WELCOME TO SAMSUNG!

Samsung is a global leader in consumer electronics, semiconductors, telecommunications, and

digital media technologies. We specialize in the production of a wide variety of consumer and
industry electronics, including appliances, digital media devices, semiconductors, memory chips,
and integrated systems. Here at Samsung, we are committed to creating solutions that enable a
better future for our people and our planet.

Lee Byung-Chul founded Samsung as a trading company in a city called Taegu in 1938 and it
became an electronics company in the 1960s. For over 83 years, Samsung acquired different
organizations that helped its expansion in technology making it one of the most recognizable
names in the technology industry.

Did you know? The meaning of the company name is “three stars” where three symbolize
“something powerful”.

OUR VISION OUR MISSION

“Inspire the world with our innovative “We will devote our human resources and
technologies, products, and designs that technology to create superior products and
enrich people’s lives and contribute to services, thereby contributing to a better
social prosperity by creating a new future.” global society.”

This employee handbook contains the key policies, benefits, and other information you will
need.

We are excited to work with you and see you grow with us. Together let's inspire the world, and
create the future!

EMPLOYEE ATTENDANCE POLICY

Objective
The purpose of this policy is to set forth Samsung’s policy and procedures for handling
employee absences and tardiness to promote the efficient operation of the company and
minimize unscheduled absences.

Policy
Punctual and regular attendance is an essential responsibility of each employee at Samsung.
Employees are expected to report to work as scheduled, on time, and prepared to start working.
Employees also are expected to remain at work for their entire work schedule. Late arrival, early
departure, or other absences from scheduled hours are disruptive and must be avoided.

Absence
“Absence” is defined as the failure of an employee to report for work when he or she is
scheduled to work. The two types of absences are defined below:
● Excused absence occurs when all the following conditions are met:
○ The employee provides to his or her superior notice at least 48 hours in advance
of the absence.
○ The absence request is approved in advance by the employee’s superior.
○ The employee has sufficient accrued paid time off (PTO) to cover the absence.
● Unexcused absence occurs when any of the above conditions are not met. If it is
necessary for an employee to be absent or late for work because of an illness or an
emergency, the employee must notify his or her superior no later than the employee’s
scheduled starting time on that same day. If the employee is unable to call, he or she must
have someone make the call.

An unexcused absence counts as one occurrence for discipline under this policy.

Employees with three or more consecutive days of excused absences because of illness or injury
must give Samsung proof of physician’s care and fitness for duty release before disciplining
under this policy.

Tardiness and Early Departures

Employees are expected to report to work and return from scheduled breaks on time. If
employees cannot report to work as scheduled, they must notify their supervisor no later than
their regular starting time. This notification does not excuse the tardiness but simply notifies the
supervisor that a schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a supervisor
immediately.
Tardiness and early departures are each one-half an occurrence for the purpose of discipline
under this policy.

Disciplinary Action

Excessive absenteeism is defined as two or more occurrences of unexcused absence in 30 days

and will result in disciplinary action. Eight occurrences of unexcused absence in 12 months are
considered grounds for termination.

Job Abandonment

Any employee who fails to report to work for three days or more without notifying his or her
supervisor will be considered to have abandoned the job and voluntarily terminated the
employment relationship.

EMPLOYEE CONDUCT

As an employee, you are responsible to behave appropriately at work. We outline our

expectations here. We can’t cover every single case of conduct, but we trust you to always use
your best judgment. Reach out to your manager or HR if you have any issues or have any
questions.

Dress Code
We expect you to be clean when coming to work and avoid wearing unprofessional clothes (e.g.
workout clothes.)
As long as you conform to our guidelines, we don’t have specific expectations about what types
of clothes or accessories you should wear.
We also respect and permit grooming styles, clothes, and accessories that are dedicated to
religious beliefs, ethnicity, or disability.
Cyber security and digital devices
This section deals with all things digital at work. We want to set some guidelines for using
computers, phones, our internet connection, and social media to ensure security and protect our
assets.

Internet Usage
- Our corporate internet connection is primarily for business. But, you can occasionally
use our connection for personal purposes as long as they don’t interfere with your job
responsibilities. Also, we expect you to temporarily halt personal activities that slow
down our internet connection (e.g. uploading photos) if you’re asked to.

You must not use our internet connection to:

● Download or upload obscene, offensive or illegal material.

● Send confidential information to unauthorized recipients.
● Invade another person’s privacy and gain access to sensitive information.
● Download or upload pirated movies, music, material, or software.
● Visit potentially dangerous websites that can compromise our network and
computers’ safety.
● Perform unauthorized or illegal actions, like hacking, fraud, or buying/selling
illegal goods.

Cell phone
- We allow the use of cell phones at work. But, we also want to ensure that your
devices won’t distract you from your work or disrupt our workplace. We ask you to
follow a few simple rules:
 ● Use your cell phone in a manner that benefits your work (business calls,
productivity apps, calendars.)
● Keep personal calls brief and use an empty meeting room or common area so as
not to disturb your colleagues.
● Avoid playing games on your phone or texting excessively.
● Don’t use your phone for any reason while driving a company vehicle.
● Don’t use your phone to record confidential information.
● Don’t download or upload inappropriate, illegal, or obscene material using our
corporate internet connection.

Also, you must not use your phone in areas where cell phone use is explicitly prohibited
(e.g. laboratories.)

Corporate email
- Email is essential to our work. You should use your company email primarily for
work, but we allow some uses of your company email for personal reasons.

● Work-related use. You can use your corporate email for work-related purposes
without limitations. For example, you can sign up for newsletters and online
services that will help you in your job or professional growth.
● Personal use. You can use your email for personal reasons as long as you keep it
safe, and avoid spamming and disclosing confidential information. For example,
you can send emails to friends and family and download ebooks, guides, and
other safe content for your personal use.

Our general expectations

- No matter how you use your corporate email, we expect you to avoid:

● Signing up for illegal, unreliable, disreputable, or suspect websites and services.

● Sending unauthorized marketing content or emails.
● Registering for a competitor’s services, unless authorized.
● Sending insulting or discriminatory messages and content.
● Spamming other people’s emails, including your coworkers.

Social media
- We want to provide practical advice to prevent the careless use of social media in our
workplace. We address two types of social media uses: using personal social media at
work and representing our company through social media.

Using personal social media at work

- You are permitted to access your accounts at work. But, we expect you to act
responsibly, according to our policies, and ensure that you stay productive.
Specifically, we ask you to:

● Discipline yourself. Avoid getting sidetracked by your social platforms.

● Ensure others know that your account or statements don’t represent our company.
For example, use a disclaimer such as “opinions are my own.”
● Avoid sharing intellectual property (e.g trademarks) or confidential information.
Ask your manager or PR first before you share company news that’s not officially
announced.
● Avoid any defamatory, offensive, or derogatory content. You may violate our
company’s anti-harassment policy if you direct such content towards colleagues,
clients, or partners.
 Representing our company through social media
- If you handle our social media accounts or speak on our company’s behalf, we expect
you to protect our company’s image and reputation. Specifically, you should:

● Be respectful, polite, and patient.

● Avoid speaking on matters outside your field of expertise when possible.
● Follow our confidentiality and data protection policies and observe laws
governing copyrights, trademarks, plagiarism, and fair use.
● Coordinate with our Marketing Department when you’re about to share any
major-impact content.
● Avoid deleting or ignoring comments for no reason.
● Correct or remove any misleading or false content as quickly as possible.

Conflict of interest
When you are experiencing a conflict of interest, your personal goals are no longer aligned with
your responsibilities towards us. For example, owning stocks of one of our competitors is a
conflict of interest.

In other cases, you may be faced with an ethical issue. For example, accepting a bribe may
benefit you financially, but it is illegal and against our business code of ethics. If we become
aware of such behavior, we will lose our job and may face legal trouble.

For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant
to spot circumstances that create conflicts of interest, either to yourself or for your direct reports.
Follow our policies and always act in our company’s best interests. Whenever possible, do not
let personal or financial interests get in the way of your job. If you are experiencing an ethical
dilemma, talk to your manager or HR and we will try to help you resolve it.

Employee relationships
We want to ensure that relationships between employees are appropriate and harmonious. We
outline our guidelines and we ask you to always behave professionally.

Fraternization
- Fraternization refers to dating or being friends with your colleagues. In this policy,
“dating” equals consensual romantic relationships and sexual relations. Non-
consensual relationships constitute sexual violence and we prohibit them explicitly.

Dating colleagues
- If you start dating a colleague, we expect you to maintain professionalism and keep
personal discussions outside of our workplace.

You are also obliged to respect your colleagues who date each other. We won’t
tolerate sexual jokes, malicious gossip, and improper comments. If you witness this
kind of behavior, please report it to HR.

Dating managers
- To avoid accusations of favoritism, abuse of authority, and sexual harassment,
supervisors must not date their direct reports. This restriction extends to every
manager above an employee.
 Also, if you act as a hiring manager, you aren’t allowed to hire your partner to your
team. You can refer them for employment to other teams or departments where you
don’t have any managerial or hiring authority.

Friendships at work
- Employees who work together may naturally form friendships either in or outside of
the workplace. We encourage this relationship between peers, as it can help you
communicate and collaborate. But we expect you to focus on your work and keep
personal disputes outside of our workplace.

Employment of relatives
- Everyone in our company should be hired, recognized, or promoted because of their
skills, character, and work ethic. We would not like to see phenomena of nepotism,
favoritism, or conflicts of interest, so we will place some restrictions on hiring
employees’ relatives.

To our company, a “relative” is someone who is related by blood or marriage within

the third degree to an employee. This includes: parents, grandparents, in-laws,
spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces,
nephews, step-parents, step-children, and adopted children.

As an employee, you can refer your relatives to work with our company. Here are our
only restrictions:

● You must not be involved in a supervisory/reporting relationship with a relative.

● You cannot be transferred, promoted, or hired inside a reporting relationship
with a relative.
● You cannot be part of a hiring committee when your relative is interviewed for
that position.
 If you become related to a manager or direct report after you both become employed
by our company, we may have to transfer one of you.

Workplace visitors
- If you want to invite a visitor to our offices, please ask for permission from our HR
Manager/ Security Officer/ Office Manager first. Also, inform our [reception/ gate/
front-office] of your visitor’s arrival. Visitors should sign in and show identification.
They will receive passes and will be asked to return them to reception/ gate/front
office once their visit is complete.

When you have office visitors, you also have responsibilities. You should:

● Always tend to your visitors (especially when they are underage.)

● Keep your visitors away from areas where there are dangerous machines,
chemicals, confidential records, or sensitive equipment.
● Prevent your visitors from proselytizing your colleagues, gathering donations, or
requesting participation in activities while on our premises.

Anyone who delivers orders, mail, or packages for employees should remain at our
building’s reception or gate. If you are expecting a delivery, front office employees/
security guards will notify you so you may collect it.

Solicitation and distribution

Solicitation is any form of requesting money, support, or participation for products, groups,
organizations, or causes which are unrelated to our company (e.g. religious proselytism, asking
for petition signatures.) Distribution means disseminating literature or material for commercial or
political purposes.
We don’t allow solicitation and distribution by non-employees in our workplace. As an
employee, you may solicit from your colleagues only when you want to:

● Ask colleagues to help organize events for another employee (e.g. adoption/birth of a
child, promotion, retiring.)
● Seek support for a cause, charity, or fundraising event sponsored, funded, organized, or
authorized by our company.
● Invite colleagues to employee activities for an authorized non-business purpose (e.g.
recreation, volunteering.)
● Ask colleagues to participate in employment-related activities or groups protected by law
(e.g. trade unions.)

EMPLOYEE COMPENSATION AND BENEFITS

We genuinely support quality of life for our employees including their families through our
various Employee Benefits programs. Samsung has designed several compensation and benefits
policies based on the total return of work.

COMPENSATION
Salaries and wages are the main strategies that Samsung Electronics practices in terms of
compensating its employees. The salary is associated with the designation of an employee
linking their job responsibilities and other special tasks. There is a common practice of non-
compensation benefits that Samsung Electronics offers from time to time to their employees
based on their new performance.

Cash compensation is about minimum wages and incentives while provided by Samsung are
income protection and work/life balance of the employees. The cash compensation of Samsung
is delivered in the form of basic wage/salary and performance-based incentives.
The compensation of employees is determined by group profit sharing partially. Profit-sharing
gives out to employees in the form of cash or stock. Other than that, Samsung makes an effort in
providing various benefits to the employees because Samsung focuses on talent engagement.
Samsung provides income protection to its employees and assists employees’ health, children’s
education, mortgage, and after-retirement. Samsung provides national pension schemes, health
insurance, industrial accident insurance, employment insurance, and medical expense support.

Strategy Compensation Decisions

Pay relationships in Samsung are divided into five grades. Third class employees or higher (new
employee higher than a college graduate, new worker) are under an annual salary policy while
fourth and fifth class employees (higher than high school graduates) accept a monthly salary.
The basic salary has a set table of grade-based schemes and compensation is differentiated only
according to performance to ensure fairness and competitiveness in its compensation schemes.

BENEFITS
Samsung employees enjoy benefits such as competitive pay and rewards, quality health, financial
and other benefits, and holistic well-being programs

Healthcare

● Medical
Samsung provides access to a multitude of medical plans which all include prescription
coverage and wellness resources to keep you balanced.

● Dental
Flexibility is a key feature of our dental plans, giving you the freedom to choose from a
long roster of dentists.

● Vision
 Our extensive network means Samsung employees can choose from excellent partners to
find the perfect fit.

● Employee Assistance Program

Our people and their families receive world-class therapeutic services and support
through our health network.
Work-Life
● Paid Time Off
We offer a generous PTO policy that allows all regular, full-time employees to accrue the
equivalent of 20 days per year, increasing with tenure, in addition to company holidays.

● FlexTime
Flex or change your start and end times within specified “core hours” while still working
a standard workday.

● FlexPlace
Regular full-time and dispatched employees can work from home or an alternate location
up to four times per month.

● FlexYourFriday
Leave the office early on Fridays during the summer months for a jump start to the
weekend.

Financial Wellness
● Health Savings Account
Save funds for health care expenses with an impressive tax advantage and investment
options, which you can keep even if you leave Samsung.

● Flexible Spending Accounts

Set aside money for important expenses and simultaneously reduce your income taxes
with your choice of health, dependent care or commuter benefits.
 ● 401(k)
The Samsung 401(k) Plan supports your financial wellness by empowering you to save
money for retirement and other long-term financial goals.

● Student loan support

Samsung will help alleviate employees' student loan debt with annual contributions. You
can also get support for student or Parent PLUS loans through our partners at SoFi.
Family

● Healthy Pregnancies, Healthy Babies

This compensated program is designed to support you and your baby during your
pregnancy and in the weeks following birth.

● Adoption Assistance Program

We’re proud to offer our employees assistance with costs associated with adopting a
child.

● Paid Child Caregiver Leave

We understand the sanctity of parents' time with their newly born, adopted or placed
child, and provide up to 12 weeks of fully paid parental leave.

● Milk Stork
Samsung partners with Milk Stork to provide parents everything they need to get
breastmilk home while traveling on business.
Incentives

● Fitness reimbursement
Focus on your fitness with reimbursement for your gym membership, personal fitness
training, group exercise classes or a Cubii.

● Annual physical
 Visit your doctor for your annual physical with no co-pay – and an added paid incentive
from Samsung.

● Preventative screenings
Samsung provides an incentive for biometric screenings, PSAs, pap smears and
mammograms to support long-term health.

● Lifestyle management
Enroll in select lifestyle management programs and get reimbursed for courses on stress
management, tobacco cessation and more.

EMPLOYEE CLASSIFICATION
Introduced below are the job classification with the roles and responsibilities of the various
teams and departments of Samsung C&T’s Engineering & Construction Group.
Project Management
Manages the design, purchasing, construction, HSE, and quality requirements across all project
phases from planning to execution, commissioning, completion, and post-completion and is
responsible for forming and managing project teams.
(Process Manager, Project Manager, Engineering Manager, etc.)

Design Engineering
Sets the project objectives for the entire order→design→construction process in consideration
of the specific requirements and/or conditions of the given project and creates designs that
have been optimized in terms of cost, design, and quality.
(Building, Civil Infrastructure, Plant, or Residential Designer, Tech Support Personnel,
Residential Product Developer, etc.)

Estimation
Determines the optimal cost of a given project based on precision analysis of internal and
external factors and in-depth and comprehensive simulations across the entire project.
(Building, Civil Infrastructure, Residential, or Plant Estimation)

Construction
Manages construction, design, process, cost, quality, safety, environment, and vendor/supplier
aspects of the project with a thorough understanding of all construction stages and
requirements from start to finish.
(Building, Civil Infrastructure, Machinery, Electrical, or Landscape Construction)

Research and Development

Researches and develops future techniques and technologies in engineering and construction
and offers active sites technical support based on extensive subject-matter expertise and
experience.
(Technical Planning, Structure R&D, Environment R&D, Materials R&D, Equipment R&D,
etc.)

Management Support
Draws from a comprehensive understanding of business and subject-matter expertise to
propose optimal business strategies and provide all manners of business support.
(Accounting, HR, Finance, Site Management, Purchasing, Legal, PR, Corporate Strategy,
etc.)

Development and Marketing

Identifies and analyzes client needs and demands based on expert insight concerning a
specific market, technology, product, or client to discover high-quality business opportunities
and draft efficient business strategies.
(Development and Planning, Technical Sales, Residential Marketing, Domestic Marketing,
Overseas Marketing, etc.)

Quality and Safety

Manages international certifications such as ISO 9001/14001/OHSAS 18001 and provides
quality, safety, and environmental support with the explicit purpose of achieving zero-defect,
zero-accident project outcomes while strictly adhering to local and international regulations
and standards.
(Quality Planning, Quality Certification, Quality Management, Safety Management,
Environmental Management, etc.)
PERFORMANCE AND DISCIPLINE

Work Environment

● Samsung strives to foster a creative, culturally diverse, and collaborative work

environment in which the rights of all employees are always respected.
● Samsung does not and will not tolerate discrimination based on race, culture, religion,
age, and any other grounds according to local law, or any harassment or offensive
behaviors of employees that may disrupt the workplace or interfere with the works of
other employees.
● Samsung provides various employee benefit systems and programs (extended
telecommuting period, infertility leave, maternity/paternity leave, child care facilities,
 and more) to improve the quality of our employees’ lives. Samsung workspaces are
designed to allow our employees with disabilities to work comfortably.
● When giving instructions, supervisors shall not direct subordinates to carry out work that
either violates applicable laws as well as Samsung policies and procedures or is irrelevant
to the business itself. Involuntary conduct of business, whether driven by physical or
mental coercion, is also prohibited.
● Working hours are decided according to the characteristics of each work area and the
related regulations in each country. Wages are determined reasonably and fairly
following relevant laws and standards.
● Samsung adopts globally recognized standards on performance evaluation to ensure that
our employees are treated fairly according to their competence and achievement thereby
providing talented individual

● s with a better chance to excel as professionals.

Performance Evaluation

● Samsung conducts achievement evaluations on the annual performance of employees

according to the goals established by the employees themselves. It then uses the results as
basic data in rewarding, promoting, developing, and selecting leaders.
● To manage their performance, the company conducts achievement evaluations in
terms of work process and results as well as competency evaluations concerning
individual competencies and career management, which ultimately reinforces the
organization’s competencies.
● On top of this, we work hard to ensure the fairness of all evaluations. Performance
management consists of four steps: setting goals → interim/regular interviews →
evaluations →interviews based on the results.
● Furthermore, every evaluation is processed through a computerized system. Also, if
an employee is not satisfied with the evaluation, they can be re-evaluated after lodging a
formal objection.
● Today, we are continuously improving the evaluation process by providing manuals
and regular training for evaluators to ensure absolute fairness.
● Through its award system, Samsung selects excellent employees who made superior
achievements in various areas of work, thereby continuously improving individual
competency and motivating employees.
● This was the inspiration behind establishing the Samsung Award of Honor, which
not only rewards people for outstanding achievements but also plays a role in spreading a
spirit of success throughout the organization.
● Employees including managers and supervisors are responsible for ensuring our
work environment is free from behaviors that may constitute workplace discrimination
and create a hostile working environment.
● Employees have a responsibility to ensure that their behavior meets the standards
described by the company’s Code of Conduct and these Guidelines and other related
policies and contributes to a healthy and safe workplace.
SAFETY AND HEALTH

Samsung Electronics, Inc. promotes the development of a sustainable society by maintaining

a safe and secure work environment and protecting the environment at large, guided by
Samsung Business Principle, which states our commitment to care for the environment,
health, and safety. We must always first take the safety and protection of our employees,
customers, and environment into consideration from development to production of our
products.

■ Strengthen global environment and safety management system

We comply with all environmental, safety & health, energy regulations, and
agreements of the countries where we operate and apply internal management
standards in all business activities to prevent EHS accidents. We train and educate our
employees to become familiar with our EHS management system. Also, we aim to
transparently communicate our EHS policy and performance to internal and external
stakeholders.

■ Be responsible for the entire lifecycle of our products

We do not purchase raw materials, parts, and packaging materials containing
hazardous materials.
We design and manufacture our products to increase efficiency, reuse, and recycling
to decrease environmental impact.

■ Establish eco-friendly manufacturing

We are committed to minimizing the release of greenhouse gas emissions and
pollutants through adopting the optimal clean manufacturing technologies to reduce
the use of chemicals, energy, and water resources, and to encourage the reuse and
recycling of wastes (including water, chemical, solid, etc.)

■ Maintain a safe and secure work environment

Every employee has a responsibility to encourage and promote a safety culture and
participate in health and safety improvement activities, such as regular physical
examination, to establish a safe and secure workplace. Also, we should protect all
employees and community members from external risk factors (natural disaster, fire
accident, communicable disease, etc.) and maintain an emergency response system.

■ Develop partnerships to promote shared growth

With our partner companies, we encourage them to comply with our supplier code of
conduct and share EHS management systems and technology to create eco-friendly
business partnerships.
 With our community at large, we are committed to communicating with them in a
transparent and honest matter and taking extra efforts to promote community
development.

DATA PRIVACY AND CYBERCRIME PREVENTION

Every Samsung Galaxy smartphone out there comes with Samsung's Knox. The Knox layer is a
military defense-grade security system that helps protect smartphones from malware and remote
attacks. This mobile security system from the chip up is trusted by many governments
worldwide.

Samsung outsources the processing of personal information to third parties to provide services.
Personal information processing is outsourced to each service provider, only to the extent that
this will be necessary to provide each service individually.

In respect of personal information disclosed to service providers, to safeguard privacy Samsung

mandate such service providers clearly to: comply with data protection instructions; keep
personal information confidential; not share data with third parties; take full responsibility in the
event of an incident, and return or destroy personal information after outsourcing or use of the
data ceases. Samsung supervises them to ensure the secure processing of personal information. If
a service provider or its task is changed, Samsung will let you know by placing a notice on the
website (or in writing, via e-mail, phone, or SMS).

● Samsung respects the privacy of current and former employees and treats all information
with confidentiality and integrity.
● Except for the following three occasions, employee consent shall always require to before
sure of personal information:

- When required due to a particular legal regulation or obligation.

- When required in performing tasks decided upon by a public authority.

- When a legal representative cannot express intention or give prior consent, and when
the information is deemed necessary for the imminent benefit of one’s life and property.

● Samsung announced its Global Policy on Personal Information to reinforce data

protection and has policies in place that reflect regional regulatory environments and
local characteristics.
● Samsung made a checklist to examine personal information risks at each stage of
planning, development, operation, and disposal of products and services and then made
preventive measures mandatory.
● Samsung also provides guides such as Privacy Guidelines and the Data Protection
Handbook Employees’ Guidelines on Personal Information to support all employees in
thoroughly managing personal information they may get while working.
● For this, Samsung organized a unit exclusively in charge of this issue and conducted
training on personal information protection for all employees.
● To reinforce personal information protection, Samsung established an organization
exclusively in charge of personal information protection in 2015, placing it directly under
the head of the Corporate Legal Office.
● The organization is responsible for establishing strategies of data protection, operating
policies, building/reinforcing processes, consulting/ supporting privacy legal
management, and preventing/auditing security issues regarding products and services. In
addition, we designate a Data Protection Officer (DPO) at each business division,
regional office, and major subsidiaries, while reinforcing data protection through a Data
Protection Manager (DPM) at each business hub.
 ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE
HANDBOOK
The Employee Handbook contains important information about the Company, and I understand
that I should consult the regarding any questions not answered in the handbook. I have entered
into my employment relationship with the Company voluntarily, and understand that there is no
specified length of employment. Accordingly, either the Company or I can terminate the
relationship at will, at any time, with or without cause, and with or without advance notice.

I understand and agree that no person other than the Executive Director may enter into an
employment agreement for any specified period of time, or make any agreement contrary to the
Company's stated employment-at-will policy.

Since, the information, policies, and benefits described herein are subject to change at any time, I
acknowledge that revisions to the handbook may occur, except to the Company's policy of
employment-at-will. All such changes will generally be communicated through official notices,
and I understand that revised information may supersede, modify, or eliminate existing policies.
Only the President of the Company has the ability to adopt any revisions to the policies in this
handbook.

Furthermore, I understand that this handbook is neither a contract of employment nor a legally-
binding agreement. I have had an opportunity to read the handbook, and I understand that I may
ask my supervisor a or any employee of the Human Resources Department any questions I might
have concern the handbook. I accept the terms of the handbook. I also understand that it is my
responsibility to comply with the policies contained in this handbook, and any revisions made to
it. I further agree that if I remain with the Company following any modifications to the
handbook, I thereby accept and agree to such changes.

I have received a copy of the Company's Employee Handbook on the date listed below. I
understand that I am expected to read the entire handbook. Additionally, I will sign the two
copies of this Acknowledgment of Receipt, retain one copy for myself, and return one copy to
the Company's representative listed below on the date specified. I understand that this form will
be retained in my personnel file.

__________________________________   __________________
Signature of Employee                              Date

__________________________________
Employee's Name - Printed

__________________________________   __________________
Company Representative                           Date