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Code  of  Conduct  (Franchised  Schools)  
 
I   understand   that   I   am   an   employee   (or   independent   contractor)   of   _________________________  
Domz, Inc. (“Employer”),   a  
franchisee   of   School   of   Rock   Franchising   LLC   (the   “Franchisor”)   and   that   I   am   not   an   employee   of   the   Franchisor.     I  
understand  that  this  Code  of  Conduct  and  the  attached  policies  (“Policies”)  have  been  developed  by  the  Franchisor  to  
maintain  consistent  standards  among  franchised  School  of  Rock  businesses  and  are  important  for  protecting  the  School  
of   Rock   system   and   brand   and   the   safety   of   students   at   the   School   of   Rock   School   generally   and   under   applicable   law.     I  
also  understand  that  it  is  my  Employer’s  sole  responsibility  to  enforce  this  Code  of  Conduct  and  the  Policies.  
 
School   of   Rock   instructors   and   staff   are   expected   to   engage   in   appropriate   professional   conduct   at   all   times   when  
working  or  participating  with  School  of  Rock  students  or  otherwise  furthering  the  interests  and  purposes  of  the  School  
of  Rock  system.  
 
Accordingly,  all  employees  or  contractors  of  School  of  Rock  franchised  businesses  must  always:  
 
• Engage  in  safe  conduct  on  the  School  of  Rock  premises  and  at  its  events;  
• Engage  in  appropriate  communications  and  interactions  with  students,  staff,  parents,  and  customers;  
• Comply  with  all  School  of  Rock  policies  and  procedures;  
• Refrain  from  using  vulgar  or  inappropriate  language  in  any  form  (spoken  or  written);  and  
• Report  to  my  Employer  and  MySafeSchool  any  employee,  visitor,  parent,  or  student  conduct  which  may  disrupt  
School  of  Rock  instruction  and  programs,  impair  the  safety  or  well-­‐being  of  others  or  otherwise  violate  School  of  
Rock  policies.  
 
I  understand  that  I  am  expected  to  comply  with  this  Code  of  Conduct  and  that  I  am  expected  to  further  the  School  of  
Rock’s   commitment   to   a   safe   and   secure   school   environment.     I   recognize   that   I   have   a   responsibility   to   understand   and  
comply  with  this  Code  of  Conduct  and  the  attached  Policies.    I  understand  that  if  I  have  any  questions  with  respect  to  
the  policies  of  the  School  of  Rock,  I  am  to  discuss  them  with  my  Employer.    I  further  understand  that  if  I  do  not  comply  
with  these  policies  and/or  engage  in  conduct  which  is  inconsistent  with  School  of  Rock’s  promoting  a  safe  and  secure  
school  environment,  I  may  be  subject  to  discipline  by  my  Employer,  including  discharge  from  my  employment  with  my  
Employer.      
 
I  understand  that  this  Code  of  Conduct  and  attached  Policies  can  be  unilaterally  changed  by  the  Franchisor  at  any  time  
without   prior   notice   and   I   will   abide   by   such   changes.       I   recognize   that   I   am   subject   to   my   Employer’s   employment  
policies  and  subject  to  the  terms  of  employment  established  by  my  Employer.      

Signed:     __________________________________    
Brian Ricciardi
Print  Name:     __________________________________   Date  of  Hire:   ________________________________  
2021-05-26T12:00:00-04:00

5/27/2021 ricciardimusiclessons@gmail.com
Date  Signed:   __________________________________   Personal  Email:  ________________________________  

Instructor 914-362-5616
Title/Role:   __________________________________   Mobile  phone:   ________________________________  
 
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Non-­‐Fraternization  Policy  
 
School  of  Rock  is  committed  to  furthering  student  safety  and  security  at  all  times  and  therefore  expects  all  employees  
and  contractors  of  School  of  Rock  franchised  businesses  not  to  engage  in  any  of  the  following  actions:  

• Calling   students   by   telephone   outside   of   a   clearly   direct   relation   to   a   student’s   lesson,   rehearsal,   School   of   Rock  
program,  event,  or  show;  
• Meeting  with  a  student  outside  the  school  grounds  for  any  reason  other  than  that  directly  related  to  a  School  of  
Rock  music  program,  show  (any  meeting  directly  related  to  a  School  of  Rock  music  program  or  show  occurring  
off  of  school  premises  should  be  with  the  knowledge  and  concurrence  of  parents  and  must  occur  in  an  open  or  
public  place  or  in  the  presence  of  the  parents  should  it  occur  in  the  student’s  home);  
• Corresponding  with  students  either  through  email,  text  messaging,  instant  messaging,  cell  phones,  social  media  
sites   (such   as   Facebook,   MySpace,   Twitter,   etc.),   written   or   otherwise,   except   for   correspondence   specifically  
related  to  School  of  Rock  scheduling,  lessons,  events  or  programs;    
• Traveling  alone  with  a  student  in  any  vehicle;  
• Rough-­‐housing  or  unnecessary  physical  contact;  
• Meeting  with  a  student  outside  the  school  premises  for  the  purposes  of  giving  music  lessons  or  teaching  music;  
• Meeting  privately  with  a  student  behind  closed  doors.  
 
Any   employee   who   violates   this   policy   is   subject   to   disciplinary   action   by   his   or   her   Employer,   up   to   and   including  
discharge.  
 
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Drug  and  Alcohol-­‐Free  Workplace  Policy  

 
We   are   committed   to   maintaining   a   safe,   healthy   and   productive   work   environment   for   all   employees   and  
contractors;   to   provide  professional  services  for  customers  in  a  timely  and  efficient  manner;  to  maintain  the  integrity  
and   security   of   equipment   and   the   workplace;   and   to   perform   all   these   functions   in   a   fashion   consistent   with   the  
interests  and  concerns  of  the  community.  
 
To   enforce   this   policy,   candidates   for   hire   and   current   employees   and   contractors   of   School   of   Rock   franchised  
businesses   may   be   required   to   submit   to   substance   abuse   testing   under   certain   circumstances.   It   is   within   your  
Employer’s   sole   discretion   to   determine   under   what   circumstances   to   conduct   drug   or   alcohol   testing,   in   accordance  
with  the  applicable  federal,  state  and  local  law.  
 
The   possession,   use,   consumption,   sale,   purchase,   distribution,   dispensation   or   manufacture   by   any   employee   of   a  
School   of   Rock   franchised   business   of  alcohol   or   any   illegal   drugs   or   illegally-­‐obtained   drugs   in   the   school,   on   the   school    
premises,  in  the   conduct  of  school  business  away  from  the  school,  or  when  operating  a  vehicle  or   equipment  on  or  off  
duty,  is  strictly  prohibited.  
 
In  addition,  no  employee   or   contractor   shall   report   to   work   or   perform   his   or   her   duties   while   under   the   influence   of   or  
while  impaired  by  illegal  or  illegally-­‐obtained  drugs,  hemp-­‐seed  products  (e.g.,  hemp-­‐seed  oil),  or  alcohol.  
 
Also,   no   employee   or   contractor   shall   report   to   work   or   perform   his   or   her   duties   while   taking   prescription   or   non-­‐
prescription   medication   that   adversely   affects   the   person's   ability   to   safely   or   effectively   perform   his   or   her   job  
functions.     Employees   and   contractors   are   required   to   notify   his   or   her   supervisor   in   such   instances,   but   need   not  
disclose  the  medication  being  used  or  the  medical  condition  involved.  
 
It  is  a  condition  of  work  to  abide  by  the  terms  of  this  policy.  
 
Any  employee  or  contractor  who  violates  this  policy  is  subject  to  disciplinary  action  by  his  or  her  Employer,  up  to  and  
including  discharge.  

No  Smoking  and  Tobacco-­‐Free  Workplace  Policy

 
All   School   of   Rock   instructional   sites   are   smoke   and   tobacco-­‐free   work   and   school   environments.     Employees   and  
contractors   of   School   of   Rock   franchised   businesses   are   prohibited   from   the   use   of   tobacco   products   while   on   School   of  
Rock   premises   or   while   performing   work   for   a   School   of   Rock   franchised   business.     Furthermore,   employees   and  
contractors   of  School  of  Rock  franchised  businesses  should  be  free  from  the  odor  of  tobacco  while  on  School  of  Rock  
premises  or  while  engaging  in  any  School  of  Rock  activity  or  event.      
 
Employees   and   contractors   of   School   of   Rock   franchised   businesses   are   expected   to   comply   with   this   Policy   and   if   an  
employee   or   contractor   observes   or   is   aware   of   a   violation   of   this   Policy,   he   or   she   should   report   this   to   his   or   her  
supervisor.    
 
Any  employee  or  contractor  who  violates  this  policy  is  subject  to  disciplinary  action  by  his  or  her  Employer,  up  to  and  
including  discharge.  
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Reporting  of  Child  Abuse  or  Neglect  Policy  

 
Employees   and   contractors   of   School   of   Rock   franchised   businesses   play   a   significant   role   in   the   lives   of   children   as   they  
observe   and   interact   with   them   on   a   regular   basis.     As   a   result   of   this   regular   interaction   with   students,  such   employees  
may  receive  information  that  a  School  of  Rock  student  may  be  abused  or  neglected.  
 
Employees  and  contractors  of  School  of  Rock  franchised  businesses  must  report  suspected  incidents  of  child  abuse  and  
neglect   and   to   comply   with   any   applicable   state   law   and   reporting   obligations.     These   obligations   may   require   an  
immediate  report  of  the  matter  to  the  applicable  agency,  including  a  report  through  a  central  abuse  hotline.    As  a  result,  
employees  and  contractors  of  School  of  Rock  franchised  businesses  are  expected  to  report  suspected  child  abuse  and/or  
neglect  promptly.      
 
If  an  employee  of  a  School  of  Rock  franchised  business  has  any  reason  to  believe  that  a  child  has  been  the  victim  of  child  
abuse  and/or  neglect,  he  or  she  must  contact  his/her  supervisor  immediately  and  the  supervisor  must  file  an  incident  
report   on   www.mysafeschool.com   or   by   calling   1-­‐800-­‐466-­‐1645.     To   the   extent   possible,   and   except   as   necessary   to  
fulfill   their   obligations   under   this   policy,   employees   and   contractors   of   School   of   Rock   franchised   businesses   should  
maintain  information  concerning  suspected  child  abuse  and/or  neglect  confidential.    
 
If  an  employee  of  a  School  of  Rock  franchised  business  is  unsure  of  his  or  her  obligations  with  respect  to  the  reporting  of  
suspected   cases   of   child   abuse   and/or   neglect,   he   or   she   should   contact   his   or   her   supervisor   who   will   share   the  
appropriate  information  regarding  an  employee’s  responsibility  under  this  policy.    

Any   employee   who   violates   this   policy   is   subject   to   disciplinary   action   by   his   or   her   Employer,   up   to   and   including  
discharge.
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Unlawful  Discrimination  and  Harassment  in  the  Workplace  Policy  

 
A.     Policy.     School   of   Rock   is   firmly   committed   to   providing   a   work   environment   that   is   free   of   unlawful  
discrimination   and   harassment.   Thus,   no   form   of   discrimination   or   harassment   (whether   it   comes   from  
supervisors,  fellow  workers,  or  anyone  else)  will  be  tolerated.  
 
B.     Definition.     Harassment  includes  verbal  or  physical  conduct,  non-­‐verbal  gestures,  sounds,  or  movements,   and  
the   display   or   dissemination   of   written   or   graphic   materials   which   threatens,   denigrates   or   shows   hostility   or  
aversion  toward  an  individual  because  of  his  or  her  race,  color,  religion,  sex,  national  origin,   age,  marital  status,  
disability,   or   any   other   category   protected   by   federal,   state   or   local   law,   or   that   of   his   or  her   relatives,   friends   or  
associates,   and   that   (1)   has   the   purpose   or   effect   of   creating   an   intimidating,   hostile,   or   offensive   working  
environment;  (2)  has  the  purpose  or  effect  of  unreasonably  interfering  with  an   individual's  work  performance;  
or  (3)  otherwise  adversely  affects  an  individual's  employment  opportunities.  
 
C.     Sexual  Harassment.    Unwelcome  sexual  advances,  requests  for  sexual  favors,  and  other  such  verbal  or  physical  
conduct  constitute  sexual  harassment  where:  
 
1.     Submission  to  such  conduct  is  made  either  explicitly  or  implicitly  a  term  or  condition  of  an  individual's  
employment;  
 
2.     Submission   to   or   rejection   of   such   conduct   by   an   individual   is   used   as   the   basis   for   employment  
decisions  affecting  such  individual;  and  
 
3.     Such   conduct   has   the   purpose   or   effect   of   unreasonably   interfering   with   an   individual's   work  
performance  or  creating  an  intimidating,  hostile  or  offensive  work  environment.  
 
In  addition,  conduct  which  falls  under  the  definition  of  sexual  harassment  may  include,  but  is  not  limited  to:  
 
1.     Unwelcome  physical  contact  of  a  sexual  nature  such  as  patting,  pinching  or  unnecessary  touching;  
 
2.     Overt  or  implied  threats  against  an  individual  to  induce  him  or  her  to  perform  sexual  favors  or  to  engage  
in  an  unwelcome  sexual  relationship;  
 
3.    Verbal  harassment  or  abuse  of  a  sexual  nature,  including  intimating  by  way  of  suggestion  a  desire   for  
sexual  relations,  or  making  jokes  or  remarks  of  a  sexual  nature  to  or  in  front  of  a  person  who  finds  them  
offensive;  
 
4.     Use  of  sexually  suggestive  terms  or  gestures;  and  
 
5.     Displaying  or  posting  offensive  sexually  suggestive  pictures  or  materials  in  the  workplace,  including  on  e-­‐
mail.  
 
Conduct  of  this  sort  is  prohibited  by  this  policy  without  regard  to  whether  the  conduct  would  violate  applicable  
law.  
 
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D.     Reporting   Procedure.     If   an   employee   of   a   School   of   Rock   franchised   business   feels   that   there   has   been   a  
violation  of  this  policy,  he   or  she  immediately  should  bring  it  to  the  attention  of  his  or  her  supervisor  and  file  a  
report  with  MySafeSchool  at  www.mysafeschool.com  or  by  calling  1-­‐800-­‐466-­‐1645.  However,  if  the  supervisor  is  
the   person   accused   of   engaging   in   improper   conduct,   the   employee   should   bypass   such   individual   and  
immediately  file  an  incident  with  MySafeSchool  at  www.mysafeschool.com  or  by  calling  1-­‐800-­‐466-­‐1645.    
 
E.     Investigation   and   Remedy.     The   Employer   or   other   appropriate   third   party   must   conduct   a   prompt,  
appropriate   investigation   into   any   suspected   violation   of   the   policy.   The   investigation   will   be   conducted   in   a  
confidential  manner  and  will,  to  the  extent   possible,  seek  to  protect  the  privacy  rights  of  those  involved.  At  the  
conclusion   of   the   investigation,   the   Employer   must   take   remedial   action   commensurate   to   the   scope   of   the  
violation,  if  any.  The  individual   whose  complaint  initiated  the  investigation  will  be  informed  of  the  result  of  the  
investigation  and  will  be  given  an  opportunity  to  comment  on  it.  
 
F.     Penalty.     Any   employee   or   contractor   who,   after   an   appropriate   investigation,   is   determined   to   have   violated  
this  policy  is  subject  to  disciplinary  action  by  his  or  her  Employer,  including  discharge.  
 
G.   Retaliation.     Retaliation   against   any   employee   or   contractor   who,   in   good   faith,   reports   conduct   which  
he   or   she   reasonably   believes   to   be   in   violation   of   this   policy   is   strictly   prohibited.   Employees   or  
contractors  should  use  the  above  reporting  procedure  to  report  incidents  of  alleged  retaliation.    
 
 
 
 
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Incident  Reporting  Policy“60-­‐Minute  Rule”  
 
What   is   the   60   Minute   Rule?     The   School   of   Rock   policy   for   reporting   certain   incidents   or   events   (see   below)   within   one  
hour  of  occurrence  and/or  becoming  known  to  an  employee.    
 
Who  Must  Comply?  All  employees  and  contractors  of  School  of  Rock  franchised  businesses.    
 
What   is   the   Policy?:   Each   employee   of   a   School   of   Rock   franchised   business   is   responsible   to   report   any   “60   Minute  
Incident”   as   soon   as   possible   to   his   or   her   supervisor,   Franchise   Owner   or   General   Manager   and   at   MySafeSchool   at  
www.mysafeschool.com  or  by  calling  1-­‐800-­‐466-­‐1645,  but  in  any  event  within  60  minutes  of  its  occurrence.    
 
What  is  a  60  Minute  Incident?        Any  incident  or  event  that  may  cause  physical,  financial,  reputational  or  legal  harm  to  
the  Franchisor,  the  Employer,  or  any  students,  staff,  parents,  or  anyone  else  at  School  of  Rock  facilities  or  events.    
 
What  are  some  Examples  of  Reportable  Incidents?    
 
• Any  event  that  could  or  does  result  in  injury  or  harm  to  students  or  staff  such  as  car  accidents,  slips  or  falls,  fires,  
bomb  threats,  or  physical  harm.    
• Any   report,   observation   or   allegation   of   wrong   doing   on   the   part   of   any   student,   employee   or   contractor  
including  instructors,  vendors  or  parents.  
• Any  event  that  could  cause  any  type  of  instructional  or  business  disruption  such  as  power  outages  or  technical  
failures.    
• Any   actual   or   threatened   legal   or   regulatory   action,   including   the   receipt   of   any   legal   document   naming   the  
Franchisor,  the  Employer,  or  its  employees  or  agents,  such  as:    
o subpoena    
o notice  of  hearing  or  investigation    
o lawyer  complaint  letter    
o any  oral  or  written  threat  of  suit  or  breach  of  contract      
o any  incident  that  involves  the  police,  the  FBI,  INS,  IRS,  Department  of  Homeland  Security,  etc.    
o any  inquiry  or  notice  from  a  consumer  protection  services  such  as  the  Better  Business  Bureau    
o inquiry   (other   than   routinely   scheduled   visits)   from   a   government   agency/regulator   such   as   Dept.   of  
Health,  Dept.  of  Labor,  OSHA,  etc.    
o Media  or  press  inquiries  of  any  kind  relating  to  any  matter  involving  School  of  Rock,  including:    
o requests  for  information    
o “off  the  record”  interviews    
o requests  for  information  offering  anonymity  
o informal  questioning  for  “background”  
o computer,  server,  or  network  hacking    
• Discussion  or  threat  of  suicide  by  a  student,  parent,  faculty  or  employee  
• Suspected  incidents  of  child  abuse  and/or  neglect    
 
Every  town,  city,  county  and  state  may  also  have  reporting  requirements  to  which  we  are  legally  bound.    Every  Employer  
and   each   employee   of   a   School   of   Rock   franchised   business   must   comply   with   all   town,   city,   county   and   state  
requirements  for  reporting  certain  conduct.    When  in  doubt,  a  School  of  Rock  employee  or  contractor  should  report  an  
incident   to   his   or   her   Employer   pursuant   to   this   policy.   Violators   of   this   policy   may   result   in   discipline,   including  
termination.  
 
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How  Does  an  Employee  Report  a  Reportable  Event?    

An   employee   or   contractor   of   a   School   of   Rock   franchised   business   should   report   a   60   Minute   Incident   by   contacting  
their  supervisor,  General  Manager  or  Franchise  Owner  and  at  MySafeSchool  at  www.mysafeschool.com  or  by  calling  1-­‐
800-­‐466-­‐1645.    
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Social  Media  Policy  

As   used   in   this   policy,   “social   media”   refers   to   blogs,   forums,   and   social   networking   sites,   such   as   Twitter,   Facebook,  
LinkedIn,  YouTube,  and  MySpace,  among  others.  
The  Franchisor  recognizes  the  importance  of  social  media  for  its  business.  However,  use  of  social  media  by  employees  
and   contractors   of   School   of   Rock   franchised   businesses   may   become   a   problem   if   it   interferes   with   work,   creates   a  
hostile  work  environment,  or  harms  the  goodwill  and  reputation  of  School  of  Rock.  Employees  and  contractors  must  use  
social  media  within  the  parameters  of  this  policy  and  in  a  way  that  does  not  produce  adverse  consequences.    
Overall,  employees  and  contractors  of  School  of  Rock  franchised  businesses  must  use  their  judgment  and  act  prudently  
and   responsibly   in   all   of   their   communications   regardless   of   how   one   communicates.     If   you   are   uncertain   about   the  
appropriateness  of  a  social  media  posting,  you  should  not  post  it  and  ask  your  manager  or  supervisor.    

• If  your  posts  on  social  media  mention  the  Franchisor  or  your  Employer,  its  products  or  services,  employees,  
contractors,   customers,   and/or   competitors,   make   clear   that   you   work   for   a   School   of   Rock   franchised  
business  and  that  the  views  posted  are  yours  alone  and  do  not  represent  the  views  of  School  of  Rock  or  your  
Employer.  
• Do   not   mention   employees,   contractors,   clients,   customers,   or   partners   of   the   Franchisor   or   your   Employer  
without  their  express  consent.    
• Refrain  from  using  the  School  of  Rock  logo  or  trademarks  on  your  posts  unless  they  are  approved  in  advance  
by  your  supervisor.    
• Remember,   you   are   responsible   for   what   you   write   or   present   on   social   media.   You   can   be   sued   by   other  
employees,   contractors,   competitors,   customers,   and   any   individual   that   views   your   social   media   posts   as  
defamatory,  pornographic,  proprietary,  harassing,  libelous,  or  creating  a  hostile  work  environment.    
• All   postings   on   social   media   must   comply   with   School   of   Rock’s   confidentiality   and   disclosure   of   proprietary  
information   policies.   If   you   are   unsure   about   the   confidential   nature   of   information   you   are   considering  
posting,  consult  with  your  manager  or  supervisor.  
• Comply  with  copyright  laws,  and  cite  or  reference  sources  accurately.    
• All   School   of   Rock   policies   that   regulate   off-­‐duty   conduct   apply   to   social   media   activity   including,   but   not  
limited   to,   policies   related   to   harassment,   code   of   conduct,   noncompetition,   protecting   confidential   and/or  
proprietary  information.    
 
Any   employee   who   violates   this   policy   is   subject   to   disciplinary   action   by   his   or   her   Employer,   up   to   and   including  
discharge.  
 
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Use  of  Communication,  Computer  Systems  and  Company  Equipment  
All   School   of   Rock   communication   and   computer   systems   are   intended   for   business   purposes   and   may   be   used   only  
during   work   hours;   however   limited   personal   usage   is   permitted   if   it   does   not   hinder   performance   of   job   duties   or  
violate  any  other  School  of  Rock  policy.  This  includes  the  voice  mail,  e-­‐mail  and  Internet  systems.  Users  do  not  have  a  
right   to   privacy   of   information   maintained   and/or   exchanged   on   our   equipment   or   via   our   networks,   except   for  
information   protected   by   law   or   School   of   Rock   policy,   for   example,   medical   information,   selected   employment  
information,  etc.  

Your   Employer   may   access   the   voice   mail   and   e-­‐mail   systems   and   obtain   the   communications   within   the   systems,  
including   past   voice   mail   and   e-­‐mail   messages,   without   notice   to   users   of   the   system,   in   the   ordinary   course   of   business  
when  it  deems  it  appropriate  to  do  so.  Further,  your  Employer  may  review  Internet  usage  to  ensure  that  such  use  with  
our  property,  or  communications  sent  via  the  Internet  with  our  property,  are  appropriate.    The  reasons  for  which  your  
Employer   may   obtain   such   access   include,   but   are   not   limited   to:   maintaining   the   system;   preventing   or   investigating  
allegations   of   system   abuse   or   misuse;   assuring   compliance   with   software   copyright   laws;   complying   with   legal   and  
regulatory  requests  for  information;  and  ensuring  that  your  Employer’s  operations  continue  appropriately  during  your  
absence.  

Portable  communication  devices  issued  by  your  Employer,  including  cell  phones,  should  be  used  primarily  for  business  
purpose.   Employees   and   contractors   have   no   reasonable   expectations   of   privacy   in   regard   to   use   of   such   devices   and   all  
use   is   subject   to   monitoring   to   the   maximum   extent   permitted   by   applicable   law.   This   includes   as   permitted   the   right   to  
monitor  personal  communications  as  necessary.  

The   Franchisor’s   policies   prohibiting   harassment,   in   their   entirety,   apply   to   the   use   of   the   communication   and   computer  
systems.  No  employee  may  use  any  communication  or  computer  system  in  a  manner  that  may  be  construed  by  others  as  
harassing  or  offensive  based  on  race,  national  origin,  sex,  sexual  orientation,  age,  disability,  religious  beliefs  or  any  other  
characteristic  protected  by  federal,  state  or  local  law.  

Misuse  of  communication  and  computer  systems  includes,  but  is  not  limited  to,  activities  such  as:  
 
•            Use  of  our  communications  systems  to  set  up  personal  businesses  or  send  chain  letters;  
•            Forwarding  of  confidential  messages  to  external  locations;  
•            Distributing,   disseminating   or   storing   images,   text   or   materials   that   might   be   considered   indecent,  
pornographic,  obscene  or  illegal;  
•            Distributing   or   disseminating   images,   text   or   materials   that   might   be   considered   proprietary,   confidential   or  
private;  
•            Distributing,   disseminating   or   storing   images,   text   or   materials   that   might   be   considered   discriminatory,  
harassing,  or  offensive  based  on  race,  national  origin,  sex,  sexual  orientation,  age,  disability,  religious  beliefs  or  
any  other  characteristic  protected  by  federal,  state  or  local  law;  
•            Accessing  or  posting  copyrighted  information  in  a  way  that  violates  the  copyright;  
•            Breaking  into  our  or  another  organization’s  system  or  unauthorized  use  of  a  password/mailbox;  
•            Broadcasting  unsolicited  personal  views  on  social,  political,  religious  or  other  non-­‐business  related  matters;  
•            Transmitting  unsolicited  commercial  or  advertising  material;  
• Providing  information  about,  or  lists  of,  other  employees  or  contractors  or  business  information  considered  to  
be  sensitive  or  confidential  to  other  third  parties.  
 
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No  employee  of  a  School  of  Rock  franchised  business  may  access,  or  attempt  to  access  another  employee’s  computer  
systems  without  appropriate  authorization  from  your  Employer.    
 
Use  of  equipment,  including  instruments  essential  in  accomplishing  job  duties,  is  often  expensive  and  may  be  difficult  to  
replace.   When   using  such  property,  employees  and  contractors  are  expected  to  ensure  they  are  used  with  care,  have  
regular  maintenance  performance,  and  follow  all  guidelines  and  instructions  to  ensure  the  best  care  for  this  equipment.  
 
The   Franchisor   is   not   responsible   for   any   damage   to   any   employee’s   personal   equipment   used   at   a   School   of   Rock  
franchised  business.  
 
Any   employee   who   violates   this   policy   is   subject   to   disciplinary   action   by   his   or   her   Employer,   up   to   and   including  
discharge.  
 
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Anti-­‐Bribery  Policy  (Foreign  Corrupt  Practices  Act)  
   
The  Foreign  Corrupt  Practices  Act  of  1977,  as  amended  (collectively,  "FCPA"),  was  enacted  to  prohibit  bribes  and  other  
illegal  payments  to  officials  of  a  foreign  government,  public  international  organizations  or  foreign  political  parties  and  
candidates  by  American  companies  and  by  foreign  persons  present  in  the  United  States  for  the  purpose  of  influencing  
official   acts   (including   failures   to   act)   in   order   to   assist   in   obtaining   or   retaining   business   or   to   secure   any   improper  
advantage.      
   
Statement   of   Policy:     All   employees   and   contractors   of   School   of   Rock   franchised   businesses   must   comply   with   the  
provisions  of  the  FCPA.  Compliance  with  this  Policy  is  mandatory.  No  employee  has  the  authority  to  act  contrary  to  this  
Policy   or   to   authorize,   direct   or   condone   violations   of   it   by   any   other   employee   or   by   any   agent.   No   employee   shall  
engage   in   the   prohibited   practices   described   below.   Any   employee   who   has   knowledge   of   facts   or   incidents   which   he   or  
she  believes  may  be  in  violation  of  this  Policy  has  an  obligation,  promptly  after  learning  of  such  fact  or  incident,  to  report  
the  matter  to  his  or  her  supervisor.    
   
Prohibited  Practices:    The  practices  prohibited  under  the  FCPA  and  this  Policy  include  offering,  paying,  promising  to  pay,  
or   authorizing   the   payment   of   anything   of   value,   in   each   case   with   corrupt   intention,   to   any   “foreign   official”   or   any  
intermediary   while   knowing   or   believing   that   any   portion   of   such   payment   will   be   offered,   given,   or   promised   to   a  
foreign   official,   for   the   purpose   of   inducing   the   foreign   official   to   do   any   act   or   make   any   decision   in   his   official   capacity,  
or   use   his   influence   with   any   foreign   government,   instrumentality   or   official   thereof,   to   effect   or   influence   any   act   or  
decision  of  such  government,  official  or  instrumentality  in  order  to  assist  in  obtaining  or  retaining  business  or  to  secure  
any  improper  advantage.  
   
Important  concepts  embodied  in  the  FCPA  include  the  following:  
   
1.     Corrupt   Intention.   This   term   connotes   an   evil   motive   or   purpose,   an   intent   to   induce   or   wrongly  
influence  the  recipient  to  misuse  his  official  position  to  the  payor's  benefit.  This  does  not  require  that  
the   official   actually   misuse   his   position,   only   that   the   payor   intended   such   a   result   in   consideration   for   a  
thing   of   value   given.   It   is   therefore   likely   that   a   payment   or   an   offer   to  pay  any  amount  made  for  the  
purpose   of   influencing   official   action   might   be   found   to   be   an   intent   to   "corruptly"   influence   the  
recipient.  
 
2.     Foreign   Official.   The   term   "foreign   official"   is   broader   than   it   might   appear.     It   includes   any   officer   or  
employee  of  a  foreign  government  or  governmental  department,  agency,  or  instrumentality,  as  well  as  
any   person   acting   in   an   official   capacity   on   behalf   of   a   governmental   entity.   "Foreign   official"   also  
includes  officers  of  government-­‐owned  corporations  (such  as  housing  authorities,  oil  companies,  electric  
utilities),   members   and   candidates   of   a   foreign   political   party,   and   the   officials   of   certain   public  
international   organizations.   Any   doubts   about   whether   a   particular   person   is   a   government   official  
should  be  resolved  by  assuming  that  the  individual  involved  is  a  government  official  for  FCPA  purposes.  
 
3.     Knowing.  This  element  was  introduced  primarily  to  cover  payments  to  intermediaries  or  foreign  agents  
who   would,   in   turn,   make   payment   to   foreign   officials.   A   company   or   person   has   knowledge   of  
prohibited   conduct   if   the   company   or   such   person   has   actual   knowledge   or,   even   without   actual  
knowledge,  has  a  “firm  belief”  that  such  circumstance  exists  or  that  such  result  is  substantially  certain  to  
occur.   A   company   or   person   is   also   deemed   to   have   knowledge   of   a   particular   circumstance   if   the  
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company   is   "aware   of   a   high   probability   of   the   existence   of   such   circumstance,   unless   the   person  
actually   believes   that   such   circumstance   does   not   exist."   Thus,   “knowledge”   can   be   derived   from   a  
conscious  disregard  or  deliberate  ignorance  of  circumstances  that  should  reasonably  alert  the  company  
or  person  to  the  high  probability  of  illegality.    
   
Penalties:     Penalties   for   violating   the   FCPA   can   be   severe.   Corporations   are   subject   to   criminal   fines   of   up   to   $2,000,000  
and  civil  fines  up  to  $10,000  per  violation.  Individuals  are  subject  to  criminal  fines  up  to  $100,000,  imprisonment  for  up  
to   five   (5)   years,   or   both.   Individuals   are   also   subject   to   civil   fines   up   to   $10,000.   Violations   of   the   FCPA   are   not   covered  
by   your   Employer’s   insurance   policies,   and   your   Employer   is   prohibited   under   the   FCPA   from   indemnifying   or  
reimbursing  its  employees  or  contractors  for  violations.    
 
Questions  and  Concerns:    Employees  and  contractors  with  questions  about  this  Policy  should  contact  their  supervisor  or  
send  a  message  through  www.mysafeschool.com.  Similarly,  any  employee  who  believes  that   any  person  is  violating  the  
FCPA  or  this  Policy  should  report  such  concerns  to  their  supervisor  or  through  www.mysafeschool.com.  
   
Any   employee   who   violates   this   policy   is   subject   to   disciplinary   action   by   his   or   her   Employer,   up   to   and   including  
discharge.  
 
 
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CONFIDENTIALITY  AND  NON-­‐INTERFERENCE  ACKNOWLEDGEMENT  
 
As  part  of  your  relationship  with  School  of  Rock,  LLC  (“we,”  “us”  or  “our”)  or  a  School  of  Rock®  franchisee  (the  “School”),  
you  may  be  provided  with  access  from  time  to  time  to  contain  Confidential  Information  (defined  below).      

1.    Confidential  Information.    Confidential  Information  includes  strategic  and  development  plans;  financial  conditions;  
business   plans;   customer   lists   and   contact   information;   employee   lists   and   employee-­‐related   information   including  
salary,  health,  and  personal  data;  business  manuals,  policies  and  procedures;  process  or  technology  information;  log-­‐in  
passwords,  protocols  and  credentials;  and  all  other  non-­‐public  information  made  available  to  you  on  or  via  the  Intranet  
or  otherwise  (collectively,  “Confidential  Information”).    You  agree  at  all  times  to  hold  all  Confidential  Information  in  the  
strictest  confidence  and,  further,  to  not,  directly  or  indirectly,  utilize,  disclose  or  make  available  any  of  the  Confidential  
Information  (including  your  Intranet  password)  to  any  person  or  entity  except  as  authorized  by  us  .    You  further  agree  
that  you  will  not  use  any  other  person’s  password  or  log-­‐in  credentials  to  access  the  Intranet.  

2.    Non-­‐Interference  with  Students.    While  you  work  for  us  or  a  School,  and  for  six  (6)  months  after  you  stop  working  for  
us  or  a  School  (the  “Separation  Date”),  unless  you  obtain  advance  written  permission  from  us  or  the  School’s  General  
Manager,  you  will  not:  (i)  provide  musical  instruction  to  any  person  who  is,  or  was  during  the  six  (6)  months  preceding  
the   Separation   Date,   a   student   at   a   School   location   at   which   you   worked;   or   (ii)   interfere   with   our,   our   affiliates’   or   a  
School’s  relationship  with  any  of  its  students  or  their  families,  or  induce  or  encourage  any  student  to  cease  attending  a  
School  location.  

3.    Compliance  with  Email  Policies.    As  part  of  your  access  to  the  Intranet,  you  may  be  provided  with  a  School  of  Rock  
email  account.    You  agree  to  use  this  email  account  solely  for  business  conducted  for  or  on  our  behalf  or  that  of  a  School  
and   not   for   personal   use.     You   agree   to   use   this   email   account   in   compliance   with   all   applicable   laws,   in   a   manner   which  
will   not   subject   us,   a   School   or   the   School   of   Rock®   brand   to   scorn   or   ridicule,   and   in   compliance   with   our   email   policies  
as  they  exist  from  time  to  time.    You  agree  that  we  may  have  access  to,  may  monitor,  and  may  terminate  access  to  your  
School  of  Rock  email  account  at  any  time  in  our  discretion.  

4.  Enforcement.    If  any  part  of  this  Agreement  is  unenforceable,  every  other  term  of  this  Agreement  shall  remain  valid  
and  fully  enforceable.    If  any  court  refuses  to  enforce  any  part  of  this  Agreement  as  written,  the  court  shall  modify  that  
part  to  the  minimum  extent  necessary  to  make  it  enforceable  under  applicable  law,  and  shall  enforce  it  as  so  modified.    
This  Agreement  will  be  governed  by  the  laws  of  the  state  in  which  you  work  (either  for  us  or  for  the  School),  without  
giving  effect  to  that  state’s  conflict  of  law  principles.    Any  action  or  proceeding  to  enforce  any  term  of  this  Agreement  
will   be   tried   before   a   judge   and   not   a   jury.     This   Agreement   is   in   addition   to,   and   does   not   supersede,   replace   or   detract  
from  your  obligations  under  any  other  agreement  (including  any  other  confidentiality  agreement)  between  you  and  us,  
our   affiliates,   or   any   School   of   Rock   franchisee.     The   terms   of   this   Agreement   cannot   be   changed   except   in   a   later  
document   signed   by   us   or   an   authorized   representative   of   the   School.     No   waiver   of   any   breach   of   any   part   of   this  
Agreement  will  be  effective  unless  it  is  in  writing.  

5.    Acknowledgement.    You  acknowledge  that  you  are  entering  into  this  Agreement  knowingly  and  voluntarily;  that  its  
provisions   are   fair,   reasonable,   and   not   excessively   broad;   and   that   you   have   been   given   an   adequate   opportunity   to  
review  this  Agreement  with  anyone  of  your  choice  before  signing  it.      

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