Employee Handbook 2019

Revised 02.07.2019

Employee Handbook

2019

Equal Opportunity Employer

Madden's on Gull Lake

Employee Handbook

Table of Contents

Policy

Page

Table of Contents

Employee Welcome Message

2, 3

Introductory Statement & Customer Relations

Vision, Mission, Core Values

Nature of Employment

Employee Relations

Equal Employment Opportunity

7, 8

Business Ethics and Conduct

Personal Relationships in the Workplace

Immigration Law Compliance

Conflicts of Interest

Outside Employment

Confidentiality & Non-Disclosure

Job Posting

Employment Categories

Access to Personnel Files

Employment Reference Checks

Personnel Data Changes

Employment Applications

Performance Evaluation

Job Descriptions

Employee Benefits

Holidays

Workers' Compensation Insurance

Personal Time Off

Health Insurance

Life Insurance

Long Term Disability

401(k) Savings account

TIMEKEEPING/PAYROLL

Timekeeping

Paydays

Employment Termination

Administrative Pay Corrections

Pay Deductions and Setoffs

Safety

Work Schedules

Use of Phone and Mail Systems

Smoking

Meal Periods

Overtime

Use of Equipment and Vehicles

Business Travel Expenses

Visitors in the Workplace

Computer & Email Usage

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Emerging Technology

Internet Usage

Workplace Monitoring

Social Media

30, 31, 32

Workplace Violence Prevention

Weapon-free Workplace

Ergonomics

Telephone Policy

Cell Phone Usage

Family & Medical Leave Act

35-43

Lactation Accommodation

Employee Conduct and Work Rules

Drug and Alcohol

Prohibited Harassment Policy

45-47

Attendance and Punctuality

Personal Appearance

48-51

Return of Property

Cash Handling

Resignation

Security Inspections

Progressive Discipline

Workplace Etiquette

Suggestion Program

Employee Parties

Recognition Programs

Employee Acknowledgement Form

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Employee Handbook

Welcome new employee!

On behalf of your colleagues, we welcome you to Madden's and wish you every success here.

We believe that each employee contributes directly to Madden's growth and success, and we hope you

will take pride in being a member of our team.

This handbook was developed to describe some of the expectations of our employees and to outline the

policies, programs, and benefits available to eligible employees. Employees should familiarize themselves

with the contents of the employee Handbook as soon as possible, for it will answer many questions about

employment with Madden's.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!

Sincerely,

C. Ben Thuringer & Abbey Pieper

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Employee Handbook

INTRODUCTORY STATEMENT

This Employee Handbook is designed to acquaint you with Madden's and provide you with information

about working conditions, employee benefits, and some of the policies affecting your employment. You

should read, understand, and comply with all provisions of the Employee Handbook. It describes many of

your responsibilities as an employee and outlines the programs developed by Madden's to benefit

employees. One of our objectives is to provide a work environment that is conducive to both personal and

professional growth.

No Employee Handbook can anticipate every circumstance or question about policy. As Madden's

continues to grow, the need may arise and Madden's reserves the right to revise, supplement, or rescind

any guideline or portion of the Employee Handbook from time to time as it deems appropriate, in its sole

and absolute discretion. The only exception to any changes is our employment-at-will policy permitting

you or Madden's to end our relationship for any reason at any time. Employees will, of course, be notified

of such changes to the Employee Handbook as they occur.

CUSTOMER RELATIONS

Customers are among our Company's most valuable assets. Every employee represents Madden's 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 employee 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.

Madden's will provide Orientation sessions to all employees. In these sessions, customer relations and

service training will be communicated to all employees. Customers who wish to lodge specific comments

or complaints should be directed to the Madden Inn Resident Manager, Madden Lodge Resident Manager

or Chief Operating Officer or Chief Sales & Marketing Officer 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 Madden's. Positive customer relations

not only enhance the public's perception or image of Madden's, but also pay off in greater customer

loyalty and increased sales and profit.

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Our Mission

Together we create a sustainable resort that inspires hospitality and WOWIFIES our guests and each

other.

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Nature of Employment

Employment with Madden's is voluntarily entered into, and the employee is free to resign at will at any

time, with or without cause. Similarly, Madden's may terminate the employment relationship at-will at

any time, with or without notice or cause, so long as there is no violation of applicable federal or state

law.

Guidelines set forth in this Employee Handbook are not intended to create a contract, nor are they to be

construed to constitute contractual obligations of any kind or a contract of employment between Madden's

and any of its employees. The provisions of the Employee Handbook have been developed at the

discretion of management and, except for its guideline of employment-at-will, may be amended or

cancelled at any time, at Madden's sole discretion.

These provisions supersede all existing guidelines and practices and may not be amended or added to

without the express written approval Madden’s Board members.

Employee Relations

Madden's believes that the work conditions, wages, and benefits it offers to its employees are competitive

with those offered by other employers in this area and in this industry. If employees have concerns about

work conditions or compensation, they are strongly encouraged to voice these concerns openly and

directly to their supervisors.

Our experience has shown that when employees deal openly and directly with supervisors, the work

environment can be excellent, communications can be clear, and attitudes can be positive. We believe that

Madden's amply demonstrates its commitment to employees by responding effectively to employee

concerns.

In an effort to protect and maintain direct employer/employee communications, we will resist

organization, within applicable legal limits, and protect the right of employees to speak for themselves.

If and when employees examine the option of representation by individuals outside Madden's, however,

we strongly encourage careful consideration of such related issues as regular deductions from paychecks

for representation fees, the potential for outside interference with supervisory relationships, and the

commitment to comply with directions from third parties.

Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals, employment

decisions at Madden's will be based on merit, qualifications, and abilities. Madden's does not discriminate

in employment opportunities or practices on the basis of race, color, creed, religion, national origin, sex,

sexual orientation, gender identity, marital status, military service, protected veteran status, status with regard

to public assistance, membership or activity in a local commission, disability, genetic information, familial

status, age, or any other characteristic protected by state, federal or local law.

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This policy extends to all applicants and employees and to all aspects of the employment relationship

including, but not limited to, recruiting, hiring, compensation, promotion, transfer, training, leaves of

absence, compensation and termination.

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

Director. 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.

ADA Policy Statement and Reasonable Accommodation Policy

Madden’s is committed to complying in all applicable respects with the American with Disabilities Act

(ADA) and the Minnesota Human Right’s Act.. It is Madden’s policy not to discriminate against disabled

and pregnant (including employees disabled by pregnancy or childbirth) employees. Madden’s does not

discriminate against qualified applicants for employment or employees with disabilities, including

pregnancy and pregnancy-related conditions, with regard to application procedures, hiring, advancement,

discharge, compensation, training or other terms, conditions and privileges of employment. It is also

Madden’s intention to reasonably accommodate qualified employees and/or applicants with a known

disability if they can perform the essential functions of the position with or without reasonable

accommodation unless the accommodation would pose an undue hardship.

Definition of Key Terms

• Qualified individual. An individual with a disability, including pregnancy and pregnancy-

related conditions, is qualified if the employee satisfies the requisite skill, experience, education

and other job-related requirements of the position and can perform the essential functions of the

position with or without reasonable accommodation.

• Reasonable accommodation. Any change in the work environment or in the way things are

customarily done that would allow a qualified individual with a disability, including pregnancy

and pregnancy-related conditions, to enjoy equal employment opportunities. It is the

responsibility of individual employees to identify themselves as an individual with a disability

when seeking an accommodation or modification to the working environment.

• Essential functions. Those job duties that are so fundamental to the position that the individual

holds or desires that he or she cannot do the job without performing them. A function can be

essential if, among other things, the position exists specifically to perform that function; there are

limited number of other employees who could perform the function; or the function is specialized

and the individual is hired based on his or her ability to perform it. Determination of the essential

functions of a position must be done on a case-by-case basis so that it reflects the job as it is

actually performed and not simply the components of a job description.

• Undue hardship. If a specific type of reasonable accommodation causes significant difficulty or

expense, then the employer does not have to provide that particular accommodation.

Determination of undue hardship is always made on a case-by-case basis, considering factors that

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include the nature and cost of the reasonable accommodation needed and the impact of the

reasonable accommodation on the operations of the employer.

• Direct threat. A direct threat is a significant risk of substantial harm to the health or safety of the

individual or others that cannot be eliminated or reduced by reasonable accommodation.

• Fitness for duty. A fitness for duty examination may be requested of an employee if it is job

related and consistent with business necessity.

• Requests for Accommodation and the Interactive Process. If you need reasonable

accommodation to perform the essential functions of your job, you should contact your supervisor

or HR department.

Business Ethics and Conduct

The successful business operation and reputation of Madden's is built upon the principles of fair dealing

and ethical conduct of our employees. Our reputation for integrity and excellence requires careful

observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for

the highest standards of conduct and personal integrity.

The continued success of Madden's is dependent upon our customers' trust and we are dedicated to

preserving that trust. Employees owe a duty to Madden's, its customers, and shareholders to act in a way

that will merit the continued trust and confidence of the public.

Madden's will comply with all applicable laws and regulations and expects its directors, officers, and

employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to

refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines

of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action,

the matter should be discussed openly with your immediate supervisor and, if necessary, with the Human

Resources Director for advice and consultation.

Compliance with this guideline of business ethics and conduct is the responsibility of every Madden's

employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead

to disciplinary action, up to and including possible termination of employment.

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Personal Relationships in the Workplace

Employees and applicants for employment will not be denied employment or advancement opportunities

because of their status as a relative of another employee. Examples of individuals who are considered

relatives for purposes of this policy include, but are not limited to: spouse; child; sibling; parent; “in-

laws” (brother, sister, mother, father); grandparent/grandchild; aunt/uncle and niece and/or nephew;

cousins; stepparent/ stepchild; stepbrothers/stepsisters; and guardian and ward.

However, it is company policy to use discretion when hiring relatives and to avoid conflicts of interest

between work-related and family-related obligations; to avoid favoritism or the appearance of favoritism,

and to prevent family conflicts from affecting the workplace. Therefore, if a relative is employed, the

related persons will not work in a direct or indirect supervisory relationship and the positions must not

pose actual or potential conflicts of interests for supervision, as determined by the company.

The company may refuse to hire relatives of a present employee if, in the discretion of the company,

doing so could result in actual or potential problems in supervision or if doing so may create potential or

actual conflicts of interest.

Present employees who marry will be permitted to continue working in the job position held only if they

do not work in a direct supervisory relationship with one another or in job positions involving an actual or

potential conflict of interest as determined by the company on a case-by-case basis.

The company reserves the right to administer, interpret and enforce this policy and its decisions in this

regard are final.

Immigration Law Compliance

Madden's is committed to employing only United States citizens and aliens who are authorized to work in

the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition

of employment, must complete the Employment Eligibility Verification Form I-9 and present

documentation establishing identity and employment eligibility. Former employees who are rehired must

also complete the form if they have not completed an I-9 with Madden's within the past three years, or if

their previous I-9 is no longer retained or valid.

Employees with questions or seeking more information on immigration law issues are encouraged to

contact the Human Resources Director. Employees may raise questions or complaints about immigration

law compliance without fear of reprisal.

Conflicts of Interest

Employees have an obligation to conduct business within guidelines that prohibit actual or potential

conflicts of interest. This policy establishes only the framework within which Madden's wishes the

business to operate. The purpose of these guidelines is to provide general direction so that employees can

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seek further clarification on issues related to the subject of acceptable standards of operation. Contact the

Human Resources Director for more information or questions about conflicts of interest.

Transactions with outside firms must be conducted within a framework established and controlled by the

executive level of Madden's. Business dealings with outside firms should not result in unusual gains for

those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks,

and other windfalls designed to ultimately benefit either the employer, the employee, or both.

Promotional plans that could be interpreted to involve unusual gain require specific executive-level

approval.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision

that may result in a personal gain for that employee or for a relative as a result of Madden's business

dealings. For the purposes of this guideline, a relative is any person who is related by blood or marriage,

or whose relationship with the employee is similar to that of persons who are related by blood or

marriage.

No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However,

if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative

that they disclose to an officer of Madden's as soon as possible the existence of any actual or potential

conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a

firm with which Madden's does business, but also when an employee or relative receives any kickback,

bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving

Madden's.

All gifts, prizes, awards or other consideration are to be reported to Human Resources.

Outside Employment

An employee may hold a job with another organization as long as he or she satisfactorily performs his or

her job responsibilities with Madden's. All employees will be judged by the same performance standards

and will be subject to Madden's scheduling demands, regardless of any existing outside work

requirements.

If Madden's determines that an employee's outside work interferes with performance or the ability to meet

the requirements of Madden's as they are modified from time to time, the employee may be asked to

terminate the outside employment if he or she wishes to remain with Madden's.

Outside employment will present a conflict of interest if it has an adverse impact on Madden's.

As an employee, you are expected to act at all times in the company's best interests and to exercise sound

judgment unclouded by personal interests or divided loyalties.

Both in performing your duties at Madden's on Gull Lake and in your outside activities, you should avoid

the appearance as well as the reality of a conflict of interest.

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A conflict of interest exists if your circumstances would lead a reasonable person to question whether

your motivations are aligned with the company's best interests. If, for example, you are involved in an

outside activity or have a financial or other personal interest that might interfere with your objectivity in

performing company duties and responsibilities, you may have a conflict of interest.

Confidentiality and Non-Disclosure

During the course of your employment, you may become aware of trade secrets and similarly

protected proprietary and confidential information about Madden’s business (e.g., plans,

strategies, financial records) or protected personal information about its members (e.g., medical

records, etc.). You must not disclose any such information to anyone outside of the Company.

Your information should be kept confidential. Please don't share this information with any other

employee.

* Compensation data

* Computer processes

* Computer programs and codes

* Customer lists

* Customer preferences

* Financial information

* Labor relations strategies

* Marketing strategies

* New materials research

* Pending projects and proposals

* Proprietary production processes

* Research and development strategies

* Technological data

Employees who improperly use or disclose trade secrets or confidential business information will be

subject to disciplinary action, up to and including termination of employment and legal action, even if

they do not actually benefit from the disclosed information.

Job Posting and Employee Referrals

Madden's provides employees an opportunity to indicate their interest in open positions and advance

within the Company according to their skills and experience. In general, notices of all regular, full-time

job openings are posted, although Madden's reserves its discretionary right to not post a particular

opening.

Job openings will be posted in the employee newsletter and normally remain open for 3-5 days. Each job

posting notice will include the dates of the posting period, job title, department, location, grade level, job

summary, essential duties, and qualifications (required skills and abilities).

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To be eligible to apply for a posted job, employees must have performed competently for at least 90

calendar days in their current position. Employees who have a written warning on file, or are on probation

or suspension are not eligible to apply for posted jobs. Eligible employees can only apply for those posted

jobs for which they possess the required skills, competencies, and qualifications.

To apply for an open position, employees should submit a job posting application to the Human

Resources Director listing job-related skills and accomplishments. It should also describe how their

current experience with Madden's and prior work experience and/or education qualifies them for the

position.

Madden's recognizes the benefit of developmental experiences and encourages employees to talk with

their supervisors about their career plans. Supervisors are encouraged to support employees' efforts to

gain experience and advance within the Company.

An applicant's supervisor may be contacted to verify performance, skills, and attendance. Any staffing

limitations or other circumstances that might affect a prospective transfer may also be discussed.

Job posting is a way to inform employees of openings and to identify qualified and interested applicants

who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to

fill open positions in the best interest of the Company.

Madden's also encourages employees to identify friends or acquaintances who are interested in

employment opportunities and refer qualified outside applicants for posted jobs. Employees should obtain

permission from the individual before making a referral, share their knowledge of the Company, and not

make commitments or oral promises of employment.

An employee should submit the referral's resume and/or completed application form to the Human

Resources Director for a posted job. If the referral is interviewed, the referring employee will be notified

of the initial interview and the final selection decision.

Employment Categories

It is the intent of Madden's to clarify the definitions of employment classifications so that employees

understand their employment status and benefit eligibility. These classifications do not guarantee

employment for any specified period of time. Accordingly, the right to terminate the employment

relationship at-will at any time is retained by both the employee and Madden's.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour

laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and

state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour

laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written

notification by Madden's management.

In addition to the above categories, each employee will belong to one other employment category:

REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who

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are regularly scheduled to work Madden's full-time schedule of more than 35 hours per week, 52 weeks

per year. Generally, they are eligible for Madden's benefit package, subject to the terms, conditions, and

limitations of each benefit program.

PART-TIME employees are those who are not assigned to a temporary or introductory status and who are

regularly scheduled to work less than 35 hours per week and less than 52 weeks per year. While they do

receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they

are ineligible for all of Madden's other benefit programs, unless otherwise notified.

TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the

work force, or to assist in the completion of a specific project. Employment assignments in this category

are of a limited duration. Employment beyond any initially stated period does not in any way imply a

change in employment status. Temporary employees retain that status unless and until notified of a

change. While temporary employees receive all legally mandated benefits (such as workers' compensation

insurance and Social Security), they are ineligible for all of Madden's other benefit programs.

CASUAL employees are those who have established an employment relationship with Madden's but who

are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally

mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for

all of Madden's other benefit programs.

Access to Personnel Files

Madden's maintains a personnel file on each employee. The personnel file includes such information as

the employee's job application, resume, records of training, documentation of performance appraisals and

salary increases, and other employment records.

Personnel files are the property of Madden's, and access to the information they contain is restricted.

Generally, only supervisors and management personnel of Madden's who have a legitimate reason to

review information in a file are allowed to do so.

Employees who wish to review their own file should contact the Human Resources Director. With

reasonable advance notice, employees may review their own personnel files in Madden's offices and in

the presence of an individual appointed by Madden's to maintain the files.

Employment Reference Checks

To ensure that individuals who join Madden's are well qualified and have a strong potential to be

productive and successful, it is the policy of Madden's to check the employment references of all

applicants.

The Human Resources Director will respond in writing only to those reference check inquiries that are

submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and

position(s) held. No employment data will be released without a written authorization and release signed

by the individual who is the subject of the inquiry.

Personnel Data Changes

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It is the responsibility of each employee to promptly notify Madden's of any changes in personnel data.

Personal mailing addresses, telephone numbers, email addresses, number and names of dependents,

individuals to be contacted in the event of emergency, educational accomplishments, and other such status

reports should be accurate and current at all times. If any personnel data has changed, notify the Human

Resources Director.

Employment Applications

Madden's relies upon the accuracy of information contained in the employment application, as well as the

accuracy of other data presented throughout the hiring process and employment. Any misrepresentations,

falsifications, or material omissions in any of this information or data may result in the exclusion of the

individual from further consideration for employment or, if the person has been hired, termination of

employment.

Performance Evaluations

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal,

day-to-day basis. Additional formal performance evaluations are conducted to provide both supervisors

and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and

recognize strengths, and discuss positive, purposeful approaches for meeting goals.

The performance of all year round employees is generally evaluated, beginning at the calendar-year end.

Job Descriptions

Madden's makes every effort to create and maintain accurate job descriptions for all positions within the

Company. Each description includes a job information section, a job summary section (giving a general

overview of the job's purpose), an essential duties and responsibilities section, a supervisory

responsibilities section, a qualifications section (including education and/or experience, language skills,

mathematical skills, reasoning ability, and any certification required), a physical demands section, and a

work environment section.

Madden's maintains job descriptions to aid in orienting new employees to their jobs, identifying the

requirements of each position, establishing hiring criteria, setting standards for employee performance

evaluations, and establishing a basis for making reasonable accommodations for individuals with

disabilities.

The Human Resources Director and the Department manager prepare job descriptions when new

positions are created. Existing job descriptions are also reviewed and revised in order to ensure that they

are up to date. Job descriptions may also be rewritten periodically to reflect any changes in the position's

duties and responsibilities. All employees will be expected to help ensure that their job descriptions are

accurate and current, reflecting the work being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that might

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be assigned, and that additional responsibilities may be assigned as necessary. Contact the Human

Resources Director if you have any questions or concerns about your job description.

Employee Benefits

Eligible employees at Madden's are provided a wide range of benefits. A number of the programs (such as

Social Security, workers' compensation, state disability, and unemployment insurance) cover all

employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Your

supervisor can identify the programs for which you are eligible. Details of many of these programs can be

found elsewhere in the employee handbook.

The following benefit programs are available to eligible employees:

* 401(k) Savings Plan

* Benefit Conversion at Termination: COBRA

* Employee Dining

* Dental Insurance

* Employee Discounts

* Health Insurance

* Holidays

* Life Insurance

* Long-Term Disability

* Family Medical Leave

* Paid Time Off (PTO)

* Profit Sharing

* Recreational Activities

Some benefit programs require contributions from the employee.

Holidays

Madden's will grant holiday time off to all employees on the holidays listed below:

* New Year's Day (January 1)

* Thanksgiving (fourth Thursday in November)

* Day after Thanksgiving

* Christmas Eve (December 24)

* Christmas (December 25)

* New Year's Eve (December 31)

Madden's will grant paid holiday time off to all eligible employees who have completed 365 calendar

days of service in an eligible employment classification. Holiday pay will be calculated based on the

employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee

would otherwise have worked on that day. Eligible employee classification(s):

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* Regular full-time employees

A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized

holiday that falls on a Sunday will be observed on the following Monday.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

Workers' Compensation Insurance

Madden's provides a comprehensive workers' compensation insurance program at no cost to employees.

This program covers any injury or illness sustained in the course of employment that requires medical,

surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance

provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No

matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This

will enable an eligible employee to qualify for coverage as quickly as possible.

Neither Madden's nor the insurance carrier will be liable for the payment of workers' compensation

benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational,

social, or athletic activity sponsored by Madden's.

Paid Time Off (PTO)

Paid Time Off (PTO) is an all-purpose time-off policy for eligible employees to use for vacation, illness

or injury, and personal business. It combines traditional vacation and sick leave plans into one flexible,

paid time-off policy. Employees in the following employment classification(s) are eligible to earn and use

PTO as described in this policy:

* Regular full-time employees

Once employees enter an eligible employment classification, they begin to earn PTO according to the

schedule below or otherwise negotiated work agreement. The amount of PTO employees receive each

year increases with the length of their employment as shown in the following schedule:

* Upon initial eligibility the employee is entitled to 5 PTO days each year.

* After 1 year of eligible service the employee is entitled to 10 PTO days each year.

* After 5 years of eligible service the employee is entitled to 15 PTO days each year.

* After 10 years of eligible service the employee is entitled to 20 PTO days each year.

The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period

that begins when the employee starts to earn PTO. An employee's benefit year may be extended for any

significant leave of absence except military leave of absence. Military, Maternity & Paternity leave has no

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effect on this calculation. (See individual leave of absence policies for more information.)

PTO can be used from November - March. From April - October, no more than a "long weekend" may be

taken, without prior approval. PTO can be used in minimum increments of one-half day. Employees who

have an unexpected need to be absent from work should notify their direct supervisor before the

scheduled start of their workday, if possible. The direct supervisor must also be contacted on each

additional day of unexpected absence.

To schedule planned PTO, employees should request advance approval from their supervisors. Requests

will be reviewed based on a number of factors, including business needs and staffing requirements.

PTO is paid at the employee's base pay rate at the time of absence. It does not include overtime or any

special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

In the event that available PTO is not used by the end of the benefit year, employees will forfeit the

unused PTO.

Upon termination of employment, employees will be paid for unused PTO that has been earned through

the last day of work. However, if Madden's, in its sole discretion, terminates employment for cause,

forfeiture of unused PTO may result.

Health Insurance

Madden's' health insurance plan provides employees and their dependents access to medical and dental

insurance benefits. Employees in the following employment classifications are eligible to participate in

the health insurance plan:

* Benefit eligible full-time employees working an average of 30 hours per week.

Eligible employees may participate in the health insurance plan subject to all terms and conditions of the

agreement between Madden's and the insurance carrier.

A change in employment classification that would result in loss of eligibility to participate in the health

insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus

Budget Reconciliation Act (COBRA). Refer to the Benefits Continuation (COBRA) policy for more

information.

Details of the health insurance plan are described in the Summary Plan Description (SPD). An SPD and

information on cost of coverage will be provided in advance of enrollment to eligible employees. Contact

the Human Resources Director for more information about health insurance benefits.

Life Insurance

Life insurance offers you and your family important financial protection. Madden's provides a basic life

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insurance plan for eligible employees.

Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious injury

or death resulting from an accident. AD&D insurance coverage is provided as part of the basic life

insurance plan.

Employees in the following employment classifications are eligible to participate in the life insurance

plan:

* Benefit eligible full-time employees working an average of 30 hours per week.

Eligible employees may participate in the life insurance plan subject to all terms and conditions of the

agreement between Madden's and the insurance carrier.

Details of the basic life insurance plan including benefit amounts are described in the Summary Plan

Description provided to eligible employees. Contact the Human Resources Director for more information

about life insurance benefits.

Long-Term Disabilities

Madden's provides a long-term disability (LTD) benefits plan to help eligible employees cope with an

illness or injury that results in a long-term absence from employment. LTD is designed to ensure a

continuing income for employees who are disabled and unable to work.

Employees in the following employment classifications are eligible to participate in the LTD plan:

* Benefit eligible full-time employees working an average of 30 hours per week.

Eligible employees may participate in the LTD plan subject to all terms and conditions of the agreement

between Madden's and the insurance carrier. Eligible employees may begin LTD coverage only after

completing 90 calendar days of service.

LTD benefits are offset with amounts received under Social Security or workers' compensation for the

same time period.

Details of the LTD benefits plan including benefit amounts, and limitations and restrictions are described

in the Summary Plan Description provided to eligible employees. Contact the Human Resources Manager

for more information about LTD benefits.

401(k) Savings Plan

Madden's has established a 401(k) savings plan to provide employees the potential for future financial

security for retirement.

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To be eligible to join the 401(k) savings plan, you must complete 12 months of service and be 21 years of

age or older. You may join the plan only during open enrollment periods. Eligible employees may

participate in the 401(k) plan subject to all terms and conditions of the plan.

The 401(k) savings plan allows you to elect how much salary you want to contribute and direct the

investment of your plan account, so you can tailor your own retirement package to meet your individual

needs.

Because your contribution to a 401(k) plan is automatically deducted from your pay before federal and

state tax withholdings are calculated, you save tax dollars now by having your current taxable amount

reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable

tax rules typically apply to 401(k) distributions.

Complete details of the 401(k) savings plan are described in the Summary Plan Description provided to

eligible employees. Contact the Human Resources for more information about the 401(k) plan.

Timekeeping

Accurately recording time worked is the responsibility of every exempt and nonexempt employee.

Federal and state laws require Madden's to keep an accurate record of time worked in order to calculate

employee pay and benefits. Time worked is all the time actually spent on the job performing assigned

duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as the

beginning and ending time of each meal period. They should also record the beginning and ending time of

any split shift or departure from work for personal reasons. Overtime work must always be approved

before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee's time record

may result in disciplinary action, up to and including termination of employment.

Nonexempt employees should report to work no more than 7 minutes prior to their scheduled starting

time nor stay more than 7 minutes after their scheduled stop time without expressed, prior authorization

from their supervisor.

The supervisor will review and then initial the time record before submitting it for payroll processing.

Paydays

Hourly employees are paid semimonthly on the 5th and 20th days of the month. Salaried employees are

paid monthly on the last day of the month. Each paycheck will include earnings for all work performed

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through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a Saturday, paychecks will be distributed on

Friday; if payday falls on a Sunday, paychecks will be distributed on Monday.

If a regular payday falls during an employee's vacation, the employee's paycheck will be available upon

his or her return from vacation.

On occasion, employees should be aware that payday may fall a couple of days after the 5

or 20

of the

month, should our payroll system warrant it necessary. Employees will be notified in advance should this

occur.

Employees are strongly encouraged to have pay directly deposited into their bank accounts, which

requires advance written authorization to Madden's. Employees will receive an itemized statement of

wages when Madden's makes direct deposits.

Madden’s also offers the cash card as a benefit, should an employee prefer to utilize this method rather

than direct deposit.

Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization, and many

of the reasons for termination are routine. Below are examples of some of the most common

circumstances under which employment is terminated:

* Resignation - voluntary employment termination initiated by an employee.

* Discharge - involuntary employment termination initiated by the organization.

* Layoff - involuntary employment termination initiated by the organization for non-disciplinary

reasons.

Since employment with Madden's is based on mutual consent, both the employee and Madden's have the

right to terminate employment at-will, with or without cause, at any time. Employees will receive their

final pay in accordance with applicable state law.

Administrative Pay Corrections

Madden's takes all reasonable steps to ensure that employees receive the correct amount of pay in each

paycheck and that employees are paid promptly on the scheduled payday.

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In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the

discrepancy to the attention of the Human Resources Director so that corrections can be made as quickly

as possible.

Pay Deductions and Setoffs

The law requires that Madden's make certain deductions from every employee's compensation. Among

these are applicable federal, state, and local income taxes. Madden's also must deduct Social Security

taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base."

Madden's matches the amount of Social Security taxes paid by each employee.

Madden's offers programs and benefits beyond those required by law. Eligible employees may voluntarily

authorize deductions from their paychecks to cover the costs of participation in these programs.

Pay setoffs are pay deductions taken by Madden's, usually to help pay off a debt or obligation to

Madden's or others.

If you have questions concerning why deductions were made from your paycheck or how they were

calculated, your supervisor can assist in having your questions answered.

Safety

To assist in providing a safe and healthful work environment for employees, customers, and visitors,

Madden's has established a workplace safety program. This program is a top priority for Madden's. The

Human Resources Director has responsibility for implementing, administering, monitoring, and

evaluating the safety program. Its success depends on the alertness and personal commitment of all.

Madden's provides information to employees about workplace safety and health issues through regular

internal communication channels such as supervisor-employee meetings, bulletin board postings, memos,

or other written communications.

Employees and supervisors receive periodic workplace safety training. The training covers potential

safety and health hazards and safe work practices and procedures to eliminate or minimize hazards. A

safety advisory group has been established to assist in these activities and to facilitate effective

communication between employees and management about workplace safety and health issues.

Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or

suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or

with another supervisor or manager, or bring them to the attention of the Human Resources Director.

Reports and concerns about workplace safety issues may be made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees

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must immediately report any unsafe condition to the appropriate supervisor. Employees who violate

safety standards, who cause hazardous or dangerous situations, or who fail to report or, where

appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination

of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear,

employees should immediately notify the Human Resources Director or the appropriate supervisor. Such

reports are necessary to comply with laws and initiate insurance and workers' compensation benefits

procedures.

Work Schedules

Work schedules for employees vary throughout our Company. Supervisors will advise employees of their

individual work schedules. Staffing needs and operational demands may necessitate variations in starting

and ending times, as well as variations in the total hours that may be scheduled each day and week.

Use of Phone and Mail Systems

Personal use of telephones and cell phones for outgoing calls, including local calls, are not permitted.

Personal telephone calls, texting, etc. during the workday are to be limited. Employees are encouraged to

be accessible to their families when needed, as in the case of an emergency. The use of personal cell

phones is not permissible in the workplace at any time. If there is a call you need to take, please go to the

break room or in front of the building to take the call.

The use of Madden's-paid postage for personal correspondence is not permitted.

To ensure effective telephone communications, employees should always use the approved greeting and

speak in a courteous and professional manner. Please confirm information received from the caller, and

hang up only after the caller has done so.

Smoking

In keeping with Madden's intent to provide a safe and healthful work environment, smoking and use of

any tobacco product in the workplace is prohibited while on the premises. Employees must not smell of

smoke while on shift and must be presentable at all times. Employees should also refrain from using e-

cigarettes and/or gum while on premises.

1. This guideline applies at all times to:

• All indoor areas including:

• offices; lunch rooms; meeting rooms; stairwells; restrooms.

• All outdoor areas including:

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• the grounds; parking lot; loading docks; back shed; the woods; the pavilion.

2. The guideline applies to all Madden’s employees, while on our premises and/or in uniform.

3. No smoking in or on any company vehicle at any time.

4. Madden’s employees should also refrain from smoking when they are acting in an official

capacity off-site.

5. Live-on employees: Designated smoking areas are located outside your unit. All materials used

for smoking in this area, including cigarette butts and matches, will be extinguished and disposed

of in appropriate containers. Supervisors will ensure periodic cleanup of the designated smoking

area. If the designated smoking area is not properly maintained (for example, if cigarette butts

are found on the ground), it can be eliminated at the discretion of management. Live-on

employees are not permitted to be smoking with the guests, in uniform, while on their shift or

outside the designated area. Disregarding or failing to comply with this guideline could lead to

disciplinary action, up to and including possible termination of employment.

Meal Periods

It is the policy of Madden’s to comply with state and federal laws regarding meals and breaks.

Whenever possible, all full-time, nonexempt employees are permitted two rest breaks for each four-hour

work period and to the extent possible, rest periods will be provided in the middle of shifts. Breaks are not

permitted at either the beginning or end of the workday to offset arrival and departure times. Supervisors

will schedule meal periods to accommodate operating requirements. Since this time is counted and paid

as time worked, employees must not be absent from their workstations beyond the allotted rest period

time.

Whenever possible, all full-time employees are provided with one unpaid meal period during each

workday that exceeds 8 hours. Employees will be relieved of all active responsibilities and restrictions

during meal periods and will not be compensated for that time.

Employees who work for eight or more hours are allowed ½ hour for a meal break and employees are

expected to take the break.

If an employee does not take at least a 30-minute uninterrupted meal break, a “skipped meal” must be

recorded in by Management. Employees may not skip lunch so as to leave early or arrive late.

Merely being asked a question or responding to a phone call during a meal break does not make the meal

break compensable time. However, if an employee is interrupted so often that time is not their own, the

time can be recorded as a “missed” meal break.

Failure by an employee to report variances from the standard meal period may be interpreted as intent to

defraud, and subject to disciplinary action up to and including termination.

Overtime

When operating requirements or other needs cannot be met during regular working hours, employees may

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be scheduled to work overtime hours. When possible, advance notification of these mandatory

assignments will be provided. All overtime work must receive the supervisor's prior authorization.

Overtime assignments will be distributed as equitably as practical to all employees qualified to perform

the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage

and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation

leave, or any leave of absence will not be considered hours worked for purposes of performing overtime

calculations.

Employees who work overtime without receiving prior authorization from the supervisor may be subject

to disciplinary action, up to and including possible termination of employment.

Use of Equipment and Vehicles

Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to

replace. When using property, employees are expected to exercise care, perform required maintenance,

and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged,

defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could

prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer

any questions about an employee's responsibility for maintenance and care of equipment or vehicles used

on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as

well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and

including termination of employment.

All employees' driving records are checked to verify compliance with our insurance company's

guidelines. The general guidelines for an unacceptable driving record are:

• Major violations in the last 5 years

• More than one accident in the last 3 years

• Three or more violations in the last 3 years

• License suspension in the last 3 years

Those employees whose driving records do not meet the above criteria are prohibited from operations a

company-owned vehicle.

Business Travel Expenses

Madden's will reimburse employees for reasonable business travel expenses incurred while on

assignments away from the normal work location. All business travel must be approved in advance by the

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Chief Operations Officer or Chief Sales & Marketing Officer.

Employees whose travel plans have been approved should make all travel arrangements through

Madden's' designated travel contact.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to

accomplishing business travel objectives will be reimbursed by Madden's. Employees are expected to

limit expenses to reasonable amounts. When available, company vehicles are to be used, rather than

personal vehicles.

Expenses that generally will be reimbursed include the following:

* Airfare or train fare for travel in coach or economy class or the lowest available fare.

* Car rental fees, only for compact or mid-sized cars.

* Fares for shuttle or airport bus service, where available; costs of public transportation for other

ground travel.

* Taxi fares, only when there is no less expensive alternative.

* Mileage costs for use of personal cars at a rate of $.40 per mile, only when less expensive

transportation is not available.

* Cost of standard accommodations in low to mid-priced hotels, motels, or similar lodgings.

* Cost of meals up to: $7.00 for breakfast, $12.00 for lunch and $25.00 for dinner.

* Tips not exceeding 15% of the total cost of a meal or 10% of a taxi fare.

* Charges for telephone calls, fax, and similar services required for business purposes.

Employees who are involved in an accident while traveling on business must promptly report the incident

to their immediate supervisor. Vehicles owned, leased, or rented by Madden's may not be used for

personal use without prior approval.

With prior approval, employees on business travel may be accompanied by a family member or friend,

when the presence of a companion will not interfere with successful completion of business objectives.

Generally, employees are also permitted to combine personal travel with business travel, as long as time

away from work is approved. Additional expenses arising from such non business travel are the

responsibility of the employee.

When travel is completed, employees should submit completed travel expense reports within 30 days.

Reports should be accompanied by receipts for all individual expenses.

Employees should contact their supervisor for guidance and assistance on procedures related to travel

arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not

incurred by the employee, can be grounds for disciplinary action, up to and including termination of

employment.

Visitors in the Workplace

To provide for the safety and security of employees and the facilities at Madden's, only authorized visitors

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are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects

against theft, ensures security of equipment, protects confidential information, safeguards employee

welfare, and avoids potential distractions and disturbances.

Because of safety and security reasons, family and friends of employees are discouraged from visiting. In

cases of emergency, employees will be called to meet any visitor outside their work area.

All visitors should enter Madden's at the General Office. Authorized visitors will receive directions or be

escorted to their destination. Employees are responsible for the conduct and safety of their visitors.

Employees who invite guests to stay overnight in their employee accommodations, must obtain a guest

pass from the Front Desk. Those who do not have a valid guest pass will be asked to leave the property.

If an unauthorized individual is observed on Madden's premises, employees should immediately notify

their supervisor or, if necessary, direct the individual to the General Office.

Computer and E-mail Usage

Computers, computer files, the e-mail system, and software furnished to employees are Madden's

property intended for business use. Employees should not use a password, access a file, or retrieve any

stored communication without authorization. To ensure compliance with this policy, computer and e-mail

usage may be monitored.

Madden's strives to maintain a workplace free of harassment and sensitive to the diversity of its

employees. Therefore, Madden's prohibits the use of computers and the e-mail system in ways that are

disruptive, offensive to others, or harmful to morale.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not

allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes,

or anything that may be construed as harassment or showing disrespect for others.

E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside

organizations, or other non-business matters.

Madden's purchases and licenses the use of various computer software for business purposes and does not

own the copyright to this software or its related documentation. Unless authorized by the software

developer, Madden's does not have the right to reproduce such software for use on more than one

computer.

Employees may only use software on local area networks or on multiple machines according to the

software license agreement. Madden's prohibits the illegal duplication of software and its related

documentation.

Employees should notify their immediate supervisor, the Human Resources Director or any member of

management upon learning of violations of this policy. Employees who violate this policy will be subject

to disciplinary action, up to and including termination of employment.

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Emerging Technology

Effective Date: 2/7/2018

Madden’s prohibits the use of personal flying drones on Madden’s company property. “Company

property” is defined as all company-owned or leased buildings and surrounding areas such as sidewalks,

walkways, driveways and parking lots under the company’s ownership or control. This policy applies to

all company-owned or leased vehicles.

Internet Usage

Effective Date: 2/7/2018

Internet access to global electronic information resources on the World Wide Web is provided by

Madden's to assist employees in obtaining work-related data and technology. The following guidelines

have been established to help ensure responsible and productive Internet usage. While Internet usage is

intended for job-related activities, incidental and occasional brief personal use is permitted within

reasonable limits.

All Internet data that is composed, transmitted, or received via our computer communications systems is

considered to be part of the official records of Madden's and, as such, is subject to disclosure to law

enforcement or other third parties. Consequently, employees should always ensure that the business

information contained in Internet email messages and other transmissions is accurate, appropriate, ethical,

and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property

of Madden's. As such, Madden's reserves the right to monitor Internet traffic, and retrieve and read any

data composed, sent, or received through our online connections and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that

could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive

to any employee or other person. Examples of unacceptable content may include, but are not limited to,

sexual comments or images, racial slurs, gender-specific comments, or any other comments or images

that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national

origin, disability, sexual orientation, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented

material on the Internet is expressly prohibited. As a general rule, if an employee did not create material,

does not own the rights to it, or has not gotten authorization for its use, it should not be put on the

Internet. Employees are also responsible for ensuring that the person sending any material over the

Internet has the appropriate distribution rights.

To ensure a virus-free environment, no files may be downloaded from the Internet without prior

authorization.

Abuse of the Internet access provided by Madden's in violation of law or Madden's policies will result in

disciplinary action, up to and including termination of employment. Employees may also be held

personally liable for any violations of this policy. The following behaviors are examples of previously

stated or additional actions and activities that are prohibited and can result in disciplinary action:

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* Sending or posting discriminatory, harassing, or threatening messages or images

* Using the organization's time and resources for personal gain

* Stealing, using, or disclosing someone else's code or password without authorization

* Copying, pirating, or downloading software and electronic files without permission

* Sending or posting confidential material, trade secrets, or proprietary information outside of the

organization

* Violating copyright law

* Failing to observe licensing agreements

* Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted

Internet services and transmissions

* Sending or posting messages or material that could damage the organization's image or reputation

* Participating in the viewing or exchange of pornography or obscene materials

* Sending or posting messages that defame or slander other individuals

* Attempting to break into the computer system of another organization or person

* Refusing to cooperate with a security investigation

* Sending or posting chain letters, solicitations, or advertisements not related to business purposes or

activities

* Using the Internet for political causes or activities, religious activities, or any sort of gambling

* Jeopardizing the security of the organization's electronic communications systems

* Sending or posting messages that disparage another organization's products or services

* Passing off personal views as representing those of the organization

* Sending anonymous email messages

* Engaging in any other illegal activities

Workplace Monitoring

Workplace monitoring may be conducted by Madden's to ensure quality control, employee safety,

security, and customer satisfaction.

Employees who regularly communicate with customers may have their telephone conversations

monitored or recorded. Telephone monitoring is used to identify and correct performance problems

through targeted training. Improved job performance enhances our customers' image of Madden's as well

as their satisfaction with our service.

Computers furnished to employees are the property of Madden's. As such, computer usage and files may

be monitored or accessed.

Madden's may conduct video surveillance of non-private workplace areas. Video monitoring is used to

identify safety concerns, maintain quality control, detect theft and misconduct, and discourage or prevent

acts of harassment and workplace violence.

Employees can request access to information gathered through workplace monitoring that may impact

employment decisions. Access will be granted unless there is a legitimate business reason to protect

confidentiality or an ongoing investigation.

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Because Madden's is sensitive to the legitimate privacy rights of employees, every effort will be made to

guarantee that workplace monitoring is done in an ethical and respectful manner.

Social Media

Madden’s recognizes that social media can be a fun and rewarding way to share an Associates life and

opinions with family, friends and co-workers around the world. However, use of social media also

presents certain risks and carries with it certain responsibilities. To assist you in making responsible

decisions about your use of social media, we have established these guidelines for appropriate use of

social media.

GUIDELINES

In the rapidly expanding world of electronic communication, social media can mean many things.

“Social media” includes all means of communicating or posting information or content of any sort on the

Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site,

social networking or affinity web site, web bulletin board or a chat room, whether or not associated or

affiliated with Madden’s, as well as any other form of electronic communication.

Ultimately, you are solely responsible for what you post online. Before creating online content, consider

some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely

affects your job performance, the performance of fellow employees or otherwise adversely affects

members, customers, suppliers, people who work on behalf of Madden’s or Madden’s legitimate business

interests may result in disciplinary action up to and including termination.

KNOW AND FOLLOW THE RULES

Carefully read these guidelines, as well as other applicable policies (including the Sexual Harassment

Policy, Business Ethics Policy, etc.) and ensure your postings are consistent with these policies. Be

thoughtful in all your communications and dealings with others, including email and social media. Never

harass (as defined by our Discrimination and Harassment Policy), threaten, libel or defame fellow

professionals, employees, clients, competitors or anyone else. In general, it is always wise to remember

that what you say in social media can often be seen by anyone. Accordingly, harassing comments,

obscenities or similar conduct that would violate Madden’s policies is discouraged in general and is never

allowed while using Madden’s equipment or during your working time.

BE RESPECTFUL

Be courteous and respectful to a customer or any member of the public while acting in the course and

scope of Madden’s business. Also, keep in mind that you are more likely to resolved work-related

complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by

posting complaints to a social media outlet.

Nevertheless, if you decide to post complaints or criticism online, avoid using statements, photographs,

video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that

disparage customers, members, employees or suppliers, or that might constitute harassment or bullying.

Examples of such conduct might include offensive posts meant to intentionally harm someone’s

reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability,

religion or any other status protected by law or company policy.

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BE HONEST AND ACCURATE

Make sure you are always honest and accurate when posting information or news, and if you make a

mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the

Internet archives almost everything; therefore, even deleted postings can be searched. Never post any

information or rumors that you know to be false about Madden’s, fellow employees, members, customers,

suppliers, and people working on behalf of Madden’s or competitors.

POST ONLY APPROPRIATE AND RESPECTFUL CONTENT

▪ Maintain the confidentiality of Madden’s trade secrets and private or confidential information.

Trades secrets may include information regarding the development of systems, processes,

products, know-how and technology. Do not post internal reports, policies, procedures or other

internal business-related confidential communications.

▪ Do not disclose confidential financial data, or other non-public proprietary company information.

Do not share confidential information regarding business partners, vendors or customers.

▪ Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside

information to others so that they may buy or sell stocks or securities. For example, do not post

launch dates, release dates, and pending reorganizations.

▪ Do not make negative comments about our customers in any social media.

▪ Respect copyright, trademark and similar laws and use such protected information in compliance

with applicable legal standards.

▪ Express only your personal opinions. Never represent yourself as a spokesperson for Madden’s. If

Madden’s is a subject of the content you are creating, be clear and open about the fact that you

are an employee and make it clear that your views do not represent those of Madden’s, fellow

employees, members, customers, suppliers or people working on behalf of Madden’s. If you do

publish a blog or post online related to the work you do or subjects associated with Madden’s,

make it clear that you are not speaking on behalf of Madden’s. It is best to include a disclaimer

such as “The postings on this site are my own and do not necessarily reflect the views of

Madden’s.”

▪ Do NOT create a blog or online group related to Madden’s (not including blogs or discussions

involving wages, benefits, or other terms and conditions of employment, or protected concerted

activity) without the advance approval of the Legal and Communications Departments. If a blog

or online group is approved, it must contain a disclaimer approved by the Legal Department.

▪ Due to the potential for issues such as invasion of privacy (employee and customer), sexual or

other harassment (as defined by our harassment/discrimination policy), protection of proprietary

recipes and preparation techniques, employees may NOT take, distribute, or post pictures, videos,

or audio recordings while on working time. Employees also may not take pictures or make

recordings of work areas. An exception to the rule concerning pictures and recordings of work

areas would be to engage in activity protected by the National Labor Relations Act including, for

example, taking pictures of health, safety and/or working condition concerns or of strike, protest

and work-related issues and/or other protected concerted activities.

▪ Do NOT use Madden’s (or any of its affiliated entities) logos, marks or other protected

information or property for any business/commercial venture without the Communications

Director’s express written authorization.

▪ Do NOT make knowingly false representations about your credentials or your work.

USING SOCIAL MEDIA AT WORK

Refrain from using social media while on work time or on equipment we provide, unless it is work-

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related as authorized by your manager and consistent with other Madden’s policies. Do not use Madden’s

email addresses to register on social networks, blogs or other online tools utilized for personal use.

MEDIA CONTACTS

Events may occur at work that will draw immediate attention from the news media. It is imperative that

one person speaks for the Company to deliver an appropriate message and to avoid giving misinformation

in any media inquiry. Good reporters will identify themselves prior to asking questions. If a reporter

asks you a question, respond like this: “I am not authorized to comment for Madden’s (or I don't have the

information you want). Let me have our Ownership contact you.”

ENFORCEMENT

The company strongly urges employees to report any violations or possible or perceived violations to

Human Resources. Managers, or other appointed representatives, may take any of the following actions

reasonably appropriate to the nature of the offense:

▪ Reprimand of the offending party or parties,

▪ Temporary reduction or suspension of computer system or mobile device privileges,

▪ Termination of employment, or

▪ For misuse amounting to criminal behavior, referral to the appropriate law enforcement agencies.

AMENDMENTS

This Policy may be amended or revised from time-to-time. Employees will be provided with written

copies of all amendments and revisions to this Policy.

FOR MORE INFORMATION

If you have questions or need further guidance, please contact Human Resources.

Workplace Violence Prevention

Madden's is committed to preventing workplace violence and to maintaining a safe work environment.

Given the increasing violence in society in general, Madden's has adopted the following guidelines to deal

with intimidation, harassment, or other threats of (or actual) violence that may occur during business

hours or on its premises.

All employees, including supervisors and temporary employees, should be treated with courtesy and

respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct that

may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances

are prohibited from the premises of Madden's without proper authorization.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public

at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of

harassment, including harassment that is based on an individual's sex, race, age, or any characteristic

protected by federal, state, or local law.

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All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your

immediate supervisor or any other member of management. This includes threats by employees, as well

as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of

violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not

place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to

intercede or see what is happening.

Madden's will promptly and thoroughly investigate all reports of threats of (or actual) violence and of

suspicious individuals or activities. The identity of the individual making a report will be protected as

much as is practical. In order to maintain workplace safety and the integrity of its investigation, Madden's

may suspend employees, either with or without pay, pending investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in

violation of these guidelines will be subject to prompt disciplinary action up to and including termination

of employment.

Madden's encourages employees to bring their disputes or differences with other employees to the

attention of their supervisors or the Human Resources Director before the situation escalates into potential

violence. Madden's is eager to assist in the resolution of employee disputes, and will not discipline

employees for raising such concerns.

Weapon-Free Workplace

Effective date: 2/7/2018

To ensure that Madden’s maintains a workplace safe and free of violence for all employees, the company

prohibits the possession or use of dangerous weapons on company property.

All Madden’s workers are subject to this provision, including contract workers and temporary employees

as well as visitors and customers on company property. A license to carry the weapon on company

property does not supersede company policy. Any employee in violation of this policy will be subject to

disciplinary action, up to and including termination.

“Company property” is defined as all company-owned or leased buildings and surrounding areas such as

sidewalks, walkways, driveways. This policy applies to all company-owned or leased vehicles and all

vehicles that come onto company property. This policy does not apply to the lawful possession (but not

display, demonstration, or use) of a firearm in a parking facility owned or operated by Madden’s.

“Dangerous weapons” include firearms, explosives, knives and other weapons that might be considered

dangerous or that could cause harm. Employees are responsible for making sure that any item possessed

by the employee is not prohibited by this policy.

Madden’s reserves the right at any time and at its discretion to search all company-owned or leased

vehicles packages, containers, briefcases, purses, lockers, desks, enclosures and persons entering its

property, for the purpose of determining whether any weapon is being, or has been, brought onto its

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property or premises in violation of this policy. Employees who fail or refuse to promptly permit a search

under this policy will be subject to discipline up to and including termination.

Ergonomics

Madden's has developed an ergonomics program to minimize repetitive motion injuries (RMIs) in the

workplace. The primary elements of the ergonomics program include: (1) worksite evaluations, (2)

control of exposures that may have caused RMIs, and (3) ergonomics training of employees. The

ergonomics program also focuses on educating employees on their personal responsibility to ensure good

work habits (such as posture and body mechanics) and adequate fitness for work.

RMIs are musculoskeletal injuries, identified and diagnosed by a licensed physician, that can result from

a job, process, or operation where employees perform the same repetitive motion tasks. Examples of

repetitive motion tasks include, but are not limited to, sustained computer keyboard and mouse usage;

assembling materials and products; or lifting, carrying, and loading objects.

Employees are provided with training that includes an explanation of the ergonomics program, exposures

that have been associated with RMIs, the symptoms and consequences of injuries caused by repetitive

motion, the importance of reporting symptoms and injuries, and the methods used to minimize RMIs.

All employees are encouraged to immediately report to the Human Resources Director all suspected

RMIs, RMI symptoms, or other ergonomic concerns. All employees are required to report to the Human

Resources Manager all workplace RMIs as soon as possible after they have been identified and diagnosed

by a licensed physician.

Telephone Policy

Personal telephone calls, texting, etc. during the workday are to be limited. Employees are encouraged to

be accessible to their families when needed, as in the case of an emergency. The use of personal cell

phones is not permissible in the workplace at any time. If there is a call you need to take, please go to the

break room or in front of the building to take the call.

Cell Phone Usage

Madden's provides cellular telephones to some employees as a business tool. They are provided to assist

employees in communicating with management and other employees, their clients, associates, and others

with whom they may conduct business. Cell phone use is intended for business-related calls only and

personal calls are not permitted while on duty. Cell phone invoices may be regularly monitored.

Employees may have access to a cell phone while in their cars and should remember that their primary

responsibility is driving safely and obeying the rules of the road. Employees are prohibited from using

cell phones to conduct business while driving and should safely pull off the road and come to a complete

stop before dialing or talking on the phone.

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As a representative of Madden's, cell phone users are reminded that the regular business etiquette

employed when speaking from office phones or in meetings applies to conversations conducted over a

cell phone.

Family & Medical Leave Act

Reviewed: 2/7/2018

Eligibility

To qualify to take FMLA leave under this policy, an employee must meet all of the following conditions:

• Have worked for the Employer for 12 months (or 52 weeks) prior to the date the leave is to

commence. The 12 months or 52 weeks need not have been consecutive; however, the Employer

will not consider any service 7 years prior to the employee’s most recent hire date.

• Have worked at least 1,250 hours during the 12-month period prior to the date when the leave is

requested to commence. The principles established under the Fair Labor Standards Act (“FLSA”)

determine the number of hours worked by an employee. The FLSA does not include time spent

on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be

counted in determining the 1,250 hours eligibility test for an employee under FMLA.

Types of Leave Covered

Leave will be granted to all eligible employees (male and female) for any of the following reasons:

• The birth of a child, including prenatal care, or placement of a child with the employee for

adoption or foster care;

• To care for a spouse, minor child or parent who has a serious health condition;

• Due to a serious health condition that makes the employee unable to perform the essential

functions of the position; and

• A covered military member’s active duty or call to duty or to care for a covered military member

(Military Caregiver and Qualified Exigency Leave) (described below).

Definitions

• "Caring" for a covered family member includes psychological as well as physical care. It also

includes acquiring care and sharing care duties.

• An eligible "child" is defined as a person under 18 years of age (or a person incapable of self-care

because of a physical or mental disability) who is a biological, adopted, foster, or step child, a

ward of the employee, or a person with whom the employee is charged with a parent's rights,

duties and responsibilities.

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• An eligible "parent" includes a biological parent or a person who was charged with parental

rights, duties and responsibilities over the employee when the employee was under the age of 18;

“parent” doesn’t include in-laws.

• “Serious Health Condition” as defined under the FMLA means an illness, injury, impairment, or

physical or mental condition that involves one of the following:

• Hospital Care: Any period of incapacity or treatment connected with inpatient care (i.e., an

overnight stay) in a hospital, hospice, or residential medical care facility;

• Pregnancy: Any period of incapacity due to pregnancy, prenatal medical care or child birth;

• Absence Plus Treatment: A period of incapacity of more than three consecutive calendar days

that also involves continuing treatment by or under the supervision of a health care provider.

• Chronic Conditions Requiring Treatments. An incapacity from a chronic condition which

requires periodic visits for treatment by a health care provider, continues over an extended

period of time and may cause episodic rather than a continuing period of incapacity;

• Permanent/Long-term Conditions Requiring Supervision;

• Multiple Treatments: Any period of absence to receive multiple treatments (including any

period of recovery therefrom) by a health care provider or by a provider of health care

services under orders of, or on referral by, a health care provider.

• “Incapacity” means inability to work, attend school or perform other regular daily activities.

Length and Amount of Leave

The length of FMLA leave is not to exceed twelve (12) weeks in any twelve (12) month period. The leave

year is calculated based on a ‘Looking forward basis’.

The entitlement to FMLA leave for the birth or placement of a child for adoption expires twelve (12)

months after the birth or placement of that child.

How Leave May be Taken

FMLA leave may be taken in 12 (or less) consecutive weeks, may be used intermittently (a day

periodically when needed) or may be used to reduce the workweek or workday, resulting in a reduced

hour schedule. In all cases, the leave may not exceed a total of 12 workweeks.

Intermittent Leave may be taken when medically necessary for the employee’s serious health condition or

to care for a seriously ill family member. Intermittent leave must be documented in the medical

certification form as medically necessary.

If an employee is taking leave intermittent or leave on a reduced schedule for planned medical treatment,

the employee must make a reasonable effort to schedule the treatment so as to not disrupt the Employer’s

business.

In instances when intermittent or reduced schedule leave for the employee or employee's family member

is foreseeable or is for planned medical treatment, including recovery from a serious health condition, the

Employer may temporarily transfer an employee to an available alternative position with equivalent pay

and benefits if the alternative position would better accommodate the intermittent or reduced schedule.

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Intermittent/reduced scheduled leave may be taken to care for a newborn or newly placed adopted or

foster care child only with the Employer’s approval.

Notice

All employees requesting FMLA leave must provide written or verbal notice of the need for the leave to

Human Resources, Chief Operating Officer and the Chief Sales and Marketing Officer, who then

communicate with the board.

When the need for the leave is foreseeable, the employee must give verbal or written notice to his/her

supervisor at least thirty (30) days prior to the date on which leave is to begin.

If thirty (30) days’ notice cannot be given, the employee is required to give as much notice as practicable,

including following required call-in procedures.

If an employee fails to give thirty (30) days’ notice for a foreseeable leave with no reasonable explanation

for the delay, the leave may be denied until thirty (30) days after the employee provides notice.

Certification and Documentation Requirements

For leave due to an employee’s serious health condition or a family member’s, the Employer will require

the completion of a Medical Certification form by the attending physician or practitioner. The form must

be submitted to the Employer Administrator within fifteen (15) calendar days after requested. If the form

is not submitted in a timely fashion, the employee must provide a reasonable explanation for the delay.

Failure to provide medical certification may result in a denial or delay of the leave.

The Employer may require an employee obtain a second opinion from a provider which the Employer

selects. If necessary to resolve a conflict between the original certification and the second opinion, the

Employer may require the opinion of a third doctor. This third opinion will be considered final. An

employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or

third opinion.

When Leave is due to an employee’s own serious health condition, a fitness for duty certification (FFD)

may be required before an employee can return to work. Failure to timely provide such certification may

eliminate or delay an employee’s right to reinstatement under the FMLA.

If an employee is using intermittent leave, and reasonable safety concerns exist regarding the employee’s

ability to perform his or her duties, a FFD certificate may be required as frequently as every 30 days

during periods when the employee has used intermittent leave.

Recertification

Recertification of the need for leave may be required if the employee requests an extension of the original

length approved by the Employer or if the circumstances regarding the leave have changed.

Recertification may also be required if there is a question as to the validity of the certification or if the

employee is unable to return to work due to the serious health condition.

Reinstatement

Employees returning from Family and Medical Leave will be reinstated in the same position or a position

equivalent in pay, benefits and other terms and conditions of employment.

An employee's reinstatement rights are the same as they would have been had the employee not been on

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leave. Thus, if an employee's position would have been eliminated or an employee would have been

terminated but for the leave, the employee would not have the right to be reinstated upon return from

leave.

Notice of Intent to Return from FMLA Leave

The Employer requires an employee on FMLA leave to report periodically on the employee’s status and

intent to return to work.

Effect on Benefits

An employee granted leave under this policy will continue to be covered under the Employer's group

health and dental insurance plan under the same conditions and at the same level of contribution as would

have been provided had they been continuously employed during the leave period. All paid benefits run

concurrently with unpaid FMLA benefits. For example, STD benefits, if available, will run concurrently

with unpaid FMLA leave so that an employee will receive STD benefits while taking up to 12 weeks of

FMLA leave. If there are changes in the Employer's contribution levels while the employee is on leave,

those changes will take place as if the employee were still on the job.

The employee will be required to continue payment of the employee portion of group insurance coverage

while on leave. Arrangements for payment of the employee's portion of premiums must be made by the

employee with the Employer.

Failure to Return to Work after FMLA

Under certain circumstances, if the employee does not return to work at the end of the FMLA leave for at

least 30 calendar days, the Employer may require the employee to repay the portion of the monthly cost

paid by the Employer for group health plan benefits. The Employer may also require the employee to

repay any amounts the Employer paid on the employee’s behalf to maintain benefits other than group

health plan benefits.

If an employee does not return to work following 12 weeks of FMLA leave, the employee may be subject

to COBRA continuation.

If the employee fails to pay the Employer a portion of the premiums for which he or she is responsible

during the FMLA leave and the employee fails to return to work, coverage may end. Loss of coverage for

failure to pay premiums is not a qualifying event for purposes of continuation coverage under COBRA.

If the employee does not return from the FMLA leave and coverage ended sometime during the FMLA

leave due to lack of payment, there is no COBRA election available. For COBRA to apply, the employee

must have been covered on the day before the qualifying event. In this situation, the qualifying event

would occur at the time the employee did not return from the leave.

Activities Prohibited During FMLA

While on leave, an employee may not engage in activities (including employment) which have the same

or similar requirements and essential functions of an employee’s current position.

While on leave, an employee may not engage in any activity that conflicts with the best interests of the

Employer. Such conduct will result in disciplinary action up to and including termination of employment.

Use of Accrued Paid Leave during Family and Medical Leave

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Prior to taking unpaid FMLA leave employees must use all accrued sick leave and vacation leave

(annual leave) time prior to taking an unpaid leave unless their medical condition/injury is covered by

worker’s compensation or the absence qualifies under the state Parental Leave law (see Parental Leave

Policy).

Any paid disability leave benefits or sick leave available to employees for covered reason (an employee’s

serious health condition or a covered family member’s serious health condition, including workers’

compensation leave (to the extent that it qualifies) will run concurrently with FMLA.

Additional Leave

Employees who cannot return from an approved FMLA leave at the end of the approved leave period may

request an extension of FMLA leave, up to the maximum of twelve (12) weeks allowed under FMLA. If

the twelve (12) FMLA weeks have already been used, the employee can request to go on a regular unpaid

leave of absence. If approved, before unpaid leave begins the employee must use any accrued sick leave

or vacation leave that remains. If the leave is approved and unpaid, the employee will be required to pay

the full cost of all group insurance, as provided under COBRA, in order to continue coverage.

If the unpaid leave of absence is not approved or the employee fails to request additional leave, the

employee will be considered to have voluntarily resigned. If circumstances beyond the employee's

control prevented the employee from requesting additional leave, a retroactive leave request may be

allowed, subject to the Employer’s approval.

FMLA -- QUALIFIED EXIGENCY AND MILITARY CAREGIVER LEAVE

Qualified Exigency: Eligible employees (described above) whose spouse, son, daughter or parent either

has been notified of an impending call or order to covered active military duty or who is already on

covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family

member’s call-up or service.

The qualifying exigency must be one of the following: (1) short-notice deployment. (2) Military events

and activities, 3) child care and school activities, (3) financial and legal arrangements, 5) counseling, 6)

rest and recuperation, (7) post-deployment activities and 8) additional activities that arise out of active

duty, provided that the employer and employee agree, including agreement on timing and duration of the

leave.

Military Caregiver Leave: An employee eligible for FMLA leave (described above) who is the spouse,

son, daughter, or parent, or next of kin of a covered service member may take up to 26 weeks in a single

12-month period to take care of leave to care for that service member.

The family member must be a current member of the Armed Forces, including a member of the National

Guard or Reserves, or a member of the Armed Forces, the National Guard or Reserves who is on the

temporary disability retired list, who has a serious injury or illness incurred in the line of duty on active

duty for which he or she is undergoing medical treatment, recuperation, or therapy; or otherwise in

outpatient status; or otherwise on the temporary disability retired list. Eligible employees may not take

leave under this provision to care for former members of the Armed Forces, former members of the

National Guard and Reserves, and members on the permanent disability retired list.

Definitions:

• A “son or daughter of a covered service member” means the covered service member’s

biological, adopted, or foster child, stepchild, legal ward, or a child for whom the covered service

member stood in loco parentis, and who is of any age.

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• A “parent of a covered service member” means a covered service member’ s biological, adoptive,

step or foster father or mother, or any other individual who stood in loco parentis to the covered

service member. This term does not include parents “in law.”

• The “next of kin of a covered service member” is the nearest blood relative, other than the

covered service member’ s spouse, parent, son, or daughter, in the following order of priority:

blood relatives who have been granted legal custody of the service member by court decree or

statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless

the covered service member has specifically designated in writing another blood relative as his or

her nearest blood relative for purposes of military caregiver leave under the FMLA. When no

such designation is made, and there are multiple family members with the same level of

relationship to the covered service member, all such family members shall be considered the

covered service member’ s next of kin and may take FMLA leave to provide care to the covered

service member, either consecutively or simultaneously. When such designation has been made,

the designated individual shall be deemed to be the covered service member’s only next of kin.

For example, if a covered service member has three siblings and has not designated a blood

relative to provide care, all three siblings would be considered the covered service member’ s

next of kin. Alternatively, where a covered service member has a sibling(s) and designates a

cousin as his or her next of kin for FMLA purposes, then only the designated cousin is eligible as

the covered service member’ s next of kin. An employer is permitted to require an employee to

provide confirmation of covered family relationship to the covered service member pursuant to

§ 825.122(j).

“Covered active duty” means:

• “Covered active duty” for members of a regular component of the Armed Forces means duty

during deployment of the member with the Armed Forces to a foreign country.

• “Covered active duty” for members of the reserve components of the Armed Forces

(members of the U.S. National Guard and Reserves) means duty during deployment of the

member with the Armed Forces to a foreign country under a call or order to active duty in a

contingency operation as defined in section 101(a)(13)(B) of title 10, United States Code. (a)

In the case of a member of a regular component of the Armed Forces, duty during the

deployment of the member with the Armed Forces to a foreign country.

“Covered service member” means:

• A member of the Armed Forces (including a member of the National Guard or Reserves) who

is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or

is otherwise on the temporary disability retired list, for a serious injury or illness; or

• A veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury

or illness and who was a member of the Armed Forces (including a member of the National

Guard or Reserves) at any time during the period of 5 years preceding the date on which the

veteran undergoes that medical treatment, recuperation, or therapy.

“Serious injury or illness means:

• In the case of a member of the Armed Forces (including a member of the National Guard or

Reserves), means an injury or illness that was incurred by the member in line of duty on

active duty in the Armed Forces (or existed before the beginning of the member’s active duty

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and was aggravated by service in line of duty on active duty in the Armed Forces) and that

may render the member medically unfit to perform the duties of the member’s office, grade,

rank, or rating; and

• In the case of a veteran who was a member of the Armed Forces (including a member of the

National Guard or Reserves) at any time during a period when the person was a covered

service member, means a qualifying (as defined by the Secretary of Labor) injury or illness

incurred by a covered service member in the line of duty on active duty that may render the

service member medically unfit to perform the duties of his or her office, grade, rank or

rating.

• Outpatient status, with respect to a covered service member, means the status of a member of

the Armed Forces assigned to either a military medical treatment facility as an outpatient; or a

unit established for the purpose of providing command and control of members of the Armed

Forces receiving medical care as outpatients.

Amount of Leave – Qualified Exigency

An eligible employee can take up to 12 weeks of leave for a qualified exigency.

Amount of Leave – Military Caregiver

An eligible employee taking military caregiver leave is entitled to 26 workweeks of leave during a “single

12-month period.” The “single 12-month period” begins on the first day the eligible employee takes

FMLA leave to care for a covered service member and ends 12 months after that date.

Leave taken for any FMLA reason counts towards the 26 week entitlement. If an employee does not take

all of 26 workweeks of leave entitlement to care for a covered service member during this “single 12-

month period,” the remaining part of the 26 workweeks of leave entitlement to care for the covered

service member is forfeited.

Certification of Qualifying Exigency for Military Family Leave

The Employer will require certification of the qualifying exigency for military family leave. The

employee must respond to such a request within 15 days of the request or provide a reasonable

explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.

This certification will be provided using the DOL Certification of Qualifying Exigency for Military

Family Leave

Certification for Serious Injury or Illness of Covered Service member for Military Family Leave

The Employer will require certification for the serious injury or illness of the covered service member.

The employee must respond to such a request within 15 days of the request or provide a reasonable

explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.

This certification will be provided using the DOL Certification for Serious Injury or Illness of Covered

Service member

All other provisions of the FMLA policy, including Use of Paid Leave, Employee status and benefits

during leave, the Procedure for Requesting Leave, Benefits during Leave and Reinstatement, are outlined

above in the FMLA policy.

PARENTING LEAVE

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Employees who have worked for the company for at least twelve (12) months and have worked at least

1,040 hours for the company in the preceding twelve (12) months, may be eligible for an unpaid parental

leave.

A parental leave of absence will be granted for up to twelve (12) weeks for: (1) a biological or adoptive

parent in conjunction with the birth or adoption of a child; or (2) a female employee for prenatal care, or

incapacity due to pregnancy, childbirth, or related health conditions.

Parental leave may not begin more than twelve (12) months after the child leaves the hospital or is placed

through adoption, unless the child is required to remain in the hospital longer than the mother.

Health insurance benefits will continue for this period, provided, however, that the employee continues to

pay his or her portion of the premium, if any. Vacation, sick leave, and/or any other employment benefits

will not accrue during parental leave.

Accrued sick and vacation time, to the extent available, must be used during unpaid parental leave. Paid

leave cannot be utilized to extend the parental leave beyond twelve weeks. Parental leave will run

concurrently with any other applicable leave, such as FMLA, STD, paid parental leave, sick leave, or

accrued vacation.

Parental leave must be requested by the employee at least one month prior to the expected date of the

leave, if possible. Any employee returning from a parental leave should notify his or her supervisor at

least two weeks, if possible, prior to returning from leave.

In the event that the employee fails to return to work following the parental leave, accepts other

employment during the leave, or otherwise receives monetary compensation for his/her services, the

employee agrees to reimburse the company for the employee’s entire health insurance premium paid by

the company for the entire period that the employee was on parental leave.

Unpaid Medical Leave of Absence

Effective date: January 1, 2017

If an employee is ineligible for FMLA leave or has exhausted available FMLA leave benefits, it is the

policy of Madden’s to consider an employee’s request for a medical or personal leave of absence. The

amount of medical leave available to each employee will be determined on a case-by-case basis

depending on the position held, staffing requirements, the reasons for the leave and the anticipated return-

to-work date. Employees, who take unpaid medical leave, are not guaranteed to return to the same

position held prior to taking leave.

Employees seeking a medical leave of absence will be required to present medical documentation to

support the need for the leave, on-going documentation to support the need for continued leave and

documentation to support a return to work.

During Unpaid Medical Leave, employees will be expected to keep in regular contact with Human

Resources. When you anticipate your return to work, please notify human resources of your expected

return date at least one week before the end of your leave.

Employees on an Unpaid Medical Leave of Absence may be subject to COBRA notice and continuation

benefits and will be solely responsible for payment of the entire COBRA

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Failure to keep in touch with management during your leave, failure to advise management of your

availability to return to work, or failure to return to work following leave will be considered a voluntary

resignation of your employment.

Lactation Accommodation

It is the policy of the company to support breastfeeding mothers by accommodating their desire or need to

express milk during the workday. The Fair Labor Standards Act (FLSA) provides that employees who

are not exempt from overtime must be provided with reasonable break time to express breast milk for a

nursing child for one year after the child’s birth each time such employee has need to express the milk.

Employees who are exempt from overtime may be provided with such breaks as required by state law (if

applicable) or at the discretion of the company.

Employee Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, Madden's expects

employees to follow rules of conduct that will protect the interests and safety of all employees and the

Company.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The

following are examples of infractions of rules of conduct that may result in disciplinary action, up to and

including termination of employment:

* Theft or inappropriate removal or possession of property

* Falsification of timekeeping records

* Working under the influence of alcohol or illegal drugs

* Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on

duty, or while operating employer-owned vehicles or equipment

* Fighting or threatening violence in the workplace

* Boisterous or disruptive activity in the workplace

* Negligence or improper conduct leading to damage of employer-owned or customer-owned property

* Insubordination or other disrespectful conduct

* Violation of safety or health rules

* Smoking in prohibited areas

* Sexual or other unlawful or unlawful harassment

* Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace

* Excessive absenteeism or any absence without notice

* Unauthorized use of telephones, mail system, or other employer-owned equipment

* Unauthorized disclosure of business "secrets" or confidential information

* Violation of personnel policies

* Unsatisfactory performance or conduct

Employment with Madden's is at the mutual consent of Madden's and the employee, and either party may

terminate that relationship at any time, with or without cause, and with or without advance notice.

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Drug and Alcohol

Madden’s committed to maintaining a work environment which is free from the influence of illegal drugs

and alcohol to protect the health, safety, and well-being of our employees. Madden’s has therefore

adopted this Drug and Alcohol Testing Policy for Employees. This Policy is not intended as and should

not be construed as a contract with any employee. This Policy applies to all employees of Madden’s, and

all persons conditionally offered employment with Madden’s.

Madden’s prohibits the use, possession, transfer, and sale of alcohol and illegal drugs while working,

while on all premises owned or operated by Madden’s, and while operating any Company vehicle,

machinery, or equipment. It also prohibits reporting for work and working anywhere on behalf of

Madden’s under the influence of alcohol or illegal drugs. This policy applies to all official or unofficial

break and meal periods, and all other times during the working day in which an employee has reported for

work, including unpaid meal breaks.

"Illegal drugs" means inhalants and controlled substances, and includes medications which contain a

controlled substance which are used for a purpose, in an amount, or by a person for which they were not

prescribed or intended.

The use and possession of properly prescribed drugs or medications is permitted provided that it does not

interfere with the employee's job performance or pose a direct threat to the health or safety of the

employee and/or others.

The only exception to this policy is the responsible use of alcohol at official company sponsored social or

business events at which alcoholic beverages are served.

Violation of this policy may result in discipline up to and including discharge.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of

employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such

violations may also have legal consequences.

Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of,

disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or

treatment program. Leave may be granted if the employee agrees to abstain from use of the problem

substance; abides by all Madden's policies, rules, and prohibitions relating to conduct in the workplace;

and if granting the leave will not cause Madden's any undue hardship.

Employees with questions on this policy or issues related to drug or alcohol use in the workplace should

raise their concerns with their supervisor or the Human Resources Director without fear of reprisal.

Prohibited Harassment Policy

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PURPOSE

It is the policy of EMPLOYER that harassment on the basis of any protected classification (race, creed,

color, religion, sex, including pregnancy, national origin, marital status, status with regard to public

assistance, disability, age, familial status, membership on a local human rights commission and sexual

orientation), including sexual harassment, is prohibited.

Such harassment violates the law, creates an offensive working environment, decreases productivity,

adversely affects positive working relationships, increases costs to the company and tarnishes the image

of the company and everybody associated with it.

POLICY

No employee of EMPLOYER may engage in verbal or physical conduct that denigrates or shows hostility

or aversion toward an individual because of that person's race, creed, color, religion, sex, national origin,

marital status, status with regard to public assistance, disability, age, membership on a local human rights

commission or sexual orientation, or that of the person's relatives, friends or associates, if the conduct:

1. has the purpose or effect of unreasonably interfering with the person's work performance; or

2. otherwise adversely affects that person's employment opportunities.

The following are examples of prohibited harassment. Please note that these are not the only examples.

If you have a question about whether conduct is permissible under this policy, you should discuss it with

your supervisor or with the Director of Personnel.

1. Epithets, slurs or negative stereotypes;

2. Intimidating or hostile acts based upon protected classification;

3. Written or graphic material that denigrates or shows hostility or aversion to

persons of a protected classification and that is posted or circulated on

EMPLOYER property.

One form of prohibited harassment is sexual harassment. Sexual harassment is defined as:

1. Making unwelcome sexual advances or requests for sexual

favors or other verbal or physical conduct of a sexual nature a

condition of an employee's obtaining employment or continuing

employment; or

2. Making submission to or rejection of such conduct the basis for

employment decisions affecting an employee; or

3. Creating an intimidating, hostile or offensive working

environment or otherwise substantially interfering with an

individual's employment by such conduct; or

4. Retaliating against an employee for complaining about such

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conduct.

The following are examples of sexual harassment. Please note that these are not the only examples.

1. Unwelcome sexual flirtations, propositions, and invitations to

social events;

2. Offensive physical contact or physical closeness;

3. Use of words of a sexual nature describing body parts or sexual

acts, telling "suggestive" jokes or stories, and conversations

about sexual exploits or sexual desires;

4. Displaying in the workplace sexually suggestive objects,

pictures, cartoons, or representations of any action or subject

which is sexual in nature and which can be perceived as

offensive;

5. Sabotaging an employee's character, reputation, work effects, or

property because of sex;

6. Direct and indirect suggestions that an employee's job security,

job assignment, conditions of employment, or opportunities for

advancement depend in any way on the granting of sexual

favors or relations.

If you have a question about whether conduct is permissible under this policy, you should

discuss it with your supervisor, Human Resources or Ownership.

COMPLAINTS RELATING TO PROHIBITED HARASSMENT

An employee who believes he or she has been subject to harassment prohibited by this policy should

report the incident immediately to your supervisor, Human Resources or Ownership.

The complaining employee will be asked to put the facts surrounding the offensive conduct or

communication in writing. Thereafter, the investigation may include interviews with the employee

making the charges, the accused employee, and appropriate witnesses, depending upon the individual

circumstances of the matter.

Determination of whether prohibited harassment occurred will be made on a case-by-case basis,

depending upon the circumstances of the matter, including the type of harassment alleged, the context in

which the alleged harassment occurred and any other facts deemed relevant. The employee making the

complaint will be advised of the final disposition of the matter.

The EMPLOYER will not retaliate against an employee for filing a complaint and will not tolerate or

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permit retaliation by management, employees or co-workers against an employee who brings a complaint

of harassment or who participates in the investigation of a complaint of prohibited harassment.

PENALTIES FOR PROHIBITED HARASSMENT

A violation of this policy may be grounds for immediate discipline, up to and including discharge, or

other appropriate action. Sanctions, if any, will be determined on a case-by-case basis, after a review of

relevant information.

CONSENSUAL RELATIONSHIP

Consenting or voluntary romantic and sexual relationships between coworkers or a supervisor and

employee, while not forbidden, are considered by Management as unwise and having the potential for

charges of sexual harassment. A charge of sexual harassment arising out of such a relationship will be

investigated under these policies and procedures in the same manner as any other charge.

IMPORTANCE OF COMMUNICATION

Individuals are often not aware of the offensive nature of their behavior. Also, the workplace is

composed of individuals who have varying levels of sensitivity. Respect for coworkers and effective

communication are necessary elements in achieving the goals of a workplace free from harassment.

HOW TO GET MORE INFORMATION

Any questions regarding your obligations and those of others under this Policy should be directed to

Human Resources.

Attendance and Punctuality

To maintain a safe and productive work environment, Madden's expects employees to be reliable and to

be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other

employees and on Madden's. In the rare instances when employees cannot avoid being late to work or are

unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the

anticipated tardiness or absence.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and

including termination of employment.

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Personal Appearance

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect

the business image Madden's presents to customers and visitors.

During business hours or when representing Madden's, you are expected to present a clean, neat, and

tasteful appearance. You should dress and groom yourself according to the requirements of your position

and accepted social standards. This is particularly true if your job involves dealing with customers or

visitors in person.

Your supervisor or department head is responsible for establishing a reasonable dress code appropriate to

the job you perform. If your supervisor feels your personal appearance is inappropriate, you may be asked

to leave the workplace until you are properly dressed or groomed. Under such circumstance, you will not

be compensated for the time away from work. Consult your supervisor if you have questions as to what

constitutes appropriate appearance. Where necessary, reasonable accommodation may be made to a

person with a disability.

Professionalism

Appearance

Madden’s on Gull Lake hosts guests from all over the world. Our guests represent a spectrum of

individual beliefs, cultures, religions, and backgrounds. Therefore, it is crucial that you behave and dress

in a manner that is consistent and respectful of our guests and that adheres to the set guidelines. It is

important that you follow the clearly established guidelines. As managers, we will strictly enforce

uniform guidelines. You should always be in uniform while having any contact with guests; this includes

any time you’re on the resort grounds. At the discretion of your supervisor, you may be asked to alter

your attire if it is not deemed acceptable. The purpose of a uniform is for everyone to look UNIFORM.

Dress Code

The “image” of professionalism and success is often linked to grooming and clothing. We reinforce that

notion to our guests and fellow employees by dressing and grooming appropriately.

As a representative of Maddens, it is important that your business attire reflects Madden’s commitment to

professionalism. Discretion in style of dress and behavior is also essential to the efficient operation of

Madden’s.

Employees are, therefore, required to dress for work in uniform and/or appropriate business attire and to

behave in a professional businesslike manner. During work hours employees must adhere to the

following dress and appearance code:

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Uniforms

Employees are expected to wear uniforms properly and in their entirety.

Listed below are the elements of your uniform. If you are found out of uniform, you will be given a verbal

then a written warning. Continued non-compliance will result in disciplinary action. Care and cleaning of

your uniform is your responsibility.

Nametag- The nametag is part of the uniform and must be worn on the right side of your outermost

garment while on duty.

Sunglasses- Sunglasses are only appropriate when necessary and never when addressing guests or

indoors.

Personal- Do not wear personal items of clothing while on duty. Excessive use of jewelry, hair clips,

fragrance or makeup is not considered part of a neat “uniform” appearance. Perfume,

personal scents, and other accessories should be tasteful and in line with the spirit of the

uniform standard. It is essential you maintain a high level of personal hygiene. Hair should

be maintained in a clean, combed and businesslike style. For example, Mohawks,

unnatural colors, or other eccentric hairstyles are considered inappropriate. Male

employees are required to be clean-shaven, pre-existing moustaches; sideburns (not below

ear lobe) and beards must be well trimmed.

Piercing- Earrings must be appropriate, and may not present a safety hazard to employees. No other

visible piercing may be worn while on duty. Females should wear earrings that are tasteful

in style and size. Multiple earrings (no more than 2 per ear lobe) are not professionally

appropriate and are not allowed. Male employees are not allowed earrings during working

hours. Nose rings, or other facial piercing, are not acceptable for business attire.

Tattoos- Visible tattoos must be covered.

Shirts- The uniform shirt is to be cleaned and pressed; it should be worn tucked in at all times.

You must button the shirt. Only the very first button may be left unbuttoned.

Pants- See your supervisor for your department specifics. Each employee is required to supply his

or her own Khaki and/or Black colored slacks. If you are unable to, or do not comply with

specifics, pants will be provided for you. Pants must be ironed and neat looking at all times

never frayed or dragging on ground. Pants cannot be cargo style, corduroy, bellbottom,

low-cut, stretch, or hip-hugger in nature. Shorts and Capris are not acceptable.

Belt- If uniform pants include belt loops, a belt must be worn. No studs, chains or large buckles.

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Shoes- Uniform shoes must provide safe, secure footing. They should be comfortable, with a low

heel and closed toe. Shoes must be in good condition and polished or brushed clean. No

flip flops, crocs, or bright multi colored tennis shoes.

Socks- Socks should be worn. Socks should be long enough so that skin is not seen between pant

cuff and shoe.

Hats- Are required by all kitchen staff. Other than kitchen, see your supervisor for your

department specifics. Other than kitchen staff, hats should not be worn indoors. Hats should

be plain, or have a Madden logo.

Manager's, Supervisors and those working in an Office Environment.

Appropriate Business attire must be worn by all Managers, Supervisors and those working in an

Office environment. Guidelines as to what is appropriate to wear have been listed below.

You are expected to comply with our dress code.

Men

Preferred:

Suits/sport coats with dress shirts, ties (optional)

Acceptable:

Dress shirts (e.g., shirts made to be worn with a suit) with sport coats/sweater and/or ties (if you are not

wearing a tie, you will need to wear your sport coat/sweater while you are away from your work area)

Dress shirts with sport coats, unless otherwise approved by department head

Sweaters or sweater vests with dress shirts, ties (optional)

Dress slacks or pressed khakis

Dress shoes or dress boots

Not Acceptable:

No casual shoes, such as beach shoes/flip flops, Birkenstocks (or similar style shoes), hiking boots, or

tennis shoes

No jeans or denim, including jackets, of any color

No flannel shirts

No shorts

Women

Preferred:

Suits or trousers/skirts with jacket

Dresses

Acceptable:

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Jackets

Sweater sets

Dressy sweaters

Dress blouses with sweaters or jackets

Jackets/sweaters are required with sleeveless or spaghetti strap tops or dresses

Capri suits

Dress slacks, skirts or pressed khaki pants

Dress shoes and dress boots

Not Acceptable:

No camisoles

No casual shoes, such as beach shoes, flip flops, Birkenstocks (or similar), hiking boots, or tennis shoes

No jeans or denim, including denim skirts and jackets, of any color

No shorts

Not Acceptable Anytime:

Sheer or revealing clothing (e.g., revealing tops, bare midriffs/shoulders, short mini-skirts, tube tops),

shorts, overalls, jogging suits, jeans, leggings, Yoga pants, halter tops, heavily worn shoes, beach

shoes/flip flops, and T-shirts or sweatshirts advertising products or events

Hats and caps, unless medically necessary or in compliance to or appropriate to department standards.

When addressing a guest or while working inside, sunglasses are not appropriate.

Return of Property

Employees are responsible for all Madden's property, materials, or written information issued to them or

in their possession or control, such as the following:

• Client Lists

• Credit Cards

• Equipment

• Identification Badges

• Keys

• Manuals

• Pagers

• Protective Equipment

• Tools

• Uniforms

• Vehicles

• Written Materials

All Madden's property must be returned by employees immediately upon request or upon termination of

employment. Where permitted by applicable laws, Madden's may withhold from the employee's check or

final paycheck the cost of any items that are not returned when required. Madden's may also take all

action deemed appropriate to recover or protect its property.

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Cash Handling Policy

Cashiers, Servers and Bartenders are expected to drop funds as determined by the Point of Sales

System including any overages and shortages. The required drop will be handled as follows:

A. Overage/shortage of $10 or more:

1. First and second occurrence - Written communication and counseling with

employee.

2. Third occurrence - Removal from cash handling position.

B. Overage/shortage of $25 or more:

1. First occurrence - Written communication and counseling with employee.

2. Second occurrence - Removal from cash handling position.

C. A single variance of $50 or more will result in immediate removal from cash handling

position.

Note: In order not to unduly penalize cashiers for overages/shortages, a one year time frame

will be observed in the application of this policy. When an occurrence becomes one year

old, it is to be ignored when determining the current number of occurrences outstanding.

Resignation

Resignation is a voluntary act initiated by the employee to terminate employment with Madden's.

Although advance notice is not required, Madden's requests at least 2 weeks' written resignation notice

from all employees.

Prior to an employee's departure, an exit interview will be scheduled to discuss the reasons for resignation

and the effect of the resignation on benefits.

Security Inspections

Madden's wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms,

explosives, or other improper materials. To this end, Madden's prohibits the possession, transfer, sale, or

use of such materials on its premises. Madden's requires the cooperation of all employees in

administering this guideline.

Desks, lockers, and other storage devices may be provided for the convenience of employees but remain

the sole property of Madden's. Accordingly, they, as well as any articles found within them, can be

inspected by any agent or representative of Madden's at any time, either with or without prior notice.

Madden's likewise wishes to discourage theft or unauthorized possession of the property of employees,

Madden's, visitors, and customers. To facilitate enforcement of this policy, Madden's or its representative

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may inspect not only desks and lockers but also persons entering and/or leaving the premises and any

packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials

should not bring such items onto Madden's premises.

Progressive Discipline

Although employment with Madden's is based on mutual consent and both the employee and Madden's

have the right to terminate employment at will, with or without cause or advance notice, Madden's may

use progressive discipline at its discretion.

Disciplinary action may call for any of four steps -- documentation, verbal warning, written warning, or

termination of employment -- depending on the severity of the problem and the number of occurrences.

There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps will normally

be followed: a first offense may call for a verbal warning; a next offense may be followed by a written

warning; another offense may lead to a suspension; and, still another offense may then lead to termination

of employment.

Madden's recognizes that there are certain types of employee problems that are serious enough to justify

either a suspension, or, in extreme situations, termination of employment, without going through the usual

progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee

Conduct and Work Rules policy includes examples of problems that may result in immediate suspension

or termination of employment. However, the problems listed are not all necessarily serious offenses, but

may be examples of unsatisfactory conduct that will trigger progressive discipline.

By using progressive discipline, we hope that most employee problems can be corrected at an early stage,

benefiting both the employee and Madden's.

Workplace Etiquette

Madden's strives to maintain a positive work environment where employees treat each other with respect

and courtesy. Sometimes issues arise when employees are unaware that their behavior in the workplace

may be disruptive or annoying to others. Many of these day-to-day issues can be addressed by politely

talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common

sense will dictate an appropriate resolution. Madden's encourages all employees to keep an open mind

and graciously accept constructive feedback or a request to change behavior that may be affecting another

employee's ability to concentrate and be productive.

The following workplace etiquette guidelines are not necessarily intended to be hard and fast work rules

with disciplinary consequences. They are simply suggestions for appropriate workplace behavior to help

everyone be more conscientious and considerate of co-workers and the work environment. Please contact

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the Human Resources Director if you have comments, concerns, or suggestions regarding these

workplace etiquette guidelines.

* Return copy machine and printer settings to their default settings after changing them.

* Replace paper in the copy machine and printer paper trays when they are empty.

* Retrieve print jobs in a timely manner and be sure to collect all your pages.

* Be prompt when using the manual feed on the printer.

* Keep the area around the copy machine and printers orderly and picked up.

* Be careful not to take or discard others' print jobs or faxes when collecting your own.

* Avoid public accusations or criticisms of other employees. Address such issues privately with those

involved or your supervisor.

* Try to minimize unscheduled interruptions of other employees while they are working.

* Communicate by email or phone whenever possible, instead of walking unexpectedly into

someone's office or workspace.

* 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.

* Try not to block walkways while carrying on conversations.

* 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.

Suggestion Program

As employees of Madden's, you have the opportunity to contribute to our future success and growth by

submitting suggestions for practical work-improvement or cost-savings ideas.

All employees are eligible to participate in the suggestion program.

A suggestion is an idea that will benefit Madden's by solving a problem, reducing costs, improving

operations or procedures, enhancing customer service, eliminating waste or spoilage, or making Madden's

a better or safer place to work. Statements of problems without accompanying solutions, or

recommendations concerning co-workers and management are not appropriate suggestions.

All suggestions should contain a description of the problem or condition to be improved, a detailed

explanation of the solution or improvement, and the reasons why it should be implemented. If you have

questions or need advice about your idea, contact your supervisor for help.

Submit suggestions to the Human Resources Director and, after review, they will be forwarded to the

Management Team. As soon as possible, you will be notified of the adoption or rejection of your

suggestion.

Special recognition will be given to employees who submit a suggestion that is implemented.

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Employee Parties

Madden's sponsors fun events for employees that usually include Memorial Day, Labor Day and Closing

Party. However, get-togethers that are among co-workers after hours are not Madden's-sponsored events.

Madden's-sponsored events will be publicly communicated in the employee newsletter or through a

formal invitation from Ben, Abbey or the Human Resource office.

Recognition Programs

Recognition Programs are in place to recognize and reward employees for their hard work and

commitment to the company. Any such programs will be reviewed at Orientation and/or with Department

Heads at your departmental meetings.

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EMPLOYEE ACKNOWLEDGEMENT FORM

The Employee Handbook describes important information about Madden's, and I understand that I should

consult the Human Resources Director regarding any questions not answered in the Employee Handbook.

I have entered into my employment relationship with Madden's voluntarily and acknowledge that there is

no specified length of employment. Accordingly, either I or Madden's 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 Employee Handbook may occur, except to Madden's policy of

employment-at-will. All such changes will be communicated through official notices, and I understand

that revised information may supersede, modify, or eliminate existing policies. Only the chief executive

officer of Madden's has the ability to adopt any revisions to the policies in this Employee Handbook.

Furthermore, I acknowledge that this Employee Handbook is neither a contract of employment nor a legal

document. I have received the Employee Handbook, and I understand that it is my responsibility to read

and comply with the policies contained in this Employee Handbook and any revisions made to it.

EMPLOYEE'S NAME _______________________________________________

EMPLOYEE'S SIGNATURE: _________________________________________________

DATE __________________________________