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Mission Point Resort –

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Employee Handbook

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WELCOME TO MISSION POINT RESORT

On behalf of Mission Point Resort, we welcome you to our team, and we wish you every success here. We believe that real success can only be achieved when individuals are aware of and carry out their roles and responsibilities as members of a team. We also believe that each team member contributes directly to our growth and success, and we hope you will take pride in being a member of our team.

Each member of our team plays a critical role in providing a superior, supportive experience, both in terms of service and our product. Mission Point Resort is successful when we:

Provide knowledgeable, friendly and personalized guidance to all employees; Ensure the achievement of our financial and service commitments to our various

owners; Work with attention to detail and take pride in everything we do; Treat each other with courtesy, respect and compassion; Foster teamwork in a fun and unique work environment; and Provide opportunities for learning and career advancement.

Our management staff will work to provide you with a professional, supportive and creative working environment. Communication is a key element, and it is our desire to maintain a work atmosphere where communication flows freely. Mission Point Resort’s Open Door Policy reflects this commitment. If you have any suggestions on how we can enhance our service, product, or workplace, please let us know, as your ideas and input are keys to our mutual success.

We hope that your experience as a team member of Mission Point Resort will be enjoyable and rewarding.

Mission and Values 3

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General Practices and Philosophies 4Job Related Rules and Practices 10Safety 23Compensation 26

MISSIONS AND VALUESMISSION STATEMENT

Mission Point will be regarded as “the place to stay” for family fun, superior weddings, and groups wishing to provide their attendees with a unique, relaxed meeting experience. We will receive national recognition for excellence in service and quality.

Mission Point will be regarded by the island residents as a good neighbor that is always there to lend a helping hand and provide support for local organizations and charities.

By committing to our three values, our reputation, revenue and rev/par will develop to lead our market.

The Mission Point management team will consistently support and energize all employees to continuously provide inspired service, strive for enhanced productivity and ensure guest satisfaction. This will be accomplished by creating an environment of genuine care, trust, respect, fairness and teamwork.

Our Key Values

1. Service

a. We do whatever we can for our guestsb. We understand there is great dignity in serving othersc. We take responsibility to be hospitable

2. Teamwork

a. We recognize that we need each other b. We treat each other with kindness and respectc. We leave petty and juvenile differences aside

3. Pride

a. We take pride in our resort and our workb. We are careful about how we represent ourselves and our teamc. We are well groomed and care about our image and reputation

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GENERAL PRACTICES AND PHILOSOPHIES

Communication, Problem Resolution and Suggestions for Improvement

We understand the importance of open communication and the valuable contribution you add to our organization’s success. We have a workplace where communication is encouraged and problems can be discussed and resolved in a mutually respectful environment.

To help foster positive communication, the Hotel may schedule meetings. It is important that you attend scheduled meetings so that you have access to current information.

You are encouraged to offer your thoughts and suggestions. We will make every effort to address your concerns. If you have a suggestion or an idea about an improvement, please present it to your supervisor or the human resources department.

If you have a complaint or a problem, we ask you to first discuss it with your supervisor. When bringing problems to a supervisor's attention, please use a positive approach and come prepared with possible solutions. We appreciate ideas and feedback from you. Direct, cooperative interaction between the immediate supervisor and the employee is essential to solving most problems. If, at this stage, an appropriate solution to the problem cannot be developed, or if additional assistance is needed, please contact an Executive Committee Member, the Human Resources Director, or the General Manager.

We believe that the strategy of direct, open communication combined with a sincere desire to resolve problems is the most effective approach, and one that develops strong, mutually beneficial relationships.

At-Will Employment

Mission Point Resort’s employment policy is "at-will". Under the "at-will" policy, neither you nor Mission Point Resort is committed to continuing the employment relationship for any specific term. Rather, the employment relationship will continue at will. Either side may Revised 01/15


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terminate the relationship at any time, with or without cause, for any reason or no reason, and with or without notice. In deciding to work for the Mission Point Resort, or continuing to work for the Company, you do so with this understanding and with the acceptance of these terms of employment.Immigration Form I-9The Immigration Reform and Control Act Of 1986 (IRCA) prohibits employers from hiring or recruiting any alien not lawfully admitted for permanent residence or authorized to be employed by the IRCA or by the U.S. Attorney General. The IRCA also prohibits employers from continuing to employ unauthorized workers after their unauthorized status becomes known, and imposes strict procedural obligations on employers to ensure against the employment of unauthorized workers. Per Federal law, all employees are required to complete an I-9 form upon hiring. Employees who fail to provide the required documents will not be allowed to work until they comply with the law.

HIPAA and Employee Information ReleaseMission Point Resort is not a covered entity as defined by HIPAA; however, we do maintain health care and related plans that are subject to HIPAA requirements. Thus, Mission Point Resort has made a decision that HIPAA privacy and security provisions will apply to protected health information (PHI) maintained by the company. HIPAA regulations will be followed in administrative activities undertaken by assigned personnel when they involve PHI in any of the following circumstances: health information privacy, health information security and health information electronic transmission. Mission Point Resort will consider any breaches in the privacy and confidentiality of handling of PHI to be serious, and disciplinary action will be taken in accordance with our code of conduct.

Only the following information will be released to an individual or organization making an inquiry regarding a current or past employee of Mission Point Resort: Positions held, dates of employment, and wage or salary. Where required by law, information will be released accordingly. In order for information to be released outside the parameters of this policy, Mission Point Resort requires the written authorization of the employee.

Anti-Discrimination PolicyIt is the policy of Mission Point Resort to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, gender, religion,

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national origin, age, marital status, sexual orientation, status as a qualified individual with a disability, veteran status, pregnancy, or citizenship.

As an employer covered under the Americans with Disabilities Act, Mission Point Resort will provide reasonable accommodation to qualified individuals with disabilities. The need for an accommodation should be discussed with the employee's supervisor or with the Director of Human Resources.

Mission Point Resort is dedicated to maintaining a work environment that is free from illegal harassment of any kind. Employees should not be subjected to harassment on the basis of any protected category. Harassing conduct, includes but is not limited to (i) epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to race, color, religion, gender, national origin, age, marital status, sexual orientation, disability, pregnancy, citizenship, or veteran status; (ii) written or graphic material displayed in the work environment that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, sexual orientation, marital status, disability, pregnancy, citizenship, or veteran status. Harassing conduct will not be tolerated at Mission Point Resort.

Any employee who believes that he/she has been subjected to harassment should report this to their supervisor, Human Resources, or the General Manager. Management will promptly and to the extent possible, confidentially investigate allegations of harassment, and will discipline, if appropriate, up to and including termination anyone behaving in a manner as described in this policy. If your issue is not resolved, and you have exhausted the above described procedure, you may contact Mission Point Resort for assistance.

Mission Point Resort prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in the complaint investigation. However, if, after investigating any complaint of unlawful discrimination, Mission Point Resort determines that an employee intentionally provided false information regarding the complaint, disciplinary action may be taken against the one who gave the false information.

Workplace Violence

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Employees who believe threats or acts of violence have been made against them or others should report the details of the incident(s) to their supervisor and Human Resources as soon as possible. All incidents of violence and threats of violence that are reported will be investigated. Any person who engages in a threat or violent action on hotel property may be removed from the premises as quickly as safety permits and may be required at management’s discretion, to remain off Mission Point Resort premises pending the outcome of an investigation into the incident. Once a threat has been substantiated, it is Mission Point Resort policy to put the threat-maker on notice that he/she will be held accountable for his/her actions and then follow through with the implementation of a decisive and appropriate response.

Under this policy, decisions may be needed to prevent a threat from being carried out, a violent act from occurring or a life-threatening situation from developing. Mission Point Resort will make the sole determination of whether, and to what extent, threats or acts of violence will be acted upon by the Company. In making this determination, the Company may undertake a case-by-case analysis in order to ascertain whether there is reasonable basis to believe that workplace violence has occurred. No provision of this policy shall alter the at-will nature of employment at Mission Point Resort.

Employee Information ChangeMaintaining current employee information is important because it enables the Hotel to reach an employee in emergency, mail important information, and properly maintain insurance and other benefits. It is also important to inform human resources when you complete additional training or educational courses so that you may receive proper consideration as job opportunities arise at the Hotel. The Human Resources department at the Hotel should be notified promptly of changes in the following categories of information:

Name Address, telephone number, and email address Beneficiary or dependents listed in your insurance policy Number of dependents for withholding tax purposes Person to notify in case of emergency

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Sexual Harassment PolicyMission Point Resort is committed to ensuring that our workplace is free from sexual harassment and discrimination. We expect all of our staff members to be equally committed to this philosophy, and to demonstrate this commitment in their daily behavior. Sexual harassment is debilitating, intimidating, and demoralizing for its victims regardless of whether they are men or women. Mission Point Resort prohibits any form of sexual harassment. Conduct such as touching, comments of a sexual nature, sexual gestures, and displaying inappropriate pictures are examples of forms of sexual harassment. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical actions of a sexual nature when:

Submitting to them is an explicit or implied term or condition of employment.

Submission or rejection is used as a basis for employment decisions.

The conduct interferes substantially with a person's work performance.

The conduct creates an intimidating, hostile, or offensive work environment.

Harassment can be, but is not limited to: Verbal (epithets, derogatory comments or slurs of a sexual nature) Physical (assault, blocking movement, or other physical interference with

normal work or movement directed at a person because of his or her sex)

Visual (derogatory posters, cartoons, or drawings of a sexual nature)

Sexual favors (unwanted sexual advances that make employment benefits conditional to sexual favors)

Any employee who believes he/she has been the subject of sexual harassment should report the alleged act immediately to their Supervisor, the Human Resources Director or General Manager. The alleged harasser will then have the opportunity to respond to the allegation. An investigation of all complaints will be undertaken immediately. Any employee who has been found by the Hotel to have harassed another employee will be subject to appropriate sanctions depending on the circumstances, up to and including termination. If

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your issue is not resolved, and you have exhausted the above described procedure, you may contact Mission Point Resort for assistance.

Ethics and IntegrityMission Point Resort conducts its business fairly, impartially, in an ethical and proper manner, and in compliance with all laws and regulations. We are committed to conducting our business with integrity underlying all relationships, including those with citizens, guests, suppliers, communities, and employees. The highest standards of ethical business conduct are required of Mission Point Resort employees in performance of their responsibilities. Employees will not engage in conduct or activity that may raise questions as to the company’s honesty, impartiality or reputation or otherwise cause embarrassment to the company. Employees will avoid any action, whether or not specifically prohibited in the hotel’s personnel policies, which might result in or reasonably be expected to create an appearance of:• Giving preferential treatment to any person or entity.

• Losing impartiality.

• Adversely affecting the confidence of the public in the integrity of the company.

Every employee has the responsibility to ask questions, seek guidance, report suspected violations, and express concerns regarding compliance with this policy. Retaliation against employees who report genuine concerns will not be tolerated. If your Issue is not resolved, and you have exhausted the above described procedure, you may contact Mission Point Resort for assistance.

Introductory PeriodThe first 90 days of every employee’s tenure is considered the “Introductory Period”. During this period, you will be able to determine if your new job is suitable for you, and Mission Point Resort will have an opportunity to evaluate your work performance. However, just as there is no guarantee that you will be allowed to continue employment for the duration of the introductory period, completion of the introductory period does not guarantee employment for any period of time thereafter, and does not alter the employment at-will relationship.

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Full-Time and Part-Time EmploymentA full-time employee regularly works 30 hours or more each week. A part-time employee regularly works less than 30 hours each week.Regardless of the full or part-time distinction, employees earn the right to participate in Mission Point Resort benefits as provided by the qualification requirements stated for each benefit, and as mandated by state law.

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JOB RELATED PRACTICES AND RULES

Confidential, Private, and Sensitive InformationDue to the nature of our business, Mission Point Resort employees have a responsibility to protect confidential, private, and sensitive information that may, in the course of their duties, become known to them. In order to protect this information, each employee must maintain the confidential nature of information that is not generally known to the public, including but not limited to:

Proprietary Software or Processes Pricing Information Trade Secrets Customer Lists Private Guest Information including, but not limited to name or room number Employee Lists Private Employee Information Business Plans Data Bases Training Materials

Do not, under any circumstances, make any statements to the press. All inquiries from the press or media should be directed to the General Manager. Additionally, no media photography is permitted at the Hotel without the consent of the Executive Office.

Employees are in a position to observe the personal lives of many people. You must refrain from discussing your observations either within or outside the Hotel. Employees may not ask a guest for an autograph, or disclose that they are staying at the Hotel to anyone not employed by the Hotel. An employee's telephone number, address, or schedule should never be released to anyone without the employee's permission. Refer all inquiries about an employee to the Human Resources office.

Dress Code and Appearance Standards

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Mission Point Resort expects employees to dress for work in a professional manner that displays an exceptional service image, and is not distracting or disrespectful to guests, vendors, or fellow employees. The Hotel reserves the right to determine whether an employee is fit for duty and will be permitted to work. The following guidelines apply to all employees; however, your position may have additional grooming guidelines.

In cases where a substantially limiting disability or religious practice prevents full compliance with this policy, notify management immediately of applicable requirements and prohibitions for consideration of accommodation. Validation may be required, with periodic updates as necessary.

Practice good personal hygiene habits (i.e. daily bathing, brushing teeth, use of deodorant and mouthwash).

Keep hair clean and neatly styled. Extreme hairstyles, as determined by management, are not permitted. No unnatural looking hair colors are permitted.

Avoid heavily scented perfumes, colognes, or after-shave lotion. Use of smokeless tobacco while on duty is strictly prohibited. Use of chewing gum in a guest area while on duty is strictly prohibited. Uniforms will be provided for employees based upon their position. Please avoid

wearing uniforms and name tags off property. Upon separation from the Hotel, all issued uniform articles must be returned to the Hotel.

Black shoes and a black belt should be worn while in uniform. Necklaces should not be visible on any uniform. A simple chain may be permitted. Black socks must be worn with dark uniform pants. Undershirts must not be visible at the sleeve. They must be plain white and free from

design or lettering. No personal items, such as combs, cellular phones, or other objects should be carried

in the pocket where they are visible. When required by Hotel management, nametags will be worn at all times. They should

be placed on the left side, approximately two inches below the collar bone. For those wearing Mission Point uniforms, the nametag should be centered above the logo.

Shirts must tucked in at all times.

Dress Code and Appearance Standards (Continued)

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An associate may choose to wear their own pants. Capris, denim, and pants with cargo pockets are not permitted. Appropriate colors must be worn with uniforms.

If you are not required to wear a uniform, your clothing should be in good business taste, appropriate to your job, and in good repair. For females, mini-skirts (shorter than three inches above the knee), halter-tops, tank tops, low cut tops, and midriffs are not permitted. Also, any blouse, skirt or dress of sheer material must be worn with a slip or camisole.

A maximum of two simple rings on each hand is allowed. A wedding band worn with engagement ring is considered one ring.

Employees may wear one bracelet as well as one wristwatch. Female associates may wear earrings. Earrings must be tasteful and conservative. Ear

cuffs are not permitted. Male associates may not wear earrings. Visible body piercing other than earrings (females only) is not permitted. Flesh-toned

spacers may be used. Tattoos should not be visible or exposed. If necessary, tattoos may be covered by a

plain bandage, depending on the size of the tattoo. All concealers must be plain, neat, and conservative in nature.

Footwear should conform to the approved safety requirements and adhere to departmental standards. Closed-toe shoes and closed-heel or a closed heal strap are required. Hiking boots, tennis shoes, slippers, flip flops, and athletic shoes are not permitted unless it is part of your approved uniform and is approved by management. Associates who are on their feet all day are encouraged to wear low heeled shoes.

Sunglasses or dark lenses may be worn indoors only when prescribed by a physician. Fingernails are to be kept neatly trimmed and moderate in length. Additional uniform clothing standards or restrictions may be required by government

health and safety regulations.

Additional Standards for Men Men shall be clean-shaven; neatly trimmed facial hair may be permitted at the

discretion of the manager. Hair must be neatly trimmed and above the collar line. Ponytails are not acceptable. Male associates are not allowed to wear nail polish.

Dress Code and Appearance Standards (Continued)Additional Standards for Women

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Hair must be neat, attractive, and conservatively styled. Food and Beverage, Guest Services, Engineering, and Housekeeping female associates

are to wear their hair away from their face if it is shoulder length or longer. Makeup should be conservative, tastefully applied, and not excessive. Nail polish is allowed in conservative colors: neutrals, pinks, reds, or corals.

Telephone UseMission Point Resort relies on the use of telephones to communicate with guests, vendors, other individuals, and organizations as required by business needs.

Use of Hotel phones, guest room phones, cell phones, and public area pay telephones for personal calls is prohibited. Ask your friends and family members not to call you during working hours. Calls of an emergency nature will be forwarded to you on a priority basis. Employees are permitted to make or receive personal calls while at work only when absolutely necessary while on a break or during lunch. Long-distance calls charged to the Hotel are not permitted. Please note that the carrying and use of personal pagers, cellular telephones, MP3 players or similar devices during your work shift is not permitted unless required by your job.

Employees should be aware that their telephone calls may be monitored from time to time to ensure that Hotel communication and service standards are being met.

Electronic Mail, Voice Mail, Computer, and Internet UseMission Point Resort maintains, as part of its business, computers and related hardware and software. These systems are provided to assist in the conduct of business within the hotel and remain at all times Mission Point Resort property. All Hotel computers, e-mail facilities, and Internet access accounts are Company property and may not be copied or transmitted to any outside party or used for any purpose not directly related to the business of the organization. They are to be used for Hotel business only and not for personal use, including the “playing” of computer games or personal use of the Internet during work hours. To prevent computer viruses from being transmitted through the system, employees are not authorized to download any software or other files onto their computer or any drive in that computer from the Internet or from a disk or other portable storage device brought from outside the Hotel. Employees interested in obtaining software from the Internet or

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using software outside of the Hotel must do so only with the written authorization of management.

Employees may access only files or programs that they have permission to enter. Unauthorized review, duplication, dissemination, removal, damage, or alteration of files, passwords, computer systems, programs or other hotel property, or improper use of information obtained by unauthorized means, may be grounds for discipline up to and including immediate termination.

Employees accessing the Internet are representing Mission Point Resort when doing so. Accordingly, all such communications must be authorized and should be for professional, business reasons and should not be for personal use. Each employee is responsible for insuring that they use their Internet access privilege in an effective, ethical and lawful manner.

Employees are prohibited from sending, saving or viewing offensive material. Offensive material includes, but it is not limited to, sexual comments, jokes or images, racial slurs, gender specific comments or any comments, jokes or images that would offend someone on the basis of his or her age, disability, gender, race, religion, national origin, physical attributes, sexual preference or any other classification protected by federal, state or local law. Any use of the Internet to harass or discriminate is unlawful and strictly prohibited. Violators will be subjected to discipline up to and including immediate termination.

Examples of inappropriate use include, but are not limited to, activities supporting part-time businesses, jokes, chain letters, notification of outside organization meetings, and receipt of personal mail at the work place.

Each employee is responsible for the content of all text, audio, or images they place or send over the Internet. All messages communicated on the Internet should have the employee’s name attached; messages may not be transmitted using another person’s name or under an assumed name. Employees who wish to express personal opinions on the Internet may not do so using Mission Point Resort computers or accounts.

Please note that any communications, including text and images, may be disclosed to law enforcement and other third parties without prior consent of the sender or receiver.

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In addition, management may advise appropriate legal officials of any illegal violations. Employees should expect that all information created, transmitted, downloaded, received or stored in Hotel computers may be accessed by the Hotel at any time without prior notice, even if previously deleted. Employees should not assume that they have an expectation or privacy or confidentiality in such messages or information (whether or not such messages are password-protected), or that deleted messages are removed from the system, because they are normally recoverable.

Violations of any of the guidelines set forth above will result in disciplinary action up to and including immediate termination.

Facilities UsageWe ask that employees confine their presence to areas directly connected with the performance of their work. Unless on a work assignment or with prior approval, off-duty employees may not be in working areas inside the Hotel, such as on a guest floor, in the restaurant, the bar, in meeting rooms, or any other guest facilities within the hotel at any time.

Always use the most direct or authorized route to and from any work area and employee areas. All uniformed staff members should use service elevators unless otherwise authorized.

Public areas such as restaurants, guest elevators, rest-rooms, shops, arcade, fitness center, lawn, and pool are off limits and may not be used by off-duty employees without prior authorization. Only the Human Resources Director and General Manager may authorize the use of guest rooms and food and beverage facilities according the Facilities Usage Policy. Absent written permission, use of public areas is prohibited. The exception is Lakeside Marketplace and the golf course. The lawn, the benches, Circle Drive, and lobby doors are for guest use only. Please see map on next page.

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Personnel RecordsMission Point Resort maintains records pertaining to employment in an employee's personnel file. The personnel file is the property of the employer. Personnel files are not to be removed from the Human Resources office. An employee may request to view their personnel file by making an appointment with the Director of Human Resources. An employee is not permitted to remove or otherwise alter the contents of the personnel file.

Counseling, Discipline and Performance CorrectionThe policy of Mission Point Resort is to attempt to provide employees with notice of performance problems and an opportunity to improve. However, as an employer at-will, Mission Point Resort reserves the right to remedy performance problems, and administer discipline up to and including termination, as deemed appropriate. To determine appropriate disciplinary action to be taken, the following factors are considered:

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Frequency of the problem or action Employee's past record both positive and negative Employee's length of service Employee's point of view about the problem Impact or consequence of the infraction to the Hotel's business Impact or consequence of the infraction to the Hotel's guest(s) Impact or consequence of the infraction to other employee(s)

Some employee behaviors or work performance will result in immediate termination. Other problems are more appropriately handled by warnings, counseling, additional training, written reprimands, or a final warning, which will all lead to termination if satisfactory improvement is not shown. Because no Handbook or policy can possibly list all behaviors that would be viewed as unacceptable, you should use common sense in your conduct, behave at all times in an honorable, safety-conscious and businesslike manner, and treat your co-workers, supervisors, and customers with respect. Again, nothing in this policy should be construed to alter the at-will employment relationship.

Attendance and PunctualityThe success of Mission Point Resort relies upon the efforts of many team members. Absenteeism and tardiness place a burden on other team members and disrupts the Hotel's business activities. Each employee's regular and punctual attendance is essential to personal, team and Hotel success.

If you are unable to report to work, you must notify your Supervisor immediately, giving a specific reason why you will be absent. Telling a co-worker that you will be absent is not considered notification. Notice of absence must be given as far in advance of your scheduled shift as possible (no later than two hours prior to the start of your scheduled shift).

You may be required to provide physician verification of illness for periods of absence that exceed three days, if confirmation is needed regarding your fitness for work, if absenteeism becomes excessive, or if the validity of your absence is questioned.

Excessive absences and or tardiness, regardless of whether excused or not, may be grounds for disciplinary action up to and including termination, and are subject to the

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provisions stated in the Counseling, Discipline and Performance Correction provision found in this handbook. Two consecutive shifts absent without informing management will be considered job abandonment; however, any no-call, no-show may subject an employee to termination depending on the reason for the absence and the impact to the business.

Theft, Dishonest Conduct, and General MisconductWhenever people are required to work together for any purpose, they need certain guidelines to govern their personal conduct. Mission Point Resort considers work rules to be an important responsibility. They are a necessary part of managing our business so that employees can work safely and effectively. These rules apply equally to all employees. Mission Point Resort will enforce these standards and rules on a fair and consistent basis. Violation of the rules identified below may call for some form of disciplinary action, up to and including termination, as determined at the sole discretion of hotel management. It is necessary to point out that the types of misconduct identified below are merely examples of conduct that may lead to disciplinary action up to and including termination.

The following does not represent a complete or exhaustive list of all types of conduct that can result in disciplinary action as it is not possible to identify each and every type of misconduct or infraction that might lead to discipline. In addition, this policy does not alter in any way the employment-at-will relationship.

Disrespectful, discourteous conduct towards guests, co-workers or management. Falsification or careless completion of records, including but not limited to application

forms, work schedules, time sheets, clocking in/out for another employee and computer records.

Any type of fraud, dishonesty or deception related to your job, whether or not such constitutes a crime and whether or not there has been an arrest or conviction.

Engaging in intrusive behavior with regard to any Hotel guest such as soliciting autographs, photos, tickets or any other requests not ordinarily connected with the functional requirements of the job.

Uttering, publishing or distributing by either printed or electronic means, material or statements that are false, vicious, malicious or confidential concerning the Hotel, or any of its guests, employees or managers or concerning any other service establishment or individual directly or indirectly related to the conduct of the Hotel or Mission Point Resort, unless otherwise protected by law.

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Disclosure of confidential guest information or revealing the presence or location of any celebrity guests. Only the General Manager, the Public Relations Director, the Director of Sales and Marketing, or a public relations firm retained by the hotel, may give information to the news media or anyone outside the organization at any time.

Removal of or providing access to any Hotel records or proprietary information to unauthorized persons. Removal of property belonging to an employee, visitor, guest, or the Hotel including lost and found items. Removal of any food or beverage from the Hotel’s premises without a properly completed pass signed by an authorized manager.

Unauthorized personal use of Hotel or guest telephones, including making long distance phone calls.

Improper possession or use of Hotel keys, pager, cell phone, or Internet including, but not limited to, losing, misplacing, loaning, duplicating, altering or removing from an authorized area. Keys should be in the possession of the employee to which they are signed out at all times; it is a violation of company policy to allow others to use your keys.

Conversion, destruction or misuse of Company funds, assets, equipment, or other property. Use of Company or guest equipment or facilities for purposes other than Company business without written authorization. Failure to maintain a satisfactory and accurate accounting and control of cash banks. Making personal use of funds from cash banks for any reason. Careless handling or loss of Hotel pagers, keys or cash.

Causing injury to another employee or guest or any act which results in a potential or real loss or damage to you, another employee, the Hotel or a guest.

Altering or forging a guest check, credit voucher or adding an un-authorized tip to a guest check.

Commenting or displaying negative body language regarding gratuities given or withheld, or soliciting gratuities.

Immoral, indecent or illegal conduct, on hotel premises, soliciting persons for such purposes or aiding or abetting in such acts.

Dishonesty or failure to report an act or plan of dishonesty or illegal activity, whether you obtain knowledge directly or indirectly.

Insubordination, including refusal to do assigned work or refusal to perform work in the manner described by a manager. Any employee feeling that an instruction from a manager is unfair or unjust should first perform the task and then discuss their concerns with their manager, the human resources department, or the General Manager.

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Behavior which creates an intimidating, hostile or offensive work environment including making unwelcome advances, requests for sexual favors and other verbal or physical expressions of a sexual nature to guests or employees.

Abuse, defacement, damage, or destruction of Hotel, guest or a fellow employee’s property.

Engaging in conduct detrimental to the business interests or reputation of Mission Point Resort.

Discrimination against a guest or fellow employee because of race, color, age, religion, sex, national origin, disability, sexual orientation, marital status, medical condition as defined under state law federal law, pregnancy, childbirth and related medical conditions or other protected groups under the law.

Fighting, intimidating, coercing, or use of threatening, obscene, or abusive language or harassment of guests or other employees through verbal or physical conduct.

Engaging in horseplay, or creating any type of disturbance on the premises. Receiving commissions or tips from vendors. Engaging in outside business, personal interests, or activities and outside work for hire

that distracts from your job performance or creates a conflict of interest. Interfering with the work efficiency of other employees. Sleeping while on duty.

Voluntary ResignationMission Point Resort recognizes that employees may seek an opportunity with another employer. We ask that the resigning employee:

Provide notice of their resignation in writing Give at least two weeks’ notice Return all property to the Hotel

Weapons PolicyEmployees of Mission Point Resort are strictly prohibited from possessing or bringing any type of weapon on Hotel property. This includes, but is not limited to, hand-guns, rifles, clubs, batons, knives with blades over two inches in length, stun guns, or any type of explosive material. Any employee discovered with any type of weapon, concealed or otherwise, as determined by the Hotel, will be subject to immediate termination of employment.

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Outside EmploymentEmployees are free to have outside activities, including employment, as long as there is no adverse impact on Mission Point Resort. Adverse impact includes, but is not limited to attendance or punctuality difficulties, job performance problems, conflict of interest concerns, or the infringement of the proprietary interests of Mission Point Resort.

Employee Smoking PolicyMission Point Resort maintains a smoke-free facility. No smoking (including, but not limited to, cigarettes, pipes, or cigars) is permitted at any point whil on company business or while in transit between the property and the ferry when the employee is in company uniform.

Smoking is prohibited in any building including employee housing, both by Michigan Law and Mission Point Resort Policy. Employees may smoke outside during breaks or when off duty:

1. Outside the lower entrance to the west end of the Quorum2. The west end of the Wind Tunnel3. The east end of the Receiving Dock

When smoking or otherwise using tobacco or similar products in the designated areas, employees will not leave cigarette butts or other traces of litter or tobacco use on the ground or anywhere else. All litter is to be disposed of properly in the receptacles provided for that purpose.

The use of tobacco or similar products on Mission Point property while off duty is a privilege, as long as such use does not interfere with the employees work, fitness for duty, or professional appearance. The abuse of this privilege may be grounds for discipline up to and including eviction from employee housing or termination of employment with Mission Point Resort.

Drug and Alcohol Free Workplace PolicyMission Point Resort believes that a healthy and productive work force, safe working conditions free from the effects of drugs and alcohol, and maintenance of excellence in the quality of Mission Point Resort’s products and services, are important to the Company, our employees, owner, customers, and the general public. The abuse of drugs and alcohol creates a variety of workplace problems including increases in on the job injuries, increased absenteeism, increased burden on health and benefit programs, increased workplace theft,

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decreased employee morale, decreased productivity, and a decline in the quality of our products and services.

To balance the interests of the Company, its employees, and the welfare of our customers and owners, it is the policy of Mission Point Resort to prohibit the use, possession, or sale of illicit drugs and alcohol in the workplace, away from the workplace while conducting Company business, or while operating a Company vehicle. Any violation of this substance abuse policy will result in disciplinary action up to and including termination.

The Company believes that all associates have a right to a drug-free workplace. Associates who suffer the effects of substance abuse are encouraged to seek assistance before engaging in conduct that would be a violation of Company policy. As part of the enforcement of this policy, the Hotel may conduct pre-employment drug testing, as well as random drug testing; in accordance with Federal Department of Transportation standards and applicable state statutes. Additionally, the Hotel may conduct drug testing when there is reasonable suspicion that an associate is under the influence of drugs or alcohol, or in connection with an accident, unless otherwise specified under state law.

Being under the influence, unauthorized consumption and/or possession of alcohol while on duty will constitute violation of this policy and may result in termination. The Company defines being “under the influence” as any blood alcohol level above 0.00%.

Employees are not permitted to purchase alcohol at Mission Point Resort outlets. Exceptions may be permitted for off-duty employees: with the written approval of the General Manager and the Human Resources Director, associates may consume alcohol in a restaurant outlet for special occasions. Alcohol must be purchased at full price. It is critical that the associate remember that this is a privilege that must not be abused. The associate must exhibit mature behavior and remain in control of his or her mental and physical faculties at all times. Should the employee fail to do so, his or her alcohol privileges will be revoked for the remainder of his or her employment at Mission Point Resort.

Managers and associates are not permitted to sign for any alcoholic beverages any member of their party consumes, with the exception of Sales Managers entertaining clients and Executive Committee members. Any associate who serves alcohol to an associate without written permission from the General Manager and Human Resources Director is committing a violation of this policy and may be subject to termination.

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Any employee who has consumed alcohol may not return to the office or work area except in extreme circumstances as deemed appropriate by the General Manager or Human Resources Director.

SAFETYEmployee ResponsibilityEach employee at the Hotel is expected to perform work duties with the utmost care and respect for safety considerations. In order to meet our commitment of compliance with all health and safety laws applicable to our business, we enlist the help of all employees to ensure that public and work areas are free from any safety and health hazards.

Mission Point Resort provides information to employees about workplace safety and health issues through regular internal communication channels such as meetings, bulletin board postings, memos, and electronic or other written communications. In addition, the Hotel has established a workplace Safety Program, and its success depends on the alertness and personal commitment of all employees.

Some of our best safety improvement ideas come from employees. If you have ideas, concerns, or suggestions for improved safety in the workplace, you are encouraged to discuss them with your supervisor.

Employees who violate safety standards, fail to use required safety equipment or materials, cause hazardous or dangerous situations, or who fail to report or where appropriate remedy such situation, may be subject to disciplinary action, up to and including immediate termination. Observance of safety rules is essential to prevent on the job injuries and maintain a safe workplace. Each employee is expected to:

Read and follow all Hotel safety procedures. Report unsafe conditions or potential hazards to management. Report any accident or injury, no matter how minor, to Hotel management or the

Human Resources department immediately. Read and follow machinery and equipment operating instructions. Not engage in horseplay.

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General Safety RulesFollow all safe work policies and procedures as outlined and available within each department.

1. Be thoughtful, orderly and aware in your activities. Many injuries are the result of horseplay and/or lack of proper attention to a task being performed.2. Practice good housekeeping around your work area. Clean and straighten as you go, rather than just at the end of your shift.3. It is your responsibility to use the safety devices including but not limited to face masks, harnesses, head and eye coverings, and all other required or applicable equipment provided for your protection at all times. 4. Protect your back by lifting with the stronger leg muscles – not with the back.

Never attempt to lift an object that is too heavy or bulky to be moved safely by one person. Enlist the help of others.

Avoid twisting movements as you lift. Never lift an object when stretching across a counter, shelf, or table. Pull the

object toward you or walk yourself to the object before lifting. Think before you lift, and use common sense and good judgment. Ask for help

lifting heavy, large, or awkward items.

Hazardous Materials HandlingBefore you handle any cleaning agents or other potentially hazardous chemicals, review the Material Safety Data Sheets (MSDS) on the products. Take responsibility to ensure that you are trained in the use of any product that may be hazardous prior to handling such products. The Hazardous Materials Manual, which reviews proper handling procedures, is available to all employees. Management at your hotel will instruct you on where these documents are located at your property.

Care of EquipmentEmployees are expected to use care when using Hotel equipment. Inappropriate use of equipment cannot only cause damage to the equipment, but can also cause injury. Damage caused to machinery, property or equipment should be reported to management

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immediately. Hotel machinery, property or equipment is not to be removed from the premises without authorization from management.

Reporting a Work-Related Injury or AccidentAll accidents or injuries, regardless of how insignificant the injury or accident may appear, must be reported immediately to your manager. If an injury does not currently require medical attention, the appropriate forms must still be completed in case medical treatment is needed later, and to insure that any existing safety hazards are corrected. The Employee’s Claim for Workers’ Compensation Benefits form must be completed when an injury requiring medical attention has occurred.

The Occupational Safety and Health Administration requires that we keep records of all accidents that occur during the workday. State and local law may also require that you report any workplace illness or injury, no matter how slight. If you fail to report an injury, you may be subject to disciplinary action up to and including termination of employment. If you experience a work-related injury or accident, follow these steps:

1. Report the incident to both your shift supervisor and the Security Manager immediately. All incidents or accidents causing injury to a person or property must be reported within two hours.

2. If a serious injury occurs, call the hotel operator, who will call 911 for emergency response, so that you may be transported to a medical facility. If the injury is minor, a supervisor may accompany you to an approved provider for treatment. At this time, you will be instructed to submit to drug testing if you are required to do so according to the Hotel’s Drug and Alcohol Free Workplace Policy as it relates to post accident testing.

3. Complete the incident report forms no later than the next day. 4. If you have any questions or need additional information, contact the Security

Manager.

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Fire Protection Rules1. Familiarize yourself with the location of all fire extinguishers and emergency exits

throughout the building.2. Take all precautions to prevent fire hazards. 3. Never block fire extinguishers or emergency equipment.4. Report any missing fire extinguishers or emergency equipment to the Human Resources

Director, Director of Engineering, or Night Manager immediately.5. Report any fire, regardless of how small to the Hotel operator immediately. Be able to

report the exact location of the fire.6. If a notice to evacuate is given, respond quickly and calmly. Descend stairs calmly, but quickly, and make sure to use the handrails. Do not use the elevator.

In the Event of an EmergencyIf an alarm sounds, remain calm and leave the building. Guests are to be directed to the main lawn. Employees should gather on the lawn across from the Greens, down the hill from the Mission House. Remain outside until management indicates that it is safe to return.

COMPENSATIONWork SchedulesEmployees will be informed of their work schedule; however, staffing needs, operational schedules, and customer needs may necessitate variations in starting and ending times as well as variations in the total work hours that may be required. Management reserves the right to schedule employees to work overtime. Whenever possible, management will offer overtime work on a voluntary basis before assigning overtime. Requests for time off must be submitted in writing to the employee's supervisor. Time off is usually granted on a first come, first served basis, and will be granted or denied based on the needs of the operation. You may not exchange shifts without the prior approval of your manager.

In case of an emergency, Management reserves the right to require employees who are not scheduled to report to work. Management will provide employees with as much advance notice as possible.

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OvertimeThere may be times when you will be required to work overtime so that we may meet our guest’s needs or complete assigned duties. Your manager must approve all overtime in advance.

Mission Point Resort complies with all the provisions of the Fair Labor Standards Act and applicable state regulations with respect to the payment of overtime to all non-exempt employees. For the purpose of calculating overtime, only time worked shall be counted toward meeting overtime calculation requirements.

Direct DepositMission Point Resort can pay by direct deposit if you elect this service. With direct deposit, your paycheck is sent electronically from the Hotel to a checking or savings account(s) at the bank of your choice.

Pay CorrectionsMission Point Resort takes all reasonable steps to assure that employees receive the correct amount of pay and are paid promptly on the scheduled payday.

If you feel there is a discrepancy or error on your paycheck, promptly discuss it with your manager, who will bring it to the attention of the payroll administrator. Errors will be promptly corrected.

Pay AdvancesMission Point Resort does not provide payroll advances or extend credit to employees.

Time OffMission Point Resort does not offer paid time off as a benefit to seasonal staff. Workers not eligible for paid time off may still take time off with the understanding that there will be no compensation for absences. All planned absences should be approved in advance by the department head. Year-round employees are offered paid time off in three classifications: Personal Days, Holidays, and Vacation. For year-round hourly employees, a day off is calculated as eight hours. For year-round salaried employees, each day off is calculated on the basis of a five day work week – one tenth of the employee’s biweekly salary. Paid time

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off is to be taken in whole day increments

1. Personal Days:All full-time, year round employees are awarded 5 days of paid personal days at the beginning of each calendar year. Unused days will roll over to a maximum of 15 banked days of personal time. Upon termination of employment, personal days (active or banked) will not be paid out.

An employee taking a personal day is expected to notify their department head and fill out an Absence Request at the first opportunity.

2. Vacation Days:All full time, year round employees are awarded vacation time at the beginning of each calendar year. Vacation time is based on the amount of time as a full time, year round employee and is awarded as follows:0-4 years: 10 days5-9 years : 15 days10+ years: 20 days

Vacation time must be approved in advance by the department head and submitted via an Absence Request form.

Any unused vacation time will be forfeited at the end of the calendar year. Vacation time is eligible for a payout request upon termination.

New employees become eligible for paid time off after 30 days of service. Personal Days and Vacation Days will be prorated for the first year of service, based on hire date.

3. HolidaysMission Point Resort observes the following holidays as paid time off for year-round employees. Holidays do not count against any other paid time off. If the day falls on a weekend, management will determine the day that the resort will observe the holiday.

New Year's Day

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Martin Luther King DayMemorial DayIndependence DayLabor DayThanksgiving DayChristmas Day

Year-round employees become eligible for Holiday pay after 30 days of service.

4. BereavementYear-round employees will be allowed up to three consecutive paid days to attend the funeral of an immediate family member. This leave does not count against other categories of paid time off.

Employment Classification: Temporary Seasonal EmployeeA temporary seasonal employee is someone who is hired to work for a specific period of time or for a specific project. A temporary seasonal employee is not entitled to benefits, except as required by law.

Clocking In and Out, and BreaksEmployees are responsible for clocking in prior to starting work. Clock in only when you are in full uniform and ready to work. Clock out promptly at the end of your shift. Clock in no sooner than five minutes prior to your scheduled start time. Clock out as soon as your supervisor has given permission for you to leave.

We insist that all employees to take a 30-minute un-paid break for lunch. Employees are responsible for clocking in and out during this time. If you forget to clock in or out, notify your manager and they will make the corrections as soon as possible.

If time-clock errors become a regular problem, an employee will be subject to disciplinary action up to and including termination.

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If you have questions or concerns regarding your employment, please visit Human Resources.

Thank you for being an important part of the Mission Point Resort Team!

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