shift that day.

Dress Policy Employees are expected to maintain the highest standards of personal cleanliness and present a neat, professional appearance at all times. Dress codes are strictly enforced. Please remember that you must also meet the dress code requirements specific to your assigned venue.


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Dress and Appearance 1. We only get one chance to make a first impression. We must look

sharp at all times! 2. Uniforms should be clean, neat, and pressed at all times. Shirts must

be tucked into the pants. Pants must be worn around the waist and be tailored to fit the body. Pants may not be gathered at the bottom and should be no longer than 1-1/2 inches from the ground.

3. All employees must wear the appropriate color and fabric slacks, dependent on event requirements and as explained in your orientation, which should be clean and neat. Jeans, corduroys, cargo or other cotton sweatpants are not acceptable. Baggy pants are not allowed.

4. White collared shirt or tee shirt (no logos). The shirt may be short or long sleeves, pullover (polo type) or button down. Depending on event requirements and as explained in your orientation.

5. Black belts must be worn with the uniform. 6. Your CSC windbreaker (yellow jacket) will be zipped, snapped and/or

tied at the bottom. The drawstrings will be tucked in the jacket. 7. No additional badges, pins, patches, etc. are to be worn on the uniform. 8. All employees will be required to wear dark socks that are acceptable

in appearance. 9. During all assignments requiring a “Coat and Tie”, the employee will

wear the following (unless otherwise specified by scheduler):

• Blazer (provided by CSC);

• Polyester double-knit slacks of the correct color

• Black dress shoes with dark socks;

• White long-sleeved button up dress shirt;

• Tie (provided by CSC).

10. Baseball caps may be worn at the discretion of the event supervisor. The only hats permitted will be either navy blue or black with no writing or logos, navy blue with CSC logo or name, or a hat with the logo of the client for whom we are working as approved by the branch and the client.

11. Depending on the location, employees may be issued a CSC ID badge (provided by CSC) and/or credential. It should be worn in an upright, readable position and always be visible. No pins of any kind are allowed on the badge. You may not deface the badge in any manner. The badge/credential is the property of CSC and must be returned immediately upon request.

12. Misuse of any CSC provided uniforms, equipment, or badge/credentials will result in disciplinary action.

13. CSC’s image is professional and designed to make the guest feel confident. Hair must be groomed, neat and combed. Extreme styling, not naturally occurring coloring, bleaching, or dyeing of hair is not allowed. If a hair color is changed, it must be a natural-looking color


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and well maintained. A plain barrette, comb or headband is acceptable. Depending on the type of event, employees may be required to have their hair pinned up or tucked inside their collars for safety reasons. Make up may only be worn in shades of neutral tones.

14. Mustaches and beards are acceptable. Facial hair, including sideburns, must be neatly trimmed. Extreme hair styling is unacceptable.

15. Fingernails should not exceed a 1/4" beyond the top of the finger. Polishes that are extreme colors such as shades of green, purple, black, yellow, or blue are unacceptable. Fashion extremes are unacceptable. Nails should be neat and trimmed.

16. The use of antiperspirant is required. If you choose to wear cologne or perfume, please do so in moderation.

17. Small rings, class rings, wedding bands or sets, and a conservative style watch are permitted. For safety reasons, necklaces must be worn under your shirt, but earrings of any kind are not allowed, and no exceptions will be made. Visible body piercing is also not allowed for both appearance and personal safety.

18. Black shoes or sneakers with arch supports and rubber soles must be worn. Black closed toe and closed heel shoes are required. Shoes must be kept in good condition and should provide good support and comfort for long period of standing and walking.

19. Sunglasses may be worn at outdoor events and where glare would prevent you from doing your job safely and efficiently. Glasses with silver-coated or dark, opaque lenses that do not allow your eyes to be seen are not acceptable. Sunglasses must not be worn at night or in dark areas. The only exceptions are prescription glasses that automatically adjust shades. Sunglasses may only be worn on your face to cover your eyes. Sunglasses may not be worn on top of a hat, the back of your head or hung on your shirt or jacket. Put your sunglasses away when you are not wearing them.

20. Tattoos containing profanity, obscene or offensive images or messages are to be covered and not seen. Visible tattoos on the face and neck are to be covered and not seen to the extent possible. Anything deemed offensive by CSC management must be covered at all times.

21. Change clothing in designated employee changing areas only. Any employee not meeting the CSC or client appearance standards may be sent home. Repeated violations may result in further disciplinary action, including suspension or discharge. However, CSC will make reasonable accommodations on uniform standards for employees based on medical needs, religious needs or the need of any other protected category. Please contact your Branch Manager or the CSC Legal Department at (800) 754-5150 if you need a reasonable accommodation on a uniform or dress standard set forth herein.


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All uniforms are the property of CSC or CSC client if the uniform was provided by them and must be returned to your CSC branch office immediately upon your separation of employment with CSC for any reason. Additionally, you may not wear any CSC or CSC client provided uniform when you are not on duty, reporting or signing out from duty. Failure to abide by this policy and improper personal use of a uniform for any non-CSC purpose is prohibited and subject to disciplinary action including possible separation from CSC.

Uniforms and Identification Badges The company provides uniforms (jackets and shirts) prior to events to those employees scheduled to work that event. There is no charge for the uniforms, but please take care not to damage or soil the uniform if possible. All uniforms, accessories or name tags issued by CSC must be returned in good condition upon leaving our company. Your CSC ID badge is for identification purposes only and is the property of CSC. It must be returned immediately upon request. The badge does not permit free entry into any event or venue. Failure to follow these rules will result in suspension and/or separation from CSC. Should you lose the badge you must notify your Branch Manager immediately and ask for a replacement badge. This badge is a required part of your uniform and may not be defaced in any manner.

Contact with the Media The media refers to newspaper, television, radio, Internet and other “news media” reporters. Do not discuss or release any information regarding a client’s or CSC’s business. Refer all inquiries to CSC management. Do not give statements or interviews to the media. Politely decline and refer them to your supervisor. Notify your supervisor as soon as possible that you have been approached and that the media is in the area. Violation of this policy will result in disciplinary action, up to and including discharge.

Fraternizing with Team Players or Performers It is against CSC policy to fraternize with players, coaches, or performers while working for CSC. This includes taking pictures and asking for or accepting autographs or gifts. Any employee that violates this policy will be subject to disciplinary action including possible discharge.

Protecting CSC and Client Information Protecting our company's and client’s information is the responsibility of every employee, and we all share a common interest in making sure information is not improperly or accidentally disclosed. Do not discuss CSC’s or a client’s confidential business with anyone who does not work for us. You may be required to sign a non-compete and/or a nondisclosure agreement as a condition of your


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employment, or as a condition to being allowed to work at a particular client’s facility, in accordance with state and federal law. All telephone calls regarding a current or former employee's position/compensation with CSC may not be responded to and must be forwarded to your Branch Manager. No employee may use another employee’s personal information for any purpose other than a legal CSC business purpose. The company's address shall not be used for the receipt of personal mail or by any employee as their personal address for any purpose.

Subpoenas / Requests for Information Immediately notify CSC management if you receive a summons to appear in court for any case involving CSC or if anyone outside of CSC contacts you seeking information regarding CSC or a client’s business. The one exception is a statement to a bona fide law enforcement officer taking a report. Should you give such a report though, notify your supervisor immediately afterwards and complete an incident report form detailing the report you gave to the officer.

Code of Ethics A company's reputation for integrity is its most valuable asset and is directly related to the conduct of its officers and other employees. Therefore, employees must never use their positions with CSC, CSC’s clients or any of its guests, for private gain, to advance personal interests or to obtain favors or benefits for themselves, members of their families or any other individuals, companies or business entities. CSC’s mission is to adhere to the highest legal and ethical standards applicable in our business. The company strives to conduct its business in strict observance of both the letter and spirit of all applicable laws and the integrity and honesty of each employee is of utmost importance. Employees shall conduct their personal affairs such that their duties and responsibilities to the company are not jeopardized and/or legal questions do not arise with respect to their association or work with CSC. Conduct that is in conflict with CSC’s interests and/or ethical violations will result in disciplinary action, up to and including discharge from the company.

Conduct at Client Facilities The nature of our company may require that employees perform work connected with a client's assignment at the client's facility. Professional conduct when working in a client's facility is expected. Appropriate, professional conduct includes but is not limited to the following guidelines:


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• Limit discussions with client's employees to matters that concern your job, and their department and level of responsibility. Long, personal discussions with non-CSC personnel are discouraged.

• Do not discuss internal CSC affairs with non-CSC personnel.

• Avoid comments or criticisms involving other companies and their particular work. This includes comments or criticisms directed at, but not limited to participating teams, entertainers, artists or presenters.

• Do not discuss shortcomings or idiosyncrasies of other employees or clients. Report problems with other employees or client employees to your supervisor for handling.

• Avoid conversations involving client matters in all public places.

• Avoid discussing procedural problems with CSC management while client’s employees are present.

• Purchase items from a client at normal sale prices unless CSC has made formal arrangements otherwise.

• You must not borrow money from a client unless the client's business involves lending money.

• You must not solicit clients or guests for charitable donations or personal business.

• You must not accept token gifts or gratuities of any kind.

• Entertain client’s employees only after first receiving approval from your immediate supervisor.

Smoking, Chewing Tobacco and Snuff CSC is committed to providing a safe and healthy environment for employees and visitors. Smoking is not permitted on company or client premises except in areas designated for smoking. Ask your Branch Manager or immediate supervisor the location of any such areas. However, not all locations will have a designated smoking area and smoking may be prohibited on certain client job sites. Smoking, if allowed on the premises may only be conducted in designated areas and only when you are on an official break period. An employee may not chew tobacco and/or use dipping snuff while on post or at the employee’s desk. You may use chewing tobacco and/or snuff only when you are on an official break and only where allowed by the venue and while not in view of clients or guests. Please remove or dispose of all materials, including cups, when your break is over. If you have checked out of an event for the day, you must leave company or client property immediately.


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Progressive Disciplinary Process Each employee has an obligation to observe and follow the company's policies and to maintain proper standards of conduct at all times. You are required to obey all Federal, state and local government laws and regulations. If an individual's behavior interferes with the orderly and efficient operation of an event, a branch office or a department, corrective disciplinary measures will be taken. We emphasize that discharge decisions will be based on an assessment of all relevant factors. The disciplinary process may start with a meeting between you and your supervisor to discuss the specific deficiency in your job performance, attendance, and/or conduct. Disciplinary action may include a verbal warning, written warning, additional training, suspension with or without pay, and/or discharge. The appropriate disciplinary action imposed will be determined by the company in its sole discretion. CSC does not guarantee that one form of action will necessarily precede another and reserves the right to proceed with a higher level of disciplinary action immediately depending on the severity of the issue. Nothing in this progressive disciplinary policy is designed to modify our employment-at-will policy. The company reserves the right to immediately discharge any employee without following the progressive disciplinary policy at any time and for any reason.

Prohibited Conduct The following conduct will result in disciplinary action, up to and including immediate discharge. These examples are not all-inclusive.

• Violation of the company's policies or safety rules;

• Unauthorized possession, use, or sale of weapons, firearms or explosives on work premises;

• Theft or dishonesty;

• Harassment of a protected class;

• Sexual harassment;

• Disrespect toward fellow employees, clients, guests, visitors or other members of the public;

• Performing outside work for a competitor;

• Use of company property, equipment or facilities in connection with any outside or personal work while on company time;

• Poor attendance, including “no call, no show.”

• Poor performance and/or attitude.

• Use of profanity.


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• Use or threatened use of violence against another employee or a client or guest

• Gambling in the workplace is strictly prohibited.

• Accepting gratuities of any kind.

• Seeking autographs or photographs or the like while on duty or in uniform is strictly prohibited.

• You may not borrow money from fellow employees, supervisors, clients or guest. Supervisory employees are prohibited from lending money to other employees.

• Sleeping on duty is strictly prohibited. All post assignments require alertness.

Solicitation and Distribution To avoid unnecessary annoyances and work interruptions, solicitation by an employee of another employee for any non-CSC related purpose is prohibited while either person is on working time. Employee distribution of non-CSC literature, including handbills, in work areas is prohibited at all times. Trespassing, soliciting or distribution of literature by non-employees at the Corporate Office and branch offices is prohibited at all times.

Access to Personnel Files Upon request, employees may inspect their own personnel files at a mutually agreeable time, on company premises in the presence of a CSC official. You will be permitted to see any records regarding your qualification for employment, promotion, wage increases or discipline. Exceptions include records regarding any criminal investigation and any letters of reference maintained by the company. You will be allowed to have a copy of records relating to your employment. For more information, contact your Branch Manager or department manager. Upon written request, employees may receive reports or information regarding their own payroll records, including but not limited to W-4 statements, duplicate W-2s, salary history and paychecks received. Depending upon the information requested, it may take 7 to 10 business days to satisfy the request. Employees who work in the following states have additional rights regarding their personnel files: Arizona – You may copy records related to your qualification for employment, your compensation and any disciplinary actions. However, you are not permitted access to any employment reference letters in your file. If you disagree with the accuracy of any statement in your file and no correction can be agreed upon, you may submit


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an explanatory statement, which will then be attached to the record containing the disputed statement. California – Employees may inspect, “within a reasonable time” after a written request, their personnel records “relating to the employee’s performance or to any grievance concerning the employee.” Employers must maintain copies of personnel records for at least three years after termination of the employee. For current employees, inspection or copies must be provided at the place where the employee reports to work or at an agreed location. Inspection or copies must be provided to a former employee at the location where the employer stores the records unless they agree to a different location. Former employees may be mailed the records if they agree to reimburse the employer for actual postal expenses. Employers must respond to only one request a year from each former employee. Iowa – You will be permitted to copy material including but not limited to evaluations, disciplinary actions, and other information concerning employer-employee relations. However, you are not permitted access to any employment reference letters in your file. CSC may charge a reasonable fee for photocopies, if permitted by Iowa law. Washington – You may place a statement in your file if you disagree with a document that is in your file. Wisconsin – You may copy any records in your file, with the exception of investigations of criminal offenses and employment reference letters. CSC may charge a reasonable fee for photocopies. If you disagree with the accuracy of any statement in your file and no correction can be agreed upon, you may submit an explanatory statement, which will then be attached to the record containing the disputed statement.

Changes in Personal Data To aid you and/or your family in matters of personal emergency, we need to maintain up-to-date information. Changes in name, address, telephone number, marital status, and number of dependents or changes in next of kin and/or beneficiaries should be given in writing to your Branch Manager and the Payroll Manager promptly. Your paycheck may be delayed or incorrect if you fail to timely notify your Manager of changes to such information. It is your responsibility to provide such updated information to the company.

Care of Equipment You are expected to demonstrate proper care when using the company's property and equipment. No company, client or guest property may be removed from company or client premises without the proper authorization of your Branch Manager or the S-1/Event Manager. If you lose, break or damage any property, report it to your immediate supervisor at once.


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Driver's License / Driving Record Employees in positions where the operation of a motor vehicle is an essential duty of the position must present and maintain a valid driver's license and acceptable driving record to our insurer. Changes in your driving record must be reported to your immediate supervisor immediately in writing. If your driver’s license is suspended for any reason you must immediately cease driving any CSC or CSC client vehicle, including any golf carts or other mechanical equipment. Violations of this policy may result in immediate discharge from employment with CSC.

Corporate Vehicles/Golf carts Operators of vehicles or golf carts owned or rented by CSC or a CSC client for CSC use (“Company Vehicles”) are responsible for the safe operation and cleanliness of the vehicle. Only persons on CSC’s approved list of drivers, and who have completed all CSC required training and signed all required CSC policy forms may drive a Company Vehicle. If you have not done so or do not have a valid driver’s license and drive a Company Vehicle you will be subject to immediate disciplinary action including possible separation from the company. Accidents involving a Company Vehicle must be reported to your supervisor and to the Branch Manager immediately. You must also complete an Incident Report form for all accidents. Employees are responsible for any moving and parking violations and fines that may result when operating a Company Vehicle. Company Vehicles should be operated by the authorized employee only. Company Vehicles may only be used for job-related travel. Smoking, drinking (alcoholic or other beverages), or eating is prohibited in Company Vehicles. Reading, texting, emailing or otherwise operating a cellphone is prohibited while driving. The use of seat belts is mandatory for all operators and passengers of Company Vehicles. The driver and supervisor are responsible for ensuring these rules are followed and failure to do so may result in a loss of driving privileges and/or further disciplinary action by the company.

Riding in Buses/Vans When provided, riding in a CSC provided van or bus is not required but rather is being provided for the convenience of the employee. You may decide to drive to an event in your own vehicle. Should you ride in transportation provided by CSC, you may not consume alcohol or use controlled substances at any time while in the vehicle, and you may not smoke. Drinking or consuming food or non-alcoholic beverages while traveling will be depending on the event. No gambling, horseplay, misconduct of a sexual nature, including sexual harassment, or other inappropriate


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actions are allowed on the bus or van. “Boom boxes” cannot be used. You may not play videos or movies with a rating of “R” or “PG-13” or higher in a company owned or rented vehicle, van, bus or RV/trailer. Games or music which would violate any CSC policy may not be played at any time while in the vehicle. If the vehicle makes a rest stop, stay on the side of the road where the vehicle parks and use the facilities there. Do not cross the road to go to another bathroom or food service provider. Crossing a road or highway is dangerous and could result in injury or death. Always be aware of your surroundings when exiting, entering or around the vehicle as there may be other vehicles moving around your vehicle, even in a parking lot. Violations of CSC policies on CSC-provided transportation will result in disciplinary action including possible discharge.

Severe Weather and Natural Disasters Severe weather is to be expected during certain months of the year. Likewise, natural disasters such as earthquakes, hurricanes and tornadoes, mudslides, floods and wildfires are to be expected from time to time. Although driving may at times be difficult, when caution is exercised the roads are normally passable. Except in cases of severe storms, we are all expected to work hours we have scheduled for. Time taken off due to poor weather conditions while the business remains open or the client event goes forward is unpaid and may result in disciplinary action for a “no-call, no-show” if you do not clear the absence in advance with your branch office. If extreme weather conditions require closing of the building, someone in the scheduling department and/or your immediate supervisor will contact you.

Personal Telephone Calls It is important to keep company and client telephone lines free for company business and client/guest calls. Calls made or received on company telephones or messages left on company voice mail systems are not confidential and may be reviewed by the company at any time and for any reason. CSC may override passwords and access voice mail for company phones, cell phones, or voicemail systems at any time to ensure that these systems are used solely for business purposes. Extensive use of the company telephone and voice mail systems for personal reasons will result in disciplinary action. Personal cellular telephones (“cell phones”) must be turned off or set to a silent alert during working hours while on duty on company or client premises. Employees are prohibited from using cell phones to talk, text message, access the Internet, chat or play games during working hours while on duty on company or


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client premises. Personal cell phones may only be used while on duty as needed to respond to a venue-related emergency.

Electronic Communications / Internet Usage This policy contains guidelines for Electronic Communications created, sent, received, used, transmitted, or stored using company communication systems or equipment and employee-provided systems or equipment used either in the workplace, during working time or to accomplish work tasks. “Electronic Communications” include, among other things, messages, images, data, or any other information used in swipe cards, on social media sites of CSC, e-mail, instant messages, voice mail, fax machines, computers, personal digital assistants (including Android, iPhone, or similar devices), text messages, pagers, telephones, cellular and mobile phones including those with cameras, intranet, Internet, back-up storage, information on a memory or flash key or card, jump or zip drive, or any other type of internal or external removable storage drives. In the remainder of this policy, all of these communication devices are collectively referred to as “Systems.” Employees may use CSC’s, or where applicable, a Client’s, Systems to communicate internally with coworkers or externally with customers, suppliers, vendors, advisors, and other business acquaintances for business purposes only. All Electronic Communications contained in CSC Systems are company records and/or property. Although an employee may have an individual password to access our Systems, the Systems and Electronic Communications belong to CSC. The Systems and Electronic Communications are accessible to CSC management at all times, which may include periodic unannounced inspections. The Systems and Electronic Communications are subject to use, access, monitoring, review, recording, and disclosure without further notice. Systems and Electronic Communications are not confidential or private. The company’s right to use, access, monitor, record, and disclose Electronic Communications without further notice applies equally to employee-provided systems or equipment used in the workplace, during work time, or to accomplish work tasks. Although incidental and occasional personal use of our Systems that does not interfere or conflict with productivity or the company’s business or violate policy may be permitted in the company’s sole discretion, personal communications in our Systems are treated the same as all other Electronic Communications and can be used, accessed, recorded, monitored, and disclosed by CSC at any time without further notice. Since all Electronic Communications and Systems can be accessed without advance notice, employees should not use CSC Systems for personal communication or information that employees would not want revealed to third parties. Employees may not use our Systems in a manner that violates our policies, including but not limited to uses that violate CSC’s policies on Non-Harassment, Sexual Harassment, Equal Employment Opportunity, Protecting Company


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Information, and Solicitation and Distribution. Employees may not use our Systems in any way that may be seen as insulting, disruptive, obscene, offensive, or harmful to morale. Examples of prohibited uses include, but are not limited to, sexually explicit or other offensive drawings, messages, images, cartoons, or jokes; propositions or love letters; ethnic or racial slurs, threats, or derogatory comments; or any other message or image that may be in violation of CSC policies.

Social Media CSC has in place policies that govern use of its own electronic communication systems, equipment, and resources which employees must follow. The company may also have an interest in your electronic communications with co-workers, customers, vendors, suppliers, competitors, and the general public on your own time. Inappropriate communications, even if made on your own time using your own resources, may be grounds for discipline up to and including immediate termination. We encourage you to use good judgment when communicating via blogs, online chat rooms, networking Internet sites, social Internet sites, and other electronic and non-electronic forums (collectively “social media”). The following is a general and non-exhaustive list of guidelines you should keep in mind: 1. Make it clear that the views expressed in social media are yours alone. Do not purport to represent the views of CSC in any fashion.

2. Do not disclose confidential or proprietary information regarding CSC or your co-workers. Use of copyrighted or trademarked company information, trade secrets, or other sensitive information is prohibited and may subject you to legal action. If you have any doubt about whether it is proper to disclose information, discuss it with your manager.

3. Do not disclose confidential company information that could subject the company to legal liability. Data about certain financial transactions, information about medical and health records, and other disclosures may be restricted by state or federal laws. If the company is subjected to government investigation or financial liability based on your disclosures, the company may seek to hold you personally responsible.

4. Do not use company logos, trademarks, or other symbols in social media for personal use. You may not use the company name to endorse, promote, denigrate or otherwise comment on any product, opinion, cause or person.

5. Be respectful of the privacy and dignity of your coworkers. Do not use or post photos of co-workers without their express consent.

6. Harassing, obscene, defamatory, threatening, or other offensive content must be avoided. Harassing or discriminatory comments, particularly if made on the basis of a protected characteristic or class, may be deemed inappropriate even if the company name is not mentioned. If social media communications in any way adversely affect your relationships at work or violate company policy, you may be


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subject to discipline up to and including immediate termination under various company policies.

7. Ensure that engaging in social media does not interfere with your work commitments.

8. Social media and similar communications have the potential to reflect on both you and the company. We hope that you will show respect for our employees, customers, affiliates, and competitors.

In addition, employees may not use our Systems:

• To download, save, send, or access any defamatory, discriminatory, or obscene material;

• To download, save, send, or access any music, audio, or video files unless required for company business;

• To download anything from the Internet (including shareware or free software) without the advance written permission of the systems supervisor.

• To download, save, send, or access any site, or content that the company might deem “adult-entertainment” or which is pornographic in nature.

• To access any “blog” or otherwise post a personal opinion on the Internet from a CSC computer or email or electronic communications system;

• To solicit employees or others for non-CSC business;

• To attempt to gain unauthorized or unlawful access to computers, equipment, networks, emails, communications, or systems of the company or any other person or entity;

• In connection with any infringement of intellectual property rights, including but not limited to copyrights of any third persons;

• In connection with the violation or attempted violation of any law. An employee may not misrepresent, disguise, or conceal his or her identity or another’s identity in any way while using Electronic Communications; make changes to Electronic Communications without clearly indicating such changes; or use another person’s account, mail box, password, etc. without prior written approval of the account owner and without identifying the actual author. Employees must always respect intellectual property rights such as copyrights and trademarks. Employees must not copy, use, or transfer proprietary materials of the company or others without appropriate written authorization of a CSC officer such as the President, a Vice President, the Chief Information Officer, Chief Financial Officer, or General Counsel.


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All Systems passwords and encryption keys must be made available to the CSC Chief Information Officer or a CSC Officer upon request. Employees may not install password or encryption programs without the written permission of the CSC Chief Information Officer. Employees may not use the passwords and encryption keys belonging to others. Numerous state and federal laws apply to Electronic Communications. The company will comply with applicable laws. Employees also must comply with applicable laws and should recognize that an employee could be personally liable and/or subject to fine and imprisonment for violation of applicable laws. Violations of this policy may result in disciplinary action up to and including discharge as well as possible civil liabilities or criminal prosecution. Where appropriate, the company may advise legal officials or appropriate third parties of policy violations and cooperate with official investigations. We will not, of course, retaliate against anyone who reports possible policy violations or assists with investigations. If you have questions about the acceptable use of our Systems or the content of Electronic Communications, ask your Branch Manager or supervisor for clarification. Laptop Security Each employee provided with a CSC laptop is responsible for the physical security of the laptop. All laptops acquired for or on behalf of the company are company property. The Laptop must be password secured when not be used and locked up and stored in a secure location when it is not in the immediate possession of the authorized user. In addition, the user must return the laptop immediately upon request of the company. A laptop user must notify the immediate supervisor immediately if the laptop is lost, stolen, misplaced, or damaged, and complete an Incident Report Form. All work created or performed on the laptop is company property. The laptop is subject to inspection by the company at any time without further advance notice. The laptop must be used in a manner that complies with all company policies including but not limited to CSC policies on Non-Harassment, Sexual Harassment, Equal Employment Opportunity, Protecting Company Information, Solicitation and Distribution, and Electronic Communications / Internet Usage. Any tampering, intentional damaging or erasure of CSC records (including documents and emails) on company laptop computers without written company approval may result in disciplinary action, up to and including possible discharge and potential criminal prosecution. Violations of this policy may be grounds for disciplinary action up to and including immediate discharge from employment.


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Cellular Telephones Employees in certain positions are issued company cellular telephones or PDAs so they may maintain contact with other company employees, company clients, guests and co-workers when they are out of the office on business. Employees are encouraged to take appropriate safety precautions when using their cellular telephone or PDA. The use of handheld cellular telephones or PDAs while driving is prohibited. Employees are expected to comply with applicable state laws regarding the use of cellular telephones or PDAs. Company cellular telephones are for business purposes only except in the case of an emergency. Although the occasional use of your company cellular telephone for emergency personal calls may be necessary, incoming and outgoing personal calls are prohibited. Employees must reimburse CSC in accordance with applicable state and federal wage and hour laws for any personal telephone calls made or received on a company cellular telephone. The use of cellular telephones or PDAs is not a work requirement for most employees. Employees who are not issued a company cellular telephone will not be reimbursed for the use of their personal cellular telephones and are expected to make business calls from the office. Employees are expected to demonstrate proper care of their cellular telephones or PDAs. If you lose, break or damage your company cellular telephone or PDA, report it to your immediate supervisor at once and complete an Incident Report Form. All cellular telephones or PDAs issued by the company must be returned upon leaving CSC or upon transferring to a position that does not require a company cellular telephone or PDA. All information stored on such devices is to be considered a company record and company property. Erasure or destruction of information on company cellular telephones or PDA’s will result in disciplinary action up to and including possible discharge and may result in legal action by CSC.

Recording Devices in the Workplace CSC employees, except the Branch Manager or officers of the company, are prohibited from having any form of recording or photography device in the workplace and from recording or photographing fellow employees in the workplace or during working time. Violations of this policy may result in immediate discipline (including the possibility of discharge), immediate removal of the recording device and/or the employee from the workplace, and retention of the recording device for inspection by the company and/or legal authorities. Limited exceptions will apply when the employee in possession of the recording device has been provided advance written authorization to use the recording device by an authorized member of company management and the recording device is being used in an authorized manner to further company business. The company corporate office


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also has and maintains video surveillance equipment in certain public areas. Proper signage notifying employees and guests that video or audio recording equipment is installed must be posted in all areas where such equipment is present and in the main entrance to the facility to notify employees and guests of the presence of such equipment. No employee may install video or audio recording equipment in any CSC area without the approval of a CSC Vice President or higher officer and no such equipment may be installed in a bathroom, locker room, employee changing room or designated breast-feeding area for any reason. Violation of this prohibition will result in disciplinary action which may include immediate discharge from CSC. Prohibited “recording devices” under this policy include but are not limited to cameras, camcorders, video devices, picture or video capable cellular telephones, cassette recorders, and digital voice or image recorders. Cellular telephones, PDAs, MP3 and DVD devices, portable computers, and other devices are covered if they are equipped with any device or technology that has the capability to record images or sounds. This prohibition applies even if the recording capability is not activated. CLERY ACT What is the Clery Act?

As set forth in the CSC Guest Service Training, under the Clery Act, most h i g he r educational institutions are required to disclose information about crime on their campuses and in the surrounding communities. Universities and colleges are required to disclose such crimes to the public, the U.S. Department of Education and local police. The higher educational institutions use this information to issue timely warnings for Clery Act crimes that pose a serious or continuing threat to the campus community.

WHY IS THIS IMPORTANT FOR CSC EMPLOYEES?

CSC staff is considered to be “Campus Security Authorities” when working on the campus of a higher educational institution or its surrounding areas. This means that all CSC employees are required to report any crime to the institution’s police department and your CSC supervisor immediately. These include reports of crimes may come from a victim, a witness, 3rd party or the perpetrator.

AREAS THE CLERY ACT COVERS

• Crimes committed on University Property

• Public property within or next to the campus

• Non-campus property that is controlled by the University

CRIMES THAT REQUIRE REPORTING UNDER CLERY ACT

• Murder and non-negligent manslaughter


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• Manslaughter by negligence

• Sexual assault

• Robbery

• Aggravated assault

• Burglary

• Motor vehicle theft

• Arson

• Hate crimes

• Domestic violence

You are not responsible for deciding if a crime has taken place and should not try to apprehend the alleged perpetrator of a crime; that is the function of law enforcement. Also, you are not responsible for convincing a victim to contact law enforcement if the victim chooses not to do so. You are only required to report the crime to the institution’s police department and your CSC supervisor. Regardless of nature of crime, you should report any and all crimes described to you. If no police officer is working the event or can be located, the CSC Supervisor must then call the institution’s police department dispatch office or, in an emergency, 911. Also, you must complete any designed form required by the higher educational institution.

By signing this handbook, you agree that you have read and understand the reporting requirements of the Clery Act set forth above.

SAFETY ON THE JOB

Each Employee's Responsibility Safety can only be achieved through teamwork at our company. Each employee, supervisor and manager must practice safety awareness by thinking defensively, anticipating unsafe situations and reporting unsafe conditions immediately. Please observe the following precautions:

1. Notify your immediate supervisor of any emergency situation. If you are injured or become sick at work, no matter how slightly, you must inform your immediate supervisor immediately and complete and turn in an Incident Report.

2. The use of alcoholic beverages or controlled substances during working hours will not be tolerated. The possession of alcoholic beverages or controlled substances on the company's property or a client’s property or any other job site while working with the company is forbidden.


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3. Use, adjust, and repair machines and equipment only if you are trained and qualified to do so on those machines and equipment and only if require by the job. Do not volunteer to help a guest or visitor with their machines or equipment.

4. Know the proper lifting procedures. Get help when lifting or pushing heavy objects. Do not volunteer to help clients or third parties in lifting heavy objects. Only do that lifting required of your job

5. Understand your job fully and follow instructions. If you are not sure of the safe procedure, don't guess; just ask the immediate supervisor.

6. Know the locations, contents and use of first aid and fire- fighting equipment.

7. Comply with OSHA standards and/or applicable state job safety and health standards.

8. Wear appropriate footwear with good no-slip soles and proper arch and ankle support to avoid injuries.

9. Do not report to work if you are sick, feel unwell or are otherwise unfit to work due to a medical condition. If you cannot work due to a medical condition or illness inform the proper person at your branch office as soon as possible. Employees who report to work and appear ill or injured will not be allowed to sign in for work and will be sent home.

A violation of a safety precaution is in itself an unsafe act. A violation may lead to disciplinary action, up to and including discharge from CSC.

Workers’ Compensation On-the-job injuries are covered by our Workers’ Compensation insurance policy. This insurance is provided at no cost to you. If you or another employee is injured on the job, no matter how slightly, report the incident immediately to your immediate supervisor. An Incident Report must be filled out and submitted to management before the end of the shift or at the time of injury. In the case of a serious injury, your supervisor will fill out the required forms. In non-emergency cases, the employee must obtain authorization before obtaining treatment. The supervisor will start the procedure to obtain the needed treatment and will provide information on treatment facilities. Consistent with and subject to any federal or state legal restrictions, CSC will require any person who is involved in a workplace injury to undergo a drug test following an accident or incident resulting in an injury to an employee. Failure to fill out the proper report or obtain authorization before getting treatment may hinder our ability to provide the required benefits. In an emergency or serious injury situation, the employee will be taken for treatment by emergency medical transport. If you receive emergency care for an on-duty injury after you leave work, call the CSC Branch office as soon as possible. Any bills for treatment must be forwarded to the CSC branch office immediately. First aid will be available at all times.


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Not that CSC has Managed Provider Networks (MPN) in California and Texas and an employee treating a workplace injury in those states outside of the MPN without proper documentation and authorization may not be reimbursed for medical treatment costs event if involving a worker’s compensation claim. Check with the company Worker Compensation provider’s adjuster assigned to your claim before incurring treatments costs unless it is an emergency. If you do not know your adjusters name or contact information call (800) 754-5150 and speak to the CSC Legal Department. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition that could lead to or contribute to an employee accident.

Workplace Searches To protect the property and to ensure the safety of all employees, client, guests and the company, CSC reserves the right to conduct personal searches consistent with federal and state laws, and to inspect any packages, parcels, purses, handbags, brief cases, lunch boxes or any other possessions or articles carried to and from the company's property or a client job site. In addition, the company reserves the right to search any employee's office, desk, files, locker, equipment or any other area or article on our premises or a client’s job site. In this regard, it should be noted that all offices, desks, files, lockers, equipment, etc. are the property of the company or client respectively and are issued for the use of employees only during their employment or during their specific work at an event. Inspection may be conducted at any time at the discretion of the company or at a client’s request. Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection, as well as employees who after the inspection are believed to be in possession of stolen property or illegal substances, will be subject to disciplinary action, up to and including discharge, if upon investigation they are found to be in violation of the company's security procedures, a client’s security procedures or any other company or client rules and regulations.

No Weapons in the Workplace Possession, use, or sale of weapons, firearms or explosives on work premises, while operating company machinery, equipment or vehicles for work-related purposes or while engaged in company business is forbidden by the company. This policy applies to all employees, including but not limited to, those who have a valid permit to carry a firearm.

In an Emergency Your immediate supervisor should be notified immediately, and an Incident Report completed when an emergency occurs. Emergencies include all accidents,


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medical situations, bomb threats, other threats of violence, fire and the smell of smoke or chemicals. If the immediate supervisor is unavailable, contact the nearest company official or the emergency response team at the job site. Should an emergency result in the need to communicate information to employees outside of business hours, your manager will contact you. Therefore, it is important that employees keep their personal emergency contact information up to date. Notify your Branch Manager in writing when this information changes. When events warrant an evacuation of a building or job site, follow the instructions given to you in your pre-deployment briefing by your immediate supervisor or any other member of management or the emergency response team at a job site. Leave the building or the facility in a quick and orderly manner in accordance with the emergency evacuation plan of the building or facility, if any, or if none in accordance with your post orders or the instructions of your supervisor. Assemble at the pre-determined location as communicated to you by your immediate supervisor to await further instructions or information. Please direct any questions you may have about the company's emergency procedures to the immediate supervisor.

IF YOU MUST LEAVE US

Should you decide to leave your employment with us, we ask that you provide your Branch Manager or immediate department supervisor with at least two weeks' advance written notice. Your thoughtfulness is appreciated and will be noted favorably should you ever wish to reapply for employment with CSC. CSC does not provide a "letter of reference" to former employees. Generally, we will only confirm upon request our employees' dates of employment and last job title held. All company property, including this Employee Handbook, must be returned immediately upon termination of your employment with CSC for any reason. CSC may take legal action to recoup any replacement costs and/or seek the return of company property not properly returned. You should notify your Branch Manager or CSC’s Payroll Manager at (800) 754-5150 if your address changes during the calendar year in which termination occurs so that your tax information will be sent to the proper address.

Unemployment Insurance Upon separation from employment, you may be entitled to state unemployment insurance benefits. Information about unemployment insurance can be obtained from your Branch Manager or department manager.


ACKNOWLEDGMENT OF EMPLOYEE HANDBOOK AND AT-WILL EMPLOYMENT

By my signature below, I acknowledge receipt of the Employee Handbook of Contemporary Services Corporation and Contemporary Services Company

(“Company”). NEITHER THIS EMPLOYEE HANDBOOK NOR ANY PROVISION OF THIS EMPLOYEE HANDBOOK MAY BE CONSTRUED AS AN EMPLOYMENT CONTRACT OR ANY OTHER TYPE OF CONTRACT OR AS A GUARANTEE OF CONTINUITY OF BENEFITS OR RIGHTS. I understand that, due to the nature of the Company’s operations and variations necessary to accommodate employee situations, the policies set out in this Employee Handbook may not apply to every employee or to me in every situation. I agree that the Company may modify these or other policies relating to employment matters from time to time as it considers necessary in its sole discretion either in Employee, facility-wide, or Company-wide situations without notice to me. I agree that these policies and procedures are to be interpreted and applied by the Company at its sole discretion, whose decisions in this regard will be final. I agree that, in the absence of an express written contract, my employment at the Company is for an indefinite term and terminable at the will of either myself or the Company for any lawful reason, at any time. My status as an “at-will” employee can be altered only by a written contract specific as to all material terms and signed by the President of the Company and me. I understand that this Employee Handbook may refer to benefit plans currently maintained by CSC and that I must refer to the actual plan documents and summary plan descriptions as these documents are controlling. The company reserves the right to change any and all benefits plans at any time and for any reason. If you are an eligible employee participating in such a benefit plan you will be notified by the company of any such changes in writing.

AGREEMENT TO ARBITRATE By my signature below, I acknowledge that Contemporary Services Corporation and/or Contemporary Services Company (“Company”) and I agree to the final and binding resolution by arbitration of any claim (including, but not limited to, a claim for wages or other compensation, civil rights or whistleblower violations [including discrimination, harassment and retaliation], breach of contract, state tort claims, claims for attorney’s fees, interpretation and enforceability of this Agreement and any other claim for violation of any federal, state or local law), whether or not arising out of my employment or the end of my employment, that I may have against the Company or any of its parents, subsidiaries or other related entities, and their predecessors or successors, or its or their officers, directors, shareholders, administrators, employees, or agents, in their capacity as such or otherwise; and any such claim that the Company may have against me. Any such arbitration shall be held in the county and state in which I am or was employed by the Company, unless otherwise


agreed to by the parties, or an alternative venue, if ordered by the Arbitrator. Any arbitration pursuant to this Agreement shall be conducted in accordance with the then-current employment rules and procedures of the American Arbitration Association or other alternative dispute resolution provider selected by the Company, such as Henning Arbitration Service. The Company is responsible for paying any filing fee and the fees and costs of the Arbitration and Arbitrator; provided, however, that, if I initiate the claim, I will contribute an amount equal to the then-current filing fee in the state court in the county in which I am/was employed. The Company and I agree that any claims brought by me or the Company shall only be in an individual capacity and neither I nor the Company can bring claims as a class member in any purported class, collective or representative proceeding, including actions brought pursuant to Fed. R. Civ. P. 23, 29 U.S.C. 216 or any analogous state class action procedure. An Arbitrator will be selected from a list of seven (7) qualified and impartial arbitrators provided by the arbitration service and the parties alternately shall strike names until only one name remains. The Arbitrator shall afford the parties adequate discovery, including deposition discovery, considering the shared desire for a speedy, cost-effective dispute-resolution mechanism. Except as provided in this Agreement, the Federal Arbitration Act, 9 U.S.C. § 1, et seq., (FAA) shall govern this Agreement. To the extent the FAA does not apply, California law governs this Agreement. This Agreement does not preclude me from filing an administrative charge/complaint with, or communicating with the EEOC, the NLRB or any other federal, state, or local agency or official. This Agreement supersedes any prior or contemporaneous agreement regarding arbitration of claims, is a binding contractual agreement between me and the Company, shall survive the termination of my employment, and may only be revoked or modified in a written document which expressly refers to the “Agreement to Arbitrate” and is signed by both me and the President of the Company. If any term or provision of this Agreement shall be determined by to be invalid or unenforceable, the remainder of this Agreement shall not be affected thereby, and each determined provision of this Agreement shall be valid and enforced to the fullest extent permitted by law. Receipt of Employee Handbook Acknowledged and Agreement to Arbitrate Agreed to by: Date: Employee Signature: ________________________________________ Employee’s Printed Name: ____________________________________


ACKNOWLEDGMENT OF EMPLOYEE HANDBOOK

AND AT-WILL EMPLOYMENT By my signature below, I acknowledge receipt of the Employee Handbook of Contemporary Services Corporation and Contemporary Services Company

(“Company”). NEITHER THIS EMPLOYEE HANDBOOK NOR ANY PROVISION OF THIS EMPLOYEE HANDBOOK MAY BE CONSTRUED AS AN EMPLOYMENT CONTRACT OR ANY OTHER TYPE OF CONTRACT OR AS A GUARANTEE OF CONTINUITY OF BENEFITS OR RIGHTS. I understand that, due to the nature of the Company’s operations and variations necessary to accommodate employee situations, the policies set out in this Employee Handbook may not apply to every employee or to me in every situation. I agree that the Company may modify these or other policies relating to employment matters from time to time as it considers necessary in its sole discretion either in Employee, facility-wide, or Company-wide situations without notice to me. I agree that these policies and procedures are to be interpreted and applied by the Company at its sole discretion, whose decisions in this regard will be final. I agree that, in the absence of an express written contract, my employment at the Company is for an indefinite term and terminable at the will of either myself or the Company for any lawful reason, at any time. My status as an “at-will” employee can be altered only by a written contract specific as to all material terms and signed by the President of the Company and me. I understand that this Employee Handbook may refer to benefit plans currently maintained by CSC and that I must refer to the actual plan documents and summary plan descriptions as these documents are controlling. The company reserves the right to change any and all benefits plans at any time and for any reason. If you are an eligible employee participating in such a benefit plan you will be notified by the company of any such changes in writing.

AGREEMENT TO ARBITRATE By my signature below, I acknowledge that Contemporary Services Corporation and/or Contemporary Services Company (“Company”) and I agree to the final and binding resolution by arbitration of any claim (including, but not limited to, a claim for wages or other compensation, civil rights or whistleblower violations [including discrimination, harassment and retaliation], breach of contract, state tort claims, claims for attorney’s fees, interpretation and enforceability of this Agreement and any other claim for violation of any federal, state or local law), whether or not arising out of my employment or the end of my employment, that I may have against the Company or any of its parents, subsidiaries or other related entities, and their predecessors or successors, or its or their officers, directors, shareholders, administrators, employees, or agents, in their capacity as such or otherwise; and any such claim that the Company may have against me. Any such arbitration shall be held in the


county and state in which I am or was employed by the Company, unless otherwise agreed to by the parties, or an alternative venue, if ordered by the Arbitrator. Any arbitration pursuant to this Agreement shall be conducted in accordance with the then-current employment rules and procedures of the American Arbitration Association or other alternative dispute resolution provider selected by the Company, such as Henning Arbitration Service. The Company is responsible for paying any filing fee and the fees and costs of the Arbitration and Arbitrator; provided, however, that, if I initiate the claim, I will contribute an amount equal to the then-current filing fee in the state court in the county in which I am/was employed. The Company and I agree that any claims brought by me or the Company shall only be in an individual capacity and neither I nor the Company can bring claims as a class member in any purported class, collective or representative proceeding, including actions brought pursuant to Fed. R. Civ. P. 23, 29 U.S.C. 216 or any analogous state class action procedure. An Arbitrator will be selected from a list of seven (7) qualified and impartial arbitrators provided by the arbitration service and the parties alternately shall strike names until only one name remains. The Arbitrator shall afford the parties adequate discovery, including deposition discovery, considering the shared desire for a speedy, cost-effective dispute-resolution mechanism. Except as provided in this Agreement, the Federal Arbitration Act, 9 U.S.C. § 1, et seq., (FAA) shall govern this Agreement. To the extent the FAA does not apply, California law governs this Agreement. This Agreement does not preclude me from filing an administrative charge/complaint with, or communicating with the EEOC, the NLRB or any other federal, state, or local agency or official. This Agreement supersedes any prior or contemporaneous agreement regarding arbitration of claims, is a binding contractual agreement between me and the Company, shall survive the termination of my employment, and may only be revoked or modified in a written document which expressly refers to the “Agreement to Arbitrate” and is signed by both me and the President of the Company. If any term or provision of this Agreement shall be determined by to be invalid or unenforceable, the remainder of this Agreement shall not be affected thereby, and each determined provision of this Agreement shall be valid and enforced to the fullest extent permitted by law. Receipt of Employee Handbook Acknowledged and Agreement to Arbitrate Agreed to by: Date: Employee Signature: ________________________________________ Employee’s Printed Name: ____________________________________


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