American Valet Company

Revised 05.30.14

American Valet Company

Employee Handbook

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Table of Contents

Introduction--------------------------------------------------------------------------- 4-7
American Valet History----------------------------------------------------- 6
Mission Statement------------------------------------------------------------ 6
Purpose of the Employee Handbook-------------------------------------- 7
Right to Revise--------------------------------------------------------------- 7
Open Door Policy------------------------------------------------------------ 8

Benefits Guidelines----------------------------------------------------------------- 8-18
Workers Compensation------------------------------------------------------9
Personal Leave---------------------------------------------------------------- 9
Jury Duty----------------------------------------------------------------------- 9
Employee Assistance Program (EAP) ------------------------------------9
Family & Medical Leave of Absence (FMLA) ------------------------- 10
Military Leave----------------------------------------------------------------- 18

Compensation Guidelines---------------------------------------------------------- 19-22
Employment Categories----------------------------------------------------- 19
Overtime------------------------------------------------------------------------ 19
Reporting Time----------------------------------------------------------------20
Tips Reporting-----------------------------------------------------------------20
Pay Periods-------------------------------------------------------------------- 21
Payroll Deductions------------------------------------------------------------21
Direct Deposit of Paycheck--------------------------------------------------22
Change in Status-------------------------------------------------------------- 22

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Employment Guidelines------------------------------------------------------------ 22-33
At-Will Employment Status------------------------------------------------ 22
Nature of Employment------------------------------------------------------ 22
Introductory Period---------------------------------------------------------- 23
Background Check----------------------------------------------------------- 23
Motor Vehicle Check--------------------------------------------------------- 23
Equal Employment Opportunity------------------------------------------ 24
Anti-Harassment & Sexual Harassment--------------------------------- 24
Anti-Violence------------------------------------------------------------------ 26
Gambling----------------------------------------------------------------------- 26
Substance Abuse-------------------------------------------------------------- 26
Cell Phone Use---------------------------------------------------------------- 27
Electronic Communications------------------------------------------------ 28
Public Internet Communications------------------------------------------ 29
Employment of Minors------------------------------------------------------ 31
Employment of Relatives---------------------------------------------------- 31
Fraternization----------------------------------------------------------------- 31
Non-Solicitation--------------------------------------------------------------- 32
Performance Evaluation---------------------------------------------------- 32
Personnel File Review--------------------------------------------------------33

Performance Expectations---------------------------------------------------------- 33-35
Appropriate Dress & Grooming------------------------------------------- 33
Tobacco Use-------------------------------------------------------------------- 35
Attendance and Punctuality ----------------------------------------------- 35
Use of Company Property & Vehicles------------------------------------ 36

Emergencies--------------------------------------------------------------------------- 36
Conflict of Interest & Confidentiality-------------------------------------------- 37

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Progressive Discipline Program--------------------------------------------------- 42
Termination of Employment------------------------------------------------------- 45

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WELCOME

Welcome to American Valet!

We are delighted to have you as part of our organization and part of our team.

We believe our people are the key to our success and the continued growth of our
organization. All the other elements, machines, equipment and other resources are of
little significance without the people to use them effectively. As you join us, it is
important to understand your most important function is to become a contributing
member of our team, aiding all of us in achieving our goals.

Our goal is to provide unsurpassed guest services nationwide in the hospitality industry
including hotels, hospitals, casinos, restaurants, malls, and special events. Together we
are committed to create a gratifying and pleasurable experience for our customers and
employees.

Our vision is that as an American Valet employee, you pledge to provide Five Star
Service during each interaction. It is our commitment to excellence that sets us apart.
With great people, specialized services and state of the art equipment and technology,
American valet understands what it takes to provide our clients with the best parking
services possible.

We are a company that is expanding and constantly moving forward to new and
different challenges. THANK YOU FOR CHOOSING US!

On behalf of the management team and myself, I welcome you and hope your
relationship with us is a gratifying experience.

Mike Pendergraft
President

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AMERICAN VALET HISTORY

Mike Pendergraft worked part time through high school as a valet. It was a job he
mastered quickly, earning extra cash and a taste for business at the same time. His
entrepreneurial spirit bit him at the age of 18, when he broke out on his own. He
achieved the ever prestigious Phoenix Country Club as his first client, earning several
more over the following two years. Mike’s parents are friendly faces around the office.
Lynda, his mother helps out with accounts payables and receivables. John
Pendergraft, a master craftsman has designed much of the valet equipment still in
place at American Valet. In 1990 his sister Shawn Cunningham joined the company
after graduating from Arizona State University. Together they have grown the company
to approximately 500 employees in the southwest.

MISSION STATEMENT

We provide unsurpassed guest services nationwide in the hospitality industry including
hotels, hospitals, casinos, restaurants, malls, and special events. Together we are
committed to create a gratifying and pleasurable experience for our customers and
employees.

Our Core Values
 Integrity: Honesty and Consistency in all Relationships
 Excellence: Highest Standards of Quality Care and Service
 Pride: Providing Excellent Work Habits to Ensure Proper Services

Our Vision
As an American Valet employee, I pledge to provide Five Star Service during each
interaction. It is our commitment to excellence that sets us apart. With great people,
specialized services and state of the art equipment and technology, American Valet
understands what it takes to provide our clients with the best parking service possible.

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PURPOSE OF THE EMPLOYEE HANDBOOK

The purpose of the Employee handbook is to help you get better acquainted with
American Valet. You should become familiar with the contents of the handbook since it
provides you with information regarding your employment, employee benefits and
company policies.

American Valet reserves the right to amend, add, or change the policies, protocols,
procedures and/or Employee benefits listed or offered in the Handbook. If you have
any questions about this Handbook, please contact a Human Resources
Representative.

The handbook is designed so that as policies and benefit plans change or new ones
are implemented; additional pages will be distributed to you.

If at any time the information in your handbook differs from a more current company
policy or benefit, the more current policy or benefit shall take precedent. Please note
that only the President of American Valet may modify any policy in the handbook.

Should you have questions or need further clarification of any information in the
handbook, please contact your Account Manager or the Human Resources
Department.

RIGHT TO REVISE

This employee handbook contains the employment policies and practices of the
American Valet Company in effect at the time of publication. All previously issued
handbooks and any inconsistent policy statements or memoranda are superseded.

The Company reserves the right to revise, modify, delete, or add to any and all policies,
procedures, work rules, or benefits stated in this handbook or in any other document,
except for the policy of at-will employment. However, any such changes must be in
writing and must be signed by the president of the Company.

Any written changes to this handbook will be distributed to all employees so that
employees will be aware of the new policies or procedures. No oral statements or
representations can in any way alter the provisions of this handbook.

Nothing in this employee handbook or in any other personnel document, including
benefit plan descriptions, creates or is intended to create a promise or representation of
continued employment for any employee.

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OPEN DOOR POLICY

It is the philosophy of American Valet to provide open communication as an avenue by
which employees can pursue answers to their questions regarding their employment
and benefits. The purpose is to ensure that employees may communicate their
concerns, complaints or suggestions to all levels of management of American Valet.
Most problems will be resolved informally, between you and your immediate supervisor
and co-worker(s), if applicable. However, should the problem continue to exist, you are
encouraged to communicate your concerns to the next level of management or a
representative of the Human Resources Department.
Please remember; communicate your problem to the appropriate supervisor. American
Valet can’t help you find a solution if we don’t know about it.

WORKERS COMPENSATION

It is the intention of American Valet to provide a safe and healthy working environment
and to establish and insist upon safe practices at all times by all employees.
Just as your job is a full time responsibility so is your safety. You must be constantly on
the alert for dangerous situations. Injuries don’t always happen to “the other person.”
Be reminded, working while under the influence of drugs and/or intoxicating beverages
is prohibited. You will be tested for drugs and or alcohol should you be injured on the
job and sent to the designated medical facility for treatment.

WHAT TO DO IF YOU ARE INJURED ON THE JOB

Because we are very concerned about your safety we have established the following
procedures:
If you are injured on the job:

 Notify AVC Corp Office or Emergency On-Call Manager
 You will be provided with an authorization for medical treatment if necessary.

You will be advised which designated medical facility to report to as soon as
possible.

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PERSONAL LEAVE OF ABSENCE

If you are a regular full time employee with one year of continuous service, you may
request a personal leave of absence without pay up to a maximum of 30 days. An
extension beyond 30 days may be considered on an individual basis. Personal Leave
of Absence is not allowed during the months of December or March.

The Human Resource Department must approve a personal leave of absence in
advance.

Failure to report to work following the ending date of the personal leave may result in
disciplinary action, including termination of employment, other than FMLA, ADA, and
Military Leave. If the employee was on leave for more than 90 days, the employee will
be required to pass a background check, prior to returning to work.

JURY DUTY

American Valet encourages employees to fulfill their civic duties by serving as a juror.
While American Valet is compliant with federal law to hold an employee’s position while
they serve on a jury, it is not within the company’s practice to offer paid time while
serving on a jury.

The employee must provide verification from the “clerk of courts” that verifies any days
served on a jury. Employees need to notify their supervisor immediately should they
receive a jury duty summons. Contact the HR Department, should you need a letter
reporting your income and desire to be excused from jury duty.

Should an employee be required to attend a legal proceeding on behalf of American
Valet, the employee will be reimbursed at their regular rate of pay.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Through the employee assistance program (EAP), American Valet provides confidential
access to professional counseling services. The EAP, available to all employees and
their immediate family members, offers problem assessment, short-term counseling
and referral to appropriate community and private services. This service is provided on
behalf of American Valet by Employee Benefit Exchange.

The EAP is strictly confidential and is designed to safeguard an employee’s privacy and
rights. Contacts to and information given to the EAP counselor may be released to
American Valet only if requested by the employee in writing. There is no cost for an
employee to consult with an EAP counselor. If further counseling is necessary, the EAP
counselor will outline community and private services available. The counselor will also
let employees know whether any costs associated with private services may be covered
by their health insurance plan. Costs that are not covered are the responsibility of the
employee.

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FAMILY & MEDICAL LEAVE OF ABSENCE (FMLA)

American Valet will comply with the Family and Medical Leave Act implementing
Regulations as revised effective January 16, 2009. The company posts the mandatory
FMLA Notice and upon hire provides all new employees with notices required by the
U.S. Department of Labor (DOL) on Employee Rights and Responsibilities under the
Family and Medical Act in the employee break area at the main office, and in the
Account Manager notebook at all client locations.

The function of this policy is to provide employees with a general description of their
FMLA rights. In the event of any conflict between this policy and the applicable law,
employees will be afforded all rights required by law.

If you have any questions, concerns, or disputes with this policy contact our Human
Resources Manager in writing.

General Provisions:

Under this policy, American Valet will grant up to 12 weeks (or up to 26 weeks of
military caregiver leave to care for a covered service member with a serious injury or
illness) during a 12-month period to eligible employees. The leave may be paid, unpaid
or a combination of paid and unpaid leave, depending on the circumstances of the
leave and as specified in this policy. Employees must use all paid time available prior to
taking unpaid leave concurrent with FMLA time.

Eligibility:

To qualify to take family or medical leave under this policy, the employee must meet all
of the following conditions:
1. The employee must have worked for the company for 12 months or 52 weeks. The

12 months or 52 weeks need not have been consecutive. Separate periods of
employment will be counted, provided that the break in service does not exceed
seven years. Separate periods of employment will be counted if the break in service
exceeds seven years due to National Guard or Reserve military service obligations
or when there is a written agreement, including a collective bargaining agreement,
stating the employer’s intention to rehire the employee after the service break. For
eligibility purposes, an employee will be considered to have been employed for an
entire week even if the employee was on the payroll for only part of a week or if the
employee is on leave during the week.

2. The employee must have worked at least 1,250 hours during the 12-month period
immediately before the date when the leave is requested to commence. The
principles established under the Fair Labor Standards Act (FLSA) determine the
number of hours worked by an employee. The FLSA does not include time spent on
paid or unpaid leave as hours worked. Consequently, these hours of leave should
not be counted in determining the 1,250 hours eligibility test for an employee under
FMLA.

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3. The employee must work in a worksite where 50 or more employees are employed
by the company within 75 miles of that office or worksite. The distance is to be
calculated by using available transportation by the most direct route.

Type of Leave Covered:

To qualify as FMLA leave under this policy, the employee must be taking leave for one
of the reasons listed below:

 The birth of a child and in order to care for that child.
 The placement of a child for adoption or foster care and to care for the newly

placed child.
 To care for a spouse, child or parent with a serious health condition

(described below).
 The serious health condition (described below) of the employee.
 An employee may take leave because of a serious health condition that

makes the employee unable to perform the functions of the employee's
position.

A serious health condition is defined as a condition that requires inpatient care at a
hospital, hospice or residential medical care facility, including any period of incapacity
or any subsequent treatment in connection with such inpatient care or a condition that
requires continuing care by a licensed health care provider.

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

Employees with questions about what illnesses are covered under this FMLA policy or
under the company's sick leave policy are encouraged to consult with the Human
Resource Manager.

If an employee takes paid sick leave for a condition that progresses into a serious
health condition and the employee requests unpaid leave as provided under this policy,
the company may designate all or some portion of related leave taken as leave under
this policy, to the extent that the earlier leave meets the necessary qualifications.

Qualifying exigency leave for families of members of the National Guard or Reserves or
of a regular component of the Armed Forces when the covered military member is on
covered active duty or called to covered active duty.

An employee whose spouse, son, daughter or parent either has been notified of an
impending call or order to covered active military duty or who is already on covered
active duty may take up to 12 weeks of leave for reasons related to or affected by the
family member’s call-up or service.

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The qualifying exigency must be one of the following: 1) short-notice deployment, 2)
military events and activities, 3) child care and school activities, 4) financial and legal
arrangements, 5) counseling, 6) rest and recuperation, 7) post-deployment activities
and 8) additional activities that arise out of active duty, provided that the employer and
employee agree, including agreement on timing and duration of the leave.

“Covered active duty” means:

 In the case of a member of a regular component of the Armed Forces, duty
during the deployment of the member with the Armed Forces to a foreign
country; and

 In the case of a member of a reserve component of the Armed Forces, duty
during the deployment of the member with the Armed Forces to a foreign
country under a call or order to active duty under a provision of law referred
to in section 101(a)(13)(B) of title 10, United States Code.

 The leave may commence as soon as the individual receives the call-up
notice. (Son or daughter for this type of FMLA leave is defined the same as
for child for other types of FMLA leave except that the person does not have
to be a minor.) This type of leave would be counted toward the employee’s
12-week maximum of FMLA leave in a 12-month period.

 Military caregiver leave (also known as covered servicemember leave) to care
for an injured or ill servicemember or veteran.

 An employee whose son, daughter, parent or next of kin is a covered
servicemember may take up to 26 weeks in a single 12-month period to take
care of leave to care for that servicemember.

“Next of kin” is defined as the closest blood relative of the injured or recovering
servicemember.

The term “covered servicemember” means:

 A member of the Armed Forces (including a member of the National Guard or
Reserves) who is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status, or is otherwise on the temporary disability
retired list, for a serious injury or illness; or

 A veteran who is undergoing medical treatment, recuperation, or therapy, for
a serious injury or illness and who was a member of the Armed Forces
(including a member of the National Guard or Reserves) at any time during
the period of 5 years preceding the date on which the veteran undergoes that
medical treatment, recuperation, or therapy.

The term “serious injury or illness”:

 In the case of a member of the Armed Forces (including a member of the
National Guard or Reserves), means an injury or illness that was incurred by
the member in line of duty on active duty in the Armed Forces (or existed
before the beginning of the member’s active duty and was aggravated by
service in line of duty on active duty in the Armed Forces) and that may
render the member medically unfit to perform the duties of the member’s
office, grade, rank, or rating; and

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 In the case of a veteran who was a member of the Armed Forces (including a
member of the National Guard or Reserves) at any time during a period when
the person was a covered servicemember, means a qualifying (as defined by
the Secretary of Labor) injury or illness that was incurred by the member in
line of duty on an active duty in the Armed Forces (or existed before the
beginning of the member’s active duty and was aggravated by service in line
of duty on active duty in the Armed Forces) and that manifested itself before
or after the member became a veteran.

Amount of Leave

An eligible employee can take up to 12 weeks for the FMLA circumstances (1) through
(5) above under this policy during any 12-month period. The company will measure the
12-month period as a rolling 12-month period measured backward from the date an
employee uses any leave under this policy. Each time an employee takes leave, the
company will compute the amount of leave the employee has taken under this policy in
the last 12 months and subtract it from the 12 weeks of available leave, and the
balance remaining is the amount the employee is entitled to take at that time.

An eligible employee can take up to 26 weeks for the FMLA circumstance (6) above
(military caregiver leave) during a single 12-month period. For this military caregiver
leave, the company will measure the 12-month period as a rolling 12-month period
measured forward. FMLA leave already taken for other FMLA circumstances will be
deducted from the total of 26 weeks available.

If a husband and wife both work for the company and each wishes to take leave for the
birth of a child, adoption or placement of a child in foster care, or to care for a parent
(but not a parent "in-law") with a serious health condition, the husband and wife may
only take a combined total of 12 weeks of leave. If a husband and wife both work for the
company and each wishes to take leave to care for a covered injured or ill
servicemember, the husband and wife may only take a combined total of 26 weeks of
leave.

Employee Status and Benefits During Leave

While an employee is on leave, the company will continue the employee's health
benefits during the leave period at the same level and under the same conditions as if
the employee had continued to work.

If the employee chooses not to return to work for reasons other than a continued
serious health condition of the employee or the employee's family member or a
circumstance beyond the employee's control, the company will require the employee to
reimburse the company the amount it paid for the employee's health insurance
premium during the leave period.

Under current company policy, the employee pays a portion of the health care
premium. While on paid leave, the employer will continue to make payroll deductions to
collect the employee's share of the premium. While on unpaid leave, the employee
must continue to make this payment, either in person or by mail. The payment must be
received in the Accounting Department by the ______ day of each month.

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If the payment is more than 30 days late, the employee's health care coverage may be
dropped for the duration of the leave. The employer will provide 15 days' notification
prior to the employee's loss of coverage.

If the employee contributes to a life insurance or disability plan, the employer will
continue making payroll deductions while the employee is on paid leave. While the
employee is on unpaid leave, the employee may request continuation of such benefits
and pay his or her portion of the premiums, or the employer may elect to maintain such
benefits during the leave and pay the employee's share of the premium payments. If
the employee does not continue these payments, the employer may discontinue
coverage during the leave. If the employer maintains coverage, the employer may
recover the costs incurred for paying the employee's share of any premiums, whether or
not the employee returns to work.

Employee Status After Leave

An employee who takes leave under this policy may be asked to provide a fitness for
duty (FFD) clearance from the health care provider. This requirement will be included in
the employer’s response to the FMLA request. Generally, an employee who takes
FMLA leave will be able to return to the same position or a position with equivalent
status, pay, benefits and other employment terms. The position will be the same or one
which is virtually identical in terms of pay, benefits and working conditions. The
company may choose to exempt certain key employees from this requirement and not
return them to the same or similar position.

Use of Paid and Unpaid Leave

An employee who is taking FMLA leave because of the employee's own serious health
condition or the serious health condition of a family member must use all paid vacation,
personal or sick leave prior to being eligible for unpaid leave. Sick leave may be run
concurrently with FMLA leave if the reason for the FMLA leave is covered by the
established sick leave policy.

Disability leave for the birth of the child and for an employee's serious health condition,
including workers' compensation leave (to the extent that it qualifies), will be designated
as FMLA leave and will run concurrently with FMLA. An employee who is taking leave
for the adoption or foster care of a child must use all paid vacation, personal or family
leave prior to being eligible for unpaid leave.

An employee who is using military FMLA leave for a qualifying exigency must use all
paid vacation and personal leave prior to being eligible for unpaid leave. An employee
using FMLA military caregiver leave must also use all paid vacation, personal leave or
sick leave (as long as the reason for the absence is covered by the company’s sick
leave policy) prior to being eligible for unpaid leave.

Intermittent Leave or a Reduced Work Schedule

The employee may take FMLA leave in 12 consecutive weeks, may use the leave
intermittently (take a day periodically when needed over the year) or, under certain
circumstances, may use the leave to reduce the workweek or workday, resulting in a
reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks
(or 26 workweeks to care for an injured or ill servicemember over a 12-month period).

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The company may temporarily transfer an employee to an available alternative position
with equivalent pay and benefits if the alternative position would better accommodate
the intermittent or reduced schedule, in instances of when leave for the employee or
employee's family member is foreseeable and for planned medical treatment, including
recovery from a serious health condition or to care for a child after birth, or placement
for adoption or foster care.

For the birth, adoption or foster care of a child, the company and the employee must
mutually agree to the schedule before the employee may take the leave intermittently or
work a reduced hour schedule. Leave for birth, adoption or foster care of a child must
be taken within one year of the birth or placement of the child.

If the employee is taking leave for a serious health condition or because of the serious
health condition of a family member, the employee should try to reach agreement with
the company before taking intermittent leave or working a reduced hour schedule. If this
is not possible, then the employee must prove that the use of the leave is medically
necessary.

Certification for the Employee’s Serious Health Condition

The company will require certification for the employee’s serious health condition. The
employee must respond to such a request within 15 days of the request or provide a
reasonable explanation for the delay. Failure to provide certification may result in a
denial of continuation of leave. Medical certification will be provided using the DOL
Certification of Health Care Provider for Employee’s Serious Health Condition/

The company may directly contact the employee’s health care provider for verification
or clarification purposes using a health care professional, an HR professional, leave
administrator or management official. The company will not use the employee’s direct
supervisor for this contact. Before the company makes this direct contact with the
health care provider, the employee will be a given an opportunity to resolve any
deficiencies in the medical certification. In compliance with HIPAA Medical Privacy
Rules, the company will obtain the employee’s permission for clarification of individually
identifiable health information.

The company has the right to ask for a second opinion if it has reason to doubt the
certification. The company will pay for the employee to get a certification from a second
doctor, which the company will select. The company may deny FMLA leave to an
employee who refuses to release relevant medical records to the health care provider
designated to provide a second or third opinion. If necessary to resolve a conflict
between the original certification and the second opinion, the company will require the
opinion of a third doctor. The company and the employee will mutually select the third
doctor, and the company will pay for the opinion. This third opinion will be considered
final. The employee will be provisionally entitled to leave and benefits under the FMLA
pending the second and/or third opinion.

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Certification for the Family Member’s Serious Health Condition

The company will require certification for the family member’s serious health condition.
The employee must respond to such a request within 15 days of the request or provide
a reasonable explanation for the delay. Failure to provide certification may result in a
denial of continuation of leave. Medical certification will be provided using the DOL
Certification of Health Care Provider for Family Member’s Serious Health Condition.

The company may directly contact the employee’s family member’s health care provider
for verification or clarification purposes using a health care professional, an HR
professional, leave administrator or management official. The company will not use the
employee’s direct supervisor for this contact. Before the company makes this direct
contact with the health care provider, the employee will be a given an opportunity to
resolve any deficiencies in the medical certification. In compliance with HIPAA Medical
Privacy Rules, the company will obtain the employee’s family member’s permission for
clarification of individually identifiable health information.

The company has the right to ask for a second opinion if it has reason to doubt the
certification. The company will pay for the employee’s family member to get a
certification from a second doctor, which the company will select. The company may
deny FMLA leave to an employee whose family member refuses to release relevant
medical records to the health care provider designated to provide a second or third
opinion. If necessary to resolve a conflict between the original certification and the
second opinion, the company will require the opinion of a third doctor. The company
and the employee will mutually select the third doctor, and the company will pay for the
opinion. This third opinion will be considered final. The employee will be provisionally
entitled to leave and benefits under the FMLA pending the second and/or third opinion.

Certification of Qualifying Exigency for Military Family Leave

The company will require certification of the qualifying exigency for military family leave.
The employee must respond to such a request within 15 days of the request or provide
a reasonable explanation for the delay. Failure to provide certification may result in a
denial of continuation of leave. This certification will be provided using the DOL
Certification of Qualifying Exigency for Military Family Leave.

Certification for Serious Injury or Illness of Covered Servicemember for Military
Family Leave

The company will require certification for the serious injury or illness of the covered
servicemember. The employee must respond to such a request within 15 days of the
request or provide a reasonable explanation for the delay. Failure to provide
certification may result in a denial of continuation of leave. This certification will be
provided using the DOL Certification for Serious Injury or Illness of Covered
Servicemember.

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Recertification
The company may request recertification for the serious health condition of the
employee or the employee’s family member no more frequently than every 30 days and
only when circumstances have changed significantly, or if the employee receives
information casting doubt on the reason given for the absence, or if the employee seeks
an extension of his or her leave. Otherwise, the company may request recertification for
the serious health condition of the employee or the employee’s family member every six
months in connection with an FMLA absence. The company may provide the
employee’s health care provider with the employee’s attendance records and ask
whether need for leave is consistent with the employee’s serious health condition.
Procedure for Requesting FMLA Leave
All employees requesting FMLA leave must provide verbal or written notice of the need
for the leave to the HR Manager. Within five business days after the employee has
provided this notice, the HR Manager will complete and provide the employee with the
DOL Notice of Eligibility and Rights.
When the need for the leave is foreseeable, the employee must provide the employer
with at least 30 days' notice. When an employee becomes aware of a need for FMLA
leave less than 30 days in advance, the employee must provide notice of the need for
the leave either the same day or the next business day. When the need for FMLA leave
is not foreseeable, the employee must comply with the company’s usual and customary
notice and procedural requirements for requesting leave, absent unusual
circumstances.
Designation of FMLA Leave
Within five business days after the employee has submitted the appropriate certification
form, the HR manager will complete and provide the employee with a written response
to the employee’s request for FMLA leave using the DOL Designation Notice.
Intent to Return to Work From FMLA Leave
On a basis that does not discriminate against employees on FMLA leave, the company
may require an employee on FMLA leave to report periodically on the employee’s
status and intent to return to work

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MILITARY LEAVE

An employee who enters the Armed Forces of the United States will be placed on an
extended leave without pay in accordance with applicable federal laws. Upon
completion of military service, the employee will be reinstated with full seniority to
his/her former position or to a comparable position if application for reemployment is
made within 90 calendar days of release from military service or hospitalization
following such service.
Annual Military Reservist Leave:
If you are a member in the military reserves of the United States and are required to
attend annual military training, you will be placed on a leave of absence and given time
off for up to 10 working days annually to fulfill that military obligation. Employees must
notify their supervisor and provide copies of their military orders prior to their leave. If
you are called to active duty due to a national emergency, you will be placed on a non-
paid leave of absence status during the emergency. Employees must notify their
supervisor and provide copies of their military orders prior to their leave.

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EMPLOYMENT CATEGORIES

Full Time Employee
You are considered to be a full time employee if you are regularly scheduled to work
thirty-two (32) or more hours per week.

Part Time Employee
You are considered to be a part time employee if you are regularly scheduled to work
less than 32 hours per week.

Classifications and Overtime
American Valet follows the guidelines as set forth by the Fair Labor Standards Act to
determine who meets, or does not meet, exemption from overtime status. The
classifications used at American Valet are as follows:

 Exempt: Some positions are classified as “exempt”. This term refers to
positions that are “exempt” from being paid for any hours worked exceeding 40
in a normal workweek. Even though these positions are exempt from overtime,
American Valet does require all exempt employees to notify management of time
off related to personal days, sick days, vacation, etc.

 Arizona Hourly: As an hourly employee, you will receive one and a half time
your pay for all hours worked over 40 hours in a normal workweek. American
Valet requires all hourly employees to complete time sheets or clock in and out in
the appropriate work areas.

 New Mexico Hourly: As an hourly employee, you will receive one and a half
time your pay for all hours worked over 40 hours in a normal workweek.
American Valet requires all hourly employees to complete time sheets or clock in
and out in the appropriate work areas.

OVERTIME

Any overtime worked by an American Valet Company employee must be approved IN
ADVANCE by your Division Manager. You are responsible for keeping track of your
hours worked.

Overtime includes any hours worked over 40 hours in one week (Sunday through
Saturday).

If it is necessary to work overtime, you must receive approval from your immediate
supervisor prior to working the overtime. Failure to obtain proper approval may result
in disciplinary action, even though you will be paid for the overtime hours in accordance
with the law. For hourly employees’ overtime is calculated at 1½ times your regular
hourly rate.

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REPORTING TIME WORKED

Accurate recording of time worked and absence from work is the responsibility of every
employee. All American Valet employees must complete and sign a time card that is
signed by their immediate supervisor. If it is necessary to make corrections or
modifications to the time card, both the employee and supervisor must initial the
changes.

Tampering, altering or falsifying time records, failure to timely turn in a completed time
card, or recording time on another employee’s time record, will result in disciplinary
action, up to and including termination.

TIP REPORTING

Accurate reporting of tips is the responsibility of every tipped employee. You must
report tips to American Valet so that:

 American Valet can withhold federal income tax and social security, Medicare, or
Additional Medicare,

 American Valet can report the correct amount of your earnings to the Social
Security Administration (which affects your benefits when you retire or if you
become disabled, or your family's benefits if you die), and

 You can avoid the IRS penalty penalty for not reporting tips to your employer
equal to 50% of the social security, Medicare, or Additional Medicare you owe on
the unreported tips.

Report all cash, check, and debit and credit card tips you receive on your Timecard. If
you participate in a tip-splitting or tip-pooling arrangement, you must report the tips you
receive and retain. Do not report the value of any noncash tips, such as tickets or
passes as you do not pay social security or Medicare on these tips.

Under federal law, employers may pay tipped employees less than the minimum wage,
as long as employees receive enough in tips to make up the difference. This is called a
"tip credit.” The tip credit claimed by American Valet cannot exceed the amount of tips
actually received by the tipped employee. If you don't earn enough in tips during a
given shift to bring your total compensation up to at least the applicable minimum wage,
American Valet will make up the difference.

Note: All tips received by the tipped employee are to be retained by the employee
except for a valid tip pooling arrangement limited to employees who customarily and
regularly receive tips and the tip credit will not apply to any tipped employee unless the
employee has been informed of these tip credit provisions.

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Arizona
 The basic combined cash and tipped minimum wage rate as of January 2014 is
$7.90.
 The minimum amount of cash wage the tipped employee is to be paid is $4.90
per hour.
 The additional amount claimed by the employer as a tip credit cannot exceed
$3.00 (the different between minimum required cash wage of $4.90 and the
current minimum wage of $7.90).

New Mexico
 The basic combined cash and tipped minimum wage rate as of January 2014 is
$7.50.
 The minimum amount of cash wage the tipped employee is paid is $2.13 per
hour.
 The additional amount claimed by the employer as a tip credit cannot exceed
$5.37 (the different between minimum required cash wage of $2.13 and the
current minimum wage of $7.50).
 If your total tips for any 1 month are less than $30, do not report the tips for that
month.

PAY PERIODS

The American Valet pay period begins on Sunday morning and extends for two weeks
through Saturday night. Pay Day is every other Friday. Paychecks are available for
pick-up at the American Valet Co. office on Friday between 3:00 pm and 4:30 pm. Out
of the Phoenix area, paychecks may be picked up at designated account locations on
Payday. All checks not picked up will be mailed on Friday night or credited to bank
accounts if direct deposit applies.

PAYROLL DEDUCTIONS

American Valet is required to make certain deductions from your earnings. Amounts
withheld may vary according to how much you earn and your designated W-4
withholding allowances. Mandated withholdings include such things as federal and state
taxes, if any, income taxes, social security taxes and Medicare taxes.

In addition to standard payroll deductions, American Valet is required by law to comply
with certain court orders, liens, or wage assignments and to make payroll deductions
pursuant to those orders. Other deductions would include uniform expense deductions,
deducting only on hours worked where the wage is above minimum wage (AZ only).

It is important for you to review your payroll deductions and if there is an error,
immediately notify the Payroll Manager.

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DIRECT DEPOSIT OF PAYCHECK

American Valet is pleased to offer the convenience of direct deposit of your payroll
check. This benefit enables American Valet employees to have their paychecks
deposited directly into their checking or savings account each payday.

You are eligible to participate in this benefit immediately; however, direct deposit takes
at least two to three full pay periods to confirm accuracy of your account.

If you wish to participate in this program, please contact the Payroll Department for the
necessary enrollment forms.

CHANGE OF STATUS

It is your responsibility to notify your supervisor and American Valet immediately if you
change your name, address, phone number, or e-mail address. This information can
be submitted via e-mail or by phone. Important tax information such as marital status
or number of dependents can only be changed by completing a new tax (W-4, I-9, etc.)
form and submitting it to the Payroll Department. All personal information will be
maintained in a confidential manner.

AT WILL EMPLOYMENT STATUS

American Valet Company personnel are employed on an at-will basis. Employment at-
will may be terminated with or without cause and with or without notice at any time by
the employee or the Company. Nothing in this handbook shall limit the right to terminate
at-will employment. No manager, supervisor, or employee of the Company has any
authority to enter into an agreement for employment for any specified period of time or
to make an agreement for employment on other than at-will terms. Only the President
of the Company has the authority to make any such agreement, which is binding only if
it is in writing.

NATURE OF EMPLOYMENT

The Employee Handbook provides guidelines to be followed and is not an employee
contract, and none of the policies described in this manual should be construed as
being a part of an employment contract. The Employee Handbook is for information
purposes only.

Since employment at American valet is based on mutual consent, both the employee
and the employer have a right to terminate the employment relationship at will, with or
without cause, with our without notice, at any time.

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INTRODUCTORY PERIOD

The first ninety (90) days of your employment is an introductory period. During this
period, your manager will be evaluating your skills, productivity and teamwork.
Simultaneously, you should be evaluating the position to determine whether the position
meets with your expectations as well. During the introductory period, you are eligible
only for those benefits required by law, such as Worker’s Compensation Insurance and
Social Security.

At any time, American Valet may terminate your employment if your job performance
has been unsatisfactory.

As mentioned in the employment at-will section of this handbook, the employment
relationship is, and will always remain an at-will relationship.

BACKGROUND CHECK

A criminal background check is conducted before hiring an employee. American Valet
may also conduct a background check, after official start date, to verify suitability for
continued employment. Before any background check is performed by a credit
reporting agency, American Valet will provide the employee a separate notice of the
planned background check.

American Valet requires employees to report any criminal convictions to the American
Valet Human Resources Department within 48 hours of notice of the conviction.
American Valet reserves the right to discharge an employee following a conviction that
reflects on the employee’s suitability for the position. American Valet may request
consent to verify convictions disclosed by the employee.

MOTOR VEHICLE CHECK

A motor vehicle check is conducted before hiring an employee. American Valet may
also conduct a motor vehicle check, after official start date, to verify suitability for
continued employment. Before any motor vehicle check is performed by a credit
reporting agency, American Valet will provide the employee a separate notice of the
planned motor vehicle check.

American Valet requires employees to report any criminal convictions to the American
Valet Human Resources Department within 48 hours of notice of the conviction.
American Valet reserves the right to discharge an employee following a conviction that
reflects on the employee’s suitability for the position. American Valet may request
consent to verify convictions disclosed by the employee.

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EQUAL EMPLOYMENT OPPORTUNITY

American Valet provides equal opportunity to all qualified employees, and applicants for
employment, without regard to race, color, religion, sex, gender, pregnancy, national
origin, creed, ethnic background, citizenship, age (40 and over), marital status, sexual
orientation, military service, veteran status, handicap or mental or physical disability, or
any other class employee that is protected by federal, state, or local laws. This
includes, but is not limited to, the following:

 Recruitment, hiring, promoting, advancement, upgrading or transferring
employees.

 Pay and other forms of compensation.
 Benefits, including American Valet provided training and development,

education, social and recreational programs.
 Making reasonable accommodation under the Americans with Disabilities Act

(“ADA”).
 Work force reduction or termination.

American Valet is fully committed to making any reasonable accommodation that would
allow an otherwise qualified person to perform the essential functions of a job.
Requests for a reasonable accommodation should be made to management or the
Human Resources Department.

All American Valet employees and applicants are protected from coercion, intimidation,
discrimination and retaliation for making a report or participating in an investigation
pertaining to these issues. Any employee who experiences such activity should report it
immediately to his/her supervisor or a Human Resources Representative.

ANTI HARASSMENT

American Valet is committed to providing a work environment that is free of all forms of
unlawful harassment and discrimination. In keeping with this commitment, we maintain
a strict policy prohibiting all forms of unlawful harassment and discrimination in the
workplace, including sexual harassment.

Unwelcome sexual advances, requests for sexual favors, and other verbal, physical or
visual conduct of a sexual or harassing nature constitute unlawful harassment if:

 Submission to such conduct is made an explicit or implicit term or condition of
employment.

 Submission to or rejection of such conduct is used as the basis for
employment decisions affecting an individual or

 Such conduct has the purpose or effect of either unreasonably interfering
with an individual’s work performance or creating an intimidating, hostile, or
offensive working environment.

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Examples of such conduct which violate this policy include, but are not limited to:

 Requests for sexual favors.
 Offensive or unwelcome sexual flirtations, advances or propositions.
 Verbal abuse of a sexual nature.
 Graphic or verbal commentaries about an individual’s body.
 Sexually degrading words used to describe an individual.
 Sexually oriented jokes or offensive literature.
 Slurs, gestures, offensive posters, cartoons, pictures, or drawing.
 Unwelcome physical touching of others.

Sexual harassment does not refer to occasional compliments of a socially acceptable
nature. It refers to behavior that is not welcome, that is personally offensive, that
debilitates morale, and that, therefore, interferes with work effectiveness.

American Valet will not tolerate sexual harassment or any other form of harassment or
discrimination based on sex, race, color religion, national origin, citizenship, greed,
gender, ethnic background, pregnancy, age (40 and over), marital status, military
service, veteran status, handicap, disability, or any other class of employee protected
under federal, state, or local law.

Harassment or discrimination in the workplace by any employee will result in
disciplinary action up to and including termination.

Procedure: If you experience, observe or become aware of behavior which you believe
to be harassing or discriminatory in nature, which is inappropriate or offensive, or which
makes you or others uncomfortable, you have an obligation to report the behavior
immediately to either your supervisor or the Human Resources Department at (602)
861-9182. Providing confidential information of this type will enable American Valet to
take appropriate action to ensure that employees enjoy a work environment free from
harassment. All information gathered under this policy will be kept as confidential as
possible to protect you while allowing American valet to fully investigating the matter. It
is preferable to make a complaint in writing, but you can accompany or follow up your
written complaint with a verbal complaint. If your supervisor is the source of the
harassing conduct, report the behavior to that person’s supervisor or to the owner of
American Valet.

It is our policy to investigate any report of harassment. We will take whatever corrective
action is deemed appropriate, including disciplinary action or termination of any
individual who violates this policy. In addition, any individual who engages in conduct
contrary to this policy may be personally liable in legal action brought against him or
her.

You will be protected from retaliation for making a report or participating in an
investigation under this policy. Any person that retaliates against any individual who
seeks a review under this policy will be considered a violation of this policy and will
result in serious corrective action up to and including termination.

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ANTI-VIOLENCE

American Valet is committed to providing a safe and healthy work environment for
employees, customers, and visitors. As a result violence in the workplace will not be
tolerated.

American Valet has a zero tolerance for violence. If you display any violence in the
workplace or threaten violence in the workplace, you will be subject to disciplinary
action up to and including termination. Talking of violence or joking about violence will
not be tolerated.

You are encouraged to confidentially report any potential or actual violent incident
immediately to your supervisor and or the Human Resources Department.

GAMBLING

American Valet prohibits gambling in the workplace, including professional or organized
gambling activities. Exceptions to the prohibition include office or department-
sanctioned pools, raffles, friendly wagers or American Valet sponsored events
supporting a cause.

SUBSTANCE ABUSE

American Valet recognizes its responsibility in providing a safe and productive work
environment for all employees. Toward this end, American Valet has a particular
concern about substance abuse, since it can affect an employee’s productivity and
efficiency, jeopardize the safety of others and impair the reputation of our organization.
For these reasons, we have developed this policy to deal with those whose drug or
alcohol use affects the rest of us.

The possession, consumption, purchase or sale of alcohol or an illegal drug on the
premises of American Valet is prohibited. Furthermore, no employee shall be under the
influence of alcohol or an illegal drug while on American Valet premises, while driving
vehicles on the job, or while performing business on any client premises. An “illegal
drug” is a drug or controlled substance which is (1) not legally obtainable, or (2) legally
obtainable, but not obtained or used in a lawful manner.

A blood test, urinalysis or other drug/alcohol screening will be required of all applicants
or any employee where there is reason to believe that he or she may be using drugs, or
may be under the influence of drugs or alcohol. Reason to believe, includes, an injury
or accident at work where there is reason to believe that employee impairment may
have been a factor; when an employee’s supervisor has a reasonable suspicion that
the employee is intoxicated or has used drugs or alcohol based on articulable
observation sufficient to lead a prudent supervisor to suspect that the employee is
impaired or under the influence of drugs or alcohol (including, but not limited to, slurred
speech, alcohol on breath, inability to walk in a straight line, erratic behavior, etc.);

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when an employee is found to be in possession of suspected controlled substances or
alcohol or when suspected illegal drugs or alcohol are found in an area controlled or
used exclusively by the employee, such as employee’s key box or podium, desk or
workspace. Occasional follow-up testing will occur if the employee is found to have
breached these policies but has been permitted to remain employed. In addition,
American Valet exercises a random drug test, using a neutral third party company.

An employee’s cooperation with such a drug or alcohol-screening test is required as a
condition of employment. The employee’s refusal to cooperate with a request for testing
and to provide a specimen may result in termination where there is reason to believe
that the employee has violated this policy and the employee’s refusal to cooperate has
prevented a medical determination of his or her condition.

Drug or alcohol screening tests will be conducted at the company’s expense during the
working hours at a certified laboratory designated by the company. Initial positive
results will be confirmed. Test results of the company designated laboratory are final.

We at American Valet value all of our employees and their families. We feel it is our
responsibility to provide a safe place to work. This policy is for the benefit of you and
your family, and we ask for your complete cooperation and support.

Any violation of this policy may result in immediate termination. However, employees
who take the initiative of advising their immediate supervisor or Human Resources
before any workplace problems arise in advance that they have a medical problem with
regard to alcohol or drug use, and who demonstrates a commitment to take the
necessary remedial action, may be eligible for a medical leave of absence for such
purpose and will not be subjected to disciplinary action for taking such leave.
Our designated person in the company will receive all reports of the test results. This
person will notify only those company employees or agents who have a need to know
about the test results. Individuals tested may, upon request, receive a copy of their test
results. Information regarding test results will not be provided to any other persons
without written consent to the individual tested, except as allowed or required by law.

CELL PHONE USE

American Valet prohibits employees from using a hand-held telephone to text or talk
while driving. Use of a hand held telephone means using at least one hand to hold a
mobile telephone to dial, answer, talk, text, email, take or view photos, access the
internet, browse the web, use business applications, play games, access apps and
accessories.

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ELECTRONIC COMMUNICATIONS

American Valet has established a policy regarding the use of electronic
communications such as, facsimiles, computers, voice mail, Internet, e-mail, and
telephones in an effort to make certain that employees utilize electronic communication
devices in a legal, ethical, and appropriate manner.

It may not be possible to identify every standard and rule applicable to the use of
electronic communications devices. Employees are therefore encouraged to utilize
sound judgment whenever using any feature of the communications system.

American Valet’s policy against unlawful harassment, including sexual harassment and
anti-discrimination extends to the use of and any component of the communications
system.

Employees may not use any electronic communications device in a manner that
violates the trademark, copyright, or license of any person, entity or organization.
These also include infringement of proprietary, confidential or trade secret information.

Employees may not use any electronic communications device for any purpose that is
competitive, either directly or indirectly, with the interests of the company or for any
purpose that creates an actual potential or apparent conflict of interest with American
Valet.

While computers and other electronic devices are made accessible to employees to
assist them to perform their jobs and to promote the company’s interests, employees
should not maintain any expectation of privacy relating to these devices. The company
retains the right to gain access to any information received by, transmitted by, or stored
in any such electronic communications device, by and through its agents, employees,
or representatives, at any time, either with or without an employee’s or third party
knowledge, consent or approval.

While American Valet recognizes that its electronic communications may occasionally
be used for personal use, excessive personal use or use that interferes with a
employee’s job performance will be subject to disciplinary action, up to and including
termination.

Employees who violate any aspect of this policy or who demonstrate poor judgment in
the manner in which they use any electronic communications device will be subject to
disciplinary action, up to and including immediate termination.

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PUBLIC INTERNET COMMUNICATION

American Valet recognizes the importance of the Internet in shaping public thinking
about your company and our current and potential products, employees, partners, and
customers. American Valet also recognizes the importance of our employees joining in
and helping shape industry conversation and direction through blogging and interaction
in social media. So, American Valet is committed to supporting your right to interact
knowledgeably and socially in the blogosphere and on the Internet through blogging
and interaction in social media.

Consequently, these guidelines in this blogging and social media policy will help you
make appropriate decisions about your work-related blogging and the contents of your
blogs, personal Web sites, postings on wikis and other interactive sites, postings on
video or picture sharing sites, or in the comments that you make online on blogs,
elsewhere on the public Internet, and in responding to comments from posters either
publicly or via email. Our internal Internet and Email Policy remains in effect in our
workplace.

These guidelines will help you open up a respectful, knowledgeable interaction with
people on the Internet. They also protect the privacy, confidentiality, and interests of
your company and our current and potential products, employees, partners, customers,
and competitors. Note that these policies and guidelines apply only to work-related
sites and issues and are not meant to infringe upon your personal interaction or
commentary online.

Acceptable Use of Social Media:
Unless given permission by your manager, you are not authorized to speak on behalf of
the company, or to represent that you do so.

 Employees may not post financial, confidential, sensitive or proprietary
information about the company, clients, employees or applicants.

 Employees may not post obscenities, slurs or personal attacks that can damage
the reputation of the company, clients, employees or applicants.

 When posting on social media sites, employees must use the following
disclaimer when discussing job-related matters, “The opinions expressed on this
site are my own and do not necessarily represent the views of American Valet.”

 American Valet may monitor content out on the Internet. Policy violations may
result in discipline up to and including termination of employment.

If you are developing a Web site or writing a blog that will mention American Valet and /
or our current and potential employees, partners, customers, clients, and competitors,
identify that you are an employee of American Valet and that the views expressed on
the blog or Web site are yours alone and do not represent the views of the company.

If you are developing a site or writing a blog that will mention American Valet / or our
current and potential employees, partners, customers, clients, and competitors, as a
courtesy to the company, please let your manager know that you are writing them. Your
manager may choose to visit from time to time to understand your point of view.

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Confidential Information:
You may not share information that is confidential and proprietary about the company.
This includes information about trademarks, upcoming projects, sales, finances,
number of employees, company strategy, and any other information that has not been
publicly released by the company.

These are given as examples only and do not cover the range of what the company
considers confidential and proprietary. If you have any question about whether
information has been released publicly or doubts of any kind, speak with your manager
and the Human Resources Department before releasing information that could
potentially harm our company, or our current and potential clients, employees, partners,
and customers. You may also want to be aware of the points made in the non-
disclosure agreement you signed when you joined our company.

The American Valet company logo and trademarks may not be used without explicit
permission in writing from the company. This is to prevent the appearance that you
speak for or represent the company officially.

Respect and Privacy Rights:
Speak respectfully about the company and our current and potential employees,
customers, partners, clients, and competitors. Do not engage in name calling or
behavior that will reflect negatively on your company's reputation. Note that the use of
copyrighted materials, unfounded or derogatory statements, or misrepresentation is not
viewed favorably by American Valet and can result in disciplinary action up to and
including employment termination.

American Valet encourages you to write knowledgeably, accurately, and using
appropriate professionalism. Despite disclaimers, your Web interaction can result in
members of the public forming opinions about American Valet and its clients,
employees, partners, and competitors.

Honor the privacy rights of our current employees by seeking their permission before
writing about or displaying internal company happenings that might be considered to be
a breach of their privacy and confidentiality.

Competition:
You may not sell any product or service that would compete with any of your company's
products or services without permission in writing from the President. This includes, but
is not limited to training, books, services, products, and freelance writing. If in doubt,
talk with your manager and the president.

Media Contact:
Media contacts about our company and our current and potential services, employees,
partners, customers, clients, and competitors should be referred for coordination and
guidance to the Human Resources Department. This does not specifically include your
opinions, writing, and interviews on topics aside from our company and our current and
potential services, employees, partners, customers, and competitors.

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Your Legal Liability:
Recognize that you are legally liable for anything you write or present online.
Employees can be disciplined by American Valet for commentary, content, or images
that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a
hostile work environment. You can also be sued by company employees, competitors,
and any individual or company that views your commentary, content, or images as
defamatory, pornographic, proprietary, harassing, libelous or creating a hostile work
environment.

EMPLOYMENT OF MINORS

Due to increasingly stringent federal and state laws, employees must be 18 years of
age in order to be employed by American Valet. If the position for which the minor is
being hired requires working with or around vehicles, the age requirement is 21 years of
age.

EMPLOYMENT OF RELATIVES

American Valet believes in hiring the most qualified applicant for an open position,
whether or not that person is related to an employee. To help ensure fair treatment of
all employees, in addition to being qualified for a position, direct blood relatives and
indirect relatives (spouses or spouse’s relatives), will not be hired or transferred into
positions where they would be directly or indirectly supervised by another family
member. Prior to making an employment offer to an individual who is a relative of an
employee, supervisor/managers will contact Human Resources to ensure such
employment does not create the potential for, or appearance of, a conflict of interest.
Employees who are or become romantically involved should not have supervisory role
over the other employee with whom they are having the romantic relationship. If two
parties should become romantically involved, supervisors/managers will contact Human
Resources to arrange for a transfer to another location.

FRATERNIZATION

American Valet encourages positive working relationships among its employees.
American Valet also desires to avoid misunderstandings, complaints of favoritism,
possible claims of sexual harassment, employee morale and dissension problems, and
conflict of interest situations that can potentially result from relationships involving
managers and direct and/or indirect subordinates within the workplace. Social and/or
romantic (dating) relationships between employees may create an actual or perceived
conflict of interest.

For this reason, in order to ensure a professional environment for everyone, the
Company prohibits Managers from ongoing socializing, including dating of employees
who report directly or indirectly to them. This also extends to corporate employees,
support staff, clients or vendors, etc. who may have indirect influence over the
employees.

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Additionally, romantic displays of affection or sexual behavior between employees, no
matter what their position is in the company, during the workday, at the workplace,
including on premises, breaks and lunch, during work-related meetings or events, or
while on Company business is prohibited.

Guidelines:
To ensure that any social and/or consensual romantic or sexual relationship between
employees complies with the company’s policies, an employee who enters into such a
relationship should do the following:

 Review the company’s Harassment policy prohibiting unlawful harassment.
 Do not display any romantic or sexual behavior at the workplace, during work

related meetings or events and while on any company business.
 Avoid any conduct that suggests actual or perceived favoritism based upon the

social and/or romantic/sexual relationship.
 Report any social or romantic relationship to the Human Resources Department

for any appropriate action, including possible reassignment to avoid a conflict of
interest, or the appearance of a conflict of interest.

NON-SOLICITATION

In order to avoid any disruption of company operations, the following guidelines apply to
solicitation and distribution of literature on company property.

American Valet employees may not solicit for any purpose while on company property
in work areas at any time. Employees also may not solicit during work time. This
includes the distribution of any sort of goods, materials, or literature. Similarly, American
Valet employees may not be present on company property at any time for purposes of
solicitation or the distribution of any sort of goods, materials or literature.

PERFORMANCE EVALUATION

The evaluation and feedback of an employee’s performance is a daily ongoing process.
The formal performance evaluation process provides an opportunity for the supervisor
to discuss the overall employee performance and to communicate future expectations.

The performance evaluation session is also a time when the supervisor will formally
address any areas needing improvement and provide an action plan for future
performance.

All Employees’ performance will be submitted bi-annually on an Employee Grade Sheet
to the Human Resources Department and respective Operations Managers.
Operations Managers will complete a Performance Appraisal on all Account Managers
bi-annually.

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PERSONNEL FILE REVIEW

It is the policy of American Valet to allow employees who are currently employed to
review their own personnel files. The employee must review the file in the presence of
a Human Resources Representative. Employees may review their files but may not
make or obtain copies of the contents of the file.

Please make arrangements in advance with the Human Resources Department to set a
convenient time aside to review your file.

American Valet’s philosophy is to safeguard personal employee information in its
possession to ensure the confidentiality of the information. Additionally, the company
will only collect personal information that is required to pursue its business operations
and to comply with government reporting and disclosure requirements.

American Valet will take all appropriate and required measures to secure all personally
identifiable information about applicants and employees. The company will comply with
all local, state, and federal employee and applicant data privacy laws.

APPROPRIATE DRESS AND GROOMING

In an effort to maintain a professional environment, we ask all employees to exercise
sound judgment and to dress appropriately for work. This means a neat, well-groomed
appearance. Anyone who reports to work dressed inappropriately may be asked to
leave work and return to work so that appropriate dress may be obtained. Employees
who fail to observe these standards may be subject to disciplinary action up to and
including termination. All field employees must comply with the following dress policies:

Uniform Short, above collar haircut, cut, color, and style conservative and professional

(exceptions may be made due to religious accommodation). Below collar hair

 on females must be restrained.

Male employees must be clean shaven (exceptions may be made due to

 religious accommodation).

 American Valet issued red polo uniform tucked in and nametag.
 American Valet approved above the knee shorts in the summer (Apr – Sept)
 and approved blue pants in the winter (Oct – Mar). Must be Docker “style”,

no cargo pockets. Shorts must land just above the knee; have a relaxed fit,
no short shorts. Pants must be full length/cover ankle, no Capri or “high
waters”.

American Valet issued jacket. No personal jackets are to be worn.

American Valet issued baseball cap/visor at approved locations. No personal

hats are to be worn.

Uniforms sized to fit, not excessively baggy, clean, no holes or tears.
Belt – solid black, no decorations, studs, or belt buckles.
Socks – solid black, no show style or below the ankle.
Shoes – black, clean athletic running shoes with minimal details or logos.

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Tattoos Tattoos must not be visible. Tattoos must be discreetly and completely
 covered at all times. Tattoos cannot be located anywhere on the neck or
head above the lines of a T-shirt. They also cannot be located anywhere
 below the wrist bone.

 Tattoos of any nature must be covered up by clothing or tattoo cover-up
makeup. At approved locations, individuals with lower arm tattoos must wear
the American Valet issued long sleeve red polo shirt, no arm sleeves, ACE
bandages, etc. At approved locations, individuals with lower leg tattoos must
wear approved blue pants.

No earrings (men). No facial piercings, gauged ears or outlandish jewelry.

Facial Hair
 Reasonable accommodations will be made for employees religious beliefs
consistent with business necessity to present a conservative, professional
appearance to our customers.
 Employees wishing to have a mustache, beard, or goatee must arrive with
their facial hair fully grown in. Partially grown in “stubble” or facial hair with
hairless patches is not acceptable. Facial hair cannot be grown during
working periods.
 All mustaches, beards, and goatees must create an overall neat, polished
and professional look. They must be fully grown in, neatly groomed and well
maintained at no longer than a quarter of an inch in length.
 Mustaches (without lower facial hair) must not extend onto or over the upper
lip and must extend to the corners of the mouth, but not beyond or below the
corners.
 Beards must connect to an appropriately grown mustache. A well groomed
beard must have a defined cheek line and neckline, which is trimmed neatly.
The neck must be shaven. A non-shaven, stubble beard is not acceptable.
Shaping to extreme styles is not permitted.
 Goatees must connect to an appropriately grown mustache and be a circle
beard, grown in under the bottom lip and symmetrical on both sides. Shaping
to extreme styles is not permitted.

Note: The dress and grooming policies may vary at hotel properties and as restricted
by regulatory codes and standards.

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TOBACCO USE

American Valet’s philosophy regarding the health and safety considerations of it’s’
employees is to discourage smoking. Smoking, or the use of any tobacco product,
including vapor cigarettes, is prohibited in all business locations except for those areas
that have been designated as authorized smoking areas.

American Valet has determined that the creation of a smoke-free work environment is
in the best interest of all its’ employees. Therefore, employees who violate this policy

will be subject to disciplinary action up to and including termination.

Under no circumstances should an employee smoke inside or within 25 feet of any
customer vehicle, company issued vehicle, company entrance, or company facility air
intake.

ATTENDANCE AND PUNCTUALITY

Regular attendance and punctuality on the part of the employees is critical to the
efficient operation of the company. Employees who do not report for work on time, or
who miss all or part of a day’s work place an extra burden on their fellow employees,
as well as our clients and the guests. Unexcused absences and tardiness may result
in discipline up to and including termination. If you have a reason to be absent or late,
you are required to adhere to the following procedures.

 If you will be absent, first, make verbal contact with your Account Manager at
least 24 hours prior to your start time with a full explanation for your absence
and an estimated time for your return to work. Employees who are call out
sick are required to submit a doctor’s excuse. If the absence lasts for more
than one day, you must call in every day.

 If you will be late, more than 7 minutes past your scheduled start time, make
verbal contact with your Account Manager at least 30 minutes prior to your
start time and provide a reason for tardiness and an estimated time of arrival.

 If you are uncomfortable calling your supervisor because of a personal health
problem, you may instead call Human Resources.

 If you are unable to make verbal contact with your Account Manager, call the
Emergency Hotline at (602)861-9182 ext. 1. Leave a detailed message with
your name, phone number, location and reason for call.

 In all instances, you must call personally, as calls from friends and relatives
are unacceptable.

 A “no show, no call” for work, or any unreported or unexcused days of
absence will result in discharge. American Valet will deem that the employee
has voluntarily terminated their employment.

If you find it necessary to leave work before your usual workday ends, you are required
to obtain verbal authorization from your Account Manager or Division Manager.

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USE OF COMPANY PROPERTY & VEHICLES

American Valet has made investments in facilities and equipment to provide employees
with a productive and safe environment to perform their jobs.
It is everyone’s responsibility to take care of American Valet’s machinery, equipment
and facilities on a daily basis. A thorough damage check of company vehicles must be
completed before and after use, documented on the Vehicle Sign In/Out Sheet. Should
company property need repair, replacement or appear defective, please notify your
Account Manager or the Division Manager immediately. Your safety is our utmost
concern. Anyone who is careless or deliberately damages company property will be
subject to disciplinary action up to and including termination.

EMERGENCIES

American Valet recognizes that certain emergencies may occur such as severe weather
conditions, flood or fire where employees work schedules may be disrupted.
The most important consideration regarding emergencies is the safety of our
employees. Employees will be updated on the particular condition and instructed to
remain at their location or evacuate the premises. Should conditions warrant a closure
of the facility, employees are responsible for staying in contact with their Account
Managers. A telephone message will be recorded on American Valet’s employment
Information telephone number (602) 861-9182 Ext 1 which is available to employees
and provides the latest information regarding the facility closure due to that particular
emergency.
Employees are responsible for calling in daily for the duration of the emergency. Should
the emergency be due to severe weather conditions occurring during a weekend, the
employee is responsible for calling the main telephone number or contacting their
immediate supervisor for instructions by 8:00 a.m. Monday morning, or at the beginning
of their next scheduled shift.
In the event of a closure of the facility, hourly employees will not be paid.

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CONFLICT OF INTEREST AND CONFIDENTIALITY

All records and files of American Valet are considered confidential. No employee is
authorized to copy or disclose any file, record or any part thereof. Confidential
information includes but is not limited to all letters or any other information concerning
transactions with customers, customer lists, payroll or personnel records of past or
present employees, financial records of American Valet, all records pertaining to
purchases from vendor or suppliers, engineering drawings, correspondence and
agreements with manufacturers or distributors and documents concerning operating
procedures of American Valet. All telephone calls, letters, e-mail or other requests for
information about current or former employees should be immediately directed to the
Human Resources Department.
American Valet at all times retains the right to access and search all diskettes, files,
database, E-mail messages, voice mail messages and any other electronic
transmissions contained in or used in conjunction with the computer, electronic and
voice mail systems and equipment with no prior notice. This right applies both during
employees’ employment and after separation regardless of whether the separation is
voluntary or involuntary.
It is the policy of American Valet to prohibit employees from engaging in any other
business which competes with American Valet. Also, American Valet prohibits
employees from having a financial interest in an outside concern which does business
with or is a competitor of American Valet (except where such interests consists of
holding securities of a publicly owned corporation regularly traded on the public stock
market). Rendering of, managerial or consulting services to any outside concern which
does business with, or is a competitor of American Valet, except with knowledge and
written consent of an authorized representative of American Valet is also prohibited. If
you think that there is a possibility that you may have a conflict as described above, it is
your responsibility to notify your immediate supervisor and obtain approval in writing.

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PROTECTION OF PROPRIETARY INFORMATION AND
RELATIONSHIPS AND NON-COMPETITION AGREEMENT

As an essential term and condition of employment or continuing employment, and for
other good and valid consideration, the receipt of which is hereby acknowledged,
______________________________ (“EMPLOYEE”) and AMERICAN VALET AND
LIMOUSINE COMPANY (“ EMPLOYER ” or “COMPANY”) hereby agrees as follows:

1. Compensation. For all services rendered by EMPLOYEE under this Agreement,
EMPLOYER shall pay EMPLOYEE per its policies as determined by the
EMPLOYER and as may change from time to time in the EMPLOYER’S discretion.
All salary paid by EMPLOYER will be subject to federal, state and local withholding
taxes and payroll taxes. EMPLOYEE shall also be eligible for all EMPLOYEE
benefit and welfare programs, plans and arrangements, if any, that may from time to
time become available to EMPLOYER’s EMPLOYEE.

2. Services of Employee. EMPLOYEE shall serve as a/an ____________________
of EMPLOYER, as those services are defined by EMPLOYER. At appropriate
times, in the sole discretion of EMPLOYER, the job description and services to be
performed may be modified. EMPLOYEE shall devote his/her entire working time
and attention to these services. EMPLOYEE shall carry out his/her duties within
policies and directions as established by EMPLOYER, and in a prudent and
businesslike manner.

3. Non-Competition.
A. Non-competition. By execution of this Agreement, EMPLOYEE agrees that
during his employment with the Company and for a period of 12 months following
the date of expiration or termination of his employment hereunder, and if 12
months is determined by a court to be unenforceable, 10 months; and if 10
months is determined by a court to be unenforceable, 8 months; and if 8 months
is determined by a court to be unenforceable, 6 months; and if 6 months is
determined by a court to be unenforceable, 4 months after termination of
EMPLOYEE’s employment with the Company, for any reason (whether such
termination shall be voluntary or involuntary), EMPLOYEE will not, within the
States of Arizona and California, directly or indirectly, compete with the Company
by carrying on a business that is substantially similar to the Business.
EMPLOYEE agrees that the periods referred to in the preceding sentence shall
be extended by the number of days included in any period of time during which
he is or was engaged in activities constituting a breach of this Section 3(a).

B. Definitions of "Compete". For the purposes of this Section 3, the term "compete"
shall mean with respect to the Business: (i) managing, supervising, or otherwise
participating in a management or sales capacity; (ii) calling on, soliciting, taking
away, accepting as a client or customer, or attempting to call on, solicit, take
away, or accept as a client or customer, any individual partnership, corporation,
company, association, or other entity that was a client or customer of the
Company as of immediately prior to the date hereof, (iii) hiring, soliciting, taking
away, or attempting to hire, solicit, or take away, either on EMPLOYEE's behalf

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Revised 05.30.14

or on behalf of any other person or entity, any person serving immediately prior
to the date hereof or during the term hereof as an EMPLOYEE in connection
with the Business; or (iv) entering into or attempting to enter into any business
substantially similar to the Business, either alone or with any individual,
partnership, corporation, company, association, or other entity.

C. Business. For purposes of this Agreement, the term "Business" shall mean the
valet, shuttle, and self-parking business as practiced by the Company.

D. EMPLOYEE expressly agrees and acknowledges that:
1) it will require at least twelve (12) months for the Company to locate, hire and
train an appropriate individual to perform the functions and duties that
EMPLOYEE is performing hereunder;
2) the Company has protected business interests throughout Arizona and
California and that competition with and against such business interests
would be harmful to the Company;
3) this covenant not to compete and anti-piracy restrictions are reasonable as to
time and geographical area and do not place any unreasonable burden upon
him;
4) the general public will not be harmed as a result of enforcement of this
covenant not to compete and anti-piracy restrictions;
5) he understands and hereby agrees to each and every term and condition of
this Protection of Proprietary Information and Relationships and Non-
Competition Agreement (including, without limitation, all of the provisions of
this Section herein).

E. Remedies. EMPLOYEE expressly agrees and acknowledges that the covenants
set forth in Sections 3A. through 3D, inclusive, are necessary for the protection
of the interests of the Company and its affiliates because of the nature and
scope of their business and his position with the Company. Further, EMPLOYEE
acknowledges that any breach of such covenants would result in irreparable
damage to the Company, and that money damages will not sufficiently
compensate the Company for its injury caused thereby, and that the remedy at
law for any breach or threatened breach of any of such covenants will be
inadequate and, accordingly agrees, that the Company shall, in addition to all
other available remedies (including without limitation, seeking such damages as
it can show it has sustained by reason of such breach), be entitled to injunctive
relief or specific performance and that in addition to such money damages he
may be restrained and enjoined from any continuing breach of this covenant not
to compete without any bond or other security being required by any court.

Nothing in this Agreement shall be construed to prohibit COMPANY from also
pursuing any other remedy, the parties having agreed that all remedies shall be
cumulative. If in one or more instances either party fails to insist that the other
party perform any of the terms of this Agreement, such failure shall not be
construed as a waiver by such party of any past, present or future right granted
under this Agreement; the obligations of both parties under this Agreement shall
continue in full force and effect.

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F. The time periods and geographical area set forth in Section 3 are each divisible
and separate and, in the event that the covenant not to compete and anti-piracy
covenant contained therein is judicially held invalid or unenforceable as to such
time period and/or geographical area, it will be valid and enforceable in such
geographical area(s) and for such time period(s) which the court determines to
be reasonable and enforceable. Any period of restriction stated in this
Agreement shall not include any period of violation or period of time required for
litigation to enforce such restrictions.

G. Scope of Article. For purposes of this Section 3, unless the context otherwise
requires, the term "Company" includes American Valet and Limousine Company,
its direct and indirect subsidiaries, and its affiliates.

4. Confidential Information.
A. EMPLOYEE shall not, during the term of this Agreement, or at any time
thereafter, disclose, or cause to be disclosed, in any way confidential
Information, or any party thereof, to any person, firm, corporation, association or
any other operation or entity of use the confidential Information on EMPLOYEE’s
own behalf, for any reason or purpose. EMPLOYEE further agrees that, during
the term of the Agreement, EMPLOYEE will not distribute, or cause to be
distributed, Confidential Information to any third person or permit the
reproduction of Confidential Information, except on behalf of the Company in
EMPLOYEE’s capacity as an EMPLOYEE of the Company. EMPLOYEE shall
take all reasonable care to avoid unauthorized disclosure or use of the
Confidential Information. EMPLOYEE agrees, that upon the Company’s request,
EMPLOYEE will immediately deliver to the Company all Confidential Information
in EMPLOYEE’s possession and/or control and all notes, records, memoranda,
correspondence, files and any other papers and all copies, relating or containing
confidential Information. EMPLOYEE does not have, nor can EMPLOYEE
acquire any property or other right in the Confidential Information.

B. For purposes of this Agreement, “Confidential Information” includes, but is not
limited to, the following information and documents associated with Accounts:
1) Customer lists;
2) Customer identifying information including, but not limited to, customer
contacts, location and service requests or product purchases;
3) Remuneration obtained from customers;
4) Customer files;
5) Trade secrets;
6) Promotional, marketing or sales strategies;
7) Marketing data;
8) Bids; and
9) Books, records or other documents used during the course of EMPLOYEE’s
performance of duties.
10)Rates charged
11)Methods of obtaining and retaining customers and clients;
12)Financial information or estimates;
13)Long range planning goals.

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5. Term and Termination. The parties acknowledge that this is an “at will”
employment relationship and that consequently this Agreement is terminable by either
EMPLOYEE or EMPLOYER at any time with or without cause with or without notice.
6. Effects of Termination. EMPLOYER will pay all compensation for those services
rendered prior to the effective date of termination. In the event of any termination of
this Agreement, EMPLOYEE shall remain bound by the terms and conditions of this
Agreement that by their nature are intended to survive such termination.
7. Severability. If any portion of this Agreement is held invalid or inoperative, then
insofar as is reasonable and possible, the remainder of this Agreement is valid.
8. Arizona Law. This Agreement shall be governed in all respects, whether as to
validity, construction, capacity, performance, or otherwise, by the laws of the State of
Arizona, and no action involving this Agreement may be brought except in the Superior
Court for the State of Arizona or Federal Court for the District of Arizona.

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PROGRESSIVE DISCIPLINE POLICY

Employees in any organization are expected to observe certain standards of job
performance and acceptable conduct. While American Valet cannot list every possible
area of unacceptable conduct, set forth below are examples of conduct which would not
be acceptable in the work environment. American Valet does reserve the right to
terminate any employee in violation of any of the offenses below. The PDP serves as a
guideline to protect the reputation of the company and ensure guest/client satisfaction
in areas of appearance, safety, and customer service.

American Valet management reserves the right to enforce any offense, up to and
including termination, for any violation of any kind, specifically including those not listed
here. The PDP serves as a guideline to protect the reputation of the company and
ensure guest/client satisfaction in areas of appearance, safety, and guest service.

Group One
American Valet reserves the right to terminate any employee in violation of any of the
offenses below.

1st Offense: Verbal Warning
2nd Offense: Written Warning
3rd Offense: Final Warning and Suspension
4th Offense: Termination

1. Administrative Responsibilities
 Inaccurate cash handling
 Incomplete and/or incorrect claim tickets:
o Damage, initials
o Make, model, color, location, in/out initials
o Location
o Used tickets not being marked through or stapled
 Incomplete and/or incorrect timecards
o No employee signature on timecards
o Not punching in or out on time clock
o Employee not marking one of the tip pool boxes
o Tips not being recorded on timecard
o Non-legible names
o Tips being recorded in the gratuity column

2. Attendance and Punctuality
 Calling out for a shift without a 24-hour notice
 Arriving to work over 7 minutes late
 Clocking in before shift start
 Working unapproved overtime

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3. Appropriate Dress and Grooming
 Reporting to work unshaven
 Reporting to work with long and/or inappropriate hair (must be conservatively
styled and colored)
 Shoes or socks not in compliance
 Earrings (men only)
 Visible facial piercings, gauges or tongue rings
 Dirty/wrinkled/torn uniform
 Shorts/slacks not in compliance

4. Operational Policies and Procedures
 Not returning calls/e-mails from AVC management within 24-hours
 Use of electronic devices while working

5. Employee Policies
 Violation of the non-solicitation policy

Group One- Manager Applicable Only
1. Incomplete or incorrect paperwork
2. Late submission of payroll or administrative reporting
3. Leadership failure at manager level

Group Two
American Valet reserves the right to terminate any employee in violation of any of the
offenses below. Violations are subject to a written warning and an immediate 3 day
suspension without pay. Circumstances may lead American Valet to suspend for a
longer period of time.

1st Offense: Written Warning and Suspension
2nd Offense: Termination

1. Administrative Responsibilities
 Improper cash handling
o Not making deposits on time
o Over three missing tickets noted on any one shift report
o Outstanding parking fee shortages
o Cash handling ticket violation over $25 in ticket value

2. Operational Policies and Procedures
 Not locking car doors
 Not rolling up car windows
 Failure to meet guest service standards
o Failure to make eye contact, smile, and offer a warm greeting
o Failure to offer additional assistance, directions
o Failure to address guest by name, except at healthcare accounts
o Failure to say, "It's my pleasure."
o Failure to wash windows at applicable accounts
 Substandard work/carelessness

3. Employee Policies
 Lack of cooperation/teamwork, poor attitude, disrespectful of others
(managers, employees, guests)
 Insubordination/failure to follow instruction
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