MM_Employee_Handbook_US (1)_organized

MAGIC MEMORIES

HEMANPDLBOOYOEKE

Unıted States

ATTENDANCE AT WORK

HOURS OF WORK & SCHEDULES • The rest period is based on the total hours worked daily and must be at
the minimum rate of a net ten consecutive minutes for each four hour
You will be scheduled according to business requirements and in accordance work period, or major fraction thereof.
with your availability and employment status. If you are on a scheduled shift,
we reserve the right to alter your scheduled hours based on company needs. • The Company considers anything more than two hours to be a “major
Generally, the Team Member shall be given at least 24 hours notice of each fraction” of four.
schedule change. Team Members may also be sent home if the site is quiet
and they are not required to finish their shift. No additional payment will • The rest period is defined as a “net” ten minutes, which means that the
be made for hours not worked for non-exempt employees. rest period begins when the employee reaches an area away from the
work area that is appropriate for rest.
You will be advised by your Supervisor when to take your meal breaks. It
is your responsibility to check the schedule each week for your shifts and • A rest period is not required for employees whose total daily work time is
start times. These will vary depending upon the demands of the business. less than three and one-half hours.

All members of the team may be expected to stay until all guests have left • The rest period is counted as time worked and therefore, the employer
the attraction and all end of day closing procedures have been completed. must pay for such periods.
Please ensure you have adequate transportation arrangements in place to
get you to and from work to accommodate your scheduled hours. • Since employees are paid for their rest periods, they can be required to
remain on the employer’s premises during such periods.
MEAL BREAKS & REST PERIODS
• In addition, non-exempt employees who work five or more hours in a
The following policy applies to non-exempt employees only. Exempt workday are required to take a thirty (30) minute unpaid meal break that
employees are responsible for their own schedule, although they should must, insofar as practicable, be taken in the middle of each work period.
confirm in advance that they will not be needed during any break or
absence they plan to take. • Employees must take all rest and meal breaks.

Employee break and lunch schedules will be based on the number of hours Managers and employees that fail to comply with the company rest
scheduled in the workday. and meal break polices may be subject to disciplinary action up to and
including termination.
• Employees are provided one 10-minute rest break for each four hour
work period, or major fraction thereof that must, insofar as practicable, OVERTIME FOR NON-EXEMPT TEAM MEMBERS
be taken in the middle of each work period.
As necessary, you may be asked to work overtime. For purposes of
determining which hours constitute overtime, only actual hours worked
in a given workday or workweek will be counted. We will attempt to
distribute overtime evenly and accommodate individual schedules. A
Manager must authorize all overtime work in advance.

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ATTENDANCE AT WORK

We provide compensation for all overtime hours worked by non-exempt • not leaving work until the scheduled end of your shift, unless excused by
Team Members in accordance with state and federal law as follows: a supervisor;

OVERTIME • leaving promptly at the end of your shift, unless you have been given
advance permission from your supervisor to work past that point; and
1. Non-exempt employees will be paid at a rate of time and one-half
their regular rate of pay for hours worked in excess of 40 hours in a • calling in and personally notifying your supervisor or another member
workweek, unless state law provides otherwise. of management if you are going to be either absent or tardy, unless a
verifiable emergency makes it impossible for you to do so (see “Notice of
2. Only actual hours worked count toward computing weekly overtime. Absence or Tardiness” below for details).

Exempt Team Members may have to work hours beyond their normal NOTICE OF ABSENCE OR TARDINESS
schedules, as work demands require. It does not include an unpaid meal
period, make-up time, or hours away from work due to vacation, sickness, Under some circumstances, absence or tardiness on your part may be
holiday, jury duty, or other absences from work. Exempt Team Members excused, but only if you give proper notice of such a problem before the start
are not eligible for overtime. of your shift. The Company needs advance notice of attendance problems so
that other arrangements can be made to cover your absence, if necessary.
ATTENDANCE AT WORK
“Proper notice” means that you call the Company at a designated number
All employees should regard coming to work on time, working their shift for such calls 2 hours prior to the start of your shift and personally notify
as scheduled, and leaving at the scheduled time as essential functions your supervisor or another member of management about the problem,
of their jobs, i.e., good attendance habits form an integral part of every unless a verifiable emergency makes it impossible for you to do so. It is
employee’s job description. Among other things, “good attendance habits” not sufficient to call in and leave a message with a coworker or someone
mean the following: else that is not in a supervisory position. It is not sufficient to notify your
manager of your absence by text messaging; you must make notice by a
• appearing in uniform ready for work no sooner than 5 minutes prior to phone call to your direct supervisor. All supervisors and managers have
the start of the shift and no later than the start of the shift; been advised to make themselves available to take calls such as these, so
there should be no reason to worry that you will not be able to reach an
• being at your work station or in your assigned zone ready for work by appropriate person to advise of your attendance problem.
the start of the shift;
If you fail to give proper notice of attendance problems in advance as
• remaining at your work station unless the needs of the job require being explained in this policy, you will be charged with points as set forth in
elsewhere, except during authorized breaks (including restroom breaks); this policy and may be subject to disciplinary action, up to and possibly
including discharge. On a call out or call off, failure to call 2 hours prior to
• taking only the time normally allowed for breaks; the start time is considered a failure to follow the attendance policy and
• remaining at work during your entire shift, unless excused by a supervisor; will result in accumulation of points for “failure to follow policy” and an
“unexcused absence”.
© Magic Memories 2017
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ATTENDANCE AT WORK

NO CALL – NO SHOW POINT SYSTEM

All employees must inform their department of absences/lateness Based on the above criteria we have a point system to help employees
whenever possible. Staff who fail to contact their department cause others improve and also be held accountable to our Attendance policy. The point
to take on additional duties, which leads to an overall loss in productivity. system will be on a quarterly basis, a three month period. You will have a
An employee, who fails to notify his/her department of any absence in total of ten points during the quarter.
accordance with the department’s policy, will be subject to corrective
action as follows: ABSENCE POINTS EXPLANATION
FAILURE TO
• If you are absent without notice, you may be considered as having FOLLOW POLICY 1 Failure to follow policy – includes improper
abandoned your job, and the Company may process your work notice. On a call out or call off, failure to call
separation as a voluntary resignation on your part. LATE 1 -29 MINUTES 2 hours prior to the start time is considered a
failure to follow the attendance policy and will
EXCUSED ABSENCE (INCLUDING LATE FROM result in accumulation of points for “failure to
RETURNING FROM BREAK) follow policy” and an “unexcused absence”.
An absence that is deemed excused is proper advance notice of the
absence occurs and when a shift is missed and the employee can provide LATE 30 MINUTES – 1 Tardy
documentation for reason of absence. Ie; doctor’s note or invoice for major 2 HOURS+
car repair that prevented the car from running. All other absences would be OVER 2 HOURS 2 Late
considered unexcused. All documentation supporting an excused absence NO-CALL – NO-SHOW
must be provided to management within 24 clock hours from the date of 3 Late in excess of 2 hours/Unexcused absence
the absence in question or upon the employees next scheduled workday. 7 No-call – no-show
Failure to provide supporting documentation to your manager within the
permitted time frame will result in the absence being deemed unapproved. Please note that the above Point System may not be applicable in certain
states.
Examples of excused absence include but are not limited to:

• Illness - visits to the doctor’s office with documentation

• Major car repair that prevented the car from running to
transport the employee to work with documentation
Child care issues with documentation

• Sick child with documentation

• Public transportation with documentation

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ATTENDANCE AT WORK

DISCIPLINARY ACTION REASONABLE ACCOMMODATION

Employees will be subject to disciplinary action when the total points Attendance is an essential component of job performance, and employees
accumulated from unauthorized absence and tardiness reaches the are expected to comply with the Companies attendance policy. The
following levels during any three month period. Company realizes, however, that there may be times when an employee
cannot attend work due to disability related reasons. The company
When you are at three points you will receive a verbal warning. When will consider reasonable accommodation for employees who qualify.
you reach six points you will receive a written warning. At ten points you Employees who wish to request an adjustment of the attendance policy
will be subject to further disciplinary action, up to and possibly including must contact the People and Culture Department and their manager
termination. regarding their need to and provide documentation of a disabling
condition from a licensed or certified Professional which substantiates their
POINTS CORRECTIVE ACTION need for an adjustment of attendance policy.

3 Verbal Warning STAFF MEETINGS
6 Written Warning
10 Throughout the course of your employment with Magic Memories you will
Termination need to attend all staff or team meetings that you are scheduled to attend.
If you are a non-exempt Team Member you will be paid for the time spent
CHRONIC ABSENCE OR TARDINESS at the meeting.

Employees receiving corrective action under this policy are expected to
improve their attendance/punctuality. Failure to improve and/or sustain
improvement may result in the employee receiving additional correction,
up to and including termination. Employees who are chronically unable or
unwilling to attend work regularly present a hardship to other employees
and customers. Thus, any employee who within the past year has received
two (2) corrective actions of the same type will be subject to the next level
of correction for future periods of absence.

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PAYMENT OF WAGES

YOUR WAGES WILL BE MANAGED AND MONITORED BY MAGIC MEMORIES TO ENSURE THAT:

• You are paid correctly and on time; and
• An accurate record of all your wage payments is kept.

TIME KEEPING FOR NON-EXEMPT STAFF “off-the-clock” work. “Off-the-clock” work means work you may FEDERAL AND
perform but fail to report in the time system. Any employee who STATE MANDATES
Federal and state mandates require Magic Memories to keep fails to report or inaccurately reports any hours worked will be REQUIRE MAGIC
an accurate record of time worked. Magic Memories uses an subject to disciplinary action, up to and including termination of MEMORIES TO KEEP
electronic system to record this time worked. Team Member time employment. AN ACCURATE
records are official company records and must be accurately RECORD OF TIME
maintained. You must clock in and out at the start and finish of All Team Members subject to this policy are required to WORKED.
each workday, and at the start and end of each meal break. In accurately record all time worked.
some states you may be required to clock in and out for rest Page 21
periods. You will be advised of your requirements on your first WAGE PAYMENTS
day of employment.
Payday is normally on every other Friday for services
Completing another Team Member’s time record or intentionally performed during the two (2) week period ending the
falsifying a time record is a serious violation of this policy and previous Saturday. The bi-weekly pay schedule is made up
may result in immediate termination of employment. Your of twenty-six (26) pay periods per year. If a regular payday
Manager must approve all changes to the time record. If a time falls on a holiday, you will be paid on the day prior to the
record needs to be corrected, both you and your Supervisor regularly scheduled payday. If there is an error on your
must agree the change on the time record to verify its accuracy. paycheck, please report it immediately to your Manager, or
People & Culture.
You should not work any hours outside of your scheduled work
day unless your Manager has authorized the unscheduled work The workday (a 24-hour, consecutive period) begins at 12:01
in advance. Do not start work early, finish work late, work during a.m. and ends at midnight. The work week begins on Sunday
a meal break or perform any other extra or overtime work unless and ends on Saturday. For your convenience, we offer you
you are authorized to do so and that time worked is recorded in a direct deposit option. Please speak with your Manager to
the time system. Employees are prohibited from performing any identify the payroll cycle dates.

© Magic Memories 2017

PAYMENT OF WAGES

SAFE HARBOR POLICY • Absences for personal reasons, including vacation.
• Absences for sickness.
It is our policy and practice to accurately compensate employees and to • Full day disciplinary suspensions for infractions of safety rules of major
do so in compliance with all applicable state and federal laws. To ensure
that you are paid properly for all time worked and that no improper significance (including those that could cause serious harm to others).
deductions are made, you must record correctly all work time and • Family and Medical Leave absences (either full or partial day absences).
review your paychecks promptly to identify and to report all errors. You • To offset amounts received as payment for jury and witness fees or
also must not engage in off-the-clock or unrecorded work.
military pay.
We make every effort to ensure our employees are paid correctly. • Unpaid disciplinary suspensions of one or more full days for significant
Occasionally, however, inadvertent mistakes can happen. When mistakes
do happen and are called to our attention, we promptly will make any infractions of major workplace conduct rules set forth in written policies.
correction that is necessary. Please review your pay stub when you receive
it to make sure it is correct. If you believe a mistake has occurred or if Your salary also may be reduced for certain types of deductions, such
you have any questions, please contact the People & Culture Team. as: your portion of any benefit plan you join if eligible; state, federal
or local taxes, social security; or voluntary contributions to a 401(k) or
If you are classified as an exempt salaried employee, you will receive a pension plan. In any workweek in which you performed any work, your
salary which is intended to compensate you for all hours that you may salary will not be reduced for any of the following reasons:
work for the Company. This salary will be established at the time of hire
or when you become classified as an exempt employee. While it may • Your absence because the facility is closed on a scheduled work day.
be subject to review and modification from time to time, such as during • Absences for jury duty, attendance as a witness, or military leave in any
salary review times, the salary will be a predetermined amount that will
not be subject to deductions for variations in the quantity or quality of week in which you have performed any work.
the work you perform. • Any other deductions prohibited by state or federal law.

You will receive your full salary for any workweek in which work is NOTE
performed. However, under federal law, your salary is subject to certain
deductions. For example, absent contrary state law requirements, your You may be required to use accrued vacation, personal or other
salary can be reduced for the following reasons in a workweek in which forms of paid time off for full or partial day absences for personal
work was performed: reasons, sickness or disability. An employee who performs no work in
a workweek need not be paid the salary for that workweek.

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PAYMENT OF WAGES

The Company does not permit deductions to be made from the salaries SALARY/WAGE REVIEW PROCESS
of exempt employees which are inconsistent with the “salary basis”
requirement. If an exempt employee’s salary is reduced in a way the Magic Memories at their discretion may conduct an annual salary/wage
employee believes is improper under that requirement, the employee review process. During any such process, Magic Memories may take into
must report this immediately to the People & Culture Team. account your performance, market rates for your role, Magic Memories
ability to pay, and any other factors that Magic Memories in its discretion
COMMISSION CALCULATION considers relevant. Reviews will not necessarily lead to an increase. If you
have any questions regarding salary/wage reviews, please contact either
Most Operations Team Members will be eligible to receive commissions your Manager of your People & Culture Team.
payments. The details of any commission payments will be outlined in
your compensation plan and are paid bi-weekly. WAGE INQUIRIES

PAY STATEMENT If you have any questions regarding your wages please direct them to
your Site Manager in the first instance.
A full breakdown of your wages will be shown on your pay statement
which can be viewed online from the payroll Online Portal. If you have any
questions about your wages you should contact your immediate Manager
or the People & Culture Team.

CONTACT WITH THE COMPANY

The company should know your location at all times during business hours.
Your Manager will keep a record of your assignments, and should be notified
of your whereabouts outside the company during working hours.

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COMPANY HOLIDAY

This section establishes how the management of leave entitlements is monitored and practiced within Magic Memories
in accordance with employment contracts and legislation, and relevant internal Magic Memories policies.

HOLIDAY PAY PAID TIME OFF (PTO)

As the nature of our business is driven by tourism, it is necessary for us Paid Time Off is an all-purpose time off policy for eligible Team Members to
to operate during holidays. All Team Members are expected to be available use for vacation and personal business. Team Members who work over 32
for work on holidays. Holiday pay will be paid during the payroll cycle on hours per week are eligible to earn and use PTO as described in this policy.
which the holiday occurs.
PTO begins accruing upon your date of hire. You must complete a waiting
All employees who work on company holiday are eligible for holiday period of 90 calendar days before PTO may be used. After that time, you
pay. Non-exempt Team Members that are required to work on specified may request the use of accrued PTO.
company holidays will receive one and one-half (1.5) times the regular
rate of pay for hours worked.

Team members are required to work on all holidays if scheduled. Holiday
pay is calculated based on actual hours worked on the scheduled shift.

Exempt Team Members who work on a holiday may take a paid day
off within (60) days of the holiday, up to the same number of hours
during the holiday.

COMPANY HOLIDAYS

UNITED STATES CELEBRATES AND RECOGNIZES 7 PUBLIC HOLIDAYS EACH YEAR:

• Christmas Day • Labor Day

• New Year’s Day • Memorial Day

• Easter Day • Thanksgiving Day
(if site is operational) • Independence Day

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COMPANY HOLIDAY

ACCRUAL SCHEDULING PTO

POSITION ACCRUAL ACCRUAL MAXIMUM PTO can be used in minimum increments of one (1) hour one one (1)
/PAY PERIOD /YEAR ACCRUAL hour for non-exempt Team Members. Exempt Team Members may use
SITE MANAGER PTO/Vacation in half (0.5) day or 1 full (1) day increments. If you have
LEAD SALES PHOTOGRAPHER/ 3.08 hrs 80 hrs 120 hrs an unexpected need for PTO from work you should notify your direct
SUPERVISOR/ASSISTANT MANAGER 3.08 hrs 80 hrs 120 hrs Supervisor before the scheduled start of your workday, if possible. Your
WITH 2+ YEARS SERVICE direct Supervisor must also be contacted on each additional day of
LEAD SALES PHOTOGRAPHER / 2.15 hrs 56 hrs 84 hrs unexpected absence.
SUPERVISOR/ASSISTANT MANAGER
FRONTLINE WITH 2+ YEARS SERVICE 2.15 hrs 56 hrs 84 hrs To schedule planned PTO, you need to request advance approval from
FRONTLINE 1.54 hrs 40 hrs 60 hrs your Manager. Requests will be reviewed based on a number of factors,
5+ YEARS SERVICE 4.62 hrs 120 hrs 180 hrs including business needs and staffing requirements.
10+ YEARS SERVICE 6.15 hrs 160 hrs 240 hrs
PTO is paid at your base pay rate at the time of absence. It does not
The length of eligible service is calculated on the basis of a “benefit year.” include overtime or any special forms of compensation such as incentives,
This is the 12-month period that begins when you start to earn PTO/ commissions, bonuses, or shift differentials.
Vacation. You will not earn PTO/Vacation while you are out on a leave of
absence. Therefore, your benefit year may be extended if you go out on PTO will be used to supplement any payments that you are eligible to
a leave of absence other than a military leave of absence. Military leave receive from state disability insurance, or workers’ compensation. The
has no effect on this calculation. (See individual leave of absence policies combination of any such disability payments and PTO cannot exceed your
for more information.) normal weekly earnings.

PTO MAXIMUM ACCRUAL

In the event that available PTO is not used within a year of its accrual,
you may carry unused time forward to the following year. The amount of
PTO carried over may not exceed one and a half times the annual accrual
rate. Once this maximum is reached, PTO will stop accruing until PTO has
been taken.

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COMPANY HOLIDAY

Upon termination of employment, you will be paid for any unused PTO that has SICK LEAVE
been earned through your last day.
SICK LEAVE ENTITLEMENTS
NOTE
We offer three (3) days of paid sick leave to all Full Time Team
Due to the nature of this tourism business, PTO requests during holidays, Members. Team Members may begin using sick leave after 90
weekends, and other busy times may be declined. days of employment. Sick leave is not to be taken in less than a
half-hour increment, and does not accrue when you are away
HOW TO APPLY FOR TIME OFF on sick leave or any other leave of absence.

All time off including PTO, sick leave and lieu days requests must be submitted Team Members begin accruing sick leave upon date of hire.
through the Magic Memories Payroll system. Your login details will be emailed to Unused sick time may not be carried over to the following
you in your first week of employment. benefit year unless otherwise mandated by state laws. It is
expected that you will contact your Manager the evening prior
All leave requests must be approved by your Site Manager and leave requests that to notify them of your need to take sick leave. If this is not
are over 2 weeks must be approved by your Area Manager. possible then we expect you to contact your manger at least
two hours before your shift is due to start, or earlier.
THE PROCESS FOR REQUESTING LEAVE IS AS FOLLOWS:
WHAT TO DO IF YOU ARE SICK
Your
manager It is your responsibility to ensure you contact your Manager to
will either notify them of your absence. If you do not get a reply, you must
accept or follow up until you get an acknowledgment that the message
decline your has been received.
request
Discuss your Submit Your manager Commence
leave request your leave will arrange your leave
request via cover
with your the Payroll
manager
System

You should not make any arrangements or book your flights and accommodation
until you have received confirmation of approval from your Manager. If your
leave has been approved it will be paid into your nominated bank account in the
corresponding bi-weekly pay run.

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COMPANY HOLIDAY

FAMILY & MEDICAL LEAVE ACT ELIGIBILITY

Upon hire, Magic Memories provides all new Team Members with notices TO QUALIFY TO TAKE FAMILY OR MEDICAL LEAVE UNDER THIS POLICY,
required by the U.S. Department of Labor (DOL) on Team Member Rights THE TEAM MEMBER MUST MEET THE FOLLOWING CONDITIONS:
and Responsibilities Under the Family and Medical Act.
• The Team Member must have worked for the company for 12 months or
The function of this policy is to provide Team Members with a general 52 weeks. The 12 months or 52 weeks need not have been consecutive.
description of their FMLA rights. In the event of any conflict between this Separate periods of employment will be counted, provided that the
policy and the applicable law, Team Members will be afforded all rights break in service does not exceed seven years. Separate periods of
required by law. employment will be counted if the break in service exceeds seven
years due to National Guard or Reserve military service obligations or
If you have any questions, concerns or disputes with this policy, you must when there is a written agreement, including a collective bargaining
contact by writing to [email protected]. agreement, stating the employer’s intention to rehire the Team Member
after the service break. For eligibility purposes, a Team Member will
GENERAL PROVISIONS be considered to have been employed for an entire week even if the
Team Member was on the payroll for only part of a week or if the Team
Under this policy, Magic Memories will grant up to 12 weeks (or up to 26 Member is on leave during the week.
weeks of military caregiver leave to care for a covered service member
with a serious injury or illness) during a 12-month period to eligible • The Team Member must have worked at least 1,250 hours during
Team Members. The leave may be paid, unpaid or a combination of paid the 12-month period immediately before the date when the leave is
and unpaid leave, depending on the circumstances of the leave and as requested to commence. The principles established under the Fair
specified in this policy. Labor Standards Act (FLSA) determine the number of hours worked
by a Team Member. 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 a Team Member under FMLA.

• The Team Member must work in a work site where 50 or more Team
Members are employed by the company within 75 miles of that
office or work site. The distance is to be calculated by using available
transportation by the most direct route.

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COMPANY HOLIDAY

TYPE OF LEAVE COVERED Team Members with questions about what illnesses are covered under this
FMLA policy or under the company’s sick leave policy are encouraged to
TO QUALIFY AS FMLA LEAVE UNDER THIS POLICY, THE TEAM MEMBER MUST BE consult with the People & Culture Manager.
TAKING LEAVE FOR ONE OF THE REASONS LISTED BELOW:
If a Team Member takes paid sick leave for a condition that progresses into
• The birth of a child and in order to care for that child. a serious health condition and the Team Member requests unpaid leave as
• The placement of a child for adoption or foster care and to care for a provided under this policy, the company may designate all or some portion
of related leave taken as leave under this policy, to the extent that the
newly placed child. earlier leave meets the necessary qualifications.
• To care for a spouse, child or parent with a serious health condition
• Qualifying exigency leave for families of members of the National Guard
(Under the FMLA, “spouse” includes individuals in lawfully recognized or Reserves or of a regular component of the Armed Forces when the
same-sex and common law marriages and marriages that were validly covered military member is on covered active duty or called to covered
entered into outside of the United States if they could have been entered active duty.
into in at least one state).
• The serious health condition (described below) of the Team Member. A Team Member whose spouse, son, daughter or parent has been notified
of an impending call or order to covered active military duty or who
A Team Member may take leave because of a serious health condition that is already on covered active duty may take up to 12 weeks of leave for
makes the Team Member unable to perform the functions of the Team reasons related to or affected by the family member’s call-up or service.
Member’s position. The qualifying exigency must be one of the following: a) short-notice
deployment, b) military events and activities, c) child care and school
A serious health condition is defined as a condition that requires inpatient activities, d) financial and legal arrangements, e) counseling, f) rest and
care at a hospital, hospice or residential medical care facility, including any recuperation, g) post-deployment activities, and h) additional activities
period of incapacity or any subsequent treatment in connection with such that arise out of active duty, provided that the employer and Team
inpatient care or as a condition that requires continuing care by a licensed Member agree, including agreement on timing and duration of the leave.
health care provider.

This policy covers illnesses of a serious and long-term nature, resulting in
recurring or lengthy absences. Generally, a chronic or long-term health
condition that would result in a period of three consecutive days of
incapacity with the first visit to the health care provider within seven days
of the onset of the incapacity and a second visit within 30 days of the
incapacity would be considered a serious health condition. For chronic
conditions requiring periodic health care visits for treatment, such visits
must take place at least twice a year.

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COMPANY HOLIDAY

COVERED ACTIVE DUTY MEANS: time during the period of five years preceding the date on which the
veteran undergoes that medical treatment, recuperation or therapy.
• 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 THE TERM SERIOUS INJURY OR ILLNESS MEANS:
foreign country.
• In the case of a member of the Armed Forces (including a member of
• In the case of a member of a reserve component of the Armed Forces, the National Guard or Reserves), an injury or illness that was incurred
duty during the deployment of the member with the Armed Forces to a by the member in line of duty on active duty in the Armed Forces (or
foreign country under a call or order to active duty under a provision of that existed before the beginning of the member’s active duty and was
law referred to in Title 10 U.S.C. §101(a)(13)(B). 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 leave may commence as soon as the individual receives the call-up the member’s office, grade, rank or rating.
notice. (Son or daughter for this type of FMLA leave is defined the same
as for child for other types of FMLA leave except that the person does not • In the case of a veteran who was a member of the Armed Forces
have to be a minor.) This type of leave would be counted toward the Team (including a member of the National Guard or Reserves) at any time
Member’s 12-week maximum of FMLA leave in a 12-month period. during a period when the person was a covered service member, a
qualifying (as defined by the Secretary of Labor) injury or illness that was
• Military caregiver leave (also known as covered service member leave) to incurred by the member in line of duty on an active duty in the Armed
care for an injured or ill service member or veteran. Forces (or that existed before the beginning of the member’s active
duty and was aggravated by service in line of duty on active duty in the
A Team Member whose son, daughter, parent or next of kin is a covered Armed Forces) and that manifested itself before or after the member
service member may take up to 26 weeks in a single 12-month period to became a veteran.
take care of leave to care for that service member.
AMOUNT OF LEAVE
Next of kin is defined as the closest blood relative of the injured or
recovering service member. An eligible Team Member may take up to 12 weeks for the first five FMLA
circumstances above (under heading “Type of Leave Covered”) under
THE TERM COVERED SERVICE MEMBER MEANS: this policy during any 12-month period. The company will measure the
12-month period as a rolling 12-month period measured backward from
• A member of the Armed Forces (including a member of the National the date a Team Member uses any leave under this policy. Each time a
Guard or Reserves) who is undergoing medical treatment, recuperation Team Member takes leave, the company will compute the amount of leave
or therapy or is otherwise in outpatient status, or is otherwise on the the Team Member has taken under this policy in the last 12 months and
temporary disability retired list, for a serious injury or illness. subtract it from the 12 weeks of available leave, and the balance remaining
is the amount of time the Team Member is entitled to take at that time.
• 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

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COMPANY HOLIDAY

An eligible Team Member can take up to 26 weeks for the FMLA military it qualifies), will be designated as FMLA leave and will run concurrently
caregiver leave circumstance above during a single 12-month period. with FMLA.
For this military caregiver leave, the company will measure the 12-month
period as a rolling 12-month period measured forward. FMLA leave already INTERMITTENT LEAVE OR A REDUCED
taken for other FMLA circumstances will be deducted from the total of 26 WORK SCHEDULE
weeks available.
The Team Member may take FMLA leave in 12 consecutive weeks, may
If spouses both work for the company and each wishes to take leave use the leave intermittently (take a day periodically when needed over
for the birth of a child, adoption or placement of a child in foster care, the year) or, under certain circumstances, may use the leave to reduce the
or to care for a parent (but not a parent “in-law”) with a serious health workweek or workday, resulting in a reduced-hour schedule. In all cases,
condition, the husband and wife may only take a combined total of 12 the leave may not exceed a total of 12 workweeks (or 26 workweeks to
weeks of leave. If spouses both work for the company and each wishes to care for an injured or ill service member over a 12-month period).
take leave to care for a covered injured or ill service member, the spouses
may only take a combined total of 26 weeks of leave. CERTIFICATION FOR THE TEAM MEMBER’S
SERIOUS HEALTH CONDITION
TEAM MEMBER STATUS & BENEFITS DURING LEAVE
The company will require certification for the Team Member’s serious health
While a Team Member is on leave, the company will continue the Team condition. The Team Member must respond to such a request within 15 days
Member’s health benefits during the leave period at the same level and of the request or provide a reasonable explanation for the delay. Failure to
under the same conditions as if the Team Member had continued to work. provide certification may result in a denial of continuation of leave.

TEAM MEMBER STATUS AFTER LEAVE CERTIFICATION FOR THE FAMILY MEMBER’S
SERIOUS HEALTH CONDITION
A Team Member who takes leave under this policy may be asked to
provide a fitness for duty (FFD) clearance from the health care provider. The company will require certification for the family member’s serious health
condition. The Team Member must respond to such a request within 15 days
USE OF PAID & UNPAID LEAVE of the request or provide a reasonable explanation for the delay. Failure to
provide certification may result in a denial of continuation of leave.
All paid vacation, personal and sick leave runs concurrently with FMLA leave.

Disability leave for the birth of a child and for a Team Member’s serious
health condition, including workers’ compensation leave (to the extent that

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COMPANY HOLIDAY

CERTIFICATION OF QUALIFYING EXIGENCY company may request recertification for the serious health condition
FOR MILITARY FAMILY LEAVE of the Team Member or the Team Member’s family member every six
months in connection with an FMLA absence.
The company will require certification of the qualifying exigency for military
family leave. The Team Member must respond to such a request within 15 PROCEDURE FOR REQUESTING FMLA LEAVE
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. All Team Members requesting FMLA leave must provide the People &
Culture Manager with verbal or written notice of the need for the leave.
CERTIFICATION FOR SERIOUS INJURY OR Within five business days after the Team Member has provided this
ILLNESS OF COVERED SERVICE MEMBER FOR notice, the People & Culture Manager will provide the Team Member with
MILITARY FAMILY LEAVE the DOL Notice of Eligibility and Rights.

The company will require certification for the serious injury or illness of When the need for the leave is foreseeable, the Team Member must
the covered service member. The Team Member must respond to such a provide the employer with at least 30 days’ notice. When a Team
request within 15 days of the request or provide a reasonable explanation Member becomes aware of a need for FMLA leave less than 30 days
for the delay. Failure to provide certification may result in a denial of in advance, the Team Member must provide notice of the need for the
continuation of leave. leave either the same day or the next business day. When the need for
FMLA leave is not foreseeable, the Team Member must comply with the
RECERTIFICATION company’s usual and customary notice and procedural requirements for
requesting leave.
The company may request recertification for the serious health condition
of the Team Member or the Team Member’s family member when DESIGNATION OF FMLA LEAVE
circumstances have changed significantly, or if the employer receives
information casting doubt on the reason given for the absence, or if the Within five business days after the Team Member has submitted
Team Member seeks an extension of his or her leave. Otherwise, the the appropriate certification form, the People & Culture Manager
will provide the Team Member with a written response to the Team
Member’s request for FMLA leave.

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COMPANY HOLIDAY

INTENT TO RETURN TO WORK FROM FMLA LEAVE LACTATION BREAKS

The company may require a Team Member on FMLA leave to report The company will provide a reasonable amount of break time to
periodically on the Team Member’s status and intent to return to work. accommodate a female Team Member’s need to express breast milk for
the Team Member’s infant child up to one year of age; unless additional
PERSONAL LEAVE OF ABSENCE time is required by state law. The break time should, if possible, be
taken concurrently with other break periods already provided. Non-
Team Members who require time off in addition to vacation may request exempt Team Members should clock out for any time taken that does
a personal leave of absence without pay for up to a maximum of 30 days. not run concurrently with normally scheduled rest periods, and such
An extension may be approved in limited circumstances. time generally will be unpaid in accordance with all applicable laws. The
company will also make a reasonable effort to provide the Team Member
All regular Team Members employed for a minimum of 90 days are eligible with the use of a room or other location in close proximity to the Team
to apply for an unpaid personal leave of absence. Job performance, Member’s work area, for the Team Member to express milk in private.
absenteeism and departmental requirements will all be taken into
consideration before a request is approved. Notify your Supervisor to request time to express breast milk under
this policy.

Please contact People & Culture for more information on request No provision of this policy applies or is enforced if it conflicts with or is
procedures. superseded by any requirement or prohibition contained in a state or local
law, or regulation. If you have knowledge of such a conflict or a potential
The Team Member must return to work on the scheduled return date or conflict you should contact your Manager.
be considered to have voluntarily resigned from his or her employment.
Extensions of leave will only be considered on a case-by-case basis.

© Magic Memories 2017 Page 32

UNIFORM, PRESENTATION & GROOMING

First impressions have a significant impact on our guests’ and Partner Attractions’ perception of us. For this reason it is important
to always ensure you present yourself as friendly and professional with a high standard of personal grooming.

PRESENTATION & GROOMING UNIFORM & DRESS CODE

The following standards must apply to ALL Magic Memories employees. At the start of your employment you will be given a uniform that will
Whether you are in front of guests or in non-guest facing roles, all employees be appropriate for the requirements of your position. You should
must present themselves in a clean, neat and tidy manner. ensure the uniform you are allocated fits you correctly. If you have
any issues with your allocated uniform you should discuss these with
HAIR • Must be clean and tidy at all times your Manager.
• Must not cover eyes blocking eye contact
• Natural style and colors It is compulsory for you to wear your uniform in its entirety during
• Mohawks and shaved symbol markings are not permitted your shift and for work purposes only. The table below outlines our
dress code expectations and the type of uniform that you may be
MAKE-UP • Moderate and ‘natural’ in appearance supplied with for your position. Please note the below is an indication
• No excess or bright colors only as your dress code and uniform may vary depending on what
• Nails should be neat, clean and not excessive in length site you are working at.
• Nail varnish must be neutral or pale shade only

TATTOOS • Should not be visible and covered up with clothing or a plaster or bandage

FACIAL HAIR • Clean shaven UNIFORM • Clean, well-fitting and crease free
• Beards and mustaches are acceptable providing they are neat and tidy • Shirts to be tucked in at all times
• No stubble or “5 o’clock shadow” • No visible undergarments, e.g. T-shirts
• Collars must be worn down and sleeves not rolled up
JEWELLERY • Engagement, wedding rings and watches can be worn • No personal clothing should be worn over your uniform whilst
• Earrings may be worn in the lobe of either or both ears. No more than 1 an
on park or in the rest rooms
ear. Earring studs are no larger than 0.5 cm diameter. Loops/dangles are • Uniforms are to be worn in the manner in which they were designed
not permitted • Only issued hats are to be worn with an uniform
• Any other piercing must be removed or covered with a plaster if approved
by your Regional Operations Manager TROUSERS/SHORTS • Trousers/Shorts must be black
• One short necklace is permitted provided any pendant is less than 1 cm • Black skirts must be knee length
diameter • Waterproof trousers may be worn when working outside
• One bracelet is permitted provided any pendant is less than 1 cm diameter
(unless the site follows other specific regulations)

HYGIENE • Good personal hygiene at all times NAME BADGE/ • To be visible at all times on outermost garment
• No body odor SECURITY PASS • To be displayed on the left hand side of the chest
• No excess of aftershave or perfume
SUNGLASSES • Sunglasses may be worn if working in the sun and should be of a
conservative style. Reflective (mirror) lenses are not acceptable
PARTNER ATTRACTION • Depending on your Partner Attraction there may be other grooming
GROOMING STANDARDS standards that apply • Frame and lenses should be appropriately colored, gold/silver
or black/brown frames are preferred

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UNIFORM, PRESENTATION & GROOMING

SHOES • Plain black enclosed, leather, non-slip shoes only for The Manager will consult with the People & Culture Manager and evaluate
SOCKS indoor attractions the request considering whether a work conflict exists due to a sincerely held
religious belief or practice and whether an accommodation is available that is
• Black trainers are permitted for outdoor attractions that require reasonable and that would not create an undue hardship on the Company’s
walking on uneven surfaces. Your Regional Operations Manager will business. An accommodation may be a change in job, using paid leave or leave
inform you if trainers are permitted at your site without pay, allowing an exception to the dress and appearance code that does
not affect safety or uniform requirements, or for other aspects of employment.
• Must conform to Health and Safety regulations
• Must be kept clean and smart The Manager and employee will meet to discuss the request and decision
• Unless required for Health and Safety reason, no workman style on an accommodation. If the employee accepts the proposed religious
accommodation, the Manager will implement the decision.
boot (unless the site follows other specific regulations)
WEARING YOUR UNIFORM
• Plain black socks only.
• Hosiery should be black or natural colored (unless the site follows Company uniform is only to be worn during work hours. Please ensure you
cover your Magic Memories Logos with a jacket or jersey when outside of
other specific regulations) work hours or change out of your uniform. Your behavior directly reflects
on the Magic Memories brand. Any inappropriate behavior that damages
NOTE the reputation or reflects poorly on Magic Memories while you are in
company uniform outside of work hours, may result in disciplinary action.
Your Manager may conduct regular uniform checks to ensure that
you are complying with the above policies and any non-compliance to REPLACEMENT UNIFORM
these policies may result in further disciplinary action being taken.
If for any reason you lose an item of uniform including your name badge or
RELIGIOUS ACCOMMODATION any uniform needs replacing due to wear and tear, please let your Manager
know so they can either arrange for it to be repaired or replaced.
The Company respects the religious beliefs and practices of all employees
and will make, on request, an accommodation for such observances when When you leave your employment you must return your uniform. Any
a reasonable accommodation is available that does not create an undue uniform that has been lost during the course of your employment or
hardship on the company’s business. unreturned when you leave Magic Memories may result in a deduction
from your final pay of an amount that reflects the fair value of the uniform,
An employee whose religious beliefs or practices conflict with his or as allowed by law.
her job, work schedule, or with the Company’s policy or practice on
dress and appearance, or with other aspects of employment, and who Page 34
seeks a religious accommodation must submit a written request for the
accommodation to his/her Manager. The written request will include
the type of religious conflict that exists and the employee’s suggested
accommodation.

© Magic Memories 2017

COMMUNICATION

MEDIA CORRESPONDENCE EMPLOYEE COMMUNICATIONS

We want to ensure that when we deal with the media is it done so in a Depending on your site there may be a Magic Memories Social Media
positive manner so that were are represented positively. Please make sure group and/or platform set up used for communications with employees.
that you refer any media inquiries to you Manager who will ensure that the Your membership to this Magic Memories Social Media group and/
appropriate person in the company deals with their inquiries. or platform will be approved by your Manager at the start of your
employment. By becoming a member of this group/platform you must
The Company will respond to media and the public in a timely and accept and follow the terms and conditions set out in the Social Media
professional manner only through the designated spokespersons. Policy below.

CONFLICT OF INTEREST SOCIAL MEDIA

You agree that there are no contracts, restrictions or other matters which The company has in place policies that govern use of its own electronic
would interfere with your ability to discharge your obligations under your communication systems, equipment, and resources which Team
employment contract. Members must follow. We encourage you to use good judgment when
communicating via social media.
If, while performing your duties and responsibilities, you become aware of
any potential or actual conflict between your interests and those of Magic “Social media” includes all means of communicating or posting
Memories, then you should inform your senior manager immediately. 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,
If Magic Memories determine that such a conflict does or could exist, we social networking or affinity web site, web bulletin board or a chat room,
may direct you to take action(s) to resolve the conflict, and you must whether or not associated or affiliated with the company, as well as any
comply with those instructions. other form of electronic communication.

As an employee of Magic Memories you shall not, either directly or The same principles and guidelines found in the company’s Team Member
indirectly, accept for your own benefit or for the benefit of any person Handbook policies apply to your activities online. Ultimately, you are solely
or entity other than Magic Memories, any gratuity, benefit or payment responsible for what you post online. Before creating online content,
of any kind from any person having or intending to have any business consider some of the risks and rewards that are involved. Keep in mind
with Magic Memories. that any of your conduct that adversely affects your job performance,
the performance of fellow Team Members or otherwise adversely affects
© Magic Memories 2017 guests, vendors, suppliers, people who work on behalf of the company or
its legitimate business interests may result in disciplinary action up to and
including immediate discharge.

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COMMUNICATION

THE FOLLOWING IS A GENERAL AND NON-EXHAUSTIVE LIST OF GUIDELINES regarding the development of systems, processes, products, know-how
YOU SHOULD KEEP IN MIND: and technology. Do not post internal reports, policies, procedures or
other internal business-related confidential communications.
1. Always be fair and courteous to fellow Team Members, guests,
vendors, suppliers or people who work on behalf of the company. 4. Do not create a link from your blog, website or other social networking
Also, keep in mind that you are more likely to resolve work related site to the company’s website without identifying yourself as a
complaints by speaking directly with your co-workers than by posting company Team Member.
complaints to a social media outlet. Nevertheless, if you decide to
post complaints or criticism, avoid using statements, photographs, 5. Express only your personal opinions. Never represent yourself as
video or audio that reasonably could be viewed as malicious, obscene, a spokesperson for the company. If the company is a subject of the
threatening or intimidating, that disparages guests, Team Members, content you are creating, be clear and open about the fact that you
vendors, or suppliers, or that might constitute harassment or bullying. are a Team Member and make it clear that your views do not represent
Examples of such conduct might include offensive posts meant to those of the company, fellow Team Members, guests, vendors,
intentionally harm someone’s reputation or posts that could contribute suppliers or people working on behalf of the company. If you do
to a hostile work environment on the basis of race, age, gender, publish a blog or post online related to the work you do or subjects
national origin, color, disability, religion or any other status protected associated with the company, make it clear that you are not speaking
by federal, state or local law or company policy. Inappropriate postings on behalf of the company. It is best to include a disclaimer such as
that may include discriminatory remarks, harassment, retaliation, and “The postings on this site are my own and do not necessarily reflect
threats of violence or similar inappropriate or unlawful conduct will the views of Magic Memories USA LTD Corporation”.
not be tolerated and may subject you to disciplinary action up to and
including immediate discharge. 6. You must refrain from using social media while on working time or
while using equipment we provide, unless it is work-related as authorized
2. Make sure you are always truthful and accurate when posting by your Manager, or other member of management; or consistent with
information or news. If you make a mistake, correct it quickly. Be open the Acceptable Use of Electronic Communications Policy.
about any previous posts you have altered. Use privacy settings when
appropriate. Remember that the Internet archives almost everything; 7. Do not use any company email addresses to register on social
therefore, even deleted postings can be searched. The Internet is networks, blogs or other online tools utilized for personal use.
immediate. Nothing that is posted ever truly “expires.” Never post any
information or rumors that you know to be false about the company, Team Members are encouraged to report violations of this policy. The
fellow Team Members, guests, vendors, suppliers, people working on company prohibits retaliation against any Team Member for reporting a
behalf of the company or competitors. possible deviation from this policy or for cooperating in an investigation.

3. Maintain the confidentiality of company trade secrets and proprietary Any Team Member who retaliates against another Team Member for
or confidential information. Trade secrets may include information reporting a possible deviation from this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including
immediate discharge.

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COMMUNICATION

You should not speak to the media on the company’s behalf without • Do not use Magic Memories company logo without prior permission.
contacting your Manager. All media inquiries should be directed to them. • Any comments made may be reviewed to assess whether they are in

Where applicable, the company complies with state laws concerning breach of our equal opportunities or harassment and bullying policies.
access to a Team Member’s personal social networking account, including
restrictions concerning employer requests for a Team Member’s user name The development of websites or third party websites/pages such as
and/Personnel file or password. Facebook, Twitter, Instagram, etc which makes any mention of the
Company or departments, products or Team Members within the
Nothing in this policy is designed to limit a Team Member’s rights under Company are not permitted. Under no circumstance should any Team
Section 7 of the National Labor Relations Act. Member claim to be representing the Company on any such sites any
convey the impression that they are representing the Company.
If you have questions or need further guidance, please contact
your Manager. Please exercise care when uploading “social” images (i.e. photos of
Team Members at social events), holding public conversations or
SOCIAL NETWORKING passing comment online that could be considered as bringing the
Company into disrepute. Even if Magic Memories is not explicitly
Social networking is the use of websites, chat rooms, blogs etc discussed, you could be breaching confidentiality and therefore
including (without limitation) Facebook, MySpace, Twitter, and Bebo. raising a loss of trust or confidence in you as a Team Member.

Magic Memories appreciates that its Team Members are free to use such Any breach of this social media policy may be regarded as serious
websites in their own time and for their own purposes although all Team misconduct which may result in disciplinary action being taken up to
Members should not make comments that relate to their colleagues, and including dismissal without notice. Such disciplinary action may
Magic Memories, Partner attractions or Guests. be taken whether or not you have breached this policy during or
outside of your working hours and at or away from work premises.
THE GUIDELINES YOU MUST FOLLOW ARE:
SOLICITATIONS, DISTRIBUTIONS
• Do not make derogatory comments, or cause or allow any disparaging & POSTING OF MATERIALS
material to be published, relating to your colleagues, Magic Memories,
its partner attractions/guests, suppliers or any other party associated Magic Memories prohibits the solicitation, distribution and posting of
with Magic Memories. materials on or at company property by any Team Member or guest,
except as may be permitted by this policy. The sole exceptions to
• Do not discuss sensitive or confidential information relating to this policy are charitable and community activities supported by
your colleagues, Magic Memories and or its partner attractions/guests. Magic Memories management and company-sponsored programs
related to Magic Memories products and services.
• Do not take action that could bring the company into disrepute.
Page 37
© Magic Memories 2017

COMMUNICATION

PROVISIONS: THE GUIDELINES YOU MUST FOLLOW ARE;

• Guests may not solicit Team Members or distribute literature of any • Do not make derogatory comments, or cause or allow any disparaging
kind on company premises at any time. material to be published, relating to your colleagues, Magic Memories,
your partner attraction/guests, suppliers or any other party associated
• Team Members may only admit non-Team Members to work areas with Magic Memories.
with management approval or as part of a company-sponsored
program. These visits should not disrupt workflow. A Team Member • Do not discuss sensitive or confidential information relating to your
must accompany the guest at all times. Former Team Members are not colleagues, Magic Memories and your partner attraction/guests.
permitted onto company property except for official company business.
• Do not take action that could bring the company into disrepute
• Team Members may not solicit other Team Members during work times,
except in connection with a company-approved or sponsored event. • Do not use Magic Memories company logo without prior permission.

• Team Members may not distribute literature of any kind during work • Do not intentionally upload a virus to any Magic Memories Social
times or in any work area at any time, except in connection with a Media Platform.
company-sponsored event
Any comments made may be reviewed to assess whether they are in
• The posting of materials or electronic announcements are permitted breach of our equal opportunities or harassment and bullying policies.
with approval from People & Culture.
Please exercise care when uploading “social” images (i.e. photos of
Violations of this policy should be reported to People & Culture. employees at social events), holding public conversations or passing
comment online that could be considered as bringing the Company into
NOTE disrepute. Even if Magic Memories is not explicitly discussed, you could be
breaching confidentiality and therefore breaching our trust or confidence
When you participate in a public discussion on a social media in you as an employee. Please see the heading Confidentiality found on
platform, you may be perceived as representing Magic Memories, and page 54 for further information regarding our Confidentiality Policy.
you should exercise your discretion and respect for your colleagues,
Partner Attraction and attraction guests. All posted contents is subject Any breach of this social media policy may be regarded as serious
to review in accordance with this employee handbook and we may ask misconduct which may result in disciplinary action being taken up to and
that any comments relating to Magic Memories be removed. including dismissal without notice. Such disciplinary action may be taken
whether or not you have breached this policy during or outside of your
working hours and at or away from work premises.

© Magic Memories 2017 Page 38

COMMUNICATION

MOBILE PHONES The use of cellular telephones or PDAs is not a work requirement for most
Team Members. Team Members who are not issued a company cellular
Mobile phones must not be used by any employee, either for making or telephone will not be reimbursed for the use of their personal cellular
receiving calls or text messages for personal purposes, while working telephones and are expected to make business calls from the office.
anywhere within the photograph units or on the guest facing side of the
business. Team Members are expected to demonstrate proper care of their
cellular telephones or PDAs. If you lose, break or damage your company
For clarity, this means you may carry your phone on your person so long cellular telephone or PDA, report it to your Manager at once. All cellular
as it is on silent mode and only used during breaks. Any abuse may lead to telephones or PDAs issued by the company must be returned upon
disciplinary action being taken. leaving our company or upon transferring to a position that does not
require a company cellular telephone or PDA. A violation of this policy
Team Members may be expected to hand in their phones on arrival at may result in disciplinary action.
their place of work for safe keeping, Access will be allowed during lunch
and afternoon breaks only. In exceptional circumstances staff may carry MOBILE PHONES & DRIVING A MOTOR VEHICLE
phones if authorized by your Manager.
The Company requires employees to comply with state laws regarding the
CELLULAR TELEPHONES use of mobile phones and driving motor vehicles. Additionally, the Company
prohibits driving a motor vehicle while using a mobile telephone, unless that
Team Members in certain positions are issued company cellular telephones telephone is designed and configured to allow hands-free listening and talking
or PDAs so they may maintain contact with guests and co-workers when operation, and is used in that manner while driving. Additionally, writing,
they are out of the office on business. sending, or reading text-based communications on your mobile phone while
driving is also prohibited. This includes text messaging, instant messaging, and
The company is committed to ending the epidemic of distracted driving. e-mail. You will be responsible for any tickets you receive if you violate this law.
While driving on company time, Team Members may not use a hand-held
cell phone or PDA – whether the vehicle is in motion or stopped at a traffic Use of a hands-free mobile phone is required while driving on company
light. This includes, but is not limited to, answering or making phone calls, business. An option is that you pull over while driving to place or receive
engaging in phone conversations, and reading or responding to emails, calls on your mobile phones. There is a great potential for harm to you
instant messages, and text messages. and to others if this policy is violated.

Company cellular telephones are for business purposes. Although LANDLINE TELEPHONES
the occasional use of your company cellular telephone for personal
calls may be necessary, incoming and outgoing personal calls should Landline phones are there for business and emergency use only. Any
be kept to a minimum. misuse E.g. social calls, travel arrangement, lunch breaks may result in
disciplinary action.
© Magic Memories 2017
Page 39

COMPUTER USE

COMPUTER USE POLICY Team Members learning of any misuse of software or related
documentation within the company shall notify a member of
Computer systems and equipment including printers, scanners management. Team Members who reproduce, acquire or use
and networks are provided by Magic Memories to its employees unauthorized copies of computer software will be subject to
for business use only. As part of this policy you must not plug discipline, up to and including discharge.
any personal electronic device e.g. mobile telephone, USB device
or IPod into any Magic Memories computer. Inappropriate use LOGINS & PASSWORDS
of company systems and equipment may be subject to
disciplinary action. All login details remain the property of Magic Memories and will
be allocated to you appropriately to allow you to access various
Magic Memories owns the right to all data and files in any parts of our systems to allow you to complete your work.
computer, network or other information system used at Magic
Memories and reserves the right to monitor computer, email and As an employee you are responsible to ensure the safety of
internet usage as it occurs in the form of account histories and company computers and internet at all time. You are strictly
their content. We also have the right to inspect any and all files, prohibited from disclosing any computer or internet login details
logs and any content stored on any part of the network or on any and must ensure that no other person views such details when
type of computer usage. being entered.

COMPUTER SOFTWARE LICENSING You must make sure that you do not share
your login with any other employee
The company purchases or licenses the use of various computer and not use another employees
software programs. Neither the company nor any of the login details. Any transaction
company’s Team Members have the right to duplicate this completed on a particular
computer software or its related documentation. Unauthorized login will be deemed to
duplication of computer software is a federal offense, punishable have been made to
by up to a $250,000 fine and up to five years in jail. the user to which it
is allocated to and
The company does not condone the illegal duplication of you will be held
software. You must use the software in accordance with the accountable to
license agreement. This policy applies not only to individual all transactions
desktop computers and laptops but to local area networks as well. made under your
allocated login.

© Magic Memories 2017 Page 40

COMPUTER USE

ACCEPTABLE USE OF ELECTRONIC COMMUNICATIONS

This policy contains guidelines for Electronic Communications access, monitoring, review, recording and disclosure without
created, sent, received, used, transmitted, or stored using further notice. Our Systems and Electronic Communications are
company communication systems or equipment and Team not confidential or private. The company’s right to use, access,
Member provided systems or equipment used either in the monitor, record and disclose Electronic Communications without
workplace, during working time or to accomplish work tasks further notice applies equally to Team Member-provided systems
during working time. “Electronic Communications” include, or equipment used in the workplace, during working time, or to
among other things, messages, images, data or any other accomplish work tasks.
information used in e-mail, instant messages, voice mail, fax
machines, computers, personal digital assistants (including Although incidental and occasional personal use of our Systems
Blackberry, iPhone, iPad, tablet, smart phone or similar devices), that does not interfere or conflict with productivity or the
text messages, pagers, telephones, cellular and mobile phones company’s business or violate policy is permitted, personal
including those with cameras, Intranet, Internet, back-up storage, communications in our Systems are treated the same as all other
information on a memory or flash key or card, jump or zip drive or Electronic Communications and will be used, accessed, recorded,
any other type of internal or external removable storage drives. In monitored, and disclosed by the company at any time without
the remainder of this policy, all of these communication devices further notice. Since all Electronic Communications and Systems
are collectively referred to as “Systems.” can be accessed without advance notice, Team Members should
not use our Systems for communication or information that Team
Team Members may use our Systems to communicate internally Members would not want revealed to third parties.
with co-workers or externally with guests, suppliers, vendors,
advisors, and other business acquaintances for business purposes Team Members may not use our Systems in a manner that violates
during working time. our policies including but not limited to Confidentiality of Guest
Matters. Team Members may not use our Systems in any way
All Electronic Communications contained in company Systems that may be seen as insulting, disruptive, obscene, offensive,
are company records and/or property. Although a Team Member or harmful to morale. Examples of prohibited uses include, but
may have an individual password to access our Systems, the are not limited to, sexually explicit drawings, messages, images,
Systems and Electronic Communications belong to the company. cartoons, or jokes; propositions or love letters; ethnic or racial
The Systems and Electronic Communications are accessible to the slurs, threats of violence or bullying, or derogatory comments; or
company at all times including periodic unannounced inspections. any other message or image that may be in violation of company
Our Systems and Electronic Communications are subject to use, policies or federal, state or local law.

© Magic Memories 2017 Page 41

COMPUTER USE

IN ADDITION, TEAM MEMBERS MAY NOT USE OUR SYSTEMS: A Team Member may not misrepresent, disguise, TEAM
or conceal his or her identity or another’s MEMBERS MUST
• To download, save, send or access any discriminatory or identity in any way while using Electronic ALWAYS RESPECT
obscene material; Communications; make changes to Electronic INTELLECTUAL
Communications without clearly indicating such PROPERTY
• To download, save, send or access any music, audio or video changes; or use another person’s account, mail RIGHTS SUCH AS
file for non-business purposes during working time; box, password, etc without prior written approval COPYRIGHTS AND
of the account owner and without identifying the TRADEMARKS.
• To download anything from the internet (including shareware actual author.
or free software) without the advance written permission of Page 42
your Manager; Team Members must always respect intellectual
property rights such as copyrights and
• To download, save, send or access any site or content that the trademarks. Team Members must not copy, use,
company might deem “adult entertainment;” or transfer trade secrets or proprietary materials
of the company or others without appropriate
• To access any “blog” or otherwise post a personal opinion on authorization.
the Internet during working time or our Intranet (see Social
Media policy); All Systems passwords and encryption keys must
be available and known to the company. You
• To solicit Team Members or others during working time; may not install password or encryption programs
without the written permission of your Manager.
• To attempt or to gain unauthorized or unlawful access to Team Members may not use the passwords and
computers, equipment, networks, or systems of the company encryption keys belonging to others.
or any other person or entity;

• In connection with any infringement of intellectual property
rights, including but not limited to copyrights; and

• In connection with the violation or attempted violation
of any law.

© Magic Memories 2017

COMPUTER USE

Numerous state and federal laws apply to Electronic EMAIL USAGE
Communications. The company will comply with applicable
laws. Team Members also must comply with applicable laws Email is not for personal use. Internet email allows you to access
and should recognize that a Team Member could be personally an enormous global community and while email can be a powerful
liable and/or subject to fine and imprisonment for violation of medium, messages are not protected in any way as they travel
applicable laws. between correspondents. Therefore you should exercise good
judgment and common sense when creating and distributing email
This policy does not limit a Team Member’s rights under messages. Care should also be taken to virus check all attachments.
Section 7 of the National Labor Relations Act. Nothing in this
policy is meant to restrict a Team Member’s right to discuss Email messages must not contain offensive, pornographic, racist, or
the terms and conditions of his/her employment during non- objectionable material, whether as or containing a joke, or otherwise,
working hours using non-company systems. Nothing in this and the email system must not be used to send or receive, without
policy is meant to restrict a Team Member’s right to engage in prior authorization, confidential information including but not limited
Section 7-protected communications on nonworking time. to copyright materials, company, financial or personnel information or
similar materials.
Violations of this policy may result in disciplinary action up to
and including discharge as well as possible civil liabilities or The email system belongs to Magic Memories and all email messages
criminal prosecution. Where appropriate, the company may created, sent or received are the property of Magic Memories}. Further
advise legal officials or appropriate third parties of policy you should be aware that there is no guarantee of privacy with an
violations and cooperate with official investigations. We will not, email message and that the company reserves the right to access all
of course, retaliate against anyone who reports possible policy aspects of Team Members’ email at any time for any reason without
violations or assists with investigations. notice to the Team Member.

If you have questions about the acceptable use of our Systems Personal email addresses should not be shared with
or the content of Electronic Communications, ask your Manager other Team Members to use under any circumstances
for advance clarification. and must be kept confidential at all times.

© Magic Memories 2017 Page 43

REWARD & RECOGNITION

THE MOJOS

The Mojo’s are the annual Magic Memories awards that recognize the achievements
of our employees globally. All employees can nominate one another each year with
an online awards event capturing the winners being shown across the world.

© Magic Memories 2017 Page 44

WORK RELATED TRAVEL & EXPENSE REIMBURSEMENT

TRAVEL • You report all motor vehicle accidents that have involved the company
vehicle immediately to your Manager.
From time to time you may be required to travel for work purposes.
Where possible Magic Memories will arrange and coordinate all travel • You must ensure you lock the company vehicle when parked and under
requirements. Prior approval must be gained from your Manager no circumstances are keys to be left in an unattended company vehicle.
before any travel may be undertaken.
• You do not leave any valuable items in the company vehicle while it is
Travel Insurance will be provided through Magic Memories. With prior parked or you ensure that valuables are placed out of sight to remove
approval, generally, you are also permitted to combine personal travel with temptation from would-be thieves.
business travel, as long as the time away from work and leave has been
approved. • You do not use a hand held mobile phone while driving unless the
company vehicle is fitted with a hands free device.
USE OF COMPANY VEHICLE
• You are responsible for paying any penalty or fine imposed including
You must ensure that if you are required to drive a rental car or company speeding, traffic infringement and parking fine while you are using a
car (“company vehicle”) for work related purposes you must take good company vehicle.
care of any company car entrusted to you by us. In particular you must
ensure that: • You keep the company vehicle well maintained by checking oil and water
every time you fill the car and keep it a clean and tidy state.
• You use the company vehicle for business related use only.
• You must be a holder of a current full driver’s license and carry this on • You report any defects or servicing requirements to us promptly.
• You do not allow any animals into the company vehicle.
you at all times while driving a company vehicle and you must ensure • You do not allow anyone else (including any family member) to drive our
you notify your Manager if your license has been canceled or had any
restrictions imposed on it. company vehicle.
• You fill in the vehicle log book every time the company vehicle is used
(unless specified otherwise). DRIVER’S LICENSE/DRIVING RECORD
• You must wear a seat belt at all times while driving a company vehicle.
• You must observe the conditions of any insurance policy especially on Team Members in positions where the operation of a motor vehicle is an
rental cars. Please note that there is a higher excess for international essential duty of the position must present and maintain a valid driver’s
driver’s license holders. license and acceptable driving record to our insurer. Changes in your
• You do not drive the company vehicle in an illegal manner (e.g. under the driving record must be reported to your Manager immediately. Violations
influence of alcohol, drugs, speeding etc); of this policy may result in immediate termination of your employment.

NOTE

Magic Memories will reimburse you for business related use only.

© Magic Memories 2017 Page 45

WORK RELATED TRAVEL & EXPENSE REIMBURSEMENT

EXPENSE REIMBURSEMENT

During the course of your employment, you may incur business related expenses. Reasonable business related expenses incurred
due to work related travel will be reimbursed either per diem at daily rate or you will be reimbursed for actual expenditure
incurred which may include accommodation, transportation and meals. Any additional expenses arising from such non-business
travel are your responsibility. Please note that all expense reimbursements must be agreed to in advance by your Manager. Your
Manager will decide on whether you are allocated a per diem daily rate or whether you are able to claim your expenses for actual
expenditure incurred.

If you are receiving your expenses as a daily per diem allowance, you may claim this in advance before you travel. If you are
claiming your expenses for actual expenditure incurred, this can be claimed upon your return to work.

THE FOLLOWING IS THE PROCEDURE TO FOLLOW IN ORDER TO CLAIM YOUR EXPENSES:

Your Manager to Ask your Complete the Manager You
pre-approve your Manager for a Reimbursement to forward should
Reimbursement Form and provide it the completed receive your
expenses to your Manager Reimbursement reimbursement
Form Form to Accounts into your bank
account the week
Payable after
you complete
the Form

© Magic Memories 2017 Page 46

EMPLOYEE WELLBEING & HEALTH AND SAFETY

HEALTH & SAFETY

At Magic Memories we want all employees, guests and our Partner Attractions to be happy, safe and healthy. Safety is part of our culture and aligns
to our values as a caring employer. The Magic Memories Health & Safety Management Plan has been introduced for the benefit of all those associated
with our organizations around the world.

Health and Safety involves everyone in the workplace. We all have a duty to work responsibly, adhere to safe working practices, report near misses,
accidents and incidents and potential hazards, to co-operate in the development and improvement of our health and safety system and to ensure
a healthy and safe working environment. As an employee of Magic Memories you have a responsibility for your own health and safety while at work
by being aware of safety at all times and to ensure that your actions do not harm either yourself or anyone else. If you identify anything unsafe in
the manner in which you carrying out your duties you must advise your Manager who must inform your site’s Regional Manager so that steps can be
taken to eliminate or lessen the risk to yourself, a co-worker and/or a guest.

COMPLIANCE COMMUNICATION BENEFIT PLANS

All workers, including Managers and Supervisors, are All Managers and Supervisors are responsible for Eligible employees will
responsible for complying with safe and healthful work practices. communicating with all workers about occupational safety be invited to take part
and health in a form readily understandable by all workers. in our benefit plans.
OUR SYSTEM OF ENSURING THAT ALL WORKERS COMPLY WITH Our communication system encourages all workers to The details of the plan
THESE PRACTICES MAY INCLUDE ONE OR MORE OF THE FOLLOWING inform their Managers and Supervisors about workplace and eligibility will be
CHECKED PRACTICES: hazards without fear of reprisal. provided to you upon
employment. If you
• Providing Health & Safety induction training for new staff OUR COMMUNICATION SYSTEM MAY INCLUDE ONE OR MORE OF THE have any questions
• Documentation including policy, plan and manuals FOLLOWING CHECKED ITEMS: in regards to the
• Evaluating the safety performance of all sites and workers benefit plans please
• Recognizing Team Members who perform safe and • New starter induction including a discussion of safety and contact USA.Benefits@
health policies and procedures. MagicMemories.com.
healthful work practices
• Providing training to workers whose safety performance • Review of the Magic Memories Health & Safety Plan Page 47

is deficient • Induction Training
• Disciplining workers for failure to comply with safe and
• Regularly scheduled safety meetings for the Safety
healthful work practices Action Group

© Magic Memories 2017 • Posted or distributed safety information

• Snapshot Online documentation

EMPLOYEE WELLBEING & HEALTH AND SAFETY

EMPLOYEE ASSISTANCE PROGRAM (EAP) IN AN EMERGENCY

Magic Memories recognizes that at times employees have personal Your Manager should be notified immediately when an emergency occurs.
issues that impact their work and home life. That is why we provide all Emergencies include all accidents, medical situations, bomb threats, other
employees (and their immediate family members) free access to our global threats of violence, and the smell of smoke. If your Manager is unavailable,
Employee Assistance Program (EAP). The Employee Assistance Program contact the nearest company official.
provides a range of confidential and professional services, designed to
assist our employees with their personal issues. Please consider using EAP Should an emergency result in the need to communicate information to Team
services whenever you’re experiencing workplace, family, social, economic Members outside of business hours, your Manager will contact you. Therefore,
or mental health concerns. it is important that Team Members keep their personal emergency contact
information up to date. Notify your Manager when this information changes.
Employees (and their immediate family members) can access EAP When events warrant an evacuation of the building, you should follow the
anywhere, anytime through the global website, email or by simply calling instructions of your Manager or any other member of management.
the regional number. If you have specific questions about the Employee
Assistance Program, please contact your regional People & Culture Team. When events warrant an evacuation of the building, you should follow
the instructions of your Manager or any other member of management.
� EAP WEBSITE
EMERGENCY EVACUATION PLAN
HTTP://CHESTNUTGLOBALPARTNERS.
ORG/EN-US/MAGICMEMORIES IN THE EVENT OF AN EMERGENCY EVACUATION AT YOUR SITE,
A FEW SIMPLE BEHAVIORS MUST BE OBSERVED TO ENSURE THE SAFE AND
EAP CONTACT DETAILS: EFFECTIVE EVACUATION OF YOURSELF AND OTHERS:

Email EAP at: [email protected] • Do not run. Make your way to the assembly point in an orderly fashion.
USA: 1.800.433.7916 • Do not carry hot drinks.
Canada: 1.800.663.1142 • Leave personal belongings behind.
• Do not carry large or bulky items.
• Take direction from fire wardens.
• Wait at the assembly point for instructions, do not leave unless

told to do so.
• In the event of an earthquake, remember to: STOP, DROP and HOLD

© Magic Memories 2017 Page 48

EMPLOYEE WELLBEING & HEALTH AND SAFETY

FIRE DRILLS PAY IN CASES OF SEVERE WEATHER:

Fire drills are scheduled periodically throughout the year. These drills Non-exempt Team Members who are advised to not come to work due to
are an important aspect in Team Member safety. We expect your severe weather will not be paid on that day. If a non-exempt Team Member
complete cooperation during these drills. If you have any questions works a portion of the day due to severe weather, the Team Member will
concerning evacuation procedures, see your Manager. be paid as follows:

SEVERE WEATHER & EMERGENCY CONDITIONS a. If a non-exempt Team Member is sent home due to severe weather,
the Team Member will be paid for at least half of the hours you were
In the event of severe weather or a natural disaster that prevents scheduled to work, but never less than two hours pay, and never more
you from safely traveling to and from work, the following leave policies than four hours pay.
will apply:
b. If a non-exempt Team Member is required to report to work a second
1. Severe Weather: Conditions that excuse absence from work time in any one (1) workday and is given less than two (2) hours work
include: road closure, heavy rain, severe flooding, etc. If weather on the second reporting, the Team Member will receive at least two (2)
conditions prevent you from safely traveling to work, you must hours pay for the second appearance.
notify your Supervisor.

2. Emergency Conditions: In the event of a natural disaster such as
hurricane, earthquake, fire, explosion, etc., Magic Memories will be
closed if the building is sufficiently damaged or highways leading
to the office are sufficiently damaged to warrant closure.

© Magic Memories 2017 Page 49

CODE OF CONDUCT & POLICY STATEMENTS

JOB DESCRIPTIONS & JOB DUTIES PLEASE ENSURE YOUR SITE IS MEETING THESE MINIMUM STANDARDS EACH & EVERY DAY.

The company maintains a job description for each position in the company. • The photographer operating/photo unit is available and open within
The job description outlines the essential duties and responsibilities of the operating hours.
the position. When the duties and/or responsibilities of a position change,
the job description is revised to reflect those changes. If you have any • The appearance of the photo desk is clean, tidy, attractive and free
questions or wish to obtain a copy of your position’s job description, from litter.
please see your Manager.
• We are attempting to make eye contact with guests.
Your Manager will explain your job responsibilities and the performance • We are smiling and welcoming towards guests.
standards expected of you. Please be aware that your job responsibilities • We are offering to help guests without them having to ask.
may change at any time during your employment. From time to time, you • We are wearing a clean & tidy uniform with a name badge.
may be asked to work on special projects or to assist with other work • We are talking to guests and proactive in creating conversation.
necessary or important to the operation of your location or the company. • We are offering additional products or special offers (where applicable).
Your cooperation and assistance in performing such additional work is • We are saying goodbye or acknowledging when guests are leaving
expected. We also may, at any time, with or without notice, alter or change
your job responsibilities, reassign or transfer your position, or assign you the area.
additional job responsibilities depending on our changing business needs. • We are ensuring the quality of our photos and other products.

MINIMUM STANDARDS If barriers exist at your site that are likely to compromise these minimum
standards then you must demonstrate initiative by reporting them
At every site around the world there are minimum standards that all our immediately to your Site Manager and being proactive with solutions.
employees need to ensure are in place. These standards reflect our Partner
Attraction agreements, our guest needs and the image of our company. CASH HANDLING

All employees are required to agree to and abide by the company’s cash
handling procedures. It is important these procedures are closely followed
at all times. Failure to do so will result in disciplinary action up to and
including termination, and criminal prosecution.

Cash handling checks will take place regularly by your Manager and any
discrepancy may result in a formal investigation.

© Magic Memories 2017 Page 50

CODE OF CONDUCT & POLICY STATEMENTS

SECURITY GENERAL EMPLOYEE BEHAVIOR

To provide for the safety and security of you, our partner attractions, It is important to ensure that we start each working day highly motivated
guests and our facilities, only authorized visitors are allowed in the work with an excellent attitude. It is your responsibility to ensure all of our
areas. To ensure the safety of our guests, we encourage family and friends guests receive fantastic customer service that they have paid for when
to check in at the front desk when visiting you at the workplace. entering the site. If you come in to work with a ‘can’t be bothered attitude’
or are poorly motivated (e.g. – Hangover, tired) this would be regarded
The following security procedures should always be followed to ensure as unacceptable behavior and may result in a performance improvement
your safety and the safety of your fellow Team Members, and to ensure the process and/or disciplinary action
confidentiality of the company’s proprietary information. At no time should
unauthorized persons be allowed to roam unescorted though the company’s Remember: it is your job responsibility to deliver fantastic customer
offices. It is a matter of courtesy to accompany partner attractions, guests service AT ALL TIMES.
and guests to and from the exits and other offices to which they may be
destined. If strangers are encountered in our offices who do not satisfactorily CONFIDENTIALITY OF CLIENT MATTERS
identify themselves or the person with whom they will be meeting, escort
them to the entry or exit and advise your Manager or site security. Our professional ethics require that each Team Member maintain the
highest degree of confidentiality when handling guest matters. To maintain
Be aware of persons loitering for no apparent reason in other non-office this professional confidence, no Team Member shall disclose guest
areas (e.g., in parking areas, walkways, entrances/exits and service areas). information to other guests, friends, or members of one’s own family.
Report any suspicious persons or activities to your Manager. Secure your
desk at the end of the day or when called away from your work area for an Questions concerning guest confidentiality may be addressed with
extended length of time and do not leave valuable and/or personal articles your Manager.
in or around your workstation that may be accessible. Please report any
lost facility keys to your Manager immediately. GETTING ALONG WITH OTHERS

Some people have a natural ability to make friends with a smile,
handshake or pleasant word – others have to work at it. Always be fair,
sincere and co-operative when dealing with fellow staff, guests and
partner attraction. It is important you be proactive in establishing good
working relationships. Should you have any issues, please discuss with your
Manager, Senior Manager or your People & Culture team.

© Magic Memories 2017 Page 51

CODE OF CONDUCT & POLICY STATEMENTS

CONDUCT AT COMPANY FUNCTIONS PERSONAL RELATIONSHIPS IN THE WORK PLACE

When attending a company function, for example a party or social event, Magic Memories is committed to maintaining a professional work
or if you are required to attend a training course, you will be expected to environment. Personal relationships that develop between Managers or
behave in an appropriate manner. Please remember that on all occasions Supervisors and their employees may cause a conflict of interest which
you are acting as an ambassador for Magic Memories and we would like may impact the working relationship of the parties.
your conduct to reflect this. This includes the consumption of alcohol,
therefore please drink responsibly. If you are under the legal age for If a Manager or Supervisor becomes romantically or intimately involved
drinking alcohol you should refrain from doing so. Inappropriate behavior with an employee who reports to them either directly or indirectly,
or conduct at any company function during or outside of working hours such a relationship must be declared to the Area Manager or appropriate
and/or at or away from any Magic Memories site may result in disciplinary level Manager.
action being taken.
EMPLOYMENT OF FRIENDS, RELATIVES,
FOOD & BEVERAGE & MEMBERS OF THE SAME HOUSEHOLD

Food and beverage is not to be consumed in the public view. Chewing gum The employment of friends, relatives, and members of the same
in particular or any sweets is unacceptable within public view. Water maybe household in the same area of an organization (site) may cause conflicts
consumed on site if permission is granted by the Partner Attraction. of interest that could impact the working relationship of the parties,
therefore,such relationships must be declared to the People and Culture
SMOKE FREE Team or appropriate level Manager and have prior approval before
commencing employment.
Our company is committed to providing a safe and healthy environment
for Team Members and visitors. Smoking, including the use of e-cigarettes, GIFTS
is not permitted.
Any gifts (including any invitation, tickets, payment, or any other gift or
Violations of this policy may result in disciplinary action, up to and any other benefit of any kind) you receive by virtue of your role with Magic
including discharge. Memories, or as a result of relationships you have developed through your
role with Magic Memories, must be declared to your Manager.

© Magic Memories 2017 Page 52

CODE OF CONDUCT & POLICY STATEMENTS

Magic Memories reserves the right to require you to submit any such gifts to NOTE
Magic Memories at its request, for Magic Memories to determine what may
be done with the gift, and you may not be entitled to retain any such gift. You are to notify your Manager immediately if a member of the public
asks to see the back of our operation or questions such as “how do
PERSONAL PROPERTY you print, what sort of software do you use?”

Please look after your property and clothing whilst at work. Magic In addition to the above you must follow the terms and conditions in your
Memories cannot accept any responsibility for loss or damage to your Confidential and Non-Disclosure Agreement.
property or clothing whilst you are working on company premises.
It is advisable to leave any items of value at home as depending on COPYRIGHT & PROTECTION OF
your site you may not always be provided with a safe place to store INTELLECTUAL PROPERTY
your personal belongings.
All work that you have produced for Magic Memories and the right to
CONFIDENTIALITY the copyright and all other intellectual property in all such work, is to
be the sole property of Magic Memories. You are strictly forbidden to
You must not disclose, copy, use or distribute any Confidential Information share photos or images without the prior authorization from Senior
directly or indirectly while working for Magic Memories or after your Management, this includes any products with celebrities.
employment has terminated except as required for the proper discharge of
your duties. PRIVACY RELATING TO PERSONAL INFORMATION

“Confidential Information” includes but is not limited to, trade secrets, As an employee of Magic Memories, do not under any circumstances
messages, data, concepts, ideas, drawings, designs, recipes, plans, respond to any requests for information regarding another employee
specifications, documents, computer programs, files, products, without prior approval from the People & Culture Team.
equipment, client lists, supplier lists, price lists, sales records, manuals,
kits, organizational methods and capacities, individual partner attraction
requirements, distribution systems, production methods, or other
information acquired by you, either alone or in conjunction with others, in
the course of carrying out your duties under your employee handbook.

© Magic Memories 2017 Page 53

CODE OF CONDUCT & POLICY STATEMENTS

COMPANY & PARTNER ATTRACTION PROPERTY MAGIC MEMORIES RIGHT TO SEARCH

All work areas at our Partner Attractions are considered as public areas. To protect our employees and Magic Memories we reserve the right to
Personal items and messages or information that you consider private conduct random searches of any employee, their property (including
should not be placed or kept in any of these places or areas belonging to vehicle) at any time whilst they are at work.
Magic Memories. All work areas and Magic Memories equipment must
be kept clean and maintained according to Magic Memories rules and Although you cannot be forced to submit to a search, all searches are
regulations and must be used for work-related purposes only unless prior conducted compassionately and confidentially. However, should you have
approval has been obtained. any concerns please speak to your Manager as any unreasonable refusal
may lead to an investigation. Should you be found to have more cash on
Magic Memories property is subject to inspection at any time, with or without you than you have declared or be in possession of company property then
prior notice. Prior authorization from your Manager must be obtained you will be investigated and the appropriate action taken.
before any Magic Memories property may be removed from the site.
The Company may also involve the police at any appropriate stage in the
MISAPPROPRIATION & MISUSE OF PROPERTY search procedure. Please be aware that searches can be conducted by
Magic Memories Managers and Site Security/Loss Prevention departments.
Theft or misappropriation of any kind will not be tolerated. Should you
be aware of any potential theft please advise your Manager or People & SEARCH PROCEDURE
Culture Team. Failure to inform your Manager or People & Culture Team
of any theft that you are aware of could lead to disciplinary action being If a Team Member is suspected of violating the drug and alcohol free
taken against you. We treat allegations of theft or misappropriation very workplace policy, he or she may be asked to submit to a search or
seriously and any employee found to have misappropriated any funds or inspection at any time. Searches can be conducted of pocket and clothing,
property may be summarily dismissed. lockers wallets, purses, backpacks/briefcases, lunch boxes, desks, and
work stations.
Giving away free Magic Memories merchandise, products (ie. Photobooks)
or anything else belonging to Magic Memories (unless this has been
authorized by your Manager) will not be tolerated. If this is found to have
taken place, you may face dismissal without notice. You are also prohibited
from accepting products from other departments irrespective of value
or whether they are due for disposal. Any breach of this prohibition may
result in dismissal without notice.

© Magic Memories 2017 Page 54

CODE OF CONDUCT & POLICY STATEMENTS

CCTV Our drug-free policy is intended to apply whenever anyone is representing
or conducting business for the organization, applying for a position, or
You should be aware that Close Circuit Television (“CCTV”) is in operation conducting business on the organization’s property is covered by our
in some parts of the business in order to provide a safe and secure drug-free workplace policy. Drug testing may be conducted for pre-
environment for our staff, guests and company. employment purposes if our business partners require such testing.

WE AIM TO: Magic Memories reserves the right to immediately test any Team Member
for illegal drug or alcohol if there is ever a reasonable basis to suspect
• Deter criminal activity from occurring at our site. you of violating the drug and alcohol policy. Suspicion will be based on
• Provide evidence of criminal activity occurring at our site. objective symptoms such as factors related to your appearance, behavior,
• Record all receipt and banking transactions for playback if an error has and speech. Failure to submit to a requested drug/alcohol test in this
circumstance will be terminated.
occurred for the benefit of the guest and/or the employee involved.
• Protect Magic Memories and our assets. Any Team Member found to use, sell, possess or distribute any illegal
or unauthorized drugs while on the company or vendor’s premises,
All recordings are reviewed in accordance with the countries privacy Law performing company-related duties, or while operating any company
and can only be viewed by authorized personnel. Recordings may be used to equipment, is subject to disciplinary action, up to and including
form part of any investigation or subsequent disciplinary action and may be termination of employment. Any suspected illegal drug confiscated will
provided to the police as evidence and used in any subsequent prosecutions. be turned over to the appropriate law enforcement agency.

DRUG-FREE WORKPLACE POLICY CONSUMPTION OF ALCOHOL

Magic Memories is committed to protecting the safety, health, and well- THE MODERATE USE OF ALCOHOL AT MAGIC MEMORIES APPROVED MEETINGS OR ACTIVITIES, WITH BUSINESS
being of all Team Members and our guests in our workplace. We recognize MEALS, TRAVEL, ENTERTAINMENT, OR IN AN APPROPRIATE SOCIAL SETTING, IS NOT PROHIBITED IN THIS POLICY:
that alcohol abuse and drug use pose a significant threat to our goals Drugs
and alcohol impair judgment and your ability to safely perform your duties. • Providing alcohol at work functions is acceptable as long as food is
Being impaired increases the likelihood of exposing yourself and others to also made available and that responsible service or alcohol standards
the possibility of breaching our code of conduct in areas such as excessive are maintained at all times. It is the responsibility of the most senior
absenteeism, tardiness, job performance, increased workloads for co-workers. employee at the function to ensure these standards are adhered to.

Magic Memories encourages Team Members to voluntarily seek help with • Employees representing Magic Memories or providing partner attraction
drug and alcohol problems. hospitality are permitted to consume two alcoholic drinks over two hours
maximum providing they are of legal age to drink. You must ensure
that any consumption of alcohol is well within drink drive limits and we
encourages you to make alternative arrangements to get home.

© Magic Memories 2017 Page 55

SUSTAINABILITY

SUSTAINABILITY POLICY PRACTICES & PROCEDURES

WAS COMMITTED TO BY THE SHAREHOLDERS KEY COMMITMENT WHAT IS OUR PROMISE?

Magic Memories has a commitment to the environment and the ENVIRONMENT • Committed to reducing waste by following the ‘waste hierarchy’ to
communities we live and operate in. reduce our impact on the environment. These fall under the topics:

We are committed to all aspects of sustainability including the impact 1. Prevent
we, our partner attractions and our supply partners have on the 2. Minimize
environment, and how we engage and encourage our employees to 3. Reuse
actively support our commitment. We empower our employees to be able 4. Recycle
to answer questions from guests and partner attractions about 5. Disposal
the company’s sustainability undertakings.
• Transparent & honest with our partners and guests about
We are dedicated to integrating and monitoring waste reduction at every our commitments & promises.
level of our business. We have documented best practice within the
business, to allow us to monitor and review our operational processes on a • Minimize the environmental impact of our products by auditing
regular basis and submit our practices to external reviews. and monitoring the material used.

We are also focused on educating and supporting all stakeholders to SOCIAL • Creating a value-based working environment that attracts
understand that sustainability is not just limited to the natural environment and retains employees.
and reducing carbon emissions. We encourage all stakeholders to
understand the environmental, social, political and economic aspects of • Creating a high level of corporate social responsibility and
their activity as it impacts on maintaining a sustainable company together. sharing this with our stakeholders.
A sustainable business is good business.
• Make our people SMILE.
AS AN EMPLOYEE OF MAGIC MEMORIES YOU ARE EXPECTED TO:
• Monitoring and auditing of international suppliers to make sure
• Follow the sustainability Minimum Standards set for your site; and they follow socially responsible practices.
• Be familiar with our promises and responsibilities to sustainability as set
POLITICAL • Achieve appropriate sustainability accreditation.
out in the next table.
• Complying with all operational legislation and with the aim of
operating with an extremely high level of corporate responsibility.

• Developing a future focus that considers the next generation.

• Monitor and exceed industry standards.

ECONOMIC • Reducing costs by identifying inefficiencies.

• Educating employees to continually review their daily actions
and increase their ability to create a sustainable company.

© Magic Memories 2017 Page 56

ARMED ROBBERY

“COOP”

In the event that armed robbery take place at your workplace, during the event remember: “COOP”
Calm (remain), Obey instructions, Observe actions, Preserve evidence.

CALM OBSERVE

Remain calm. The offender is likely to be extremely tense and irritable, Observe all actions and as many distinctive characteristics of the offender
therefore seemingly trivial actions may provoke an angry or violent action. as possible (height, weight, age, clothing, mannerisms, weapons, means
and direction of escape etc).
OBEY
PRESERVE
• Obey the offender’s instructions exactly and without question.
• Be cooperative. AFTER THE OFFENCE:
• Listen carefully and speak only when requested to do so.
• Call the police as soon as it is safe to do so, or get someone else to.
WITH REGARDS TO MONEY: • Do not leave the scene of the offence, and do not allow anyone else to

• Begin with smallest denominations first. enter or leave.
• Use loose notes and stuff them rather than pack the notes into the bag. • Preserve the scene as it is.
• Be deliberate in your actions, any sudden movement may be taken • Do not touch or walk over the area.
• Do not touch anything, unless it is to assist an injured person.
as a threat.

© Magic Memories 2017 Page 57

WORKPLACE BULLYING

MAGIC MEMORIES DEFINES BULLYING AS
REPEATED INAPPROPRIATE BEHAVIOR, EITHER DIRECT OR INDIRECT,

WHETHER VERBAL, PHYSICAL OR OTHERWISE, CONDUCTED BY ONE OR
MORE PERSONS AGAINST ANOTHER OR OTHERS, AT THE PLACE OF WORK
AND/OR IN THE COURSE OF EMPLOYMENT

Such behavior violates the company Code of Ethics, which clearly MAGIC MEMORIES CONSIDERS THE FOLLOWING TYPES OF BEHAVIOR
states that all Team Members will be treated with dignity and respect. EXAMPLES OF BULLYING:

The purpose of this policy is to communicate to all Team Members, • Verbal bullying: Slandering, ridiculing or maligning a person or his/her
including Supervisors, Managers and executives, that the company will family; persistent name calling that is hurtful, insulting or humiliating;
not tolerate bullying behavior. Team Members found in violation of this using a person as the butt of jokes; abusive and offensive remarks.
policy will be disciplined up to and including termination.
• Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or
Bullying may be intentional or unintentional. However, it must be noted threat of physical assault; damage to a person’s work area or property.
that where an allegation of bullying is made, the intention of the alleged
bully is irrelevant and will not be given consideration when meting out • Gesture bullying: Nonverbal threatening gestures or glances that convey
discipline. As in sexual harassment, it is the effect of the behavior upon threatening messages.
the individual that is important.
• Exclusion: Socially or physically excluding or disregarding a person in
work-related activities.

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VIOLENCE IN THE WORKPLACE

All Team Members, guests, vendors and business Magic Memories will promptly and thoroughly MAGIC MEMORIES
associates must be treated with courtesy and respect investigate all reports of threats of violence or incidents ENCOURAGES TEAM
at all times. Team Members are expected to refrain from of actual violence and of suspicious individuals or MEMBERS TO BRING
conduct that may be dangerous to others. activities. The identity of the individual making a report THEIR DISPUTES TO
will be protected as much as possible. Magic Memories THE ATTENTION OF
Conduct that threatens, intimidates or coerces another will not retaliate against Team Members making THEIR SUPERVISORS
Team Member, guest, vendor or business associate will not good-faith reports of violence, threats or suspicious OR PEOPLE & CULTURE
be tolerated. Magic Memories resources may not be used to individuals or activities. In order to maintain workplace BEFORE THE SITUATION
threaten, stalk or harass anyone at the workplace or outside safety and the integrity of its investigation, Magic ESCALATES.
the workplace. Magic Memories treats threats coming from an Memories may suspend Team Members suspected of
abusive personal relationship as it does other forms of violence. workplace violence or threats of violence, either with or Page 59
without pay, pending investigation.
Indirect or direct threats of violence, incidents of actual
violence and suspicious individuals or activities should Anyone found to be responsible for threats of or actual
be reported as soon as possible to a Supervisor, security violence or other conduct that is in violation of these
personnel, People & Culture, member of Magic Memories’ guidelines will be subject to prompt disciplinary action
Threat Management Team or any member of senior up to and including termination of employment.
management. When reporting a threat or incident of violence,
the Team Member should be as specific and detailed as Magic Memories encourages Team Members to bring
possible. Team Members should not place themselves in peril, their disputes to the attention of their Supervisors or
nor should they attempt to intercede during an incident. People & Culture before the situation escalates. Magic
Memories will not discipline Team Members for raising
Team Members should promptly inform the People & Culture such concerns.
department of any protective or restraining order that they
have obtained that lists the workplace as a protected area. WEAPONS IN THE WORKPLACE
Team Members are encouraged to report safety concerns with
regard to intimate partner violence. Magic Memories will not To maximize the safety and security of its Team
retaliate against Team Members making good-faith reports. Members and guests, Magic Memories prohibits Team
Magic Memories is committed to supporting victims of intimate Members, contractors, vendors and guests from
partner violence by providing referrals to Magic Memories’ bringing any type of firearm or other weapon into the
Team Member assistance program (EAP) and community corporate office or partner sites. Only law enforcement
resources and providing time off for reasons related to intimate officers or security officers are authorized to possess a
partner violence. firearm or other weapon while in the corporate office or
partner site.
© Magic Memories 2017

DISCRIMINATION & HARASSMENT

DISCRIMINATION & HARASSMENT POLICY Violation of this policy will result in disciplinary action, up to and including
immediate termination.
Magic Memories provides equal employment opportunities (EEO) to all
Team Members and applicants for employment without regard to race, IF YOU HAVE ANY QUESTIONS ABOUT WHAT CONSTITUTES HARASSING BEHAVIOR OR
color, religion, gender, sexual orientation, gender identity, national origin, WHAT CONDUCT IS PROHIBITED BY THIS POLICY, PLEASE DISCUSS THE QUESTIONS WITH
age, disability, genetic information, marital status, amnesty or status as THE PEOPLE & CULTURE MANAGER. AT A MINIMUM, THE TERM “HARASSMENT” AS USED
a covered veteran in accordance with applicable federal, state and local IN THIS POLICY INCLUDES:
laws. Magic Memories complies with applicable state and local laws
governing nondiscrimination in employment in every location in which the • Offensive remarks, comments, jokes, slurs, or verbal conduct pertaining
company has facilities. This policy applies to all terms and conditions of to an individual’s race; color; religion; genetic information; national origin;
employment, including hiring, placement, promotion, termination, layoff, sex (including same sex); pregnancy, childbirth, or related medical
recall, transfer, leaves of absence, compensation and training. conditions; age; disability or handicap; citizenship status; service member
status; or any other category protected by federal, state, or local law;
The Company prohibits discrimination, harassment, and retaliation in
employment based on race; color; religion; genetic information; national • Offensive pictures, drawings, photographs, figurines, or other graphic
origin; sex (including same sex); pregnancy, childbirth, or related medical images, conduct, or communications, including e-mail, faxes, and copies
conditions; age; disability or handicap; citizenship status; service member pertaining to an individual’s race; color; religion; genetic information;
status; or any other category protected by federal, state, or local law. national origin; sex (including same sex); pregnancy, childbirth, or related
Violation of this policy will result in disciplinary action, up to and including medical conditions; age; disability or handicap; citizenship status; service
immediate termination. member status; or any other category protected by federal, state, or
local law;
NO HARASSMENT
• Offensive sexual remarks, sexual advances, or requests for sexual favors
We do not tolerate the harassment of applicants, employees, guests, regardless of the gender of the individuals involved; and
or vendors. Any form of harassment relating to an individual’s race;
color; religion; genetic information; national origin; sex (including same • Offensive physical conduct, including touching and gestures, regardless
sex); pregnancy, childbirth, or related medical conditions; age; disability of the gender of the individuals involved.
or handicap; citizenship status; service member status; or any other
category protected by federal, state, or local law, is a violation of this We also absolutely prohibit retaliation, which includes: threatening an
policy and will be treated as a disciplinary matter. Please see the legal individual or taking any adverse action against an individual for (1)
postings on the bulletin board for a full list of the protected categories in reporting a possible violation of this policy, or (2) participating in an
the state where you work. investigation conducted under this policy.

Our supervisors and managers are covered by this policy and are
prohibited from engaging in any form of harassing, discriminatory, or
retaliatory conduct. No supervisor or other member of management has
the authority to suggest to any applicant or employee that employment or

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DISCRIMINATION & HARASSMENT

advancement will be affected by the individual entering into (or refusing reporting suspected violations of this or any other Company policy to the
to enter into) a personal relationship with the supervisor or manager, or for extent possible consistent with our investigation.
tolerating (or refusing to tolerate) conduct or communication that might
violate this policy. Such conduct is a direct violation of this policy. You will not be penalized or retaliated against for reporting improper
conduct, harassment, discrimination, retaliation, or other actions that you
Even non-employees are covered by this policy. We prohibit harassment, believe may violate this policy.
discrimination, or retaliation of our employees in connection with
their work by non-employees. Immediately report any harassing or We are serious about enforcing our policy against harassment. Persons
discriminating behavior by non-employees, including contractors, or who violate this or any other Company policy are subject to discipline, up
subcontractors, vendors, guests or guests, and employees. Any employee to and including immediate termination. We cannot resolve a potential
who experiences or observes harassment, discrimination, or retaliation policy violation unless we know about it. You are responsible for reporting
should report it using the steps listed below. possible policy violations to us so that we can take appropriate actions to
address your concerns.
IF YOU HAVE ANY CONCERN THAT OUR NO HARASSMENT POLICY MAY HAVE BEEN
VIOLATED BY ANYONE, YOU MUST IMMEDIATELY REPORT THE MATTER. DUE TO THE VERY THE FOLLOWING IS A SUMMARY OF THE PROCEDURE THAT MAGIC MEMORIES WILL
SERIOUS NATURE OF HARASSMENT, DISCRIMINATION AND RETALIATION, YOU MUST FOLLOW TO DEAL WITH SEXUAL HARASSMENT IN THE WORKPLACE:
REPORT YOUR CONCERNS TO ONE OF THE INDIVIDUALS LISTED BELOW:
Magic MM will MM will have a
1. First, discuss any concern with your Manager. Memories promptly meeting with the
2. If you are not satisfied after you speak with your Manager, or if you feel (“MM”) receives a conduct a full and alleged harasser
complaint of sexual confidential to the and appropriate
that you cannot speak to your Manager, discuss your concern with the harassment from extent possible
Regional Operations Manager. an employee. investigation. action will be
3. If you are not satisfied after you speak with the Regional Operations taken.
Manager or if you feel you cannot speak to the Regional Operations
Manager, speak to the People and Culture Manager. After a full If MM
4. If at any time, you feel the need to speak to other members of investigation determine that
management, you may contact the VP of Operations. sexual harassment
has been has occurred,
You should report any actions that you believe may violate our policy no conducted MM will appropriate action
matter how slight the actions may seem. determine whether will be taken.

We will investigate the report and then take prompt, appropriate remedial the complainant
action. The Company will protect the confidentiality of employees was sexually
harassed.

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DISCRIMINATION & HARASSMENT

RESPONSIBILITY The company will reasonably accommodate qualified individuals with
a disability so that they can perform the essential functions of a job
All Magic Memories employees, and particularly Managers, have a unless doing so causes a direct threat to these individuals or others
responsibility for keeping our work environment free of harassment. in the workplace and the threat cannot be eliminated by reasonable
Any employee, who becomes aware of an incident of harassment, accommodation and/or if the accommodation creates an undue hardship
whether by witnessing the incident or being told of it, must report it to a to Magic Memories. Contact the People & Culture department with any
member of management or the People & Culture team with whom they questions or requests for accommodation.
feel comfortable. When management becomes aware of the existence of
harassment, they are obligated by law to take prompt and appropriate EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
action in collaboration with the People & Culture team, whether or not the
victim wants Magic Memories to do so. Magic Memories provides equal employment opportunities (EEO) to all
Team Members and applicants for employment without regard to race,
AMERICANS WITH DISABILITIES ACT (ADA) & color, religion, gender, sexual orientation, gender identity, national origin,
THE ADA AMENDMENTS ACT (ADAAA) age, disability, genetic information, marital status, amnesty or status as
a covered veteran in accordance with applicable federal, state and local
The Americans with Disabilities Act (ADA) and the Americans with laws. Magic Memories complies with applicable state and local laws
Disabilities Amendments Act, known as the ADAAA, are federal laws that governing nondiscrimination in employment in every location in which the
prohibit employers with 15 or more Team Members from discriminating company has facilities. This policy applies to all terms and conditions of
against applicants and individuals with disabilities and that, when needed, employment, including hiring, placement, promotion, termination, layoff,
provide reasonable accommodations to applicants and Team Members recall, transfer, leaves of absence, compensation and training.
who are qualified for a job, with or without reasonable accommodations,
so that they may perform the essential job duties of the position. Magic Memories expressly prohibits any form of unlawful Team Member
harassment based on race, color, religion, gender, sexual orientation,
It is the policy of Magic Memories to comply with all federal and state national origin, age, genetic information, disability or veteran status.
laws concerning the employment of persons with disabilities and to Improper interference with the ability of Magic Memories Team Members
act in accordance with regulations and guidance issued by the Equal to perform their expected job duties is absolutely not tolerated.
Employment Opportunity Commission (EEOC). Furthermore, it is our
company policy not to discriminate against qualified individuals with
disabilities in regard to application procedures, hiring, advancement,
discharge, compensation, training or other terms, conditions and privileges
of employment.

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LEAVING MAGIC MEMORIES

VOLUNTARY TERMINATION PROCEDURE

YOU ARE REQUIRED TO FOLLOW THE BELOW PROCESSES WHEN VOLUNTARILY TERMINATING YOUR EMPLOYMENT WITH MAGIC MEMORIES:

Inform You will be You will work On your Hand over all Your final pay
us of your given a Staff your notice last day you current work to will be paid
resignation by Departure Survey period will return your the appropriate in your final
providing your to complete and (2 weeks for staff uniform paycheck.
Manager with a return to the Voluntary & company person
Resignation People & Culture
Termination). property.
Letter. Team.

SEPARATION OF EMPLOYMENT NOTICE PERIOD (VOLUNTARY TERMINATION)

Magic Memories strives to ensure a smooth transition for Team Members In the event that you resign voluntarily, you will be asked to provide us with
leaving the company. Involuntary separation from service means that the the professional courtesy of two weeks’ notice of resignation to allow for
termination action is being initiated by Magic Memories, rather than by the a smooth transition and training of any replacement personnel. The notice
Team Member. In general, Team Members who are discharged by Magic you give will be noted on the employment record and will be considered in
Memories are not eligible for rehire. However, Team Members who are any discussion regarding rehire or reference information. Once notice has
terminated due to layoff or restructuring may be eligible for rehire or recall been given, accrued and unused PTO normally may not be taken.
at the company’s discretion.
EXIT INTERVIEW
VOLUNTARY TERMINATION
When you give notice of your intention to terminate your employment
THE COMPANY WILL CONSIDER YOU TO HAVE VOLUNTARILY TERMINATED or your contract is due to expire you may be asked to complete a Exit
YOUR EMPLOYMENT IF YOU DO ANY OF THE FOLLOWING: Interview. We value your feedback and honesty is very important to us.

• Resign from Magic Memories in writing, or; Your exit interview may be scheduled in your last week with us. This
• Fail to return from an approved leave of absence on the date specified, or; is a confidential interview aimed at helping us to understand how we
• Fail to report to work or call in for three (3) consecutive workdays. can improve our organizational performance. It focuses on aspects of

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LEAVING MAGIC MEMORIES

our employment relationship with you including remuneration, training, FINAL PAY
working conditions, benefits, management practices etc.
After your Manager has authorized your final pay to be made, your final
RETURN OF COMPANY PROPERTY pay will be paid in your final paycheck plus any pay for unpaid but accrued
PTO that may be owing to you.
When your employment with us ceases, or at any other time we ask you to
do so, you must return all company property including your uniform back REFERENCES AND VERIFICATION OF EMPLOYMENT
to your immediate Supervisor on or before your last day at work.

If your employment with us terminates, for any reason, you must Upon request, you will be issued with a verification of employment which
promptly return all company property which either belongs to us or is will disclose the dates of employment and the title of the last position
our responsibility, and all copies of company property which is in your held. Magic Memories, in its sole discretion, may provide Team Member
possession or under your control. Company property includes but is not references upon request, signed by either your direct Manager or another
limited to uniforms, confidential information, computer disks, printouts, Manager of our choosing. All references and verification of employment
manuals, reports, letters, memos, plans, diagrams, security cards, will need to be issued by People & Culture.
keys, laptop computers, mobile phone, computer, access cards/keys,
company records, paperwork, documents, company car, photographic OUTSIDE EMPLOYMENT
equipment, manuals, identification badges, sales promotion materials
and any other relevant property. We hope that you will not find it necessary to seek additional outside
employment. However, if you are planning to accept an outside position,
All notes of confidential information which you may have acquired during you must notify your Manager in writing.
your employment must be handed over to someone duly authorized
to receive them and you are not permitted to retain copies of any such Outside employment must not conflict in any way with your responsibilities
documents or materials. within our company. You may not work for competitors nor may you take
an ownership position with a competitor.
RETURN OF COMPANY TOOLS
Team Members may not conduct outside work or use company property,
Upon acceptance of employment, some departments require new equipment or facilities in connection with outside work while on
Team Members to sign an agreement to return tools or be charged the company time.
replacement cost for a new tool from their last pay check or as a separate
invoice billed to their home. A Team Member has 10 days to return and/or
pay for tools that are not returned.

© Magic Memories 2017 Page 64

DISCIPLINARY PROCESS & PROCEDURES

There are certain types of conduct that we deem as unacceptable from our employees, these include conduct that threatens
personal health, wellbeing or an individual’s security or which endangers property or our products. Also we cannot tolerate is any
action from an employee which might damage our relationship with our guests or Partner Attraction.

UNDER PERFORMANCE SERIOUS MISCONDUCT

EXAMPLES OF UNDER PERFORMANCE INCLUDE, BUT ARE NOT LIMITED TO: EXAMPLES OF SERIOUS MISCONDUCT INCLUDE, BUT ARE NOT LIMITED TO:

• Not meeting sales targets • Use or possession of drugs in the workplace
• Using the cell phone while at work • Theft
• Not approaching guest for sales • Workplace violence
• Absenteeism • Sexual harassment
• Continuous tardiness • Destroying company property
• Having a negative attitude and receiving numerous guest • Inappropriate use of electronic communication
• Using company’s computer to visit Adult websites
complaints • Firearms in the workplace
• Consistently not wearing the appropriate required uniform • Fighting or threatening violence.
• Working under the influence of alcohol or drug
• Direct violation of company policies

© Magic Memories 2017 Page 65