CMRose photo is a photography studio with two locations that has been in business for 10 years. The employee handbook outlines company policies including equal opportunity, harassment and discrimination policies, employment classifications, personnel records, performance reviews, transfers, work hours, pay periods, overtime, breaks, voting time, jury duty, family and medical leave, and return to work policies. The handbook notes that employment is at-will and the company reserves the right to change policies at any time.

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Rev. September 2012
Welcome
Welcome to CMRose photo. We are glad you have chosen to join are team.
We strive to provide you with a fun and fair work environment. Working here should inspire
yourself to be the best possible, act with courage, and challenge yourself. We encourage you to
bring new ideas and growth to our company and each other. Holding ourselves accountable for
results we are performance driven. We ensure quality in every project we embark on. We value
trust, quality, and loyalty. And hope you have an amazing journey with our company.
CMRose photo, is a photography studio that specializes in professional photos. We take photos
for any occasion, weddings, family portraits, anniversaries, engagements, team pictures, new
born, senior pictures, announcements, and more. Photographers take pictures on and off site.
We have two locations in the area. Each location has around 10 people who work fully as a
team together. The building is open to customers between 8am and 7 pm, but off site sessions
may be before or after that time. We have been open for 10 years in the area, and have been in
a first location for the whole time. Our second location just opened, three years ago.
Mission Statement
Our mission is to set standards of excellence and provide elegant, high-quality photos to
customers. It is a commitment to customer satisfaction to incorporate their vision in the photo
shoot process with the guidance’s of your professional expertise. The company will exceed all
customer expectations, and provide a rewarding environment to employees. Leaving a lasting
memorable experience.

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IMPORTANT DISCLAIMER
The information contained herein, as well as other information you will be given from time to
time regarding policies, practices, and procedures, is intended to provide you with a better
understanding of your job, your responsibilities, and the benefits that CMRose provides to
employees. The policies in this Employee Handbook are not intended as a contract of
employment and do not constitute one. The Company may change, delete, suspend or
discontinue any policy or benefit described herein at any time with or without prior notice.
Employment with the Company is "at will." This means that either the employee or the
Company may terminate the employment relationship at any time with or without cause. No
representative of the Company other than the President may alter or grant exceptions to the
policies described herein, alter the at-will employment relationship or enter into any
agreement for employment for a specified period of time. Any such agreement must be in
writing, signed by the President. All employees will receive the manual and be asked to sign the
acknowledgment form that they received the manual.
This Handbook also includes general information about the benefits program offered by the
Company. In the event that a discrepancy exists between information contained in this
Handbook vs. the official plan documents, provisions of the official plan documents will govern.
The Company reserves the right to interpret, modify or discontinue any portion of its benefits
program at any time.
This Employee Policy Manual supersedes all previously issued policies, whether written or oral,
policy manuals and employee handbooks. Any statements or promises to the contrary by
management or supervisors are disavowed and should not be relied upon by a prospective or
current employee.

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Contents
Welcome ......................................................................................................................................... 1
Mission Statement .......................................................................................................................... 1
IMPORTANT DISCLAIMER................................................................................................................ 2
Equal employment opportunity...................................................................................................... 5
Orientation...................................................................................................................................... 5
Employment Classification.............................................................................................................. 5
Sexual Harassment.......................................................................................................................... 6
Employment Classification.............................................................................................................. 6
Personnel Records .......................................................................................................................... 7
Performance Appraisals.................................................................................................................. 7
Transfers.......................................................................................................................................... 7
Work Hours and Work week........................................................................................................... 7
Pay periods...................................................................................................................................... 8
Overtime Pay................................................................................................................................... 8
Lunch and Break Periods................................................................................................................. 8
Voting Time..................................................................................................................................... 8
Jury Service...................................................................................................................................... 9
Maternity leave............................................................................................................................... 9
Family and Medical Leave (FMLA) ................................................................................................ 10
Company Equipment Usage...................................................................................................... 12
Use of Company Vehicles.............................................................................................................. 12
Dress code..................................................................................................................................... 12
Holiday, Vacation, and Sick Pay.................................................................................................... 13
Safety program elements.............................................................................................................. 13
Disability Accommodation summary............................................................................................ 17
Smoking summary......................................................................................................................... 17
Security summary ......................................................................................................................... 17
No solicitation summary ............................................................................................................... 17
Customer Relations....................................................................................................................... 18
Disciplinary Summary.................................................................................................................... 18
Resignation Summary ................................................................................................................... 19
Discharge Summary ...................................................................................................................... 19

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Appendix ....................................................................................................................................... 20
Sexual Harassment.................................................................................................................... 21
Personnel Records .................................................................................................................... 22
Holiday, Vacation, and Sick Pay................................................................................................ 22
Family and Medical Leave (FMLA) ............................................................................................ 23
Company Equipment Usage...................................................................................................... 24
Disciplinary Summary................................................................................................................ 25
ACKNOWLEDGMENT AND AUTHORIZATION................................................................................ 26

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Equal employment opportunity
It is the policy of the company to select the most qualified individuals from the available labor
force. It has been and will continue to be the policy of the company to provide equal
employment opportunity to all people in all aspects of employer/employee relations which
does not discriminate because of race, color, religion, sex, national origin, marital status, age,
disability, or any other legally protected status or characteristic. The company complies with all
applicable state and federal laws and regulations.
If you have any questions or feel you have and or being discriminated against, please contact
the owner or location manager of the company and let the problem be known so it can be
taken care of in a timely and prompt manner
Orientation
All employees are hired with the understanding that the employment relationship is at the will
of either party. At orientation benefit information, employment policies, attendance policies
and related information will be given. The company owner or location manager is responsible
for orientating the employee to job duties, department procedures, safety guidelines, and
related information. All information gathered at orientation will be placed in the employee
personnel folder.
Any questions about job responsibilities and company procedures should be directed to the
owner or location manager.
Employment Classification
Your employment status may be either a regular or temporary, full-time or as a part time
employee. In order to achieve compliance with the Fair Labor Standards act all employees fall
into one of two categories “exempt” employees or “non-exempt” employees.
Your employment classification is determined by the owner or location manager and stated
prior to hiring, and by what your job duties, responsibility, and job description entail. Pay and
employment benefits will be properly communicated this way.
The employer/employee relationship at the company is an at will relationship. Neither the
provisions contained in this manual; nor any company policy should be construed as an offer of
continued employment or employment of a specific duration. And is not a contract of
employment. And does not imply terms of employment.

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Sexual Harassment
All employees are responsible for conducting themselves in a business-like manner which
provides respect to others. We want to maintain a work environment that is high in
performance and brings everyone to achieve their own goals.
Definition
Sexual harassment includes unwelcome sexual advances, request for sexual favors, or any other
visual, verbal, or physical conduct of sexual nature. Such conduct has the purpose of effect of
interfering with an individual’s work performance or creating a hostile, intimidating, or
offensive work environment.
Other Forms of Unlawful Harassment
In addition to sexual harassment, the company also prohibits harassment based on other
characteristics. Harassment for any discriminatory reasons such as races, sex, national origin,
disability, sexual orientation, age, or religion, is prohibited by state and federal laws. Examples
include slurs, offensive jokes, physical assaults or threats, mockery, offensive objects, or other
unwelcome conduct.
Complaint procedure
If you are being harassed in the work environment please don’t let the problem continue and
contact the owner or location manager right away, if the problem is with your location manager
call the other location manager and let them know. Current numbers may be found listed in the
employee breakroom to call. It is than that manager’s responsibility to make sure the problem
is taken care of and does not occur again.
It is in violation of this policy to take any adverse employment action against an employee.
Because that employee has made a good faith complaint about or participated in an
investigation concerning harassment, discrimination or retaliation or other wrongful conduct.
Employment Classification
Your employment status may be either a regular or temporary, full-time or as a part time
employee. In order to achieve compliance with the Fair Labor Standards act all employees fall
into one of two categories “exempt” employees or “non-exempt” employees.
Your employment classification is determined by the owner or location manager and stated
prior to hiring, and by what your job duties, responsibility, and job description entail. Pay and
employment benefits will be properly communicated this way.
The employer/employee relationship at the company is an at will relationship. Neither the
provisions contained in this manual; nor any company policy should be construed as an offer of
continued employment or employment of a specific duration. And is not a contract of
employment. And does not imply terms of employment.

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Personnel Records
Personnel files include but not limited to pay rates, performance ratings, disciplinary warnings,
I-9, orientation checklist, policy receipts, attendance, accident records, safety training, and
personal information such as telephone, address and so forth.
The location manager, the owner of the company and yourself all have access to the file if need
be. This file maybe accessed anytime you want. If you want to access the file please let the
location manager or owner know.
We expect you to promptly notify the company of any changes in personnel data. Information
should be accurate and current at all times.
Performance Appraisals
The company, in effort to ensure that all employees understand that their positive performance
is vital to the company, feedback will be given once a year, unless otherwise noted.
Performance evaluations will be conducted by location managers.
Written and verbal assessments and reviews will be given periodically to employees while they
are employed. A formalized performance review discussion will not necessarily result in an
increase in pay. Performance appraisals will be based on company standards and customer
feedback.
Transfers
The company reserves the right to transfer employees on a temporary basis to other jobs or
special assignments as needed. Employees may also request transfer. Transfers may last a day,
a week, or a month. If employee chooses it may be permanent to another location. Transfers
may occur between jobs, work locations, shifts, or departments.
The company may initiate to move an employee to another assignment.
Definition
A temporary transfer is defined as a job assignment of 30 calendar days or less.
Work Hours and Work week
The company’s workweek is from 12:01 a.m. Sunday through midnight the following Saturday.
Employees are responsible for checking and keeping up to date with their own work schedules.
Work schedules are posted weekly in advance, and prepared to meet the business needs of the
company.
Changes in work schedules will be announced as far in advanced as possible, but may occur if
there is customer need.

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Pay periods
Employees are paid every two weeks, on Friday, for the two week period ending the Saturday
before payroll checks are issued. The payroll manager is responsible for computing payroll for
release each week.
The payroll manager is responsible for maintain a payroll register showing employee address,
pay rate, jobs and hours work.
Employees may sign up and register for direct deposit or they may receive a paper check, given
to them by the location manager on duty. In the event you are unable to pick up your check,
you must first telephone the company notifying your supervisor and that another person will be
picking up your check. The person picking up the check must present a handwritten, signed
note from you authorizing that person to pick up your check.
If you have any questions please contact, payroll, the location manager, or the company owner.
Overtime Pay
Overtime is payed to hourly nonexempt employees who work in excess of 40 hours in a work
week, not including meal periods, unless otherwise provided by state laws. The overtime rate is
1 ½ times the employees regular hourly rate of pay in excess of 40 hours.
If overtime is every necessary every effort will be made to notify you as far in advance as
possible. Over time not required by the company will have to be approved by a location
manager.
Time off for sick leave, holidays, vacation, funeral leave, or any leave of absence are not hours
worked, and are not calculated in the 40 hour work week to determine overtime compensation.
Lunch and Break Periods
Each employee gets one, one hour unpaid lunch break. Employees may take their lunch break
anytime during their shift, given they are not scheduled with a client. Employees may have a
paid ten minute break after completing four hours of work.
Voting Time
The company supports all employees’ rights and duties to vote any time there is a state, city,
federal or any other reason to vote.
If your work schedule conflicts with voting times, the employee may request time off in
advance for voting. Or the employee may cover with another employee taking over for them
for said time. In any occurrence said time voting will be unpaid. The employee is responsible for
recording the voting absence on his or her time record.

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JuryService
The company encourages employees to fulfill their civic responsibility by serving on jury when
required. Upon receipt of a notice for jury duty.
Employees must notify their location manager, and provide documentation of jury duty
responsibility and deck in on daily basis with management while serving so that schedules and
appointments can be adjusted if necessary. If the employee is released from jury duty during
normal working hours, they must call in to management to see if the employee should report
for the rest of your shift.
If they employee wishes and has accumulated any paid time off they may use it if they wish,
otherwise the time off is not paid.
Maternity leave
The company administer maternity leave in accordance with state laws. Maternity leave, if
approved, runs concurrent with leave under the FMLA. And complies with the pregnancy
discrimination act.
Employees requesting leave should adhere to the request of for leave guidelines.
Communication relative to the approval of leave will be administered and managed by
company owner.

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Family and Medical Leave (FMLA)
The company complies with the family and medical leave act. The function of this policy is to
provide employees with a general description of their rights under the FMLA.
In the event of any conflict between this policy and the applicable law, employees will be
afforded all rights required by law.
1. ELIGIBILITY
Employees are eligible for family and medical leave under this policy if they; have been
employed for at least a total of twelve months, have worked at least 1250 hours during the
previous twelve month period, and are employed at a work site where there are at least 50
employees employed by the company within 75 miles of that work site.
2. BASIC LEAVE ENTITLEMENT
FMLA requires covered employers to provide up to 12 weeks of unpaid, job protected leave to
eligible employees for the following reasons
 Incapacity due to pregnancy, prenatal medical care or child birth.
 To care for the employees child after birth, or placement for adoption or foster care
 To care for the employee’s spouse, son, daughter, or parent who has a serious
health condition or;
 A serious health condition that makes the employee unable to perform the
employee’s job.
The twelve month period is measured backward from the date the employee takes leave.
Employees paid time off and vacation rewards are suspended during the time of FMLA.
During family or medical leave under this policy, the company will continue to provide group
health insurance.
However, the employee must continue to pay his or her portion of the premium in order to
continue insurance coverage.
3. Returning to Work
Upon return form an approved FLMA leave, the employee is generally entitled to return to
his/her same position or to an equivalent position with equal benefits, pay and other terms and
conditions of employment. If an eligible employee does not return at or before the expiration
of the leave, the employee will not be entitle to reinstatement.
4. Medical certification
Leave based on a serious health condition, the company will require medical certification to
support a claimfor such leave. The employee will be required to submit a “certification of
health care provider” within 15 days of request to leave. If leave is taken for the employee’s
serious health condition, the employee will be required to provide medical certification that he
or she is able to perform the essential functions of the position in order to return.

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5. Military leave and Military Care Giver
The company recognizes is obligations under the federal uniformed services employment and
re-employment rights act. And any state veteran’s re-employment rights laws.
If an employee’s absence from employment with the company is necessitated by reason of
service in the uniformed services he or she will be entitled to certain employment and re-
employment rights and benefits. If an employee seeks re-employment following uniformed
service, he or she must report in a timely manner as provided under the applicable federal or
state law.
 Care giver leave- to care for an ill or injured service member in the Armed Forces
who is your parent, child, spouse, or for whom you are next of kin. A covered
service member is a current member of the Armed Forces, including a member
of the National Guard or reserves who has a serious injury or illness incur in the
line of duty on active leave. Leave may be taken if the service member is
rendered medically unfit to perform his or her duties for which the service
member is undergoing treatment, recuperation, or therapy; or is in outpatient
statues or is on temporary disability retired list. This leave may be taken for up to
26 weeks in a single 12 month period. The period begins on the first day you take
leave for this purpose and ends 12 months after that date.
Military caregiver and qualifying exigency leave- the employee will be required to provide a
certification form for qualifying military family leave and military caregiver leave. These
certification forms must be provided to the location manager or company owner within 15
calendar days after receipt of the form.

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Company Equipment Usage
Personal calls should be limited as possible on company office phones. When answering the
company office phone, answer the phone in a timely manner, be friendly and as helpful as
possible. If not sure if you can help the person on the line, please nicely put them on hold to
grab someone that can. And always smile, because the customer can hear it in your voice.
Personal calls on personal phones should not interfere with the daily work day and tasks.
Personal use of the copy machine by employees will be at a cost of ten cents ($.10) per page.
Any other use of the copy machine should be aimed towards company work.
Company cameras should be returned at the end of the day, unless otherwise permitted by
management.
Personal time on computers should not get in the way of daily work and job tasks. And should
mainly be used for company and self-promoting of the work you do. Your company email
address and your personal email address should stay suppurate. Do not give out your password
to anyone, it is your password and it is private. Do not share any private information.
Each employee is responsible for the information they post online. Employees should maintain
the confidentiality of the company’s trade secrets and private or confidential information. An
employee should not post information or rumors that they know to be false about the
company, fellow employees, vendors, or the company’s competitors.
Use of Company Vehicles
Employees may be required to drive to different locations upon customer needs. Employees
will need to provide proof of a valid driver’s license.
Employees operating personal vehicles on the job are required to maintain an expense report
detailing travel, location, and business purpose. The expense report must be turned into
appropriate management for expense reimbursement. If license is suspended or revoked, the
employee must alert management.
Dress code
Employees are required to maintain good grooming habits. Employees must practice good
hygiene and wear clothing that is neat, clean and in good repair and meets company guidelines.
Proper dress is an important part of a professional business environment. Our dress code, for
employees is business casual.
Business casual is defined as:
For men: slacks, khakis, sweaters, shirts with collars, polished shoes, loafers, socks, and belts.
For women: slacks, khakis, stirrup pants, sweaters, shirts with collars, blouses, knee-lengths
walking shorts, low-heeled shoes, dressy sandals, socks or nylons, and belts.
Casual business dress is not: T-shirts, shorts-skorts, tank, tube, or halter tops, jeans (all colors)
sweatpants or workout clothes, frayed, revealing, or excessively tight or form fitting clothing.

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Holiday, Vacation, and Sick Pay
All employees and the company will be closed and all employees will be given paid time off for
the following holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day,
Veterans Day, Thanksgiving day, Christmas Day.
Except Christmas, when any of the above holidays falls on a Saturday, the preceding Friday shall
be considered a paid holiday. When the holiday falls on a Sunday, the following Monday shall
be observed as such holiday. When Christmas falls on Saturday or Sunday, the preceding Friday
and following Monday are paid holidays.
Vacation may be taken any time during the year, as long as, there is not an over extent of
employees asking for the same days. Please give at least one months’ notice when asking for
time off. All full time, 40 hours a week, employees will be given one week of paid vacation for
the year. That one week must be used during the current year, and will not be carried over to
the next year. Let the location manager and other designated people know that time off is
being planned, so that appointments with customers can be scheduled accordingly.
Sick pay will be at the discretion of the employee as to whether it will be paid or unpaid. The
location manager will ask if you want the day to be paid or unpaid, when you let them know a
sick day is being used.
All paid leave shall be taken at the start of the leave period. Once paid leave is used up, any
additional leave taken is unpaid.
Safety program elements
The company is committed to providing a safe and healthy work environment. In this section
the company makes every effort to comply with relevant federal and state occupational health
and safety laws and to develop the best feasible operations, procedures, and technologies
conductive to such an environment.
The company’s policy is aimed at minimizing the exposure of our employees, customers, and
other visitors to our facilities to health and safety risks.
You can do much to prevent accidents and injuries by remaining alert, by being conscious,
cautious, and by reporting to a location manager any unsafe condition that may exist.
Accident investigation and near miss program
All accidents, injuries and near misses must be reported immediately to a location manager or
company owner.
The employee will be asked to fill out a complete initial incident report, for accident, injury or
near miss that may occur; and then give it back to the location manager immediately. The
company owner or location manager is responsible for conducting an accident investigation
following any job-related illness, injury, or accident.

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The location manager or owner will go over
 The scene of the accident to identify any conditions which may have contributed or
caused the accident.
 Ask questions to determine sequence of events.
 Determine if correct procedures were followed.
 Make sure all questions are answered on the report form.
If an event copies of these forms will be sent out and distributed to the proper channels. And
copy will go into the employees file for records.
General safety rules and safe operating procedures
It is mandatory that employees know and follow all safety regulations pertaining to specific
jobs. These general safety rules and safety standards are for usual work conditions.
 Equipment- employees are prohibited from using equipment without proper training by
management
 Slips, Trips, and Falls- react immediately to any slip and trip hazards. Use wet floor, or
other, sighs whenever a hazard is present. Move slowly and deliberately- no running.
Use safety words such as “behind” or “corner” around blind spots.
 Lifting- when lifting bend knees, keep back straight and use legs. If something is too
heavy, wait and find another worker to help. Use a ladder for reaching high items. Avoid
standing on merchandise or climbing on racks or shelving.
 Chemicals- all employees are required to review the globally Harmonized system
training manual. Learn the proper use and storage of chemicals. Understanding of the
potential hazards associated with chemicals in the work place.
o Employees should be aware of the pictograms, signal words, hazard and
precautionary statements on packaging and SDS sheets
o Employees should not bring unapproved chemicals into the work environment.
o Employees must NOT mix chemicals
Before starting any task, make sure you know what is to be done, how to do it safely. Unsafe
equipment must be removed from service. Do not try to fix anything yourself.
Job Descriptions
Photographers- Will operate cameras to take photographs. Use of traditional and digital
cameras, along with a variety of equipment such as tripods, filters, and flash attachments.
Adjusting subjects, equipment, and lighting to achieve desired effects. They will consult with
clients to determine objectives of photographic assignments. Working from the studio, and
transporting and setting up equipment at assigned locations. Mixing photographic chemicals,
processing film and developing prints. Enlarge prints, and mount and frame prints. And the use
of computers, phones, and other technology. Arrange artwork, products, or props. And help
with simple office work. Help put inventory and equipment away.

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Office Clerk- Will operate office machines, such as photocopiers and scanners, voicemail
systems and computers. Answer telephones, direct calls and take messages. Maintain and
update filing, inventory, and mailing and database systems. Either manually or using a
computer. Communicate with customers, employees, and other individuals to answer
questions. Explain information, take orders, and address complaints. And arrange for repairs
when equipment malfunctions. Arrange artwork, products, or props. And help put inventory
and equipment away.
Location Managers- Managers will demonstrate either and or both the photographer and office
clerk duties. Ensure adherence to quality standards, deadlines, and proper procedures,
correcting errors or problems. Resolve customer complaints. Provide employees with guidance
in handling difficult or complex problems. Review records or reports pertaining to activities
such as production, payroll, and other paper work. Discuss job performance with employees.
And work closely with the company owner.
Ergonomics program
The program is designed to maximize productivity while reducing employee fatigue and
discomfort. This program shows employees the importance of proper body mechanics and
develop a written program to address musculoskeletal injuries caused by exertions, repetitive
motions, or sustained postures. This would include injuries, sprains, strains, carpal tunnel
syndrome, and other cumulative trauma disorders. The company looks at three essential
functions to help in this program
1. Work place analysis- identifies existing hazards and conditions. Areas where potential
hazards may develop. This objective is to recognize, identify and correct ergonomic
hazards.
2. Hazard prevention and control- the premise of this is to fit the job to the person rather
than making the person fit the job. This is accomplished by designing or modifying the
workstation, work methods, and tools to eliminate excessive exertion and awkward
postures and to reduce respective motion.
3. Training- training will be designed to help employees understand the premise of
ergonomics. Learn early symptoms of ergonomically-related injuries. And other work-
related stresses.
Key elements of a good work practice program includes proper work techniques, employee
conditioning inspections, feedback, and maintenance. Employees will be instructed to report
ergonomically related symptoms to the location manager. Other information about this
program can be obtained by asking a location manager or company owner.

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Self-inspection
Employees will inspect their work areas. Work areas must be kept clean and in good order.
Materials and supplies must be kept in the appropriate places. Make sure all equipment is in
proper working order before use. If any equipment is damaged, or not in working order please
report it to a location manager. Do not try to fix anything yourself.
Training program
Training on safety and hazardous material will be given at least once a year. Proper use of
chemicals is expected and employees will read and sign the GHS training log as validation of
training. All employees will be given training. If an accident occurs report to a location manager,
the location manager will start the accident investigation. The safety coordinator is responsible
for safety and training programs. Employees will not be disciplined for accidents that happen if
they did all they could in prevention. If it is found that the employee could have been avoided
the employee may face disciplinary actions.
Safety coordinator
The safety coordinator is responsible for making the work environment free from recognized
hazards that are causing or are likely to cause death or serious physical harm to employees.
Help follow the occupational safety and health act laws. And coordinate all safety programs.
Substance abuse programs
Abuse of chemical substances such as alcohol and drugs is a serious problem in our society,
causing personal grief for afflicted individuals and significant cost to business. The company
owner is responsible about informing all and new employees about company’s drug free work
place and providing drug awareness information.
If an employee encounters personal or job problems resulting from excessive use of alcohol or
drugs, the employee is encouraged to seek counselling and treatment through an appropriate
medical facility. If and individual refuses to accept assistance and is unable to maintain
satisfactory performance, the employee will be subject to disciplinary action, which may
include dismissal.
Any illegal manufacture, distribution, dispensing, possession, or use of illegal drugs; or
unauthorized possession on company time or premises is ground for discharge.
Alcoholic beverages may be served at company business or social functions as authorized by
the company owner. In such instances, employees should use common sense and demonstrate
moderation.

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Disability Accommodation summary
Employment opportunities are based on ability to do the job. We recognize our moral and legal
obligation to employ qualified disabled individuals. It is our goal to make reasonable
accommodations when necessary to aid the employment of disabled workers who are qualified
to perform essential job functions.
Current employees with a disability are encouraged to request an accommodation if needed to
perform your job tasks more effectively. If accommodation is need let a location manager or
company owner know.
Smoking summary
Our commitment is to provide a healthy work environment for all employees. The entire office
is designated as non-smoking facilities at all locations. No smoking is allowed in any company
vehicle. Quit smoking assistance is available upon request of information.
Smoking outside on company grounds must comply with local and or state ordinances. Not
complying with these rules will result is disciplinary actions, based on three strike rules.
Security summary
Each location has various types of security equipment including alarms, cameras, and recording
devices.
Employees must enter and exit from the front door only. Location managers may unlock/unarm
the back door for a specific reason such as deliveries, trash disposal, and maintenance. Never
open the back door after dark.
Employees must notify a location manager immediately if theft is witnessed or if they observe
any suspicious persons or activities that seem out of the ordinary on company property. Any
other concerns may be directed to a location manager or company owner.
No solicitation summary
Solicitation by company employees for any purpose (e.g. for money, goods, or services, or to
contribute, join, or support any endeavor or project) is not permitted during work time (as
defined below).
Solicitation distribution of any printed material or other tangible communications by individuals
who are not employed with the company is prohibited at all times on company property.
Individuals who are not employed with the company are prohibited from entering or utilizing
company property (as defined below) to solicit or to distribute printed material or other
tangible communications.
“Work time” refers to that portion of any work during which the employee is supposed to be
performing job duties. It does not include meal or rest periods.

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“Company property” includes all buildings, facilities, grounds, premises, Parking lots, places,
and vehicles owned, leased or managed by the company.
An employee must immediately report a violation of this policy to a location manager.
Violations of this policy may result in disciplinary action.
Customer Relations
The customer is the most important person in our business. The customer does us a favor by
patronizing our business. It is our lively hood that is dependent on the customer. Always show
the customer respect and share your time with them.
In the event of a customer accident on our premises, please observe the following
guidelines:
 Offer assistance and confront to the individual. If necessary, make arrangements
for first aid or emergency assistance.
 Notify the location manager as soon as possible.
 Obtain the individuals name, address, phone number, and any relevant
information about the cause of the accident.
 Prepare a detailed accident report for management as soon as possible following
the incident.
Disciplinary Summary
The company looks to hire and retain the most qualified people, recognizing that they are
adults. Regular attendance, cooperation, and timely completion of tasks are examples of
acceptable on the job conduct.
Specific behaviors which may impact on the company’s operations and employee relationship
include:
 Leaving the job without permission
 Insubordination
 Unexcused absences, repeated tardiness
 Unable to work hours/days scheduled
 Negligence, carelessness or abuse of company equipment and property
 Theft of any sort from the company or its employees or customers
 Substandard quality or quantity of work
 Falsifying company records
Not everything is included in this list. Other situations or behaviors may also result in discipline,
suspension or termination from employment and will be evaluated on a case-by-case basis. Any
doubts or questions concerning permissible behavior, we encourage discussion of these
matters with management.
Management will have the sole determination to the extent at which disciplinary actions are
administered. The company may use progressive discipline. Progressive discipline makes the
employees aware of the company’s concerns and gives the employee opportunity to correct
the situation.

19. [19]
Rev. September 2012
There are three phases to the company’s progressive discipline system.
 The supervisor discusses the matter with the employee in relation to the employee’s
inappropriate action or the employee is not performing to the acceptable standards.
(verbal warning)
 If satisfactory improvements do not occur after a verbal discussion. The employee will
be asked to acknowledge the receipt of this counseling statement by signing it. The
counseling statement will be made part of the employee’s personnel file. ( written
warning)
 If the employee’s performance still does not improve to an acceptable level, poor
performance continues or another infraction occurs, the employee may be terminated.
Nothing in this policy or in the employee handbook is meant to be or should be construed as a
waiver of the company’s right to discipline or terminate the employee’s employment at-will or
to use other forms of discipline such as probation and suspension without pay.
Resignation Summary
The employment relationship is at-will, meaning that the relationship can be terminated by the
employee or the company at any time with or without notice. Employees who choose to resign
from their position are requested to provide a month written notice. The notice period gives
the company an opportunity to conduct an exit interview, prepare final pay, look for a qualified
replacement, and re-arranged any appointment’s that had been booked.
An employee’s final pay will be issued as required by applicable state laws.
Employees leaving employment with the company must return all property on or before their
last day of work.
Discharge Summary
The employment relationship is at-will, meaning that the relationship can be terminated by the
employee or the company at any time with or without notice. The location manager or
company owner is responsible for conducting the “final separation discussion” with the
employee. An employee change notice is completed each time an employee separation with
the company occurs, the notice is then routed to the employee’s personal file.
Employee’s final pay will be issued as required by applicable state laws.
Employees discharged from the company must return all property immediately that day.

20. [20]
Rev. September 2012
Appendix

21. [21]
Rev. September 2012
Sexual Harassment
All employees are responsible for conducting themselves in a business-like manner which
provides respect to others. We want to maintain a work environment that is high in
performance and brings everyone to achieve their own goals.
Definition
Sexual harassment includes unwelcome sexual advances, request for sexual favors, or any other
visual, verbal, or physical conduct of sexual nature. Such conduct has the purpose of effect of
interfering with an individual’s work performance or creating a hostile, intimidating, or
offensive work environment.
Other Forms of Unlawful Harassment
In addition to sexual harassment, the company also prohibits harassment based on other
characteristics. Harassment for any discriminatory reasons such as races, sex, national origin,
disability, sexual orientation, age, or religion, is prohibited by state and federal laws. Examples
include slurs, offensive jokes, physical assaults or threats, mockery, offensive objects, or other
unwelcome conduct.
Complaint procedure
If you are being harassed in the work environment please don’t let the problem continue and
contact the owner or location manager right away, if the problem is with your location manager
call the other location manager and let them know. Current numbers may be found listed in the
employee breakroom to call. It is than that manager’s responsibility to make sure the problem
is taken care of and does not occur again.
It is in violation of this policy to take any adverse employment action against an employee.
Because that employee has made a good faith complaint about or participated in an
investigation concerning harassment, discrimination or retaliation or other wrongful conduct.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______

22. [22]
Rev. September 2012
Personnel Records
Personnel files include but not limited to pay rates, performance ratings, disciplinary warnings,
I-9, orientation checklist, policy receipts, attendance, accident records, safety training, and
personal information such as telephone, address and so forth.
The location manager, the owner of the company and yourself all have access to the file if need
be. This file maybe accessed anytime you want. If you want to access the file please let the
location manager or owner know.
We expect you to promptly notify the company of any changes in personnel data. Information
should be accurate and current at all times.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______
Holiday, Vacation, and Sick Pay
All employees and the company will be closed and all employees will be given paid time off for
the following holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day,
Veterans Day, Thanksgiving day, Christmas Day.
Except Christmas, when any of the above holidays falls on a Saturday, the preceding Friday shall
be considered a paid holiday. When the holiday falls on a Sunday, the following Monday shall
be observed as such holiday. When Christmas falls on Saturday or Sunday, the preceding Friday
and following Monday are paid holidays.
Vacation may be taken any time during the year, as long as, there is not an over extent of
employees asking for the same days. Please give at least one months’ notice when asking for
time off. All full time, 40 hours a week, employees will be given one week of paid vacation for
the year. That one week must be used during the current year, and will not be carried over to
the next year. Let the location manager and other designated people know that time off is
being planned, so that appointments with customers can be scheduled accordingly.
Sick pay will be at the discretion of the employee as to whether it will be paid or unpaid. The
location manager will ask if you want the day to be paid or unpaid, when you let them know a
sick day is being used.
All paid leave shall be taken at the start of the leave period. Once paid leave is used up, any
additional leave taken is unpaid.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______

23. [23]
Rev. September 2012
Family and Medical Leave (FMLA)
The companycomplies withthe familyandmedical leave act. The functionof this policyis to provide employees witha general
description oftheir rights under the FMLA.
In the event of anyconflict betweenthispolicyandthe applicable law, employees willbe affordedallrights requiredbylaw.
1. ELIGIBILITY
Employees are eligible for familyandmedical leave under this policyif they;have beenemployed for at least a total of twelve
months, have workedat least 1250 hours duringthe previous twelve month period, andare employedat a work site where
there are at least 50 employees employed bythe companywithin75 milesof that work site.
2. BASIC LEAVE ENTITLEMENT
FMLA requires coveredemployers to provide upto 12 weeks ofunpaid, jobprotectedleave to eligible employees for the
following reasons
 Incapacitydue to pregnancy, prenatalmedicalcare or childbirth.
 To care for the employees childafter birth, or placement for adoptionor foster care
 To care for the employee’s spouse, son, daughter, or parent whohas a serious health condition or;
 A serious healthconditionthat makesthe employee unable to perform the employee’s job.
The twelve monthperiodis measured backwardfrom the date the employee takes leave.
Employees paid time offandvacationrewards are suspendedduringthe time of FMLA.
During familyor medicalleave under thispolicy, the companywill continue to provide grouphealthinsurance.
However, the employee must continue to payhis or her portionof the premiuminorder to continue insurance coverage.
3. Returning to Work
Upon returnform an approvedFLMA leave, the employee is generallyentitled to returnto his/her same positionor to an
equivalent position withequal benefits, payand other terms andconditions of employment. Ifaneligible employee does not
return at or before the expirationof the leave, the employee will not be entitle to reinstatement.
4. Medical certification
Leave basedona serious healthcondition, the companywill require medical certificationto support a claim for suchleave. The
employee will be required to submit a “certificationof healthcare provider” within15 days ofrequest to leave. If leave is taken
for the employee’s serious healthcondition, the employee will be required to provide medical certificationthat he or she is
able to perform the essentialfunctions ofthe position inorder to return.
5. Military leave and Military Care Giver
The companyrecognizes is obligations under the federal uniformedservicesemployment andre-employment rights act. And
anystate veteran’s re-employment rights laws.
If an employee’s absence fromemployment with the companyis necessitated byreasonof service inthe uniformedservices he
or she will be entitled to certainemployment and re-employment rights and benefits. If anemployee seeks re-employment
following uniformedservice, he or she must report ina timelymanner as providedunder the applicable federalor state law.
 Care giver leave-to care for an ill or injuredservice member inthe ArmedForceswhois your parent, child,
spouse, or for whom you are next of kin. A coveredservice member is a current member of the Armed
Forces, including a member of the NationalGuardor reserves whohas a serious injuryor illnessincur inthe
line of dutyon active leave. Leave maybe taken if the service member is renderedmedicallyunfit to
perform his or her duties for which the service member is undergoingtreatment, recuperation, or therapy;
or is inoutpatient statues or is ontemporarydisabilityretired list. This leave maybe takenfor up to 26
weeks ina single 12 monthperiod. The periodbegins on the first dayyou take leave for this purposeand
ends 12 months after that date.
Militarycaregiver and qualifying exigencyleave-the employee will be required to provide a certification form for qualifying
militaryfamilyleave and militarycaregiver leave. These certification forms must be provided to the location manager or
companyowner within15 calendar days after receipt of the form.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______

24. [24]
Rev. September 2012
Company Equipment Usage
Personal calls should be limited as possible on company office phones. When answering the
company office phone, answer the phone in a timely manner, be friendly and as helpful as
possible. If not sure if you can help the person on the line, please nicely put them on hold to
grab someone that can. And always smile, because the customer can hear it in your voice.
Personal calls on personal phones should not interfere with the daily work day and tasks.
Personal use of the copy machine by employees will be at a cost of ten cents ($.10) per page.
Any other use of the copy machine should be aimed towards company work.
Company cameras should be returned at the end of the day, unless otherwise permitted by
management.
Personal time on computers should not get in the way of daily work and job tasks. And should
mainly be used for company and self-promoting of the work you do. Your company email
address and your personal email address should stay suppurate. Do not give out your password
to anyone, it is your password and it is private. Do not share any private information.
Each employee is responsible for the information they post online. Employees should maintain
the confidentiality of the company’s trade secrets and private or confidential information. An
employee should not post information or rumors that they know to be false about the
company, fellow employees, vendors, or the company’s competitors.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______

25. [25]
Rev. September 2012
Disciplinary Summary
The company looks to hire and retain the most qualified people, recognizing that they are
adults. Regular attendance, cooperation, and timely completion of tasks are examples of
acceptable on the job conduct.
Specific behaviors which may impact on the company’s operations and employee relationship
include:
 Leaving the job without permission
 Insubordination
 Unexcused absences, repeated tardiness
 Unable to work hours/days scheduled
 Negligence, carelessness or abuse of company equipment and property
 Theft of any sort from the company or its employees or customers
 Substandard quality or quantity of work
 Falsifying company records
Not everything is included in this list. Other situations or behaviors may also result in discipline,
suspension or termination from employment and will be evaluated on a case-by-case basis. Any
doubts or questions concerning permissible behavior, we encourage discussion of these
matters with management.
Management will have the sole determination to the extent at which disciplinary actions are
administered. The company may use progressive discipline. Progressive discipline makes the
employees aware of the company’s concerns and gives the employee opportunity to correct
the situation.
There are three phases to the company’s progressive discipline system.
 The supervisor discusses the matter with the employee in relation to the employee’s
inappropriate action or the employee is not performing to the acceptable standards.
(verbal warning)
 If satisfactory improvements do not occur after a verbal discussion. The employee will
be asked to acknowledge the receipt of this counseling statement by signing it. The
counseling statement will be made part of the employee’s personnel file. ( written
warning)
 If the employee’s performance still does not improve to an acceptable level, poor
performance continues or another infraction occurs, the employee may be terminated.
Nothing in this policy or in the employee handbook is meant to be or should be construed as a
waiver of the company’s right to discipline or terminate the employee’s employment at-will or
to use other forms of discipline such as probation and suspension without pay.
I acknowledge that I have read and understand the above policy ______________________
Sign name
Date:_______

26. [26]
Rev. September 2012
ACKNOWLEDGMENT AND AUTHORIZATION
I acknowledge that I have read the third addition, Employee Handbook for CMRose Photo and
have had the opportunity to ask questions regarding its application to my employment at the
Company. I understand that my employment is "at will" and subject to termination at any time,
with or without prior notice. I understand that this Employee Handbook is not a contract of
employment, express or implied, with the Company. I understand that the Employee
Handbook is for informational purposes only and the policies and benefits described in the
Handbook may be modified, suspended or abolished at any time at management=s sole
discretion.
I acknowledge that I have read and understand the Company’s policies and agree to abide
thereby, including the Company’s harassment and discrimination policies. I further understand
that I have an obligation to promptly report such harassment or discrimination. I understand
that any report of harassment or discrimination made in good faith under these policies will in
no way jeopardize or damage my employment status with the Company.
I acknowledge that I have read and understand the Company's policies regarding use of the
Company's communication resources and agree to abide by such policies. I understand that the
use of the Company's communication resources is subject to monitoring and review by the
Company without notice to employees. I expressly authorize the Company to review all
messages and information created or received using Company communication resources,
including voice mail, e-mail or computer messages or files. I consent to the Company’s
disclosure of such information without my permission when necessary for business purposes
and agree to hold the Company harmless for such disclosure. I understand that I, as an
employee, may be given Company property for use during my employment, including
equipment, keys, vehicles, and the like. Should my employment terminate, I understand that I
am responsible for returning all company property.
I hereby authorize CMRose Photo to deduct from my final paycheck any amounts I owe to the
Company, including used but un-accrued vacation and any other amounts due the Company,
subject to my right to contest the amount of the deduction only should I disagree with the
amount.
Dated this day of , 2015.
Printed name of employee I ______________________ acknowledge I have read this
acknowledgment and authorization and understand what has been stated.
Employee signature ______________________