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10 <br /> <br /> <br /> <br />Orientation <br />Each new employee receives an orientation at or near the beginning of his/her employment. This is <br />not a formal training session about the specific job, but is instead designed to provide general <br />information about employment, including a copy of this handbook and applicable benefits <br />information. Employees will then be instructed and rained about their specific job duties by their <br />immediate supervisor. All employees must read the handbook, sign, and return the receipt <br />acknowledgement forms that are attached to the back of the handbook. <br /> <br />Immigration Law Compliance <br />As a condition of employment and in compliance with applicable immigration laws, employees are <br />asked to complete the Employment Eligibility Verification Form I-9 and present documentation <br />establishing their identity and employment eligibility. Employees who are working on temporary <br />work permit are responsible for renewing that permit, or employment will cease on the last day of <br />legally eligibility to work in the United States. <br /> <br />Employee Relations with Management <br />We prefer a union-free work environment where employees are free to deal directly with <br />management. The right of employees to think and speak for themselves as individuals is and will be <br />respected. We are committed to providing a culture where employees can reach maximum <br />professional development and achievement of goals. Therefore, open communication between <br />employees and managers is strongly encouraged. Employees should feel free to ask questions and <br />make comments to management personnel individually or in meetings. Employees should use <br />SportsPlex provided email and voicemails unless there is an emergency. In the case of an <br />emergency, the employee may contact their immediate supervisor or other member of management <br />on the provided personal cell phone. <br /> <br />An employee who has a complaint, question, or concern about anything connected to his or her work <br />should discuss it with his or her immediate supervisor. If the matter is of nature that the employee <br />feels discouraged, threatened, or intimidated by the supervisor, employees are encouraged to bring it <br />to the attention of another member of management. Complaints and concerns will be addressed and <br />appropriate action will be taken. <br /> <br />Publicity and Confidentiality <br />We expect all employees to refrain from engaging in–directly or indirectly, on or off the job—any <br />conduct that is disloyal, competitive, or damaging to the company. Every employee may come in <br />contact with highly sensitive, confidential information concerning his or her workplace—this may <br />include customer lists, vendor lists, pricing histories, marketing data, accounting or financial data, <br />negotiations and contracts, personnel information, business plans and strategies, and other trade <br />secrets. Disclosing this information, whether accurate or inaccurate, could damage the company. All <br />of this information is strictly confidential, and must not be repeated or communicated, directly or <br />indirectly, to any person (including, but not limited to, friends or relatives) outside of the workplace. <br />This obligation continues even after an employee’s employment relationship with the company ends. <br /> <br /> <br /> <br />GENERAL POLICIES <br />Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE