Welcome to Amerivents!

Temporary Service Professional Handbook

Welcome to our team! AMERIVENTS continued success lies in its people. We build upon this success with
dedicated employees who meet and exceed the goals and challenges of our fast-paced work environment.

At AMERIVENTS, each employee is the primary driver of his/her own career development. The progressive
work environment allows unlimited potential for success. In support of our corporate philosophy, we provide
employees with training and a host of tools to help foster their professional growth. For example, we encourage
promotion from within the organization. We recognize employees dedication, loyalty and hard work. In
addition, we value and welcome creative ideas that assist in improving our business relationships and
technology.

To aid in your career success, we have created this employee handbook to serve as a quick and easy reference to
our policies, procedures, benefits, and your responsibilities as an employee of AMERIVENTS. This handbook
is for informational purposes only; it does not directly or indirectly constitute an employment contract between
AMERIVENTS and the employee. We are proud of our company and are convinced that you will be as well.
We believe in our team of professionals that you are now joining. Our values embrace mutual respect, equal
opportunity and the ongoing learning of our team members. Thank you for joining with us to make our vision a
reality for our clients. Please know that each and every client is important to us. They, and you, make us the
great company we are today.

President James Della Pace welcomes you!

0
 DISCLAIMER
AT WILL EMPLOYMENT

The guidelines found in this handbook are designed to outline basic employment
policies and practices that may be of interest to employees. Such guidelines are
intended as general policy guidance only, and are presented as a matter of
information and reference. They are not intended to cover every situation that
might arise, nor are they intended to be binding on AMERIVENTS. The guidelines
and policies in this handbook may be changed by AMERIVENTS at any time at
its sole discretion with or without notice.

This Handbook is not intended to alter the at-will employment status of any
employee. Any employee of AMERIVENTS may terminate the employment
relationship, with or without cause, and without notice, at any time.
AMERIVENTS may similarly terminate the employment relationship, with or
without cause, and without notice, at any time. No manager or other supervisor or
employee of AMERIVENTS has the authority to enter into an employment
agreement for any specified period of time or to make any agreement contrary to
the foregoing unless such agreement is in writing and signed by the employee and
the President of AMERIVENTS.
Contents
Core Mission and Vision .........................................................................................................................4
Our Mission Statement ...........................................................................................................................4
Core Values ..............................................................................................................................................4
Uncommon Commitment to Our Clients Success .............................................................................. 4
Integrity ................................................................................................................................................... 4
Entrepreneurial and Resourceful ......................................................................................................... 4
Composure .............................................................................................................................................. 4
Personal Growth for Our People .......................................................................................................... 4
Enduring Value ...................................................................................................................................... 4
Code of Ethics ..........................................................................................................................................4
Individual Responsibilities .....................................................................................................................5
Personal Relations ...................................................................................................................................6
Equal Employment Opportunity ...........................................................................................................6
Prohibition of Workplace Harassment .................................................................................................6
Verbal Harassment: ............................................................................................................................... 6
Physical Harassment .............................................................................................................................. 6
Visual Forms of Harassment:................................................................................................................ 6
Sexual Harassment:................................................................................................................................ 7
Reporting Incidents of Harassment .......................................................................................................7
Response to Complaints of Harassment ................................................................................................7
Grievance Procedure...............................................................................................................................7
Workplace Substance Abuse Policy.......................................................................................................7
Workplace Violence ................................................................................................................................8
Accidents and Injuries ............................................................................................................................8
Technology and Use of Company Property ..........................................................................................8
Use of Internet .........................................................................................................................................9
Electronic Mail (E-mail) Policy ..............................................................................................................9
Software....................................................................................................................................................9
Employment of Relatives ......................................................................................................................10
Reference Inquiries ...............................................................................................................................10
No Solicitation/No Distribution Policy ................................................................................................10
Travel and Business Expenses (Company Credit Card Procedures) ...............................................11
Company Property ................................................................................................................................11
Loss Prevention .....................................................................................................................................11
Personal Telephone Calls......................................................................................................................11
Your Personnel File ...............................................................................................................................12
Employment Classifications .................................................................................................................12
Full-time Regular Employee: .............................................................................................................. 12
Temporary Employee or Temporary Service Professional (TSP) ................................................... 12
Exempt and Non-exempt Employee ................................................................................................... 12
Initial Introductory Period ...................................................................................................................12
Promotions .............................................................................................................................................13
Corrective Action Policy .......................................................................................................................13
Termination of Employment ................................................................................................................13
Workers Compensation .......................................................................................................................14
Family and Medical Leave - FMLA ....................................................................................................14
Employee Eligibility ............................................................................................................................. 14
Temporary Service Professional (TSP) Guidelines ............................................................................15
TSP Work Schedule ..............................................................................................................................15
Attendance .............................................................................................................................................15
Availability .............................................................................................................................................15
Call Out Procedure ...............................................................................................................................15
No Call/No Show....................................................................................................................................16
Client Assignment Specific Policies and Guidelines...........................................................................16
Dress Code and Professional Appearance ..........................................................................................16
Acceptance of Gifts - Standards and Requirements ..........................................................................16
No Drinking and Eating ........................................................................................................................16
Pay Administration ...............................................................................................................................16
Timesheet ...............................................................................................................................................16
Pay Checks/Pay Day..............................................................................................................................17
Required Deductions .............................................................................................................................17
Wage Assignments (Garnishments) .....................................................................................................17
Direct Deposit ........................................................................................................................................17
Jury Duty ...............................................................................................................................................17
Initial Introductory Period ...................................................................................................................17
Non Solicitation .....................................................................................................................................17
Employee Acknowledgment of Receipt of Employee Handbook ......................................................18
Core Mission and Vision

Our Mission Statement

Amerivents is a staffing and event management team built on positive relationships and great
people with great attitudes. We believe that our employees are one of our most valuable
resources; we value their experience and knowledge. We create a relationship of mutual
respect and collaboration. Amerivents was built on a single vision: a company that would serve
both its clients and talent with an unparalleled level of excellence. In order to attain our goal,
we constantly recognize and seize opportunities that enable us to exceed your expectations. We
only accept the best, and the best is what we seek to give you. We always say, This is a people
business. It takes people to run this business; it takes people for this business to work. We
recognize this fact, and thus recognize your importance to Amerivents.
Core Values
Uncommon Commitment to Our Clients Success
We Exist to Improve Business Services
Integrity
Continue to Earn Our Clients Trust with Honor and Respect
Entrepreneurial and Resourceful
Remember Who We Are and Who We Serve
Composure
Having a calm and steadiness of mind, even during times of distress
Personal Growth for Our People
Our People are the Source of Our Strength; Continuous Self-Improvement is a key component to
personal and professional success
Enduring Value
Continued Financial Success for Our Clients, Our People, and Our Company
Code of Ethics
The success of the Company is directly tied to our reputation for integrity in the marketplace. We earn
client and employee loyalty and trust because we are honest, dependable, reliable and responsible. We
take great pride in our reputation for integrity.
Simply stated, we act with integrity by incorporating the values of honesty, fairness, respect, loyalty,
and cooperation into all our business decisions and actions.
These values serve as the foundation for the following ethical business principles:
We treat people with dignity and care.

We transact business fairly and honestly, promoting the Companys best interests, without regard to our
personal interests.

We safeguard all the Companys property and information and treat others property and information
with the same respect.

We comply with the law.

Each Company employee has the responsibility to act with integrity and conduct themselves by the
Companys ethical business principles. Our Code of Ethics Policy is designed to provide our
employees with knowledge of our values and provide guidance for maintaining and enhancing our
culture of integrity.

Our ethical business principles policy includes:

1. Maintaining/Disclosing Company Information
We will accurately and completely maintain all Company information (including records and reports), use
Company information only for business purposes, and disclose confidential information only when
authorized.

2. Protecting and Preserving Company Property

We will protect and preserve all of the facilities, technology, furniture, equipment, products, documents and
other tangible or intangible assets of the Company, and treat Company assets as the sole property of the
Company to be used for Company purposes only.
3. Promoting Health, Safety and the Environment
We will conduct our business responsibly, in a manner designed to protect the health and safety of our
employees, clients, the public and the environment.

All Company employees will:

Be alert and sensitive to situations that could result in a Code of Ethics Policy violation or even have
the appearance of being a policy violation
Report all situations that are or might involve a violation of this policy to a member of the Amerivents
Executive Leadership Team
When in doubt of whether an action violates the Code of Ethics Policy, take responsibility to ask
questions that will provide clarity prior to taking action.

In appropriate circumstances, the Company and its management will take corrective action for
violation of this policy through disciplinary action, up to and including termination and prosecution by
the Company.

Individual Responsibilities
All employees are expected to conduct themselves and behave in a courteous manner that is conducive
to the efficient and safe operation of the Company. Responsible conduct includes, but is not limited to,
the following:
Report to work punctually, at your proper work area, ready for work and in the appropriate attire.

Notify your supervisor prior to the start of your normally scheduled start time when it is necessary for
you to be absent or late for work

Treat all clients and fellow employees in a courteous way.

Refrain from behavior or conduct deemed offensive or unacceptable, or which is subject to disciplinary
action.

Perform your assigned tasks efficiently, and in accordance with established quality standards.
Personal Relations
The success of the Company depends upon the quality of the relationships between our employees, our
clients, our suppliers, and the general public. Regardless of your position, you are an ambassador of
the Company. The more goodwill you promote, the more our clients will respect and appreciate you,
our Company and its products and services. Here are several things you must do to help give clients a
good impression of the Company:
Deal with clients in a professional, courteous and respectful manner.

Communicate pleasantly and respectfully with other employees at all times.

Follow-up on requests and questions promptly, provide professional replies to such inquiries, and
perform all duties in an orderly and professional way.

Take great pride in your work and enjoy doing your very best.
These are the building blocks for your continued success, as well as the success of our Company.
Failure to comply with these rules may be grounds for corrective action up to and including
termination.

Equal Employment Opportunity

AMERIVENTS (The Company) is an equal opportunity employer and does not discriminate against
or tolerate harassment of any employee or applicant on the basis of race, color, religion, national
origin, ancestry, age, gender, marital status, military status, sexual orientation, disability, or any other
status protected by law. This policy applies to all employment-related decisions including hiring,
promotion, demotion, transfer, recruitment or recruitment advertising, separation, rates of pay or other
forms of compensation and training and all other employment actions and policies. Any employee
who feels that he/she has not been provided equal employment opportunity on any of these bases must
report such a situation to: James Dellapace President and Chief Executive Officer, or if appropriate at
(212) 245-1080, without fear of reprisal. The Company will investigate the allegation and appropriate
corrective action will be taken, if necessary, to ensure that equal employment opportunity exists.

Prohibition of Workplace Harassment

It is the policy of the Company that all employment relationships shall be conducted in an environment
that is not hostile or offensive. Harassment based on an individuals race, color, religion, sex, national
origin, handicap, age, citizenship, veterans status, marital status or sexual preference or any other
status protected by applicable local, state, or federal law, will not be tolerated at, or by, the Company.
Prohibited harassment may include, but is not limited to:
Verbal Harassment:
Epithets, derogatory comments, vulgar or profane words and expressions, slurs, jokes or comments
that refer to a certain race, color, religion, sex, national origin, handicap, age, citizenship, veterans
status, marital status or sexual preference;

Physical Harassment
Unwelcome touching, assault, blocking, impairing or otherwise physically interfering with an
individuals normal work or movement;
Visual Forms of Harassment:
Derogatory posters, cartoons, drawings or e-mail;
 Sexual Harassment:
Unwelcome sexual advances or requests for sexual favors; verbal, visual or physical conduct of a
sexual nature, such as name calling, obscene jokes, sexually suggestive comments or insulting
sounds; graphic or verbal comments of a sexual nature about a persons anatomy; displaying at
work sexually suggestive objects, posters, drawings or pictures; or transmission of sexually
suggestive material via e-mail. Sexual harassment includes situations in which submission to or
rejection of a sexual overture is used as a basis for an employment decision (e.g., a job, a
promotion, or a preferred assignment) (quid pro quo). It also includes words or conducts that
have the purpose or effect of creating an intimidating, hostile, or sexually offensive work
environment, even if the employee loses no tangible job benefit. (Offensive atmosphere).
Reporting Incidents of Harassment
Any employee who believes that he or she has been subject to harassment by a supervisor,
management official, fellow employee, client, client representative, vendor or any other person in
connection with his or her employment with the Company, should immediately report the incident to:
James Dellapace President and Chief Executive Officer, or if appropriate at (212) 245-1080, without
fear of reprisal.
Response to Complaints of Harassment
All complaints of harassment, whether written or verbal, will be investigated promptly and, where
necessary, appropriate corrective action will be taken. Any investigation of such complaints will be
treated as confidentially as possible consistent with the Companys obligation to effectively investigate
any good faith claims of harassment. No employee will be punished or suffer any adverse employment
action as a result of bringing any good faith complaints of harassment to the attention of the Company
or for assisting in an investigation.
The scope of the investigation will naturally depend on the nature of the allegations, but we assure you
that it will be prompt and thorough. Once the Company has reviewed all the pertinent information, the
Company will make a decision regarding the complaint and inform both the employee and the alleged
harasser of the Companys conclusions. If the Company determines that an employee is guilty of
unlawfully harassing another individual, appropriate disciplinary action will be taken against the
offending employee, up to and including termination of employment.
Grievance Procedure
If you have a concern about Company policies or procedures, please tell us. All complaints, other than
those addressed by the Company Harassment Policy, should follow the steps listed below:
Discuss the situation thoroughly with your immediate supervisor.

If the problem is still not resolved, report the situation to: James Dellapace President and Chief
Executive Officer, or if appropriate at (212) 245-1080, without fear of reprisal.

Workplace Substance Abuse Policy

The Company promotes both the health and safety of our employees. In order to help promote a safe
and healthy working environment and reduce absenteeism and workplace injuries the Company has
implemented a drug and alcohol policy.
All applicants and employees of the Company are strictly prohibited from manufacturing, distributing,
dispensing, possessing, using, buying, selling or transferring illegal drugs or alcohol while at work, at
any time on Company property, and while operating or riding in Company vehicles or while
performing their duties as an employee of the Company. Employees are also prohibited from reporting
to work or working under the influence of illegal drugs or alcohol. An illegal drug includes any and all
controlled substances and narcotics (as determined by applicable federal, state or local statutes,
ordinances or rules and regulations) including, but not limited to, marijuana, cocaine, hallucinogens,
barbiturates, amphetamines, crack, PCP, LSD, heroin, codeine, morphine, opiates, methadone,
methoqualone, and benzodiazepine. The term drugs also includes prescription medications that have
not been legally obtained, are not being used for prescribed purposes, and/or are not being taken in
accordance with prescribed doses.
Employees who are involved in any of the above activities will be subject to disciplinary action up to
and including immediate termination.
The Company reserves the right to require Drug and Alcohol Tests, including a blood test, urinalysis,
or other drug/alcohol/addictive substance testing of any employee at any time. An employees consent
to submit to such a test is required as a condition of employment and the employees refusal to consent
may result in disciplinary action, up to and including termination.
Any employee with a substance abuse problem should notify his or her supervisor. With appropriate
notice, management may be able to assist the employee in finding appropriate treatment. Any
questions concerning this policy should be directed to the supervisor.

Workplace Violence
The Company is committed to providing a work environment free from violence for all employees and
visitors. The Company prohibits the possession, purchase, sale, display or use of any firearm or other
weapon in the workplace or while engaged in company business. The Company also prohibits
violence in the workplace including verbal threats, physical threats, or intimidation. Employees are
encouraged to raise workplace concerns with their immediate supervisor. If the complaint remains
unresolved, the next step is to contact your executive supervisor.
The Company will investigate concerns or incidents of workplace violence. The Company will guard
against retaliation and adverse treatment of employees who bring concerns to the Companys attention,
or who participate in an investigation.
Accidents and Injuries
All employees are responsible for using safe practices in the performance of their jobs. You must
report all on-the-job accidents in which you are involved to your supervisor immediately, even if there
is no personal injury or property damage. If you are injured at work or a work related injury becomes
apparent later, do not attempt to treat yourself. Immediately call a supervisor. Failure to report
injuries or accidents, or submission of fraudulent claims to Workers Compensation, is cause for
disciplinary action, up to and including termination.

Technology and Use of Company Property

No employee should expect any privacy except that which is given by law. Amerivents has the right to
monitor any communications that utilize Amerivents networks in any way, including data, voice mail,
Internet use (see Internet usage policy), etc., to determine proper utilization and retains the right to do
so at any time. Management will review the activity and may analyze usage patterns and may choose
to publicize this data to assure that the agency's resources in these areas are being utilized according to
this policy. Furthermore, no employee shall knowingly disable any network software or system
identified as a monitoring tool.

In addition, no employee shall use company property for personal use unless specific permission has
been granted by the Executive Administrator. This includes, but is not limited to, computers, pagers,
telephones, cellular phones, copiers, faxes, Internet services, printers, etc. Should permission be
granted, the employee is responsible for the return and care of the loaned property. Special care should
be taken to identify any concerns regarding its condition before the property is removed and/or used.

Use of Internet
Access to the Internet through the Amerivents company network is a privilege and carries
responsibilities reflecting responsible and ethical use. Limited personal use of the Internet is allowed
by Amerivents; however, the user is reminded that use of any and all company property is primarily for
the purpose of business related usage. Any personal use of the Internet is expected to be on the user's
own time and is not to interfere with the person's job responsibilities.

Electronic Mail (E-mail) Policy

The electronic mail (e-mail) and other information systems (Internet, fax machines, voice-mail, etc.) of
the Company are the property of the Company, are not to be used in ways that are disruptive or
offensive to others, or in ways that could be harmful to the workplace environment. There shall be no
display or transmission of sexually explicit images, messages or cartoons, or any transmission or use of
e-mail communication containing ethnic slurs, racial epithets, or anything that may be construed as
harassment or disparagement of others based on their race, national origin, gender, sexual orientation,
age, disability, or religious or political belief. In addition, e-mail will not be used for sport pools or
wagering of any kind, or any other time-consuming non-business activity such as chain letters, etc.
The network information systems at the Company are to be used exclusively for the business of the
organization. The e-mail system should not be used to solicit or address others regarding commercial,
religious or political causes, or for any other solicitations which are not work related.
The Company reserves the right to monitor an employees e-mail messages. The Company also
reserves the right to disclose all messages sent or received over its e-mail system for any purpose.
Any violation of this policy may result in disciplinary action up to and including termination.

Software
Computer software is governed by the same protective copyright as that of printed materials. That is,
you cannot make copies of software without the express consent of the authors or without paying for
licensing covering the use of the software.
Unauthorized use of software is a serious offense and costs companies many thousands of dollars in
fines, license fees and audits. The Company makes every effort to insure the current-ness of all of its
software license agreements. If you know of any instances where unauthorized use is occurring, you
must immediately report it to the Companys Network Systems Administrator. Any unauthorized use
or misuse of software will result in disciplinary action up to and including termination. Due to security
issues, employees may not install any other programs on a Company computer without the written
permission of the Companys Network Systems Administrator. These forbidden programs include, but
are not limited to; games, online services, screen savers, etc.

Employment of Relatives
The Company may consider members of an employees immediate family for employment. An
immediate family member of an employee may not be hired, however, if:
It would create either a direct or indirect supervisor/subordinate relationship between relatives.

It would create either an actual conflict of interest or the appearance of a conflict of interest, the
appearance of favoritism or preferential treatment.

These criteria will be considered when assigning, transferring or promoting employees. For purposes
of this policy, immediate family includes the employees spouse, sibling, brother-in-law, sister-in-law,
parents, parents-in-law, grandparents, grandparents-in-law, children, stepchildren, daughter/son-in-law
and any other member of the employees household. Employees who marry or become members of
the same household may continue employment as long as there is not a violation of any of the above
exceptions. Should one of these situations occur, the Company reserves the right to attempt to find a
suitable alternative position within the Company. Management reserves the right to make exceptions
to this policy when deemed necessary. The Company will, in all cases, consider applicable law before
taking any action in accordance with this policy.

Reference Inquiries
An employee that receives a reference inquiry on a previous or existing employee must refer the
request to the Executive Leadership Team as this is the only persons authorized to respond to these
inquiries. The Company does not provide letters of recommendation. The Company will confirm a
former employees dates of employment, wage rate and job title to a prospective employer in writing
only, but will not provide additional information without written consent from the prior employee.

No Solicitation/No Distribution Policy

From time to time, the Company may sponsor activities. Solicitation or advertising, other than a
Company-sponsored appeal campaign, is not permitted during working time or in working areas.
Distribution of literature by employees in working areas on Company property for any purpose other
than business is prohibited. Personal solicitation by employees during work time is prohibited.
Travel and Business Expenses (Company Credit Card Procedures)

General
If you have incurred expenses, all expense details must be submitted on the approved Company
Expense Report form with supporting receipts attached. All expenses must be pre-approved prior to
being eligible for reimbursement. Anything $25 and over without a receipt to support the
reimbursement will not be reimbursed. Please submit the expense report to your department supervisor
for approval. Approved expenses will be reimbursed in your paycheck on the following payment
period in which the expenses were incurred. All expense reports submitted in excess of one month late
will not be reimbursed. When necessary for business purposes as further detailed below, the Company
will reimburse for transportation to tradeshows, and client meetings. For local travel, public
transportation should be used whenever possible. When the availability of public transportation is
inadequate or impractical, use of a personal automobile will be paid at the reimbursable rate of the then
current Federal rate in effect for the period when the business miles are incurred. Necessary tolls and
parking with appropriate receipts will also be reimbursed.

Company Property
Respect and protection of both Company and employees personal property is everyones concern. It
is expected that employees will take appropriate care of Company equipment at all times and do
everything possible to avoid damage to the equipment and employed media. Intentional destruction of
equipment or media will result in immediate termination of employment.
No Company supplied information, furniture, equipment or supplies should be used for personal use,
nor removed from the physical confines of the Company unless your supervisor approves it and your
job specifically requires its use. Computer equipment, including laptops, may not be used for personal
benefit. Please report any missing or damaged property to your supervisor immediately. The
Company is not responsible for loss or damage of your personal property.

Loss Prevention
The Company assumes no responsibility or liability for any loss or damage of personal property or
money on any Company or clients premises, and, consistent with that, the Companys insurance
policies do not cover any such losses. The key to prevention of crimes against persons and property is
awareness and securing your valuables. Employees can reduce the opportunity for criminal activity by
not bringing valuable personal belongings to work and, if the belongings are brought to work, locking
offices and desks to secure valuable property.
The Company does reserve the right to search company property issued to the employee, as well as the
employee and personal property of the employee, whenever there is a business security, criminal or
safety need to do so.

Personal Telephone Calls

The telephone lines at the Company must remain open for business calls and to service our clients.
Employees are requested to limit any personal telephone calls, incoming and outgoing, with the
exception of emergency calls. No long distance calls, which are not strictly business related, are to be
made on the Company telephones. The personal use of incoming or outgoing 800 and T1 lines is
strictly prohibited. If employee has a personal cell phone, it must be kept on vibrate or silent while in
the office.
Your Personnel File
Keeping your personnel file up-to-date is an important way to make sure your pay, deductions, benefits
and other personal information are accurate. Coverage of benefits that you and your family may
receive under the Companys benefits package could be negatively affected if the information in your
personnel file is incorrect. Please be sure to notify the Supervisor immediately if you have a change in
your personal information, such as name, address, telephone number, marital status or beneficiaries.

Employment Classifications
Employees are classified as either full-time regular or Temporary Service Professionals (temporary).
In addition employees are classified as exempt or non-exempt from federal and state wage and hour
law. Please ask you supervisor if you are unsure of your job classification.
Full-time Regular Employee:
An employee who is regularly scheduled to work 40 or more hours per week for the calendar
year, and is classified as full-time for payroll purposes, is eligible for Company benefits as
listed in the Company Benefits Handout, subject to the terms and the extent required by the
provisions of state and federal laws and each benefit program.
Temporary Employee or Temporary Service Professional (TSP)
An individual who works on either a short-term or long-term assignment(s) with an outside
client and is not considered a full time regular employee. An individual is not considered a
Temporary Employee or TSP until they are assigned to a specific assignment. Whether you are
on a short-term or long-term assignment with our clients and customers, you are an Amerivents
employee. TSPs are not eligible for Company benefits as outlined in the Company Benefits
Handout.
Exempt and Non-exempt Employee
Non-exempt (casual) employees are eligible for overtime pay if they work more than 40 hours
in a week. Exempt (full time and part-time) employees are paid a salary and are not eligible for
overtime. An employees exempt or non-exempt classification may only be changed upon
written notice from management.

Initial Introductory Period

The first 90 days of employment is an introductory period for all employees in which you and the
Company can determine suitability for and interest in the position. Successful completion of the initial
introductory period does not guarantee continued employment and does not alter the at-will
relationship between you and the Company. Where appropriate, management may extend the 90-day
introductory period in order to continue the evaluation of the employees performance.
You should feel free, at any time, to ask questions and seek the help of others who can assist you.
Your first point of contact is your supervisor, but discussions with co-workers and other members of
the management team may also be beneficial.
Promotions
Promotions are based on merit, skill and overall qualifications in the judgment of Management. While
length of service may be considered, qualifications vary between employees regardless of length of
service. While the Company prefers to promote from within, the Company may also recruit from
outside the Company.

Corrective Action Policy

The Company is committed to establishing and maintaining management practices and procedures that
support effective operations in the interest of the organization and its employees. Such procedures
may include the administration of discipline or corrective action.
The Company believes corrective action is generally appropriate for performance deficiencies and
minor offenses. However, due to the broad range of human conduct, it is impossible to make a
comprehensive list of disciplinary rules and penalties for infractions of those rules. Certain types of
conduct may, in the opinion of the Company, merit harsher or more lenient penalties or corrective
action than other types of conduct depending upon the circumstances.
The Company follows certain procedures for disciplining and terminating employees. Depending on
the particular circumstances, an employee may receive verbal and/or written warnings before being
terminated, or may be terminated without any prior notice or warning. Any employee who violates any
policy of the Company, performs unsatisfactorily, or engages in any other unacceptable behavior will
be disciplined. The disciplinary procedure may include one or more of the following, in any order:

1. Verbal warning to employee

2. Written warning with copies to employee and personnel file
3. Suspension
4. Termination

Depending upon managements determination of the severity of the offense, a supervisor may skip any
step in the above disciplinary process.
These corrective action guidelines do not constitute either an express or implied promise or obligation
on the part of the Company and do not in any way alter the at-will relationship that exists between the
Company and each of its employees. The Company reserves the right to terminate any at will
employee at any time for any reason or no reason, with or without prior warning or notice, or good
cause.

Termination of Employment
It is the policy of the Company to make a reasonable effort to retain good employees. Occasionally,
business activity, unacceptable performance or behavior on the part of an employee, failure of an
employee to comply with a corrective action program, or other circumstances may require the
involuntary separation of an employee.
The Company does not desire reductions in work force. But if reductions become necessary,
employees will be evaluated for open positions based on past performance, applicable skill and
abilities.
If an employee initiates a separation, the employee is expected to give at least two weeks notice.
Under most circumstances, leaving without notice, or failing to respond to communications, will be
considered a voluntary termination with ineligibility for rehire and may delay processing final
paychecks and expense reimbursements. Employees, upon termination, must promptly return all
Company property which includes but is not limited to copies of diskettes, notes, notebooks, literature,
customer lists and files, computer programs, manuals, cell phones and laptop computers. Employees
will not disclose client lists, vendor information, trade secrets, proprietary information, etc. or by doing
so, employees may subject themselves to legal action.
Any separated employee who wishes to reapply for employment with the Company must follow the
established application procedures for the desired open position.

Workers Compensation
The Workers Compensation insurance plan is paid by the Company 100%. Job-related injuries,
regardless of their seriousness, must be immediately reported to your supervisor and the Executive
Leadership Team. You may continue your other insurance benefits by continuing to pay your regular
employee contribution while receiving workers compensation.
Family and Medical Leave - FMLA
The Company has established policies to comply with the Family and Medical Leave Act of 1993
(FMLA). An eligible employee may take up to 12 workweeks of unpaid leave in a 12-month period
for one of the following reasons:
The birth, adoption, placement for adoption or foster care of a child;

To care for the employees family member (spouse, child or parent) with a serious health
condition; or
Because of the employees own serious health condition that renders the employee unable to
perform his or her job functions.
Employee Eligibility
To be eligible for FMLA benefits, an employee must:
Have worked for the Company for at least 12 months; and
Have worked at least 1250 hours during the 12 months preceding commencement of the leave.
When FMLA leave is needed to care for a spouse, child or parent with a serious health condition or for
the employees own serious health condition, and is for planned medical treatment, the employee must
try to schedule treatment so as not to unduly disrupt the Companys operations.
The Company will furnish an employee with further information regarding the employees rights and
responsibilities under the FMLA when the employee gives notice of his or her intent to take FMLA
leave. Notice of intent should be at a minimum of 2 weeks prior to the intended leave. The Company
may require a physician certification for any requested FMLA leave.
Any questions regarding this policy should be directed to the Executive Administrator.
Temporary Service Professional (TSP) Guidelines
Whether you are on a short-term or long-term assignment with our clients and customers, you are an
Amerivents employee. If you have questions or concerns about your assignment, contact a member of
the Amerivents Executive Leadership Team: James Dellapace, President, or Ewa Notwicz, Executive
Administrator.

Temporary Service Professionals are recognized and rewarded by clients when becoming a request at
their location. If the clients you work for put you on their requested file, the amount of work
opportunities you receive will grow. Becoming a request is accomplished by receiving consistent high
marks in the areas that Clients review all Amerivents TSP's- Attitude, Skill, and Presentation.
In addition to the above areas, being punctual as well as a great team player are things that will always
work in your favor when trying to become a request with a client.

TSP Work Schedule

Attendance
The Company expects that employees will report to all confirmed scheduled shifts and be on time and
prepared to work their scheduled hours. Prompt and regular attendance is required to maintain an
effective operation.

Availability
All Temporary Service Professional must log into their online profile and update their availability on a
weekly basis in order to considered and matched to available jobs. You must submit availability by
9:00 AM each Friday.

Failure to submit your available schedule for a period of four (4) weeks without proper request may be
considered as a termination of your employment with Amerivents.

Accepting an assignment means that you have agreed to report to a designated client at a specific time
and complete the assigned work to the best of your ability.

Call Out Procedure

For all confirmed assignments, a 24 hour cancellation notice is required for all assignments that have
been confirmed. An assignment is considered confirmed when all event details have been given and
the employee has confirmed receipt of information and has responded to accept the assignment.

If you are unable to report to your scheduled shift due to illness or emergency, please contact an
Amerivents representative immediately via phone call, email, or text. You should confirm that your
message has been received by an Amerivents representative acknowledging your need to call out.

If you arrive late to an event, you must report to a supervisor immediately for additional direction. If
you are dismissed you will not receive any compensation for the assigned shift.

For all AM shifts starting between 5:00 and 11:00 AM, Amerivents should be contacted no later that
9:00 PM the previous day. For all PM shifts starting between 12:00 and 5:00 PM, Amerivents should
be contacted 4 hours prior to shift start time. For example, if a shift start time is January 13th at 8:00
AM, then contact must be made prior to 9:00 PM on January 12th. If a shift start time is January 15th at
3:00 PM, contact must be made no later than 11:00 AM on January 15th.
No Call/No Show
Failure to show up for an event at your scheduled start time could result in termination. Please follow
the Call Out Procedure for any cancellations or changes to the scheduled start time. If you arrive late to
an event, you must report to a supervisor immediately for additional direction. If you are dismissed you
will not receive any compensation for the assigned shift.

Client Assignment Specific Policies and Guidelines

Dress Code and Professional Appearance

It is the policy of the Company that all employees will present an image of professionalism to our
clients, vendors and peers reflective of our overall business standards. All employees must have clean
clothing, nails and hair and an overall professional appearance. Any extreme changes to hair color or
style must be brought to the attention of an Amerivents representative prior to being assigned to a
client. Tattoos must not be visible.

Standard dress for typical events include black dress pants, black button down straight collar shirt, and
white button down straight collar shirt, black bow tie, long black tie and black dress shoes. All clothing
should be wrinkle free with no holes or tears including shoes. You are not required to purchase specific
items to be considered for work. By listing the items in your profile that you already own in your
personal wardrobe we are able to offer opportunities based on the information you have given us.
Should you decide to add additional items to your wardrobe please update your profile accordingly.

Acceptance of Gifts - Standards and Requirements

No gifts of any kind that are offered by vendors, suppliers, customers, potential clients or any other
individual or organization, no matter the value, will be accepted by any employee, at any time. Gift
also includes any food or beverage item (alcoholic or non-alcoholic) that may be taken from the work
premises by any employee at any time.

No Drinking and Eating

Eating and drinking during work hours on the event floor is prohibited unless specifically approved by
the client. In circumstances where the client allows TSPs to eat and drink during work hours, all
consumption must take place in designated areas or during a designated break time following and
according to New York labor laws.

Pay Administration

Timesheet
The Company endeavors to keep accurate records of the time worked by all employees. It is your
responsibility to sign in at the start of your shift indicating start time, breaks and end time. You must
initial your time sheet at the end of each shift indicating your agreement to the time worked for the
specific shift identified. If your timesheet is inaccurate, please work with the Team Captain on duty or
an Amerivents representative to ensure your time is reflected accurately based on the time worked.
Pay Checks/Pay Day
Temporary Service Employees (TSP) are paid on a weekly basis. Paychecks are distributed each
Friday and include payment for the previous pay cycle. Pay cycles start on Saturday and end on the
following Friday.
All payment inquiries should be sent to info@amerivents.com

Required Deductions
The Company is required by law to make certain deduction from your paycheck, including federal,
state and local income taxes and your contribution to Social Security and the State disability fund.
These deductions will be itemized on your check stub. The amount of the total deduction may depend
on both your earnings and the information you furnished on your W-4 (Federal and State) form
specifying the number of dependents/exemptions you claim.
Wage Assignments (Garnishments)
You will be notified in the event that court-ordered deductions are to be taken from your paycheck.
Direct Deposit
Not available at this time!

Jury Duty
If you receive a jury duty notice, please notify and forward a copy of the notice to your supervisor.
Upon completion of the jury duty a copy of the completion certificate must also be given to your
supervisor.

Initial Introductory Period

The first 90 days of employment is an introductory period for all employees in which you and the
Company can determine suitability for and interest in the position. Successful completion of the initial
introductory period does not guarantee continued employment and does not alter the at-will
relationship between you and the Company. Where appropriate, management may extend the 90-day
introductory period in order to continue the evaluation of the employees performance.

Non Solicitation
During the term of this employment and for a period of one year subsequent to the termination of this
employment employee shall not without the prior consent of Amerivents directly, indirectly, or
through any other party solicit business from or perform services for any direct or indirect Amerivents
customer or any other perspective Amerivents customer whom employee had any contact with or
exposure to at any time during the term of this employment. This will result in immediate termination.
 Employee Acknowledgment of Receipt of Employee Handbook
The guidelines found in this handbook are designed to outline basic employment policies and practices
that may be of interest to employees. Such guidelines are intended as general policy guidance only,
and are presented as a matter of information and reference. They are not intended to cover every
situation that might arise, nor are they intended to be binding on AMERIVENTS.
While AMERIVENTS believes wholeheartedly in these guidelines, AMERIVENTS also
acknowledges that it is not possible to foresee all contingencies or circumstances that may arise.
Consequently, AMERIVENTS recognizes the need to maintain flexibility in its philosophies,
interpretations and application of its guidelines.
AMERIVENTS reserves the right, at its sole discretion and at any time, with or without any notice, to
rescind, revise or to modify all or part of the guidelines and procedures, or their application to any
individual. AMERIVENTS reserves the right to deviate or depart from, make exceptions to, interpret,
and apply any of its guidelines as it sees fit based on particular facts or changing conditions or as it
otherwise determines for any reason in its sole judgment. In addition, the guidelines described in
AMERIVENTS handbook are to be considered as unilateral expression of general policy that can be
added to, modified, or deleted by AMERIVENTS, in part or in whole, at any time for any reason, with
or without advance notice.
I acknowledge that Amerivents is my only employer for any events assigned to me by Amerivents. I
understand that I am hired, paid and supervised by Amerivents and that neither the venue where I
provide services nor the food services provider at the venue is my employer.

This Handbook is not intended to alter the at-will employment status of any employee. Any employee
of AMERIVENTS may terminate the employment relationship, with or without cause, and without
notice, at any time. AMERIVENTS may similarly terminate the employment relationship, with or
without cause, and without notice, at any time. No manager or other supervisor or employee of
AMERIVENTS has the authority to enter into an employment agreement for any specified period of
time or to make any agreement contrary to the foregoing unless such agreement is in writing and
signed by the employee and a President of AMERIVENTS.

Amerivents is an Equal Opportunity Employer and does not and will not discriminate based on sex,
race, color, age, religion and/or disability, or any other category protected by law.
EMPLOYEE AGREES TO RETURN HANDBOOK TO THE COMPANY UPON
TERMINATION, WHETHER VOLUNTARY OR INVOLUNTARY.
Please acknowledge your receipt of this handbook by signing below. You are expected to read this
Employee Handbook in its entirety. You must promptly return this executed Acknowledgment to the
Supervisor for inclusion in your personnel file.

Employee Name
Employee Signature
Social Security Number
Date Signed