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					           October, 2007


Team Member Handbook
No. Policy                             Page

INTRODUCTION
020 Team Member Welcome Message
040 Introductory Statement
051 Team Member Acknowledgement Form
060 Customer Relations

EMPLOYMENT
101 Nature of Employment               1
102 Team Member Relations              2
110 Outside Employment                 3
112 Non-Disclosure                     4

EMPLOYMENT STATUS & RECORDS
201 Employment Categories              5
203 Employment Reference Checks        6
204 Personnel Data Changes             7
209 Performance Evaluation             8
212 Salary Administration              9

TEAM MEMBER BENEFIT PROGRAMS
301 Team Member Benefits               10
305 Holidays                           11
309 Bereavement Leave                  12
311 Jury Duty                          13
315 Paid Time Off (PTO)                14-15
316 Health Insurance                   16
317 Life Insurance                     17
320 401(k) Savings Plan                18
335 Suggestion Program                 19

TIMEKEEPING/PAYROLL
401 Timekeeping                        20
403 Paydays                            21

WORK CONDITIONS & HOURS
505 Smoking                            22
506 Rest and Meal Periods              23
507 Overtime                           24
516 Computer and Email Usage           25
LEAVES OF ABSENCE
601 FMLA (Family and Medical Leave Act)     26
602 FMLA (continued)                        27
605 Military Leave                          28

TEAM MEMBER CONDUCT & DISCIPLINARY ACTION
701 Team Member Conduct and Work Rules      29
702 Drug and Alcohol Use                    30
703 Sexual and Other Unlawful Harassment    31-32
704 Attendance and Punctuality              33
705 Personal Appearance                     34-35
708 Resignation                             36
716 Progressive Discipline                  37
718 Problem Resolution                      38
722 Workplace Etiquette                     39
Dear PersonalizationMall.com Team Member:


WELCOME!!!

       You have just joined a fast-growing and exciting company. We want you to
understand how important we think you as an individual can be to our success. The
foundation of our success has been built by providing 100% customer satisfaction
through quality products and outstanding customer service. Each Team Member is
directly involved in maintaining our high standards. We feel so strongly that the
satisfaction of our customers is essential, and your contributions and talent can have an
enormous impact every single day.

      PersonalizationMall.com is also a company that is sensitive to its Team Member’s
needs and challenges. We want you to be happy! If you are having difficulties or
concerns of any kind, or simply have a question, feel free to speak with your supervisor
or Human Resources any time.

       We welcome new and innovative ideas from everyone on our team. Please share
your thoughts and suggestions. There is always room for improvement

      This handbook outlines the exciting benefits programs available to you as a
member of our team. It also outlines our company policies and procedures. If you have
any questions after reading this handbook, feel free to speak with our Human Resources
department.

       Again, I want to personally welcome you, wish you the best, and hope you
become a productive and harmonious member of the PersonalizationMall.com team for a
very long time.

Sincerely,



Dan Randolph
President




                            PersonalizationMall.com is EEO Compliant




                                                                             rev 1.0.0 10.18.2007
INTRODUCTORY STATEMENT            (Revised 3/1/2009 – Combined w/Nature of Employment)


This handbook is designed to acquaint you with PersonalizationMall.com and provide you with
information about working conditions, Team Member benefits, and some of the policies affecting
your employment. You should read, understand, and comply with all provisions of the
handbook. It describes many of your responsibilities as a Team Member and outlines the
programs developed by PersonalizationMall.com to benefit Team Members. One of our
objectives is to provide a work environment that is conducive to both personal and professional
growth.

No Team Member handbook can anticipate every circumstance or question about policies or
employment. In order retain necessary flexibility in the administration of policies and
procedures, PersonalizationMall.com reserves the right to revise, supplement, or rescind any
policies or portion of the handbook from time to time as it deems appropriate, in its sole and
absolute discretion. Team Members will be notified of such changes to the Handbook as they
occur.

The only exception to any changes is our employment-at-will policy. Neither the Team Member
nor PersonalizationMall.com is bound to continue the employment relationship if either chooses,
at its will, to end the relationship at any time. The at-will nature of employment may not be
modified by any oral or written statement made either before or during employment.




                                                                                 rev 1.0.0 10.18.2007
TEAM MEMBER ACKNOWLEDGEMENT FORM


The Team Member handbook describes important information about PersonalizationMall.com,
and I understand that I should consult the Human Resources Department regarding any
questions not answered in the handbook.

I have entered into my employment relationship with PersonalizationMall.com voluntarily and
acknowledge that there is no specified length of employment. Accordingly, either I or
PersonalizationMall.com can terminate the relationship at will, with or without cause, at any
time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I
acknowledge that revisions to the handbook may occur, except to PersonalizationMall.com's
policy of employment-at-will. All such changes will be communicated through official notices,
and I understand that revised information may supersede, modify, or eliminate existing policies.
Only the senior management of PersonalizationMall.com has the ability to adopt any revisions
to the policies in this handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal
document. I have received the handbook, and I understand that it is my responsibility to read
and comply with the policies contained in this handbook and any revisions made to it.


TEAM MEMBER NAME (printed): _______________________________________________


TEAM MEMBER SIGNATURE: _________________________________________________


DATE: __________________________________




                                                                                     rev 1.0.0 10.18.2007
Customer and Vendor Relations


Customers are our company's most valuable assets. Every Team Member represents
PersonalizationMall.com to our customers and the public. The way we do our jobs presents an
image of our entire company. Customers judge all of us by how they are treated with each
Team Member contact. Therefore, one of our first business priorities is to assist any customer or
potential customer. Nothing is more important than being courteous, friendly, helpful, and
prompt in the attention you give to customers.

PersonalizationMall.com will provide customer relations and services training to all Team
Members with extensive customer contact. Customers who wish to lodge specific comments or
complaints should be directed to the Customer Services Department for appropriate action. Our
personal contact with the public, our manners on the telephone, and the communications we
send to customers are a reflection not only of ourselves, but also of the professionalism of
PersonalizationMall.com. Positive customer relations not only enhance the public's perception
or image of PersonalizationMall.com, but also pay off in greater customer loyalty and increased
sales and profit.




                                                                                   rev 1.0.0 10.18.2007
Equal Employment Opportunity            (Added 3/1/2009 – Replaces Nature of Employment)


In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at PersonalizationMall.com will be based on merit, qualifications, and
abilities. PersonalizationMall.com does not discriminate in employment opportunities or
practices on the basis of race, color, religion, sex, national origin, age, disability, or any other
characteristic protected by law.

PersonalizationMall.com will make reasonable accommodations for qualified individuals with
known disabilities unless doing so would result in an undue hardship. This policy governs all
aspects of employment, including selection, job assignment, compensation, discipline,
termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor or the Human
Resources Department. Employees can raise concerns and make reports without fear of
reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to
disciplinary action, up to and including termination of employment.




                                                                                      rev 1.0.0 10.18.2007




Team Member Handbook       |                                                                    1
Team Member Relations


We believe that the work conditions, wages, and benefits we offer to PersonalizationMall.com
Team Members are competitive with those offered by other employers in this area and in this
industry. If you have concerns about work conditions or compensation, we strongly encourage
you to express these concerns directly to your supervisor.

Our experience has shown that when Team Members deal openly and directly with
management, the work environment can be excellent, communications can be clear, and
attitudes can be positive. We believe that PersonalizationMall.com fully demonstrates its
commitment to Team Members by responding effectively to Team Member concerns.




                                                                              rev 1.0.0 10.18.2007




Team Member Handbook     |                                                              2
Outside Employment


You may hold an outside job as long as you can satisfactorily perform your
PersonalizationMall.com responsibilities and the outside job is not with a direct competitor and
does not interfere with our scheduling demands.

We hold all Team Members to the same performance standards and scheduling expectations
regardless if they have other jobs. In order to remain employed at PersonalizationMall.com, we
will ask you to terminate an outside job if we determine that it is impacting your performance or
your ability to meet our requirements, which may change over time.

You may not have an outside job that is a conflict of interest with PersonalizationMall.com. Also,
you may not get paid or get anything in return from a person outside PersonalizationMall.com in
exchange for something you produce or a service you provide as part of your
PersonalizationMall.com job.




                                                                                    rev 1.0.0 10.18.2007


Team Member Handbook       |                                                                  3
Non-Disclosure


It is vital that PersonalizationMall.com protects our confidential business information and trade
secrets. Confidential information includes, but is not limited to the following examples:

   Compensation Data
   Computer Processes
   Computer Programs and Codes
   Customer Lists and Customer Information in any form
   Employee Information
   Financial Information
   Marketing Strategies
   New Materials Research
   Pending Projects and Proposals
   Proprietary Production Processes
   Vendors and Suppliers
   Product Design and Product Development
   Production Methods and Techniques
   Operational Procedures and Systems

If you improperly use or disclose a trade secret or confidential business information, you will be
subject to disciplinary action, up to and including termination of employment and legal action.
This applies even if you do not directly or indirectly benefit from releasing the information.

I understand the Non-Disclosure policy as written above and I agree to comply with this policy:




_______________________________________                      _______________________
Print Name                                                   Date




________________________________________
Signature




                                                                                    rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                  4
Employment Categories


It is important that you understand the definitions of the employment classifications at
PersonalizationMall.com and know your classification. The reason is because your employment
classification helps determine your employment status and what benefits you are eligible for. If
you have questions or are not sure what your employment classification is, see your supervisor.

Depending on your job, you are either NONEXEMPT or EXEMPT from federal and state wage
and hour laws. If you are a NONEXEMPT Team Member, you are entitled to overtime pay under
the specific provisions of federal and state laws. If you are an EXEMPT Team Member, you are
excluded from specific provisions of federal and state wage and hour laws. Your EXEMPT or
NONEXEMPT classification may be changed only with written notification by
PersonalizationMall.com management.

In addition to being a Nonexempt or Exempt Team Member, you also belong to one of the
following employment categories:

You are a REGULAR FULL-TIME Team Member if you are not assigned to a temporary status
AND you are regularly scheduled to work the PersonalizationMall.com full-time schedule of at
least 35 scheduled hours per workweek. In most cases, regular full-time Team Members are
eligible for all PersonalizationMall.com benefit programs, subject to the terms, conditions, and
limitations of each benefit program.

You are a PART-TIME Team Member if you are not in a temporary status AND you are
regularly scheduled to work less than thirty five hours per week. Part-time Team Members
receive all legally mandated benefits, such as Social Security and workers' compensation
insurance. Part-time Team Members are not eligible for the other PersonalizationMall.com
benefit programs.

You are a TEMPORARY Team Member if you were hired as an interim replacement, or to
temporarily increase our workforce due to the seasonal nature of our business. Team Members
are in the temporary category for a limited time. Even if you work at PersonalizationMall.com
longer than the original time period that we agreed to when you were first hired, you will stay a
temporary Team Member until you are officially notified that you have been assigned to a
different category. Temporary Team Members receive all legally mandated benefits, such as
Social Security and workers' compensation insurance. Temporary Team Members are not
eligible for other PersonalizationMall.com benefit programs.




                                                                                  rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                   5
Employment Reference Checks


To ensure that individuals who join PersonalizationMall.com are best matched and have a
strong potential to be productive and successful, it is the policy of PersonalizationMall.com to
check the employment references and academic / graduation records of applicants.

The Human Resources Department will respond to reference check inquiries from other
employers. Responses to such inquiries will be limited to factual information that can be
substantiated by PersonalizationMall.com's records. No employment data will be released
without a written authorization and release signed by the individual who is the subject of the
inquiry.




                                                                                 rev 1.0.0 10.18.2007




Team Member Handbook      |                                                                  6
Personnel Data Changes


It is important that PersonalizationMall.com have certain personal information about you in our
records. It is the Team Member's responsibility to immediately inform Human Resources of any
and all changes to your mailing address, telephone numbers, marital status, dependents'
information, educational accomplishments, and other related information. We also need to have
emergency contact information. To change your personal information or if you have questions
about what information is required, contact the Human Resources Department.




                                                                                rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                 7
Performance Evaluation


We encourage you and your supervisor to discuss job performance and goals on an informal,
day-to-day basis. In addition, you and your supervisor will have formal performance evaluations
to discuss your work and goals, to identify and correct weaknesses, and to encourage and
recognize your strengths.

Performance evaluations are routinely scheduled every twelve months near the anniversary of
your original hire date.

We may give merit-based pay adjustments to an Team Member to recognize truly superior
Team Member performance. These adjustments are based on a number of factors including the
information documented by the formal performance evaluations.




                                                                                 rev 1.0.0 10.18.2007




Team Member Handbook      |                                                                 8
Salary Administration


Our salary administration program was designed to provide us with consistent pay practices,
comply with federal and state laws, support our commitment to Equal Employment Opportunity,
and offer competitive salaries within our labor market and region.

We are committed to paying equitable wages that are based on the requirements and
responsibilities of each job.

Compensation for each job is based on several factors. The factors include job analysis and
evaluation, the essential duties and responsibilities of the job, and salary survey data. We
periodically review our salary administration program and change it as necessary.

We may give merit-based pay adjustments to an Team Member to recognize superior Team
Member performance. These adjustments are at the sole discretion of PersonalizationMall.com
and its management staff and are based on a number of factors including the information
documented by the formal performance evaluations.

If you have a question about compensation for your position, talk with your supervisor. If you
have a question about PersonalizationMall.com's salary administration, contact the Human
Resources Department.




                                                                               rev 1.0.0 10.18.2007




Team Member Handbook      |                                                                9
Team Member Benefits


PersonalizationMall.com gives eligible Team Members many benefits. Some benefits are
required by law and cover all Team Members. The legally required benefits include Social
Security, workers' compensation, state disability, and unemployment insurance.

There are several factors that decide if you are eligible for a benefit. One important factor is your
employment classification. See your supervisor to find out which benefit programs you are
eligible for.

This Team Member handbook contains policies describing many of the benefit programs.
Sometimes a policy will tell you that there is more information in another place such as the
Summary Plan Document.

The following benefit programs are available to eligible Team Members:

   Personal Time Off Benefits
   Holidays
   Health Insurance
   Dental Insurance
   Life Insurance
   Team Member Discounts
   401(k) Savings Plan
   Anniversary & Birthday Plan


You may have to pay part or all of the cost for some benefits but PersonalizationMall.com fully
pays for many of them.




                                                                                      rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                     10
Holidays


PersonalizationMall.com gives time off to all Team Members on the following holidays:

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

Eligible Team Members will be paid for holiday time off. If you are eligible, your holiday pay will
be calculated at your straight-time pay rate as of that holiday multiplied by the number of hours
you would normally have worked that day.

Regular full-time Team Members are eligible for holiday time off with pay immediately:

If you are eligible for paid holidays, you must also work both the last scheduled work day
immediately before the holiday and the first scheduled day immediately after the holiday.

If you are eligible for paid holidays and on the holiday you are on a paid absence, such as
vacation or sick leave, you will get holiday pay instead of the paid time off pay you would have
received.

If eligible nonexempt Team Members work on a recognized holiday, they will receive holiday
pay plus their wages at one and one-half times their straight-time rate for the hours they worked
on the holiday.

We do not count holiday paid time off as hours worked when calculating overtime.




                                                                                     rev 1.0.0 10.18.2007




Team Member Handbook       |                                                                   11
Bereavement Leave


PersonalizationMall.com provides up to three days of bereavement leave to regular full time
Team Members who need to take time off because an immediate family member died. To ask
for bereavement leave, see your supervisor.

While you are on a paid bereavement leave, you will receive your base pay rate. With your
supervisor's approval, you can use any available paid leave benefits you have, such as PTO, if
you need more time off.

For bereavement leave, "immediate family" means any of the following relatives who are related
by "blood": your spouse, parent, child, brother or sister.




                                                                                 rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                12
Jury Duty                                  Jury Duty Policy Change Effective July 1, 2008


PersonalizationMall.com encourages you to fulfill your civic responsibilities by serving jury duty
if you get a summons. Team Members in an eligible classification may request up to one (1) day
of paid jury duty leave over any one (1) year period.

If you are eligible for jury duty, you will be paid at your base rate of pay for the number of hours
you would normally have worked that day. Jury Duty does not include overtime compensation
for hours worked over 40 in one week. For instance, if you worked 42 hours in four (4) days and
serve one (1) day jury duty, you will not receive additional compensation for the time off during
jury duty. You will be compensated for the 40 hours regular time and 2 hours overtime for the
week.

Team Members in the following classifications are eligible for paid jury duty leave:

  * Regular full-time Team Members

If you stay on jury duty longer than paid jury duty allows, you may use any available paid time
off benefits you have, such as Paid Time Off (PTO) to be paid for the unpaid jury duty leave.

If you get a jury duty summons, show it to your supervisor as soon as possible. This will help us
plan for your possible absence from work. We expect you to come to work whenever the court
schedule permits.

Either you or PersonalizationMall.com may ask the court to excuse you from jury duty if
necessary. We may ask that you be relieved from going on jury duty if we think that your
absence would cause serious operational problems for PersonalizationMall.com.

Subject to the terms, conditions, and limitations of the applicable plans, PersonalizationMall.com
will continue to provide health insurance benefits for the full period of unpaid jury duty leave.

Your benefits, such as vacation, sick leave, or holiday benefits, will not accrue during an unpaid
jury duty leave. When you return from leave, the benefits will start accruing again.

Upon return to work bring your Notification of Attendance of Jury Duty to your supervisor.




                                                                                       rev 1.0.1 7.1.2008




Team Member Handbook       |                                                                      13
Paid Time Off (PTO)                                  PTO Policy Change Effective July 1, 2008

PersonalizationMall.com provides Paid Time Off (PTO) to eligible Team Members. PTO is an all-
purpose time-off policy. You can use PTO for vacation, illness or injury, as well as personal
business. PTO combines traditional vacation and sick leave plans into one flexible, paid time-off
policy.

   All regular full time Team Members are eligible to take paid PTO 60 days after you are placed on
    permanent status. You can check your balance on the Time Clock or through the HR
    Department.

The amount of PTO you receive each year depends on your length of service as a full-time
permanent employee. The schedule for accruing PTO follows:

   Upon initial eligibility you are entitled to 0.35 hours of PTO per day with a maximum of 16 PTO
    days each year. If your eligible date is after January 1 use this example:
    Permanent date is Sept 1 (122 days) x 0.35 hrs per day = 42.7 hours ÷ 8 hrs/day = 6.25 earned
    PTO days for the year.
   After 5 years of eligible service the Team Member is entitled to 21 PTO days each year.

If you are taking a Family Medical Leave (FMLA) you are eligible to use earned PTO time during
FMLA. During FMLA leave, you do not earn PTO time, and will begin accruing PTO time upon your
return from FMLA.

We calculate the length of your eligible service on the basis of a "benefit year." A "benefit year" is the
12-month period that begins when you start earning PTO. Your benefit year may be extended for
any significant leave of absence except military leave of absence. (Military leaves do not affect the
benefit year calculation.) See the leave of absence policies in this handbook for information on how
each leave affects PTO accruals.

If you need to be absent from work, you must notify your supervisor before the end of your prior
scheduled shift, by calling 630-910-6000 extension 411 (412 for CS Dept, 413 for Marketing,
Merchandising and Graphics Arts Depts.) no later than 12 noon of the prior business day. For
example, if you wish to take a Monday off work, you must either tell your supervisor by 12 noon on
the Friday before the expected day off, email your intention to PTO@PMall.com prior to 12 noon on
Friday, or call 630-910-6000 extension 411 (412 for CS Dept, 413 for Marketing, Merchandising and
Graphics Arts Depts.) no later than 12 noon on Friday. You must submit your PTO form to your
supervisor within one business day of returning from unplanned PTO if you want to be compensated
for the time off.

To schedule planned PTO in excess of two consecutive days, you must request advance approval
from your supervisor at least one week prior to taking time off. Each request will be reviewed based
on a number of factors, including our business needs and staffing requirements. Any illnesses in
excess of two days may require a doctor’s note before returning to work.

You will be paid for PTO at your base pay rate as of the time of the absence. PTO pay does not
include overtime or any special forms of compensation such as incentives, commissions, bonuses,
or shift differentials. To be compensated for the PTO time taken in a current pay period, all PTO
Leave Forms must be submitted and signed by your supervisor no later than the Monday following
the end of the pay period.

Team Member Handbook         |                                                                   14
If you do not use your available PTO by the end of the calendar year, you may carry over as much
as 40 hours of the unused PTO to the next calendar year. The PTO balance carried over must be
used by August 31 of the calendar year the leave was carried into.

If your employment terminates, you will be paid for any unused PTO that has been earned through
the last day of work. If you have used more PTO time than you have accrued as of your termination
date, any unearned time will be deducted from your final pay check.

Black Out Dates are typically dates around major holidays that PTO will not be approved. These are
set days, and discretion will be used by our managers when approving PTO around holidays that are
not listed.

2008 Black-Out Dates
Valentine's Day Black-Out Dates:    January 28 - February 13
Easter Black-Out Dates:             2 Weeks Prior to Easter
Mother's Day Black-Out Dates:       May 1 - May 8
Father's Day Black-Out Dates:       June 2 - June 12
Christmas Black-Out Dates:          November 24 - December 23

2009 Black-Out Dates
Valentine's Day Black-Out Date:     January 26 - February 13
Easter Black-Out Dates:             2 Weeks Prior to Easter
Mother's Day Black-Out Dates:       May 1 - May 8
Father's Day Black-Out Dates:       June 1 - June 12
Christmas Black-Out Dates:          November 28 - December 23

Note: Reference the section "Attendance and Punctuality" in this manual for guidelines on reporting
sick,




                                                                                    rev 1.1 7.1.2008




Team Member Handbook       |                                                                      15
Health Insurance


Our health insurance plan offers medical benefits to regular full-time Team Members. You will
be eligible for Health Insurance Benefits on the 1st of the month after 60 days of full-time
employment.

The eligible Team Members can enroll in the health insurance plan subject to the terms and
conditions of the agreement between PersonalizationMall.com and its insurance carrier.

There are more details about our health insurance plan in the insurance company's Summary
Plan Description (SPD). When you become eligible for health insurance, you will receive a SPD
and rate information. If you have questions about our health insurance plan, contact the Human
Resources Department for more information.




                                                                                rev 2.0.0 01.02.2009




Team Member Handbook      |                                                               16
Life Insurance


PersonalizationMall.com offers a basic life insurance plan for regular full-time Team Members.
You will be eligible for the Life Insurance Benefits on the 1st of the month after 60 days of full-
time employment.

There are more details about our basic life insurance plan in the insurance company's Summary
Plan Description. If you have questions about our life insurance plan, contact the Human
Resources Department for more information.




                                                                                     rev 2.0.0 01.02.2009




Team Member Handbook       |                                                                   17
401(k) Savings Plan


Effective on January 1, 2006 PersonalizationMall.com offers a 401(k) savings plan to help
eligible Team Members save for the future and their retirement years.PersonalizationMall.com
management values you as an Team Member and has chosen to provide matching funds up to
60% of the amount you contribute to the 401(k) savings plan.

To be eligible to join our 401(k) savings plan, you must have completed 90 days of service and
be 21 years of age or older. You may join the plan only during open enrollment periods. When
you are eligible, you may participate in the 401(k) plan subject to all the terms and conditions of
the plan.

You choose how much salary you wish to contribute to the 401(k) plan. You also will choose
how your plan account should be invested.

Your 401(k) contribution is deducted from your earned wages before the federal and state taxes
are calculated for your paycheck. This means you will pay lower taxes now while you are
actively contributing to the 401(k) plan. Your 401(k) account will be taxed when you withdraw
money in the future, however it is possible you will pay taxes at a lower rate.

Further details about the 401(k) savings plan can be found in the Summary Plan Description. If
you have questions about the 401(k) plan, contact the Human Resources Department for more
information.




                                                                                    rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                    18
Suggestion Program



We have a Suggestion Program at PersonalizationMall.com. All regular Team Members are
eligible to participate in the Suggestion Program.

A suggestion is an idea that will help PersonalizationMall.com solve a problem, reduce costs,
improve operations or procedures, enhance customer service, eliminate waste or spoilage, or
make PersonalizationMall.com a better or safer place to work. A suggestion should not just tell
about the problem. A suggestion should also not be about co-workers or management either.
Instead, a suggestion should include ideas for how to solve or improve the situation.

All suggestions should describe the problem or situation, explain your solution or improvement
in detail, and give the reasons why your suggestion should be used. You must submit your
suggestion on a suggestion form. If you have questions or need advice about your suggestion
ideas, see your supervisor for help.

Submit your suggestion to the Human Resources Department. After it is reviewed, it will be
forwarded to the Suggestion committee. As soon as possible, you will be told if your suggestion
was accepted or rejected.

If your suggestion is used, you will receive special recognition and a cash award. The
Suggestion committee will decide the amount of the cash award. The amount will depend on
how much value the committee thinks your suggestion is worth to PersonalizationMall.com.

The Suggestion Box and Suggestion Forms are located in the Break Room snack area.




                                                                                 rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                 19
Timekeeping


Nonexempt Team Members are responsible for accurately recording the hours they work. The
law requires PersonalizationMall.com to keep accurate records of "time worked" in order to
correctly calculate Team Member pay and benefits. "Time worked" means all the time that
nonexempt Team Members spend performing their assigned work.

If you are a nonexempt Team Member, you must accurately record the time you start and stop
work, when you start and end any meal periods or split shifts, and when you leave the
workplace for personal reasons. Before you work any overtime, you must always get advance
approval.

Report inaccurately recorded hours to your Supervisor and the corrected hours will be submitted
to the Payroll Department by means of the Manual Time Sheet form. You can obtain this form in
the Human Resource Department.

Falsifying time records is a serious matter. You may not change time after it is already recorded,
enter a false time on purpose, tamper with time records, record other Team Members' time for
them, or work any unapproved overtime. If you do any of these actions, you may be subject to
disciplinary action, up to and including termination.




                                                                                    rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                  20
Paydays


All Team Members are paid biweekly on every other Friday. Each paycheck includes pay for all
work performed through the end of the previous payroll period.

PersonalizationMall.com now offers Direct Deposit to its Team Members. Contact our Payroll
Department or Human Resources to enroll in this program.

If a payday falls on a weekend or holiday, you will be paid on the last work day before that
payday.

If you are on vacation on payday, you will get your paycheck when you return.




                                                                                rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                21
Smoking


PersonalizationMall.com prohibits smoking throughout the workplace.

This policy applies equally to all Team Members as well as to any non-employee visitors on the
premises.




                                                                                rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                22
Rest and Meal Periods                                Policy Change Effective January 1, 2009

Rest periods of ten minutes in length will be provided each workday for every four hours of
consecutive work. When possible, rest periods will be scheduled in the middle of work periods.
Because rest time is counted and paid as time you worked, you are not permitted to leave the
premises and you must not be absent from your workstation longer than the rest period allows.
If you need to leave the premises on your rest period, you will be required to clock out for the 10
minute period.

Meal periods are 30 minutes in length. You do have the ability to clock back in from lunch after
20 minutes, however, if you forget to clock back in from lunch, your manual time sheet must
reflect the 30 minute lunch or it will be adjusted accordingly. PersonalizationMall.com cannot
verify your time unless you are punching in and out on the time clock, so Team Members taking
a 20 minute lunch must remember to clock back in.

As you will not be paid for meal period time, you are therefore required to clock out during this
time. At the end of the day, if you have forgotten to clock out for your meal period, 30 minutes
will automatically be deducted from your total time clocked for the day if you have worked 7 ½
hours or longer.

According to Illinois law, if you are to work for 7 ½ continuous hours or longer, you must take a
meal period of at least 20 minutes, beginning no later than 5 hours after the start of the work
period. Your supervisor will schedule your meal period to accommodate operating requirements.
During meal periods, you are not subject to any work responsibilities or restrictions.




Team Member Handbook       |                                                               23
Overtime


There may be times when PersonalizationMall.com cannot meet its operating requirements or
other needs during regular working hours. If this happens, we may schedule Team Members to
work overtime hours. When possible, we will try to give you advance warning of a mandatory
overtime assignment.

It is our policy that no overtime can be worked without the approval and authorization of the
supervisor. We try to distribute overtime assignments fairly among all Team Members who are
qualified to perform the required work.

Nonexempt Team Members will receive overtime pay in accordance with the federal and state
wage and hour laws. Overtime pay is based on the actual hours worked. For this reason, time
off for sick leave, vacation, holidays, and other paid or unpaid leaves of absence is not counted
as hours worked when calculating overtime pay.

If you do not work scheduled overtime or if you work overtime without first getting your
supervisor's approval, you may be subject to disciplinary action, up to and including possible
termination of employment.




                                                                                  rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                   24
Computer and Email Usage                            Policy Change Effective March 1, 2009


To help you do your job, PersonalizationMall.com may give you access to computers, computer
files, our email system, and software. You should not use a password, access a file, or retrieve
any stored communication without authorization.

We try hard to have a workplace that is free of harassment and sensitive to the diversity of our
Team Members. Therefore, we do not allow Team Members to use computers and email in
ways that are disruptive, offensive to others, or harmful to morale.

At PersonalizationMall.com you may not display, download, or email sexually explicit images,
messages, and cartoons. You also may not use computers and email for ethnic slurs, racial
comments, off-color jokes, or anything that another person might take as harassment or
disrespect.

You may not use email to ask other people to contribute to or to tell them about businesses
outside of PersonalizationMall.com, religious or political causes, outside organizations, or any
other non-business matters.

PersonalizationMall.com buys and licenses computer software for business purposes. We do
not own the copyright to this software or its documentation. Unless the software developer
authorizes us, we do not have the right to use the software on more than one computer.

You may only use software on local area networks or on multiple machines according to the
software license agreement. PersonalizationMall.com prohibits the illegal duplication of software
and its documentation.

In the event an email is sent to the “PMall Team”, we ask that you REPLY ONLY to the
SENDER. Mass replies to the PMall Team places a strain on our server and creates
unnecessary email management for our Team Members.

If you know about any violations to this policy, notify your supervisor, the Human Resources
Department or any member of management. Employees who violate this policy are subject to
disciplinary action, up to and including termination of employment.




Team Member Handbook      |                                                                  25

                                                                                  rev 1.0.0 10.18.2007
FMLA (Family and Medical Leave Act)               Policy Change Effective January 1, 2009


PersonalizationMall.com provides unpaid family and medical leaves of absence to Team
Members for incapacity due to pregnancy, prenatal medical care or childbirth; to care for a child
after birth, or placement for adoption or foster care; to care for a spouse, son or daughter, or
parent, who has a serious health condition; or for a serious health condition that makes you
unable to perform your job.

An eligible Team Member may request up to a maximum of twelve weeks of family leave within
any twelve month period. The twelve week maximum applies to any combination of both family
leave and medical leave during any twelve month period. Before beginning an unpaid family or
medical leave, you must first use any available paid leave you may have, such as vacation or
sick benefits.

To be eligible for FMLA, you must have worked for PersonalizationMall.com for at least one
year and clocked at least 1,250 hours over the previous 12 months.

If you think you will need a family or medical leave, give your request to Human Resources at
least 30 days before the leave would start. This will help us plan for your possible absence and
ensure all proper forms and documentation are complete prior to the leave. If it is an
unexpected situation, make your request as soon as possible.

We require a health care provider's statement verifying that you need a family or medical leave,
including when the leave would start and the expected end dates. You are responsible for telling
us if that information changes later. Before you can return to work, we will require verification
from a health care provider that says you are fit to return.

If you request family leave due to the serious health condition of a child, spouse, or parent, you
may be required to submit a health care provider's statement verifying the need for a family
leave, the start and expected end dates, and the estimated time required.

Unpaid family or medical leaves are normally for the period of the disability, up to a maximum of
twelve weeks within any twelve month period. The twelve week maximum applies to any
combination of both family leave and medical leave during any twelve month period. If you need
more time, we will also consider a request for extension. Before beginning an unpaid family or
medical leave, you must first use all accrued Paid Time Off (PTO).

If your spouse is also employed by PersonalizationMall.com, as a couple you may be restricted
to a combined total of twelve weeks leave within any twelve month period for childbirth, adoption
or placement of a foster child, or to care for a parent with a serious health condition.




Team Member Handbook       |                                                              26
FMLA (continued)


If you sustain a work-related injury, you are eligible for a medical leave for the period of disability
in accordance with the laws covering occupational disabilities.

Subject to the terms, conditions, and limitations of the applicable plans, PersonalizationMall.com
will continue to provide your health insurance benefits for the full period of an approved family or
medical leave. You are responsible for paying your portion of health care premiums during this
leave.

Please notify us at least two weeks advance before you plan to return from leave. When you
return from family or medical leave, you will go back to the same job if it is still available. If that
job is no longer available, we will place you in an equivalent job that you are qualified for.

If you do not come back to work promptly at the end of a family or medical leave, we will
assume that you have resigned. If PersonalizationMall.com has paid your health premiums
during your leave of absence, and you do not return to work, you will be required to reimburse
PersonalizationMall.com for this coverage.




                                                                                       rev 2.0.0 01.02.2009
                                                                                         rev 2.0.0 01.02.2009




Team Member Handbook        |                                                                      27
Military Leave                                        Policy Change Effective January 1, 2009


PersonalizationMall.com will grant a military leave of absence if you are absent from work
because you are serving in the U.S. uniformed services in accordance with the Uniformed
Services Employment and Reemployment Rights Act (USERRA). You must give your
supervisor advance notice of upcoming military service, unless military necessity prevents
advance notice or it is otherwise impossible or unreasonable.

You will not be paid for military leave. However, you may use any available accrued paid time
off, such as vacation or sick leave, to help pay for the leave. Your benefit accruals, such as
vacation, sick leave, and holiday benefits, will continue during a military leave.

Continuation of health insurance benefits is available as required by USERRA based on the
length of the leave and subject to the terms, conditions and limitations of the applicable plans for
which you are otherwise eligible.

If you are on military leave for up to 30 days, you must return to work on the first regularly
scheduled work period after your service ends (allowing for reasonable travel time). If you are
on military leave for more than 30 days, you must apply for reinstatement in accordance with
USERRA and applicable state laws.

When you return from military leave (depending on the length of your military service in
accordance with USERRA), you will be placed either in the position you would have attained if
you had stayed continuously employed or in a comparable position. For the purpose of
determining benefits that are based on length of service, you will be treated as if you had been
continuously employed.

There are 2 types of Military Family Leave available. Qualifying exigency leave may be used if
your spouse, son or daughter is on active duty of called to active duty status in the National
Guard or Reserves in support of a contingency operation. Details of the qualifying exigencies
are available the Human Resources Department. There is also a special leave entitlement that
permits employees who meet the eligibility requirements of FMLA leave to take up to 26 weeks
of leave to care for a covered service member during a single 12-month period. A covered
service member is a current member of the Armed Forces, including a member of the National
Guard or Reserves, who has been rendered medically unfit to perform his or her duties due to a
serious injury or illness incurred in the line of duty while on active duty that may render the
service member medically unfit to perform his or her duties for which the service member is
undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the
temporary disability retired list.

When both husband and wife work for the same employer, the aggregate amount of leave that
can be taken by the husband and wife to care for a covered service member is 26 weeks in a
single 12-month period.

If you have questions about military leave, contact the Human Resources Department for more
information.
                                                                                      rev 2.0.0 01.02.2009



Team Member Handbook       |                                                                   28
Team Member Conduct and Work Rules


We expect you to follow certain work rules and conduct yourself in ways that protect the
interests and safety of all Team Members and PersonalizationMall.com.

While it is impossible to list every action that is unacceptable conduct, the following lists some
examples. Team Members who break work rules such as these may be subject to disciplinary
action, up to and including termination of employment:

   Theft or inappropriate removal or possession of company property or employee property
   Falsification of timekeeping records
   Working under the influence of alcohol or illegal drugs
   Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace,
    while on duty, or while operating employer-owned vehicles or equipment
   Fighting or threatening violence in the workplace
   Insubordination or other disrespectful conduct
   Sexual or other unlawful or unwelcome harassment
   Excessive absenteeism or any absence without notice
   Unauthorized disclosure of business "secrets" or confidential information
   Violation of personnel policies
   Unsatisfactory performance or conduct

Since your employment with PersonalizationMall is voluntary and at will, you may terminate your
employment at any time, with or without cause or advance notice. Likewise,
PersonalizationMall.com may terminate your employment at any time, with or without cause or
advance notice.




                                                                                   rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                  29
Drug and Alcohol Use


PersonalizationMall.com is committed to being a drug-free, healthful, and safe workplace. You
are required to come to work in a mental and physical condition that will allow you to perform
your job satisfactorily. PersonalizationMall.com reserves the right to random drug tests for all
Team Members.

PersonalizationMall.com Team Members may not use, possess, distribute, sell, or be under the
influence of alcohol or illegal drugs while on PersonalizationMall.com premises or while
conducting any business-related activity away from PersonalizationMall.com premises. You may
use legally prescribed drugs on the job only if they do not impair your ability to perform the
essential functions of your job effectively and safely without endangering yourself or others.

If you violate this policy, it may lead to disciplinary action, up to and including immediate
termination of your employment. We may also require that you participate in a substance abuse
rehabilitation or treatment program. If you violate this policy, there could also be legal
consequences.

If you have questions about this policy or issues related to drug or alcohol use at work, you can
raise your concerns with your supervisor or the Human Resources Department without fear of
reprisal.




                                                                                   rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                  30
Sexual and Other Unlawful Harassment


PersonalizationMall.com is committed to providing a work environment that is free from all forms
of discrimination and conduct that can be considered harassing, coercive, or disruptive,
including sexual harassment. PersonalizationMall.com will not tolerate any actions, words,
jokes, or comments based on a person's sex, race, color, national origin, age, religion, disability,
sexual orientation, or any other legally protected characteristic. PersonalizationMall.com
provides ongoing sexual harassment training to ensure you the opportunity to work in an
environment free of sexual and other unlawful harassment.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical
conduct of a sexual nature. This definition includes many forms of offensive behavior and
includes gender-based harassment of a person of the same sex as the harasser. The following
is a partial list of sexual harassment examples:

   Unwanted sexual advances.

   Offering employment benefits in exchange for sexual favors.

   Making or threatening reprisals after a negative response to sexual advances.

   Visual conduct that includes leering, making sexual gestures, or displaying of sexually
    suggestive objects or pictures, cartoons or posters.

   Verbal conduct that includes making or using derogatory comments, epithets, slurs, or
    jokes.

   Verbal sexual advances or propositions.

   Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body,
    sexually degrading words used to describe an individual, or suggestive or obscene letters,
    notes, or invitations.

   Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other
verbal or physical conduct of a sexual nature constitute sexual harassment when: (1)
submission to such conduct is made either explicitly or implicitly a term or condition of
employment; (2) submission or rejection of the conduct is used as a basis for making
employment decisions; or, (3) the conduct has the purpose or effect of interfering with work
performance or creating an intimidating, hostile, or offensive work environment.




                                                                                      rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                   31
If you experience or witness sexual or other unlawful harassment at work, report it immediately
to your supervisor. If your supervisor is unavailable or you believe it would be inappropriate to
discuss it with your supervisor, you should immediately contact the Human Resources
Department or any other member of management. There will not be punishment or reprisal if
you report sexual harassment or ask questions or raise concerns about it.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent
possible, your confidentiality and the confidentiality of any witnesses and the alleged harasser
will be protected against unnecessary disclosure. When the investigation is completed, you will
be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful
harassment must immediately advise the Human Resources Department or any member of
management so it can be investigated in a timely and confidential manner. Any Team Member
who engages in sexual or other unlawful harassment will be subject to disciplinary action, up to
and including termination of employment.




                                                                                   rev 1.0.0 10.18.2007




Team Member Handbook      |                                                                 32
Attendance and Punctuality


PersonalizationMall.com Team Members are required to be reliable and punctual. You should
report for work on time and as scheduled. If you cannot arrive to work on time for any reason,
you must notify your supervisor prior to your scheduled work time.

SICK LINE NUMBERS

For PRODUCTION STAFF -
1-630-910-6000 Extension 411
If you are going to be absent from work, you MUST call the sick line number and leave a
message PRIOR to your scheduled shift start time

For CUSTOMER SERVICE STAFF -
1-630-910-6000 Extension 412
If you are going to be absent from work, you MUST call the sick line number and leave a
message PRIOR to your scheduled shift start time.

For OFFICE STAFF (ACCOUNTING, ADMINISTRATION, ART DESIGN, MARKETING,
MERCHANDISING, PHOTOGRAPHY)
1-630-910-6000 Extension 413
If you are going to be absent from work, you MUST call the sick line number and leave a
message PRIOR to your scheduled shift start time.

Unplanned absences can disrupt work, inconvenience other Team Members, and affect
productivity. If you have a poor attendance record or excessive lateness, you may be subject to
disciplinary action, up to and including termination of employment.




                                                                                 rev 1.0.0 10.18.2007




Team Member Handbook      |                                                                33
Personal Appearance           Personal Appearance Policy Change Effective January 1, 2009


Personal appearance means how you dress, how neat you are, and your personal cleanliness
standards. Your personal appearance can influence what visitors and vendors that we do
business with think about PersonalizationMall.com. Personal appearance can also impact the
morale of your co-workers.

During business hours or whenever you represent PersonalizationMall.com, you should be
clean, well groomed, and wear appropriate clothes. This is particularly important if your job
involves dealing with customers or visitors in person.

If your supervisor finds that your personal appearance is inappropriate, you will be asked to
leave work and return properly dressed and groomed. If you are asked to leave, you will not be
paid for the time you are away from work. See your supervisor if you are not sure about the
correct clothing standards for your job. Where necessary, PersonalizationMall.com may make a
reasonable accommodation to this policy for a person with a disability.

Hair
    Hair must be neat, clean and well groomed, and is expected to be in good taste. Mustaches
and beards must be clean, well trimmed, and neat. Long hairstyles should be worn with hair
pulled back off the face and neck to avoid interfering with job performance.

Make-Up/Jewelry
    No excessive make-up or jewelry may be worn and extreme jewelry related to body piercing
is not permitted. Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs,
is not professionally appropriate and must not be worn during business hours. Jewelry must not
be functionally restrictive, must not present a safety hazard, or present a danger to job
performance. Jewelry such as large or long necklaces, or large hanging earrings of any type is
not permitted on the production floor.

Shirts
    PersonalizationMall.com provides three polo style shirts to all of the production team
members. All production team members are required to wear the polo shirt to work, changing at
the production site is not permitted. Tank, tube or halter tops, or short shorts may not be worn
under any circumstances. No skin is to be exposed between the shirt and pants. Over-sized
jackets, sweat shirts or "hoodies" are not permitted.

Pants
    Only straight leg pants with no designs, excess stitching or ornaments (excessive snaps,
buttons or buckles) may be worn. Pants may be of blue jean material, brown, blue, gray, tan or
black. Pants and jeans must be secured around the waist - it is not permissible to wear pants
below the waist and undergarments must not be exposed. All clothing must be free from tears,
markings, and patches. Pajamas, sweatpants, loungewear or work-out style pants may not be
worn under any circumstances.




Team Member Handbook      |                                                              34
Shoes
   Shoes must provide safe, secure footing, and offer protection against hazards. Open toe
shoes, slippers, moccasins, shoes without backs (clog type), and Crocs style shoes are not
permitted on the Production floor, Warehouse or Shipping areas.

Hygiene
    Offensive body odor and poor personal hygiene is not professionally acceptable. Perfume,
cologne, and aftershave lotion should be used moderately or avoided altogether, as some
individuals may be sensitive to strong fragrances.

Hats/Jackets
   Only PersonalizationMall.com logo hats are to be worn in the building. Over-sized jackets,
sweat shirts or "hoodies" are not permitted.




                                                                         rev 1.0.3 1.1.2009




Team Member Handbook     |                                                                    35
Resignation


Resignation means that you voluntarily leave your employment at PersonalizationMall.com.

Upon your decision to resign, we request a written resignation in advance. Nonexempt Team
Members are requested to provide at least two weeks' notice before the date you will leave.
Exempt Team Members are requested to provide a four week notice. Although advance notice
is not required, you will be helping your co-workers because there will be more time to reassign
work and replace you if necessary.




                                                                                  rev 1.0.0 10.18.2007



Team Member Handbook      |                                                                 36
Progressive Discipline


This policy describes the policy for administering discipline for unsatisfactory conduct and job
performance at PersonalizationMall.com.

The major purpose of a disciplinary action is to correct the problem, prevent it from happening
again, and prepare the Team Member for satisfactory performance in the future.

Disciplinary action may be any of the following four steps:
            1) verbal warning,
            2) written warning,
            3) suspension with or without pay, or
            4) termination of employment.

We will look at how severe the problem is and how often it has happened when deciding which
step to take. There may be circumstances when one or more steps are bypassed.

In very serious situations, some types of Team Member problems may justify either a
suspension, or, in extreme situations, termination of employment, without going through any
progressive discipline steps.

By using progressive discipline, we hope that most Team Member problems can be corrected at
an early stage, benefiting both the Team Member and PersonalizationMall.com.




Team Member Handbook       |                                                                37

                                                                                 rev 1.0.0 10.18.2007
Problem Resolution


PersonalizationMall.com encourages an open and frank atmosphere in which any problem,
complaint, suggestion, or question receives a timely response from PersonalizationMall.com
supervisors and management.

PersonalizationMall.com is committed to ensuring fair and honest treatment of all Team
Members. We expect supervisors, managers, and Team Members to treat each other with
mutual respect. We encourage Team Members to give positive and constructive criticism to
each other.

If you disagree with PersonalizationMall.com rules of conduct, policies, or practices, you can
state your concerns through the problem resolution procedure described in this policy. You will
not be penalized, formally or informally, for making a complaint as long as you do it in a
reasonable, business-like manner. You will also not be penalized for using this problem
resolution procedure.

If a situation occurs when you believe that a condition of employment or a decision that affects
you is not fair, you are encouraged to use the following problem resolution steps. You may stop
the procedure at any step.

PROBLEM RESOLUTION PROCEDURE:

1. You present the problem to your supervisor after the incident occurs. If your supervisor is
unavailable or you believe it would be inappropriate to discuss it with your supervisor, you may
present the problem to the Human Resources Department or any other member of
management.

2. Your supervisor responds to the problem during discussion or after consulting with
appropriate management, when necessary. Your supervisor documents the discussion.

3. You present the problem to the Human Resources Department if the problem is not resolved.

4. The Human Resources Department counsels and advises you, helps you to put the problem
in writing, visits with your managers, if necessary, and directs you to the Chief Financial Officer
for a review of the problem.

5. You present the problem to the Chief Financial Officer in writing.

6. The Chief Financial Officer reviews and considers the problem. The Chief Financial Officer
informs you of the decision and forwards a copy of the written response to the Human
Resources Department for your file. The Chief Financial Officer has full authority to make any
adjustment that is determined to be appropriate to resolve the problem.

Not every problem can be resolved to everyone's total satisfaction. However, we believe that
honest discussion will build confidence between Team Members and management and help
make PersonalizationMall.com a better place to work.                             rev 1.0.0 10.18.2007


Team Member Handbook        |                                                                  38
Workplace Etiquette


PersonalizationMall.com will be an enjoyable and thriving work environment when all Team
Members conduct themselves with common courtesies and respect. At times, problems arise
when Team Members do not realize that they are bothering or annoying other people. If this
happens to you, you should first try to solve the problem by politely and constructively telling
your co-worker what is bothering you.

In most cases, if common sense is used, the problem can be fixed. We encourage you to keep
an open mind. If another Team Member speaks to you about something which you are doing
that makes it difficult or awkward for that person to perform their job, try to understand the other
person's point of view.

The following are some guidelines and suggestions for how to be considerate of others at work.
You will not necessarily be disciplined if you do not follow these suggestions, but the guidelines
will help you get along with fellow Team Members. If you have comments or suggestions about
workplace etiquette, contact the Human Resources Department.

   Avoid public accusations or criticisms of other Team Members. Address such issues
    privately with those involved or your supervisor.
   Try to minimize unscheduled interruptions of other Team Members while they are working.
   Be conscious of how your voice travels, and try to lower the volume of your voice when
    talking on the phone or to others in open areas.
   Keep socializing to a minimum, and try to conduct conversations in areas where the noise
    will not be distracting to others.
   Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations
    with others in their workspace.
   Refrain from using inappropriate language (swearing) that others may overhear.
   Avoid discussions of your personal life/issues in public conversations that can be easily
    overheard.
   Monitor the volume when listening to music, voice mail, or a speakerphone that others can
    hear.
   Clean up after yourself and do not leave behind waste or discarded papers.




                                                                                     rev 1.0.0 10.18.2007



Team Member Handbook       |                                                                    39
Index
(Policy number shown in brackets)

Reference Item                                  Page No.
401(K) SAVINGS PLAN [320]                       18
ABSENTEEISM                                     33
   see Attendance and Punctuality [704]
ACKNOWLEDGEMENT FORM
   see Team Member Acknowledgement Form [051]
ACTIVE MILITARY DUTY                            28
   see Military Leave [605]
ADOPTION                                        27
   see Family Leave [602]
ALCOHOL ABUSE                                   30
   see Drug and Alcohol Use [702]
APPEARANCE                                      34-35
   see Personal Appearance [705]
ATTENDANCE AND PUNCTUALITY [704]                33
BEHAVIOR GUIDELINES                             39
   see Workplace Etiquette [722]
BENEFITS                                        10
   see Employee Benefits [301]
BEREAVEMENT LEAVE [309]                         12
BREAKS                                          23
   see Rest and Meal Periods [506]
CASUAL TEAM MEMBERS                             5
   see Employment Categories [201]
CHECK DISTRIBUTION                              21
   see Paydays [403]
CHILD CARE                                      27
   see Family Leave [602]
COLLECTIVE BARGAINING AGENT                     2
   see Team Member Relations [102]
COMPENSATION                                    9
   see Salary Administration [212]
COMPLAINT PROCEDURES                            38
   see Problem Resolution [718]
COMPUTER AND EMAIL USAGE [516]                  25
COMPUTERS                                       25
   see Computer and Email Usage [516]
CONFIDENTIALITY                                 4
   see Non-Disclosure [112]
COPYRIGHT LAW                                   25
   see Computer and Email Usage [516]
CORRECTIVE ACTIONS                              37
   see Progressive Discipline [716]

                                                rev 1.0.0 10.18.2007



Team Member Handbook   |                                  40
COURT APPEARANCE                                     13
    see Jury Duty [311]
COURTESY                                             39
    see Workplace Etiquette [722]
CO-WORKER COURTESY                                   39
    see Workplace Etiquette [722]
CUSTOMER RELATIONS [060]
CUSTOMER SERVICE
    see Customer Relations [060]
DEATH IN THE FAMILY                                  12
    see Bereavement Leave [309]
DINNER BREAKS                                        23
    see Rest and Meal Periods [506]
DISCIPLINARY PROCEDURES                              37
    see Progressive Discipline [716]
DISCIPLINE                                           29
    see Team Member Conduct and Work Rules [701]
    see Progressive Discipline [716]                 37
DISCRIMINATION                                       31-32
    see Sexual and Other Unlawful Harassment [703]
DISPUTE RESOLUTION                                   38
    see Problem Resolution [718]
DRESS CODE                                           34-35
    see Personal Appearance [705]
DRUG AND ALCOHOL USE [702]                           30
ELDERCARE                                            27
    see Family Leave [602]
E-MAIL                                               25
    see Computer and Email Usage [516]
TEAM MEMBER ACKNOWLEDGEMENT FORM [051]
TEAM MEMBER BENEFITS [301]                           10
TEAM MEMBER CONDUCT AND WORK RULES [701]             29
TEAM MEMBER INFORMATION                              7
    see Personnel Data Changes [204]
TEAM MEMBER RELATIONS [102]                          2
TEAM MEMBER REPRESENTATIVES                          2
    see Team Member Relations [102]
TEAM MEMBER WARNINGS                                 37
    see Progressive Discipline [716]
TEAM MEMBER WELCOME MESSAGE [020]
EMPLOYMENT CATEGORIES [201]                          5
EMPLOYMENT REFERENCE CHECKS [203]                    6
EMPLOYMENT-AT-WILL
    see Introductory Statement [040]
    see Team Member Acknowledgement Form [051]
    see Nature of Employment [101]                   1
   see Employment Categories [201]                   5


Team Member Handbook   |                                     41
 see Team Member Conduct and Work Rules [701]        29
    see Progressive Discipline [716]                 37
ETIQUETTE                                            39
    see Workplace Etiquette [722]
EVALUATION                                           8
    see Performance Evaluation [209]
EXEMPT TEAM MEMBERS                                  5
    see Employment Categories [201]
FAMILY LEAVE [602]                                   27
FMLA                                                 26
    see Medical Leave [601]
    see Family Leave [602]                           26
FULL-TIME TEAM MEMBERS                               5
    see Employment Categories [201]
FUNERAL LEAVE                                        12
    see Bereavement Leave [309]
GRIEVANCE PROCEDURES                                 37
    see Problem Resolution [718]
HARASSMENT                                           31-32
    see Sexual and Other Unlawful Harassment [703]
HEALTH INSURANCE [316]                               16
HOLIDAYS [305]                                       11
IDEA PROGRAM                                         19
    see Suggestion Program [335]
ILLNESS                                              26
    see Medical Leave [601]
INSURANCE, HEALTH                                    16
    see Health Insurance [316]
INSURANCE, LIFE                                      17
    see Life Insurance [317]
INTRODUCTORY STATEMENT [040]
JOB REFERENCES                                       6
    see Employment Reference Checks [203]
JURY DUTY [311]                                      13
LATENESS                                             33
    see Attendance and Punctuality [704]
LIFE INSURANCE [317]                                 17
LONG-TERM ILLNESS                                    26
    see Medical Leave [601]
LUNCH BREAKS                                         23
    see Rest and Meal Periods [506]
MEAL PERIODS                                         23
    see Rest and Meal Periods [506]
MEDICAL INSURANCE                                    16
    see Health Insurance [316]




Team Member Handbook    |                                    42
MEDICAL LEAVE [601]                               26
MILITARY LEAVE [605]                              28
MISCONDUCT                                        29
   see Team Member Conduct and Work Rules [701]
MONITORING, COMPUTER                              25
   see Computer and Email Usage [516]
MOONLIGHTING                                      3
   see Outside Employment [110]
NATURE OF EMPLOYMENT [101]                        1
NO SMOKING AREAS                                  22
   see Smoking [505]
NON-DISCLOSURE [112]                              4
NONEXEMPT TEAM MEMBERS                            5
   see Employment Categories [201]
OFFICE ETIQUETTE                                  39
   see Workplace Etiquette [722]
OPEN DOOR POLICY                                  38
   see Problem Resolution [718]
OUTSIDE EMPLOYMENT [110]                          3
OVERTIME [507]                                    24
PAID TIME OFF                                     11
   see Holidays [305]
PAID TIME OFF (PTO) [315]                         15
PARENTAL LEAVE                                    27
   see Family Leave [602]
PART-TIME TEAM MEMBERS                            5
   see Employment Categories [201]
PATERNITY LEAVE                                   21
   see Family Leave [602]
PAY CHECKS                                        21
   see Paydays [403]
PAY PERIODS                                       21
   see Paydays [403]
PAY PRACTICES                                     9
   see Salary Administration [212]
PAYDAYS [403]                                     21
PAYROLL                                           20
   see Timekeeping [401]
PER DIEM TEAM MEMBERS                             5
   see Employment Categories [201]
PERFORMANCE EVALUATION [209]                      8
PERFORMANCE REVIEW                                8
   see Performance Evaluation [209]
PERSONAL APPEARANCE [705]                         34-35
PERSONAL CONDUCT                                  29
   see Team Member Conduct and Work Rules [701]




Team Member Handbook   |                                  43
PERSONNEL DATA CHANGES [204]                      7
PREGNANCY                                         26
   see Medical Leave [601]
PROBLEM RESOLUTION [718]                          38
PROGRESSIVE DISCIPLINE [716]                      37
PTO                                               15
   see Paid Time Off (PTO) [315]
PUBLIC CONTACT
   see Customer Relations [060]
REFERENCE CHECKS                                  6
   see Employment Reference Checks [203]
REGULAR TEAM MEMBERS                              5
   see Employment Categories [201]
RESERVE DUTY                                      28
   see Military Leave [605]
RESIGNATION [708]                                 36
REST AND MEAL PERIODS [506]                       23
RETIREMENT PLAN                                   18
   see 401(k) Savings Plan [320]
REVIEW, TEAM MEMBER PERFORMANCE                   8
   see Performance Evaluation [209]
RULES OF CONDUCT                                  29
   see Team Member Conduct and Work Rules [701]
SALARIES                                          9
   see Salary Administration [212]
SALARY ADMINISTRATION [212]                       9
SAVINGS PLAN                                      18
   see 401(k) Savings Plan [320]
SERVICE
   see Customer Relations [060]
SEXUAL AND OTHER UNLAWFUL HARASSMENT [703]        31-32
SMOKING [505]                                     22
SOFTWARE                                          25
   see Computer and Email Usage [516]
SUGGESTION PROGRAM [335]                          19
SUGGESTIONS                                       19
   see Suggestion Program [335]
SUSPENSIONS                                       37
   see Progressive Discipline [716]
TARDINESS                                         33
   see Attendance and Punctuality [704]
TEMPORARY TEAM MEMBERS                            5
   see Employment Categories [201]
TERMINATION OF EMPLOYMENT                         36
   see Resignation [708]
TIME CARDS                                        20
   see Timekeeping [401]
TIMEKEEPING [401]                                 20

Team Member Handbook   |                                  44
TITLE PAGE [010]
USERRA                                28
   see Military Leave [605]
VOLUNTARY RESIGNATION                 36
   see Resignation [708]
WAGES                                 9
   see Salary Administration [212]
WARNINGS                              37
   see Progressive Discipline [716]
WORKPLACE ETIQUETTE [722]             39




Team Member Handbook     |                 45

				
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