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Employee Handbook

Goals, Visions, Values, and Practice

Flower Essence Services Nevada City, California by Richard Katz and Paticia Kaminski, September 2026

California Wild Rose: Love and enthusiasm for our life on this wondrous and challenging Earth. Ask not why a rose bush has thorns. Delight in the fact that a thorn bush has roses!

Table of Contents A Brief History of FES ............................................... 2 Kahlil Gibran on Work ........................................... 10 Handbook Guidelines ............................................ 12 Employment Categories ........................................ 13 "At Will" Employment ............................................ 15 Wages and Hours ................................................... 16 FES Holiday, Vacation, Emergency Leave ............. 22 Health Plans ........................................................... 29 Retirement Plan ..................................................... 33 Educational Benefits ............................................. 34 Employee Discount Program ................................ 35 Safety and Health on the Job ................................ 36 Drug-Free Workplace ............................................. 39 Conflict Resolution ................................................40 Non-Discrimination and Non-Harassment Policy ...... 41

Employee Review ................................................... 43 Work Efficiency and Time-Saving Ideas .............. 45 Quality Control ....................................................... 46 Caring for our Work Place ..................................... 47 Community Kitchen Privileges ............................. 47 Use of FES Electronic Systems .............................. 49 Ecological Policies .................................................. 51

A Brief History of FES Flower Essence Services, and its sister organization Flower Essence Society, were founded by Richard Katz and Patricia Kaminski to teach about the healing modality of flower essence therapy, and to distribute quality flower essences and related products around the world. After an education in mathematics at Brown University and humanistic psychology at Sonoma State University, Richard Katz encountered Bach flower essences in 1976. He was seeking personal healing, while part of a rural Buddhist spiritual community in western Sonoma County. The following year, Richard studied with herbalist Robert Menzies in Mill Valley, California, and began teaching about Dr. Bach’s flower essences in the context of holistic health programs. He was inspired to find out more about the healing language of the flowers since only three books on flower essences existed at the time. Richard began to prepare essences from local wildflowers and studied their possible healing properties. He shared new flower essences with other practitioners and developed his own healing practice. Richard discovered that through careful plant observation and contemplation, corroborated and refined by his clinical observations and those of the practitioners who reported to him, it was possible to verify properties of new flower essences. Moving to Nevada County in the fall of 1978, and working as a counselor at the Nevada County Juvenile Hall, Richard continued his flower essence research and development. Realizing that this endeavor required the collaboration of many colleagues, he founded the Flower Essence Society in September 1979, as a vehicle for research and networking about flower essence therapy. His goal was two-fold: 1) to develop a methodology by which the

properties of flower essences could be understood, and 2) to prepare essences that could address the challenging issues facing people in the last part of the twentieth century and into the twenty-first century. Patricia Kaminski's apprenticeship with both plants and animals began on a thousand-acre farm in central Nebraska. She attended the University of Nebraska in Lincoln, graduating with honors in Women’s Studies, a pioneering program she helped create with her professors. She also founded a Woman's Resource Center for counseling students – the first center of its kind at a major university. After graduating, she spent a year solo backpacking the John Muir Trail, Grand Canyon, Colorado Rockies, Grand Tetons, and living in a log cabin in rural Vermont. She then worked, first as a janitor and then as a legislative liaison, at the Nebraska State Legislature, drafting cutting edge legislation in environmental and agricultural policies. She was also an active member of the first food co-op in Lincoln, Nebraska and involved in a number of other socially progressive causes. Following a spiritual awakening in her garden in 1976, Patricia joined an esoteric community in Reno, Nevada. It was there, while working in the gardens and administrating a private school for the community's children, that she first discovered flower essences. After leaving the community, she was a counselor in the Sierra Nevada Job Corps, working in a vocational program for juvenile delinquents. Again, she noted the remarkable healing potential of flower essences. After reading the first Flower Essence Journal, published by Richard Katz in 1980, she was inspired to join his work. Richard and Patricia felt united by both professional and personal soul values and visions, and were married in 1982.

In 1983, the Flower Essence Society, under the auspices of Earth-Spirit, Inc., became a non-profit organization, to promote flower essence research, educational programs, and practitioner networking. The manufacture and distribution of flower essences and related products continued as a proprietorship, with the name Flower Essences Services. The company donates facilities and staff time to the educational and research work of the Flower Essence Society. During the 1980s Patricia and Richard studied and traveled widely. Of particular note were programs at the Rudolf Steiner College, in Fair Oaks, California, devoted to esotericism, Waldorf pedagogy, artistic renewal and Nature Science. These studies have provided a foundation for further development of the theory and practice of flower essence therapy. In 1988, FES moved its operations to the then newlyacquired Terra Flora properties. This land center includes cultivated gardens, wildland, a venue for educational activities, a home for Richard and Patricia, and a vibrant workplace for flower essence production and distribution. In 1997, Terra Flora received certification for its gardens as organic and Biodynamic®, and in 1999, the FES flower essences received similar certification. In 2008, the company was incorporated as Terra Flora Gardens, Inc., while continuing under the established business name of Flower Essence Services (FES). On May 1, 2008, with the help of the Rudolf Steiner Foundation, we acquired the neighboring property, now called “Beltane.” It is being developed to support such activities as educational programs, herbal production, publishing, agriculture and nature studies.

During its five decades of development, Richard and Patricia have continued to develop their work by collaborating with a wide spectrum of colleagues— including professional staff, practitioners, teachers, and specialized consultants from around the world. Patricia has focused primarily on the development of educational programs, practitioner outreach and research, writing and publications, product design, land and garden development at Terra Flora, and the ensoulment of work facilities and structures. Richard is devoted to the scientific research programs, office management, business development, promotion, graphic design, photography, and information technologies. Both Richard and Patricia are writers, researchers and internationally recognized teachers in the field of flower essence therapy.

FES Goals and Values Right livelihood Our company exists as a way of doing service to the world, and as a vehicle of “right livelihood” for ourselves and our staff. We hope to be profitable enough to fulfill our mission, although we consider any financial success as a means to this purpose, rather than as an end in itself. All of our resources have been re-invested in our work, business, land and physical structures. Upon the completion of our life and work, our land and related resources are scheduled to be donated to the Bear Yuba Land Trust or similar community-based programs to continue gardening, healing, herbal and flower essence therapy. We offer employment at FES as a way not only to meet the practical needs of “earning a living” but also as an opportunity for colleagues to do meaningful work which does good in the world. We seek staff members who wish

to offer their talents and enthusiasm to serve this healing vision, and who are willing to commit themselves in a conscientious manner for the day-to-day practical work. We strive to incorporate the values and qualities of flower essence therapy into our daily work, realizing that high ideals and spiritual vision are balanced with a grounded work ethic and inner discipline. While we do not expect staff to be intimately acquainted with all details of flower essence therapy, we do require a basic respect for the sacred purpose of flower essence healing, and a willingness to learn and grow into deeper aspects of the work.

Our mission of world service Our company exists to make quality products from Nature which serve the healing of body and soul. We sell to individuals, stores, distributors, health practitioners, clinics and others in nearly 100 countries. As well, we donate our healing products for use in disaster relief, social service programs for the indigent, children’s services, and animal rescue centers. We receive a steady stream of case reports, testimonials and appreciations from people whose lives have been touched by our products and service. We share some of the most basic of these messages on our company Bulletin Board. Each staff member is encouraged to read these weekly postings, in addition to our continuously updated and expanding website articles and newsletters and brochures. This information will help you to stay attuned to the rich fruit of our collective work and will be a source of inner compensation for your role at FES far beyond what money itself can provide.

A team effort We consider our work at FES to be a team effort, which depends on the cooperation and participation of each member. This implies a basic respect for each person’s work and its contribution to the total effort. It involves an attitude of helpfulness and flexibility, and a willingness to do what is needed, whether or not it fits an official job description. While each person will have his or her own unique set of skills and responsibilities, flexibility and adaptability is essential to the success of our small company. As founders of FES, Richard and Patricia carry the greatest responsibility for decision-making and guidance of the company, along with "24-7" dedication over the course of nearly five decades. Patricia and Richard have performed nearly every job and task currently carried out by others, intimately appreciating and respecting the value of each contribution. As senior members of the team, we thrive upon your feedback, suggestions, and open communication. To guide us in our daily tasks, we find inspiration from Rudolf Steiner’s “Motto of the Social Ethic”: The healthy social life is found when in the mirror of each human soul the whole community finds its reflection, and when in the community the virtue of each individual can live.

An opportunity for growth and development Work at FES can be an opportunity for personal growth and development. We encourage employees to learn additional work skills, by expanding responsibilities and developing new capacities for productive work, effective communication, self-reflection, compassion, and professional excellence. We hope that when you leave FES for your next work experience, you will feel that you are a better person for having been here.

Respect for the earth, respect for life We are proud to produce products which are earthfriendly and life-affirming. Our ecological ethic includes energy conservation, recycling, using natural, biodegradable substances whenever possible, applying strictly organic/Biodynamic® methods of agriculture, and using natural ingredients — organic whenever available — in our production process. Our products are designed to enhance the natural wellness capacities of those who use them, promoting health rather than merely trying to control disease. They go beyond the Hippocratic dictum of “Do no harm” to humans, animals, plants and the environment, and are active catalysts for beneficial healing and change in body and soul. We strive to reflect these same values in our work place. We have invested in creating an environment that is harmonious and healthful, and we offer employee programs and policies that support health and well-being.

An atmosphere of openness, honesty, and freedom Our goal is to create a work atmosphere of mutual respect, openness and helpful collaboration. We realize that in all human relationships there will be inevitable disagreement and conflict. We seek therefore, to learn ways of resolving conflict with honest discussion, selfreflection, and open receptivity to hearing another’s point of view. Given the cultural baggage of stereotypes about employers and employees that influence all of us, these goals can be challenging. However, we have learned that it is only in this way that we can truly evolve and change on a personal as well as cultural level. We do not believe that work should be an unfortunate curse or provoke a feeling of exploitation. While we all require monetary support to live in the modern world, we wish to attract team members who have additional motivation for their daily work beyond sheer economic survival. Therefore, employment at FES is not based upon a legal contract, but upon mutual consent and free choice, between the employed staff person and the directors. If this choice no longer enriches or provides positive morale for the employee, his or her colleagues, the company directors, and/or our professional clients, then another choice needs to be considered. In the words of Kahlil Gibran, work is “Love made visible.” We seek to create a company in which each of us displays genuine motivation and inspiration to participate in our common work.

Kahlil Gibran on Work You work that you may keep pace with the earth and the soul of the earth. For to be idle is to become a stranger unto the seasons, and to step out of life’s procession, that marches in majesty and proud submission toward the infinite. When you work you are a flute through whose heart the whispering of the hours turns to music. Which of you would be a reed, dumb and silent, when all else sings in unison? Always you have been told that work is a curse and labor a misfortune. But I say unto you that when you work you fulfill a part of earth’s furthest dream, assigned to you when that dream was born, And in keeping yourself with labor you are in truth loving life, And to love life through labor is to be intimate with life’s inmost secret.... And all work is empty save when there is love; 10

And when you work with love you bind yourself to yourself, and to one another and to God. And what is it to work with love? It is to weave the cloth with threads drawn from your heart, even as if your beloved were to wear that cloth. It is to build a house with affection, even as if your beloved were to dwell in that house. It is to sow seeds with tenderness and reap the harvest with joy, even as if your beloved were to eat that fruit.... Work is love made visible. And if you cannot work with love but only with distaste, it is better that you should leave your work and sit at the gate of the temple and take alms from those who work with joy. For if you bake bread with indifference, you bake a bitter bread that feeds but half man’s hunger. Kahlil Gibran, The Prophet

Handbook Guidelines Value Clear communication is the foundation for healthy social and work relationships. Calendula: Healing warmth and receptivity, especially in communication and dialogue with others

Purpose The FES employee handbook has several purposes: 1) To articulate the goals, values and vision that guide our work together 2) To clarify company policies in writing, and show how they reflect our goals, values and visions 3) To describe government policies and regulations that affect our work and legal relationships

Practice We recognize that written policies are meaningful only when they are put into practice in our day-to-day lives, and are in synch with our verbal communications and actions. Please let us know if you have any suggestions or recommendations about ways that FES goals, values and visions can best be expressed in our company’s policies and practices.

Employment Categories Value All members of the FES team have an important contribution to make to our work. However, the nature of the employment varies with individual circumstances and relationship to FES, and includes different levels of commitment, responsibility and privilege. The major employment categories are outlined below. Sweet Pea: Commitment to community and profession, a sense of one’s place on Earth and ability to serve others

Practice You will be informed of your employment category when you are hired and/or when your employment relationship changes. Your employment category determines your eligibility for benefits and the applicability of certain policies.

Regular full-time employee A regular full-time employee, as defined by California law is one who an average of at least 30 hours a week, and who has not been hired on a temporary or seasonal basis. Fulltime status is required to receive health benefits outlined below. This average is figured on the total of paid work hours including paid time off for sick leave, vacation and holidays. The payroll time sheet will automatically calculate your average hours. In addition to the legally defined full-time status, we consider that an average work week of approximately 36 hours (9 hours per day for our four-day work week) to be necessary to be an effective member of our team, and we

encourage full-time employees who maintain at least a 36hour week.

Temporary or seasonal employee An employee who holds a job of limited or irregular duration arising out of seasonal demands, special projects, emergency work or coverage for employees on vacation or leave, is considered a temporary or seasonal employee. These employees typically work a part-time or full-time schedule for limited periods of time.

Regular part-time employee An employee who works an average of less than thirty (30) hours per week on a non-temporary basis is considered a regular part-time employee. Temporary, seasonal and part-time employees are eligible for the Employee Discount Program, and all legally mandated benefits such as Unemployment, Workers’ Compensation, Social Security and Disability. In addition, temporary and seasonal workers are eligible for sick leave if they fulfill the requirements described below. Temporary, seasonal and part-time employees are not eligible for health, vacation benefits, or paid holidays. Temporary, seasonal and part-time staff are expected to fulfill all other work guidelines and policies which are described in this handbook.

Leased and contract worker Individuals who are paid by an employment/temporary agency are not employees of FES, but rather employees of the employment/temporary agency who has retained them. Additionally, independent contractors are not employees of FES. Contract and Leased Workers thus are not eligible for employee benefits. However, we expect such workers to follow our company guidelines and values when on the FES premises or working on behalf of FES.

“At Will” Employment Value Employment at FES is considered as a free and conscious choice made for the mutual benefit of employer and employee, working for common social good. Therefore, we have structured our company as an “at will” employer, which means that employment will continue only by the mutual consent of FES and the employee. Cerato: Trusting one's inner knowing, intuition; following one's spiritual guidance

Practice Either the staff person or the directors may terminate the employment relationship at will, at any time, with or without cause and with or without advance notice (subject to all laws which restrict termination because of discrimination, and all other legally protected activities). Although we value long-term employment relationships, we offer no guarantee of continued employment or of any specified length of employment. We also realize that employees are likewise free to change plans and leave employment at any time. Please note that the FES employment-at-will policy can only be modified in writing, and is not superseded by any practice or verbal representation by either the employee or employer. Employment at FES will always be a relationship based on mutual freedom and consent of both parties.

Wages and Hours Values The hours we spend at work form a considerable portion of our lives. In keeping with Gibran’s vision of work as “Love made Visible,” we trust that the hours you are at FES are filled with meaningful activity. We hope that your work will provide inner as well as outer sustenance, leading to a sense of satisfaction and fulfillment. Dr. Bach taught that soul health involves work that feels meaningful, and provides a sense of service to the world. It is in this context that we present our FES policies on wages and hours. It is a practical reality that we pay employees by the hour. In many jobs, this means that employees are “putting in their time” so that they can receive a paycheck. We prefer to think of wages as compensation and support for helping the mission of FES. We also hope this monetary compensation helps you to contribute in other ways to your family, and the larger community. We value the health and well-being of our staff, and have developed our wage and hour policies accordingly. Wild Oat: Work as an expression of inner calling; outward life which expresses one’s true goals and values; work experiences motivated by an inner sense of life purpose

Scheduled work week By mutual consent and vote of our staff and management, FES has instituted an alternative work-week under California labor regulations. We have established a fourday work week, with a 10-hour maximum single work day for regular pay (not overtime). We value the three-day weekends, as a time for relaxation, family activities, and for personal appointments and other business. Because the 10-hour day may be overly taxing for some on a regular basis, we understand that some employees may choose to work a slightly shorter day of 9 or 9.5 hours. New hires may be asked to work a shorter schedule during their initial training period. In order to support the work of the whole team, we ask that you keep your weekly average approximately 36 hours per week. Beginning and starting times for the work day shall be determined by an agreement of FES and the staff person, considering the employee’s preferences, energy and stamina as well as over-all needs of the company. Because the work day is longer in a 4-day schedule, the morning start time needs to insure health and nourishment, with adequate time for breakfast before coming to work. The FES work week is Monday through Thursday (except for holidays). Friday work will be scheduled only on an exceptional basis, to meet genuine needs of the company, or to perform tasks which cannot be done during the normal work week. FES is also scheduled to be closed annually during the holiday period between Christmas and the New Year. The exact dates vary each year according to the calendar.

Semi-monthly payment schedule Wages are paid semi-monthly, with the pay period ending on the tenth and 25th or 26th day of each month (early in February). Pay checks or deposits are dated no later than the fifteenth or the end of the month. The exact date may vary according to weekends and holidays. We are using an online payroll service, Gusto.com, and we encourage all employees to use their direct deposit feature for your convenience as well as ours.

Salary increases Raises will be given on an individual basis, according to both merit, as well as the financial health of the business. There are no automatic raises based solely on length of service.

Bonuses From time to time, FES may award performance or holiday bonuses to eligible employees. These are not part of the regular wage and benefit program, and are awarded strictly on an individual basis according to merit and the financial health of the company.

Overtime Work which exceeds normal working hours may be offered to an employee when there are special needs or circumstances. Acceptance of overtime work is considered voluntary. Because overtime pay is costly to our company, and because we wish our employees to have adequate rest and time for other aspects of their lives, we seek to minimize the amount of overtime work. Therefore, overtime hours must be explicitly authorized in advance.

The only exceptions to this rule are unforeseen circumstances that may arise when an employee must work a short time beyond regular hours in order to finish a project or errand, with the understanding that overtime should be an occasional occurrence. However, any overtime exceeding a half-hour on any particular day requires pre-authorization. With the 4-day schedule, overtime is defined as working more than 10 hours per day or 40 hours in any week (Sunday through Saturday). Authorized overtime will be paid at a rate of 1.5 times regular pay, except that any authorized hours beyond 12 hours in one day are paid at a rate of 2 times regular pay. Paid time off is not counted towards overtime hours.

Daily break periods Daily break periods are required by law. The purpose is to benefit both the employee, who needs time for relaxation and nourishment, and the employer, who requires a staff person who is alert and refreshed. Regulations provide paid break periods at the rate of ten (10) minutes rest time per four (4) hours of work, or major fraction thereof. Each break should occur as near as possible in the middle of the work period, typically midmorning and mid-afternoon. Labor law stipulates that daily break periods cannot be combined with or added on to meal periods, or taken at the beginning or end of the work day. This would defeat the purpose of the breaks for relaxation and nourishment.

Lunch time Lunch time is considered as your personal time to nourish yourself, relax, and take a break from your work responsibilities. To support healthy work and living habits, we have created a fully-furnished kitchen and lunch room. During the warmer months, there are many charming lunch spots on our property. State law mandates that we offer meal breaks of at least 30 minutes after no more than five hours of work unless the employee is not working more than six hours total in the day. You are warmly encouraged to take your full lunch break, or even more than 30 minutes if you need it for your rest and nourishment. Please accurately mark your time on your time sheet. "On-duty” meal periods in which the staff member combines work duties with lunch are legally permitted only with the prior agreement of the employer and employee. FES rarely feels that any work is this urgent. On the contrary, we firmly believe that you need a complete break for nourishment and relaxation. Even if your meal does not take a full half-hour, or you have decided not to eat a meal, we encourage you to take at least a half-hour unpaid break and mark this on your time sheet. Therefore, we ask a clear separation of meal time and place from work time and place, for reasons of nourishment as well as work efficiency and state regulation.

Special work needs The normal work week is Monday through Thursday during the day. However, FES may require a different schedule to help with special events. At these times, we may require help during the weekend, or later in the evening. These hours will be negotiated and coordinated with you according to your availability and the needs of FES. FES Staff is requested not to schedule vacation time special events unless prior approval is given well in advance. Full staffing may also be required during FES special sales. These will be announced when applicable.

Professional recording of work time Your time sheet report is maintained as a computer spread sheet for efficiency and accuracy of computing your payroll hours, except for some outdoor help. All employees should make contemporaneous reports of your work hours. This means that the start time is recorded in the morning when beginning your day, and your ending time is recorded when you are concluding the work day. Errand time can be recorded the next morning. Timely and precise recording of work hours is necessary in order to maintain professional accuracy in our system. Your time sheets also serve as an immediate confirmation that you are on the premises or have departed. Due to the various locations where work can take place on any given day, it is essential that we be able to quickly check your on-line time sheet to verify that you have arrived or exited the FES premises.

FES Holiday, Vacation, Emergency Leave Values and Purpose Although FES is a relatively small company, we strive to have a generous compensation policy for paid holidays, vacation, and emergency/sick leave. We also aim to grant unpaid leave in as flexible of a manner as possible. At the same time, it must be realized that any staff absence places stress on the company and coworkers. Therefore, we need to have clear guidelines and policies. Zinnia: Childlike humor playfulness, relaxation rejuvenation

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Overview and eligibility There are four kinds of leave: holiday, vacation, sick/emergency leave, and unpaid personal leave. Each of these has differing requirements, as outlined below. Regular full-time employees are eligible for the benefits described below. Part-time, seasonal and temporary employees are not eligible for paid leave except for sick leave. Holiday leave begins when hired or converted to full-time regular employment. Medica, vision and dental benefits start at the first of the month after two full months of fulltime service. Sick leave and vacation leave may be used after 90 days of employment. Regular employees are eligible for the retirement plan after one year of full-time employment.

Holiday leave Definition: Holidays are special days of the calendar year, celebrated in the larger community. Eligibility: Full-time regular employees receive paid holiday leave at the time of hire, or conversion to full-time regular status. Paid holiday leave: We currently pay for 7 holidays per year on which the business is closed, and for which full-time employees are paid: New Year’s Day, Memorial Day, Independence Day (July 4), Labor Day, Thanksgiving, Christmas Eve (December 24) and Christmas Day. Unpaid holiday leave: Additional holidays may be taken as unpaid holiday leave with notification and permission as described below. Pro-rated leave: Holiday leave pay will reflect the average hours maintained by the employee. For example, if the average is 38 hours per week, then holiday pay will be for 9.5 hours per work day missed. Holidays on non-work days: When a paid holiday falls on a Friday or weekend, the paid FES holiday will be on the nearest scheduled work day (Monday or Thursday), as designated by FES.

Vacations Definition: The purpose of vacation time is to provide rest, relaxation, and renewal. Vacations must be scheduled in advance and are subject to approval by the company directors to ensure that the business can operate effectively, and that remaining employees are not subject to undue stress. Eligibility: Full-time regular employees accrue paid vacation leave when they start employment or transition to full-time regular status. They are eligible to use accrued vacation leave any time aft 90 days past their hire date or conversion to full-time regular status. Paid vacation leave: Eligible employees begin to accrue paid vacation leave at the rate of one week per year. After the two-year anniversary, the accrual rate becomes two weeks per year. After the four-year anniversary, the rate is three weeks per year. The accrual rate is determined by your length of service, as described above, and your weekly average. For example, if your work week average is 36 hours per week, and you worked for FES for three years, you accrue vacation leave at the rate of 72 hours (two weeks) per year, or 3 hours per semi-monthly pay period. Unused vacation leave: For your health and well-being, we encourage you to use all accrued vacation benefits each year. In order to provide an incentive for use of vacation benefits, we stipulate that the maximum benefits you may have at any time shall equal 2 times your annual vacation benefits, at your current annual vacation rate. For example, if you earn at the rate of 40 hours of vacation per year, the maximum vacation benefit you may accumulate in that year (including what you might have accrued and not used in previous years) is 80 hours. If earned but unused vacation benefit reaches the maximum, you will

not accrue any additional benefits. If you later use enough vacation benefits to fall below the maximum, you will resume earning vacation benefits from that date forward. Unpaid personal leave is any time taken when there is no paid vacation leave available and is subject to prior approval by the company directors as described below. Notification: Both paid and unpaid vacation leave require a minimum of two weeks’ notice, although we request the courtesy of one month’s notice, for longer vacations. Please send an email to the directors when you request time off. Vacation time can be taken as one unit or split into several units. Vacation leave is paid at the current rate of pay of the employee. Anniversary of hire: Yearly vacation benefit ratios are calculated based on the anniversary of your hire date. Upon termination: Upon termination of regular employment, all unused and accrued vacation leave will be paid.

Emergency, sick leave and kin care Definition: Emergency leave (sick leave) is intended for unplanned and unavoidable situations which prevent you from coming to work or cause you to leave work early. Emergency leave will be granted for personal illness or injury, family emergency, family death, or inability to come to or remain at work due to weather, power outage, or environmental conditions. Emergency leave may also be granted for employees who must leave early or arrive late due to medical appointments. Consistent with California’s regulation on Kin Care, employees are entitled to use up to half of their annual sick leave for care of a sick or injured spouse, child, domestic partner, parent, or child of a domestic partner. Leave is also available for preventive care appointments. Eligibility: Employees who work at least 30 days accrue paid emergency leave from the time of hire and are eligible to begin using sick care after 90 days of employment. Paid emergency/sick leave is accrued at the rate of onehour per 30 hours worked, which amounts to nearly seven days per year, in accordance with the California Healthy Workplaces, Healthy Families Act of 2014. After 90 days employment, accrued emergency leave is available as soon as (but not before) it is accrued. It may be used for full days, or partial days. At the end of each calendar year any unused sick/emergency leave in excess of 70 hours will be converted into vacation leave for the following year, as a reward for your good health. Emergency/sick leave is not paid after notice of termination of employment by the company, or after a notice of resignation by the employee, or for the final pay at termination.

Pro-rated leave: Emergency/sick leave reflects the work week average maintained by the employee. For example, an employee maintaining a work week average of 36 hours per week receives an emergency leave pay of 9 hours per day. Unpaid emergency leave occurs whenever the conditions for emergency leave have been met, but the employee has used up all currently accrued paid emergency leave. Vacation leave, holiday leave, or future emergency leave cannot be used to pay current emergency leave. Notification: The definition of emergency leave (unlike vacation or holiday leave) is that it is not anticipated. However, notice must be given directly to the company directors in person, via email or text to 530-798-1602. Your consideration in giving notice as soon as possible for emergency leave helps us plan the work day in your absence. If you need to leave work due to illness, immediate notice must be given to the company directors. If no notice is given before the start of the missed work day, or at the time of departure from work, emergency leave may be forfeited. Sick leave is also granted for planned medical appointments, and requires notice as soon as the appointment is made. We request that you schedule medical appointments at the beginning or end of the work day, or on a non-work day, whenever possible. Except for extreme emergencies, only one vehicle trip per day is allotted. The reason for this policy is to minimize traffic (see below for traffic policy) and avoid the inefficiency of disrupted work flow.

Business closure The FES office is regularly closed on Friday, Saturday and Sunday and on the holidays listed above. FES is also closed during the holiday period at the end of each year, between Christmas and the New Year and a few days before and after. The exact holiday schedule is determined yearly according to the specific calendar for that year. FES may be closed occasionally during emergencies such as extreme weather, workplace repair, or other conditions which would make it unsafe, unhealthy or unproductive for work. When feasible, we may extend the work week into Friday or Saturday in order to make up for lost hours of production during such emergencies. When the office is closed on such an emergency basis, employees may use available sick/emergency leave, or if none is available, they may choose to use vacation leave. Employees choosing to use available emergency or vacation leave for business closure, should indicate this on their time sheets. If no accrued emergency or vacation leave is available or requested, the missed day(s) will be regarded as leave without pay. When FES is closed due to circumstances beyond the choice or control of the employee, full time status and related benefits will not be affected in the calculation of the weekly average hours.

Health Plans Value The core mission of FES is the promotion of health and well-being. Despite rising insurance rates for small companies, we have continued our commitment to generous and flexible health benefits. By funding Health Savings Accounts (HSA), we facilitate the use of holistic health practices not normally covered by traditional health plans. We estimate that these benefits are the equivalent of an additional $3 per hour wage. Plans offered include medical, dental, vision and the HSA account. Self-Heal: Healthy, vital sense of Self; healing and beneficent forces arising from within oneself, deep sense of wellness and wholeness

Eligibility Full-time regular employees (with an average of at least 30 hours per week) are eligible for health benefits after completing two months of regular full-time employment. The health plan will become effective on the first of the month following the two-month anniversary of hire. An employee may elect to decline coverage for some, or all of the programs described below. Declining coverage, however, does not entitle the employee to a rebate or other additional compensation. Part-time, seasonal and temporary employees and independent contractors are not eligible for the FES Health Plan.

Major medical coverage FES offers a high-deductible group medical insurance policy through UnitedAg, which uses the Blue Shield of California provider network. This plan is designed to provide coverage in case of an expensive medical emergency or major illness. Even when no UnitedAg reimbursement is available, employees can save by submitting their claim to UnitedAg to receive the lower contracted rate. Additionally, certain preventive health services are available at no cost without regard to the deductible. For full-time regular employees, FES pays the full premium for employee-only coverage under a basic HighDeductible PPO plan. Employees also have the option of an alternative plan with a lower deductible, in which case the employee will be responsible for the difference in cost between the alternative plan and the basic plan, to be deducted from the employee’s pay. Employees may elect to add family members to their health care plan, in which case the extra cost will be deducted from the employee’s pay.

Health Savings Accounts FES funds a Health Savings Account (HSA) for each eligible employee at the rate of $270 per month for full-time employees. Contributions to your HSA are tax-free (for Federal taxes) if the funds are used for eligible health expenses. These expenses include conventional medical expenses not paid by UnitedAg due to the deductible, and other health expenses that may have limited coverage by UnitedAg, such as acupuncture, chiropractic, naturopathic and homeopathic treatment. Physical therapy and therapeutic body work may also be eligible. Health supplements prescribed by a health practitioner and

purchased from that practitioner also qualify. You may use the funds for health expenses of your family as well. Funds in this account belong to you, and if you do not use all the funds in your HSA during the year, the money stays in the account and accumulates tax-free. If you use the funds for non-medical expenses, you pay tax and a penalty, except that you can convert unused funds to a retirement account at age 65 and you only pay tax on funds you withdraw. In that case it becomes, in effect, a retirement account. HSA funds are held in a bank, and you have the option of investing excess or accumulated funds. Payments for health expenses can be made by check or debit card. As you are paying directly out of your own account, there is no pre-approval from FES or the HSA bank required, nor is there any deductible or co-pay, as long as you have funds available in your HSA. Each employee is responsible to use the HSA for approved expenses, subject to IRS audit. Employees also have the option of supplementing the Health Savings Account with their own pre-tax contribution. The total annual amount to be contributed by employee and employer is limited to the deductible amount of the medical plan and to a federally defined maximum. Note: Currently California does not conform to Federal law regarding the tax-free status of HSA accounts.

Dental coverage FES offers a group dental insurance policy through MetLife. For full-time regular employees (30 hours per week), FES pays the full premium for our standard coverage, which is employee-only coverage under their PPO Dental Plan. Coverage is also available for nonnetwork dentists, according to MetLIfe reimbursement rates. Employees have the option to select coverage for family members. The difference between the FES standard coverage and the increased premium for the family coverage is paid by the employee as a pre-tax deduction from wages.

Vision coverage For full-time regular employees (30 hours per week), FES offers vision coverage through the Vision Service Plan. FES pays the full premium for employee coverage. Employees may select family coverage and pay the difference in premium through a pre-tax deduction from wages.

Benefits at termination of employment At termination of employment, employees have the right to continue coverage in the group medical plans as specified under the COBRA law in California, by paying the full premium directly to the insurance company. This option is voluntary. Your Health Savings Account balance remains available to you to use for health expenses. FES contributions will cease with termination of employment. You will be eligible to make continued tax-free contributions from your own funds if you continue or enroll in another HSAeligible high-deductible plan.

Retirement Plan Value We believe in supporting our staff members who are planning for their futures. Additionally, we believe that investments should support values that are compatible with our work and vision. Therefore, we have instituted a SIMPLE IRA retirement plan through the Calvert Group, which supports corporate and social responsibility in its investment portfolios. Besides sound financial criteria, Calvert considers the following: 1) Environment 2) Workplace 3) Product safety and impact 4) International operations and human rights 5) Community relations 6) Indigenous peoples’ rights 7) Corporate governance

Red Bud: Acceptance of the natural cycles of maturation and aging

Eligibility Regular full-time employees are eligible to participate in the FES retirement plan starting at the beginning of the month after the first anniversary of their date of hire. Participation is voluntary.

How it works Employees may designate an amount to be deducted from their pay which will accrue to their retirement account. There are a number of different funds offered by Calvert from which you may choose, including mutual funds and bond funds. FES will match your contribution up to 3% of

your annual salary. Your contribution is exempt from Federal and State income tax, but is included for Social Security taxes. There are restrictions on withdrawing funds. When you leave the employ of FES, you retain possession of your investment. For full details, please consult directly with Calvert or your insurance agent..

Educational Benefits Value Many FES staff have found that the educational programs offered by FES are valuable experiences which enrich their personal lives and their understanding of flower essence therapy. While these classes are not required for you to perform your job, we recognize their potential value, and offer them as an employee benefit. Shasta Daisy: Bringing new ideas and information into a living wholeness, vibrant mental forces

Attendance and compensation Attendance at FES classes is strictly voluntary, and is not paid work time. You may attend at reduced cost, or in exchange for some assistance at the class, depending on the need and particular situation. Participation in some classes may not be possible if the class is enrolled to capacity. Let us know your interest as far in advance as possible. The class attendance benefit is available after one year of full-time FES employment. Note; FES is not currently (2026) offering in-person classes,

Employee Discount Program Value We would like to share with FES staff the abundance of our products. You are invited and encouraged to participate in this program, in order to learn first hand about the healing qualities of the flower essences, related literature and products. Trillium: Physical abundance and grounding in the “root” or survival chakra, trusting manifestation of material goods rather than greed or longing

Eligibility All employees, regular and temporary, are eligible for the employee discount program, while they are working for FES, subject to the terms described below.

Discount The discount rate is the same as that offered to wholesale accounts, generally 40%, but less on selected items.

For your personal use Please note that this discount is intended for your personal use only, and is not transferable to others. It applies only to items you purchase for yourself or your family.

Payment terms You can order online or using the Odoo platform in the office. Please pay for your order at the time of purchase.

Safety and Health on the Job Value FES is committed to creating and maintaining a safe and healthy workplace that supports the well-being of our staff and customers. Safety can only be achieved through teamwork. Therefore, all employees and management are responsible for continuous and cooperative efforts toward the prevention of accidents. Manzanita: Vibrant embodiment, awareness of the physical body and its relationship to the world of matter and form

General safety practices & procedures Safety awareness involves anticipating hazardous situations and reporting unsafe conditions immediately. Besides participation in safety training and receiving instruction on safety procedures, you are encouraged to bring attention to any specific concerns or issues you may have. Employees should immediately report to the directors (or a representative, in case of their absence) any illness, injury, or condition that may affect ability to work, or jeopardize health. The directors reserve the right to make a judgment if it is in the best interest of the employee and/or the company if he or she continues to work, or refrains from work until the illness/injury is healed. If an employee has a legally protected disability or condition that may require an accommodation of work duties, it is the staff person's responsibility to make such a condition known to the company directors.

Specific safety practices: Perform all work in as safe a manner as possible, using common sense rules if no other safety rule is established. Use, adjust and repair machines and equipment only if you are trained and qualified. Know the locations, contents and use of first aid and firefighting equipment and your own duties in case of an emergency situation. Wear appropriate protective or hygienic equipment in accordance with the job you are performing. Encourage co-workers to work safely and report unsafe practices and conditions immediately. Ask for help when lifting or pushing heavy objects. Use common sense precautions and effective body postures when lifting or moving heavy objects. Respond promptly, honestly and accurately to accident investigators regarding the details and circumstances surrounding any on-the-job accident or injury.

Workers’ compensation and disability insurance Any work-related injury or illness of any employee, parttime or full-time, temporary or regular, is covered by our company’s workers’ compensation insurance policy. It is a legal requirement that any injury which occurs while you are at work be immediately reported. We require such reports to be made to the directors (or their representative, in case of their absence). For many incidents, forms must be filed with our insurance carrier within one day of an on-the-job injury. These forms are available from FES, along with an informational booklet. Injuries and illnesses which are not work-related are not covered by worker’s compensation. However, if the employee is covered by the employee health plan, then this coverage will take effect (subject to deductible and co-payment requirements). If you are unable to work because of a condition not caused by a work injury, you may be eligible for California Disability Insurance. Since mid-2004, the California Disability Insurance program covers paid family medical leave in certain circumstances. Workers’ compensation and California Disability Insurance are funded by employer premiums paid by FES and others.

Drug-Free Workplace Value Flower essence products reflect subtle healing energies, that require respect and attunement from FES staff. We work with not only physical substances, but with sensitive environmental and elemental forces that support the co-creation of these products. Accuracy and precision are needed in all details of FES work, requiring an alert and focused state of mind and body. Therefore, clarity and integrity of the social and physical environment is an essential ingredient in the quality of our products. Furthermore, the healing purpose of flower essence therapy is to promote the development of clear consciousness based upon inner wakefulness and mindful attunement. For these important reasons, FES is a strictly drug-free workplace. California Poppy: Finding spirituality within one's heart; developing an inner center of light, that is free of illusion and drug dependence

Practice Absolutely no use or possession of recreational / psychoactive drugs, tobacco or alcohol (other than in the manufacture of FES products), is allowed on the premises, or by any employee while engaged in FES business, on or off the premises, such as when driving a vehicle for company purposes. In addition, use, abuse or misuse of alcohol or psychoactive drugs during non-working time, to

the extent that such conduct impairs an employee’s ability to perform his or her job safely and efficiently, or that such conduct threatens the reputation or integrity of FES, is prohibited. Any violation of this policy will result in immediate dismissal from work. Employees who may require prescription or over-thecounter drugs due to illness or injury need to inform the FES directors before commencing or resuming work, should there be a potential for side effects of these medications to negatively impact mindful work performance, use of work equipment, driving company vehicles, or the general safety and well-being of others.

Conflict Resolution Values Creating and maintaining a harmonious and cooperative work environment is essential to fulfilling our healing mission. We know that conflicts and disagreements inevitably arise in all human relationships. Such situations can be opportunities for personal growth, development of communication skills and for deepening compassion and understanding. All of these values are intrinsic to the healing goals of FES. Sacred Heart: Integrated heart forces of strength and compassion; beneficial relationships that balance self-identity and receptivity to the other

Practice The responsibility for communication rests with each team member on a person-to-person basis. If you feel you have issues to resolve with another staff member, with the entire

work group, or with the directors, you are required to take initiative to make your needs known. Gossip, or hidden complaints or criticisms about any team member who is not present are not acceptable in the FES work environment. Situations between employees that affect work performance and morale, or other conflicts, grievances, or complaints regarding the management of the company must be brought to the directors. It is only by these honest and open measures that any potential conflict has the possibility of being resolved. Conflict resolution will involve being able to listen to the other person’s point of view, as well as sharing your own feelings and values. Staff members who contribute to a negative work environment by violating these conflict resolution guidelines cannot remain in employment at FES. The FES staff operates as a team, on a foundation of trust and openness. We expect our team members to have the maturity and responsibility to resolve conflict. If a negative attitude towards other FES staff, FES directors, or its policies cannot be resolved through open discussion and inner work, then it may be best for the employee as well as company morale, that this individual choose another work situation.

Non-Discrimination and Non-Harassment Policy Value We intend that our work relationships include mutual respect for the dignity of each person and his or her unique value as an individual. While there are many laws and regulations designed to enforce such attitudes and behavior, we believe that anyone who has internalized the

core values of FES will relate in a way that is free of discrimination, harassment, intimidation and other offenses which might interfere with work performance or create a negative work environment. We endeavor to create a work environment that is respectful and lifeaffirming, where such offensive behavior will be clearly out of place. Oregon Grape: Positive expectation of good will from others, social trust and inclusiveness as an antidote to paranoia or hostility

Prohibited conduct In accordance with applicable law, FES prohibits harassment and discrimination because of race, color, national origin, ancestry, religion, creed, physical and mental disability, age, sex, sexual orientation, marital status, veterans’ status, medical condition or any other basis protected by federal, state, or local law. This policy applies to all persons involved in the operation of our business. In accordance with this policy, FES is an equal opportunity employer. Additionally, acts or threats of workplace violence or intimidation, including threats or acts against other employees, company directors, customers, vendors, or company property are strictly prohibited, and will result in termination of employment. If you believe you have experienced or witnessed any such acts of discrimination, harassment, violence or intimidation, it is your responsibility to report these immediately to the company directors.

Employee Review Value Our intention is that each person working for us is wellsuited to the work they are doing. This value involves the needs of the company, the staff team, and the individual employee. Reviews are intended to be a two-way dialogue, in which both staff member and the directors have an opportunity to learn and grow with each other. Sage: Drawing wisdom from life experience; reviewing and surveying one’s life process from a higher perspective

Schedule Employee reviews are conducted when needed, to review past performance, and also to identify areas of potential growth in skills and responsibility. Each staff member is also encouraged to independently initiate a performance review, if questions or dialogue about one's work situation is needed at any time.

Content During the review we will evaluate the quality and effectiveness of work performed, attitude and communication with team members, possibilities for growth and development, and suggestions for improvement. Collegial qualities we seek to develop are: professional excellence in the work being performed, an affinity with the deeper healing goals of the flower essence work, an attitude of service to the public, and the ability to communicate openly and honestly with staff members and management.

Regarding personal work performance, we value the ability to combine efficiency and accuracy, personal hygiene and general organization, the capacity to work alone or with others in a team as circumstances require, ability to take initiative or work toward problem solving solutions, flexibility to adapt to changing circumstances and needs, a willingness to help where needed, and promptness and consistency in work hours. We especially appreciate staff members who are able to organize, and plan work effectively and efficiently, learn from past experiences, and tackle problems with innovation and positivity.

Employee resignation We fully recognize the right of any staff person to terminate employment, and we wish each team member well when he or she chooses a new opportunity. Due to the fact that we are a small company and intensive interviews and training are required for our positions, we request the courtesy of at least two-month’s formal notice when departing, unless there is a genuine emergency situation (although such notice is not required). We also ask your consideration to share tentative plans, even before making a formal decision. We welcome your right to move on, and you will not be penalized, nor will your job be terminated simply because you notified us of your plans. By sharing your intentions, you enable us to plan ahead and to avoid stress or extra burden on other staff members. Any unused and accrued vacation leave will be paid with the final pay check. Any funds owed to FES by the employee must be paid on or before the end of employment.

Work Efficiency and Time-Saving Ideas Value Learning how to do work efficiently and with a minimum of stress creates greater harmony for all concerned. Over the years we have been very grateful to staff members who have helped with product development, contributed ideas, time-saving procedures and inventions to enhance our business. Activ-8: Positive activation of the will to accomplish one’s goals and complete projects; affirmative leadership; sustained energy and enthusiasm that fires the will

Practice We welcome your ideas and suggestions on ways to improve the efficiency and accuracy of our work, be they new or revised procedures, forms, storage concepts, equipment or devices. Please share your ideas and observations with us.

Reward Staff members who contribute innovative ideas which result in major savings to our company (in either labor or materials) will receive an appropriate bonus or award. If you believe you have made an innovation worthy of reward, please take initiative to provide a written description of your contribution and the resulting benefits.

Quality Control Value The purpose of our work is to serve the well-being of the thousands of people who use our products. Accuracy is essential to fulfill the trust that our customers have in our products and service. Mind-Full: A vibrant state of mental coherence and clarity; rhythmic and balanced use of intellectual forces; wakeful focus, interest and insight of one’s mental forces

Practice Because of the myriad of details involved in our work, we have developed crucial double-check procedures and reporting forms. It is important to honor these procedures and forms in an alert and conscientious manner, keeping in mind that they are vital to the integrity of FES products. They should never be viewed as trivial or bureaucratic. When errors are discovered, they must be fully and promptly reported and analyzed, so we can learn from our mistakes and improve our procedures and practices. FES does not penalize staff for errors that are acknowledged and dealt with. However, covering up mistakes by oneself or others is contrary to company policy and may result in dismissal. Also, while we encourage an atmosphere of social warmth and camaraderie in our staff, it is important to limit nonbusiness-related chatter during work time. Excessive nonbusiness conversation can be a distraction not only for the person doing the talking but for other workers, and lead to errors and lowered productivity.

Caring for Our Work Place Value Beauty, radiance, organization, and harmony are the shining gifts of soul work and belong everywhere. Iris: Iridescence of the soul which illumines one's body and physical space, bringing beauty, meaning and soul color to all that one does in the world

Practice Each person is responsible for bringing order to any place worked throughout the day. Items should be organized neatly. and the space should radiate calm and clarity. At the end of each work week, all staff are required to contribute to the general care of FES work areas, using eco-friendly cleaning products. In addition, please note items needing maintenance, repair or cleaning, or suggestions you have for upkeep, reorganization, beautification, or environmental enhancement of our work spaces or land areas.

Community Kitchen Privileges Value We provide a fully equipped kitchen so that you may enjoy nourishing meals and pleasant conversation in an area that is separated from work. Quaking Grass: Harmonious social awareness, ability to harmonize one individual ego with a larger group consciousness

Practice If you wish to use the kitchen facilities, you are warmly welcome. However, you must agree to abide by the community kitchen rules. Inability to do so will result in loss of kitchen privileges, except for storing "brown bag" lunch and snack items in the company refrigerator and having access to drinking water.

Rules •

You are responsible to clean all dishes and personal space used. This responsibility must be contemporaneous with use. Dishes cannot be left in the sink or on the counter, after you have finished your snack or lunch. The sinks and counters need to be kept free for other persons to use throughout the day. These spaces must also be kept clear for various production uses.

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All items that can be put in the dishwasher should be placed there immediately after use. All items that cannot be put in the dishwasher need to be washed, dried and put away immediately after use.

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Because the “whole” is always greater than any single “part,” please wash any stray cups or dishes that have “accidentally” accumulated before your arrival. If you notice that a team member is consistently leaving kitchen cleaning for you or others, please take responsibility to communicate this observation directly to the person involved.

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Please check counters and floor for spills they need to be wiped, swept or otherwise attended.

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Learning to share community space is one of the essentials of soul development. If you have further proposals for the fluid harmony and hygienic upkeep of the community kitchen, please let us know.

Use of FES Electronic Systems Value At FES we strive to provide state-of-the-art systems for our staff in the conduct of our business. These technologies represent a considerable investment of time and money for our small company. We request that staff use FES systems for business purposes only. This also provides a professional separation between your work time and personal time and insures that your personal communications are private and confidential. Any exceptions should be cleared in advance with the directors, to insure an open, fair and clear agreement of use Mullein: Strong sense of inner conscience, ethical behavior, truthfulness, uprightness

FES electronic systems & privacy The FES computer and voice-mail systems are provided by FES for business use. These resources are the property of FES, and should not be considered as private or confidential. For example, we may need to check your voice mail, e-mail or computer files when you are absent from work. All transactions on company computers network are recorded and logged, and are subject to review and audit for data retrieval and back-up security.

Internet Access We understand the convenience of accessing personal email, social networking and other websites while at work. However, personal Internet use during work time can be a distraction from work tasks. Confine personal Internet use, whether on desktop computers or personal devices, to regularly scheduled break times, and on a limited basis, so as not to undermine the purpose of the break for rest, relaxation and nourishment.

Postal printer & shipping supplies From time to time you may have a letter or personal package to mail through our office. You are welcome to use our shipping services to ship your package or letter, if you log the cost and reimburse FES. If you use shipping supplies, please make an approximate payent for the materials you use. Please ship packages before or after regular work hours.

Copy machines Please do not use the company printers and multifunction machines for personal needs unless you receive prior permission from the directors. Our machines are expensive to maintain, and we wish to reserve their use for business-related items.

Petty cash box The petty cash box is available for business-related purchases. There is a sheet enclosed for you to document any deposits or withdrawals of cash. You must document all such transactions in detail and provide receipts.

Telephone and Personal Devices In order to keep our business phone lines open for customers, please do not use the office land lines to make or receive personal calls. Also, except for emergencies, please limit use of your mobile phone and other electronic devices to your break times. At those times you are welcome to use our public Wi-Fi for Internet access. We also reserve the right to limit the use of personal listening devices during work, if such use because too distracting and affects your work efficiency, accuracy or the ability of other staff members to communicate with you.

Ecological Policies Value Respect for our environment and the integrity of the earth is a core value of FES. Our day-to-day practices of carpooling, the four-day work week, recycling, composting and re-use of materials are tangible expressions of these values. Grounding Green: Ability to integrate personal identity with a larger awareness of the Earth as a living organism

Car-pooling and local traffic Due to our agricultural-herbal status, we are authorized by Nevada County to have employees who regularly come to work at our residence and office. However, out of respect for our neighbors who have their private residences on Daisy Blue Mine Road, we are legally required to keep traffic to a minimum. Furthermore, carpooling reduces traffic and pollution in our rapidly growing county. Carpooling may be required at times in order to maintain our permitted average number of car trips. Except for emergencies, no more than one vehicle entry or exit is allotted per day. For example, please arrange carpooling with a staff member, rather than having a friend or family member make two round trips to bring you and pick you up after work if your vehicle is unavailable...

Driving safety and courtesy For safety and serenity on our one-lane road, please drive no faster than 15 miles per hour while on Daisy Blue Mine Road. To show respect for neighbors and other travelers,

please kindly pull over when needed, even if you believe you have the right of way. All vehicles coming to FES must be properly maintained, so that fuel emissions and noise are kept to an absolute minimum. Play music or recordings in your vehicle only if you have the windows rolled up, so that these sounds do not intrude on others in our neighborhood.

Recycling and reuse Please recycle or compost all materials you use daily, in so far as possible, including items brought for lunch. All paper, cardboard, glass, and most plastic waste can be recycled. Non-meat food waste is composted. We strive to recycle or re-use as many materials as possible in our business. If you have any ideas of how we can do an even better job, please let us know!

A Concluding Note of Gratitude We give thanks to each team member who is helping to serve the FES mission. We hope that this Handbook helps all of us work with clarity and harmony toward our common goals. We also give our honor to those great Beings in the spiritual world who make every undertaking on Earth possible. They are the real Directors, whom we all serve. Deep peace of the rolling waves to you. Deep peace of the flowing air to you. Deep peace of the silent earth to you. Deep peace of shining stars to you. Deep peace of the Son of Peace to you. ancient Celtic Verse Revised September 2026. This handbook supersedes all previous editions.