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Print Art Employee Handbook

June 2009

Prepared by Your Source, LLC

May 2009


WELCOME LETTER

Welcome new employee! On behalf of your colleagues, I welcome you to Print Art and wish you every success here. Print Art has been serving the printing, art and advertising needs of casinos, local businesses and institutions for over forty years. Through these years we have gained a reputation of quality, service and dependability. Our company is a progressive and growing organization. We believe that each employee contributes directly to Print Art’s growth and success, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of the employee handbook as soon as possible, for it will answer most questions about employment with Print Art. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!

Sincerely, Carl Blase President/CEO

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Table of Contents Section I: Introduction Welcome Letter......................................................................................................2 Employee Acknowledgement Form (Employee Copy).......................................7 Employee Acknowledgement Form (Print Art Copy) .........................................8 At-Will Disclaimer..................................................................................................9 Introductory Statement.......................................................................................10

Section II: Employment Employee Relations ............................................................................................11 Equal Employment Opportunity.........................................................................11 Business Ethics and Conduct............................................................................11 Non Harassment .................................................................................................12 Conflicts of Interest.............................................................................................13 Outside Employment ..........................................................................................14 Non-Disclosure....................................................................................................14 American’s with Disabilities Act ........................................................................14 Whistleblower Policy (added) ................................................................................15 Ideas& Suggestions (added) .................................................................................15

Section III: Employment Status & Records Employment Categories .....................................................................................16 Employment Appication ....................................................................................16 Employment Reference Checks.........................................................................17 Employment Eligibility (IRCA)............................................................................17 Motor Vehicle Record (MVR) Inquiry) ................................................................17 Job Descriptions ................................................................................................17 Personnel Data Changes ....................................................................................17 Introductory Period .............................................................................................18 Performance Evaluations ...................................................................................18 Salary Administartion (added)...............................................................................19 Prepared by Your Source, LLC

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Table of Contents Section IV: Employee Benefit Programs Employee Benefits ..............................................................................................20 Medical Insurance ...............................................................................................20 Employee Stock Ownership Plan (ESOP) .........................................................20 Paid Time Off .......................................................................................................21 Holidays ...............................................................................................................22 Workers’ Compensation Insurance ...................................................................22 Bereavement Leave.............................................................................................22 Jury Duty..............................................................................................................23 Benefits Continuation [COBRA].........................................................................23 Family and Medical Leave Act (revised March 2009) ................................................23 Personal Unpaid Leave ......................................................................................28 Military Leave.......................................................................................................29 Temporary Disability...........................................................................................29

Section V: Timekeping/Payroll Timekeeping ........................................................................................................30 Paydays................................................................................................................30 Employment Termination ...................................................................................30 Administrative Pay Corrections .........................................................................31 Pay Deductions and Setoffs ...............................................................................31

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Table of Contents Section VI: Work Conditions & Hours Safety ...................................................................................................................32 Work Schedules ..................................................................................................32 Call Out Procedures............................................................................................32 Use of Phone and Mail Systems(revised April 2009)................................................33 Smoking(revised April 2009) ......................................................................................33 Rest and Meal Periods ........................................................................................33 Overtime...............................................................................................................33 Parking ................................................................................................................34 Use of Equipment and Vehicles .........................................................................34 Company Owned Vehicles ...............................................................................34 Emergency Closings...........................................................................................34 Business Travel Expenses .................................................................................35 Reporting Injuries and Accidents .....................................................................35 Work Station Cleanliness ..................................................................................35 Computer and E-mail Usage .............................................................................36 System Usage .....................................................................................................36 Visitors in the Workplace ..................................................................................37 Workplace Monitoring.........................................................................................37 Workplace Violence Prevention .........................................................................38 Cell Phone Usage (added) .....................................................................................39 Expense Reimbursement (added) .........................................................................39

Section VII: Employee Conduct & Disciplinary Action Employee Conduct and Work Rules..................................................................40 Drug-Free Workplace (revised April 2009) ................................................................41 Attendance and Punctuality (revised April 2009) .....................................................41 Personal Appearance (revised April 2009) ................................................................42 Return of Property...............................................................................................43 Prepared by Your Source, LLC

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Table of Contents Section VII: Employee Conduct & Disciplinary Action, (continued) Resignation..........................................................................................................43 Security Inspections ...........................................................................................43 Solicitation...........................................................................................................43 Absence Without Notice (revised April 2009) ...........................................................44 Progressive Discipline (revised April 2009) ..............................................................44 Problem Resolution (added) ..................................................................................44 Sexual and Other Unlawful Harassment (added) .................................................45

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Introduction EMPLOYEE ACKNOWLEDGEMENT FORM The employee handbook describes important information about Print Art, and I understand that I should consult with a Company Officer regarding any questions not answered in the handbook. I have entered into my employment with Print Art voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Print Art can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law. Since the information, policies and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to Print Art’s policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the chief executive officer of Print Art has the ability to adopt any revisions to the policies in this handbook. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

EMPLOYEE’S NAME (printed) ___________________________________

EMPLOYEE’S SIGNATURE:______________________________________

DATE: ______________________________

Employee Copy – Retain for your records Rev. May 2009

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EMPLOYEE ACKNOWLEDGEMENT FORM The employee handbook describes important information about Print Art, and I understand that I should consult with a Company Officer regarding any questions not answered in the handbook. I have entered into my employment with Print Art voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Print Art can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law. Since the information, policies and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to Print Art’s policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the chief executive officer of Print Art has the ability to adopt any revisions to the policies in this handbook. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

EMPLOYEE’S NAME (printed) ___________________________________

EMPLOYEE’S SIGNATURE:______________________________________

DATE: ______________________________

Print Art’s Copy – Please submit to Doug Powell Rev. May 2009

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Disclaimer A -W D T

ILL

ISCLAIMER

This employee handbook is a guideline for your conduct and the current terms and conditions for your employment. PRINT ART has no present intention of changing or altering any specific item referenced in this handbook. Nonetheless, as with any good business in a competitive marketplace, PRINT ART must constantly reassess itself to ensure that it can maintain and enhance its competitive position. As such, PRINT ART intends no promise of any kind by way of this employee handbook. Regardless of what the handbook says or provides, PRINT ART remains free to change wages and all other working conditions without having to consult with anyone and without anyone’s agreement. Employment with PRINT ART is at-will meaning that Print Art can terminate employment with or without cause and with or without notice. Employees are hereby notified that all supervisors, department head and management personnel lack authority to enter into any contract of employment that alter the at will employment relationship. Only the Owner may enter into employment contracts on behalf of PRINT ART. This handbook is not an employment contract and is not intended to create a contractual obligation of any kind. The handbook and the rules and policies contained in it are subject to change at any time at the discretion of PRINT ART. Employees and PRINT ART are free to terminate this employment relationship at any time.

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INTRODUCTORY STATEMENT This handbook is designed to acquaint you with Print Art and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Print Art to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As Print Art continues to grow, the need may arise and Print Art reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. The only exception to any changes is our employment-at-will policy permitting you or Print Art to end our relationship for any reason at any time. Employees will, of course, be notified of such changes to the handbook as they occur.

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Section II: Employment EMPLOYEE RELATIONS Print Art believes that the work conditions, wages and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors or to an Officer of the Company. Our experience has shown that when employees deal openly and directly with Management, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Print Art simply demonstrates its commitment to employees by responding effectively to employee concerns. In an effort to protect and maintain direct employer/employee communications, we will resist organizations, within applicable legal limits, and protect the right of the employees to speak for themselves.

EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Print Art will be based on merit, qualifications, and abilities. Print Art does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, affectional or sexual orientation, marital or familial status, veteran’s status or any other characteristic protected under law. Print Art will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, and/or owner, or a Company Officer. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary actions, up to and including termination of employment.

BUSINESS ETHICS AND CONDUCT The successful business operation and reputation of Print Art is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. The continued success of Print Art is dependent upon our customers’ trust and we are dedicated to preserving that trust. Employees owe a duty to Print Art, its customers, and shareholders to act in a way that will merit the continued trust and confidence of the public. Print Art will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

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In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor, and, if necessary, with a Company Officer, for advice and consultation. Compliance with this policy of business ethics and conduct is the responsibility of every Print Art employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

NON-HARASSMENT All employees are entitled to a workplace free of any form of discrimination based on age, race, color, religion, gender, sexual orientation, family status, veteran status, national origin or ancestry, and physical or mental disability and sexual harassment. Print Art, Inc. will not tolerate any form of discrimination or harassment of its employees, clients, suppliers or vendors. Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purpose of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, 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 such individual; or (iii) such conduct has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending upon the circumstances, these behaviors may include, but are not limited to: 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. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is any verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because his/her age, race, color, religion, gender, sexual orientation, family status, veteran status, national origin or ancestry, and physical or mental disability or any other characteristic protected by law or that of his/her relatives, friends or associates, and that: (i) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (iii) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail). Individuals and Conduct Covered These policies apply to all employees, applicants and others, and prohibit harassment, discrimination and retaliation whether engaged in by fellow employees, by a manager or supervisor or by someone not directly connected to the Company (e.g., an outside vendor, consultant or client). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, including during business trips, off-site business meetings and business-related social events. Retaliation Is Prohibited Print Art, Inc. prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious 12


violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action, up to and including termination.

Complaint Procedure Reporting an Incident of Harassment, Discrimination or Retaliation Print Art, Inc. strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct that they believe is contrary to the Company’s policies or who have concerns about such matters should file their complaints with their direct supervisor or any member of management. Individuals should not feel obligated to file their complaints with their direct supervisor first before bringing the matter to the attention of one of the other designated representatives identified above. IMPORTANT NOTICE TO ALL EMPLOYEES: Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing legal action. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Therefore, while no fixed reporting period has been established, Print Art, Inc. strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued. The Investigation Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Responsive Action Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as the Company believes appropriate under the circumstances. Individuals who have questions or concerns about these policies should contact a Company Officer. Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and the policies of Print Art, Inc. prohibit disparate treatment on the basis of gender or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them.

CONFLICTS OF INTEREST Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Print Art wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact a Company Officer for more information or questions about conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Print Art’s business dealings. For 13


the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Print Art as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

OUTSIDE EMPLOYMENT An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Print Art and notifies Print Art of any additional employment. All employees will be judged by the same performance standards and will be subject to Print Art’s scheduling demands, regardless of any existing outside work requirements. If Print Art determines that an employee’s outside work interferes with performance or the ability to meet the requirements of Print Art as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Print Art. Outside employment will present a conflict of interest if it has an adverse impact on Print Art.

NON-DISCLOSURE The protection of confidential business information and trade secrets is vital to the interests and the success of Print Art. Such confidential information includes, but is not limited to, the following examples: • • • • • • • • • •

Compensation data Customer lists Customer preferences Personnel Records Financial information Marketing strategies Organizational and Operational Information Pending projects and proposals Research and development strategies Technological data

Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

AMERICAN’S WITH DISABILITIES ACT Print Art, Inc. is committed to complying with all applicable provisions of the Americans With Disabilities Act (“ADA”). It is the Company’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of his or her disability, provided that such accommodation does not constitute an undue hardship. Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact their immediate Supervisor. Print Art, Inc. encourages individuals with disabilities to come forward and request reasonable accommodation as needed. Prepared by Your Source, LLC

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Procedure for Requesting an Accommodation Upon receipt of an accommodation request, a member of management and your supervisor will meet with you to discuss and identify the precise limitations resulting from the disability and the potential accommodation that the Company might make to help overcome those limitations. Print Art, Inc. will determine the feasibility of the requested accommodation considering various factors including, but not limited to, the nature and cost of the accommodation, the availability of tax credits and deductions, outside funding, the Company’s overall financial resources and organization, and the accommodation’s impact on the operation of the Company, including its impact on the ability of other employees to perform their duties and on the Company’s ability to conduct business. The ADA does not require the Company to make the best possible accommodation, to reallocate essential job functions, or to provide personal use items (i.e., eyeglasses, hearing aids, wheelchairs, etc.). Print Art, Inc. will inform the employee of its decision as to the accommodation request. If the accommodation request is denied, the employee will be advised of his/her right to appeal the decision by submitting a written statement to the President explaining the reasons for the request. If the request on appeal is denied, that decision shall be considered final. An employee or job applicant who has questions regarding this policy or believes that he or she has been discriminated against based on a disability should notify a Company Officer or a member of management. All such inquiries or complaints will be treated as confidential to the extent permissible by law.

WHISTLEBLOWER A whistleblower as defined by this policy is an employee of Print Art, Inc. who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this Policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities. Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting, (this is not an all-inclusive list.). If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact his/her immediate supervisor or the President of Print Art, Inc. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination. Whistleblower protections are provided in two important areas -- confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. Print Art, Inc. will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact his/her immediate supervisor or the President of Print Art, Inc. immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated. All reports of illegal and dishonest activities will be promptly submitted to a Company Officer of Print Art, Inc. who is responsible for investigating and coordinating corrective action. Employees with any questions regarding this policy should contact a Company Officer of Print Art, Inc.

IDEAS & SUGGESTIONS Your ideas on how to do a job better, to save time and effort and to enhance our image are important to us. We are always interested in improvement and we value your input.

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Section III: Employment Status & Records EMPLOYMENT CATEGORIES It is the intent of Print Art to clarify the definitions of employment classifications so that employees understand their employment status and benefits eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Print Art. Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s EXEMPT or NONEXEMPT classification may be changed only upon written notification by Print Art management. In addition to the above classifications, each employee will belong to one other employment category: REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work Print Art’s full-time schedule. Generally, they are eligible for Print Art’s benefit package, subject to the terms, conditions, and limitations of each benefit program. PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than 32 hours per week. While they do receive all legally mandated benefits [such as Social Security and workers’ compensation insurance], they are ineligible for all of Print Art’s other benefit programs. INTRODUCTORY employees are those whose performance is being evaluated to determine whether further employment in a specific position or with Print Art is appropriate. Employees who satisfactorily complete the introductory period will be notified of their new employment classification. TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits [such as workers’ compensation insurance and Social Security], they are ineligible for all of Print Art’s other benefits programs. CASUAL employees are those who have established an employment relationship with Print Art but who are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally mandated benefits [such as workers’ compensation insurance and Social Security], they are ineligible for all of Print Art’s other benefit programs.

EMPLOYMENT APPLICATIONS Print Art, Inc. relies on the accuracy of the information you put on your employment application. We also expect that you and your references give accurate and true information during the hiring process and employment. Print Art, Inc. in its discretion will request information from your previous employers relative to your work record as a part of your application for employment. If we find that any information is misleading, false, or was left out on purpose, we may reject an applicant from further consideration. If the person was already hired, it may result in termination of employment. Prepared by Your Source, LLC

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EMPLOYMENT REFERENCE CHECKS To ensure that individuals who join Print Art are well qualified and have a strong potential to be productive and successful, it is the policy of Print Art to check the employment references of all applicants/potential new hires. A Company Officer will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held.

EMPLOYMENT ELIGIBILITY (IRCA) In accordance with the Immigration Reform and Control Act of 1986 (IRCA), Print Art, Inc. will ensure that all employees (and returning employees) hired after November 6, 1986 are legally entitled to work in the United States. A Form I-9 for each employee hired after that date will be maintained in a separate file along with copies of documents that establish identify and employment eligibility. If you have questions regarding this policy, contact your immediate Supervisor.

MOTOR VEHICLE RECORD (MVR) INQUIRY Prospective employees who are expected to drive company vehicles must provide Print Art, Inc. with current and acceptable motor vehicle driving information. Employment and assignment will be conditional, pending the receipt of a satisfactory report from the State Department of Transportation, Division of Motor Vehicles. If at any time during your employment you become aware of any change in your driver status (e.g. suspended license, DUI, etc.), you must immediately notify your supervisor.

JOB DESCRIPTIONS We try to have accurate job descriptions for all jobs at Print Art, Inc.. A job description includes the following sections: job information; job summary (gives a general overview of the job's purpose); essential duties and responsibilities; supervisory responsibilities; qualifications (includes education and/or experience, language skills, mathematical skills, reasoning ability, and any certification required); physical demands; and work environment. We use the job descriptions to help new employees understand their jobs and their responsibilities. We also use job descriptions to identify the requirements of a job, set up the hiring criteria, set standards for employee performance evaluations, and establish a basis for making reasonable accommodations for individuals with disabilities. The Department Supervisor and a management team member will prepare a job description when a new job is created. We review existing job descriptions and change them when a job changes. You can help by making sure that your job description is accurate and describes your job duties. Your job description does not necessarily cover every task or duty that you might be assigned. You may be assigned additional responsibilities as necessary. If you have questions or concerns about your job description, contact your immediate Supervisor.

PERSONNEL DATA CHANGES It is the responsibility of each employee to promptly notify Print Art of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify your immediate supervisor or a Company Officer. Prepared by Your Source, LLC

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INTRODUCTORY PERIOD The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Print Art uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Print Art may end the employment relationship at will at any time during or after the introductory period, with our without cause or advance notice. All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Employees who are promoted or transferred within Print Art must complete a secondary introductory period of the same length with each reassignment to a new position. Any significant absence will automatically extend an introductory period by the length of the absence. If Print Art determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period; an additional 30, 60, or 90 days. In cases of promotions or transfers within Print Art, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary introductory period. If this occurs, the employee may be allowed to return to his or her former job or to a comparable job for which the employee is qualified, depending on the availability of such positions and Print Art’s needs. Upon satisfactory completion of the initial introductory period, employees enter the “regular” employment classification. During the initial introductory period, new employees are eligible for those benefits that are required by law, such as workers’ compensation insurance and Social Security. After becoming regular employees, they may also be eligible for other Print Art-provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements. Benefits eligibility and employment status are not changed during the secondary introductory period that results from a promotion or transfer within Print Art.

PERFORMANCE EVALUATIONS Employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Formal performance evaluations are conducted at the end of an employee’s initial period in any new position. This period, known as the introductory period, allows the supervisor and the employee to discuss the job responsibilities, standards, and performance requirements of the new position. Additional formal performance evaluations are conducted annually to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive purposeful approaches for meeting goals. The performance of all employees is evaluated according to the following: • • • •

Attendance record Attitude Performance Quality of Work

Print Art may award merit-based pay adjustments in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process. Prepared by Your Source, LLC

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SALARY ADMINISTRATION Print Art, Inc. is committed to paying equitable wages that are based on the requirements and responsibilities of each job. We try to pay wages that are comparable to the wages paid to employees in similar jobs in other organizations in the area. Performance is the key to wage increases in the Company. Compensation for each job is based on several factors. The factors include the essential duties and responsibilities of the job, adherence to company policies and procedures, ability to meet or exceed duties per job description and achieve performance goals and salary survey data (how other employers pay their employees). We periodically review our salary administration program and change it as necessary.

If you have a question about compensation for your job, contact your immediate Supervisor.

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Section IV: Employee Benefit Programs EMPLOYEE BENEFITS Eligible employees at Print Art are provided a wide range of benefits. A number of the programs [such as Social Security, workers’ compensation, state disability and unemployment insurance] cover all employees in the manner prescribed by law. Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook. The following benefits programs are available to eligible employees: • • • • • • • • • • • •

Bereavement Leave Employee Stock Ownership Plan (ESOP) Family Leave Holidays Medical Insurance Military Leave Paid Time Off Short-Term Disability Jury Duty COBRA Workers Compensation Insurance Personal Leave (unpaid)

The foregoing is a summary only. The complete details of eligibility, coverage’s and costs are available from the summary plan descriptions or appropriate benefits booklet, which will be provided through a Company Officer. Print Art reserves the right to modify or delete any of these plans and coverage’s at any time. Enrollment materials for the various insurance plans are included in the orientation packet given to each new employee. Additional applications and change forms are available through a Company Officer.

MEDICAL INSURANCE Print Art offers medical insurance to all eligible employees. Enrollment materials for the various insurance plans are included in the orientation packet given to each new employee. Additional applications and change forms are available through a Company Officer. Eligible employee classification(s): •

Regular, full-time employees.

In general, coverage becomes effective on the first day of the month following the successful completion of the introductory period. Additional information regarding coverage and contribution schedules can be obtained through Human Resources.

EMPLOYEE STOCK OWNERSHIP PLAN (ESOP) Print Art has established an Employee Stock Ownership Plan (ESOP) to provide employees the potential for future financial security for retirement. The ESOP benefit allows employees to acquire Print Art’s capital stock and thus share ownership in the company as well as benefit from the company’s growth and prosperity. Employees in the following employment classification(s) are eligible to participate in the plan: •

Regular, full-time employees

Eligible employees may participate in the plan after having completed one (1) calendar year of continuous service. No contribution from the employee is required to participate in the plan. See the ESOP Summary Plan Description for further details, including eligibility and vesting requirements. Prepared by Your Source, LLC

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PAID TIME OFF BENEFITS Planned Time Off (PTO) is an all purpose time-off policy for eligible employees to use for vacation, illness or injury, and personal business. It combines traditional vacation, personal and sick leave plans into one flexible, planned time-off policy. Employees in the following employment classification(s) are eligible to earn and use PTO as described in this policy: * Regular full-time employees The amount of PTO employees receive at the beginning of each Calendar Year is determined by their length of service. The maximum amount of PTO an employee can receive at the beginning of a Calendar Year is 13 days/104 hours. Upon the successful completion of your introductory period, newly hired employees will be allocated a lump sum of PTO, which is equivalent to 3 days/24 hours. At the beginning of the Calendar Year (January), employees who have completed twelve months of continuous service, he/she will be allocated a lump sum of PTO, which is equivalent to 8 days/64 hours. At the beginning of the Calendar Year (January), employees who have not completed twelve months of continuous service, their PTO time will be prorated based on the number of months of continuous employment. At the beginning of the Calendar Year (January), employees who have completed twenty-four months of continuous service, he/she will be allocated a lump sum of PTO, which is equivalent to 13 days/104 hours. At the beginning of the Calendar Year (January), employees who have not completed twenty-four months of continuous service, their PTO time will be prorated based on the number of months of continuous employment. PTO can be used in minimum increments of four hours. Those employees who work a ten-hour shift, PTO can be used in minimum increments of five hours. Employees who are unable to report to work due to illness, unexpected absence or injury, should notify their direct supervisor at least one hour before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of unexpected absence. Excessive and abused unscheduled time off will result in disciplinary action up to and including termination. To schedule PTO, employees must submit a Time-Off Request Form to their supervisor. These forms are to be filled out and submitted at least two weeks prior to the requested time off. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. No more than 50% of available PTO (scheduled) can be taken during the first half of the calendar year. Exceptions need to be approved by a Company Officer. PTO is paid at the employee's base pay rate (straight time hourly rate based on an eight- hour shift) at the time of absence. Those employees that are normally scheduled for a ten-hour shift will receive their straight time hourly rate based on a ten-hour day. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. In the event all available allocated PTO has been used prior to the end of the Calendar Year, the employee will not receive compensation for any time-off. In the event that available allocated PTO is not used by the end of the Calendar Year, the employee will not be permitted to carry it over into the following Calendar Year. Any unused time will be forfeited, unless the request for PTO was denied by a Company Officer. Employee’s who resign and work a minimum of two week’s notice or are terminated without cause will receive 50% of the remaining PTO at the time of termination. Employee’s terminated with cause or who do not work a minimum of two weeks notice do not receive any PTO pay out. Prepared by Your Source, LLC

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HOLIDAYS Print Art will grant holiday time off to all employees on the holidays listed below: • • • • • •

New Year’s Day (January 1) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving (fourth Thursday in November) Christmas (December 25)

Print Art will grant paid holiday time off to all eligible employees. Holiday pay will be calculated based on the employee’s straight-time pay rate [as of the date of the holiday] times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s): •

Regular, full-time employees

To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the holiday. If a recognized holiday falls during an eligible employee’s paid absence [e.g., PTO], the employee will receive holiday pay for that day rather than paid leave. Paid time off for holidays will not be counted as hours worked for the purposes of determining whether overtime pay is owed.

WORKERS’ COMPENSATION INSURANCE Print Art provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately. Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

BEREAVEMENT LEAVE Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. Up to 2 days of paid bereavement leave will be provided to eligible employees in the following classifications(s): •

Regular, full-time employees

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses or shift differentials. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisor’s approval, use any available PTO for additional time off as necessary. Print Art defines “immediate family” as the employee’s spouse, parent, child, or sibling; the employee’s spouse’s parent, child or sibling; grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships. Prepared by Your Source, LLC

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JURY DUTY Print Art encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees may request unpaid jury duty leave for the length of absence. If desired, employees may use any available paid time off. Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. Either Print Art or the employee may request an excuse from jury duty if, in Print Art judgment, the employee’s absence would create serious operational difficulties. Print Art will continue to provide health insurance benefits for the full term of the jury duty absence. Paid Time Off and holiday benefits will continue to accrue during unpaid jury duty leave.

BENEFITS CONTINUATION [COBRA] The federal Consolidated Omnibus Budget Reconciliation Act [COBRA] gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Print Art’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in any employee’s hours or a leave of absence; employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or beneficiary pays the full cost of coverage at Print Art’s group rates plus an administration fee. Print Art provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Print Art’s health insurance plan. The notice contains important information about the employee’s rights and obligations.

FAMILY AND MEDICAL LEAVE ACT General Policy It is the policy of Print Art, Inc. to grant up to 12 weeks of family and medical leave during any 12-month period to eligible employees, in accordance with the Family and Medical Leave Act of 1993 (FMLA) and up to 26 weeks of leave in any 12-month period in compliance with the expansion of FMLA under The Support for Injured Servicemember Act of 2007. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the circumstances of the leave and as specified in this policy.

Eligibility To qualify to take family or medical leave under this policy, the employee must meet all of the following conditions: 1) The employee must have worked for the employer for 12 months or 52 weeks. The 12 months or 52 weeks need not have been consecutive. For eligibility purposes, an employee will be considered to have been employed for an entire week even if the employee was on the payroll for only part of the week or if the employee is on leave during the week.

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2) The employee must have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is requested to commence. Print Art will be using a rolling 12-month method to measure eligibility for requested leave. The 12-month period is measured as a rolling 12-month period measured backward from the date the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave will not be counted in determining the 1,250 hours eligibility test for an employee under FMLA. 3) The employee must work in an office or work site where 50 or more employees are employed by the company within 75 miles of that office or work site. The distance is to be calculated by using available transportation by the most direct route.

Type of Leave Covered To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below: 1) The birth of a child and in order to care for that child. 2) The placement of a child for adoption or foster care and to care for the newly placed child. 3) To care for a spouse, child or parent with a serious health condition. 4) The serious health condition (described below) of the employee. An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee’s position. Employees with questions about what illnesses are covered under this FMLA policy are encouraged to consult with their immediate Supervisor or with a Company Officer. If an employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests unpaid leave as provided under this policy, the company may designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications. 5) A covered family member’s active duty or call to active duty in the Armed Forces. An employee whose spouse, son, daughter or parent either has been notified of an impending call or order to active military duty or who is already on active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. Reasons related to the call-up or service includes helping the family member prepare for the departure or caring for children of the Servicemember. The leave may commence as soon as the individual receives the call-up notice. Son or daughter for this type of FMLA leave is defined the same as for child for other types of FMLA leave, except that the person does not have to be a minor. This type of leave would be counted toward the employee’s 12-week maximum of FMLA leave in a 12-month period. Employees requesting this type of FMLA leave must provide proof of the qualifying family member’s call-up or active military service before leave is granted. 6) To care for an injured or ill Servicemember. This leave may extend to up to 26 weeks in a 12-month period for an employee whose spouse, son, daughter, parent or next-of-kin is injured or recovering from an injury suffered while on active military duty and who is unable to perform the duties of the service member’s office, grade, rank or rating. Next-of-kin is defined as the closest blood relative of the injured or recovering Servicemember. An employee is also eligible for this type of leave when the family Servicemember is receiving medical treatment, recuperation or therapy, even if the Servicemember is on temporary disability retired list.

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Employees requesting this type of FMLA leave must provide certification of the family member or next-ofkin’s injury, recovery or need for care. This certification is not tied to a serious health condition as for other types of FMLA leave. This is the only type of FMLA leave that may extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. An eligible employee can take up to 12 weeks (or up to 26 weeks of leave to care for an injured or ill Servicemember) under this policy during any 12-month period. The company will measure the 12-month period as a rolling 12-month period measured backward from the date an employee uses any leave under this policy. Each time an employee takes leave, Print Art, Inc. will compute the amount of leave the employee has taken under this policy in the last 12 months and subtract it from the 12 weeks (or 26 weeks for the care of an injured or ill Servicemember) of available leave, with the balance remaining being the amount the employee is entitled to take at that time. If a husband and wife both work for the company and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent in-law) with a serious health condition, the husband and wife may only take a combined total of 12 weeks of leave. If a husband and wife both work for the company and each wishes to take leave to care for a covered injured or ill Servicemember, the husband and wife may only take a combined total of 26 weeks of leave.

Employee Status and Benefits During Leave Generally, leave under the FMLA will be taken in a lump sum (i.e., consecutive days off from work up to 12 weeks). However, family or medical leave may be taken intermittently, or on a reduced schedule, in certain situations (see above policy). If an employee requests an intermittent or reduced schedule for reasons that are foreseeable based upon planned medical treatment, Print Art may, at its discretion, temporarily reassign the employee to another position that will better meet the needs of Print Art, Inc. and the employee. While an employee is on an approved medical leave, Print Art, Inc. will maintain its contributions (Employer’s portion) to the employee’s health insurance under the same terms as the plan in effect at the time the request is made, for a period up to 12 weeks, if the employee is enrolled in Print Art’s health care plan at the time the request is made. Paid Time Off does not accrue during any period of unpaid leave. If the employee normally pays a portion of the premiums (Employee portion/contribution) through payroll deduction for their health insurance, the employee will need to continue making those payments during the period of FMLA or NJFLA leave. Arrangements for payment will be discussed with the employee and the employee will make the premium payments (Employee portion/contribution) on a bi-weekly schedule. The schedule will be determined by a Company Officer and it will be outlined in a letter to the employee. Except as provided by law, upon the employee’s return to work, Print Art, Inc. will restore the employee to the same or an equivalent position with equivalent pay and benefits. If the employee fails to return from an approved family or medical leave, the employee will be required to repay Print Art, Inc. its share of health plan premiums paid for the employee during the leave, provided that the failure to return to work is not due to the condition, recurrence, or onset of a serious health condition, or other circumstances beyond the employee’s control (as explained in the regulations of the FMLA). To the extent possible and practical, advanced written notice of a request for family or medical leave is required. Except in emergency circumstances, employees must provide written notice to a Company Officer thirty days in advance of the effective date of such family or medical leave. An employee should endeavor to schedule the leave so as not to unduly disrupt his or her office. All paid time off (PTO) must be exhausted concurrently with and at the onset of any covered family or medical leave. An eligible employee will then be entitled to an additional period of leave on an unpaid basis for a combined total of 12 weeks leave. Prepared by Your Source, LLC

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Intermittent Leave or a Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the work week or work day, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 work weeks (or 26 work weeks to care for an injured or ill Servicemember over a 12-month period). Print Art, Inc. may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or employee’s family member is foreseeable and for planned medical treatment, including recovery from a serious health condition or to care for a child after birth, or placement for adoption or foster care. For the birth, adoption or foster care of a child, the company and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced hour schedule. Leave for birth, adoption or foster care of a child must be taken within one year of the birth or placement of the child. If the employee is taking leave for a serious health condition or because of the serious health condition of a family member, the employee should try to reach agreement with the company before taking intermittent leave or working a reduced hour schedule. If this is not possible, then the employee must prove that the use of the leave is medically necessary. The company may require certification of the medical necessity.

Certification of the Serious Health Condition of the Employee or the Spouse, Child or Parent of the Employee The company may ask for certification of the serious health condition. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Medical certification may be provided by using the Medical Certification Form. Request for a medical certificate must be made in writing as part of the employer response to employee request for leave. Certification of the serious health condition shall include the date when the condition began, its expected duration and a brief statement of treatment. For medical leave for the employee’s own medical condition, the certification must also include a statement that the employee is unable to perform work of any kind or a statement that the employee is unable to perform the essential functions of the employee’s position. For a family member who is seriously ill, the certification must include a statement that the patient, the family member, requires assistance and that the employee’s presence would be beneficial or desirable. If the employee plans to take intermittent leave or work a reduced schedule, the certification must also include dates and the duration of treatment as well as a statement of medical necessity for taking intermittent leave or working a reduced schedule. Print Art, Inc. has the right to ask for a second opinion if it has reason to doubt the certification. The company will pay for the employee to get a certification from a second doctor, which the company will select. If necessary to resolve a conflict between the original certification and the second opinion, the company will require the opinion of a third doctor. Print Art, Inc. and the employee will mutually select the third doctor, and the company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion. Print Art, Inc. may also require subsequent re-certification on a reasonable basis. Failure to comply with certification requirements will result in denial of family or medical leave.

Documentation of the Covered Family Member’s Active Duty or Call to Active Duty in the Armed Forces Employees requesting this type of Servicemember FMLA leave must provide proof of the qualifying family member’s call-up or active military service. This documentation may be a copy of the military orders or other official Armed Forces communication. Prepared by Your Source, LLC

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Documentation of the Need for Servicemember FMLA Leave to Care for an Injured or Ill Servicemember Employees requesting this type of Servicemember FMLA leave must provide documentation of the family member’s or next-of-kin’s injury, recovery or need for care. This documentation may be a copy of the military medical information, orders for treatment, or other official Armed Forces communication pertaining to the service member’s injury or illness incurred on active military duty that renders the member medically unfit to perform his or her military duties.

Procedure for Requesting Leave for 1) the birth of a child or in order to care for that child; 2) the placement of a child for adoption or foster care and to care for the newly placed child; 3) to care for a spouse, child or parent with a serious health condition; or 4) the serious health condition of the employee All employees requesting this type of FMLA leave must provide verbal notice with an explanation of the reason(s) for the needed leave to their immediate supervisor, who will advise a Company Officer. If the leave is foreseeable, the immediate supervisor will require the employee to provide a written request (forms provided by Print Art, Inc.) for leave and reasons(s) with a copy to a Company Officer. Print Art, Inc. will provide individual notice of rights and obligations to each employee requesting leave within two business days or as soon as practicable. For employees on intermittent or recurring leave for the same incident, this notice will be provided every six months. When an employee plans to take leave under this policy, the employee must give the company 30 days’ notice. If it is not possible to give 30 days’ notice, the employee must give as much notice as is practicable. An employee who is to undergo planned medical treatment is required to make a reasonable effort to schedule the treatment in order to minimize disruptions to the company’s operations. If an employee fails to provide 30 days’ notice for foreseeable leave with no reasonable excuse for the delay, the leave request may be denied until at least 30 days from the date the employer receives notice. While on leave, employees are requested to report periodically to the company regarding the status of the medical condition and their intent to return to work.

Procedure for Requesting Leave for 5) a covered family member’s active duty or call to active duty in the Armed Forces or 6) to care for an injured or ill Servicemember All employees requesting this type of FMLA leave must provide verbal notice with an explanation of the reason(s) for the needed leave to their immediate supervisor, who will advise a Company Officer. Leave may commence as soon as the individual receives the call-up notice. If the leave is foreseeable, the immediate supervisor will require the employee to provide a written request for leave and reasons(s) with a copy to a Company Officer. Print Art, Inc. will provide individual notice of rights and obligations to each employee requesting leave within two business days or as soon as practicable.

Definitions A “serious health condition” is an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility, or continuing treatment by a doctor or other health care provider. This policy also covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition, which, if left untreated, would result in a period of incapacity of more than three days, would be considered a serious health condition. Print Art, Inc. will require an employee to provide a doctor’s certification of the serious health condition. The certification process is outlined above in this policy.

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Where the condition involves the employee, the term means a condition that makes the employee unable to perform the functions of his or her position. Where the condition involves a spouse (including common law spouse if recognized under State law), child or parent, the term means a condition that requires the employee to be absent from work for the care of such family members. New Jersey State Regulations New Jersey has a comparable regulation entitled New Jersey Family Leave Act or NJFLA, providing the following distinctive eligibility requirements: employees need work only 1,000 hours, NJFLA provides 12 weeks in a 24-month period, and the NJFLA does not permit leave for an employee’s own medical care. The more generous FMLA allowance will take precedence over the NJFLA provisions concerning 12 weeks of leave in a 24-month period and concerning not providing for a leave for an employee’s own medical care. When both the NJFLA and the federal FMLA cover a leave of absence, the NJFLA leave of absence will run concurrently with the FMLA leave of absence. Under the NJFLA, temporary transfers to enable intermittent leave are not permitted. The NJFLA requires employees to give 30-days notice for birth or adoption, but only 15 days for a serious health condition. Further, under the NJFLA, Print Art’s may deny leave to the highest paid 5% employees (regardless of location) or the seven highest paid individuals (whichever is more), if granting the leave would imperil the continuation of Print Art’s’ business. All paid time off (PTO) must be exhausted concurrently with and at the onset of any covered family or medical leave. Questions concerning this policy should be directed to your immediate Supervisor.

PERSONAL UNPAID LEAVE Print Art may provide a leave of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy: •

Regular, full-time employees

Eligible employees may request personal leave only after successfully completing their introductory period. As soon as eligible employees become aware of the need for a personal leave of absence, employees must submit a Time-Off Request Form to their supervisor. Requests for personal unpaid leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence. Subject to the terms, conditions, and limitations of the applicable plans, Print Art will continue to provide health insurance benefits for the full period of the approved period of absence at the cost of the employee. The accrual of paid time off will be suspended during the leave and will resume upon return to active employment. When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Print Art cannot guarantee reinstatement in all cases. Should Print Art fill the position while an employee is on an unpaid personal leave, because of business needs, Print Art will notify the employee in writing of such action. If an employee fails to report to work promptly at the expiration of the approved leave period, Print Art will assume the employee has resigned. Prepared by Your Source, LLC

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MILITARY LEAVE This policy is intended to comply with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”), and will be construed consistently with USERRA, any applicable federal regulations, and any applicable state law and/or regulations. Print Art will not discriminate or retaliate against any individual because of past, current or future uniformed service obligations. Print Art will not discriminate against any eligible employee who takes Uniformed Services Leave under this Policy, nor will Print Art retaliate against anyone who protests any unlawful practice under USERRA. Employees are eligible for leave under this Policy when they are absent from work due to service in the Army, Navy, Air Force, Marine Corps or Coast Guard; the Reserve units of the Army, Navy, Air Force, Marine Corps or Coast Guard; the Army National Guard or Air National Guard; the Commissioned Corps of the Public Health Service; or any other category of service designated by the President of the United States in time of war or emergency. For purposes of this Policy, “service” includes active duty, active duty for training, inactive duty training, full-time National Guard duty, and absence to take an examination to determine fitness for any of the foregoing types of duty. The cumulative length of an employee’s Uniformed Services Leaves under this Policy generally may not exceed five years, unless one of the statutory exceptions to the five-year limitation applies. Employees are required to provide their supervisor or a Company Officer advance notice of their uniformed service obligations, unless giving advance notice is impossible, unreasonable, or precluded by military necessity. In most instances, Print Art may request from the employee copies of military orders, training notices or induction information or other written or oral notice. Continuation of health insurance benefits is available by USERRA based on the length of the leave and subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible. The leave will be unpaid. However, employees may use available paid time off for the absence. Benefit accruals, such as PTO or holiday benefits, will be suspended during the leave and will resume upon the employee’s return to active employment. Print Art will reinstate returning service members, if the following criteria are satisfied: • • • • •

The employee had been employed in a regular staff position; The employee gave notice to the employer before leaving, unless providing such notice is impracticable or impossible; The cumulative period of active service did not exceed five years, excluding certain services required by, among other things, a declared war or national emergency; The employee was not discharged from the military under other than honorable conditions; Circumstances have not so changed as to make such reemployment impossible or unreasonable and does not impose an undue hardship on Print Art (e.g. Print Art may not be required to reemploy the employee where the employee’s position has been eliminated for unrelated business reasons); and The employee reported back to the civilian job in a timely manner. Time limits for returning to work following leave differ depending on the duration of the leave taken. State law may provide additional time to return to work.

Myriad issues may arise concerning an employee’s rights during military leave. This policy does not address all such issues. Insofar as issues arise that are not addressed in this policy, Print Art will abide by USERRA and any controlling state laws. Should you have any questions or require further information regarding military leave, please see your Human Resources Department.

TEMPORARY DISABILITY Temporary disability benefits are provided in accordance with State of New Jersey guidelines to eligible employees who are unable to work eight [8] or more consecutive days, provided this illness or injury is not work related. A Company Officer is available to provide guidance on your statutory disability rights. Prepared by Your Source, LLC

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Section V: Timekeeping/Payroll TIMEKEEPING Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require Print Art to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed. Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment. Nonexempt employees should report to work no more than 5 minutes prior to their scheduled starting time nor stay more than 5 minutes after their scheduled stop time without express, prior authorization from their supervisor or a Company Officer.

PAYDAYS All employees are paid weekly on every Friday. Each paycheck will include earnings for all work performed through the end of the previous payroll period. In the event that a regularly scheduled payday falls on a day off, such as a holiday, employees will receive pay on the last day of work before the regularly scheduled payday. If a regular payday falls during an employee’s scheduled PTO, the employee’s paycheck will be available upon his or her return from PTO.

EMPLOYMENT TERMINATION Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated: • • • •

Resignation – voluntary employment termination initiated by an employee Discharge – involuntary employment termination initiated by the organization Layoff – involuntary employment termination initiated by the organization for nondisciplinary reasons Retirement – voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.

Print Art will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to Print Art, or return of Print Art-owned property. Suggestions, complaints, and questions can also be voiced. Since employment with Print Art is at-will, both the employee and Print Art have the right to terminate the employment relationship, with or without cause and with or without notice.

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ADMINISTRATIVE PAY CORRECTIONS Print Art takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. It will make deductions from the pay of exempt, salaried employees in accordance with applicable federal and state law. If an employee believes that a deduction has been made from his or her pay in error or in violation of federal or state law, the employee should immediately notify their supervisor or a Company Officer, in most cases any necessary adjustment will be made in the following paycheck. If you believe that you have been treated improperly with respect to your pay either in terms of your status as exempt (salaried) or non-exempt (hourly) or feel that you have been improperly denied overtime pay or have any other complaints regarding any aspect of your pay, you should notify your supervisor or a Company Officer to resolve such complaints.

PAY DEDUCTIONS AND SETOFFS The law requires that Print Art make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes. Print Art also must deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base.” Print Art matches the amount of Social Security taxes paid by each employee. Print Art offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. Other deductions will not be taken unless authorized by the employee or otherwise permitted under applicable law. Pay setoffs are pay deductions taken by Print Art, usually to help pay off a debt or obligation to Print Art or others. If you have questions concerning why deductions were made from your paycheck or how they were calculated, your supervisor or a Company Officer can assist in having your questions answered.

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Section VI: Work Conditions & Hours SAFETY To assist in providing a safe and healthful work environment for employees, customers and visitors, Print Art has established a workplace safety program. This program is a top priority for Print Art. Its success depends on the alertness and personal commitment of all. Print Art provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor or a Company Officer. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor or a Company Officer. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.

WORK SCHEDULES Work schedules for employees vary throughout our organization: • • •

A five (5) day work week consisting of eight (8) hour days A four (4) day work week consisting of ten (10) hour days A late shift, combining a four (4) and five (5) day work week

Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

CALL OUT PROCEDURES Employees who are unable to report to work due to illness or injury should notify their direct supervisor at least one hour before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence. If an employee is absent for three or more consecutive days due to illness or injury, or if an employee uses paid sick leave before or after a holiday, vacation or personal day, a physician’s statement must be provided verifying the illness or injury and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as a condition to receiving sick leave benefits. Before returning to work from a sick leave absence of 3 calendar days or more, an employee must provide a physician’s verification that he or she may safely return to work.

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USE OF PHONE AND MAIL SYSTEMS Personal use of company telephones is not permitted. This applies to both incoming and outgoing phone calls. Any violation of this policy may result in disciplinary action up to and including termination. If there is an incoming personal call, a message will be taken and forwarded to the employee in a timely manner. It is the responsibility of each employee to limit incoming personal phone calls. In the event of an emergency, the employee will be notified immediately. The mail system is reserved for business purposes only. Employees should refrain from sending or receiving personal mail at the workplace. To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.

SMOKING In keeping with Print Art’s intent to provide a safe and healthful work environment, as well as complying with New Jerseys Smoke-Free Air Act, smoking is prohibited throughout the workplace. Employees are permitted to smoke outside the building in the designated area(s) on scheduled breaks. Employees are required to discard all cigarette butts in the appropriate receptacles. This policy applies equally to all employees, customers, and visitors.

REST AND MEAL PERIODS Each workday, all employees are provided with two 10-minute rest periods. Supervisors will advise employees of the regular rest period schedule. Since this time is counted and paid as time worked, employees must not be absent form their workstations beyond the allotted rest period time. All non-exempt employees are provided with one 30 minute meal period each workday. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time. Employees are required to punch out and in for their lunch break.

OVERTIME When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be provided. All overtime work must receive the supervisor’s or Company Officer’s prior authorization. The performance of overtime without prior authorization from a supervisor or a Company Officer is grounds for disciplinary action up to and including termination. Overtime assignments will be distributed as equitably as possible to all employees qualified to perform the required work. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on scheduled PTO or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.

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PARKING Parking facilities are provided on property at Print Art, Inc. for the convenience of employees. However, Print Art, Inc. assumes no responsibility for damage to or loss of vehicles or personal property contained in any vehicle.

USE OF EQUIPMENT AND VEHICLES Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify the supervisor or a Company Officer if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor or a Company Officer can answer any questions about an employee’s responsibility for maintenance and care of equipment or vehicles used on the job. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.

COMPANY-OWNED VEHICLES The following are specific policies related to company-owned vans and trucks: •

Company-owned vehicles will be driven only as needed for jobs during working hours. Any illegal tampering of the vehicles instruments, etc. will be grounds for immediate dismissal.

Daily logs must be kept for all mileage driven.

Only the driver assigned to the vehicle will sign for gasoline, oil, etc. All charge tickets must show the name and address of the vendor, prices, gallons, vehicle ID number, license tag number and mileage.

No alcoholic beverages or illegal drugs or chemicals will be aboard a Company vehicle at any time.

No driver who has been drinking alcoholic beverages or is under the influence of drugs or chemicals will be allowed to drive a Company vehicle, or operate any vehicle on Company business.

Misuse of Company vehicles will be cause for immediate dismissal.

No one, other than authorized Company employees, is permitted to operate or ride in Company vehicles.

EMERGENCY CLOSINGS At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. Management will inform you of a facility closing or delayed opening time. When operations are officially closed due to emergency conditions, the time off from scheduled work will be unpaid. However, with supervisory approval, employees may use available paid time off. In cases where an emergency is not authorized, non-exempt employees who fail to report for work will not be paid for time off. Prepared by Your Source, LLC

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BUSINESS TRAVEL EXPENSES Print Art will reimburse employees for reasonable business travel expenses incurred while on assignments away from the normal work location. All business travel must be approved in advance by a Company Officer. Employees whose travel plans have been approved should make their own travel arrangements. When approved, the actual costs of travel, meals, lodging and other expenses directly related to accomplishing business travel objectives will be reimbursed by Print Art. Employees are expected to limit expenses to reasonable amounts. Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor or a Company Officer. Vehicles owned, leased, or rented by Print Art may not be used for personal use without prior approval. When travel is completed, employees should submit completed travel expense reports within 10 days. Receipts for all individual expenses should accompany reports. Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangement, expense reports, reimbursement for specific expenses, or any other business travel issues. Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

REPORTING INJURIES AND ACCIDENTS Employees are to advise their supervisor of all accidents, injuries or illnesses that occur while at work. They are to be reported immediately no matter how slight they may appear. Print Art, Inc. will provide the proper forms for reporting accidents, injuries and illnesses, and failure to report these occurrences will be cause for disciplinary action. In case of a vehicular accident, all information should be reported immediately to your supervisor. In no instance should responsibility for the accident be expressed to anyone until the proper persons in Print Art, Inc. have been notified and permission given to make statements. Upon returning to the office, a complete accident report must be completed. Failure to notify Print Art, Inc. of an accident may be grounds for immediate dismissal.

WORK STATION CLEANLINESS A clean work area makes for a more pleasant and safer working environment. Employees are asked to keep all of their immediate areas neat and clean. When at all possible, each employee should retain their work within their own workstation. Desktops should be organized upon leaving the office for the day. Trash receptacles are easily accessible. Please place all litter, scrap materials, etc., in appropriate receptacles. Always be conscious and use good judgment in the areas of health, safety and fire prevention.

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COMPUTER AND E-MAIL USAGE To help you do your job, Print Art, Inc. may give you access to computers, computer files, the email system, and software. You should not use a password, access a file, or retrieve any stored communication without authorization. To make sure that all employees follow this policy, the Company may monitor computer and email usage. We try hard to have a workplace that is free of harassment and sensitive to the diversity of our employees. Therefore, we do not allow employees to use computers and email in ways that are disruptive, offensive to others, or harmful to morale. You may not display, download, or email sexually explicit images, messages, and cartoons. You also may not use computers and email for ethnic slurs, racial comments, off-color jokes, or anything that another person might take as harassment or disrespect. You may not use email to ask other people to contribute to or to tell them about businesses outside of Print Art, Inc., religious or political causes, outside organizations, or any other non-business matters. Print Art, Inc. buys and licenses computer software for business purposes. We do not own the copyright to this software or its documentation. Unless the software developer authorizes us, we do not have the right to use the software on more than one computer. You may only use software on local area networks or on multiple machines according to the software license agreement. Print Art, Inc. prohibits the illegal duplication of software and its documentation. If you know about any violations to this policy, notify your Supervisor or any other member of management. Employees who violate this policy are subject to disciplinary action, up to and including termination of employment.

SYSTEM USAGE Print Art, Inc. may provide you with e-mail, voicemail, facsimile, Internet access and other systems (collectively, the “Systems�) to help you do your job. This policy explains our guidelines for using the Systems. Systems usage is intended for job-related activities. All Systems data that is written, sent, or received through our Systems is part of official Company records. That means that we can be legally required to show that information to law enforcement or other parties. Therefore, you should always make sure that the business information contained in Systems communications and other transmission is accurate, appropriate, ethical, and legal. The equipment, services, and technology that you use to access the Systems are the property of Print Art, Inc.. Therefore, we reserve the right to monitor how you use the Systems. We also reserve the right to find and read any data that you write, send, or receive through the Systems or is stored on our Systems. You may not write, send, read, or receive data through the Systems that contains content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content include (but are not limited to) sexual comments or images, racial slurs, gender-specific comments, or other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law. Print Art, Inc. does not allow the unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Systems. As a general rule, if you did not create the material, do not own the rights to it, or have not received authorization for its use, you may not put the material on the Systems. You are also responsible for making sure that anyone who sends you material over the Systems has the appropriate distribution rights. Prepared by Your Source, LLC

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To protect against computer viruses, you may not download a file from the Internet without getting authorization in advance. If you use the Systems in a way that violates the law or Print Art, Inc. policies, you will be subject to disciplinary action, up to and including termination of employment. You may also be held personally liable for any damages arising from any violation of this policy. The following are some examples of prohibited activities that violate this Systems policy: * Sending or posting discriminatory, harassing, or threatening messages or images * Using the organization's time and resources for personal gain * Stealing, using, or disclosing someone else's code or password without authorization * Copying, pirating, or downloading software and electronic files without permission * Sending or posting confidential material, trade secrets, or proprietary information outside of the organization * Violating copyright law * Failing to observe licensing agreements * Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services and transmissions * Sending or posting messages or material that could damage the organization's image or reputation * Participating in the viewing or exchange of pornography or obscene materials * Sending or posting messages that defame or slander other individuals * Attempting to break into the computer system of another organization or person * Refusing to cooperate with a security investigation * Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities * Using the Internet for political causes or activities, religious activities, or any sort of gambling * Jeopardizing the security of the organization's electronic communications systems * Sending or posting messages that disparage another organization's products or services * Passing off personal views as representing those of the organization * Sending anonymous email messages * Engaging in any other illegal activities

VISITORS IN THE WORKPLACE Only visitors who are properly authorized may be on Print Art, Inc. premises. This helps to maintain safety standards, safeguard employee and customer welfare, protect our property and facilities, guard confidential information against theft, and reduce potential distractions and disturbances. All visitors should enter Print Art, Inc. at the main entrance. If you have visitors, you are responsible for their conduct and safety. If you see an unauthorized person at work, notify your Supervisor immediately or escort the person to the main entrance.

WORKPLACE MONITORING Workplace monitoring may be conducted by Print Art to ensure quality control, employee safety, security and customer satisfaction. Therefore, telephone calls may be recorded and monitored for these purposes. Employees who regularly communicate with customers may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customers’ image of Print Art as well as their satisfaction with our service. Prepared by Your Source, LLC

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Computers furnished to employees are the property of Print Art. As such, computer usage and files may be monitored or accessed. Because Print Art is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

WORKPLACE VIOLENCE PREVENTION Print Art is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Print Art has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises. All employees, including supervisors, Officers and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of Print Art without proper authorization. Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, race, age, or any characteristic protected by federal, state, or local law. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible. All suspicious individuals or activities should also be reported as soon as possible to a supervisor or a Company Officer. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening. Print Art will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Print Art may suspend employees, either with or without pay, pending investigation. Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines, will be subject to prompt disciplinary action up to and including termination of employment. Print Art encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or to or a Company Officer before the situation escalates into potential violence. Print Art is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.

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CELL PHONE USAGE As a representative of Print Art, Inc., cell phone users are reminded that the regular business etiquette employed when speaking from office phones or in meetings applies to conversations conducted over a cell phone. If an employee should carry a cell phone or pager at the worksite location, it should be turned off or on silent mode while conducting business. Exceptions to this policy should be addressed with your immediate Supervisor. Employees should not use cell phones when operating an automobile or other machinery. The Company is not responsible for any injury to employees or any other individual, or to any property which is the result of employee cell phone use. Employees should be aware that many locales prohibit the use of handheld cell phones while driving and could subject the offender to fines and other penalties, which are not reimbursable by the Company.

EXPENSE REIMBURSEMENT Expenses incurred by an employee must have prior approval by a member of Management. All completed expense reimbursement request forms should be turned in to your Supervisor for approval, and then submitted to a Company Officer for disbursement.

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Section VII: Employee Conduct & Disciplinary Action EMPLOYEE CONDUCT AND WORK RULES To ensure orderly operations and provide the best possible work environment, Print Art expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment (this is not an all-inclusive list): • • • • • • • • • • • • • • • • • • • •

Theft or inappropriate removal or possession of property Falsification of timekeeping records Working under the influence of alcohol or illegal drugs Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment Fighting or threatening violence in the workplace Boisterous or disruptive activity in the workplace Negligence or improper conduct leading to damage of employer-owned or customerowned property Insubordination or other disrespectful conduct Violation of safety or health rules Smoking in prohibited areas Sexual or other unlawful or unwelcome harassment Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Excessive absenteeism or any absence without notice Unauthorized absence from work station during the workday Failure to promptly report to a supervisor known malfunctioning or unsafe conditions of tools, machinery or equipment Unauthorized use of telephones, mail system, or other employer-owned equipment Unauthorized disclosure of business “secrets” or confidential information Working for a competitor of the company Violation of personnel policies Unsatisfactory performance or conduct

Please note that no specific form of discipline is guaranteed. There may be situations when disciplinary action may call for any of four steps—verbal warning, written warning, suspension with or without pay, or termination of employment—depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed. Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. Print Art recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. By using progressive discipline, we hope that most employee problems can be corrected at an early stage benefiting both the employee and Print Art. Since employment with Print Art is at-will, both the employee and Print Art have the right to terminate the employment relationship, with or without cause and with or without notice. Prepared by Your Source, LLC

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DRUG-FREE WORKPLACE Print Art is committed to providing a safe and productive workplace for our employees and customers and has, therefore, adopted a Drug-Free Workplace Policy. This policy applies to employees as well as applicants of employment with Print Art. Drug and alcohol abuse in the workplace can compromise your performance and can adversely affect the security of your fellow employees and Print Art’s business. Therefore, the following is a list of activities and behaviors that are prohibited while on Print Art property or while on Print Art business (this is not an allinclusive list):: • • •

Use, possession or being under the influence of alcohol (except as permitted at certain designated Print Art events) Use, possession or being under the influence of illegal drugs or abuse of any drug or chemical Use of any drug, including a prescription drug, for any purpose other than for its intended use or by anyone other than the person to whom it has been prescribed or when such use negatively impacts an employee’s performance The purchase, sale, transfer, possession, manufacture or distribution of illegal drugs or chemicals

Engaging in any of these activities will result in disciplinary action, up to and including termination. If you have any question about the Drug Free Workplace Policy, you may contact your supervisor, a Company Officer or the Owner of Print Art. Print Art reserves the right to test employees for drugs and/or alcohol use. Such testing may include testing after an accident or other incident in the workplace that gives management “reasonable suspicion” that an employee is under the influence of alcohol or drugs. If there is any reasonable cause or suspicion to believe that an employee is in possession of illegal drugs, he or she may be required to empty the contents of clothing, pockets, purses, desks, lockers or other containers. Cars parked on Print Art’s property are also subject to inspection. Refusal to allow a drug search, permit confiscation of suspected material, or submit to an alcohol or drug test is considered insubordination and cause for termination. Any employee who tests positive for a controlled substance and/or alcohol will be terminated. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and perform the essential functions of the job. If so, the employee must promptly disclose any work restrictions to his/her supervisor immediately. Employees should not, however, disclose underlying medical conditions unless directed to do so.

ATTENDANCE AND PUNCTUALITY To maintain a safe and productive work environment, Print Art expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Print Art. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor or a Company Officer at least one hour prior to their scheduled starting time. The employee should notify their supervisor or the owner of their estimated arrival time at work. If the employee is more than one hour late to work or must leave more than one hour early, they must use available paid time off. If you are unable to report for work for any reason, notify your supervisor before regular starting time. You are responsible for speaking directly with your supervisor about your absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must be made later that day. YOU MUST MAKE THE EFFORT TO NOTIFY PRINT ART, INC. OF ANY ABSENCE OR TARDINESS. Print Art, Inc. reserves the right to request a doctor’s note for absence due to illness for three (3) or more days. Prepared by Your Source, LLC

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Poor attendance and excessive tardiness are disruptive. Excessive unscheduled use of PTO, being 3 call-outs or lateness’s or a combination of the two during a 60 day period will result in disciplinary action. Unsatisfactory attendance will also have an adverse affect on any promotional consideration.

PERSONAL APPEARANCE Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Print Art presents to customers and visitors. During business hours or when representing Print Art, you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with customers or visitors in person. All office personnel shall report to work dressed in professional, business-like attire. The company shall provide all other personnel, including drivers, pressman and bindery workers with uniforms consisting of pants and shirts. Your supervisor, department head or Company Officer is responsible for establishing a reasonable dress code appropriate to the job you perform. If your supervisor, department head or Company Officer feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly dressed or groomed. Under such circumstances, you will not be compensated for the time away from work. Consult your supervisor if you have questions as to what constitutes appropriate appearance. Where necessary, reasonable accommodations may be made to a person with a disability. Without unduly restricting individual tastes, the following personal appearance guidelines should be followed: • • • • • • • • • • • • •

Shoes must provide safe, secured footing, and offer protection against hazards. Worn/unkempt athletic type shoes are not appropriate professional attire. Tank tops, tube or halter-tops may not be worn under any circumstances. Mustaches and beards must be clean, well trimmed, and neat. Hairstyles are expected to be in good taste. Unnaturally colored hair and extreme hairstyles, such as spiked hair do not present an appropriate professional appearance. Long hairstyles should be worn with hair pulled back off the face and neck to avoid interfering with job performance. Excessive makeup is not permitted. Offensive body odor and poor personal hygiene is not professionally acceptable. Perfume, cologne, and aftershave lotion should be used moderately or avoided altogether, as some individuals may be sensitive to strong fragrances. Jewelry should not be functionally restrictive, dangerous to job performance, or excessive. Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours. Torso body piercing with visible jewelry or jewelry that can be seen through or under clothing must not be worn during business hours.

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RETURN OF PROPERTY Employees are responsible for all Print Art property, materials, or written information issued to them or in their possession or control. Employees must return all Print Art property immediately upon request or upon termination of employment.

RESIGNATION Resignation is a voluntary act initiated by the employee to terminate employment with Print Art. Although advance notice is not required, Print Art requests at least two weeks’ written resignation notice from all employees. Failure to provide two weeks’ written notice of resignation will result in the forfeiture of any unused paid time off.

SECURITY INSPECTIONS Print Art wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Print Art prohibits the possession, transfer, sale or use of such materials on its premises. Print Art requires the cooperation of all employees in administering this policy. Desks, lockers, and other storage devices may be provided for the convenience of employees but remains the sole property of Print Art. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Print Art at any time, either with or without prior notice. Print Art likewise wishes to discourage theft or unauthorized possession of the property of employees, Print Art, visitors, and customers. To facilitate enforcement of this policy, Print Art or its representative may inspect not only desks and lockers but also persons entering and/or leaving the premises and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto Print Art’s premises.

SOLICITATION In an effort to ensure a productive and harmonious work environment, persons not employed by Print Art may not solicit or distribute literature in the workplace at any time for any purpose. Print Art recognizes that employees may have interests in events and organization outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.) In addition, the posting of written solicitations on company bulletin boards is prohibited. Bulletin boards are reserved for official organization communications or such items as: • • • • •

Employee announcement Internal memoranda Organization announcements Workers’ compensation insurance information Disability insurance/unemployment insurance information

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ABSENCE WITHOUT NOTICE When you are unable to work due to an illness or an accident, please notify your supervisor. This will allow Print Art, Inc. to arrange for temporary coverage of your duties, and helps other employees to continue work in your absence. If you do not report for work and the Company is not notified of your status for two (2) consecutive work days, it will be assumed that you have resigned your position, and you will be removed from the payroll. If you become ill while at work or must leave the building for some other reason before the end of the workday, you must inform your supervisor of the situation. Failure to do so will result in disciplinary action.

PROGRESSIVE DISCIPLINE This policy describes the policy for administering fair and consistent discipline for unsatisfactory behavior and or work performance at Print Art, Inc. We believe it is important to make sure that all employees are treated fairly and that disciplinary actions are prompt, consistent, and impartial. The major purpose of a disciplinary action is to correct the problem, prevent it from happening again, and prepare the employee for satisfactory performance in the future. Disciplinary action may be any of the following four steps in any order: 1) verbal warning, 2) written warning, 3) suspension with or without pay, or 4) termination of employment. We will look at how severe the problem is and how often it has happened when deciding which step to take. There may be circumstances when one or more steps are bypassed. In very serious situations, some types of employee problems may justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. You should also look at the Employee Conduct and Work Rules policy in this handbook. That policy lists examples of unacceptable conduct that might result in immediate suspension or termination of employment. However, some of the examples of unsatisfactory conduct listed may result in the progressive discipline process described above instead of immediate suspension or termination. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Print Art, Inc.

PROBLEM RESOLUTIONS If you have a problem, we want to be informed as soon as possible. If there’s something about your job that is bothering you, bring it to the attention of your supervisor or other member of management. We will make every effort to resolve any issues raised. You are encouraged to first contact your supervisor to discuss any problem. If your supervisor cannot resolve the matter to your satisfaction, either one or both of you can take the matter to a Company Officer of Print Art, Inc. Should you feel you are being discriminated against or harassed on the basis of your race, color, religion, sex, age, disability, marital status, or national origin, you should pursue the matter through the policy outlined in the Employee Handbook. If you believe a good reason exists why you cannot follow normal procedures, you should report your complaint directly to a Company Officer of Print Art, Inc. Upon a complaint of discrimination being received, a thorough investigation will be conducted.

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SEXUAL AND OTHER UNLAWFUL HARASSMENT Print Art, Inc. is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Print Art, Inc. will not tolerate any actions, words, jokes, or comments based on a person's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic. Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples: * Unwanted sexual advances. * Offering employment benefits in exchange for sexual favors. * Making or threatening reprisals after a negative response to sexual advances. * Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters. * Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes. * Verbal sexual advances or propositions. * Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations. * Physical conduct that includes touching, assaulting, or impeding or blocking movements. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment. If you experience or witness sexual or other unlawful harassment at work, report it immediately to your Supervisor. If your Supervisor is unavailable or you believe it would be inappropriate to discuss it with him/her, you should immediately contact a Company Officer of Print Art, Inc. Employees will not be retaliated against for good-faith reporting of harassment or ask questions or raise concerns about it. All allegations of harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and the confidentiality of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation. Any employee who becomes aware of possible sexual or other unlawful harassment must immediately advise to a Company Officer of Print Art, Inc. so it can be investigated in a timely and confidential manner. Any employee who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

Prepared by Your Source, LLC

May 2009

45

Employee Handbook  

Print Art Employee Handbook

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