Employee Handbook

EMPLOYEE HANDBOOK

INTRODUCTIONS THE HISTORY OF FRENCHMAN’S CREEK’S NAME ................................................................................4 WHO WE ARE .........................................................................................................................5 FRENCHMAN’S CREEK SERVICE STANDARDS .....................................................................................6

I. EMPLOYEE HANDBOOK......................................................................................7

II. EMPLOYMENT ....................................................................................................7

B. Employment at Will ...........................................................................................8 C. Employment Applications and Resumes ...............................................................8 D. Job Postings .....................................................................................................8 E. Harassment/Discrimination ................................................................................9 F. Anti-Bullying .................................................................................................. 10 G. Employee Grievance/Open Door Reporting Procedure .......................................... 11 H. Human Resources ........................................................................................... 11 I. Employment of Friends and Relatives ................................................................ 11 J. Employment Date ........................................................................................... 12 K. Introductory Period ......................................................................................... 12 L. Re-Employment .............................................................................................. 12 M. Immigration Law Requirements ........................................................................ 13 N. Verification of Employment............................................................................... 13 O. Personnel Records and Files ............................................................................. 13 P. Other Employment – “Moonlighting” .................................................................. 14 Q. Employee Entrance and Parking ........................................................................ 14 R. Employee Use of Frenchman’s Creek’s Facilities .................................................. 14 S. Computer/Internet/Email ................................................................................. 15 T. Frenchman’s Creek’s Right to monitor and consequences ..................................... 16 U. Social Media Policy .......................................................................................... 16 V. Guidelines ...................................................................................................... 17 W. Know and Follow the Rules............................................................................... 17 X. Be Respectful ................................................................................................. 18 Y. Post only appropriate and respectful content ...................................................... 18 Z. Using social media at work ............................................................................... 18 AA. Retaliation is prohibited ................................................................................... 18 BB. Relationships with Club Members ...................................................................... 19 CC. Personal Appearance ....................................................................................... 19 DD. Solicitation and Distribution.............................................................................. 22 EE. Tardiness ....................................................................................................... 23 FF. Absenteeism................................................................................................... 23 GG. Safety ........................................................................................................... 23 HH. Speed Limit .................................................................................................... 24 II. Natural Disasters ............................................................................................ 24

1

JJ. Drug Free Workplace ....................................................................................... 24 KK. Smoke Free Workplace .................................................................................... 25 LL. Visitors .......................................................................................................... 25 MM. Emergencies................................................................................................... 25 NN. Club Membership ............................................................................................ 25 OO. Employee Relations ......................................................................................... 25 PP. Conflict of Interest Policy Practice ..................................................................... 25 QQ. Non-Disclosure of Information .......................................................................... 27 RR. Work Related Conflicts and Concerns................................................................. 27 SS. Restrictions Applying to Use of Staff by Members for Personal Services.................. 27 TT. Receipt of Gratuities and Gifts .......................................................................... 28 UU. Workplace Monitoring ...................................................................................... 28 VV. Security Inspections ........................................................................................ 29 WW. Workplace Violence Prevention ......................................................................... 29 A. Full-Time Employees ....................................................................................... 30 B. Part-Time Employees....................................................................................... 30 C. Seasonal Employees........................................................................................ 30 D. Temporary Employees ..................................................................................... 30 E. On-Call Employees .......................................................................................... 31 A. Schedule........................................................................................................ 31 B. Minimum Wage............................................................................................... 31 C. Overtime Work ............................................................................................... 31 D. Overtime Pay ................................................................................................. 31 E. Overtime Pay and Time Off .............................................................................. 32 F. Meals ............................................................................................................ 32 G. Recording Time............................................................................................... 32 H. Pay Day ......................................................................................................... 32 A. Medical Insurance ........................................................................................... 33 B. Dental Insurance ............................................................................................ 33 C. Life Insurance................................................................................................. 33 D. Short Term Disability....................................................................................... 34 E. 401(K) Retirement Savings Plan ....................................................................... 34 F. Pre-tax Premium Program................................................................................ 34 G. Supplemental Insurance Programs .................................................................... 35 H. Flexible Spending Accounts .............................................................................. 35 III. EMPLOYMENT CLASSIFICATIONS & PAYROLL CLASSIFICATIONS ...................30 IV. WORKING HOURS AND PAY ............................................................................31 V. MEETINGS .......................................................................................................33 VI. FRENCHMAN’S CREEK BE NEFITS .....................................................................33

2

I. Continuation of Benefits................................................................................... 35 J. Workers Compensation .................................................................................... 35 K. Vacation ........................................................................................................ 36 L. Exempt Employee Comp Time .......................................................................... 37 M. Sick Leave ..................................................................................................... 38 N. Domestic Violence Leave.................................................................................. 38 O. Holidays......................................................................................................... 39 P. Military Leave ................................................................................................. 40 Q. Bereavement Leave......................................................................................... 40 R. Leave of Absence/Family Medical Leave ............................................................. 41 S. Jury Duty ....................................................................................................... 44 T. Time Off to Vote ............................................................................................. 44 U. Employee Referral Program.............................................................................. 44 V. Employee Dining Room.................................................................................... 44 W. Employee Locker/Locker Room ......................................................................... 45 A. Educational Costs............................................................................................ 45 B. Performance Appraisals ................................................................................... 46 C. Wage and Salary Reviews ................................................................................ 46 D. Promotion ...................................................................................................... 46 E. Communication, Recognition and Social Activities ............................................... 47 F. Social Activities............................................................................................... 47 VII. EMPLOYEE DEVELOPMENT...............................................................................45

VIII. GRIEVANCES, DISCIPLINE AND RULES OF CONDUCT ......................................47

A. Grievances ..................................................................................................... 47 B. Disciplinary Action........................................................................................... 48

IX. WHISTLEBLOWER POLICY...............................................................................49

A. Harassment/Discrimination: ............................................................................. 49 B. Bullying: ........................................................................................................ 50 C. Workplace Violence: ........................................................................................ 51

X. ARBITRATION .................................................................................................53

XI. TERMINATION.................................................................................................53

A. Resignation .................................................................................................... 53 B. Termination Without Cause .............................................................................. 54 C. Termination With Cause................................................................................... 54 D. Exit Interview ................................................................................................. 54 E. Final Pay........................................................................................................ 54 F. Employee Reference Inquiries........................................................................... 54

XII. THE TELEPHONE ..............................................................................................54

3

THE HISTORY OF FRENCHMAN ’ S CREEK ’ S NAME In the south west corner of England is a county called Cornwall. It lies where the English Channel meets the North Atlantic. In the winter, the weather and winds are brutal. However, in July and August, the climate is lovely. Cornwall has also been the setting for many of the best-known English legends, the most famous being The Legend of King Arthur. For hundreds of years, well-to-do Londoners escaped the city ’ s summer heat by going to Cornwall. Then, in the early part of this century, a little girl named Daphne Du Maurier spent every summer in her family ’ s home in Cornwall. Later, in her twenties, she began publishing stories and novels that were set in Cornwall. These books became very popular and were filled with romance, adventure, and mystery. Before long, Hollywood came calling, turning at least four of Du Maurier ’ s stories into successful movies, including Rebecca, The Birds, Jamaica Inn, and Frenchman ’ s Creek. The latter told the story of a French pirate who, while looking for a safe harbor to hide, found a small stream off the Helford River and a beautiful high-born lady to love. Fast forwarding to South Florida in the 1930s . . . the Hoyt family bought land on the north end of Prosperity Farms Road in order to obtain a freshwater basin and a safe haven for boats during hurricanes. By the early 1940s, the Frenchman ’ s Creek area, where a little creek meandered throughout the land, was known as Paradise Port, and was owned by the Hoyts. In the late ‘ 40s, a U.S. geodetic survey was conducted in the area, and the surveyors found a small wooden sign made by a young Hoyt that read “ Frenchman ’ s Creek ” located on the bank of the creek. When asked about the name, the Hoyt family stated they had named their creek after one of their mother ’ s favorite novels. From that point on, “ Frenchman ’ s Creek ” was the official name used for the creek, which still exists and can be viewed behind the homes on Leeward Road and connects to the Intracoastal waterway. Other local lore states that when the Donald Ross Road was being built and named, the Hoyt family was asked if it could be called “ Hoyt Road ” in their honor. However, William Hoyt, Jr. declined in favor of Donald Ross, the name of a young man who had lost his life in World War II and was the son of Mrs. Marjorie Ross, long-time Principal of Lake Park Elementary School.

*This article above was adapted from the original article, “ Frenchman ’ s Creek - Where the name comes from and how it got here, ” written by Norma Lippman, a Frenchman ’ s Creek Beach & Country Club member.

4

WHO WE ARE

Since opening in January 1986, Frenchman ’ s Creek, was developed by Haft-Gaines and Associates, and has become one of the leading private country clubs in South Florida. Frenchman ’ s Creek Beach & Country Club is currently building a new state-of-the-art 124,450 square foot clubhouse with a project completion date sometime in 2025. The clubhouse was designed by Peacock + Lewis Architect and Planners, LLC, who are globally known as a premier hospitality and club amenities design firm located in South Florida.

The new clubhouse will include a Grille Room, Sports Bar, 19th Hole Bar with indoor and outdoor covered seating with views of the ninth hole on the South Golf Course, women ’ s and men ’ s cardrooms, men ’ s and women ’ s locker rooms, Golf Shop, new Pickleball and Tennis Courts, “ Kids Creek ” facilities, a cart barn, and additional meeting rooms with endless possibilities to meet the needs of the community ’ s residents and their guests. The Club offers two 18-hole golf courses - the North Course, designed by Jim Fazio - and the South Course, designed by Robert Cupp to provide the highest quality of private golf instruction and service. The 24,000 square-foot stand-alone luxury spa and fitness facility offers state-of the-art equipment, personalized training, and the latest beauty and spa treatments, including a luxurious pool and lounge area. The Tennis Facility hosts weekly clinics for all ages, personalized training, and numerous play options and events on lighted Har-Tru tennis courts that fit all skill levels along with additional Tikkyball and Bocce Ball courts. Our resort-style ocean club, “ The Beach Club ” is situated on Celestial Way in Juno Beach, a short distance from the main property. The Beach Club, opened in 1990, was designed by Steve/Kunik Architects. The Beach Club features valet parking, a swimming pool/patio area, men ’ s and lady ’ s locker facilities, dining rooms, bar lounge, an open “ performing ” kitchen, and a boardwalk over the dunes to the beach. The team who supports Frenchman ’ s Creek Beach & Country Club comes from the local area and across the globe, bringing exceptional experience and expertise that serves our distinguished member-only community.

5

FRENCHMAN ’ S CREEK SERVICE STANDARDS Mission Statement:

Service Standards

#1 SERVICE EXCELLENCE We always offer our Members a warm welcome and anticipate our gues ts’ needs.

#2 PROFESSIONALISM We will uphold our FC culture with excellence and honor, always being and doing the best for our Members and colleagues. We will provide effective communications and always be responsible in our daily performance. #3 COMMUNICATION It is every team member’s responsibility to know and abide by the Mission and Servi ce Standards of Frenchman’s Creek and be knowledgeable of the daily and upcoming activities. #4 TEAMWORK & EMPOWERMENT FC culture inspires teamwork and empowerment through innovation and planning to create extraordinary experiences for our community.

#5 BE AN AMBASSADOR Being an Ambassador is the highest level of service provided to our guests. It only takes a moment to make a positive impact on our guests. #6 PRIDE IN THE WORKPLACE Each team member is responsible for participating in the planning and execution of their department ’s goals and objectives to achieve the highest quality and exceptional service standards.

# 7 SAFETY Safety always comes first. Each employee is responsible for creating a safe, secure, and accident-free environment for our community. Always be aware of all fire and safety emergency procedures and immediately report any safety hazards or accidents. #8 PROTECT THE ASSETS Everyone is responsible for protecting the assets of Frenchman ’ s Creek. Assets encompass not only the physical building, furniture & fixtures, etc., but also the organization’s financial health.

“ Hospitality is your calling card. ”

6

EMPLOYEE HANDBOOK

I.

Frenchman ’ s Creek reserves the right to change this Employee Handbook at any time, without prior notice. Any revisions to the handbook will supersede any prior versions. If any terms addressed within this handbook conflict with the law, the law governs. You are expected to comply with the policies in this handbook and those that may be amended from time to time. Failure to comply with the policies in this handbook and those that may be amended from time to time may result in discipline up to and including termination without prior written or verbal warning. Employee handbooks will be maintained electronically for access to all employees. Employees will be required to electronically acknowledge receipt of this handbook. Upon individual request, Frenchman ’ s Creek will be happy to provide a printout of this handbook and the employee will need to sign a receipt of receiving the printed version of handbook. A. Frenchman ’ s Creek promotes diversity and is an equal opportunity employer with a strict policy prohibiting discrimination. This means that all decisions made regarding employment are done so without regard to an individual ’ s race, color, religion, sex, pregnancy, age, marital status, veteran ’ s status, sexual orientation, gender identity, disability, national origin, ancestry, genetics, or any other legally protected status. This policy relates to all phases and aspects of employment including but not limited to recruiting, hiring, promotion, demotion, layoff, termination, pay rates and compensation, performance appraisals, and discipline or counseling Frenchman ’ s Creek encourages diversity and inclusiveness. This includes employing individuals who may speak a language other than English as their primary means of communication. However, there are specific circumstances when employees are required to speak English. English will be used when communicating with members, co-workers, and other business affiliates who speak only English. Members or guests who prefer another language are an exception to this rule. Speaking a language other than English in the presence of others who only speak English is unprofessional and discourteous. All tasks and work directives will be provided in English. Employees engaged in team-related work will be expected to communicate in English. Frenchman ’ s Creek remains committed to its diversity efforts, which include using languages in the workplace other than English. When specific business and operational requirements necessitate the use of English, all employees are expected to comply. We ask each employee to join us in meeting our commitment to equal employment opportunity. If you or anyone else have been subjected to any form of unlawful discrimination please report it to your supervisor or the Human Resources Director. Any resulting complaint should be specific and should include the names of the individuals involved and the names of any witnesses. Frenchman ’ s Creek will immediately undertake a thorough and objective investigation and attempt to resolve the situation. Confidentiality will be maintained unless doing so will compromise the investigation or remedial measures to be taken as a result of the investigation or otherwise. Frenchman ’ s Creek will not retaliate against you for filing a complaint or participating in the investigation of a complaint and will not knowingly permit retaliation by any employees. EMPLOYMENT

II.

7

B.

Employment at Will

Employment at Frenchman ’ s Creek is considered “ at-will. ” Therefore, you have a right to end your employment with us at any time and for any reason, and Frenchman ’ s Creek has this same right, as long as the reason is not legally prohibited. Frenchman ’ s Creek has no expressed or implied contract with its employees concerning the terms and conditions of employment unless otherwise stated in writing. Frenchman ’ s Creek and its employees each have the right to terminate this employment relationship at any time, with or without good reason.

C.

Employment Applications and Resumes

All applications for employment are processed through and maintained by the Human Resources Department for a period of one (1) year after the application has been made. If an appli cant is hired, the application becomes a part of that employee’s permanent personnel record that is maintained electronically in the Human Resources Department. The information contained in the application must be accurate and complete. Where there is evidence that any statement on the application is untrue or

that intentional omissions have been made, the employee will be subject to disciplinary actions, including termination of employment. Frenchman ’ s Creek ’ s policy is to take reasonable measures to determine the overall suitability of new hires, and to provide Frenchman ’ s Creek with greater assurance of a new employee ’ s successful adaptation to employment conditions. Therefore, Frenchman ’ s Creek, in compliance with federal and state laws,

reserves the right to investigate and obtain prior employment, educational, credit, character, and any other pertinent information about any prospective applicant under consideration for hire in compliance with the law. While most reference investigations are conducted at the time of hire, Frenchman ’ s Creek may additionally determine the propriety of gathering similar information on existing employees when doing so is deemed suitable and in the best interest of Frenchman ’ s Creek. A designated department manager or Human Resources representative may obtain reference information. However, all such information shall be treated in strictest confidence and kept on file in the Human Resources office.

D.

Job Postings

All positions, other than executive or management level, will be posted on the bulletin board and within the employee portal in the employee cafeteria for at least one (1) week. If you are interested in applying for a position that is posted, you should apply directly to the Director of Human Resources. Each applicant, including current employees of Frenchman ’ s Creek, will be advised of the status of their application and advised, if applicable, of the reason for not being considered for the position.

8

E.

Harassment/Discrimination

Frenchman ’ s Creek is committed to providing a work environment where all employees feel safe, secure, and respected. As an organization, Frenchman ’ s Creek will not tolerate conduct by any employee who harasses, discriminates, or creates an intimidating or hostile work environment. Prohibited harassment/discrimination includes but is not limited to the following behaviors: Verbal conduct such as epithets, derogatory jokes, slurs, or comments based on any lawfully protected status such as national origin, gender, gender identity, sexual orientation, race, religion, disability, age, pregnancy, ancestry, veteran ’ s status, or genetics • Visual conduct such as derogatory and/or inappropriate posters, photography, cartoons, drawings, or gestures based on any lawfully protected status such as national origin, gender, gender identity, sexual orientation, race, religion, disability, age, pregnancy, ancestry or veteran status • Threats or demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favors: Unwanted sexual advances, invitations, or comments Any employee who believes that the actions or words of any other employee or non- employee constitute unwelcome harassment or discrimination has a responsibility to report as soon as possible to his or her supervisor, or the Human Resources Director if the complaint involves the supervisor. Frenchman ’ s Creek will take all reasonable steps to prevent and eliminate harassment and/or discrimination by non-employees who are likely to have workplace contact with our employees, including members, guests and vendors. Frenchman ’ s Creek will immediately undertake a confidential, thorough, and objective investigation of any allegation of harassment/discrimination. If Frenchman ’ s Creek determines harassment/discrimination in violation of its policies has occurred, effective remedial action will be taken in accordance with the circumstances. Any employee determined by Frenchman ’ s Creek to be responsible for harassment/discrimination will be subject to appropriate disciplinary action up to and including termination. In all cases, the employee will be advised of the findings and conclusion. The initiation of a complaint of harassment/discrimination made in good faith or the participation in any investigation concerning such a complaint will not have any adverse impact on the complainant nor will it affect such person ’ s future business dealings with Frenchman ’ s Creek, his or her employment, compensation, or benefits. Complaints of any retaliation will be promptly investigated, and disciplinary action will be taken if warranted, up to and including termination. • Use of social media outlets, the Internet, or Frenchman ’ s Creek issued company equipment and systems to harass or discriminate against another employee • Retaliation for having reported or threatened to report harassment/discrimination or for having participated in the investigation of a complaint The above list is not meant to be exhaustive and is offered by way of example.

9

Additionally, no vendor, member or guest may be verbally or physically abusive to any staff member, may not direct any staff member in his or her job functions, and may not threaten a staff member or his/her job. Staff members are required to report any such incident to their supervisor or the Director of Human Resources.

F.

Anti-Bullying

Frenchman ’ s Creek celebrates the diversity among its employees. We believe that all employees should be treated in a professional manner with dignity and respect. As such, Frenchman ’ s Creek does not accept or condone bullying in the workplace under any circumstances. Bullying is defined as persistent, malicious, unwelcome, severe, and pervasive mistreatment that harms, intimidates, offends, degrades, or humiliates an employee, whether verbal, physical, or written in the workplace.

Frenchman ’ s Creek by way of example, considers the following behavior to constitute bullying in the workplace:

• Staring, glaring or other demonstrations of hostility exclusive or social isolation • Excessive monitoring or micro-managing • Work-related harassment (work-overload, unrealistic deadlines, meaningless tasks) Being held to a different standard when compared to other similarly situated employees • Consistent ignoring or interrupting of an employee in front of co-workers, personal attacks, angry outbursts, excessive profanity, name calling, encouragement of others to turn against a targeted employee • Sabotage of a co-worker ’ s work product or undermining of an employee ’ s work performance • Stalking • Unwelcome touching • Invasion of another person ’ s personal space • Unreasonable interference with an employee ’ s ability to do his or her work • Repeated inflection of verbal abuse, such as the use of derogatory remarks, insults, and epithets • Conduct that a reasonable person would find hostile, offensive to Frenchman ’ s Creek ’ s legitimate business interests Frenchman ’ s Creek encourages all employees to report any instance of bullying to his or her supervisor or the Human Resources Director. Frenchman ’ s Creek will immediately undertake a confidential, thorough and objective investigation of any allegation of bullying. If Frenchman’s Creek determines that a violation of this policy has occurred, effective remedial action will be taken in accordance with the circumstances. Any employee determined by Frenchman’s Creek to be responsible for bullying will be subject to appropriate disciplinary action, up to and including termination. In all cases, the employee will be advised of the findings and conclusion.

Frenchman ’ s Creek will not retaliate against any employee for filing a complaint and will not knowingly permit retaliation by any employees.

10

G.

Employee Grievance/Open Door Reporting Procedure

Reports of harassment, discrimination and all other employee grievances will be addressed in a fair and equal manner for all employees through the proper chain of command. Every effort is made to maintain and preserve a good working environment and to resolve any issues in the best interest of all parties involved.

To maintain employee morale and efficiency, Frenchman ’ s Creek has established the following grievance and reporting procedure:

1. You should report the problem with your immediate supervisor or the Human Resources Director. 2. If you feel that you will be prejudiced or uncomfortable in reporting or discussing a situation with your supervisor, you may communicate directly with the Human Resources Director. 3. Frenchman ’ s Creek has an Open-Door policy for every employee who feels he/she has not been treated fairly or who feels their concerns have not been addressed. 4. All complaints of harassment, discrimination or retaliation will be investigated promptly in as an impartial and confidential manner as possible. Employees are required to cooperate in any investigation. You will always have access to the Human Resources Department if you wish to follow-upon a complaint or feel that action has not been taken on your complaint.

H.

Human Resources

The Human Resources Department is located by the employee dining room. If, at any time, you should have any questions regarding matters of your employment, you should direct them to Human Resources.

I.

Employment of Friends and Relatives

Frenchman ’ s Creek strongly encourages the referral of your friends and acquaintances for employment. However, it is our policy not to employ relatives of present employees within the same work department to eliminate the possibility of interference with internal control practices. A relative is defined as: husband/wife, mother/father, mother-in-law/father-in-law, son/daughter, daughter-in-law/son-in-law, brother/sister, uncle/aunt, and first cousin. If Frenchman’s Creek determines that a violation of this policy has occurred, effective remedial action will be taken in accordance with the circumstances. Any employee deter mined by Frenchman’s Creek to be responsible for bullying will be subject to appropriate disciplinary action, up to and including termination. In all cases, the employee will be advised of the findings and conclusion. The employment of relatives or individuals involved in a dating relationship within the same area of an organization has the potential to cause conflicts and issues with nepotism or employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.

11

For purposes of this policy, a relative is any person who is related by blood or marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage. A dating relationship is defined as a relationship that may be reasonably expected to lead to the formation of a consensual “ romantic ” or sexual relationship. This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved. An employee may not occupy a position working directly for or supervising a relative. Employees are also prohibited from occupying a position working directly for or supervising an employee with whom they are dating. The Club also reserves the right to take prompt action if an actual or potential conflict of interest arises or where employment decisions may be affected that involve relatives or individuals in a dating relationship who occupy a position, at any level, in the same line of supervisory authority or direct reporting. If a relative or dating relationship, as described above, is established between employees after employment, it is the responsibility and obligation of the supervisor involved in the relationship to disclose the existence of the relationship to management. The individuals concerned may be offered the opportunity to decide who will be transferred to another available position; however, management reserves the right to decide who is to be transferred or, if necessary, terminated from employment. In other cases where a conflict or the potential for conflict arises because of the relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment. Employees in a close personal relationship must refrain from public workplace displays of affection or excessive personal conversation.

J.

Employment Date

The date that an employee ’ s most recent period of employment with Frenchman ’ s Creek began, is considered to be an employee ’ s “ Employment Date. ” This date is the date that is used to determine benefits eligibility (along with employment status) and length of service.

K.

Introductory Period

All employees hired will be subject to the successful completion of a ninety (90) consecutive day introductory period, which may be extended. At the end of the introductory period, your performance may be evaluated by your immediate supervisor. In the event that your performance during the completion of the introductory period is not satisfactory, your employment shall be terminated. Successful completion of the introductory period will in no way change the at-will employment relationship between you and Frenchman’s Creek , both during and after your introductory period. Employment is not for any definite term and can be terminated by you or Frenchman’s Creek at any time with or without cause.

L.

Re-Employment

Former employees who leave Frenchman ’ s Creek in good standing are welcome to apply for vacant positions. Former employees who wish to be considered for re-employment are required to meet all employment requirements and will be considered along with other applicants.

12

If a former employee is rehired, the new employment date will be used with regard to eligibility and calculation of benefits. All former employees who are re-hired and have left the employ of Frenchman ’ s Creek for a period longer than thirteen (13) weeks are subject to a new ninety (90) day introductory period for the employee benefit package and must complete new employee orientation on their first day back to work. If you are re-hired within a six (6) month period, you will be able to keep your seniority for benefits including vacation and sick time. The Immigration Reform Control Act of 1986 requires that employers verify the employment eligibility of newly hired employees to confirm eligibility to work in the United States. All new employees and those employees who are rehired, but have not completed an I-9 within the past three (3) years, must present proof of eligibility to work in the United States, which will be verified using the E-Verify system. The list of acceptable documents can be found on the I-9 form which is completed during orientation. The employee will have three (3) working days from his/her commencement of employment to provide the acceptable documents for verification. If the employee does not comply with this requirement, Frenchman ’ s Creek will have no alternative, but to terminate employment. In order to maintain confidentiality of personnel files and protect an employee ’ s right to privacy in the workplace; Frenchman ’ s Creek will only verify an employee ’ s date of hire and current or most recent position. Any additional information that may be requested about an employee ’ s employment or personal data must be requested in writing with an authorization to release information by the employee. Inquiries on inactive employees will be treated in the same manner. In all cases, employment inquiries will be handled by Human Resources. Immigration Law Requirements Verification of Employment

M.

N.

O.

Personnel Records and Files

The Human Resources Department maintains confidential personnel files on all Frenchman ’ s Creek employees. These personnel files are the property of Frenchman ’ s Creek. However, while employed by Frenchman ’ s Creek, employees may be permitted to review their own file by contacting Human Resources for an appointment. Once permission has been granted, you will be allowed to review your file in the presence of a representative from the Human Resources Department.

Frenchman ’ s Creek recognizes that identity theft can be a problem and wants to assure its staff that all employment records are kept secure in locked cabinets. Any outdated

13

records and/or applications that do not need to be maintained for a defined time period shall be shredded.

All employees are responsible for updating their personnel records such as changes in address, telephone number, within the ADP portal. All employees are responsible for notifying Human Resources in any changes in identifying data such as marriage, birth, death, divorce, change in name, etc. Human Resources may request supporting documentation before making the changes to the identifying data.

P.

Other Employment – “ Moonlighting ”

Frenchman ’ s Creek understands that for various reasons employees may seek outside employment while continuing to work for Frenchman ’ s Creek. Outside employment is prohibited where it would interfere with the employee ’ s attendance, efficiency or ability to perform his or her job duties and responsibilities for Frenchman ’ s Creek in a satisfactory manner. Moreover, outside employment is prohibited where it might create a conflict of interest; involve the use of information confidential to Frenchman ’ s Creek or where the outside employment might be detrimental to the interest of Frenchman ’ s Creek. Employees must notify the Executive Director about accepting outside employment. The decision to approve or to disapprove outside employment shall be made solely by the Executive Director within reasonable judgment. Failure to obtain permission or accepting outside employment after permission has been denied will be grounds for disciplinary action, up to and including immediate termination. Frenchman ’ s Creek reserves the right to reconsider the approval of outside employment if the Executive Director subsequently determines that reason(s) exist to reverse a prior decision approving outside employment. In any event, if an employee ’ s outside employment interferes with the employee ’ s ability to carry out his or her duties and responsibilities at Frenchman ’ s Creek, the employee will be subject to disciplinary action up to and including termination. Frenchman ’ s Creek issues a photo ID Badge to display when entering Club property in a vehicle that has not been equipped with automatic gate opening transponder, or when entering the grounds of our seasonal worker residential facilities. ID Badges are valid for one year. Each year, before the ID Badge has expired, it is the employee’s responsibility to come to Human Resources and complete a new ID Badge application. In the event that your ID Badge is stolen or lost, please contact the Human Resources immediately so that a new badge can be issued. Employees are permitted to park in designated employee parking areas only and enter the clubhouses through designated employee entrances only. Employee Entrance and Parking

Q.

R.

Employee Use of Frenchman ’ s Creek ’ s Facilities

We have established very well appointed and highly-functional surroundings for our members and their guests to enjoy and our employees to be productive. Employees should always keep in mind that they are not permitted to use any of Frenchman ’ s Creek facilities for anything other than business purposes, unless specifically authorized to do so in writing by the Executive Director, including but not limited to the clubhouse

14

member entrances, restrooms, fitness center, pools, changing rooms, and beach chairs, golf and tennis facilities, club stationery, the postage meter, or the telephones for international phone calls. Domestic telephone calls are permitted but should be limited to emergencies. If an employee misuses or damages Frenchman ’ s Creek ’ s property or the property of another employee, Frenchman ’ s Creek reserves the right to require the employee to pay all or part of the cost to repair or replace the property. Additionally, Employees are not allowed on the property during non-working hours without written prior consent of their immediate supervisor or Human Resources. The immediate supervisor or Human Resources must notify Security when employees are expected on the property at times for which they are not scheduled to work. Frenchman ’ s Creek recognizes that use of the Internet has many benefits for Frenchman ’ s Creek and its employees. The Internet and e-mail can make communication more efficient and effective. Therefore, employees are encouraged to use the Internet appropriately. Unacceptable usage of the Internet can place Frenchman ’ s Creek and others at risk. This policy discusses acceptable usage of the Internet and e-mail. The following guidelines have been established for using the Internet and e-mail in an appropriate, ethical and professional manner. Frenchman ’ s Creek ’ s Internet and e mail access may not be used for transmitting, retrieving or storing of any communications of a defamatory, discriminatory or harassing nature or that is pornographic. No messages with derogatory or inflammatory remarks about an individual ’ s race, age, disability, religion, national origin, physical attributes or sexual preference shall be transmitted. Harassment/discrimination of any kind is prohibited. Disparaging, abusive, profane, or offensive language; materials that might adversely or negatively reflect upon Frenchman ’ s Creek or be contrary to Frenchman ’ s Creek ’ s best interests; and any illegal activities including piracy, hacking, extortion, blackmail, copyright infringement, and unauthorized access to any computers on the Internet or email are forbidden. Frenchman ’ s Creek ’ s Internet and email may not be used for soliciting for purpose unrelated to work. Copyrighted materials belonging to entities other than Frenchman ’ s Creek may not be transmitted by employees on its network. All employees obtaining access to other companies ’ or individual ’ s materials must respect all copyrights and may not copy, retrieve, modify or forward copyrighted materials, except with permission or as a single copy to reference only. Computer/Internet/Email

S.

If you find something on the Internet that may be interesting to others, do not copy it to a network drive. Instead, give the URL (uniform resource locator or “ address ” ) to the person who may be interested in the information and have that person look at it on his/her own.

Do not use the system in a way that disrupts its use by others. This includes sending or receiving many large files and “ spamming ” (sending e-mail messages to thousands of users). If additional software is required to perform a specific task, complete a requisition form and have your supervisor approve. Software may not be brought from home to be installed. Computers are very sensitive pieces of equipment, and the

15

installation of outside software can jeopardize the integrity of the systems utilized at Frenchman ’ s Creek. Personal software, games, etc., may not be installed on any Frenchman ’ s Creek computer. Each employee is responsible for the content of all text, audio, or images that he/she places or sends over Frenchman ’ s Creek ’ s Internet and e-mail system. No e-mail or other electronic communications may be sent which hides the identity of the sender or represents the sender as someone else. Also, be aware that Frenchman ’ s Creek ’ s name is attached to all messages, so use discretion in formulating messages. Generally, e-mail is not private or confidential. All electronic communications are Frenchman ’ s Creek ’ s property. Therefore, Frenchman ’ s Creek reserves the right to examine, monitor and regulate email messages, directories and files, as well as Internet usage. Also, the Internet is not secure, so do not assume that others cannot read or possibly alter your messages. Internal and external email messages are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending email within and outside Frenchman ’ s Creek. All Frenchman ’ s Creek-supplied technology, including computer systems and its related work records, belong to Frenchman ’ s Creek and not the employee. Frenchman ’ s Creek routinely monitors usage patterns for its e-mail and Internet communications. Although encouraged to explore the vast resources available on the Internet, employees should use discretion in the sites that are accessed. Since all the computer systems and software, as well as the email and Internet connection, are Frenchman ’ s Creek owned, all policies are in effect at all times. Any employee who abuses the privilege of Frenchman ’ s Creek facilitated access to e-mail or the Internet, may be denied access to the Internet and if appropriate, be subject to disciplinary action up to and including termination. Frenchman ’ s Creek has set up a computer room for employees to use. This is located in a room next to the employee dining room. Employees may use the computers before or after work or during breaks. Frenchman ’ s Creek ’ s Right to monitor and consequences

T.

U.

Social Media Policy

At Frenchman ’ s Creek, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

16