I.

WELCOME

1-1 Welcome Statement Welcome to Aurora We hope that your employment with us is enjoyable, challenging, and rewarding. At Aurora, we expect the highest quality of work, in an effort to create the best possible experience for our members. Were committed to creating a home away from home for our members, and our employees are the most important part in upholding that standard. We strive to provide a good environment for both business and pleasure for our esteemed members. 1-2 Nature of Employment The employment relationship between Aurora and our staff is employment at will. Under this relationship, any employee may resign at any time with a notice of two weeks time. Additionally, Aurora reserves the right to terminate any individuals at any time for any reason. 1-3 Equal Employment Opportunity Aurora is an equal opportunity employer in all employment related matters including hiring, promotion, training, compensation, benefits, and any other personnel action. We do not discriminate on the basis of race, color, religion, creed, sex, sexual orientation, national origin, age, marital status, or military status. We are committed to anti-discrimination and anti-harassment in all actions within our organization. Our dedication to an open door policy is strong; sensitivity to each employees concerns and expectations, and a recognition of the need for constructive and timely feedback If you feel that youve been subject to discrimination or harassment of any kind, please contact the HR Director at 1-800-888-8888 x6900 Provide reasonable accommodation to enable otherwise qualified individuals with a disability to perform the essential functions of their jobs

II. COMPENSATION POLICIES 2-1 Hours of Work Work hours will be dependent upon position and responsibilities assigned to the employee. To be considered a full-time employee, one must work at least 35 hours per week. 2-2 Attendance and Punctuality All employees are required to report to their designated position on time and remain for the entirety of their pre-determined shift. If any employee finds themselves in a position where they will be tardy or absent, they must notify their direct report as soon as possible to avoid disciplinary action. Excessive tardiness and/or absences will result in written warning, demotion, or termination. 2-3 Lunch Breaks All employees are required to take a lunch break of at least half an hours time, with the lunch break never exceeding an hour. Employees are only entitled to a lunch break if their shift exceeds 5 hours in length. If working a shift longer than three hours, but shorter than five, a fifteen minute break will be allocated; lunch breaks for part time employees are unpaid. All employees will be given the opportunity to take advantage of their 50% discount in all dining areas within our grounds, with meals being consumed in a designated break area. 2-4 Time Cards To ensure proper compensation, each employee will be responsible for clocking in and out at a designated time-clock location. Employees are required to punch in and out whenever entering or leaving the building, as while as during breaks. Any employee who alters his/her or anothers time-card could face immediate termination. 2-5 Introductory Period New employees may be subject to an introductory period of up to 90 days in which Paid Time Off, compensation, benefits, and discounts may be limited. 2-6 Compensation Procedure Aurora associates will be paid on a bi-weekly basis via check or direct EFT (direct deposit). If EFT is desired, please have your routing number and bank account number made available to Human Resources.

III. Time Off policies 3-1 Paid Time Off Full time employees will receive 2 weeks of vacation the first two years and gain one additional day for each year employed thereafter. In addition full time employees will receive two personal days and two sick days per year. All days that are not used in the current year will be lost and not eligible to be rolled over. All part-time employees will be eligible for pro-rated vacation days. 3-2 Holidays All holidays will be a mandatory work days and no request offs will be granted unless otherwise granted by the General Manager for that location. Holidays are our busiest days of the year and our club will need to adjust its staff to accommodate the increase in volume. 3-3 Family and Medical Leave Policy Aurora follows the FMLA act to allow up to 12 weeks of unpaid time off for the following circumstances: Pregnancy or medical care of child birth Care for child after birth Care for spouse, child, or parent with a serious health condition Serious health condition to the employee that affects job duties and performance

Paid leave may be granted to full time employees under the discretion of the HR Director and consent of the General Manager and the employees direct supervisor. 3-4 Non Medical Leave Absence Non medical leave of absence may be granted with job replacement up to 4 years (or otherwise negotiated time frame) for the following reasons: Military Educational Purposes Provide public service as a government or elected official Conduct research or engage in research that is a recognized entity Change of Lifestyle

3-5 Jury Duty If an employee is elected for Jury Duty Aurora will compensate them for their time (up to 30 days) on an appropriate scale. Paperwork and burden of proof of Jury Duty will be required to receive compensation. Fulltime employees will receive their regular pay while on Jury Duty for up to 30 days. (employees will be expected to work weekends) Part Time employees will be compensated on a prorated scale and paid for hours unable to work due to having Jury Duty If jury is sequestered then Employees are excused from the duties at Aurora and will be paid based on their full time salary; if part time then hours will be paid on a pro rated scale for the last year.

3-6 Bereavement Leave Full time employees will be eligible for 2 days of bereavement leave for the death of an immediate family member upon supervisor approval Part-Time Employees will be allowed 1 day of paid time off for the death of an immediate family member upon supervisor approval All paid time off is in accordance with a scheduling conflict

IV. Employee Conduct 4-1 Business and Personal Conduct In your daily actions, you not only represent yourself, but also Aurora as a whole organization. You must conduct yourself in a professional manner to the best of your ability in order to represent Aurora in the best light possible. Examples of unacceptable conduct include: a) Insubordination b) Use of drugs or alcohol before, or during, a shift at Aurora c) Sleeping during scheduled shifts d) Physical or verbal abuse towards members or coworkers e) Damaging property of members or Aurora f) Theft of property or services within Aurora g) Unexcused absences or tardiness h) Violation of safety regulations i) Possessing an unauthorized weapon on Aurora grounds j) Falsifying records k) Smoking in non-designated areas 4-2 Firm Attire Proper attire in accordance with your position is required at all times within member view. Please use your best judgment, along with the guidelines set by your direct report to determine how to best fulfill this requirement.

4-3 Cellular Device Usage Aurora will not permit the use of cell phones, tablets, or other handheld communication devices during work hours, with the exception of designated break times. If a personal emergency should arise, please notify your direct report of the occasion. 4-4 Internet Usage All internet usage from Aurora terminals will be recorded and logged. Any unauthorized use of internet services could result in disciplinary action, up to and including termination, on a caseby-case basis. Aurora reserves the rights to all data and information processed internally or sent out through the electronic systems owned by Aurora within its grounds. All company emails will be monitored, and violations of our code of conduct will result in disciplinary action or termination. 4-5 Employee Performance Reviews Performance reviews are part of our communication and feedback program. In order to ensure all employees are performing at the levels required by Aurora, reviews will be conducted as needed, with a minimum of one per every six month period, with a maximum of three per year. Reviews do not guarantee an Performance reviews are part of our communication and feedback program. In order to ensure all employees are performing at the levels required by Aurora, reviews will be conducted as needed, with a minimum of one per every six month period, with a maximum of three per year. Reviews do not guarantee any type of salary adjustment. V. General Employment Information 5-1 Weather Emergencies Aurora will make every effort to ensure day-to-day operations continue regardless of weather conditions and natural disasters. However, under severe weather conditions, the following procedures should be utilized. Questions or concerns about the days operation status should be directed towards our main desk at 1-888-8888 at least an hour before opening time. If Aurora does not close, and an employee is absent due to weather conditions, one PTO day will be docked from their allotment. If the Aurora location is closed for an entire day, full-time employees will be compensated for regularly scheduled hours. VI. Resignation/Termination Employment at Aurora is not for any stated period of time, or contractual in any way. You may choose to resign from your position within the company at any time with as little as two weeks

notice. Similarly, Aurora reserves the right to terminate any employment for any reason deemed appropriate. Any accrued or unused PTO will not be paid to an employee in the event of resignation or termination.