Team Member Handbook 2017

The Sacramento Kings Team Member Handbook

If the leave exceeds 30 days group medical benefits coverage and compensation will terminate, but will be reinstated
without re-qualification upon return to work. Once benefits coverage has ended you will be eligible for COBRA and
COBRA information will be sent to you at that time. Benefits for reservists and members of the National Guard on leave
for required military training will continue during their leave.

Eligibility for reinstatement following a military leave of absence or leave of absence for reservists or National Guard
required military training is determined in accordance with applicable federal and state law.

School Activities or Day Care Leave

As required by California law, a Team Member will be granted unpaid time off as needed to attend to school disciplinary
matters involving the Team Member’s child. To be eligible for this time off, the Team Member must be the parent or
legal guardian of the child, must be actually living with the child, and must have received a written notice from the
principal of the school requesting the Team Member’s attendance at a conference to discuss the child’s suspension
from school. The Team Member must give reasonable notice to his or her supervisor prior to taking the time off work.
Also, the Team Member will be required to provide a copy of the notice from the principal to his or her supervisor prior
to taking the time off and will be required to present documentation from the school to his or her supervisor confirming
that the visit took place. The Company may request that the conference be re-scheduled if the Team Member’s
attendance at work is essential at the time the meeting was originally scheduled.

Also, a Team Member who is the parent or guardian of a child in a licensed day care center or in kindergarten through
twelfth grade may take up to forty (40) hours each year (but not exceeding eight (8) hours in any month) of unpaid
time off per child to participate in activities of the child’s school or day care center. The Team Member must give
reasonable notice to his or her supervisor prior to taking the time off work. If both parents of the child are employed
by the Company and both request time off for the same time period to participate in an activity of their child’s school
or day care center, then only the parent who first requests the time off from his or her supervisor will be allowed the
time off for that particular school activity, unless otherwise agreed upon by both supervisors.

Time Off to Vote

In the event that a Team Member does not have sufficient time outside of working hours to vote in a statewide election,
the Team Member may take off enough working time to enable him or her to vote. Such time off must be taken at the
beginning or the end of the regular working shift, whichever allows for more free time. A Team Member will be allowed
to take off only that amount of time that is necessary to vote, up to a maximum of two hours on the Election Day
without loss of pay for a non-exempt Team Member. (Exempt Team Members will be paid for a full day’s work so long
as the Team Member worked at least part of the workweek.) Where possible, the Team Member will give his or her
supervisor at least two work days’ notice that time off to vote is needed. If a non-exempt Team Member does not give
at least two workdays’ notice that time off to vote is needed, then all of the time off will be unpaid.

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The Sacramento Kings Team Member Handbook

California Family Military Leave

Team Members who work an average of 20 or more hours per week may be eligible for an unpaid leave of absence for
up to ten (10) days to spend with their spouse or registered domestic partner who is a “qualified member” of the U.S.
Armed Forces, National Guard or Reserves. A “qualified member” is a member of the U.S. Armed Forces who has been
deployed during a period of military conflict to an area designated as a combat theater or combat zone by the President
of the United States, or a member of the National Guard or Reserves who has been deployed during a period of military
conflict.

The Team Member must provide the Company with a written request for the leave within two (2) business days of
receiving official notice that the qualified member will be on leave from deployment. The Team Member must also
provide documentation certifying that the qualified member will be on leave from deployment during the time that
the Team Member requests the leave. Available vacation may be used during this leave.

Volunteer Civil Service Leave

Team Members who are registered volunteer firefighters and emergency rescue personnel may take unpaid time to
service when called for duty. Team Members who are called to perform emergency duty during work hours should
alert their supervisor before leaving the Company premises.
Team Members who perform duty as a volunteer firefighter, reserve peace officer or emergency rescue personnel are
permitted to take a temporary unpaid leave of absence not to exceed 14 days per calendar year for fire, law
enforcement, or emergency rescue training. Please notify your manager at least 30 days prior to your training date.

Civil Air Patrol Leave

Team Members who are volunteer active duty members of the California Wing of the Civil Air Patrol will be authorized
to respond to an emergency operation of the Civil Air Patrol. Such Team Members must have been employed for at
least 90 days.

Organ and Bone Marrow Donor Leave

Team Members may take paid time off for the purpose of donating an organ or bone marrow to another person. Team
Members requesting this leave must complete a written request including verification that he/she is the donor and
that there is a medical necessity for the donation. Requests must be submitted to Human Resources as far in advance
as possible.

Team Members donating an organ will be provided up to 30 paid workdays within a one year period. Organ donors
must use up to two weeks of accrued but unused vacation or sick leave at the onset of the leave.

Team Members donating bone marrow will be provided up to five paid workdays within a one year period. Bone
marrow donors must use up to five days of accrued but unused vacation or sick leave at the onset of the leave.

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Volunteer Civil Service Leave

If you are a registered volunteer firefighter or emergency rescue personnel (including an officer, employee, or member
of a disaster medical response entity sponsored or required by the state) you may take unpaid time to serve when
called for duty. When called to perform emergency duty during work hours you should alert your manager before
leaving the Company premises.

If you are a health care provider you must notify your manager at the time you become designated as "emergency
rescue personnel" and when you are notified that you will be deployed for emergency duty.
If you perform duty as a volunteer firefighter, reserve peace officer or emergency rescue personnel and the Company
employs 50 or more employees, you are permitted to take a temporary unpaid leave of absence not to exceed 14 days
per calendar year for fire, law enforcement, or emergency rescue training. Please notify your manager at least 30 days
prior to your training date.

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The Sacramento Kings Team Member Handbook

STANDARDS OF CONDUCT

Code of Ethics

The Company is committed to conducting its business in conformance with the highest ethical standards and
in compliance with all relevant legal and regulatory requirements. You, as a Company Team Member, have
an obligation to ensure that your personal conduct complies with the Code of Ethics. You also have an
obligation to ensure that fellow Team Members abide by the Code of Ethics and to report any known or
suspected Code of Ethics violation.

The importance of complying with the Code of Ethics and legal and regulatory requirements cannot be over-
emphasized. Compliance is a priority at the Company. Your commitment to the standards and principles
reflected in the Code of Ethics is needed to ensure that the reputation of the Company continues to be one of
its most valuable business assets.

If you have any questions regarding the Code of Ethics, or you are aware of a known or suspected violation,
you are obligated to bring it to the attention of your supervisor, department Vice President, Human Resources.

The Company’s Code of Ethics prohibits the following:

 Accepting, soliciting, or having any Team Member accept or solicit, any gift, loan, service, travel, or
hospitality having a value in excess of fifty dollars ($50) per event from any company or individual doing
or seeking to do business with our Company. This does not include being entertained by a business
associate, provided such entertainment is reasonable and does not involve other than local travel.

 Obtaining or soliciting from any company or individual doing or seeking to do business any discount on
personal or family purchases, except discounts made generally available to all Team Members.

 Outside employment, teaching, consulting, or directorship arrangement, whether or not related to sports
and entertainment is allowed if it does not adversely affect the Company or efficient performance of your
work. Volunteer work and positions on charity boards during work hours is permissible subject to the
approval of your department Vice President.

 Using supplies or services for other than minimal personal use. This includes, but is not limited to office
supplies, telephones, copy machines, fax machines, cell phones, and computer equipment.

 Selling, or attempting to sell, bartering, or attempting to barter tickets, merchandise or other Company
property for personal benefit.

Confidential Information

Team Members may, in the course of their duties on behalf of the Company, be advised of certain business
matters and affairs of the Company regarding its customers, its innovations, its processes and the management
of its business. The duties performed by Team Members for the Company place them in a position of trust
and confidence with respect to certain trade secrets and other confidential and proprietary information
relating to the business of the Company and not generally known to the public. These trade secrets include,
but are not limited to, the Company’s pricing information, advertising and promotional ideas and strategies,
customer information, formulas, patterns, devices, processes, compilations of information, records, and
specifications which are owned by the Company and which are regularly used in the operation of the Company
(“confidential information”). Team Members shall not, either during the term of their employment nor at any
time in the future, directly or indirectly:

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 Disclose or furnish, directly or indirectly, to any other person, firm, agency, corporation, customer,
business, or enterprise, any confidential information acquired by the Team Members during the
term of their employment or at any other time;

 Individually or in conjunction with any other person, firm, agency, corporation, customer,
business, or entity, employ or cause to be employed any confidential information in any manner
whatsoever, except in furtherance of the business interests of the Company;

 Without the written consent of the Company, publish, deliver, or commit to being published or
delivered, any copies, abstracts, or summaries of any files, records, documents, drawings,
specifications, lists, equipment or similar items relating to the business of the Company, whether
prepared by the Team Members or otherwise coming into their possession, except to the extent
required in the ordinary course of the Company's business;

 Attempt to encourage, induce, or otherwise solicit, directly or indirectly, any other co-worker or
Team Member of the Company to breach an agreement with the Company or to otherwise
interfere with the advantageous business relationship of the Company with its Team Members.

All files, records, documents, drawings, specifications, lists, equipment, and similar items relating to the
business of the Company, whether prepared by Team Members or otherwise coming into their possession
shall remain the exclusive property of the Company and shall not be removed from the Company’s premises
under any circumstances whatsoever without prior written authorization from the Company. Upon
termination of employment, Team Members are required to immediately return to the Company all property
of the Company in as good condition as when received by the Team Members (normal wear and tear excepted)
including, but not limited to, all files, records, documents, drawings, specifications, lists, equipment and
supplies, promotional materials and similar items relating to the business of the Company.

Conflict of Interest

The Company recognizes and respects the right of an individual Team Member to engage in activities outside
of his or her employment that are private in nature and do not in any way conflict with or reflect poorly on the
Company. Management reserves the right to determine when a Team Members’ activities represent a conflict
with the Company's interest and to take whatever action is necessary to resolve the situation, including
disciplinary action up to and including termination.

Team Members’ first and foremost occupational priority should be to the Company. Team Members must be
aware that:

 Outside business interests or other activities that interfere with the performance of a Team Members
job is not acceptable.

 Team Members must not place themselves in a position of conflict between personal interests and
those of the Company.

 Team Members are to avoid holding a second job that in management’s judgment interferes in any
way with their responsibilities at the Company.

Off Duty Conduct

While the Company does not seek to interfere with the off-duty and personal conduct of its Team Members,
certain types of off-duty conduct may interfere with the Company’s legitimate business interests. For this
reason, Team Members are expected to conduct their personal affairs in a manner that does not adversely
affect the Company’s or their own integrity, reputation or credibility. Illegal off-duty conduct by a Team

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The Sacramento Kings Team Member Handbook

Member that adversely affects the Company’s legitimate business interests or the Team Member's ability to
perform his or her job will not be tolerated.

While employed by the Company, Team Members are expected to devote their energies to their jobs with the
Company. The following types of employment elsewhere are strictly prohibited:

1. Additional employment that conflicts with a Team Member’s work schedule, duties, and
responsibilities at the Company;

2. Additional employment that creates a conflict of interest or is incompatible with the Team
Member's position with the Company;

3. Additional employment that impairs or has a detrimental effect on the Team Member’s work
performance with the Company;

4. Additional employment that requires the Team Member to conduct work or related activities on
Company property during the employer's working hours or using Company facilities and/or
equipment; and

5. Additional employment that directly or indirectly competes with the business or the interests of
the Company.

Team Members who wish to engage in additional employment that may create a real or apparent conflict of
interest must submit a written request to their supervisor explaining the details of the additional employment.
If the additional employment is authorized, the Company assumes no responsibility for it. The Company shall
not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of
additional employment. Authorization to engage in additional employment can be revoked at any time.

Team Member Rules Of Conduct

As a member of the Company Team, you are expected to accept certain responsibilities, adhere to acceptable
business principles in matters of personal conduct and exhibit a high degree of personal integrity at all times.
This requires you to demonstrate sincere respect for the rights and feelings of others, and demands that you
refrain from any behavior that might be harmful to you, your Teammates, and the clients and guests of the
Company.

All Team Members are expected to meet the Company standards for work performance and personal conduct.
Misconduct by a Team Member will result in discipline, including possible termination of employment.

Examples of action which warrant discipline include, but are not limited to the following:

 Any conduct prohibited by the Company Code of Ethics or Conflict of Interest policy.

 Violation of any the Company policy described in this Team Member Handbook.

 Violation of the Company’s Respect in the Workplace Policy.

 Discriminating on the basis of race, color, national origin, religious creed, 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 or
military 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 Team Member Handbook

 Any conduct which is illegal or may be harmful to the Company, its Team Members and/or guests, or that
which may cast an unfavorable reflection on the Company, or, may affect your job performance or the
performance of other Team Members.

 Any violation of the Substance Abuse Policy, including reporting to work under the influence of intoxicants
or controlled substances, or the use of, or being in possession of, intoxicants or controlled substances on
Company premises; driving a Company vehicle while under the influence of, or being in possession of,
intoxicants or controlled substances.

 Unauthorized or excessive absence or tardiness in reporting to work or returning from meal periods or
breaks.

 Spreading rumors or gossip that may be harmful to the Company or to its Team Members.

 Unauthorized use or possession of firearms while on the Company property.

 Use of physical force, fighting, assault, or intimidation of any other person.

 Dishonesty, falsification, or removal of the Company records or failure to report same.

 Unauthorized release of information regarding the Company or its Team Members.

 Unauthorized use, removal or destruction of the Company property or property of another Team Member.

 Smoking in other than specified areas.

 Permitting an unauthorized person to enter the Golden 1 Center, 500 J Street offices or Practice Facility.

 Violation of the Company's Injury/Illness Prevention Program.

 Failure to follow specified job instructions; unsatisfactory work performance; insubordination.

 Inability or unwillingness to work harmoniously with other Team Members.

 Personal requests for player or entertainer photos or autographs.

 Attempting to use the Company identification to enter the building when not working, and/or attempting
to use the Company identification to enter unauthorized areas of the building at any time.

 Any violation of the NBA’s Anti-Gambling Policy.

 Selling, or attempting to sell, bartering, or attempting to barter, the Company provided tickets,
merchandise, or Company property.

 Violation of any Company policies, practices, or procedures, whether or not detailed in this Handbook.
Violation of Company policies and rules may warrant disciplinary action that may include verbal warnings, written

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warnings, suspension or termination at the Company’s sole discretion. However, nothing in this policy limits or
alters the at-will employment relationship. Thus, the Company may, in its sole discretion, use whatever form of
discipline is deemed appropriate under the circumstances, up to and including immediate termination of
employment without prior verbal or written warning.

Interactions With Guests

The opinions and attitudes our guests have toward our Company may be determined for a long period of time by
the actions of one Team Member. It is sometimes easy to take a guest for granted, but if we do, we run the risk
of losing not only that guest, but also his or her associates, friends, or family who may also be guests or prospective
guests. The following are guidelines for appropriate conduct with guests:

 Internal affairs may not be discussed with guests.
 Comments or criticisms involving other competitors and their particular work or fees should be avoided.
 Refrain from discussing shortcomings or idiosyncrasies of guests.
 Avoid conversations involving guest matters in all public places.
 Avoid discussing procedural programs with management while guests are present.
 Purchases from a guest must be made at normal prices.
 Borrowing money from a guest is not permitted unless the guest’s business involves lending money.
 Company Team Members may accept token gifts from guests. However, gifts must be non-monetary and

valued at less than $50. Gift offers that exceed $50 must be reported to your supervisor.
 Entertaining guests is allowed. However, you must first receive approval from your supervisor.

Each Team Member must be sensitive to the importance of providing courteous treatment in all working
relationships.

Smoking/Tobacco Use

In keeping with the Company’s intent to provide a safe and healthful work environment, smoking and tobacco
use (including e-cigarettes) are prohibited on Company property, job sites, and at a client’s workplace.

Drug and Alcohol Abuse

We are concerned about the use or abuse of alcohol, illegal drugs, or controlled substances as it can affect the
workplace. Use of these substances, whether on or off the job can detract from your work performance,
efficiency, safety, and health, and therefore impair you and your ability to competently perform your job. In
addition, the use or possession of these substances on the job constitutes a potential danger to your welfare
and safety and other persons, and it also exposes the Company to the risks of property loss or damage, or
injury to other persons.
The Company policy prohibits the possession, use or any detectable amounts of any drugs that are illegal under
state, federal or local law; this includes marijuana.

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Furthermore, the use of prescription drugs and/or over-the-counter drugs also may affect your job
performance and may impair your ability to competently perform your job. The Company is not required to
accommodate the medical use of marijuana at places of employment or during working hours. If you are using
prescription or over-the-counter drugs that may impair your ability to safely perform the job, or affect the
safety or well-being of others, you must notify your manager of such use immediately before starting or
resuming work.

The following rules and standards of conduct apply to all Team Members either on Company property or during
the workday (including meal periods and rest breaks). Behavior that violates Company policy includes:

 Possession or use of alcohol or an illegal or controlled substance, or being under the influence of
alcohol or an illegal or controlled substance while on the job;

 Driving while under the influence of alcohol or an illegal or controlled substance; and
 Distribution, sale, or purchase of alcohol or an illegal or controlled substance while on the job.

Violation of these rules and standards of conduct will not be tolerated. We also may bring the matter to the
attention of appropriate law enforcement authorities.

All Team Members are prohibited from reporting for duty or remaining on duty with any alcohol in their
systems. Team Members are also prohibited from consuming alcohol during working hours, including meal
periods and rest breaks. This does not include the authorized use of alcohol at Company-sponsored functions
or activities.

To enforce this policy we reserve the right to conduct searches of Company property or Team Members and/or
their personal property and to implement other measures necessary to deter and detect abuse of this policy.
Entry onto Company property is deemed consent to an inspection of person, vehicle, and/or personal
property.

An Team Member’s conviction on a charge of illegal sale or possession of any controlled substance while off
Company property will not be tolerated because such conduct, even though off duty, reflects adversely on the
Company. In addition, we must keep people who sell or possess controlled substances off Company premises
in order to keep the controlled substances themselves off the premises.

Drug Testing

All initial offers of employment with the Company will be made contingent upon satisfactory completion by the
applicant of a pre-employment physical examination which shall include a controlled substance screen (bodily fluid
testing). Positive test results shall not bar reapplication at a later time, but will result in the denial of employment.

Reasonable Suspicion Testing: In cases where your manager or other member of management has reasonable
suspicion to believe that you may possess or are under the influence of drugs and/or alcohol and such use or
influence may adversely affect your job performance or the safety of yourself, co-workers, or clients of the
Company, drug and/or alcohol screening may be ordered. The suspicion will be based on objective symptoms such
as factors related to your appearance, behavior, and/or speech. Refusal to submit to screening as ordered may
result in immediate termination.

If the Company has reasonable suspicion to believe that a Team Member is (1) intoxicated or under the influence
of controlled substances or alcohol or (2) has used controlled substances or alcohol on the Company's premises or
during working time, the Team Member may be directed to undergo an immediate physical examination, including
controlled substance and/or alcohol testing at an independent licensed laboratory, to determine his/her fitness
for duty. A reasonable suspicion may be based upon the Team Member’s appearance or behavior or upon other
factors constituting reasonable suspicion. Testing may also be directed when a Team Member is involved in:

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a. Any accident which occurs on the Company's premises or during working hours when the incident results in
personal injury or property damage in excess of $1,000 and there is no reasonable explanation brought to the
attention of the Company for the incident. OR

b. Any physical or verbal altercation with another Team Member or with a non-Team Member during working
hours or at any time on the Company's premises when there is no reasonable explanation brought to the attention
of the Company for the altercation.

Controlled substance/alcohol testing will be administered at a laboratory selected by the Company. When a Team
Member is directed to undergo controlled substance/alcohol testing because the Company possesses reasonable
suspicion that the Team Member is intoxicated or under the influence of controlled substances or alcohol, the
Team Member shall be transported to the laboratory by a designated the Company Team Member.

Refusal to cooperate fully in controlled substance and/or alcohol testing procedures under the circumstances
described above may constitute insubordination and will not be tolerated.

If the Company directs a Team Member to undergo controlled substance or alcohol testing based on a reasonable
suspicion, the Team Member will be placed on unpaid leave from the time of the initial testing until test results
are received and reviewed by the Company. In the event controlled substance and alcohol screen results are
negative, the Company may convert the unpaid leave to a paid leave.

In the event a Team Member whose test results are positive for the presence of any of the specified substances
could, in the opinion of the Company, benefit from a rehabilitation program, the Team Member may be offered
the opportunity to participate in a rehabilitation program. If appropriate, in the sole determination of the
Company, the Team Member may be given unpaid time off to participate in the program. Full cooperation,
participation in and completion of any rehabilitation program begun by the Team Member will be required as a
condition of continued employment. No Team Member involved in a rehabilitation program will be permitted to
return to work at the Company until laboratory bodily fluid tests arranged by the Company are negative for the
presence of all of the specified substances. Any Team Member returning to work after successful completion of a
rehabilitation program may be required as a condition of continued employment to specifically agree to submit to
bodily fluid testing as provided herein at the direction of the Company, at any time for a specified period of time
to be determined on a case-by-case basis.

The Company will use every effort to maintain the confidentiality of individual test results and participation in
rehabilitation programs by a Team Member.

Reasonable Accommodation: We encourage and will reasonably accommodate Team Members with alcohol or
drug dependencies to seek treatment and/or rehabilitation. Team Members desiring such assistance should
request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any
person whose performance of essential job duties is impaired because of drug or alcohol use, nor is the Company
obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job
performance remains impaired as a result of dependency. Additionally, Team Members who are given the
opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or
problem, will not automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy
on treatment and rehabilitation is not intended to affect the Company’s treatment of Team Members who violate
the regulations described previously. Rather, rehabilitation is an option for an Team Member who acknowledges
a chemical dependency and voluntarily seeks treatment to end that dependency.

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Acknowledgement of Receipt

I have received my copy of the Company's Team Member Handbook. I understand and acknowledge that it is my
responsibility to read and familiarize myself with the policies and procedures contained in the Handbook.

I understand that except for employment at-will status, any and all policies or practices can be changed at any time by
the Company. The Company reserves the right to change my hours, wages, and/or terms and conditions of
employment at any time in its sole discretion. I understand and acknowledge that other than the President, no
supervisor or representative of the Company has authority to enter into any agreement, express or implied, for
employment for any specific period of time, or to make any agreement for employment other than at-will; only the
Vice President, Human Resources has the authority to make any such agreement and then only in writing, signed by
the Vice President, Human Resources and me.

I understand and acknowledge that nothing in the Team Member Handbook creates or is intended to create a contract,
promise or representation of continued employment and that employment at the Company is employment at-will;
employment may be terminated at the will of either the Company or me, with or without cause or advance notice. My
signature certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement
between The Company and me concerning the duration of my employment and the circumstances under which my
employment may be terminated.

Team Member’s signature_____________________________________
Team Member’s printed name__________________________________

Date ________________

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The Sacramento Kings Team Member Handbook

Acknowledgement of Receipt
– for Personnel File

I have received my copy of the Company's Team Member Handbook. I understand and acknowledge that it is my
responsibility to read and familiarize myself with the policies and procedures contained in the Handbook.

I understand that except for employment at-will status, any and all policies or practices can be changed at any time by
the Company. The Company reserves the right to change my hours, wages, and/or terms and conditions of
employment at any time in its sole discretion. I understand and acknowledge that other than the President, no
supervisor or representative of the Company has authority to enter into any agreement, express or implied, for
employment for any specific period of time, or to make any agreement for employment other than at-will; only the
Vice President, Human Resources has the authority to make any such agreement and then only in writing, signed by
the Vice President, Human Resources and me.

I understand and acknowledge that nothing in the Team Member Handbook creates or is intended to create a contract,
promise or representation of continued employment and that employment at the Company is employment at-will;
employment may be terminated at the will of either the Company or me, with or without cause or advance notice. My
signature certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement
between the Company and me concerning the duration of my employment and the circumstances under which my
employment may be terminated.

Team Member’s signature_____________________________________
Team Member’s printed name__________________________________

Date ________________

Please sign and date this page. It will be placed in your personnel file.

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