The Sacramento Kings
Team Member Handbook
The Sacramento Kings Team Member Handbook
Welcome to the Sacramento Kings. We believe you will find work with us interesting and rewarding. Our success and
growth are attributable to the loyalty, teamwork and productivity of all our Team Members. Our Mission, Vision, and
Core Values define who we are and we ask Team Members to align behaviors and actions with our core values.
VISION: NBA 3.0 - To make basketball the premier sport of the 21st Century via the following vectors:
Technology
Globalization
Sports as an Agent of Social Good
MISSION: To create a winning franchise that enhances the lives of those it touches, and makes the world a better place.
CORE VALUES:
Excellence: We embrace, support, and practice a culture of exceptionalism in everything we do.
Integrity: We are honest as an organization, and as individuals, in all of our endeavors.
Openness: We are open to all ideas, people, and cultures. Innovation is a way of life.
Hard Work: No one will out work us!
Fun: We will celebrate our successes and enjoy the journey. We will have fun!
Statement of Intent
The contents of this Team Member Handbook summarize current Company programs and policies and are intended
as guidelines only, which consequently may be amended at any time or varied from by the Company, depending upon
the particular circumstances of a given situation. As such, it is expressly understood that the contents of this manual
DO NOT CONSTITUTE THE TERMS OF A CONTRACT OF EMPLOYMENT. This Handbook should not be construed as a
guarantee of continued employment, but rather employment with the Company is on an “at will” basis. This means
that the employment relationship may be terminated at any time by either the Team Member or the Company for any
reason not expressly prohibited by law. Any oral or written statement by a supervisor, executive, or any agent of the
Company to the contrary, is invalid and should not be relied upon by any prospective or existing Team Member.
The Company is committed to insuring that its policies and procedures are always accurate and timely. Therefore, all
policies, practices, procedures, and benefits described in this Handbook may be changed, modified, or discontinued
without prior notice. The Company will communicate these changes via memos and written policy revisions. This
Handbook supersedes all previous handbooks, policies and practices that are in any way inconsistent with the contents
of this Handbook. To the extent that the language in this Handbook conflicts with any applicable federal, state or local
law, or benefit plan document, the law or plan document shall be controlling. If you are uncertain about any policy or
procedure, please check with your supervisor or a Human Resources representative.
The Company expects that Team Members will use good judgment and act appropriately as representatives of the
Company. This Handbook outlines the primary work expectations, but is not all inclusive. Violation of any Company
policy, practice or procedure, whether or not detailed in this Handbook, may be grounds for disciplinary action, up to
and including termination of employment. Team Members are encouraged to ask if they need clarification on
appropriate workplace behavior.
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The Sacramento Kings Team Member Handbook
Table of Contents
Statement of Intent ....................................................................................................2
EMPLOYMENT POLICIES AND PRACTICES ......................................................................6
Your Employment Rights Information ............................................................................6
At-Will Employment Status ..........................................................................................6
Respect in the Workplace ............................................................................................6
Team Member Classifications.....................................................................................12
Types of Employment Categories................................................................................13
Recruiting ...............................................................................................................13
Attendance and Punctuality .......................................................................................14
Recording Of Work Hours and Payday .........................................................................15
Deductions - Exempt Team Members ..........................................................................15
Pay Advances...........................................................................................................16
Reporting to Work Pay for Non-Exempt Team Members ................................................16
On Call Pay for Non-Exempt Team Members ................................................................16
Meal Periods and Rest Breaks for Non-Exempt Team Members.......................................16
Overtime for Non-Exempt Team Members...................................................................18
Makeup Time for Non-exempt Team Members.............................................................18
Open Door ..............................................................................................................19
Arbitration ..............................................................................................................19
Performance Evaluations and Salary Review .................................................................19
Termination of Employment ......................................................................................20
Team Member References and Verification of Employment............................................21
COMPANY OPERATIONS............................................................................................22
Office Hours and Work Schedules for Non-Exempt Team Members .................................22
Dress Code……………………………………………………………………………………………………………..22
Telephone/Cell Phone Use and Other Electronics ..........................................................23
Team Members Who are Required to Drive..................................................................23
Team Member Credit Cards .......................................................................................23
Pay for External Meetings and Training........................................................................24
Solicitation and Distribution .......................................................................................24
Your Personnel Records.............................................................................................24
Company Property - No Privacy Rights .........................................................................25
Team Member Property ............................................................................................25
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The Sacramento Kings Team Member Handbook
Safety and Health .....................................................................................................25
Security/Preventing Violence in the Workplace .............................................................26
Digital Communication Policy .....................................................................................27
Non-Smoking Policy ..................................................................................................29
ID Badge Policy ........................................................................................................29
BENEFITS ................................................................................................................31
Medical/Dental/Vision Insurance Benefits ....................................................................31
Disability Insurance...................................................................................................32
State Disability Insurance...........................................................................................32
Life Insurance ..........................................................................................................32
Unemployment Compensation ...................................................................................32
Workers' Compensation: ...........................................................................................32
Flexible Benefits Accounts .........................................................................................33
401(k) Qualified Retirement Plan ................................................................................33
Paid Family Leave Insurance.......................................................................................33
Team Member Assistance Program .............................................................................34
Team Store Discounts ...............................................................................................34
Parking Pass ............................................................................................................34
Ticket Policy ............................................................................................................35
Vacation .................................................................................................................36
Paid Sick Leave- Full-Time and Full-Time Seasonal Team Members...................................37
Supplemental Sick Leave- Full-Time Team Members ......................................................38
Holidays..................................................................................................................39
Family and Medical Leave ..........................................................................................40
Pregnancy Disability Leave, Reasonable Accommodation, and Transfer ............................44
Disability Leave ........................................................................................................45
Babies @ Work Policy…………………………………………………………………………………………….47
Jury Duty, Witness Duty, Time Off For Victims Of Crime..................................................48
Victims of Domestic Violence, Sexual Assault and Stalking Leave......................................48
Bereavement Leave ..................................................................................................50
Military Leaves Of Absence ........................................................................................50
School Activities or Day Care Leave .............................................................................51
Time Off to Vote.......................................................................................................51
California Family Military Leave ..................................................................................52
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Volunteer Civil Service Leave......................................................................................52
Civil Air Patrol Leave .................................................................................................52
Organ and Bone Marrow Donor Leave.........................................................................52
Volunteer Civil Service Leave………………………………………………………………………………….53
STANDARDS OF CONDUCT ........................................................................................54
Code of Ethics..........................................................................................................54
Confidential Information ...........................................................................................54
Conflict of Interest....................................................................................................55
Off Duty Conduct .....................................................................................................55
Team Member Rules Of Conduct ................................................................................56
Interactions With Guests ...........................................................................................58
Smoking/Tobacco Use...............................................................................................58
Drug and Alcohol Abuse ............................................................................................58
Acknowledgement of Receipt – for Personnel File ........................................................62
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The Sacramento Kings Team Member Handbook
EMPLOYMENT POLICIES AND PRACTICES
Your Employment Rights Information
Local, state and federally required postings regarding many of your employment rights are posted in the Team Member
break rooms.
At-Will Employment Status
The Company hopes that every Team Member will find the employment relationship satisfying and rewarding in all
respects. At the same time we recognize that relationships are not always mutually satisfactory. Each Company Team
Member is employed on an at-will basis. This means that the employment relationship may be terminated at any time
with or without cause or advance notice either by the Team Member or by the Company. Nothing in this Handbook
limits the at-will nature of employment.
Nothing in this Handbook or in any other personnel document, including benefit plan descriptions, creates or is
intended to create a contract, promise, or representation of continued employment for any specific period of time for
any Team Member. Also, please understand that no supervisor or Team Member of the Company has any authority
to enter into an agreement for employment with any Team Member for any specific period of time or to make an
agreement for employment on other than at-will terms. Only the Vice President, Human Resources has the authority
to make any such agreement, which will be binding only if it is in writing and signed by the Vice President, Human
Resources and the Team Member.
Respect in the Workplace
(Equal Employment Opportunity, Anti-Harassment, Reasonable Accommodation Of Disabilities & Anti-
Retaliation)
POLICY HIGHLIGHTS
The Company is committed to providing a work environment in which all individuals are treated with respect
and dignity. Each individual has the right to work in a professional atmosphere that promotes equal
employment opportunities and prohibits discriminatory practices, including harassment and
retaliation. Therefore, the Sacramento Kings require that all relationships among persons in the workplace be
free of bias, prejudice, and harassment. The Sacramento Kings will not tolerate any discrimination or
harassment that is prohibited under the Sacramento Kings' Respect InThe Workplace Policy (Equal
Employment Opportunity, Anti-Harassment, Reasonable Accommodation of Disabilities & Anti-Retaliation)
(the “Policy”), which is detailed below.
Employment decisions are based on merit, valid job qualifications and business needs. The
Sacramento Kings provide equal employment opportunities without regard to race, color, national
origin, religion, gender (including pregnancy, childbirth, breastfeeding or related medical conditions),
age, disability, alienage or citizenship status, ancestry, marital status, creed, genetic predisposition or
carrier status, sexual orientation, veteran status, gender identity or expression, or any other status or
characteristic protected by applicable federal, state or local law.
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The Sacramento Kings prohibit harassment and discrimination by a fellow Team Member, supervisor,
manager, or individual who does business with the Sacramento Kings or on the Sacramento Kings'
premises (e.g., independent contractors, vendors, or business partners).
Reasonable accommodations for a Team Member who is a qualified individual with a disability will be
made when requested by the Team Member, provided that such accommodations do not create an
undue hardship for the Sacramento Kings.
The Sacramento Kings will not tolerate retaliation against any Team Member who, in good faith,
truthfully reports potential harassment or discrimination or honestly participates in an investigation
of such a report.
Prohibited conduct is unacceptable in any work-related setting, including business trips, business
meetings, and business-related social events.
If a Team Member experiences, witnesses, or knows about conduct or behavior contrary to this policy,
the Team Member should report those concerns to any of the appropriate contacts, as designated in
these policies. (See Section II A)
Individuals with supervisory responsibility are required to report any conduct or behavior that may
violate this Policy, regardless of how they learned of it.
Questions concerning any aspect of the Policy should be directed to the Human Resources Department.
I. COVERAGE OF THE POLICY
The Sacramento Kings' Respect in the Workplace Policy applies to all applicants, unpaid interns, volunteers,
contractors, and prospective and current Team Members, and prohibits harassment, discrimination, and
retaliation (as defined below), whether engaged in by a fellow Team Member, supervisor, or manager. In
addition, the Policy also prohibits third parties who do business with the Sacramento Kings or on the
Sacramento Kings premises (for example, independent contractors, vendors, or business partners) from
engaging in harassment, discrimination, or retaliation against Sacramento Kings Team Members.
Conduct prohibited by the Policy is unacceptable in the workplace and in any work-related setting outside the
workplace, including business trips, business meetings, and work-related social events.
In an effort to promote a professional work environment free from harassment, discrimination, and retaliation
the Policy goes beyond the requirements of the law. All Sacramento Kings personnel must comply with all
aspects of the Policy. Conduct that violates this Policy may violate federal, state, or local laws. However, even
if the conduct does not violate any law, Sacramento Kings nevertheless may, in its sole discretion, take
disciplinary action, up to and including termination of employment, against the offender.
Any Team Member who wishes to address any conduct that he or she believes violates this Policy must address
his or her concerns through the Complaint Procedure for Reporting A Violation Of The Respect In The
Workplace Policy, as detailed below. (Section II A)
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A. Non-Discrimination
Equal employment opportunity has been, and will continue to be, a fundamental principle of the Sacramento
Kings. We provide equal employment opportunities without regard to race, color, national origin, religion,
gender (including pregnancy, childbirth, breastfeeding or related medical conditions), age, physical or mental
disability, alienage or citizenship status, ancestry, marital status, creed, genetic predisposition or carrier status,
sexual orientation, veteran status, gender identity or expression, or any other status or characteristic
protected by applicable federal, state, or local law. Employment opportunities include, for example, recruiting,
hiring, placement, training, promotion, transfer, salary review, compensation, and benefits. Employment
decisions will be based on merit, valid job qualifications and business needs.
B. Anti-Harassment
The Sacramento Kings are committed to maintaining a work environment that is characterized by mutual
respect among Team Members and is free of harassment. Thus, the Sacramento Kings prohibit harassment
on the basis of race, color, national origin or ancestry, religion, sex (with or without sexual conduct), gender
(including pregnancy, childbirth, breastfeeding or related medical conditions), age, physical or mental
disability, alienage or citizenship status, ancestry, marital status, creed, genetic predisposition or carrier status,
sexual orientation, veteran status, gender identity or expression, transgender (including whether or not you
are transitioning, have transitioned, or may be perceived to be in transition) or any other status or
characteristic protected by applicable federal, state, or local law.
1. Sexual Harassment
For the purposes of this Policy, sexual harassment includes (a) harassment of a sexual nature, including
unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, and other
offensive verbal or physical conduct related to sex and (b) harassment based on gender, which refers to
conduct that is directed at Team Members because of their gender (for example, a male manager yells only at
female Team Members and not males), especially (with respect to both sexual and gender-based harassment)
where: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s
employment or submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting that individual; or (ii) such conduct has the purpose or effect of unreasonably interfering
with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment may involve individuals of the same or different gender.
Sexual harassment may take the form of any of a range of subtle and not-so-subtle behaviors, which,
depending on the circumstances, may include (without limitation) the following:
Physical sexual advances or other physical conduct, including impeding or blocking movement, hugs,
caresses, neck and shoulder massages, and any other physical contact that is offensive to another
person.
Verbal sexual advances such as requests for sexual favors, offensive flirtations and propositions, and
repeated and unwanted requests for dates.
Verbal conduct such as sex-oriented “joking,” “kidding’” or “teasing;” making derogatory or sexual
comments; using sexual epithets and slurs, whistling and cat calls; referring to another as “babe,”
“honey,” or other similar names; discussing one’s own sexual problems or experiences; discussing or
asking questions about another’s sexual experiences; and creating or sending obscene or sexually-
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The Sacramento Kings Team Member Handbook
oriented messages, memos, and letters, including those created on or sent by computer, email or
voicemail.
Non-verbal, communicative conduct such as leering; making sexual gestures; pointedly looking at
another’s breasts, buttocks, or genital areas; and posting, showing, or circulating sexually-suggestive
objects, pictures, images, cartoons, calendars, magazines, or posters (including through use of The
Sacramento Kings computer, internet, or email systems).
2. Harassment Based On Any Other Protected Characteristic or Status
In addition to sexual harassment, the Sacramento Kings prohibit harassment based on any other protected
characteristic or status identified above. Such harassment includes verbal or physical conduct that denigrates
or shows hostility or aversion toward an individual because of his or her race, color, national origin, religion,
gender (including pregnancy, childbirth, breastfeeding or related medical conditions), age, disability, alienage
or citizenship status, ancestry, marital status, creed, genetic predisposition or carrier status, sexual orientation,
veteran status, gender identity or expression, or any other status or characteristic protected by applicable
federal, state, or local law, and that (i) has the purpose or effect of creating an intimidating, hostile or offensive
work environment; (ii) has the purpose or effect of unreasonably interfering with an individual’s work
performance, or (iii) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct of this nature can take many forms similar to those cited above under sexual harassment,
and may include, for example:
The use of epithets, slurs, or inappropriate or derogatory names.
Negatively stereotyping persons or groups based on a protected characteristic or status.
Jokes, pranks, or threatening, intimidating, or hostile acts that relate to an individual’s protected
characteristic or status.
The creation, display, or circulation in the workplace of any written or graphic material (including
emails, memos, graffiti, pictures, cartoons, or drawings) that denigrates, ridicules, or shows hostility
or aversion toward an individual or group based on a protected characteristic or status (including
through use of The Sacramento Kings' computer, internet, or email systems).
C. Reasonable Accommodation of Disabilities
The Sacramento Kings prohibit discrimination against any qualified Team Member or applicant in connection
with any terms or conditions of employment because of such individual’s disability or perceived
disability. Consistent with this Policy, The Sacramento Kings will engage in an interactive process (which
includes the steps outlined in Sections I.C) with a qualified individual with a disability (as defined by the federal
Americans With Disabilities Act (“ADA”) and other similar federal, state, and local laws) who has made the
Sacramento Kings aware of his or her disability, and will provide an appropriate accommodation provided that
such accommodation does not constitute an undue hardship on the Sacramento Kings.
Individuals with a disability who believe that they need a reasonable accommodation to perform their job
should contact the Human Resources Department. The Sacramento Kings encourage individuals with
disabilities to come forward and request reasonable accommodation.
After receiving an individual’s request for an accommodation, a Member of the Human Resources Department
and the individual’s manager will meet with that individual to discuss and identify the precise limitations
resulting from the disability and potential accommodation that the Sacramento Kings might make to help
overcome those limitations.
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When an accommodation is requested, the individual may be required to submit documentation from a health
care provider identifying the subject disability, its functional limitations, and the need for
accommodation. The Sacramento Kings, at its own expense, may require the individual to be examined by a
health care provider of the Sacramento Kings' choice for purposes of confirming the disability, its functional
limitations, and the need for accommodation.
The Sacramento Kings will determine the feasibility of the requested accommodation by considering various
factors, including the nature and cost of the accommodation, the availability of tax credits and deductions,
outside funding, the Sacramento Kings’ overall financial resources and organization, the accommodation’s
impact on the operation of the Sacramento Kings (including its impact on the ability of other Team Members
to perform their duties and on the Sacramento Kings’ ability to conduct business), and the feasibility of other
accommodations that would enable the individual to perform his or her job or apply for the position.
The Sacramento Kings will inform the individual of its decision with respect to the request for accommodation
and the manner in which any accommodation is to be implemented. If the request for accommodation in
denied, the individual may request in writing to the Human Resources Department that the decision be
reconsidered. If, on reconsideration, the request for accommodation is denied, that decision is final.
In considering requests for reasonable accommodation, the Sacramento Kings are not required to, among
other things, (i) provide the specific accommodation requested by a Team Member, (ii) choose the best
possible accommodation, (iii) eliminate or reallocate essential functions of a Team Member’s job, (iv) provide
personal use items (e.g., eyeglasses, hearing aids, wheelchairs, etc.), (v) create job positions or duties that do
not already exist, (vi) displace another Team Member from his/her assigned position or duties, or (vii) assign a
position or duties to an individual who is not otherwise qualified to perform that position or those duties.
D. Anti-Retaliation
The Sacramento Kings prohibit retaliation against any individual who, in good faith, truthfully reports a
potential violation of the Respect in the Workplace Policy or honestly participates in an investigation of such a
report. Retaliation includes actions such as demotion, salary reduction, or terminations, in each case when
made without a legitimate business justification, but it also may include more subtle forms of behavior. This
prohibition against retaliation applies even in circumstances where, after investigation, the Sacramento Kings
determines that a policy violation has not occurred.
*****
Finally, the Sacramento Kings’ Respect in the Workplace Policy may not be used as a basis to bar individuals of
any particular protected characteristic or status from participating in business- or work-related activities
(including those of a social nature). As an example, a male manager who fears that sexually- charged language
could be used at a dinner could not comply with the Policy by inviting only male Team Members, and not
female Team Members, to dinner.
II. COMPLAINT PROCEDURE FOR REPORTING A VIOLATION OF THE POLICY
A. Reporting Violations of Policy
The Sacramento Kings strongly urge the reporting of all incidents of discrimination, harassment, or retaliation,
regardless of the identity, status, or position of the alleged offender. Whether the alleged offender is, for
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example, a Senior Vice President, a supervisor, a coworker, or even a non-Team Member doing business with
or at the Sacramento Kings (for example, an outside vendor), a report should be made.
If you believe that you have been subjected to conduct or behavior that may be contrary to the Sacramento
Kings' Respect in the Workplace Policy, or if you believe that you have witnessed or have knowledge about any
such conduct or behavior, you should report your concerns promptly and in writing to any one of the
designated contacts identified below. Individuals with supervisory responsibility are required to report such
conduct or behavior immediately, regardless of how they learned of it. If any one of the designated contacts
is the subject of a report, the reporting Team Member should address the matter to one of the other
designated contacts.
Designated Contacts
Vice President, Human Resources
Director, Human Resources
Executive Vice President, Business Operations and Chief Financial Officer
Early reporting and intervention are pivotal steps for resolving actual or perceived incidents of discrimination,
harassment, or retaliation. Therefore, while no fixed reporting period has been established, and all complaints
will be investigated, the Sacramento Kings strongly urge the prompt reporting of complaints so that rapid and
constructive action can be taken. The Sacramento Kings will make every effort to stop any misconduct, but
can only do so with the cooperation of its Team Members.
The availability of this complaint procedure does not preclude any individual who believes that he or she is
being harassed from promptly (1) advising the offender that his or her behavior is unwelcome and (2) asking
that it be discontinued.
The Sacramento Kings will endeavor to receive, handle, and investigate complaints with the utmost
discretion. Every effort will be made to maintain confidentiality throughout the investigatory process to the
extent consistent with adequate investigation and appropriate corrective action.
IMPORTANT NOTICE TO ALL TEAM MEMBERS
Any Team Member who has experienced conduct that he or she believes is contrary to the Sacramento
Kings’ Respect in the Workplace Policy should take advantage of this complaint procedure.
A Team Member’s failure to use this complaint procedure could affect his/her rights in pursuing legal
action. Also, please note, federal, state, and local anti-discrimination laws establish specific time frames
for initiating a legal proceeding pursuant to these laws.
B. Investigation of Complaint
The Sacramento Kings will conduct a prompt, thorough, and impartial investigation of any allegations of
harassment, discrimination, or retaliation that are reported in accordance with these complaint
procedures. The investigation may include review of any relevant documents and files, individual interviews
with the parties involved and, where necessary, interviews with individuals who may have observed the alleged
conduct or may have other relevant knowledge.
III. ADDRESSING VIOLATIONS OF THE POLICY
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A. Responsive Action
The Sacramento Kings will take prompt and appropriate remedial action to address discriminatory, harassing,
or retaliatory conduct and to prevent such conduct from occurring in the future. Responsive action may
include, for example, training, referral to counseling, monitoring of the offender, and/or disciplinary action
such as warning, reprimand, withholding of a promotion or pay increase, or termination, as the Sacramento
Kings believes appropriate under the circumstances.
B. False Reports or Failure to Report
Any individual who knowingly makes a false report or knowingly provides false information during an
investigation will be subject to appropriate disciplinary action. Any individual with supervisory responsibility
will be subject to disciplinary action if he or she does not report immediately conduct or behavior that may
violate this Policy.
*****
Individuals, who have questions about the Complaint Procedure for Reporting a Violation of the Respect in the
Workplace Policy, or any other aspect of the Sacramento Kings’ Respect In The Workplace Policy, should
contact the Human Resources Department.
State and Federal Resources: In addition to these internal policies and procedures, the State of California
Department of Fair Employment and Housing (DFEH) and the U.S. Equal Employment Opportunity Commission
(EEOC) provide additional information regarding the legal remedies and complaint processes available through
the government agencies. If you believe you have been unlawfully harassed, discriminated or retaliated
against, you may file a complaint or obtain additional information from the DFEH or EEOC. The phone number
for the local DFEH office is located at www.dfeh.ca.gov and the EEOC office is at www.eeoc.gov.
Team Member Classifications
Team Members are classified as either “exempt” or “non-exempt” depending on their job duties. This is necessary
because, by law, Team Members in certain types of jobs are entitled to premium pay when they work overtime (i.e.,
more than eight (8) hours a day or 40 hours per week).
EXEMPT Team Members are those who fall within one of the exemptions specified by law and are paid on a salary basis
without reference to hours worked. Exempt Team Members are not entitled to premium pay for overtime hours
worked.
NON-EXEMPT Team Members are those who do not fall within one of the exemptions specified by law. Non-exempt
Team Members are entitled to be paid for each hour worked in accordance with state and federal law, including
premium pay for all overtime hours worked (as described in the Overtime section below).
All Team Members of the Company are employed at-will whether exempt or non-exempt, full-time, part-time or
temporary.
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Types of Employment Categories
There are five types of Team Members for the Company.
Regular Full-Time Team Member: A Team Member who was hired to work at least 30 hours per week on a
continuing basis. Regular full-time Team Members are eligible for Company sponsored benefits and paid leave
in certain circumstances.
Regular Part-Time Team Member: A Team Member was hired to work fewer than 30 hours per week on a
continuing basis. A temporary increase in regularly-scheduled hours anticipated to be of short duration, less
than six months, will not affect eligibility for benefits and leave. Regular part-time Team Members are not
eligible for Company-sponsored benefits, but are eligible for state-mandated benefits and unpaid leave (e.g.,
state disability, unemployment insurance, pregnancy-related disability leave).
Full-Time Seasonal Team Member: A Team Member who was hired to work at least 30 hours per week on a
regular basis for a pre-defined period of time established in the job offer. Full-Time Seasonal Team Members
are eligible for a Company sponsored benefits package and California Sick Leave during their employment.
Temporary Team Member: A Team Member who works full-time or part-time for a pre-defined period of time
as established in the job offer. The Team Member may work on an intermittent schedule dependent upon the
staffing needs of the unit. Normally, a temporary assignment will not last beyond six (6) months, but may be
extended as needed. Temporary Team Members are not eligible for Company- sponsored benefits.
Contractors: Independent contractors are individuals/businesses retained to provide services to the Company
on a contract basis. Since they are not Team Members, they are not eligible for any Company sponsored
benefits.
NOTE: A Team Member may change job status or category only upon written notification by Human
Resources. There is no automatic conversion from one job status or category to another.
Recruiting
The Company strives to hire the best and brightest for all positions through building relationships with outreach groups
to uncover viable diversity recruiting channels. Through interviewing, we hope to ensure that any person we hire into
the Company will hold our vision statement in highest regards and possess the qualities that make up our core values.
We will fill positions by conducting multiple interviews to determine if applicants will be the right fit for the position
and the Company.
Internal Job Postings
Your career objectives are important and the Company believes in promoting Team Members from within whenever
qualified internal candidates are available. The Company will post all positions, unless there is a qualified Team Member
in the department where the vacancy exists who will be moved into the open position. Open positions will generally
be posted for 5 working days before an offer to an external candidate can be made.
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Procedure for Pursuing an Inter-Company Transfer
If you have a preliminary interest in a posted position, you may contact the hiring supervisor to obtain additional
information regarding the position so you can make a determination as to whether or not you are interested in
pursuing a formal request for transfer.
If you wish to pursue a formal request for transfer, you must:
Complete an Application for Inter-Company Transfer
Obtain your current supervisor’s written approval on the transfer form, and
Forward the approved form to Human Resources for coordinating distribution of applicant information to
the hiring supervisor.
Eligibility for transfer will be based on your qualifications for the specific position for which you are applying as well as
any company hardship that would be created for your current department because of a critical business activity at the
time of your request. If you do not meet the minimum qualifications for the position for which you are applying, you
will not be considered for the position. If your current supervisor and the Vice President, Human Resources determine
that your immediate transfer would be disruptive to your department because of the critical nature of current
department activities, the transfer request will not be approved at the time requested. You will be eligible to reapply
for transfer as soon as the critical project of the current department has been completed.
In most cases, if you have been in your current position for less than six months, your request will not be considered.
Generally, two weeks transition time will be provided to the current supervisor of a transferring Team Member so that
a replacement may be found; however, based on business needs, this transition period may be longer as determined
by the current supervisor and the hiring supervisor.
The hiring supervisor or appropriate Human Resources representative will contact each applicant who has been
interviewed once a hiring decision has been made.
Attendance and Punctuality
Our success depends upon the cooperation and commitment of each Team Member. Regular attendance and
promptness are considered part of each Team Member’s essential job functions. Attendance and punctuality are
extremely important. When a Team Member is late or absent other Team Members must bear the burden. Each
Team Member has the responsibility to report for work on time and continue to work until the end of the scheduled
work period. Unsatisfactory attendance (including reporting late, quitting early or extending meal periods or rest
breaks) may be cause for disciplinary action, up to and including discharge.
If you find that you must be out due to illness or other compelling personal matter, you must notify your supervisor
within one (1) hour of your scheduled working time and state the reason for such absence. In addition, you must call
in at the beginning of each day that you are scheduled to work unless you are on an approved leave of absence. Any
Team Member who is absent for three (3) or more days due to illness or injury may be required to submit a physician’s
release prior to returning to work.
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Team Members are expected to be at their workstations, ready to begin work, at the beginning of their assigned shifts.
If you are unable to report to work on time, you must notify your supervisor as far in advance as possible of the time
assigned to report to work, give the expected time of arrival and the reason for the delay.
If you become ill while at work or find it necessary to leave the Company’s premises during working hours, report to
your supervisor. Absent extenuating circumstances, do not leave before the end of your schedule without first securing
approval from your supervisor. If your supervisor is not available, contact someone in authority for approval before
leaving. Team Members who leave the premises for reasons that are not related to their job must sign/punch out
when they leave.
A Team Member who does not report to work on a scheduled work day and does not report his/her absence within
the allotted time set forth above will be subject to disciplinary action up to and including dismissal.
Job abandonment: A Team Member who is absent from work for two (2) consecutive scheduled work days and has not
notified the Company may be considered to have voluntarily resigned his/her position.
Recording Of Work Hours and Payday
All non-exempt Team Members must use Workday to record hours worked using the Time Worklet. All Team
Members, both exempt and non-exempt, must use the Time Off Worklet in Workday to request vacation, sick leave,
jury duty, bereavement leave and leaves of absence.
The Company' workweek starts at 12:01 a.m., Sunday and ends at 12:00 midnight the following Saturday.
Paychecks are distributed on the fifteenth (15th) and the last day of each month.
If a regular payday falls on a holiday, Team Members normally will be paid on the last workday preceding the holiday.
If our payday is a Saturday or Sunday, you will normally be paid on Friday. Payroll checks will not be released prior to
the pay schedule for any reason. Also, checks will not be released to anyone other than the Team Member unless
another person is designated in writing by the Team Member.
Direct Deposit
The Company offers automatic payroll deposit for Team Members, but it is not required. Team Members may begin
and stop automatic payroll deposit at any time. To begin automatic payroll deposit, Team Members must complete
their Payment Elections under the Pay Worklet in Workday.
Deductions - Exempt Team Members
Exempt Team Members are paid a fixed salary (i.e., they receive a predetermined amount of compensation
each pay period). Subject to the exceptions listed below, an exempt Team Member will receive full salary for
any workweek in which he/she performs any work.
If an exempt Team Member is absent from work on any full workday for personal reasons (including
sickness or disability), then an appropriate deduction will be made to the Team Member’s applicable
vacation or sick leave balance.
If an exempt Team Member is absent from work for a full workweek for personal reasons (including
sickness or disability) and has no applicable vacation or sick leave available, the Team Member’s weekly
salary will be debited to reflect the full week’s absence.
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The Sacramento Kings Team Member Handbook
If an exempt Team Member works less than a full week during the initial or final week of employment,
then his/her salary will be reduced accordingly.
If you believe an improper deduction from your predetermined salary has been made, you should immediately
report this information to your direct supervisor so that the matter can be promptly addressed.
Reports of improper deductions will be investigated promptly. If it is determined that an improper deduction
has occurred, you will be promptly reimbursed for any improper deduction made.
Pay Advances
The Company does not permit advances against paychecks or against un-accrued vacation.
Reporting to Work Pay for Non-Exempt Team Members
If a non-exempt Team Member reports to work as scheduled but no work is available, the Company will pay the Team
Member for half of the regularly scheduled workday, minimum two (2) hours and up to four (4) hours.
The Company will not pay non-exempt Team Members for reporting under the following circumstances:
Interruption of work because of the failure of any or all public utilities; or
Interruption of work because of natural causes or other circumstances beyond the Company’s power to
control.
On Call Pay for Non-Exempt Team Members
It may be necessary for individuals in certain positions to be available by telephone after hours during the week or on
the weekend. Team Members who are required to be on call will be compensated in accordance with applicable state
and federal wage and hour laws.
Meal Periods and Rest Breaks for Non-Exempt Team Members
Meal Periods: All non-exempt Team Members who work more than five (5) hours in a work period are entitled to an
unpaid, duty-free meal period of at least 30 minutes (“meal period”). The following rules apply to each meal period:
You must not perform any work for the entire meal period. You may leave the work premises, but you
must return to work on time.
Your first meal period must begin before the end of the fifth hour of work (i.e., by 4 hours and 59
minutes). For example, if you begin your workday at 9:00 a.m., you must begin your meal period
before 2:00 p.m.
If your total work period for a given day will not exceed six (6) hours, you may waive the meal period
if you do so in writing.
If you work more than 10 hours, you must take a second, unpaid meal period of 30 minutes .
The second meal period must begin before the end of the 10th hour of work (i.e., by 9 hours and 59
minutes).
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You may waive your second meal period in writing, if you took the first meal period of at least
30 minutes, and if your work for the shift will end in 12 hours or less. Please contact Human Resources
for additional information about meal period waivers.
Frequency and Timing of Meal Periods
Hours Worked Meal Periods Timing
5 or fewer None
+5 to 10 1 Not applicable
+10 2 Begin before end of
5th hour
Begin before end of
10th hour
Rest Breaks: All non-exempt Team Members are entitled to periodic, paid, rest breaks (“rest breaks”) during their
workday. A rest break is 10 minutes. You are entitled to one rest break for every four (4) hours (or major fraction
thereof) you work. Generally, if you work an eight (8) hour day, you will take one rest break before your meal period,
and one rest break after your meal period. Exception: If your total daily work time is less than three and one-half (3½)
hours, you will not receive a rest break.
A “major fraction” is defined as more than two (2) hours and less than (4) hours.
Frequency and Timing of Rest Breaks
Hours Worked Rest Breaks
Fewer than 3 ½ None
3 ½ to 6 1
+6 to 10 2
+10 to 14 3
You are relieved of all duty during rest breaks and are prohibited from working. You should leave your regular work
area. You may, if practical, leave the work site or relax in the break room. If your manager asks you to interrupt your
rest break, you will receive a replacement break or compensation as required by law.
All meal periods and rest breaks should be taken outside your regular work area. If for any reason you are prohibited or
discouraged from taking your applicable meal periods or rest breaks, or if you perform any work during your meal
periods or rest breaks, you must notify your manager or Human Resources immediately.
You may not combine rest breaks or add them to meal periods, nor may rest breaks be used to arrive at work 10
minutes late or leave work 10 minutes early.
Meal periods and rest breaks are authorized and permitted and you are expected to take them as required by law.
Failure to do so may result in disciplinary action, up to and including termination.
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The Sacramento Kings Team Member Handbook
Overtime for Non-Exempt Team Members
Non-exempt Team Members may be required to work overtime; however, our policy is to minimize the need for
overtime. Accordingly, Team Members must first obtain their supervisor’s approval before working any overtime. The
Company will attempt to distribute overtime evenly and accommodate individual schedules.
The Company provides compensation for all overtime hours worked by non-exempt Team Members in accordance
with state and federal law as follows:
One and one-half times (1.5x) your regular rate of pay for hours worked in excess of 40 for the workweek, or
in excess of eight (8) and not more than 12 for the workday, and for the first eight (8) hours worked on the
seventh consecutive day of work in one (1) workweek.
Two times (2.0x) your regular rate of pay for hours worked in excess of 12 in one (1) workday and/or in excess
of eight (8) hours on the seventh consecutive workday in the same workweek.
For purposes of computing overtime, the workweek starts at 12:01 AM Sunday and ends at midnight the following
Saturday.
Working unapproved overtime, including working through a meal period that results in overtime, may result in
disciplinary action.
In all cases, worked hours, not earned hours, are to be used in calculating the overtime premium. Holiday, vacation
and sick hours are not considered worked hours (Example: If a Team Member is off sick or on a holiday on Monday
and received sick pay or holiday pay, and then worked Tuesday through Saturday, 8 hours per day, compensation for
Saturday work will be at the Team Member’s base rate of pay, not at 1.5 times the base rate, since he/she actually
worked only 5 days/40 hours given that the 8 sick or holiday hours on Monday do not count as hours worked.)
Exempt Team Members are not entitled to overtime compensation, or any other fringe benefit based on their hours
worked.
Makeup Time for Non-exempt Team Members
The Company allows the use of make-up time when non-exempt Team Members need time off to tend to personal
obligations. Team Members may take time off and then make up the time later in the same workweek, or may work
extra hours earlier in the workweek to make up for time that will be taken off later in the workweek. Make-up time
worked will not be paid at an overtime rate.
Make-up time requests must be submitted in writing to your supervisor, with your signature, on the form provided by
the Company. Requests will be considered for approval based on the legitimate business needs of the Company at the
time the request is submitted. A separate written request is required for each occasion the Team Member requests
make-up time.
If you request time off that you will make up later in the week, you must submit your request at least 24 hours before
the desired time off. If you ask to work make-up time first to take time off later in the week, you must submit your
request at least 24 hours before working the make-up time. Your make-up time request must be approved in writing
before you take the requested time off or before you work make-up time, whichever is first.
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The Sacramento Kings Team Member Handbook
All make-up time must be worked in the same workweek as the time taken off. The Company's seven-day workweek
is Sunday through Saturday.
Team Members may not work more than 11 hours in a day or 40 hours in a workweek as a result of making up time
that was or would be lost due to a personal obligation.
If you take time off and are unable to work the scheduled make-up time for any reason, the hours missed will be
unpaid, or you may elect to use available vacation hours, or if time off is for a doctor’s appointment, you may elect to
use available sick leave hours. If you work make-up time before you plan to take off, you must take that time off, even
if you no longer need the time off for any reason, unless you receive prior written overtime approval from your
supervisor.
A Team Member’s use of make-up time is completely voluntary. The Company does not encourage, discourage or
solicit the use of make-up time.
Open Door
The Company has gone to great lengths to promote equity, fair play and a work environment that supports mutual
respect. However, misunderstandings or conflicts can arise in any organization. To ensure effective working
relationships, it is important that matters of conflict be resolved before serious concerns develop. Our Open Door
Policy is designed to facilitate effective and productive resolution to concerns, complaints, or to appeal any action.
Any Company Team Member has the right to bring to the attention of management any complaint, concern or to
appeal any action or circumstance. Hopefully, most issues or concerns will be handled and resolved by the immediate
supervisor. However, it is any Team Member's choice and right to go to a higher level of management, should they
choose to do so. It is also each Team Member's right to go beyond their department’s “chain of command” at any
time to present their complaint, concern or appeal directly to the Vice President, Human Resources or the Director,
Human Resources.
The Company believes that a Team Member’s complaints, concerns and appeals should be handled in confidence to
the maximum extent possible. However, the very nature of the open door process often requires discussion with
others. It also may require investigation and action of some kind. Therefore, the Company cannot guarantee
confidentiality in all cases.
All Team Members should act promptly no matter what avenue is chosen to address a complaint, concern or appeal.
The Company will respond to a complaint, concern or appeal as soon as practical, given the circumstances.
Arbitration
The Company has a dispute resolution process as described in the Mutual Agreement to Arbitrate document given to
new Team Members as part of the New Hire Package.
Performance Evaluations and Salary Review
It is the Company's philosophy that conducting on-going, two-way, performance related conversations with Team
Members on a regularly basis is an effective way to foster Team Member development and motivate Team Members
to reach their full potential. The objectives of the performance conversation process include:
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The Sacramento Kings Team Member Handbook
Ensuring that every Team Member is receiving from his or her supervisor what he or she needs to be successful
on the job.
Ensuring that ever supervisor is receiving from his or her Team Members what he or she needs for the
department and the Company to be successful.
Motivating and guiding Team Members toward greater self-development and improved performance by
discussing significant strengths and areas needing improvement in a positive, constructive manner.
Identifying training and development needs and opportunities.
Establishing performance and development goals and objectives for the future.
Providing Team Members an opportunity to offer constructive feedback to their supervisors that will foster
positive working relationships.
Team Members and their supervisors should have performance conversations at a minimum of once every 90 days.
Greater frequency is useful and is encouraged.
The Company recognizes the need to provide a compensation program that is competitive and equitable so that we
can continue to attract the best and brightest people. Your compensation is determined by several factors such as job
responsibilities, performance, experience, training and skills.
The Company will review salaries periodically. Team Members will be evaluated for merit increases based on job
performance. However, merit increases are not guaranteed.
Termination of Employment
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons
for termination are routine. Below are examples of some of the most common circumstances under which
employment is terminated.
Resignation – voluntary employment termination initiated by a Team Member. Although advance notice is
not required, the Company requests at least two-weeks' written resignation notice from all Team Members.
Discharge – involuntary employment termination initiated by the Company, with or without advance notice.
Layoff – involuntary employment termination initiated by the Company due to a reduction in work force.
Since employment with the Company is based on mutual consent, both the Team Member and the Company have
the right to terminate employment at will, with or without cause, at any time. Team Members who fail to report
to work for two (2) consecutive days without notifying their supervisor will be considered to have voluntarily
resigned from their position.
An exit interview will be conducted with any regular full-time Team Member who leaves the Company. Normally,
a Human Resources representative will conduct the interview.
The purpose of the exit interview is to clarify any questions the Team Member has concerning termination rights,
conversion of insurances, distribution of Retirement Savings Plan account, etc. All Company property is to be
returned during or prior to this interview. The Team Member will also have the opportunity to make any comments
about his/her employment experience with the Company.
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The Sacramento Kings Team Member Handbook
Team Member References and Verification of Employment
The Company strictly adheres to all privacy legislation. Anyone who receives calls for information about current or
terminated Team Members may not be aware of the guidelines for providing information. Regardless of the simplicity
of the inquiry, or the easy availability of information within the department, all inquiries must be directed to the Human
Resources Department.
If you require clarification of this policy or have any questions, please contact the Human Resources Department.
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The Sacramento Kings Team Member Handbook
COMPANY OPERATIONS
Office Hours and Work Schedules for Non-Exempt Team Members
For most office and administrative Team Members, hours are Monday through Friday 8:30 a.m. to 5:30 p.m., with a
one-hour meal period. Individual schedules may vary according to Team Member and department needs. Supervisor
authorization is required to change a work schedule.
Dress Code
It is the policy of the Sacramento Kings to require that its Team Members portray a professional image and therefore
are expected to maintain a professional appearance and wear appropriate attire. Each department head will advise
Team Members regarding appearance standards unique to their department or job function.
Employees are expected to use sound judgment regarding their work attire. All managers and supervisors are
responsible for enforcement of this policy.
Protocol for employees in positions that do NOT require a uniform
When a uniform is not required for a Team Member’s position, it is important that staff dress following these protocols:
Non-Event/Non Game Work Day – the dress in the Sacramento Kings Offices is business casual The list below
details examples of Acceptable and Unacceptable business casual options:
Acceptable Unacceptable
Polo collar or golf shirt Shorts, low-rise or baggy jeans
Kings Team Apparel Other Team Apparel
Cap or sleeveless blouse Tank tops or spaghetti straps
Boating / deck shoes, loafers Flip flops, thong sandals, Crocs, Birks
Tasteful athletic shoes Worn out tennis shoes
Khakis, Capris, Jeans (must be clean, Sweatpants, leggings, yoga pants
free of rips and fraying, must not be
excessively tight or revealing)
Event/Game Work Day – the dress is professional business (suits (pants or skirts), professional dresses, sports
jackets and trousers, ties are preferred for men)
As a representative of the Sacramento Kings, Team Members are still expected to present a neat and professional
image at all times. There may be occasions where casual business dress is not appropriate such as client meetings, G1C
tours, or industry functions - please consult with your manager for guidance.
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The Sacramento Kings Team Member Handbook
Telephone/Cell Phone Use and Other Electronics
Personal telephone calls should be brief and kept to a minimum whether at another work site or in the Company
offices.
In the interest of the safety of our Team Members and other drivers, Team Members are prohibited from using cell
phones or any type of handheld communications device (such as a smart phone) while driving on Company business
and/or Company time. Personal and/or Company provided cell phones are to be turned off any time Team Members
are driving on Company business or Company time.
If your job requires that you keep your cell phone turned on while you are driving, you must use a hands-free device
and safely pull off the road before answering the phone and conducting Company business. Under no circumstances
should Team Members place or answer phone calls, emails or text messages at any time while operating a motor
vehicle while driving on Company business and/or Company time.
Team members that provide the Sacramento Kings with access to their business email on their personal Smartphone
agree to the following:
All documents and e-mails generated on the Company’s electronic equipment are the property of the
Sacramento Kings and should not be copied or duplicated.
Upon separation from employment the Team Members agrees to immediately provide the IT department
with access to their Smartphone for removal of all company documents, e-mails, etc.
The Company may elect to remove e-mail access to non-Company issued devices should it deem doing so
necessary, with or without prior notice.
Non-exempt Team Members must have approval for work outside of the office in excess of 6 minutes in any
one day and will need to report this time in Workday.
Team Members Who are Required to Drive
Team Members who drive a Company vehicle or their own vehicles on Company business will be required to show
proof of current valid California driver’s license and current effective insurance coverage upon request.
The Company retains the right to transfer to an alternative position, suspend, or terminate a Team Member whose
license is revoked, or who fails to maintain personal automobile insurance coverage or who is uninsurable under the
Company’s policy.
Team Members who drive their own vehicles on Company business will be reimbursed at the allowable IRS rate per
mile.
The Company is not responsible for a Team Member’s traffic violations and fines.
Team Member Credit Cards
Any Team Members having access to a Company credit card may use it for Company purchases only. Personal
purchases on Company credit cards are forbidden. Purchases made with a Company Credit card must be tracked in
Concur. Please consult with the Finance Department for additional instructions.
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The Sacramento Kings Team Member Handbook
Pay for External Meetings and Training
The Company will pay non-exempt Team Members for their attendance at meetings, lectures, and training programs
when the following conditions are met:
Attendance is mandatory; and
The meeting, course, or lecture is directly related to the Team Member’s job.
Team Members required to attend such meetings, lectures, or training programs will be notified of the necessity for
such attendance by their supervisors.
Solicitation and Distribution
In the interest of maintaining a proper business environment and preventing interference with work and inconvenience
of others, it is the policy of the Company to strictly prohibit:
Solicitation for any purpose, in any area, during work time, and
Distribution or posting of any literature for any purpose in any working area, including the Company bulletin
boards, or in non-working areas during work time
This policy does not apply to break periods, mealtimes or other non-work periods, unless it interferes with the
work of other Team Members.
Solicitation and/or distribution of literature by visitors is prohibited at any time on our premises, and violation of
this policy may result in arrest for unauthorized trespassing.
Your Personnel Records
Team Members have a right to inspect and receive a copy of certain documents in their personnel files, as provided by
law, in the presence of a Company representative at a mutually convenient time. Access will be granted within 30 days
of the written request. Team Members also may add their comments to any disputed item in their files.
Team Members and former Team Members may be charged for the cost of copying personnel records.
The Company will restrict disclosure of Team Members’ personnel files to authorized individuals within the Company.
Any request for information contained in personnel files must be directed to the Human Resources Department who
are the only persons authorized to release information about current or former Team Members. Disclosure of
personnel information to outside sources will be limited; however, the Company will cooperate with requests from
authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise
legally required.
The Company is required by law to keep current all Team Members' names and addresses. Team Members are
responsible for notifying the Human Resources Department in the event of a name or address change.
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The Sacramento Kings Team Member Handbook
Company Property - No Privacy Rights
Desks, computers, telephones (including any Company-issued cell phones or other electronic devices), the voicemail
system, and Company-owned vehicles are Company property and must be maintained according to Company rules.
They must be kept clean and are to be used only for work-related purposes.
The Company reserves the right to inspect its property at any time and without advance notice in order to ensure
compliance with its rules. Thus Team Members should not expect, and do not have, any privacy rights with respect to
Company property.
The Company may periodically need to assign and/or change “passwords” and personal codes for voice mail, e-mail,
and computers. These communication technologies and related storage media and databases are to be used only for
Company business and they remain the property of the Company. The Company reserves the right to keep a record
of all passwords and codes used and/or may be able to override any such password system.
Prior authorization must be obtained before any Company property may be removed from the premises.
A lunch area is available for your use. Although general custodial services are provided by the Company, you are
expected to clean up after eating in this area so it is ready for the next person’s use.
Team Member Property
For security reasons, Team Members should not leave personal belongings of value in the workplace. Personal items
brought into the workplace may be subject to inspection and search, with or without notice or the Team Member’s
prior consent.
Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be
permitted to enter the premises. Team Members working on or entering or leaving the premises and who refuse to
cooperate in an inspection will be subject to disciplinary action, up to and including discharge.
The Company is not responsible for any Team Member’s lost or stolen articles.
Team Members separating from the Company should remove any personal items at the time they leave. Personal
items left in the workplace are subject to disposal if not claimed at the time of a Team Member’s separation.
Safety and Health
All Team Members are responsible for their own safety, as well as that of others in the workplace. To help us maintain
a safe workplace, everyone must be safety-conscious at all times. Report all work-related injuries or illnesses
immediately to a supervisor. In compliance with California law, and to promote the concept of a safe workplace, the
Company maintains an Injury and Illness Prevention Program. The Injury and Illness Prevention Program is available
for review by Team Members in the Human Resources office.
The Company or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises
out of a Team Member’s voluntary participation in any off-duty recreational, social, or athletic activity that is not part
of the Team Member’s work-related duties.
The following procedures are to be followed to report a Team Member accident or injury at Golden 1 Center or the
offices located at 500 J Street.
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The Sacramento Kings Team Member Handbook
All injuries, illnesses and accidents must be reported to your supervisor immediately. Your supervisor will
assist you with receiving any required treatment and recording the injury, illness and/or accident.
Your supervisor will complete an Injury/Illness Report after investigating any accident and correcting any
unsafe condition.
If an injury occurs during a game or event, your supervisor will direct you to our First Aid Office if you require
medical treatment. If the First Aid Office is closed, or you require additional medical treatment, you will be
referred to our pre-designated workers' compensation treatment facility, or to your pre-designated physician.
(A personal physician must be pre-designated in writing with Human Resources prior to the injury. Contact
Human Resources for additional information.)
Your supervisor will provide you with a Workers' Compensation claim form that must be completed and
submitted to your supervisor or to Human Resources. In addition, your supervisor will provide you with a Facts
for Injured Worker brochure and, if necessary, a Treatment Authorization form.
You are responsible for providing documentation from the physician treating you to your supervisor or to
Human Resources following any treatment that you receive.
Security/Preventing Violence in the Workplace
The Company is committed to providing its Team Members a safe work environment. The Company will not tolerate
any violent or threatening behavior by or toward our Team Members. This policy prohibits actual or threatened
violence against any person on Company premises, at any Company-sponsored event, and/or while engaging in any
Company-related activity. Safety and security in the workplace is every Team Member's responsibility. The Company
relies upon Team Members' compliance with this policy to achieve our goal of providing a violence-free workplace.
Some examples of conduct that violates this policy include:
Threats of any kind;
Physically aggressive or violent behavior;
Intimidating or harassing behavior, including bullying; or
Sabotage or destruction of any Company-property or property of any Team Member.
Additionally, the Company strictly prohibits the possession of any weapon, firearm, or other dangerous objects or
material of any kind on Company premises or at any Company-related event.
Any conduct violating this policy, including any threats of or actual violence, both direct and indirect, must be
reported as soon as possible to any member of management. This includes threats by Team Members, as well as
threats by guests, vendors, solicitors, or other members of the public. All suspicious individuals or activities must
be reported as soon as possible to a supervisor. Anyone receiving a report of a violation of this policy must report
the matter immediately to a supervisor.
All vehicles and containers, including bags, boxes, purses, and lunch containers brought onto the Company's
premises are subject to the Company's inspection at any time if the Company's representative authorized by the
Company to make such a determination has a reasonable suspicion that a Company rule, policy or regulation has
been violated and such an inspection is reasonably necessary in the investigation of such violation(s). Such
inspections will be conducted, to the extent reasonably possible, in a manner designed to preserve the dignity of
the Team Member. Inspections will be done in a private area, and will be conducted by a Team Member of the
same sex.
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The Sacramento Kings Team Member Handbook
Digital Communication Policy
The Sacramento Kings provide communication systems for its Team Members including phone, voicemail and email.
These systems are intended for business use only. We suggest that employees use personal phone and email addresses
for personal conversations.
Voicemail and Email Messages
Voicemail and the data stored on it remain at all times the property of The Sacramento Kings. As such, all voicemail
and email messages created, sent or received are the property of The Sacramento Kings.
The Sacramento Kings reserve the right to retrieve and read any message composed, sent or received. Please note that
even when a message is deleted, it is still possible to recreate the message; therefore, ultimate privacy of messages
cannot be guaranteed.
Messages should be limited to the conduct of business of The Sacramento Kings. Email or voicemail may not be used
for personal business.
Team Members may access only messages, files or programs, whether computerized or not, that they have permission
to enter. Unauthorized review, duplication, dissemination, removal, damage or alteration of files, passwords, computer
systems or programs, voicemail messages, or other property of the Sacramento Kings or improper use of information
obtained by unauthorized means may be grounds for disciplinary action, up to and including termination.
Voicemail and email messages may not contain content that may be reasonably considered offensive or disruptive to
any team member. Offensive content would include, but would not be limited to, sexual comments or images, racial
slurs, gender specific comments or any comments that would offend someone on the basis of his or her age, sexual
orientation, religious or political beliefs, national origin, disability or any other classification protected by federal, state,
or local law.
Internet Access and Use
The Company provides Internet access to its employees for the benefit of the Company and its guests, vendors and
suppliers.
Acceptable uses of the Internet: Team Members accessing the Internet are representing the Company when
doing so. Accordingly, all such communications should be for professional, business reasons and should not
be for personal use. Each team member is responsible for ensuring that they use their Internet access privilege
in an effective, ethical and lawful manner.
Unacceptable uses of the Internet: Sending, saving or viewing offensive material is prohibited. Offensive
material includes, but is not limited to, sexual comments, jokes or images, racial slurs, gender specific
comments or any comments, jokes or images that would offend someone on the basis of his or her age,
disability, gender, race, religion, national origin, physical attributes, sexual preference or any other
classification protected by federal, state or local law. Any use of the Internet to harass or discriminate is
unlawful and strictly prohibited by The Sacramento Kings. Violators will be subject to discipline, up to and
including termination.
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The Sacramento Kings Team Member Handbook
Each team member is responsible for the content of all text, audio or images that he or she places or sends over
the Internet. All messages communicated on the Internet should have the team member's name attached;
messages may not be transmitted using someone else's name or under an assumed name. Team Members who
wish to express personal opinions on the Internet are encouraged to obtain their own usernames on other Internet
systems.
Computer Use and Access
The Company has access to all computer and electronic equipment, including voicemail, email and Internet
accounts.
To prevent computer viruses from being transmitted through the system, Team Members are not authorized to
download any software onto their computer or any drive in that computer. Team Members interested in obtaining
software from the Internet should contact the IT Department.
The Company’s computers and the data stored on them are and remain at all times the property of the Company.
As such, all messages created, sent, or retrieved over the Internet or the Sacramento Kings electronic-mail system
are the property of the Company and should be considered public information. Team Members have no right to
privacy as to any information or file transmitted or stored through the Company computer systems, voicemail,
electronic mail, or other technical resources. The Company reserves the right to retrieve and read any message
or file. Team Members should be aware that even when a message is erased or a visit to a website is closed it is
still possible to recreate the message or locate the website. Accordingly, internet and electronic mail messages
are considered a public communication, not private. Furthermore, all communications including text and images
may be disclosed to law enforcement or other third parties without prior consent of the sender of the receiver.
Violations of any guidelines listed above may result in disciplinary action up to and including termination. In
addition, the Company may advise appropriate legal official of any illegal violations.
Social Media Guidelines
The Company understands that social media can be a fun and rewarding way to share your life and opinions with
family, friends and co-workers around the world. Team Members are encouraged to post that reflects the
Company in a positive light.
In the rapidly expanding world of electronic communication, social media can mean many things. Social media
includes all means of communicating or posting information or content of any sort on the Internet, including to
your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web
site, web bulletin board or a chat room, whether or not associated or affiliated with the Sacramento Kings, as well
as any other form of electronic communication.
The same principles and guidelines found in the Company's policies apply to your activities online. Ultimately, you
are solely responsible for what you post online. Before creating online content, consider some of the risks and
rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the
performance of fellow employees or otherwise adversely affects clients, suppliers, or people who work on behalf
of the Company or the Company’s legitimate business interests may result in disciplinary action up to and including
termination.
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The Sacramento Kings Team Member Handbook
Be respectful: Always be fair and courteous to fellow employees, clients, suppliers or people who work on behalf
of the Sacramento Kings. If you decide to post complaints or criticism, avoid using statements, photographs, video
or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage clients,
employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include
offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work
environment on the basis of race, sex, disability, religion or any other status protected by law or Company policy.
Maintain the confidentiality of the Company trade secrets and private or confidential information. Trade secrets
may include information regarding the development of systems, processes, products, know-how and technology.
Do not post internal reports, policies, procedures or other internal business-related confidential communications.
Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that
they may buy or sell stock or securities.
Media/Communications Policy
The Company relationships with all media sources are extremely important. Information provided to the media,
whether it is newspaper, television, radio, magazine, website or any other form of media needs to be accurate and
consistent.
To ensure that the media receives only accurate and consistent information, Team Members are required to refer
all media requests and questions to our Communications Team. No exception will be allowed to this policy.
If any member of the media approaches you, either in person, by phone or email, please politely transfer or refer
him/her to our Communications Team.
Violations of this policy may results in disciplinary action up to and including termination.
Non-Smoking Policy
As part of the Company’s commitment to provide a safe and healthy work environment for all Team Members, and to
protect the health and comfort of its Team Members and guests and to ensure compliance with Sacramento City and
County ordinances, smoking is prohibited in all Company facilities. The Company facilities include all enclosed areas
including, but not limited to: offices, hallways, restrooms, elevators, stairways, lobbies, conference rooms and all areas
of the Arena, except those specifically designated as smoking areas. Please consult your supervisor regarding
authorized smoking areas.
Team Members will be responsible for adherence to the Company's non-smoking policy. Anyone failing to do so will
be subject to disciplinary action, up to and including termination of employment.
ID Badge Policy
Every effort will be made to issue each new Team Member an ID Badge the second day of employment.
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The Sacramento Kings Team Member Handbook
If an ID Badge is lost or stolen an ID Badge Statement form (found on the shared drive K) must be filled out and turned
into the Security Administrator for re-issue. You will be charged a $10.00 replacement fee for lost and stolen badges.
This fee is waived for defective or broken badges.
ID Badges are issued at the Security Desk at Golden 1 Center during the following hours:
Monday – Friday 1:00 – 4:00 PM
ID badges are issued for the use of Team Members only while on official business at Golden 1 Center and the offices
located at 500 J Street (i.e., working, pick-up paycheck etc.). ID badges are not to be worn if a Team Member is
attending an event as a guest of the Arena.
ID badges are the property of the Company and must be surrendered upon request or upon termination of
employment.
ID badges are not to be loaned to another person for any reason, especially to gain entrance to the arena.
ID badges are not to be used by Team Members to gain entrance to areas of the arena where the Team Member does
not have official business.
ID badges are not to be used by Team Members to gain access to the arena for an event that they are not scheduled
to work.
Team Members who are attending an event are not to use their badge to gain access to areas that the general public
is restricted from accessing. This would also apply to allowing your friends and/or family members access to restricted
areas.
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The Sacramento Kings Team Member Handbook
BENEFITS
The Company offers Team Members an outstanding benefits program including health care coverage, life and disability
insurance, a retirement plan, and paid time off. This summary is intended to provide you with a basic overview of the
plans we provide. More information is available through the Human Resources Department.
You are eligible to participate in all of the Company’s benefit plans if you are a regular full-time Team Member. If you
are a regular part-time Team Member, you are eligible for some of the plans noted below.
Your eligible dependents include your spouse or registered domestic partner and your children or the children of your
registered domestic partner.
Important Note: This Handbook provides only a general overview of the benefits provided to eligible Team
Members. Team Members should refer to the Summary Plan Description for each benefit for more details. In
the event there is a conflict between the Handbook and the Summary Plan Description, the Summary Plan
Description will control. The Company reserves the right to alter, modify, suspend or eliminate any Company-
sponsored benefits (this does not include State Disability Insurance or Paid Family Leave Insurance, which are
operated by the State of California.)
Medical/Dental/Vision Insurance Benefits
The Company provides group medical/dental/vision benefits for each eligible regular full-time and full-time Seasonal
Team Members. Covered Team Members may also elect to enroll their eligible dependents under our group
medical/dental/vision insurance.
The Company pays a significant portion of the Team Member's and dependents’ premium cost; the balance of the
premium is deducted from the Team Member’s paycheck on a pre-tax basis.
Details of the group medical/dental/vision plans are furnished to each new Team Member at the time of hire.
Pre-Tax Premium Plan
Under the Pre-tax Premium Plan you will be able to pay for the cost of medical, dental, and vision care for yourself and
your eligible dependents on a pre-tax basis.
Continuation of Medical Coverage
Federal law, titled the Consolidated Omnibus Budget Reconciliation Act, (COBRA), requires most employers to offer
continued health coverage to Team Members, spouses and dependent children when they would otherwise lose
coverage due to a “qualifying event” such as termination, retirement, reduction in hours, divorce, death, etc.
Under COBRA, you may be eligible to continue your coverage in certain benefit plans under which you were enrolled
at the time of the qualifying event. Continued coverage is for a defined period of time. You pay the total cost for this
coverage.
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The Sacramento Kings Team Member Handbook
You will receive specific COBRA information from the Human Resources Department if you become subject to a
qualifying event.
Disability Insurance
Long-Term Disability insurance is provided to all regular full-time Team Members. The Company pays the full premium
for Long-Term Disability coverage.
This plan provides long-term income in the event of a serious disabling injury or illness in accordance with the stated
schedule in the Long-Term Disability booklet.
State Disability Insurance
Each Team Member contributes to the State of California to provide disability insurance pursuant to the California
Unemployment Insurance Code. Contributions are made through a payroll deduction. Disability insurance is payable
when you cannot work because of illness or injury not caused by employment at the Company, or when you are entitled
to temporary workers' compensation at a rate less than the daily disability benefit amount. Disabilities covered by
workers’ compensation are excluded from short-term disability coverage.
Life Insurance
The Company provides basic group term life insurance for each regular full-time Team Member. The Company pays
the full cost of the benefit.
Specific information related to the amount of life insurance coverage is furnished to each new Team Member at the
time of hire. Team Members may also elect supplemental term life insurance for themselves, their spouse, registered
domestic partner, or dependents. Supplemental life insurance may be subject to meeting qualification requirements.
Additional information is available in the Human Resources Department
Unemployment Compensation
The Company contributes each year to the California Unemployment Insurance Fund on behalf of its Team Members.
Social Security
Social Security is an important part of every Team Member's retirement benefit. We pay a matching contribution to
each Team Member's Social Security taxes.
Workers' Compensation:
The Company provides workers’ compensation insurance at no cost to Team Members. This program covers any injury
or illness sustained in the course of employment that requires medical, surgical or hospital treatment.
If you sustain work-related injuries or illnesses, you should inform your supervisor and a representative from Human
Resources immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported
immediately. This will enable an eligible Team Member to qualify for coverage as quickly as possible.
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The Sacramento Kings Team Member Handbook
Neither the Company nor the insurance carrier will be liable for the payment of workers’ compensation benefits for
injuries that occur during a Team Member’s voluntary participation in any off-duty recreational, social or athletic
activity sponsored by the Company.
Flexible Benefits Accounts
The Company provides a Flexible Benefit Account Plan that can help you to save money by giving you the opportunity
to pay for certain benefits with pre-tax dollars. All full-time and full-time Seasonal Team Members are eligible for this
benefit.
Flexible Spending Accounts
The flexible spending account program allows you to pay for certain IRS approved expenses with pre-tax dollars. There
are two account categories: medical expenses and dependent care expenses. For both of these accounts, elected
amounts are deducted on a pre-tax basis from a participant's paycheck and held in trust. When a participant incurs a
reimbursable expense, he or she files a claim form to the plan administrator and is reimbursed with pre-tax dollars for
the expense. Team Members may enroll in this benefit at the time of hire or during open enrollment.
Important Regulations for Flexible Benefit Plans
The IRS has placed some restrictions on flexible benefit plans. Once benefit deductions are established, they cannot
be changed until the next plan year (during open enrollment) unless a change in family status occurs. Also, you may
not carry over any contributions or benefits from one year to the next. Any contributions not used for a given plan year
are forfeited.
Detailed information on Flexible Benefit Accounts will be provided to new Team Members upon hire, and during open
enrollment periods, and by request to the Human Resources Department.
401(k) Qualified Retirement Plan
The Retirement Savings Plan is a 401(k) defined contribution plan established to provide retirement income for Team
Members.
Any Team Member who has satisfied the eligibility requirements may elect to make total payroll contributions of up
to 100% of his/her eligible pay. A Team Member can increase or decrease his/her contributions as of each period
specified by the plan. Contributions may be stopped at any time.
Additional information is available in the Human Resources Department. A Retirement Savings Plan Summary Plan
Description booklet and a form for becoming a participant in the plan are provided for each Team Member
approximately one month prior to eligibility.
Paid Family Leave Insurance
Paid Family Leave Insurance (“PFLI”), which is administered by the Employment Development Department (“EDD”) and
not the Company, is a partial wage replacement benefit paid to workers who suffer a wage loss when they take time
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The Sacramento Kings Team Member Handbook
off work for either of the following reasons: (1) to care for a seriously ill family member, or (2) to bond with a new child
during the first year after the birth or placement of the child in connection with foster care or adoption. All Team
Members are eligible for a maximum of six (6) weeks of State-paid benefits in a 12-month period. These benefits are
funded entirely through Team Member contributions that are deducted from wages pursuant to applicable law.
If a Team Member is absent for a reason that qualifies him/her for PFLI payments, he/she is required first to use any
accrued and unused vacation, up to a maximum of ten (10) days in a 12-month period. Thereafter, PFLI benefits will
be supplemented with any accrued and unused vacation (as PFLI benefits do not replace all of the Team Member’s
usual wages).
PFLI does not create any rights to a leave of absence or reinstatement, but simply provides partial wage replacement
for qualified Team Members. Team Members must meet all EDD eligibility requirements to qualify for PFLI benefits.
The Human Resources Department has informational brochures created by the EDD for interested Team Members.
Team Members may contact the EDD or gather additional information regarding PFLI benefits by visiting
www.edd.ca.gov.
Team Member Assistance Program
The Company has established a Team Member (Employee) Assistance Program (EAP) to assist Team Members with
personal, financial, family and drug/alcohol substance abuse problems.
All related counseling, treatment and any subsequent referrals are kept strictly confidential except in situations where
a person’s life or safety is endangered. The EAP provides professional counseling and support to Team Members and
family members who seek assistance as well as Team Members who are referred by management.
The EAP is available to all regular full-time Team Members and their dependents living at the same residence.
Team Store Discounts
The Company’s Team Store is located at the Golden 1 Center and various areas around Sacramento, and contains a
varied selection of items ranging from T-shirts to souvenirs and Company specialty items. As a Team Member you are
eligible to receive a discount in the Team Store. You must show your Company identification card to receive the Team
Store Discount.
Parking Pass
Full-time Team Members are provided with a complimentary parking pass in the designated parking lot for their
position. This parking policy is strictly enforced and those violating this policy may be subject to disciplinary action up
to and including termination.
Team Members must provide their license plate information before receiving their parking pass. The Team Member
must park in their designated parking area.
Any Team Member needing an escort to his or her car may request assistance from the Security desk located at the
Golden 1 Center by calling (916)701-5325.
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The Sacramento Kings Team Member Handbook
Please note that the Company cannot be responsible for any loss or damage to Team Member vehicles or property
contained within the vehicle.
Ticket Policy
As the Sacramento Kings, we are committed to providing opportunities for our Team Members to participate in events
at the arena. When these opportunities arise it is important for you to follow certain guidelines as a Team Member of
the Company.
Complimentary and/or discounted tickets:
Team Members receiving complimentary and/or discounted tickets are still required to work all scheduled
shifts. Missing a work shift or leaving a shift early to attend an event without supervisor approval, will be
considered an unexcused absence.
Complimentary and/or discounted tickets received by Team Members are for the use of the Team Member
and their families and/or friends. At no time may complimentary and/or discounted tickets be sold, attempted
to be sold, bartered or attempted to be bartered to another party by Team Members.
If you give your tickets away to a friend and/or a family member you are still responsible for the tickets and
the behavior of your friend and/or a family member. Please ensure that your friend and/or a family know that
they are a reflection of you while they are in attendance. Additionally, ensure your friend and/or a family know
that at no time may complimentary and/or discounted tickets be sold, attempted to be sold, bartered or
attempted to be bartered to another party.
Tickets purchased by Team Members are for the use of Team Members and their families and/or friends. At
NO time may tickets purchased by Team Members be sold, attempted to be sold, bartered, or attempted to
be bartered to another party. Team Members may allow friend and/or family members to reimburse them
the face value of the ticket(s).
When attending an event:
When attending an event at the arena you are here as a guest, not a Team Member. You must enter and exit
the arena through the normal public entrances and not the Employee/Security Entrance or any other restricted
entrance or exit.
Restrictions that are placed on our guests also apply to you, friends and/or family members. For example if the
show does not allow cameras you, your friend(s) and/or family member(s) must follow these same restrictions.
When attending an event you will not be eligible for any additional discounts, upgrades, or services. This
includes but is not limited to upgraded seats, concession discounts or preferred parking. Please do not put
your co-workers in an awkward position by requesting any of these special benefits.
Team Members who are attending an event are required to follow the instructions of the Team Members
working the event. Comments such as “But I’m an employee…” are not acceptable.
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The Sacramento Kings Team Member Handbook
TIME OFF
Vacation
Exempt and regular full-time non-exempt Team Members accrue vacation hours from their first day of work. However,
they are not eligible to take accrued paid vacation until they have completed six months of continuous service.
Exempt and regular full-time non-exempt Team Members hired prior to July 1, 2000 accrue vacation benefits based
on the following schedule:
Year 1: 6.67 hours per month/Total of 10 days per year
Year 2 - 9: 10 hours per month/Total of 15 days per year
Year 10+: 13.34 hours per month/Total of 20 days per year
Exempt and regular full-time non-exempt Team Members hired after July 1, 2000 accrue vacation benefits based on
the following schedule:
Year 1 - 4: 6.67 hours per month/Total of 10 days per year
Year 5 - 9: 10 hours per month/Total of 15 days per year
Year 10+: 13.34 hours per month/Total of 20 days per year
Exempt and regular full-time non-exempt Team Members hired prior to July 1, 2000 are allowed to accrue up to 240
hours (30 days) of vacation benefits. Once a Team Member has accrued 240 hours of vacation benefits, he or she
stops accruing additional vacation benefits. However, once he or she takes vacation and falls below the 240 hour
maximum, he or she will begin accruing vacation benefits again at the same rate he or she were previously accruing,
up to the maximum of 240 hours.
Exempt and regular full-time non-exempt Team Members hired after July 1, 2000 are allowed to accrue up to 1-1/2
times their annual vacation allotment or 160 hours (20 days) of vacation benefit, whichever is greater. Once a Team
Member has accrued his or her maximum accrual, he or she stops accruing additional vacation benefits. However,
once he or she takes vacation and falls below the maximum accrual, he or she will begin accruing vacation benefits
again at the same rate he or she was previously accruing, up to the maximum accrual.
The Company encourages Team Members to achieve a healthy work/life balance. A maximum vacation accrual has
been established to encourage Team Members to use their vacation days. Please make every effort to use accrued
vacation hours before you reach the maximum accrual.
Vacation schedules are arranged with consideration for both the desires of the Team Member and the needs of the
department. The Company will strive to accommodate each Team Member's choice, but reserves the right to schedule
vacations in such a way as to meet its needs. Each department head must approve the vacation schedule for his or
her department and is responsible for maintaining sufficient personnel to operate the department at all times. Half-
day increments may be requested for partial day vacation for non-exempt Team Members.
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The Sacramento Kings Team Member Handbook
When a paid holiday falls within a Team Member’s vacation period, the Team Member will receive holiday pay and
that day will not be charged against vacation time.
Vacation days cannot be converted into compensation except upon termination.
Team Members on a leave of absence, for any reason, will not accrue vacation benefits during the period they are on
leave of absence.
Paid Sick Leave- Full-Time and Full-Time Seasonal Team Members
Full-time and full-time Seasonal Team Members will receive 24 hours or three (3) days, whichever is greater, of Paid
Sick Leave (PSL) available under the Healthy Workplaces, Healthy Families Act of 2014, unless superseded by a current
Collective Bargaining Agreement. Team Members hired after July 1, 2015 will receive 24 hours or three (3) days of PSL
on their hire date. Your PSL hours balance will be reflected on your paystub each pay period.
All part-time and temporary Team Members will receive Paid Sick Leave (PSL) available under the Healthy Workplaces,
Healthy Families Act of 2014, unless superseded by a current Collective Bargaining Agreement. You will begin accruing
paid sick leave at the rate of one (1) hour for every 30 hours. Your accrual will be posted each payroll period. Your PSL
hours balance will be reflected on your paystub each pay period. Unused PSL may continue to be carried over, but the
PSL accrual is capped at 48 hours or six (6) days.
PSL is not included in any other sick leave or vacation accrual.
Paid Sick Leave Use: PSL may be used on scheduled workdays for the following purposes:
Diagnosis, care or treatment of an existing health condition, or preventative care for you and your family
members. It may also be used if you are the victim of domestic violence, sexual assault or stalking.
Your family members covered by PSL include your parent, child, spouse, registered domestic partner,
grandparent, grandchild, and sibling.
PSL may be used only for the reasons noted above. It is not to be used for other “personal” absences.
PSL may be used after 90 days of employment with the Company.
You may use up to 24 hours or three (3) days of PSL each 12 month period. The 12 month period is July 1 to June 30.
PSL must be used in increments of at least two (2) or more hours for non-exempt Team Members. Non-exempt
employees will have all partial day absences deducted from their sick leave balance. Exempt Team Members do not
have a minimum required usage of PSL.
Requesting Paid Sick Leave: You may request to use PSL orally or in writing with as much advance notice as possible to
your supervisor. We request that you contact your supervisor at least one (1) hour prior to your shift start if you are
not able to work. You must also record your sick leave in Workday in the Time Off Worklet.
Carryover and Pay Out: Unused PSL may not be carried over from year to year. The unused hours will be removed
from the PSL account and a new 24 hours or three (3) days will be deposited on July 1 or your anniversary date each
year, if you were hired after July 1, 2015.
We do not pay cash compensation in lieu of unused sick leave at any time, including upon separation from
employment.
Rehire: If you leave the Company’s employment and are rehired within 12 months then your prior PSL balance as of
your separation date will be credited to you at your rehire date.
No Retaliation: You will not be retaliated or discriminated against for requesting or using PSL.
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Return to Work Medical Certification: When you are returning to work from a lengthy period of illness or injury that
covers more hours than your PSL balance, or your ability to safely perform your job may be at risk, you may be required
to present a health care provider’s statement that you can safely return to your full duties. This requirement may be
made at the sole discretion of the Company as permitted by law. If you cannot return to full duties, the health care
provider must specify your limitations in sufficient detail to allow the Company to determine whether a reasonable
accommodation can be made.
Workers’ Compensation and Sick Leave: Your work-related illness or injury is covered by workers' compensation
insurance and these benefits are separate from PSL. However, you may use PSL for absences related to your own
illness or injury, whether or not work related.
Workers' compensation benefits usually do not cover absences for medical treatment. When you report a work-
related illness or injury, you will be sent for medical treatment, if treatment is necessary. You will be paid your regular
wages for the first day you spend seeking initial medical treatment.
Any further medical treatment for a work-related illness or injury will be under the direction of a health care provider.
Any absences from work for follow-up treatment, physical therapy, or other prescribed appointments will not be paid
as time worked. Rather, if you have accrued PSL available, you may request the additional absences from work be paid
with the use of your PSL. PSL may be coordinated with workers’ compensation benefits to receive up to 100% of your
normal wage.
Information regarding the California Healthy Workplaces, Healthy Families Act is posted in the break room.
Supplemental Sick Leave- Full-Time Team Members
In addition to the Paid Sick Leave (PSL) granted to all Team Members under the Healthy Workplaces, Healthy Families
Act, regular full-time Team Members who are in an active work status will accrue supplemental sick leave each pay
period following their date of hire. The Paid Sick Leave and Supplemental Sick Leave policies are effective beginning
July 1, 2015 and replace all former sick/personal leave policies. Sick leave is a form of wage reimbursement that Team
Members accumulate in order to provide a cushion for incapacitation due to illness. It is intended to be used only
when actually required to recover from illness or injury; sick leave is not for “personal” absences. Time off for medical
and dental appointments will be treated as sick leave.
Eligibility: We offer supplemental sick leave to regular full-time Team Members. Part-time and temporary Team
Members are not eligible for supplemental sick leave, but are eligible for PSL as noted in that policy. If eligible, you
begin accruing supplemental sick leave at the rate of 4.67 hours per month following your date of hire. You may use
your accrued sick leave following completion of 90 days of continuous service. Two hundred (200) hours is the
maximum allowable sick leave (including both supplemental and PSL hours) or “cap.” Supplemental sick leave accrual
will cease during an unpaid leave of absence.
We recommend you use PSL prior to using supplemental sick leave. PSL must be used in increments of at least two (2)
or more hours for non-exempt Team Members. Non-exempt employees will have all partial day absences deducted
from their sick leave balance. Exempt Team Members do not have a minimum required usage of PSL. Supplemental
sick leave hours will be paid at your base rate of pay.
You may not use supplemental sick leave benefits until those benefits have been earned as described above. We do
not pay cash compensation in lieu of unused sick leave at any time, including upon separation from employment.
Medical Certification: When you are returning to work from a lengthy period of illness or injury, or your ability to safely
perform your job may be at risk, you will be required to present a health care provider’s statement that you can safely
return to your full duties. This requirement may be made at the sole discretion of the Company. If you cannot return
to full duties, the health care provider must specify your limitations in sufficient detail to allow the Company to
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The Sacramento Kings Team Member Handbook
determine whether a reasonable accommodation can be made. The health care provider's statement must be
provided before you may return to work.
Except when prohibited by law, you are required to exhaust all unused sick leave before taking unpaid medical-related
leave.
Kin Care: You may use any of your yearly supplemental and paid sick leave accrual to attend to the illness of a child,
parent, grandparent, grandchild, sibling, spouse, registered domestic partner, or registered domestic partner’s child.
Leave for this purpose may not be taken until supplemental sick leave benefits actually have been earned.
Workers’ Compensation and Sick Leave: Supplemental sick leave is a benefit that also covers absences for work-related
illness or injury. Your work-related illness or injury is covered by workers' compensation insurance. However, workers'
compensation benefits usually do not cover absences for medical treatment. When you report a work-related illness
or injury, you will be sent for medical treatment, if treatment is necessary. You will be paid your regular wages for the
first day you spend seeking initial medical treatment.
Any further medical treatment for a work-related illness or injury will be under the direction of a health care provider.
Any absences from work for follow-up treatment, physical therapy, or other prescribed appointments will not be paid
as time worked. Rather, if you have supplemental or paid sick leave available, the additional absences from work may
be paid with the use of sick leave. Supplemental sick leave may be coordinated with workers’ compensation benefits
to receive up to 100% of your normal wage.
If you do not have any sick leave available, you may choose to substitute accrued vacation time for further work
absences related to the illness or injury. If you do not have sick or vacation time available then an unpaid leave of
absence may be requested.
Holidays
The Company recognizes the following holidays, and our offices will be closed on these holidays unless notified
otherwise. If any of these holidays falls during the weekend, Team Members will be notified of when the holiday will
be recognized.
New Year’s Day
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Friday After Thanksgiving
Christmas Day
Eligibility
All exempt and regular full-time non-exempt Team Members are eligible for paid holidays. Full-Time Seasonal, Part-
time or temporary Team Members and Team Members who are on leave of absence are not eligible for paid holidays.
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Method of Payment
Regular full-time non-exempt Team Members who are required to work on a holiday will be paid holiday pay plus their
normal rate for hours worked.
Exempt Team Members who are required to work on a holiday will be eligible for an alternate day off in lieu of the
holiday. This alternate day off must be taken within 30 days of the holiday, unless otherwise approved by the Team
Member’s supervisor.
Family and Medical Leave
The Company provides Family and Medical Leave in accordance with state (California Family Rights Act or “CFRA”) and
federal (Family and Medical Leave Act or “FMLA”) leave laws. The provisions in this policy highlight the essential
information from the FMLA and CFRA. The Acts may be referenced for more detailed information and direction.
Basis for Family and Medical Leave: Team Members may take Family and Medical Leave for any of the following
reasons:
1. the birth of the Team Member’s child and to care for the child;
2. the placement of a child with the Team Member for adoption or foster care and to care for the newly-
placed child;
3. to care for a spouse, registered domestic partner, child, child of a registered domestic partner, or parent
(“covered relation”) with a serious health condition; or
4. because of the Team Member’s own serious health condition that renders him/her unable to perform an
essential function of his/her position.
Leave because of reasons “1” or “2” must be completed within the 12-month period beginning on the date of birth,
adoption, or placement. Spouses employed by the Company who request leave because of reasons “1” or “2” may
take a combined total of 12 weeks leave (not 24 weeks) during any 12-month period.
Additional Military Related Leave under the FMLA: Team Members may request up to 26 weeks of unpaid leave in a
single 12-month period for “Military Caregiver Leave”. Under this leave program an eligible Team Member may take
time away from work to care for a family member (i.e., spouse, son, daughter, parent or next of kin) who is a "covered
service member" and has suffered an injury or illness while on active-duty in the U.S. military (or the injury or illness
existed before the beginning of the service member's active duty and was aggravated by service in the line of duty
while on active-duty), if the injury or illness renders the family member medically unfit to perform duties of the his/her
office, grade, rank or rating. A covered service member means a member of the Armed Forces who is undergoing
medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on a temporary disability
retired list, for a serious injury or illness. Under this leave program, a Team Member also may take time away from
work to care for a family member who is a veteran undergoing medical treatment, recuperation, or therapy for a
serious injury or illness that occurred any time during the five (5) years prior to the first date the eligible Team Member
takes FMLA leave to care for the covered veteran.
An eligible Team Member is entitled to 26 workweeks of leave during a 12-month period for each injured or ill service
member. (An eligible Team Member may take more than one (1) period of 26 workweeks of leave if the leave is to
care for different service members.) The 12-month period begins on the first day of leave. Leave to care for an injured
or ill service member, when combined with other Family and Medical Leave, may not exceed 26 workweeks in a 12-
month period.
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A Team Member requesting Military Caregiver Leave will be required to complete a Certification for Serious Injury or
Illness form. The completed form must include certification from an authorized health care provider. The Company
may request a second and third option of a covered service member's serious injury or illness when a certification is
provided by a non-military-affiliated health care provider.
Also, eligible Team Members may request up to 12 workweeks of FMLA leave, called “Qualifying Exigency Leave” arising
out of a spouse, parent, or child’s active duty or call to covered active duty in support of a contingency operation to a
foreign country as a member of the the regular Armed Forces or the Reserve components of the Armed Forces
(including members of the National Guard and Reserves). An eligible Team Member may take FMLA leave for any of
the following “qualifying exigencies:” (a) short-notice deployment (fewer than seven (7) days’ notice), (b) military
events and related activities, (c) arranging for alternative childcare and school activities, (d) addressing certain financial
and legal arrangements, (e) counseling, (f) rest and recuperation, (g) post-deployment reintegration activities, and (h)
other additional activities to address events that arise out of the covered military member’s active duty or call to active
duty. The Company may require a copy of the covered service member's active duty orders or other documentation
verifying the covered service member is on active duty and has been called to active duty to support a contingency
operation.
Eligibility: To be eligible for Family and Medical Leave (including Military Caregiver Leave and Qualifying Exigency
Leave), the Team Member must have at least 12 months of service with the Company and must have worked at least
1,250 hours during the 12-month period preceding the date the leave is to begin. Additionally, the Team Member
must work at a worksite where the Company employs at least 50 part- or full-time Team Members within 75 miles of
the worksite.
Duration: Team Members may take up to a maximum of 12 workweeks of Family and Medical Leave within a 12-month
period (26 weeks for Military Caregiver Leave). Family and Medical Leave is calculated based on a “rolling” 12-month
period measured backward from the date the Team Member first uses any Family and Medical Leave. Each time a
Team Member requests Family and Medical Leave the number of weeks available will be based on the balance of the
12 workweeks that have not been used during the immediately preceding 12 months.
Intermittent Leave: Leave may be taken intermittently (in blocks of time due to a single health condition or on a
reduced-time schedule) if the leave is for the serious health condition of the Team Member or the Team Member's
family member, and if such intermittent leave is medically necessary as determined by the health care provider of the
person with the serious health condition, and if that need can be best accommodated through an intermittent or
reduced leave schedule. The minimum duration that can be used for such leaves is one (1) hour.
While a Team Member is on an intermittent or reduced leave schedule, the Company may temporarily
transfer him/her to an available alternative position that better accommodates the recurring leave and has equivalent
pay and benefits. The Company may reduce the salary of an exempt Team Member on an unpaid leave based on the
amount of time actually worked if there is a medical need to accommodate a reduced leave schedule.
Any leave taken for the birth, adoption, or foster placement of a child must be taken within one (1) year of the birth or
placement of the child with the Team Member. Leave for this purpose may be taken in minimum increments of two
(2) weeks. However, the Company will grant a request for a leave of less than two (2) weeks’ duration for this reason
on any two (2) occasions.
Paid and unpaid leave granted under any of the reasons provided by state and federal law will be counted as
family/medical leave and will be considered as part of the 12 workweek entitlement in a 12-month period.
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The Sacramento Kings Team Member Handbook
Notice: Team Members must contact their supervisor and Human Resources as soon as they become aware of the
need for Family and Medical Leave. The Team Member will be directed to complete a leave of absence request form.
Once the completed form has been submitted, the Company will notify the Team Member within five (5) business days
whether or not the leave of absence is approved. In addition, the Company will provide the Team Member with a
Notice describing the Team Member’s rights and responsibilities under FMLA.
If the leave is for the birth, adoption, or foster placement of a child, or for planned medical treatment for a serious
health condition of the Team Member or family Member, the Team Member must provide at least 30 days' advance
notice before the leave is to begin. If 30 days' notice is not possible, notice must be given as soon as practicable.
Additionally, if the Team Member is planning a medical treatment, he/she must advise his/her supervisor first
regarding the dates of such treatment.
Medical Certification: When a medical certification is required as part of the approval process, the Team Member will
be responsible for ensuring that such certification is timely submitted to the Company (typically within 15 calendar
days after the Company notifies the Team Member that the Team Member’s requested leave may qualify for
protection under FMLA and/or CFRA). If 30 days’ notice is provided by the Team Member, then the Team Member
should provide the medical certification before the leave begins.
If the leave is needed for the Team Member's own serious health condition, the Team Member must provide a
certification from the health care provider stating:
1. the date of commencement of the serious health condition;
2. the probable duration of the condition; and
3. that the Team Member is unable to work at all or is unable to perform any one or more of the essential
functions of his/her position because of the Team Member’s serious health condition.
If the leave request is for the Team Member's own serious health condition, the Company may require, at its expense,
a second opinion from a health care provider designated by the Company. The health care provider designated by the
Company will not be one who is employed on a regular basis by the Company. If the second opinion differs from the
first opinion, the Company may require, at its expense, that the Team Member obtain a third opinion by a health care
provider approved jointly by the Company and the Team Member. The third opinion shall be considered final and
binding on the Company and the Team Member.
If the leave is needed to care for the serious health condition of a family member, the Team Member must provide
certification from the health care provider stating:
1. the date of commencement of the serious health condition;
2. the probable duration of the condition;
3. an estimate of the amount of time that the health care provider believes the Team Member needs to
take in order to care for the child, parent, or spouse; and
4. confirmation that the serious health condition warrants the participation of the Team Member.
Serious Health Condition: A serious health condition involves more than three (3) consecutive, full calendar days of
incapacity with a first visit to the health care provider within seven (7) days of the first day of incapacity. Medical
treatment on two (2) or more occasions must be within 30 days of the first day of incapacity unless extenuating
circumstances exist. Additional treatment needed is determined by the health care provider. If a Team Member fails
to provide medical certification in a timely manner, the Company may delay the start of the leave. If the medical
certification is incomplete or insufficient, the Company will specify in writing the information that is lacking and give
the Team Member seven (7) calendar days to provide the additional information.
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The Sacramento Kings Team Member Handbook
When the Team Member’s leave ends and the Team Member is ready to return to work, the Company will require a
Fitness for Duty certification by the Team Member's health care provider indicating that the Team Member is fit to
return to his/her job.
Recertification may be required if the Team Member requests an extension beyond the original certification.
Recertification can also be requested every 6 months at the discretion of management.
Medical and Other Benefits During Leave: For the first 12 weeks of an approved Family and Medical Leave the Company
will maintain the Team Member’s health benefits as if he/she continued to be actively employed. If the Team Member
takes a leave for disability caused by pregnancy, childbirth, or a related medical condition the health benefits will be
continued for up to four (4) months over the course of a 12-month period under the California Pregnancy Disability
Leave (PDL) law. (See the PDL policy.) If the mother on PDL follows the pregnancy disability leave with additional time
off for “bonding” (covered by CFRA) to care for the newborn child, the total leave period may exceed 12 weeks. Health
benefits will be continued up to 12 weeks while the Team Member is on CFRA leave, for bonding purposes, in addition
to the health benefits continuation during PDL.
If paid leave is used during Family and Medical Leave, the Company will deduct the Team Member’s portion of the
health plan premium as a regular payroll deduction. If the leave is unpaid, the Team Member must pay his/her portion
of the premium as directed by the Company. The Team Member’s health care coverage will cease if the Team
Member’s premium payment is more than 30 days late. If the Team Member’s payment is more than 30 days late, the
Company will send the Team Member a letter to this effect. If the Company does not receive the Team Member’s co-
payment within 15 days of that letter, the coverage may cease.
If the Team Member elects not to return to work for at least 30 calendar days at the end of the leave period, he/she
may be required to reimburse the Company for the cost of the health benefit premiums paid by the Company for
maintaining coverage during the unpaid leave, unless the Team Member cannot return to work because of a serious
health condition or other circumstances beyond his/her control.
Reporting While on Leave: Team Members (or their designee if they are not able) are expected to provide regular
reports of their status and intent to return to work while on Family and Medical Leave. Team Members are expected
to return to work on the date agreed to on the leave request form. In addition, Team Members must give reasonable
notice if the dates of leave change or are extended or initially were unknown.
Reinstatement: Upon return from a Family and Medical Leave with an acceptable fitness for duty certification, a Team
Member will be reinstated to his/her original position or to an equivalent position with equivalent pay, benefits, and
other employment terms and conditions. However, a Team Member has no greater right to reinstatement than if the
Team Member had been continuously employed rather than on leave. For example, if a Team Member on Family and
Medical Leave would have been laid off had he/she not gone on leave, or if the Team Member's position has been
eliminated during the leave, then the Team Member would not be entitled to reinstatement. A Team Member's use
of Family and Medical Leave will not result in the loss of any employment benefit that the Team Member earned or
was entitled to before the leave. Reinstatement may be denied to certain salaried "key" Team Members. Such Team
Members will be notified of this possibility at the time the leave is requested.
A Team Member taking Family and Medical Leave on FMLA leave may not perform work for another employer while
on leave, unless the Team Member has first obtained the Company’s written permission to do so. If a Team Member
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The Sacramento Kings Team Member Handbook
takes another job while on FMLA leave or any other authorized leave of absence, it may be considered a voluntary
resignation of employment.
If a Team Member fails to report to work promptly at the end of the leave, the Company will assume that the Team
Member has resigned.
Extended Leave for Serious Health Condition: Family and Medical Leave taken for a Team Member’s own serious health
condition may last up to a maximum of 12 workweeks. Thereafter, if the Team Member needs additional leave, the
Team Member may apply for a Disability Leave. For further information, see the Disability Leave policy.
Pregnancy Disability Leave, Reasonable Accommodation, and Transfer
If a Team Member is unable to work because of her pregnancy, childbirth, or a related medical condition, she may be
entitled to pregnancy disability leave (PDL). Time off needed for prenatal or postnatal care; doctor-ordered bed rest;
gestational diabetes; pregnancy-induced hypertension; preeclampsia; childbirth; postpartum depression; loss or end
of pregnancy; or recovery from childbirth or loss or end of pregnancy would all be covered by PDL. In other
circumstances, the Team Member may also be entitled to a reasonable accommodation or transfer related to her
pregnancy disability.
Duration. A Team Member may take PDL for the duration of time determined necessary by her health care provider,
up to four months per pregnancy (meaning the number of days she would normally work in a four month period or 17
and 1/3 weeks). She may take the time off intermittently if her health care provider determines it is necessary (for
example, to attend medical appointments), in increments of no less than one (1) hour.
Transfer. If her health care provider determines that a temporary transfer to a less strenuous or hazardous position
or duties is medically advisable, we will provide such a transfer if it can be reasonably accommodated. However, it is
generally not reasonable for us to transfer or promote a Team Member to a position for which she is not qualified,
create a new position, discharge another employee, or transfer another employee with more seniority.
If a health care provider determines the Team Member needs to take intermittent leave or a reduced work schedule,
we may require her to temporarily transfer to an alternative position that meets her needs (if another position is
available and she is qualified for it). The Team Member will receive equivalent pay and benefits, but may not have
equivalent duties.
Reasonable Accommodation. If the Team Member's health care provider certifies that a reasonable accommodation
is medically advisable, we will provide a reasonable accommodation by changing the work environment or in the way
things are customarily done so that she is able to perform the essential functions of her job. For example, this may
include modifying work practices or rules, modifying her existing job duties, or providing furniture of other modifying
equipment or devices. This right is independent of her right to PDL; however, if she requires time off as a reasonable
accommodation, it may be counted as PDL and reduce her four-month leave entitlement.
Notice. If a Team Member needs PDL, a reasonable accommodation, or transfer, she should provide the Company at
least 30 days’ notice if possible to avoid delay. If 30 days’ advance notice is not possible, she must give notice as soon
as practical. If she needs PDL for planned appointments or medical treatment, she should consult with her supervisor
so we can ensure she can take the time off with minimal disruption to our operations.
Medical Certification. The Team Member must provide the Company with a written certification from a health care
provider describing her need for PDL, reasonable accommodation, or transfer. To avoid delay, the certification must
be returned within 15 calendar days of her request for PDL, reasonable accommodation, or transfer, if possible. If
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The Sacramento Kings Team Member Handbook
necessary, we will provide a form for this purpose. As a condition of your return from PDL, you must provide the
Company with a release to return to work from your health care provider.
Leave Concurrent with Family and Medical Leave. Team members who are eligible for leave under the federal Family and
Medical Leave Act (“FMLA”) may also have PDL designated as time off under FMLA. If you have additional questions,
please contact Human Resources.
Return to Work. When the PDL, reasonable accommodation, or transfer ends, the Team Member generally will be
reinstated to the same position or, in certain instances, to a comparable position. A Team Member, who is on PDL and
does
Benefits and Seniority Date. While on PDL, A Team Members may continue her existing health benefits (if applicable)
as if she remained working. In some instances, the Company may recover from the Team Member the premiums paid
to maintain health benefits if she does not return to work following PDL.
Disability Leave
A Team Member may request a leave of absence if time away from work is needed to accommodate the Team
Member’s medical condition or disability if: (1) the Team Member is not eligible for or already has exhausted his or her
Family and Medical Leave, and if (2) the Team Member does not have any sick leave available.
Upon receiving a request for Disability Leave, the Company will communicate with the Team Member and his/her
health provider to evaluate whether the Team Member has a qualifying disability, whether leave is a reasonable
accommodation and, if so, whether the leave would cause undue hardship to the Company. This policy does not apply
to pregnancy disability leave, which is outlined elsewhere in the Handbook.
A leave under this policy is only for the Team Member’s own illness or injury and will require appropriate medical
documentation. Appropriate medical documentation also may be required at points throughout the leave of absence
and prior to return to work.
Disability Leave is unpaid; Team Members taking Disability Leave may be eligible for State Disability Insurance (“SDI”)
benefits. Team Members may contact the EDD at www.edd.ca.gov to apply for SDI benefits.
Team Members returning from Disability Leave must submit a verification of their fitness to return to work signed by
an appropriate health care provider. The verification must be submitted before the Team Member may return to
work.
We cannot guarantee that a position will be available when the Team Member is ready to return from a Disability
Leave, except where required by law. Returning Team Members retain all benefits they accrued prior to the
commencement of their leave, but they do not accrue vacation, seniority, or other benefits while on unpaid Disability
Leave. If a Team Member fails to return to work when Disability Leave ends, the Company will consider the Team
Member to have voluntarily resigned.
Compensation During Leave
Family and Medical Leave is unpaid. Team Members taking Family and Medical Leave may be eligible for short-term
or long-term disability payments and/or workers’ compensation benefits under those insurance plans. Those plans
are described elsewhere in the Handbook. Also, Team Members taking Family and Medical Leave must use (i.e.,
“substitute”) their accrued vacation and sick time. During periods that Team Members are not receiving any wage-
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The Sacramento Kings Team Member Handbook
replacement benefits through programs such as workers’ compensation or disability insurance, the Company may
require the Team Member to use accrued paid time, including vacation and sick time.
The substitution of paid leave for unpaid leave does not extend the maximum 12-week leave period. Further, in no
case may the substitution of paid leave for unpaid leave result in the Team Member receiving more than 100% of
his/her regular compensation. If the Team Member is not eligible to substitute paid leave, he/she still may be eligible
for unpaid Family and Medical Leave. Team Members on unpaid leave will not continue to accrue vacation or sick leave
and will not be paid for holidays during the leave.
State Disability Insurance
Each Team Member contributes to the State of California to provide disability insurance pursuant to the California
Unemployment Insurance Code. Contributions are made through a payroll deduction. Disability insurance is payable
when you cannot work because of illness or injury not caused by employment at the Company, or when you are entitled
to temporary workers' compensation at a rate less than the daily disability benefit amount. Disabilities covered by
workers’ compensation are excluded from short-term disability coverage.
Paid Family Leave Insurance
Paid Family Leave Insurance (“PFLI”), which is administered by the Employment Development Department (“EDD”) and
not the Company, is a partial wage replacement benefit paid to workers who suffer a wage loss when they take time
off work for either of the following reasons: (1) to care for a seriously ill family member, or (2) to bond with a new child
during the first year after the birth or placement of the child in connection with foster care or adoption. All Team
Members are eligible for a maximum of six (6) weeks of State-paid benefits in a 12-month period. These benefits are
funded entirely through Team Member contributions that are deducted from wages pursuant to applicable law.
PFLI does not create any rights to a leave of absence or reinstatement, but simply provides partial wage replacement
for qualified Team Members. Team Members must meet all EDD eligibility requirements to qualify for PFLI benefits.
The Human Resources Department has informational brochures created by the EDD for interested Team Members.
Team Members may contact the EDD or gather additional information regarding PFLI benefits by visiting
www.edd.ca.gov.
Paid Pregnancy Leave. Full-time Team Members who: (1) have worked for the Company for at least one year; (2) have
worked 1250 hours during the twelve-month period preceding the start of the pregnancy disability leave; and (3) have
been certified by a medical professional to be temporarily medically disabled from work for three or more consecutive
days due to a pregnancy, are eligible to receive twelve weeks of paid leave. Paid leave is based upon full salary less
applicable State Disability/Paid Family Leave Insurance (SDI/PFL) benefits received. The paid leave is not in addition to
the four months of pregnancy disability leave discussed above, but runs concurrent with it. Team Members who are
not eligible for the paid pregnancy disability leave may still take the four months of unpaid leave, assuming they are
otherwise eligible for the pregnancy disability leave.
Paid Paternity Leave. Full-time Team Members who: (1) have worked for the Company for at least one year; (2) have
worked 1250 hours during the twelve-month period; and have fathered and/or adopted a child within one year are
eligible to receive up to four weeks of paid leave. Paid leave is based upon full salary less applicable Paid Family Leave
(PFL) benefits received.
Filing for State Disability and Paid Family Benefits are a condition of both leave policies. All benefits will be integrated
with State leave benefits. For leaves extending beyond SDI/PFL or Company leave benefits, Team Members may utilize
Paid Sick Leave or accrued vacation. Team members may not utilize supplemental sick leave benefits unless they have
exhausted all other leave balances and are still considered disabled by their physician.
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The Sacramento Kings Team Member Handbook
Babies @ Work Policy
The Sacramento Kings take great pride in providing a positive work environment that supports Team Members and
their families. The Babies @ Work program supports new mothers or fathers when they return to work by allowing the
new parents to bring their infant to work until the child is six months old or begins to crawl, whichever comes first.
Full-time, benefit eligible Team Members in good standing are eligible to participate in the program, subject to the
specific job responsibilities of the parent and subject to ensuring the physical safety of the infant. Team Members with
performance improvement plans in place are not eligible to participate in the program.
Guidelines
The infant is to remain under the primary care of the parent. The parent will keep the infant in and around her/his
work area and must be sensitive to the needs of others to maintain a normal work routine. It is the responsibility of
the parent to adequately balance parenting and work duties, as the employee will be accountable for the same position
responsibilities as if they were not bringing the infant to work. “Baby-sitting” at work by other staff members is
prohibited. Feedings and diaper changes are to occur only in private locations provided for this purpose. Parents are
responsible for providing an appropriate place for the baby to sleep such as a daybed, stroller, baby seat, small playpen,
etc. Due to space restrictions, parents will be limited on the number of pieces of “baby equipment” they will be
permitted.
Infants who are ill may not be brought to work, and Sacramento Kings reserves the right to request that the parent of
an infant who becomes ill at work take the baby home until the baby is well. Parents who stay home with a sick baby
or who are asked by Sacramento Kings to take the baby home, will be required to use their accrued time off or unpaid
time in accordance with time off policies.
Employees may request a temporary, alternative work assignment if their current assignment is not suitable for
participation in the program. Other affected employees may request a “baby-free” work environment. Such requests
should be made through the employee’s immediate supervisor and the Human Resources Department. Sacramento
Kings will attempt to accommodate such requests based on business and staffing situations at the time of the request.
In addition, Sacramento Kings will determine which positions/locations are, or are not, suitable for participation in the
program. The individual’s work space and work environment will be considered when making such decisions. The
Babies @ Work Program may be modified or discontinued at any time and for any reason, with or without prior notice,
at management discretion. The Vice President, Human Resources must approve exceptions to any part of this policy.
A parent participating in this program may not leave the building (not even for a short time) without taking the infant
with them.
The parent will accept complete responsibility for the safety of the infant. If the parent’s duties require that they
leave their primary work site, the parent will take the infant with them.
The parent must provide all supplies and equipment needed to care for the infant at the work site and ensure that
the area is kept in a clean and sanitary condition. Diapers must be changed only in a designated restroom or in
wellness locations and not in work areas. All supplies utilized by the parent must be maintained in a manner that is
not disruptive to the work of other employees.
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The Sacramento Kings Team Member Handbook
Other Personnel Caring for Infant
Sacramento Kings understands that other personnel may ask the parent for permission to care for the infant for brief
periods of time. This is acceptable at the discretion of the parent as long as the productivity of the other team
member is not substantially reduced.
Termination of Eligibility
Sacramento Kings has the right to terminate an individual agreement at any time if a parent’s performance declines or
if organizational needs are not being met (i.e., complaints and/or disruptions to coworkers cannot be resolved). The
employee must maintain acceptable work performance and ensure that the presence of the infant does not create
any office disturbances.
Jury Duty, Witness Duty, Time Off For Victims Of Crime
In the following instances, Team Members are eligible for time off from work when necessary as described below.
Jury Duty
Team Members called to jury duty will be released from work during their period of jury service. Regular full-time
Team Members serving on jury duty will be paid their normal pay while engaged in jury duty for up to thirty (30) days
within a rolling twelve (12) month time period. A Team Member called to jury duty must: (1) promptly present to his
or her supervisor a copy of the jury duty summons; (2) report daily for work before and after jury duty as is reasonably
practicable; and (3) present to his or her supervisor proof of service at completion of jury duty.
Team Members will not be eligible to receive jury pay when jury service is performed while on leave of absence or
other scheduled time off.
Exempt Team Members on jury duty will be paid their normal salary for any week in which they have performed some
work, as required by law.
Witness Duty
The Company will also grant unpaid time off for court appearances as a witness when a regular full or part-time Team
Member is required to appear as a result of a court-ordered subpoena. Team Members must notify their supervisor
of the need for time off for a court appearance as soon as the subpoena is received and present the supervisor with a
copy of the subpoena.
Exempt Team Members called as a witness will be paid their normal salary for any week in which they have performed
some work, as required by law.
Victims of Domestic Violence, Sexual Assault and Stalking Leave
If you are a victim of domestic violence, sexual assault or stalking you are eligible for unpaid leave. You may
request leave if involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain
relief to ensure the health, safety, or welfare for yourself or your child.
You should provide notice and certification of the need to take leave under this policy. Certification may be
sufficiently provided by any of the following:
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The Sacramento Kings Team Member Handbook
A police report indicating that you were a victim of domestic violence, sexual assault or stalking;
A court order protecting or separating you from the perpetrator of an act of domestic violence, or
other evidence from the court or prosecuting attorney that you appeared in court; or
Documentation from a medical professional, domestic violence advocate, sexual assault counselor,
health-care provider, or counselor that you were undergoing treatment for physical or mental injuries
or abuse resulting in victimization from an act of domestic violence, sexual assault or stalking.
We will provide reasonable accommodation if you are a victim and request accommodation for your safety
while at work. However, you must disclose your need for reasonable accommodation to your manager or
Human Resources.
Any absence from work for this leave will be unpaid, unless you choose to take paid time off, such as Vacation
or Paid Sick Leave.
We will, to the extent allowed by law, maintain the confidentiality of employees requesting leave under this
provision.
The length of unpaid leave employees may take is limited to 12 weeks provided for in the federal Family and
Medical Leave Act.
When time off is requested with reasonable notice, you may also be granted unpaid time off to:
Seek a temporary restraining order or other injunctive relief to help ensure the health, safety, or
welfare of yourself and/or your child.
Seek medical attention for injuries caused by domestic violence, sexual assault or stalking.
Obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic
violence, sexual assault, or stalking.
Obtain psychological counseling related to an experience of domestic violence, sexual assault, or
stalking.
Participate in safety planning and take other actions to increase safety from future domestic violence,
sexual assault, or stalking, including temporary or permanent relocation.
Crime Victim or Family Member of Crime Victim
A Team Member who is a victim or the family member of a victim of a violent felony or serious felony may take time
off from work under the following circumstances:
The crime must be a violent or serious felony, as defined by law; and
The Team Member must be the victim of a crime, or must be an immediate family member of a victim.
An immediate family member is defined as: spouse, registered domestic partner, child, child of a registered domestic
partner, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father or stepfather or guardian.
The absence from work must be in order to attend judicial proceedings related to a felony crime listed in the law or
any proceeding in which the right of the victim is at issue
Before being absent for such a reason, the Team Member must provide documentation of the scheduled proceeding.
Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district
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The Sacramento Kings Team Member Handbook
attorney or prosecuting attorney's office or a victim/witness office. If advance notice is not possible, the Team Member
must provide appropriate documentation within a reasonable time after the absence. Additional certification from a
police report, court order, medical professional, domestic violence advocate or advocate for victims of sexual assault,
health care provider, or counselor may meet the documentation requirement.
Any absence from work to attend judicial proceedings will be unpaid, unless the Team Member chooses to take paid
time off, such as vacation or sick leave.
We will, to the extent allowed by law, maintain the confidentiality of Team Members requesting leave under this
provision.
Bereavement Leave
In the case of a death in an exempt or regular full-time non-exempt Team Member’s immediate family, the Company
provides paid personal time off on the following basis:
3 working days for local arrangements and funeral
5 working days for arrangements and funerals greater than 500 miles from Sacramento.
“Immediate” family is generally considered to be the following:
Husband or Wife
Registered Domestic Partner
Son or Daughter
Stepson or Stepdaughter
Son-in-law or Daughter-in-law
Sister or Brother
Father or Mother
Grandparents
Grandchildren
Mother-in-Law
Father-in-Law
The President and the Vice President, Human Resources may make exceptions to the above as warranted by the
situation.
The Company reserves the right to require proof of death and attendance at the services of an immediate family
Member.
A Team Member may also request time off due to the death of other family members or a close friend. If approved,
the time off can be paid from the vacation balance or taken as unpaid personal leave.
Military Leaves Of Absence
The Company, subject to the applicable federal and state laws and regulations, will grant a military leave of absence
to all full-time and part-time Team Members. To request a military leave of absence, Team Members must submit
their military orders to the Human Resources Department.
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