2022-23 Employee-Handbook

STUDIO 56 DANCE CENTER EMPLOYEE HANDBOOK

Employee Handbook Welcome to Studio 56 Dance Center! We believe that every employee helps make Studio 56 Dance Center successful. We hope you will be proud to be a member of our team. This Employee Handbook describes many of our policies. The Handbook also outlines many of the programs and benefits available to eligible employees. This Handbook will answer many questions you may have about your employment at Studio 56 Dance Center. We suggest you become familiar with it as soon as possible. If you have any questions, please do not hesitate to contact me. We hope your experience at Studio 56 Dance Center will be challenging, enjoyable, and rewarding. Again, welcome! Sincerely, Amy Moore, Founder Business Addresses: 700 E 5600 S Murray UT 84107 170 W Winchester St Murray UT 84107 Main Phone: 801-261-3182 Website: www.studio56dance.com www.littlelearnersutah.com Email: [email protected] Instagram: @studio56dance @littlelearnerspreutah Facebook: www.facebook.com/studio56dance www.facebook.com/littlelearnerspre Amy Moore, CEO [email protected] 801-201-7773 1

Employee Handbook TABLE OF CONTENTS Section 1: Introduction 1 Employee Referrals 10 Introductory Statement 1 10 Nature of Employment 1 Background Investigation 10 Equal Employment Opportunity 1 Immigration Law Compliance 1 Timekeeping Disability Accommodation 1 How to Track Your Hours on Time Station 10 2 11 Section 2: Work Culture 2 Paydays Employee Relations 2 Miscellaneous Compensation for Teachers 11 Personal Relationships in the Workplace 2 12 Personal Relationships with Students and 2 Administrative Pay Corrections 12 Parents 3 Whistleblower Policy- Protecting the Entity 3 Pay Deductions and Setoffs 12 Children in the Workplace 3 Business Ethics and Conduct 4 Business Travel Expenses 13 Policy on Staff Use of Social Media 5 Sexual and Other Unlawful Harassment 6 Section 4: Benefits 13 Personal Appearance 6 Conflicts of Interest 6 Employee Benefits 13 Camaraderie with Other Schools and/or 7 Teachers 7 Child Tuition Credit 13 Non-Disclosure 7 Access to Personnel Files 8 Concert Tickets 13 Use of Property and Studio Space 9 Use of Company Computers, Email, and 9 Parent’s Night Out Discount 13 Internet 9 Telecommuting 9 Professional Development Funds 13 9 Section 3: Employment 9 Savings Plans 14 Employment Categories Work Schedules and Substitute Procedure Section 5: Performance Standards 14 How to find the “Time off Request Form” Meal Periods Performance Expectations 14 Extra Work Periods Progressive Discipline 15 Problem Resolution 16 Section 6: Safety and Security 16 Safety 16 Tobacco Use 16 Drug and Alcohol Use and Testing 17 Emergency Closings 17 Workplace Violence Prevention 18 Section 7: Termination of Employment 18 Employment Termination 18 Layoff or Dismissal 18 Automatic Dismissal 20 EMPLOYEE ACKNOWLEDGEMENT FORM 2

Employee Handbook Section 1: Introduction Introductory Statement This Employee Handbook is designed to acquaint you with Studio 56 Dance Center, (hereinafter referred to as Studio 56 Dance Center or “Management”) and provide you with information about working conditions, employee benefits, and policies affecting your employment. You are expected to read, understand, and comply with all provisions of the Handbook. This Handbook describes many of your responsibilities as an employee and outlines employee benefits. No Employee Handbook can anticipate every circumstance or question about policy. As Studio 56 Dance Center continues to grow, the need may arise and Studio 56 Dance Center reserves the right to revise, supplement, or rescind any policies or portions of the Handbook from time to time, as it deems appropriate, in its sole and absolute discretion. It also reserves the right to interpret, apply, and make exceptions to any policy in this Handbook as it sees fit. This Handbook and each policy in it replace all existing and/or prior policies and practices. To the extent that any policy in this Handbook conflicts with applicable state law, the state law will apply. Nature of Employment Your employment with Studio 56 Dance Center is at will. Equal Employment Opportunity It is the policy and practice of Studio 56 Dance Center to provide equal opportunity in employment and advancement opportunities to all employees and applicants. Studio 56 Dance Center does not discriminate in employment opportunities or practices on the basis of race, color, religion, sexual orientation, gender, pregnancy, national origin, age, disability, genetic information, military status, or any other characteristic protected by state or federal law. Any employee who engages in unlawful discrimination or retaliation will be subject to disciplinary action, up to and including termination. Immigration Law Compliance Studio 56 Dance Center is committed to employing only people who are United States citizens or who are noncitizens legally authorized to work in the United States. In compliance with the Immigration Reform and Control Act of 1986, every new employee at Studio 56 Dance Center is required to complete the Employment Eligibility Verification Form I-9 and provide documents that prove identity and employment eligibility. Disability Accommodation It is the policy of Studio 56 Dance Center to provide equal opportunity in employment for all qualified individuals regardless of disability. In addition, Studio 56 Dance Center will make reasonable accommodations of the impairments of qualified individuals with disabilities to the extent required by law, unless undue hardship to Studio 56 Dance Center or an inability to perform contracted work would result. If any applicant or employee believes in, good faith, that he/she needs a reasonable accommodation because of a disability, they must contact the Management and request an accommodation. 1

Employee Handbook Section 2: Work Culture Employee Relations We believe the work conditions, wages, and benefits we offer to Studio 56 Dance Center employees are competitive with those offered by other employers in this industry and are internally equitable. If you have concerns about work conditions or compensation, we strongly encourage you to express these concerns openly and directly to the Management. Open and direct communication creates an excellent work environment where communications are clear and attitudes are positive. We believe Studio 56 Dance Center demonstrates its commitment to employees by responding timely to concerns in a good faith effort. Personal Relationships in the Workplace Studio 56 Dance Center wants to ensure its business practices do not create situations viewed as conflicts of interest or favoritism. This extends to practices involving employee hiring, promotion, and transfer. If a relationship or social activity between two or more employees: 1. Has the potential or effect of involving the employees, their coworkers, or the company in any kind of dispute or conflict with other employees or third parties; 2. Interferes with the work of any employee; 3. Disrupts the smooth and orderly flow of work within the studio, or the delivery of services to the company’s clients or customers; 4. Harms the goodwill and reputation of the company among its customers or in the community at large; or 5. Tends to place in doubt the reliability, trustworthiness, or sound judgment of the persons involved in the relationship; The employee(s) responsible for such problems will be subject to disciplinary action, up to and including termination, depending upon the circumstances. Personal Relationships with Students and Parents In an effort to avoid a conflict of interest or the impression of favoritism, we discourage personal relationships with students or their parents. Please don’t discuss personal life details with them, it isn’t appropriate. Class placement and other important educational decisions are less complicated when a teacher has no personal ties to a student or parent. A teacher’s success is based on a professional teacher–student relationship. Young teachers who socialize with students can diminish the respect they need to be effective teachers and role models. Do not give your personal telephone numbers to students or their parents. All communication with students and/or parents will be made through the school office. This includes, but it is not limited to, scheduling for rehearsals, performances, class placements, behavior concerns, extra class recommendations, etc. Please notify the office if something needs to be communicated outside of class to a parent or class. Contacting students and/or parents via phone calls, email, text messages, or social-networking sites for personal reasons is prohibited without permission from the director. Teachers are not allowed to solicit to students or parents in any way. Parents may approach you between or during classes with concerns or questions. Explain that you can’t disrupt your class or start it late and tell them to direct their comments to the school office. Consult with the director before discussing class placement or other potentially sensitive issues with a parent. Whistleblower Policy- Protecting the Entity As an employee of Studio 56 Dance Center, you have a responsibility to protect the company. Knowledge of anything that could negatively affect the company needs to be brought to the attention of the director immediately. Failure to do so could result in automatic dismissal and termination of employment. This includes dialogue among staff, parents, students, or anyone not associated with the company. Your number one confidant in company matters should always be the management before anyone else. 2

Employee Handbook Children in the Workplace Studio 56 Dance Center understands the need to balance work life with family responsibilities. In the event a parent’s regular and substitute childcare are unavailable, Studio 56 Dance Center will attempt to accommodate the parent’s need to bring a child* to work. Parents must call ahead and inform the appropriate personnel. To assure safety for the children, and to respect the need for Studio 56 Dance Center employees to work in an environment without distraction or inconvenience, parents are asked to observe the following guidelines: • At all times parents remain responsible for their children’s safety and behavior. • Children are not allowed in studios unattended. • Children are not allowed in backstage areas or wings during rehearsals, performances, when sets are being changed, or without Stage Management approval. • In shared offices, or other shared spaces (such as lounges or dressing room), children are only allowed if all affected parties are in agreement about the appropriateness of the child’s presence. • If a child is brought to the workplace, parent is responsible for cleaning up any mess before the end of the night and not on the clock. • Children are not allowed to use studio office supplies or classroom toys and other supplies. Parent is responsible for bringing their own supplies for the child to use that are not distracting to other employees in the workplace. *For the purposes of this policy a child is anyone under the age of 14. Business Ethics and Conduct As an organization, Studio 56 Dance Center is committed to complying with all applicable laws and regulations. Similarly, Studio 56 Dance Center requires employees to carefully adhere to all laws and regulations and maintain the highest standard of conduct and personal integrity. Our continued success is dependent on this. This demands that in your business and in your personal life you refrain from any behavior which might be viewed unfavorably by current or potential customers or by the public at large. Following are examples of behaviors that may warrant disciplinary action under this policy up to and including termination. Disciplinary action for inappropriate conduct is, however, not limited to these examples: • Inappropriate, unbecoming, or objectionable behavior • Behavior that is inconsistent with reasonable rules of conduct • Behavior that results in a loss of confidence or trust in the employee • Behavior inconsistent with the spirit of our nondiscrimination and/or harassment policies • Behavior not in the best interests of Studio 56 Dance Center Behavior that does not violate the law or any of our policies may still be inappropriate behavior for the workplace. Employees should immediately report any violation of these policies to the Management. The disciplinary action shall be solely at Studio 56 Dance Center discretion, up to and including termination. Policy on Staff Use of Social Media Use of Facebook, Instagram, Twitter, LinkedIn, blogging, and other online social media vehicles is commonplace. This policy is intended to provide Studio 56 Dance Center faculty and staff with guidelines to eliminate any confusion concerning the use of social media. The lines between work and your personal life can become blurred. In general, what you do on your own time is a personal decision. However, activities in or outside of teaching that affect your job performance, the performance of others, or Studio 56 Dance Center business interests are a proper focus for Studio 56 Dance Center policy. Being able to share your activities, events, and news to those of Studio 56 Dance Center without prior director approval means that Studio 56 Dance Center trusts that you understand and accept the fact that you are a mentor, teacher, and leader to your students. Be thoughtful about how you present yourself in online social networks. Ensure that your profile and related content are consistent with how you wish to present yourself to Studio 56 Dance Center students, their parents, and your colleagues and peers. 3

Employee Handbook Faculty and staff should assume that their posts will be seen and read by Studio 56 Dance Center students, their parents, and your colleagues and peers, and that they will presumptively associate such posts with Studio 56 Dance Center. Keep in mind the following when considering whether to share Studio 56 Dance Center related information: • You DO NOT have permission to reveal any information that compromises Studio 56 Dance Center. By that we mean that you are forbidden to share personal information about the director, your students or their families, your fellow employees, or anything that is proprietary and/or confidential to them or Studio 56 Dance Center. • Faculty and staff members should neither claim nor imply that they are speaking on behalf of Studio 56 Dance Center. • Never post anything that could compromise the self-esteem of your students. If you have a bad class on a particular day, don’t post that information on your Facebook page. It could hurt your students, and that is the opposite of everything that Studio 56 Dance Center stands for. • Use common sense. Refrain from posting items that could reflect negatively on you or Studio 56 Dance Center, including comments or other posts about drug or alcohol abuse, profanity, off- color or sexual humor, and other inappropriate conduct. Don’t use ethnic slurs, personal insults, or obscenities. • When posting videos of your own choreography, don’t post it in its entirety; it is important to include only snippets to avoid plagiarism of your work. Please do not post choreography created by anyone else on the Studio 56 Dance Center faculty without permission from that choreographer. Always include a choreography credit for any video you post. • Respect the law, including those laws governing defamation, discrimination, harassment, and copyright and fair use. As stated in this handbook, faculty and staff should never post negative comments about other schools or teachers. Also, please do not post negative comments about school activities, such as competitions, conventions, and performances or about the directors of those events. • Don’t use the Studio 56 Dance Center logos unless specifically authorized to do so. • Show proper respect for people’s privacy and for topics that may be considered objectionable or inflammatory, like politics and religion. • Ensure that your social networking conduct is consistent with all of the policies contained in the Studio 56 Dance Center Handbook. • Make sure that your online activities do not interfere with your job performance. Sexual and Other Unlawful Harassment Studio 56 Dance Center is committed to maintaining an enjoyable, positive workplace for our employees and customers. Therefore, employees and non-employees are prohibited from engaging in any form of unlawful harassment, as well as any other behavior that would be inconsistent with the spirit and intent of this policy in the workplace and in any work-related setting outside of workplace, such as business trips, business meetings, and business-related social events. Under this policy, harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, age, national origin, disability, or any other characteristic that is protected by law and that: (1) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individual’s employment opportunities or work performance; (3) is unwelcome; and (4) is severe or pervasive in nature. Harassment may encompass a wide range of verbal, physical, and visual behaviors and may be sexual or non-sexual in nature. Each situation depends on a number of factors. Following are examples of behaviors that are inappropriate in the workplace and in work-related settings that might constitute sexual harassment. Employees are not to engage in these types of behaviors under any circumstances: 1. Sexual advances, propositions or flirtations, as well as sexual innuendo or conduct that has sexual overtones; 2. Requests or pressures of any kind for sexual favors, activities, or contact; 3. Sexually explicit, graphic, abusive, degrading, intimidating, or offensive jokes, comments, 4

Employee Handbook remarks, gestures, or body language; 4. Physical contact or touching of a sexual nature; 5. Displaying, circulating or communicating of any sexually suggestive, explicit, graphic, or offensive objects, pictures or material of any kind; or 6. Other similar types of unwelcome sexually-related or offensive conduct Employees have an obligation not to engage in any behavior that constitutes unlawful harassment or is otherwise inappropriate in the workplace or in any work-related settings. Equally important, employees have an obligation to take reasonable steps to avoid being harassed. Such steps may include not engaging in playfulness that might be interpreted as flirtation, not wearing revealing clothing, not laughing or smiling at others’ inappropriate or offensive jokes or comments, and not engaging in any other behavior that might mislead others into thinking you are not offended when in fact you are. Any complaints will be promptly addressed (including an adequate investigation if necessary) and appropriate action taken if warranted. Confidentiality will be maintained to the extent reasonably possible under the circumstances. If any employee feels, in good faith, that he/she has been subjected to harassment by a co-worker, supervisor, manager, or non-employee (including vendors, customers, and visitors), the employee has an obligation to take reasonable steps to protect himself/herself to ensure that the situation is addressed. This includes: (a) promptly and politely confronting the harasser, making it clear that the harassment is unwelcome, and asking that it stop; and/or (b) immediately reporting the harassment to the Management. If Studio 56 Dance Center believes that a violation of this policy may have occurred, or that the behavior in question was inappropriate for any reason, or that the conduct was inconsistent with the spirit and intent of this policy, then we will take appropriate action which may include disciplinary action, up to and including termination. Personal Appearance A neat, tasteful appearance contributes to the positive impression you make on our clients. We pride ourselves on providing a professional, positive environment. This professional, positive image begins with our staff. We expect our faculty to dress appropriately for all classes and events associated with the studio. We ask that you use good discretion with your actions and attire. Please do not dress provocatively or portray yourself in a way that is contrary to the school's standards. The following is a general guideline to Studio Casual and Class Attire, which includes but is not limited to: Acceptable Studio Casual Attire Acceptable Classroom Attire Academic and Office Teams Dance Teachers • Dresses, casual pants, jeans, long • Traditional dance clothing such as solid colored shorts, casual shirts or sweaters leotards, tights, ballet skirts, jazz pants and dance shoes • Boots, dress shoes, sandals, or • Ballet shoes must be worn for ballet classes clean athletic shoes • Fitted clothing for teachers in ballet, tumbling, and jazz • Athletic type leggings, pants, classes is necessary so students can visually see your jackets and sweatshirts body placement • Studio 56 Dance Center apparel • Athletic type leggings, pants and jackets • Professional grooming/makeup • Studio 56 Dance Center apparel • Professional grooming/makeup and manicured nails and manicured nails expected expected Unacceptable Studio Casual Attire Unacceptable Classroom Attire • Blouses or sweaters that are too • Sloppy looking, ragged clothing tight or show cleavage • Shirts with sassy sayings • Spaghetti strapped tank tops and • Blouses or sweaters that are too tight or show cleavage halter tops – unless covered at all • Crop tops and sports bras are not allowed for teachers times with a jacket or sweater • Skirts, shorts and dresses higher or students. Sloppy hair styles such as messy buns than 4” above the knee. • If you have a visible tattoo or an extreme piercing, you will be required to cover/hide it as much as possible during class. 5

Employee Handbook Scent Free Zone- Help us keep the air we share healthy and fragrance free. Scented products can make some people very sick, especially those with fragrance sensitivities, asthma, allergies, and other medical conditions. Perfumes and colognes must be used sparingly so as not to create a distraction to other employees, customers, and visitors to the studio. If your supervisor feels your attire and/or grooming are out of place, you may be asked to put on Studio 56 Dance Center gear. Please keep in mind the discomfort your manager would feel if he/she had to address this issue with you. Best Practice: If you are questioning your dress, chances are it is most likely inappropriate. Conflicts of Interest Studio 56 Dance Center has guidelines to avoid real or potential conflicts of interest. A conflict of interest may exist when you hold an outside job and/or engage in self-employment. You may not have an outside job or self-employment that is a conflict of interest with Studio 56 Dance Center or its values. You may hold an outside job and/or engage in self-employment as long as you can satisfactorily perform your Studio 56 Dance Center job; the outside job or self-employment does not interfere with our schedule; the outside job or self-employment is not conducted on our time or our premises or using our property; and you have notified Studio 56 Dance Center in writing of the outside job or self- employment. In the event that a second job or self-employment impacts your performance at Studio 56 Dance Center, we will ask you to terminate the outside job or self-employment. Undisclosed or unresolved conflicts of interest may warrant disciplinary action, up to and including termination. Camaraderie with Other Schools and/or Teachers At Studio 56 Dance Center we respect all other dance teachers and school owners. Do not discuss rumors or gossip with your students or their parents regarding any other school or teacher at any time. Teachers who speak negatively about their peers outside or inside of the school are not setting the right example; nor does such behavior reflect our policy to respect those who share our passion for the art of dance. Non-Disclosure It is critical to Studio 56 Dance Center that we protect our confidential business information and trade secrets. As a condition of employment, you must and hereby do agree that all such information is the exclusive property of Studio 56 Dance Center and that you will not at any time disclose to anyone any such information, whether or not it has been specifically designated as “confidential.” If you are ever unsure of your obligations regarding this policy, it is your responsibility to consult with the Director for clarification. Information pertaining to students and/or their families, whether financial, personal, or confidential, is never to be discussed with anyone other than the director. These topics are considered confidential and are not to be discussed or disclosed in or outside of the school: • Teachers’ compensation • Personal information about students, parents, faculty, or staff members • Discussions or decisions made at faculty meetings • Financial concerns or balances due from a particular parent with that family’s child, any other student, or another parent • Discounts or special arrangements with a student or parent • The school’s mailing lists, student phone numbers, or email addresses Ø Teachers may not copy or distribute student/family information at any time. If you would like to make personal contact with a student or parent, you must obtain permission from the director. If you improperly use or disclose a trade secret or confidential business information (personnel information, student lists, mailing lists, passwords, suppliers, handbooks, financial information, records, business plans, prospect names, business opportunities, confidential reports, and contracts), you will be 6

Employee Handbook subject to disciplinary action, up to and including termination of employment as well as possible legal action. Access to Personnel Files Studio 56 Dance Center maintains an official personnel file on each employee. Employee personnel files are the property of Studio 56 Dance Center. Any current employee who wishes to review his/her official personnel file should contact the Management. Access at reasonable times in the presence of the Management (or designee) will normally be granted to current employees for legitimate purposes. Upon termination, employees no longer have access to their personnel files. Studio 56 Dance Center makes a good faith effort to preserve the confidentiality of personnel files. It is important that you update personnel records with the Management immediately when there is a change to your mailing address, telephone numbers, marital status, dependents’ information, approved secondary employment, educational accomplishments, and other possibly related information. Emergency contact information should also be up to date. Use of Property and Studio Space Studio 56 Dance Center will provide you with the necessary equipment and/or studio space to do your job. None of this equipment should be used for personal use, nor should any equipment be removed from Studio 56 Dance Center unless approved by the director. This includes but is not limited to computers, sound equipment, music, iPods, lesson plans, videos, DVDs, costumes, props, mats, and furniture. Any music, curriculum, and materials supplied to you is sole property of Studio 56 Dance Center. You are not authorized to use it anywhere other than in your classes within our programs. If you have questions regarding this, please discuss it with the Director. Failure to comply with this policy can result in immediate dismissal. Studio space will not be used for classes, rehearsals, private lessons, or choreography sessions, either for Studio 56 Dance Center students or outside students, unless such use has been scheduled by the office and/or approved by the director. Approved rentals can be scheduled when time is available. All Studio 56 Dance Center activities take precedence to any rentals. Use of Studio 56 Dance Center stationery, office supplies, or postage for personal use is strictly prohibited. The Studio 56 Dance Center premises, telephones, and email are not to be used by employees or others to engage in the practice of soliciting collections or donations; selling raffles, goods, or services; operating betting pools; or making solicitations of any kind. Use of Company Computers, Email, and Internet Use of Studio 56 Dance Center computers, printers, and electronic equipment by faculty and staff is for job- related or approved activities only. Inappropriate use of company computers, which may be defined from time to time at the discretion of Studio 56 Dance Center, may subject you to discipline up to and including termination. Inappropriate use includes but is not limited to the following: • Using computers, printers, or email for personal and/or non-school-related use, including personal email, downloading personal pictures or videos, shopping, blogging, and social media, unless authorized by the director. • Use of computers to send or receive messages, pictures, or computer files that are illegal, pornographic, sexist, racist, harassing, or discriminatory. If you receive such material, you should notify the director immediately. • Loading software that has not been approved in advance by management. • Making illegal copies of licensed software. • Using software that would provide unauthorized access to Studio 56 Dance Center computers or would disrupt school equipment in any way. • Sending or posting Studio 56 Dance Center confidential information, whether anonymously or otherwise, by email, text, instant message, or posting to any website, blog, or social media site. 7

Employee Handbook Faculty and staff may be disciplined or terminated for inappropriate use of the Internet, email, text messages, instant messaging, blog posts, websites, or social networking sites where such use does not involve Studio 56 Dance Center computers, systems, or property. You should not assume that any inappropriate email or text message sent or posted to a website, blog, or social networking site is private; such communications may come to the attention of the Studio 56 Dance Center and/or the director and could result in discipline up to and including termination. Any message or file created or sent using any Studio 56 Dance Center computer or other electronic device is the property of Studio 56 Dance Center. You should have no expectation of privacy or confidentiality in any message or file that is created, stored, or sent using the computers or other communication equipment belonging to Studio 56 Dance Center, and we reserve the unilateral right to review, monitor, access, audit, intercept, copy, print, read, disclose, modify, retrieve, and delete any work you do on a Studio 56 Dance Center computer, including email. If provided, your Studio 56 Dance Center email account is strictly for business communication and not for personal use. Except as authorized by the director in the course of your work duties, you are not authorized to access the computer(s), email account(s), or files of any other Studio 56 Dance Center employee. Telecommuting STUDIO 56 DANCE CENTER may offer telecommuting to some employees when we believe it would benefit both STUDIO 56 DANCE CENTER and the employee. Telecommuting is considered on a case-by- case basis and will be determined the Management. 8

Employee Handbook Section 3: Employment Employment Categories All employees are considered PART-TIME employees. Part-time employees receive all legally mandated benefits, such as Social Security and workers compensation insurance. Work Schedules and Substitute Procedure Regular attendance on your scheduled workdays is essential to performing your job in a satisfactory manner and to operating the business efficiently. Last-minute subs are unacceptable, except in cases of an emergency. All subs must be preapproved by Management and arranged well in advance by filling out the online request form. Management is not responsible for finding substitutes. Employees are expected to find another qualified person to cover their scheduled workday due to illness, vacation, family obligations, maternity leave, injury, weather, etc. Instructors must provide a lesson plan, including music selections, to the substitute and to management. You will pay your own sub if they are not an employee of Studio 56 Dance Center. We frown upon absences. We expect our clients to be committed and we expect the same from our employees. This is your job. We need you to be here. How to find the “Time-off Request Form” • Click “Portal” on the top navigation of the dance website: studio56dance.com • Click on “Studio 56 Team” • Enter the password “ST56STAFFROCKS” • Fill out the sub request form (We recommend adding the link to your home screen.) • Management will reply to your request if it is approved or contact you if there is a concern An unacceptable level of absenteeism, tardiness, leaving early, extended meal or rest periods, etc. present a hardship on the business and its employees. Failure to maintain and sustain an acceptable attendance record (as determined in Studio 56 Dance Center sole discretion) is grounds for disciplinary action, up to and including termination. An employee who will be absent from work, tardy, or needs to leave work early is required to notify the Management as far in advance as reasonably practicable. Absences of three or more workdays without a reason acceptable to Studio 56 Dance Center will be considered a voluntary resignation or job abandonment. All Studio 56 Dance Center employees should be aware that we publish “studio closings” to our clients for extended periods around the holidays and live events, but we maintain internal studio operations unless noted on your employee Holiday Calendar. These days are used for catching up on work flow, maintaining systems, and planning. Meal Periods Part-time employees are not paid for meal period time. Extra Work Periods There may be times, such as events, when Studio 56 Dance Center cannot meet its operating requirements or other needs during regular working hours. If this occurs, we may schedule employees to work additional hours. When possible, we will try to give employees advance notice of a mandatory additional-hours assignment. It is our policy that no additional hours can be worked without the prior approval and authorization of the Management. We try to distribute additional-hours assignments fairly among all employees who are qualified to perform the required work. Part-time employees will receive pay for additional hours worked for events. See the miscellaneous pay rate section for clarification. 9

Employee Handbook Promotion Policy Studio 56 Dance Center offers employees promotions to higher-level positions when appropriate. All employees are encouraged to seek advancement opportunities and to obtain promotion and career guidance from the School Director. Employee eligibility for a promotion will be determined by the requirements of the new job. In order to be considered for promotion, employees must have a satisfactory performance record and have no disciplinary actions within 90 days of applying for the new job. If an employee receives a disciplinary action during the time between the promotion offer and the transition date, the employee’s promotion will be rescinded. Employee Referrals We encourage you to refer acquaintances for employment opportunities at Studio 56 Dance Center. You may give general information about working at Studio 56 Dance Center but be sure to not make any commitments or promises about employment. Also, do not disclose confidential Company information, including wages. Background Investigation We rely on the accuracy of the information you put on your employment application. We also expect that you and your references give accurate and true information during the hiring process and employment. If we discover that any information is misleading, false, intentionally omitted, or changed, and you do not provide updated information to us, it could result in rejecting your application or terminating your employment if you were already hired. Full disclosure includes notifying us of any pending criminal charges or arrests, including DUIs. When we process an employment application or conduct an investigation regarding possible misconduct of an employee, we may obtain a background report for employment purposes only concerning the applicant or employee’s criminal history, education, credit history, driving record, and other information. Timekeeping Timekeeping is completed through the Time Station. All employees are responsible for accurately recording all hours they work via the timekeeping system. The law requires Studio 56 Dance Center to keep accurate records of \"time worked\" in order to correctly calculate employee pay and benefits. \"Time worked\" means all the time that part-time employees spend performing their assigned work duties. You must accurately record the time you begin and end work, when you begin and end any meal periods or split shifts, and what type of work you did (teaching or office). Additional hours require advance approval. How to Track Your Hours on Time Station CLOCKING IN: Open the Time Station app on any iPad at the studio and enter the last 4 digits of your phone number. Select \"teacher\" or \"office/assisting.\" Click OK. You are logged in. Preschool Teachers may login at their teacher rate up to 15 mins before your class starts to cover your prep time. You may stay logged in up to 15 mins after your class for clean-up. We understand there will be days when set up or clean up takes longer than 15 mins. By logging in at your higher pay rate, this should compensate for those longer days. 15 minutes before and after is the maximum time you may log. Dance teachers/Assistants are expected to arrive 15 minutes before their first class to be sure your class is set up and you are ready to start. You may not log in until you start your class. Log in three minutes before your class time and open your classroom door to greet students. CLOCKING OUT: If you are taking a break or done with your shift, open the Time Station app and enter the last 4 digits of your phone number to clock out. If you have logged out correctly, it will tell you how many hours you logged on that shift. 10

Employee Handbook MAKING ADJUSTMENTS AND NOTES: • If you forgot to login: immediately log in and then log out at your normal log out time. Open the ToDoist app (IST LIST) on the iPad. Select the \"Payroll Adjustments\" list. Add a new note- Make sure to include information in this order: your name, the date, if it is office or teaching hours, and the CORRECT hours of your shift. • If you forgot to log out, you will probably discover this when go to login at your next shift and it instead logs you out. Log yourself back in for your new shift, then make a ToDoist (IST LIST) adjustment. If you forgot to log in and out, you only need to make a note in the IST list “Payroll Notes.” Nothing needs to be done on the Time Station app. • If you’re at a special event or working hours that are not part of your weekly approved schedule, you need to make a note of it in the ToDoist (IST LIST) “Payroll Notes.” The office team can add your note to your time for that day so that your hours can be approved. • If you sub for another team member, you need to log your time as “substitute teacher” or “substitute assistant” when you clock in. Paydays Payroll period runs from the 1st of the month to the 1st of the month. Due to payroll processing times, all employees are paid monthly on the 10th of each month for the previous month’s work. If a payday falls on a weekend or holiday, you will be paid on the last workday before that payday. Direct deposit is required for all employees. Studio 56 Dance Center will not advance pay. Miscellaneous Compensation for Teachers • Annual retreat compensation is $50 • An office wage will be paid for: o Community performances and events that their students are participating in. o Team Meetings and in-studio trainings. o Late pick up: If an employee stays late waiting for a student to be picked up, they are to log their time after-class hours as their office wage and make a note of what student was picked up late. If this happens more than twice the employee is expected to notify the office so that the parent can be reminded of our late pick-up fee. If you do not notify the office about a chronic late pick up, you will not be compensated. Parents need to be called when they are five minutes late to pick up. Don’t wait longer than that, just in case someone has forgotten to pick up. o Closing duties: It is expected that all teachers clean up after themselves and their classes before they leave. A teacher can log up to 15 minutes of closing duties time at their office wage. In certain cases of the studio being extra messy they are allowed to log 30 minutes but must make a detailed note in Time Station for what the extra time was for. o Miscellaneous Office/Admin projects including registration, open house, or other special events and activities. • Teaching wage will be paid for: o Private lessons and group classes. o Parent’s Night Out- Includes half hour of set up. 4.5 hours includes lesson plan prep time. o Birthday Parties- Includes half hour of set up. 2.5 hours includes lesson plan prep time. • Concert Week: Teachers are expected to attend all Concert events: picture day, kick off at park, dress rehearsal, final Concert meeting, performance day. Pay arrangements are as follows: o Picture day: log time as office hours. Required to attend for all your class picture times. o A “Concert and End-of-Year Bonus” will be included in your July paycheck. The amount for the bonus is dependent on how many classes you taught during the year and how much of Concert week you are required to be at. Amount will vary between $50-$300. o Dress Rehearsal: Required to help during your class rehearsal times. o Concert Day: Plan to attend the entire event. A final teacher schedule will be emailed out a week prior. 11

Employee Handbook o Teachers that are involved in the company program are expected to fulfil the volunteer time as a company parent at designated times during the year. • Team Competitions, Fall/Winter Studio Performances: o Teachers will be compensated at a wage of $25 per half day (4 hours or less), $50 per full day (more than 4 hours), or $100 for more than 8 hours of time spent at competition. Daily wage is calculated based on active time helping students rehearse, get on the stage, attending awards, etc. • Unpaid: o Student Assessments/Progress Reports: Will complete once a year for all students. Unpaid. Included in teacher’s job description and time spent outside the classroom is included in compensation for teaching hours. o Team parties, lunches, and activities Administrative Pay Corrections Studio 56 Dance Center makes every effort to ensure you are paid correctly and on schedule. If you find a mistake in your pay (underpayment or overpayment), advise Management immediately so the error may be corrected. Corrections (underpayment or overpayment) will be made during the next pay period. Pay Deductions and Setoffs State and federal laws require Studio 56 Dance Center to take certain deductions from your paycheck. Deductions are monies taken from your paycheck for certain items such as federal, state and local taxes. These laws also require us to deduct Social Security taxes from your paycheck. We must deduct up to a certain amount called the Social Security \"wage base.\" We also contribute to your Social Security by paying the same amount of Social Security tax to the government as we deduct from your paycheck. Studio 56 Dance Center also offers programs and benefits to eligible employees that are not required by law. You may ask us to deduct money from your paycheck to cover your payments for these programs. Studio 56 Dance Center may have to take a \"pay setoff\" from your paycheck. Pay setoffs mean Studio 56 Dance Center must deduct money from your paycheck to pay off a debt you owe someone else. In this situation, a court has garnished your wages to collect the debt and ordered us to withhold certain sums from your paycheck. We may also make deductions from your paycheck for money you owe to us or as you may otherwise authorize in writing, to the fullest extent permitted by federal and state law. If you would like to know why money was deducted from your paycheck or how your pay is calculated, see Management. Business Travel Expenses Occasionally, you may be asked to travel for events such as conventions, performance trips, or competitions. Business travel allowances are determined on a per event and per person basis. Employees of the same sex travelling together may be asked to share rooms. 12

Employee Handbook Section 4: Benefits Employee Benefits Studio 56 Dance Center provides eligible employees with many benefits. Legally required benefits include Social Security, workers compensation, and unemployment insurance. Employment classification determines benefit eligibility. The following benefit programs are available to eligible employees: Tuition Credit Professional Development Savings Plans Funds Concert Tickets Parent’s Night Out Studio 56 Dance Center pays for many of the benefits offered; however, it may be the employee’s responsibility to pay the full or partial cost of some of the benefits offered. Studio 56 Dance Center reserves the right, in its sole and absolute discretion, to amend, modify, or terminate, in whole or in part, any or all of the provisions of the benefit plans described herein. Further, the Company reserves the exclusive right, power, and authority, in its sole and absolute discretion, to administer, apply, and interpret the benefit plans described herein, and to decide all matters arising in connection with the operation or administration of such plans. Child Tuition Credit After one year of employment, teachers that teach a minimum of six hours per week are eligible to receive: A half tuition scholarship for recreational classes and academic preschool for their own children. Teachers with children involved in the performing company program are eligible for a tuition credit on a case-by-case basis. Scholarships do not include performance fees, costumes, entry or workshop fees, or other expenses unrelated to tuition. Concert Tickets Employees receive two complimentary tickets for the annual Concert and all other performances produced by Studio 56 Dance Center. Parent’s Night Out Discount Employees can bring own kids to any Parent’s Night Out “PNO” for $5 off per child. Employees can bring their own children with them at no charge when they work PNO and then receive one free PNO for their own future date night. Professional Development Funds Employees are eligible to apply for Professional Development Funds for continuing education in your field up to $250 per year. Professional Development Funds are awarded on a case-by-case basis at the sole discretion of the Management. We believe in being lifelong learners. We encourage and support you to continue your education through classes, workshops, and trainings. Employees are expected to attend some type of continuing education event at least once a year. Employees may attend, without charge, all workshops or master classes hosted by the school. We encourage all teachers to attend. Savings Plans Studio 56 Dance Center offers 401(k) savings plans to help eligible employees save for the future and their retirement years. Employees that have earned at least $5000 for two consecutive years and are on track to earn at least $5000 during the current calendar year are eligible to participate in Studio 56 Dance Center savings plans subject to all the terms and conditions of the plan. Enrollment must be done by Nov 1st to begin Jan 1st of the following year. At this time Studio 56 Dance Center makes a matching contribution of 3% of your compensation. 13

Employee Handbook Section 5: Performance Standards Performance Expectations At Studio 56 Dance Center, management communicates the Company’s overall expectations and goals to employees, while working collaboratively to develop individual goals in alignment with organization goals. Managers are responsible for observing and documenting both successful and unsuccessful performance behaviors of the employee and for providing continuous feedback to the employee about his or her performance. To be effective, performance management is a continuous dialogue between a manager and an employee. We evaluate the performance of managers and employees based primarily on their accomplishment of these goals. Progressive Discipline Studio 56 Dance Center believes that most employees are committed to behaving and performing in an appropriate manner. However, we also recognize that behavioral or performance problems can occur. The major purpose of this policy is to provide guidance on the measures Studio 56 Dance Center may take in the event of behavior or performance issues. Studio 56 Dance Center goal is to correct a problem, prevent it from happening again, and assist or prepare the employee for satisfactory conduct and performance in the future. There is no substitute for good judgment on the part of Management. This policy exists to aid Management in making decisions regarding appropriate corrective action. No policy can be written which will cover all situations or circumstances. In determining the level of discipline that would be appropriate under the circumstances, Studio 56 Dance Center will normally take into account the employee’s disciplinary history, regardless of whether the current problem is the same or different than any past problem. More serious disciplinary measures may be taken if the employee has had past disciplinary issues, even if the current situation involves a different rule infraction, behavioral problem, or performance deficiency. If Studio 56 Dance Center determines progressive discipline or action is to be applied, the following steps may be used: 1. Verbal warning or coaching (oral or in writing); 2. Warning (oral or in writing); 3. Final Warning (oral or in writing); and 4. Termination of employment. In some situations, a suspension pending investigation, a disciplinary suspension, performance probation, a performance improvement plan, or termination of employment may be appropriate without going through the above progressive steps. In addition, Studio 56 Dance Center may apply other types of measures, even if not mentioned above (such as re-training, external evaluation, demotion or transfer, suspension of benefits, suspension of eligibility for bonuses or other supplemental compensation, reduction in base pay, a combination of these forms or other corrective measures which Studio 56 Dance Center may determine in its sole discretion.) Whenever disciplinary, corrective, or remedial action is imposed, the employee is expected to make immediate and substantial improvement to promptly bring behavior or performance to an acceptable level and to meet expectations, and then to sustain it indefinitely thereafter. 14

Employee Handbook Problem Resolution Studio 56 Dance Center encourages an open and frank atmosphere in which any problem, complaint, suggestion, or question can be addressed to ensure fair and honest treatment of all employees. We expect managers and employees to treat each other with mutual respect and encourage employees to give positive and constructive feedback to each other. You will not be penalized, formally or informally, for making a complaint as long as you do it in a reasonable, productive, business-like manner and in good faith. If a situation occurs where you believe that an employment action or a decision that affects you is not fair, you are encouraged to present the problem to Management. The following are some guidelines and suggestions for how to be considerate of others at work: 1. First and foremost, handle problems directly with the person with whom you have said problem. 2. Avoid public accusations or criticisms of other employees. Address such issues privately with those involved or your supervisor. 3. Try to minimize unscheduled interruptions of other employees while they are working. 4. Be conscious of how your voice travels. Keep socializing to a minimum and try to conduct conversations in areas where the noise will not be distracting to others. 5. Minimize talking between workspaces. 6. Refrain from using inappropriate language (swearing) that others may overhear. 7. Avoid discussions of your personal life/issues in conversations that can be easily overheard. 8. Monitor the volume when listening to music, voice mail, or a speakerphone that others can hear. Work Area Studio 56 Dance Center has a clean desk policy. Employees are required to keep all work areas clean and orderly. Before departing at the end of each workday, employees should clear all work materials from work surfaces, especially materials of a sensitive or confidential nature. This includes classroom stereo shelving, office desks, faculty break room, etc. 15

Employee Handbook Section 6: Safety and Security Safety You are expected to obey all safety rules. You must immediately report any unsafe condition to the appropriate supervisor. Violations include causing a hazardous or dangerous situation, not reporting a hazardous or dangerous situation, and not correcting a problem even though you could have corrected it. If you violate Studio 56 Dance Center safety standards, you may be subject to disciplinary action, up to and including termination. Tobacco Use Studio 56 Dance Center absolutely prohibits the use of tobacco throughout the workplace or on Company property. This policy applies equally to all employees, as well as to our customers and visitors. Drug and Alcohol Use and Testing Studio 56 Dance Center is committed to providing and maintaining a drug-free and alcohol-free workplace. Therefore, the following conduct is prohibited on or in STUDIO 56 DANCE CENTER’s property (including premises and vehicles owned or leased by STUDIO 56 DANCE CENTER) or on STUDIO 56 DANCE CENTER time, by employees and nonemployees: 1. The unlawful use, possession, sale, distribution, dispensation, or manufacture of any illegal drug; 2. The use, possession, transfer, or sale of any paraphernalia that is reasonably believed to be used in connection with illegal drugs; 3. Working while under the influence of illegal drugs, even if used or consumed off-duty or off premises; 4. Working while under the influence of alcohol, even if used or consumed off duty or off premises, if it results in impaired performance on the job, imposes a safety risk, results in unacceptable or inappropriate behavior, or may harm the reputation of Studio 56 Dance Center and its employees. If an employee is using prescription drugs, and if they might impair the employee’s safety or the safety of others, the employee is required to notify the Management before performing any work. Management will review the situation to determine if the employee can safely perform the job and what work restrictions, if any, the employee may have. Studio 56 Dance Center reserves the right to conduct drug and/or alcohol tests at any time, with or without reasonable suspicion and with or without advance notice. Such testing may include pre- employment (including job transfers and promotions), post-accident, reasonable suspicion, periodic, random, post-leave, post-rehabilitation, and/or any other types of testing. Employees are expected to fully cooperate in the testing process. A negative result on a drug or alcohol test does not guarantee that no disciplinary action will be taken. It will be among the factors taken into account in determining whether disciplinary action (including termination) should be imposed. A positive result on a drug or alcohol test will result in disciplinary action, up to and including termination. Pending receipt of test results, Studio 56 Dance Center may take any of the following actions: suspend the employee (with or without pay); place the employee on a leave of absence; transfer the employee to another job; return the employee to work on a conditional basis; or any other action, all at Studio 56 Dance Center’s discretion. In enforcing this policy and other workplace policies and procedures, Studio 56 Dance Center may, without advance notice and without reasonable suspicion, conduct searches at any time for illegal drugs or paraphernalia on/in Company property, including work stations, desks and lockers. If reasonable suspicion exists that an employee is or may be in violation of this policy, Studio 56 Dance Center also reserves the right to 16

Employee Handbook conduct reasonable searches of employees' personal property, including lunchboxes, bags, purses, briefcases, and vehicles. Emergency Closings There may be times when emergencies, such as severe weather, fires, power failures, or natural disasters, disrupt normal business operations at Studio 56 Dance Center or require that we close a work facility. When Studio 56 Dance Center is officially closed due to emergency conditions, or if we do not close but an employee does not report to work, the employee will not be paid for the time off. If we ask you to work on a day when we are officially closed, you will be paid your regular pay. Employees may be required to make up cancelled classes due to inclement weather. Workplace Violence Prevention Studio 56 Dance Center is committed to preventing workplace violence and creating a safe work environment. You are expected to treat your co-workers, including supervisors and temporary employees, with courtesy and respect at all times. We do not allow firearms, weapons, and other dangerous or hazardous devices or substances on the premises of Studio 56 Dance Center without proper authorization. Studio 56 Dance Center does not allow behavior in the workplace at any time that threatens, intimidates, bullies, or coerces other employees, customers, visitors, or vendors. If you commit a violent act, threaten violence, or violate these guidelines in any way, you will be subject to disciplinary action, up to and including termination. 17

Employee Handbook Section 7: Termination of Employment Employment Termination All employees of Studio 56 Dance Center are employees-at-will and are free to resign at any time without reason. Similarly, Studio 56 Dance Center retains the right to terminate an employee’s employment at any time with or without reason or notice. In some cases, we may schedule an exit interview when you terminate. At the exit interview, we will discuss topics such as your benefits, benefits conversion rights, repayment of any outstanding debt to Studio 56 Dance Center, or return of Studio 56 Dance Center -owned property. You may also make suggestions or complaints and ask questions at the exit interview. If no exit interview is scheduled, you may be contacted by mail, e-mail, or phone to cover these topics. When you terminate, you will receive your final pay in accordance with applicable state law, normally on the next regularly scheduled payday it would otherwise have been paid. Your benefits are affected by termination. You may be allowed to continue some benefits by paying for them yourself. You will be notified in writing about which benefits you may continue and the limitations and details of how to continue them. Employees will not be paid any unused PTO upon termination of employment. Resignation means that you voluntarily terminate your employment at Studio 56 Dance Center. If you decide to resign, we request you submit advance notice of resignation in writing to management at least 30 days prior to the date it would take effect. Although advance notice is not required, as much warning as you can give is appreciated. You will be helping your co-workers because there will be more time to reassign work and replace you if necessary. Upon the termination of employment for any reason whatsoever, the undersigned will not engage in any similar business, either directly or indirectly, within a 20-mile radius from Studio 56 Dance Center for a period of not less than 2 years from the date of written termination of employment from Studio 56 Dance Center. Layoff or Dismissal There may be occasions when it becomes necessary for Studio 56 Dance Center to reduce faculty and/or staff due to business conditions or other reasons. On such occasions Studio 56 Dance Center will make decisions on the basis of its business needs related to employee job functions and their performance. Automatic Dismissal The commission of any offense considered serious enough by the Studio 56 Dance Center director, without limitation to those outlined below, will, except in extraordinary circumstances and at the sole discretion of the director, be followed by the immediate dismissal of that employee. Civil and/or criminal penalties may also apply. • Taking unauthorized leave or failing to show up work more than two times without notifying the director. • Continuously being late to your classes. • Making false statements or omitting pertinent facts on an employment application or in an employment interview. • Threatening, assaulting, fighting with, or harassing another employee, student, parent, or anyone else encountered during your working hours at Studio 56 Dance Center. 18

Employee Handbook • Stealing or deliberately damaging any Studio 56 Dance Center property or other employees’ property. • Disclosing or selling company confidential information or trade secrets, including student contact information, mailing lists, documents, lesson plans, etc. • Reporting to work under the influence of alcohol, narcotics, or other drugs other than medications prescribed for the employee by a physician. • Conviction of a felony offense and/or imprisonment. • Inappropriate relationships with students. • Working for another school within a 20-mile radius of Studio 56 Dance Center without acquiring permission from the director. Thank you for reading this handbook and welcome to our staff! This Faculty and Staff Handbook shall be interpreted, construed, and enforced in all respects in accordance with the laws of the State of Utah. Please be sure to sign, date, and return the Employment Acknowledgement Form and the Employee Contract after reading this Studio 56 Dance Center Handbook; doing so is a prerequisite for employment with Studio 56 Dance Center. 19

Employee Handbook EMPLOYEE ACKNOWLEDGEMENT FORM For your records The Employee Handbook describes important information about Studio 56 Dance Center. I understand that I should consult Management if I have any questions that are not answered in the Handbook. I became an employee at Studio 56 Dance Center voluntarily. I understand and acknowledge that there is no specified length to my employment at Studio 56 Dance Center and that my employment is at will. I understand that this is a seasonal position. Accepting employment with Studio 56 Dance Center does not guarantee hours in the months of June, July and August. I understand and acknowledge that \"at will\" means that I may terminate my employment at any time, with or without cause or advance notice. I also understand and acknowledge that \"at will\" means that Studio 56 Dance Center may terminate my employment at any time, for any lawful reason or no reason, with or without cause or advance notice. I understand and acknowledge that Studio 56 Dance Center may, in its sole discretion and at any time, change, add or withdraw the information, policies, and benefits in the Handbook, as well as interpret, apply, and make exceptions to any policy or policy provision other than its employment-at-will policy. I also understand and acknowledge that this Handbook and each policy in it are not contracts of employment. I have received the Handbook and I understand that it is my responsibility to read and follow the policies contained in this Handbook and any changes made to it. EMPLOYEE’S NAME (printed)_____________________________________________________________ EMPLOYEE’S SIGNATURE: ________________________________________________________________ DATE: ______________________________ 20

Employee Handbook EMPLOYEE ACKNOWLEDGEMENT FORM Return to Management The Employee Handbook describes important information about Studio 56 Dance Center. I understand that I should consult Management if I have any questions that are not answered in the Handbook. I became an employee at Studio 56 Dance Center voluntarily. I understand and acknowledge that there is no specified length to my employment at Studio 56 Dance Center and that my employment is at will. I understand that this is a seasonal position. Accepting employment with Studio 56 Dance Center does not guarantee hours in the months of June, July and August. I understand and acknowledge that \"at will\" means that I may terminate my employment at any time, with or without cause or advance notice. I also understand and acknowledge that \"at will\" means that Studio 56 Dance Center may terminate my employment at any time, for any lawful reason or no reason, with or without cause or advance notice. I understand and acknowledge that Studio 56 Dance Center may, in its sole discretion and at any time, change, add or withdraw the information, policies, and benefits in the Handbook, as well as interpret, apply, and make exceptions to any policy or policy provision other than its employment-at-will policy. I also understand and acknowledge that this Handbook and each policy in it are not contracts of employment. I have received the Handbook and I understand that it is my responsibility to read and follow the policies contained in this Handbook and any changes made to it. EMPLOYEE’S NAME (printed)_____________________________________________________________ EMPLOYEE’S SIGNATURE: ________________________________________________________________ DATE: ______________________________ 21