welcome to tribune media - center for board … · 8 es e « « sess tribune’s code of ethics and...

W E L C O M E T O T R I B U N E M E D I A

December 2017

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DIA Welcome to Tribune Media

Thanks for choosing to join the Tribune team, and for thinking as highly of us as we think of you! As you know, these days the media landscape is very crowded, complex, and competitive, being reinvented virtually every week. We’re aware that without you—without each of you—we cannot possibly achieve all we hope. As a company of suc-cessful individuals, we’re extremely proud of our recruitment process, and of our many employees across the country. We’re also proud of the dreams that fuel our endeavors. We hope you share these dreams. Because no matter where you work in our business units, your efforts are absolutely crucial to our success. You are what sets us apart from our competition.

About This Handbook This Handbook gives you basic information about what we expect from you and what you should expect from us. Think of it as your handy, daily reference guide. (It’s also online via Triblink.) The Handbook can’t possibly answer every question that may arise, nor deal with every situation.

This Handbook doesn’t create a contract between you and Tribune, nor establish

employment guarantees of any kind. You’re an “at-will” employee of Tribune Media, which means that you or the company can end your employ-ment at any time for any lawful reason, with or without reason or notice.

Though we’ve tried to put things clearly, after reading the Handbook you may still have con-cerns or questions. Tribune has an “open door” policy— you should always feel free to contact

your supervisor, manager, any member of the senior leadership team, your Human Resources representatives, our Ethics Alertline (855-871-9133), and our TribEthics Webportal (tribunemedia.ethicspoint.com) In these pages you’ll also see links to detailed info on topics that the Handbook merely summarizes. Keep in mind that from time to time, we may modify or discontinue any policy, benefit, procedure, or practice. Supervisors or managers cannot enter into any agreement contrary to the Handbook’s provisions. This Handbook also supersedes and replaces prior versions of the Handbook.

We hope this Handbook, which sets forth general information and guidelines about your relationship with Tribune Media, will be a valuable resource for you and will answer many commonly asked questions.

This Handbook applies to all employees of Tribune Media and its business units, except those subject to collective bargaining agreements—under which their benefits and terms & conditions of employment were bargained, and whose coverage under this Handbook’s policies / programs is not required by the collective bargaining agreement.

Nothing in this Handbook is intended to preclude or dissuade employees from engaging in activities protected by state or federal law, such as discussing wages, benefits or terms and conditions of employ-ment, forming, joining or supporting labor unions, bargaining collectively through representatives of their choosing, raising complaints about working conditions for their and their fellow employees’ mutual aid or protection, or legally required activities.

Finally, the law varies throughout the states and cities in which we operate. As a result, some of our poli-cies must vary in order to comply with applicable law. Of course, where there is a conflict between the law applicable to your location and a policy stated in the Handbook, Tribune Media complies with the law.

2WELCOME TO TRIBUNE MEDIA

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Welcome to Tribune Media .......................................................... 1

Our Company’s Long and Proud History .................................. 3

Tribune’s Mission and Values ....................................................... 5

Diversity and Inclusion .................................................................. 6

Sustainability and the Environment .......................................... 7

Tribune’s Code of Ethics and Business Conduct .................... 8

Open Door Policy ........................................................................... 9

Striking the Right Balance ...........................................................10

Respect and Dignity at Tribune Media...................................... 11

Your Work Hours and Pay ........................................................... 14

Your Benefits .................................................................................. 17

Taking Time off from Work ......................................................... 21

Dress Code ..................................................................................... 27

Smoking ........................................................................................... 28

Illegal Drug and Alcohol Use ...................................................... 29

Romantic and Personal Relationships ....................................... 31

Supporting a Safe and Secure Workplace ............................... 32

Accidents and Emergencies ....................................................... 33

Solicitations, Distributions, and Use of Bulletin Boards ....... 34

Acceptable Use of Our Information Systems ......................... 35

Social Media ....................................................................................37

Cellular Phones ..............................................................................40

Tribune Ownership of Intellectual Property ............................41

Confidential Tribune Information and Property .................... 44

Internal Investigations and Searches .......................................45

Travel Expenses ............................................................................46

A Closing Thought ........................................................................47

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Company’s Long and

Proud History

Tribune Media is very different from the publishing-centric company founded on June 10, 1847, by Joseph Medill, and later led by his two grandsons, Robert R. McCormick and Joseph Medill Patterson. That company started when the Chicago Tribune published its first edition and eventually grew to eight different newspapers across the country, including The Los Angeles Times, Hartford Courant, and Baltimore Sun. The publishing business is now known as Tronc, and it is a separate stand-alone company.

We began our foray into broadcasting when Chicago’s WGN Radio (720 AM) went on the air in 1924. Today, Tribune Media’s original broadcast property is a 50,000-watt Midwest radio powerhouse. We entered the infant television industry in 1948, when WGN-TV in Chicago took to the air, followed by WPIX-TV in New York.

Tribune Broadcasting was formed in 1981, and through a series of acquisitions and investments, we emerged as one of the largest owners and operators of television stations in the nation. Our local television business is comprised of all the major network affiliations, including ABC, CBS, CW, FOX and NBC. We own stations in each of the Top

As an employee of Tribune Media Company, you are part of something special—a modern, multimedia company that is home to a diverse portfolio of television and digital businesses driven by quality news, entertainment and sports programming. Tribune Media is comprised of 42 television stations across the country, national entertainment cable network WGN America, and Tribune Studios. Tribune Media also includes the national multicast networks, THIS TV and Antenna TV, and WGN Radio in Chicago. In addition, the company owns and manages a number of real estate properties throughout the United States and holds other strategic investments in media.

Following the closing of our acquisition of Local TV Holdings in late 2013, we became the nation’s largest independent local television station group, with 42 television stations in 33 markets, reaching more than 50 million households. WGN America reaches more than 80 million households via a variety of cable and satellite providers.

Tribune Media is the successor to Tribune Company, and was launched in August 2014, when Tribune Company spun-off its publishing division. Today’s


In late 2014, Tribune Media became a public company listed on the New York Stock Exchange under the symbol TRCO.

Tribune Media is a company with great media assets, iconic brands in major markets, and talented, creative employees who remain committed to informing, engaging, inspiring and entertaining the communities served by its businesses.

Three markets, seven of the Top Ten, and 14 of the Top 25.

Our stations carry more than 75,000 hours of local news annually, and in 22 of our markets our newscast is ranked #1 or #2. Our news departments are regularly recognized for their outstanding service to the communities in which they are located. Our stations are home to a wide variety of sports, including the NFL, the NBA, the NHL, Major League Baseball and NASCAR.

In 2014, WGN America completed its plans to convert from a superstation to a cable network. The network is now home to distinctive, original content and is currently available in approximately 80 million homes across the United States.

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Tribune’s Mission and

Values

Our Mission: We enrich peoples’ lives through authentic stories, passionately told.

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Our Values: INTEGRITY: We build trust with employees, customers, and the community by maintaining the highest ethical standards, behaving responsibly, and being accountable for our actions.

PARTNERSHIP: We share ideas and resources across our company and promote teamwork, coop-eration and fairness among employees, customers, and the communities we serve.

INNOVATION: We create and develop new ideas, processes, and products, while improving existing ones, so that we can better serve our customers and compete successfully.

PASSION: We care deeply about what we do and approach our work, our customers, and the commu-nity with commitment and pride.

DIVERSITY: We appreciate, respect, and actively pursue diversity of opinion, people, and cultures.

COMMUNITY: We serve the local community by being relevant and responsible, informing the public debate, taking editorial positions that further the public good, and by giving back.

BALANCE: We value our employees’ overall well-being and foster an environment where they can be successful and fulfilled in their personal and professional lives.


Diversity and Inclusion

We all agree that diversity and inclusion make good sense for our business. They’re at the heart of Tribune’s goals, strategies, and long-term success. We strive to develop a broadly diverse workforce, just as we’re committed to providing information and entertainment to readers, viewers, and listeners in ways that value their different environments. We respect each employee’s unique abilities and characteristics, and celebrate our wonderful differences. D

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Sustainability and the

Environment

We’ve long maintained a sustainable approach to the environment in our business practices. It’s good for the planet, plus it’s good business. At Tribune we strive to:

consider the environmental impact of how we operate, top to bottom;

make ecologically responsible principles and practices fundamental to Tribune operations;

encourage employees, suppliers, and vendors to act in sustainable ways; and

encourage and embrace suggestions and initiatives from our employees that reflect this commitment.

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TTribune’s Code of

Ethics and Business Conduct

This Handbook and the Code of Ethics and Business Conduct (“the Code”) are companion resources to help you understand company views on important topics. They also address certain legal and regulatory requirements. The idea is to help you build a successful career at Tribune. This applies to all employees—no matter their title, location, or role in our organization.

The Code provides guidance to help you do the right thing when you encounter difficult situations.

Employees covered by this Handbook must comply with the provisions of both the Code and the Handbook. Every supervisor must ensure that employees who report to them understand both the Code and the Handbook. Violating any provision of the Code or the Handbook can result in disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination. So, take the time to become familiar with both the Code and the Handbook to ensure that your decisions and conduct follow the guidance provided.

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Open Door Policy

Our open-door policy encourages you to speak frankly with our management team or Human Resources department. If you’re concerned about a work-related problem, or have a question or complaint, please discuss it with your immediate supervisor, higher levels of management, or Human Resources. We ask all supervisors and managers to be available to talk with employees about work-related issues. This offers a chance to discuss, and hopefully resolve, problems without fear of retaliation. We’re interested in all employees’ success and happiness—free, honest communication helps.

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Striking

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Tribune’s success depends, in part, on the company’s ability to create a highly innovative and productive work environment by helping you master the balance between work and the other very important things in life—like your health, family, and other interests.

If we do this successfully, you can be happy and focused at work, which will enable you to be more innovative and productive. When that happens, the company will benefit. We recognize that although you work for Tribune, there’s more to your life than work.

That doesn’t mean you won’t work hard or put in long hours when it’s necessary—we know you will. That’s why we hired you in the first place.

We all want the same thing out of this relationship: a friendly, supportive alliance based on interdependence, admiration, and loyalty.

Our Philosophy of Non-Discrimination and a Harassment-Free Workplace We want the best people to work for Tribune Media, in an environment where talent thrives. We need you to feel great about coming to work every day. And we believe strongly in equal employment opportunities for everyone. Employment at Tribune Media is based on personal ability and qualifications, without discrimination because of race, color, religion, religious creed, gender (including gender identity or expression), national origin, ancestry, citizenship, sex (including pregnancy, childbirth, lactation, and related medical conditions), age, sexual orientation, physical or mental disability, medical condition, familiar and caregiver status, marital status (including registered domestic partnership status), Civil Air Patrol status, military and veteran status, status as a victim of domestic violence,

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Respect and Dignity at Tribune Media

sexual violence, or stalking, unemployment status, genetic information or any legally- protected characteristic. Our policy of non-discrimination and equal-employment opportunity applies to recruitment, hiring, training, promotion, compensation, benefits, discipline, termination, and all terms/conditions of employment.

Our Policy Against Disability DiscriminationWe want an environment where everyone succeeds, and feels welcome and comfortable at work; this includes people with disabilities. We do not discriminate against qualified individuals with disabilities in any aspect of their employment. We comply with all applicable provisions of the Americans with Disabilities Act (ADA) and all applicable federal, state, and local laws regarding the employment of people with disabilities. We provide reasonable accommodations to a qualified individual with a disability, including those caused or contributed to by pregnancy, who has made us aware of that disability, as defined by applicable law, to allow this individual to perform the essential functions of his/her job, provided that such accommodation does not constitute an undue hardship. If you’re currently disabled, or become disabled during your employment, you should contact the Human Resources Department to discuss reasonable accommodations that may enable you to perform the essential functions of your job.

We believe strongly in equal employment opportunities for all.

We want our people to work in a professional atmosphere free of harassment of any kind.


ARE THERE OTHER TYPES OF HARASSMENT?

Unlawful harassment based on any protected characteristic is strictly prohibited by this policy and by applicable law. Verbal or physical conduct that denigrates or shows hostility or aversion to an individual because of any legally-protected characteristic that: (i) has the purpose or effect of creating anintimidating, hostile or offensive workenvironment; (ii) has the purpose or effect ofunreasonably interfering with an individual’swork performance; or (iii) otherwiseadversely affects an individual’s employmentopportunities; is contrary to a professionalwork environment, is not appropriate, andwill not be tolerated.

Here are some examples: Sexual harassment can be unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual conduct of a sexual nature.

WHO IS COVERED?

Our non-discrimination and harassment-free workplace policy applies to all job applicants and employees, and prohibit harassment, discrimination, and retaliation whether engaged in by, or directed toward, fellow employees, supervisors or managers, or individuals not directly connected to us— such as an outside vendor, consultant, or customer. Conduct prohibited by our policies is unacceptable in the workplace and likewise in any work-related setting outside the workplace (such as business trips, business meetings, and business-related social events).

Our Harassment-Free WorkplaceAt Tribune Media, we seek a work environment that promotes respect and dignity, free of unlawful harassment of any kind.

WHAT IS SEXUAL HARASSMENT?

Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For the purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature; when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting this individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Sexual harassment may include subtle or not-so-subtle behavior. It may involve individuals of the same or a different gender. Such behavior is detrimental to a professional work environment and is not appropriate or acceptable.

Examples of the many forms harassment, including sexual harassment, can take:

epithets, slurs, or negative stereotyping;

threatening, intimidating, or hostile acts;

denigrating jokes and display or circulation in the workplace (including via e-mail) of written or graphic material that denigrates or shows hostility or aversion toward an individual or group.


Please promptly report discrimination, harassment or retaliation. If we don’t know about a problem, we can’t fix it.

HOW DO I FILE A COMPLAINT?

All incidents of discrimination, harassment, or retaliation should be reported, regardless of the offender’s identity, title, or relationship to the company. If you believe you have experienced or are aware of conduct contrary to our non-discrimination, equal employment opportunity, or anti-harassment policies, or if you have concerns about such matters, provide a verbal or written complaint to your immediate supervisor, department head, or any Human Resources representative at your business unit. You are not required to make a complaint directly to your immediate supervisor. You can also contact the Ethics Alertline (855-871-9133) or our TribEthics Webportal (tribunemedia.ethicspoint.com) if you wish to remain anonymous. In addition, all managers or supervisors who become aware of a possible violation of this policy are required to report this information to the Human Resources Department.

Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly, thoroughly, and impartially. The investigation may include interviews with the parties involved, and with individuals who may have observed the alleged conduct or have relevant knowledge. Tribune Media expects all employees to fully cooperate with any investigation conducted by Tribune Media into a complaint of proscribed harassment, discrimination, or retaliation, or regarding the alleged violation of any other Tribune Media policies. During the investigation, confidentiality will be maintained to the extent consistent with adequate investigation and appropriate corrective action.

Upon completion of the investigation, Tribune Media will communicate its conclusion as soon as practicable, without violating employees’ rights to privacy. If Tribune Media determines that this policy has been violated, remedial

action will be taken, commensurate with the severity of the offense, up to and including termination of employment. Appropriate action will also be taken to deter any such conduct in the future.

Affected employees also may direct complaints to the federal Equal Employment Opportunity Commission (“EEOC”) at (1- 800-669-4000) or to any equivalent state or local fair employment practices agency in the location in which they work. Complaints of unlawful discrimination or harassment must be filed with the EEOC, or the applicable state or local fair employment practices agency, within specific periods of time, which may vary depending on the location in which you work.

WHAT IF I’M CONCERNED ABOUT RETALIATION? Retaliation of any sort against someone who reports harassment, discrimination, or any violation of Tribune Media’s Code of Business Conduct or policies—or against someone who participates in an investigation—is a serious violation of our policy and is also prohibited by applicable law. If you feel you are the subject of retaliation, please file a complaint with your immediate supervisor, department head, or Human Resources representative. Individuals who are found to have retaliated against someone who’s made a report or participated in an investigation will be subject to disciplinary action, in Tribune Media’s discretion, up to and including suspension without pay and/or termination.

WHAT RESPONSE CAN I EXPECT? All misconduct—including harassment, discrimination, or retaliation—will be dealt with in a timely manner. Appropriate action, in the company’s discretion, may include training, referral to counseling, monitoring of the offender; and/or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reduction of wages, demotion, reassignment, temporary suspension without pay and/or termination, or other action fitting the circumstances.

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Your Work Hours Employees at Tribune generally fit into one of the following three categories:

Regular Full-Time: a regular, full-time employee who is scheduled to work 35 or more hours per week.

Regular Part-Time: a regular, part-time employee who is scheduled to work fewer than 35 hours per week.

Temporary: a temporary employee who is engaged for a specific, limited period of time up to 1,000 hours per year. Temporary employees may also sometimes be referred to as “per diem” employees.

Your manager determines your schedule. Our success rests on your shoulders, so please report on time and work all scheduled hours each day—including authorized overtime. Attendance policies may vary from business unit to business unit, but if you don’t get to work on time or if you have excessive absences, you may be subject to corrective action, in Tribune’s discretion, up to and including suspension without pay and/or termination.

If you’re going to be late or absent, be sure to call your supervisor or manager, according to your business unit’s policy.

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If you don’t report for work or call in for three consecutive days, you may be considered as having voluntarily resigned. If you’re absent for medical reasons, your doctor may have to give you a release before you can return to work.

What About Overtime Pay? The Fair Labor Standards Act (FLSA) guarantees “non-exempt” employees’ overtime pay at 1.5 times their regular pay rate for any hours worked in excess of 40 hours in a given work week (“overtime”). Prior approval of the appropriate supervisor is required before a non-exempt employee can work overtime, including responding to email and other messages while away from work. Violation may result in disciplinary action in Tribune’s discretion, up to and including suspension without pay and/or termination.

We know that your pay and benefits are important to you. Providing competitive pay and benefits is a smart business decision that allows Tribune to attract and retain quality employees.


(Certain salaried employees may be exempt from overtime requirements if their salary and job duties meet criteria specified in the FLSA regulations and state wage hour laws. These employees are considered “exempt”, and do not receive overtime. They must generally be paid their full salary in any week in which they perform work, subject to certain permissible deductions under federal and state law.)

For non-exempt employees, state laws may prescribe additional overtime rules. If so, you’ll be paid accordingly. (Any paid time off, like vacation days, sick days, disability leave, fixed or floating holidays, is not considered in calculating overtime – overtime is calculated based on hours actually worked by an employee.) Commissions or other non-discretionary incentives earned by non-exempt employees usually are factored into the regular hourly rate for purposes of calculating overtime.

Your Time Record If you’re a non-exempt employee, you’re responsible for calculating your hours daily. Each business unit or department establishes the work week for a position. Within a unit, employees can have different work weeks depending on the unit’s needs. Your manager may change a work week and, if you’re eligible, you’ll be paid for any overtime worked as a result. If your work week gets changed, you’ll receive advance notice of the change.

For non-exempt employees, the times you start and finish work (or total hours worked each day) must be recorded in Workday, our time-recording system. Your supervisor must approve your hours worked at the end of each week and those approvals must be recorded in Workday by noon (Central Time) each Monday.

Employees must ensure all time is recorded accurately. Off-the-clock work is strictly prohibited. Fraudulent timekeeping and falsification of time records can result in

disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination.

Exempt employees must input paid time off (e.g., vacation, sick, floating holidays) into the Paid Time Off system. Managers must approve paid time off for exempt employees, in addition to approving hours submitted via Workday for non-exempt employees.

Paychecks and Deductions Tribune pays all employees biweekly, unless payment is required more frequently under state law. You’ll receive pay, and a notice of the amount, via the ePay system. Some states (like California) require us to give you the option of a printed statement.

As you’d expect, Tribune withholds all applicable federal, state, and local taxes from your pay. Deductions may be taken for certain benefits if you elect them and give authorization. Other appropriate deductions may also be taken, with your written consent, and subject to applicable law.

Tribune’s policy is to avoid any improper deductions. If at any point you believe an improper deduction has been made, please notify the Human Resources department immediately. Tribune will promptly reimburse you in the event of an improper deduction and seek to avoid improper deductions in the future.

Each calendar year you’ll get a Wage and Tax Statement (W-2) summarizing the year’s Tribune-related income and deductions. You’re responsible for reviewing your paycheck’s accuracy and pointing out any discrepancies to your manager, supervisor, or payroll. Every attempt will be made to rectify any incorrect pay on the next pay date. If your check exceeds what you should’ve been paid and you fail to notify appropriate staff, you’ll be subject to disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination.


Protection of Social Security Numbers and Other Personally Identifying InformationProtection of your private information is important to us. For that reason you may not: (i) publicly post or display an employee’s social security number; (ii) visibly print a social security number on any identification badge or card, including any time card; (iii) place a social security number in files with unrestricted access; or (iv) communicate an employee’s “personally identifying information” to the general public. Any employee who needs to dispose of documents containing social security numbers should contact the Human Resources Department for assistance.

For purposes of this policy, “personally identifying information” means an employee’s social security number, home address or telephone number, personal electronic mail address, internet identification name or password, parent’s surname prior to marriage, or drivers’ license number.

Violation of this policy may result in disciplinary action, in Tribune’s discretion, up to and includ-ing suspension without pay and/or termination.

Meal and Rest Breaks We know you need to eat, and take occasional breaks. Tribune complies with all applicable federal and state laws regarding meal and rest breaks. For non-exempt employees, short breaks (usually five to fifteen minutes) are generally considered hours worked in determining overtime. Breaks must be authorized by your manager. Unauthorized breaks, or extensions of breaks, aren’t counted as hours worked and are subject to corrective action, in Tribune’s discretion, up to and including suspension without pay and/or termination. Meals of thirty minutes or more serve a different purpose than a short rest, and aren’t counted as hours worked in calculating overtime.

Wage Assignments and Garnishments In compliance with federal and state law, Tribune must accept valid liens, assignments, garnishments, and/or attachments against employees’ wages. Our payroll department will inform you if a wage levy has been issued, and automatically deduct the appropriate funds from your paycheck.

Lactation AccommodationEmployees who are nursing will be permitted a reasonable number of unpaid breaks each day to express breast milk for their nursing child in accordance with any applicable law. Where you are already allowed a paid break and/or lunch period, you may be required to use that break to express breast milk. If you intend to use this benefit, please contact the Human Resources Department and we will provide you with a sanitary room or other location in close proximity to your work area where you may express breast milk in privacy and security. Nursing mothers may store expressed milk in properly labeled containers in the refrigerator at their work location. Tribune will not tolerate discrimination against nursing employees electing to take break time to express breast milk in the workplace.

Meal and rest breaks are important.

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This part of the Handbook contains a general description of the benefits for which a full-time employee may be eligible. (Eligibility and benefit payment determinations for all employees will be governed by the plan documents, including the Summary Plan Descriptions (SPDs) not by this Handbook. If there is any conflict between this Handbook and the plan documents, including the Summary Plan Descriptions, the plan documents will control). The Summary Plan Descriptions for all of our benefit plans can be found in their entirety on Triblink.

Tribune reserves the right to change, amend, suspend, or terminate the benefit plans at any time, for any reason, in its discretion, with or without notice, in accordance with applicable law. Your eligibility does not guarantee continued employment at Tribune or any of its entities. Benefits and rates

Health Insurance We currently offer several medical plans through Blue Cross/Blue Shield or Kaiser, depending upon where you live. All medical plans offer preventive and catastrophic healthcare coverage. We also offer two dental plans and two vision plans.

Although we cover a substantial portion of the cost of these benefits, we do ask you to pay a portion of the premium. This amount is typically deducted from your paycheck, pursuant to your authorization, subject to state law requirements. (You may also have to pay some or all of the cost of services you receive in the form of deductibles, copayments, or coinsurance.)

We have a variety of employee benefit programs designed to assist you and your eligible dependents in meeting the financial burdens that can result from illness and disability, and to help you plan for retirement.

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for union-represented employees are governed by the terms of their collective bargaining agreements.


Disability Coverage Our Short-Term Disability (STD) policy currently provides eligible employees with pay continuation for up to 26 weeks starting on the 8th consecutive calendar day after they are temporarily disabled due to illness or injury. “Disability” (for purposes of this policy) means a complete inability to perform your regular duties.

If you satisfy the eligibility criteria, Tribune currently provides an STD benefit of 40% of pay (base salary & commissions) up to $2,000/week. You may also be eligible to purchase additional coverage of either 20% or 40% of pay (base salary & commissions)—60% or 80% in total—also up to $2,000/week. Any sick-days converted to “full disability pay” days under Tribune’s sick day policy can be used to receive 100% of pay for days when an employee is out on disability.

You may also be eligible to purchase Long-Term Disability (LTD) coverage, which currently provides 60% of pay (base salary & commissions) up to $15,000/month. LTD currently begins paying benefits to covered employees after they can’t work for 26 weeks.

Disability premiums are typically paid through authorized payroll deductions and benefits may be offset by any state disability payments the employee receives.

Medical Certificates and the Exclusion of Genetic InformationTo comply with the policies in this Handbook regarding leave and other employment accommodations, you may need to provide us with certain medical information regarding the need for leave or accommodation. When you provide this information, we ask that you refrain from providing us with any genetic information regarding you or your family members. Genetic information includes an individual’s family medical history, the results of an individual’s or family

member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

Life Insurance Coverage To provide for others in the event of your death, at no cost to you, we currently offer eligible employees basic life insurance equal to base pay (annual pay rate on Jan. 1, plus prior year’s commissions, if applicable). You may choose to purchase supplemental life coverage for yourself, or eligible dependents, pursuant to the terms of life insurance plans.

You may also purchase Accidental Death and Dismemberment (AD&D) insurance for you and your family. AD&D coverage provides payment to your beneficiaries upon your accidental death, or severe injury, or certain covered losses (like your sight, or a limb).

Some employees travel on our behalf. Through AC Newman, we currently provide insurance that pays benefits if an eligible employee dies or suffers a disability as the result of an accident while traveling on Tribune business. The benefits are currently based on base pay (plus commissions) at the time of your accident. For a disability, the plan pays a percentage of the maximum amount.

At no cost to you, we provide you with life insurance equal to your annual base pay.


Flexible Spending We offer certain flexible spending accounts (FSA) to eligible employees. FSA's are an arrangement that allows employees to pay for certain eligible health or dependent care out-of-pocket expenses with pre-tax dollars. Employees should contact the Mercer Benefits Center for Tribune Media employees for more information regarding FSAs.

Saving for Your Retirement Full-time employees age 21 or older are eligible to participate in the Tribune Media 401(k) Plan. (Part-time employees age 21 or older are eligible after completing 1000 hours of work and one year of service.) If you’re new, you don’t even have to enroll in the Plan; we automatically enroll eligible employees 30 days after their hire date, and deduct 3% from their pre-tax pay. Subject to IRS rules, you may elect to contribute at a higher rate. To help you save, your contribution rate will be increased by one percentage point each January until you reach 10% (including the company matching contribution). You can change or stop your automatic contributions through Vanguard, the company that currently administers our 401(k) plan, pursuant to the terms of the plan.

We want to help you grow your retirement benefit. For every $1 you contribute of the first 2% of eligible pay, Tribune contributes $1. For every $1 you contribute of the next 4% of your pay, Tribune contributes $0.50. (So if you contribute 6% of your eligible pay, you receive a 4% contribution from us too.) This matching help is given each pay period.

Within the 401(k) plan we offer diverse funds where you can invest your money. You may

change your investments at any time, subject to plan rules.

Other Employee Benefits We offer a Commuter Reimbursement Account (CERA), so you can use pre-tax dollars to pay for eligible parking and commuting.

You also may enroll in any of the voluntary benefits offered such as identify theft protection, legal benefits, auto and home insurance, and pet insurance.

Our Employee Assistance Program (EAP) offers confidential support for conditions such as depression, anxiety, stress; substance abuse; workplace problems or conflicts; parenting and family issues; child and elder care.

Electing Coverage Eligible employees currently have up to 31 days from their hire date to make medical, dental, vision, disability & life insurance elections. Coverage currently begins the first day of the calendar month after an eligible employee’s election. (If an eligible employ-ee’s hire date is the 1st of a month and the employee elects coverage that day, it’ll be effective that day.) Once made, your elec-tion is generally fixed for the rest of the plan year. However, if you have a change in family status, you may currently make a mid-year adjustment in coverage within 31 days from the date of the change. Please contact the Mercer Benefits Center at (888) 867-5960 to determine if a family status change quali-fies under the applicable Plan document and IRS regulations.

Each fall, during Open Enrollment, you’re free to adjust benefit elections for the coming calendar year, whether or not you have a change in family status, subject to the terms of the plans. Some adjustments, like increasing your life insurance, or electing long term disability coverage for the first time, may require evidence of good health before being approved.

Need Assistance? Use the Mercer Marketplace tool to enroll in your benefits or speak with a licensed benefit counselor for help with your benefit questions:

www.mercermarketplace.com/tribunemedia

Mercer Benefits Center for Tribune Media employees: 888-867-5960

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Summary of Our Severance Pay Guidelines Under severance guidelines established by the Company, if you are actively employed by the Company as a regular full-time or regular part-time employee, you may become eligible for severance pay when you are notified by the Company that your employment is being involuntarily terminated other than for “Cause” (as defined under item 1.5 of the full severance pay guidelines). If you are eligible, severance pay generally is calculated as two weeks of pay for the first completed year of service and an additional one week of pay for every completed twelve months of service thereafter, with a minimum of two weeks of pay, regardless of service (there is no pro ration for partial years of service). To receive severance pay, an eligible employee must sign, date, return and not revoke a

Waiver and General Release of legal claims on a form provided by the Company. Severance pay shall be based only upon base salary at the time of termination and “qualifying commissions” earned over the preceding four quarters ended, if applicable. Severance, if any, will be paid through a lump sum payment, less all legally required or authorized deductions and tax withholding.

These are merely guidelines and are subject to change at any time by the Company in its sole discretion and without notice, and do not affect your status as “at-will” employee of the Company. The above is only intended to be a summary of the actual guidelines. The severance pay guidelines can be found in their entirety on Triblink. Copies are also available through your business unit’s Human Resources Department.

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Taking Time off from

Work

VacationsYou earn vacation with your years of service. The longer you stay with us, the more vacation you are eligible to accrue.

Vacation time must be approved in advance by your supervisor.

With your supervisor’s approval, you may take vacation time not yet accrued. Accrued and unused vacation time cannot be carried over from one calendar year to the next unless required by state law (e.g., in California). If you leave the company having taken more vacation time than what has been accrued, Tribune reserves the right to recoup that pay from your final paycheck, subject to state law restrictions. For questions about our vacation policy, talk to Tribune’s Human Resources Department. In connection with a termination of employment, employees will be paid out for any accrued and unused vacation time.

Time away from work to relax and pursue personal interests is important to everyone. We recognize that there may also be other reasons such as ill-ness or disability that will require em-ployees to take time off from work.

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Vacation accrual rates for full-time employ-ees are described below. Vacation accrual rates will vary for part-time employees. Please contact your local Human Resourc-es manager for details. Temporary employ-ees are not eligible for vacation time.

Employees do not accrue vacation time during unpaid leaves of absence or other periods of inactive service, unless such accrual is required by applicable law.

FULL-TIME EMPLOYEE VACATION ACCRUAL RATES (Excluding California Employees)New hires are eligible for vacation during the calendar year of hire according to the following schedule:

Hired DuringPaid Vacation Days

During Your Calendar Year of Hire

January 10

February 9

March 8

April 7

May 7

June 6

July 5

August 4

September 3

October 2

November 1

December 0


After the calendar year of hire, employees will accrue vacation as follows:

Sick DaysRegular full-time employees have 5 paid sick days in each calendar year (prorated your first year of employment, according to the schedule below) or as otherwise required under state or local laws. Part-time or temporary employees may also accrue paid sick time under state or local laws. Paid sick time may be used for your own illness or that of a spouse, child, or parent, or as permitted under applicable law. Any unused sick days in a calendar year cannot be carried over to the next calendar year, except as required by state or local law. Otherwise, at the end of a calendar year, any unused sick days for the calendar year will convert to full-disability pay days which substitute for short-term disability days if you become disabled. In other words, if you have unused sick days at the end of the calendar year, these will convert into days of short-term disability that would be paid at 100% of pay if you are absent from work due to a disabling condition. Unused sick days (including any full-disability pay days) are not paid out upon termination of employment, unless required by law.

SICK DAYS FOR NEW HIRES

Hired In Sick Days During Your Year of Hire

January - February 5March - April 4

May - July 3August - September 2October - November 1

December 0

If Your Service Equals

In the Following Calendar Year

You’ll Get

Less than 4 years 10 vacation days

4-9 years 15 vacation days

10 or more years 20 vacation days

While your vacation allotment is determined as of January 1st of each year, it accrues ratably throughout the year. In the calendar year of hire, your vacation time will also accrue, on a pro-rata basis, based on your partial calendar year of employment. Please contact your local Human Resources department if you have specific questions regarding your vacation accrual.

VACATION ACCRUAL RATES FOR FULL-TIME CALIFORNIA EMPLOYEESLocal Human Resources representatives in California will inform California employees of Tribune’s California policy regarding vacation accrual. California employees should contact their Local Human Resources representatives if they have questions regarding their available vacation time.

HOLIDAYSFull-time employees are eligible for 10 paid holidays per calendar year through a combination of fixed and floating holidays (that may vary by business unit). The Human Resources Department can let you know which holidays apply to your unit.

Employees do not receive fixed holiday pay during unpaid leaves of absence or other periods of inactive service, unless such payment is required by applicable law.

Unused fixed and floating holidays are not paid out upon termination of employment, unless required by law.

Some states and cities have specific laws regarding the accrual and use of sick leave (e.g., California, Connecticut, Washington, D.C., New York City, Los Angeles, Chicago,Portland (Oregon), and Seattle). Employeesworking in locations where sick leave isregulated by state or city law will be coveredby specific local sick day policies that applyto their location, in lieu of the policy set forthin this section. Your local Human Resourcesrepresentative will advise you if a differentpolicy is applicable to your work site.


Bereavement LeaveFull-time employees who suffer a death in the immediate family, may have the remainder of the day they are notified off, and up to three additional days off with pay. A supervisor/manager may grant up to two additional days off with pay to full-time employees for a funeral out of town or other relevant circumstances. (“Immediate family” means spouse, domestic partner, child, step-child, parent, step-parent, parent-in-law, legal guardian, sibling, grandparent, grandchild.) A supervisor/manager may grant bereavement leave at his/her discretion for a full-time employee’s family member or other household member not on this list. In addition, some states and cities have different laws concerning the use of bereavement leave. Your local Human Resources representative will advise you if a different policy is applicable to your work site.

Military LeaveTribune supports the right of any employee to serve in the U.S. Armed Services, the U.S. Reserves, or the National Guard, and complies with federal and state laws. If you need a leave in connection with military service, please contact your Human Resources representative as soon as possible to discuss your leave and other rights.

Jury Duty Leave If called for jury duty, you’ll be allowed time off for jury selection and service, in accordance with applicable law. When you receive a summons, let your supervisor know immediately; full-time employees will receive normal pay for up to two weeks (or longer if required by state law). In addition, full-time employees may keep any pay provided

by the court. Part-time and temporary employees should contact their local Human Resources representative to discuss their available leave if called for jury duty.

Unless prohibited by state law, you’re expected at work any day or significant part of a day not required for jury service (including court holidays not observed by the company).

Leave Under the Family and Medical Leave ActUnder the Family and Medical Leave Act (FMLA), you may be eligible for up to 12 work weeks of unpaid leave for certain family and medical reasons (up to 26 work weeks of unpaid leave for Military Caregiver Leave, as described below) during a rolling 12-month period. This rolling period of entitlement is measured backward from the day that you use any FMLA leave. FMLA leave may sometimes be taken on an intermittent or reduced work schedule basis if medically necessary.

AM I ELIGIBLE FOR FMLA LEAVE? To be eligible, you must have been employed by Tribune at least 12 months and worked a minimum of 1,250 hours during the 12 months immediately preceding the leave. You must also be employed at a work site that has 50 or more employees within 75 miles.

WHAT EVENTS WOULD QUALIFY FOR FMLA LEAVE?FMLA leave may be taken for any of the following reasons (or a combination):

The birth of your child, or to care for the newborn child. Your entitlement to this leave ends 12 months after the child’s birth.

The placement of a child with you for adoption or foster care, or to care for a newly placed child. Your entitlement to this leave ends 12 months after the placement of your child in your home.

To care for your spouse, child, or parent with a serious health condition.

For your own serious health condition that makes you unable to perform one or

We support our Armed Forces, the Reserves and the National Guard.


more of the essential functions of your job. A “serious health condition” is an injury, illness, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a healthcare provider.

A qualifying exigency of your spouse, child, or parent who is a military member on covered active duty or call to covered active duty status (or has been notified of an impending call or order to covered active duty) (“Qualifying Exigency Leave”).

To care for your spouse, child, parent, or next-of-kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by FMLA regulations (“Military Caregiver Leave”). Military Caregiver Leave provides up to 26 weeks of unpaid leave in a single 12-month period.

HOW DO I REQUEST FMLA LEAVE? The FMLA requires 30 days’ advance, written notice for foreseeable leaves. If this is not possible, you must at least give notice as soon as practicable (within one or two business days of learning of your need for leave). Failure to provide such notice may be grounds for delaying FMLA-protected leave, depending on the particular facts and circumstances. To apply, you should notify your supervisor immediately, then contact the Benefits Service Center. You’ll need to complete a Request for Leave of Absence form to get your leave approved.

Additionally, if you are planning a medical treatment or a series of treatments or you are taking Military Caregiver Leave, you must consult with Tribune first regarding the dates of such treatment to work out a schedule that best suits the needs of both the employee or the covered military member, if applicable, and Tribune, if possible.

CERTIFICATION OF NEED FOR LEAVEIf you are requesting leave because of your own or a covered relation’s serious health condition, the relevant healthcare provider

must supply appropri-ate medical certification. You may ob-tain Medical Certification forms from the Benefits Service Center. When you request leave, Tribune will notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before your leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FM-LA-covered leave until it is provided.

Tribune, at its expense, may require an examination by a second healthcare provider designated by us. If the second healthcare provider’s opinion conflicts with the original medical certification, Tribune, at its expense, may require a third, mutually agreeable, healthcare provider to conduct an examination and provide a final and binding opinion. We may require subsequent medical recertification.

We also reserve the right to require certification from a covered military member’s healthcare provider if you are requesting Military Caregiver Leave and certification in connection with Qualified Exigency Leave.

LEAVE IS UNPAIDFMLA leave is unpaid. You will be required to substitute any accrued and unused vacation, floating holidays and sick days (including

The Family Medical Leave Act provides eligible employees with up to 12 weeks of unpaid leave for certain family and medical reasons during a rolling 12-month period.


any full-disability pay days) for unpaid FMLA leave as described below:

If you request leave because of a birth, adoption or foster care placement of a child, any accrued and unused vacation or floating holiday days will first be substituted for unpaid family/medical leave and run concurrently with your FMLA leave.

If you request leave because of your own serious health condition, or to care for a covered relation with a serious health condition, any accrued paid vacation, floating holidays and sick days (including any full-disability pay days) will be substituted for any unpaid family/medical leave and run concurrently with your FMLA leave.

The substitution of paid leave time for unpaid FMLA leave time does not extend the 12 or 26 weeks (whichever is applicable) of the FMLA leave period. In no case can the substitution of paid leave time for unpaid leave time result in your receipt of more than 100% of your salary.

Employees who take leave due to their own serious health condition may also be eligible for the disability benefits described in the Disability Coverage policy in this Handbook. Additionally, employees in certain states may be eligible for short-term disability or family care benefits from their state, in accordance with applicable law. Information regarding these state benefits may be obtained from your local Human Resources representative. Any paid Tribune and state disability benefits and state family care benefits run concurrently with unpaid leave under the FMLA.

MEDICAL AND OTHER BENEFITSDuring approved FMLA leave, Tribune will maintain your health benefits as if you continued to be actively employed. If paid leave is substituted for unpaid FMLA leave, Tribune will deduct your portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must pay your portion of the premium through the Tribune Benefits Service Center. Your healthcare coverage will cease if your premium payment

is more than 30 days late. If your payment is more than 15 days late, we will send you a letter to this effect. If we do not receive your premium payment within 15 days after the date of this letter, your coverage may cease. If you elect not to return to work for at least 30 calendar days at the end of the leave period, you will be required to reimburse Tribune for the cost of the health benefit premiums paid by us for maintaining coverage during your unpaid leave, unless you cannot return to work because of a serious health condition or other circumstances beyond your control.

EXEMPTION FOR KEY EMPLOYEESKey employees, defined as salaried and FMLA-eligible employees who are among the highest paid 10% of all employees at a worksite or within 75 miles of that worksite, may not be returned to their former or an equivalent position following FMLA leave if restoration of employment will cause substantial and serious economic injury to our operations. This fact-specific determination will be made by us on a case-by-case basis and subject to applicable law. We will notify you if you qualify as a key employee and if we intend to deny reinstatement.

INTERMITTENT AND REDUCED SCHEDULE LEAVEIf medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule if it is Qualifying Exigency Leave.

If your leave is unpaid, we will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave, we may temporarily transfer you to an available alternative position which better accommodates your leave schedule and which has equivalent pay and benefits.

RETURNING FROM LEAVEIf you take leave because of your own


serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work. In addition, you must give notice as soon as practicable (within two business days if feasible) if the dates of your leave change.

Upon timely return from FMLA leave you’ll generally be placed in the same position you held before the leave—or an equivalent position with equivalent pay, benefits, and other terms of employment. The FMLA, however, does not bestow greater job reinstatement rights than if you had not taken FMLA leave. (If, because of a layoff, reduction in work force, or other reason, an employee would not be employed at the time job reinstatement is sought at the end of FMLA leave, the employee is not entitled to reinstatement.)

BOTH SPOUSES EMPLOYED BY THE COMPANYSpouses who are both employed by Tribune and eligible for FMLA leave may be limited to a:

Combined total of 12 weeks of leave during the 12-month period if leave is requested:

for the birth of a son or daughter and in order to care for such son or daughter;

for the placement of a son or daughter with the employee for adoption or foster care and in order to care for the newly placed son or daughter; or

to care for an employee’s parent with a serious health condition.

Combined total of 26 weeks in a single 12-month period if the leave is either for:

Military Caregiver Leave; or

a combination of Military Caregiver leave and leave for other FMLA-qualifying reasons.

STATE AND LOCAL LEAVE LAWS Some states and cities have laws that provide for different or additional leaves of absence. Tribune abides by all state and local laws.

Please contact our Benefits Service Center with any questions. Your FMLA leave runs concurrently with other types of leave, such as leaves of absence under any state leave laws, to the extent permitted by state law.

Personal Leaves Unpaid personal leaves are granted only under unusual circumstances (or as required by law) and require the approval of your department director and Human Resources. Personal leaves will be considered only after all vacation time and floating holidays have been exhausted and must be for a specific period of time, generally not to exceed 3 months unless the law requires otherwise. You may not engage in other employment. During a personal leave, you’ll continue to be eligible for coverage under company benefit plans, subject to the terms of the plans and at the same cost as active employees. Arrange to send our Benefits Service Center your employee portion of the continued benefits, or coverage will end.

27

Our dress code is casual appropriate. Wear clothing that’s comfortable, practical, and consistent with a professional business environment, and not distracting or offensive. Shorts, hats/caps, or flip-flops aren’t permitted. There may be situations when business casual attire (i.e., no jeans or t-shirts) is required; adapt to the situation. No dress code can cover all contingencies—exercise good judgment when deciding what to wear. Questions regarding acceptable attire for work (or a particular situation) can be directed to Human Resources.

Any employee who requires a reasonable accommodation under this policy for reasons based on religion, disability or other grounds protected by federal, state or local laws should contact Human Resources. A reasonable accommodation will be granted unless it would cause an undue hardship for Tribune.

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Smoking

We maintain a tobacco-free work envi-ronment. Smoking or other use of tobac-co products (not limited to cigarettes, pipes, cigars, snuff, electronic cigarettes or chewing tobacco) is not permitted in any Tribune building or facility. Employ-ees may use tobacco products outside in designated areas during breaks. If you choose to smoke, please keep the designated smoking area litter-free and properly dispose of litter in receptacles provided for that purpose.

You will not be subject to retaliation for exercising or attempting to exercise your rights under this policy or any law prohibiting smoking. If you feel that you have been subjected to retaliation, please report it to the Human Resources department.

An employee who violates this policy may be subject to disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination.

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We want to ensure a safe, healthy, and productive work environment. As you’d expect, we have policies regarding drugs and alcohol in the workplace.

Illegal Drugs Employees are strictly prohibited from working or reporting to work, conducting Tribune Media business, or operating Tribune Media-owned or leased vehicles, equipment, or machinery while under the influence of Illegal Drugs. “Illegal Drugs” means not only substances that are illegal under any local, state, or federal laws, but also includes any prescription or over-the-counter drug which is legally obtainable but wasn’t legally obtained, or isn’t being used for the prescribed purpose or in the prescribed doses. This policy does not apply to the lawful possession and use of prescription medications, provided they are used by the individual for whom they were intended and in the manner in which they were prescribed.

In addition, employees have the responsibility to consult with their doctors or other licensed medical practitioners about the effect of prescribed medications on their ability to perform their specific job duties in a

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Illegal Drug

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safe manner, and to promptly disclose any work restrictions to their managers or the Human Resources Department. Employees who violate this policy will be subject to appropriate disciplinary action, up to and including termination.

Employees are strictly prohibited from using, possessing, selling, purchasing, transferring, manufacturing, or storing an Illegal Drug—or attempting or assisting another to do so— while on Tribune Mediapremises or facilities, conducting Tribune Media business, or in Tribune Media-owned or leased vehicles.

Alcohol Use Although employees may not use (or be under the influence of) alcohol on Tribune Media time and/or on Tribune Media premises, we recognize there may be occasions when the responsible use of alcohol is acceptable. For example, we understand that employees may have a

We have a vital interest in maintaining a safe, healthy and productive working environment for our employees.


a glass a wine at a departmental holiday luncheon or a beer while entertaining a customer at a professional sporting event. When alcohol is consumed while conducting Tribune Media business or at a Tribune Media event, it must be done responsibly and legally.

On such occasions, employees are strictly prohibited from using alcohol:i) to excess; ii) when its use results inimpairment; iii) when its use could endangerthe health or safety of the employee orothers; or iv) when its use would violate anylaw, including—without limitation—laws thatpertain to the operation of motor vehicles.

Tribune Media reserves the right to inspect all areas of its premises for illegal drugs, alcohol or other contraband. All employees and visitors may be asked to cooperate in inspections of their persons, work areas and property (such as purses, tool boxes, lunch boxes, briefcases, desks, lockers or cars) that might contain and/or conceal illegal drugs, alcohol or other contraband.

Employees should not expect privacy with regard to any item brought into the workplace or kept in a Tribune vehicle.

Drug and/or Alcohol Testing To promote a safe, healthy and productive working environment, if you are applying for a position that: i) requires the operation of a motor vehicle as a regular and customary part of the job; or ii) requires the operation or repair of mechanical equipment or heavy machinery, you will have to pass a drug test before you can begin working for us. Pre-employment drug tests may also be required for employees applying for other positions deemed appropriate by individual business units. All drug testing will be conducted in accordance with applicable law.

Employees may also be subject to drug and/or alcohol testing in certain other circumstances, including, but not limited to:

if we, in our sole discretion, have a reasonable suspicion that the employee is under the influence of alcohol or Illegal Drugs in violation of our policy;

where an employee is involved in an accident that results in damage to Tribune Media vehicles, equipment and/or property or results in an injury to a person; and

randomly, as required by/in accordance with applicable laws (say, for employees covered by the Dept. of Transportation’s drug and alcohol testing regulations).

An employee who violates this policy may be subject to disciplinary action, in Tribune Media’s discretion, up to and including suspension without pay and/or termination.

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We all know that personal relationships sometimes develop between co-workers. To prevent favoritism, the appearance of favoritism, or conflicts of interest that can result from personal relationships, please keep these guidelines in mind:

We generally discourage romantic relationships between employees, especially those involving one employee who directly or indirectly manages or supervises the other —or could affect the compensation, evaluation, promotion, or other job conditions or opportunities of the other.

Romantic relationships between employees and independent contractors (or persons employed by our competitors, suppliers, or customers) can create actual or perceived conflicts of interest if the employee’s in a position to influence or favorably affect the third party’s compensation, contracts, orders, billings, or other business dealings.

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If you’re aware of or become involved in a personal relationship that might create actual or perceived favoritism or conflict of interest, you must inform your manager/supervisor or the Human Resources Department. We can then determine whether a problem exists and, if so, how to handle it. Failure to disclose such a relationship is a violation of this policy, and may result in corrective action, in Tribune’s discretion, up to and including suspension without pay and/or termination.


We must all help keep our workplace safe and secure.

We prohibit any acts or threats of violence by or against our employees, consultants, customers, vendors, or others on our premises or through the use of our communications equipment.

We do not tolerate such acts or threats by or against our employees while engaged in business on behalf of Tribune.

For example, the following would violate our Safe and Secure Workplace Policy:

Fighting, hitting, biting, kicking, pushing, or shoving another person;

Threatening, intimidating, or bullying another person or his/her family, friends, associates, or property;

Intentionally damaging Tribune property, or property of another employee on workplace premises; or

Committing acts motivated by, or related to, domestic violence on Tribune premises or while engaged in business on behalf of Tribune.

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Supporting a Safe and

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Reporting Suspicious or Dangerous Conduct We all have an obligation to report work-place conduct reasonably assessed as suspicious or dangerous, regardless of the alleged offender’s identity or position. Reports of suspicious or dangerous conduct should be made to your manager and your local Human Resources Department or to the Ethics Alertline (855-871-9133) or TribEthics Webportal (tribunemedia.ethicspoint.com). In the case of an emergency, you should call 911 and then report the conduct to the Ethics Alertline, your manager and your local Human Resources Department.

Employee reports of suspicious and dangerous conduct will be dealt with discreetly; the safety of the reporting party and others gets the highest priority. Every reasonable effort will be made to ensure confidentiality throughout the complaint and investigation process. All reports will be seriously reviewed. We will not tolerate retaliation against an employee for making a good-faith report.

An employee determined to have com-mitted acts prohibited by this policy may be subject to disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination, and may be reported to law enforcement authorities for possible prosecution.

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Accidents and

Emergencies

A safe work environment demands everyone’s continuous cooperation. Please communicate with your fellow employees and your supervisor about safety issues.

Contact 911 in the event of a medical or police emergency; contact your supervisor, the nearest supervisor, and/or security in the event of a non-emergency security issue or accident.

Tribune and its business units are covered under state workers’ compensation laws. Coverage and benefits vary state to state. You must immediately report a work-related injury or illness to your supervisor, who’ll notify Human Resources. Failure to report an accident can disqualify you from worker’s compensation benefits. If medical treatment’s needed, keep your supervisor informed of your ability to work and any work restrictions.


Solicitations, Distributions,

and Use of Bulletin

Boards

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No one likes to be disturbed when they are working. Soliciting employees, or distributing literature or other materials not work-related, is not permitted during the working time of either employee. (“Working time” means any portion of the day when employees perform job duties; it does not include breaks, meals, or other duty-free periods.) Under no circumstances may you distribute litera-ture in work areas. The only exception is Tribune-sponsored charitable collection for the United Way.

Solicitation or distribution by non-employees on Tribune premises is never permitted.

Tribune bulletin boards are exclusively for communicating authorized information to employees, and posting notices required by law. Only Human Resources and des-ignated managers may post or remove materials from these bulletin boards.

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Our policy details the acceptable use of the many Information Systems we use in our jobs.

WHAT ARE INFORMATION SYSTEMS? “Information Systems” include any computing device (desktop, laptop, personal digital assistant, smartphone, etc.), server, workstation, network, facility, application program, data, physical media, email, voicemail, instant messaging, computer usage, Internet browsing, and/or internal/external data transfer owned, provided, or supported by Tribune or its subsidiaries. If you’re authorized to use any of our Information Systems, you are a “User.”

WHAT IS ACCEPTABLE USE AND WHAT SHOULD I EXPECT WHEN I USE INFORMATION SYSTEMS? Information Systems are the property of Tribune and should be used primarily to do your job and conduct Tribune business. Limited personal use of Information Systems, which does not interfere with your job responsibilities or otherwise violate Company policies, is acceptable at the discretion of your manager. All communications and information input into, processed or stored on, or output from an Information System are Tribune property. A

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Acceptable Use of Our Information

Systems

Maintaining the confidentiality, integrity and availability of information assets is the responsibility of all Users. If you are aUser, do not expect personal privacy with respect to our Information Systems. Users expressly waive any right of privacy, and consent to monitoring and disclosure of anything created, stored, sent, received, viewed, or deleted using

We want our employees to use our Information Systems in an effective, efficient, ethical, and lawful manner in a way that maintains the confidentiality, integrity, and availability of our information assets.

any Information System.

We may monitor, review, disclose, and/ or use the contents of Information Systems for any purpose. This type of monitoring may identify, among other things, websites visited, types of files transferred, search engines used and searches performed, Internet protocols used, and email addresses to which messages are/were sent.

You should only access data or programs


on Information Systems that you’re authorized to access. Information Systems must not be used to harass, degrade system performance, deprive access to resources, escalate privileges, or circumvent security measures. You may not intentionally introduce a computer virus or other malicious program onto any Information System or use Tribune’s systems to introduce such software to other users or networks outside of Tribune. You may not intentionally breach or disrupt the security of Information Systems; utilize security scanning, monitoring or interception tools unless authorized; introduce network deception technologies; or circumvent authentication systems or computer security tools. Fraudulent, harassing, forged or obscene messages, emails, chats or other /materials shall not be sent from, sent to, or stored on any of Tribune’s Information Systems. You may not operate any software in a manner that violates international export control laws, including illegal export of encryption technologies.

Users must not divulge proprietary or sensitive Tribune information—such as financial information, trade secrets, intellectual property, security protocols, software code, user names, passwords, IP addresses, host names, and access control cards.

All Information Systems must be used in accordance with Tribune’s information security policies, procedures and standards. Users are responsible for protecting any information used in the course of their work, including data stored on Information Systems. Users must take reasonable measures to control access to Information Systems, including locking unattended workstations and physically securing laptops and personal digital devices.

You may not connect any computers or other devices, including personal computers or mobile devices, to Tribune’s data or wireless networks without assistance and permission from Information Technology.

Any personal computer or other device attached to the data or wireless network is subject to security scanning and all other requirements of this Policy.

You should not share or make unauthorized copies of copyrighted software or materials through any Information System. Additionally, you should not copy electronic files, data, or other information, or physical files or documents of Tribune for personal use or distribution to third parties, unless this third-party distribution is authorized by Tribune and in support of Tribune’s business objectives.

You must immediately report the possible loss or theft of Information Systems or data to Information Technology, cooperate in any investigation, and take appropriate steps as directed to address the situation.

Violations of this Information Systems Acceptable Use Policy and any other Information Systems policies will result in disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination.

This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act such as discussing wages, benefits or terms and conditions of employment, including discussions regarding forming, joining or supporting labor unions, raising complaints about working conditions for their and their fellow employees’ mutual aid or protection or other legally protected activities.

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Tribune Media recognizes that the Internet provides unique opportunities to gather data, participate in interactive discussions, and share information on particular topics using a wide variety of social media, such as Facebook, Twitter, blogs and wikis. Employees’ use of social media for both work and personal purposes, however, can pose risks to Tribune Media’s confidential and proprietary information, reputation and brands, can expose the company to discrimination and harassment claims and can jeopardize the company’s compliance with business rules and laws. For those employees whose main job function is to gather and disseminate news, improper use of social media can negatively affect the professional impartiality of the work they perform.

Tribune Media seeks to minimize these risks and to ensure that the company’s IT resources and communications systems are used appropriately as explained below. The company therefore expects its employees to adhere to the following guidelines regarding use of social media.

General Guidelines A good rule of thumb is that you should conduct yourself online just as you would in person. Be fair, honest, and respectful.

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Exercise good judgment. Although sections of this policy are more targeted at employees who use social media as a part of their job duties, the guidelines are not exclusive to them and all employees should keep the policy in mind when using social media, including their personal accounts. Remember that anything you post or send using social media, whether in or outside of the workplace, could reflect on Tribune Media, in addition to yourself, and might create legal liabilities for Tribune Media or damage its business or reputation. Always think carefully before you hit the “send” or “post” button. Social media should never be used in a way that violates any Tribune Media policies, Tribune Media’s Code of Business Conduct or any other obligations that you may have to Tribune Media or others. For example, employees are prohibited from using social media to:

Violate Tribune Media’s IT resources and communications systems policies (see Acceptable Use of Our Information Systems);

Post non-public information such as secret, confidential or attorney-client privileged information, or trade secrets;

Circumvent Tribune Media’s ethics and standards of conduct policies (see Code of Business Conduct);


fellow employees’ mutual aid or protection or other legally protected activities.

Use of Social Media in Connection with your Work for Tribune MediaIn this ever-dynamic world, one policy will not address every possible issue that may arise. However, our ethical principles do not change simply because we are online. Use good judgment! Some thoughts to keep in mind when using social media to perform your job duties:

Engage in unlawful harassment, discrimination, or retaliation (see Respect and Dignity at Tribune Media); or

Violate any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by creating an artificial “buzz” around our business or products).

Do not post or send anything through social media that includes ethnic slurs, sexist comments, discriminatory comments, obscenities, threats of violence, or other similar types of remarks.

Whether in or outside of the workplace, remember that you are solely responsible for all content that you post or send. You should keep these guidelines in mind even if your social media accounts are on a private or limited view setting. Do not assume a privacy setting shields you from the public purview. Everything done on social media should be considered public as what you write can be easily shared more widely via screen grabs.

If you are not a member of any news department, and you are contacted for comment on behalf of Tribune Media for any publication, including any social media outlet, direct the inquiry to your manager and/or Corporate Communications, and do not respond on behalf of Tribune Media without written approval. Employees who violate this policy may be subject to discipline, in Tribune Media’s discretion, up to and including suspension without pay and/or termination.

This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act such as discussing wages, benefits or terms and conditions of employment, including discussions regarding forming, joining or supporting labor unions, raising complaints about working conditions for their and their

Accurately represent yourself and be transparent about your intentions. Do not pretend to be someone else to obtain information.

Beware of perceptions. Can “friending” someone or joining a group appear to be a conflict of interest?

Be thoughtful and skeptical of information you find on social media, including images, and apply the same sort of rigor in vetting the information as you would of any information source. Can the information be independently confirmed? Is the social media account verified? Who manages (and posts) from the account? Who holds the copyright in an image?

In retweeting or sharing information you find on social media, state whether the facts have been confirmed or not. Even a simple retweet may be interpreted as validation of the information being disseminated.

Engagement with the public may be valuable but remain professional and do not engage in protracted arguments.

Be transparent about errors and issue corrections. Do not try to hide the mistake by deleting the post and thinking that is sufficient.


If you have authorization to post on Tribune Media branded social media accounts, you will be informed by your supervisor regarding your responsibilities and the scope of your responsibilities. You must only use social media on behalf of Tribune Media in connection with these authorized job responsibilities.

Employees with Public Social Media AccountsThose who have public social media accounts because of their role at Tribune Media have wider latitude regarding the use of social media in connection with their job duties. In this regard, employees with public social media accounts should understand their actions on social media reflect Tribune Media. Refrain from advocating for political or other polarizing issues online. Carefully consider the implications of “friending,” “following,” “liking,” “commenting,” “sharing,” or “retweeting” as there is the potential for misinterpretation of the implied relationship involved when these actions are taken. If you “friend” or join a group representing one side of an issue, do so for groups representing other viewpoints.

Keep in mind that even if you have separate personal social media accounts that are private, and what you do on those accounts is purely personal in nature, what we say and do could still reflect on Tribune Media. Do not conduct yourself in a way that would undermine our credibility with the public or damage Tribune Media’s reputation as a reliable local news source. Remember that private messages can be forwarded, posts can be screenshot. You should aim to conduct yourself in social media forums with an eye to how your behavior or comments might appear if it ended up on one of Tribune Media’s news broadcasts!

You should identify yourself as a Tribune Media employee (or the station where you work) and declare that you speak for yourself, not Tribune Media (or the station).

OwnershipAll social media accounts used on behalf of Tribune Media or otherwise used for Tribune Media’s business purposes are Tribune Media’s property, including all log-in and password information and content associated with each account, such as followers and contacts, regardless of the employee who opens the account or uses it. Tribune Media will retain all such information and content at all times, regardless of the separation of any employee from employment with Tribune Media, and will strictly enforce its rights to such information and content.

SecurityCredentials for official Tribune Media sites should maintain complexity and be changed at a minimum of every 90 days. In the event of a compromise or suspected compromise, passwords should be changed immediately. A Tribune Media email address should be used to establish an official social media site when possible.


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The use of handheld cellular phones or similar devices by employees while operating a Tribune-owned vehicle (or any vehicle while conducting Tribune business) is prohibited. In jurisdictions where permitted by law, hands-free devices may be used when operating such a vehicle—provided that all other laws of operating a motor vehicle are obeyed. In jurisdictions with more restrictive requirements, employees must comply with all applicable laws or regulations on the use of cellular phones or similar devices.

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Tribune Ownership

of Intellectual Property

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Because Tribune is a media and informa-tion company, Tribune’s intellectual prop-erty is one of the company’s most valu-able assets, and you play a key role in the development and protection of it. Trib-une’s intellectual property portfolio in-cludes Tribune’s intangible assets, such as copyrights, trademarks, trade dress, trade secrets, know-how, patents and patent ap-plications, and Inventions (defined below).

Throughout the course of your employ-ment you may assist in the development of Tribune intellectual property, and in accordance with all applicable laws, any-thing you create within the scope of your employment or through the use of any Tribune assets, such as supplies, equip-ment, or confidential information, be-comes the property of Tribune. You must use the utmost care in the protec-tion and preservation of the Tribune’s intellectual property, and it is your responsibility to report any unauthorized uses or disclosure of it.

Works Made for Hire and Other RightsAll the results and proceeds of your services during your employment with Tribune and any works, including works in progress, are works made for hire (as defined in the U.S. Copyright Act of 1976) (“Materials”).

Tribune shall be deemed the sole owner throughout the world of any and all rights to the Materials, whether or not known, existing, contemplated, recognized or developed. Tribune will have the right to use the Materials in perpetuity in any man-ner Tribune chooses, in its sole discretion, without any further payment to you. Tribune may exploit and freely transfer such Materials worldwide in all media and manners, without restriction of any kind.

If, for any reason, any of the Materials shall not legally be deemed a work made for hire, then you are under an obligation to assign, agree to assign, and hereby do assign to Tribune any and all of your rights, title and interest in and to the Materials, including, without limitation, any and all copyrights, trade secrets, trademarks and/or other rights of any nature, whether or not known, existing, contemplated, recognized or developed, and Tribune shall have the right to use the same in perpetuity throughout the world in any manner Tribune chooses, in its sole discretion, without any further pay-ment to you. You shall, from time to time, whether during your employment or there-after, as may be requested by Tribune and without additional compensation, but at no expense to you, do any and all things that Tribune may deem useful or desirable to establish or document Tribune’s or its suc-cessors' and assigns' exclusive ownership of any and all rights in the Materials, including,


without limitation, the execution of appro-priate copyright, trademark and/or other ap-plications or assignments. To the extent any copyrights in the Materials are assigned under this policy by you to Tribune, you irrevocably waive, to the extent permitted by applicable law, any and all claims you may now or here-after have in any jurisdiction to all rights of paternity, integrity, disclosure and withdrawal and any other rights that may be known as “moral rights” with respect to the Materials.

InventionsDISCLOSURE OF INVENTIONSYou acknowledge and agree that, among your other duties for Tribune, you will be employed by Tribune in a position that could provide the opportunity for conceiving of and/or reduc-ing to practice inventions, improvements, developments, ideas or discoveries, process-es, products, computer programs, drawings, designs, or notes, whether patentable or un-patentable (collectively, hereinafter referred to as “Inventions”). Accordingly, you agree to promptly disclose to Tribune in writing all Inventions conceived of and/or reduced to practice by you, either solely or jointly with others, whether or not during regular working hours, while employed by Tribune or within one year of your employment with Tribune. You agree to maintain accurate and current written records of such Inventions.

PREVENTING DISCLOSURE OF TRIBUNE INVENTIONSTribune Inventions are confidential information of Tribune. You agree to preserve the confi-dentiality of any Tribune Invention. “Tribune Inventions” means any Invention that either:

relates, at the time of conception and/or reduction to practice of the Invention, to:

Tribune’s business, projects or products, or to the manufacture or utilization thereof; or

the actual or demonstrably anticipated research or development of Tribune; or

results from any work performed directly or indirectly by you for Tribune; or

results, at least in part, from the use of Tribune’s time, equipment, supplies, facilities or trade secret information.

If you develop an Invention entirely on your own time, and none of the circumstances above apply to your Invention, the Invention is not a covered Tribune Invention.

In order to permit Tribune to fully evaluate its potential rights in any Inventions, you shall disclose to Tribune in writing all patent appli-cations that name you as an inventor and that are filed within one year of your employment with Tribune.

ASSIGNMENT OF TRIBUNE INVENTIONSYou are under an obligation to assign, agree to assign, and hereby do assign to Tribune all of your rights, title and interest in and to all Tribune Inventions. Also, you are under an obligation to assign, agree to assign, and hereby do assign to Tribune all Tribune Inventions conceived of and/or reduced to practice by you within one year following termination of your employment with Tribune (voluntary or otherwise) or when you stop performing services for Tribune. Such Tribune Inventions are included within the definition of Tribune Inventions set forth above and are, therefore, also Tribune’s confidential informa-tion. You agree not to use any Tribune In-vention, in any way, commercial or otherwise, except as specifically authorized by Tribune in writing and/or as necessary and required to fulfill your duties for the benefit of Tribune.

EXECUTION OF NECESSARY DOCUMENTSYou agree that, upon request and without additional compensation, but at no expense to you, and whether during the term of your employment or thereafter, you will do all lawful acts including the execution of papers and lawful oaths and the giving of testimony, that in the opinion of Tribune, its successors and assigns, may be necessary or desirable in


obtaining, sustaining, reissuing, extending and enforcing U.S. and foreign patents, including design patents, on all Tribune Inventions, and for perfecting, affirming, maintaining, and recording Tribune’s com-plete ownership and title thereto, and to otherwise cooperate in all proceedings and matters relating thereto. Tribune will reim-burse you for reasonable expenses incurred by you that are authorized in writing in advance by Tribune for the purpose of your complying with these obligations and assist-ing Tribune with the protection of Tribune Inventions.

Additional InformationIf you have signed an individual, written agreement with Tribune regarding works made for hire, Inventions, or any other intel-lectual property, and the terms of that agree-

ment directly conflict with this policy, the terms of your individual agreement will be controlling. Nothing contained in this policy shall be construed to reduce or limit Tribune’s rights, title or interest in any Materials or Tribune Inventions so as to be less, in any respect, than that Tribune would have had in the absence of this policy.

This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act such as discussing wages, benefits or terms and conditions of employment, including discussions regarding forming, joining or supporting labor unions, raising complaints about working conditions for their and their fellow employees’ mutual aid or protection or other legally protected activities.

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Confidential Tribune

Information and Property

In the course of your work you may have access to (for example) Tribune’s customer lists, advertising rates, company social media accounts (including any and all log-in and password information and non-public con-tent associated with each account), person-nel records, Tribune’s intellectual property, financial records and business strategies, or other similar confidential business informa-tion. The protection of our business informa-tion, property, and all other Tribune assets is vital to our success. You are responsible for respecting the confidential nature of such information, both during and after your employment. Your responsibility to prevent disclosure of Tribune’s confidential informa-tion, whether written or oral, includes inad-vertent disclosure, and Tribune entrusts you with such confidential information with the expectation that you will use good judgment while at work and in public or private set-tings outside of work. Except in the ordinary course of your job duties, you may not copy documents or materials containing such con-fidential business information. You may not share these types of documents, materials or any other confidential information by any means with any unauthorized third parties, or use such documents, materials or other confidential information for your own benefit or the benefit of unauthorized third parties.

Confidential information does not just refer to Tribune itself; it also includes information about our customers, and there are strict regulations about how we must handle and

protect this data. Please refer to our Cus-tomer Data Protection policies if you handle or have access to this.

In addition, if you leave Tribune (or at any time upon Tribune’s request), you must return all Tribune-related information and property in your possession, including (with-out limitation) cell phones, pagers, docu-ments, files, records, manuals, information stored on a personal computer or on a com-puter disc, supplies, and equipment or office supplies, and cannot retain any copies.

Violation of this policy is a serious offense and may result in disciplinary action, in Tribune’s discretion, up to and including suspension without pay and/or termination. Moreover, you recognize that any violation of this policy will cause irreparable harm to Tribune, and Tribune reserves the right to take any action against you, including, without limitation, seeking any appropriate legal remedies, in order to protect Tribune’s confidential information.

This policy is not intended to preclude or dissuade employees from engaging in activi-ties protected by state or federal law, includ-ing the National Labor Relations Act such as discussing wages, benefits or terms and conditions of employment, including discus-sions regarding forming, joining or support-ing labor unions, raising complaints about working conditions for their and their fellow employees’ mutual aid or protection or other legally protected activities.

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Internal Investigations and Searches

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From time to time we have to conduct in-ternal investigations pertaining to security, auditing, or work-related matters. You’re required to fully cooperate with and assist in these investigations, if requested, unless doing

so would be inconsistent with journalistic

ethical obligations.

Although lockers, desks, file cabinets, and similar items may be provided for your use, they’re the sole property of Tribune. While we’ll generally try to obtain your consent before searching these items, we reserve the right to open and inspect them, as well as the contents of anything they contain, without prior notice or con-sent. Also, for the protection of our em-ployees and to protect against attempted theft of Tribune or personal property, it may occasionally be necessary to search personal belongings (i.e., briefcases, hand-bags, etc.) without notice. Again, you’re required to cooperate in these types of matters. All searches will be conducted in accordance with applicable law.


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Core principles:

• Expenses should have a clear businesspurpose consistent with the goals ofTribune Media.

• Expenses should be reasonable andappropriate.

• Expenses incurred should not be drivenby personal gain either in appearance orin fact.

The responsibility for expenses rests with both the employee who incurs the expense as well as the approving manager. Willful falsification of expense claims will result in disciplinary action up to an including termination of employment.

Travel arrangements should always be made on the Tribune Media approved online booking tool, Concur Travel or directly via the agency of record, Direct Travel. Employees should select preferred air carriers, hotel, and car rentals when available and cost effective.

Travel and entertainment expenses should be paid for using the Tribune Media Bank of America corporate card. The card may not be used for any non-business related (personal) expenses.

Expense reports should be submitted for approval in a timely manner, preferable twice monthly. Receipts are required for all hotel stays and certain other expense types.

Business travel is one of the most significant expense items employees can directly control. You can make a substantial positive impact on the profitability of your business unit by effectively managing your travel expenses.

Our Travel Policy establishes standards for all employees who incur travel expenses while engaged in company business. We use DIRECTTRAVEL for business-related travel arrangements; reservations must be made through them. Tribune-preferred vendors must be used for all travel, hotel accommodations, and rental cars unless no other option exists. You must use the Corporate Bank of America T&E Credit Card to pay all business-related travel and entertainment expenses wherever a credit card is accepted. You must submit travel receipts—including detailed, itemized hotel bill for all hotel stays.

The Travel Policy can be found in its entirety on Triblink in the Travel Services page. Copies are also available through the Human Resources Department.

The Tribune Media Corporate Travel and Expense Policy documents the standards for all employees who incur travel expenses while engaging in company business.


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A Closing Thought

Tribune is a company of over 5,000 employees. Our success depends on us treating each other with respect, dignity, and cooperation—the ability to appreciate our differences and get along with each other. This Handbook is an important doc-ument, but ultimately only we can create and sustain a workplace where everyone feels welcome, proud, and able to fulfill our responsibilities to the company and to each other.

It’s up to us to make the company suc-cessful and a great place to work.

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