Lifetouch Handbook - Combined - 2013

THE LIFETOUCH COMPANIES
EMPLOYEE HANDBOOK
Revised January 2013

LIFETOUCH COMPANIES EMPLOYEE HANDBOOK
TABLE OF CONTENTS
WELCOME TO LIFETOUCH ........................................................................................................3
ABOUT THIS HANDBOOK ..........................................................................................................3
I. GENERAL INFORMATION.....................................................................................................4
REPORTING PERSONAL STATUS CHANGES .............................................................4
PERSONNEL FILE REVIEW AND ACCESS ...................................................................4
II. BEHAVIOR AND CONDUCT AT WORK .............................................................................4

CODE OF CONDUCT ........................................................................................................4
AT-WILL EMPLOYMENT ................................................................................................4
EQUAL EMPLOYMENT OPPORTUNITY ......................................................................5
PREVENTING DISCRIMINATION AND HARASSMENT ............................................5
PREVENTING SEXUAL HARASSMENT........................................................................6
NON-RETALIATION .........................................................................................................8
INVESTIGATION OF COMPLAINTS OF DISCRIMINATION,
HARASSMENT AND RETALIATION .............................................................................9
REASONABLE ACCOMMODATION ..............................................................................9
ALCOHOL AND DRUGS ................................................................................................10
SMOKING/SMOKELESS TOBACCO ............................................................................10
PROPRIETARY AND PERSONAL INFORMATION ....................................................10
CONFLICT OF INTEREST ..............................................................................................12
SOLICITATION AND DISTRIBUTION .........................................................................13
BULLETIN BOARDS .......................................................................................................13
TELEPHONE CALLS .......................................................................................................13
PERSONAL WEB LOG (“BLOG”) AND SOCIAL NETWORKING GUIDELINES ....13
DRESS CODE ...................................................................................................................15
ATTENDANCE .................................................................................................................15
CORRECTIVE ACTION ..................................................................................................16
III. SECURITY AND SAFETY ..................................................................................................16

SECURITY ........................................................................................................................16
PRIVACY AND DISPOSAL POLICY FOR EMPLOYEE SOCIAL
SECURITY NUMBER AND CONSUMER REPORT INFORMATION ........................16
ANTI-FRAUD POLICY AND RESPONSE PROGRAM ................................................18
WORKPLACE SAFETY AND INJURIES.......................................................................21
OCCUPATIONAL SAFETY AND HEALTH ..................................................................21
CORPORATE ENVIRONMENTAL PROTECTION ......................................................22
VIOLENCE-FREE WORKPLACE AND WEAPONS.....................................................23
WORK-RELATED DRIVING ..........................................................................................24
Lifetouch Companies Employee Handbook

IV. BENEFITS AND COMPENSATION ...................................................................................24
BENEFITS .........................................................................................................................24
WORK SCHEDULES .......................................................................................................24
PAY AND TIME REPORTING POLICY ........................................................................24
PAYROLL DIRECT DEPOSIT ........................................................................................27
WITHHOLDING OBLIGATIONS ...................................................................................27
MILEAGE REIMBURSEMENT ......................................................................................28
TRAVEL TIME .................................................................................................................28
RICHARD P. ERICKSON SCHOLARSHIP PROGRAM ...............................................28
V. INTERNAL JOB POSTING ...................................................................................................29

JOB POSTING ELIGIBILITY REQUIREMENTS AND PROCEDURE ........................29
REHIRE POLICY ..............................................................................................................29
PERFORMANCE EXPECTATIONS AND REVIEW .....................................................29
VI. TIME AWAY FROM WORK...............................................................................................29

TIME OFF .........................................................................................................................29
LEAVE PROGRAMS .......................................................................................................29
FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY ..........................................30
PERSONAL LEAVE OF ABSENCE POLICY (PLOA) ..................................................35
SCHOOL CONFERENCE LEAVE / TIME OFF FOR SCHOOL CHILDREN ..............36
NURSING MOTHERS ......................................................................................................36
TIME OFF TO VOTE .......................................................................................................37
MILITARY LEAVE ..........................................................................................................37
JURY DUTY .....................................................................................................................37
VII. EMPLOYEE STOCK OWNERSHIP PLAN (ESOP) .........................................................38
VIII. LEAVING LIFETOUCH .....................................................................................................38

SEPARATION FROM EMPLOYMENT..........................................................................38
REFERENCES ..................................................................................................................39
THE CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA) ..39
RETIREMENT AND ELIGIBILITY FOR REHIRE ........................................................39
IX. ELECTRONIC COMMUNICATIONS AND SYSTEMS POLICY ....................................40

WELCOME TO LIFETOUCH
Congratulations and welcome to the Lifetouch family of companies: Lifetouch Inc. (“LTI”),
Lifetouch National School Studios Inc. (“LNSS”), Lifetouch Portrait Studios Inc. (“LPS”),
Lifetouch Church Directories and Portraits Inc. (“LCD”) and Lifetouch Services Inc. (“LSI”)
(collectively “Lifetouch” or “Lifetouch Companies”). We hope that you will find your work
environment challenging, rewarding and fun. Lifetouch is in the business of preserving
memories. We are happy that you can be a part of it.
Since 1936, Lifetouch has been “capturing the spirit of today and preserving memories for
tomorrow” with photography and related products. From the beginning, Lifetouch has been a
leader in the application and utilization of new photography and publishing technologies for the
ultimate satisfaction of its customers. Through its wholly owned subsidiaries, Lifetouch serves
early childhood, school, sports leagues and clubs, retail stores, religious organizations, and
family markets throughout the U.S. and Canada.
As the largest employee-owned photography company in the United States, Lifetouch fosters a
team spirit within the organization that attracts talented and dedicated individuals. Lifetouch
employees continue the tradition of providing customers with quality products and services that
build long-term relationships.
For more information, visit the Lifetouch web site at www.lifetouch.com.
ABOUT THIS HANDBOOK
Lifetouch has developed this employee handbook to provide you with general information about
your employment. It is your responsibility to read this handbook carefully, be familiar with its
contents, and keep it for future reference. When you sign the handbook acknowledgment form,
you acknowledge that you have received the handbook as well as the location specific addendum
and that it is your responsibility to read and understand its contents. If you have questions about
working for Lifetouch, you may find it helpful to consult this handbook and location specific
addendum first. If these materials do not address a matter of interest to you, or if you have
additional questions after you have read this handbook and location specific addendum, you
should ask your supervisor or Human Resources.
No handbook can address every possible situation that may arise. This document is intended to
provide general guidance and is not intended to be a contract of employment. Accordingly, this
handbook may be modified, deleted, or amended by Lifetouch at any time without notice. The
most up-to-date handbook is available to employees on the Lifetouch Intranet SharePoint site at
http://intranet.lifetouch.net/hr/default.aspx. Also, Lifetouch may deviate from these guidelines in
its sole discretion as individual circumstances warrant. This handbook supersedes and revokes
all prior handbooks and policy statements. This handbook applies to all Lifetouch employees.

I. GENERAL INFORMATION
REPORTING PERSONAL STATUS CHANGES
Accurate information is vital for benefits, insurance records and other Lifetouch records. You are
responsible for promptly notifying Human Resources in writing of any change in your name,
address, telephone number, marital status, citizenship, insurance beneficiary, dependent
insurance coverage, and/or court-ordered withholdings. To update your ESOP Beneficiary,
contact the ESOP Plan Administrator at ESOP@lifetouch.com.
PERSONNEL FILE REVIEW AND ACCESS
Lifetouch will comply with written requests to review personnel files per applicable federal and
state laws. If you have any questions about this information, please contact Human Resources.
II. BEHAVIOR AND CONDUCT AT WORK
CODE OF CONDUCT
As a leader in the photographic industry, Lifetouch captures and preserves countless images of
children, adults, and families every day. Our businesses involve daily contact and interaction
with schools, religious organizations, sports leagues and clubs, daycare centers, retail stores, and
consumers. As a family-oriented business, it is essential that Lifetouch employees exercise
sound judgment and uphold high personal standards. These standards govern Lifetouch dealings
with the public, as well as with one another each and every day. Lifetouch expects its
employees, contractors, and representatives to keep these values and ideals in mind, whether
working, traveling to conduct business, in training, or at any other Lifetouch sponsored event.
Please remember that your behaviors as an employee of Lifetouch are a reflection of our
Company. If you observe or are subjected to any offensive or inappropriate conduct, you should
immediately contact your supervisor and/or Human Resources.
AT-WILL EMPLOYMENT
Employment at Lifetouch is “at will.” This means that you are free to leave Lifetouch at any
time, with or without a reason and with or without notice. Lifetouch also has the right to end
your employment at any time, with or without a reason and with or without notice. Although
Lifetouch may choose to end your employment for cause, cause is not required. Further,
Lifetouch has the right to manage its workforce and direct its employees. This includes the right
to hire, transfer, promote, demote, reclassify, lay off, terminate, or change any term or condition
of employment at any time, with or without a reason and with or without notice.
No one other than a Lifetouch officer may enter into an agreement for employment for a specific
period of time or make any agreement contrary to the policy of at-will employment. In addition,
any such agreement must be in writing and signed by an officer of Lifetouch.

EQUAL EMPLOYMENT OPPORTUNITY
Lifetouch is committed to providing equal employment opportunities. All qualified applicants

and employees will be considered for employment and advancement without regard to sex, race,
color, national origin, age, religion, disability, sexual orientation, marital status or any other basis
protected by applicable laws. This policy applies to all employment practices and terms and
conditions of employment, including but not limited to hiring, promotions, transfers,
compensation, terminations, training and participation in Lifetouch sponsored benefits or
programs.
Employees should raise any concerns they might have regarding possible discrimination in
accord with the complaint procedure described below. No retaliation will be permitted against
anyone who in good faith brings forth a complaint of possible discrimination.
PREVENTING DISCRIMINATION AND HARASSMENT
Policy
Lifetouch is committed to maintaining a work environment free from unlawful discrimination
and harassment. Discrimination and harassment based upon sex, race, color, national origin, age,
religion, disability, sexual orientation, marital status, or any other classification protected by
federal, state or local laws and ordinances is prohibited.
Lifetouch will not tolerate unlawful discrimination or harassment by any employee, contractor,
vendor, supplier or customer, whether directed toward another employee, contractor, vendor,
supplier or customer. Protection from discrimination and harassment extends to all aspects of
employment including, but not limited to, recruitment, selection, placement, transfers, training
and development, promotions, demotions, compensation, benefits, workforce reductions,
terminations and all other terms and conditions of employment.
Examples of Prohibited Conduct

Examples of unlawful discrimination and harassment prohibited by this policy include verbal,
visual, or physical conduct that is based on or is directed toward someone because of his or her
protected classification as defined in the policy above, where such conduct has the purpose or
effect of unreasonably interfering with an individual’s work performance, creates an
intimidating, hostile or offensive work environment, or otherwise adversely affects an
individual’s employment opportunities. Because it may be difficult to predict when conduct or
comments meet one of these standards, employees are expected to avoid all such conduct and
behave at all times in a professional and respectful manner.
Prohibited conduct may include, among other things, telling racist or sexist jokes or making
offensive or derogatory remarks about another person’s protected classification as defined in the
policy above. Prohibited conduct may occur not only through personal contact, comments,
visual displays or observation, but also through exposure to voice mail, e-mail, text messages,
display of Internet sites or other media that contain offensive language or information.

Reporting Procedure
If you believe someone has violated this policy, you are strongly encouraged to immediately
report it to Lifetouch as follows:
1. Contact Human Resources: LTI (952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-
5195; LPS (952) 826-5225; LCD (952) 826-4278. You may also call the confidential
Lifetouch toll-free hotline (877) 634-2339, or report a complaint on-line at
www.lifetouchhelpline.com. In addition, for employees who are comfortable doing so,
telling the person who is engaging in inappropriate behavior to stop is often the most
effective way to stop objectionable behavior.
2. If you are a supervisory or managerial employee and a complaint of discrimination or

harassment is brought to your attention, you must not take the matter lightly. You must
immediately notify Human Resources. Any supervisor or manager who fails to report
allegations of discrimination, harassment, or other prohibited conduct may be subject to
discipline, up to and including termination of employment.
3. All reports of alleged discrimination or harassment will be kept confidential to the extent
possible. Confidential means that the information will be shared only with those who
need to know in order to investigate and resolve the complaint.
4. Complaints of discrimination and harassment will be investigated as set forth below in

Lifetouch’s Investigation of Discrimination and Harassment Complaints Policy and
Procedure.
5. Lifetouch will not tolerate retaliation or reprisals against any employee who in good faith
makes a complaint or participates in an investigation regarding alleged discrimination or
harassment.
6. Any employee found to have violated this policy or who knowingly makes false
allegations pursuant to this policy will be subject to discipline, up to and including
termination of employment.
A workplace free from discrimination and harassment is an important part of Lifetouch values
and each employee is expected to comply with and adhere to this policy.
PREVENTING SEXUAL HARASSMENT
Policy
Lifetouch takes seriously its responsibility to provide a professional workplace in which all
employees are treated with dignity and respect. Under federal and state law, sexual harassment
in the workplace constitutes unlawful discrimination and is prohibited. This policy applies to all
employees, vendors, suppliers, contractors, and customers of Lifetouch. Retaliation against an
individual who has complained about alleged sexual harassment or cooperated in an
investigation of a sexual harassment complaint violates the Non-Retaliation Policy and will not
be tolerated.
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Definition of Sexual Harassment:
Sexual harassment can include sexual advances, requests for sexual favors and/or verbal or
physical conduct of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of

an individual’s employment; or
2. Submission to or rejection of such conduct by an individual is used as the basis for

employment decisions affecting such individual; or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s
work performance by creating an intimidating, hostile, humiliating or sexually-offensive
work environment.
To prevent sexual harassment, Lifetouch prohibits any conduct that may lead to or be interpreted
as contributing to a sexually-harassing workplace, including any sexually-oriented conduct, or
conduct based on sex, whether intended or not, that is unwelcome and has the effect of creating a
work environment that is hostile, offensive, intimidating or humiliating to male or female
employees, vendors, suppliers, or customers. This includes the conduct of employees, vendors,
suppliers, and customers. While it is impossible to list all the circumstances Lifetouch would
consider to be violations of this policy, the following are some examples:
• suggestive sexual comments, gestures, jokes, or innuendo;
• persistent, unwanted flirtation or invitation for dates or other social activities;
• unwelcome sexual advances or passes, sexual remarks, or questions about a person’s

body, clothing, or sexual activities; or
• patting, pinching, brushing against the body, or other offensive touching or displays
of sexually suggestive pictures or objects.
Voice mail or electronic communications (such as e-mail and Internet use or text messages) are
covered by this policy in the same manner as other communications and actions.
Procedure for Reporting Sexual Harassment

If you believe someone has violated this policy, you should immediately report it to Lifetouch as
follows:
1. Contact Human Resources: LTI (952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-
5195; LPS (952) 826-5225; LCD (952) 826-4278. You may also call the confidential
www.lifetouchhelpline.com. In addition, for employees who are comfortable doing so,
telling the person who is engaging in inappropriate behavior to stop is often the most
effective way to stop objectionable behavior.

2. If you are a supervisory or managerial employee and a complaint of sexual harassment is
made to you, you should not take the matter lightly. You must immediately notify
Human Resources. Any supervisor or manager who fails to report allegations of sexual
harassment may be subject to discipline, up to and including termination of employment.
3. All reports of sexual harassment will be kept confidential to the extent possible.
Confidential means that the information will be shared only with those who need to know
in order to investigate and resolve the complaint.
4. Complaints of sexual harassment will be investigated as set forth in Lifetouch’s

Investigation of Discrimination and Harassment Complaints Policy and Procedure.
5. Lifetouch will not tolerate retaliation or reprisals against any employee who in good faith
makes a complaint or provides information in an investigation regarding alleged sexual
harassment.
6. Any employee found to have violated this policy or who knowingly makes false
allegations regarding this policy will be subject to discipline, up to and including
A workplace that is free from sexual harassment is an important part of Lifetouch’s values and
each employee is expected to comply with and adhere to this policy.
NON-RETALIATION
Policy
Lifetouch prohibits any form of retaliation against employees who report, in good faith,
unwelcome conduct, including but not limited to discrimination and harassment, or who
cooperate in the investigation of such reports. No employee of Lifetouch will:
• be dismissed or threatened to be dismissed,

• be disciplined or suspended or threatened to be disciplined or suspended,
• be penalized or any other retribution imposed, or
• be intimidated, threatened, or coerced
based upon the fact that the employee has reported unwelcome conduct or has participated in an
investigation of a report of unwelcome conduct. In accordance with this policy, Lifetouch will
investigate and take appropriate disciplinary action for any such retaliation, up to and including
If you believe you have been retaliated against in violation of this policy, you should contact
Human Resources immediately. Human Resources may be contacted as follows: LTI (952) 826-
4356; LSI (952) 826-4356; LNSS (952) 826-5195; LPS (952) 826-5225; LCD (952) 826-4278.
You may also call the confidential Lifetouch toll-free hotline (877) 634-2339, or report a
complaint on-line at www.lifetouchhelpline.com.

INVESTIGATION OF COMPLAINTS OF DISCRIMINATION, HARASSMENT AND
RETALIATION
Policy
Lifetouch takes seriously its responsibility to provide an atmosphere free from unlawful
discrimination, harassment and retaliation. Lifetouch strongly encourages employees who
believe someone has violated Lifetouch’s Preventing Discrimination and Harassment policy, the
Preventing Sexual Harassment policy, the Non-Retaliation policy, or who have witnessed
behavior they believe to violate one or more of these policies to report the matter immediately to
Human Resources.
Human Resources may be contacted as follows: LTI (952) 826-4356; LSI (952) 826-4356; LNSS
(952) 826-5195; LPS (952) 826-5225; LCD (952) 826-4278. You may also call the confidential
www.lifetouchhelpline.com.
Procedure
Upon receipt of any complaint regarding alleged discrimination, harassment or retaliation,
Lifetouch will take the following steps:
1. Lifetouch will promptly investigate the facts and circumstances of any complaint of
discrimination, harassment or retaliation.
2. During the investigation, Lifetouch generally will interview the person who filed the
complaint, the person against whom the complaint is made, and other employees with
relevant information.
3. Upon completion of the investigation, a confidential, factual report will be presented to

select members of senior management who will determine appropriate resolution of the
matter. Lifetouch also will inform the complainant when the matter has been closed.
4. If the investigation reveals a violation of Lifetouch’s Preventing Discrimination and

Harassment policy, Preventing Sexual Harassment policy, or the Non-Retaliation policy,
Lifetouch will take appropriate disciplinary or other remedial action to stop the conduct
at issue and prevent future incidents. As noted above, individuals determined to have
violated Company Policy are subject to discipline, up to and including termination of
employment.
REASONABLE ACCOMMODATION
Lifetouch complies with the Americans with Disabilities Act and applicable state and local laws
providing for nondiscrimination in employment against qualified individuals with disabilities.
Lifetouch will make reasonable accommodations for qualified employees with known disabilities
and other protected classifications to the extent required by law. If you need a reasonable
accommodation, you should contact Human Resources. Human Resources, in consultation with

you and the appropriate manager(s) or supervisor(s), will review, evaluate and respond to your
request.
ALCOHOL AND DRUGS
Lifetouch is fully committed to integrity in all aspects of its business, including products,
services, and relationships with its employees, customers, and the communities within which we
live and work. It is incumbent upon Lifetouch and all its family of employees to provide a
workplace that is safe, productive, and free of alcohol and drug abuse. For this reason, except as
permitted by the paragraph below, Lifetouch prohibits the use, possession, distribution, and sale
of alcoholic beverages, marijuana and illegal drugs in the workplace and on Lifetouch premises.
Lifetouch also prohibits employees from working or reporting to work when under the influence
of alcohol, marijuana or illegal drugs.
For purposes of this policy, “illegal drugs” includes legal drugs that were not legally obtained or
that were used for purposes other than the purpose for which they were prescribed.
Lifetouch recognizes that on occasion and only with the express permission of Lifetouch
management, alcoholic beverages may be served at Lifetouch-sponsored social functions. Under
no circumstances may alcoholic beverages be served to underage individuals during any
Lifetouch event. No employee is required or urged to drink alcohol at any such function or as a
part of the employee’s job. Whether or not you decide to do so is your own personal choice. If
you do drink alcohol at a company-sponsored function or business-related event, you may not
drive while impaired by alcohol. Lifetouch employees are expected to conduct themselves in a
professional and appropriate manner at any Lifetouch function.
Impairment of work performance due to use or abuse of these substances can be detrimental to
our safety commitment and lessen the respect of our many customers. Lifetouch encourages
employees to seek help with any drug or alcohol problem, including drug or alcohol dependency,
before such problem affects their job performance. While drug or alcohol dependency itself is
not grounds for discipline, any work problems resulting from such use or dependency, and any
violation of this policy, may result in disciplinary action up to and including termination of
employment.
SMOKING/SMOKELESS TOBACCO
Smoking and the use of smokeless tobacco is prohibited in all non-smoking areas.
PROPRIETARY AND PERSONAL INFORMATION
For many years, Lifetouch has made significant investments to establish a successful
photography and publishing business, famous brand name, and valuable customer and employee
base. Lifetouch’s proprietary and trade secret information has independent, economic value to
Lifetouch because it is not generally known to the public and must be protected and kept
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confidential. Similarly, confidential information about individual Lifetouch customers,
employees, and others must be adequately secured.
In return for access to these important and valuable assets of Lifetouch, employees must, at all
times during and after employment with Lifetouch, maintain all Lifetouch Proprietary
Information and Personal Information (as defined below) in the strictest confidence and will not,
directly or indirectly, disclose or make Lifetouch Proprietary or Personal Information available
to any unauthorized person or entity or use it for a person’s own personal benefit. Lifetouch
Proprietary and Personal Information may be disclosed only to Lifetouch employees who need to
know it and who have signed a Confidentiality Agreement. Lifetouch Proprietary and Personal
Information may only be used as required to carry out employment duties for Lifetouch and for
no other purposes whatsoever. When joining Lifetouch, employees agree to follow all Lifetouch
safeguards and procedures to protect Lifetouch Proprietary and Personal Information from
unauthorized access or disclosure.
For purposes of this policy, the following definitions apply:
1. Definition of Proprietary Information. Lifetouch Proprietary Information is owned by

Lifetouch and includes, without limitation:
• technical information such as trade secret processes or devices, know-how,

technology, data, software, formulas, inventions (whether or not patentable or
copyrighted), specifications and characteristics of products or services planned or
being developed, and research subjects, methods and results;
• business information such as costs, profits, pricing, commissions, scheduling,

training, policies, markets, sales, suppliers, customers, contracts, product plans, and
marketing plans or strategies, financial reports and projections, production methods,
techniques and volume;
• human resources information such as employment policies and practices, personnel,

information and files, compensation and employee benefits; and
• other information not generally disclosed by Lifetouch to the public.
2. Definition of Personal Information. Personal Information includes any individually

identifiable information provided to Lifetouch by customers, potential customers, and
employees and third parties in confidence.
If employment with Lifetouch ends for any reason, employees must continue to treat as private
and confidential any and all Lifetouch Proprietary or Personal Information that became known to
them as a result of their employment. Proprietary and Personal Information may not be used,
divulged or communicated to any person or entity, unless required by law, without the express
written approval of a Lifetouch officer. Lifetouch may pursue legal remedies for the
unauthorized use or disclosures of Proprietary or Personal Information.
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If you are in possession of a previous employer’s or another’s confidential information and
materials, you have an obligation not to disclose them to anyone at Lifetouch and must not do so.
You are also prohibited from violating the rights of any other party in connection with your
work, and must honor all copyrights and other rights in computer software, photographs,
drawings, written works, music and other materials licensed for use or entrusted to Lifetouch or
its clients.
CONFLICT OF INTEREST
Lifetouch expects its employees to devote their full work time, energies, abilities and attention to
our business. Employees are expected to avoid situations that create an actual, potential or
perceived conflict between the employee’s personal interests and the interests of Lifetouch.
A conflict of interest exists when an employee’s loyalties or actions are divided between
Lifetouch and a competitor, supplier, or customer. Employees who are unsure whether a certain
transaction, activity, or relationship constitutes a conflict of interest under this policy should
discuss it with their supervisor or Human Resources for clarification. Any exceptions to this
policy must be approved in writing by an officer of Lifetouch.
Some examples of the more common conflicts that should be avoided by all employees include,
but are not limited to:
• Accepting personal gifts or entertainment valued in excess of $25.00 from

competitors, customers, suppliers or potential suppliers;
• Working for a competitor, supplier or customer while employed by Lifetouch where

doing so results in an actual and material conflict of interest;
• Engaging in self-employment in competition with Lifetouch;
• Using Proprietary or Personal Information for personal gain or to Lifetouch’s

detriment;
• Having a direct or indirect financial interest in or relationship with a competitor,

customer or supplier;
• Using the Company’s premises, equipment, products, materials, tools or resources for
personal gain or to Lifetouch’s detriment;
• Soliciting Lifetouch customers for personal gain;
• Acquiring any interest in property or assets of any kind for the purpose of selling or
leasing it to Lifetouch unless approved in writing by an officer of Lifetouch; and
• Committing Lifetouch to give its financial or other support to any outside activity or
organization without appropriate written authorization from an officer of Lifetouch.
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Failure to adhere to this policy, including failure to disclose any conflict to your supervising
manager or Human Resources, may result in disciplinary action, up to and including termination
of employment. If you have any questions or require clarification, please contact Human
Resources.
SOLICITATION AND DISTRIBUTION
No Solicitation
During working time, you should focus on your work duties and not interfere with other
employees trying to perform their work. No employee may engage in solicitation, nor may any
employee willingly accept solicitation, on behalf of any club, society, religious organization,
political party, labor union or similar association, during the working time of either the solicitor
or the person being solicited. “Working time” means the time during which an employee is
required to be performing work duties but excludes meal and rest periods. This policy also
includes the use of Lifetouch electronic media, such as your employee access to the Internet, e-
mail and telephone
Individuals who are not employed by Lifetouch are not permitted to solicit employees on
Lifetouch’s property.
No Distribution
Employees may not distribute literature in working areas at any time. "Working areas" includes
all areas of the premises except the lunch rooms, break rooms, rest rooms, and parking lots. This
policy also includes the use of Lifetouch electronic media, such as your employee access to the
Internet, e-mail and telephone.
Individuals who are not employed by Lifetouch are not permitted to distribute goods or literature
to employees on Lifetouch’s property.
BULLETIN BOARDS
Bulletin Boards are for the express purpose of communicating work-related information. All
postings must be approved in advance by Human Resources.
TELEPHONE CALLS
Personal calls, faxes, e-mails and text messages initiated or received on Lifetouch systems during
work time should be limited to avoid business interruption. Personal long-distance telephone
calls and faxes on Lifetouch’s phones are prohibited without your supervisor’s prior approval.
PERSONAL WEB LOG (“BLOG”) AND SOCIAL NETWORKING GUIDELINES
Lifetouch recognizes the expanding use of web logs or blogs (on-line message postings and
informational and opinion exchanges such as Facebook or Twitter) as a valuable component of
shared media. These Personal Blog and Social Networking Guidelines have been developed for
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Lifetouch employees who maintain personal blogs, post comments on the blogs of others, and/or
maintain personal social networking sites. These guidelines are to help employees understand
the legal and employment implications of posting about Lifetouch, its business,
products/services, customers, and other employees, whether or not employees engage in the
conduct while working or while using Lifetouch computer systems.
Employees who engage in the use of online social media are expected to adhere to all applicable
Lifetouch policies at all times. These guidelines are in addition to, and not in place of, those
other policies.
Violation of Lifetouch policies while blogging or while using other online social media, even
outside of work, may result in disciplinary action, up to and including termination of
employment. Lifetouch may also impose disciplinary action, up to and including termination of
employment, if any material posted online causes Lifetouch to lose confidence in the employee’s
judgment or fitness for his or her job.
Employees must follow these rules whenever using online social media:
1. Be Responsible. When you choose to go public with your activities and/or opinions,
you are legally responsible for your commentary. Individuals may be held personally
liable for any content found to be defamatory, obscene, proprietary, or libelous. For these
reasons, you should use common sense and exercise caution with regard to content,
exaggeration, colorful language, guesswork, obscenity, copyrighted materials, legal
conclusions, illegal activities and derogatory remarks or characterizations. In summary,
you post at your own risk. Outside parties can pursue legal action against you (not
Lifetouch) for your postings.
2. Do Not Use or Disclose Proprietary or Personal Information. Disclosure of Lifetouch

Proprietary or Personal Information or trade secret information is prohibited for your blog
or posts per the Confidentiality Agreement that you signed with Lifetouch and this
handbook. The Lifetouch logo, trademarks and/or images may not be used without
written Lifetouch approval. In addition, information related to Lifetouch customers,
policy, inventions, strategy, financials and products that have not been made public
cannot appear in your posting under any circumstances. Any improper postings
including but not limited to disclosure of Lifetouch information and/or customer
information can negatively impact Lifetouch business and may lead to disciplinary action
up to and including termination of employment.
3. Be Professional and Respectful. Blogs and social networking sites are public and
searchable. Blogs or posts that identify Lifetouch employees or customers can impact the
Lifetouch brand. Any posting referencing Lifetouch or your affiliation with Lifetouch
should not contain information that you would not be comfortable seeing on the evening
news or showing to your parent, spouse or children.
No employee may publish or post any statement (including a photograph or other visual
image) about Lifetouch that damages the reputation of Lifetouch if (a) the employee
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knows the statement is false or reasonably should have known the statement was false; or
(b) the employee is acting maliciously and without any legitimate purpose protected by
law; or (c) implies affiliation or endorsement by Lifetouch of employee’s work.
No employee may publish or post anything that a customer or another employee of

Lifetouch would reasonably consider to be hostile, offensive, threatening, or intimidating.
No employee may publish or post patently offensive or unprofessional material that

serves no legitimate purpose protected by law and reflects poorly on Lifetouch.
4. Do Not Make Unauthorized Statements on Behalf of Lifetouch. If employees

electronically publish anything that discloses their association with Lifetouch, they must
never write or post anything that leaves readers with the impression they are speaking on
behalf of Lifetouch – unless they are authorized to do so.
The Federal Trade Commission regulates what employees may publish or post online
about the products or services provided by their employer. No employee may endorse
any Lifetouch product or service without disclosing the employee’s employment
relationship with Lifetouch.
5. Do Not Misuse Working Time. Working time is for work. Employees who engage in
the personal uses of online social media are expected to do so during non-working time.
6. Press Inquiries. Internet postings may generate media coverage. If a member of the
media contacts you about a Lifetouch-related blog posting or requests Lifetouch
information of any kind, immediately notify Human Resources.
If you have any questions regarding these guidelines, please contact Human Resources at: LTI
(952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-5195; LPS (952) 826-5225; LCD (952)
826-4278; or you may also call the confidential Lifetouch toll-free hotline (877) 634-2339, or
report a complaint on-line at www.lifetouchhelpline.com.
DRESS CODE
Employees are expected to wear appropriate business attire except when otherwise specified.
Failure to abide by this policy may result in disciplinary action.
Refer to addendum for location specific guidelines.
ATTENDANCE
Timely and regular attendance are essential requirements of every employee’s position and are
important to the efficient operation of our business. If you are late or absent, Lifetouch’s ability
to serve customers and perform other work is affected, and an unfair burden is placed on your
co-workers. If you are going to be absent or late, it is your responsibility to notify your
supervisor as soon as possible (but not later than the scheduled start of your workday). If you are
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absent for several days, you must notify your supervisor each day you are absent. You must
comply with the attendance and call-in procedure established for your department/location.
Lifetouch may require verification of the need for your absence. Excessive absences or tardiness
may lead to discipline, up to and including termination of employment.
CORRECTIVE ACTION
Lifetouch will deal constructively with employee performance problems and/or unsatisfactory
behavior. Each situation will be considered in light of a variety of factors including, but not
limited to, the seriousness of the situation and the nature of previous performance or incidents.
While it is not possible to identify every possible infraction of this policy, employees must
observe reasonable standards of conduct and may be disciplined when they do not. Some
examples of misconduct include any form of dishonesty, disruption of the workplace, failure to
comply with any Company policy or practice, or any other form of conduct which does not serve
the best interests of Lifetouch, its employees or customers. Disciplinary action may include, but
is not limited to, verbal or written warnings, a performance improvement plan, additional
training, suspension with or without pay, or termination of employment.
III. SECURITY AND SAFETY
SECURITY
It is the responsibility of all employees to help maintain a safe and secure work environment to
protect you, your co-workers, personal belongings, Lifetouch property and visitors. You should
not allow anyone to enter the building through alternate entrances who is not an employee. All
visitors must enter through the main entrance.
Please make sure visitors receive visitor badges and are escorted throughout the building. You
should report any suspicious activity or unauthorized persons in the building or parking lot to
your supervisor or Facilities Management.
Guard your valuables. If they are not kept with you, they should be locked up. Lifetouch is not
responsible for lost or stolen personal belongings.
If you have been provided with Lifetouch property such as a building access card or keys, a
laptop computer, cellular phone, photography equipment, etc., be sure to take appropriate
precautions to protect these items from damage and theft. If Lifetouch property is lost or stolen,
immediately contact your manager or Human Resources.
PRIVACY AND DISPOSAL POLICY FOR EMPLOYEE SOCIAL SECURITY NUMBER

AND CONSUMER REPORT INFORMATION
Privacy
All employees are required to provide their Social Security Number (“SSN”) at the time of hire
for payroll, benefits and tax reporting. In addition, many employees’ job duties require
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completion of a pre-employment background check form that contains personally identifiable
consumer information including SSN, driver’s license number, and date of birth. This
information is defined as Consumer Report Information (“CRI”).
Lifetouch takes employee privacy very seriously and maintains strict procedures to protect the
confidentiality of SSN and CRI information that is provided to Lifetouch and its employees,
contractors, and agents in order to perform services on behalf of Lifetouch.
Documents containing SSNs and CRI are treated as confidential information and kept in secure
file rooms and, when stored electronically, safeguarded by passwords accessible only by those
who need access in connection with Lifetouch’s legitimate business purposes. Except as
required for legitimate business purposes, no employee is permitted to have access to SSNs and
CRI or to keep, view, use, copy, disclose or distribute another person’s SSN or CRI. Any
individual who accesses a SSN or CRI for legitimate business purposes is prohibited from using
or accessing the SSN or CRI in a manner that is inconsistent with the legitimate business purpose
or that may permit an unauthorized individual to view, use or access the information.
Procedures
SSN and CRI information must be securely maintained at all times.
Disposal
When documents and electronic media containing SSNs or CRI, or information derived from
SSN or CRI, are no longer needed, such documents and electronic media must be carefully
disposed of to protect against unauthorized access, use or reconstruction.
Documents containing SSN or CRI information must be shredded. Electronic files or media
containing SSN and CRI information must be destroyed or erased so that the information cannot
be read or reconstructed.
If an outside vendor or contractor is retained to dispose of documents, including SSN and CRI
information, the vendor disposal company must certify that it will comply with this policy and
the Federal Trade Commission Rules pertaining to disposal of SSN and CRI information.
Only vendors who provide confirmed references or are certified by a recognized trade
association and who provide information concerning its security policies and procedures may be
retained.
Failure to comply with this policy will result in disciplinary action up to and including
Reporting
Employees who believe someone has violated this Privacy and Disposal Policy for Employee
SSNs and CRI should report the matter immediately to Human Resources. Human Resources
may be contacted as follows: LTI (952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-5195;
LPS (952) 826-5225; LCD (952) 826-4278. Employees may also call the confidential Lifetouch
toll-free hotline (877) 634-2339, or report a complaint on-line at www.lifetouchhelpline.com.
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ANTI-FRAUD POLICY AND RESPONSE PROGRAM
Purpose
This Anti-Fraud Policy and Response Program (“Policy”) has been created to support
Lifetouch’s commitment to protecting its revenue, property, reputation and other assets, to
emphasize clearly the need for accurate financial reporting, and to define guidelines for the
investigation and handling of fraud, should it occur.
Applicability
This Policy applies to all employees of Lifetouch Companies, vendors, customers, contractors,
and individual parties.
Definition of Fraud
“Fraud” generally involves an act of deception, bribery, forgery, extortion, theft,
misappropriation, false representation, conspiracy, corruption, collusion, embezzlement, or
concealment of material facts. Fraud may be committed by an individual, a group of individuals,
or by one or more organizations. Fraud is a violation of trust that, in general, refers to an
intentional act committed to secure personal or business advantage.
While fraud can cover many activities, this Policy is directed primarily at financial matters that
could be legally defined as fraud. Examples of “financial fraud” generally fall into three broad
categories and may include, but are not limited to:
1. Misappropriation of Lifetouch Assets

• Forgery, alteration, or misappropriation of cash, checks, drafts, promissory notes or
securities;
• Unauthorized, non-business acquisition, use, or disposition of funds, inventory
furniture, fixtures, equipment, business or financial records, proprietary information
or other assets;
• Embezzlement;
• Theft;
• Falsifying time sheets or payroll records, including but not limited to, falsely
reporting hours worked or a supervisor not allowing the reporting of all hours worked
by hourly employees;
• Misuse or misrepresentation of customer or employee personal information, including
but not limited to, social security numbers and credit card information;
• Falsifying travel and entertainment expenses and/or utilizing company funds to pay
for personal expenses;
• Fictitious reporting of receipts from suppliers or shipments to customers; and
• Misappropriation of Company-owned computer hardware, software, data, or other
records including company intangibles (e.g. proprietary information, trade secrets,
patents, etc.).
2. Fraudulent Financial Reporting

• Improper revenue recognition/recording of expense;
• Improper recording of assets/liabilities; and
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• Improper tax reporting.
3. Collusive Activity
• Bribery; and
• Kickbacks.
Policy and Responsibilities

1. It is Lifetouch’s policy to investigate any suspected acts of fraud, misappropriation, or
other similar irregularity. An objective and impartial investigation will be conducted as
necessary, of any party, regardless of the position, title, length of service or relationship
with Lifetouch, who might be or becomes involved in any suspected acts of fraud,
misappropriation, or other similar activity.
2. Each Lifetouch Company is responsible for instituting and maintaining a system of

internal controls to provide reasonable assurance for the prevention and detection of
fraud, misappropriations, and other irregularities. Management should be familiar with
the types of improprieties that might occur within their area of responsibility and be alert
for any indications of such conduct.
3. The Director of Audit Services, with consultation and support from the appropriate
management team, has the primary responsibility for performing the investigation of all
activity as defined in this policy. The Director of Audit Services will immediately notify
the Corporate Controller and the Legal Department of any significant fraud investigation.
Also, the Director of Audit Services will involve others within Human Resources, Legal,
and/or Senior Management, as appropriate.
4. Upon conclusion of an investigation, the results will be reported to the appropriate

management representatives. Quarterly updates of fraud activity will be provided to the
General Counsel, Sr. Vice President Finance, and Sr. Vice President Administration.
5. Where there are reasonable grounds to indicate that a fraud may have occurred, Lifetouch
may report the incident to the appropriate authorities in order to pursue all legal remedies,
including restitution from the offender.
Procedures for Reporting

All Employees – Any employee who has knowledge of an occurrence of fraudulent conduct, or
has reason to suspect that a fraud has occurred, should immediately notify his/her supervisor. If
the employee has reason to believe that the employee’s supervisor may be involved, the
employee should immediately notify Human Resources, the Legal Department, or the Director of
Audit Services.
Managers and Supervisors – Upon notification from an employee of suspected fraud, or if the
manager or supervisor has reason to suspect that a fraud has occurred, the manager or supervisor
must immediately notify the Human Resources Department, the Lifetouch President, the Legal
Department, or the Director of Audit Services. Another option for any employee is to report the
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issue directly to the confidential Lifetouch toll-free hotline (877) 634-2339, or report a complaint
on-line at www.lifetouchhelpline.com.
Investigation
Upon notification or discovery of a suspected fraud, the Director of Audit Services will promptly
notify the Corporate Controller and Legal Department and investigate the fraud. The Corporate
Director of Audit Services will perform a confidential audit investigation, however, from time to
time, other members of the management team will need to be consulted in conjunction with the
investigation. When deemed necessary, the Director of Audit Services will coordinate the
investigation with the appropriate law enforcement officials. Internal or external counsel will be
involved in the process as appropriate.
There may be certain instances of fraud that will be handled in the normal course of business that
will not result in a separate “investigation” by the Director of Audit Services. An example of
this would be an employee shoplifting within a retail store. Lifetouch has procedures in place for
handling such situations and those procedures would be followed, as appropriate. For those
cases, periodic communications will be made to the Director of Audit Services, updating them of
the cases noted and actions taken.
Security of Evidence
Once a suspected fraud is reported, immediate action must be taken to prevent the theft,
alteration or destruction of relevant records. Such actions include, but are not necessarily limited
to, removing the records and placing them in a secure location, limiting access to the location
where the records currently exist, and preventing the individual(s) suspected of committing the
fraud from having access to the records. The records must be adequately secured until the
audit/investigation concludes.
Confidentiality
All participants in a fraud investigation will keep the details and results of the investigation
confidential. However, as noted above, from time to time, other members of the senior
management team will be consulted in conjunction with the investigation.
Personnel Actions
If fraud is substantiated by an investigation, disciplinary action, up to and including termination
of employment, may be taken.
No Retaliation
No employee of Lifetouch or person acting on behalf of Lifetouch in attempting to comply with
this policy will:
• be dismissed or threatened to be dismissed,

• be disciplined or suspended or threatened to be disciplined or suspended,
• be penalized or any other retribution imposed, or
• be intimidated, threatened or coerced
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based upon the fact that the individual has reported an incident or participated in an investigation
in accordance with the requirements of this Policy. Violation of this section of the Policy will
result in disciplinary action, up to and including termination of employment.
If an allegation is made in good faith but is not confirmed by investigation, no action will be
taken against the originator. If, however, an allegation is found to be malicious and/or false,
disciplinary action may be taken against the individual making the allegation, up to and
including termination of employment.
WORKPLACE SAFETY AND INJURIES
Lifetouch is committed to maintaining a safe and healthy work environment. Lifetouch will
comply with all applicable safety laws and ordinances, and make efforts to reduce the possibility
of workplace accidents. Employees should report any unsafe conditions or circumstances to
their supervisor or Human Resources to prevent accidents. Job-related injuries and illnesses,
regardless of severity, must be reported to the employee’s supervisor and Human Resources
immediately.
A First Report of Injury must be completed and submitted to Human Resources within 24 hours
or as soon as possible. Reports are available from your supervisor or Human Resources. If an
employee loses time from work due to a work related injury, wages may be replaced in
accordance with state law. Family and Medical Leave or other leave may also apply during this
period, if applicable and permissible.
It is the responsibility of the injured employee to stay in contact with his or her supervisor and
provide updates on his or her return to work status. Supervisors should also keep in touch with
injured employees on a regular basis.
Employees unable to perform their normal job duties due to work restrictions may, whenever
possible and permissible, be assigned to another job that fits within their work restrictions.
Human Resources should be contacted prior to returning an employee to light duty work or other
modified work schedule. A release from the employee’s health care provider must be submitted
to Human Resources prior to the employee returning to work. Restrictions will be considered for
reasonable accommodation by Human Resources, as required by applicable law, in consultation
with the employee and the employee’s manager(s) or supervisor(s).
OCCUPATIONAL SAFETY AND HEALTH
Lifetouch is committed to protecting its employees, customers, and others in the workplace from
conditions that could result in injury or harm.
Occupational health and safety is a primary management responsibility, as well as the

responsibility of every Lifetouch employee. Employees are expected to remain in full
compliance with all federal, state, and local occupational health and safety regulations.
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The elimination of conditions that could be potentially hazardous is a goal equal in importance
to productivity and protection of the environment. Minimizing or eliminating safety hazards has
been and continues to be a prime consideration in process design, product design, and plant and
field operations. Hazardous conditions should be reported to Human Resources.
Safety goals will be accomplished through identification and listing of hazardous chemicals
used or stored at the site, written hazard communications plans, written injury prevention plans,
active safety committees, and periodic safety inspections.
Employees have a “right to know” of any conditions that could be potentially hazardous.
Information regarding potential hazards will be communicated through labels, signs, Material
Safety Data Sheets (MSDS), and formal job safety training programs. Questions about
occupational safety and health should be directed to Human Resources or Corporate Safety.
Every Lifetouch employee must use appropriate personal protection equipment and exercise safe
work practices on the job.
CORPORATE ENVIRONMENTAL PROTECTION
Lifetouch is committed to excellence, leadership and stewardship in protecting the environment.

Environmental protection is a primary management responsibility, as well as the responsibility of
every employee of Lifetouch.
The objective of management and employees at all Lifetouch sites is, when practical, to reduce
waste and achieve minimal adverse impact on the air, water, and land through pollution
prevention programs and excellence in environmental control.
The Environmental Guidelines include the following:
1. It is the responsibility of management and all employees at each Lifetouch site to remain
in full compliance with all federal, state, and local regulations regarding the protection of
the environment, employee safety, and community safety.
2. Environmental protection is the responsibility of every employee and an important

measure of employee performance. Every employee is responsible for environmental
protection in the same manner he or she is for safety.
3. Minimizing or eliminating the generation of waste has been and continues to be a prime
consideration and goal in research, process design, product design, and plant and field
operations, and is viewed in the same manner as productivity, safety, and loss prevention.
4. Re-use and recycling of materials has been and will continue to be given first
consideration, when practical, prior to classification and disposal of waste.
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VIOLENCE-FREE WORKPLACE AND WEAPONS
Lifetouch will not tolerate violence or threats of violence in any form in the workplace, at work-
related functions, or outside work if it affects the workplace. This policy applies to all Lifetouch
employees, clients, customers, visitors, vendors, and persons doing business with Lifetouch.
It will be a violation of this policy for any individual to engage in verbal or physical conduct that
intimidates, endangers, or creates the perception of intent to harm persons or property. Examples
include but are not limited to:
• Physical assaults or threats of physical assault, whether made in person or by other

means (e.g., in writing, by phone, fax, e-mail or text message).
• Verbal and nonverbal conduct that is intimidating and has the purpose or effect of
threatening the health and safety of a coworker, client, customer, visitor, vendor or
person doing business with Lifetouch.
• Possession of firearms and ammunition any place on Lifetouch premises (except

lawfully owned firearms in an employee’s vehicle in a locked trunk, locked glove
compartment or elsewhere out of sight in the employee’s locked vehicle) or in a
Company-owned/leased vehicle.
• Possession of all other weapons on Lifetouch property, in a vehicle being used on

Lifetouch business or at a work-related function.
• Any other conduct or act that management believes represents an imminent or

potential danger to work place safety or security.
To ensure a safe work environment, it may be necessary to access and examine the contents of
company and individual property on Lifetouch premises if it is believed that the safety of
employees is at risk. Additionally, Lifetouch has the right to search any person, employee’s
personal vehicle (unless prohibited by state law) and company-owned vehicles, or belongings
brought onto Lifetouch property.
Lifetouch will promptly investigate any reported occurrences or threats of violence. All reports
should be directed to your direct supervisor or Human Resources. Human Resources may be
contacted as follows: LTI (952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-5195; LPS
(952) 826-5225; LCD (952) 826-4278. You may also call the confidential Lifetouch toll-free
hotline (877) 634-2339, or report a complaint on-line at www.lifetouchhelpline.com.
Violations of this policy by any Lifetouch employee will result in disciplinary action, up to and
including termination of employment.
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WORK-RELATED DRIVING
Employees whose job responsibilities include regular or occasional driving are expected to
comply with applicable laws and exercise care and sound judgment while driving. Safety must
come before all other concerns.
IV. BENEFITS AND COMPENSATION
BENEFITS
Lifetouch provides a variety of benefits to eligible employees such as medical, dental, and life
insurance policies and plans in effect from time to time. Both Lifetouch and the employee share
in the cost of these programs. Please note that benefits are reviewed and revised from time to
time, and are subject to change without advance notice. In addition, many of the benefits are
governed by insurance contracts, summary plan descriptions, and/or formal benefit plans. For
additional information about Lifetouch benefits, please refer to the Insurance Booklets and
Summary Plan Descriptions, which contain specific eligibility and coverage information.
If you have questions regarding benefit eligibility, coverage or premium payment questions, you
may contact the Benefits department as follows: LTI (952) 826-4208; LSI (952) 826-4269;
LNSS (952) 826-4269; LPS (East of Mississippi) (952) 826-4208; LPS (West of Mississippi)
(952) 826-5008; LCD (952) 826-4713.
WORK SCHEDULES
Work schedules are determined by department. Employees are expected to work the schedule
established at the time of their hire or as amended by Lifetouch.
PAY AND TIME REPORTING POLICY
Policy
It is Lifetouch policy and practice to fairly and accurately compensate employees and comply
with all applicable wage and hour laws and regulations. All Lifetouch policies, including the
policies in this handbook, will be interpreted and administered consistent with the requirements
of applicable wage and hour laws and regulations. In the event of any ambiguity or any
inconsistency between this handbook and applicable law, applicable law controls. Employee
questions regarding pay, pay classifications, or any aspect of payroll and administration will be
responded to in a timely and appropriate manner.
Classifications
For payroll purposes, employees are classified as exempt or non-exempt under applicable wage
and hour laws. Exempt employees are generally paid on a salary basis. Non-exempt employees
are generally paid on an hourly basis. If you have questions or concerns regarding your
classification or any aspect of payroll administration, contact Human Resources.
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Non-Exempt Employees
Non-exempt employees are paid at least minimum wage and are entitled to overtime pay as
defined by federal and state law. If you are classified as a non-exempt employee (whether you
are paid on an hourly, salary or commission basis) you must maintain an accurate record of all
time worked during each work day. When recording your time, please be aware of the following
guidelines:
• Your hours must be accurately recorded on the Company-provided time record.
• Written time records must be signed to verify that the reported hours worked are
complete and accurate.
• Your time record must accurately reflect all hours worked each day taking into account
any absences, late arrivals, early departures and unpaid meal breaks.
• All time records must be verified and approved by a supervisor.
• When you receive payment for hours worked, verify that you were paid correctly for all
hours worked.
• You should work only hours authorized by your supervisor. Any employee who works
unauthorized overtime will be paid for time worked but may be subject to discipline for
failing to secure the required advance authorization.
• Do not start work early, finish work late, work during a meal break or perform any other
extra or overtime work unless your supervisor has authorized you to do so in advance.
• Employees are prohibited from performing any “off-the-clock” work. “Off-the-clock”

work means work you perform, but fail to report on your time record.
• Any employee who fails to report or inaccurately reports any hours worked will be
subject to disciplinary action, up to and including termination of employment.
• It is a violation of Lifetouch policy for any employee to falsify a time record.
• It is a violation of Lifetouch policy for any employee or supervisor to instruct another

employee to report hours worked incorrectly or falsely, or for any employee to alter
another employee’s time record to under or over report hours worked.
• If any supervisor or employee instructs you to (1) incorrectly or falsely under or over
report your hours worked, or (2) alter another employee’s time records to inaccurately or
falsely report that employee’s hours worked, you should report it immediately to Human
Resources.
Paid or unpaid time off pursuant to a Lifetouch policy will not be counted as hours worked for
purposes of determining whether an employee is entitled to receive overtime pay.
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Exempt Employees
Exempt employees are exempt from the overtime provisions of state and federal laws and are not
eligible to receive overtime pay. If you are classified as an exempt employee, you will receive a
salary which compensates you for all hours worked. Your weekly salary is not subject to
deductions for variations in the quantity or quality of the work performed during the week unless
such deductions are authorized by law.
There are certain circumstances where deductions from the salaries of exempt employees are
permissible. Such circumstances include:
• When an exempt employee is absent from work for one or more full days for personal
reasons other than sickness or disability;
• When an exempt employee is absent for one or more full days due to sickness or
disability if the deduction is made in accordance with a bona fide plan, policy or practice
of providing compensation for salary lost due to sickness or disability;
• To offset amounts received as payment for jury and witness fees, or for military pay;
• For unpaid disciplinary suspensions of one or more full days imposed in good faith for
workplace conduct rule infractions of Lifetouch policies and procedures;
• For weeks in which an exempt employee takes unpaid leave under the Family and
Medical Leave Act (either full or partial day absences);
• For the first or last week of employment in the event the employee works less than a full
week; or
• For penalties imposed in good faith for infractions of safety rules of major significance.
Your salary may also be reduced for certain types of authorized deductions such as your portion
of health, dental or life insurance premiums, state, federal or local taxes, or social security and
certain types of absences.
If you believe improper deductions have been made, you should immediately notify Human
Resources. Lifetouch will promptly review and investigate any complaint and will reimburse
any exempt employee found to have been subject to an improper deduction from salary.
Review Your Pay Information

You should review your payment upon receipt to make sure it is accurate. Verify that you have
been paid for all hours worked and that your deductions, withholdings and address are correct. If
you have any questions or concerns, please use the reporting procedure outlined below.
If you believe your pay does not accurately reflect hours worked or has been subject to any
improper deduction, you should immediately contact the Payroll Department at: LTI (952) 826-
4798 for bi-weekly payroll employees and (952) 826-4219 for semi-monthly payroll employees;
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LNSS (952) 826-5746; LSI (952) 826-5746; LPS (952) 826-4330; LCD (952) 826-4798.
Lifetouch will promptly review and investigate any such concern or complaint and will
reimburse any employee found to have been subject to an improper or unlawful deduction.
To Report Concerns or Obtain More Information

If you have any questions or comments about this policy or your pay, please contact Human
Resources.
Reports of Pay and Timekeeping Policy violations will be investigated and corrective action will
be taken where appropriate. In addition, Lifetouch will not allow any form of retaliation against
employees who report alleged violations of this Policy or who cooperate in Lifetouch’s
investigation of such reports. Any form of retaliation in violation of this policy will result in
disciplinary action, up to and including termination of employment.
If you have concerns that cannot be resolved through the process described above, please contact
Human Resources: LTI (952) 826-4356; LSI (952) 826-4356; LNSS (952) 826-5195; LPS (952)
826-5225; LCD (952) 826-4278 or the confidential Lifetouch toll-free hotline at (877) 634-2339
or report a complaint on-line at www.lifetouchhelpline.com.
PAYROLL DIRECT DEPOSIT
You may elect to receive your pay by direct deposit of funds into a savings or checking account
at a bank of your choice (provided the bank has direct deposit capability). To activate direct
deposit, a Direct Deposit Authorization Form is included in the new employee packet or may be
obtained from Human Resources.
A TotalPay Card is an option for some populations in Lifetouch. This is a debit card in which
your pay will be deposited into your Total Pay Card every payday so you have immediate access
to your account.
It is your responsibility to notify Payroll of any changes to your account information.
WITHHOLDING OBLIGATIONS
Lifetouch is required by law to deduct certain taxes including, but not limited to, social security
tax (“FICA”), Medicare tax, federal income tax, and state and local income tax (where
applicable) from employee paychecks. Income tax withholding is based on the number of
exemptions indicated on the employee’s W-4 form. Changes in the number of exemptions
should be reported via a new W-4 so that withholding can be updated accordingly.
Lifetouch will withhold funds for child, spouse, medical support and other obligations from an
employee’s pay, as required by court order. If the employee discloses a court-ordered obligation
to obtain health and dental dependent insurance coverage and is eligible for such coverage
through Lifetouch, Human Resources will make all application processes known to the employee
upon hire and will enroll the employee and his or her dependent(s) in the applicable insurance
plan(s).
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MILEAGE REIMBURSEMENT
Employees may be eligible for mileage reimbursement. Employees who receive mileage
reimbursement must keep accurate records reflecting destination, date, start and end mileage, and
total mileage. Refer to addendum for location specific guidelines.
TRAVEL TIME
On occasion, non-exempt employees may be asked to travel on behalf of Lifetouch. Time spent
traveling on Lifetouch business that occurs during regularly-scheduled work hours will be paid
time, regardless of the day of the week on which the travel occurs. Travel time consists of time
in excess of the employee’s normal commute to their usual work location and includes wait time
at the airport in addition to actual flight time. It does not include wait time due to excessive early
arrival at the airport, voluntary forfeiture of seat, or other travel delays subject to control by the
employee.
RICHARD P. ERICKSON SCHOLARSHIP PROGRAM
For more than four decades, Richard P. Erickson served the Lifetouch Companies, many of those
years as President and Chief Executive Officer and Chairman of the Board.
The Richard P. Erickson Scholarship Program was created in 1998 to provide educational
opportunities for the children and grandchildren of Lifetouch employees.
Eligibility
Applicants must be children or grandchildren of employees of the Lifetouch family of businesses
who have completed two years of service as of June 30 in the year prior to making application.
One service year equals 700 hours of work or more. Children or grandchildren of Lifetouch
Alumni Club members are also eligible.
Applicants must be high school seniors or graduates who plan to enroll, or students who are
already enrolled, in a full-time undergraduate course of study at an accredited two or four year
college, university, or vocational/technical school.
Information regarding the Scholarship program and application process is available on the
Lifetouch website at www.lifetouch.com/scholarship or by contacting the Human Resources
Department.
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V. INTERNAL JOB POSTING
JOB POSTING ELIGIBILITY REQUIREMENTS AND PROCEDURE
Policy
Lifetouch supports the practice of promoting from within and between affiliated companies when
practical. Refer to addendum for location specific job posting eligibility requirements and
procedure.
REHIRE POLICY
All applications will be reviewed to determine whether the applicant has ever worked for a
Lifetouch Company.
If an applicant has previously worked for a Lifetouch Company, rehire eligibility must be
checked with Human Resources of the Lifetouch Company to determine eligibility for rehire.
Any former employee who is designated as “not eligible for rehire” at the time of termination by
any Lifetouch Company may not be rehired by any Lifetouch Company without a signed
authorization of an officer and approval of the Vice President Human Resources of the hiring
Lifetouch Company.
PERFORMANCE EXPECTATIONS AND REVIEW
You and your supervisor are encouraged to discuss performance goals, expectations and results
on a regular basis. Good communication is important to maintain strong performance and avoid
misunderstandings about job expectations. If you have any questions about your job duties or
expectations, talk to your supervisor or Human Resources.
VI. TIME AWAY FROM WORK
TIME OFF
Refer to addendum for location specific guidelines on vacation, holiday, sick and PTO time.
LEAVE PROGRAMS
To apply for any leave offered by Lifetouch, you should contact your immediate supervisor or
Human Resources and submit a completed Leave of Absence Request Form. Lifetouch (or its
designated third-party leave administrator, if applicable) will inform you what type and duration
of leave, if any, has been approved and will also tell you what requirements, such as certification
of a health condition, you must fulfill.
All leaves are granted for a specific period of time. If you foresee being unable or unwilling to
return to work at the end of the leave period, you should apply for any other leave for which you
29

are eligible, including an extension of the current leave. If you do not return to work at the end
of an approved leave period including any extensions, your employment may be terminated as of
the date the leave ends.
Leaves of absence or other time off is governed by various federal and state laws. If you have a
need for time off that is in addition to or is not covered under the provisions of this handbook,
contact your supervisor or Human Resources to determine whether any other type of leave is
available at your work location.
FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY
About This Policy. Lifetouch’s FMLA Policy is designed to comply with the requirements of
the federal FMLA. Leave available under any state leave law or worker’s compensation will run
concurrently with the leave available under this policy to the extent permissible.
The Leave Policy. Under the FMLA, you are eligible to take up to 12 weeks of unpaid
family/medical leave within any 12-month period and be restored to the same or a comparable
position upon your return from leave provided:
1. you have worked for Lifetouch for at least 12 months;
2. you have worked at least 1250 hours for Lifetouch during the 12 months immediately
preceding the start of FMLA leave; and
3. you are employed at a worksite that has 50 or more employees within a 75 mile radius.
The 12-month period in which you may take 12 weeks of leave will be measured as a “rolling”
12-month period dating back from the date your leave first began, except for the state of
Wisconsin residents which use a calendar year.
An eligible employee may take FMLA leave if the leave is taken for an FMLA-qualifying reason
and the employee has not exhausted his or her leave entitlement in the applicable 12-month
period.
Breaks in Service. The 12-month period used to determine eligibility for FMLA leave is not
necessarily continuous. If there is a break in service of seven years or more, the time prior to the
gap is not counted toward the 12-month requirement unless the break is due to military service.
Reasons for Leave. You may take FMLA for any of the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;

• To care for the employee’s child after birth or placement for adoption or foster care;
• To care for the employee’s spouse, child or parent (“covered relation”) who has a serious
health condition;
• For a serious health condition that makes the employee unable to perform the employee’s
job; or
• Because of any Qualifying Exigency (see Military Family Leave Entitlements, below).
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Military Family Leave Entitlements
Qualifying Exigency Leave

Eligible employees whose spouse, son, daughter or parent is a covered military member may use
their 12-week FMLA leave entitlement to address certain qualifying exigencies. A covered
military member is a current member of the armed forces, including a member of the National
Guard or Reserves, who is deployed or called to active duty in a foreign country. Qualifying
exigencies may include attending certain military events, arranging for alternative childcare,
addressing certain financial and legal arrangements, attending certain counseling sessions, and
attending post-employment reintegration briefings.
Military Caregiver Leave

In addition to the basic types of leave entitlements listed above, the FMLA includes a special
leave entitlement that permits eligible employees who are the spouse, son, daughter, parent, or
next of kin of a covered servicemember to take up to 26 weeks of leave during a single 12-month
period to care for that covered servicemember. The single 12-month period begins on the first
day an employee takes military caregiver leave and ends 12 months after that date.
A covered servicemember for purposes of military caregiver leave is: (1) a current member of
the armed forces, including a member of the National Guard or Reserves, who has a serious
injury or illness incurred in the line of duty on active duty that may render the servicemember
medically unfit to perform his or her duties for which the servicemember is undergoing medical
treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability
retired list; or (2) a veteran who is undergoing medical treatment, recuperation or therapy for a
serious injury or illness incurred in the line of duty on active duty, and who was a member of the
armed forces (including a member of the National Guard or Reserves) at any time during the
five-year period preceding the medical treatment, recuperation or therapy.
A serious injury or illness for purposes of military caregiver leave includes a pre-existing injury
or illness that was aggravated by the covered servicemember’s service in the line of duty on
active duty and, in the case of a veteran, includes a qualifying injury or illness that was incurred
in the line of duty on active duty and that manifested itself before or after the servicemember
became a veteran.
Serious Health Condition. A serious health condition is an illness, injury, impairment, or

physical or mental condition that involves either an overnight stay in a medical care facility or
continuing treatment by a health care provider for a condition that either prevents the employee
from performing the functions of the employee’s job or prevents the qualified family member
from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of
incapacity of more than three consecutive calendar days combined with at least two visits to a
health care provider or one visit and a regimen of continuing treatment, or incapacity due to
pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of
continuing treatment.
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Notice of Leave. You must give Lifetouch at least 30 days prior written notice, if the need for
FMLA leave is foreseeable. Where the need for leave is not foreseeable and/or you are unable to
notify Lifetouch 30 days prior to the leave, you must give notice as soon as practicable and
generally must comply with your department’s normal call-in procedures (please refer to call-in
requirements found in the Attendance Policy). Failure to give notice in writing per company
policy may delay your leave. You must provide sufficient information to enable Lifetouch to
determine whether the leave is FMLA-qualifying. Calling in sick without providing more
information is insufficient. Failing to respond to the company’s reasonable inquiries for further
information may delay your leave. Additionally, if you are planning a medical treatment, you
should work with your supervisor to determine dates of your medical treatment that are most
appropriate for your medical needs and Lifetouch’s business needs.
Medical Certification. If you are requesting leave because of your own or a covered relation’s
serious health condition, you must provide appropriate medical certification from the relevant
health care provider within 15 calendar days after you request leave, if practicable. You may
obtain Certification of Health Care Provider Forms from Human Resources. If you provide at
least 30 days notice of medical leave, you should provide the medical certification before leave
begins. Failure to provide requested medical certification in a timely manner may be grounds for
delay of leave, resulting in unauthorized absences. You will be notified, in writing, if the
medical certification is incomplete or insufficient and will be given seven calendar days to
update it. Failure to do so may result in leave being delayed or denied.
A Lifetouch Human Resources professional or leave administrator (not your direct supervisor)
may contact your health care provider directly to authenticate the certification form or to obtain
clarification.
Lifetouch, at its expense, may require an examination by a second health care provider
designated by Lifetouch if it reasonably doubts the medical certification you initially provide for
your own serious health condition. If the second health care provider’s opinion conflicts with the
original medical certification, Lifetouch, at its expense, may retain a third, mutually agreeable,
health care provider to conduct an examination and provide a final and binding opinion. In this
situation, the company will require that you sign an authorization for the release of relevant
medical information to the second or third opinion health care provider.
Lifetouch may require subsequent medical recertification at the expiration of your previous
certification or if there are changed circumstances during an active leave period. Failure to
provide requested recertification within 15 calendar days, if such is practical, may result in delay
of further leave until it is provided.
Reporting While on Leave. If you take leave because of your own serious health condition or
to care for a covered relation, you must contact Lifetouch as instructed by your supervisor
regarding the status of the condition and your intention to return to work. In addition, you must
give notice as soon as practicable (within two business days if feasible) if the dates of leave
change, are extended, or initially were unknown.
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Leave is Unpaid. FMLA is unpaid leave, although you may be eligible for workers’
compensation or disability benefits during your leave.
In accordance with Lifetouch’s sick leave policy, if you request a leave because of your own
serious illness or non work-related injury, you will be required to substitute any earned and
available sick leave for unpaid FMLA.
If you receive any disability benefits during your leave, you will be required to exhaust any
earned and available sick leave during the elimination period as stated in the disability policy.
You may not use sick leave to supplement your disability benefits once the elimination period is
completed. You may elect to use any accrued vacation time concurrently with FMLA to
supplement any remaining unpaid leave. If you are participating in a PTO plan, you will be
required to use any earned and available PTO during the elimination period as stated in the
disability policy. You may elect to use any remaining earned and available PTO to supplement
any remaining unpaid leave.
If you are not receiving any disability benefits during your leave, you will be required to exhaust
any earned and available sick leave during your leave. You may elect to use any accrued
vacation time concurrently with FMLA to supplement any remaining unpaid leave. If you are
participating in a PTO plan, you will be required to use any earned and available PTO during the
first five days or forty hours of your leave. You may elect to use any remaining earned and
available PTO to supplement any remaining unpaid leave.
If you request leave for any reason other than your own serious illness or injury, you may elect to
use any earned and available vacation/PTO to supplement such benefit. In accordance with state
law, you may elect to use any earned and available sick leave. Please contact your Human
Resources department for more information.
The substitution of paid leave time for unpaid leave time does not extend the 12-week leave
period. Further, in no case may the substitution of paid leave time for unpaid leave time result in
you receiving more than 100% of your salary.
Medical and Other Benefits. For an approved FMLA, Lifetouch will maintain your health
benefits as if you continued to be actively employed. If paid leave is substituted for unpaid
FMLA Leave, Lifetouch will deduct your portion of the health plan premium as a regular payroll
deduction. If your leave is unpaid, you must pay your portion of the premium directly to
Lifetouch. In such cases, you will be billed for any premium amounts due.
Your health care coverage may cease if your premium payment is late. If your payment is not
received by the date indicated on the bill, coverage will be cancelled effective the last day of the
pay period in which premiums were paid in full. A letter explaining your right to continue
benefits under COBRA will be mailed to you.
If your benefits are cancelled during your FMLA leave, you will have an opportunity to enroll in
benefits again upon completion of and return from your leave, provided that you notify the
Benefits Department within 30 days. The effective date of insurance coverage will be the date
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your leave ended. If you elect not to return to work for at least 30 calendar days at the end of the
leave period, you will be required to reimburse Lifetouch for the cost of the health benefit
premiums paid by Lifetouch for maintaining coverage during your unpaid leave, unless you
cannot return to work because of a serious health condition or other circumstances beyond your
control.
Exemption for Highly Compensated Employees. Highly compensated employees i.e., the
highest paid 10% of salaried employees within 75 miles of the employee’s worksite may not be
returned to their former or equivalent position following a leave if restoration of employment
will cause substantial and grievous economic injury to Lifetouch. This fact-specific
determination will be made by Lifetouch on a case-by-case basis. Lifetouch will notify you if
you qualify as a “highly compensated” employee, if Lifetouch intends to deny reinstatement, and
of your rights in such instances.
Intermittent and Reduced Schedule Leave. Leave for a serious health condition may be taken
intermittently (in separate blocks of time) or on a reduced-leave schedule (reducing the usual
number of hours you work per workweek or workday) if medically necessary.
If leave is unpaid, Lifetouch will reduce your salary based on the amount of time actually
worked. In addition, while you are on an intermittent or reduced leave schedule, Lifetouch may
temporarily transfer you to an available alternative position that better accommodates your
recurring leave and has equivalent pay and benefits.
If the circumstances of your intermittent leave change, resulting in a change in your schedule,
work restrictions, or ability to return to work earlier than the date originally indicated, you will
be required to notify Human Resources at least two work days, to the extent possible, prior to the
effective date of change. You may also be required to present appropriate medical certification
from the relevant health care provider.
Returning from Leave. If you take a continuous leave of absence because of your own serious
health condition, you are required to present a doctor’s note or medical certification that you are
fit to resume work (with or without restrictions) prior to returning to work. If certification is not
received, your return to work will be delayed until the certification is provided.
If you take an intermittent leave of absence because of your own serious health condition, you
may be required to present a doctor’s note or medical certification that you are fit to resume full
duty work.
If the circumstances of your leave change and result in the ability to return to work earlier than
the date originally indicated, you will be required to notify Human Resources at least two work
days, to the extent possible, prior to the date intended to report for work. If you fail to return
from a leave on the agreed upon date or agree to a different return date, Lifetouch may consider
failure to return as a voluntarily resignation from employment with Lifetouch as of the day you
were due to return to work.
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Extended Leave for Serious Health Condition. Leave taken because of your own serious
health condition may be extended beyond the 12-week FMLA period. An extended leave may
be provided upon:
1. written request to Lifetouch;
2. proof the serious health condition has continued; and
3. approval by Lifetouch.
If you do not return to work on the originally scheduled return date or request in advance an
extension of the agreed upon leave with appropriate documentation, you may be deemed to have
voluntarily terminated your employment with Lifetouch. If you request an extension of your
leave beyond the initial 12-week period, you must submit medical certification of your continued
serious health condition in advance for each month that the leave is extended, unless the
certification indicates that the minimum duration is more than 30 days. If applicable and
permissible, Lifetouch will require recertification for every six-month leave period.
Reinstatement is not guaranteed on an extended leave and will depend on Lifetouch needs.
PERSONAL LEAVE OF ABSENCE POLICY (PLOA)
Definition
A Personal Leave of Absence may be granted on an unpaid basis for reasons such as childcare,
family illness, extended vacation, educational programs, etc.
Eligibility
All employees who have worked at least six continuous months are eligible to apply for a
Personal Leave of Absence.
Terms of the Leave

A Personal Leave of Absence may be granted for up to a maximum of 60 calendar days.
Employees may request an extension of up to 60 additional calendar days by submitting a written
request at least ten days prior to the expiration of the original leave. The extension is only
effective if approved by the employee’s supervisor. An employee’s exact status, position,
location or pay cannot be guaranteed. If an employee has been replaced due to business
necessity, Lifetouch will attempt to find a suitable opening upon his or her return. If a suitable
opening is not found within five days of the employee’s scheduled return, termination of
employment may result.
Lifetouch reserves the right to deny a request for personal leave based on legitimate business
needs.
This policy will run concurrently with the Family and Medical Leave of Absence Policy for
employees who are eligible, to the extent applicable and permissible.
35

Leave Process
A request for an unpaid personal leave of absence must be submitted in writing a minimum of
ten days prior to the start of the leave, to the extent advance notice is possible. Written approval
must be obtained from the employee’s immediate supervisor and the next level of management.
All requests and approvals must be routed through the Human Resources Department for
coordination of benefits and policy administration.
Employees must notify their immediate supervisor of their intent to return to work at least one
week prior to their return.
Use of Vacation/PTO Time During Leave

Employees who have accrued unused vacation/PTO may use any earned unused vacation/PTO
time during the leave.
Benefits
Employees enrolled in the Lifetouch insurance program at the time the leave begins may
continue their coverage for the duration of the approved leave as long as they continue to pay the
premiums they were responsible for prior to their leave. Once an employee no longer receives a
paycheck for hours worked, earned sick, vacation or PTO, the employee is responsible for
payment of premiums to the Benefits Department.
While on leave, no hours will be granted for the purpose of achieving the hours required during
the calendar year to qualify for full company participation in ESOP or other benefits during the
following plan year (if applicable).
Upon returning to work, the employee will be reinstated with the same length of service as when
the leave began. This includes programs such as ESOP, service awards, insurance hours,
vacation, sick leave and PTO programs (if applicable).
If the employee does not return from the leave, he or she will be given the opportunity to
continue his or her insurance through COBRA.
SCHOOL CONFERENCE LEAVE / TIME OFF FOR SCHOOL CHILDREN
Refer to addendum for location specific guidelines.
NURSING MOTHERS
Lifetouch provides the use of an appropriate room for the purpose of breast feeding or expressing
breast milk for an employee’s infant child. Non-exempt employees who need to express milk
during the workday are entitled to take an unpaid break, in a private place, to do so as needed.
Non-exempt employees may take these breaks until the nursing child is one year old. In the
event you work in a state that provides greater protections than specified in this policy, state law
applies.
36

TIME OFF TO VOTE
Every employee who is eligible to vote in a local, state or national election has the right to be
absent from work for a reasonable amount of time for the purpose of voting pursuant to
applicable state law.
Employees are encouraged to make arrangements to vote during non-work hours to the extent
possible. If an employee knows that he or she needs to be absent to vote, Lifetouch requests that
the employee notify his or her supervisor in advance. Lifetouch will comply with all applicable
state laws addressing voting leave.
MILITARY LEAVE
Lifetouch complies with the Uniform Services Employment and Reemployment Rights Act
(USERRA) and applicable state laws pertaining to military leave. Employees who are required to
fulfill military obligations in any branch of the Armed Forces of the United States or in a state
military service will be given the necessary time off and reinstated in accordance with federal and
state law. Accrued vacation / PTO (if applicable) may be used for the leave if the employee chooses.
Military orders should be presented to Human Resources and arrangements for leave made as early
as possible before departure. You must notify Human Resources of your intent to return to
employment as required by applicable law.
Lifetouch provides a paid Military Leave of Absence of up to two weeks (ten working days)
annually to those employees required to attend yearly military training (e.g., Reservists or
National Guard).
1. During the period of absence, the employee will be paid the difference between the
military pay received and the pay that otherwise would have been received for the same
period.
2. For absences exceeding two weeks, the supervisor must contact Human Resources.
As the laws change, or as interpretations of the laws change, military leave benefits for Lifetouch
employees may change accordingly. No attempt is made in this policy to cover all possible
situations and circumstances that may arise when an employee is ordered to active duty.
Therefore, as military leave situations arise, employees should consult with their supervisor
and/or Human Resources for current and complete details regarding their military leave rights.
JURY DUTY
Employees may take time off from work to respond to a summons (i.e., for jury duty or to appear
as a witness), as required by law. Refer to addendum for location specific guidelines.
37

VII. EMPLOYEE STOCK OWNERSHIP PLAN (ESOP)
Lifetouch is a 100% employee-owned company. Ownership is held in a trust by the Lifetouch

Inc. Employee Stock Ownership Plan (ESOP). The ESOP allows participants to share in the
growth and prosperity of the Lifetouch Companies and provides participants with an opportunity
to accumulate funds for their retirement needs. All contributions to the ESOP are made by
Lifetouch.
To become eligible to participate, you must have worked for Lifetouch for 700 hours in your first
12 consecutive months of employment. If you do not complete 700 hours in the first consecutive
12-month period, you will become eligible if you complete 700 hours in a plan year (July 1 –
June 30). Hours are credited in the plan year that you are paid. Provided that you continue as an
employee, you will become a participant in the Plan as of the next July 1 or January 1.
Participants will be notified by the ESOP Plan Administrator in September when they first
become eligible to participate in the plan.
Participants who are credited with 700 hours in the plan year (July 1 – June 30) will receive an
allocation of any contribution made to the ESOP by Lifetouch, based on your compensation.
Participants become vested in their account balance as shown below. A year is a plan year (July
1 through June 30) in which you are paid for working 700 hours. The vesting schedule is as
follows:
Years of Service Percent Vested

Less than 2 years 0%
2 years 20%
3 years 40%
4 years 60%
5 years 80%
6 years 100%
If you die or become disabled while an employee, your account will also be 100% vested. If you
attain age 60 while an employee, even though you have not met the years of service, your
account will be 100% vested.
Prior to July 1, 2008, the 700 hour requirement was 1,000 hours.
Additional information is available at http://intranet.lifetouch.net/esop/default.aspx
VIII. LEAVING LIFETOUCH
SEPARATION FROM EMPLOYMENT
Every employee is free to terminate his or her employment at any time, with or without cause or
notice. Likewise, Lifetouch is free to terminate an employee’s employment at any time for any
38

reason, with or without cause or notice. It is preferred that you provide your supervisor with as
much advance written notice of your separation as possible.
All Lifetouch property must be returned to Lifetouch on the last day of employment, or earlier if
requested, including but not limited to: keys, credit cards, security cards, computers, cell phones
tools, business information, and manuals.
REFERENCES
Lifetouch does not provide employee references. Individuals and companies who contact
Lifetouch seeking employment information concerning former employees will only be provided
with information confirming employment, date of hire, date of termination and position held. All
inquiries regarding employment information and reference requests should be directed to Human
Resources for response.
THE CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA)
Insurance coverage will end upon termination of employment. Coverage may also be lost in
instances such as a reduction in hours or nonpayment of past due premiums. If insurance
coverage is lost, COBRA allows employees and their families the opportunity to temporarily
extend insurance coverage (called “continuation coverage”) in certain circumstances. A COBRA
notice will be sent to your last known address describing your continuation options and costs.
If you are covered under a Lifetouch medical, dental, or life insurance plan (continuation of life
insurance coverage applies to Minnesota residents only), you have a right to elect to continue
that coverage at group rates at your own expense if you lose that coverage because of a reduction
in hours or the termination of employment (for reasons other than gross misconduct on your
part). If applicable, your spouse and/or dependent children may also have the right to elect to
continue coverage even if you do not make the election.
The procedures and payments required to continue coverage will be outlined in the COBRA
notice. If you do not receive a COBRA notice promptly after losing coverage, you should
contact Human Resources.
If you do not choose continuation coverage, or if you choose continuation coverage and fail to
pay the premiums, your group health, dental and life insurance coverage under the plans will
end. Please contact Human Resources for additional information and specific questions
regarding your individual circumstances.
RETIREMENT AND ELIGIBILITY FOR REHIRE
Retirement is an important decision. When you retire, you are terminating your employment
from Lifetouch. There are two types of retirement:
• Normal retirement at or after age 60; and
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• Early retirement when you are between age 55 and 60 and have completed 11 years
of service.
If you decide to return to work for Lifetouch after retirement, you may apply at any time. The
position that you previously held will not remain open for you. Like all previous employees,
retired employees must be approved by Human Resources before rehire.
If you have received ESOP distribution(s) prior to being rehired, further distribution payments
will be discontinued while you are employed. Distributions will start again after termination of
your most recent employment and will generally be paid in three installments. As an active
employee, you will be eligible to receive an ESOP contribution if the eligibility requirements are
satisfied.
The above statements are general in nature. There are specific procedures to follow when
retiring and to receive ESOP benefits. The Plan document controls. Questions or inquiries
about the ESOP should be directed to the ESOP Plan Administrator at 11000 Viking Drive, Suite
400W, Eden Prairie, MN 55344, or by e-mailing ESOP@lifetouch.com. Questions about re-
employment should be directed to Human Resources.
IX. ELECTRONIC COMMUNICATIONS AND SYSTEMS POLICY
POLICY HIGHLIGHTS
Authorized Users. Only Lifetouch employees, and contractors given permission by an officer
of the Company, are authorized to use Communications Systems. By using the Systems users
agree to the terms of this Policy.
Passwords and User IDs. Users are responsible for the use and confidentiality of User’s ID and
password. Passwords must be changed regularly to protect the security of Communications
Systems.
Management Access. Communications Systems, including voicemail and email, are Lifetouch
business property and may be accessed by Lifetouch management at any time.
Message Content. All messages on Communications Systems must be appropriate for the
workplace. Gossip, inappropriate personal information, threatening, insulting, offensive or
sexually explicit messages, images, cartoons, jokes or stories are not permitted.
Managing Data. Users must regularly delete messages from electronic storage.
Software. Software must be licensed and may only be copied for backup or archival purposes.
Software should not be downloaded from the Internet without authorization from your Lifetouch
computer support representative and personal software should not be used on Company systems.
Virus Protection. Suspicious systems behavior must be immediately reported to your Lifetouch
computer support representative. Software, CDs and disks must be scanned for viruses unless
40

received from Lifetouch business partners, trusted user groups, or trusted computer or software
vendors.
Email Accounts. Only email accounts at Lifetouch.com may be used for Lifetouch business-
related communications. Other email accounts, such as hotmail, AOL, etc., should not be
accessed from Lifetouch Communications Systems to avoid viruses. Sensitive or confidential
information should not be transmitted by email. The number of persons copied on an email
should be limited to avoid taking up valuable time and systems capacity.
Report Problems. Communications Systems problems, such as loss of sensitive Lifetouch

information, unauthorized use of systems, loss or disclosure of passwords or systems access
control, unusual systems behavior, or violations of this Policy should be immediately reported to
Human Resources. Violators will be subject to discipline, including termination of employment
and criminal prosecution.
POLICY OVERVIEW
Introduction. Lifetouch Inc. and its subsidiaries (collectively, “Lifetouch” or “Company”)

provide various electronic and computer equipment, services, networks, technology and
infrastructure for Lifetouch business purposes, including without limitation, hardware, software,
data and applications (“Communications Systems”) accessed through telephone systems,
electronic mail, voice mail, audio and video conferencing, facsimiles, photocopiers, computers
personal digital assistants (PDAs), computer networks, Internet access and other electronic
equipment and services (collectively, “Devices”). Communications Systems represent a
significant investment of resources to enhance Company productivity, work processes and
business communication by and between users. This policy outlines Company expectations for
appropriate use and protection of Communications Systems and Lifetouch confidential and
proprietary information.
Policy Application. This Policy applies to all users of Communications Systems, whether the
user is an Employee or authorized contractor. (“User”) All users are expected to read, understand
and comply with this Policy. Unless otherwise specifically noted, this Policy applies to Devices
owned by Lifetouch and Users, if connected to Communications Systems. By using
Communications Systems, User agrees to the terms of this Policy.
Ethical, Professional Judgment Required. It is not feasible to cover every detail of

Communications Systems’ use in this Policy. Users are required to exercise ethical and
professional judgment when using Communications Systems. When questions arise, Users are
expected to promptly resolve them with a Human Resources Director or Vice President.
Consequences of Policy Violation. Anyone who accesses Lifetouch Communications Systems

without proper authority, or uses it for any purpose detrimental to Lifetouch or in violation of
Lifetouch policies may be subject to disciplinary action including termination of employment,
and/or criminal prosecution.
Ownership and Maintenance of Systems and Information
Ownership of Information Sent or Received. Equipment connecting to Communications Systems

may be Lifetouch owned or User owned. Regardless of ownership, all information traveling
over Lifetouch Communications Systems that has not been specifically identified as the property
41

of other parties such as Lifetouch business partners is considered Lifetouch property. Users of
Lifetouch Communications Systems do not own or have an expectation of privacy regarding
such information. Lifetouch prohibits unauthorized access, duplication, disclosure, modification,
diversion, destruction, loss, misuse, theft or unauthorized encryption of this information.
Ownership of Equipment. To the extent that access to Lifetouch Communications Systems is

through a User owned computer or other Device, User is responsible for maintaining the
configuration standards mandated by the Lifetouch technology department. Except as otherwise
specifically referenced in this Policy, all provisions of the Policy apply to both Lifetouch owned
and User owned computers and devices. All accessories to User owned equipment that connect
to Communications Systems, such as a PDA must meet Lifetouch standards.
Repairs and Maintenance. Lifetouch has no responsibility for maintaining or repairing User
owned Devices or providing advice or support for non-Lifetouch Devices. User is fully
responsible for relationships with User’s ISP and other vendors. If however Lifetouch
technicians repair or perform maintenance on any equipment accessing Communications
Systems, whether owned by Lifetouch or User, the equipment may be cleaned and configured to
Lifetouch standards. This may include, without limitation, stripping any unauthorized software
found loaded on the computer or other Device. Lifetouch has no responsibility to User for
software or data of User loaded on the computer or other Device. To the extent that violation of
this Policy caused the repairs or maintenance to be performed, User may be assessed a service
charge.
Physical Security of Devices. Users are responsible for the physical security of Devices.
Devices should be locked when not in use and kept secure from use by unauthorized persons or
theft.
Device Configuration. Lifetouch standard configurations must be maintained on Lifetouch

owned Devices (such as company desktops and laptops) and User owned Devices that directly
access Communications Systems (such as territory office computers linked through VPN). Users
will make no unauthorized changes, additions or deletions to these Devices, including without
limitation to the configuration, adding or deleting software, loading music, games, or other
Internet downloads. Questions may be directed to your Lifetouch computer support
representative.
Disposal of Devices. Devices must be disposed of properly. Proper disposal includes

reformatting the hard drive, working with a local vendor utilizing their equipment disposal
services, or otherwise ecologically disposing of the Device. Questions may be directed to your
Lifetouch computer support representative.
Use of Systems and Information
Authorized Users. Only employees and other authorized persons conducting Lifetouch business
may use Lifetouch Communications Systems. Access to Lifetouch Communications Systems
must be approved by the individual’s supervisor/manager and is limited to persons who have
signed this Policy.
42

Passwords and User IDs. Once access has been approved, the User will be issued a user ID and
password. All Users are responsible for the use and confidentiality of their ID and password.
Users who access information without proper authorization will be subject to discipline.
Encryption. Users may not utilize personal encryption coding on Communications Systems. Use
of encryption is limited to Lifetouch business purposes in accordance with standards adopted by
the Company from time to time. For example, but not in limitation, encryption technology will be
used to transmit credit card information for Lifetouch business transactions.
Limited Personal Use. Incidental and occasional (appropriate) personal use of Lifetouch
Communications Systems is permitted, but personal messages, just as with business messages,
may be accessed, intercepted or deleted by Lifetouch managers or by automated security systems
without regard to content and without notice.
Not All Electronic Messages are Private. While Communications Systems are protected by
firewalls and relatively secure from the outside world, Users should not assume that electronic
messages (sent via external access including the Internet) are private. It is possible for electronic
communications to be forwarded, intercepted, printed, and stored by others, including
individuals outside Lifetouch. There is no absolute guarantee of privacy. When communicating
information electronically, be careful to protect Lifetouch interests and your own liability.
Monitoring. Lifetouch expressly reserves the right to access, monitor, read, copy, print and/or
disclose any e-mail, voice mail, electronic files or other data records created, received and/or
stored through Lifetouch Communications Systems. Users of Lifetouch Communications
Systems do not own or have an expectation of privacy regarding such information.
The Company regularly monitors the Communications Systems for maintenance and usage,
including the investigation of anyone suspected of using Lifetouch systems contrary to this or
any other Company Policy.
Anyone who uses Lifetouch Communications Systems consents to Company monitoring.
Lifetouch reserves the right to examine electronic communications, personal file directories, and
any other information stored on or traveling over Lifetouch Communication Systems, without
prior notice to assure compliance with internal policies and licensing agreements
Entertainment. Lifetouch Communications Systems may not be used to download, make

copies of, store, or share music, videos, games or similar entertainment, except as specifically
required to fulfill the User’s Company responsibilities and as authorized in writing by Lifetouch.
This rule applies regardless of whether the User owns a copy (e.g. a compact disc or videotape)
of the content or is acting outside of the User’s work hours or on Lifetouch premises.
Inappropriate Messages. The content of messages sent on Lifetouch’s Communication Systems

must be appropriate for the workplace.
Communications Systems may not be used for gossip, inappropriate personal information, to
forward messages which might embarrass the sender, receiver, or others.
Communications Systems should not be used in any way that is threatening, insulting, disruptive,
offensive or harmful to the Company or employee morale.
Communications Systems should not be used for private business activity, charitable, religious or
personal causes, amusement, entertainment, solicitation or other similar, non-job-related activities.
43

Examples of inappropriate transmissions include sexually-explicit messages, images, cartoons or
jokes; unwelcome propositions or love letters; chain letters; ethnic or racial slurs; any message
that could be considered harassment or disparagement based on an individual’s age, sex, race,
sexual orientation, national origin, religious beliefs or other legally protected classes.
Use Caution When Forwarding and Copying Messages. Electronic communications may
include information that is not appropriate for general distribution. Information must not be
forwarded to any party who is not intended or authorized to receive it.
Managing Data. Messages that are no longer needed should be regularly deleted from
electronic storage areas. Electronic messages backed-up to a separate data storage media (tape,
disk, CD-ROM, etc.) will be deleted periodically by systems administration staff to maximize
storage space; it also simplifies records management and related activities. However, keep in
mind that even after data is deleted, it is subject to retrieval, particularly as it relates to legal
discovery and investigations.
Transmission of Confidential Information. Lifetouch’s confidential information and trade

secrets are valuable business assets, in part because they are not readily known or easily
attainable. Access from shared computers and communication via on-line services is not secure
or private. Messages and information may be intercepted or read by unintended readers and
stored for future searches for an undetermined period of time. Information about Lifetouch, its
employees, pay systems, size, growth, markets, sales, or plans for the future, etc. must not be
published, stored or transmitted on external locations (including the Internet) without the prior
written approval of a Vice President or above.
Confidential information should only be published or transmitted on a need to know basis and all
communications containing confidential information must be marked “Confidential” and contain
the following Confidentiality Note:
Confidentiality Note: This e-mail and any attachment to it contain confidential and trade secret
information intended only for the use of the individual(s) or entity named on the e-mail. If the
reader of this e-mail is not the intended recipient, or the User or agent responsible for delivering
it to the intended recipient, you are notified that reading, copying, forwarding or printing it is
strictly prohibited. If you have received this e-mail in error, please immediately return it to the
sender and delete it from your system.
Electronic Mail (E-mail). E-mail has become one of the major forms of business
communications. Because e-mail is not always private, the following procedures must be followed
for all Lifetouch business-related e-mail and voice mail communications:
All Lifetouch business-related e-mail communications must be conducted using e-mail accounts on
the centralized Corporate e-mail server. E-mail accounts hosted by third-party Internet providers,
such as AOL or MSN, store messages on servers that are not owned by Lifetouch and are beyond
Lifetouch’s control and security measures.
E-mail accounts used for Lifetouch U.S. business must use the “lifetouch.com” Internet domain
and Lifetouch Canada must use the Lifetouch.ca Internet domain name, unless approved in
advance, in writing, by the Corporate Vice President of Information Systems.
Do not transmit sensitive or confidential information via e-mail over the Internet to or from a non-
Lifetouch.com address. E-mail messages transmitted over the Internet using a non-Lifetouch
44

address are NOT secure and can be intercepted by third parties. Examples of information that
should not be transmitted via Internet e-mail:
 Images accompanied by personal data such as name, school, or address
 Credit card numbers
 Confidential business or sales data
 Employee personal information
Voice Mail. Do not leave voice mail messages containing sensitive or confidential information.
Do not forward or save voice mail messages containing sensitive or confidential information.
Software and Viruses
Software Licenses. Lifetouch acquires computer software from a variety of sources and adheres
to license agreements and restrictions regarding computer software. Users may not copy
licensed software except for backup or archival purposes. Unauthorized duplication of software
may result in civil and criminal penalties under the United States Copyright Act.
Software Purchase Policy. Purchasing software to be used on Devices that access

Communications Systems is restricted to ensure that Lifetouch has a complete record of all
software used on Lifetouch-owned Devices and that software is free from viruses. This enables
Lifetouch to register, support, track and upgrade software as necessary. Unless otherwise
approved by your Lifetouch computer support representative, only software that has been
acquired through Lifetouch business partners or knowledgeable and trusted user-groups or
vendors may be used on Lifetouch Communications Systems.
Lifetouch owned Devices, such as a company laptop docked to the corporate network: All
software must be acquired through the Purchasing Department.
User Owned Devices that directly access Communications Systems (“Direct Access User
Owned Device”), such as territory office or studio computers linked through VPN: Software
must be acquired only with the prior approval of the appropriate manager. Company
recommendations for hardware and software must be followed, and all copyrights must be
honored. The Territory Manager must maintain a complete record of all software used on
Communications Systems in the Territory. A form for reporting purposes may be retrieved from
Microsoft Outlook Public Folders or your Lifetouch computer support representative. This
enables the Territory Manager and Lifetouch to register, support, track, and upgrade software as
necessary.
User Owned Devices that access Communications Systems remotely, such as access through
a home computer, Internet café or library. Software used on the Device must not affect the
configuration necessary to access Communications Systems.
Compliance Audit. Devices are subject to review and scanning for compliance with this policy.
Software Loading Policy. Users may not load or download from the Internet or any other source
any software on any Lifetouch Device or Direct Access User Owned Device without approval from
your Lifetouch computer support representative.
45

Users are not permitted to load software or programs on Lifetouch Devices or Direct Access User
Owned Devices (e.g., personal money management software, music sharing software) because
there is potential for changing configuration and interfering with access to the Lifetouch system.
Lifetouch -owned software may not be taken or copied for use on a User’s personally-owned
computer unless authorized by your Lifetouch computer support representative.
Disposal of Outdated Manuals and Software. Before disposing of outdated manuals and
software in a trash container, shred the manuals and thoroughly erase or destroy the CD or disk.
Reporting Use of Restricted Software. The use of unauthorized software copies must be
brought to the immediate attention of your Lifetouch computer support representative.
Virus-Protection Policies. It is extremely important to protect Devices and the Communications

Systems from viruses. Detecting a virus, removing it and repairing its effects are time-consuming
and costly. Among the symptoms of a virus infection are much slower response time, inexplicable
loss of data, changed modification dates for files, increased file sizes, mis-routed messages,
frequent system crashes and total failure of the Device.
Immediately report any suspicious systems behavior to your Lifetouch computer support
representative.
Software, disks and CD’s obtained from outside locations such as electronic message boards, the
Internet, shareware, public domain software, and other non Lifetouch sources, including the
sources listed in this Policy, as well as CD’s and disks containing data from a non-Lifetouch
Device must be scanned and cleaned by Lifetouch-approved virus detection software before being
used on a Device used for Lifetouch business. Contact your Lifetouch computer support
representative for approved anti-virus software.
Security and Remote Access
Security
Lifetouch commits significant resources to ensure that Communications Systems remain secure.
 Accessing the Lifetouch computer network through any method other than direct
connection to the network, dial up, VPN or OWA, requires the prior written authorization
of your Lifetouch computer support representative.
 While connected to the Lifetouch computer network, Users must not access the Internet
through a dial up modem or dial up service (e.g. AOL, MSN Internet software).
 Users who use a hardware VPN device (e.g. SonicWall) to access Lifetouch
Communication Systems may not use wireless connectivity without prior authorization
from your Lifetouch computer support representative.
 If you have any questions whether an application is approved for use with Lifetouch
Communications Systems, call your Lifetouch computer support representative.
Remote Access
Users who require remote access to Lifetouch computer systems must obtain authorization from a
director-level employee or above.
 Users who are granted remote access are responsible for the confidentiality and integrity
of the access numbers and their password.
46

 Remote users are also responsible for support and maintenance of the remote Device
unless other arrangements have been approved by the Corporate Vice President of
Information Systems.
 After entering the Lifetouch system via remote access, Users must not leave the computer
unattended. After completing a session, Users must immediately log off the Lifetouch
system to avoid the possibility of non-authorized persons gaining access to
Communications Systems.
 When using remote access (OWA, or Outlook Web Access) on a public or shared
computer (i.e. a computer not owned by Lifetouch or dedicated solely to Lifetouch
business purposes), to the extent possible, use the “public computer” access option so that
e-mail file attachments are not saved to that computer, with a risk that others may view
them.
Administration of Policy and Reporting Security Problems
Central Source for the Entire Lifetouch Organization. The Corporate Information Systems
Steering Committee is the central source responsible for administering organization-wide
information security policies and procedures. Please contact the Committee for guidance,
direction and authority as needed. Correspondence should be directed to:
Corporate Vice President of Information Systems

Lifetouch Inc.
11000 Viking Drive
Eden Prairie, MN 55344
You may also send questions and comments by email to policyinfo@lifetouch.com.
Report Information Breaches Immediately. Notify your manager immediately (who will then
inform the facility’s manager, Human Resources Director or Vice-President) if the following is
either known or suspected:
 sensitive Lifetouch information is lost or disclosed

 Communications Systems have been used by an unauthorized party
 passwords or other system access control mechanisms are lost, stolen, or disclosed
 Systems or information are misused, damaged or abused.
Report Unusual Systems Behavior Immediately. Unusual systems behavior may be due to a
virus infection or a similar security problem, and it is important to eliminate a virus or security
problem before it spreads.
Notify your tech support personnel immediately of unusual systems behavior such as:
 missing files
 frequent system crashes
47

 mis-routed messages
 any suspicious systems behavior
The specifics of security problems should not be discussed widely. Discretion should be
exercised and information shared only on a need-to-know basis.
48

LIFETOUCH CHURCH DIRECTORIES AND
PORTRAITS INC.
EMPLOYEE HANDBOOK ADDENDUM - FIELD
Revised June 2013
1
LIFETOUCH CHURCH DIRECTORIES AND PORTRAITS INC.
EMPOYEE HANDBOOK ADDENDUM - FIELD
TABLE OF CONTENTS
ABOUT THIS EMPLOYEE HANDBOOK ADDENDUM ...........................................................3
I. BEHAVIOR AND CONDUCT AT WORK ..............................................................................4

SMOKING ...........................................................................................................................4
VISITORS AT CUSTOMER SITES ...................................................................................4
DRESS CODE .....................................................................................................................4
PERSONAL CELLULAR TELEPHONE POLICY ...........................................................4
CASH HANDLING POLICY .............................................................................................5
II. BENEFITS AND COMPENSATION ......................................................................................5

PAY AND TIME REPORTING POLICY ..........................................................................5
PAY DAYS ..........................................................................................................................6
EXPENSE REIMBURSEMENT .........................................................................................6
DRIVE TIME POLICY .......................................................................................................6
TRAVEL PAY POLICY .....................................................................................................7
III. TIME AWAY FROM WORK .................................................................................................7

TIME OFF ...........................................................................................................................7
MEDICAL LEAVE OF ABSENCE ....................................................................................7
JURY DUTY .......................................................................................................................7
Lifetouch Church Directories and Portraits Inc.

Employee Handbook Addendum - Field
Revised June 2013
ABOUT THIS EMPLOYEE HANDBOOK ADDENDUM
This employee handbook addendum applies to all field employees of Lifetouch Church
Directories and Portraits Inc. This employee handbook addendum is a supplement to the
Lifetouch Companies Employee Handbook.
This employee handbook addendum will provide you with general information about your
employment. If these materials do not address a matter of interest to you, or if you have
additional questions after you have read this addendum, you should ask your supervisor or
Human Resources.
This document is intended to provide general guidance and is not intended to be a contract of
employment. Accordingly, this addendum may be modified, deleted, or amended by Lifetouch
at any time without notice. Also, Lifetouch may deviate from these guidelines in its sole
discretion as individual circumstances warrant. This addendum supersedes and revokes all prior
addendums and policy statements.

Revised June 2013
I. BEHAVIOR AND CONDUCT AT WORK
SMOKING
Generally, smoking and the use of smokeless tobacco is prohibited in all non-smoking areas at
host environments including but not limited to churches. Smoking areas may be established by
on-site management in compliance with state and local laws. Employees who wish to smoke
must do so outside host locations and away from areas that may pose a safety hazard to
employees or property.
VISITORS AT CUSTOMER SITES
It is the responsibility of all employees to help maintain a safe and secure workplace to protect
employees, personal belongings and Company property. In accordance with local regulations,
unauthorized visitors are not allowed on Lifetouch premises, work sites or host sites.
DRESS CODE
You are expected to wear attire that is business appropriate for your work environment as
established by management. Failure to abide by this policy may result in disciplinary action up to
and including termination of employment. Examples of appropriate dress include: blazers/sport
coats, oxford shirts, collared shirts, sweaters, blouses, casual pants, khakis, and loafers.
Examples of inappropriate attire include: jeans, beachwear, exercise clothing, sweatpants,
leggings, t-shirts, shorts, midriff shirts, sweatshirts and sandals. If you have any questions, please
contact your manager.
PERSONAL CELLULAR TELEPHONE POLICY
Lifetouch’s policy regarding the use of personal cellular phone or pagers during business hours is
as follows:
 Lifetouch prohibits the use of personal cellular telephones, smart phones, pagers and
other similar personal communication devices (“Personal Communication Devices”)
during working hours for personal reasons, except in emergency situations.
 Employee’s Personal Communication Devices are to be turned off or be turned to silent

mode while performing duties at the job site.
 Voice, text and e-mail messages may be checked and phone calls made during rest breaks
or meal periods.
 An employee who uses his or her Personal Communication Device for Company business
may submit an expense report of actual expenses for such usage.

Revised June 2013
 Falsification of an expense form may result in disciplinary action, up to and including
CASH HANDLING POLICY
This policy applies to employees that handle cash as part of their job duties.
Lifetouch accepts cash as a form of payment. It is the team member’s responsibility to carry cash to
make change for the customer. Cash will not be accepted in Galion, Ohio. A money order must be
purchased by the team member and submitted with the proper paperwork. It is not appropriate to
pocket cash and charge your personal credit card or write a check from your own account; a money
order must be purchased. For further information on the policy regarding handling cash, money
orders, checks and credit cards, please see the Operations Manual.
II. BENEFITS AND COMPENSATION
PAY AND TIME REPORTING POLICY
Exempt Retail Sales and/or Outside Sales Employees

Employees classified as exempt under the FLSA and applicable state wage and hour laws, retail
sales and/or outside sales exemption (“Exempt Retail Sales”) are generally paid on a commission
basis. Lifetouch ensures that wages (commission payments plus any other compensation) meet
federal and state minimum wage requirements. Overtime will be paid as follows:
 In all states other than California, Nevada and Alaska: For work in excess of 40 hours in
a workweek, Lifetouch will ensure that wages (commission payments plus any other
compensation) equate to a minimum of one and one half times the minimum wage.
 In Nevada and Alaska: For work in excess of 8 hours in a workday or 40 hours in a
workweek, Lifetouch will ensure that wages (commission payments plus any other
compensation) equate to a minimum of one and one half times the minimum wage.
 In California: see the California Employee Handbook Addendum for details on
compliance with state requirements.
 For weeks in which overtime hours are worked and the employee earns more than
minimum wage but less than 1.5 times minimum wage for all hours worked, an overtime
premium will be calculated and compensated based on the employee’s weekly average
hourly rate.
For payroll purposes, the workweek starts on Sunday and ends on Saturday.
Only hours actually worked will be used to calculate overtime pay.
Drive time (see DRIVE TIME POLICY below) will be counted as hours worked for purposes of
calculating pay.

Revised June 2013
In addition to the daily timesheet generated from the selling station, all Exempt Retail Sales
employees must submit their hours and other required information to their manager. The hours
submitted to the manager must match the hours submitted on the daily timesheet.
Refer to Lifetouch Companies Employee Handbook for additional pay and reporting time
Guidelines.
PAY DAYS
You will be paid on a biweekly basis, every other Monday. In the event that a bank holiday falls
on a Monday, your paycheck will be dated the next day. Non-exempt employees will be paid for
all hours worked during the previous two-week payroll period. Commissions for exempt and
Exempt Retail Sales employees are based on actualized revenue (i.e. work received in the plant
by the cutoff date). Refer to the Payroll Schedule for further detail. If you have questions
regarding your paycheck, please contact your manager.
EXPENSE REIMBURSEMENT
Employees may be eligible for expense reimbursement (i.e. mileage reimbursement, hotel stay).
Travel Expense Reimbursement: Generally, travel per diems or lodging and meal
reimbursement are only paid on full travel days associated with an overnight stay; overnight
stays can only be deemed necessary on travel over 100 miles. Unless prior approval is received
from the manager, employees will not be reimbursed for hotel expenses for the night prior to the
start of photography or the night after the photography has concluded. See the LCD Travel and
Expense Policy and Procedures (note: this is a separate policy and is not contained in this
Handbook) for more information on expense reimbursement.
DRIVE TIME POLICY
Lifetouch compensates non-exempt and Exempt Retail Sales employees for drive time when
required to drive for Company business, as outlined below:
 The incremental time from employee's home to photography site that is over two hours
round trip (60 minutes one way) is considered hours worked and will be used when
calculating the employee’s pay to ensure that minimum wage requirements are met (see
PAY AND REPORTING TIME POLICY above). The first two hours round trip is NOT
compensable time.
 The time an employee spends driving between host organizations during the workday or
driving from a host organization to another location to pick up equipment or supplies
during the workday is considered hours worked and will be used when calculating the
employee’s pay to ensure minimum wage requirements are met.
TRAVEL PAY POLICY

Revised June 2013
Compensation: Lifetouch compensates non-exempt and Exempt Retail Sales employees for
travel time when required to travel for Company business, as outlined below:
 If an employee must travel 300-499 miles one way, they will be compensated $50 per day
for travel.
 If an employee must travel over 500 miles one way, they will be compensated $75 per
day for travel.
Lifetouch ensures that wages (commission payments plus any other compensation) meet federal
and state minimum wage requirements.
Reporting Hours: Hours must be reported. See the Drive Time Policy for information about
hours reporting.
Travel Expense Reimbursement: See EXPENSE REIMBURSEMENT section above.
III. TIME AWAY FROM WORK
TIME OFF
Time off may be desired for vacations, sick leave, personal time and holidays. Managers grant
time off at their discretion based upon scheduling and the needs of the business. You should
request time off as far in advance as possible in order to increase the likelihood that your
manager will be able to grant your request.
MEDICAL LEAVE OF ABSENCE
If you are not eligible for FMLA leave, you may request a medical leave if you are unable to
work due to your own medical condition. Requests for leave must be submitted in writing as far
in advance as possible. Lifetouch cannot guarantee that leave will be granted or your position
will be available following a non-FMLA medical leave.
You are required to present a doctor’s note or medical certification regarding your leave of
absence, stating that you are fit to resume work (with or without restrictions) prior to returning to
work. If certification is not received, your return to work may be delayed until the certification
is provided.
JURY DUTY
Employees may take time off from work to respond to a summons (i.e., for jury duty or to appear
as a witness), as required by law. The following Guidelines apply to jury duty service:
1. Employees are required to notify their manager within 24 hours upon receiving
notification to report for jury duty.
7

Revised June 2013
2. Jury duty service by non-exempt and Exempt Retail Sales employees is unpaid unless
otherwise required by law. (Jury duty service by all other exempt employees will be paid
the full weekly salary unless the jury service prevents the exempt employee from
performing any work for a full week.) This guideline may only be modified in writing
signed by Human Resources.
3. If the employee is temporarily excused from jury/witness duty, the employee must
contact their manager and return to work as soon as possible.

Revised June 2013

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THE LIFETOUCH COMPANIES

Revised January 2013

WELCOME TO LIFETOUCH ........................................................................................................3

ABOUT THIS HANDBOOK ..........................................................................................................3

II. BEHAVIOR AND CONDUCT AT WORK .............................................................................4

III. SECURITY AND SAFETY ..................................................................................................16

Lifetouch Companies Employee Handbook

V. INTERNAL JOB POSTING ...................................................................................................29

VI. TIME AWAY FROM WORK...............................................................................................29

VII. EMPLOYEE STOCK OWNERSHIP PLAN (ESOP) .........................................................38

VIII. LEAVING LIFETOUCH .....................................................................................................38

IX. ELECTRONIC COMMUNICATIONS AND SYSTEMS POLICY ....................................40

Lifetouch Companies Employee Handbook

For more information, visit the Lifetouch web site at www.lifetouch.com.

ABOUT THIS HANDBOOK

Lifetouch Companies Employee Handbook

REPORTING PERSONAL STATUS CHANGES

PERSONNEL FILE REVIEW AND ACCESS

II. BEHAVIOR AND CONDUCT AT WORK

Lifetouch Companies Employee Handbook

Lifetouch is committed to providing equal employment opportunities. All qualified applicants

PREVENTING DISCRIMINATION AND HARASSMENT

Examples of Prohibited Conduct

Lifetouch Companies Employee Handbook

2. If you are a supervisory or managerial employee and a complaint of discrimination or

4. Complaints of discrimination and harassment will be investigated as set forth below in

PREVENTING SEXUAL HARASSMENT

Lifetouch Companies Employee Handbook

1. Submission to such conduct is made either explicitly or implicitly a term or condition of

2. Submission to or rejection of such conduct by an individual is used as the basis for

• suggestive sexual comments, gestures, jokes, or innuendo;

• persistent, unwanted flirtation or invitation for dates or other social activities;

• unwelcome sexual advances or passes, sexual remarks, or questions about a person’s

Procedure for Reporting Sexual Harassment

Lifetouch Companies Employee Handbook

4. Complaints of sexual harassment will be investigated as set forth in Lifetouch’s

• be dismissed or threatened to be dismissed,

Lifetouch Companies Employee Handbook

3. Upon completion of the investigation, a confidential, factual report will be presented to

4. If the investigation reveals a violation of Lifetouch’s Preventing Discrimination and

Lifetouch Companies Employee Handbook

ALCOHOL AND DRUGS

PROPRIETARY AND PERSONAL INFORMATION

Lifetouch Companies Employee Handbook

For purposes of this policy, the following definitions apply:

1. Definition of Proprietary Information. Lifetouch Proprietary Information is owned by

• technical information such as trade secret processes or devices, know-how,

• business information such as costs, profits, pricing, commissions, scheduling,

• human resources information such as employment policies and practices, personnel,

• other information not generally disclosed by Lifetouch to the public.

2. Definition of Personal Information. Personal Information includes any individually

Lifetouch Companies Employee Handbook

• Accepting personal gifts or entertainment valued in excess of $25.00 from

• Working for a competitor, supplier or customer while employed by Lifetouch where

• Engaging in self-employment in competition with Lifetouch;

• Using Proprietary or Personal Information for personal gain or to Lifetouch’s

• Having a direct or indirect financial interest in or relationship with a competitor,

• Soliciting Lifetouch customers for personal gain;