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This Handbook:

1. is the official handbook for Snow Time, Inc., (Roundtop

Mountain Resort, Liberty Mountain Resort and Whitetail Resort).

2. is for information purposes only and should not be construed as an employment contract.

3. was written by the Company to provide information and therefore

the final interpretation of the meaning of anything in this handbook is solely at the discretion of the Company.

4. is subject to change in whole or part without notice except those

items covered by written, executed agreements.

5. states that all employees, both Regular and Temporary, are hired on an "at will" basis and may be terminated at any time for any reason or no reason, without notice.

IMPORTANT NOTICE

Updated September 2017

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TABLE OF CONTENTS IMPORTANT NOTICE ....................................................................................... 1

WELCOME LETTER ......................................................................................... 4

OUR MISSION AND VALUES ......................................................................... 5

SAFETY .............................................................................................................. 6

EMPLOYMENT AT WILL ................................................................................ 6

EQUAL OPPORTUNITY EMPLOYMENT ....................................................... 7

EMPLOYEE HANDBOOK ................................................................................ 8

I. PURPOSE ........................................................................................ 8

II. EMPLOYEE/GUEST RELATIONS ............................................... 8

III. PRIVILEGED INFORMATION ..................................................... 8

IV. SUPERVISORS ............................................................................... 8

V. EMPLOYEE CLASSIFICATION ................................................... 9

VI. COMPANY PAID TAXES .............................................................. 9

VII. FMLA COMPLIANCE .................................................................. 10

VIII. EMPLOYMENT OF MINORS ...................................................... 11

A. Minimum Age ....................................................................... 11

B. Employment Certificates ....................................................... 11

C. Hours of Employment ........................................................... 11

D. School-Work Program ........................................................... 12

E. Maximum Days ..................................................................... 12

F. Rest Break ............................................................................. 12

G. Posting of Hours .................................................................... 12

H. Administration of Rules Concerning Minors ........................ 12

I. Prohibited Occupations ......................................................... 13

IX. TIME RECORDS ........................................................................... 13

X. ATTENDANCE ............................................................................. 13

XI. PAYCHECKS ................................................................................ 14

XII. JOB PERFORMANCE .................................................................. 14

XIII. OUTSIDE EMPLOYMENT .......................................................... 14

XIV. ACCESS TO PERSONNEL FILES ............................................... 14

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XV. GENERAL WORK RULES .......................................................... 15

A. Safety..................................................................................... 15

B. Dress and Grooming Code .................................................... 17

C. Absences ............................................................................... 18

D. Workstations ......................................................................... 18

E. Use of Telephones (and Other Communication Devices) ..... 18

F. Personal Behavior ................................................................. 18

G. Tobacco and Similar Products ............................................... 20

H. Weapons ................................................................................ 21

I. Background Checks ............................................................... 21

J. Sexual and Other Harassment Policies .................................. 21

K. Solicitation/Distribution Policy ............................................. 22

L. Area Closing .......................................................................... 23

M. Work-Related Injuries and Accidents ................................... 23

N. Gifts and Gratuities ............................................................... 23

O. Personal Property .................................................................. 24

P. Controlled Substances/Drugs/Alcohol .................................. 24

Q. Drug Screening ...................................................................... 24

R. Company Property ................................................................. 25

S. Use of Company Computers and E-mail ............................... 26

T. Bulletin Boards ...................................................................... 26

U. Social Media Policy .............................................................. 27

V. Confidentiality of Information .............................................. 29

W. Gossip in the Workplace ....................................................... 29

XVI. COMPLAINT/SUGGESTION PROCEDURE .............................. 29

A. The Informal Level ................................................................ 29

B. The Formal Level .................................................................. 30

XVII. TERMINATION POLICY ........................................................... 30

Acknowledgement (Tear Out Page) ................................................................... 31

Acknowledgement (Inside Back Cover) ............................................................ 33

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Dear Fellow Staff Members, On behalf of all of the employees at the Snow Time Resorts – Welcome to Our Team! Whether you are working at Liberty, Roundtop or Whitetail, our fundamental goals and principles are the same. Simply stated, we work hard to give each and every guest at our resorts the best possible experience we can provide. Snow Time, Inc., has been in the ski business for 53 years. During that time, we have earned a reputation for quality, of which we are deeply proud. We have been recognized within our industry by many national organizations and have received numerous awards. By joining our team, you become a part of this very special group of people who have helped to make these significant achievements possible. As we continue our commitment to excellence, with you as a member of our team, it is vitally important that you clearly understand our philosophy. Contained within this handbook are statements of our combined goals, values, policies and practices that will help you become an important member of our staff. Please read this booklet completely. Any questions you may have can be answered by your supervisor or the HR Staff Office. We hope that you find being a member of our staff is both enjoyable and rewarding. Again, we welcome you to the resorts of Snow Time. Anne Weimer Don MacAskill Matt Thomas General Manager General Manager General Manager Liberty Mountain Resort Whitetail Resort Roundtop Mountain Resort

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OUR MISSION AND VALUES

Our mission is to provide our guests with an enjoyable recreational experience so that they will choose to return again and again. Our reputation for providing quality guest service is known throughout the ski industry. Every employee who comes in contact with a guest plays a vital part in maintaining this image. "Customer" is not part of our vocabulary. All who come to our areas are our personal "GUESTS". We hold our employees to high standards. We have developed five basic values that should be used by each of our employees to guide his or her conduct and decision-making throughout their employment with us. These values were developed with our guests' overall experience in mind. Be aware of these values and perform them to the best of your ability. S - Safety T - Teamwork E - Efficiency E - Enthusiasm P – Professionalism SAFETY - Work in a safe, cautious and careful manner to prevent harm to you, your co-workers and your guests. Be aware of your surroundings. TEAMWORK - Observe and watch for those in need, pitch in and give a hand to those around you. EFFICIENCY - Work smart. Waste is costly. Make suggestions. They are important and needed. ENTHUSIASM - We sell fun! Enjoy your work. Convey a positive attitude to co-workers, guests and the public. Welcome each guest and make yourself available to him or her to answer questions. PROFESSIONALISM - Perform every aspect of your job the very best you can. Be responsible for your actions and be proud of those actions. You are ultimately responsible for each guest's enjoyment. Go out of your way to be sure they are getting the best experience they can, be it a clean environment, good food, helpful service, or a welcoming smile.

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PRIORITY ONE IS . . . SAFETY AT OUR RESORTS

Our resorts' number one priority, above all else, is to provide a safe environment for both our guests and our staff. At our resorts, we have put a great deal of emphasis into the development of programs intended to prevent accidents and to provide guidance when an unsafe situation arises. Our resorts have been recognized by The National Ski Areas Association (NSAA) and the National Ski Patrol (NSP) for their commitment to safety awareness. Our Employee Safety Committees are certified by the State of Pennsylvania. To perform your job safely and ensure that your co-workers do the same is your first job responsibility. Each department, as well as each employee within our resorts, has the responsibility to carefully monitor the areas of concern in that department. You, as a member of our staff, must learn what those responsibilities are and how to prevent accidents in your workplace. Remember, above everything else, safety is everyone's first priority!

EMPLOYMENT AT WILL Employment at Snow Time Inc. is on an at-will basis unless otherwise stated in a written individual employment agreement signed by the President of the company. This means that either the employee or the company may terminate the employment relationship at any time, for any reason, with or without notice. Nothing in this employee handbook is intended to or creates an employment agreement, express or implied. Nothing contained in this or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended and do not create an employment contract for any specific period of time.

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EQUAL OPPORTUNITY EMPLOYMENT Our resorts will always endeavor to hire the best-qualified applicants for positions in our organization. Our resorts do not practice discrimination in any form. Discrimination on the basis of race, color, religion, gender, age, disability, national origin or ancestry is unfair and unlawful. It is our resorts' policy to provide reasonable accommodations, if required, to qualified individuals with disabilities so long as such accommodations do not pose an undue hardship on the business. Further, we will not permit or tolerate unlawful discrimination or harassment in any aspect of our business. Harassment is defined as any verbal or physical conduct that denigrates or shows hostility or aversion toward an individual or his/her family or associates because of race, color, religion, gender, age, disability, national origin or ancestry.

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EMPLOYEE HANDBOOK

I. PURPOSE These policies are designed to provide a healthy working relationship between the employee and management. If you have any questions concerning the content of this handbook, please bring them to the attention of your supervisor immediately.

II. EMPLOYEE/GUEST RELATIONS Our resorts are in the business of providing a recreational service to the public. We consider our customers to be our guests. The image we present to our guests and the impressions they take with them will determine whether or not they will remain our guests. All employees are expected to be courteous and polite and, above all, FRIENDLY, so that our guests feel welcome at our resorts. All employees are representatives of our resorts and must be familiar with all information, rates and programs offered. If you are unsure, or do not know the answer to guests' questions, please refer them to Guest Services, a Courtesy Staff/Mountain Host member or the Administrative Office.

III. PRIVILEGED INFORMATION It is very important to our resorts that correct and timely information is given to the media and to those investigating an accident. Therefore, AT NO TIME, under any circumstances, is an employee permitted to knowingly converse with anyone from the media (news reporters, etc.) or anyone investigating an accident. If an employee is asked any question by anyone known to be from the media or anyone investigating an accident, please direct that person to the Administrative Office.

IV. SUPERVISORS Employees are under the direct supervision of their department supervisor regarding their job assignments, responsibilities to our guests, general courtesy, safety, benefits and privileges. The General Manager and department heads will usually work through a department supervisor; however, specific job assignments may come directly to you from any of the managers.

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V. EMPLOYEE CLASSIFICATION A. YEAR ROUND:

1. Full-Time. An employee who is regularly scheduled to work the same position a minimum of forty (40) hours per week and has not been hired on a seasonal basis.

2. Part-Time. An employee who is regularly scheduled to work less than forty (40) hours per week and has not been hired on a seasonal basis.

B. SEASONAL (Seasonal employees shall be designated as such at time of hiring and their status shall not change without written notice): 1. Full-Time. An employee who has been hired on a seasonal basis

and expected to work thirty-five (35) or more hours per week. 2. Part-Time. An employee who has been hired on a seasonal basis

and is regularly scheduled for less than thirty-five (35) hours per week. A Part-Time Seasonal employee must work at least eighteen (18) hours per week to participate in some resort benefits.

All employees are hired on an “at will” basis and may be laid off or terminated at any time for any reason or no reason, without notice. VARIABLE HOUR DESIGNATION: Our policies are consistent with the requirements of the Patient Protection and Affordable Care Act (PPACA). PPACA allows large employers to use a look-back period for determining eligibility of variable hour employees based on average hours of service per week during an annual measurement period. Employees classified in Seasonal Full-Time positions, Seasonal Part-Time positions and certain Year Round Part-Time positions will be classified as Variable Hour Employees under the requirements of PPACA and evaluated annually for eligibility of health insurance benefits.

VI. COMPANY PAID TAXES In addition to your base wage taxes, the company also pays taxes (Unemployment Compensation, Medicare and Social Security) to state and federal agencies, which are based on your gross payroll amount. We would like you to realize that for every $100.00 you earn, the Company pays:

$6.20 to Social Security $6.20 to Federal and State Unemployment $1.45 to Medicare $3.50 to Worker’s Compensation Insurance

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VII. FMLA COMPLIANCE Snow Time Inc. complies with the federal Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The company abides by any state regulated leave laws. The more generous of the two laws will apply to the employee if the employee is eligible under both federal and state laws.

Please note there are many requirements, qualifications, and exceptions under these laws, and each employee’s situation is different. Contact the Human Resources department to discuss options for leave.

Reasons for Taking Leave Under federal law, unpaid leave may be requested for pregnancy and prenatal care; preplacement activities, birth, adoption, or foster placement of a child; or the serious health condition of a child, spouse, parent, domestic partner, or the employee. State law may have additional reasons defined.

Military Family Leave Entitlements Under federal law, unpaid leave may also be requested by eligible employees who have any qualifying exigency arising out of the fact that the spouse or a son, daughter, parent, domestic partner, or next of kin of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the armed forces and may use their 12-week entitlement to address certain qualifying circumstances. Qualifying circumstances may include deploying on short-notice, attending certain military events, arranging for alternative child care and school activities, addressing certain financial and legal arrangements, attending certain counseling sessions, engaging in rest and recuperation, and attending post deployment reintegration briefings.

Entitlements The federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. This leave applies if the employee is the spouse, son, daughter, parent, domestic partner, or next of kin caring for a covered military service member or veteran recovering from an injury or illness suffered while on active duty in the armed forces or that existed before the beginning of the member’s active duty and was aggravated by service or that manifested itself before or after the member became a veteran.

Leave Designation If an employee does not expressly request FMLA leave, the company reserves the right to designate a qualifying absence as FMLA leave and will give notice of the FMLA designation to the employee. If an absence is a qualifying event under FMLA, the leave will run concurrent

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with short-term disability, long-term disability, PTO, workers’ compensation, and/or any other leave where permitted by state and federal law.

Benefits Under federal law, employers must continue healthcare benefits during FMLA leave as though the employees were still at work and must pay the employer’s part of the premium. The employee will continue to be responsible for the employee’s portion of the premium as well.

Interaction with Accrued Paid Time Off FMLA leave, and paid vacation or sick time will run concurrently as provided under company policy except where prohibited by state law.

Job Protection An employee’s job, or an equivalent job, is protected while the employee is on leave. Both federal and applicable state laws require that employees be returned to their positions or to another job of like pay and status at the end of FMLA leave.

Note: If an employee is unable to return to work after the expiration of federal or state FMLA, an extension may be granted if the condition constitutes a disability under the Americans with Disabilities Act (ADA) or in certain workers’ compensation cases.

Return-to-Work Policy When such work is available, the company will attempt to provide an employee with a temporary modified or light-duty assignment in accordance with documented medical restrictions.

VIII. EMPLOYMENT OF MINORS A. MINIMUM AGE:

Minors under 14 years of age may not be employed or permitted to work in any occupation.

B. EMPLOYMENT CERTIFICATES: No minor under 18 years of age shall be employed without an Employment Certificate. Additionally, minors under age 16 must have a written statement from the minor’s parent or guardian acknowledging the duties and hours of employment and granting permission to work. Both items must be kept on file by the employer.

C. HOURS OF EMPLOYMENT: NOTE: Items listed here are defined by the Federal and PA State Child Labor Laws. Exceptions may exist which are not covered in this document. Each resort may choose to impose more strict guidelines which must be followed.

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1. Ages 14 and 15

a. During School Term: Permitted to work between 7:00am and 7:00pm, only at a time when it does not interfere with school attendance, a maximum of three (3) hours on school days (Monday through Friday) and eight (8) hours per day on Saturday and/or Sunday totaling no more than 18 hours per week (Sunday through Saturday).

b. During Summer Vacation: (June 1st to Labor Day): Permitted to work between 7:00am and 9:00pm a maximum of eight (8) hours per day totaling no more than 40 hours per week (Sunday through Saturday).

2. Ages 16 and 17 a. During School Term: Permitted to work between 6:00am and 12:00

midnight, only at a time when it does not interfere with school attendance, a maximum of eight (8) hours per day and a total of 28 hours per school week (Monday through Friday). An additional eight (8) hours may be worked on Saturday and/or Sunday. The maximum weekly total can be no more 44 hours (Sunday through Saturday).

b. During School Vacations: Permitted to work between 6:00am and 1:00am a maximum of ten (10) hours per day totaling 44 hours per week. The maximum may increase to 48 hours per week if the minor voluntarily agrees.

D. SCHOOL-WORK PROGRAM: Students 14 years of age or older whose employment is part of a recognized school-work program supervised by a recognized school authority may be employed for hours which, combined with the hours spent in school, do not exceed eight hours in a day.

E. MAXIMUM DAYS: Minors may not work more than six (6) consecutive days.

F. REST BREAK: No minor may be employed for more than five hours continuously without an interval of at least 30 minutes for a rest break. No period of less than 30 minutes shall be deemed to interrupt a continuous period of work. This break must be recorded by punching "out" and "in" on the time clock.

G. POSTING OF HOURS: A schedule of hours to be worked by each minor must be kept current and posted in a conspicuous place.

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H. ADMINISTRATION OF RULES CONCERNING MINORS: 1. Every supervisor or person exercising direction or control over a

minor shall be responsible for complying with all regulations affecting the employment of minors.

2. Every minor shall be responsible for complying with all regulations affecting the employment of minors.

I. PROHIBITED OCCUPATIONS:

The following list of prohibited occupations is only an excerpt from the "Regulations Affecting Employment of Minors" which may not be all inclusive of jobs that may arise at the ski area. If there is any doubt as to whether or not you (as a minor) should perform a job, do not perform it until your supervisor has checked with the regulations set forth by the Department of Labor and Industry.

If you are a minor, do not perform any of the following jobs: 1. Minors Under Eighteen (18) Years of Age:

a. Electrical Work: All outside and inside electrical wiring. b. Installing, removing, and testing electric meters. c. Elevators: Operators or managers of passenger or freight

elevators, or hoisting or lifting machinery. (This includes dumbwaiters and chairlifts.)

d. Excavating: Within trenches more than four feet in depth (snowmaking trenches).

e. Explosives: Where explosives are handled and stored. f. Liquor: May not handle or serve alcoholic beverages. g. Meat Grinders: Operation of power-driven food chopping, meat

grinding, slicing, or processing machines. h. Machinery: Cleaning or oiling machinery in motion. Operating or

assisting in the operation of (but not limited to) mixing machines in bakeries, woodworking machinery (power-driven).

i. Welding: Acetylene or electric welding. 2. Minors Under Sixteen (16) Years of Age: All of the above, and:

a. Scaffolding: On scaffolding, ladders or their substitutes. b. Window Cleaning: Outside window washing above ground level. c. Operation of any power driven machinery. d. Operation of any motorized vehicles (This includes golf carts.)

IX. TIME RECORDS All hourly employees are required to use time clocks to report in and out of work. These records are required by governmental regulations and are used to calculate pay. At the end of each pay period the supervisor must approve the time sheet attesting to its correctness before forwarding it to the Human Resources department. Salary employees are required to complete and

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submit a log of days worked and time taken away from work, whether related to paid time off or regular scheduled days off.

X. ATTENDANCE All employees are expected to arrive on time, ready to work, every day they are scheduled to work. If unable to arrive at work on time, or if an employee will be absent for an entire day, the employee must contact the supervisor as soon as possible. Excessive unexcused absenteeism or tardiness will result in discipline up to and including termination. Failure to show up or call in for a scheduled shift without prior approval may result in termination. If an employee fails to report to work or call in to inform the supervisor of the absence for 3 consecutively scheduled days or more, the employee will be considered to have voluntarily resigned employment.

XI. PAYCHECKS Snow Time Inc.’s pay period for all employees is biweekly on Friday. If pay day falls on a federal holiday, employees will receive their paycheck on the preceding workday.

XII. JOB PERFORMANCE Communication between employees and supervisors or managers is very important. Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their supervisors if they feel additional ongoing feedback is needed.

XIII. OUTSIDE EMPLOYMENT Employees are permitted to work a second job as long as it does not interfere with their job performance. Employees with a second job are expected to work their assigned schedules. A second job will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside work activity causes or contributes to job-related problems, it must be discontinued, or the employee may be subject to disciplinary action, up to and including termination.

XIV. ACCESS TO PERSONNEL FILES Employee files are maintained by the Human Resources department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. Personnel file access by

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current employees and former employees upon request will generally be permitted within 3 days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resources department. Employee files may not be taken outside the department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

XV. GENERAL WORK RULES Work rules are applicable to all employees and any violation of these rules will result in disciplinary action, including termination. Disciplinary action may also result from any wrongful conduct harmful to our resorts, whether or not it constituted a violation of a specific work rule. Work rules include any posted or orally communicated instructions from management and are not limited to the following: A. SAFETY:

Safety on the job is our highest priority and is EVERYONE’S RESPONSIBILITY! Working safely is your first job responsibility. Failure to abide by the General Safety Rules may result in disciplinary action up to and including termination of your employment.

General Safety Rules The following is a list of general safety rules that apply to all company employees. Additional rules that are specific to your job are available in your department’s safety manual. It is your responsibility to understand and follow all safety related policies, procedures and work rules. 1. Employees will perform all job tasks in a careful and safe manner to

prevent injury to themselves and other co-workers. 2. Employees will not perform a job function until they have been

trained in and understand the related safety procedures. 3. Employees are prohibited from playing tricks, indulging in pranks or

horseplay, fighting, or performing any act that endangers the health or safety of themselves or another person.

4. All unsafe conditions or acts must be corrected and/or immediately reported to your supervisor or safety committee representative.

5. Only those employees who have been authorized to use and have been trained in the use of Company machinery, equipment, and tools may do so. Machinery, equipment, and tools are to be used only for their intended purpose.

6. Employees using Company machinery, equipment, and tools shall do so in a careful, safe manner, using good operating skills and good judgment at all times. Any broken or defective machinery, equipment or tool must be removed from service and reported to your supervisor.

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7. All manufacturers’ supplied guards and safety equipment will be used at all times.

8. Company vehicles are to be used only by authorized employees and all manufacturers’ safety equipment (seatbelts) must be used at all times.

9. Material Safety Data Sheets are available at Right to Know Stations any place that hazardous materials (Chemicals) are used or stored. These data sheets explain the proper use, personal protective equipment (PPE), and first aid procedures for each material used. Employees will only use chemicals for their designated purpose and only use those that are supplied by the company. Chemicals will only be stored in designated marked containers.

10. All employees must understand and comply with Lock Out/Tag Out procedures to prevent injury from the accidental start up of energy sources.

11. All employees will wear footwear that is appropriate for the job function. See your department supervisor for a list of approved footwear.

12. All employees are expected to practice good housekeeping in the workplace at all times.

13. Some job functions require protective equipment for your safety. If your job requires personal protective equipment (PPE), the Company will supply, and require the use of that equipment. Some examples of required PPE are listed below:

Grinding – eye protection Power tools – eye protection Weed eaters and chainsaws – eye and hearing protection Snowmaking – hearing protection and helmets Operating Vehicles – Seatbelts Tower Climbing – Fall protection Welding – eye and hand protection Any job where falling objects are possible – hardhats Operating Snowmobiles – helmets Freestyle Terrain Park Operations – helmets Chairlifts – restraining bar

14. Due to the risk of infection with HIV and hepatitis B, only those employees and Ski Patrol who are properly trained and equipped with universal precautionary equipment are allowed to render first aid.

15. Chairlift restraining bars must be used by all employees who ride a chairlift, for any reason, both on and off duty. Safe Skiing and Riding, including the Responsibility Code and Smart Style, must be practiced at all times both on and off duty.

These work rules apply to all employees and they will be impartially administered. This list is not complete; management reserves the right to add, alter, or eliminate work rules either orally or in writing.

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B. DRESS AND GROOMING CODE: 1. PROPER ATTIRE/UNIFORMS:

Individual resorts and departments have dress/uniform codes, which are extremely important for the overall appearance of the resort. You are required to wear the proper attire, including proper footwear, specified by your department. All employees are expected to present a NEAT and CLEAN appearance. All clothing should fit well (loose enough to be comfortable but not oversized). Individual resorts/departments may have more specific uniform/dress code requirements. Any questions regarding uniform/dress code standards should be directed to your supervisor.

Proper attire, including proper footwear, must be worn at all times while on the job. You are responsible for clothing signed out to you. You are liable for damage to Company property and will be charged accordingly for repair or replacement. A cash deposit or credit card number may be required if you are issued a uniform, or this may be in the form of a payroll deduction. Deposits will be returned if the uniform is returned in satisfactory condition.

2. GROOMING: Personal cleanliness is of the utmost importance for making a favorable impression on our guests. Hair should be neat, clean, and groomed. Extreme styles are not permitted. Hair color is limited to those found occurring naturally. Beards and mustaches must be clean and neatly trimmed. Managers/Supervisors will determine and regulate what is appropriate for each position.

3. ACCESSORIES: Jewelry and cosmetics should be limited and tasteful. Safety should be considered when choosing jewelry and hairstyle. Visible body piercing hardware accessories are not permitted, except for those worn in the ears. Patches, pins, hats, or clothing with suggestive logos, remarks or pictures, or that are alcohol or drug-related are prohibited. Tattoos that are considered offensive by your supervisor must be covered during working hours. Managers/Supervisors will determine and regulate what is appropriate for each position.

4. PHOTO ID CARD AND NAME TAG: Your employee Photo ID Card or Name Badge must be worn in a visible location while on duty. You will be provided with one (1) Photo ID Card and/or Name Badge, based on your department requirements. New photos must be taken for your card every 4 years for those 18 and older and every 2 years for anyone less than 18 years of age. Should you lose your Photo ID Card or Name Badge, contact your supervisor. Employees will be charged for replacements.

Our public image is dependent upon our staff, individually and collectively. If you do not portray that image, you will be asked to change immediately or be sent home. Repeated violations will result in termination.

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C. ABSENCES:

Excessive unexcused absences, excessive tardiness to work, or failure to do your job in a willing and professional manner, could result in an immediate termination.

D. WORKSTATIONS:

1. Each employee will be responsible for seeing that working areas are maintained in a clean, neat, and safe fashion.

2. Employees may not leave their workstations without permission of their supervisor.

3. Eating in the work area is permitted only for departments not dealing directly with the public.

4. Food trays removed from any food location must be returned as soon as possible.

5. Employees on or off duty are not permitted to visit or linger at other workstations.

Employees are not permitted to have unauthorized persons (including children, relatives, visitors or friends) at their workstations. Pets are not permitted at the resort without advance written permission of the General Manager.

E. USE OF TELEPHONES (and other Communication Devices): Company telephones are for Company business use only and should not be used for personal business. The Company phone system has the capability to record phone calls; therefore employees should be aware that phone calls may be recorded for training purposes.

Use of any communication devices for calls, texting, browsing, or any other type of media transfer for personal reasons is not permitted when an employee is on duty. To efficiently perform some job functions, the General Manager may grant permission to certain employees to use these communication devices as deemed necessary for company business.

F. PERSONAL BEHAVIOR: There are some specific personal behaviors that will not be tolerated at our resorts. Following are some examples (not an exclusive list) of expressly forbidden conduct, which you cannot do even once, and which may result in immediate termination of employment: 1. Foul language or arguing in a loud voice. 2. Fighting with anyone on company property, either on or off company

time, regardless of who provokes it. 3. Any activity which endangers the health or safety of another person

or results in damage to equipment or property, including inattention to your job, such as sleeping while on duty, or reading unauthorized materials on the job.

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4. Insubordination - Refusing to obey a reasonable request, or refusing a reasonable job, task, or duty assigned by a supervisor, or walking off the job.

5. Controlled substances - The sale, use of, or possession of illegal drugs and all other controlled substances, without a specific prescription or being under the influence of any substance while on the job or at the resort.

6. Falsification - Falsification of any company record, including altering of time cards, using a time clock for another employee or clocking in when not working.

7. Transfer of any discounts or Employee ID to anyone. 8. Dishonesty - Stealing, misappropriation, unauthorized, or deliberate

converting to personal use, "borrowing" of company (or coworker or any person) property, cash, food, products, services, materials, tools, equipment or supplies, whether there was intent to return or not.

9. Harassment, rudeness, or lack of courtesy to guests and fellow employees.

10. Violation of safety policies and guidelines. 11. Employees shall NOT use portable headsets of any kind while on the

job. Any radio use, with the permission of your supervisor only, MUST NOT BE AUDIBLE TO GUESTS, and must not interfere with your ability to perform your job function. Radios are NOT permitted at the bottom lift stations under any circumstances. Personal electronic devices and other portable audio devices are not permitted while on duty in any department.

12. Each employee is expected to set a good example for other employees and our guests exhibiting careful and safe skiing/boarding and is expected to comply with

"Your Responsibility Code". a. Always stay in control and be able to stop or avoid other people

and objects. b. People ahead or downhill of you have the right of way. It is your

responsibility to avoid them. c. You must not stop where you obstruct a trail or are not visible

from above. d. Whenever starting downhill or merging into a trail, look uphill

and yield to others. e. Always use devices to prevent runaway equipment. f. Observe all posted signs and warnings. Keep off closed trails and

out of closed areas. g. Prior to using any lift, you must have the ability to load and unload

safely. h. Do not jump from the lift. In the event of a long stoppage the Ski

Patrol will evacuate you. i. Do not go down trails that are too difficult for your ability.

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j. All participants are responsible for their own equipment and personal belongings. Our resorts are not responsible for any lost or stolen items.

k. If you have a collision resulting in injury to another person you must stay with that person until the Ski Patrol arrives.

Know the code. It's your responsibility. 13. Reckless or unsafe skiing/boarding (including, but not limited to

unsafe jumping, skiing/boarding out of control or on closed trails) by employees at any time cannot and will not be tolerated. All employees are encouraged to wear a helmet when skiing/boarding and are required to use restraining bars when riding lifts.

14. Employees are expected to behave in a professional manner at all times, as stated in our STEEP values, while they are on resort property or wearing a company identifying uniform, whether working or not working.

15. Gambling anytime with anyone on company property. 16. Allowing others to use your complimentary or discounted tickets,

photo ID, other privileges intended exclusively for your use only is THEFT OF SERVICES. This conduct will result in immediate suspension of the employee who allows others to use his/her tickets or privileges; it may also lead to the prosecution of those who use the tickets or privileges.

When employees are participating in resort activities, using their benefits, even though not working, they must follow all rules and safety guidelines. Employees should always have their employee ID with them when visiting any of the Snow Time Resorts.

G. TOBACCO AND SIMILAR PRODUCTS:

All Snow Time Resorts are NON-SMOKING facilities in accord with ACT 27 - The PA Clean Indoor Air Act that became law and went into effect on September 11, 2008. Use of tobacco and similar products will only be permitted in clearly designated areas at all times. In the interest of providing a safe and healthy environment for employees and guests, the following policy on tobacco use has been adopted. Tobacco refers to smoking, chewing, Vapes, E-cigarettes, and similarly related products and/or devices. Since the use of these products and/or devices may be offensive to others, the following rules will apply to all employees: 1. At no time may any employee use any of these products and/or

devices in front of guests. 2. Public health laws prohibit tobacco products in any food service area

(food prep area, public counter, kitchen, pizza area, food storage areas or any other place where food is either in an "opened" or "unpackaged" condition).

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3. Those employees who wish to use these products and/or devices during work hours may do so only during scheduled break times and only in designated areas that have been approved for this purpose by the General Manager.

H. WEAPONS

A safe working environment is very important to all of us. For this reason, no employee or visitor may enter any portion of Company property, including parking areas, with any type of weapon. This includes visible and concealed weapons or those located in a vehicle, even those for which the owner has obtained the necessary permits. While this list is not all inclusive, weapons include firearms, or knives with blades longer than six (6) inches, or any explosive materials.

I. BACKGROUND CHECKS: The Company reserves the right to conduct background checks on any or all personnel as required by law and/or deemed necessary by management. Background checks may be conducted to assess criminal background, sex offense history, driving record, financial credit record, etc.

J. SEXUAL AND OTHER HARASSMENT POLICIES:

Each of our resorts is an equal opportunity employer. We support legislation that protects employees against unlawful discrimination of any kind, including sexual harassment.

Sexual harassment is a violation of TITLE VII of the Civil Rights Act of 1964 and it is against the policies of our resorts for any employee (including supervisors and managers), male or female, to sexually harass another employee by: 1. making unwelcome sexual advances or requests for sexual favors, or

other verbal or physical conduct of a sexual nature a condition of an employee's employment, or

2. making submission or rejection of such conduct the basis for employment decisions affecting the employee, or creating an intimidating, hostile or offensive working environment by such conduct.

Sexual harassment does not refer to behavior of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that fails to respect the rights of others, that lowers morale, and therefore interferes with our work effectiveness.

Sexual harassment may take on different forms. One specific form is the demand for sexual favors. Other forms of harassment include: · Verbal Sexual innuendoes, suggestive comments, jokes of a

sexual nature, sexual propositions, threats.

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· Non-verbal Sexually suggestive objects or pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, obscene gestures.

· Physical Unwanted physical contact, including touching, pinching, brushing the body, coerced sexual intercourse, assault.

Sexual harassment may be overt or subtle. But whatever form it takes, sexual harassment is insulting and demeaning and cannot be tolerated in the workplace. All employees, including supervisors and managers, are expected to comply with this policy and take appropriate measures to ensure that sexual harassment does not occur. Anyone subjected to acts of sexual harassment by anyone, including supervisors, co-workers, customers, vendors, or others, should immediately notify his or her supervisor or the Human Resources Department. If the complaint involves a supervisor or manager, we recommend that the complaint be made directly to the Human Resources Department or the General Manager. Upon notification of the complaint, a prompt investigation will be conducted. Appropriate disciplinary action, up to and including termination, will be taken against anyone who violates this sexual harassment policy. Further, the company will protect the complainant from any retaliation related to the complaint.

You may direct any questions in reference to this policy to the Human Resources Office or Risk Management office.

K. SOLICITATION/DISTRIBUTION POLICY: We often receive requests from organizations and individuals seeking permission to solicit our employees for various causes. Many of these requests are made in support of worthwhile endeavors, however, should we permit such solicitations, it could impair the efficient operation of our business. Therefore, we are publishing the following rules: 1. Solicitation and/or distribution of literature by non-employees on

Company property is strictly prohibited without advance written permission from the General Manager.

2. Solicitation by employees on Company property during working time is prohibited without advance written permission from the General Manager.

3. Distribution of literature by employees on Company property during working time is prohibited without advance written permission from the General Manager.

4. Any employee wishing to distribute or solicit on Company property may approach the General Manager for permission to do so.

For the purpose of this rule, "working time" is defined as those periods during the day when either the soliciting or distributing employee is working or the employees being solicited or offered material are working. Under no circumstances are employees to sell, distribute, or

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"REP" any products or items (clothing, skis, accessories, etc.) to our employees or guests without advance WRITTEN permission from the appropriate department head AND the General Manager.

L. AREA CLOSING:

You should leave each area of the resort as soon as that area closes. Do not linger on resort property unless you are working or there are special circumstances.

M. WORK-RELATED INJURIES AND ACCIDENTS: Employees are covered under Workers’ Compensation Insurance for work related injuries sustained while on duty and acting within the scope of their employment. All work related injuries must be reported to your supervisor immediately regardless of severity or need for medical attention.

Further, all injuries must also be reported within 24 hours of the injury to either Ski Patrol or Risk Management for the completion of the required “Workers’ Compensation Report of Occupational Injury” and the required documents for the treating medical facility. If the employee is unable to do so, it becomes the responsibility of the supervisor to provide the information on the employee’s behalf. The supervisor is responsible to assist in the accident investigation, and must report the findings to the accident investigation committee.

A Medical Panel has been established for our employees at each resort, in accordance with the PA Workers' Compensation Law, Section 306. We have the right to require an employee who has experienced a work related injury requiring medical attention beyond the first aid of the area Ski Patrol to be attended by one of the Medical Panel physicians for the first 90 days after initial treatment. After 90 days, employees are permitted to choose a physician of their choice; however, employees must notify us according to the directions on the "NOTICE TO EMPLOYEES" posted at all time clocks.

All injured persons who need attention by Medical Panel physicians are subject to substance screening following treatment of an accident or injury. Contact the Risk Management or Personnel Office with any questions on work-related injury medical treatment.

ALL SKIING/BOARDING AND NON-SKIING INJURIES (guests and employees) MUST BE REPORTED TO THE SKI PATROL.

N. GIFTS AND GRATUITIES:

Employees are prohibited from soliciting or accepting gifts from a vendor or contractor. Gifts of promotional items without significant value that are routinely distributed by vendors to clients may be accepted. Ordinary business courtesies such as payment for a modest lunch or

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dinner are also acceptable. Gifts of money or gift cards in excess of $100 must be reported to the General Manager.

O. PERSONAL PROPERTY:

Personal belongings that you bring to our resorts are your responsibility and should be properly secured. The Company is not responsible for lost, stolen, or damaged personal property.

P. CONTROLLED SUBSTANCES/DRUGS/ALCOHOL: Controlled substances and non-prescribed drugs cannot and will not be tolerated by the Company. Working under the influence of alcohol or drugs may result in immediate discharge. The use of any form of illegal or non-prescribed drugs, regardless of type, is absolutely not permitted on Company property at any time, whether you are working or not. Any employee found possessing or consuming marijuana, cocaine, barbiturates, or any other illegal or non-prescribed drugs may be discharged and permanently banned from our resorts. Legal action may be pursued. Supervisors must be informed of any prescription or nonprescription drugs you are taking that may affect your ability to perform your work properly.

The Company will require a substance screening to be conducted immediately following any accident or incident. An accident is any event that results in bodily injury or property damage. An incident is an encounter, conversation, behavior, etc., which is not common or appropriate for the efficient and effective performance of an employee's responsibilities. Any employee who refuses to comply with this requirement is subject to immediate termination.

Q. DRUG SCREENING: Our resorts have adopted a Drug Testing Program. Our goal is to maintain a drug free work environment. Employees may be subject to the following screening programs: 1. Post Offer/Pre-employment 2. Periodic Departmental 3. Post Accident/Incident 4. Reasonable Suspicion 5. Random Drug 6. Department of Transportation Required All company testing programs may include a test for adulterants.

Drug testing procedures can be found in the Company's Substance Abuse Policy, which is available from the area’s Risk Management office. Employees who test non-negative will be subject to disciplinary action up to and including discharge. At the company’s discretion, the company may elect to assist employees in obtaining rehabilitation at the employees' expense. Upon completion of rehabilitation and a negative re-test, employees may, at the discretion of management, be eligible for

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reinstatement pending an opening for which they are qualified. Any employee who refuses to be tested or who refuses a re-test will be subject to termination.

R. COMPANY PROPERTY: Company property shall not be altered, removed, destroyed, or defaced. All employees shall promptly report abuse of company property to their immediate supervisor. Willfully damaging or spoiling company products, property, or equipment will result in immediate dismissal. Snowmaking guns, grooming equipment, lifts, etc., are to be handled by Authorized Personnel Only. Any unauthorized person observed operating or attempting to operate said equipment will be subject to immediate dismissal.

1. Equipment, Tools and Radios a. In the event a tool or piece of equipment is broken, lost, or

damaged, report it to your supervisor immediately. THIS IS VERY IMPORTANT so that the repairs or replacement can be made and the item will be available when it is next needed. All tools and equipment must be kept in their proper storage place when not in use. Tools and equipment must not be removed from the ski area without prior written approval from the General Manager.

b. Employees are responsible for all equipment and radios "signed out" to them. You are liable for damage due to misuse of company property and will be charged accordingly for repair or replacement. A cash deposit may be required if you are issued company property. This may be in the form of a payroll deduction.

2. Company Vehicles/Travel Company vehicles are for company use only and are to be used only by appropriately licensed authorized personnel. It is the responsibility of all employees who are authorized to drive company vehicles to notify the company of any, work related or outside of work, traffic violation, DUI, or the loss of their driver’s license. This applies to outside of work citations. Personal use of vehicles is not allowed unless approval of the General Manager is obtained in advance. Any travel beyond 100 miles must be approved in advance by the General Manager and a company vehicle must be used if available.

Expenses incurred on approved travel must be submitted with receipts on a weekly expense report form. No expenses will be reimbursed without the appropriate receipts. Travel expense requests for reimbursement must be approved by the immediate supervisor and the General Manager.

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S. USE OF COMPANY COMPUTERS AND E-MAIL: The Company's computer system, including company E-mail accounts and passwords in your name, is a business tool owned by the Company; therefore, the computer system is the Company's private property and is designed to facilitate business transactions limited solely to business subjects. It is not to be used for communications of a personal or non-business nature. The use of employees’ passwords should not be construed as creating an account for personal use. All passwords must be divulged to management upon request. Employees shall have no expectation of privacy regarding the use of Company computer equipment.

The Company regularly monitors, audits and reviews the computer system, including files, E-mail transmissions, and Internet activities. Electronic communications and Internet activities are an extension of the workplace. Any obtrusive or inappropriate communication or other transmission will subject the employee to discipline. For example, an employee should not display or transmit any sexually explicit images, messages, or cartoons. Electronic communication should not contain racial or ethnic slurs, epithets, or anything that might be construed as harassment or be offensive to others based on race, national origin, gender, disability, or other classifications protected by state or federal law.

By using the Company’s computer system, the employee expressly consents to the Company’s monitoring policy, agrees to comply with all limitations on the use of the computer system, and understands that the computer system is not a personal communication medium. The computer system should not be used for outside business ventures or for political, religious, or other personal causes of the employee. All employees are strictly prohibited from loading any unauthorized software onto any Company computer, including computer games, screen savers, or any other types of software files.

In addition, all employees are prohibited from using personal USB flash drives or other forms of portable memory devices (including connecting personal cell phones to recharge the battery) on Company computers without approval from the IT Department.

T. BULLETIN BOARDS: All required governmental postings are posted on the boards located in the break room. These boards may also contain general announcements. The Company reserves the absolute right to refuse permission to post or to take down any announcement. The Human Resources Department approves, posts and takes down all notices. All notices posted by employees will be removed after 2 weeks unless otherwise stipulated.

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U. SOCIAL MEDIA POLICY:

The Company recognizes that employees, volunteers and guests regularly engage in several forms of social media activities – It has become a regular part of our modern culture. The adoption of this policy is not to stifle your social voice. Rather, the intent is to encourage you to embrace the social media world by providing some guidelines for you to follow.

We encourage our employees to be ambassadors for our resorts; however, to reduce the likelihood that your social media activities will have an adverse effect on the Company, its guests, volunteers or employees, we have developed the following guidelines: Be aware that any information, once posted, may not be retractable

or removable from the Internet sites to which the information is distributed; therefore it should be assumed that the posted information will likely be viewed by many people.

Do not engage in social networking activities when you are supposed to be working.

Do not use any of the Company’s computers for social media activities unless it is part of your employment responsibilities.

Your social media activities are subject to the policies in the Employee Handbook, including, but not limited to, “Personal Behavior”, “Sexual and Other Harassment Policies”, “Solicitation/Distribution Policy”, “Use of Company Computers and Email”, and “Confidentiality of Information.” The rules for employee conduct also apply to you in the social media world.

All requests for references or recommendations, even those that are received through social media, should be handled in accordance with the Company’s standard policy for responding to such requests.

Do not defame or otherwise discredit the Company’s products or services, or the products or services of the sister resorts.

Never discuss accident information or post pictures of accidents or incidents from the resorts, including any activities of the Ski Patrol. Respect the privacy of the resorts’ guests, employees and volunteers.

Do not disclose personal or contact information of coworkers without their prior permission. Never disclose personal information of any of our guests.

Never disclose Company financial or statistical information at any time or under any circumstances. Disclosure of this information will result in immediate termination.

If someone from the media or press contacts you about your social media or any other activities that relate to the Company, do not respond. Contact your supervisor immediately.

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You also should consider the following if your social media activities include the name of a Snow Time resort: The Company has spent substantial time and resources building its

reputation and goodwill. These are valuable and important corporate assets. Before you engage in any social media activity that identifies yourself as an employee or volunteer of the Company, or that identifies the Company, please consider whether you are damaging the Company’s reputation. If you are uncertain, you should consult an attorney.

Employees should never use the Company’s logo, trademark or proprietary graphics in their social media activities unless specifically authorized to do so by the General Manager.

You are more likely to resolve conflicts and complaints about work by speaking directly with your co-workers, supervisor or other management-level personnel than by posting complaints on the Internet. Social media is not the proper forum for commenting or complaining about the Company, its guests or your fellow employees or volunteers; therefore it should not be used for that purpose. Employees should follow the “Complaint/Suggestion Procedure” in the Employee Handbook when dealing with a complaint.

Social media can be a very effective form of communication and promotion, but, it can also have unintended negative consequences to others if not used properly. Following are a few simple questions that you may want to ask yourself before posting any information: Would I be comfortable if my mother read the information I posted? Would I be comfortable if my son or daughter viewed any photos I

posted? Would my boss or coworkers be offended or angry about any

information I posted? Would I be uncomfortable or embarrassed if the information I

posted was available for anyone to view? The Company may, in its discretion, review your social media activities. Please note that this Policy applies even if your social media activities are anonymous or under a pseudonym. If you do engage in such social media activities, you should be aware that in appropriate circumstances the Company will take steps to determine your identity. If you decide to post information that is deemed by management to be defamatory or damaging to the Company, its employees, volunteers or guests, this may be grounds for employee discipline and/or the filing of legal charges. The Company also may report suspected unlawful conduct to appropriate law enforcement authorities. Note, however, that nothing in this policy will be interpreted to limit or interfere with your rights under Section 7 of the National Labor Relations Act. “Social media,” for purposes of this policy, includes all types of postings on the Internet, including, but not limited to, social networking sites

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(such as Facebook, Twitter, MySpace, LinkedIn, etc.); blogs and other on-line journals and diaries; bulletin boards and chat rooms; microblogging, emails and the posting of video on YouTube and similar media.

V. CONFIDENTIALITY OF INFORMATION: The Company, in the normal course of business, maintains certain personal information of our guests and employees including phone numbers, addresses, email addresses, credit card information, etc. Such information must remain confidential and be used only for its intended purposes in accordance with Company business. Please respect our guests' and employees' privacy. Contacting, for personal reasons, a guest or employee from information obtained from Company records is an example of a violation of this policy. Violation of this policy may be grounds for dismissal.

W. GOSSIP IN THE WORKPLACE: Gossip is an activity that can drain employee morale and job satisfaction. Gossip is generally denigrating to a person’s reputation and is focused on a person who is not present in a conversation. In order to create a more professional workplace environment, we strongly discourage gossip in the workplace. Gossip is something all of us can control and we should strive to: 1. Speak only positively about fellow employees and guests. 2. Refuse to participate in a conversation when another mentions a

person in a negative light. 3. Choose not to respond to negative email or use email to pass on

private or derogatory information about any person. 4. Hold fellow employees accountable in an effort to eliminate gossip

in the workplace.

XVI. COMPLAINT/SUGGESTION PROCEDURE To ensure continuation of our successful operation, our resorts rely on your ideas and suggestions. We are aware that, from time to time, situations arise when employees have a complaint or misunderstanding with their supervisor concerning company work rules and/or policies. We have established a procedure that should resolve problems quickly and on a fair and equitable basis. You should always feel free to discuss any concerns you have with your supervisor. The following procedure shall be used to settle complaints, misunderstandings and other potential problems.

A. THE INFORMAL LEVEL:

Any complaint should first be taken verbally to your direct supervisor, whose responsibility it is to make every effort to resolve the problem to

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our satisfaction. If there are cases in which you do not feel that you can discuss the matter or present it initially to your direct supervisor, you are entitled to raise the issue first with the Department Manager. In cases such as this, the Department Manager may deal with the situation directly or, in appropriate cases, may refer you back to the supervisor for any necessary discussion at that level.

B. THE FORMAL LEVEL: STEP 1. In the event you are not satisfied with the results of the informal conference, you may submit your complaint in writing to your direct supervisor, with copies to the Department Manager and the resort's General Manager. STEP 2. If you are not satisfied with the supervisor's or Department Manager's decision, you may request a personal meeting with the Department Manager to further discuss the complaint/suggestion. STEP 3. If you are not satisfied with the Department Manager's decision, you may appeal to the resort's General Manager, who will meet with you and a final decision will then be made.

This procedure is designed to maintain cooperation between employees and supervisory personnel. We are confident that the majority of problems will be solved at the informal level. If you wish to have other employees involved to assist you in presenting your position or suggestion, management will make the necessary arrangements. There will be no negative action against any employee for processing any complaints or suggestions.

XVII. TERMINATION POLICY Our resorts impose certain standards of conduct on our operations and we expect the same from all employees. We rely on our employees to maintain satisfactory job performance levels and to comply with our policies and standards. Failure to follow policies set forth in the manual, inability to work with others, failure to complete assigned work, failure to observe safety policies and guidelines, excessive absenteeism and/or tardiness, failure to follow our dress code, and poor work habits are considered inappropriate and are examples of reasons for dismissal. Employee misconduct may result in oral or written warnings, reprimands, or immediate dismissal. At the time of termination, employees must return all company issued items such as ID badges, keys, uniforms, etc. All employees are hired on an "at will" basis and may be laid off or terminated at any time for any reason or for no reason, without notice.

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ACKNOWLEDGEMENT I, _____________________________________ acknowledge the following: PLEASE PRINT NAME 1. I realize that Resort Activities including, but not limited to: skiing, snowboarding, tubing, golf,

hiking, biking, paintball, zip lines, Mountain Adventure elements, and other related activities bear certain risks that can lead to catastrophic injury or death. I understand that Resort Activities are hazardous and agree to voluntarily assume the risk of injury while participating in these activities, and further agree not to sue Ski Liberty Operating Corp., Ski Roundtop Operating Corp., Whitetail Mountain Operating Corp., and Snow Time, Inc. or their agents and employees if injured while using the facilities regardless of any negligence of the ski area or its employees or agents.

2. I realize that Resort Activity privileges are not a part of my compensation from the Company. 3. I give full permission to have my personal locker and personal belongings searched by police or

the manager on duty if there is reasonable suspicion that there may be drugs or other illegal compounds therein.

4. I will not take any drugs or controlled substances at any time while I am working for the Company, and I will not report to work at any time under the influence of drugs or alcohol, other than those prescribed by a physician and authorized by my supervisor.

5. I give consent to be tested if there is reasonable suspicion on the part of management that I have been drinking or taking drugs. Also, I understand the Company has a Post Offer/Pre-employment, Periodic Departmental, Post Accident/Incident, Reasonable Suspicion, Random Drug, and Department of Transportation Required drug screening program and agree to be tested if chosen.

6. I give my full permission for the Company to copyright, publish, or resell photographs, tapes or videos of me, for use in its promotional materials.

7. I have received and read the Employee Handbook and fully understand the procedures, responsibilities, privileges and work rules of being a member of the staff and I will abide by the rules, regulations and procedures as stated in the Employee Handbook.

8. I am an “employee at will” which means that I may leave employment of the Company at any time, and that I can be terminated from my job by the Company at any time for any reason, without notice.

9. I understand I am not guaranteed a job at any time, or for any length of time. 10. All questions I have pertaining to the Employee Handbook and to my position with the Company

have been answered to my satisfaction. ___________________________ __________________________ Employee Signature Witness ___________________________ __________________________ Department Date Signature of Parent or Guardian is required if the employee is under 18 years of age. ________________________________ _______________________________ Parent/Guardian Date This acknowledgement is to be fully executed by each employee before going on the payroll. A copy is to be placed in the employee's permanent personnel file. Updated 9/2017

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ACKNOWLEDGEMENT I, _____________________________________ acknowledge the following: PLEASE PRINT NAME 1. I realize that Resort Activities including, but not limited to: skiing, snowboarding, tubing, golf,

hiking, biking, paintball, zip lines, Mountain Adventure elements, and other related activities bear certain risks that can lead to catastrophic injury or death. I understand that Resort Activities are hazardous and agree to voluntarily assume the risk of injury while participating in these activities, and further agree not to sue Ski Liberty Operating Corp., Ski Roundtop Operating Corp., Whitetail Mountain Operating Corp., and Snow Time, Inc. or their agents and employees if injured while using the facilities regardless of any negligence of the ski area or its employees or agents.

2. I realize that Resort Activity privileges are not a part of my compensation from the Company. 3. I give full permission to have my personal locker and personal belongings searched by police or

the manager on duty if there is reasonable suspicion that there may be drugs or other illegal compounds therein.

4. I will not take any drugs or controlled substances at any time while I am working for the Company, and I will not report to work at any time under the influence of drugs or alcohol, other than those prescribed by a physician and authorized by my supervisor.

5. I give consent to be tested if there is reasonable suspicion on the part of management that I have been drinking or taking drugs. Also, I understand the Company has a Post Offer/Pre-employment, Periodic Departmental, Post Accident/Incident, Reasonable Suspicion, Random Drug, and Department of Transportation Required drug screening program and agree to be tested if chosen.

6. I give my full permission for the Company to copyright, publish, or resell photographs, tapes or videos of me, for use in its promotional materials.

7. I have received and read the Employee Handbook and fully understand the procedures, responsibilities, privileges and work rules of being a member of the staff and I will abide by the rules, regulations and procedures as stated in the Employee Handbook.

8. I am an “employee at will” which means that I may leave employment of the Company at any time, and that I can be terminated from my job by the Company at any time for any reason, without notice.

9. I understand I am not guaranteed a job at any time, or for any length of time. 10. All questions I have pertaining to the Employee Handbook and to my position with the Company

have been answered to my satisfaction. ___________________________ __________________________ Employee Signature Witness ___________________________ __________________________ Department Date Signature of Parent or Guardian is required if the employee is under 18 years of age. ________________________________ _______________________________ Parent/Guardian Date This acknowledgement is to be fully executed by each employee before going on the payroll. A copy is to be placed in the employee's permanent personnel file.