ASSOCIATE HANDBOOK

2019
 ABOUT THIS HANDBOOK

The contents of this Handbook are only guidelines and supersede the contents of any prior Handbook.
Guitar Center, Inc., and its subsidiaries (“us,” “we” or the “company”), each has the right at any time, with or
without notice or reason, in an individual case or generally, to change any of its guidelines, policies,
practices, working conditions or benefits.

Many matters covered by this Handbook also are described in separate official documents. These official
documents always control over any statement made in this Handbook or by any manager.

NEITHER THIS HANDBOOK NOR ANY OTHER COMPANY GUIDELINES, POLICIES OR PRACTICES CREATES AN
EMPLOYMENT CONTRACT, BARGAIN OR AGREEMENT OR CONFERS ANY CONTRACTUAL RIGHTS. AT ALL
TIMES, YOUR EMPLOYMENT RELATIONSHIP IS CONSIDERED “AT-WILL.” THIS RELATIONSHIP MEANS THAT
YOU HAVE NOT ENTERED INTO A CONTRACT REGARDING ANY ASPECT OF YOUR EMPLOYMENT AND YOU
ARE FREE TO END YOUR EMPLOYMENT AT ANY TIME, WITH OR WITHOUT NOTICE OR REASON. LIKEWISE,
IN OUR SOLE DISCRETION WE HAVE THE RIGHT TO TERMINATE YOUR EMPLOYMENT OR OTHERWISE
DISCIPLINE, TRANSFER OR DEMOTE YOU AT ANY TIME, WITH OR WITHOUT NOTICE OR REASON. NO ONE
OTHER THAN THE CHIEF EXECUTIVE OFFICER OR CHIEF FINANCIAL OFFICER HAS THE AUTHORITY TO
ALTER THIS ARRANGEMENT OR AUTHORIZE AN AGREEMENT FOR EMPLOYMENT FOR A SPECIFIED PERIOD
OF TIME OR MAKE ANY AGREEMENT CONTRARY TO THIS POLICY, EITHER IN EXPRESS OR IMPLIED FORM
AND ON AN INDIVIDUAL BASIS OR COLLECTIVELY. FURTHERMORE, ANY SUCH AGREEMENT MUST BE IN
WRITING AND MUST BE SIGNED BY THE CHIEF EXECUTIVE OFFICER OR CHIEF FINANCIAL OFFICER.

This notice applies to all associates regardless of date of hire.

 Table of Contents
Company Background ....................................................................................................................................................................................................................1
Our Mission ........................................................................................................................................................................................................................................1
Equal Employment Opportunity ................................................................................................................................................................................................1
Discrimination ..................................................................................................................................................................................................................................2
Harassment ........................................................................................................................................................................................................................................2
Substance Abuse ...............................................................................................................................................................................................................................4
Drug Testing.......................................................................................................................................................................................................................................4
Violence in the Workplace............................................................................................................................................................................................................4
Conflict Resolution ..........................................................................................................................................................................................................................5
Employee Hotline .............................................................................................................................................................................................................................5
Open Communications ...................................................................................................................................................................................................................6
Pay Transparency Policy Statement .........................................................................................................................................................................................6
Arbitration ..........................................................................................................................................................................................................................................6
Introductory Period ........................................................................................................................................................................................................................6
Good Standing....................................................................................................................................................................................................................................6
Employment Classifications .........................................................................................................................................................................................................7
Work Hours ........................................................................................................................................................................................................................................7
Overtime ..............................................................................................................................................................................................................................................8
Time Clock and Punch Procedures ............................................................................................................................................................................................8
Your Pay...............................................................................................................................................................................................................................................8
Separation of Employment ........................................................................................................................................................................................................ 10
General Rules of Conduct ........................................................................................................................................................................................................... 10
Attendance .......................................................................................................................................................................................................................................11
Dress Code, Grooming & Hygiene ........................................................................................................................................................................................... 12
Accommodation for Nursing Mothers ................................................................................................................................................................................... 12
Company Property........................................................................................................................................................................................................................12
Acceptable Uses of Company Systems, Technology & Information ........................................................................................................................... 13
Confidential & Proprietary Information .............................................................................................................................................................................. 13
Solicitations & Distributions..................................................................................................................................................................................................... 14
Expense Reimbursement ........................................................................................................................................................................................................... 14
Immigration Law Compliance .................................................................................................................................................................................................. 14
Personnel Records & Information .......................................................................................................................................................................................... 14
Employment Verifications & Requests for References ................................................................................................................................................... 15
Children In the Workplace ........................................................................................................................................................................................................ 15
Pets At Work ...................................................................................................................................................................................................................................15
Security, Investigations & Searches ....................................................................................................................................................................................... 15
Smoking ............................................................................................................................................................................................................................................15
Recording & Photographs .......................................................................................................................................................................................................... 15
Requests for Information & Interactions with the Media.............................................................................................................................................. 16
Conflicts of Interest ......................................................................................................................................................................................................................16
Workers’ Compensation Insurance........................................................................................................................................................................................ 16
401(k) Plan ......................................................................................................................................................................................................................................16
Anniversary Award Program.................................................................................................................................................................................................... 17
Merchandise Discounts............................................................................................................................................................................................................... 17
Vacation ............................................................................................................................................................................................................................................17
Holidays ............................................................................................................................................................................................................................................18
Sick Time ..........................................................................................................................................................................................................................................18
Bereavement Time .......................................................................................................................................................................................................................19
Other Time Off ................................................................................................................................................................................................................................19
Family & Medical Leave (FMLA) .............................................................................................................................................................................................. 20
Pregnancy Leave............................................................................................................................................................................................................................23
Military Leave – Active Duty, Reserves, or National Guard ........................................................................................................................................... 24
Personal Leave ...............................................................................................................................................................................................................................24
Gig Leave...........................................................................................................................................................................................................................................24
Inclement Weather .......................................................................................................................................................................................................................25
Safety Commitment ......................................................................................................................................................................................................................25
No Unsafe Duties............................................................................................................................................................................................................................25
Injury Reporting Responsibilities .......................................................................................................................................................................................... 25
Safety Guidelines ...........................................................................................................................................................................................................................25
Emergency Situations .................................................................................................................................................................................................................. 27
Performance Reviews.................................................................................................................................................................................................................. 27
Career Advancement ................................................................................................................................................................................................................... 28
Transfers & Promotions ............................................................................................................................................................................................................. 28
 ABOUT US
Company Background
We are the leading retailer of music products in the United
States. We operate three business units under the Guitar
Center, direct brands and Music & Arts brands. Our Guitar
Center brand offers new, used and vintage guitars,
amplifiers, percussion instruments, keyboards and pro
audio and recording equipment through retail stores and
online, along with repair services and rehearsal and lesson
services. Our direct brands offer catalog and online sales of a
wide selection of music products under various brand
names, including Musician’s Friend and Music123. Our
Music & Arts brand offers band and orchestra instruments
for rental and sale, music lessons and a selection of products
of the type offered by our Guitar Center stores. Music & Arts
also manages the Woodwind & Brasswind direct brand.
Our Guitar Center and Music & Arts brands are operated
primarily out of Guitar Center Stores, Inc., our retail store
subsidiary. Our direct brands businesses include our
Musician’s Friend, Inc., Music123, Inc., and Woodwind &
Brasswind, Inc. subsidiaries. Our GTRC Services, Inc.
subsidiary provides shared support services for all our
brands, including distribution and fulfillment centers,
contact centers and technology services.
Our corporate business consists of the operations of Guitar
Center, Inc., the parent company of our operating
subsidiaries which provides management and
administrative functions for the organization.
Guitar Center Holdings, Inc. is Guitar Center’s parent
company and has no operations other than its ownership of
Guitar Center, Inc. and related debt and equity financing
activities.
Guitar Center
Guitar Center stores consist of primary, secondary and
tertiary format stores across the United States. The store
format is determined primarily by the size of the market in
which it is located. Our primary format stores serve major
metropolitan population centers and range in size from
13,000 to 30,000 square feet. Our secondary format stores
serve mid to large metropolitan areas not served by our
primary format stores and range in size from 8,000 to
15,000 square feet. Tertiary market stores serve smaller
population centers and range in size from 5,000 to 8,000
square feet. We also operate one lesson and rehearsal
facility in Southern California under the GC Studios name.
Rehearsal and lesson space is included in our newer and
newly-remodeled stores.
Guitar Center also offers online sales and research through
its website. This online channel creates a multi-channel
Guitar Center business that allows customers to interact
between the brick-and-mortar and online operations.
Our Guitar Center stores are supported by a distribution
facility located in Brownsburg, Indiana, and Rialto,
California.
Direct Brands
Our direct brands business operates a direct response e-
commerce and catalog business. Our direct brands business
includes catalogs and websites under various brands,
primarily Musician’s Friend and Music123.
Our direct brands business and our other online businesses
are supported by customer contact centers located in Salt
Lake City, Utah, and Indianapolis, Indiana, and an order
fulfillment facility located in Kansas City, Missouri.
Music & Arts
Our Music & Arts business is a leading national retailer of
musical products for students and beginner musicians.
Music & Arts also has education representatives and affiliate
locations, who together with retail stores generate rental
contracts. Our Music & Arts stores range in size from 800 to
6,800 square feet, with an average store size of
approximately 3,100 square feet. Music & Arts also manages
its own website and the operations of the Woodwind &
Brasswind.
Our Music & Arts business is headquartered in Frederick,
Maryland and its stores are supported there by a
distribution facility.
Our Mission
We Help People Find Their Sound
Helping people find their sound is what we do. Music is a
positive force in people’s lives, and helping musicians with
their musical journey is a noble cause. We take the utmost
pride in this commitment.
OUR ENVIRONMENT
Equal Employment Opportunity
We embrace a philosophy of providing equal opportunity to
all qualified persons. We follow employment practices that
ensure that all matters related to recruiting, hiring, training,
compensation, benefits, promotions, transfers, terminations,
layoffs and recalls, as well as all company‐sponsored social
and recreational programs and all treatment on the job, will
be free of unlawful discriminatory practices and will be
based on business needs, not on race, color, creed, religion,
national origin, ancestry, citizenship status, sex, gender,
gender identity, gender expression, sexual orientation, age,
physical or mental disability, marital status, veteran status,
genetic information or any other characteristic protected by
applicable law.
Our equal employment opportunity philosophy is designed
to comply with all applicable provisions of the Americans
with Disabilities Act (ADA) and related laws. As such, we will
not discriminate against any qualified associate or job
applicant with respect to any terms, privileges or conditions
of employment because of that person’s physical or mental
disability. Further, we will endeavor to provide reasonable
accommodations wherever necessary for all associates or
applicants with known disabilities, provided that the
individual is otherwise qualified to safely perform the
essential duties and assignments connected with the job and
provided that any accommodations made do not impose an
undue hardship on the company.
Management at each of our locations is responsible for
administering a positive program of recruitment, training,
job design, promotion and other employment activities to
assure genuine equality of opportunity for all persons to
participate in all organizational units, job functions and
levels of responsibility within the company. However,
through our personal actions we all share the responsibility
for ensuring that our equal employment opportunity
policies are effectively and uniformly applied.
If you have questions or concerns about equal employment
opportunities in the workplace, please bring these issues to
the attention of your manager. We will not tolerate
retaliation against individuals who raise issues of equal
employment opportunity.
Discrimination
We consider any form of discriminatory practices in the
workplace to be unlawful, improper and unacceptable.
Discrimination in this context includes unfair treatment or
denial of privileges to a person or persons on the basis of
any protected characteristic. No associate or customer
should be subjected to or expected to tolerate
discrimination by another person.
If you believe that you have been the object of intentional or
unintentional discriminatory actions, or have otherwise
witnessed discriminatory practices in the workplace, report
those actions or practices to your manager, any member of
the management team, Human Resources or the Employee
Hotline. When information of this nature is brought forward,
management will investigate and attempt to resolve the
situation in a prompt, timely and, to the extent practical and
appropriate, confidential manner according to company
policies as well as appropriate employment laws. Associates
are expected to cooperate with investigations conducted
pursuant to this policy.
We will not tolerate retaliation against an associate for good
faith reporting of discrimination complaints or assisting
with related investigations.
Harassment
We strive to provide a work environment that is free from
intimidation, hostility or other offenses constituting
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intentional or unintentional harassment. Harassment of any
type – verbal, physical, visual – against any individual on the
basis of any protected characteristic will not be tolerated.
What Is Harassment?
Harassment in any form refers to unwelcome behavior and
conduct that denigrates or shows hostility or aversion
towards an individual because of any protected
characteristic. Conduct generally constitutes improper
harassment when: (1) it has the purpose or effect of creating
an intimidating, hostile or offensive work environment; (2)
it has the purpose or effect of unreasonably interfering with
an individual’s work performance; or (3) it otherwise
adversely affects an individual’s employment opportunities.
Types of harassment include the following when based on
any protected characteristic:
• Verbal harassment: Slurs, jokes, insults, epithets,
teasing, derogatory comments, threats of physical harm.
• Visual harassment: Distribution and/or display of
offensive written, electronic or graphic material
including posters, symbols, cartoons, drawings, emails.
• Physical harassment: Hitting, pushing or other
aggressive physical contact, blocking a person’s way,
aggressive invasion of personal space, touching or
threats to take such action, lewd or inappropriate
gestures.
• Sexual harassment: Sexual harassment may involve
any intentional or unintentional, unwelcome sexually
oriented conduct, either implied or stated, including
unwelcome sexual advances, requests for sexual favors,
or other verbal or physical contact of a sexual nature
when such conduct creates an offensive, hostile and
intimidating working environment or prevents an
individual from effectively performing the duties of
their position. It also encompasses such conduct when it
is made a term or condition of employment or
compensation, either implicitly or explicitly, and when
an employment decision is based on an individual’s
acceptance or rejection of such conduct.
Sexual harassment crosses age and gender boundaries
and cannot be stereotyped. The following list includes
some of the behaviors that could be considered forms of
sexual harassment:
− unwelcome sexually related comments, sexual
jokes, epithets, advances or propositions
− sexually degrading or vulgar words or written
descriptions of a person
− comments about a person’s body, sexual
orientation, sexual prowess or sexual deficiencies
− conversation about one’s own or someone else’s
sexual conduct or activities
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 − conduct or comments consistently targeted at only
one gender, even if the content is not sexual
− teasing or other conduct directed toward a person
because of his or her gender
− invading personal privacy inside or outside of the
workplace (such as harassing phone calls)
− unwelcome sexual advances, touching, leering,
whistling, pinching, assault, blocking normal
movement, brushing against the body or suggestive,
insulting or obscene comments or gestures
− demanding or requesting sexual favors in exchange
for favorable reviews, assignment, promotions,
continued employment or promises of same
− actual or attempted assault or coerced sexual acts
− displaying publications, pictures, posters, calendars,
graffiti, cartoons, photographs, objects, promotional
materials, reading materials, computer or other
electronic messages or any other materials that are
in any way sexually revealing, sexually suggestive,
sexually demeaning or pornographic anywhere in
the company’s workplace by associates
− downloading inappropriate pictures or materials
from computer systems
Sexual harassment can be illegal. Harassing conduct is
unacceptable in the workplace and any work-related setting
such as business trips and business related functions. The
harassing or harassed individual may be a manager, co-
worker, customer, lessons student, vendor or other third
party.
Responsibilities in Reporting Complaints of Harassment
All associates, and particularly managers, have a
responsibility for keeping our work environment free of
harassment. If you become aware of an incident of
harassment, whether by witnessing the incident or by being
informed of it, you should report it to any member of the
management team with whom you feel comfortable or you
may report it to Human Resources or anonymously through
the Employee Hotline. Incidents of harassment that must be
reported include misconduct with lessons students or
customers.
If you believe you have been personally subjected to
harassment, if possible, make it clear to the offender that
such behavior is considered offensive. Where this is not
possible, if you would prefer not to do so or if direct
communication to the offending party is ineffective, you
should bring your complaint to the attention of your
manager or the senior manager at your location or directly
to Human Resources as soon as possible. We encourage
prompt reporting of complaints so that we may respond
rapidly and take appropriate action. However, due to the
sensitivity of these problems and because of the emotional
3
toll such misconduct may have on the individual, late
reporting in and of itself will not preclude management from
taking remedial action. However, failure to report incidents
of harassment may make it impossible for the company to
cure the problem or prevent future incidences of
harassment.
Investigation
We will attempt to investigate every report of harassment
thoroughly, promptly and in a confidential manner to the
extent practical and appropriate under the circumstances,
with due regard to the privacy of the persons involved.
However, please note that, given the nature of these
incidences and the investigatory process, confidentiality
cannot be guaranteed.
Associates must cooperate with all investigations conducted
pursuant to this policy. Investigations of harassment may
include interviews with the complainant, the alleged
harasser and any other persons who may have knowledge of
the offending conduct.
Remedial Actions
Where harassment is found to have occurred, we will take
appropriate actions to remedy the situation.
Protection From Retaliation
Retaliation of any sort will not be tolerated and no adverse
employment action will be taken for any associate,
witnesses or confidants making a report of alleged
harassment in good faith.
False Accusations
We recognize that factual evidence is required in
determining whether or not a particular course of conduct
constitutes harassment. We also recognize that false
accusations of harassment can have serious effects on
innocent people. If, after investigation, it is clear that the
complainant has maliciously or recklessly made a false
accusation, the accuser will be subject to appropriate
disciplinary action.
Management Responsibility
Consistent with our desire to maintain a positive and
productive work environment, managers must immediately
halt any harassment of which they become aware, whether
or not the victim wants the company to do so. Managers are
also required to immediately report any incident of
harassment to Human Resources so that an appropriate
investigation can be conducted in accordance with
applicable company policies. Failure on the part of managers
to act appropriately according to company policy will
subject them to disciplinary action, up to and including
termination.
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Training
Associates in some job positions are required to undergo
harassment training on a periodic basis.
Substance Abuse
To help ensure a safe, healthy and productive work
environment for our associates and others, to protect
company property, and to ensure efficient operations, we
have adopted a policy of maintaining a workplace free of
drugs and alcohol. This policy applies to all associates and
other individuals who perform work for us.
The unlawful or unauthorized use, abuse, solicitation, theft,
possession, transfer, purchase, sale or distribution of
controlled substances, drug paraphernalia or alcohol by an
individual anywhere on company premises, while on
company business (whether or not on company premises),
while driving a company vehicle or personal vehicle for
company business, or while representing the company, is
strictly prohibited. Associates and other individuals who
work for the company also are prohibited from reporting to
work or working while they are using or under the influence
of alcohol or any drugs or controlled substances, except in
the case of legal prescription medication pursuant to a
licensed medical practitioner’s instructions and the licensed
medical practitioner has authorized the associate or
individual to report to work. However, this exception does
not extend any right to report to work under the influence of
medical marijuana or to use medical marijuana as a defense
to a policy violation or a positive test result to the extent you
are subject to any drug testing requirement, to the extent
permitted by and in accordance with law.
Associates are required to comply with the direction of a
physician regarding the use of controlled substances or
alcohol during treatment or rehabilitation when receiving
worker’s compensation or other financial assistance from
the company.
The company maintains a policy of non-discrimination and
will endeavor to make reasonable accommodations to assist
individuals recovering from substance and alcohol
dependencies, and those who have a medical history which
reflects treatment for substance abuse conditions. However,
associates may not request an accommodation to avoid
discipline for a policy violation.
Drug Testing
There are circumstances in which associates will be
required to submit to a drug screening. Some job positions
or company facilities require a pre-employment drug screen
as a condition of employment. Associates may be required to
submit to a drug screen if we have reasonable suspicion that
the associate has violated the company’s substance abuse
policy. In addition, associates involved in workplace or job-
related accidents/injuries where there is reason to believe
4
that drugs or alcohol may have played a role may be
required to undergo drug screening if the situation
warrants, to the extent permitted and in accordance with
applicable law. Associates who refuse to submit to a test
when requested will be terminated from employment, to the
extent permitted and in accordance with applicable law.
Violence in the Workplace
The safety and security of our associates, the company and
those with whom we interact is of vital importance.
Consistent with this philosophy, we have adopted a policy of
prohibiting workplace violence. This prohibition applies to
all persons involved in the operation of the company,
including associates, contract and temporary workers and
anyone else on company property. Any acts or threats of
physical violence, including intimidation, made against or by
any associate that occur on company property or involve or
affect the company, its associates or customers will not be
tolerated. Violations of this policy will lead to disciplinary
and legal action, as appropriate.
The company prohibits all persons who enter any company
property (including parking lots) or who drive a company
vehicle from carrying a handgun, firearm, knife or other
weapon regardless of whether the person is licensed to
carry the weapon or not. The only exceptions to this policy
may be police officers, security guards or other persons who
have been given written consent by the company to carry a
weapon on the property or where such prohibition is
restricted by law.
For the purposes of this policy, workplace violence is
defined as any intentional conduct which is sufficiently
severe, offensive or intimidating such that it causes an
individual to reasonably fear for his/her personal safety or
the safety of his/her family, friends or property. It may also
include situations in which employment conditions are
altered such that a hostile, abusive or intimidating work
environment is created. Some (but not all) examples of
workplace violence that violate company policy include the
following:
• threats or acts of violence occurring on company
premises, regardless of the relationship between the
company and the parties involved
• threats or acts of violence occurring off company
premises involving someone who is acting in the
capacity of a representative of the company
• threats or acts of violence occurring off the company
premises involving an associate of the company if the
threats or acts affect the business interests of the
company
• threats or acts resulting in the conviction of an associate
or agent of the company, or of an individual performing
services for the company on a contract or temporary
basis, under any criminal code provision relating to
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 violence or threats of violence which adversely affect
the legitimate business interests of the company
• threatening or actual physical or aggressive contact
directed toward another individual
• threatening an individual or his/her family, friends,
associates, or property with physical harm;
• intentional destruction or threat of destruction of the
company’s or another’s property
• harassing or threatening phone calls
• surveillance or stalking (following or watching
someone)
• implied threats of physical harm or similar intimidation
• unauthorized possession or inappropriate use of
firearms, handguns, knives or any other kind of
weapons, regardless of whether the person is licensed
to carry the weapon or not, to the extent such
prohibition is permitted by law
Any person who engages in a threat or violent action on
company property or any person who is the subject of a
threat or potential violent action that could reasonably be
perceived to imperil the safety of associates, customers
and/or the general public may be removed from the
premises as quickly as safety permits and may be required
to remain off company premises pending the outcome of an
investigation into the incident.
Every associate is encouraged to report incidents of threats
or acts of physical violence of which he/she is aware. The
report should be made to your manager, Human Resources
or through the Employee Hotline.
This policy is designed to reasonably ensure the safety of
associates, customers, and members of the general public.
Upon awareness of any situation that reasonably imperils
the safety of associates, customers, and members of the
general public, the company will make the sole
determination of whether, and to what extent, any actions
will be taken regarding any threats or acts of violence. In
making this determination, the company may undertake a
case-by-case analysis in order to ascertain whether there is
a reasonable basis to believe that a threat exists or
workplace violence has occurred or will occur such that the
safety of associates, customers and/or the general public is
at risk. Accordingly, under this policy, the company may take
all reasonable actions necessary to prevent a threat from
being carried out, a violent act from occurring (or re-
occurring) or a life-threatening situation from developing.
Conflict Resolution
We believe that harmonious relations with co-workers
ensure an appropriate level of teamwork to help us service
our customers. For this reason, assuming you feel
comfortable doing so, you can directly discuss any issue you
5
may have with a co-worker in order to bring prompt
resolution to the issue. If a resolution is not reached or you
feel uncomfortable speaking directly with your co-worker,
you may arrange a meeting with your manager to address
your concerns and help you in resolving the issue. If the
matter is inappropriate to discuss initially with your
manager or you feel uncomfortable doing so for any reason,
you can go directly to the next highest management level.
While most issues can be resolved with this process, you
should also feel free to contact the Employee Hotline or
Human Resources directly as an option. Any information
discussed using this procedure is considered confidential to
the extent possible, except for issues that are required by
law to be investigated. No associate will be retaliated against
in any manner solely for raising a good faith concern
involving an allegation of violated law or company policy.
Employee Hotline
In addition to our policy of open communications we
maintain an Employee Hotline, where associates may
anonymously report unethical, illegal or unsafe activity
directly to an independent outside agency staffed with
trained professionals who are available 24 hours a day,
seven days a week. Calls may be placed by associates to this
agency via the following number:
Employee Hotline (toll free): 1-866-344-7464
Although this Employee Hotline does not replace your
ability to speak with your manager, another member of
management or Human Resources, you may call the
Employee Hotline to report various concerns, including the
following:
• theft of cash, goods and services, or time
• unauthorized discounts
• fraud or other loss prevention issues
• misuse of company property, services or assets
• conflicts of interest or other unethical behavior
• bribery or kickbacks
• harassment or discrimination, including misconduct
with a lessons student or customer
• workplace violence / threats
• safety violations or hazards
• substance abuse / use or sale of drugs
• violations of company policies
• wage & hour or other employment regulation violations
• accounting and audit irregularities
• securities issues or insider trading violations
• antitrust or other governmental compliance issues
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Information received by the Employee Hotline professionals
will be forwarded to the corporate office for investigation
and resolution as appropriate. Associates who in good faith
report an incident using the Employee Hotline are protected
from retaliation.
Open Communications
Every associate is an important participant in the operation
of the company. Your participation in our collective success
is significantly enhanced through your ability to stay aware
of any changes in procedures, policies and general
information. While we will make every effort to keep you
informed, it is your responsibility to stay up-to-date by
utilizing various methods of communication, including this
Handbook, company bulletin boards, company websites,
discussions with your manager, training sessions, company
e-mail and other forms of communication.
We are interested in hearing your ideas, suggestions,
questions, comments and concerns about our business as
well as any work-related concerns. We strongly believe that
the best way to address them is through direct and open
communications with the management team. In that regard,
an open door policy exists to promote communication,
resolve concerns, answer questions, improve teamwork and
evaluate and act on your suggestions which may benefit the
company and its associates.
At all times you should feel free to speak with your manager,
the senior manager in charge of your area, Human
Resources or anyone in a management role or position of
authority with whom you feel comfortable. When you bring
forward any work-related concerns, your manager will
make every reasonable effort to promptly reach realistic and
workable solutions for you in accordance with all
appropriate company policies. We will attempt to keep these
concerns, the results of any investigation and the terms of
the resolution as confidential as possible.
At times we provide information or assist in internal
investigations or investigations by a regulatory or law
enforcement agency. You may be asked to assist in these
investigations.
Pay Transparency Policy Statement
We will not discharge or in any other manner discriminate
against applicants or associates because they have inquired
about, discussed or disclosed their own pay or the pay of
another. However, associates who have access to the
compensation information of other applicants or associates
as a part of their essential job functions cannot disclose that
information to individuals who do not otherwise have access
to compensation information, unless the disclosure is in
response to a formal complaint or charge, is in furtherance
of an investigation, proceeding, hearing, or action, including
an investigation conducted by us, or consistent with our
duty to furnish information.
6
Arbitration
We pride ourselves on treating associates fairly and have
implemented extensive procedures to ensure that
employment issues that are brought to our attention are
resolved quickly and appropriately. However, for those rare
situations where we cannot resolve employment disputes
through these internal procedures, our Arbitration Program
will be utilized.
We have developed the Arbitration Program to promote a
simpler, friendlier, quicker, less-costly system of alternative
dispute resolution to resolve disputes may arise out of the
employment relationship.
For disputes subject to arbitration which were not able to be
resolved satisfactorily by your managers, Human Resources
representative or through the other internal procedures,
visit http://www.adr.org or call (800)778-7879 to obtain
the forms necessary to initiate arbitration. Please also refer
to the terms of the Arbitration Program Agreement you
signed for more details.
YOUR EMPLOYMENT
Introductory Period
Your first 90 days of employment are considered an
introductory period. In some cases, we may at our option
extend the duration of your introductory period. As a new
associate, this time is important for you to get to know our
products and services, your job duties and responsibilities,
our company policies and procedures and our culture in
order to determine whether or not this opportunity is right
for you. Likewise, we will use the introductory period to
more fully understand your capabilities and evaluate
whether or not your continued employment is beneficial to
the company.
During your introductory period, you will not be eligible for
the benefits described in this Handbook, unless otherwise
noted or required by law. Upon successful completion of
your introductory period, you will transition to regular
employment status and will be eligible for applicable
benefits, subject to the completion of any additional waiting
period requirements.
Good Standing
A variety of benefits and opportunities described in this
Handbook are available only to associates in “good
standing.” To be considered in good standing, you must not
have been subject to written job performance counseling
(such as a performance improvement plan) or have received
a final written warning within the past 12 months.
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Employment Classifications
At the time you are hired, you may be classified as a full-
time, part-time or temporary associate. In addition, your
classification will include either non-exempt or exempt
status (defined below). If you change positions during your
employment as a result of a promotion, transfer or any other
status change, you will be informed of any change in your
job classification. If you are unsure of which job
classification your position fits into, please ask your
manager.
Regular Full-Time Associates
Full-time associates are associates that are not temporary,
are classified in the personnel system as “full-time” and
regularly work and are scheduled to work 30 hours or more
per week. Failing to meet this standard may result in a
reclassification to part-time status. Following a
reclassification to part-time status, an associate may regain
full-time status after full-time reclassification in the system,
approval from their manager and being regularly scheduled
and working full-time hours. All changes to classification for
this purpose will be applied on a going forward basis only.
Full-time associates are eligible for benefits, subject to the
terms and conditions of any applicable plans.
Regular Part-Time Associates
Part-time associates are associates that are classified in the
personnel system as “part-time” and who regularly work or
are scheduled to work less than 30 hours per week. At times,
part-time associates may be asked to work for more than 30
hours a week for a short or extended period of time.
However, even though a part-time associate is temporarily
working a “full-time” schedule, that associate is still
considered part-time until the associate is shown to have
regularly worked more than 30 hours per week and a status
change is approved and recorded by Human Resources
regarding employment status.
Part-time associates are not eligible for benefits, except as
required by law.
Temporary Associates
Associates who are hired for a specified period of time or to
perform a specific task or project whether on a full-time or
part-time schedule are considered temporary associates.
Summer associates, interns and seasonal associates are
examples of temporary associates. Job assignments, work
schedules and duration of the position will be determined
on an individual basis. Temporary associates are covered by
workers’ compensation, short-term disability (in certain
states), social security and company liability insurance, but
are ineligible for company benefits except as required by
law or as otherwise referenced in this Handbook. Like other
associates, temporary associates are subject to withholding
of income tax and other mandated payroll deductions. There
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are no automatic conversions from temporary to regular
employment status.
Nonexempt Classification
Associates in nonexempt positions are paid on an hourly
basis and are eligible for overtime in accordance with law.
Exempt Classification
Associates in exempt positions are usually paid on a salary
basis and are not eligible for overtime pay, regardless of the
amount of hours worked during the week. Associates
classified as exempt receive a salary which is intended to
cover all hours worked. Only certain management,
information technology, professional, administrative and
outside sales positions fall into this category. Each exempt
position is evaluated on actual job duties as provided by law.
Full-Time to Part-Time Transitions / Transitions Between
Positions
Associates that move from full-time to part-time status or
between positions with differing benefits will stop receiving
the benefits available to their former position as of the date
of the change in status. In cases where the new part-time or
other position is not eligible for vacation pay, any
accumulated but unused hours will be available for use but
no further hours will accumulate. If you later are reclassified
into a full-time position, you will need to complete another
introductory period unless the reclassification is within 90
days of your last full-time position.
Rehires
In limited cases, we may consider a former associate for re-
employment. These applicants are subject to our usual pre-
employment procedures. If you are rehired within 90 days
of termination, you will receive credit for past continuous
employment. If you are rehired outside of this period, you
will not receive credit for past employment time with the
company (except where mandated by law) and instead will
be considered a new hire, including with respect to
completing a new introductory period and benefits accrual
and eligibility.
Work Hours
The work week is defined as the seven consecutive calendar-
day period starting on Sunday at 12:00 a.m. and ending on
Saturday at 11:59 p.m.
Please note that, due to the nature of our business, your
work schedule may include weekdays, weekends and/or
holidays. Additionally, your work shift and the number of
hours you work during the work week may be adjusted from
time to time, according to the needs of the company, subject
to any limitations pursuant to applicable law. In these
situations, your manager may direct you to work less than
or more than your regularly scheduled shift hours during a
work day or work week. While we will endeavor to keep any
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shift or schedule changes to a minimum, if it is necessary to
change your work schedule for any reason, we will attempt
to give you as much advance notice as practical. Your
cooperation to work the necessary hours as determined by
management is both expected and appreciated. Should you
have any questions concerning your work schedule, please
ask your manager.
Rest & Meal Breaks
You are entitled to paid rest and unpaid meal breaks as
provided by company policy and law. The scheduling of your
rest and meal breaks will be determined and assigned by
your manager.
Unless otherwise specified for your location, you are
required to take a 10 minute paid rest break for each four
hours or fraction of that period worked. You are required to
take an unpaid meal break when working more than five
hours per day, or as otherwise required by law. For example,
if you work an eight hour shift you must take two 10 minute
paid rest breaks and one unpaid meal break. Your meal
break must be taken within the first five hours of your shift
and is a minimum of 30 minutes, unless otherwise required
by law. The break period is the total time elapsed between
the time you leave your work area and the time you return
to your work area.
When taking breaks, you must leave your work area in order
to avoid being be considered “on-call.” You should not
respond to telephones, email or other messaging devices
during meal and rest periods.
You do not clock out for rest breaks, but you are responsible
for clocking in/out for each meal break and you must
acknowledge receipt of your breaks by completing the
appropriate acknowledgement form if one is provided
through the point of sale or time and attendance system. You
are required to take all of your rest and meal breaks.
You should notify Human Resources immediately if you
believe you are being pressured or coerced to forego any
portion of a provided rest break or meal period.
Overtime
If your manager requests you to work overtime hours, you
are expected to comply with this request as a requirement of
your job. Please note that unless requested by management,
you may not take it upon yourself to work outside of your
regular shift. This unauthorized additional time includes
clocking in before your scheduled work shift, working
through meal periods and/or clocking out later than your
scheduled work shift without first having received the
appropriate approval.
Time Clock and Punch Procedures
Federal and state laws require the Company to keep an
accurate record of time worked in order to properly
8
calculate associate pay and benefits. As such, all non-exempt
associates must clock in and clock out to accurately record
their time worked.
You are responsible for recording the beginning and ending
times of each work shift as well as the beginning and ending
times of your meal break during the shift. All early
departures from work must also be recorded.
It is your responsibility to certify that your time records are
accurate when you submit your time records. In the event of
an error in recording your time, please report the matter to
your supervisor immediately. If corrections or modifications
are necessary, both you and your supervisor must verify the
accuracy of the changes.
Your Pay
Compensation for any position is influenced by several
factors, including the nature and scope of the job, what other
employers pay for comparable jobs (external equity) and
what the company pays associates in comparable positions
(internal equity). Compensation may also vary based on the
performance of the individual as well as the performance of
the company.
Pay Periods
Associates are paid on a biweekly pay cycle. Paydays are
every two weeks and normally occur on every other Friday.
Each biweekly check will cover a 14 day period reflected one
week in arrears. Changes to the pay date schedule will be
made and announced in advance whenever company
holidays or closings interfere with the regular pay schedule.
Our biweekly pay cycle includes 26 pay periods in each
calendar year.
For Guitar Center retail stores, commissions will be paid out
in the second pay period of the month following the month
in which they were earned. Other forms of commissions may
be paid on different schedules.
Overtime Pay
Non-exempt associates are eligible for overtime pay as
required by law, at a minimum for all time worked in excess
of 40 hours in a workweek, except as required by law.
Overtime pay is computed based on the actual number of
hours worked during a work week or as otherwise provided
by applicable law. That is, time away from work such as
vacation, holidays, sick time, report in pay for hours not
actually worked or any other paid or unpaid time off is not
counted as “hours worked” for the purposes of calculating
overtime. For all time worked which qualifies as overtime,
non-exempt associates will receive overtime pay in
accordance with law.
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Paycheck Distribution
Your paycheck is delivered by direct deposit or through our
paycard arrangement. Associates may make direct deposit
requests and changes online via the ADP portal. You will not
receive a separate paper pay stub unless required by law
and you should review your pay information online.
Additional information regarding paycards, direct deposit
and online pay information is available from Payroll.
Paycheck Deductions
The company is required by law to make various deductions
from your paycheck, and may make additional deductions
with your consent or as allowed by law.
Mandatory deductions will be itemized on your pay stub and
may include your federal, state and local income taxes, your
contribution to social security and Medicare, and other
deductions required by law such as court ordered wage
garnishments.
The amount of the deductions normally will depend on your
earnings as well as the number of tax exemptions you
claimed on your federal Form W-4 and any state equivalent.
Some types of payments will have taxes withheld at a flat
rate based on IRS guidelines. Please note that you may
modify your claimed exemptions by completing new tax
withholding forms online at my.adp.com or by contacting
Payroll. Verbal or other written instructions are not
sufficient to modify tax-withholding allowances.
In addition to mandatory deductions, other deductions from
your paycheck will be made by Payroll as specifically
authorized by you or allowed by law. These deductions may
include 401(k) contributions, loan repayments, insurance
contributions, other employee benefit contributions,
garnishments or other items.
On an annual basis, you will receive a Form W-2 which
reflects your annual pay and deduction information. If you
have any questions concerning deductions from your
paycheck, please contact Payroll.
Pay Practices For Exempt Associates
Exempt associates receive a salary which is intended to
compensate for all hours worked. This salary will be
established at the time of hire and may be reviewed or
modified from time to time, such as during the review
process or in connection with a change in job duties. While
salaries are subject to review from time to time, salaries will
not be subject to variations in the quantity or quality of the
work performed. However, subject to legal requirements,
salaries can be reduced for the following reasons:
• full day absences for personal reasons
• full day absences for sickness or disability
• full day disciplinary suspensions for infractions of our
written policies and procedures
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• Family and Medical Leave absences (either full or partial
day absences)
• to offset amounts received as payment for witness fees
or military duty
• the first or last week of employment in the event you
work less than a full week
• more than a full week of jury duty
• other voluntary deductions
Time Records & Paycheck Accuracy
We are required by law to keep an accurate record of time
worked in order to properly calculate pay and benefits.
Exempt associates must accurately record time away from
the scheduled shift. Non-exempt associates must accurately
record the entire amount of time worked for each shift
during each work week as well as any time away from work.
Time worked includes all the time actually spent on the job
performing assigned duties. You are responsible for
recording the beginning and ending times of each shift as
well as the beginning and ending times of your meal break.
Late arrivals and early departures from work must also be
recorded.
Non-exempt associates may never work off the clock. You
may not alter, falsify or tamper with time records, including
actions such as recording time for another associate or
having someone else punch in or out or record time for you.
The company makes efforts to ensure that you receive the
correct amount of pay in each paycheck and that you are
paid promptly on the scheduled payday. However, it is your
responsibility to confirm that your time records are
accurate. If you are a non-exempt associate, you must
authorize your timesheet for the current pay period no
later than the end of your shift on the last day you work
before the current pay period ends. Your review must
include making sure that all of your punches are
accurate, your time off has been properly entered and
your manager has approved any time off requests. In the
event your timesheet is inaccurate due to your failure to
review the entries, any adjustment will be processed on
your next paycheck.
You are responsible for your paycheck once you receive it.
If you believe there is an error in the amount of your pay, or
if you have received an overpayment to which you are not
entitled, you must immediately bring it to the attention of
your manager so that corrections can be made. If corrections
or modifications are necessary, both you and your manager
must verify the accuracy of the changes. Reviewed and
confirmed adjustments will be processed on your next
paycheck.
Every report of improper deductions will be fully
investigated. In addition, the company will not allow any
form of retaliation against individuals who report
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alleged violations of this policy or who cooperate in the
company’s investigation of such reports.
Separation of Employment
Your employment is “at-will.” Neither you nor the company
has entered into a contract regarding the duration of your
employment and you are free to terminate your employment
at any time, with or without reason or notice. Likewise, we
have the right to terminate your employment, or otherwise
discipline, transfer or demote you at any time, with or
without reason and with or without notice.
Compensation
Final paychecks for associates leaving the company will be
delivered to the associate either at the time of termination
or on the next payday as determined by company policy and
law. The final check will include hours worked up to the
time of separation as well as accrued but unused vacation
time. Payment for vacation pay upon separation from
employment is paid at the base hourly wage rate.
Commissions and incentives will be paid to a separated
associate when earned on the next regular commission
payment cycle.
Insurance Conversion Privileges
If you were enrolled in any of the company group health
insurance plans at the time your employment ends, you and
your eligible dependents may have the right to continued
coverage under our health insurance program for a limited
period of time at your own expense, subject to the
provisions of the federal Consolidated Omnibus Budget
Reconciliation Act (COBRA) of 1986 and/or state mini-
COBRA laws. Notice of your eligibility to participate in this
plan will be mailed to you under separate cover within two
weeks of your last day of employment. Please note that
Domestic Partners are not eligible for COBRA coverage.
Exit Interviews
We are interested in your comments and suggestions as to
how we can improve our working environment. In that
regard, we offer you an opportunity to participate in an exit
interview during which you may discuss the reasons for
leaving as well as any other impressions that you may have
about the company. These meetings are voluntary and are
intended only as a means of helping to improve the
company.
Return of Company Property
Any company property issued to you, such as product
samples, security badges, computer equipment, keys,
vehicles, cellular phones or company credit cards must be
returned at the time of your termination. You will be
responsible for any lost or damaged items, to the extent
permitted by law. Unless prohibited by law, the value of any
property issued and not returned may be deducted from
10
your paycheck and you may be required to sign a Wage
Deduction Authorization Form for this purpose.
GENERAL WORKPLACE POLICIES & PRACTICES
General Rules of Conduct
You have a responsibility to the company and to your fellow
associates to adhere to rules of behavior and codes of
conduct that are not only necessary for the efficient
operation of the company, but also for the benefit and safety
of all of us.
A violation of rules of behavior and codes of conduct will be
addressed on an individual basis according to the facts of
each case, and will be subject to appropriate disciplinary
action. The nature of any disciplinary action in any given
case will depend on various factors as the company deems
appropriate. Disciplinary action, if imposed, may include one
or more actions, including verbal or written warning,
suspension, demotion, probation or termination. In some
cases, an associate may be provided some form of warning
so that he/she will have an opportunity to correct the
problem. In other cases, disciplinary action, up to and
including termination, may result for a first offense. Nothing
in this Handbook should be construed as a promise of
specific treatment in a given situation.
While it would be impossible to present guidelines to cover
every situation, the following represents a partial list of
behaviors that are considered unacceptable. If you have any
questions concerning any of the unacceptable activities
listed below, please see your manager for an explanation.
• violation of any company rules, policies and/or
procedures
• any act of harassment, sexual, racial, or other, including
unwelcome sexual advances, request for sexual favors,
telling sexist or racist jokes, or making racial or ethnic
slurs while in the course and scope of employment with
the company in violation of the harassment policy
• using non-company provided methods of
communication to communicate with lessons students
or minors
• violation of security or safety rules or failure to observe
safety rules or safety practices; failure to wear required
safety equipment
• unauthorized possession of firearms, weapons or
explosives on company property or while on duty, to the
extent such prohibition is permitted by law
• engaging in any acts of violence, or threatening,
intimidating or coercing fellow associates or customers
on or off the premises at any time, for any purpose;
fighting, or provoking a fight on company property in
violation of the workplace violence policy
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• willfully making knowingly false or malicious
statements about fellow associates or the company
• engaging in an act of sabotage, negligently and/or
willfully causing the destruction, damage or theft of
company property or the property of fellow associates,
customers, suppliers, or visitors in any manner
• theft or unauthorized possession of company property,
company services, or the property of fellow associates,
customers, suppliers, or visitors; accepting tips or items
of value from customers; using customer gift cards or
credit on account; unauthorized possession or removal
of any company property, including documents, from
the premises without prior permission from
management
• inappropriate or unauthorized manipulation of a
transaction, such as manipulating gross profit, sales or
credit accounts including, but not limited to “rolling”
sales from a current or terminated associate’s account
to your own or someone else’s account; changing sales
from a single ticket to multiple tickets to manipulate
gross profit percentages; changing freight charges to
increase the profitability of a sale; altering a customer’s
credit account in any way without their knowledge or
consent and managerial approval
• falsification or misrepresentation on your application
for employment or other work records; falsifying a
reason for a sick leave, other leave of absence or other
data; falsification or alteration of company records or
other company documents
• violating the confidentiality provisions of this
Handbook; giving confidential or proprietary
information to competitors or other organizations or to
any unauthorized person or entity in violation of the
confidential information policy or working for a
competing business while an associate
• being under the influence of controlled substances while
at work, except medications prescribed by a physician
which do not impair work performance; failure to notify
management if prescribed medication is taken affecting
your ability to adequately and safely perform your
duties
• unsatisfactory or careless work; failure to meet
production or quality standards as explained to you by
your manager
• violation of the conflict of interest policy; unauthorized
or improper use of company property for personal
reasons (i.e. personal calls, company credit card, etc.);
using company equipment for profit
• violation of the solicitation / distribution policy; posting,
removing or altering notices on any bulletin board on
company property without the permission of the
appropriate senior manager in your location
11
• failure to report an absence or late arrival; excessive
absenteeism or tardiness
• entering or approving your own ticket to purchase
merchandise for personal use; taking cash deals home
• buying company merchandise for resale or buying
customer merchandise for individual use
• indifference or rudeness towards a customer or co-
worker
• speeding or careless driving of company vehicles; loss
or suspension of driver’s license, if driving is a
requirement of the job
• failure to immediately report damage to, or an accident
involving company equipment
• engaging in any criminal activities while on duty or on
company property or being convicted of or failing to
report a conviction of a crime that indicates unfitness
for the job or raises a threat to the safety or well-being
of the company, its associates, customers, or property,
to the extent permitted and in accordance with law
• acts of insubordination to management directives in job
related matters or failing to work cooperatively with
other associates
• altering your own time and attendance records; altering
another associate’s time records, or causing someone to
alter your time records
• sleeping on the job
Attendance
Our success rests on our ability to properly serve our
customers. We cannot properly serve our customers without
the full cooperation, dedication and commitment of every
member of our team. Our ability to be at work each and
every day, on time, and ready to do our jobs is critical.
Accordingly, we place an extremely high value on your
attendance and punctuality.
Your fellow associates must bear the burden of your duties
in your absence, so it is your responsibility to ensure that
you arrive ready to work at your assigned starting time
every day for which you are scheduled to work. Please give
yourself enough time to make preparations to begin work
prior to your starting time.
There may be times, due to unforeseen circumstances, when
you may be late or your absence may be unavoidable. In
these instances, you must directly notify your manager or
other designated contact at least 30 minutes before your
designated starting time, or as soon as it is practical to do so,
such that other arrangements can be made to cover your
work responsibilities. Unless you have made other
arrangements with your manager, you must call your
manager each day of your absence. Failure to provide
Rev 2019-06
adequate notice of your absence or tardiness with a
confirmation from your manager is violation of policy.
Absenteeism and irregular attendance, whether for good
reason or not, creates a hardship on other associates,
disrupts the work environment, diminishes our operating
efficiency and frequently results in a disservice to our
customers. Likewise, tardiness has the same unacceptable
effects, whether it occurs at the start of a shift or when
returning from breaks or meal periods.
If you are absent because of an illness for three or more
successive days or there is a pattern of absence, your
manager may require that you submit written
documentation from your doctor stating you are able to
resume normal work duties before you will be allowed to
return to work.
If you fail to report to work as scheduled without
notification, you may be considered to have resigned your
position and your employment will end effective on your
last day worked.
Please note that certain company facilities have more
detailed attendance policies. The terms of those policies
replace these the attendance provisions discussed in this
Handbook. Please see your manager for more information.
Dress Code, Grooming & Hygiene
The company’s image and the atmosphere in our locations is
created in part by how you present yourself to coworkers,
customers, vendors, visitors and the general public. At our
locations, we strive to make an outstanding impression,
consistent with our goal of being the best in our industry. It
is very important for you to keep your attire, as well as your
personal grooming and hygiene, neat and clean according to
accepted social and business standards that are appropriate
to the environment in which you are located.
Departures from accepted dress and personal grooming
standards or the specific dress code policy at your location
will not be permitted, regardless of the nature of your job. If
you are inappropriately dressed or otherwise present an
inappropriate appearance, you may be sent home and
directed to return to work in proper attire and may be
subject to discipline.
You are responsible for understanding the dress code
requirements in your area. Please consult with your
manager to review any specific dress code requirements for
your location.
Accommodation for Nursing Mothers
We will provide a reasonable amount of break time to
accommodate an associate desiring to express breast milk
for the associate’s infant child, to the extent required and in
accordance with law. The break time, if possible, must run
concurrently with rest and meal periods already provided. If
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the break time cannot run concurrently with rest and meal
periods already provided to the associate, the break time
will be unpaid to the extent permitted by law.
We will make reasonable efforts to provide associates with
the use of a room or location other than a restroom stall for
the associate to express milk in private. This location may be
the associate’s private office, if appropriate. We may not be
able to provide additional break time if doing so would
seriously disrupt the company’s operations. Please speak to
your Human Resources representative if you have questions
regarding this policy.
Company Property
The company will entrust you with the necessary and
appropriate facilities, equipment and materials for use in the
performance of your assigned duties. Company property
includes facilities, equipment and materials which have been
purchased or otherwise provided by the company for the
operation of its business. For example, company property
includes vehicles, office equipment, computers, security
devices, phone equipment, uniforms, demo merchandise,
lockers and storage areas as well as intellectual property
which could include electronic files, documents,
spreadsheets and other programs, presentations,
proprietary information and products.
You are expected to exercise care in the use and operation of
company property. In instances where company property
assigned to you or used by you becomes broken or worn out
through normal wear and tear and no fault of your own, the
company may pay the costs of replacing the property.
Depending on the circumstances, company property which
has been lost, stolen or damaged as a result of your
improper, negligent, destructive or unsafe use or operation
may be replaced at your expense.
Personal Use of Company Property
You are provided with company property solely for use in
the performance of your job responsibilities and not for
personal use. However, in some instances with prior
approval you may be allowed to borrow equipment for your
own personal use. You understand and agree that the
company is not liable for personal injury incurred during the
use of company property for personal projects and accept
full responsibility for any and all liabilities for injuries or
losses that occur, or for the malfunction of equipment. You
are responsible for returning the equipment in good
condition and you agree that you are required to pay for any
damages that occur while using the equipment for personal
projects. Any exceptions to these provisions must be
approved in advance by the appropriate senior manager in
your location.
Personal Privacy
While you may use company property for the purposes of
storing personal items, you have no reasonable expectation
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of privacy for personal items or items of a personal nature if
stored in or on company property, including computers,
communication equipment, lockers, desks or vehicles. The
company maintains the right and may exercise it in its sole
discretion - with or without notice or reason - to search,
examine or reassign the use of company property. Managers
have the authority to examine or access company property
at any time, with or without reason. The use of personal
security devices for company property is prohibited unless
your manager has a duplicate means of access.
Company Vehicle
If you are authorized to operate a company vehicle in the
course of your assigned work, or if you operate your own
vehicle in performing your job, you must adhere to the
following rules:
• you must agree to comply with the company Fleet Safety
Policy
• you must maintain a valid driver’s license and
automotive insurance acceptable to our insurance
carrier in the state in which you are working
• you must successfully pass a motor vehicle record check
authorized by the company
• you must maintain mileage reports
• although the company provides insurance on company-
provided vehicles, you are responsible for any fines or
violations you incur while using the vehicle
• you must keep the vehicle clean at all times and not
smoke in the vehicle
• persons not authorized or employed by the company
cannot operate any company vehicle
Changes in your driving record that would make you
ineligible to drive or would otherwise classify you as an
unacceptable risk to an insurance carrier must be reported
to your manager within one business day.
Prior to operation of any company vehicle, your manager
will train you on the appropriate steps to take if you are
involved in an accident, such as completing an accident
report or obtaining the names of witnesses.
Acceptable Uses of Company Systems, Technology
& Information
We maintain detailed policies regarding the acceptable use
of company systems, technology and information. Usage
restrictions include computers, networks, mobile devices,
telephones, email and social media. You are required to
comply with the terms of these policies. More detailed
information can be found in the specific acceptable usage
policy published from time to time.
13
Confidential & Proprietary Information
You share responsibility for ensuring that proper security is
maintained with respect to proprietary and confidential
company business information. Proprietary and confidential
business information includes information treated as
proprietary or confidential by the company, such as product
designs, marketing strategies, customer information,
employee information other than your own, pricing policies,
financial data, trade secrets and related information.
Unauthorized Disclosure
Unauthorized disclosure of proprietary or confidential
business information could cause competitive harm to the
company and could result in significant liability for the
company. Further, as it is our intent to maintain our mutual
trust and respect with our customers and suppliers, it is
very important that we safeguard information entrusted by
them in order to protect these valued relationships.
Therefore, regardless of the motive or purposes involved,
company personnel may not discuss proprietary or
confidential business information with anyone outside the
company, except as required in the performance of regular
company duties. Customer information should be treated
with the respect and privacy it deserves. This information
cannot be used inappropriately for personal or professional
gain.
Safeguarding Confidential Business Information
On a regular basis, care must be taken to safeguard the
confidentiality of confidential internal information. For
example, sensitive documents must not be left in open view
of unauthorized persons and visitors should not be left
unattended in offices containing internal company
documents or where they could have access to unprotected
computer terminals. Additionally, appropriate care to
protect access to confidential business information could
also include locking computers, offices, desks, and cabinets
when left unattended. Except in the course of employment
with the company, no one is permitted to remove or make
copies of confidential company business records, reports or
documents without prior management approval.
You must abide by the provisions as noted above and not
disclose any company proprietary and confidential
information, either during your employment or after you
leave our employ. Violation of the confidentiality provisions
could lead to termination of your employment, as well as
other possible legal action.
Confidential Information and the Government
Nothing in this Handbook prevents you from filing a charge
or complaint with, or participating in an investigation or
proceeding conducted by, any governmental agency,
including the Equal Employment Opportunity Commission,
Financial Industry Regulatory Authority, National Labor
Relations Board, Occupational Safety and Health
Administration and Securities and Exchange Commission.
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Further, no provision of this Handbook will be construed in
a manner that would prevent you from testifying fully and
truthfully under oath in any court, arbitration or
governmental agency proceeding, providing complete and
truthful information in the course of any government
investigation or communicating with a governmental
agency.
Solicitations & Distributions
We understand you may have interests in events and
organizations outside the workplace. However, we believe
that associates should not be disturbed or disrupted in the
performance of their job duties.
For this reason, solicitations by associates in the workplace
are prohibited while either the person soliciting or being
solicited is on work time. Solicitations by third parties on
company premises are prohibited at all times. Examples of
impermissible forms of solicitation include the sales of
goods or gifts, the solicitation of memberships, fees or dues
or the collection of money for charitable causes or
otherwise.
The distribution by associates of advertising material,
handbills, petitions or printed or written literature of any
kind on company premises is prohibited during working
time and at any time in working areas. Distribution of
printed or written material by third parties on company
premises is prohibited at all times.
Working time includes the time during which associates are
actually scheduled to work, but does not include scheduled
rest periods, meal breaks and other specified times when
associates are not expected to be working.
Associates also are prohibited from engaging in solicitation
and distribution to customers at any time on company
premises.
In addition, the prohibition on unauthorized posting of
written solicitations or the posting of unauthorized material
extends to company bulletin boards, email systems,
websites, voicemails or any other electronic media. Bulletin
boards and other means of communication are limited to the
dissemination of important company information or as
specified in the bulletin board rules.
Expense Reimbursement
If you incur reasonable and necessary business-related
expenses, you may receive reimbursement for those
expenses. Specific expense reimbursement guidelines are
available through Accounts Payable. These guidelines will
provide helpful information regarding expense
classifications, meal, travel, and entertainment criteria, non-
reimbursable items, prior-approval expenditures and
documentation and submission standards.
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Immigration Law Compliance
We are committed to employing only United States citizens
or those who are legally authorized to work in the United
States. If appropriate documentation of your right to work in
the United States is not timely provided, we will be obligated
to terminate your employment.
To comply with federal regulations of the Immigration
Reform and Control Act (IRCA), all associates are required to
complete an Employment Eligibility Verification form (I-9
form). Additionally, we are an E-Verify employer. E-Verify is
a web-based program administered by the U.S. Department
of Homeland Security, USCIS Verification Division and the
Social Security Administration that supplements the current
I-9 employment eligibility verification process. The program
determines whether the information provided by a new hire
matches government records and whether the new hire is
authorized to work in the United States.
All associates must complete Section 1 of the I-9 form on or
before the first day of employment and must complete the I-
9 form within three business days of the date employment
begins by providing appropriate documentation.
To maintain compliance, the appropriate company designee
must also certify Section 2 of Form I-9 and prepare the E-
Verify report within three business days of the date of
employment
Personnel Records & Information
Personnel records are maintained on file within Human
Resources at the corporate headquarters in California or as
otherwise required by law. Personnel files may include
information such as an associate’s job application, resume,
training records, performance records, disciplinary actions,
salary increases, employment status changes, benefits and
other employment records. Personnel files are property of
the company and access to the information they contain is
restricted. Associates will be granted access to and copies of
personnel files in accordance with law.
Our obligation is to keep your file as up-to-date as possible,
but we can only do so with your help. If you have a change in
any of the items listed below, please be sure to notify your
manager as soon as possible so the appropriate paperwork
can be submitted to Human Resources to update the
following information:
• legal name
• home address & telephone number
• emergency notification contacts
• benefit plan changes (number of dependents, change of
beneficiary)
• marital status
• military or draft status
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• tax exemption changes
• driving record or status of drivers license (if job
requires driving)
Employment Verifications & Requests for
References
Verification of employment and requests for employment
references from third parties may only be responded to
through The Work Number. Information regarding The
Work Number may be obtained from Payroll or Human
Resources. Only Human Resources is allowed to provide
employment references for former associates, and the
reference will be limited to basic employment data such as
dates of employment and status.
Children In the Workplace
We understand that family members, particularly your
children and teens, are eager to know more about your
workplace and may want to visit. While it is reasonable to
bring your children in for a brief and occasional visit to show
them around and introduce them to your coworkers,
children may not remain with you in the workplace while
you attend to your work responsibilities. You must notify
your manager in advance if your child will be on company
property.
Pets At Work
With the exception of guide dogs and other service animals,
pets are not allowed in the workplace, unless under special
circumstances you receive prior approval from the
appropriate senior manager in your location.
Security, Investigations & Searches
Maintaining security is every associate’s responsibility. We
expect that your responsibilities in this regard will include
exercising good judgment in protecting company property,
including:
• keeping cash and personal property properly secured
• knowing the location of all alarms and fire
extinguishers, and familiarizing yourself with the proper
procedure for using them should the need arise
• making sure that all entrances are properly locked and
secured
• not providing access to non-associates without the
proper authorization.
We wish to maintain a work environment that is free of
drugs, alcohol, weapons and other harmful materials.
Consistent with this policy, property including desks,
lockers, storage devices and office areas remain company
property and may be inspected by any agent or
representative of the company at any time, with or without
15
prior notice. Inspections do not have to be based upon
reason to believe that policy is being violated and you may
not withhold permission for the company to search property
supplied by the company.
The company likewise wishes to discourage theft or
unauthorized possession of the property of associates, the
company, visitors and customers. To facilitate enforcement
of this policy, the company or its representatives may
inspect not only company property, but also persons
entering and leaving the premises and packages, backpacks
or personal belongings or property. If associates desire to
avoid such inspections or questions, they should refrain
from bringing packages or other articles onto the company’s
premises. We are not responsible for the loss or theft of
articles brought onto company property.
Smoking
We observe a no smoking policy in every location. Smoking
is prohibited at all times in all areas of our facilities and
includes the use of chewing tobacco, vapor or e-cigarettes or
anything that creates the appearance of smoking.
Compliance with this policy is mandatory for all associates
and persons visiting the company, with no exceptions. If you
smoke, please be courteous and concerned about the needs
of your fellow associates and others and smoke only in
designated smoking areas outside of the buildings, away
from all building entrances or exits and in no case closer
than 20 feet from an entrance or exit (or as otherwise
designated for your facility). Smoking breaks are limited to
your meal and break periods.
Recording & Photographs
In many jurisdictions, use of recording devices without the
consent of both parties is unlawful. Unless you have
obtained prior approval from the Legal Department, you
may not record, photograph or videotape another employee
or access another associate’s systems, records or equipment
without that associate’s knowledge and approval. In
addition, unless you receive prior approval from the Legal
Department, you may never record, photograph or
videotape any customer, business provider or competitor
without that person’s knowledge and approval. In addition,
the company has a legitimate business interest in protecting
confidential information concerning customers, vendors,
suppliers and company trade secrets, all of which have been
acquired or compiled at great effort and expense. You may
not record conversations without prior permission from the
Legal Department where such recording threatens or results
in the disclosure of this protected information to third
parties, provided that this prohibition is not designed to
interfere with, restrain or prevent associate
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communications regarding wages, hours or other terms and
conditions of employment.
Requests for Information & Interactions with the
Media
Communications on behalf of the company with anyone
outside of the company, including the media, security
analysts, investors, law enforcement agencies, government
officials, attorneys, insurance carriers, process servers
(subpoenas) or other parties, may be made only by
specifically designated representatives of the company. If
you receive inquiries for statements or comments on behalf
of the company relating to the company, our associates,
customers or suppliers, you should decline commenting and
refer the person to the Communications Department.
Conflicts of Interest
Associates are expected to devote their best efforts and
attention to the full-time performance of their jobs, use good
judgment and adhere to high ethical standards. Accordingly,
associates must avoid situations that either create or give
the appearance of a conflict between the associate and the
interests of the company or otherwise interferes with the
associate’s ability to fully perform job responsibilities. A
conflict of interest may exist when the associate’s loyalties
or actions are or potentially may be divided between the
company and another company, such as a competitor,
supplier, customer, family member or friend.
If you learn of a situation which creates the appearance of or
an actual conflict of interest, or which has the potential to do
so, you must report the situation to your Human Resources
representative or to the Employee Hotline. If the company
determines that a conflict of interest or the appearance of a
conflict of interest exists, it will take appropriate action to
address the situation and/or discipline the associates
involved.
More detailed information can be found in the Conflicts of
Interest Policy.
BENEFITS
We provide comprehensive healthcare and other benefits to
associates and their families. An associate is eligible for most
benefits beginning the first of the month following 30 days
of full-time employment.
When an associate is rehired within 90 days of last
separation, the associate will be eligible for benefits as of the
first day of re-employment. If an associate returns to work
within 90 days of separation, then the benefits in effect at
the time of separation will be reactivated. If an associate
returns to work more than 90 days from separation, then
the associate will be required to re-enroll into benefit plans.
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Refer to the Summary Plan Description for details and
information about healthcare benefits.
Insurance for associates and any dependents will end on the
last day of the month of employment. However, coverage
may be continued under the provisions of COBRA.
Documents for enrolling into COBRA will be sent to the
associate’s home address within two weeks of separation
from employment.
Guitar Center reserves the right to amend, modify,
withdraw, terminate, or add benefits in whole or in part
at any time. This description is a summary only and not a
contract or guarantee of benefits.
Workers’ Compensation Insurance
We are covered under statutory state Worker’s
Compensations Laws. Should you sustain a work-related
injury, you must immediately notify your manager. If you
are unable to report it during normal business hours on the
day of the incident, you must report it the next business day.
If medical attention is needed, your manager will direct you
where to go to receive treatment. You must provide proper
documentation from the doctor regarding your injury and
return-to-work status.
Please be aware that the company monitors claims and, in
its sole discretion, reserves the right to seek additional
medical counsel where necessary. Any associate who
knowingly files any statement of claim containing false or
misleading information may be prosecuted to the fullest
extent of the law.
If you are unsure of any aspect of the workers’
compensation process, please contact Human Resources.
401(k) Plan
All full-time and part-time associates who are at least 18
years of age are eligible to participate in the company
401(k) Plan upon commencement of employment.
The 401(k) plan allows you to contribute a portion of your
earnings on a pre-tax basis through automatic regular
payroll deductions.
After your first year of service, Guitar Center will match your
eligible contributions on a $1-per-$1 basis up to 2% of your
eligible compensation. If your original hire date was prior to
January 1, 2016, the one year service requirement is waived
and you begin receiving matching contributions
immediately.
Your contributions may be placed in any of the investment
funds offered by the plan, including stocks, bonds, and/or
lifestyle funds depending on your investment needs. You can
make changes in your investments at any time. All
contributions and subsequent earnings will accumulate on a
tax-deferred basis until withdrawn. For information and
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details about this program refer to the Summary Plan
Description.
Anniversary Award Program
The Anniversary Award Program honors the milestones that
associates achieve during their career. This program is
designed to be a token of our appreciation for the long-term
commitment and efforts that all regular full-time and part-
time associates contribute to our continued success. These
awards are presented monthly to eligible associates
beginning on specified anniversaries up to 30 years of
service.
In the instance where an associate is rehired within 90 days
of separation, the original date of hire will be used for
determining years of service for purposes of this award.
Merchandise Discounts
Associate Purchases
Associates who have completed at least 30 days of
continuous employment and who are in good standing are
eligible to purchase merchandise offered for retail sale by
our various brands at substantial discounts. The discount
policies and available products may differ among the brands.
Purchasing company merchandise at a discount is a
privilege. As an associate in good standing you are allowed
to purchase company merchandise as gifts for your
immediate family (spouse, children, parents, domestic or
civil union partner). Purchases for immediate family must be
made and paid directly by the associate. Associate purchases
are for the personal use of the associate who makes the
purchase and may not be resold prior to one year after the
date of purchase.
Any activity that violates the provisions of this policy, is
abusive of the policy or is viewed by the company to be
contrary to the spirit and intent of this benefit may be
considered a form of theft.
More details regarding the associate discount program may
be obtained in the discount policies.
GAIN Merchandise Discount Program
Once an associate meets the eligibility requirements to
participate in the GAIN program, an associate can take
advantage of other merchandise discounts. There is a wide
selection of manufacturers who are providing associates
with gear discounts beyond the current associate discount
program. Further information regarding this program is
contained in GAIN program materials on the GAIN website
at gain.musician.com.
Vacation
The company recognizes that vacations contribute to the
health and well-being of our associates and therefore
17
provides eligible associates with the opportunity to accrue
and take paid vacation time for the purposes of periodic rest
and relaxation. Regular full-time associates may accrue paid
vacation time, subject to the provisions noted below.
Vacation Time Accruals
Paid vacation time accumulates at a rate that is based on the
length of your continuous full-time employment with the
company according to the schedule below, or as required by
law:
Hours Per Max Max
Years of Annual
Cycle Hours Hours
Service: Hours
(CA)
<1 40 hours 1.54 40 40
1-4 80 hours 3.08 80 120
>4 120 hours 4.62 120 210
Vacation is accrued pro-rata over the course of the year
from the date you become eligible to receive vacation pay.
Maximum Vacation Time Accruals
You may accrue up to a maximum of one year of vacation
time based on your current annual accrual rate unless
otherwise required by law (the California maximum accrual
is 1.75x your annual accrual amount). Once you reach the
maximum accrual limits you will no longer accrue additional
vacation hours until you use some of the time in your
vacation account. To help you keep track of the amount of
vacation time in your account, the amount of vacation time
you have accrued is shown on your pay statement.
Vacation Time Requests & Use
Paid vacation time may not be requested until after the first
pay date following your introductory period (and vacation
time is not shown on your paystub or in the time and
attendance system during your introductory period). After
that time your vacation request must be submitted in
advance to your manager through the time and attendance
system.
Please keep in mind that although the company will make
efforts to accommodate your needs, there is no guarantee
that your vacation request will be granted during the time
that you requested it. Because our business and staffing
needs may fluctuate during our busy periods, there may be
times when granting your request is not feasible. Under
these circumstances, you may be directed when it is more
appropriate to take vacation time according to business
needs. Consequently, when planning your vacation, it is
recommended that you avoid requesting time off during
retail busy periods such as August 15 through October 15
for Music & Arts and November 15 through December 31 for
the other brands. Please provide your manager with enough
advance notice so as not to place an unnecessary burden on
your co-workers in your absence.
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If you need to take off more time than what you have
accrued, you may request unpaid time off. All vacation
requests must have final approval of your manager before
you take paid or unpaid vacation time off. Vacations are paid
at the base hourly rate of pay in effect on the date of the
vacation. Paid vacations off are not counted as hours worked
for purposes of calculating overtime.
Vacation Time Carried Forward
Vacation time should be taken during the calendar year in
which it is accrued. If you don’t have the opportunity to use
your accrued vacation time by the end of the calendar year,
it may be carried forward subject to the maximum
applicable accrual limits. Unused vacation accruals will not
be cashed out during your employment with the company.
Accrued but Unused Vacation Time at Termination
Vacation time does not accrue during periods when you are
on inactive employment status. If you leave the company,
accrued but unused vacation time in your account will be
paid at your regular base rate of pay as of the date of your
termination.
Additional Vacation Provisions
Part-time and temporary associates do not accrue paid
vacation time. Associates who are reclassified to full-time
associate status will begin to accrue vacation time upon
completing the introductory period as a full-time associate.
Vacation time does not accrue during an unpaid Leave of
Absence. In certain circumstances, you may or will be
required use accrued vacation time to provide compensation
during a Leave of Absence if approved by Human Resources.
Holidays
Full-time associates are eligible for paid holidays based on a
company holiday schedule.
Holiday Pay
All regular full-time associates on active status are eligible to
receive holiday pay, subject to the following criteria. If you
are a non-exempt associate, you must have worked your
scheduled workdays before and after the holiday, unless
you were on an approved paid vacation or the absence was
otherwise protected by law. You will not receive holiday pay
if you are on a leave of absence.
If you qualify for holiday pay, you will receive holiday pay in
an amount equivalent to eight hours of pay at your regular
base rate of pay.
If a recognized holiday occurs during your approved
vacation or while you are on a paid bereavement leave, you
will receive holiday pay instead of the paid benefit that
would otherwise apply.
Paid holidays are not counted as hours worked for purposes
of calculating overtime.
18
Non-Recognized Holidays
The company will make reasonable accommodations for you
to take time off to observe your religious holidays, however
the time off is granted on an unpaid basis. If available, you
may use vacation time instead.
Work Performed on Company Holidays
In addition to holiday pay, non-exempt full-time associates
who are requested by management to work on a recognized
company holiday will be paid straight time for hours worked
unless otherwise required by law. Exempt full-time
associates that are required to work on a company
recognized holiday, may arrange to take a different paid day
off in lieu of holiday pay within the same pay period, with
manager approval.
Sick Time
Full- and part-time associates are eligible to receive paid
sick time to be used in the event of personal illness or to
care for an ill immediate family member or other relation or
reason required by law.
Sick Time Accruals
Starting on the date you become eligible for sick pay, you are
eligible for paid sick time at a rate of one hour for every 30
hours worked, up to an annual maximum of 48 hours, unless
otherwise required by law or as specified in your facility
guide. The maximum amount of paid sick time you can
accumulate in your account at any given time is 48 hours
unless otherwise required by law.
When you accumulate the maximum hours, your sick time
accumulation will stop. If you take sick time, your sick time
account will be reduced according to the amount of time
used. At that point, you will start accumulating sick time
again and continue until the maximum hours are once again
reached.
Sick time does not accumulate while you are on a Leave of
Absence or if you are otherwise on inactive employment
status.
Using Sick Time
Paid sick time is available for use beginning after the first
pay date following your introductory period. In
consideration for your manager and fellow associates, if you
need to use sick time, you must provide as much advance
notice as possible so that other arrangements can be made
to cover your work responsibilities. If you will miss more
than one workday, notification is required for each day you
are absent from work. If you use three sick days
consecutively you may be asked to provide a doctor’s note.
Sick Time Pay
If you are eligible for sick pay, you will receive sick pay in an
amount equivalent to your hourly base rate of pay
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multiplied by the number of sick hours taken, unless
otherwise required by law. Sick time is not paid in advance,
so you will not be paid for any sick time taken unless you
have already accumulated the necessary amount of time in
your sick time account. If you have insufficient sick time, you
may substitute vacation time for the time you miss work due
to sickness.
To receive pay for any sick time, you and your manager must
properly complete a request for time off through the time
and attendance system before the end of the pay period.
Paid sick days off are not counted as hours worked for
purposes of calculating overtime.
Accumulated Sick Time Carried Forward
Accumulated but unused sick time will not be cashed out,
however you may carry forward unused time up to your
maximum amount.
Accumulated Sick Time Not Paid Out at Termination
Unused sick time accumulated in your account will not be
paid when you leave the company. In addition, any sick time
paid in excess of your accumulated amount must be repaid,
to the extent allowed by law.
Bereavement Time
Full-time associates on active employment status are eligible
for up to three work days of paid time off for bereavement.
Paid bereavement time is available for each occurrence in
which an associate is required to make arrangements for
and/or attend funeral services of an immediate family
member. Immediate family members include parents,
stepparents, children, stepchildren, domestic, same-sex
committed or civil union partners, grandchildren,
grandparents, brothers and sisters of you or your spouse.
You may be required to provide certification of your need
for bereavement time and the relationship before
bereavement pay is provided.
Bereavement pay is calculated on the basis of your regular
base wage and is applicable only for the actual time that
your involvement in the funeral arrangements and/or
services caused you to miss work. For example, if your need
for time off coincides with a time when work is not
scheduled, you are not eligible to receive bereavement pay.
If a holiday or part of your vacation occurs on any of the
days of absence, you will receive paid bereavement instead
of the paid benefit that you otherwise would have received.
Full days off will be paid in an amount of the number of
hours in your regularly scheduled shift.
If you require additional time off, or if the bereavement
relates to someone other than an immediate family member,
you may request additional time away from work. Time off
will be granted at the discretion of the appropriate senior
manager at your location. If approved, you must use accrued
unused vacation time for additional authorized time off. If
19
you do not have sufficient accrued unused vacation time for
the time off, the excess time off will be unpaid.
Other Time Off
Jury Duty
You may take time off to participate in jury duty obligations.
If you are a full-time associate, each calendar year you will
be eligible to receive up to five days / 40 hours of jury duty
pay. In the event your jury duty exceeds five days, you may
use vacation or unpaid time to cover the difference. In
addition, jury duty pay you receive from the court is
considered a reimbursement for parking and lunch and does
not have to be turned over.
If you are a full-time exempt associate, you will be paid your
regular salary for the eligible time away from work while
serving jury duty.
If you are a full-time nonexempt associate, you will receive
your hourly base rate for the eligible hours you are normally
scheduled to work but instead were required to report for
jury duty.
If you receive a summons for jury duty, you must notify your
manager within 48 hours of receipt so that coverage of your
work duties may be arranged. Prior to your departure for
jury duty, a copy of the letter requesting your appearance
must be submitted to your manager. Additionally, if you are
called to serve on a jury, when it is determined how long
your jury service obligation will extend, you must notify
your manager to establish an expected date upon which you
will be available to return to work.
In the event that you are released early or are otherwise not
required to attend on any given day of jury service, you are
expected to return to work to complete the remaining
portion of your shift, to the extent permitted by law.
However, you may request approval from your manager to
miss the remaining portion of your regular work shift in the
event that there would be less than two hours left in your
work shift by the time you returned to the work location.
You are required to present evidence of your participation
upon your return. If, for any reason, you do not return to
work after completing your jury duty and you have not
obtained approval to miss additional work days, you will be
considered to have voluntarily resigned effective on the day
your jury duty was completed.
Voting Time
We encourage you to exercise your voting privileges in local,
state and national elections. However, since the polls are
open for long periods, you are encouraged to vote before or
after regular working hours. If necessary, you may take up to
three hours unpaid time off from work to vote in a
governmental election or referendum, unless additional
time and/or pay is required by law.
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You will be expected to notify your manager at least two
days in advance of your absence. If possible, this time should
be taken at the beginning or end of your regular work
schedule. Proof of your need for voting time may be
required.
Acting as a Witness
If you are required by law to appear in court as a witness,
you may take unpaid time off or use accrued vacation time
except as otherwise provided by law. In the event you are
required by law to appear in court as a witness for a work-
related matter on behalf of Guitar Center, your time will be
compensated. In all circumstances, please give your
manager reasonable advance notice in order that your work
assignments can be covered in your absence.
Parental Leave
Associates who are parents, guardians, or grandparents
having custody of school children from kindergarten
through Grade 12 or for children attending licensed child
daycare facilities may use accrued vacation time or take
unpaid time off for the purposes of participating in school or
daycare activities. The amount of time available for this type
of leave varies based on state law.
To qualify for parental leave, the associate must request the
time off at least 48 hours in advance and receive manager
approval. To the extent permitted by law, we may deny a
request for parental leave if the granting of the leave would
disrupt business and make achievement of production or
service delivery unusually difficult.
For the purposes of parental leave, school is defined as any
public school, private or religious, non-public school,
preschool or childcare facility.
A school-related event is an activity sponsored by either a
school or an associated organization such as a parent-
teacher association in which the associate’s child is a direct
participant or subject, but not a spectator.Examples of
school-related events are:
• a student performance such as a concert, play or
rehearsal
• the sporting game of a school team or practice
• field trips
• a meeting with a teacher or counselor
• any similar type of activity
We may request written verification of involvement from
the school.
LEAVES OF ABSENCE
General
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In this section, Guitar Center has outlined the following
leave of absence policies:
• Family Medical Leave Act
• Pregnancy Leave
• Military Leave
• Gig Leave
• Personal Leave
In addition to the leaves mentioned in this Handbook, we
comply with all legally required leave of absence policies. To
confirm which policies apply to your specific location,
contact the Human Resources.
All leaves of absence for an associate that you manage must
be reported to Human Resources.
Family & Medical Leave (FMLA)
The Family and Medical Leave Act (FMLA) provides eligible
associates with up to 12 workweeks of job protection rights
for certain family and medical reasons and up to 26
workweeks of job protection rights for care of a covered
military member during a 12-month period. Job protection
rights do not determine pay continuation benefits eligibility;
leave may be paid or unpaid. During this leave, an eligible
associate is entitled to continue group health plan coverage
as if the associate had continued to work. At the conclusion
of the leave, subject to some exceptions, an associate
generally has a right to return to the same or to an
equivalent position.
Eligibility Criteria
To be eligible for FMLA leave, an associate must have been
employed:
• for at least 12 months (cumulatively within previous
seven years)
• for at least 1,250 hours during the 12-month period
immediately preceding the commencement of the leave
(the hours need not be consecutive hours)
• at a worksite with 50 or more associates or where 50 or
more associates are located within a 75 mile radius of
the worksite
Eligibility Events
Twelve weeks of FMLA leave may be taken for one or more
of the following reasons:
• bonding with newborn child or child placed with an
associate in connection with adoption or foster care
• caring for a spouse (including same-sex spouses), child
or parent with a serious health condition
• a serious health condition that makes the associate
unable to perform one or more essential job functions
Rev 2019-06
• addressing a “qualifying exigency” for a spouse, child, or
parent on covered active duty or called to covered active
duty status (or has been notified of an impending call or
order to covered active duty) in the Reserve component
of the Armed Forces for deployment to a foreign country
in support of a contingency operation or Regular Armed
Forces for deployment to a foreign country
A serious health condition is defined as an illness, injury,
impairment, or physical or mental condition that is
addressed within certain timeframes from the time of that
event and involves:
• a period of incapacity or treatment connected with
inpatient care in a hospital, hospice or residential
medical care facility
• a period of incapacity requiring absence of more than
three calendar days from work, school or other regular
daily activities that also involves continuing treatment
by a health care provider
• a period of incapacity due to pregnancy or for prenatal
care
• a period of incapacity (or the resulting treatment) due
to a chronic serious health condition (such as asthma,
diabetes or epilepsy)
• a period of incapacity that is permanent or long-term
due to a condition for which treatment may not be
effective (such as Alzheimer’s, stroke or terminal
diseases)
• absences to receive multiple treatments (including any
period of recovery) by a health care provider for a
condition that likely would result in incapacity of more
than three consecutive days if left untreated (such as
chemotherapy, physical therapy or dialysis)
A “qualifying exigency” is broadly defined by the
Department of Labor as short-notice deployment, military
events and related activities, child care and school activities,
financial and legal arrangements, counseling, caring for the
parents of the military member on covered active duty rest
and recuperation, post-deployment activities and additional
activities agreed to by the employer and associate.
Twenty-six weeks of FMLA leave may be taken for the care
of a covered Servicemember who is a spouse, child, parent,
or next-of-kin with a serious injury. This provision also
includes veterans who are undergoing medical treatment,
recuperation or therapy for serious injury or illness that
occurred any time during the five years preceding the date
of treatment. A covered Servicemember is a current 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 on the temporary retired list, for a serious injury or
illness. These individuals are referred to in this policy as
“current members of the Armed Forces.” Covered
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Servicemembers also includes a veteran who is discharged
or released from military services under condition other
than dishonorable at any time during the five year period
preceding the date the eligible associate takes FMLA leave to
care for the covered veteran, and who is undergoing medical
treatment, recuperation or therapy for a serious injury or
illness. These individuals are referred to in this policy as
“covered veterans.” The FMLA definitions of a “serious
injury or illness” for current Armed Forces members and
covered veterans are distinct from the FMLA definition of
“serious health condition” applicable to FMLA leave to care
for a covered family member.
Duration of FMLA Leave
An eligible associate is entitled to up to 12 or 26 work weeks
of unpaid leave during a 12-month period for an FMLA
qualifying reason. The 12-month period is a rolling 12-
month period measured backward from the date of the
usage. Twelve weeks is the equivalent of 60 business days or
480 hours. An associate cannot take more than a combined
26 weeks in a 12-month period for any FMLA-qualifying
reason.
Limitations on FMLA Leave
Leave to care for a newborn or for a newly placed child or
for the care of a parent’s serious health condition must
conclude within 12 months after the birth or placement of
the child.
When both spouses are employed by Guitar Center, they are
together entitled to a combined total of 12 workweeks of
FMLA leave within the designated 12-month period for the
birth, adoption, or foster care placement of a child, for
aftercare of the newborn or newly placed child. Each spouse
may be entitled to additional FMLA leave for other FMLA
qualifying reasons.
Intermittent or Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time.
A reduced work schedule leave is a leave schedule that
reduces an associate’s usual number of hours per workweek
or hours per workday.
Leave to care for a newborn or for a newly placed child must
be taken in the first year following birth and must be taken
all at once and may not be taken intermittently or on a
reduced work schedule.
Leave because of an associate’s own serious health
condition, or to care for a spouse, child or parent with a
serious health condition, may be taken all at once or, where
medically necessary, intermittently or on a reduced work
schedule. Leave due to qualifying exigencies may also be taken
on an intermittent basis.
If an associate takes leave intermittently or on a reduced
work schedule basis, the associate must, when requested,
attempt to schedule the leave so as not to unduly disrupt
operations. When an associate takes intermittent or reduced
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work schedule leave for foreseeable planned medical
treatment, we may temporarily transfer the associate to an
alternative position with equivalent pay and benefits for
which the associate is qualified and which better
accommodates recurring periods of leave.
Requests for FMLA Leave
When leave is foreseeable for childbirth, placement of a
child, or planned medical treatment for a serious health
condition, associates must provide at least 30 days advance
notice.
When the timing of the leave is not foreseeable, associates
must provide notice of the need for leave as soon as
practicable (such as within two business days of learning of
the need for the leave).
Required Documentation
When leave is taken to care for a family member, associates
may be required to provide documentation or statement of
family relationship (such as a birth certificate or court
document).
Associates may be required to submit medical certification
from a healthcare provider to support a request for FMLA
leave for a serious health condition. Medical certification
forms are available from Benefits and must be returned
within 15 calendar days of receipt of the form.
If there is reason to doubt the initial certification, we may
contact the healthcare provider in an effort to clarify or
authenticate the initial certification or require a second
opinion by an independent company-designated provider
(at the company’s expense). If the initial and second
certifications differ, the company may (at its expense)
require a third, final and binding certification from a jointly-
selected healthcare provider.
During FMLA leave, we may request re-certification of a
serious health condition at intervals in accordance with
FMLA. In addition, during FMLA leave, you must provide
periodic reports regarding status and intent to return to
work. If the anticipated return to work date changes and it
becomes necessary to take more or less leave than originally
anticipated, the associate must provide reasonable notice of
the changed circumstances and new return to work date. If
the associate provides notice of an intent not to return to
work, the associate will be considered to have voluntarily
resigned.
Before returning to work following a serious health
condition, an associate is required to submit a fitness for
duty certification from the healthcare provider.
FMLA leave or return to work may be delayed or denied if
the appropriate documentation is not provided in a timely
manner.
Use of Paid and Unpaid Leave
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If an associate has sick time or vacation time available, that
time must be used unless the leave is taken in conjunction
with worker’s comp or short-term disability. In either of
these cases, the associate may elect to use sick or vacation
time during any “waiting” or “elimination” period unless law
requires otherwise. After all sick and vacation time is used,
the remainder of the work weeks of leave, if any, will be
unpaid FMLA leave. Any paid leave used for an FMLA
qualifying reason will be charged against an associate’s
entitlement to FMLA leave, including leave for disability or
workers’ compensation injury/illness, provided that the
leave meets FMLA requirements. The substitution of paid
leave for unpaid leave does not extend the 12 (or 26)
workweek leave period and runs concurrently with FMLA.
Designation of Leave
Covered employers must inform associate s requesting leave
whether they are eligible under the FMLA. If they are, the
notice must specify any additional information required as
well as the associate s’ rights and responsibilities. If they are
not eligible, the employer must provide a reason for
ineligibility.
Covered employers must inform associate s if leave is
designated as FMLA-protected and the amount of leave
counted against the associate’s leave entitlement. If the
employer determines that the leave is not FMLA-protected,
the employer must notify the associate.
The company will notify the associate that leave has been
designated as FMLA leave within two business days of an
associate’s request unless there are extenuating
circumstances. The company may provisionally designate
the associate’s leave as FMLA leave if proper medical
certification has not been received or if the company has not
otherwise been able to confirm that the associate’s leave
qualifies as FMLA leave. If the associate has not provided
notice of the reason for the leave and the associate desires
that leave be counted as FMLA leave, the associate must
notify the manager within two business days of the return to
work. The company always maintains the right to designate
leave whether or not requested by the associate.
Leaves of absence greater than three days and
hospitalization of 24 hours or more will be classified as
FMLA.
Maintenance of Health Benefits
During FMLA leave, an associate is entitled to continued
group health plan coverage under the same conditions as if
the associate had continued to work. The associate may
revoke an existing election of coverage and make other
elections for the remaining portion of the period of coverage
as may be provided for under the FMLA.
To the extent that an associate is receiving pay benefits
through payroll while on FMLA leave, the associate’s portion
of health insurance premiums will be deducted from the
associate’s salary. For the portion of FMLA leave that is
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unpaid, the associate’s portion of health insurance
premiums may be paid in accordance with the Company’s
rules for unpaid personal leave.
If the associate’s payment of health insurance premiums is
more than 30 days late, we may discontinue or suspend
coverage.
Return from FMLA Leave
Upon return from FMLA leave, we will endeavor to place the
associate in the same or similar position the associate held
before the leave or an equivalent position with equivalent
pay, benefits and other employment terms.
An associate is entitled to reinstatement only if employment
would have continued had FMLA leave not been taken (for
example, not in cases of layoff, reduction in force or other
reason where the associate would not be employed at the
time job restoration is sought).
We reserve the right to deny reinstatement to salaried
associates who are among the highest paid 10% of
associates employed within 75 miles of the worksite if
necessary to prevent substantial and grievous economic
injury to our operations.
If the associate does not return to work following the
conclusion of FMLA leave, the associate will be considered to
have voluntarily resigned. We may recover health insurance
premiums and/or claims paid on behalf of the associate
during any unpaid FMLA leave, except that the company’s
share of premiums may not be recovered if the associate
fails to return to work because of the associate’s or a family
member’s serious health condition or because of other
circumstances beyond the associate’s control. For purposes
of this paragraph, an associate will be considered to have
returned to work if he or she returns to work for at least 30
calendar days, or if he or she retires at the end of the FMLA
leave period or within 30 days thereafter.
If an associate is eligible for and receiving FMLA or company
or state-sponsored disability or workers’ compensation
benefits, job reinstatement rights are as follows:
If leave lasts:
• 12 or 26 (as applicable) weeks or less, the associate
reinstated to the same or equivalent job and subject to
FMLA guidelines as applicable
• more than 12 or 26 (as applicable) weeks and less than
12 months, to the associate’s old job, if it has not been
filled, to any available job for which the associate is
qualified (job posting process must be followed) or to
any available position in the future if none currently
exists at the end of the leave of absence (job posting
process must be followed)
• more than 12 consecutive months, the associate will be
separated from the company unless a disability
accommodation has been approved
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Exception to reinstatement rights for associates who qualify
for 26 weeks of leave for care for military service personnel
injured in the line of duty during active duty.
For purposes of worker’s comp, work performed while on
light duty does not affect the days/weeks of eligible job
protection.
An associate shall not receive job protection rights greater
than 12 or 26 (for care for military service personnel injured
in the line of duty during active duty) weeks within a rolling
12-month period measured backwards from the date of the
occurrence. Exceptions to this rule may only be made under
the Americans with Disabilities Act and/or other applicable
disability law.
If the associate is unable to perform duties due to a medical
condition and the associate is not eligible or approved for
FMLA leave, disability leave, workers’ compensation
benefits or a disability accommodation, the associate will be
separated from the company.
Additional Information
Associates generally are prohibited from engaging in outside
employment while on a leave of absence.
FMLA makes it unlawful for the company to:
• Interfere with, restrain, or deny the exercise of any right
provided under the FMLA;
• Discharge or discriminate against any person for
opposing any practice made unlawful by the FMLA or
for involvement in any proceeding under or relating to
the FMLA.
Concerns regarding a possible violation with respect to
either of these obligations should be reported to the
company’s Human Resources Department.
Associates may file a complaint with the U.S. Department of
Labor or may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting
discrimination, or supersede any State or local law or
collective bargaining agreement, which provides greater
family or medical leave rights.
For further information or clarification about FMLA leave,
please contact Benefits.
Pregnancy Leave
We are committed to protecting the rights of expectant
mothers and complying with Title VII of the 1964 Civil
Rights Act, as amended by the Pregnancy Discrimination Act
of 1978 and applicable state and local laws.
We also recognize associate rights and responsibilities
under the FMLA, other family leave laws, the ADA and
similar state and local laws and will provide leave to the
extent required and in accordance with applicable law. Paid
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time off may be substituted for unpaid pregnancy leave in
accordance with the paid-leave substitution provisions of
our FMLA policy.
Pregnant associates may continue to work until they are
certified as unable to work by their physician. At that point,
those associates may be eligible to receive benefits
according to our short-term disability insurance plan.
When the associate returns to work, we will make
reasonable accommodations to allow the associate to return
to the same or equivalent job with no loss of service or other
rights or privileges. Should the associate not return to work
when released by the physician, the associate will be
considered to have voluntarily terminated employment.
Military Leave – Active Duty, Reserves, or National
Guard
An associate who is a member of the United States Army,
Navy, Air Force, Marines, Coast Guard, National Guard,
Reserves or Public Health Service will be granted unpaid
leave of absence for military service, training or related
obligations in accordance with law. Associates on military
leave may substitute their personal time or vacation time for
unpaid leave. At the conclusion of the leave, upon the
satisfaction of certain conditions, an associate generally has
a right to return to the same position as held prior to the
leave or to a position with like seniority, status and pay that
the associate is qualified to perform.
Continuation of Health Benefits
During a military leave of less than 31 days, an associate is
entitled to continue group health plan coverage under the
same conditions as if the associate had continued to work.
For military leaves of more than 30 days, an associate may
elect to continue coverage for up to 24 months of uniformed
service, but may be required to pay all or part of the
premium for the continuation of coverage. The associate will
be offered this option through COBRA.
Requests for Leave
Upon receipt of orders for active or reserve duty, an
associates should notify their manager as soon as possible.
Associates will also be granted time off for military training
(normally 14 days plus travel time) and other related
obligations, such as for an examination to determine fitness
to perform service. Associates should advise their manager
of their training schedule and other related obligations as far
in advance as possible.
Return from Military Leave Notice
An associate who served for less than 31 days or who
reported for a fitness to serve examination must provide
notice of intent to return to work at the beginning of the first
full regularly-scheduled work period that starts at least
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eight hours after the associate has returned from the
location of service.
An associate who served for more than 30 days, but less
than 181 days, must submit an application for
reemployment no later than 14 days after completing the
period of service, or if this deadline is impossible or
unreasonable through no fault of the associate, then on the
next calendar day when submission becomes possible.
An associate who served for more than 180 days must
submit an application for reemployment no later than 90
days after the completion of the uniformed service.
An associate who has been hospitalized or is recovering
from an injury or illness incurred or aggravated while
serving must report to his/her manager (if the service was
less than 31 days or if the associate reported for a fitness to
serve examination), or submit an application for
reemployment (if the service was greater than 30 days), at
the end of the necessary recovery period (but which may not
exceed two years, unless for a fitness to serve examination).
Reinstatement
An associate whose military service was for more than 30
days may be required to provide documentation upon
return showing the following:
• the application for re-employment is timely (i.e.,
submitted within the required time period)
• the period of service has not exceeded five years
• the associate received an honorable or general
discharge
Personal Leave
Full-time associates with at least one year of service are
eligible for up to 30 days of unpaid Personal Leave per
rolling 12-month period. Leave requests are considered on
an individual basis based on your length of service,
performance, responsibility level, the reason for the request,
whether others are already out on leave and the impact of
your absence on operational needs. Personal Leaves are
granted at the discretion of Human Resources and the
appropriate senior manager at your location.
Personal Leaves are granted on an unpaid basis, however,
you must first use all accrued vacation time before the
unpaid portion of the leave begins.
Gig Leave
Full-time associates in good standing with a minimum of six
months of full-time service are eligible for Gig Leave. Gig
Leave provides eligible associates with up to 90 days of
unpaid leave within a rolling 12-month period to pursue
specific activities directly related to musical opportunities
(such as gigs, recording, playing, composing or producing).
Rev 2019-06
Gig Leave requests must be made to your manager in
advance of the event (a minimum of two week notice is
expected). Gig Leaves are not available during vacation
request blackout periods set by the company. Management
may ask for proof of organized activity (such as tour
schedules or contracts) to validate the leave request.
Requests are considered on an as requested basis.
Gig Leave is granted on an unpaid basis; however you must
first use all accrued vacation time before the unpaid portion
of the leave begins. While on leave you are considered to be
on inactive employment status and do not accrue paid
vacation or sick time and are not eligible for holiday pay.
Your eligibility will resume when you return to work. Gig
leave must be taken in a minimum of two consecutive week
increments.
When you return from a Gig Leave, we will make a
reasonable effort to place you in the same or similar
position. However, that accommodation is not guaranteed
and may not be possible based on business needs.
Inclement Weather
In order to assure that all locations are handling inclement
weather situations in a consistent fashion, the company’s
Inclement Weather Policy must be followed.
SAFETY
Safety Commitment
We consider the safety of our associates and customers to be
of prime importance and we are committed to providing a
safe and healthful place in which to work and shop. To this
end, we will make every reasonable effort in the interest of
accident prevention, fire prevention, and health
preservation.
Our safety guidelines are based on the concept that since
almost all injuries are caused by the unsafe acts of people, if
everyone is focused on working safely, then the majority
accidents could be prevented. All of us have a basic
responsibility to make the safety of everyone a part of our
daily and hourly concern. We expect that you will follow all
applicable safety guidelines, work in a safe manner, and
comply with all safe practices and procedures at all times.
No Unsafe Duties
No associate will be asked to perform any task which may be
dangerous to his or her health, safety or security. If you feel
a task may be dangerous or the equipment you are using
may be unsafe, please inform your manager promptly.
Further, if you are unclear as to any of the company safety
guidelines or if you are ever in doubt about how to safely
perform a job, it is your responsibility to ask your manager
for assistance. It is a requirement that each manager make
the safety of associates an integral part of regular
25
management functions. We welcome your participation and
input on health and safety matters and you may feel free to
report any potential hazards without fear of retaliation of
any kind.
Injury Reporting Responsibilities
If you are injured in the course of your work, you must
immediately report the injury to your manager (or site
Safety & LP Manager), no matter how slight it may be, as
complications may result from even a minor injury.
In all situations involving work-related injuries, even if
medical treatment is not immediately needed, an accident
report form must be completed. This form is important as a
means of verifying how your injury occurred and may
provide assistance to the treating physician in providing the
appropriate medical services as necessary. In addition, the
report will help us ensure that any existing safety hazards
are immediately corrected. In all cases where medical
attention has occurred, you must also report the injury to
our workers’ compensation insurance carrier within 24
hours via the toll free 800# as noted on the form. Failing to
timely or properly complete the report may jeopardize your
health and your ability to obtain compensation or time off
later, if the need arises.
Please note that if medical treatment is necessary to treat
your injury, your manager (or site Safety & LP Manager) will
authorize a visit to the nearest company approved medical
facility. You will be paid for authorized travel time to and
from the medical facility on the day of the injury. If the
doctor tells you not to return to work, you will be
compensated for the remaining part of your normally
scheduled work hours. If directed to return to work, you
must do so promptly. Medical bills related to your injury will
be paid by the company’s workers’ compensation insurance
carrier in accordance with applicable laws.
Should you have any questions or concerns about your
reporting procedures, please contact your manager or
Human Resources for more information.
Safety Guidelines
You can prevent accidents by making safety a priority in
your workday. Please consult with your manager for other
safety procedures related specifically to your work area.
General Safety
Never take short-cuts.
Know what to do in case of emergency, including evacuation
routes, how to report a fire or other emergency and the
location of emergency equipment (fire extinguishers, first
aid).
Report unsafe acts, unsafe work conditions, or violations of
safety rules to your manager.
Rev 2019-06
Review the safety and health related materials posted on the
bulletin boards in your work area.
Back Injury Prevention
Back injuries are a leading cause of work related injuries.
Most back injuries result from injuries that happen over
time, not from one single incident. Not lifting correctly for
weeks, months or years can result in a back injury. Using the
proper lifting technique is important in preventing back-
related injuries.
Blood-borne Pathogens
A blood-borne pathogen is a microorganism that may be
present in blood or other bodily fluids. Examples of diseases
that can be caused by blood-borne pathogens are Hepatitis
and AIDS (Acquired Immune Deficiency Syndrome).
Avoid direct contact with any bodily fluid.
If you come into contact with blood or other bodily fluids at
work, please contact your manager or manager immediately.
We will provide any associate who comes into contact with
blood or other bodily fluid with a medical evaluation at no
cost.
Electrical Safety
Power strips must be plugged directly into an outlet. Linking
of one power strip into another is not allowed.
Electrical appliances such as space heaters, hot plates, or
coffee makers must be approved by store management prior
to use.
All appliances approved for use must:
• be UL-listed
• never be used with an extension cord
• be turned off when not in use
Every outlet and switch must have a faceplate cover to
prevent unintentional contact with exposed wires.
Extension cords:
• may only be used on a temporary basis
• must be grounded and of adequate capacity for the
device being used
• must never be used in place of permanent wiring,
stapled or nailed, passed through a wall or partition or
run under a rug or carpet
Electrical equipment must never be operated in wet or
damp areas or with wet hands.
Fire Safety
Be alert for potential fire hazards and report those hazards
to your manager.
Fire hazards include:
26
• Ignition Sources – sparks, open flame, smoking, heaters,
faulty electrical equipment or other heat sources
• Fuel Sources – wood, paper, corrugated boxes, oily rags,
solvents or anything that can burn easily
Never block sprinkler control valves, emergency exits, fire
doors, fire extinguishers, or other emergency equipment.
Electrical panel rooms must be clean and free of any stored
materials.
Maintain at least 36 inches of clearance in front of electrical
panels.
Electrical panels must be easily accessible at all times.
Improper storage of merchandise may block the distribution
of water from a sprinkler system in the event of a fire.
Never place merchandise within 18 inches of fire sprinklers.
Fire Extinguishers
Different types of fire extinguishers are provided depending
on the type of fire that could occur in the work area. The
following are types of fires that could occur:
Class A – fires involving normal combustibles such as wood,
paper, plastics, or cloth.
Class B – fires involving flammable liquids such as solvents
or gasoline.
Class C – fires involving electrical equipment such as motors
or appliances.
Class D – fires involving metal chips or shavings.
Make sure the surrounding areas are kept clear at all times.
Notify your manager if an extinguisher is used or if the seal
is broken.
The key to using extinguishers is PASS:
• pull the safety pin
• aim the discharge nozzle at the base of the flames
• squeeze the lever below the handle
• sweep from side to side
Slips and Falls
Slips and falls are the most frequent type of customer
accident. To prevent slips and falls remember the following:
• clean up spills immediately and never leave a hazard
unattended
• notify your manager of any trip hazard
• keep cords out of the way or use cord protectors when
necessary
• during bad weather use mats or carpets to avoid
tracking ice, snow or water into the facility
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• do not leave materials or other objects on the floor
which may cause others to trip or fall
• keep aisles, work places and stairways clean, clear and
well lighted
• walk, don’t run
• watch your step
Ladders
Improper use of ladders is a major cause of serious accidents
and injuries in the retail industry. Typically, these accidents
involve falls caused by a lack of ladder stability or the ladder
sliding on slippery or uneven surfaces. To prevent falls:
• only use authorized ladders and stepstools
• never use drum stools or keyboard benches as ladders
• never step higher than the rung indicated on the label
• do not put more weight on the ladder than that amount
which is indicated “SAFE” on the ladder
When using ladders to display or retrieve merchandise, be
sure that the ladder is secured with the leg braces locked.
When on a ladder, do not twist your body or reach
excessively to retrieve or place objects on a shelf. Instead,
move the ladder to a position which allows you direct access
to accomplish the task.
Fleet Safety
Only company authorized associates of the company may
operate a company owned/leased vehicle. To become
authorized, an associate’s name must be submitted to our
insurance carrier who will perform a motor vehicle driving
record check. Upon successfully passing the Motor Vehicle
Check (MVR), the associate’s name will be placed on the
authorized drivers list.
Housekeeping
Keep your work area neat and orderly at all times - it is a
required safety precaution.
Arrange office space to avoid tripping hazards, such as
telephone cords or calculator electrical cords.
Leave desk, file or cabinet drawers firmly closed when not in
use.
Open only a single drawer of a file cabinet at a time.
Remove or pad torn, sharp corners and edges.
Store merchandise where it won’t fall. Do not store heavy
objects or glass on high shelves.
Please report anything that needs repairing or replacement
to Operations or Facilities.
Emergency Situations
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In Case of Fire
If the fire is small and contained, the nearest fire
extinguisher may be used to extinguish the flames. This
should only be attempted by associates who are
knowledgeable in the correct use of fire extinguishers.
If the fire is out of control, leave the area immediately. No
attempt should be made to fight the fire.
If possible, immediately contact your manager or other
manager. Evacuate all associates and customers from the
area.
Dial 911 to report the fire to the appropriate authorities.
When the fire department arrives, direct the crew to the fire.
Do not re-enter the building until directed to do so by the
fire department or a senior-level manager in your location.
Emergency Evacuation
If you are advised to evacuate the building, you should:
• stop all work immediately
• contact outside emergency response agencies, if needed
• shut off all electrical equipment and machines, if
possible
• walk, DON’T RUN, to the nearest exit, including
emergency exit doors
• exit quickly, but do not run. Do not stop for personal
belongings
• proceed, in an orderly fashion, to a parking lot near the
building or designated safe area. Be present and
accounted for during roll call
• do not re-enter the building or leave the designated
meeting area until instructed to do so
CAREER DEVELOPMENT
Performance Reviews
Performance appraisals tell you how you are doing on the
job and give you an opportunity to bring up any issues or
concerns to your manager. Additionally, your performance
appraisal will be used to determine any additional training
you may need or validate decisions such as merit increases,
promotions or disciplinary actions.
Performance reviews may cover the following areas:
• the quality and quantity of your work
• work habits
• relationship with others and working independently
• initiative and teamwork
• attendance
Rev 2019-06
• customer service orientation
• problem solving skills
• ongoing professional growth and career development
• additional areas as they relate to your specific job
As part of your review, you may also wish to discuss future
interests and professional goals with your manager so that
he/she will have the opportunity to work collaboratively
with you to help advance your career and make your job
more fulfilling. Your manager can answer questions you
have about this process.

Career Advancement
Each associate has the opportunity to make a contribution
towards the company’s long-term success. Building your
career depends in large part on your personal motivation to
succeed, your flexibility to relocate to a new location if
needed, as well as your ability to continually develop your
professional knowledge and skills. We endeavor to do our
part by providing you with opportunities for improvement
and advancement wherever possible.

Transfers & Promotions

Advancement opportunities are present for qualified
individuals. If you would like to apply for posted open
positions at one of our locations, you must notify your
manager of your intention to do so, be able to show that you
meet the job qualifications for that position and that you are
in good standing.
Lateral transfers (i.e., a change of location but not
necessarily a change in job responsibility level, function,
title, and/or rate of pay) require the review and approval of
management. Unless company initiated, associates are not
eligible to apply for transfer during their introductory
period. The company reserves the right to seek to fill
positions solely from external sources or internally and
externally simultaneously.

28
Rev 2019-06