Rising Village, LLC

The Village Baker Restaurants

TEAM MEMBER POLICY

HANDBOOK

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 WELCOME
Welcome to Rising Village! We look forward to the opportunity to work with you and want you
to know that we recognize our Team Members as our most valuable resource. Our continued
success in providing the highest quality of food and service to our customers depends on having
quality people like you and your fellow Team Members. We want you to enjoy your time here
and we are committed to helping you succeed in your new job.
The Village Baker was founded in 1994, serving a combination of pizza, sandwiches, whole
grain breads and other baked goods that had not before been offered together, in a single local
restaurant. The restaurant, located in West Jordan, Utah was well received and supported by the
community.
Over the years, The Village Baker has evolved and gained traction and is, today, one of the most
successful, limited-service restaurant brands in the western United States. It’s been honored as a
Utah “Best of State” award winner for both sandwiches and pizza, and our Sandy, Utah store has
been honored as Sandy City’s “Best Restaurant” and “Best New Small Business.” The Village
Baker’s founders, Worth and Melissa McCleery, developed a proprietary dough that is the
foundation for the brand’s amazing menu and we continually strive to give our customers more
of the products they love and at the quality they have come to expect over the years.
We have prepared this Handbook to answer some of the questions you may have concerning
Rising Village/Village Baker and its policies. Read it thoroughly. If you have questions about
anything, contact your store’s Operator for assistance.
We hope you find your time with us to be an enjoyable and rewarding experience.
Sincerely,
Management, Rising Village, LLC

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TABLE OF CONTENTS
The Village Baker Mission .....................................................................................................6
Our Core Values ......................................................................................................................6
About this Handbook ............................................................................................................. 7
Management Company .......................................................................................................... 7
Our Way of Doing Business ………....................................................................................... 7
Customer Happiness ............................................................................................................... 8
Shared Job Responsibilities ……………................................................................................ 8
Telephone Courtesy................................................................................................................. 9
Customer Complaints ............................................................................................................. 9
Management/Team Member Relations ................................................................................ 10
Cleanliness and Health Safety; Food Handler’s Permit ………........................................... 10
Uniform Policy ..................................................................................................................... 12
Jewelry................................................................................................................................... 13
Gooming and Hygiene .......................................................................................................... 13
Cash Drawer Accountability ................................................................................................. 14
Employment Policies ............................................................................................................ 15
Hiring .................................................................................................................................... 15
Non-Discrimination .............................................................................................................. 15
Age Requirements ................................................................................................................ 15
Menu ..................................................................................................................................... 15
Probation Period ………....................................................................................................... 15
Training …............................................................................................................................ 16
Evaluations ........................................................................................................................... 16
Team Member use of Social Media ...................................................................................... 16
Schedules ….......................................................................................................................... 18
Absense From Work ……..................................................................................................... 19
Tardiness …........................................................................................................................... 19
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Overtime .................................................................................................................................. 20
Standards of Conduct .............................................................................. ............................... 20
Smoking Policy ....................................................................................................................... 22
Drug and Alcohol Policy ......................................................................................................... 22
Drug and Alcohol Free Workplace ……………….................................................................. 22
Work Rules ……...................................................................................................................... 23
Required Testing ……............................................................................................................. 23
Inspecions …………................................................................................................................ 23
Crimes Involving Drugs .......................................................................................................... 24
Harassment .............................................................................................................................. 24
Sexual Harrassment ……….................................................................................................... 24
Definition of Sexual Harassment ............................................................................................ 24
Compensation Payment Procedures ........................................................................................ 25
Time Clock Procedures ........................................................................................................... 25
Payroll Checks ......................................................................................................................... 25
Payroll Deductions ................................................................................................................... 26
Change of Address ................................................................................................................... 26
Benefits .................................................................................................................................... 26
Health Insurance ...................................................................................................................... 26
Family and Medical Leave........................................................................................................ 26
Sundays and Holiday.s ............................................................................................................. 26
Paid Time Off ........................................................................................................................... 27
Paid Time Off Exceptions ........................................................................................................ 27
Workers’ Compemsation .......................................................................................................... 28
Team Member Breaks and Meals ............................................................................................. 28

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Team Members on Duty Policy ................................................................................................. 29
Team Members Not on Duty Policy ........................................................................................... 29
Failure to Abide ............................................................................................................. 29
Safety Accidents and Emergency Situations ................................................................. 30
Crime and Robbery ..................................................................................................................... 31
Fire Protection ............................................................................................................................. 31
Proprietary and Confidential Information ................................................................................... 31
Solicitation .................................................................................................................................. 32
Use of Cellular Phones ................................................................................................................ 32
Cell Phone Use While Driving on Rising Village Business …………………………….......... 32
Cell Phones in the Restaurant - Management .............................................................................. 32
Cell Phones in the Restaurant - Staff ........................................................................................... 32
Emergency Use of Cell Phones - Staff ......................................................................................... 32
Vendor Gifts and Kickbacks ............................................................................................ 33
Introduction .................................................................................................................................. 33
Definition ..................................................................................................................................... 33
Relationship with Vendors ........................................................................................................... 34
Kickbacks from Vendors .............................................................................................................. 34
Gifts and Gratuities…………....................................................................................................... 34
Team Member’s Acknowledgement ............................................................................................. 35
Written Statement by the Team Member ……………….............................................................. 35

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 The Village Baker Mission
“To be a positive presence in the lives of our customers,
employees and our community.”
Our Core Values At each Village Baker restaurant we strive always
to provide:
1. Happy, Quick and Accurate Service
2. A Sparkling Clean Environment and Organized
Store and Team
3. Quality Products in Ample Supply

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About this Handbook
This Handbook is designed to help you get familiarized with Rising Village and its Restaurants.
We want you to understand how we do business and how important you and every Team
Member is in helping us take care of our guests and making our Restaurants fun and rewarding
places to work.
The policies stated in this Handbook may change from time to time. It isn’t flawless either.
We’ve done our best to include as much information as possible in an easy-to-understand
manner.
This Handbook is not a contract, which guarantees your employment for any specific time.
Either you or Rising Village may terminate your employment at any time, for any reason, with or
without cause or notice. We wish you the best of luck in your position and hope that your
employment with Rising Village, as we expressed earlier in this Handbook, will be a very
enjoyable and rewarding experience.

Management Company
Each of the Restaurants, in addition to an on-site General Manager and Assistant Manager, is
managed by members of Rising Village Management, LLC,a management company that
provides, among other things, the Restaurants’ operations oversite, accounting, payroll, human
resources, legal, maintenance, and manager and Team Member training, all in accordance with
the terms and requirements of each of the Restaurants’ Franchise Agreements. Any Manager of
Rising Village Management has authority over any Team Member or contractor of any
Restaurant.

Our Way of Doing Business

We believe in providing exceptional service. Our goal is to provide the kind of unique and
genuine personal care and attention that our customers tell stories about. We believe that our
customers’ happiness is really the only thing that matters. We want our customers to know and
feel that we care. The American author, poet, and civil rights activist Maya Angelou taught:

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 “...people will forget what you said, people will forget what you did, but people will never
forget how you made them feel.”
CUSTOMER HAPPINESS
Our customers’ happiness is our number 1 priority! As a result, we always make the effort to go
above and beyond our customers’ expectations. There are an unlimited number of ways to do this
but our goal is to do the following for every customer, every time they visit us:
• Please always smile. Doing so breeds cheerfulness and happiness with all around.
• Please warmly welcome our customers as soon as they enter our restaurant and offer your
assistance.
• Please remember our “10-Foot Rule” which means that whenever you’re within 10 feet of a
customer you will acknowledge them with a friendly look and a warm smile.
• Please always reply with a simple “Happy to help!” when thanked by a customer.
• Please clean everywhere you go within our restaurant, whether it’s floors, tables or trash.
• Please work quickly and with urgency so our customers know we value their time.
• Please always double-check your work, whether working as a cashier or in the kitchen, to
ensure our customers always receive the correct order.
We ask for, and expect, your commitment to doing these things for every customer, every time
they visit. As we do so as a team we will achieve great things and create raving fans of our happy
customers.
SHARED JOB RESPONSIBILITIES
The following responsibilities belong to every Team Member at our Restaurant and are also vital
components of creating happy customers during every single visit.
• Everyone is responsible to ensure we’re maintaining our Food Safety Standards. This may
include discarding product that has exceeded our allowable shelf life, thoroughly cleaning dishes
and tables, and always washing hands and replacing gloves.
• Hands must be washed thoroughly at the start of every shift, after cleaning anything, after
returning from the restroom or after touching any part of your clothing or body. If you are
returning to the kitchen from the lobby for any reason other than handing food to a customer you
must first wash your hands and replace your gloves before resuming your work.
• Everyone is responsible to help ensure our Restaurant is sparkling clean at all times.
Remember, if there is time to lean there is time to clean! This includes our bathrooms. When you
use the restroom, remember to spot-clean the floor, toilet, mirror and sink.
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Please make sure the bathroom is stocked with toilet paper and paper towels and consolidate the
trash or remove it if it is full.
• Everyone is responsible to ensure that stock is full and rotated properly. Always organize stock
with the concept “First In First Out” in mind, meaning that the oldest product will be used first.
If the bread racks, treat counters or soda fountain counter is running low on product, refill the
area so we maintain a fully stocked appearance for our customers.
• Please park in the designated Team Member parking areas only. Doing so will ensure we
provide the most convenient parking spaces for our customers.
• When you work as a cashier, never leave a cash drawer open. Only work out of the drawer
assigned to you.
• Avoid wasting food, paper products, cleaning supplies, etc.
TELEPHONE COURTESY
It is everyone’s responsibility to answer the phone. Always answer the phone promptly, within
two rings. Always answer in a friendly, polite manner:
“Good [morning, afternoon, evening], Village Baker [location], how may I help you?”
Respond to any questions that you are absolutely certain about. If you are uncertain, ask the
person if you may put them on hold for a moment and quickly refer the call to the General
Manager or Asst. Manager. Always thank the person for calling. Always ask the caller for their
name when they ask to speak to a manager or Team Member.
CUSTOMER COMPLAINTS
Nobody enjoys being the recipient of customer complaints, but complaints are to be expected as
part of being in the hospitality business. Complaints can even be viewed in a positive light if they
are handled properly. Complaints can give us insights as to how to make our Restaurants better,
and demanding customers force us to be at our best. Resolving complaints satisfactorily can even
increase customer loyalty IF they are handled properly.
When faced with a customer complaint:
1.Don’t get defensive; do not try to explain.
2.Remove the offending item immediately.
3.Apologize
for the problem and tell the customer you will take care of the problem. AND THEN
TAKE CARE OF THE PROBLEM!
4.If you need the assistance of the Operator, don’t hesitate to ask.
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Do everything you can to let the customer know that you care and that this isn’t the kind of
experience you want them to have at any of our Restaurants.
MANAGEMENT / TEAM MEMBER RELATIONS
Our General Manager and Asst. Manager are committed and trained to provide you with the
tools and positive working environment necessary for you to do your job to the best of your
ability with minimal distractions. You should be treated with respect and dignity by all of our
personnel and we will try our best to recognize and reward your hard work and
accomplishments.
We recognize there may be occasions for misunderstandings and problems to come up. We want
to clear up these types of situations in a fair and timely manner and in order to do this we need
your help in bringing them to our attention. We want you to know that “management is never too
busy to be informed of work-related problems, complaints or disputes of any Team Member.”
If you have such a problem, you should promptly talk to your Operator. He/she will listen in an
open, objective and courteous manner. If the problem is not resolved to your satisfaction, you
should take up the matter with one of the members of the Rising Village Management Team.
Every necessary action will be taken to resolve a problem or settle a dispute in a fair and
equitable manner. As we said in the opening “Welcome,” we recognize our Team Members as
our most valuable resource and we take all Team Member problems and complaints very
seriously. No problem is too small or insignificant and each issue will be given the utmost
attention and consideration.

Cleanliness and Food Safety; Food Handler’s Permit

We are obsessed with cleanliness and food safety! Due to the nature of the restaurant business, it
is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. To
that end, every Team Member, before they can begin work with us must have a Food Handler’s
Permit. In order to get a Food Handler’s Permit, you must take and pass a course and test
sponsored by the state in which the Restaurant resides. In Utah, go to
www.statefoodsafety.com/food- handler/utah-food-handler-permit and take and pass the course.
The cost of the course is $25.00. The Restaurant will reimburse you for the cost of the course
after you have worked a minimum of 90 hours with us. In order to be reimbursed, you are
required to turn in to your Manager a completed “Expense Approval and Reimbursement Form”
which you can obtain from your Operator after you have worked the required minimum number
of hours. Cleanliness is one area of the Restaurants where there is absolutely no compromise.
NEVER take shortcuts on food safety and handling. Every day we are entrusted with the health
and even lives of our customers. This is a huge responsibility, one that we must never take
lightly.
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While you will receive additional and ongoing training on food safety issues, the following are
some of the basic rules we ALWAYS follow and enforce:
1.

Keep your hands washed. Always wash your hands after using the restroom, smoking, touching
your hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.
2.

Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep counters,
cutting surfaces, and utensils clean. This helps to keep food handling areas and preparation tools
free of bacteria.
3.

Prevent cross-contamination. Cross-contamination occurs when raw meat comes in contact with
other food that will be served without further cooking. For example, never place raw chicken on
a cutting board and then cut vegetables for an uncooked product on the cutting board without
first washing and sanitizing it first. The same for utensils like knives and portioning tools.
Always wash and sanitize them after every use.
4.

Keep food at the proper temperatures. Potentially hazardous foods like meat and dairy should
always be stored below 41o. Food that is cooking or in holding should always be above 140o.
Bacteria count on food grows rapidly between 42o and 140o so it’s imperative that our food
products spend a minimum amount of time in the “temperature danger zone.”
5.

Store food correctly. Raw meat should always be stored below cooked or prepared food. Raw
poultry is always placed on the bottom shelf of the walk-in freezer. Keep chemicals and cleaning
products away from food products. All items must be stored at least 6 inches off the floor to
avoid contamination.

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Uniform Policy
We have high standards regarding uniforms and personal appearance, because these are
important aspects of providing an amazing customer experience. A clean, attractive and
professional uniform and overall appearance communicates to our customers that we care about
them and the service, quality and cleanliness we provide them.
WHAT TO WEAR
• Team Members will receive two approved shirts at no cost. Team Members who work less will
receive one at no cost. Free uniforms consist of a shirt. Uniforms must be kept in good condition
(i.e.: no holes, discoloration, fraying, stains, etc.) or must be replaced.
• Managers, certified by the Company to manage in the stores, who work at least 30 hours per
week will receive up to four collared shirts at no cost. Shirts must be selected from the
Operator’s uniform order guide. Color is Black. Managers who work less will receive two
collared shirts at no cost.
• Team Members and Managers will be provided with a Logo’d hat.
• Pants must be solid black. They must fit properly, be worn properly around the waist (i.e.: pants
that sag below the waistline are not permitted) and be in good condition (i.e.: no holes,
discoloration, fraying, printing or graphics). Pants may not have stripes or other designs. Sweats,
spandex, and jump-suit material are not permitted. Tight-fitting pants must be in good taste, as
determined by the Operator. Again, all shirts must be neatly tucked into pants.
• Shorts are not permitted.
• Shoes must be solid black. No other colors, or color-combinations, are acceptable. Shoes must
be slip-resistant. Closed-toed and closed-heeled styles are required. Shoes must fit properly with
laces tied. Laces must be solid black.
• Lengthy keyring accessories may not be worn to hang outside pants/shorts pockets.

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JEWELRY
• Jewelry must be modest in size to help prevent the cross-contamination of food and worn in
good taste so as to not be distracting to customers or fellow Team Members. Any necklace worn
should be tucked inside clothing to avoid being a safety hazard.
• Rings must be limited to a band and, if worn in the kitchen, must be worn with gloved hands to
avoid food contamination or safety hazards.
• Earrings must be limited to plain stud earrings only. Men may not wear earrings. Women may
have no more than two earrings per ear, worn only in the earlobe.
• Jewelry in pierced body parts exposed to customers, other than female earlobes, is not
acceptable.
GROOMING AND HYGIENE
• Good personal hygiene is expected of Team Members when they report for work (i.e.: bathed
and with appropriate application of body deodorant).
• Light facial hair is permitted so long as the facial hair is less than 1/8” in length and the neck is
clean shaven.
• Hairnets or approved hats must be worn by all kitchen staff, regardless of hair length. One or
the other.
• Hair and nails must comply with local health department requirements.
• Hair must be clean and worn in good taste so as not to be distracting to customers and fellow
Team Members. Hairstyles must be neat and professional in appearance. Unnatural hair colors or
eccentric styles (i.e.: Mohawk, shaven designs, etc.) are not permitted unless entirely covered by
a company-approved hat.
• Fingernail gems must not be worn.
• Perfume or cologne must be subdued in fragrance and not be distracting to customers or fellow
Team Members.
• Body modifications (i.e.: piercings, extended earlobes, visible tattoos, etc.) visible to customers
are not acceptable.
Any other issue related to uniforms, grooming or appearance may be addressed at the discretion
of the Operator or Manager. The Operator may make case-by-case assessments on any other
appearance-related issue. The Operator may restrict the work of any Team Member not in
compliance with the conditions of this section.
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Village Baker will consider making reasonable accommodations with respect to the standards
within this section, consistent with the requirements of federal, state or local law, that are directly
related to a Team Member’s religion and/or ethnicity. If an accommodation of this nature is
required, please notify the Operator and be prepared to discuss potential reasonable
accommodations.

Cash Drawer Accountability

Many Team Members may function as a Cashier at work, depending on the needs of the
Restaurant at any given time. The role of Cashier is very important. It is very important you
understand what is expected of you in this aspect of your job since the handling of cash is a
sensitive matter. Consequently, you must follow these rules on every occasion you perform the
functions of a Cashier:
• You should verify the beginning cash total in your drawer at the beginning of your shift and
ensure the proper total is recorded in the POS system. Your failure to confirm the drawer total is
your responsibility. It will be assumed that you agree with the beginning cash total.
• You should not allow any other Team Member to use your cash drawer.
• If you need to obtain change during your shift, contact the Operator or Manager to make
change. Cashiers are not permitted to make change with/for other Cashiers.
• When you finish your shift, you must count your drawer in the presence of the Operator or
other Manager. The cash drawer must be counted in the office-area of the restaurant. Do not
count the cash drawer at the front counter or in the lobby.
• Do not leave your drawer unattended.
• It is against Restaurant policy to undercharge a customer, ring up an unauthorized discount or
pass food across the counter without payment. To act otherwise is grounds for termination or
other serious disciplinary action.
• Never store or place cash or gift cards in your pockets or otherwise on your person.
You are responsible for the cash that you accept and process during your shift. Any action by a
Team Member contrary to this policy, whether negligent or purposeful, may result in forfeiture
of pay to the extent allowed by applicable law. Additionally, understand that the Company may
investigate all losses for possible prosecution. All Team Members, as a condition of
employment, are required to cooperate with any investigation conducted by the Operator, Rising
Village or local law enforcement.

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Employment Policies
HIRING
It is Rising Village’s policy to hire only United States citizens and aliens who are authorized to
work in this country. As required by law, Team Members will be required to provide original
documents that establish this authorization prior to their starting work. If the documents are not
provided before work begins, we have no choice, under the law, but to discontinue our
relationship with you until the appropriate documents are provided. Team Members and
employers are both required to complete a form furnished by the Department of Labor, Form I-9.
In Section 1 of Form I-9, the information provided by the Team Member must be valid and
authentic. If at any time during a Team Member’s employment, it is discovered that any
document used was invalid or not authentic, the Team Member must, by law, be immediately
terminated.
NON-DISCRIMINATION
Rising Village is an equal opportunity employer. We will not tolerate discrimination based on
race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions,
such as hiring, promotion, compensation, training and discipline will be made only for legitimate
business reasons based upon qualifications and other nondiscriminatory factors.
AGE REQUIREMENTS
All Team Members must be at least 16 years of age. Team Members under the age of 18 must
comply with all federal wage and hour guidelines, no exceptions. The required work permits
must be supplied when applicable.
MENU
All Team Members, other than Bake staff personnel, must learn and memorize the Village Baker
menu.
PROBATION PERIOD
You have been through our Team Member selection process, have been selected for employment
and appear to have the potential to develop into a successful Team Member. However, we want
the opportunity to begin the training period, get to know you, see how you fit in with your co-
workers and determine if you are willing and able to carry out the responsibilities for the position
in which you were hired. It’s also important for you to get to know us and become familiar with
how we operate. Therefore, we have a 30-day Probation Period for that purpose referred to
above. The 30-day period allows both you and the restaurant management to see whether or
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 not it’s a good fit and if not, part as friends. During the Probation Period you will begin your
training and be observed by management. Also, during this time if you feel you do not
understand what’s expected of you or that you need additional training, we encourage you to ask
questions and seek additional help from your Operator.
TRAINING
To help you be successful in your job you will receive adequate training. You will not be
expected to be on your own until you are ready. You will participate in detailed training
programs and receive training materials to help you perform your job the right way. Your
trainers are considered our “best” and have been certified to train for that position. We want you
to be a knowledgeable and productive member of our staff.
EVALUATIONS
All Team Members receive written and verbal performance evaluations at least annually. The
evaluation process is intended to let you know how well you’re performing and help you be more
effective and productive. The evaluation also gives you the opportunity to share your thoughts
about your performance and future goals with your Operator.
The evaluation process is an opportunity to identify accomplishments and strengths as well
openly discuss areas and goals for any improvement. Depending on your position and
performance, you may be eligible for a pay increase. Pay increases are not guaranteed. Rewards
are based solely on a person’s job performance and results.
TEAM MEMBER USE OF SOCIAL MEDIA
While Rising Village encourages its Team Members to enjoy and make good use of their off-
duty time, certain activities on the part of Team Members may become a problem if they have
the effect of impairing the work of other Team Members; of harassing, demeaning, or creating a
hostile working environment for any Team Member; of disrupting the smooth and orderly flow
of work within the Restaurants; of directly or indirectly disclosing confidential or proprietary
information; or harming the goodwill and/or reputation of Rising Village or the Village Baker
brand among its customers or in the community at large. In the area of social media (print,
broadcast, digital, and online), Team Members may use such media in any way they choose as
long as such use does not produce the adverse consequences noted above. For this reason, Rising
Village reminds its Team Members that the following guidelines apply in their use of social
media, both on and off duty:
1. If a Team Member publishes any personal information about themselves, another Team
Member of Rising Village, a customer or a vendor in any public medium (print,
broadcast, digital, or online) that has the potential or effect of involving the Team
Member, their co-workers, or Rising Village in any kind of dispute or conflict with other
Team Members or third parties; interferes with the work of any Team Member; creates a
harassing, demeaning, or hostile working environment for any Team Member; disrupts
the smooth
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and orderly flow of work within any of the Restaurants, or the delivery of services to the
Restaurants’ customers; harms the goodwill and/or reputation of Rising Village or the Village
Baker brand among its customers or in the community at large; tends
to place in doubt the reliability, trustworthiness, or sound judgment of the person who is the
subject of the information; or reveals proprietary information or trade secrets.
2. The Team Member(s) responsible for such problems will be subject to disciplinary action, up
to and potentially including termination of employment, depending upon the circumstances.
3. No Team Member may use Rising Village equipment or facilities for furtherance of non- work
related activities or relationships without the express advance permission of the Operator.
4. Team Members who conduct themselves in such a way that their actions and relationships
with each other could become the object of gossip among others in the office, or cause
unfavorable publicity for Rising Village or the Village Baker brand in the community, should be
concerned that their conduct may be inconsistent with one or more of the above guidelines. In
such a situation, the Team Member(s) involved should request guidance from the Operator to
discuss the possibility of a resolution that would avoid such problems. Depending upon the
circumstances, failure to seek such guidance may be considered evidence of intent to conceal a
violation of the policy and to hinder an investigation into the matter.
5. Should a Team Member decide to create a personal blog, he or she must provide a clear
disclaimer that the views expressed in the blog are the author’s alone, and do not represent the
views of Rising Village or the Village Baker brand.
6. All information published on any Team Member blog(s) should comply with Rising Village’
confidentiality and disclosure of proprietary data policies. This also applies to comments posted
on other social networking sites, blogs and forums.
7. Be respectful to Rising Village and the Village Baker brand, co-workers, customers, clients,
partners and competitors, and be mindful of your physical safety when posting information about
yourself or others on any forum. Describing intimate details of your personal and social life, or
providing information about your detailed comings and goings might be interpreted as an
invitation for further communication or even stalking and harassment that could prove dangerous
to your physical safety.
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8. Social media activities should never interfere with work commitments.
9. Your online presence can reflect on Rising Village and/or the Village Baker brand. Be aware
that your comments, posts, or actions captured via digital or film images can affect the image of
Rising Village and the Village Baker brand.
10. Do not discuss Rising Village’ clients, customers or partners without their express consent
to do so.
11. Do not ignore copyright laws, and cite or reference sources accurately. Remember that
the prohibition against plagiarism applies online.
12. Do not use any Village Baker logos or trademarks without written consent. The absence of
explicit reference to a particular site does not limit the extent of the application of this policy. If
no policy or guideline exists, Team Members should use their professional judgment and follow
the most prudent course of action. If you are uncertain, consult your Operator before proceeding.
SCHEDULES
Schedules are prepared to meet the work demands of each of the Restaurants. As the work
demands change, management reserves the right to adjust working hours, shifts, and even
locations. Schedules are posted weekly, one week in advance, generally on Tuesday mornings by
8:00 a.m. Each Team Member is responsible for working their respective shifts.
You should arrive for your shift with enough time to make sure you’re ready to work when your
shift begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you
have time to get settled and ready for your shift. DO NOT CLOCK IN until your shift begins and
be ready to start work immediately. Unless approved by the Operator, time clocked in before
your scheduled starting time will not be paid.
Schedule changes may be allowed only if you find a replacement and get your Operator’s
approval. To be valid, the Operator must indicate and initial the change on the posted schedule.
Each Restaurant usually requires high levels of staff on or around holidays, sporting and other
special events. We understand that you have a life outside of the Restaurant and will always try
to find a way to work with you on your schedule requests. We do, however, ask you to remember
just how crucial each position is to the proper functioning of each Restaurant. Please remember
that even though we will try to honor your requests, there is no assurance that you will get the
requested time off.

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ABSENCE FROM WORK
All Team Members are expected to work on a regular, consistent basis and complete their
regularly scheduled shifts each week. Excessive absenteeism will result in disciplinary action, up
to and including termination. Disciplinary action taken because of absenteeism will be
considered on an individual basis, following a review of the Team Member’s absentee and
overall work record.
1.If you are going to be late or miss work, Team Members are expected to call and talk to their
Operator, or a manager on duty, at least 2 hours before they are scheduled to work. This
communication must happen by phone call. Texts and/or emails are unacceptable.
2. Any Team Member who does not call or report to work will be considered to have voluntarily
resigned employment.
3. Aleave of absence for purposes of personal time off should be requested of and approved by
your Operator at least two weeks in advance.
4. Forsalaried employees who qualify for Paid Time Off as defined in the Benefits section of this
Handbook, a “PTO Request Form” should be submitted at least two weeks prior to the scheduled
leave date, unless the request is due to an emergency. The nature of the emergency should then
be shared with your Operator.
5. Toreturn to work from an accident or medical leave, all Team Members must present a
doctor’s release.
6. Any Team Member who fails to return to work at the expiration of a personal leave of absence
will be deemed to have abandoned their job, unless the Operator is notified and approves of their
reason, for not returning to work.
TARDINESS
Team Members must be prepared to start work promptly at the beginning of their shift. Always
arrive at work 10 to 15 minutes before your shift. Your scheduled time is the time you are
expected to be on your job, not arrive at the Restaurant. Do not clock in until your scheduled
start time. Repeated tardiness is grounds for termination. If it is not possible for you to begin
work at your scheduled time, you must call and explain your reason to your Operator.
RESIGNATIONS
You are requested to give your Operator a two-week notice of your plans to terminate your
employment. A notice is important so that we have time to hire someone to take your place.
Giving a two-week notice is a professional courtesy and assures that you are eligible for re-hire
and will not have a “left without resignation notice” on your employment record.
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OVERTIME
In accordance with Federal Minimum Wage Law, Team Members are paid overtime when they
work more than 40 hours in one week. Hourly Team Members are paid at one and one-half times
their basic straight time rate for all overtime hours worked.
Overtime hours are not expected to be worked by our Team Members and, in fact, should
only occur with prior approval of your Restaurant’s Operator.

Standards of Conduct
Consistent with our Mission and values, it is important for all Team Members to be fully aware
of the rules which govern our conduct and behavior. In order to work together as a team and
maintain an orderly, productive and positive working environment, everyone must conform to
standards of reasonable conduct and policies of the Restaurants.
A TEAM MEMBER INVOLVED IN ANY OF THE FOLLOWING CONDUCT WILL
RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING IMMEDIATE
TERMINATION WITHOUT A WRITTEN WARNING.
1. Knowingly providing an invalid Work Authorization (Form I-9).
2. Supplying false or misleading information to any of the Restaurants’ management at any
time.
3. Not showing up for a shift without notifying the Operator. Plain and simple - NO CALL, NO
SHOW, NO JOB!
4. Clocking another Team Member “in” or “out” in the timekeeping system or having
another Team Member clock you either “in” or “out.”
5. Leaving your job before the scheduled time without the permission of the Operator on
duty.
6. Arrest or conviction of a felony offense.
7. Disorderly or indecent conduct, including the use of foul or abusive language. This includes
the listening to indecent, foul or abusive music over any of the Restaurants’ music stations such
that others may also be able to hear.
8. Theft of customer, Team Member or Restaurant property including items found on
Restaurant premises.

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9. Failure to follow any of Rising Village written policies and procedures.
10. Refusal to follow instructions, either from a Restaurant manager or supervisor or from any
member of Rising Village Management.
11. Engaging in harassment OF ANY KIND toward another Team Member or customer. This
includes an actions or threats of violence directed toward a customer or another Team Member.
12. Failure to consistently perform job responsibilities in a satisfactory manner within the 30
day Probationary period.
13. Use, distribution or possession of illegal drugs or alcohol at any of the Restaurants’
properties or being under the influence of any of these substances when reporting to work or
during work hours. (See Drug and Alcohol section below.) Please alert a manager if, for medical
reasons and under the direction of a doctor, you are taking any prescribed medications that may
have an impact or hinder in any way your on-the-job performance. In some instances, it may be
necessary to not have an Team Member work under such circumstances.
14. Waste or destruction of any Restaurant property.
15. Excessive tardiness.
16. Habitual failure to punch in or out in the time-keeping system.
17. Disclosing confidential information including policies, procedures, recipes, manuals,
financial information or results like sales, earnings, bonuses, etc. or any other proprietary
information to anyone outside of the Rising Village family.
18. Rude or improper behavior with customers or other Team Members.
19. Smoking or eating in unapproved areas or during unauthorized breaks.
20. Not parking in Team Member designated parking areas.
21. Failure to comply with the Restaurants’ uniform, dress, personal cleanliness and/or
grooming standards.
22. Unauthorized operation, repair or attempt to repair machines, tools or equipment.
23. Failure to report safety hazards, equipment defects, accidents or injuries immediately to
management.

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Smoking Policy
Smoking is prohibited in all areas of the Restaurant, grounds, and/or in view of the customer,
including outdoor areas such as patio space, entry points, landscaped areas and dumpster pads,
except for a location designated by the Operator and Rising Village If you smoke you may not
come back to work if the smell of smoke is on your uniform or breath. If this occurs you may be
sent home and disciplined.

Drug and Alcohol Policy

Rising Village is committed to providing a safe and productive work environment for its Team
Members and patrons. Alcohol and drug abuse pose a threat to the health and safety of fellow
Team Members, patrons and to the security of our equipment and facilities. For these reasons,
Rising Village is committed to the elimination of drug and/or alcohol use and abuse in the
workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol
and/or drug use in the workplace. For the purpose of this policy and its enforcement, ‘drugs’ are
classified as any drug that’s illegal under federal, state or local law and/or any drug that is illegal
under the federal Controlled Substances Act. This policy applies to all Team Members of Rising
Village.
DRUG AND ALCOHOL FREE WORKPLACE
Team Members should report to work fit for duty and free of any adverse effects of illegal drugs
or alcohol. This policy does not prohibit Team Members from the lawful use and possession of
prescribed medications. Team Members must, however, consult with their doctors about the
medications’ effect on their fitness for duty and ability to work safely and promptly disclose any
work restrictions to their supervisor. Team Members should not, however, disclose underlying
medical conditions unless directed to do so. Consistent with our Mission and values, it is
important for all Team Members to be fully aware of the rules which govern our conduct.

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WORK RULES
The following work rules apply to all Team Members:
Team Members are working, are operating any Rising Village owned vehicle, are present on
Rising Village premises, or are conducting related work off-site, they are prohibited from:
Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to
include possession of drug paraphernalia).
Being under the influence of alcohol or an illegal drug as defined in this policy.
The presence of any detectable amount of any illegal drug or illegal controlled substance in a
Team Member’s body while performing Rising Village related business or while in a Rising
Village facility is prohibited.
Rising Village will not allow any Team Member to perform their duties while taking prescribed
drugs that are adversely affecting the Team Member’s ability to safely and effectively perform
their job duties. Team Members taking a prescribed medication must carry it in the container
labeled by a licensed pharmacist or be prepared to produce it if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement
agency and may result in criminal prosecution.
REQUIRED TESTING
Rising Village retains the right to require the following tests:
Reasonable suspicion: Team Members may be subjected to testing based on observations by a
supervisor of apparent workplace use, possession or impairment.
Post-accident: Team Members may be subjected to testing when they cause or contribute to
accidents that seriously damage a Rising Village vehicle, machinery, equipment or property
and/or result in an injury to themselves or another Team Member requiring off- site medical
attention. In any of these instances, the investigation and subsequent testing may be scheduled
within two (2) hours following the accident, if not sooner.
INSPECTIONS
Rising Village reserves the right to inspect all portions of any of its premises for drugs, alcohol
or other contraband. All Team Members and visitors may be asked to cooperate in inspections of
their persons, work areas and property that might conceal a drug, alcohol or other contraband.
Team Members who possess such contraband or refuse to cooperate in such inspections are
subject to appropriate discipline up to and including termination.
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CRIMES INVOLVING DRUGS
Rising Village prohibits all Team Members from manufacturing, distributing, dispensing,
possessing or using an illegal drug in or on its premises or while conducting Rising Village
business. Team Members are also prohibited from misusing legally prescribed or over-the-
counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when
criminal activity is suspected.

Harassment
It is Rising Village policy to treat all personnel with dignity and respect and make personnel
decisions without regard to race, sex, age, color, national origin, religion or disability. We strive
to provide everyone a workplace that is free of harassment of any kind. Team Members are
encouraged to promptly report incidences of harassment to at least two members of management.
SEXUAL HARASSMENT
All of our Team Members have a right to be free from sexual harassment. We will not condone
actions, words, jokes or comments that a reasonable person would regard as sexually harassing
or coercive.
DEFINITION OF SEXUAL HARASSMENT
Sexual harassment encompasses any sexual attention, from either gender, that is unwanted and is
defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct
of a sexual nature when:
Submission is made an express or implied term or condition of employment or status in a class,
program or activity.
Submission to or rejection of the behavior is used to make an employment or educational
decision (such as hiring, promotion or grading a course).
The conduct has the purpose or effect of unreasonably interfering with a person’s work or
educational performance or creates an intimidating, hostile or offensive environment for work or
learning, including harassment in the workplace from an outside party, such as a vendor.
Sexual harassment may take many forms, for example:
Physical assault.
Direct or implied threats that submission to sexual advances will be a condition of employment,
work schedule, promotion, job assignments, evaluation, wages or any other condition of
employment.
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Comments of a sexual nature, whether directed at a specific individual or overheard by one or
more individuals.
Sexually explicit statements, questions, jokes or anecdotes.
Unnecessary touching, patting, hugging or brushing against a person’s body.
Remarks of a sexual nature about a person’s clothing, body, sexual activity or previous sexual
experience.
Team Members need to be concerned not only with the intent of their actions of this kind but
also the effects; while sexual harassment involves repeated, unwanted sexual attention, persons
involved in isolated or inadvertent incidents demonstrate insensitivity toward others. Repeated
occurrences will be considered intentional violations of the policy.
Anyone who feels it necessary to discuss what may appear to be sexual harassment should report
the harassment promptly to at least two people who are in a supervisory or management capacity.
Your report will be kept as confidential as possible. A prompt and thorough investigation will be
made. If a claim is substantiated, Rising Village will take immediate and appropriate action,
including discipline and possible termination.

Compensation Payment Procedures

TIME CLOCK PROCEDURES
You may not clock in prior to your scheduled shift. Be in uniform and ready to work upon clock
in All hourly Team Members are given an Team Member ID number to clock in and out on the
Restaurant’s Point of Sale (“POS”) timekeeping system.
Tampering, altering, or falsifying time records or recording time on another Team Member’s ID
number is not allowed and will result in immediate termination.
PAYROLL CHECKS
Paychecks will be direct deposited on a bi-weekly basis, representing payment for work
performed during the previous period.

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PAYROLL DEDUCTIONS
Your paycheck will indicate your gross earnings as well as deductions for federal and state
withholding taxes and social security and Medicare taxes. Federal and state withholding taxes are
authorized by you based on the information you furnished to us on Form W-4. If you want an
explanation of your deductions or if you wish to change them in any way please see the Human
Resource department.
As per state law, Rising Village complies with court orders in connection to garnishments from
Team Member paychecks as directed by the proper authorities. You will be notified of any court-
ordered payroll deductions.
CHANGE OF ADDRESS
We ask that you report any address changes to the Human Resources department as soon as
possible so your year-end statement of income and deductions, Form W-2, will be mailed to the
correct address.

Benefits
FAMILY AND MEDICAL LEAVE
A Team Member, who has been employed for at least 12 months and for at least 1,250 hours of
service during the previous 12 months, may be granted unpaid leave for one or more of the
following reasons:
Birth of a son/daughter and in order to care for such son/daughter.
Placement of son/daughter with the Team Member for adoption or foster care.
To care for a spouse, son, daughter or parent who has a serious health condition, which condition
renders the Team Member incapable of performing the functions of his/her position.
A total of 12 work weeks of leave during any 12-month period may be granted under this policy.
Such leave must be taken on a sustained or uninterrupted basis, except that intermittent leave
may be taken for serious health care of the Team Member, child, spouse or parent. You must
provide as much prior notice as reasonably possible.
SUNDAYS AND HOLIDAYS
Village Baker Restaurants are closed on Sundays. But, due to the nature of the restaurant
business you may be required to work holidays. It is currently our policy to close the Restaurants
for business on the following celebrated holidays: Thanksgiving Day, Christmas Day, and
Independence Day.
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PAID TIME OFF
The purpose of Paid Time Off (“PTO”) is to provide full-time, salaried Team Members with
flexible paid time off from work that can be used for such needs as vacation, personal or family
illness, doctor appointments, school, volunteerism, and other activities of the Team Member’s
choice. PTO is not available to hourly Team Members.
Eligible Team Members will accrue PTO monthly in hourly increments based on their length of
service as defined below:
# of Service Years # of PTO Hours Provided
Years 1 - 4 80 hours (accrued at 6.66 hours per month)
Years 5 – 10 120 hours (accrued at 10.0 hours per month)
Years 11 and after 160 hours (accrued at 13.33 hours per month)
PTO is not earned in pay periods during which unpaid leave or workers’ compensation leave or
leave associated with the Family and Medical Leave Act are taken.
PTO days, except those earned in November and December, do not carry over from year to year;
they must be used in the year in which they are earned. PTO days earned in November and
December must be used prior to March 31st of the following year.
PAID TIME OFF EXCEPTIONS
Team Members who miss more than three (3) consecutive unscheduled days, may be required to
present a doctor’s release that permits them to return to work.
Under the Village Baker’s Family and Medical Leave Act (“FMLA”) policy, all accrued PTO
time is taken before the start of the unpaid FMLA time.

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WORKERS’ COMPENSATION
Worker’s compensation provides benefits for Team Members who suffer personal injury from
accidents or illnesses arising out of, and during, their employment with Rising Village. A Team
Member who is injured on the job, regardless of the severity of the injury or illness, should:
Report the occurrence to the Operator. This must be reported immediately and an Incident
Reported must be completed.
The Operator will need to obtain information as to exactly what happened, how the injury or
illness occurred, the exact time and location, as well as any witnesses to the occurrence.
If a Team Member experiences a disabling work injury, the nature of which necessitates an
absence from work, the Human Resources Department will provide the Team Member with
information concerning his or her lawful benefits.
TEAM MEMBER BREAKS AND MEALS
Neither Utah nor Federal law requires an employer to provide breaks or meals to their Team
Members. The law does not give Team Members the right to take time off to eat a meal, the right
to take short breaks during the workday, or the right to receive a meal or meal allowance as a
result of their employment.
The law does provide that Team Members be paid for short breaks they are provided by their
employers to take during the day, but employers are not required to provide these breaks in the
first place.
We recognize that working in a restaurant, especially busy ones like ours, can be stressful and, at
times, physically demanding. We, of course, want our Team Members to take breaks and, more
importantly, to enjoy the food of Village Baker. We appreciate all you do to help make Rising
Village successful and, therefore, want to provide to you these additional benefits.

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TEAM MEMBERS ON DUTY POLICY
Meal and Break Policy

Breaks:
Employees are entitled to:
● 1 (10-minute) paid break for every 4 hours worked.
● 2 (10-minute) paid breaks during an 8-hour shift.
● Employees aged 17 and under must take a break every 3 hours worked.
● Employees aged 14–15 years old may:
○ Work up to 3 hours on a school day.
○ Work up to 4 hours on a weekend day.
○ Work additional hours only with a signed note from a parent or guardian.

Meal Discounts:
● Employees on a 10-minute break can purchase a meal at a 50% discount.
● If an employee’s break exceeds 10 minutes, they must clock out. Free meals are
provided for employees who clock out during breaks.
○ The free meal consists of; ½ sandwich, ½ half salad, 1 slice of pizza, or a cup of
soup.
● Employees who are off-shift can receive a 25% discount for their meal. As well as
spouse and children.

FAILURE TO ABIDE
Team Members who fail to abide by the above rules may be terminated for cause.

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Safety
Rising Village is committed to maintaining a safe workplace for all of our Team Members. The
time to be conscious about safety is before an accident happens. Safety is everyone’s
responsibility and is a regular, ongoing part of everyone’s job.
You will receive more specific, detailed information and training on safety issues as an ongoing
part of your employment. However, here are some basic guidelines and safety rules to always
keep in mind:
Wipe up spills immediately.
Never run in the kitchen, always walk carefully.
Wear shoes with non-slip soles. They cost no more than standard shoes. If necessary, ask your
Manager about where to purchase them.
Report defective equipment or tools to the Operator immediately.
Never operate equipment unless you have been trained how to use it properly.
Pay special attention when using slicers. They are very sharp and move very fast.
Wear nylon, no-cut gloves when cleaning slicers. If you don’t have a pair, see the Operator.
Be especially careful when using knives. And never try to catch a falling knife. Knives are easier
to replace than fingers.
Let people know when you’re carrying anything hot. Don’t be shy, yell out something like,
“HOT FOOD COMING THROUGH.”
Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two trips or get
some help. Remember to always bend at the knees, lift with your legs, not your back.

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Accidents and Emergency Situations
Report all accidents, no matter how minor they seem, to the General or Assistant Manager. In the
event of an emergency, like an apparent injury or choking situation, immediately notify the
Operator and a member of Rising Village Managers are responsible for administering CPR,
choking procedures or appropriate first aid.
CRIME AND ROBBERY
If you are ever involved in a robbery, DO NOT RESIST! Statistics show that people who resist
are three times more likely to be injured than people who do not resist. The safety of you, your
fellow Team Members and customers are our highest priority. Don’t be a hero. Always cooperate
fully and do not resist!
FIRE PROTECTION
All Team Members must know the specific location and operation of fire protection in the
Restaurants. Each Restaurant is equipped with fire-extinguishing systems in the ceilings and fire
boxes throughout the Restaurants. Fire personnel will be immediately notified by pulling the ring
on one of the fire boxes. We also maintain hand-held CO2 systems in various locations in the
Restaurants. Be very specific before setting off a fire alarm or notifying someone to act.
If the fire alarm sounds, every Team Member is responsible to see that our customers are assisted
to the nearest fire exit and immediately out of the building. Tell them the Restaurant is under
“Fire Alarm Status” and they must leave the building immediately through the nearest exit.

Proprietary and Confidential Information

It is illegal to steal, copy, communicate or transmit a former employer’s confidential or
proprietary information. Proprietary information is defined as “the whole or any part of any
scientific or technical information, design, process, procedure, formula, or improvement that has
value and that Rising Village has taken measures to prevent from becoming available to persons
other than those selected by management to have access for limited purposes.” Our internal
business practices, procedures, and recipes are of great value to Rising Village. Team Members
are not to disclose any proprietary processes or recipes to any person unless directed to by a
Operator. Rising Village will institute civil action against anyone who violates this policy.

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S
OLICITATION
Team Members - There should be no solicitation or distribution of literature of any kind by any
Team Member during actual working time of the Team Member soliciting or the Team Member
being solicited. Working time does not include lunch and rest breaks. Any Team Member who
violates any part of this policy will be subject to disciplinary action up to and including
termination.
Non-Team Members - Non-Team Members are prohibited from soliciting and distributing
literature at any time anywhere on Rising Village property. Non-Team Members have no right of
access to any area of the premises other than areas open to the public, and then only in
conjunction with the area’s public use.

Use of Cellular Phones

Rising Village has adopted the following cellular phone use policy. This usage applies to any
personally owned device capable of placing or receiving phone calls, messages, text or video
messages, or with access to the internet or email.
CELL PHONE USE WHILE DRIVING ON RISING VILLAGE BUSINESS IS
PROHIBITED
Rising Village is aware that some Team Members may use their cell phones for business
purposes while driving in their personal or Rising Village owned vehicle. It is against the law to
use a hand- held cellular device while driving. This prohibition includes receiving or placing
calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone
messages, or any other purpose related to your employment, the business, our customers, our
vendors, volunteer activities, meetings, or civic responsibilities performed for or attended in the
name of one of the Restaurants, or personally related activities not named here while driving.
When use of a cell phone is necessary, the Team Member shall park the vehicle in a manner
consistent with traffic safety standards before placing or answering calls.
Only a General Manager and Assistant Manager are permitted to use cell phones for business use
under this policy.
CELL PHONES IN THE RESTAURANT - STAFF
Phone Usage:
● No personal phones are allowed in work areas while on shift.
● With manager approval, employees may take phone calls in the lobby, away from the
workspace.

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Vendor Gifts and Kickbacks
INTRODUCTION
Honesty and fairness are two components of Rising Village values—customer satisfaction,
integrity and people. Our values and policies each require Team Members to make a committed
effort to doing the right thing at all times, and to be honest and fair in all of their business
dealings. Compromising those values and standards by offering or soliciting gifts or kickbacks is
prohibited.
DEFINITION
A kickback is ANY money, fee, commission, credit, gift, gratuity, or any item of value or
compensation of any kind that is provided directly or indirectly, from an existing or prospective
vendor for the purpose of obtaining or rewarding favorable treatment.

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RELATIONSHIPS WITH VENDORS
Relationships with vendors of goods and services to Rising Village must be on an “arms-length”
basis, reflecting a willing buyer and willing seller. Whenever possible, competitive bidding
should be used, with vendor decisions made on the basis of quality, price, availability and
service.
If the Team Member making the purchasing decision is a friend or relative of the supplier, the
Team Member should disclose this information to the Operator before effecting the transaction.
Neither Team Members nor members of their immediate families may use a Rising Village
vendor for personal needs on other than an “arms-length” basis.
KICKBACKS FROM VENDORS
Team Members of Rising Village are never to accept personal favors from existing or potential
vendors in exchange for our business. This would include items such as cash, loans, travel and
lodging, invitations to attend sporting events, hunting trips, shows or other excursions in return
for our business. Travel and lodging offered by vendors may not be used for personal purposes,
and under normal circumstances, Team Members should not accept invitations to attend major
sporting or public events if the Team Member’s attendance is at substantial cost to suppliers and
there is no significant business-related reason to attend.
Certain gifts and/or gratuities may be permissible in limited circumstances provided that they
meet the criteria covered below.
GIFTS AND GRATUITIES
Meetings with vendors may include some aspect of entertainment, provided the entertainment is
of reasonable value and occasional frequency. The nature of meetings and entertainment should
always be in good taste and not in conflict with our values.
Participation in vendor-sponsored seminars, meetings or activities at vendor-owned or supplied
facilities and attendance at other smaller sporting events may be permitted with prior approval by
the Operator.

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Team Member’s Acknowledgement
This Team Member Policy Handbook does not constitute a contract of employment either in
whole or in part. Rising Village reserves the right to add, delete, or change any portion of the
Team Member Policy Handbook with or without notice. It is the policy of Rising Village that the
employment and compensation of any Team Member is at will and can be terminated with or
without cause, at any time, at the option of the Team Member or at the option of Rising Village.
As a condition of employment, every Team Member is required to read the Team Member Policy
Handbook and sign this Acknowledgement as provided below and return a copy of the signed
Acknowledgement to his/her Operator.
WRITTEN STATEMENT BY THE TEAM MEMBER
I acknowledge receipt of, and have read, the Team Member Policy Handbook that outlines my
benefits and obligations as an employee of Rising Village. I understand the Standards of Conduct
and each of the rules and regulations which I am expected to follow, as well as the additional
policies. I agree to abide by all of them.
Team Member Name (please print): ___________________________________
Team Member’s Signature: __________________________________________
Date Signed: _________________________________

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