CAMP CODE

May 2013

Welcome to Red Frog Events LLC (RFE). This Camp Code is intended to be a helpful reference during your association with RFE and to familiarize you whether you are a Frog or a Tadpole with RFEs employment policies and guidelines. For more information on our history, growth, beliefs and mission, please refer to the Culture Book, copies of which are available throughout Camp Red Frog.

IMPORTANT DISCLAIMER
The Camp Code is not intended to be an exhaustive compilation of RFEs policies. Instead, it is intended to provide you with general guidance on RFEs policies and procedures. You are responsible for reading and following the policies in the Camp Code. The most current version of the Camp Code will be available on the RFE Jungle and/or the Lilypad, or you can request a copy from Stephanie Schroeder or Derek Holland. RFE reserves the right to unilaterally change, revise, supplement, suspend, interpret or rescind any provision or policy in the Camp Code at any time and without any advance notice. The Camp Code is the property of RFE and is intended for your personal use and reference as an employee of RFE. It may not be circulated outside of RFE without the written consent of Stephanie Schroeder or another authorized representative of RFE (unless otherwise required by applicable law). All RFE employees are employed at all times at will, which means that either you or RFE has the right to terminate your employment at any time, for any or no reason, with or without any cause or advance notice. Nothing in the Camp Code is intended to create a contract of employment with RFE (express or implied), to modify any contract of employment with RFE (if you have one) or to create any guarantee or expectation of continued employment with RFE for any specified duration. Please sign the Camp Code Acknowledgment Form (on the following page) to indicate that you have read, understand and agree to comply with the Camp Code.
May 2013

* READ THIS! *

CAMP CODE ACKNOWLEDGEMENT FORM (The legal mumbo jumbo)

I acknowledge receipt of the Camp Code dated May 2013. I acknowledge that the Camp Code is not a contract and does not create any contractual relationship of any kind between Red Frog Events LLC (RFE) and me. I understand that the Camp Code supersedes any and all prior oral or written statements by RFE concerning its employment policies, guidelines and benefits. I also understand and agree that: 1. The policies described in the Camp Code apply to my employment with RFE, and it is my responsibility to familiarize myself with, comply with and understand all information it contains, (including, without limitation, the Important Disclaimer) as well as any and all amendments, modifications and/or other changes (which are automatically incorporated into the Camp Code). A copy of the Camp Code is available for my review at any time on the RFE Jungle and/or Lilypad and a hard copy of the Camp Code may be requested at any time from Stephanie Schroeder or Derek Holland. 2. I understand that my employment is at will, meaning that it is not for a specified period of time and that it may be terminated at any time and for any or no reason, with or without any cause or advance notice, by either RFE or me. My at will employment status cannot be modified or changed in any manner (unless I have a written contract to the contrary signed by me and an authorized RFE representative). 3. I understand that RFE has the right, at any time with or without prior notice, in its sole discretion, to unilaterally change, revise, supplement, suspend, interpret or rescind, in whole or in part, any of its published or unpublished policies and procedures, including those in the Camp Code, as well as to change my job duties, title and compensation. I further understand that if RFE intends to make formal revisions to its policies and procedures, they generally will be in writing and made available to me within a reasonable time. 4. I understand that this Camp Code Acknowledgement Form will be maintained as part of my Red Frog file. Please sign and return this Acknowledgement Form within 1 week after your receipt of the Camp Code by printing out this page, signing it and providing a copy to Stephanie Schroeder. _________________________ __________________________________ ____________ Name Signature Date

May 2013

TABLE OF CONTENTS

A. LIFE AT CAMP RED FROG AND BEYOND* ............................................................................. 1 1. Equal Employment Opportunity and Reasonable Accommodation Policy ..................... 1 2. At-Will Employment ............................................................................................................ 1 3. Open-Door Policy ................................................................................................................ 1 4. Policy Against Sexual and Other Prohibited Harassment ................................................. 2 5. Alcohol, Drugs and Smoking in the Workplace ................................................................ 4 6. Attire at Work ..................................................................................................................... 5 7. Guests .................................................................................................................................. 5 8. Social Events ...................................................................................................................... 6 9. Workplace Violence ........................................................................................................... 6 10. Security .............................................................................................................................. 6 11. Health & Safety and Workers Compensation .................................................................. 7 B. EMPLOYEE CLASSIFICATION, TIME KEEPING, PAYROLL AND BUSINESS EXPENSES ....... 8 1. Names We Call Ourselves (i.e., Employee Classifications) ............................................... 8 2. Where Are You? And Timekeeping ................................................................................... 8 3. Paychecks ........................................................................................................................... 8 4. Business Expenses ............................................................................................................. 9 5. Hourly Frog Overtime ........................................................................................................ 9 6. Immigration Law Compliance ........................................................................................... 9 C. USE OF RFE PROPERTY, SOCIAL MEDIA, THE INTERNET & FROG MOBILES .................... 10 1. Privacy ............................................................................................................................... 10 2. Use of RFE Communication and Information Systems ................................................... 10 3. Social Media Policy ........................................................................................................... 10 4. Software Usage ................................................................................................................. 11 5. Frog Mobile Policy ............................................................................................................ 12 D. CONFLICTS OF INTEREST, GIFTS AND CO-WORKER RELATIONSHIPS .............................. 14 1. Outside Employment and Other Conflicts of Interest .................................................... 14 2. Gifts and Business Entertainment .................................................................................... 14 3. Co-worker Relationships .................................................................................................. 15 E. MEDIA INQUIRIES & CONFIDENTIAL INFORMATION ........................................................ 15 F. WORLDS BEST BENEFITS PACKAGE ................................................................................... 16 G. LEAVES OF ABSENCE ........................................................................................................... 17 1. General .............................................................................................................................. 17 2. Leave Under the Family and Medical Leave Act (FMLA) ............................................ 17 3. Domestic and Sexual Violence Leave ............................................................................... 23 H. LEAVING RFE ........................................................................................................................ 25

May 2013

A.

LIFE AT CAMP RED FROG AND BEYOND*

* Everything in the Camp Code, including all policies, standards and expectations, applies to employees while at Camp Red Frog, at the RFE Warehouse, while traveling on RFE business, while working at an RFE site, while at an RFE event or otherwise on RFE business.

1.

Equal Employment Opportunity and Reasonable Accommodation Policy

Each Red Frogger is unique. That is one reason why our RFE Family is so great, and people want to become a part of it. As our RFE Family flourishes, we remain committed to providing equal opportunity for all RFE employees and applicants without regard to race, color, religion, gender, creed, national origin, age, sexual orientation, disability, marital status, veteran status or any other legally protected status. All employment decisions are made based on availability, qualifications, ability, merit and/or other legitimate factors deemed relevant by RFE. RFE will endeavor to provide reasonable accommodations to qualified individuals with disabilities, and of employee religious beliefs, in accordance with and subject to applicable law. You can submit requests for reasonable accommodations to Stephanie Schroeder or Ryan Kunkel. This policy applies to all aspects of the employment relationship.

2. At-Will Employment Youve heard it before, but well say it again: employment with RFE is at-will unless you have a written contract to the contrary signed by you and an authorized RFE representative. This means that your employment is not for any specified period of time and may be terminated by either you or RFE at any time and for any or no reason, with or without any cause or advance notice. 3. Open-Door Policy In order to maintain a positive environment that fosters dialogue, creativity and fun, we believe in an open-door policy. We value your input and want you to feel free to raise positive suggestions as well as any issues of concern. You are encouraged to express your views on RFE policies to Stephanie Schroeder or Ryan Kunkel. You are encouraged to use this Open-Door Policy in good faith and may do so without fear of reprisal or retaliation. Even though you may raise an issue, you are still responsible for consistent compliance with RFEs rules of conduct, policies and practices. Please note that this policy is in addition to (and is not a substitute for) RFEs Policy Against Sexual and Other Prohibited Harassment.

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4. Policy Against Sexual and Other Prohibited Harassment a. Introduction. We are proud of our culture at RFE and the commitment our employees make to create fun and extraordinary events. While we believe in certain kinds of employee shenanigans, there are some lines that cannot be crossed. So theres no misunderstanding:

Sexual and other prohibited harassment or behavior will not be tolerated.

This includes a prohibition of sexual harassment and harassment of or by any RFE employees on the basis of race, color, religion, age, sex, gender identity and/or expression, sexual orientation, national origin, veteran or disability status, genetic information or other legally protected status. Not only is this kind of harassment unlawful, but it impedes RFEs business goals and tarnishes RFEs brand and image. Beginning with this policy, and continuing with open channels of communication and appropriate enforcement, RFE seeks to avoid any and all sexual and other unlawful harassment in our workplace, social and business events. All RFE employees are required to comply with this policy. We must each exercise our good judgment to avoid engaging in conduct that may be perceived as harassing by others. This policy prohibits inappropriate harassing behavior even if the behavior in question would not necessarily be unlawful under applicable law. b. Prohibited Behavior Sexual Harassment. For purposes of this policy, sexual harassment includes, without limitation, any unwelcome or unwanted sexual advances, solicitations for sexual favors, and physical, verbal, or nonverbal conduct of a sexual nature, occurring by or among any of RFEs officers, staff, employees, contractors, consultants, clients, customers, vendors, or other non-employees that (i) is made, either explicitly or implicitly, a term or condition of an individuals employment or engagement with RFE, (ii) is used as the basis for employment or engagement decisions of an individual, (iii) unreasonably interferes with an individuals work performance, or (iv) creates an intimidating, hostile, or offensive working or social environment. Sexual harassment can take many forms. RFE considers, without limitation, the following behavior to be sexual harassment: Objectionable touching; Direct or implied threats, suggestions, solicitations, or propositions of sexual favors or sexual pressure which: (a) will be a precondition of employment, engagement, promotion or retention; or (b) are unwanted and unreasonably interfere with an individuals working environment, work-related social environment or relationship with RFE; and Conduct which alone or together could unreasonably interfere with an individuals working environment, work-related social environment or relationship with RFE, including, but not limited to, sexual comments or inappropriate references to gender, sexually explicit statements, questions, jokes or anecdotes regardless of the means of communication (oral, written, electronic, etc.), unwanted touching, inquiries and comments about sexual activity, experience or orientation and the display of inappropriate sexually suggestive objects, pictures or other materials in a location where others can view or otherwise would have access to them.

c. Prohibited Behavior Other Prohibited Harassment. This policy also expressly prohibits behavior that harasses any of RFEs officers, staff, employees, contractors, consultants, clients, customers, vendors, or other non-employees on the basis of his or her race, color, religion, age, sex, gender identity and/or expression, sexual orientation, national origin, veteran or disability
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status, genetic information or other legally protected status. Forms of such harassment can include physical, verbal and non-verbal behavior that harasses or materially disrupts or interferes with an employees work performance or creates or contributes to an intimidating, hostile or offensive work environment. Examples of this prohibited behavior include, but are not limited to, epithets, slurs, off- color jokes and threats, as well as posters, cartoons, e-mails or drawings that are insulting, degrading, derogatory, or ridiculing of one based on his or her race, color, religion, age, gender, gender identity and/or expression, sexual orientation, national origin, veteran or disability status, genetic information or other legally protected status. d. Reporting. If you believe you are or have been the victim of sexual harassment or other inappropriate behavior prohibited by this policy: You are encouraged to ask the offender to stop engaging in the objectionable behavior, as this is sometimes effective in putting a stop to the behavior. In addition (or instead of speaking directly with the offender, if such informal requests are ineffective or impractical under the circumstances or if you do not feel comfortable speaking directly with the offender) you should promptly report the incident to Stephanie Schroeder or Ryan Kunkel through means that sufficiently identify the individuals involved and the details of the alleged harassment.

If you observe or have reason to believe that another individual has been or is being harassed, or otherwise treated in a manner inconsistent with this policy, you must promptly report that conduct in accordance with the above complaint reporting procedure. If you have questions or concerns about what constitutes harassing or other inappropriate behavior under this policy, you should direct them to Stephanie Schroeder or Ryan Kunkel. RFE encourages all employees to report inappropriate behavior promptly and before the behavior escalates or becomes severe or pervasive. Prompt reporting can help us to respond quickly and prevent the behavior from escalating and also help us to take corrective action to minimize any harm to individuals and to minimize the disruption to our working environment and to RFEs business. e. Investigations, Corrective Action and Confidentiality. To ensure the appropriate resolution of any incidents that may qualify as sexual harassment or other prohibited conduct, RFE will endeavor to conduct a prompt investigation of inappropriate behavior that may be in violation of this policy. We take this seriously any employee found to have engaged in inappropriate sexual harassment or other inappropriate behavior under this policy will be subject to discipline, up to and including termination of employment. RFE also reserves the right to impose corrective measures against individuals who were aware of any harassment or other prohibited behavior, but failed to report it pursuant to this policy, or who raised a complaint that was not made in good faith. Investigations and corrective action will be implemented in a confidential manner, subject to the need to investigate and take corrective action in an effective manner. f. Non-retaliation. Retaliation against an individual for either reporting in good faith sexual harassment or other prohibited behavior, or cooperating with an investigation of such alleged sexual harassment is strictly prohibited by this policy, even if sufficient evidence is not found to substantiate the complaint. Complaints of retaliation also should be made promptly in accordance with the above reporting procedure. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination of employment.
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5. Alcohol, Drugs and Smoking in the Workplace a. Responsible Consumption of Beer and Other Alcohol. Someone somewhere once said, with privilege comes responsibility. That someone may not have been much fun, but that someone is right. If you choose to consume the beer that may be available at Camp Red Frog or when you are doing your job for RFE (i.e., while traveling on RFE business, working at an RFE event or otherwise engaged in RFE activities), you must do so responsibly and appropriately at all times and in accordance with the following: Although beer may be available at Camp Red Frog, you are not allowed to consume other kinds of alcoholic beverages during working time at Camp Red Frog, unless there is an RFE- approved special occasion. So no shots, OK? We respect everyones individual choice to drink or abstain from alcohol; therefore, we do not condone any form of hazing that involves alcohol. If necessary, for your safety and the safety of others, RFE will pay for transportation home if you request a ride home (or if someone else thinks you need one). Only those over the age of 21 may consume alcohol at Camp Red Frog, without exceptions. If your underage sibling visits Camp Red Frog, he or she has to stick to water, soda, Red Bull and zip lines. Only those over the age of 21 may consume alcohol while traveling on RFE business, working at an RFE event or otherwise engaged in RFE activities.

Consumption of alcohol by anyone under the age of 21 or service of alcohol to anyone under the age of 21 is strictly prohibited. If you know or suspect that a Frog, Tadpole or guest at Camp Red Frog under the age of 21 is consuming alcohol OR If you know or suspect that a Frog or Tadpole under the age of 21 is consuming alcohol while traveling on RFE business (including at RFE events*, career fairs, etc.), you must report it to Stephanie Schroeder.
*For events outside the United States, a different drinking age may apply, so be sure to check the local requirements

b. No Drugs. RFE strictly prohibits the use, possession, manufacture, distribution, dispensation, sale or purchase of drugs and other controlled substances at Camp Red Frog or the RFE Warehouse, while traveling on RFE business, working at an RFE event or otherwise engaged in RFE activities. For purposes of this policy, drugs and other controlled substances are defined as (1) any drug that is not legally obtainable and (2) any drug that is legally obtainable, such as a prescribed medication, but that was not legally obtained, is not being used for prescribed purposes and/or is not being taken according to prescribed dosages. The legal and proper use of prescription medications (that are legally obtained and taken in accordance with prescribed instructions) is permitted on the job only to the extent that the use of such medications does not adversely affect your job performance or the safety of you or others. c. No Driving While Under the Influence. We hope this is a statement of the obvious while conducting RFE business, you cannot, under any circumstances, drive any RFE vehicle or any other vehicle (including Gators, ATVs, golf carts, forklifts, etc.) while under the influence of alcohol or drugs.
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 d. No Smoking. RFE maintains a strict no smoking policy. Smoking is not permitted in any part of Camp Red Frog or the RFE Warehouse (or within 15 feet of those buildings, in accordance with the Smoke Free Illinois Act), while on RFE business (including at RFE events), while in transit between Camp Red Frog and the RFE Warehouse or on other assignments, while traveling in vehicles owned, leased or rented by RFE, or while wearing any RFE clothing (including, but not limited to, a Warrior Dash Staff T-Shirt, Great Urban Race Staff T-Shirt, Beach Dash Staff T-Shirt, Red Frog Bar Crawls Staff T-Shirt, Firefly Music Festival Staff T-Shirt or Staff T-Shirts for any other events that RFE develops). Violations of any of these policies may result in disciplinary action, up to and including termination of employment. However, RFE will reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol and/or drug rehabilitation program. RFE reserves the right to require any employee to submit to testing for illegal drugs and/or alcohol to the extent permitted by applicable law. 6. Attire at Work Whoever invented flip-flops* is a genius, and we love em. While RFE does not have an official dress code, you should maintain a reasonably appropriate appearance at all times. RFE expects that you will exercise good judgment when deciding what to wear in the workplace, at events and when representing RFE outside of Camp Red Frog or the RFE Warehouse. * For safety reasons, all visitors to the RFE Warehouse must wear closed-toe shoes, so leave the flip- flops at Camp Red Frog (or at home) on days when youll be visiting or working at the RFE Warehouse. 7. Guests

Guests are welcome and encouraged to visit Camp Red Frog so they can see it for the great place that we all know it is. Guests are expected to comply and it is your responsibility to ensure that they comply with the standards described in RFEs policies while at Camp Red Frog (including RFEs Drug & Alcohol Policy, Workplace Violence Policy, and Policy Against Sexual and Other Prohibited Harassment). Weve said it once, but well say it again - if a guest is under the age of 21, they cannot drink alcohol at Camp Red Frog. You are responsible for the safety and conduct of your Camp Red Frog guests. We hope it never has to happen, but we might have to require a guest to leave Camp Red Frog for any reason we think is appropriate under the circumstances.

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8. Social Events What could be more fun than life at Camp Red Frog? Field Trip Day or RFE Bar Crawls! RFE periodically offers purely voluntary social events, including, but not limited to, intramural sports, bar crawls, sporting events, concerts, dinners, field trips, etc. Anyone who wishes to participate in any those events may be required to sign a liability waiver before they can participate. 9. Workplace Violence We value the safety and security of our RFE Family, so heres another line not to cross . . . RFE strictly prohibits employees, consultants, visitors or anyone on our premises or at an event site from behaving in a violent or threatening manner. Threats or acts of violence by or against RFE employees, other people and/or property (which can include conduct intended to be a prank or practical joke) will not be tolerated, and any person who makes threats, exhibits threatening behavior or engages in violent acts on RFE premises may be removed from the premises pending the outcome of an investigation. As an RFE employee, you are prohibited from, at any time (before, during or after working time), using, carrying, possessing or concealing any weapon, concealed or otherwise, while on RFE premises, at RFE-related events or activities or engaged anywhere in RFE business (even where state law may permit the carrying of a concealed weapon). To the extent permitted by law, RFE may conduct a search of an employee, his or her personal items or work area to determine whether a weapon prohibited by this policy is present. An employees refusal to submit to such a search may, to the extent permitted by law, subject the employee to corrective action, up to and including termination of employment. RFE employees must report any potential threat or act of violence, or any use, possession, carrying or concealment of a weapon, as soon as possible to Stephanie Schroeder or Ryan Kunkel. It is RFEs policy to handle matters of this type appropriately and confidentially to the extent possible, consistent with the need to effectively investigate and take appropriate corrective action. Any violation of this policy may lead to disciplinary action, up to and including immediate termination. 10. Security The security of RFEs facilities as well as the welfare of our employees requires that everyone be aware of any potential security risks. You must immediately notify Stephanie Schroeder or Ryan Kunkel when you see people acting in a suspicious manner that concerns you, or if you lose or misplace RFE keys, security passes, computers or other equipment or documents containing sensitive RFE information.

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11. Health & Safety and Workers Compensation Its only fun until someone pokes an eye out or something like that. Be careful while working at Camp Red Frog, the RFE Warehouse and otherwise, including while you are away at RFE events or on other RFE-related business. You must immediately report any workplace injuries and illnesses to Derek Holland. From your date of hire, you are covered by RFEs workers compensation insurance. This coverage compensates you in the event that you suffer certain qualifying work-related illnesses or injuries. If you suffer or witness a workplace injury or illness, you must: Immediately report such injury or illness to Derek Holland; Seek medical treatment and follow-up care (if applicable); and Complete a written Employee Claim Form, which may be obtained from Derek Holland. You may be required to provide RFE with a certification from your health care provider with regard to any need for leave for your injury or illness and your ability to return to work after such a leave. Failure to timely report an on-the-job illness or injury may result in a delay or loss of benefits. If you have any questions regarding your workers compensation rights and responsibilities, contact Derek Holland.

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B.

EMPLOYEE CLASSIFICATION, TIME KEEPING, PAYROLL AND BUSINESS EXPENSES

1.

Names We Call Ourselves (i.e., Employee Classifications)

Each member of our RFE Family is classified as a Frog, an Hourly Frog or a Tadpole. All RFE employees are full-time, which means that you are generally expected to work at least 40 hours per week on a regular basis. 2. Where Are You? And Timekeeping Because many of us may be on the road or out of the office for other reasons, it is helpful to know where people are on a given workday. You should update RFEs internal calendar daily to show where you are working that day (in addition to providing any other notice where appropriate or required under another RFE policy), so that others will know where they can reach you. Additionally, all Hourly Frogs and Tadpoles are expected to keep track of their hours worked using the documents and systems established by RFE, providing that information to RFE on a weekly basis, and promptly notifying RFE if there are any timekeeping errors. Time records must include the beginning and start times for working time and for each meal period and absence from work for personal reasons (where applicable). The time records need to be accurate and reflect the actual hours worked for each day when submitting them to RFE. It is against RFE policy to work off the clock in other words, all hours must be recorded.

Altering, falsifying or tampering with time records or recording time on another employees time record may result in disciplinary action, up to and including termination of employment.

3. Paychecks You will be paid bi-weekly. Each payday, your check stub will show your gross pay for the pay period, statutory deductions, any voluntary deductions, any garnishments, net pay and cumulative gross pay totals. In addition to required taxes, other deductions may be withheld from your pay, depending on the programs and benefit plans in which you are enrolled. RFEs policy prohibits improper pay deductions from compensation of exempt employees. If you have questions about your paycheck or believe that an improper deduction has been made, please contact Kristy Corcoran. If RFE determines that an improper deduction was made, you will be reimbursed and RFE will work in good faith to make sure that no improper deductions occur again. RFE forbids retaliation against anyone for reporting any alleged improper deductions from compensation. Complaints of retaliation or fear of threatened retaliation should be reported to Kristy Corcoran or Stephanie Schroeder.

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4. Business Expenses

Sometimes having fun costs money. RFE will reimburse you for reasonable and necessary business expenses that you incur in the course of approved RFE-related business and in accordance with its business and travel expense reimbursement policies. In addition, you are only expected to use a company credit card for legitimate business purposes and in accordance with its business and travel expense reimbursement policies. For more information, please refer to the RFE Business and Travel Expense Policy on the Lilypad or contact Kristy Corcoran with any questions. 5. Hourly Frog Overtime In addition to their regular pay, Hourly Frogs who work over 40 hours in a workweek (considered, for these purposes, to be Monday 12:00 a.m. through Sunday 11:59 p.m.) will receive overtime pay at the legally prescribed rate for hours worked in excess of 40 hours in accordance with applicable law (exempt employees do not receive any such additional monetary compensation). Please note that absences resulting from approved or other non-working time off will not be counted as time worked for purposes of computing overtime pay, and that RFE may require Hourly Frogs to get prior approval before working any overtime, if it chooses. Questions about overtime should be directed to Kristy Corcoran. 6. Immigration Law Compliance RFE employs only those individuals who are lawfully authorized to work in the United States. All offers of employment are contingent on verification of your right to work in the United States. You will be asked to provide original documents verifying your right to work and to complete the Employment Verification Form (I-9) and any other applicable documentation requirements.
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C.

USE OF RFE PROPERTY, SOCIAL MEDIA, THE INTERNET & FROG MOBILES
1.

Privacy

RFE reserves the right to inspect, access, review and/or monitor, at any time, with or without notice, your use of, and/or items stored in, all RFE-owned property to which you have access or use in connection with your employment with RFE, subject to and in accordance with applicable law. This includes, but is not limited to, desks, other office furniture, equipment, RFE-owned or rented vehicles, telephone systems, fax machines, the RFE Jungle, Lilypad, other Internet/intranet use and activity, files on RFEs servers and networks, RFE-related Google Docs, e-mail and voicemail accounts, computers and other electronic communications equipment, etc., etc., etc. What were really trying to say is: When using any RFE resources, systems or property at Camp Red Frog, at the RFE Warehouse or while working at an RFE event, you have no expectation of privacy in any RFE property, communications or information.

2. Use of RFE Communication and Information Systems RFE expects you to act like the smart person we think you are and to exercise discretion and good judgment, including when using RFEs communication and information systems and equipment. RFEs systems and equipment may not be used for any illegal, unethical, destructive, wasteful, harassing, offensive, demeaning, insulting, defaming, intimidating or sexually suggestive purpose, or in any other way that could otherwise risk violating or be perceived to violate, any of RFEs policies or applicable law (including the Policy Against Sexual and Other Prohibited Harassment above). Violations of this policy may lead to disciplinary action, up to and including termination. In addition, any willful attempts to destroy or alter communications systems (for instance, by intentionally deleting files, including Google Docs, with the intent to damage RFE) could result in criminal or civil action. 3. Social Media Policy Lots of us use social media (e.g., personal web sites, blogs, wikis, Facebook, Google+, Twitter, YouTube, online group discussions, message boards, news groups, chat rooms, etc.) for personal purposes, and we know that social media can be a powerful and positive tool for RFE. While we respect your rights to maintain a blog or post a comment on social networking sites and encourage open communication in all forms, social media also could negatively impact RFE if used incorrectly or irresponsibly. Therefore, if you are posting information about RFE, you must exercise good judgment and comply with all RFE policies. This includes your abiding by the following: Only authorized RFE employees may use social media to share approved messages or announcements concerning RFE or its events. If you have any questions regarding any approved messages (including if you dont know if you are authorized to share any such messages and/or which messages are appropriate to share at any given time), please contact Lauren Shield.

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Dont share RFEs confidential, trade secret or other proprietary information (including financial information, sales, profits, discounts, RFEs relationships with participants, affiliates, employees, vendors or venues) or similar information of customers, vendors, venues, sponsors, participants or others who have shared such information with RFE. RFEs and third parties intellectual property, logos, trademarks, and copyrights may not be used in any manner unless expressly authorized in advance by Lauren Shield. You may not create websites, blogs, or other online media in the name of RFE (whether on or off RFE premises or through the use of RFE or non-RFE equipment) unless approved in writing in advance by Lauren Shield. If you post information or opinions related to RFE via social media, you must include a disclaimer stating that the opinions expressed are yours alone and do not necessarily represent the views of RFE (unless otherwise authorized by Lauren Shield). You are expected to be courteous, respectful and thoughtful about how others in the RFE Family and our business partners may react to or be affected by postings. As a general matter, when engaged in social networking, you may not make statements that either actually or potentially negatively impact or bring into disrepute RFE, its operations, or any of its services, customers or employees. The only exception to this general rule is a communication that is otherwise legally protected. Incomplete, inaccurate, inappropriate, obscene, discriminatory, or poorly worded postings may be harmful to other employees, damage employee relationships, undermine RFEs reputation, violate RFE policies or otherwise harm RFE. You are personally and fully responsible for the content that you publish on blogs, wikis, social media or any other form of user-generated media. Be mindful that what you publish will be public. Your personal use of social media during working time can negatively impact productivity and work performance. Once you start, its hard to stop. Therefore, it is your responsibility to make sure that your personal use of social media does not impact productivity or cause performance issues.

This policy applies to any form of personal social media, including postings outside of work time and through non-RFE computer systems. 4. Software Usage

RFE doesnt want any unintended spats with any technology giants or trolls, so you are prohibited from downloading, duplicating or using any software product in any way that violates the law. You also may not provide software licensed to RFE to anyone outside RFE or use software in a manner inconsistent with RFEs license or other authorized use. If you have any questions about the use of software or are aware of any misuse of software within RFE, please contact Eric Davis.
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5. Frog Mobile Policy Unless otherwise noted, the policies in this section apply to Frog Mobiles, rental vehicles or any other vehicles (including Gators) used at an RFE event.

What are the Frog Mobiles? The RFE cars that live in the parking lot behind Camp Red Frog. Who can use the Frog Mobiles? Despite the name, any Frog or Tadpole can use the Frog Mobiles, as long as they have a valid drivers license that is in their possession when using the Frog Mobile. We encourage you to use the Frog Mobiles for anything related to RFE, including trips to and from the RFE warehouse, traveling to local RFE events, traveling to Career Fairs, etc. Do not use your own personal vehicle for RFE-related business, as RFE will not be responsible for any damage caused to or by your personal vehicle. How do I use the Frog Mobiles? o Frog Mobiles must be checked out through Kathy Neukom. If Kathy is not at Camp Red Frog, another Frog will have the keys (please refer to each mornings Coffee Talk email). When you return the Frog Mobiles to Camp Red Frog, please return the keys immediately to Kathy and dont give the keys to another Frog or Tadpole without checking with Kathy first. If there is no parking space available at Camp Red Frog, you may leave the keys with the parking lot attendant (who will not hand out the keys to another Frog or Tadpole without receiving authorization from Kathy). o Wear seatbelts. Drivers and passengers must wear seatbelts at all times when traveling in Frog Mobiles or rental cars. o Dont speed or ignore traffic laws. We all know life moves fast at RFE, but it shouldnt when youre driving. Please abide by all federal, state and local driving laws and regulations. All speeding, parking and other driving-related tickets are the responsibility of the person driving the car RFE will not pay those tickets! Report accidents or theft. If a Frog Mobile is involved in an accident or is stolen/vandalized, you must immediately report the incident to Kathy Neukom. If a rental car is involved in an accident or is stolen/vandalized at an RFE event, you must report it to the event Race Director. If you are a Race Director, please immediately report any accidents at an event to the RFE Travel Team. Any accident resulting in injury (to a Frog, Tadpole or third party) may require a formal accident investigation by the RFE Travel Team. When an accident, theft or other loss or damage to a Frog Mobile or RFE rental car occurs and you are at fault, you may be held responsible for payment of the insurance deductible. Dont drive under the influence of drugs or alcohol. While conducting RFE business, you cannot, under any circumstances, drive any vehicle (including Gators, ATVs, golf carts, forklifts, etc.) while under the influence of alcohol or drugs. Any Frog or Tadpole convicted of an alcohol or drug related offense while driving any vehicle (at any time) may have his/her vehicle privileges terminated in addition to any appropriate disciplinary action, up to and including termination.
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Dont talk on your phone or text while driving. Do not talk, text, surf the web or otherwise use your cell phone in a way that puts you and others at risk. We understand that there may be times when you may need to communicate while in transit however, for your safety and the safety of others, please either use a hands- free device or safely stop the vehicle before using your cell phone.

o o o o If you have any questions about the Frog Mobile Policy, please contact Stephanie Schroeder. If the inside or outside of Frog Mobiles look like our post-race Warriors, please let Kathy know or take them in for a car wash. If the Frog Mobiles gas tanks are below 1/4 full, please fill them up (take a company credit card with you every trip you take with the Frog Mobiles). If you notice any strange noises, see any lights or observe any other problems while driving the Frog Mobiles, please fill out the paper log in the glove box and let Kathy know so that we can promptly address the problem. We understand that you cant wait to rush back to Camp Red Frog after a trip, but please take a few minutes to search the Frog Mobiles and remove any personal items and trash. What can I do for the Frog Mobiles? Most importantly, treat the Frog Mobiles with respect: they should always be returned in the condition in which you borrowed them.

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D.

CONFLICTS OF INTEREST, GIFTS AND CO-WORKER RELATIONSHIPS

1.

Outside Employment and Other Conflicts of Interest

We all work hard and play hard at RFE and expect that you will too by devoting your undivided interest, loyalty, and attention to your job at RFE during your working time. If you have an additional job with another employer or you become involved in personal business interests (even outside normal working time), your efficiency and job performance can suffer. Consequently, a full-time position with RFE is expected to be your primary job. Additionally, you must avoid situations in which outside employment, outside activities, personal financial interests, or personal relationships compromise (or even appear to compromise) your capability to properly carry out your duties and responsibilities, or that in any way create (or even appear to create) an actual or potential conflict with the interests of RFE. 2. Gifts and Business Entertainment As an RFE employee, you will meet many interesting people with whom we do business, and you might want to give them a present or they might offer you a gift. When employees accept or provide gifts or entertainment in connection with their work for RFE, it can create the appearance of a conflict of interest. Therefore, you must use discretion in giving or receiving money, gifts or entertainment to or from potential or actual vendors, venue owners, sponsors, suppliers or competitors of RFE. A general rule is that gifts are okay if they are infrequent, of nominal value, are offered in connection with RFE business and do not influence your decision-making. Under no circumstances can you give or accept any gift or entertainment to or from a third party that is illegal, is cash, is unsavory, is sexually oriented or otherwise violates RFE policy or that otherwise could reflect negatively on RFEs or your reputation. Special rules may apply when a governmental agency or official is involved, and you should contact Stephanie Schroeder or Derek Holland for additional guidance.

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3. Co-worker Relationships RFE takes great pride in our unique culture and the great people who are part of the RFE Family. RFE understands that some employees may end up really liking each other, and decide that they want to date each other or otherwise pursue a romantic relationship. RFE expects that employees will exercise good judgment when involved in or pursuing a romantic relationship with a co-worker. Workplace romantic relationships can sometimes lead to distraction, interruption and sharing of confidential information. In addition, the roles and levels of the employees involved can create (or appear to create) a conflict of interest, including possible impressions of inappropriate favoritism. For this reason, dating and/or romantic relationships between Tadpoles and Frogs (hourly or otherwise) are prohibited. Any violation of this policy may lead to disciplinary action, up to and including termination. If two employees are involved in a dating or other romantic relationship with each other, they must promptly inform Stephanie Schroder or Ryan Kunkel, as it may be necessary to make changes to the roles, duties and/or reporting relationships of the employees involved. In addition to this policy, the employees involved also should be aware of and comply with RFEs Policy Against Sexual and Other Prohibited Harassment. Important Note About Travel While traveling for RFE work, hotel rooms are for you and your roommate. For your safety and/or the comfort and respect of your roommate, you are not permitted to share your hotel bed or otherwise pursue a romantic relationship (you know what we mean) in your hotel room.

E.

MEDIA INQUIRIES & CONFIDENTIAL INFORMATION

1. Media Relations

There are a lot of people who want to know more about us, including the media. Any requests for interviews, conversations or information from the media in any form (e.g., newspaper, magazine, internet or television reporters) regarding RFE-related issues should be referred to Lauren Shield. Nobody may speak to the media on behalf of RFE without express permission from Lauren Shield. We work on really cool stuff here at RFE and are always creating new ideas. As an RFE employee, you will have access to confidential or proprietary information regarding RFE, its events, its personnel and operations that we expect you will keep confidential. This includes, for instance, RFE financial and strategy planning information, marketing strategies, salaries, research and development, event plans, services, participant information, software, developments, etc. that is not generally available to the public. As an employee, you are required to sign and comply with a written agreement between you and RFE that includes (among other things) provisions requiring you to maintain the confidentiality of RFEs confidential information, except as authorized by RFE or as required by applicable law. That Confidentiality Agreement also explains your obligations as they relate to discoveries, inventions and intellectual creations of any nature that you develop, or assist in developing, while employed by RFE. If you are unsure as to whether certain information is confidential or proprietary, it is your responsibility to discuss it with Stephanie Schroeder or Ryan Kunkel.
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2.

Confidential Information & Intellectual Property

F.

WORLDS BEST BENEFITS PACKAGE

RFE provides outstanding employee benefits and other perks to its employees. Your right to participate in the various employee benefit plans and programs offered by RFE is determined based upon your position with RFE and the terms of the applicable plan documents and policies as in effect or amended from time to time in RFEs discretion. Many of these benefits are highlighted on the RFE website and in our Culture Book, and include, for instance (depending on whether you are a Salaried Frog, Hourly Frog or Tadpole and subject to certain condition) unlimited vacation days, a birthday gift, free food and drinks at Camp Red Frog (e.g., energy drinks, soda, beer, fruit and snacks), family lunch on Mondays, office dcor allowance and matching charitable contributions of up to $1,000 per year. In addition, you may qualify for the following benefits: Health Insurance: After completing six months of employment with RFE (and meeting any other eligibility requirements), you will become eligible to participate in RFEs health insurance plan, under which RFE currently pays 100% of the coverage premium. At this point, you may also participate in RFEs dental, vision and life insurance programs. 401(k) Plan: After completing six months of employment with RFE (and meeting any other eligibility requirements), you will become eligible to participate in RFEs 401(k) plan. Maternity & Paternity Leave: If you give birth to a child, RFE will provide you with a paid 12- week maternity leave, at 100% pay. If your spouse or domestic partner gives birth to a child, or if you adopt a child, RFE will provide you with a paid two-week leave, at 100% pay. These leaves must be taken within the 12-month period following the birth of the child, must be taken at one time (unless RFE has agreed otherwise), and will run concurrently with any leave under RFEs Family and Medical Leave Act policy described in the Leaves of Absence section of this Camp Code. Further information and details about the benefits for which you qualify is available upon request. Copies of the applicable plans and additional information may be obtained from Stephanie Schroeder. RFE retains the right to modify, suspend or discontinue any of its benefits plans, programs or policies, at any time, in its sole discretion.

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G.

LEAVES OF ABSENCE
1.

General

While well certainly miss you when youre gone, RFE realizes and respects that there may be certain circumstances that may require you to be away from work for an extended period of time, such as for personal illness, the illness of certain family members, the birth, adoption or placement of a child, certain matters related to covered servicemembers and/or certain matters related to domestic or sexual violence. Therefore, RFE has implemented the Family and Medical Leave Act and Domestic and Sexual Violence leave policies contained below for eligible employees. In addition to the leaves described, RFE provides eligible employees with any and all other leaves as required by and in accordance with applicable law, including, but not limited to, jury duty leave, voting leave and leave for military-related obligations. If you have questions about any of the leaves described below or any of the other leaves that may be available to you, please contact Stephanie Schroeder. 2. Leave Under the Family and Medical Leave Act (FMLA) Under the FMLA, you are permitted up to 12 weeks of unpaid, job-protected leave (or 26 weeks of unpaid military caregiver leave) in a 12-month period to the extent you are eligible. The ultimate determination of whether or not you are entitled to FMLA leave or whether any time off may be deemed to be FMLA leave is not governed by the Camp Code, but rather is governed by the provisions of the FMLA and any applicable regulations and law interpreting the FMLA. The following is intended to provide employees with a summary of some of the important provisions of the FMLA. This policy does not expand, restrict or limit any other rights that you or RFE may have under the FMLA or otherwise, including any law prohibiting discrimination or granting further leave rights. This policy will be administered and interpreted in accordance with the FMLA and regulations thereunder, as in effect or amended from time to time. RFE reserves the right to change or withdraw this policy at any time, subject to the FMLA and any other applicable law. You may obtain additional information, including application forms, and answers to any questions you have about FMLA, from Stephanie Schroeder. a. Eligibility for Family and Medical Leave. To be eligible for FMLA benefits, you must: have worked for RFE for at least 12 months (which need not be consecutive, but if you have had a break in service with RFE of 7 or more years, any period of employment prior to that break will not be counted for purposes of this eligibility requirement, unless your break in service is occasioned by the fulfillment of your National Guard or Reserve military service obligation); have worked for RFE at least 1,250 hours during the 12-month period before the date the leave is to begin; and work at a location where, as of the time of your request for leave, at least 50 employees are employed by RFE within 75 miles.

If you do not meet each of these requirements, you are not eligible for FMLA leave.
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b. Leave Entitlement. If eligible, you generally are entitled to take up to 12 workweeks of unpaid family, medical and/or qualifying exigency leave within an applicable 12-month period, and up to 26 workweeks of unpaid military caregiver leave within a single (one-time) 12-month period, in each case as set forth in more detail below, and in the FMLA: For the birth of your child and in order to care for the child. For the placement of a child with you for adoption or foster care and in order to care for the child. For the care for your spouse, son, daughter or parent (each as defined in the FMLA) who has a serious health condition requiring medical treatment that renders the family member incapable of participating in his or her regular daily activities, as described further in the FMLA. Due to your own serious health condition (including but not limited to incapacity caused by pregnancy, childbirth or related medical conditions) requiring medical treatment that renders you unable to perform one or more of the essential functions of your position as described further in the FMLA. Due to any qualifying exigency arising out of the fact that your spouse, son, daughter or parent is on covered active duty (as defined below), or has been notified of an impending call or order to covered active duty, in the Armed Forces (including a member of the National Guard or Reserves) (qualifying exigency leave). Covered active duty means: (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, and (B) in the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty under a provision of law referred to in 10 U.S.C. 101(a)(13)(B). To care for a covered servicemember (as defined below) of whom you are the spouse, son, daughter, parent, or next of kin (as defined in the FMLA regulations) (military caregiver leave). o Covered servicemember means: (A) 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 (as defined below), or is otherwise on the temporary disability retired list, for a serious injury or illness; or (B) a veteran (as defined below) 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 five (5) years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy. Outpatient status 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. Serious illness or injury means: (A) in the case of a member of the Armed Forces (including a member of the National Guard or Reserves), an injury or illness that was incurred in the line of duty on active duty in the Armed Forces (or existed before the beginning of the members active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) that may render the service member medically unfit to perform the duties of the service members office, grade, rank or
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rating; and B) in the case of a veteran (which has the meaning given in 38 U.S.C. 101, and which, as of the date of the issuance of this policy, means a person who served in the active military, Naval or Air Service, and who was discharged or released from such service under conditions other than dishonorable) who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period described in part (B) of the covered servicemember definition above, a qualifying (as defined by the Secretary of Labor) injury or illness that was incurred in the line of duty on active duty in the Armed Forces (or which existed before the beginning of the members active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) and which manifested itself before or after the member became a veteran. In order to determine the applicable 12 month period for all types of FMLA leave other than military caregiver leave, RFE uses the 12-month period measured forward from the date the employees first FMLA leave begins. The entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months from the date of the birth or placement. For purposes of military caregiver leave, the 12-month period is the 12-month period measured forward from the date an employees first FMLA leave to care for a covered servicemember begins. If an eligible employee does not take all of his or her 26 workweeks of military caregiver leave during the single 12-month period, the remainder of his or her 26 weeks of military caregiver leave is forfeited. An employee may be entitled to take more than one period of 26 workweeks of military caregiver leave if (and only if) the leave is to care for different service members, or the same service member with a different, and subsequent, injury or illness (provided that no more than 26 weeks of military caregiver leave may be taken under any circumstances within any single 12-month period). Eligible employees are entitled to a combined total of 26 weeks of all types of FMLA leave during the 12-month period applicable to military caregiver leave, and no more than 12 of those 26 weeks may be taken for qualifying reasons other than military caregiver leave. If both spouses are employed by RFE, they are only entitled to an aggregate leave of twelve (12) weeks between them during a 12-month period for the childs birth, adoption or placement, or to care for a parent with a serious health condition. Spouses employed by RFE who request military caregiver leave, or a combination of military caregiver leave and any of the other FMLA-qualifying leaves described in the immediately preceding sentence, may only take a combined total among them of up to 26 weeks of leave during the single 12-month period applicable to military caregiver leave. However, the 12-week combined limitation described in the preceding sentence still applies. c. Intermittent Leave. You may use FMLA leave in one continuous block of time or, in certain circumstances, intermittently or on a reduced leave schedule. Absent RFE approval, leave taken in connection with the birth, adoption or foster placement of a child may not be taken intermittently or on a reduced leave schedule. In certain situations involving foreseeable intermittent leave or leave on a reduced leave schedule (such as when leave is based on planned medical treatment, is for a period of recovery from a serious health condition or a serious illness or injury of a covered service member, or is used with RFE approval for the birth, adoption or foster placement of a child), RFE may temporarily transfer you to a position for which you are qualified and which better accommodates such leave, in which case you will continue to receive pay and benefits equal to your prior position.
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d. Employee Notice. Notice shall be made in writing to Stephanie Schroeder. If the need for leave is foreseeable (and other than for exigency leave), you must provide at least 30 calendar days prior notice. If 30 days notice is not possible, you must provide notice as soon as practicable, which typically should be the same day or the next business day after you learn of the need for leave. Notice of the need for qualifying foreseeable exigency leave must be provided as soon as is reasonable and practicable. If the need for leave is not foreseeable, you must provide notice as soon as practicable. If your need for leave is foreseeable because of planned medical treatment for you, a covered family member, or a covered servicemember, you must make a reasonable effort, subject to the approval of your health care provider, to schedule the leave so as to not unduly disrupt RFE operations. If you do not give sufficient notice of foreseeable or unforeseeable leave, the leave may be delayed to the extent permitted by the FMLA. When providing notice to RFE, you must provide sufficient information to permit a determination of whether the leave may qualify for FMLA protection as well as the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for covered servicemember leave. If the need for leave is for a reason for which the FMLA leave was previously taken or certified, employees must state that reason or the need for FMLA leave when notifying RFE of the need for leave. e. Notice to Employees. After receiving notice from you that FMLA leave is being requested, RFE will inform you of your eligibility status for taking leave. If you are not eligible for leave, RFE will provide at least one reason for the ineligibility. If you are eligible for leave, RFE will notify you of your rights and responsibilities under the FMLA, including any additional information that may be required of you (such as submission of a certification). After sufficient information is obtained to determine whether the leave will be designated as FMLA-protected, RFE will notify you as to whether the leave has been designated as FMLA leave. If known at that time, RFE will also notify you of the amount of leave to be counted against your leave entitlement. If not known at that time, RFE will notify you of the amount of leave counted against your leave entitlement upon request, but no more often than once in a 30-day period during which leave is taken. f. Certification. If you are seeking leave due to your own serious health condition or the serious health condition of your spouse, son, daughter or parent, or to care for a covered servicemember, you must provide Stephanie Schroeder with a certification issued by your or your family members health care provider, as appropriate. Applicable certification forms may be obtained from Stephanie Schroeder. A serious health condition is defined in the FMLA regulations, but generally speaking is an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that prevents a person from performing the functions of his or her job, or from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by: A period of incapacity of more than 3 consecutive, full calendar days combined with either (a) at least 2 in-person visits to a health care provider (generally, 1 of these visits must occur within 7 days of the first day of incapacity, while the other visit must occur within 30 days of the first day of incapacity); or (b) 1 in-person visit to a health care provider and a regimen of continuing treatment (generally, the 1 visit must occur within 7 days of the first day of incapacity); or Incapacity due to pregnancy, or for prenatal care; or
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Incapacity due to a chronic condition that requires periodic in-person visits to a health care provider (at least 2 visits per year).

Other conditions may meet the definition of continuing treatment. An employee seeking military caregiver leave must provide RFE with a medical certification supporting the leave request or an Invitational Travel Order or Invitational Travel Authorization. An employee seeking qualifying exigency leave must provide RFE with a copy of the active duty orders or other military documentation which indicates that the military member is on active duty or call to active duty status in a foreign country and the dates of such service (as applicable) and a certification supporting the need for leave. Qualifying exigencies may include short notice deployment, attending certain military events, childcare and school activities (such as arranging for alternative childcare), addressing certain financial and legal arrangements, attending certain counseling sessions, rest and recuperation and attending post-deployment reintegration briefings (in each case as described more fully in the FMLA regulations). Leave will not be granted or may be delayed in the event that a certification is not submitted within 15 calendar days of when the certification is requested, unless submission of such a certification within that time frame is not possible despite diligent, good faith efforts or due to extenuating circumstances. If necessary, RFE may seek authentication and/or clarification of a medical certification from the health care provider. RFE will seek your authorization to contact the health care provider prior to seeking clarification. Although such authorization is not required to be given, your request for leave may be denied if you refuse authorization and refuse to otherwise provide clarification. With respect to leave due to your own serious health condition or the serious health condition of your spouse, child or parent, RFE, in its judgment, may require you to obtain the opinion of a second health care provider at RFEs expense either before or during the leave. In cases where the second opinion differs from that of the original certification provided, RFE may require you to obtain a third opinion of a jointly-designated or approved health care provider at RFEs expense, which third opinion shall be considered final and binding upon both you and RFE. During the leave, RFE may require periodic reports from you regarding your status and intent to return to work. RFE may also require that you obtain recertification of the need for leave due to your own serious health condition or the serious health condition of your spouse, child or parent. In addition, RFE may require a new certification at the commencement of a new 12-month leave year in conjunction with an absence relating to your serious health condition or your spouses, childs or parents serious health condition, even if the serious health condition to which the absence relates was certified in the previous leave year. g. Use of Paid Time. If you take FMLA leave and are an Hourly Frog or Tadpole, you are required to use all your available paid leave concurrently. If you take FMLA leave and are a Frog (but not an Hourly Frog), because you do not receive a grant or accrue any paid leave, RFE will provide you with paid leave for a portion of your FMLA leave, as determined in RFEs discretion. Any FMLA leave taken after accrued paid leave is exhausted will be unpaid. An employees total FMLA leave time, whether or not any combination of paid leave is used to compensate the employee during his or her leave, may not exceed the applicable twelve (12) or twenty-six (26) week limits set forth above. Any and all such paid leave time, as well as any other applicable leave time (such as workers compensation or disability leaves) runs concurrently with, and is not in addition to, FMLA leave. You will not receive duplicate pay for any such concurrent leaves.
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 h. Continuation of Benefits. If you take FMLA leave, you will not lose any employment benefit accrued prior to the date the leave commenced. Any period of unpaid FMLA leave will be treated as credited service for purposes of determining benefit accruals, vesting and eligibility to participate in any retirement plan in effect. If, at the time of leave, you are eligible for coverage under RFEs health insurance plans, then, during the leave period, RFE shall maintain coverage for you under the same conditions of coverage as would have existed had you continued working for the duration of the leave. To continue coverage, you must continue to make any contributions (if any) that you made to the plan before taking leave. If you choose not to participate in the plan(s) while on leave, you may re- enroll, upon return from FMLA leave, in the same plan(s) in which you participated prior to leave. RFE may recover the premium paid for maintaining health insurance coverage during any period of unpaid leave if you fail to return to work upon expiration of the leave period for a reason other than the continuation, recurrence or onset of either your or your spouses, childs or parents serious health condition, or a serious injury or illness of a covered service member, which would otherwise entitle you to FMLA leave, or other circumstances beyond your control. RFE may require any employee who claims to be unable to return to work because of the continuation, recurrence or onset of a serious health condition or serious injury or illness of a covered service member to submit a certification by a health care provider. i. Return to Work/Restoration of Position. Unless otherwise permitted by law, where leave is taken due to your serious health condition, you will not be able to return to work without first presenting a fitness-for-duty certification from a health care provider that states that you are able to resume work and that you are able to perform all essential functions of your position. At the end of your approved FMLA leave (unless you are a key salaried employee as defined under the FMLA), you generally will be offered restoration to the same position you held when leave commenced, or to an equivalent position with the same or equivalent employment benefits, pay and other terms and conditions of employment so long as you are able to perform the essential functions of your position, with or without reasonable accommodation. However, you have no greater right to reinstatement or to other benefits and conditions of employment than if you had been continuously employed during the leave period. Thus, for example, restoration may not apply if there has been a workforce reduction, a reorganization or similar business change affecting your position while you were on FMLA leave. An employee whose FMLA leave exceeds 12 weeks (or 26 weeks with respect to military caregiver leave) within the applicable 12-month period will not be guaranteed a job upon return from the leave, unless otherwise required by law. If you fail to return to work at the end of an approved FMLA leave and fail to notify RFE of the reason for such failure, you will be considered voluntarily terminated (unless otherwise required by applicable law). j. Protecting Employee Rights. It is against RFE policy to interfere with, restrain or deny the exercise of any right provided by the FMLA or to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for participating in any proceeding under or related to the FMLA. This policy is intended to comply with the FMLA and applicable state law; as such, this policy shall be construed consistently with such statutory requirements. This policy neither forms a contract of employment or commitment of any kind, nor alters RFEs employment at-will policy.
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3. Domestic and Sexual Violence Leave Under the Illinois Victims Economic Security and Safety Act (VESSA), RFE provides eligible employees working in Illinois with up to twelve (12) weeks of unpaid leave during any twelve (12) month period when eligibility criteria have been met. a. Employee Entitlement. If you or one of your family or household members are victims of domestic or sexual violence, Domestic and Sexual Violence Leave (DSVL) is granted to enable you to address issues arising from the domestic or sexual violence by: Seeking medical attention for, or recovering from physical or psychological injuries caused by, domestic or sexual violence to you or your family or household member; b. Employee Eligibility. To be eligible for DSVL, you must (a) currently be an RFE employee in active status; and (b) be a victim of domestic or sexual violence or have a family or household member (defined to include your spouse, parent, son, daughter, other person related by blood or by present or prior marriage, other person who shares a relationship through a son or daughter and persons jointly residing in the same household) who is a victim of domestic or sexual violence. c. Notice Procedures. Any request for DSVL should be submitted in writing to Stephanie Schroeder at least forty-eight (48) hours in advance of the time in which you intend to take the leave, unless providing such notice is not practicable. Any information you provide to RFE in connection with a request for DSVL will be retained in the strictest confidence, will not be disclosed externally except as requested or consented to in writing by you or as otherwise required by applicable law. d. Certification. At RFEs sole discretion, certification may be requested to verify that DSVL is being taken for one of the purposes enumerated above in the Employee Entitlement section, and that either you or your family or household member is a victim of domestic or sexual violence as specified in the Employee Eligibility section above. To satisfy this certification requirement, you may be required to provide a sworn statement that these conditions are satisfied and also provide either: (1) documentation from a victim services organization, an attorney, a member of the clergy, or medical or other professional from whom you or your family or household member has sought assistance; (2) a police or court record; or (3) other corroborating evidence of the need for DSVL. Certification shall be submitted to Stephanie Schroeder. Any expenses associated with obtaining the certification shall be your responsibility. e. Return From DSVL. If you have been absent on DSVL, you will be restored to the position you held when the leave commenced or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. If you are on DSVL, you may be
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Obtaining services from a victim services organization for you or your family or household member; Obtaining psychological or other counseling for you or your family or household member; Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase your safety or your familys or household members safety; and/or Obtaining legal assistance to ensure the health and safety of you or your family or household member, including participation in court proceedings related to the violence.

required to report periodically to Stephanie Schroeder on your status and/or intention to return to work. f. Intermittent Leave/Reduced Work Schedule. When medically necessary or upon mutual agreement, you may take DSVL intermittently or by reducing your normal work schedule. To the extent permitted by applicable law, RFE may temporarily transfer employees on intermittent or reduced-schedule leave to a position that better accommodates the leave. g. Request for Reasonable Accommodations. You may request that RFE make a reasonable accommodation to the known limitations resulting from circumstances relating to you, or a family or household member, being a victim of domestic or sexual violence by making such request to Stephanie Schroeder or Ryan Kunkel. All requests for any reasonable accommodation must be made in a timely fashion based upon the applicable circumstances. RFE will consider such requests in accordance with applicable law. h. Use of Paid and Unpaid Leave. If you are entitled to take paid or unpaid leave, you may elect to substitute any period of such leave for an equivalent period of leave for which you are eligible under this DSVL Policy. i. Effect of DSVL on Leave Under RFEs FMLA Policy. This policy does not create a right for you to take unpaid leave that exceeds the unpaid leave time that you may be eligible to take under, or that is in addition to, the unpaid leave time permitted by the FMLA. Therefore, employees seeking DSVL who are also eligible for FMLA leave do not receive any leave in addition to the 12-week FMLA leave entitlement when the reason for DSVL also qualifies the employee for leave under the FMLA Policy. In addition, any employee seeking DSVL who is also eligible for FMLA leave must obtain certification from his or her health care provider as required under RFEs FMLA policy. See RFEs Family and Medical Leave policy for additional information. j. Insurance Coverage and Retirement Contributions During Unpaid Leave. Coverage of group health and dental insurance will be continued by RFE at the same level and on the same terms that coverage would have been provided if you had remained in continuous employment. Therefore, if you are responsible for paying a portion of any insurance premiums under these policies, if you do not make such required premium payments during the DSVL period, insurance coverage under these policies may be discontinued. You are encouraged to contact Stephanie Schroeder to arrange for billing for premium payments as soon as possible (preferably within the first thirty (30) days) after the start of your DSVL, if applicable. RFE may recover any portion of premiums paid for maintaining coverage for you during any period of DSVL if you fail to return to work after the period of leave to which you are entitled has expired and the reason you fail to return is due to a reason other than the continuation, recurrence, or onset of domestic or sexual violence that entitles you to leave under VESSA or other circumstances beyond your control. (RFE may require additional certification from you to support any assertion that your failure to return after the expiration of DSVL was due to the continuation, recurrence, or onset of domestic or sexual violence or other circumstances beyond your control.) To determine the effect of DSVL on the accumulation of service time for retirement and to assure continuation of contributions, you should contact Stephanie Schroeder.

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H.

LEAVING RFE

There may come a day when we say farewell to each other. Either you or RFE may call it quits at any time and for any or no reason, with or without any cause or advance notice. All RFE property (e.g., confidential or proprietary business information, electronic files, keys, swipe cards, credit cards, computers, etc.) must be returned immediately upon termination of employment, whether the termination is voluntary or involuntary. If you decide to voluntarily terminate your employment, please dont break up with us by sending us a tweet or text message! Let us know as soon as possible so that we can make arrangements to find a replacement for you and/or to adjust the schedules of others to accommodate your departure. * * * *

So did you get all that?

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