Employee Handbook

The Nature Alliance

TABLE OF CONTENTS
WELCOME 3
INTRODUCTORY INFORMATION.... 4
Confidentiality Agreement
Conflict of Interest

ANTI-DISCRIMINATION AND HARASSMENT.. 5

Americans with Disabilities Act
Equal Opportunity Policy
Policy Prohibiting Harassment and Discrimination
Employment at Will

COMPENSATION AND WORK SCHEDULE 8

Attendance and Punctuality
General Pay Information
Outside Employment
Pay Schedule
Performance Evaluation

Time Records
CONDUCT STANDARDS 10
Company Equipment and Vehicles
Company Property
Conduct Standards and Discipline
Drug and Alcohol Policy
Insider Trading

LEAVE 13
Family Medical Leave (FMLA)
Bereavement Leave
Jury Duty

GENERAL EMPLOYMENT. 16
Employee Classifications
Employee Records
Reference/Background Checks
Termination, Resignation and Discharge

SAFETY AND EMERGENCY.. 17

Fire Safety
Safety
Security
Emergency Measures (inclement weather)

CORPORATE COMMUNICATION AND TECHNOLOGY 19

Bulletin Boards
Communication with Press or Media
Usage of Company Communications Systems

EMPLOYEE BENEFITS... 20
Travel and Expenses
Workers Compensation

VACATION AND HOLIDAYS.. 21

Holidays
Vacation

ACKNOWLEDGEMENT OF UNDERSTANDING. 22

Welcome
Welcome to The Nature Alliance!
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Dear Employee:
You and The Nature Alliance have made an important decision: The Company has
decided you can contribute to our success, and you've decided that The Nature Alliance is
the organization where you can pursue your career productively and enjoyably while
serving and fulfilling our communities needs.
We believe we've each made the right decision, one that will result in a rewarding
relationship. The minute you start working here, you become an integral part of
The Nature Alliance and its future. Every job in our company is important, and you will
play a key role in the continued growth of our company.
As you will quickly discover, our success is based on delivering high quality experiences
and providing unsurpassed customer service. How do we do it? By working very hard,
thinking about our customers' needs, and doing whatever it takes. We do it by treating
each other and customers with respect. We do it by actively planning and adjusting to
situations not only as an individual but as a team.
Should you have any questions concerning this handbook, your employment or benefits,
please feel free to discuss them with your supervisor or manager.

Again, welcome!

Introduction & Description of Company

The Nature Alliance is an organization aiming to provide the experiences of nature to
underprivileged and low income children and teens throughout the Salt Lake Valley. We
refer to this demographic as urban youth. We plan on teaming up with ski shops, outdoor
equipment retailers, resorts, and public transportation in order to provide everything that
these children and teens might need to enjoy the outdoors at a very low cost. In order to
get all of this equipment we will ask shops to donate old gear, as well as use any other
donations as a tax writeoff. Our goal is to get kids out in nature year round whether it is
hiking, skiing, mountain biking, sledding, etc.
The Mission of The Nature Alliance is to establish and mediate connection, between
underprivileged households and the great outdoors.
The vision of The Nature Alliance is to provide affordable exceptional outdoor
experiences, simultaneously creating self-actualization and its correspondence with
nature
At The Nature Alliance we are truly passionate about the outdoors, and we realize that
all work and no play makes Jack a dull boy. That is why we give every employee 5 ski
days each season. For the ski days we will even provide a pass to any resort of your
choosing.
We are especially thankful for our dedicated employees that have put in their time at the
shop. That is why The Nature Alliance will also provide a season ski pass to the resort of
your choosing if you have been working with the company for over a year.

Confidentiality Agreement
Information that pertains to The Nature Alliance's business, including all nonpublic
information concerning The Nature Alliance, its vendors and suppliers, is strictly
confidential and must not be given to people who are not employed by The Nature
Alliance.
Please help protect confidential information - which may include, for example, trade
secrets, customer lists and company financial information - by taking the following
precautionary measures:
1. Discuss work matters only with other Nature Alliance employees who have a
specific business reason to know or have access to such information.
2. Do not discuss work matters in public places.
3. Monitor and supervise visitors to The Nature Alliance to insure that they do not
have access to company information.
4. Destroy hard copies of documents containing confidential information that is not
filed or archived.
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5. Secure confidential information in desk drawers and cabinets at the end of every
business day.
Your cooperation is particularly important because of our obligation to protect the
security of our clients' and our own confidential information. Use your own sound
judgment and good common sense, but if at any time you are uncertain as to whether you
can properly divulge information or answer questions, please consult your Nature
Alliance supervisor.

Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or
appear to conflict with the best interests of The Nature Alliance. You must avoid any
situation in which your loyalty may be divided and promptly disclose any situation where
an actual or potential conflict may exist.
Examples of potential conflict situations include:
Having a financial interest in any business transaction with The Nature Alliance
Owning or having a significant financial interest in, or other relationship with, a
Nature Alliance competitor, customer or supplier, and
Accepting gifts, entertainment or other benefit of more than a nominal value from
a competitor, customer, or supplier of The Nature Alliance.
Anyone with a conflict of interest must disclose it to management and remove themselves
from negotiations, deliberations or votes involving the conflict. You may, however, state
your position and answer questions when your knowledge may be of assistance to The
Nature Alliance.

Anti Discrimination & Harassment

Americans with Disabilities Act
It is The Nature Alliance's policy that we will not discriminate against qualified
individuals with disabilities with regard to any aspect of their employment. The Nature
Alliance is committed to complying with the American with Disabilities Act of 1990 and
its related Section 504 of the Rehabilitation Act of 1973. The Nature Alliance recognizes
that some individuals with disabilities may require accommodations at work. If you are
currently disabled or become disabled during your employment, you should contact your
manager to discuss reasonable accommodations that may enable you to perform the
essential functions of your job.

Equal Opportunity Policy

The Nature Alliance provides equal opportunity in all of our employment practices to all
qualified employees and applicants without regard to race, color, religion, gender,
national origin, age, disability, marital status, military status or any other category
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protected by federal, state and local laws. This policy applies to all aspects of the
employment relationship, including recruitment, hiring, compensation, promotion,
transfer, disciplinary action, layoff, return from layoff, training and social, and
recreational programs. All such employment decisions will be made without unlawfully
discriminating on any prohibited basis.

Policy Prohibiting Harassment and Discrimination

The Nature Alliance strives to maintain an environment free from discrimination and
harassment, where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting,
testing, hiring, promoting, demoting, transferring, laying off, terminating, paying,
granting benefits and training.

Prohibited Behavior
The Nature Alliance does not and will not tolerate any type of harassment of our
employees, applicants for employment, or our customers. Discriminatory conduct or
conduct characterized as harassment as defined below is prohibited.
The term harassment includes, but is not limited to, slurs, jokes, and other verbal or
physical conduct relating to a person's gender, ethnicity, race, color, creed, religion,
sexual orientation, national origin, age, disability, marital status, military status or any
other protected classification that unreasonably interferes with a persons work
performance or creates an intimidating, hostile work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual
advances, requests for sexual favors, offensive touching, or other verbal or physical
conduct of a sexual nature. Such conduct may constitute sexual harassment when it:

is made an explicit or implicit condition of employment

is used as the basis for employment decisions
unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include: demands or subtle pressure for
sexual favors accompanied by a promise of favorable job treatment or a threat concerning
employment.
Specifically, it includes sexual behavior such as:
repeated sexual flirtations, advances or propositions
continued and repeated verbal abuse of a sexual nature,
sexually related comments and joking, graphic or
degrading comments about an employees appearance
or displaying sexually suggestive objects or pictures
including cartoons and vulgar email messages, and
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 any uninvited physical contact or touching, such as patting, pinching or repeated

brushing against anothers body.
Such conduct may constitute sexual harassment regardless of whether the conduct is
between members of management, between management and staff employees, between
staff employees, or directed at employees by nonemployees conducting business with the
Company, regardless of gender or sexual orientation.

Harassment by Nonemployees
The Nature Alliance will also endeavor to protect employees, to the extent possible, from
reported harassment by nonemployees in the workplace, including customers, clients and
suppliers.

Complaint Procedure and Investigation

Any employee who wishes to report a possible incident of sexual harassment or other
unlawful harassment or discrimination should promptly report the matter to Brian Essig.
If that person is not available, or you believe it would be inappropriate to contact that
person, contact Sid Severson or .
The Nature Alliance will conduct a prompt investigation as confidentially as possible
under the circumstances. Employees who raise concerns and make reports in good faith
can do so without fear of reprisal; at the same time employees have an obligation to
cooperate The Nature Alliance in enforcing this policy and investigating and remedying
complaints.
Any employee who becomes aware of possible sexual harassment or other illegal
discrimination against others should promptly advise Brian Essig or any other appropriate
member of management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate
discipline, which may include termination.

Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in
good faith will not be adversely affected in terms and conditions of employment and will
not be retaliated against or discharged because of the complaint.
In addition, we will not tolerate retaliation against any employee who, in good faith,
cooperates in the investigation of a complaint. Anyone who engages in such retaliatory
behavior will be subject to appropriate discipline, up to and including termination.

Training
The Nature Alliance will establish proper training for all employees concerning their
rights to be free from sexual harassment and other discrimination and steps they can take
to stop it.
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Employment at Will
Unless expressly proscribed by statute or contract, your employment is "at will." All The
Nature Alliance employees are at will, which means they may be terminated at any time
and for any reason, with or without advance notice. Employees are also free to quit at any
time. Any employment relationship other than at will must be set out in writing and
signed by The Nature Alliance's Sid Severson.

Compensation & Work Schedule

Attendance & Punctuality
Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as
far in advance as possible. If you do not call in an absence in advance, it will be
considered unexcused.
Unsatisfactory attendance, including reporting late or quitting early, may be cause for
disciplinary action, up to and including discharge.

General Pay Information

Certain deductions will be made in accordance with federal and state laws.
In addition, the Company makes available certain voluntary deductions as part of the
Companys benefits program. If an employee elects supplemental coverage under one of
the Company's benefits plans, which requires employee contributions, the employee's
share of the cost will be deducted from his or her check each pay period. If the employee
is not receiving a payroll check due to illness, injury, or leave of absence, he or she will
be required to pay the monthly cost directly to the Company.

Outside Employment
Because of The Nature Alliance's obligations to its customers, the Company must be
aware of any concurrent employment you may have to determine whether or not it
presents a potential conflict.
Serving on any public or government board or commission qualifies as employment for
purposes of this policy, regardless of whether such service is compensated.
Before beginning or continuing outside employment, employees are required to complete
a questionnaire detailing the involvement with the other employer and to obtain the
written approval of their managers and Brian Essig. Failing to obtain prior approval as
described may be cause for disciplinary action, up to and including termination.
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Employees who are on leave of absence, including FMLA leave or Workers'

Compensation leave are prohibited from having outside employment during their leave.

Pay Schedule
Employees will be paid on every other Friday. If the regular payday falls on a holiday,
payday will be the last regular workday before the holiday.
The pay week starts at the beginning of your shift on Monday and includes all work you
perform up to the close of business on Sunday.
A few additional facts about pay:
You will be paid your first week's wages at the end of the first workweek.
Any overtime earnings will be paid one week following the actual hours worked.
You can receive vacation pay in advance if you are taking five consecutive days,
and that check will be distributed on the last payday preceding vacation. To be
paid in advance you must notify your supervisor one week before your vacation
begins so that a check can be prepared.
If a paycheck is lost or stolen, notify Sid Severson immediately.

Performance Evaluations
Supervisors and employees are strongly encouraged to discuss job performance and goals
informally any time.
Additional formal performance reviews will be conducted to provide both supervisors
and employees with the opportunity to discuss job tasks, identify and correct weaknesses,
encourage and recognize strengths, and discuss positive, purposeful approaches for
meeting goals. These formal reviews will be conducted every 3 months.

Time Records
All non-exempt employees must keep accurate time records by completing timesheets or
punching a time clock when entering or leaving the building, including coming and going
during lunch periods. Tampering with, falsifying or altering time cards or punching
another employee's time card will result in disciplinary action, up to and including
discharge. Failing to record work time may also result in disciplinary action.
For payroll purposes, time is rounded to the nearest of an hour.

Conduct Standards

Company Equipment and Vehicles

When using The Nature Alliance property, including computer equipment or hardware,
exercise care, perform required maintenance and follow all operating instructions, safety
standards and guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or
in need of repair. This prompt reporting could prevent the equipment's deterioration and
could also help prevent injury to you or others. Should you have questions about the
maintenance and care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may
be disciplined or even discharged. In addition, you may be held financially responsible
for any loss to The Nature Alliance because of such mistreatment.

Company Property
Please keep your work area neat and clean and use normal care in handling company
property. Report any broken or damaged equipment to your manager at once so that
proper repairs can be made.
You may not use any company property for personal purposes or remove any company
property from the premises without prior written permission from Brian Essig.

Conduct Standards & Discipline

The Nature Alliance expects every employee to adhere to the highest standards of job
performance and of personal conduct, including individual involvement with company
personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any
company policy, practice or rule of conduct. The following list is intended to give you
notice of our expectations and standards. However, it does not include every type of
unacceptable behavior that can or will result in disciplinary action. Be aware that The
Nature Alliance retains the discretion to determine the nature and extent of any discipline
based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not
limited to the following:

unsatisfactory quality or quantity of work

repeated unexcused absences or lateness

failing to follow instructions or Company procedures, or

failing to follow established safety regulations.

Employees may also be disciplined or terminated for misconduct, including, but not
limited to the following:

falsifying an employment application or any other company records or documents

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failing to record working time accurately or recording a co-workers timesheet

insubordination or other refusal to perform
using vulgar, profane or obscene language, including any communication or
action that violates our policy against harassment and other unlawful forms of
discrimination
disorderly conduct, fighting or other acts of violence
misusing, destroying or stealing company property or another persons property
possessing, entering with or using weapons on company property
possessing, selling, using or reporting to work with alcohol, controlled substances
or illegal drugs present in the employee's system, on company property or on
company time
violating conflict of interest rules
disclosing or using confidential or proprietary information without authorization
violating the Companys computer or software use policies, and
being convicted of a crime that indicates unfitness for a job or presents a threat to
the Company or its employees in any way.

Drug and Alcohol Policy

The Nature Alliance strives to maintain a workplace free of drugs and alcohol and to
discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by
employees can impair the ability of employees to perform their duties, as well as
adversely affect our customers' and customers' confidence in our company.

Alcohol
Employees are prohibited from using or being under the influence of alcohol while
performing company business for The Nature Alliance, while operating a motor vehicle
in the course of business or for any job-related purpose, or while on company premises or
a worksite.

Illegal Drugs
The Nature Alliance employees are prohibited from using or being under the influence of
illegal drugs while performing company business or while on a company facility or
worksite. You may not use, manufacture, distribute, purchase, transfer or possess an
illegal drug while in The Nature Alliance facilities, while operating a motor vehicle for
any job-related purpose or while on the job, or while performing company business. This
policy does not prohibit the proper use of medication under the direction of a physician;
however, misuse of such medications is prohibited.

Disciplinary Action
Employees who violate this policy may be disciplined or terminated, even for a first
offense. Violations include refusal to consent to and comply with testing and search
procedures as described.

Searches
The Nature Alliance may conduct searches for illegal drugs or alcohol on company
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facilities or worksites without prior notice to employees. Such searches may be

conducted at any time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is
reasonable suspicion to believe that the employee has violated this policy or when
circumstances or workplace conditions justify such a search. Personal property may
include, but is not limited to, purses, boxes, briefcases, as well as any The Nature
Alliance property that is provided for employees' personal use, such as desks, lockers,
and files.
An employees consent to a search is required as a condition of employment and the
employees refusal to consent may result in disciplinary action, including termination.

Drug Testing
The Nature Alliance may require a blood test, urinalysis, hair test or other drug or alcohol
screening of employees suspected of using or being under the influence of drugs or
alcohol or where other circumstances or workplace conditions justify such testing. The
refusal to consent to testing may result in disciplinary action, including termination.

Insider Trading
In addition to our general obligation to observe the law, one of the most important
responsibilities of all The Nature Alliance employees is to protect the company's
reputation for ethical and honest dealing. Our reputation could be irreparably damaged if
inside information is inappropriately disclosed such that it affects the stock price of our
company or that of a client or any other company with whom we have a relationship.
Bearing this in mind, you are forbidden from sharing or disclosing company information
in any way that could be deemed insider trading or give the appearance of such conduct.

Leave
Family Medical Leave (FMLA)
Family and Medical Leave
You are eligible for family and medical leave if you have worked for The Nature
Alliance for at least 12 months and have put in at least 1,250 hours during the 12 month
period before the leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:

to attend to the birth, adoption or foster care placement of your child

to attend to the serious health condition of your child, spouse or parent, or
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to receive care for your own serious health condition.

A serious health condition means an illness, injury, impairment, or physical or mental

condition during which you are incapable of working that involves either:

treatment requiring inpatient care in a hospital, hospice or residential care facility,

or
continuing treatment by a health care provider for a condition that lasts more than
three consecutive days, or for pregnancy or prenatal care or for a chronic health
condition which continues over an extended period of time, requires periodic
visits to a health care provider and may involve occasional episodes of incapacity,
such as serious asthma or diabetes.

It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke

and terminal cancer. In addition, leave may be used to cover absences due to multiple
treatments for restorative surgery or for a condition which would likely make you
incapable of working for more than three days if not treated, such as chemotherapy or
radiation treatments for cancer.
Substituting Paid Leave
You must substitute accrued vacation or personal leave time for family and medical
leave. And if the request for leave is due to your own serious health condition, you must
first exhaust all accrued sick leave time. Any accrued vacation or personal leave time will
then be used. Your total FMLA leave time, which may include paid vacation and sick
time, may not exceed 12 weeks. The Company has the right to designate such leaves as
running concurrently with FMLA leave.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care
must be taken in one continuous 12-week segment and must be taken within 12 months
of the birth or placement of the child. You may take leave due to your own or a family
members serious health condition in:

one continuous 12 week segment

an intermittent schedule, such as one day off each week, or
a reduced schedule, such as beginning two hours late, twice a week.

Notice of Leave
If your need for leave is foreseeable, you must give 30 days prior notice if possible. If
you do not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to
schedule the treatment so as not to unduly disrupt the work of your department. If your
need for leave is not foreseeable, you must request it as soon as practicable, no later than
two business days after the need for leave arises.

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Medical Certification
If leave is requested due to your own or a family member's serious health condition, you
must provide medical certification from an appropriate health care provider. The medical
certification must include the date on which the condition began and its probable
duration. You may be denied leave if you do not provide satisfactory certification. The
Nature Alliance may also require a second opinion or third opinion regarding certification
of a serious health condition, at our expense.
Outside Employment
You may not work for outside employers while on family and medical leave with The
Nature Alliance.
Returning to Work
If your leave is due to your own medical condition, you are required to provide medical
certification that you are able to resume work before returning. Both you and your health
care provider must complete a Return to Work Medical Certification.
Upon returning to work, you will ordinarily be entitled to be restored to your former
position or to an equivalent position with the same employment benefits and pay if
possible. If you do not return to work at the end of the leave and do not notify The Nature
Alliance of your status, you may be terminated.
Benefits During Leave
Taking family and medical leave will not cause you to lose any employment benefits
accrued prior to the first day of leave. The leave period will be treated as continued
service for purposes of determining vesting and eligibility to participate in any retirement
plan in effect. However, employees on FMLA leave normally will not accrue any other
additional benefits during the leave period, unless it is paid leave under which benefits
would otherwise accrue.
The Nature Alliance will maintain your insurance benefits while you are on leave,
although you may be required to pay your portion of the premium. However, if you do
not return to work after the leave, you may be asked to reimburse us for the cost of
maintaining insurance coverage during the leave. This provision will not apply in cases
where your inability to return is through no fault of your own -- for example, at the end of
leave you remain physically unable to return due to your serious health condition.
Misrepresenting Reasons for Leave
If you intentionally misrepresent the reasons for requesting family and medical leave, you
may be discharged.

Bereavement Leave
Full-time employees who have worked at The Nature Alliance for at least 3 days are
permitted up to 5 consecutive days with pay to attend the funeral of an immediate family
member, which includes a spouse, child, brother, sister, parent or grandparent.
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Eligible employees may be permitted 2 days with pay for the death of a relative who is
not an immediate member-including an aunt, uncle, nephew, niece, brother-in-law, sisterin-law or parent-in-law.
Your supervisor must approve all bereavement time, and the Company may request
verification of the facts surrounding the leave and grant or deny the leave as deemed
appropriate. Bereavement leave will not be paid if it occurs when the employee is on
vacation or leave of absence, absent due to illness or injury, or not working due to a paid
holiday.

Jury Duty
The Nature Alliance supports employees in fulfilling their civic responsibilities by
serving jury duty when required and fully compensates them for up to 5 days of time they
are required to serve.
However, you must inform your supervisor as soon as possible after receiving a jury
summons so that arrangements can be made to accommodate your absence. And you will
be expected to report for work during your jury service whenever the court schedule
permits.
Insurance benefits will ordinarily remain in effect and unchanged for the full term of your
jury duty absence.

General Employment
Employee Classifications
Employees at The Nature Alliance are either full-time or part-time. The Company may
on occasion hire temporary or seasonal employees, who will not generally be eligible for
benefits.
Part-time employees work fewer than 32 hours per week. Unless specifically stated, parttime employees are not afforded any benefits other than wages; for example, they do not
accrue benefits such as sick days, vacation days, and health insurance.
**All other employees are full-time**.
Your supervisor will verify whether you are a full-time or part-time employee, and also
whether you are exempt or non-exempt. Exempt employees are not entitled to overtime
under the Fair Labor Standards Act, while non-exempt employees can qualify for this
pay.
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Employee Records
An employee's personnel file consists of the employee's employment application,
withholding forms, reference checks, emergency information and any performance
appraisals, benefits data or other appropriate employment-related documents.
It is the employee's responsibility to notify the Payroll Department or Human Resources
of any changes in name, address, telephone number, marital status, number of
dependents, military service status, beneficiaries or person to notify in case of an
accident.
Misrepresentation of any fact which you have provided information for on your
application, in your personnel file, or any other document is sufficient reason for
dismissal. Personnel records are considered company property and are not available for
review by employees.

Utah
An original personnel file consists of an employee's employment application, withholding
forms, reference checks, emergency information and any performance appraisals, benefits
data and other appropriate employment-related documents.
It is your responsibility to notify the Payroll or Human Resources department of any
changes in name, address, telephone number, marital status, number of dependents,
military service status, beneficiaries or person to notify in case of an accident.
You may be dismissed for misrepresenting any fact on your application or in your
personnel file.
Personnel records are considered company property. You may review and make copies of
your record in the Brian Essig offices after giving adequate notice.

Reference/Background Checks
The Nature Alliance conducts reference and background checks on all new employees.
Employees who have falsified information on their employment applications will be
disciplined, which could include termination. Applicants who have provided false
information may be eliminated from further consideration for employment.

Termination, Resignation and Discharge

Unless expressly proscribed by statute or contract, employment with The Nature Alliance
is on an "at will" basis and may be terminated with or without cause or notice. Similarly,
employees are free to resign their employment at any time. If at any time it is necessary
for an employee to resign his or her employment with the Company, The Nature Alliance
requests at least two weeks notice. Failure to provide notice may lead to forfeiture of
accrued vacation or other benefits at the discretion of The Nature Alliance.

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Any employee who is discharged by The Nature Alliance shall be paid only wages
accrued to the effective date of the separation.

Safety & Emergency

Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active
role in preventing fires.
Employees are required to observe all OSHA safety requirements and regulations.
Flammable materials are to be stored in covered metal containers. Employees should not
block any fire doors, fire exits, fire extinguishers, windows or doorways. Review the fire
escape routes posted in each work area.

Safety
The Nature Alliance is committed to maintaining a safe and healthy environment for all
employees. Report all accidents, injuries, potential safety hazards, safety suggestions and
health and safety related issues immediately to your manager.
If you or another employee is injured, contact your supervisor or manager immediately.
Seek help from outside emergency response agencies, if needed. Contact information is
posted on the break room bulletin.
You must complete an Employee's Claim for Worker's Compensation Benefits Form if
you have an injury that requires medical attention. If your inquiry does not require
medical attention, you must still complete a Supervisor and Employee Report of Accident
Form in case medical treatment is later needed and to ensure that any existing safety
hazards are corrected. You can obtain the required forms from Brian Essig.
A federal law, the Occupational Safety and Health Act, requires that we keep records of
all illnesses and accidents that occur on the job. OSHA also provides for your right to
know about any health hazards which might be present on the job.
In addition, the state Workers' Compensation Act also requires that you report any illness
or injury caused by the workplace, no matter how slight. If you do not report an injury,
you may jeopardize your right to collect workers' compensation payments as well as
health benefits.
You can get the required reporting paperwork from Brian Essig.

Security
The Nature Alliance is committed to ensuring employees' security. Our premises are
equipped with both security alarms that are active outside working hours and a fire alarm
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system. If you have a security concern or need more information about operating these
systems, contact Brian Essig.
All employees are given identification cards when they join the Company. Wear your ID
at all times while on Company business, whether you are on or off Company premises. If
you leave The Nature Alliance, you must surrender your ID and any company keys you
have been issued.

Emergency Measures (Inclement Weather)

We realize that bad weather or hazardous commuting conditions may occasionally make
it impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions
have improved. If you determine that you are unable to report to work because of the
conditions, inform your supervisor as soon as possible. Your absence will be charged to
personal or vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every
effort will be made to notify employees. If there is a question as to whether the office will
be open, call your place of work. If there is no answer within one hour after the normal
start time, assume the office is closed.

Corporate Communications & Technology

Bulletin Boards
Check all the bulletin boards regularly to obtain important information about company
events and policies. Only The Nature Alliance employees should use company bulletin
boards. Management must approve all postings. See Brian Essig to obtain approval for a
bulletin board listing.

Communication with Press or Media

Media inquiries in relation to The Nature Alliance must be handled in accordance with
the following guidelines:
Inquiries regarding a specific transaction should be referred to the individual or
individuals in charge of the matter; if they are not available, then to Brian Essig or
to Sid Severson.
All other inquiries should be referred to Sid Severson, who will respond directly
or designate another spokesperson and who will also help draft or direct an
appropriate response if necessary.
This policy covers all forms of responses to the media, including off-the-record
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and anonymous statements.

Use of Company Communication Systems

Because The Nature Alliance reserves the right to access any personal communication
without prior notice, employees should not use company systems to transmit any
messages or to access any information that they would not want a third party to hear or
see. Although incidental and occasional personal use of the company's systems is
permitted, any such personal use will be treated the same as all other communications
under this policy. However, employees are at all times prohibited from accessing or
downloading information from the Internet for personal use.

Telephone Usage
The telephone system (including voicemail) at The Nature Alliance is the property of the
company and is provided for business purposes. The Nature Alliance may periodically
monitor the usage of the telephone systems to ensure compliance with this policy.
Therefore, employees should not consider their conversations on the company's telephone
system to be private.

Personal Mail
All mail delivered to the company is presumed to be related to company business. Mail
sent to you at the company will be opened by the office and routed to your department. If
you do not wish to have your correspondence handled in this manner, please have it
delivered to your home.

Employee Benefits
The Nature Alliance employees are entitled to a wide range of benefits. A number of the
benefit programs -- such as Social Security, workers' compensation, state disability and
unemployment insurance -- cover all employees as required by law.
Eligibility for most other benefits depends upon a variety of factors, including employee
classification. Your supervisor can identify the programs for which you are eligible. You
can find the details of many of these programs in separate written summaries. For more
information, contact Brian Essig.
Some benefit programs require contributions from employees, but many are fully paid by
The Nature Alliance. We reserve the right to add, amend, modify or terminate any
employee benefit plans or programs.

Travel & Expenses

Employees will be reimbursed for all reasonable and necessary expenses they incur while
traveling on Nature Alliance business. Use your discretion, but try to keep costs low.
When it's necessary to travel for The Nature Alliance business, please contact Great
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Basin Travel. This agency will be responsible for making all your travel arrangements.
You must record all travel and business activities on the Company's Expense Report
Form and submit it to . If business travel requires you to be out of the office for an
extended period, your report must cover no less than one week and no more than one
month of expenses.
All Expense Report Forms should be submitted to no later than five business days after
the last day of the month.

Worker's Compensation
The Nature Alliance provides insurance to compensate for any illness or injury an
employee might suffer while working on company premises, traveling on official
company business, or attending an activity officially sponsored by the Company. If you
become ill or injured, please get medical attention at once.
You must also report the details to your supervisor immediately. And you must complete
a report for every injury, no matter how small, to keep the coverage in force and to get
any benefits or other compensation to which you may be entitled.

Vacation & Holidays

Holidays
The Nature Alliance observes the following holidays:

New Year's Day

Memorial Day
Independence Day
Labor Day
Thanksgiving and the day after
Christmas and the day before

You will be paid for these holidays if you:

Are a full-time employee who has worked at least 90 days at the Company, and
Have worked the full day before and the full day after the holiday, unless time off
has been approved in advance as vacation or personal days.
Holidays that fall on a weekend will be observed either on a Friday or Monday. To avoid
confusion, all holidays will be announced in advance.
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Due to business needs, some employees may be required to work on company holidays.
Your supervisor or manager will notify you if this may apply to you.

Vacation
Only active, full-time employees are eligible for paid vacation, and all vacation must be
earned before being taken. You may not substitute pay for unused vacation unless you
have your supervisor's written approval. Should a Company holiday occur during your
vacation, you may add an additional day, either at the beginning or end of the vacation
period, with your supervisor's approval.
The Nature Alliance reserves the right not to approve a vacation request if it will interfere
with Company operations or adversely affect coverage of job and staff requirements.
Whenever possible, employees' requests for vacation will be accommodated, but where
scheduling conflicts arise, seniority will prevail.

Acknowledgement of receipt and understanding

I acknowledge that I have received The Nature Alliance Employee Handbook and that I
have read and understand the policies to my fullest extent.
I understand that this Handbook represents only current policies and benefits, and that it
does not create a contract of employment. The Nature Alliance retains the right to change
these policies and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I
understand that I have the right to terminate my employment at any time, with or without
cause or notice, and that the Company has the same right. I further understand that my
status as an "at will" employee may not be changed except in writing and signed by the
President of the Company.
I understand that the information I come into contact with during my employment is
proprietary to the Company and accordingly, I agree to keep it confidential, which means
I will not use it other than in the performance of my duties or disclose it to any person or
entity outside the Company. I understand that I must comply with all of the provisions of
the Handbook to have access to and use Company resources. I also understand that if I
do not comply with all provisions of the Handbook, my access to Company resources
may be revoked, and I may be subject to disciplinary action up to and including
discharge.
I further understand that I am obligated to familiarize myself with the Company's safety,
health, and emergency procedures as outlined in this Handbook or in other documents.

___________________________________
Signature
Date
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___________________________________
Please Print Your Name

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