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LITTLE LEAGUE BASEBALL, INCORPORATEDEMPLOYEE HANDBOOK

FOR FULL TIME EMPLOYEES

Revised: 01/2016

ACKNOWLEDGEMENT STATEMENT & RECEIPT

I have received a copy of the Employee Handbook.

My signature below indicates that I have received and reviewed the updated Little League Baseball, Incorporated Employee Handbook. I understand that this manual contains information regarding Little League Baseball, Incorporated’s rules, regulations and benefits which affect me as an employee.

I understand the Employee Handbook remains the property of the Company, and upon separation from employment any copy received is to be returned to Human Resources.

I acknowledge that it is my responsibility to read and understand Little League Baseball, Incorporated’s Employee Handbook, and will comply with the policies contained in it and any revisions made to it. I understand that the Handbook does not constitute a contract between Little League Baseball, Incorporated and myself. I understand my employment is AT-WILL and may be terminated with or without cause and without prior notice by the company, or I may resign for any reason at any time.

Furthermore, I shall comply with the Communication Policy as outlined in this handbook. I further understand that should I commit any violation of this policy, my access privileges may be revoked, disciplinary action and/or appropriate legal action may be taken.

I also understand that Little League Baseball, Incorporated may revise, supplement, or rescind policies, procedures, or benefits described in the manual, with or without notice.

Print Name: ________________________________________

Signature: _________________________________________

Date: _____________________

TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE

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Welcome to Little League Baseball, Incorporated!

It is a pleasure to extend a warm and cordial welcome to you as a new employee of Little League Baseball, Incorporated.

I sincerely hope that you will find the duties and responsibilities of your new job both pleasant and challenging, and your career long and rewarding.

This handbook was written for your convenience. It is intended to be a ready reference to all general personnel policies. After you read it thoroughly, please keep it available for future use.

Should there be any questions concerning Little League’s policies or personal benefits, feel free to discuss it with the Director of Human Resources.

We are happy to have you with us!

Sincerely,

Stephen D. Keener 3

Little League® International Baseball and Softball

Stephen D. Keener President and Chief Executive Officer

President andChief Executive Officer

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INDEX

Title Section Page

TITLE PAGE 1 1

HANDBOOK RECEIPT (MUST HAND IN TO HR) 1 2

WELCOME PAGE 1 3

INDEX 1 5-9

MISSION STATEMENT 1 10

PURPOSE 1 11

YOUR SUPERVISOR 1 12

DIVERSITY & EQUAL EMPLOYMENT 1 13OPPORTUNITY STATEMENT

DEFINITION OF EMPLOYEE 1 13

WAGES AND HOURS 2 14-15

Hours of Work 2 14

Breaks & Meal Periods 2 14

Overtime Pay 2 14-15

Timekeeping 2 15

Pay System 2 15

BENEFITS OFFERED BY THE COMPANY 3 16-25

Full Time Employee Benefits 3 16

Group Medical Insurance 3 17

Group Dental Insurance 3 18

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Group Vision Insurance 3 19

Life and Disability Insurance 3 19-23

Title Section Page

Group Life Insurance 3 19-20

Group Accidental Death Insurance 3 20

Group Business Travel Accident Insurance 3 20

Short Term Disability Policy 3 20-22

Example of Short-Term Disability Policy 3 22

Long Term Disability Insurance 3 23

Additional Benefits 3 23

Lunch Facility 3 22

Savings Plan 3 23

Employee Assistance 3 24

Educational Assistance Program 3 24

Employee Training & Development 3 24-25

VACATION AND TIME OFF 4 26-36

Vacation Policy 4 27

Vacation Schedule 4 28

Paid Holidays 4 28

Additional Paid Time Off 4 28-29

Personal Time 4 29

Personal Injury or Illness 4 29

Bereavement Leave 4 29-30

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Work-Related Injury 4 30

Jury/Witness Duty 4 30

Military Training 4 30

Title Section Page

Community Volunteer Service & 4 31Charitable Work

Unpaid Time Off 4 31-32

Military Leave of Absence 4 31

Leave of Absence 4 31

Personal Leave of Absence 4 32

Re-Employment After Leave of Absence 4 32

Family Medical Leave of Absence 4 32-34

Sick Leave 4 34-35

Call Off Procedure for Absences from Work 4 35

Attendance and Absenteeism 4 36

RETIREMENT 5 37-40

Employee Retirement Benefits 5 38

Retiree Medical and Dental Assistance 5 39-40

Benefit Limits and Duration 5 39

Participation 5 39

Eligibility 5 39

Plan Entry 5 40

Life Insurance Continuation 5 40

RULES OF CONDUCT/STANDARDS OF CONDUCT 6 41-59

Rules of Conduct for Employees 6 42-43

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Tobacco/Nicotine & Smoke Free Workplace 6 44

Violence in the Workplace 6 44-45

Whistleblower Policy 6 46-47Title Section Page

Anti-Harassment Policy 6 48-49

Sexual Harassment 6 49-50

ADA: ADA/ADAAA Policy 6 50

Conflict of Interest Policy 6 51

Confidential Information 6 51-52

Professional Conduct Policy 6 52

Political Neutrality Policy 6 52

Drug and Alcohol Policy 6 53

Dress and Personal Appearance Code 6 54-55

Communication Policy 6 56-59

SAFETY AND SECURITY 7 60-65

Safety Rules 7 61-62

Pets on the Premises 7 62

Security 7 62

Emergency Preparedness 7 63

Evacuation Procedure 7 63

Shelter in Place Procedure 7 64

Lock Down Procedure 7 64

Medical Injuries 7 65

Worker’s Compensation 7 65

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MISCELLANEOUS 8 66-69

Employee Appraisal Annual Reviews 8 66

Corrective Procedure 8 66

Title Section Page

Notice of Termination 8 66

Change of Records 8 67

Complaint Procedure 8 67

Lost and Found 8 67

Property 8 67

Parking 8 68

Travel Expense Documentation 8 68

Business Visitors 8 68

Severe Weather Conditions 8 68

Anti-Nepotism Policy 8 69

Bulletin Board 8 69

Telephone Calls 8 69

Personal Mail and Company Stationery 8 69

CONCLUSION 8 70

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Little League Baseball, Incorporated

MISSION STATEMENT

Little League Baseball, Incorporated, an international, educational, non-profit organization is designed to instill leadership qualities in boys and girls, ages 4-18. Under the direction of principled adult volunteers, the program utilizes the games of baseball and softball as vehicles to teach children the fundamental skills of the games, and the values of teamwork, fair play, respect for authority and the desire to excel.

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PURPOSE OF THIS HANDBOOK

This Employee's Handbook has been prepared to familiarize full-time employees with Little League Baseball, Incorporated. Little League Baseball, Incorporated is sometimes referred to in this Handbook as the “Company.” You will find information about our Company, employee benefits, regulations and policies in the book. It is your responsibility to become thoroughly familiar with these areas. The topics covered will assist you in being a part of our work group with a greater measure of ease and efficiency. Please keep in mind that this handbook contains only general information and guidelines for the employer/employee relationship. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to the Human Resource Department.

THIS HANDBOOK DOES NOT CONSTITUTE A CONTRACT BETWEEN LITTLE LEAGUE BASEBALL, INCORPORATED AND ITS EMPLOYEES, AND CANNOT BE CONSTRUED AS CREATING ANY LEGAL RIGHTS OR ENTITLEMENTS.

Furthermore, this handbook is not intended to alter the at-will relationship between Little League Baseball, Incorporated and any employee. Employees who do not have an employment contract are employed at-will by the Company and are subject to termination at any time, for any reason, with or without cause or notice. At the same time, such employees may terminate their employment at any time for any reason.

The language of this handbook and the rules and policies stated in it are not intended to create, nor do they constitute, a contract between the Company and any of its employees. This handbook and the rules and policies contained in it are subject to change at any time within the sole discretion of the Company. As changes occur, you will be notified electronically and the Employee Handbook will be accessible by all employees via our intranet site. Paper copies of the Handbook will be given upon request.

It is the duty of supervisors to administer fairly without discrimination these policies and all employees are expected to abide by and follow said policies.

Please read this handbook carefully. The contents are your responsibility. If you have any questions, please contact the Human Resources Department. When you have completed your review, please sign the form at the beginning of the handbook stating that you have reviewed the handbook and understand its contents and return the form to the Human Resources Department.

Some subjects described in this handbook are covered in detail in official policy documents. Refer to those documents for specific information because the handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies and changing employment laws takes precedent and override any statements made in this or any other document.

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References in this Employee Handbook to "his" or "he" are intended to be gender neutral.

YOUR SUPERVISOR

Your Supervisor has a genuine interest in your career. Please discuss any questions or requests with your Supervisor and tell him when something about your job concerns you. You and your Supervisor have a common bond; both of you are interested in seeing the job done as efficiently, effectively, and pleasantly as possible. Your Supervisor is aware that each employee is an individual, with individual concerns. Supervisors are willing to help in any way they can or refer you to the Human Resources Department for specialized guidance. Supervisors, however, do not have authority to alter, change or modify the terms of this Handbook. If you feel you have a unique situation, unlike any other, please see Human Resources for guidance on your issue.

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DIVERSITY & EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

Little League Baseball, Incorporated is an equal opportunity employer. We are committed to a policy of equal employment opportunity for all applicants and employees. Employment decisions will comply with all applicable laws prohibiting discrimination in employment.

It is the Company's policy to comply with all applicable state and federal laws regarding equal employment opportunity and to make all employment decisions without regard to and not to discriminate against any employee or applicant for employment because of race, creed, color, religion, national origin, gender, sexual orientation, age, genetic information, non-job related mental or physical handicap or disability, veteran status, or any other characteristic against which discrimination is prohibited by law. This policy applies to all terms and conditions of employment, including, but is not limited to: recruitment, recruitment advertising or other solicitation for employment, hiring, placement, promotion, transfer, demotion, training during employment, selection for training, rates of pay or other forms of compensation and benefits, layoffs and return from layoff practices, and terminations.

The Company expressly prohibits any form of unlawful employee harassment based on any of the protected classes.

See also Anti-Harassment Policy & ADA: ADA/ADAA Policy.

DEFINITION OF “EMPLOYEE”

An employee is defined as a person who is compensated by Little League Baseball, Incorporated and has Social Security and payroll taxes deducted from his pay. To be classified as a full time employee, and eligible for certain full time benefits, the employee must work a minimum of 35 hours per week for 52 weeks of the year.

We have two (2) classifications of Full-Time employees.

(1) Exempt - includes executive, administrative, professional, or computer staff who meet certain criteria in both job duties and salary established by the U.S. Department of Labor and ARE exempt from the minimum wage and overtime provisions of the FLSA (Fair Labor Standards Act). Exempt employees are paid on a salary basis and do not receive overtime.

(2) Non-exempt – includes employees whose work is covered by the FLSA (Fair Labor Standards Act) and are NOT exempt from minimum wage or overtime. Non-exempt employees will be paid overtime at a rate of one and one-half their regular rate of pay for any hours worked over 40 hours in the work week.

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WAGES AND HOURS

HOURS OF WORK

Full time employees typically work seven (7) hours per day, thirty-five (35) hours per week on a year round basis. Your Supervisor will explain procedures and work hours in your particular department. Only full time employees are eligible for certain employee benefits contained in this handbook.

The Company shall establish an employee's working hours in its sole discretion. The Company does reserve the right to change an employee’s working hours.

BREAKS AND MEAL PERIODS

NOTE: Please check State Meal/Rest Period Requirements as some states have different requirements for meal and rest periods than what is provided below.

(1.) BREAK PERIOD: In order to enable you to relax from your work and to obtain some refreshments, two 15-minute rest periods are scheduled. The times of these breaks are typically 10:00-10:15 AM and 3:00-3:15 PM; however, your department Supervisor may schedule your breaks at other times. In such case, your 15 minute break time will be given at another time as close as possible as the times listed here. Each employee is expected to abide by the break schedule established in his or her department. Smokers will be limited to take smoking breaks during these specified breaks and lunch period only. Smoking is NOT permitted on the premises. Abuse of break period time by employees could result in disciplinary action. Non-exempt employees are not required to clock out for break periods because the time is considered “time worked” and is compensable.

(2.) MANDATORY MEAL PERIOD: Each employee receives a one-hour unpaid lunch break. Your Supervisor will advise you of your lunch period schedule. The meal period will not exceed 60 minutes and the meal period will not be included in the total hours of work per day and is not compensable. Non-exempt employees are to be completely relieved of all job duties while on meal breaks and must clock out on their time sheet. You are expected to be at your assigned work station at all times other than breaks and lunch.

OVERTIME PAY Employees are paid for all hours worked in accordance with all legal requirements. All non-exempt employees are entitled to overtime compensation for hours worked in excess of forty (40) hours per week. Overtime pay is calculated at the rate of one and one-half times your regular rate of pay for all hours over forty (40) hours worked in one work week, based on total hours worked in the work week. Hours paid but not worked, for example holidays and vacations, do not count as hours worked for overtime compensation purposes. Other state overtime requirements will also apply and be

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enforced (see your state DOL for your state overtime laws). Overtime must be approved in advance by the manager to whom the employee reports. Unauthorized overtime will be paid in accordance with the law, but the employee will face disciplinary action for their unauthorized overtime.

Occasional overtime is expected from all exempt employees as a normal part of their employment. It is the responsibility of Supervisors to estimate the extent of overtime needed and to plan for its fulfillment. All Supervisors must obtain necessary prior approval for the overtime work from their department head.

TIMEKEEPING

Time sheets are required for ALL non-exempt employees. The usual work week period is 35 hours. All hours worked will be recorded to the nearest quarter hour. Each non-exempt employee must maintain an accurate daily record of his/her hours worked. All absences from the work day should be appropriately recorded. The work week covers seven consecutive days and starts on Saturday and ends on Friday. Supervisors will distribute time sheets as needed. Time sheets are to be handed in on a bi-weekly basis on Fridays to payroll. You or your supervisor may submit your time sheet, but it is your responsibility to get it to your supervisor promptly for signature and submission or your pay check will be delayed.

Non-exempt employees will be compensated for authorized overtime on the basis of hours registered on the time sheet. Any time recorded on the timesheet over and above the regularly scheduled hours will not be considered as authorized time worked without the appropriate Supervisor's prior approval and signature. Payment for unauthorized overtime will be made, but disciplinary action will be taken up to and including termination from The Company.

PAY SYSTEM

Currently Little League Baseball, Incorporated pays its employees bi-weekly. The Company pays all employees by direct deposit to either a checking or savings account of your choice. An employee who separates from employment with Little League Baseball, Incorporated will be paid at the next regularly scheduled pay period unless state law dictates otherwise.

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Benefits Offered By The Company

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FULL-TIME EMPLOYEE BENEFITS

It is the Company's policy to provide its full-time employees with various benefits. A full-time employee is defined as an employee who works a minimum of 35 hours per week for 52 weeks of the year. As you read through this benefit summary, you will see that Little League Baseball, Incorporated has designed these benefit programs to assist you in your lifestyle. Any benefit listed below which allows employee plus eligible dependents to be enrolled in a plan includes all legal spouses including spouses in same sex marriages where the marriage is legally recognized, and all legal eligible dependents. The Company reserves the rights to modify, amend, terminate, or extend benefits on a case by case basis at its sole discretion. For more information regarding benefits programs, please refer to the company Summary Plan Descriptions (SPD), which were provided to employees upon hire, or contact Human Resources. The Human Resource Department is available to answer benefit plan questions and assist in enrollment as needed.

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GROUP MEDICAL INSURANCE

The Little League Group Medical Insurance Program is offered to all eligible employees on the 1st day of the month after your date of hire. The coverage is provided through an insurance contract and is underwritten by an insurer selected by the Company in its sole discretion. Eligibility and benefits are governed solely by the terms of the applicable insurance contract. Employees should consult their Group Medical Insurance Benefits Booklet for complete details with respect to the Group Medical Insurance Program.

Under the Company's Group Medical Insurance Plan, the Company currently pays 80% of the cost of coverage for eligible participants and their eligible dependents. Eligible participants are responsible for 20% of the premium cost for this group medical insurance. Current cost to employees can be obtained from the Director of Human Resources. Employee contributions towards medical insurance are made on a pre-tax basis and are made by payroll deduction.

The Company may also offer HRA (Health Reimbursement Accounts) and FSA (Flexible Spending Accounts) if applicable. See Human Resources for details.

Elections are made to enroll in the group medical insurance, dental and vision insurance at time of hire and once a year during open enrollment. Once elections are made to enroll in group medical insurance, elections are fixed for the remainder of the plan year. Changes in family status, as defined by the Plan Document, allow employees to make mid-year changes in coverage consistent with the family status change. Please contact Human Resources to determine if a family status change qualifies under the Plan Document and IRS regulations.

All benefits are subject to revision at the Company's sole discretion with or without notice.

GROUP DENTAL INSURANCE

The Little League Group Dental Insurance Program is offered to all eligible full-time employees on the 1st day of the month after your date of hire. The coverage is provided through an insurance contract and is underwritten by an insurer selected by the Company in its sole discretion. Eligibility and benefits are governed solely by the terms of the applicable insurance contract. Employees should consult their Group Dental Insurance program booklet for complete details with respect to covered benefits.

Under the Company's Group Dental Insurance Program, the Company currently pays 100% of the cost of coverage for eligible participants and their eligible dependents.


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GROUP VISION INSURANCE

The Little League Group Vision Insurance Program is offered to all eligible full-time employees on the 1st day of the month after your date of hire. The coverage is provided through an insurance contract and is underwritten by an insurer selected by the Company in its sole discretion. Eligibility and benefits are governed solely by the terms of the applicable insurance contract. Employees should consult their Group Vision Insurance Program booklet for complete details with respect to covered benefits.

Under the Company's Group Vision Insurance Program, the Company currently pays 100% of the cost of coverage for eligible participants and their eligible dependents.


LIFE AND DISABILITY INSURANCE

GROUP LIFE INSURANCE

The Little League Group Life Insurance Program provides basic life insurance coverage for all full-time employees in the amount of one times your gross annual salary as of January 1st each year up to a maximum of fifty thousand dollars ($50,000.00). Every effort will be made to make this benefit available on the 1st of the month after your date of hire. This coverage is fully paid for by the Company and will cease upon termination/retirement from the Company. Conversion privilege of this insurance is available; see Human Resources for details.

The Company also provides an additional basic life insurance coverage for all full- time employees in the amount of ten thousand dollars ($10,000.00). Employees will be given the opportunity to apply for this coverage no later than the 1st of the month following their date of hire.

Eligibility is determined by our insurance carrier and is not guaranteed. Once eligibility has been determined, coverage typically begins within 30-60 days.

This coverage is fully paid for by the Company and will cease upon termination from the Company. However, if you meet the following criteria, the Company will continue the $10,000.00 life insurance coverage throughout your retirement:

Fully vested in the Retirement Savings Plan and have 10 years of continuous service, and retire from Little League Baseball, Incorporated at age 55 or older.

Fully vested in the Retirement Savings Plan and have 10 years of continuous service, and are deemed permanently and totally disabled by Little League's Long Term Disability insurance carrier and/or qualify for Social Security Disability benefits. ***See Long Term Disability***

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Little League remains the owner of the policy at all times. Maximum death benefit equals ten thousand dollars ($10,000.00) to the employee's designated beneficiary.

GROUP ACCIDENTAL DEATH INSURANCE

The Company provides Accidental Death Insurance coverage to all full-time employees in the amount equal to one times your gross annual salary as of January 1st each year up to a maximum of fifty thousand dollars ($50,000.00). This benefit is available on the 1st of the month after your date of hire. This coverage is fully paid for by the Company and will cease upon termination/retirement from the Corporation.

GROUP BUSINESS TRAVEL ACCIDENT INSURANCE

The Company provides Business Travel Accidental Death Insurance coverage for all full-time employees while traveling on Company business in the amount of one-hundred thousand dollars ($100,000.00). This coverage does NOT extend for travel to and from work daily; neither does it cover you commuting to and from vacation or while on vacation. This benefit is available on your date of hire. This coverage is fully paid for by the Company.

SHORT TERM DISABILITY POLICY (STD)

The Company has a self-funded Short Term Disability Policy that helps by way of partial salary continuation to those employees who are medically required to be off work after an absence of 5 or more consecutive days due to serious illness or injury/disability not related to work. Any time spent on short term disability counts as part of the employee’s FMLA leave. This is to help employees with severe illnesses, injuries, hospital stays and surgical procedures. When foreseeable time off work is required due to one of the aforementioned reasons, the employee should see Human Resources. Eligibility for Short Term Disability will begin on the first day of the month after six (6) months of continuous full-time active employment. Employees who are on Short Term Disability, or any medical leave of absence, are not permitted to participate in company sponsored activities (i.e. bus trips, holiday party, etc...) while on leave. Short Term Disability is for only the EMPLOYEE’s own medical condition and not the employee’s family members. If the employee is also eligible for designated Family and Medical Leave of Absence (FMLA) due to their own serious illness, FMLA runs concurrently with STD in most cases and does not extend the twelve (12) weeks of job protected FMLA leave. In addition, Short Term Disability requires the employee to use the following paid time off to run concurrently with STD in the immediate days following the start of STD regardless of whether FMLA runs concurrently with STD or not:

Exhaustion of all three remaining Personal Days, if any 50% of all remaining Vacation Days in the calendar year (plus 100% of all

carryover Vacation Days from the previous year if applicable) 50% of all remaining Sick Days in the calendar year (plus 100% of all carryover

Sick Days from the previous year if applicable)20

Medical certification is required from a physician or licensed health care provider that states the length of time required to be off work. At any time, the Company may require a second opinion at the Company’s expense in order to qualify for this benefit. If the duration of illness is less than five (5) days, the employee will be required to use sick days (See Sick Leave). After a waiting period duration of five (5) days or more, the employee is eligible for Short Term Disability. Please note STD starts on the first day for hospitalization, which includes outpatient surgery. Please note that regular or customary outpatient medical procedures (as opposed to surgery) will be considered SICK time and not STD qualifying. Employees will NOT be able to return to work after STD leave without submitting to Human Resources a note from the physician or licensed healthcare provider authorizing the employee’s return and any restrictions/limitations must be noted if applicable.

Upon approval, an eligible employee off work due to a medically necessary Short Term Disability will receive:

100% of pay in the form of salary continuation for the first 90 consecutive calendar days following the first day off work following the use of applicable sick, vacation, and personal time per the policy

80% of pay in the form of salary continuation for the 91st to 180th consecutive calendar days from the first day off work

After 180 days, if the employee has not returned to work, this benefit of Short Term Disability stops and the salary continuation ceases and employment ends. The employee would be eligible to apply for Long Term Disability if the employee elected to purchase that benefit from the Company’s carrier and the employee qualifies as totally disabled. ***See Long Term Disability***

If an employee has returned to work for a period of three full continuous months following a Short Term Disability absence, and becomes disabled again according to the Company’s approved eligibility standards, a new Short Term Disability period will begin.

If an employee returns to work within the 180 day Short Term Disability leave period and then becomes disabled again within a three month period of returning to work, the employee will continue the current Short Term Disability leave until a maximum of 180 days is reached. Under these conditions, an employee is not required to wait an additional three months in order to receive Short Term Disability benefits. However, once the 180-day maximum is reached, a three month waiting period is required before the start of another Short Term Disability leave period.

EXAMPLES OF ELIGIBLE AND INELIGIBLE SHORT TERM DISABILITY CIRCUMSTANCES

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(1.) An employee has a verifiable illness in which employee’s doctor has signed the employee off work for one week but the employee is home and is never hospitalized at any point during the illness. The employee will need to use 5 days of sick time and in this situation, an employee does not qualify for short term disability.

(2.) An employee has a verifiable illness in which employee’s doctor signs employee off work for 2 weeks (10 business days). Employee will need to use 5 sick days for the first 5 days. After 5 days and because of the doctor’s excuse requiring additional time off, the next 5 days will qualify for short term disability leave. The employee will need to use any of their remaining Personal Time and 50% of their vacation and sick time remaining for the calendar year if available, and all carryover time.

(3.) An employee has had serious health problems and has been signed off work by her doctor and will be unable to work for more than 6 months. Employee will be required to use the first 5 days as sick time, and all remaining Personal Time and 50% of their vacation and sick time for the calendar year, and all carryover time to run concurrent with STD’s paid time off starting with day 1 as part of the 180 days as short term disability leave of absence where they will receive 100% of their pay for the first 90 days (may include paid time off) and 80% of their pay for the next 90 days. On day 181 of leave, if the employee is not physically able to return to work, and their doctor states the employee is disabled, employment ends and the employee is eligible to apply for Long Term Disability as long as the employee opted to purchase this coverage from Little League when they were first hired.

(4.) An employee had a surgical procedure performed and the recovery period requires that the employee abstain from work for two months. The employee’s short term disability starts on day 1 of hospitalization and the employee will receive 100% salary continuation until they return to work (approximately 60 days). The employee is required to use all remaining Personal Time and 50% of their vacation and sick time for the calendar year, and all carryover time to run concurrent with STD’s paid time off starting with day one. The employee returns to work but then after another two months of working, they become ill and are hospitalized again. The employee’s short term disability begins again on day 1 of hospitalization, but they will receive full pay for only another 30 days (to a maximum of 90 days). Once the employee has reached 90 days, short term disability drops back to 80%. This is because the employee did not complete three consecutive months of employment after returning from the first illness. Under this time frame, a new short term disability period cannot begin at the onset of a second hospitalization. Rather, the same short term disability period of 180 days covers this incident and starts again where the previous period ended. In this case, the date of the second hospitalization would be day 61 of short term disability.

(5.) An employee has to be off work for an entire day for an outpatient medical procedure, but will not require surgery. This would be considered Sick time and not STD.Please note that any of the above examples may also qualify for FMLA leave if for an employee’s own serious health condition and the FMLA leave would run simultaneously with Short Term Disability.

LONG TERM DISABILITY INSURANCE

The Little League Group Long Term Disability Insurance Program is offered to all

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eligible full time employees on the 1st day of the month after your date of hire. The coverage is provided through an insurance contract and is underwritten by an insurer selected by the Company in its sole discretion. Eligibility and benefits are governed solely by the terms of the applicable insurance contract. Long term disability coverage terminates on the last day of employment.

For a small premium, conveniently deducted from the employee's bi-weekly paycheck, the employee can have the benefit of disability income should the employee become permanently and totally disabled from most causes after a one hundred eighty day (180) waiting period.

The disability income benefit from this plan and all other sources (i.e. Corporation, Government) will be equal to sixty (60%) percent of your basic monthly salary up to a maximum monthly benefit of ten thousand dollars ($10,000.00) as long as the employee remains permanently and totally disabled. The maximum period of payment is up to your normal retirement age under the Social Security Act. However, if you become disabled at or after age 65, benefits are payable according to an age-based schedule.

ADDITIONAL BENEFITS

LUNCH FACILITY

A full service lunch is provided by the Company to all full time employees at no charge in the dining hall located in the Dr. Creighton Hale International Grove. This lunch is served for your convenience and your only responsibility is to help keep the area clean and limit food consumption to employees only. Food taken in “to-go” containers are limited only to portions for the full time employee. The Company reserves the right to discontinue or modify the lunch benefit with or without notice

The dining hall is limited only to employees and occasional outside business guests. If more than two business guests are expected, please notify the Kitchen Supervisor in advance for planning purposes. Employee’s friends and family members are prohibited from eating in the dining hall.

. SAVINGS PLAN

As a convenient way to personally save money, all employees are eligible to join this savings club by signing the appropriate payroll deduction form prior to November 1 st of each year. The amount of payroll deduction selected earns an appropriate interest rate and the employee's total amount is distributed at the end of October each year. Employees will receive a 1099-INT each year for tax purposes for the interest they receive. There is no contribution by the employer.

EMPLOYEE ASSISTANCE

The Human Resource department is always available to employees seeking NON-HIPPA related personal assistance. All employees may ask their Supervisor to contact

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Human Resources or they may directly call Human Resources for an appointment. If Human Resources are unable to help you, they may refer you to an appropriate agency or individual who can. This assistance represents Little League Baseball Incorporated's sincere commitment to its employees.

EDUCATIONAL ASSISTANCE PROGRAM

The purpose of the Educational Assistance Program is to offer Little League Baseball, Incorporated employees limited financial assistance for approved courses of study in order to increase their job effectiveness and improve job performance, or offers growth in an area related to his/her current position. The Program provides employees with the opportunity to be reimbursed for seminars and continuing education courses that increase their present job knowledge, and also prepare them to assume positions requiring new knowledge and skills within their area of work. This Program is available to all Little League Baseball, Incorporated fulltime employees at all locations. A grade “B” or above is required for reimbursement in for credit classes.

Please see Human Resources for more information. Certain restrictions apply.

EMPLOYEE TRAINING AND DEVELOPMENT

In addition to our Educational Assistance Program, Little League Baseball, Incorporated allows employees to participate in training and development programs. While this benefit is not meant to pay for degrees, with advanced approval, this benefit provides employees with consideration for paid time off and limited financial assistance to pursue approved courses designed to increase job effectiveness and performance. Eligible development opportunities can range in length from ongoing semester-long courses at a college to a one-day workshop, training demonstration or event that is job-related. In order to ensure that employees receive the maximum benefits allowable in terms of paid time off and/or reimbursement, the following are a few guidelines to adhere to:

1). Please notify your Supervisor and Human Resources that you are interested in attending a class, seminar, or event that takes you out of the office for the day . Please make sure that you provide dates, times, costs and any travel involved. You will be given forms to complete, if applicable.

2). Please identify the specific areas of development you want to improve upon and the goals you hope to achieve by obtaining this personal or professional education.

3). Once approved, upon completion, please provide a copy of any certificates or attendance paperwork for your file so that proper attendance credit can be given and follow-up assessments can be made. Companies that conduct classes, events, or demonstrations for employees are accustomed to requests for attendance certificates or paperwork that verifies attendance, especially when classes, events, or demonstrations are held during business hours when employees are receiving paid time off. It is the employees’ responsibility to obtain this paperwork and to make sure it is forwarded to

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Human Resources so that proper attendance credit and/or reimbursement can be given. Human Resources will retain applicable paperwork in your personnel file and will use it as a guide to help evaluate job development and growth and to assist your Supervisor with setting goals for your benefit.

Thank you in advance for following these steps. We want to see you succeed and improve in the areas of professional development that will benefit you the most. If you have any questions about professional development opportunities, please contact Human Resources or your Supervisor to discuss your goals.

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Vacation and Time Off

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VACATION POLICY

The purpose of vacation is to provide employees with rest and relaxation which can contribute to good job performance and their overall good health. With this in mind, each employee is encouraged to take several days off at a time whenever possible to have the maximum benefit that the vacation policy provides. Please use good judgment when planning your vacation days throughout the year.

In order to be eligible for vacation, each full-time employee must accrue a service credit that is determined by the length of service with the Company. Service credits begin to accrue from the employee's date of hire and include paid time off days such as vacation, holidays, etc… However, a past service credit can be applied to eligible full-time employees for use in determination of total vacation days available. Past service credit is given for past whole years worked and applies to those who have prior service with the Company. Vacation leave will not be accrued during an unpaid leave of absence.

Vacation is accrued on a pro-rata basis. Calculation of accrual is based upon the number of months worked during the vacation year divided by twelve and multiplied by the number of vacation days attainable in one year.

Requests for vacation should be done at least two weeks in advance of requested leave if possible. Requests will be approved based on a number of factors, including department operating and staff requirements. With prior authorization from your Supervisor, and depending on work requirements, you may take vacation any time during the calendar year with the exception of August 15-31. Vacation time or sick time, without a doctor’s note, is not allowed during an employee’s notice period; the time between when an employee tenders their resignation and the employee’s final day of employment with the organization.

At the beginning of each calendar year, employees may be asked to submit written requests for vacation time, especially any vacation requests that are two weeks or more in duration. Vacations of this length require advance planning to assure efficient operations continue within your respective department.

Vacations of more than two weeks in duration should be kept to a minimum and will only be approved in extraordinary circumstances. If you are planning or anticipate a vacation of two weeks or more in duration, please submit a request in writing to your Supervisor and/or Human Resources at least ninety (90) days in advance of the planned absence. Please provide adequate information detailing the reasons supporting your request. Requests will be given consideration on a case by case basis.

Earned but unused vacation of up to five (5) days maximum may be carried over from one vacation year to the next vacation year. No employee may carry over more than 5 days of vacation with the exception of a full-time employee who has pre-scheduled vacation time off and then is off work due to unexpected Short-Term Disability leave.

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VACATION SCHEDULE

Years of Completed Service Vacation Days0-9 10

10-24 1525-up 20

Accrued vacation may be taken in 1/2 hour increments.

Upon termination/retirement from the Company, you will be paid for accrued unused vacation time. No vacation time will be allowed to be taken during an employee’s notice of termination.

PAID HOLIDAYS

Little League recognizes and pays a full day's wage for certain holidays each year. All U.S. offices are closed on the following fifteen (15) days:

· New Year's Day

· Martin Luther King Day

· President's Day

· Friday before Easter (Good Friday)

· Easter Monday

· Memorial Day (Friday and Monday)

· Fourth of July

· Labor Day (Friday and Monday)

· Columbus Day

· Thanksgiving Day (and Friday after)

· Christmas

· New Year's Eve

Paid holidays are subject to change at the Company's discretion.

We recognize that we have a diverse work force and that not every employee honors the following paid holidays, however, for company planning purposes, all employees must adhere to this holiday schedule.

Any employee who voluntarily resigns his employment with Little League Baseball, Incorporated and gives a paid holiday as the last day of employment will not be eligible for holiday pay and the last day actually worked will be used as the last day of employment.

An employee who calls off sick the day before or the day after a company paid holiday, may not be eligible for holiday pay. ***See Sick Leave***

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ADDITIONAL PAID TIME OFF

To prevent unreasonable financial hardship due to absence from work, Little League Baseball, Incorporated will provide the following benefits:

PERSONAL TIME

Little League Baseball, Incorporated will allow you to use three (3) days (21 hours) of personal time to handle family matters or personal matters/appointments that cannot be scheduled outside of Company time. Personal time is prorated your first year of employment and can be taken in 1/4 hour increments if needed. Accrued unused personal time cannot be carried over into the following year. Personal time is not paid out upon termination/retirement from the Company for any reason. Personal day requests are subject to prior approval by the employee's supervisor.

PERSONAL INJURY OR ILLNESS***See Sick Leave Policy***

BEREAVEMENT LEAVE

Leave with pay to make funeral arrangements, travel and attend a funeral may be granted. Please notify your Human Resource Department prior to being absent from work due to Bereavement Leave or as soon as possible upon learning of the need to take Bereavement leave.

You may request up to three (3) consecutive days off with pay immediately following the date of death to arrange and attend the funeral services of an immediate* family member (see definition of immediate family member below) or according to the Bereavement policy for allowable paid time off described for non-immediate family (see below). The Bereavement leave begins on the first regularly scheduled workday following the date of death, and continues for three (3) consecutive work days. If a company paid holiday falls within the three consecutive days following the date of death, the company paid holiday will be considered part of the bereavement leave and counted as one of the days off.

Please notify your immediate Supervisor and Human Resources of the death of an immediate family member or any Bereavement paid time off needed to request a bereavement leave. Your Supervisor and/or Human Resources will assist you in determining the specific days of your bereavement leave to be sure you are granted the appropriate time away from work and paid properly for the absence.

In some instances, extenuating circumstances may apply. Such circumstances should be brought to the attention of your supervisor and/or Human Resources. Special consideration will be given in such instances on a case by case basis and is up to the company to decide what additional time off will be granted if any. Additional unpaid bereavement leave may be granted in such instances when extenuating circumstances

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exist. An example of an extenuating circumstances may be that the funeral is out of the area. If further time is requested, the employee may use their paid time off if available.

*Immediate Family Members include: All legal dependents, spouse, father, mother, father-in-law, mother-in-law, children, grandchildren, brother, sister, foster parent or legal guardian who raised you, and step relations (stepfather, stepmother, stepbrother, stepsister, stepson, stepdaughter).

Please note that grandparents (your direct grandparents and not your spouse’s grandparents), certain relatives, and certain corresponding in-laws will be considered special, but non-immediate family members, and the company will give one full day off as bereavement leave and then additional time off to attend funeral services for these special relations. Non-immediate family members include: brother-in-law, sister-in-law, son-in-law, daughter-in-law, or your direct grandparent.

And lastly, a Bereavement leave pay benefit will be allowed if any employee attends a funeral service for a family relation that is not listed above (i.e. a cousin, aunt, uncle, grandparent of your spouse, etc.…), or for a retiree, fellow co-worker, or for a close friend as long as the employee leaves and returns to work immediately following the funeral service up to 3.5 hours. If further time is requested, the employee may use their paid time off if available.

WORK RELATED INJURY

Worker's Compensation insurance carrier provides a weekly benefit in amount determined by state law. ***See Worker’s Compensation***

JURY/WITNESS DUTY

If required to be off work due to court ordered Jury duty or Court Witness duty requirements, Little League Baseball, Incorporated will pay your regular salary up to two weeks. Proof of duty must be submitted to Human Resources and proper notice given.

MILITARY TRAINING

Employees will be protected against loss of income because of participation in annual encampment or training duty in the U.S. Military Reserves or the National Guard. In these circumstances, Little League Baseball, Incorporated will pay the difference between what an employee earns from the government for military service and what the employee would have earned as normal straight time earnings on the job. This benefit is limited to ten (10) business days per year.

COMMUNITY VOLUNTEER SERVICE & CHARITABLE WORK30

Employees who wish to volunteer their time for community and charitable work can request up to 14 hours per year for this paid time off benefit. This includes events such as participating in a Relay for Life team, volunteering for a community event, or non-profit humanitarian organization, attending a charitable event, attending your child’s school function, etc. Employees must ask both their Supervisor and Human Resources to approve the time off in advance. Not all events will be approved and time off is limited.

UNPAID TIME OFF

MILITARY LEAVE OF ABSENCE

The Company is committed to protecting the job rights of employees absent on militaryleave. In accordance with federal and state law, it is the Company’s policy that noemployee or prospective employee will be subjected to any form of discrimination on thebasis of that person's membership in or obligation to perform service for any of theUniformed Services of the United States. Specifically, no person will be deniedemployment, reemployment, promotion, or other benefit of employment on the basis ofsuch membership. Furthermore, no person will be subjected to retaliation or adverseemployment action because such person has exercised his or her rights underapplicable law or this policy. If any employee believes that he or she has beensubjected to discrimination in violation of this policy, the employee should immediatelycontact Human Resources. Little League Baseball, Incorporated abides by the Veteran's Re-employment Rights Act in granting military leave and re-employment from military leave.

Eligibility

Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists, National Guard members for training, periods of active military service, and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave of absence. See Human Resources for more on Procedures for Military Leave

LEAVE OF ABSENCE

There may be times when it becomes necessary for you to request an unpaid leave of absence. The purpose of the leave of absence program is to protect your service record during periods when the employee is authorized to be absent from work. There will be no accrual of vacation during certain unpaid leave of absences. See Human Resources for further information.

PERSONAL LEAVE OF ABSENCE

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Personal Leave of Absence is for a specified period of time not to exceed ninety (90) days and may be granted only for unusual or extenuating personal or family reasons. You must submit to your supervisor a written request for personal leave that sets forth the reasons why a leave of absence is necessary. For leave to be granted, the reason must be acceptable to management and the President must give his final approval or denial of such a request.

RE-EMPLOYMENT AFTER LEAVE OF ABSENCE

Because of the seasonal nature of the business and the need to reduce the work force from time to time, the Company cannot assure re-employment following leave of absence. We will attempt to provide an employee returning from a leave of absence the same or similar job as the job held prior to leave, if such a job is available.

FAMILY & MEDICAL LEAVE ACT (FMLA) POLICY

Please see Human Resources for more information

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year (in any 12 month period). It also requires that their group health benefits be maintained during the leave. It is the employee’s responsibility to pay for their share of the premium for group health benefits while on leave. It is the policy of Little League Baseball, Incorporated to fully comply with the FMLA Act of 1993 and any legal updates since its enactment.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

• for the birth and care of the newborn child of an employee;• for placement with the employee of a child for adoption or foster care;• to care for an immediate family member (spouse, child, or parent) with a

serious health condition; or• to take medical leave when the employee is unable to work because of a

serious health condition.

Employees are eligible for leave if they have worked for their employer at least 12 months, and have worked at least 1,250 hours of service over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is

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determined according to FLSA principles for determining compensable hours or work. Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.

NOTICE OF FMLA LEAVE

If you foresee that you need unpaid FMLA leave, please contact Human Resources for the necessary paperwork. Employees must comply with their employer’s usual and customary requirements for requesting leave and provide enough information for their employer to determine whether the FMLA may apply to the leave request. Employees generally must request leave 30 days in advance when the need for leave is foreseeable. When the need for leave is unforeseeable, or if unforeseeable less than 30 days in advance, employees must provide notice as soon as possible and practicable under the circumstances. Please note, if you have an FMLA qualifying event, your employer has the right to directly notify you concerning your eligibility for FMLA and your rights and responsibilities under the FMLA. Your employer will notify you whether leave is designated as FMLA leave and the amount of leave that will be deducted from the employee’s FMLA entitlement. FMLA will run concurrently with other leave(s), including, Short Term Disability, Worker’s Compensation, and paid time off. It is the policy of this company to require the use of the following paid time off prior to unpaid time off:

• The remainder of your 3 paid Personal Days must be taken concurrently with FMLA.

• 50% of your remaining 6 paid Sick Days (plus 100% of any carryover sick time) must be taken concurrently with FMLA.

• 50% of all paid Vacation Days remaining for the current calendar year (plus 100% accrued carryover vacation days from prior year) must be taken concurrently with FMLA.

Please note that this required paid time off runs simultaneously with the FMLA leave and does NOT extend the 12-week FMLA period. Each employee will be notified in writing that his or her paid leave is being counted toward the 12 week unpaid FMLA leave. And although the above paid time off is required to be used concurrently with your FMLA leave, it is the discretion of the employee to request additional paid time off during FMLA. CERTIFICATION

The employer may require certification in support of the leave from a health care provider. If you receive paperwork from Human Resources, please fill it out and have your healthcare provider fill out the certification section of the paperwork and return to Human Resources as soon as possible but no later than 15 days from receipt unless unusual circumstances prevent you from doing so. Your employer may also require a second or third medical opinion at the employer’s expense and periodic recertification of a serious health condition. The Company requires the employee to periodically report their status as well as their return to work status following physician appointments. A fit for duty test may be required prior to returning to work on a full time basis.

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JOB RESTORATION AND HEALTH BENEFITS

Upon return from FMLA leave, an employee must be restored to his or her original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. Employers are also required to continue existing group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. The employee is responsible for their portion of shared premiums while on FMLA leave. The employee may send their portion in by the first of the month while on leave if they do not have the paid time off to cover the deduction from a paycheck. If the premiums are not sent in by the first of the month, the employer may recover the unpaid premiums and could result in the termination of medical coverage. In this instance, COBRA coverage would be offered. A final rule effective on January 16, 2009, updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008. See Human Resources for more information on Military Family Leave Entitlements.

SICK LEAVE (varies by State Law)

Because the Company knows that there can be unforeseen times of illness/injury that affect you and your family, the Company has a Sick Leave Policy.

Each full time employee will be eligible for six (6) paid sick days per calendar year (or according to your state law). New full time employees will not be eligible for paid sick time off until after 90 day introductory period and they will have sick days pro-rated according to their date of hire for their first year. Sick time will accumulate at a rate of .50 days per month and each employee can carry over up to six (6) sick days per year for a maximum total of 12 days accumulation. At that time, if not used, the employee will forfeit sick time off.

In addition, accumulated but unused sick leave will not be paid upon termination/retirement from employment for any reason.

Sick time can be used for an employee's own legitimate illness, injury, or doctor appointment that would keep them from working, or the illness/injury/doctor appointment of an employee's own dependent minor child, or employee's aging parent. In addition, the employee may use scheduled Sick time as time off if not abused and a minimum of three days notice is given. But once Sick time is depleted, there will be no additional paid Sick time permitted and an employee would be required to use other paid time off before unpaid time will be granted.

A physician's statement of illness is required before returning to work if you have been absent for three (3) consecutive days or more because of illness or for any questionable sick day usage pattern. Sick time cannot be used after giving notice to terminate your employment unless a doctor’s note is provided.

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If a full time employee is medically required to be off work for 5 or more consecutive days due to severe illness, hospitalization, or surgery which requires a recovery period, and has a physician's statement, the employee should see Human Resources for information on Short Term Disability Leave. ***See Short Term Disability Leave***

If an employee uses all of their paid sick days, employees will be required to exhaust all other paid leave (i.e. personal and available vacation days) before additional sick leave will be granted without pay.

Employees requesting unscheduled sick leave the day before or the day after a scheduled holiday or vacation may be required at the request of the Company to submit a doctor's statement to certify illness.

Excessive absenteeism and/or abuse of sick leave privileges may result in disciplinary action, up to and including discharge.

If you have extenuating circumstances, please see Human Resources.


CALL OFF PROCEDURE FOR ABSENCES FROM WORK

When circumstances arise which make it impossible for you to report to work at your customary starting time, you have a responsibility to report your absence, with an explanation, to your Human Resource department before your regularly scheduled start time by calling Carol Neff at 570-326-1921, ext. 2231. If not available, leave a message and please specify the nature of the absence and when you expect to return. Human Resources will make sure that your Supervisor knows of your absence. You must call in every day that you are absent from work unless you have prior approval for being off.

If you know that you will be required to be off work from your job for more than one day, you should request permission from your Supervisor. If your Supervisor is not present to ask, you should ask Human Resources.

If you fail to call in for a period of three (3) days, you will be considered as to have voluntarily resigned.

If you become ill at work, you should report to your Supervisor immediately. If your Supervisor is not present, report to Human Resources. In the event that the illness prevents your continuing work, Human Resources should be notified and you may be advised to go home and/or consult your family physician. If necessary, some other person will accompany you home.

In case of injury of any kind, no matter how minor, you should immediately report the injury to your supervisor.All injuries occurring at work are subject to worker's compensation and your Supervisor will notify Human Resources in the event that your injury takes place while at work or

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during working hours. All injuries and illnesses must be reported within twenty-four (24) hours. It is the supervisor's responsibility to report the incident to Human Resources. The Company’s worker’s compensation carrier will determine if the injury is payable under worker’s compensation. ***See Also Medical Injuries and/or Worker’s Compensation***

ATTENDANCE & ABSENTEEISM

Unauthorized time off from work will not be condoned. The loss of work hours by any employee seriously undermines the smooth, continuous flow of work. Absenteeism is any time off work not covered by an authorized Employee Request or Leave Notice.

Regular attendance during all scheduled working hours, including reporting for and beginning work on time and continuing the work to the end of the workday, is expected of every employee. Repeated instances of one-day unexpected absences, or absences not approved in advance by your Supervisor from work will be grounds for disciplinary action, up to and including termination. Unauthorized or excessive absences or tardiness will result in disciplinary action, up to and including termination.

Employees must notify Human Resources as far in advance as possible whenever they are unable to report for work, know they will be late, or must leave early. Failure to notify the Human Resources daily in advance of starting time to report tardiness or absence will be subject to disciplinary action.

Employees must provide an explanation of the circumstances surrounding their tardiness or absence.

Outside appointments of a personal nature should be scheduled at a time other than during working hours if possible. In cases of necessity, the employee may use their Personal Time or Vacation Days to attend outside appointments. The employee is still required to give their Supervisor and/or Human Resources advance notice of unscheduled time away from work. ***See Vacation and Time Off***

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Retirement

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EMPLOYEE RETIREMENT BENEFITS

Little League Baseball, Incorporated offers all eligible employees a convenient way to save for their retirement through a 401(k) Retirement Savings Plan.

The Little League Baseball, Incorporated Retirement Savings Plan (“401(k) Plan”), became effective January 1, 1998. The Retirement Plan is available to all employees who are at least age 21 and have completed one (1) year of service during which they performed 1,000 hours of service. The Retirement Plan entry dates are January 1 and July 1. Employees may contribute a percentage of their compensation to the Plan on a pre-tax basis up to a maximum limit which changes yearly based on IRS regulations, and they may change their contribution level twice a year on January 1 and July 1. The Company reserves the right to make a matching employer contribution which will be announced at the beginning of each plan year. The employer also may make a discretionary contribution at the end of the Retirement Plan year. Elective employee contributions are always 100% vested, and employer contributions are vested on a percentage scale based on years of service under which 100% vesting is attained after 5 years of service. Benefit payments and hardship withdrawals from the Plan are subject to certain IRS restrictions. The Retirement Plan offers several investment options to which employees may allocate the funds in their accounts, and employees may change their investment allocation at any time during the Plan year. Each employee in the Retirement Plan will receive a personalized statement of the value of his/her account following the end of each Retirement Plan quarter. The Retirement Plan is explained in more detail in the Little League Baseball, Incorporated Retirement Plan Summary Plan Description (SPD) and in the Employee Enrollment Guide.

If you have any questions about the retirement benefits, please reference the applicable (SPD) summary plan description or contact the Human Resource Department.

The Retirement Plan described above is the only retirement plan provided by Little League Baseball, Incorporated at this time. A one-time program that offered a retirement window program to certain employees who satisfied certain requirements and elected to retire by a specific date is no longer in effect.

In certain situations, Little League Baseball, Incorporated may offer a payment for services employment agreement to employees who have reached 10 years of service and are nearing normal retirement. These employment agreements are not retirement plans and generally are available only to employees whose services Little League Baseball, Incorporated, Incorporated management would like to utilize for a limited period.

For more information on the Retirement Savings Plan, please see ***Plan Highlights***, available from your Human Resource department.

Also, please see ***Notice To Employees Regarding Saver's Credit***, available from your Human Resource department. This notice will explain how you may be able to pay less tax by contributing to the Little League Baseball, Incorporated Retirement Savings Plan 401(k).

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LITTLE LEAGUE RETIREE MEDICAL AND DENTAL ASSISTANCE PLAN

The Little League Retiree Medical and Dental Assistance Plan became effective July 1, 1991 and was amended on May 1, 1999, and again January 1, 2016. When updates occur, notification will go out to current participants and full time employees.

BENEFIT LIMITS AND DURATION

Annual (per calendar year) limit for employee and spouse* $5,000.00

Annual (per calendar year) limit for single employee or surviving spouse $2,500.00

This benefit will commence upon retirement and continue for the life of the employee and the employee's spouse at time of retirement as long they remain married. When death occurs, if married at the time of the death, the rate will drop to that of single employee or surviving spouse.

*This benefit is for the employee's spouse at time of retirement from Little League Baseball, Incorporated. If employee becomes legally separated or divorced from spouse, the benefit will drop to that of a single eligible employee. If remarriage occurs after divorce of spouse at time of retirement, the employee will receive only that of a single eligible employee. The spouse at the time of retirement is no longer eligible to receive any further benefits following divorce or legal separation from the Little League Retiree. The benefit will be combined in the instance of two retirees of Little League Baseball, Incorporated who are married so that they will receive only one employee and spouse benefit. In this instance, both cannot receive this benefit.

PARTICIPATION

All full time regular Little League Baseball, Incorporated employees (defined as working a minimum of 35 hours per week year round) and their legal spouse of employee at time of retirement. ELIGIBILITY

To be eligible for this benefit, the full time employee must have

1) 10 years of continuous full-time service with the Company and 2) Retire from the Little League Baseball, Incorporated not earlier than age 62 and 3) Retires after 1/1/2016

OR

1) 10 years of continuous full-time service with the Company and2) Permanently and totally disabled (defined as eligible for federal social security

disability income benefits and unable to work) and3) Retires after 1/1/2016

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PLAN ENTRY

Once the retired employee has attained eligibility, and is no longer an active employee, the participant will enter the plan upon the first day of the month following the day of eligibility. Upon entry, the first year benefit (until the beginning of the next calendar year) will be pro-rated.

Little League Baseball, Incorporated reserves the right to alter or discontinue any provision of this plan or eliminate the plan in its entirety at its sole discretion with or without notice at any time. Certain restrictions and conditions apply. See Human Resources for more information.

Life Insurance Continuation

Little League Baseball, Incorporated will provide eligible retirees with a term life insurance benefit of ten thousand dollars ($10,000.00). ***See Life and Disability Insurance***

To be eligible for this benefit you must meet the following criteria:

Fully vested in the Retirement Savings Plan and have 10 years of continuous service, and retire from Little League Baseball, Incorporated at age 55 or older

OR

Fully vested in the Retirement Savings Plan and have 10 years of continuous service, and are deemed permanently and totally disabled by Little League's Long Term Disability insurance carrier. ***See Long- Term Disability***

Little League Baseball, Incorporated remains the owner of the policy at all times. Maximum death benefit equals ten thousand dollars ($10,000.00) to the employee's designated beneficiary.

This benefit is a retirement benefit and any employee terminated due to gross misconduct may not be offered this retirement benefit regardless of years of service and age requirements.

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RULES OF CONDUCT

STANDARDS OF CONDUCT FOR EMPLOYEESOF LITTLE LEAGUE BASEBALL, INCORPORATED

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RULES OF CONDUCT

STANDARDS OF CONDUCT FOR EMPLOYEESOF LITTLE LEAGUE BASEBALL, INCORPORATED,

Every organization, in order to perform effectively and to ensure its employees perform to the best of their ability, must establish rules and regulations for performance which apply to its employees. The following rules and regulations of Little League Baseball, Incorporated are not intended to be all-inclusive. Failure to follow company performance and health/safety guidelines or engaging in conduct that places the employee(s), guest(s), or company property at risk may lead to disciplinary action up to and including termination at the sole discretion of Little League Baseball, Incorporated. Little League Baseball, Incorporated employees shall not engage in the following:

1. Dishonesty or concealment.

2. Conduct unbecoming Little League Baseball, Incorporated or yourself.

3. Harassment, including use of abusive, threatening, offensive, or obscene language or gestures. ***See Anti-Harassment Policy***

4. Coming to work under the influence of intoxicants or drugs, or use, or possess them on Corporation property, which is a violation of the Drug and Alcohol Policy. ***See Drug and Alcohol Policy***

5. Desecration, alteration, abuse, or waste of Corporate or employee property.

6. Theft and/or removal, or use, of corporate property--or the personal property of others without permission.

7. Unauthorized communications and/or discussions regarding corporate business.

8. Engage in horseplay.

9. Inattention to duties.

10. Smoke or use tobacco products on the property or smoke carelessly.

11. Solicit for any personal gain purpose during working hours on the job.

12. Leave the department or work area without their Supervisor's knowledge.

13. Refusal to follow instructions or carry out a work assignment--or insubordination to any Supervisor.

14. Falsification of Corporate records, documents or personnel records.

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15. Violation of safety rules, or bringing any weapon onto Company property.

16. Absenteeism/Tardiness. ***See Absenteeism***

17. Disregard for or violation of safety and/or security policies.

18. Accept cash gifts of any value from any vendor or customer, or accept any gifts with an estimated retail value over $50.00.

19. Violation of the dress code. See ***Dress and Personal Appearance Code***

20. Violation of the Professional Conduct Policy concerning guests while working. See ***Professional Conduct Policy***

21. Failure to report to work in a timely manner after lunch or other breaks.

22. Disruption of facility routine.

23. Engaging in political activities on company property, during company work hours, or usage of company property for anything political in nature. Also, using the Company’s name, intellectual property, trademarks, programs, reputation, or good will for political gain or enhancement. See ***Political Neutrality Policy***

24. Violation of Company policies or procedures.

Failure to comply with Standards of Conduct may lead to disciplinary action up to and including termination.

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TOBACCO/NICOTINE & SMOKE FREE WORKPLACE

It is the policy of Little League Baseball, Incorporated to prohibit tobacco use on all company premises in order to provide and maintain a safe and healthy work environment for all employees. The law defines smoking as “the act of lighting, smoking, or carrying a lighted or smoldering cigar, cigarette, or pipe of any kind.” In addition, the Company also prohibits the use of any tobacco/nicotine product (i.e. chewing tobacco, etc.) including electronic cigarettes (e-cigarettes) or vapor pens (vape pens). This tobacco free workplace policy applies to:

All areas of the company buildings All company sponsored off site conferences and meetings All vehicles owned or leased by the company or its Sponsors All visitors (guests, customers, and vendors) to the company premisesAll contractors and consultants and/or their employees working on the company

premises All employees, temporary employees, volunteers, and student interns

Smokers/tobacco/nicotine users are only permitted breaks at their two regularly scheduled fifteen minute breaks per day and at their lunch hour and must go off the property to use tobacco/nicotine products. No other breaks will be permitted for smokers and tobacco and nicotine users.

Employees who violate the tobacco/nicotine & smoke free workplace policy will be subject to disciplinary action up to and including.

VIOLENCE IN THE WORKPLACE

All employees, customers, guests, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others.

Conduct that threatens, intimidates, or coerces another employee, customer, guest, vendor or business associate will not be tolerated. Little League Baseball, Incorporated resources may not be used to threaten, stalk, or harass anyone at the workplace or outside the workplace. Little League Baseball, Incorporated treats threats coming from an abusive personal relationship as it does other forms of violence. Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor, security personnel, Human Resources, or any member of senior management. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.

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Employees should promptly inform the Director of Human Resources of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. The Company will not retaliate against employees making good-faith reports of violence, threats, or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, The Company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

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WHISTLEBLOWER POLICY

The Little League Baseball, Incorporated Rules of Conduct – Standards of Conduct for Employees of Little League Baseball, Incorporated Policy requires employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Employees of the organization must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws, regulations and organizational policies.

The objectives of this policy are to establish policies and procedures for:

The submission of concerns regarding any unethical behavior by employees of the organization on a confidential basis.

The receipt, retention, and treatment of complaints received by the organization regarding any unethical behavior or other matters.

The protection of employees reporting concerns from retaliatory actions.

Every employee of Little League Baseball, Incorporated has an obligation to report in accordance with this policy (1) questionable or improper accounting or auditing matters, (2) violations and suspected violations of the policies of Little League Baseball, Incorporated, Incorporated, Incorporated, and (3) any unethical behavior by employees.

This policy is intended to encourage and enable employees to raise concerns within the organization for investigation and appropriate resolution. With this goal in mind, no employee who in good faith reports a concern shall be subject to retaliation or adverse employment consequences. An employee who retaliates against someone who has reported a concern in good faith is subject to discipline up to and including termination of employment.

An employee should report any concerns to their immediate supervisor or manager. If the employee is uncomfortable reporting the concern to their immediate supervisor or manager, the employee should report the concern to the Director of Human Resources. If the employee is still uncomfortable reporting the concern to the Director of Human Resources, the employee should report the concern to an officer of the corporation (Sr. VP of Operations & Program Development; Sr. VP of Administration & CFO; or President and Chief Executive Officer). If the employee is uncomfortable reporting the concern to an officer of the corporation, the individual should report the concern to the Chairman of the Board of Directors.

All concerns will be promptly investigated by management, officers of the corporation and/or the Chairman of the Board of Directors. As deemed appropriate, corrective action will be taken immediately to resolve the concern. The corrective actions taken must include a conclusion and/or follow up with the complainant for complete closure of the concern. The officers of the corporation and Chairman of the Board of Directors have the authority to retain outside legal counsel, accountants, or any other resource deemed necessary to conduct a full and complete investigation of the concern. The President and Chief Executive Officer shall maintain a log of all concerns which shall be made available to the Chairman of the Board of Directors annually or upon his request.

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Any employee reporting a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, violation of corporate policy or unethical behavior. The act of making allegations that prove to be unsubstantiated and that prove to have been made maliciously, recklessly or with the foreknowledge that the allegations are false, will be viewed as a serious disciplinary offense and may result in discipline up to and including termination of employment.

Reports of concerns and investigations into concerns shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. Disclosure of reports of concerns to individuals not involved in the investigation will be viewed as a serious disciplinary offense and may result in discipline up to and including termination of employment.

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ANTI-HARASSMENT POLICY

The Company is an equal opportunity employer and is committed to providing a work environment which is free of bullying and discrimination, including unlawful harassment of any form. The Company has a strict policy prohibiting unlawful discrimination, bullying, and harassment of any of the protected classes. Workplace bullying is the repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment. Such behavior violates company ethics, which clearly states that all employees will be treated with dignity and respect. Workplace harassment is any unwanted or undesirable conduct that puts down or shows hostility or an aversion toward another person at the workplace. It is an act done by any person at the workplace intending to make the other uncomfortable. Harassment may be by the employer, co-workers, or customers/guests. Workplace harassment may be based on an individual's race, sex (including pregnancy), color, national origin, age (40 or older), religion, disability, marital status, medical condition, disability or genetic information, pregnancy, sexual orientation, gender identity, family, looks or other characteristics protected by law.

Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Offensive conduct may include, but is not limited to: jokes, puns or so-called humorous references, epithets, slurs or negative stereotyping; threatening, intimidating, or hostile acts; written or graphic material that denigrates or shows hostility or aversion toward and individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time, or using company equipment via email, phone (including voice messages), text messages, tweets, blogs, social networking sites, or other means.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Harassment can occur in a variety of circumstances, including, but not limited to, the following:

The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.

The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.

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Unlawful harassment may occur without economic injury to, or discharge of, the victim.

Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation. Report any incident which occurs to your Supervisor(s) or, if the incident involves your Supervisor(s), report the incident to any other supervisor or Human Resources. A supervisor who is notified of a complaint of harassment is to immediately notify the Director of Human Resources. All such incidents will be investigated promptly. No employee will be subject to retaliation or disciplinary action for pursuing a harassment complaint. Employees who are found to engage in this type of behavior will be subject to disciplinary action up to and including termination.

SEXUAL HARASSMENT

Our Anti-Harassment Policy includes sexual harassment. The Company is committed to providing a work environment which is free of sexual harassment in any form, verbal, physical or visual. The Company does not tolerate any act of sexual harassment by or against our employees, customers or others on Company property. Sexual harassment between employees both within and without the work force is prohibited.

Sexual harassment includes but is not limited to: making unsolicited written, verbal, physical and/or visual contact with sexual overtones; expressing sexual interest after being informed that the interest is unwelcome; making reprisals, threats of reprisals or implied threats of reprisals following a negative response; engaging in an implicit or explicit course of sexual behavior to control, influence or affect the career, salary and/or work environment of an employee or applicant; and offering favors of employment benefits, such as promotions, favorable performance evaluations, favorably assigned duties or shifts, recommendations, reclassifications, etc., in exchange for sexual favors.

Report Procedure: If you believe you are the victim of any act of sexual harassment, immediately report the matter to your supervisor(s) or the Director of Human Resources and notify the other party that the behavior is offensive and unwelcome. If the complaint is against your Supervisor(s) or the Human Resources Director, report the incident to any other supervisor(s). A supervisor who is notified of a complaint of sexual harassment is to immediately notify the Director of Human Resources. The employment status of the employee making the complaint will not be jeopardized by, and such employee will not be subject to retaliation or discipline for, pursuing the sexual harassment complaint.

Charges of sexual harassment will be investigated promptly by the Company. The alleged harasser will be informed of the charge and given an opportunity to respond. The individual making the charge of sexual harassment will be notified of the Company's determination when the investigation is completed. In determining whether the alleged conduct constitutes sexual harassment, the totality of the circumstances, the nature of the conduct and the context in which the alleged incident occurred will be investigated by the Company. If the complaint is against a non-employee, the Company

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will take such steps as are within its power to investigate and eliminate the problem. If the complaint is against an employee, the Company will take appropriate disciplinary action when warranted as a result of the investigation. The Company considers sexual harassment a serious offense which may result in disciplinary action, up to and including termination.

Sexual harassment includes unsolicited and unwelcome sexual advances, requests for sexual favors, and/or other verbal, physical or visual conduct of a sexual nature which occurs under the following circumstances:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.

2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual.

3. Such conduct has potential to negatively affect an individual's work performance and/or create an intimidating, hostile, or otherwise offensive Aworking environment.

ADA: ADA/ADAAA Policy

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.

It is the policy of Little League Baseball, Incorporated to comply with all federal and state laws concerning the employment of persons with disabilities and act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

Little League Baseball, Incorporated will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Little League Baseball, Incorporated. Please contact Human Resources with any questions or requests for accommodation.

CONFLICT OF INTEREST POLICY50

POLICY

It is the policy of the Company that employees shall not engage in any activity which gives rise to, or could give rise to, an appearance or claim of self-dealing, divided loyalty or conflict of interest by reason of such employee's position with Little League Baseball, Incorporated, Incorporated, Incorporated. Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of The Company may conflict with the employee’s own personal interests. Furthermore, Company property, information, or business opportunities may not be used for personal gain. The Company may request each employee fill out a Conflict of Interest Questionnaire annually to maintain the integrity of our organization, but no employee need wait to ask Human Resources a question before engaging in any activity, transaction, or relationship that might give rise to a conflict of interest.

REPORT PROCEDURES

In the event any employee has reason to believe his or her activities or anticipated activities could give rise to any such claim, he or she shall have a duty to disclose such activities or anticipated activities to their immediate supervisor or to the Director of Human Resources.

CORRECTIVE PROCEDURES

In the event any such employee may either directly or indirectly be a party to or be in any manner financially interested in any contract or agreement with Little League Baseball, Incorporated, Incorporated, Incorporated for any matter, cause or thing, such contract or agreement shall be made in violation of this Conflict of Interest Policy and the same shall be null and void.

Any such employee violating this Policy will be subject to disciplinary action including but not restricted to suspension or termination for any act, conduct or involvement contrary to this Policy which includes acts that are not in the best interests of Little League Baseball, Incorporated, Incorporated, Incorporated.

CONFIDENTIAL INFORMATION

Employees may be exposed to and may have access to confidential information during their employment. Confidential information is defined as any business information, including customer names, and company information, including information regarding other employees and financial matters. Employees will not disclose, either directly or indirectly, any confidential information at any time during or after employee's term of employment without prior express written consent. Unauthorized disclosure, either intentional or unintentional, may result in immediate discipline including termination and/or liability.

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Some employees are in a position where considerable confidential information is handled. Little League Baseball, Incorporated rightfully expects you to respect the confidential nature of this business and not divulge any information without proper authorization. Doing so could lead to disciplinary action up to and including termination.

This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.

Please direct all media inquiries to the Communications Department.

PROFESSIONAL CONDUCT POLICY

Little League Baseball, Incorporated is and always will be a family oriented Company. All employees of Little League Baseball, Incorporated must adhere to the following professional conduct policy while traveling on Company business, or conducting Company business:

In certain circumstances, when it is deemed professionally appropriate and with invitation only, an employee's spouse may be permitted to attend a company function. All non-spousal relationships (friends, girlfriends, boyfriends, children, and other family members) are prohibited from accompanying you on Company business unless you obtain prior authorization from your supervisor.

POLITICAL NEUTRALITY POLICY

Little League Baseball, Incorporated is and always will be a politically neutral Company. Such a position is in the best interest of the organization and its programs. The Company does not participate actively in political campaigns at any level. All employees of Little League Baseball, Incorporated must adhere to the following political neutral conduct policy while on Company property, on Company time, or conducting Company business:

All political activities of any kind must take place outside of your working hours; take place off of the Company’s premises; and not involve the use of the Company’s property and equipment (including, but not limited to, phones, computers, copiers, fax machines and printing equipment), personnel or premises. Also, anyone involved in politics may not utilize the Company’s name, intellectual property, trademarks, programs, reputation or good will for political gain or enhancement. If any employee seeks to run for an elected position that is political in nature, the employee must disclose this to Senior Management and Human Resources, and if elected, may be required to resign as an employee of the Company prior to assuming the elected position. The Company reserves the right to modify this policy at any time and will act in the best interest of the Company.

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DRUG AND ALCOHOL POLICY

The Company maintains a drug-free work place. All Full Time hires will be subject to pre-employment drug and alcohol testing. Employment will be conditioned upon a positive result of pre-employment testing. A consent form will be required of all new full time hires subject to testing. The Company may also do post-hire drug and alcohol testing with consent of employee upon suspicion.

The possession, sale or use of illegal drugs, legal drugs obtained without a prescription or drugs which may impair an employee's ability to perform his or her job, or of alcohol on the Company's premises or while on duty is strictly prohibited. This also includes synthetic drugs that may be legal to obtain, but may impair an employee’s ability to perform his or her job. The abuse of synthetic drugs, i.e. Bath salts, K2, and similar substances appear to be rapidly increasing and have been linked to serious physical effects resulting in hospitalization and death.

The possession and use of certain chemicals being marketed as, but not limited to, Bath Salts, bath crystals, plant food*, herbal incense* and K2, is PROHIBITED. Any employee or visitor found in possession or use of any of these synthetic drugs or chemicals will be removed from the property immediately and disciplinary action will be taken. All illegal substances will be reported to the authorities.

No employee shall have, use, possess, distribute or sell such items while on Company property, while on duty, or while operating a vehicle owned by the Company. No employee shall report to work under the influence of or impaired by any drug or alcohol. Compliance with these policies is a condition of employment. Employees violating this policy are subject to disciplinary action, up to and including termination.

An employee who must use prescription drugs or narcotics which may affect his or her performance during work must report this fact to his or her supervisor(s), along with acceptable medical documentation, before reporting to work. A determination will then be made as to whether the effects of the drug or narcotic will pose a potential safety risk in light of the nature of the employee's work assignment.

An employee reporting to work under the influence of drugs or alcohol or who is discovered to be impaired by or under the influence of drugs or alcohol while on the job will be asked to go for drug and alcohol testing at the Company’s expense and if proven to be under the influence they will be required to leave the premises immediately. Operating company vehicles, entering company buildings, or working after the consumption of alcohol or intoxicants at any point during an employee’s work day is strictly forbidden. An employee may not consume alcohol during their lunch hour and return to work.

The Company reserves the right to require an employee to undergo medical testing or screening for alcohol or drug use. No medical tests will be administered without the consent of the employee. However, if an employee withholds consent to such medical testing, the employee will be subject to disciplinary action, up to and including termination.

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DRESS AND PERSONAL APPEARANCE CODE

A. Personal Appearance for All Employees

It is important for all employees to project a professional image while at work by being appropriately attired. Little League Baseball, Incorporated employees are expected to be:

1. Always be neat, clean, and well groomed. We ask that your appearance at all times be neat, clean, and appropriate for the occasion and in good taste.

2. Male employees must have hair cut conservatively, combed neatly and off the face, and the length shall not to exceed the collar level. If male employees choose to have a beard or mustache, it must be kept neatly and closely trimmed and away from mouth.

3. Male employees are permitted to wear normal jewelry such as rings and watches on their hand(s) and wrist(s) except where it is a safety hazard, and their supervisor will advise the employee(s) accordingly. Excessive jewelry is discouraged. Exposed body piercings and tattoos are prohibited (see #6 below). Wearing hats indoors is prohibited.

4. Female employees should style their hair cut conservatively, neatly and off the face.

5. Female employees are permitted to wear only normal jewelry such as rings, watches, and earrings, on their hand(s), wrist(s), and ear(s) except where it would be a safety hazard, and their supervisor will advise the employee(s) accordingly. Excessive jewelry is discouraged. Exposed body piercings and tattoos are prohibited (see #6 below).

6. Exposed body piercings and tattoos should be covered and are extremely discouraged and could prevent continuation of employment. Factors to determine whether jewelry or tattoos pose a conflict with the job or work environment include, but are not limited to: safety of self and others, productivity or performance of job duties, perceived offense on the basis of race, sex, religion, or any other protected class, community norms, complaints, or not a good representation of the Little League image.

7. Both male and female employees must refrain from unnatural hair colors or dyes. (i.e. blue, purple, etc.)

B. Acceptable Dress in the Office

1. All employees must wear clothing consistent with the standards for a business environment and must be appropriate to the type of work being performed. All employees should wear normal business casual attire with the exception if

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outside guests are expected. When exempt level employees have formal business meetings, they should wear appropriate professional attire.

2. Clothing in all instances should be clean and modest and not worn or faded.

3. Employees must be covered from shoulders to knees at all times.

4. Dress to meet and impress the public should be the general guide and goal.

5. The following types of clothing are not permitted while at work in the office: jeans, jean skirts or ANY denim material; shorts; mini skirts; tank tops; cut off shirts; sweats; apparel or accessories with lewd, obscene or offensive sayings, messages, or pictures printed on them; sneakers and running shoes with business, business casual or dress up clothes; hats. EXCEPTION: While working in the mailing room, print room, or storage unit, sneakers and aprons are acceptable.

C. Acceptable dress for non-exempt employees who work in the Printing Department, Mail Room Shipping and Receiving Department, Merchandising Department employees who work in the Stock Room(s), and Dining Hall employees shall be as follows.

1. Casual dress including clean jeans and sneakers, except where it would be a safety hazard and their supervisor will advise the employee(s) accordingly.

2. All other items in B-2 through B-5 above apply.

D. Acceptable dress for non-exempt employees who work outside of the office in the Maintenance Department, Laundry/Housekeeping, Summer Camp Personnel, and Tournament Personnel shall be as follows.

1. Casual dress including jeans, sneakers, work boots, modest length shorts, T-shirts, and hats except where it would be a safety hazard and their supervisor will advise the employee(s) accordingly.

2. All other items in B-2 through B-5 above apply. We are confident that employees will use their best judgement regarding attire and appearance. Management reserves the right to determine appropriateness. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to change clothes. Continued disregard of this policy is a serious matter, and may result in corrective action and/or discipline at the Company’s discretion up to and including termination.

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COMMUNICATIONS POLICY

This Communications Policy applies to all employees of Little League Baseball, Incorporated. Use of the Little League Baseball, Incorporated computer network, email, internet, and social media by employees of Little League Baseball, Incorporated is permitted and encouraged where such use supports the goals and objectives of the company. However, access to the communication mediums through Little League Baseball, Incorporated’s network and computer equipment is a privilege and all employees must adhere to the policies concerning computer, email, internet, and social media usage. Violation of these policies could result in disciplinary and/or legal action leading up to and including termination of employment. Employees may also be held personally liable for damages caused by any violations of this policy.

COMPUTER, EMAIL AND INTERNET USAGE

For the purpose of this policy, “computer network” is defined as including, but not being limited to, desktop and laptop computers, tablets, i-pads, company-issued cellphones, telephones, personal smart devices and anything else connecting to Little League Baseball Incorporated’s computer network, servers, and all other associated network infrastructure.

Little League Baseball, Incorporated employees are expected to use the company’s computer network and the Internet responsibly and productively. Internet access is limited to job-related activities only and personal use is not permitted.

Job-related activities include the use of business-related applications, research, and educational tasks that would help in an employee's role.

All data that is composed on, transmitted through, and/or received by Little League Baseball, Incorporated’s computer network is considered to belong to Little League Baseball, Incorporated and is recognized as part of its official data. It is therefore subject to disclosure for legal reasons or to other appropriate third parties.

The equipment, services, and technology used to access the company network and the Internet are the property of Little League Baseball, Incorporated and the company reserves the right to monitor network and Internet traffic and monitor and access data that is composed, sent, or received through its network. Employees should have no expectation of privacy in anything they create, store, post, send, or receive using the company’s computer network.

Emails sent via the company email system should not contain content that is deemed to be offensive. This includes, though is not restricted to, the use of vulgar, sexually explicit, or harassing language and images.

All sites and downloads may be monitored and/or blocked by Little League Baseball, Incorporated if they are deemed to be harmful and/or not productive to business.

Passwords for both individual and corporate accounts should not be shared with anyone

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other than another authorized user of the account. The authorized user of a password is responsible for any and all actions taken by another party who uses the password.Employees who receive a company-issued cellphone are required to set a passcode on the phone’s lock screen to prevent unauthorized access to any company-owned data on the phone.

Any personal device, such as a tablet or smartphone, that connects to Little League Baseball, Incorporated’s network via Wi-Fi, a cable, or any other connection is subject to all of the usage policies herein as if it were a company-owned device.

UNACCEPTABLE USE

Unacceptable use of the network and internet by employees includes, but is not limited to:

Sending or posting discriminatory, harassing, sexually explicit, or threatening messages or images on the Internet or via Little League Baseball, Incorporated’s email system

Using computers to perpetrate any form of fraud, and/or software, film, or music piracy

Using or disclosing someone else's password without the proper authorization

Downloading, copying or pirating software and electronic files that are copyrighted or without authorization

Installing or using software that is not job-related

Sharing confidential material, trade secrets, or proprietary information outside of the organization

Hacking into unauthorized websites

Sending or posting information that is defamatory to the company, its products/services, colleagues and/or customers

Introducing malicious software onto the company network and/or jeopardizing the security of the organization's electronic communications systems

Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities

Searching for employment outside of Little League Baseball, Incorporated

Passing off personal views as representing those of the organization

Accessing personal dating websites

Storing of credit card information in a non-PCI-compliant environment

Consuming network bandwidth frivolously, such as the streaming of music

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SOCIAL MEDIA USAGE

For the purpose of this document, “social media” is defined as the creation or maintenance of accounts for online information sharing and social networking services including, but not limited to, Facebook, Google Plus+, LinkedIn, Twitter, Pinterest, Tumblr, Instagram, Flickr, Vine, YouTube, web logs (blogs), video logs (vlogs), online discussion forums/websites, and similar services, as well as the act of posting of content thereto.

CORPORATE SOCIAL MEDIA ACCOUNTS

Unless specifically instructed by management, employees are not authorized and therefore restricted to speak on behalf of Little League Baseball, Incorporated. Employees may not publicly discuss clients, products, other employees, or any work-related matters, whether confidential or not, outside company-authorized communications. Employees are expected to protect the privacy of Little League Baseball, Incorporated and its employees and clients and are prohibited from disclosing personal employee and nonemployee information and any other proprietary and nonpublic information to which employees have access. Such information includes, but is not limited to, customer information, trade secrets, financial information, and strategic business plans.

Only those employees authorized to do so via their role may post to company-owned social media accounts. All posts and content must comply with the written policies of Little League Baseball, Incorporated’s Communications Department.

PERSONAL SOCIAL MEDIA ACCOUNTS

Little League Baseball, Incorporated respects the right of employees to engage in social media and use social networking sites and does not want to discourage employees from self-publishing and self-expression. Therefore, Little League Baseball, Incorporated does not put forth any policy expressly prohibiting personal engagement in social media where otherwise legal and not in violation of the company’s other policies. Employees are, however, expected to follow the guidelines and policies set forth herein to provide a clear line between you as the individual and you as the employee.

Employees cannot use social media to harass, threaten, discriminate or disparage against employees or anyone associated with or doing business with Little League Baseball, Incorporated. Every employee must refrain from posting anything abusive, obscene, defamatory, threatening, discriminatory, harassing, or hateful concerning employees of Little League Baseball, Incorporated or it customers, leagues, fans, vendors, or suppliers. If you choose to identify yourself as a Little League Baseball, Incorporated employee, please understand that some readers may view you as a spokesperson for Little League Baseball, Incorporated. Because of this possibility, we ask that you state that your views expressed via your personal social media accounts are your own and not those of the Company, nor of any person or organization affiliated or doing business with Little League Baseball, Incorporated.

Employees cannot post on personal social media accounts or other sites the name, 58

marks, or logos of Little League Baseball, Incorporated or any business with a connection to Little League Baseball, Incorporated. Employees cannot post company-privileged information, including copyrighted information or company-issued documents.Employees cannot post on social media accounts photographs of clients, vendors, or suppliers, nor can employees post photographs of any persons engaged in company business or at company events. Employees may be permitted to post photographs of other employees only if the photographed employee approves and no photographs should be posted that are meant to embarrass a fellow employee. Employees cannot post on personal social media accounts any advertisements or photographs of company products, nor sell company products and services.

Employees cannot link from a personal social media account to Little League Baseball, Incorporated’s internal or external web site.

If contacted by the media or press about their post that relates to Little League Baseball, Incorporated’s business, employees are required to speak with their manager and the Senior Director of Communications before responding.

If an employee is unsure about what constituted acceptable network, Internet, or social media usage, then he/she should consult his/her supervisor or the Director of Human Resources for further guidance and clarification.

All terms and conditions as stated in this document are applicable to all users of Little League Baseball, Incorporated’s network, Internet connection, and social media accounts. All terms and conditions as stated in this document reflect an agreement of all parties and should be governed and interpreted in accordance with the policies and procedures mentioned above. Any user violating these policies is subject to disciplinary actions deemed appropriate by Little League Baseball, Incorporated.

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SAFETY AND SECURITY

SAFETY RULES

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It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state, and federal safety and health regulations and safety standards, and with any special safety concerns for use in a particular area.

Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the employee, guest, or company property at risk can lead to employee disciplinary action up to and including termination.

The Safety Committee shall have the responsibility to develop and the authority to implement the safety and health program in the interest of a safer work environment. At any time, suggestions can be made and are encouraged to make our work environment the safest place it can be.

Following is a list of some of our Safety Rules, which universally apply to all employees at all times. This list does not include every safety rule however:

1. All injuries, no matter how slight, must be reported to your Supervisor and/or Human Resources immediately.

2. Smoking and use of other tobacco products is strictly prohibited on Company premises or in Company vehicles.

3. Sanitary housekeeping practices must be followed throughout the facility.

4. Do not operate any machine without making certain that all guards and protective devices are in place and operational.

5. Horseplay, skateboarding, and roller-skating/blading, is not permitted on Corporation property.

6. Never attempt to operate any equipment with which you are not familiar or not qualified to operate.

7. Eye protection shall be worn when using hazardous liquids or any other operation that creates an eye hazard.

8. No more than one file drawer per cabinet should be opened at any time.

9. Electrical cords and other tripping hazards shall be kept off floors, where possible.

10. Always make sure portable electric equipment is properly grounded and has an approved for use UL label.

11. When climbing, use only approved steps, stands or ladders and ensure they are in a safe condition before using.

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12. Keep aisles and passage-ways clear at all times.

13. Ensure all equipment is turned off when left unattended.

14. Appropriate footwear shall be worn to avoid foot injuries.

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15. Personal protective safety equipment as required by Federal Act, or the Corporation, shall be worn where required.

16. Open flames are not permitted on the property, this includes burning of candles.

17. Employees should use only paved walkways and stay off the grass/landscaping.

18. Do not bring pets of any kind to work or on Company premises. ***See Pets On The Premises*** below.

Any violation of these safety rules will be considered just cause for corrective action up to and including termination.

PETS ON THE PREMISES

As much as Little League loves pets, please keep your pets at home. Pets/animals at work are not permitted on the property for safety reasons with the exception of service animals.

SECURITY

The following general facility security rules shall be followed at all times:

1. All employees desiring to enter or leave Little League Baseball, Incorporated property at times other than during the normal work hours shall do so only with the approval of their Supervisor.

2. No Little League Baseball, Incorporated employee shall enter any "restricted" area, unless authorized by the supervisor of that area.

3. No Little League Baseball, Incorporated employee shall discuss or divulge any restricted or confidential information in regards to corporate business, except with such company employees who are authorized by management to discuss such information. ***See Confidential Information***

Failure to comply with the above regulations may result in corrective action up to and including termination.

EMERGENCY PREPAREDNESS

You should familiarize yourself with the location of exits, fire extinguishers, and alarm stations. If you discover a fire or other emergency that would warrant an evacuation, pull the fire alarm and immediately proceed to the nearest exit.

If it is a confinable fire located inside a room, please make sure that no one else is in the room and either use a fire extinguisher if you are able or contain the fire by closing the door as you pull the alarm and exit the building.

There are three (3) types of procedures we should all know about. They are (1) Evacuation Procedure, (2) Shelter In Place Procedure, and (3) Lock Down Procedure.

EVACUATION PROCEDURE

In the event of an emergency requiring the evacuation of personnel from the building, the following steps should occur:

Each Supervisor, upon hearing the evacuation signal (fire alarm), should initiate the actual evacuation of employees from his/her department. Any employee(s) in immediate danger need not wait for the evacuation notice, but evacuate the area immediately. When evacuating, please keep in mind the following basic rules:

Do not panic. Don’t rush, push, and shove – leave in an orderly fashion. Turn off or unplug equipment if possible -- don't take any chances. Leave by the nearest exit to where you are working and close your office door

behind you. Meet at the destination point assigned to your work area so you can be

accounted for. The destination point for all buildings is the MUSEUM LOBBY (for Pennsylvania buildings). The Museum will evacuate to the Administrative Building Lobby. SEE YOUR SUPERVISOR FOR THE MEETING DESTINATION FOR YOUR AREA.

Stay there until further instructions are given. Do not get into your car and leave unless instructed to do so.

Once at the destination point, supervisors should take a head count of their department personnel.

Supervisors should be responsible for notifying emergency personnel on the scene if their entire department is/isn't accounted for. In the absence of a supervisor, the next employee in charge of a particular department should notify emergency personnel with a head count.

When clearance has been given, return to your work area or leave the site if your supervisor has authorized you to do so. Once again, do not leave the destination point without your supervisor’s permission.

SHELTER IN PLACE PROCEDURE

Shelter in place is used where the emergency is a threat of hazardous materials or weather (i.e. Tornado) outside of the building. This procedure requires all individuals to remain in the building and seek immediate shelter. The notification process of a shelter in place will be by word of mouth from a supervisor (not necessarily your own supervisor) and not by the fire alarm which would mean an evacuation. If Shelter in place is needed, do the following:

Close all doors and windows if time is allowed. Do not panic. Don't rush, push, shove - leave in an orderly fashion. Turn off or unplug equipment if possible - don't take any chances. Meet at the destination point for Shelter in Place. The destination point FOR THE

ADMINISTRATION BUILDING IN PA is the basement hallway on the front (or southward facing) of the main Headquarter's building in PA. Please form two straight lines on either side of the hallway. Employees may also be ushered by supervisor(s) into the supply room.

Museum will go to the basement floor of their building away from doors and windows. Dining Hall employees will get to the lowest area possible. SEE YOUR SUPERVISOR FOR THE SHELTER IN PLACE LOCATION FOR YOUR AREA.

Employees should get as low to the floor as physically possible. All will remain in the building unless notified by your supervisor to do otherwise.

LOCK DOWN PROCEDURE

Lock Downs will happen when there is an outside threat to the safety of the occupants inside. Occasions of a threat due to a terrorist or criminal on the grounds would be due cause for a lock down. Again, safety would mean staying inside the building. Notification would be by word of mouth from a supervisor (not necessarily your own supervisor) and NOT by the fire alarm which would cause an evacuation. If a Lock Down is initiated:

Doors and windows are to be closed. Stay low to the floor as possible! Blinds should be closed. Stay low to the floor as possible! All outside doors to the building should be locked. All will remain away from windows and doors! As soon as it is safe to do so, each supervisor should take a head count of their

department and notify emergency personnel of count.

NO ONE WILL LEAVE THE BUILDING UNLESS ESCORTED BY A POLICE OFFICER!

MEDICAL INJURIES

The time to treat work-related injuries is when they happen. To guard against complications, report every injury, no matter how slight, at once.

If an injured or sick fellow employee is unable to move, do not attempt to move him. Summon MEDICAL AID instead by calling the Supervisor or 911. In a life or death emergency, call 911 FIRST, and then notify your Supervisor, Human Resources, and/or Senior Management.

There are AEDs (automated external defibrillator) located throughout the building; they are to be used only by authorized trained personnel. If you are interested in becoming trained on the defibrillator or CPR, please inquire about classes by contacting Human Resources.

WORKER'S COMPENSATION

While working at Little League Baseball, Incorporated you are covered by Worker's Compensation Insurance purchased by Little League Baseball, Incorporated. If you are injured on the job or contract an occupational disease, our insurance will provide State mandated coverage for your injury.

During working hours you are required to report all injuries to your Supervisor and/or Human Resources immediately or within twenty-four (24) hours if unable to do so immediately. If the facility is closed and treatment cannot wait, go to the nearest Urgent Care Center or Emergency Room of the nearest hospital and report as soon as practicable. The Company’s insurance carrier for PA worker’s compensation insurance requires that all non-emergency injuries/illnesses that are work related be treated at certain specific hospitals and doctors that are listed on the panel of physicians/hospitals that are posted on the bulletin board in the Administration Building breakroom. Please consult this list or call Human Resources for a list of acceptable locations where you can be treated in the event of a non-emergency work injury/illness. If it is a true emergency, do not wait, but go to the nearest Emergency Room for treatment as soon as possible and contact Human Resources as soon as you are able to do so.

If you are returning to work after being treated by a physician for a work-related injury, you must furnish Human Resources with a statement from the doctor as to the date and restrictions (if any) for returning to work.

EMPLOYEE APPRAISAL ANNUAL REVIEWS

The employee appraisal is a job performance review process and is intended to provide the employee with feedback on his/her performance over the specified period of time from the immediate supervisor. The job description is the basis for the review but it includes other factors, such as attendance. The appraisal is also intended to provide information that may assist the employee in improving his/her future performance, to review and update the applicable job description, and to compare the performance of employees in similar positions for the purpose of decisions relating to pay and advancement.

All employee positions are classified by the duties of the job. Your complete job description is on file in Human Resources.

All full time employees are normally evaluated after their six (6) month introductory period and/or at the end of their first year as an employee and annually at the first of the year thereafter. If progressing at an appropriate pace, the employee will be considered for an increase. If not progressing, disciplinary action can be taken up to and including termination.

Special conditions, such as consideration for promotion, may require the Performance Appraisals be completed at other times.

The employee appraisal forms are normally completed by the employee's immediate Supervisor, and are reviewed by the appropriate members of management accordingly.

CORRECTIVE PROCEDURE

If any facet of your performance fails to meet your Supervisor's expectations, he may discuss the problem with you in an informal manner on the job. The supervisor need not wait for performance appraisal to take corrective action. If the cause of action does not meet with required results, a meeting will be set up for the employee with Human Resources to resolve the matter.

NOTICE OF TERMINATION

Although not required, it is considered good business practice to give a two-week notice in the event you are resigning your employment with the Corporation. This allows time to get a suitable replacement and process your records. Vacation, personal and sick time may not be used during the notice to quit period unless special circumstances dictate otherwise. This does not eliminate your employment at-will right. You may terminate your employment at any time with or without notice to the Company.

CHANGE OF RECORDS

Accurate employment records are important to ensure proper administration of all your benefits and to comply with government regulations. Keep your confidential records up-to-date. See Human Resources to update your records if you:

1. Change address or phone number.2. Change person to be notified in case of emergency3. Change your legal name.4. Change your marital status.5. Change your number of income tax exemptions.6. Change your insurance status.7. Have a birth or death in your immediate family.8. Experience a change of health status that affects your employment.

COMPLAINT PROCEDURE

The primary purpose of this program is to provide direct accessibility to management in order to expedite and assist employees in the resolution of their complaints.

Any employee having a complaint should first talk with his/her immediate Supervisor for a possible solution to the problem. If the immediate Supervisor cannot resolve the complaint or problem, the employee may then request to see Human Resources and/or senior management on the issue.

It is the Supervisor's responsibility to contact Human Resources and provide the necessary information on complaints.

LOST AND FOUND

If you lose something, or find something, contact Human Resources and/or the front desk Receptionist.

PROPERTY

No employee shall remove Company property from the premises unless he has been authorized to do so by Senior Management and received permission regarding the items involved.

PARKING

Parking facilities are provided for Little League Baseball, Incorporated employees. Due to the extensive area involved, parking facilities are as near to the employee's work area as possible. There may be times when you are asked to park further away from your work area due to events held on the premises.

The following rules must be observed at all times in parking areas:

1. Operate your vehicle in a safe and courteous manner.2. Do not exceed ten (10) miles per hour.3. Observe and obey all traffic control signs.4. Do not park in a "no parking" area, or in such a manner as to obstruct the

regular flow of traffic or emergency vehicles.5. Obey all instructions of Little League Baseball, Incorporated Supervisors.

6. If involved in any vehicle accident on the property, please notify your Supervisor and/or Human Resources immediately.

TRAVEL EXPENSE DOCUMENTATION

When an employee uses the Little League corporate credit card or own personal credit card or cash to pay for business travel expenses, then both a copy of the credit card slip or receipt if you paid cash and a copy of the invoice are to be attached and submitted with the expense reimbursement form. The invoice should clearly identify the nature of the expense incurred. The employee has two weeks from the date of returning to the normal job site to submit an expense reimbursement form. Not all charges are reimbursable.

BUSINESS VISITORS

Visitors must check in at the reception desk. All visitors will need to wear a visitor badge while on the premises. Unaccompanied visitors are not permitted.

SEVERE WEATHER CONDITIONS

When severe weather conditions exist, please call the main switchboard prior to leaving for work in the morning. If the office is closed due to weather, or if there is a delayed opening, a message will be on the machine. You can also give your phone number to the Information Services Department and they will add you to the emergency notification list to be alerted via text/email/voicemail in the event of inclement weather.

If the Company remains open during adverse weather conditions, and you are unable to report, you must call in your absence and your time off will be charged to your allowable paid time off if available.

ANTI-NEPOTISM POLICY

Little League Baseball, Incorporated wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion, and transfer. Under the Company’s anti-nepotism policy, no relative*, spouse, partner, those in dating relationships, or members of the same household may: (1) supervise another relative, (2) work in the same department as another relative, or (3) exert influence over another relative’s hiring, salary, or promotion.

If employees begin a dating relationship or become relatives, partners or members of the same household, that person is required to inform management and Human Resources of the relationship.

An applicant may be ineligible for employment in a full-time position with the Company if at the time of applying for employment any relative of the applicant is employed by the Company in a full-time position.

*Relative defined as any member of an employee’s family, including in-laws

BULLETIN BOARD

There is a bulletin board located in the office building and items of interest are posted on a regular basis. Please do not post anything on the bulletin board or anywhere else on Company property without your Supervisor's permission.

TELEPHONE CALLS

Telephones throughout the Corporation are for business purposes and are to be used accordingly for business. It is recognized that personal calls need to be made; however, employee discretion should be used in order to avoid abuse of phone privileges. Personal cell phone use must be limited and excessive personal calls or texting will not be allowed and can lead to disciplinary action. All cell phones must be on silent during work hours. Please do not use our business telephones to make long-distance calls that are not work-related.

PERSONAL MAIL AND COMPANY STATIONERY

The use of Little League's address for receiving personal mail is strictly prohibited, as well as the use of Company stationery for personal letters. Employees should exercise care that no personal correspondence appears to be an official communication of the Company, this includes email. In the normal operations of business, however, incoming mail is frequently addressed to individual employees. Every effort will be made to deliver the mail to the proper party. It should be remembered, however, that all business mail is opened upon receipt.

CONCLUSION

This handbook has outlined the broad principles that guide our company in its relations with employees. Specific information about company insurance plans, retirement plan or other benefits can be obtained from the human resource office. It is quite possible that you may from time to time have questions about company matters which directly affect you, or you may desire further information about how company policies apply to your individual case. Should you be unable to find the complete answer to your particular question in this manual, feel free to ask your Supervisor and/or Human Resources. If the answer is not easily discernable or readily available, he/she will get the answer for you as quickly as possible.

INDEX [ll-production-uploads.s3.amazonaws.com] · Web viewEmployees who receive a company-issued cellphone are required to set a passcode on the phone’s lock screen to prevent unauthorized

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