Pack Member Handbook March 2017 Combined PDF

Pack Member
Handbook
New England – page 1-128
California – page 129-250
All other lodges – page 1-125
Great Lakes Services, LLC

A Great Wolf Resorts, Inc.® Company
PACK MEMBER HANDBOOK

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TABLE OF CONTENTS
Subject Tradition
Welcome Letter 1.11

History 1.12
Introductions 2.11
Mission Statement 2.12
Great Expectations 2.13
Service Standards 2.14
Our Promise 2.15
Our Culture 2.16
Howlin’ Have To’s 2.17
PGW 2.18
Great Wolf Instincts and Standards of Appearance 3.11

Cell Phone Policy 3.12
Attendance Policy 3.13
Code of Business Conduct and Ethics 3.14
Company Issued Equipment 3.15
Game Playing Tradition 3.16
Fraternization with Guests and Entering Guest Rooms 3.17
Pack Member Use of Lodge Facility 3.18
Harassment 3.19
Pack Member Emergency Stay 3.20
Personal Items 3.21
Photo Consent and Release 3.22
References and Verifications 3.23
Smoking 3.24
Social Media Policy 3.25
Solicitation Policy 3.26
Substance Abuse 3.27
Confidential Information 3.28
At Will Employment 4.11

Equal Opportunity Employer and Affirmative Action 4.12
Employee Resort Transfer Procedure 4.13
ADA Compliance 4.14
Nepotism and Fraternization Policy 4.15
Full Time vs. Part Time 4.16
Outside Employment and Conflict of Interest 4.17

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Contribution Assessment 4.18
Separation Process 4.19
File Request 4.20
Pay Tradition 5.11

Time Keeping and Time Theft 5.12
ADP iPay and Direct Deposit 5.13
Break Policy 5.14
Accepting Tips 5.15
Entering Guest Rooms 6.11

Lost and Found 6.12
Property Removal Policy 6.13
Bloodborne Pathogens and Universal Precautions 6.14
Injuries and Reporting 6.15
Mechanized Equipment Use by Minors 6.16
Property and Equipment Safety and Control 6.17
Resort Use, Abuse, Company Events Policy 7.11

Benefits 7.12
Scholarship Program 7.13
Military Leave 7.14
Paid Time Off & Holiday Pay 7.15
Leave Policies 7.16
Family Medical Leave Act 7.17
Pack Member Discipline 7.18
Assignment of Inventions 7.19
Leave Policies (GWL New England Addendum) 8.01

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 1.11 – WELCOME LETTER
DESCRIPTION: LETTER OF WELCOME FROM GREAT WOLF RESORTS CEO RUBÉN RODRÍGUEZ TO ALL
PACK MEMBERS
I’d like to take this opportunity to welcome you to Great Wolf Resorts. As a new employee, or
as we like to say, “Pack Member”, we are so excited that you have decided to join our team.
In the brief history of Great Wolf Resorts, we have seen explosive growth. Our first Great Wolf
Lodge indoor waterpark resort opened in 1997, and we now have thirteen resorts across North
America, with more on the way. Through it all, the one constant has been our steadfast belief
that our Pack Members, and the exceptional guest service they provide, are what distinguish our
brand from our competitors.
In the coming pages, more detail will be provided, but I wanted to highlight a few of the
foundational pillars of our organization’s culture:
 Our Mission Statement: “Create Family Traditions, One Family at a Time”. This tenet
captures our enduring commitment to our guests. We aspire to provide them with an
experience so memorable and captivating that they very much look forward to returning
again and again.
 Our Brand Promise: “We Make Time For Your Family”. This summarizes the pledge we
make to our guests and each other through our daily actions. Our guests are our #1
priority at all times. At the same time, we are a family company made up of families.
Every Pack Member deserves a positive and inclusive work environment with
opportunity for growth.
 Our Core Values: Respect, Integrity, Accountability, Competence, Teamwork. These values serve
as the common thread between us all, establishing standards that we hold ourselves and
each other to.
These principles are the backbone of our brand. We ask that you embrace these and instill them
in your workday. This will ensure that we delight our guests, provide our Pack Members with a
great work environment, and that our company continues to grow, creating advancement
opportunities for us all.
Again, welcome to the Pack!

Sincerely,
Rubén A. Rodríguez
CEO, Great Wolf Resorts

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 1.12 - HISTORY
DESCRIPTION: DOCUMENTS THE HISTORY OF THE GREAT WOLF LODGE PROPERTIES
In 1997 the 1st Great Wolf Lodge opened in WI Dells, WI. The resort grew to 309 Rooms and a 40,000 Sq
Ft Indoor Waterpark by 1999. A new trend in the hospitality industry was born, combining quality
accommodations with the finest in family recreational activities.
In 2001, the 2nd Great Wolf Lodge opened in Sandusky, OH. This was Ohio’s 1st Indoor Waterpark
Resort and the beginning of the Great Wolf Resorts brand.
By 2003, Great Wolf Resorts grew its family to 4 resorts, opening new properties in Traverse City, MI and
Kansas City, KS.
In June 2004, Great Wolf Resorts opened Blue Harbor Resort, a new brand with the same mission, values,
promise and standards of service. In March 2011, Great Wolf Resorts sold Blue Harbor Resort to
Claremont New Frontier Resort, LLC.
In 2005, Great Wolf Resorts opened two new lodges - Great Wolf Lodge, Williamsburg, VA and Great
Wolf Lodge, Pocono Mountains, PA.
In 2006, Great Wolf Resorts opened the first International Great Wolf Lodge in Niagara Falls, Ont which
was a joint venture with Ripley’s Entertainment. Not only was this the first International lodge, but the first
franchise adventure.
In 2006, Great Wolf Resorts also opened Ohio’s second Great Wolf Lodge in Mason, OH. The Great
Wolf Lodge in Mason is the first property to include a conference center. It includes 6 Ballrooms, 7
meeting rooms and a boardroom.
In December 2007, Great Wolf Resorts opened Great Wolf Lodge Grapevine, TX. Just outside of Dallas,
this lodge is the largest property with 8 stories, over 600 suites and an 80,000 square foot indoor waterpark.
The first Great Wolf Lodge west of the Rocky Mountains opened in Grand Mound, WA in March 2008.
Located between Seattle and Portland, this lodge was a joint venture with the Confederated Tribe of the
Chehalis Reservation.
In March 2009, Great Wolf Resorts opened Great Wolf Lodge, Concord, NC. Located 20 miles from
Charlotte, this property is the most recently built Great Wolf Lodge.
In May 2014, Great Wolf Resorts opened Great Wolf Lodge, New England. Located outside of Boston in
Fitchburg, MA, this property was the first conversion model for Great Wolf Resorts.
In March 2016, Great Wolf Resorts opened Great Wolf Lodge, Southern California. Located in
Garden Grove, CA, this property was the first indoor waterpark in California!
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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.11 - INTRODUCTION
DESCRIPTION: EXPLAINS THE PURPOSE OF THE PACK MEMBER HANDBOOK
This “Pack Member Handbook” is the handbook for employees (“Pack Members”) of Great
Lakes Services, LLC, a Delaware limited liability company (referred to in this Handbook,
collectively with its affiliated companies, as the “Company”), and a subsidiary of Great Wolf
Resorts, Inc., who are assigned to work entirely or primarily at one or more resorts managed by
the Company. This Handbook does not apply to other employees of the Company.
The policies, programs, and procedures described in this Handbook are not conditions of
employment, but merely intended as guidelines, except for the policy of employment at will.
Neither the policies contained in this Handbook nor any other written or verbal communications
by any manager, officer or representative of the Company (each of these Pack Members is called
a “Director”) are intended to create a contract of employment for a definite term or a warranty or
promise of benefits. The Company adheres to the policy of employment at will, which permits
the Company or the Pack Member to terminate the employment relationship at any time, for any
lawful reason, with or without advance notice, and with or without cause. A Director has no
authority to make any contrary representation, statement or promise to any Pack Member. Any
modification to the at-will relationship must be in writing and signed by the Chief Executive
Officer of the Company.
This Handbook supersedes all previously issued Pack Member Handbooks and inconsistent
verbal or written policy statements with respect to Pack Members. The Company reserves the
rights to revise, delete, and/or add to the provisions of this Handbook at any time and from time
to time, with or without prior notice. To be effective, however, any such revisions, deletions, or
additions must be in writing signed by the Chief Executive Officer of the Company. No oral
statements, representations or promises can change the provisions of this Handbook.
Pack Members who have questions or wish to have further information about any particular
guideline in this Handbook, should contact his/her Director or Employee Relations.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.12 - MISSION STATEMENT
DESCRIPTION: EXPANDS ON THE GREAT WOLF LODGE MISSION STATEMENT
BACKGROUND:
 As part of the Tourism industry Great Wolf Resorts, Inc. aspires to Create Family
Traditions, One Family at a Time.
OVERVIEW:
 The management and staff of Great Wolf Resorts, Inc. are committed to exceeding Guest
expectations through outstanding Guest service, quality accommodations, and the finest
in family recreational activities.
GREAT WOLF RESORTS MISSION:

 Mission – Create Family Traditions, One Family at a Time
o Every Guest who enters the lodge should leave with memories that will last a
lifetime.
o Great Wolf Lodge strives to make visiting the lodge a family Tradition for Guests.
Guests should leave the resort already thinking about wanting to return.
o Regardless of business volume, Pack Members take the time to engage every
Guest they encounter, even if just for a quick high paw.
o Regardless of business volume, Pack Members take the time to focus on Guests
who engage them and help them to the best of their ability.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.13 - GREAT EXPECTATIONS
DESCRIPTION: OUTLINES THE EXPECTATIONS FOR PACK MEMBER INTERACTION WITH GUESTS ON A
DAILY BASIS
BACKGROUND:
 Great Wolf Lodge holds all Pack Members to the high standards of the Great
Expectations.
OVERVIEW:
 The Great Wolf Great Expectations are Respect, Integrity, Accountability, Competence,
and Teamwork – RIACT.
GREAT EXPECTATIONS:
 Respect – Basic Human Kindness.
o Treat others with kindness and respect.
o Do not gossip about others.
o If Pack Member doesn’t have something positive to say about another individual,
he/she shouldn’t say it.
o Use tact in communicating with others.
o Graciously give and receive feedback.
 Positive Feedback.
 Feedback for Improvement.
 Integrity – Honesty, Passion, Courage. Pack Members should:
o Be honest and sincere with their thoughts, actions and words.
o Practice what they believe in and have a passion for what they do.
o Treat every Guest as if they are the Pack Members first interaction of the day.
o Have courage to stand up for what they believe in.
o Have courage to face opportunities that lie in their path.
o Communicate to others and find a solution.
 Accountability – Dependable, Focus, Follow Through
o Be dependable.
o Be at work and on time when scheduled.
o Understand that we are a team and we are only as strong as our weakest Pack
Member.
o Focus on Pack Member’s job.
o Be 100% focused while at work.
o Enjoy time off and return 100% focused.
o Leave personal dilemmas at home and remember that each Pack Member has a
variety of influences outside the resort that they too are leaving outside for the
good of the pack.

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o Accomplish all that Pack Member said he/she would.
o Follow through with the Guests and fellow Pack Members.
 Competence – Effective, Efficient, Accurate
o Pack Member should be effective in his/her work; not just get the job done, but
get it done right.
o Work while at the resort, look for projects, be productive and efficient.
o If Pack Member is doing something that is not work related, they should not be
doing it.
o Pack Member should be accurate in everything that he/she does.
 Teamwork – Cooperation, Communication, Flexibility
o Help out fellow Pack Members in time of need.
o Pick up shifts for others.
o What comes around goes around.
o Communication means talking things through with even tempers and finding a
solution, and listening to what others have to say and responding in an acceptable
manner.
o Be flexible.
o Have the ability to accept the most effective role.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.14 - SERVICE STANDARDS
DESCRIPTION: OUTLINES THE GREAT WOLF RESORTS STANDARDS FOR GUEST SERVICE BY ALL PACK
MEMBERS
BACKGROUND:
 Great Wolf Resorts is committed to providing superior service to both internal and
external Guests every day.
OVERVIEW:
 This promise is adopted and embodied by all Pack Members in every aspect of their job
and every Guest interaction.
GREAT WOLF RESORTS SERVICE STANDARDS:

 Safety
o Safety is everyone’s job. If a Pack Member sees something, they should say
something.
o Always be looking out for unsafe conditions or acts. Prevention is always better
than reaction.
o Correct or block off any unsafe conditions encountered while at work.
o Report any unsafe conditions or acts that cannot be fixed on the spot.
o Reporting any and all injuries that happen at work regardless of how or when they
happened.
o Always use safe work practices – being prepared reduces instances of rushing,
which can cause accidents. Pack Members should:
 Plan their work.
 Prepare their materials.
 Keep proper tools on hand.
 Allow time.
 Anticipate obstacles.
o Use proper lifting guidelines.
 Minimize awkward positions.
 Avoid repetitive motions.
 Use lift-assist devices.
 When possible, ask for help.
o Reference MSDS Online® for chemicals encountered at work.
o Keep Blood Borne Pathogens training up-to-date and always use universal
precautions.
o Be familiar with the lodge Emergency Action Plan.
o Follow all rules for minors (under the age of 18).

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 Quality
o Great Wolf Resorts does not tolerate discrimination toward Guests or Pack
Members based on race, color, creed, ancestry, gender, age, handicap/disability,
national origin, marital status, pregnancy, sexual orientation, workers
compensation.
o Harassment of any kind is not tolerated
 Perceived offensive behavior, behavior intended to disturb or upset
someone, or behavior that is threatening or disturbing.
 Quid Pro Quo – offering favors in order to procure a desirable outcome.
 Sexual harassment/hostile environment – unwelcome verbal, physical, or
nonverbal behavior pervasive enough to interfere with performance. The
victim is not necessarily the target.
 Cyber harassment – any online verbal abuse, inappropriate voicemail or
text messages, sending malicious code or virus content, unsolicited
threatening or obscene communications.
o All Pack Members have a responsibility to report any instance of harassment to
their manager or Employee Relations.
o Great Wolf Resorts does not tolerate retaliation as a result of any reported
harassment case.
o Great Wolf Resorts conducts pre-employment and random drug testing. Failure
to comply to the Substance Abuse Policy will result in corrective action up to and
including termination.
o Loss Prevention is the responsibility of every Pack Member.
 Be proactive and report suspected theft.
 Engaging in theft will result in corrective action up to and including
termination and legal action. Theft includes but is not limited to:
 Taking money from registers and tills.
 Ghost or buddy clocking.
 Taking or consuming food without paying for it.
 Taking merchandise without paying for it.
 Giving unauthorized discounts to Guests or Employees.
 Not working while clocked in.
 Accepting unauthorized discounts for food or merchandise
 Not turning in lost articles
 Accepting free merchandise or food
 Playing any redemption games
o Pack Members are responsible for keeping their lodge knowledge up to date. Not
knowing an answer is not an excuse for not answering a Guest question, there is
always somewhere to find out.
o Market Metrix scores are posted throughout the lodge.
 Guests are surveyed after they visit and extensive data is collected on their
visit and experience across departments.
o Make Guest service a priority in every aspect of the job. Smile, give high paws,
make eye contact, and greet the little Guests (our true VIP’s).
 Consistency
o Every Pack Member embraces the Great Wolf Culture to ensure a consistent and
outstanding Guest experience.
o Great Wolf Lodge is committed to delivering the same level of Guest
service to every Guest by complying with all ADA requirements and going
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above and beyond to make accommodations to allow all Guests to enjoy the
Great Wolf experience to the full extent.
 Speak about all Guests using professional language.
 Make an effort to ensure that all Guests have a truly memorable
experience and want to return.
o Failure to follow all Great Wolf policies in this handbook including Pack Member
Conduct, Cell Phone Policy, Substance Abuse Policy and Social Media Policy will
result in corrective action up to and including termination.
 Fun
o Great Wolf Lodge is committed to providing a memorable experience for all
external and internal Guests.
o All Pack Members are entitled to:
 Waterpark passes for Pack Member and 3 Guests
 Restaurant and retail discounts
 Refer a Friend program
 Parties and Events
 Department Events
 90 Day Performance Evaluation – Possible Pay Increase
o After 90 days of continuous service Pack Members may be eligible for additional
benefits such as paid holidays, room discounts, 401k program, and paid vacation
and personal days.
o After the first of the month following 60 days of continuous service full-time
Pack Members may be eligible for additional benefits such as insurance.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.15 - OUR PROMISE
DESCRIPTION: EXPANDS ON THE GREAT WOLF LODGE COMPANY PROMISE TO ALL EXTERNAL AND
INTERNAL GUESTS
BACKGROUND:
 The Promise is an integral part of the Great Wolf culture.
OVERVIEW:
 Great Wolf Lodge commits to the promise “We make time for your family” both to
Guests and Pack Members.
GREAT WOLF PROMISE:

 Great Wolf Pack Members promise to make time for each Guest who walks in the door.
o High Paws engage Guests and include them in our culture.
o Answering Guest questions in a timely manner and with a smile shows them that
they are a priority and their business is appreciated.
o The little Guests are the true Great Wolf VIP’s. Great Wolf is a family
experience.
o Pack Members assist with taking Guest pictures so that every family member can
be a part of the memory.
 Great Wolf Leadership promises to make time for each Pack Member.
o Great Wolf is committed to making the work experience a positive one for every
Pack Member.
o Pack Members are eligible for benefits including insurance, waterpark access,
referral bonus, paid holidays, paid vacation, and more.
o Great Wolf leadership commits to open communication to Pack Members.
o Leadership promises to involve every Pack Member in the Great Wolf culture and
create opportunities for the Pack Member to be an integral part of the Great Wolf
family.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.16 - OUR CULTURE
DESCRIPTION: EXPANDS ON THE ESSENTIAL GREAT WOLF LODGE CULTURE
BACKGROUND:
 Great Wolf Lodge adopts a Culture to ensure consistency and quality for every internal
and external Guest experience.
OVERVIEW:
 The Great Wolf Culture is composed of the Mission, Family Traditions, Service
Standards, the Promise, and the Great Expectations.
GREAT WOLF CULTURE:

lifetime.
o Great Wolf Lodge strives to make visiting the lodge a family Tradition for Guests.
Guests should leave the resort already thinking about wanting to return.
o Regardless of business volume, Pack Members take the time to engage every
Guest they encounter, even if just for a quick high paw.
o Regardless of business volume, Pack Members take the time to focus on Guests
who engage them and help them to the best of their ability.
 Family Traditions – Standard Operating Procedures/Policies
o Family Traditions are in place to ensure a consistent Guest and Pack Member
experience at every Great Wolf Lodge.
o Failure to follow all Family Traditions will result in corrective action up to and
o If at any time a Pack Member would like clarification on a Family Tradition they
should feel free to reach out to their manager or Employee Relations.
 Service Standards – Safety, Quality, Consistency, Fun
o The Great Wolf Lodge service standards are the basis for all other aspects of the
Great Wolf culture.
 The Promise – We Make Time For Your Family
o Great Wolf Resorts is committed to providing a superior experience to all internal
and external Guests.
o Every Guest and Pack Member is treated as an individual.
 Great Expectations – Respect, Integrity, Accountability, Competence, Teamwork
o RIACT sets the expectations for Pack Member behavior.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.17 - HOWLIN’ HAVE TO’S
DAILY BASIS
BACKGROUND:
 Howlin’ Have To’s are tips to ensure exceptional Guest service by every Pack Member
every day.
OVERVIEW:
 Howlin’ Have To’s are an integral part of the Pack Member job. These are practiced by
every Pack Member and are posted around the lodge for easy reference.
HOWLIN’ HAVE TO’S:

 Smile, Make Eye Contact, Acknowledge Everyone.
 Be Well Groomed & Look The Part.
 Keep It Clean – Don’t Pass Up What You Can Pick Up.
 Thank Our Guest – All Of The Time.
 Be Empowered & Take Ownership Of Guest Service.
 Keep Safety As A Leading Value Every Day.
 Never Say No To Our Guests – Resolve Their Concern.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.18 - PROJECT GREEN WOLF
DESCRIPTION: OUTLINES THE IMPORTANCE OF ENVIRONMENTAL FOCUS TO GREAT WOLF RESORTS
Great Wolf Lodge is committed to playing a leading role in conserving our planet’s natural
resources for future generations by educating and establishing green Traditions for both our
Guests and Pack Members. Through Project Green Wolf, Great Wolf makes sustainability a
priority in every aspect of the business every day while not compromising the Guest experience.
These efforts have resulted in Great Wolf being the first and only U.S. hotel chain to have every
property achieve Green Seal certification.
Project Green Wolf really took off in 2007 when Great Wolf Lodge began working toward
Green Seal certification. In 2009 the company:
 Reduced electricity consumption by more than 1.5 million kWH
 Reduced gas usage by 234,806 Therms
 Reduced water usage by 4.5 million gallons
This focus on sustainability is still making a difference today. From 2011 to 2012 the company
consumed 4.43% less kWH of electricity and 8.77% less Therms of natural gas.
These positive results would not have been possible without the help of every single Pack
Member.
Pack Members support the Green Wolf principles and share this passion for sustainability by
making an effort to be green in all daily activities and leading by example. Small efforts can make
a big difference.
There are many ways Great Wolf Lodge maintains this Green status, including:
 Waste Minimization, Recycling, and Reuse

o Recycling bins are available in all public areas, Guest rooms, and Pack Member
areas. When possible, Great Wolf Lodge works with local waste specialists to
compost food waste and donate unused food items to local charities.
o Used amenity bottles from Guest rooms are collected and donated.
o Copiers and printers are set to double-sided printing and paper that has only been
printed on one side is cut into fourths and used as internal scratch paper.
o We strive to minimize the use of disposable service items by instead using
reusable service ware options. For example, plastic “Project Green Wolf mugs”
are issued at the time of hire for a reusable option for Pack Members.
 Energy Efficiency and Conservation
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o Throughout the resort, Great Wolf Lodge only uses energy-efficient light bulbs,
lamps, ballasts, lighting controls, heating and ventilation equipment, and Energy
Star appliances. Any equipment or appliance that doesn’t currently bear the
Energy Star rating is replaced with energy-efficient equipment as the need arises.
o To maximize water savings and energy-efficiency from appliance use all
dishwashers and all washers and dryers in laundry are filled to recommended
capacity for each cycle and the coolest effective water temperature is used.
o Great Wolf Resorts utilizes programmable timers or sensor controls for all low
traffic and low occupancy areas including back of house, administration offices,
corridors, meeting rooms, storage rooms and equipment rooms.
o We utilize daily scheduling of our meeting rooms and conference center spaces
for HVAC and lighting.
o Thermographic scanning of building exteriors has been conducted to identify heat
losses (window seals, doors, etc.).
o Our waterparks stage the start-up of rides and soft-start motors to conserve
energy and prevent spikes in demand.
 Management of Fresh Water Resources
o We have a robust Guest linen reuse program and state-of-the-art laundry facilities
that recycle most of the consumed water. Our partnership with Ecolab also
reduces energy and water costs in laundry by using low temperature detergents
and settings with reduced drying times.
o Guest rooms and public restrooms are outfitted with low-flow showers, toilets,
faucets, and waterless urinals.
o Our waterparks utilize defender filters and UV technology allowing us to recycle
most of the water we use in the park.
o We reuse gray water for grounds keeping procedures and set landscaping
sprinkler systems to water in the early morning and evening hours to reduce
evaporation and water loss. Additional measures, such as use of soaker hoses and
mulch in plant beds to assist in water retention are also used.
o When choosing exterior plantings, properties use plants and trees tolerant of
climate, soils and natural water availability. Grasses used that require irrigation
are limited to areas where Guest activities take place.
 Environmentally and Socially Sensitive Purchasing
o We hold all of our purchasing partners accountable for working with our team to
ensure that every item we order is environmentally sensitive.
o Great Wolf Resorts considers life-cycle costs, product components, material,
experience and results and recommends the purchase of approved
environmentally friendly applicable products for all of the company’s resorts.
o All paper products contain a percentage of post-consumer recycled content.
o Dishwashing and laundry detergents are biodegradable.
o The paint utilized on property is low Volatile Organic Compound (VOC).
o Guest amenity bottles are provided in the smallest practical size for Guest length
of stay and minimally packaged in recycled or recyclable materials.
o Products are purchased in bulk.
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o We have a national account agreement with Ecolab that includes products and
services provided for all Great Wolf Lodge resorts. All products have been
approved by Green Seal under our GS-33 Silver Certification (with the exception
of a small number of items which are exempt).
o Where outside landscaping vendors are used, vendors are selected based on their
environmentally friendly practices.
o In an effort to reduce the environmental impacts of insecticides and pest
management measures, the properties seek out organic insecticides or integrated
pest management techniques.
 Guest Education
o Each of our Guest suites is equipped with branded messaging to engage our
Guests in sustainable efforts. Our linen reuse program provides Guests the
option to reuse their towels and bed linens, enabling us to reduce our energy and
water consumption.
o Guest Directories contain pertinent information about Project Green Wolf and
its impact on resort operations.
o Each morning, we have a guided educational tour of the Grand Lobby, called the
daily “Wolf Walk” to introduce children to the creatures of the Northwoods.
Our topics include messages about being friendly to the environment, living in
harmony with nature, and being sensitive to the world around us.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.11-UNIFORMS & APPEARANCE
DESCRIPTION: OUTLINES REQUIRED GENERAL UNIFORM AND APPEARANCE STANDARDS, UNLESS
DEPARTMENT SPECIFIC REQUIREMENTS APPLY
BACKGROUND:
 As a Pack Member of Great Wolf Resorts, personal image is one of the first impressions
our Guests will remember about the resort.
OVERVIEW:
 Our Guests vary widely in their cultures and social norms. For this reason, Great Wolf
Resorts maintains a conservative appearance to appeal to all our Guests, and would like
the Pack Member’s personality to shine through. Pack Members must be conscious of
their appearance, hygiene, and manners at all times.
 Requests for Reasonable Accommodations. Any applicant for employment or employee
that requires a reasonable accommodation to the standards or requirements set forth in
this policy for reasons based on religion, disability or other grounds protected by federal,
state or local laws should contact their supervisor/department head/Employee Relations
representative. Reasonable accommodations based on protected status will be granted
unless they would cause an undue hardship on Great Wolf Resorts/Great Wolf Lodge.
GENERAL UNIFORM CODE:
 Pack Members are expected to wear the uniform specific to their department.
 Additions, deletions or alterations to uniforms are prohibited.
 Uniforms are to be clean, pressed, and fit properly at all times.
 Uniforms should have an appropriate fit. The uniform should not be worn too tight or
too loose. Because there are many body types, Great Wolf has allowed Pack Members
to provide their own parts of the uniform with the exception of logoed items.
Management reserves the right to have the Pack Member correct the fit of their uniform
at their own expense for non-issued items.
 It is strongly recommended that Pack Members have a minimum of two (2) complete
uniforms.
 The uniform shall be worn in its entirety when on duty.
 When off duty and in transit to or from work, individual parts of the uniform cannot be
worn. It must be worn in its entirety or not at all.
 When in uniform, Pack Members must comply with the Great Wolf Resorts Uniform and
Appearance Tradition whether on duty or not.
HATS AND HEADCOVERS:
 Hats shall be company-issued and have the Great Wolf Lodge or branded logo.
 Sweatbands are not allowed.
 Hat brims of company issued hats must always face forward.

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HAIR:
 Hair should be clean and well groomed.
EYEWEAR:
 Sunglasses are allowed for positions outside the resort.
 Sunglasses may not be worn inside the resort.
 Sunglasses should not be reflective so eyes are visible when speaking to Guests or Pack
Members.
 Contact lenses should be a natural color.
FACIAL HAIR:
 Beards, mustaches and goatees are acceptable.
 Bare skin shall be shaven and presented in a professional manner.
 Pack Members must be in compliance with safety and sanitation regulations with regard
to facial hair. Some local codes have specific requirements. See Department Director or
Director of Employee Relations.
JEWELRY:
 Excessive jewelry is not allowed.
 Safety and health regulations/standards may prohibit certain jewelry. Any changes from
this Tradition will be specified by Employee Relations and Department Director.
 Icons on jewelry cannot contain profanity or be directed toward any protected class.
 Earrings are allowed unless safety regulations require otherwise.
o Stud earrings must be less than ¼” in size.
o Hoop earrings must be less than ½” in size.
o No more than 2 earrings are allowed per ear.
 Other piercings:
o One nose stud piercing is allowed. Hoops or bars are not allowed. Nose piercing
should be 1/8 inch in diameter or smaller.
o All other visible body piercings are not allowed. This includes tongue, eyebrow,
lip rings, studs, and spacers.
 Necklaces:
o One gold, silver, pearl, or black necklace less than ¼ inch in diameter is allowed
unless safety regulations require otherwise.
o Beaded, rope, hemp, and leather necklace types are not allowed.
o If necklaces are allowed, a pendant no more than 1” in diameter is acceptable.
 A maximum of two (2) rings per hand are allowed unless safety regulations require
otherwise.
 Rings may not be any larger than the width of the finger.
 One bracelet per wrist is allowed.
SHIRTS & OUTERWEAR:

 Image-wear shirts must be buttoned and tucked-in. Certain lines of Wolf Wear shirts are
tailored and designed to be worn un-tucked. All others must be tucked in.
 Low cut shirts are not allowed.
 Shirts worn underneath Image Wear must be solid black or white and must be
complementary to the uniform. Other solid, complementary colors are allowed at
the General Manager’s discretion.
 Sleeveless shirts worn alone are not allowed.
 Outerwear such as sweaters, sweatshirts, coats, and jackets must be Great Wolf
Lodge logowear or approved non-branded outerwear. Non-branded
outerwear must be:
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o Solid black in color in a closed-knit or fine-weave fabric. Crochet, mesh,
cable-knit, plastic, or patent-leather fabrics are not allowed.
o Devoid of any icons, symbols, decoration, or lettering with the exception of
the clothing designer logo. Designer logos must be less than 1 inch in size.
o Outerwear must be in good repair.
o If non-branded outerwear is worn, the issued nametag must be worn on
the outermost garment.
o Non-branded outerwear is subject to approval by the Employee Relations
and General Manager.
NAME TAGS:
 Company issued nametags must be worn on the right upper chest area of the uniform
and clearly visible to our Guests.
 Nametags for Aquatics must be on the whistle lanyard, visible to Guests.
 Name tags are to be worn at all times while on duty.
 Name tags should be clean and in good condition.
 Ambassador and length of service pins should be centered above the nametag.
 Pins or buttons other than company approved pins may not be worn.
 Stickers may not be applied to the nametag.
PANTS, SHORTS, SKIRTS, AND CAPRIS:

 Black pants are required for all departments with the exception of:
o Aquatics which are required to wear issued red swim shorts or skirts.
 Pants must be worn at the waist.
 Pants should not have ragged or frayed pant cuffs.
 If pants, shorts, skirts, or capris have belt loops, a brown leather, black leather, or
company-issued belt is required. Synthetic leather is acceptable. Studded, hemp, or
decorative belts are not acceptable.
 Pack Members may wear shorts in the following areas (this is subject to General Manager
discretion):
o Housekeeping
o Aquatics
o Arcade
o Outside Bar
o Bell Staff, Bell person
o Spirit Island cashiers
o Waterpark Maintenance (protective gear available)
o Mini Golf
o Security (based on patrol environment)
 Shorts can be no shorter than fingertip length (approximately 6-7 inches above the knee).
The exception is Aquatics as shorts are company issued.
 Capri’s are allowed and must be color compliant with the department.
BODY TATTOOS:
 Tattoo standards may vary by position. Employee Relations and the General Manager
reserve the right to determine which tattoos can be visible and will advise Pack Members
on appropriate methods of covering them.
 Unacceptable tattoos must be fully covered by clothing or tattoo make-up. Unacceptable
tattoos include, but are not limited to: profanity, nudity and symbols or messages
directed toward any protected class. (See Employee Relations for clarity)

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SHOE REQUIREMENTS:
 Clean and tied at all times.
 Shoes should be slip-resistant and sturdy.
 Safety shoes may be required based on the scope of work or in specific departments. If
job duties require specific protection of feet or toes, proper footwear must be worn.
 Open toed shoes are not allowed at resorts, with the exception of Aquatics.
 Aquatics Pack Members may wear a vented toe shoe and must have a heel strap.
o Flip flops and sandals without a heel strap are not allowed.
o Aquatics staff must be wearing approved footwear in the hotel and on exterior
grounds.
o Aquatics staff must be wearing closed-toed shoes if working in mechanical rooms,
with any mechanical equipment, and when using floor chemicals.
 Housekeeping, Security, Retail, and Brand Experience Pack Members are required to
wear mostly black or mostly white slip/skid resistant shoes with no more than 1
additional color on the shoe.
 Food & Beverage Pack Members are required to wear black slip/skid resistant shoes.
 Banquet Pack Members are required to wear a black slip/skid resistant dress shoe.
 Guest Service Pack Members are required to wear a black shoe.
 Engineering Pack Members are required to wear slip/skid resistant shoes; boots are
preferred.
RETURNING UNIFORMS AND OTHER COMPANY PROPERTY:
 The uniform and any other company-issued equipment that the Pack Member received is
Great Wolf property and must be returned if it needs replacement and upon termination,
whether voluntary or involuntary, unless purchased by the Pack Member.
 In cases where property has not been returned, Pack Member will be billed personally for
the value of the property.
PERSONAL HYGIENE:
 Heavy perfume, aftershave and make-up should be avoided.
 Personal hygiene must be maintained on a daily basis.
 Local health codes may have specific requirements for some departments and shall be
complied with.
 Hands and Fingernails:
o Hands and fingernails must be clean and well groomed.
o Fingernails should be a reasonable length to allow for the work specific to the
department.
o Fingernail polish may not be allowed in certain departments or for certain
positions as directed by local health codes.
PERSONAL PARCELS:
 Personal parcels and coats are not allowed into selling or storage areas. These should be
kept in lockers where available.
 For properties without lockers, personal parcels may be limited in size and every effort
should be made to keep them away from Guest view, away from food storage, and away
from cash handling areas.
 Any items carried into or from the lodge are subject to inspection.
 Pack Members must use a bag where contents are visible per the Personal Item Tradition.
 Pack Members are encouraged to secure their valuables. Great Wolf Resorts and Great
Wolf Lodge will not be responsible for lost or stolen items.

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“GREAT WOLF INSTINCTS” :
Pack Members define Great Wolf Resorts to our Guests. Every time a Pack Member interacts
with a Guest our Brand becomes more defined in the eyes of the Guest. The Guest’s perception
of the service delivered is how they view Great Wolf Resorts. Pack Members make a difference.
Help fulfill our Brand Promise to our Guests, one “Wolf-moment” at a time – one family at a
time. Follow these “Great Wolf Instincts” to help deliver our promise:
 Pack Members are expected to maintain “Great Wolf Instincts” upon arrival at the
Lodge. Drive carefully in the parking lot and pick up trash on the walk into the Resort.
Speeding or reckless driving in the parking lot will result in disciplinary action.
 All Pack Members must park in designated Pack Member parking area.
 Pack Members are “on stage” as soon they arrive on property as they are in full view of
our Guests. Pack Members must be in full uniform and properly groomed as stated
above from the moment they leave their vehicle in the parking lot to the time they return
to it when leaving the property at the end of their shift.
 Pack Members are expected to behave in a professional courteous manner. Pack
Members are expected to not only pick up trash they come upon while on the property,
but are also expected to leave all areas better than they found them. Dropping trash or
leaving messes in any area of the property, including the break rooms and parking lots
will not be tolerated.
 Pack Members are expected to be attentive to our lodge Guests at all times. This includes
having the ability to clearly see and hear their requests for assistance.
Earphones/headsets/I-Pods/MP3 Players are not allowed while working on the lodge
floor, in the presence of Guests, or while servicing Guest areas. Earphones/headsets/I-
Pods/MP3 players may be used for personal use in the break room only.
 Pack Member pick-up areas are specified. Do not wait for transportation at the lobby
entrance or sit on stairs in hallways waiting for a ride.
 Pack Members are to enter and exit the building through designated entrances only; never
through the main Lobby.
 Eating, drinking or smoking is not allowed while in public areas.
 Only company issued cell phones and PDA phones are permitted during working time.
Texting and the use of personal cell phones and other electronic devices can only be used
in non-work areas during non-work time.
 All breaks are to be taken in designated break areas.
 Pack Members are not permitted to shop or patronize Guest Service operations while on
duty or in uniform. (i.e., waterpark, restaurants, gift shops, spas, snack bars, etc.)
Exceptions to this may be approved by the General Manager.
 Uniforms may not be worn when on property as a paying Guest, at school, or in public
spaces when not on company business.
 Pack Members may dine in the restaurants with prior approval from the General
Manager. Alcohol may not be consumed when on duty or in company logo-wear.

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FAMILY TRADITION
3.12 - PACK MEMBER CELL PHONE
DEPARTMENT: EMPLOYEE RELATIONS TRADITION:
USAGE
DESCRIPTION: A CODE OF CONDUCT STATEMENT REGARDING THE USE OF CELL PHONES BY PACK
MEMBERS WHILE AT WORK
BACKGROUND:
 In order to ensure superior Guest experience, Great Wolf Resorts limits the use of
personal cell phone use by Pack Members while on Great Wolf property.
OVERVIEW:
 This code of conduct outlines the Great Wolf expectations for Pack Member personal
cell phone use while on Great Wolf property.
 Failure to comply with this policy will result in corrective action up to and including
termination of employment.
CODE OF CONDUCT STATEMENTS FOR PERSONAL CELL PHONE USE:

 Pack Member personal cell phones must be kept in the car or locker while at work.
 A Pack Member may never be on a personal cell phone while in public areas in view of
Guests, whether they are on or off the clock.
 Pack Members may only use their personal cell phones while they are off the clock or on
an approved rest period.
 Pack Members may only use their personal cell phones in private areas such as employee
locker areas, break rooms, and back of house hallways. Guest rooms are not considered
private areas.
 Cell phone charging in view of Guests is not permitted.
 Pack Members may neither give out personal cell phone numbers to Guests or accept
Guests’ cell phone numbers for any reason.
 To secure employee privacy, trade secrets and other business information Pack Member
possession or use of cameras or camera phones in the workplace is prohibited without
express permission.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.13 - PACK MEMBER ATTENDANCE
DESCRIPTION: ATTENDANCE AND SCHEDULING
ATTENDANCE:
 Good attendance is a very important part of our operation and a Pack Member’s overall
job performance. If a Pack Member is late or absent for his/her scheduled shift, a
notation is made on his/her attendance record. Absenteeism and tardiness can cause
scheduling problems for the department and can adversely affect our ability to service our
Guests. A poor attendance record is grounds for corrective action up to and including
termination, and can affect the Pack Member’s ability to be rehired.
 Pack Members should follow all attendance policies carefully. Great Wolf Resorts needs
the whole Pack to make it a wonderful experience for our Guests.
PROGRESSIVE CORRECTIVE ACTION SYSTEM

 Our Policy is a no fault Attendance Policy. If a Pack Member is late or misses a
scheduled day of work (regardless of the reason)), the absence or tardy will be
documented on their attendance record (unless the absence is otherwise protected by
law). The schedule below outlines how attendance events are recorded. Attendance
related infractions are accumulative such that a Pack Member may be subject to
progressive corrective action each time he/she is late or misses a shift. The Company
reserves the right to skip progressive steps depending upon the situation.
SCHEDULING:
UNABLE TO WORK
 If something unexpected happens to prevent a Pack Member from coming to work (such
as injury or illness), he/she must report the absence to their Director or member of their
management team each day that they are absent. Pack Members are expected to call in at
least 4 hours prior to the start of their shift (2 hours for shifts beginning 6:00 AM to
10:00 AM). A call out counts as an infraction and will be factored into the corrective
action process. Failure to call in absent prior to a Pack Member’s shift will result in a No
Call/No Show. Pack Members must speak with a member of management from their
department; leaving a message is not acceptable.
SCHEDULE CONFLICTS
 Whenever possible, a Pack Member should schedule needed days off in advance. Request
for days off must be submitted two weeks before the schedule is completed so that
reasonable adjustments can be made. Remember, these are requests only and subject to
approval.

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 If a Pack Member needs time off after the schedule has been written or an unexpected
conflict occurs, he/she must find a replacement to work their shift. A replacement is
another qualified Pack Member in their department who agrees to work their shift.
 A Shift Trade form must be completed in P@WS in order to approve the replacement.
Once the replacement is approved the schedule will be changed in the system. Until the
request is approved and the schedule is changed the Pack Member is responsible for the
shift.
 If a Pack Member fails to locate a replacement within three days of the scheduled shift,
he/she is required to work the scheduled shift. Failing to do so will result in an
occurrence of an absence on their attendance record, unless otherwise prohibited by
applicable law. Pack Members may be subject to discipline up to and including
termination.
TARDINESS
 If a Pack Member is going to be late, he/she must call the Director/Manager prior to the
start of their shift. Failure to call to report to the Director/Manager that the Pack
Member will be late prior to the start of their shift may result in a No Call/No Show. If a
Pack Member is 6 or more minutes late for his/her scheduled shift, the Company may
take corrective action. If a Pack Member shows a pattern of tardiness, the Company may
take corrective action up to and including termination.
LATE, NO CALL
 If a Pack Member will be late and fails to call the Director/Manager, they are unable to
provide a satisfactory experience for our Guests. This requires that the
Director/Manager begin calling others to come in to cover the Pack Member’s shift. It
would be better they know the Pack Member is coming, although late. Hence, a late
without calling is much more serious.
LEAVE OF ABSENCE
 If a Pack Member needs to miss work for more than 3 consecutive days, they should
contact the Employee Relations office to check their eligibility for Family and Medical
Leave (FMLA). The Company does not provide unpaid Leave of Absences outside of
FMLA, unless otherwise required by applicable law. Each request will be processed on a
case by case basis. Please refer to the Family and Medical Leave Policy in the handbook.
DOCTOR’S NOTE
 If a Pack Member misses a day of work due to illness, in some cases he/she may be
required to bring in a note from the treating physician (on the Pack Member’s first day
back to work). The note from the treating physician must have the dates which the Pack
Member was under his/her care, a valid address and phone number for the doctor, and
the Doctor’s name/signature. The note must contain any restrictions in detail the
treating physician has prescribed or a notation of a full release to return to work. The
Pack Member may be sent home if he/she does not provide a release to return to work.
(Pack Members in New England are required to provide a note from the treating
physician in cases where 24 or more hours of consecutive work are missed).
NO CALL/NO SHOW
 A No Call/No Show is the failure to come in or call in for one or more shifts. Three

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consecutive shifts missed as a result of No/Call No Show will result in immediate
termination. This is the worst kind of attendance infraction and it comes with serious
consequences. See the grid.
NO FAULT ATTENDANCE POLICY BASED ON POINTS:

 Attendance points are accumulated over a 45 day period of time (looking back starting
with the most recent infraction date.) After 45 days without any point accumulation, the
record is reset.
Late, With Call* To Manager 1 Point

Leave Early or leave and Return 1 Point
Late, No Call to Manager 2 Points
Absent, Call to Manager 3 Points
No Call No Show 8 Points
Point Accumulation Corrective Action

5 Points Verbal Warning
8 Points Written Warning
10 Points Written/Final Warning
12 Points Termination
*Calls must be made consistent with the timelines and requirements listed in the
applicable paragraphs above.
Example:
Jeff works as a server in one of our restaurants.
Jeff is late for his shift on October 18th but calls to let us know. He receives 1 point
documented on his attendance tracker. Jeff calls off for his shift on October 31st, he
receives 3 points on his attendance tracker. Jeff is late for his shift on November 3rd, but
calls in to let us know. He receives 1 point documented on his attendance tracker. He
now has 5 points and is due a verbal warning.

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FAMILY TRADITION
3.14 - COMPANY CODE OF BUSINESS
DEPARTMENT: FINANCE – RESORTS TRADITION:
CONDUCT & ETHICS
DESCRIPTION: COMMUNICATE COMPANY CODE OF BUSINESS CONDUCT AND ETHICS
GREAT WOLF RESORTS, INC.
CODE OF BUSINESS CONDUCT AND ETHICS
Adopted as of July 9, 2014
Introduction
This Code of Business Conduct and Ethics (the “Code”) embodies the commitment of Great
Wolf Resorts, Inc. (the “Company”) to conduct our business in compliance with all applicable
governmental laws, rules and regulations and the highest ethical standards. All employees (including
officers) and members of our Board of Directors are expected to adhere to those principles and
procedures set forth in this Code that apply to them. We also expect the consultants we retain
generally to abide by this Code.
Among other things, this Code is intended to qualify as a code of ethics within the meaning of
Section 406 of the Sarbanes-Oxley Act of 2002 and the rules promulgated thereunder, for (i) our Chief
Executive Officer, President, Chief Financial Officer, Chief Accounting Officer and/or Controller, and
any other senior executive or financial officers performing similar functions and so designated from
time to time by the Chief Executive Officer of the Company, and (ii) our Chief Operating Officer,
General Counsel and any Executive Vice President, Senior Vice President, Regional Vice President or
Vice President (clauses (i) and (ii) collectively, the “Senior Executive and Financial Officers”). The
Company shall periodically, as the Company deems adequate, distribute the Code to its employees and
directors. Each employee of the Company should also read and be familiar with the Company's
Employee Handbook, as modified from time to time (the “Employee Handbook”). With respect to the
Company’s employees, this Code does not supersede the standards set forth in the Employee
Handbook or in any other applicable policies or codes of conduct, but rather should be read together
with the Employee Handbook and any other applicable policies and codes of conduct. Directors are
expected to comply with this Code and any other policies and codes of conduct adopted by the
Company that are applicable to directors. Additionally, this Code does not supersede the standards set
forth in the International Trade Compliance Guidelines, as may be adopted by the Company from time
to time, or in any other applicable policies, but rather should be read together with any such
International Trade Compliance Guidelines and any other applicable policies.
SECTION I
A. General

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The policy of the Company is to comply with all laws governing its operations and to conduct
its affairs in keeping with the highest moral, legal and ethical standards. In particular, Senior
Executive and Financial Officers hold an important and elevated role in maintaining a commitment to
(i) honest and ethical conduct, (ii) full, fair, accurate, timely and understandable disclosure in the
Company’s filings with the Securities and Exchange Commission (the “SEC”) and other public
communications, (iii) compliance with applicable governmental laws, rules and regulations, (iv)
prompt internal reporting of violations of the Code and (v) accountability for adherence to the Code.
Accordingly, the Company has adopted this Code. This Code shall be approved initially by the Board
of Directors of the Company and thereafter periodically by the Audit Committee of the Board of
Directors (the “Committee”) and, to the extent required, shall be disbursed to the public by means of
one of the methods described in the rules and regulations promulgated by the SEC.
B. Honest and Ethical Conduct
Employees and directors are expected to exhibit and promote the highest standards of honest
and ethical conduct, by, among other things, their adherence to the following policies and procedures:
 Employees and directors shall engage in only honest and ethical conduct, including the
ethical handling of actual or apparent conflicts of interest between personal and
professional relationships.
 Employees and directors shall inform the Chairman of the Committee of (a) any deviations
in practice from policies and procedures governing honest and ethical behavior that comes
to their attention or (b) any material transaction or relationship that comes to their attention
that could reasonably be expected to create a conflict of interest.
 Senior Executive and Financial Officers shall demonstrate personal support for the policies
and procedures set forth in this Code through periodic communications reinforcing these
principles and standards throughout the Company.
 Employees and directors shall respect the confidentiality of information acquired in

performance of one’s responsibilities and shall not use confidential information for
personal advantage.
C. Financial Records and Periodic Reports
The Company is committed to full, fair, accurate, timely and understandable disclosure in
reports and documents that it files with, or submits to, the SEC and in other public communications
made by the Company. In support of this commitment, the Company has, among other measures, (i)
designed and implemented disclosure controls and procedures (within the meaning of applicable SEC
rules) and (ii) required the maintenance of accurate and complete records, the prohibition of false,
misleading or artificial entries on its books and records, and the full and complete documentation and
recording of transactions in the Company’s accounting records. In addition to performing their duties
and responsibilities under these requirements, all employees involved in the Company’s SEC reporting
process, including each of the Senior Executive and Financial Officers, will establish and manage the
Company’s reporting systems and procedures with due care and diligence to ensure that:
 Reports filed with or submitted to the SEC and other public communications contain
information that is full, fair, accurate, timely and understandable and do not misrepresent
or omit material facts.
 Business transactions are properly authorized and completely and accurately recorded in all

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material respects on the Company’s books and records in accordance with generally
accepted accounting principles and the Company’s established financial policies.
 Retention or disposal of Company records is in accordance with applicable legal and

regulatory requirements.
D. Compliance with Applicable Laws, Rules and Regulations
All employees and directors will comply with all applicable governmental laws, rules and
regulations, and the Company’s Senior Executive and Financial Officers will establish and maintain
mechanisms to:
 Monitor compliance of the Company’s finance organization and other key employees with
all applicable federal, state and local statutes, rules, regulations and administrative
procedures.
 Identify, report and correct any detected deviations from applicable federal, state and local
statutes, rules, regulations and administrative procedures.
SECTION II
A. Conflicts of Interest
All employees and directors occupy a position of trust with the Company and, as a result, have
a duty of loyalty to the Company. Except as otherwise provided in the Company’s certificate of
incorporation in effect from time to time (the “Charter”), employees and directors are required to
avoid any relationship or activity that might create or give the appearance of a conflict between their
personal interests and the interests of the Company or its subsidiaries. The Company selects its
suppliers, vendors and contractors in a nondiscriminatory manner and based on appropriate quality,
cost, service and ability to supply a range of goods and services. A decision to hire a supplier, vendor
or contractor must never be based on personal interests or interests of family members, but must be in
the best interests of the Company and its shareholders. Similarly, a decision to enter into a contract
with a client or partner must be based on the best strategic, financial and other interests of the
Company and its shareholders, and must never be based on personal interests (including increased
commission or bonus payments to any employee covered by an incentive plan) or interests of family
members.
Employees must disclose any existing or proposed relationship that creates or appears to
create a conflict of interest to their supervisors, general managers or one of the Senior Executive and
Financial Officers or the Company’s General Counsel, or, in such person’s absence, the legal or
compliance personnel fulfilling such responsibilities (each an “Ethics Contact”). They must also
obtain written pre-approval before proceeding with any transaction, conduct or investment that creates
or appears to create a conflict of interest, such as: (1) engaging in personal business transactions that
arise from or are based upon an employee’s position of authority; (2) owning a financial interest (other
than less than two percent of the capital stock of a public company) in another company with whom
we do business and (3) participating in an opportunity discovered from information provided by a
competitor, client, customer or supplier.
Senior Executive and Financial Officers of the Company must disclose actual or potential
conflicts of interest to the Company’s General Counsel or the Board of Directors and obtain from the
Board of Directors written pre-approval before engaging in any such transaction or conduct or making
any such investment. Except as otherwise provided in the Charter, directors must disclose actual or
potential conflicts of interest to the Chairperson of the Committee and obtain from the

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Committee written pre-approval before engaging in any such transaction or conduct or making any
such investment.
It is not possible to describe every conflict of interest. Some situations involving potential
conflicts of interest that may require disclosure include:
 An employee or immediate family member of an employee acting as a director, partner,

consultant or employee of a firm that provides goods or services to, or is a development
partner of, the Company or is a competitor of the Company or one of its subsidiaries.
 An employee holding a second job that interferes with employment duties at the Company.
 Ownership by employees or members of their immediate family of a material financial
interest, known to the employee, in a firm which is either a competitor of, partner of, or
vendor to the Company or one of its subsidiaries.
 Accepting or entering into employment with the Company in violation of a non-compete or
similar obligation to a previous employer or other person.
 Disclosing misleading or inaccurate information to, or withholding information from, the
Company in order to protect or otherwise advance the interests of the employee or any other
person to the detriment of the Company.
 Entering into a client or partner contract other than in the ordinary course of business with the
best terms reasonably obtainable for the Company in the circumstance or where any
arrangements are made with the client or the partner for any compensation or other
consideration to be given directly or indirectly to or for the benefit of any employee.
 Using the Company’s confidential information in any manner that violates the Company’s
confidentiality policies.
In addition, employees of the Company holding the title of (i) “general manager” with respect
to a resort property, or (ii) vice president or higher (clauses (i) and (ii) collectively, “Management
Employees”) must seek prior written approval before accepting an invitation to serve as an officer,
director or trustee (or similar role) of any other organization. Such written pre-approval may only be
provided to Senior Executive and Financial Officers by the Board of Directors of the Company, but
may be provided to other employees by the Company’s General Counsel or the Board of Directors of
the Company. If such service existed at the time of hire (or upon acquisition of a new company, at the
time an employee becomes employed by the Company) the employee must promptly disclose the
existence of such service and obtain approval to continue providing such service before doing so.
Service by an employee of the Company as a director or officer of a for-profit entity (other than the
Company, its subsidiaries and affiliates) is strongly discouraged.
Following the approval of this Code by the Board of Directors of the Company and its
distribution to all employees, Management Employees must promptly notify the Company’s General
Counsel, or in such person’s absence, the legal or compliance personnel fulfilling such role, or the
designated representative of the General Counsel or legal or compliance personnel, as applicable (the
General Counsel together with any such designated representatives and legal and compliance
personnel, a “Legal Contact”) of all positions they currently hold as officer, director, trustee (or similar
roles) in any other organization, provide any related information requested, and resign any such
position at the request of the Company. Management Employees must also update the Legal Contact
of any changes in such information.
B. Corporate Opportunities
Except as otherwise provided in the Charter, employees and directors owe a duty to the
Company to advance the Company’s legitimate business interests when the opportunity to do so
arises. Except as otherwise provided in the Charter, employees and directors are prohibited from using
corporate property, information or position for personal gain or competing with the Company.

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Sometimes the line between personal and Company benefits is difficult to draw, and
sometimes both personal and Company benefits may be derived from certain activities. The only
prudent course of conduct for our employees is to make sure that any use of Company property,
information or services, any business or investment opportunity or his or her position at the Company
or its subsidiaries in a manner that is not solely for the benefit of the Company is approved beforehand
through an Ethics Contact. Senior Executive and Financial Officers of the Company must obtain pre-
approval from the Board of Directors of the Company before engaging in any such transaction or
conduct or making any such investment. In the event of any conflict between the Code and the
Charter, the provisions of the Charter shall control.
C. Confidentiality
In carrying out the Company’s business, employees and directors often learn confidential or
proprietary information about the Company, its subsidiaries and affiliates and its and their customers,
prospective customers, partners or prospective partners or other third parties. Employees and directors
must maintain the confidentiality of all information so entrusted to them, except when disclosure is
authorized or legally mandated. Confidential or proprietary information includes, among other things,
any non-public information concerning the Company and its subsidiaries and affiliates, including its
businesses, financial performance, results or prospects, and any non-public information provided by a
third party with the expectation that the information will be kept confidential and used solely for the
business purpose for which it was conveyed.
D. Government Relations
Employees may, of course, participate in the political process as private citizens. It is

important to separate personal political activity from the Company’s political activities in order to
comply with appropriate rules and regulations regarding lobbying or attempting to influence
government officials. The Company will not reimburse employees for money or personal time
contributed to political campaigns. In addition, employees may not work on behalf of a candidate’s
campaign during working hours or at any time use the Company’s facilities or resources for that
purpose. Laws governing contributions to state and local candidates (and comparable political figures
outside the United States) vary from state to state and country to country, and are to be observed by all
employees as applicable.
E. Antitrust and Competition
The Company’s business activities are subject to antitrust and competition laws in the United
States and Canada and other countries in which it may in the future do business. These laws are
intended to promote fair competition and free enterprise by prohibiting activities that unreasonably
restrain or inhibit competition, “bring about a monopoly” (in the United States), artificially maintain
pricing or otherwise illegally hamper or distort normal commerce. These laws apply to such diverse
activities as marketing, procurement, contracting, and mergers and acquisitions. These laws
specifically prohibit or restrict agreements (including tacit and unspoken agreements):
 To fix, coordinate or control prices;

 To allocate or divide up customers, territories or markets;
 To refrain from competing against other market participants wholly or in some limited
fashion;
This list is not exhaustive.

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The antitrust and competition laws also prohibit or restrict certain group boycotts and “tying”
arrangements. Unlawful tying may occur when the purchase of one product or service requires the
purchase of another “tied” product or service. These laws are complex, and their requirements are not
always clear. Violations can lead to severe penalties, damage awards equal to three times the actual
damage sustained, and fees and jail sentence in criminal law proceedings.
F. Trade Shows and Trade Association Meetings
The antitrust and competition laws are particularly relevant if you attend trade shows or trade
association meetings while acting on behalf of the Company because of the opportunity to interact
with competitors or potential customers. In order to avoid possible violations of such laws, you should
not discuss pricing, including pricing strategies and costs, in a manner that violates the law; the
allocation of customers, territories or markets; agreements not to compete or to compete only in a
limited fashion; agreements to regulate or limit production; or agreements to participate in group
boycotts. Any effort with another company or companies to seek relief from courts, regulatory
agencies or legislative bodies should be reviewed with an Ethics Contact before taking action.
G. Fair Dealing
The Company has a history of succeeding through honest business competition. We do not
seek competitive advantages through illegal or unethical business practices. Each employee and
director should endeavor to deal fairly with the Company’s customers, vendors, service providers,
suppliers, competitors and employees. No employee or director should take unfair advantage of
anyone through manipulation, concealment, abuse of privileged information, misrepresentation of
material facts, or any unfair dealing practice.
H. Anticorruption Laws; Bribes and Kick Backs
The Company conducts its international business transactions in compliance with all
applicable laws and regulations, including relevant anti-corruption and anti-bribery laws. In particular,
the Company is committed to compliance with the U.S. Foreign Corrupt Practices Act (“FCPA”) and
equivalent anti-bribery laws of other countries, as applicable. The FCPA makes it illegal to pay, offer
or promise to pay, or transfer anything of value, directly or indirectly, to a non-U.S. government
official for the purpose of obtaining or retaining business, securing an improper advantage, or causing
that official to improperly exercise their authority. This ban on illegal payments and bribes also
applies to the Company’s subsidiaries, agents and intermediaries.
The Company prohibits any person acting on its behalf (including employees, directors,
agents, consultants, or other third party business associates) from providing bribes in any form,
directly or indirectly, to any person, anywhere at any time for any business purpose. The Company
also prohibits persons employed by or acting on behalf of the Company from accepting bribes of any
kind.
When conducting business with government agencies or instrumentalities, Company personnel

must exercise heightened care and greater caution than when conducting business with private
parties. What may be considered an acceptable practice in the private business sector may be
improper or illegal when dealing with non-U.S. government officials. “Non-U.S.” government
officials include employees of any government anywhere in the world, including even low-ranking
employees; employees of companies that are subject to even partial non-U.S. government
ownership or control; non-U.S. political party officials and candidates for political office; and
employees of public international organizations. Company personnel or representatives who
interact with such persons or entities should consult with the Legal Contact to ensure that they

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fully understand and are able to implement and comply with this policy, the FCPA, and any other
applicable local anti-corruption and anti-bribery laws before providing anything of value to any
person who may qualify as a non-U.S. government official.
Under the FCPA, it is permissible to pay non-U.S. government officials for performing some
limited and routine, non-discretionary government functions. Permissible “facilitating payments”
are limited to small sums paid to facilitate or expedite routine, non-discretionary government
actions, such as obtaining phone service or receiving mail. Facilitating payments may be
permissible in certain circumstances provided that such payments are not prohibited in the non-
U.S. country involved. In contrast, a bribe, which is never permissible, is giving or offering to
give anything of value to a government official to influence a discretionary decision.
Understanding the difference between a bribe and a facilitating payment is very important.
Employees must obtain prior guidance and approval from the Legal Contact to determine whether
a proposed payment is permissible and before making any payment or gift to a government
official.
Employees must ensure that payments made by or on behalf of the Company or any of its
representatives or subsidiaries are made only for legitimate business purposes. Under no
circumstances is it acceptable to offer, give, solicit or receive any form of bribe, kickback or any
other form of improper payment. Employees must not give or offer anything of value that would
be beyond usual or customary practices or would violate laws on giving to non-U.S. or U.S.
government officials. This policy applies to all transactions of the Company or any of its
subsidiaries within or outside the United States.
Penalties for violations of anti-bribery laws are severe. For example, under the FCPA,
companies may be subject to up to $10,000 in civil fines and $2,000,000 in criminal fines per
violation, or, alternatively, up to twice the benefit sought through the violation. Company personnel
(including directors, officers, employees, contract personnel, and agents) may be subject to penalties
of $10,000 in civil fines, $100,000 in criminal fines and/or imprisonment for up to five years per
violation. The U.S. Government and government authorities in other countries make anti-bribery
enforcement a high priority and take an aggressive approach to investigation of related concerns.
I. Gifts and Entertainment
The FCPA does not prohibit certain limited reasonable and good faith expenses, such as
modest gifts, entertainment, and hospitality (i.e., meals, refreshments, and travel expenses), which are
not in return for anything and are directly related to: (1) the promotion, demonstration, or explanation
the Company’s products or services; or (2) the execution or performance of a contract. The Company
does not prohibit limited and reasonable business expenses that are provided in good faith such as
modest gifts, travel, entertainment, and hospitality directly related to the promotion, demonstration or
explanation of the Company’s products and services or the execution or performance of a contract.
However, Company personnel and representatives must comply and limit any such expenditures in
accordance with guidelines provided by the Company and must consult a Legal Contact for related
guidance before making any such payment.
Employees (or the immediate family of employees) shall not use their position with the
Company or any of its subsidiaries to solicit any cash, gifts or free services from any of the
Company’s or any of its subsidiaries’ customers, suppliers, vendors, partners or contractors for
personal benefit. Gifts or entertainment from others should not be accepted if they could be
reasonably considered to improperly or materially influence the Company’s or any of its subsidiaries’
business relationship with or create an obligation to a customer, supplier, vendor, partner or contractor.
Following are high-level guidelines for receiving and giving gifts and entertainment:

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 Nominal gifts and entertainment, such as logo items, pens, calendars, caps, shirts and mugs are
acceptable.
 Reasonable invitations to business-related meetings, conventions, conferences or product
training seminars may be given or accepted.
 Invitations to social or cultural events may be given or accepted if the cost is reasonable and
attendance serves a customary business purpose such as networking or marketing.
 Invitations to sporting activities or ticketed events that are usual and customary in the conduct
of business and promote good working relationships with customers and suppliers may be
given or accepted.
All transactions, including any payments, provision of gifts, travel or entertainment expenses
shall be properly recorded in the accounting records of the Company in accordance with established
accounting policies and procedures in a manner that accurately and fairly reflects the transaction in
reasonable detail.
J. Money Laundering or Illicit Financing
Employees must actively guard against the use of Company products and services by third
parties for the purpose of money laundering or illicit financing activity, including terrorist activity.
Money laundering is the process by which the proceeds of criminal activity are moved through the
financial system in order to hide all traces of their criminal origin. Money laundering is an essential
part of much criminal activity and has become the focus of considerable attention by governments,
international organizations and law enforcement agencies throughout the world. By contrast, illicit
financing activity, including activity by or for terrorist groups, focuses on the destination and use of
funds that may come from legitimate or criminal sources, or a combination of the two. The Company
is committed to cooperate fully with law enforcement and regulatory investigations concerning
possible money laundering or illicit financing activity. Strict rules specify time frames for complying
with such government inquiries or requests and for reporting certain activities that may bear upon
money laundering or terrorist activity. Therefore, your immediate action is vital in both reporting
requests and being responsive when given instructions by the Company.
K. Trade Embargoes and Economic Sanctions
It is the policy of the Company to comply with all applicable laws that govern transactions
involving embargoed countries and sanctioned parties targeted by U.S. economic sanctions.
The U.S. Department of the Treasury, Office of Foreign Assets Control (“OFAC”) and the
U.S. Department of State administer and enforce U.S. economic and trade sanctions and embargoes.
These sanctions and embargoes are based on U.S. foreign policy and national security goals with
respect to targeted non-U.S. countries and regimes, terrorists, international narcotics traffickers, those
engaged in activities related to the proliferation of weapons of mass destruction, and other threats to
the national security, foreign policy or economy of the United States. The Company is committed to
compliance with U.S. sanctions laws and applicable economic sanctions laws of other countries in all
of its activities.
OFAC administers national security and foreign policy based embargoes and “list based”
economic sanctions programs against certain countries and categories of blacklisted persons and
entities. Comprehensive embargoes apply to Cuba, Iran, Sudan and Syria. More limited embargoes
apply to Burma and North Korea. The Company generally cannot provide services that touch on
Cuba, Iran, Syria or Sudan. OFAC’s “list-based” sanctions programs target Specially Designated
Nationals and Blocked Persons (“SDNs”) based on the affiliation of such listed persons and entities
with the political regimes of these and other countries, including Cote D’Ivoire, Liberia and
Zimbabwe, among others. OFAC also administers list-based sanctions against individuals and

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entities associated with international terrorism, drug trafficking, or proliferation of weapons of mass
destruction. Entities that are owned or controlled by an SDN are considered SDNs themselves under
these sanctions regimes whether or not they are separately listed by OFAC. The list-based OFAC
sanctions programs generally prohibit transactions involving SDNs, property owned or controlled by,
or in which, an SDN has a property interest.
In addition to OFAC sanctions, the United States also maintains extraterritorial sanctions
measures that target trade or investment associated with Iran’s energy, banking and transportation
sectors by non-U.S. or U.S. companies under the Iran Sanctions Act (“ISA”). These sanctions are
administered and enforced by the U.S. Department of State. The ISA measures have gradually
expanded in scope over time, including most recently with the enactment of the Iran Freedom and
Counter-Proliferation Act in January 2013 and Executive Order 13645 in June 2013.
The Company is cognizant of the U.S. sanctions regimes and will conduct its business in
accordance with U.S. sanctions laws and applicable equivalent sanctions laws of other countries in
which it conducts business. This policy applies to all Company personnel equally whether they are
located in the United States, travel abroad or are located in other countries. This policy covers all
transactions conducted by the Company and requires all Company personnel to ensure compliance at
all times in the conduct of activities on the Company’s behalf. Company personnel are required to
alert a Legal Contact immediately if they identify a potential concern involving sanctions related
issues or questions.
L. Export Controls
The Company is committed to complying with applicable laws and regulations governing
international trade, including laws that govern exportation, reexportation and transfer of goods,
services, software, and technology including export control laws under the Export Administration
Regulations (“EAR”), as administered by the U.S. Department of Commerce’s Bureau of Industry and
Security and the International Traffic in Arms Regulations (“ITAR”) as administered by the U.S.
Department of State’s Directorate of Defense Trade Controls, as applicable.
Export laws can impact a wide range of the Company’s activities. Affected activities could
range from the shipment or transfer abroad of equipment and parts to locations in another country, to
less obvious situations, such as the transfer or “release” of technology or proprietary know-how by a
U.S. person to a non-U.S. national either within or in a location outside the United States. In brief,
export laws encompass any type of government regulation of the flow of goods, services, software,
and technology between countries and between citizens of different countries. Accordingly, Company
personnel are required to consult in advance with a Legal Contact for guidance on international
business activities or activities involving a potential transfer or release to non-U.S. destinations or non-
U.S. persons of tangible goods or intangible technology.
M. Equal Employment Opportunity and Harassment
Our focus in personnel decisions is on merit and contribution to the Company's success.
Concern for the personal dignity and individual worth of every person is an indispensable element in
the standard of conduct that we have set for ourselves. The Company affords equal employment
opportunity to all qualified persons without regard to any impermissible criterion or circumstance.
This means equal opportunity in regard to each individual’s terms and conditions of employment and
in regard to any other matter that affects in any way the working environment of the employee. We do
not tolerate or condone any type of discrimination prohibited by law, including harassment.
N. Protection and Proper Use of Company Assets

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All employees should protect the Company’s assets and ensure their efficient use. All
Company assets should be used for legitimate business purposes only.
O. Business Records and Information Management; Insider Trading
The Company maintains its records in accordance with laws and regulations regarding the
retention of business records. The business of the Company and its subsidiaries generates a broad
range of information and communications. The information is created in many forms (such as
electronic mail messages, Web page content, word processing files, systems files and databases) and
communicated on various media (such as paper, digital audio, computer hard drives, CDs, DVDs and
diskettes, and cloud storage), whether maintained or stored at work or off site.
The Company requires all employees to comply with all applicable record retention policies
adopted by the Company from time to time, which prohibit the unauthorized destruction of or
tampering with any records in any format.
Employees and directors may, in the course of performing their duties, come into possession
of “material non-public information” about the Company or its subsidiaries or affiliates, or other
companies with whom the Company does business. “Material non-public information” includes,
among other things, any information that a reasonable investor would consider important in making a
decision to buy or sell securities. In short, it includes any information that could be expected to affect
the price of securities, either positively or negatively. Buying or selling securities based on such
information is referred to as “insider trading” and can result in substantial fines and imprisonment. It
is illegal for an employee or director to, directly or indirectly, buy or sell stocks (shares) or bonds or
other securities based on insider information or to discuss such information with others who might buy
or sell such securities, including shares or bonds. For a more complete description of the Company’s
policies regarding insider trading, see the Company’s Insider Trading Policy.
P. Reporting Concerns
The Company is committed to ensuring accountability for adherence to this Code. Employees
of the Company are encouraged to and should strive to identify and raise potential issues before they
lead to problems, and should talk to an Ethics Contact about the application of this Code whenever in
doubt. Any employee who becomes aware of any existing or potential violation of this Code should
promptly notify an Ethics Contact. Any director who becomes aware of any existing or potential
violation of this Code should promptly notify the Chairperson of the Board of Directors or the
Chairperson of the Committee.
We have established a confidential hotline for employees and directors to allow anonymous
reporting. Employees and directors can call 1-888-826-7515 to report any existing or potential
violation of this Code.
The Company will consider whether a matter reported should be investigated. The Company
will take such disciplinary or preventive action as it deems appropriate to address any existing or
potential violation of this Code brought to its attention.
Retaliation against any employee or director, who, in good faith, reports a concern to the
Company about illegal or unethical conduct, or a violation of this Code, will not be tolerated under
any circumstances.
SECTION III
Waivers of This Code

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From time to time, the Company may waive certain provisions of this Code. Any employee
who believes that a waiver may be called for should discuss the matter with an Ethics Contact.
Waivers for executive officers (including Senior Executive and Financial Officers) or directors of the
Company may be made only by the Board of Directors or a committee of the Board of Directors and,
to the extent applicable, shall be promptly disclosed in accordance with the rules and regulations of the
SEC and any other applicable legal or regulatory requirements. Waivers of this Code for other
employees may only be approved by the Ethics Contact in writing.
Amendments to this Code
Any amendment to this Code shall be made only by the Committee. If an amendment to this
Code is made, appropriate disclosure will be made in accordance with the rules and regulations of the
SEC and any other applicable legal or regulatory requirements.
Questions
Any questions about how these policies should be interpreted or applied should be directed to
an Ethics Contact or a Legal Contact, as applicable. A director, officer or employee who is unsure of
whether a situation violates this Code should discuss the situation with an Ethics Contact or Legal
Contact.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3. 15 - COMPANY-ISSUED EQUIPMENT
DESCRIPTION: A CODE OF CONDUCT STATEMENT REGARDING THE USE OF COMPANY-ISSUED EQUIPMENT
BY QUALIFIED PACK MEMBERS
BACKGROUND:
 Where job or business needs demand immediate access to a Pack Member, the company
may issue a business-owned cell phone, computer, printer, laptop, etc. for work-related
communications. To protect the employee from incurring a tax liability for the personal
use of this equipment, such equipment is to be used for business reasons only.
OVERVIEW:
 This code of conduct outlines the Great Wolf expectations for Pack Member use of
company-issued cell phones and other issued equipment.
CODE OF CONDUCT GOVERNING USE OF COMPANY-ISSUED EQUIPMENT:

 Pack Members are trusted to behave responsibly and use good judgment to conserve
company resources.
 Company resources including time, material, equipment and information should be
utilized for company use only. Occasional personal use is permissible as long as it does
not affect job performance, cause a disruption to the workplace, or result in an expense
to the company.
 In order to protect the interests of the company and its employees, Great Wolf Resorts
reserves the right to monitor and review all data and information contained on an
employee’s company-issued computer, contained on an electronic device and the use of
the internet with or without employee notice.
 Upon termination employees are expected to return all company equipment in proper
working order. Failure to return equipment may be considered to be theft and may lead
to criminal prosecution.
CODE OF CONDUCT GOVERNING USE OF COMPANY-ISSUED CELL PHONE USAGE:

 Pack Members in possession of company equipment such as cellular phones are expected
to protect the equipment from loss, damage or theft.
 Upon resignation or termination of employment, or at any time upon request, the Pack
Member may be asked to produce the phone for return or inspection.
 Pack Members who separate from employment with outstanding debts for equipment
loss or unauthorized charges will be considered to have left employment on
unsatisfactory terms and may be subject to legal action for recovery of the loss.

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 Pack Members are expected to refrain from using their cell phone while driving. If
acceptance of a call is unavoidable and pulling over is not an option, Pack Members are
expected to keep the call short, use hands-free options if available, refrain from
discussion of complicated or emotional matters and keep their eyes on the road.
 Pack Members who are charged with traffic violations resulting from the use of their
phone while driving will be solely responsible for all liabilities that result from such
actions.

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FAMILY TRADITION
DEPARTMENT: RETAIL SERVICES TRADITION: 3.16 PACK MEMBER PLAYING POLICY
DESCRIPTION: TO EXPLAIN THE POLICY OF PACK MEMBERS PAYING AND REDEEMING TICKETS IN THE
ARCADE
BACKGROUND:
 In order to assure fairness to both Guests and Pack Members, Great Wolf Lodge regulates
the circumstances under which Pack Members may play any games on-site which result in
a prize.
OVERVIEW:
 Under certain circumstances as outlined below Great Wolf Lodge Pack Members may play
games at the lodge. Under all other circumstances, no Pack Member or family of a Pack
Member may play redemption games at the lodge.
PACK MEMBER PLAYING POLICY:

 GWL Pack Members are not permitted to play in the arcade while on the clock. The only
exception is with arcade staff training to learn new games. When training on redemption
games, the CCME tech must disable the ticket throw as to not waste tickets.
 Arcade staff training is to be conducted before opening to the public or after closing to
the public. This also is only allowed after all opening and closing cleaning, stocking, and
checklists are completed.
 GWL Pack Members that are off duty are not permitted to play redemption games and
redeem merchandise. This includes all instant win games. (re: Stackers, Barber Cuts, etc)
 Pack Members with arcade tickets will have them confiscated without redemption and
destroyed.
 Pack Members’ families are also not allowed to play redemption games and redeem tickets
for prizes. This includes all instant win games. (re: Stackers, Barber Cuts, etc)
 To allow Pack Members to play these games is an invitation for shrinkage.
 Technicians and arcade clerks are not permitted to give out tokens without proper
recording on token tech logs documenting reasons.
 Pack Members must buy tokens if they wish to play VIDEO arcade games only. (No
prize or ticket dispensing games.) The Pack Members must be off the clock and out of
GWL uniform. Attraction games (air hockey) may also be played on the Pack Member’s
own time and dime. Pack Members should also be considerate of our visiting Guests
playing first, especially on high occupancy days. This privilege can be revoked by the
Director of Retail at any time necessary.
 Lodge General Managers may have authority to allow certain exemptions.

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FAMILY TRADITION
3.17 - FRATERNIZATION WITH GUESTS
AND ENTERING GUEST ROOMS
DESCRIPTION: A CODE OF CONDUCT STATEMENT GOVERNING THE RELATIONSHIPS BETWEEN PACK
MEMBERS AND GUESTS AND THE PROPER PROCEDURE FOR ENTERING GUEST ROOMS
BACKGROUND:
 In order to protect both Pack Members and Guests, Great Wolf Resorts sets strict
guidelines for appropriate interaction to avoid disruptions to the work environment,
conflicts of interest, and charges of favoritism, discrimination, and sexual harassment.
OVERVIEW:
 Pack Members may not develop or attempt to develop any relationship with Guests
outside of a professional one that relates directly to the work environment.
 The exchange of personal contact information between Pack Member and Guest is
strictly prohibited. This information includes, but is not limited to:
o Phone numbers
o E-mail address
o Home address
o Schedules
o Social Media Profiles
 Personal contact between Pack Member and Guest through professional contact
information such as work e-mail, company-issued cell phone, etc. is not permitted.
 Pack Members who violate this policy will be subject to corrective action up to and
 Pack Members may not enter Guest rooms unless they meet all of the following:
o They are authorized and trained to enter Guest rooms
o There is a valid business reason (room cleaning, repair)
 Pack Members will not interact with Guests in any way other than in a professional
manner that is directly related to the specific job and per the training for the job.
 Pack Members may not make arrangements to meet with Guests while off duty. This
includes both on and off property
 Pack Members may not use the facility for meetings with Guests for any personal matter.
Fraternization that interferes with Great Wolf Resorts culture, the professional environment, or
the safety of our Guests will be immediately addressed.

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FAMILY TRADITION
3.18 – PACK MEMBER USE OF LODGE
FACILITIES
DESCRIPTION: A CODE OF CONDUCT STATEMENT GOVERNING THE USE OF LODGE FACILITIES AND
CONDITIONS UNDER WHICH PACK MEMBERS MAY VISIT THE LODGE
BACKGROUND:
 The lodge and its facilities are for the exclusive use and enjoyment of our Guests. Pack
Member use of the facilities (exclusive of approved Wolf Pack Family Days or other
approved Employee Relations programs) during non-working hours require prior
approval from Director/Manager.
OVERVIEW:
 Pack Members are not permitted to remain or loiter on property after their shift ends.
Pack Members must leave the lodge after clocking out.
 Pack Members are not permitted to use the Lodge facilities when off duty unless during
an approved Employee Relations function or with specific approval of Employee
Relations.
 The lodge should not be used as a gathering point for off duty Pack Members.
 Off duty Pack Members are not permitted on property to use the Guest Wi-Fi.
 Off duty Pack Members are not permitted on property to visit with working Pack
Members.
 Pack Members must wait for rides in designated area.
 Pack Members who arrive early before their shift starts must stay in back of house until
they clock in.
 Pack Members, when visiting as a guest, must use main entrance.
 Pack Members who violate this policy will be subject to corrective action up to and

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.19 - HARASSMENT
DESCRIPTION: DESCRIBES THE GREAT WOLF ANTI-DISCRIMINATION AND HARASSMENT POLICY AND
CONSEQUENCES FOR VIOLATION
In accordance with applicable law, the Company prohibits discrimination or harassment because
of ancestry or national origin, race, color, age, religion, disability, service in armed forces, genetic
testing results, , sex (including sexual harassment, pregnancy, childbirth, or other pregnancy-
related conditions), , and any other basis protected by federal, state, or local law. Any such
discrimination or harassment is unlawful and will not be tolerated.
SEXUAL HARASSMENT DEFINED:

 Applicable state and federal law defines sexual harassment as unwanted sexual advances,
requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:
(1) submission to the conduct is made a term or condition of employment; or (2)
submission to or rejection of the conduct is used as basis for employment decisions
affecting the individual; or (3) the conduct has the purpose or effect of unreasonably
interfering with the Pack Member’s work performance or creating an intimidating, hostile,
or offensive working environment. This definition includes many forms of offensive
behavior. The following is a partial list:
o Unwanted sexual advances
o Unwanted e-mails
o Offering employment benefits in exchange for sexual favors
o Making or threatening reprisals after a negative response to sexual advances
o Visual conduct such as leering, making sexual gestures, or displaying sexually
suggestive objects, pictures, cartoons, or posters
o Verbal conduct such as making or using derogatory comments, epithets, slurs,
sexually explicit jokes, or inappropriate, suggestive or offensive comments about
any Pack Member’s body or dress
o Verbal sexual advances or propositions
o Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s
body, sexually degrading words to describe an individual, or suggestive or obscene
letters, notes or invitations
o Physical conduct such as touching, assault, impeding or blocking movements
o Retaliation for reporting harassment or threatening to report harassment
 It is unlawful for males to sexually harass females or other males, and for females to
sexually harass males or other females. Sexual harassment is unlawful whether it involves
a co-worker, a Director, or persons doing business with or for the Company.

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OTHER TYPES OF HARASSMENT:
 Prohibited harassment on the basis of ancestry or national origin, race or color, age,
disability, marital status, religion, service in armed forces, genetic testing results, sex
(including sexual harassment, pregnancy, childbirth, or other pregnancy-related
conditions), and any other protected basis, includes behavior similar to sexual
harassment such as:
o Verbal conduct such as threats, epithets, derogatory comments, or slurs
o Visual conduct such as derogatory posters, e-mails, photographs, cartoons,
drawings, or gestures
o Physical conduct such as assault, unwanted touching, or blocking normal
movement
COMPLAINT PROCEDURES:
 If the Pack Member believes he/she has been harassed on the job, or if they are aware of
the harassment of others, the Pack Member is strongly encouraged to provide a written
or verbal complaint, as soon as possible, to Employee Relations. If the Pack Member is
in management he/she is required to immediately report any harassment to Employee
Relations or to the Corporate Office. If the complaint is not resolved to the Pack
Member’s satisfaction, he/she should communicate the complaint to the General
Manager of the resort. Pack Members may also communicate the complaint via email to
the Corporate Office at compliance@greatwolf.com or by phone at (608)661-4722.
 The Pack Member’s complaint should be as detailed as possible, including the names of
individuals involved, the names of witnesses, direct quotations when language is relevant,
and any documentary evidence (notes, pictures, cartoons, etc.). Disclosure of the
information contained in the complaint will be made on a need-to-know basis.
 The Company’s complaint procedure provides for an immediate, thorough, and objective
investigation of any claim of unlawful or prohibited harassment, and appropriate
disciplinary action against anyone found to have engaged in harassment. A claim of
harassment may exist even if the Pack Member has not lost a job or some economic
benefit.
 Applicable law also prohibits retaliation against any Pack Member by another Pack
Member or by the Company for properly using this complaint procedure or for filing,
testifying, assisting, or participating in any manner in any investigation, proceeding, or
hearing conducted by a governmental enforcement agency. Additionally, the Company
will not knowingly permit any retaliation against any Pack Member who complains of
prohibited harassment or who participates in an investigation.
 All incidents of prohibited harassment that are reported will be investigated. The
Company will immediately undertake or direct an effective, thorough, and objective
investigation of the harassment allegations. The investigation will be completed and a
determination regarding the reported harassment will be made and communicated to the
Pack Member who complained and to the accused harasser(s).
 If the Company determines that prohibited conduct has occurred, the Company will take
effective remedial action commensurate with the circumstances. Appropriate action will
also be taken to deter any future harassment. If a complaint of prohibited conduct is
substantiated, appropriate disciplinary action, up to and including immediate termination,
will be taken.

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LIABILITY FOR HARASSMENT:
 Any Pack Member of the Company, whether a co-worker or Director, who is found to
have engaged in prohibited harassment is subject to disciplinary action, up to and
including immediate termination from employment. Any Pack Member who engages in
prohibited harassment, including any Director, who knew about the harassment but took
no action to help stop it, may be held personally liable for monetary charges. The
Company does not consider conduct in violation of this policy to be within the course
and scope of employment or the direct consequence of the discharge of one’s duties.
Accordingly, to the extent permitted by law, the Company reserves the right not to
provide a defense or pay damages assessed against Pack Members for conduct in
violation of this policy.

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FAMILY TRADITION
3.20 - PACK MEMBER EMERGENCY
STAY
DESCRIPTION: A CODE OF CONDUCT STATEMENT AND SIGN OFF FOR PACK MEMBER EMERGENCY STAY
AT THE PROPERTY.
BACKGROUND:
 During unique situations, usually inclement weather or pending weather, Pack Members
may opt to stay in the hotel overnight in anticipation of work the next morning.
 These situations are infrequent and require General Manager and Director of Employee
Relations approval.
OVERVIEW:
 To protect the property from potential liability and to advise the Pack Member of the off
duty expectations that coincide with an Emergency Stay, a Code of Conduct is articulated
in this Tradition.
 The Code of Conduct will identify the expectations and circumstances under which a
Pack Member may stay in the hotel overnight without charge in anticipation of working
the next morning.
 A sign off sheet must be issued to each Pack Member and this must be signed before an
Emergency Stay room will be released.
CODE OF CONDUCT STATEMENTS:

 Pack Members must follow same resort policies as resort Guests. (i.e. no smoking in
Guest rooms, hibernation hours, etc.).
 Noise level must be kept to a minimum.
 Pack Members may not consume alcohol on property, bring alcohol on premises to
consume, nor should they leave property with the purpose of drinking and returning.
Doing so may result in immediate termination.
 Pack Members are to be paired with same gender occupants & stay only in their assigned
room. (Refer to the room assignment list with the MOD for any questions.) If Pack
Members wish to socialize with other Pack Members it must be done in public areas. At
no time should Pack Members gather in a Guest room.
 Property Specific: Pack Members under the age of 18 are only allowed to stay overnight
at the discretion of the General Manager, Assistant General Manager or Director of
Employee Relations. If allowed to stay, they must also have parent/guardian consent.
 As stated in the Pack Member Handbook, Pack Members not “on duty” are not to be in
Wolf Wear.
 Pack Members that are not “on duty” are not to interfere with those involved in resort
operations. If a Pack Member is not “on duty” they are not to be in back of house areas.
 Regardless if Pack Members are not “on duty,” all must still represent Great Wolf
Lodge and conduct themselves in a professional manner at all times.
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 All “Emergency Stays” must be approved first by Department Director with final
approval from either the General Manager; Assistant General Manager or Director of
Employee Relations. The approving manager will inform the Guest Service Manager or
MOD of this approval.
 Each Emergency Stay night requires a new form to be signed.
 All Pack Members must park in the Pack Member parking areas.
 Pack Members are not allowed in room charge for movies or use of any in room game
system.
 Pack Members may be called in to work the next morning in the most effective role for
the Lodge.
 Violations of any of the Code of Conduct rules may result in corrective action up to and
including termination of employment.
SIGN OFF FORM:

 A sign off consent form must be included for each Emergency Stay. Please retain the
form in the Pack Member file.
FOOD PROVIDED:
 Discounted or free food may be provided to the Pack Member at the Lodge’s consent.
The food or cost associated is not covered in this Tradition and may vary by property.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.21 - PERSONAL ITEMS POLICY
DESCRIPTION: THIS TRADITION OUTLINES THE PERSONAL PROPERTY AND EXPECTATIONS OF PRIVACY
POLICY
BACKGROUND:
 Great Wolf Resorts assumes no responsibility for the personal items of Pack Members.
OVERVIEW:
 Great Wolf Resorts assumes no liability for the damage, loss, or theft of the personal
property of Pack Members by third parties.
 All storage facilities, offices, and workspaces including desks and lockers are the property
of Great Wolf Resorts.
 Great Wolf reserves the right to have access to all areas and to such property at any time
without advance notice to Pack Members.
 In order to protect both Pack Members and Guests, video surveillance may be used.
Video surveillance will not be used in private areas of restrooms, showers and dressing
rooms.
 All personal items are to be brought in a clear bag or backpack and all bags are subject to
search.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.22 - PHOTO CONSENT AND RELEASE
DESCRIPTION: PHOTO CONSENT AND RELEASE
As a Pack Member of The Great Wolf Lodge, I hereby acknowledge and agree that I may be
involved in situations wherein my photo and/or likeness may be captured via photography,
videography or any other process. As such I hereby release Great Wolf Resorts and Great Lakes
Services, LLC, and their respective Directors, Officers and Pack Members from any and all claims
whatsoever arising out of or which may arise by reason of participation in any such photo shoot
including, without limitation, any claims due to personal injuries resulting from and/or arising out
of the alleged negligence of Great Wolf Resorts, Great Lakes Services, LLC, or their respective
Directors, Officers and/or Pack Members.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.23- REFERENCES AND VERIFICATIONS
DESCRIPTION: TO EXPLAIN THE POLICY OF EMPLOYEES REQUESTING REFERENCES FROM GREAT WOLF
RESORTS
It is Company policy to protect the confidentiality of Pack Member records by handling requests
for information on present and former Pack Members in a professional and ethical manner.
Telephone requests for confirmation of employment must be referred to Employee Relations.

No information will be released by telephone inquiry to anyone outside the Company.
Employee Relations may release employment information via the telephone for Unemployment
Cases with the state or for final verifications with financial institutions (i.e. day of confirmation of
employment during the closing on a home loan.)
All written requests for employment verification and reference checks must be referred to
Employee Relations, along with a signed release for information by the Pack Member. This
applies to both former and present Pack Members. Current Pack Members must sign a Release
Form to allow the release of information.
Information released must be limited to dates of employment, full time or part time status,
position held and pay rate. No additional information may be released (i.e. attendance records;
reason no longer employed; discipline; eligible for rehire, etc.).
Employee Relations may release additional information for unemployment and legal matters.
Pack Member requests for recommendations and references sent directly to the departments
must be forwarded to Employee Relations.
Inter-company reference checks must be handled through Employee Relations in the event of
Pack Members transferring to another Great Wolf Lodge, applying for a different position or
making a lateral transfer within Great Wolf Resorts. In such cases, employment information will
be accessible to full-time Management conducting the interview or those responsible for making
the hiring decision.
Generally, Company letters of recommendation are not permitted. In exceptional circumstances,

they may be issued, only under the signature of a full-time Management level Pack Member in the
direct chain of supervisory authority over the Pack Member. Information is limited to dates of
employment, position title, pay rate and general responsibilities. No information may be released
regarding attendance, discipline or overall performance. All recommendations must be
coordinated with Employee Relations. Employee Relations will critique, copy and mail.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.24- SMOKING
DESCRIPTION: TO EXPLAIN THE POLICY FOR PACK MEMBER TOBACCO USE
SMOKING:
To help promote a safe and healthy work place, Pack Members of legal smoking age may smoke
only in designated smoking areas while in uniform and only at times authorized by the
appropriate Director. Pack Members should see their Director for the designated areas. Other
than these designated areas, a Pack Member should never be seen in uniform and smoking on
property. This includes the use of electronic cigarettes and smokeless tobacco.

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FAMILY TRADITION
3.25 – SOCIAL MEDIA AND
INTERACTIVE SITES POLICY
DESCRIPTION: EXPLANATION OF THE COMPANY’S SOCIAL MEDIA AND INTERACTIVE SITES POLICY
INTRODUCTION:
 Every day, Great Wolf Lodge (the “Company”) strives to develop meaningful relationships
with our Guests and look for ways to improve the service Great Wolf provides them. In
the past, we've directly connected with our customers in person, through telephone calls, or
in e-mail conversations. Today, social networking tools such as Twitter and Facebook
provide the opportunity for the Company to engage in a whole new form of dialogue with
current and future Guests. For this purpose, Great Wolf Lodge engages Marketing and
Social Media Agents to foster and direct our social media presence. These professionals are
experienced and knowledgeable about the most effective way to promote our image and
brand, as well as communicate with our current and future Guests in the virtual world.
 Despite our engagement of Marketing and Social Media Agents, the Company recognizes
that Pack Members may post about the Company, its employees, and its products and
services on blogs, wikis, and other social media platforms. Pack Members in every role and
level should feel free to share thoughts in all forms of social media—provided Pack
Members abide by this Policy when posting about the Company, its employees, or its
products and services. Additionally, Pack Members should note that all other Great Wolf
Lodge policies, especially RIACT, and practices apply to social media use by Pack
Members. The rules in the real world apply equally in the virtual world.
 Also, please remember that while social networking is fun and valuable, there are some risks
Pack Members should keep in mind. In the social media world there is often no line
between what is public and private, personal or professional. That’s one reason why it is
important for Pack Members to clearly identify who they are and their affiliation with Great
Wolf Lodge when posting about the Company’s products or services.
 The following terms constitute the Great Wolf Lodge Social Media/Interactive Sites Policy
(“Policy”) for Pack Members (“employees”) who post about the Company, its employees
or its products and services. Interwoven into this Policy are some general social
networking/media guidelines that are important for Pack Members to follow as they share
their thoughts, views and perspectives—as a Great Wolf Lodge Pack Member—in the
virtual world. “Social media sites” are sites on which Pack Members can share information
and opinions, and include popular destinations such as Facebook, Twitter, YouTube, Ning,
LinkedIn and MySpace, wikis and blogs, among others. This Policy applies to all such sites,
and Pack Members activity on them, not just those listed above.

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RULES FOR ALL PACK MEMBER ACTIVITY ON SOCIAL MEDIA SITES:
 Pack Members must adhere to all applicable laws and policies, including this Policy. The
Company wants Pack Members to fully understand their responsibilities related to social
media participation, whether Pack Members are engaged in social media during working or
nonworking time, at work or at home. The Company has listed examples of some of the
applicable policies and laws below, but this list is not intended to be comprehensive.
Rather, the company wanted to point out some key areas.
o Pack Members must comply at all times with the Great Wolf Lodge Standards
of Business Conduct, the Electronic Communications Policy and the Policy
Against Discrimination, Harassment and Retaliation and all other Company
policies, standards, practices, and guidelines.
o Pack Members must not use Great Wolf Lodge logos, service marks, or other
trademarks (the “Marks”) on social media sites; this includes our characters,
future character concepts and proprietary material that has not been released
by the Company. Only those individuals with appropriate permission and
preapproval provided in writing by Great Wolf Lodge’s Marketing and Legal
departments may use the Marks, or any Mark. If approved to use Marks, Pack
Members must comply with Great Wolf Lodge’s branding guidelines. Also
remember that our competitors, customers, suppliers, and vendors have their
own trademarks, service marks, and logos and the legal rights to them.
o Pack Members are expected to at all times adhere to all provisions of any
Confidentiality Agreement(s) that they have signed.
o If a Pack Member’s position affords them access to sensitive, confidential,
trade secret, or proprietary information belonging to Great Wolf Lodge or
third parties, the Pack Member must never disclose such information that is
not public, or that should not be made public. This type of information is for
internal use only, and access to it is generally restricted within the Company.
This includes any information that should be classified as Great Wolf Lodge
Confidential and/or Proprietary Information as defined in the handbook. It
also includes things like sales information, average capacity, recipes, personally
identifiable information of employees and Guests, and other information not
generally known to the public, and which is often protected under Great Wolf
Lodge security procedures. In addition, ALL information-sharing restrictions
from the handbook apply to social media.
o Remember that anything created, transmitted, downloaded, exchanged or
discussed using equipment, networks or systems owned by the Company, or
to which Pack Members are allowed access because of their employment, may
be viewed at any time by the Company, and the Company reserves the right to
review and divert, if deemed necessary by the Company, transmissions,
downloads, and anything that is transmitted or resides on Company
equipment at any time, without notice.
o Pack Members also are responsible for complying with all laws governing
copyright, privacy, defamation, disclosure of material information, and data
privacy laws including those pertaining to personal information belonging to
individuals other than themselves and other legal issues. Do not disclose
personal information about others, including partners and/or other Pack
Members without their express permission to do so. NEVER discuss
specific past, current or future Guests.
o Great Wolf Resorts utilizes a Social Media agent to communicate on our
behalf for all Social Media related conversations. Pack Members should not
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act as the brand or officially respond or engage in Guest conversations
without express permission to act in this capacity.
o Working time is for working. Pack Members must not spend working time on
social media sites if such time does not involve assigned work-related tasks.
RULES SPECIFIC TO PACK MEMBER-GENERATED SOCIAL MEDIA CONTENT:

 The following general rules are examples of conduct prohibited on social media sites. To
be clear, this list is not comprehensive; it just highlights some areas to avoid when posting.
o If Great Wolf Lodge is discussed, never state or imply that the Pack Member’s
views in any way are those of the Company. Unless the Pack Member has been
clearly and specifically designated as such, Pack Members are not an official
Company spokesperson and thus cannot speak on behalf of the Company as a
whole. When Pack Members post, they should use a disclaimer that clearly
states that they are speaking on their own behalf. One disclaimer Pack
Members could use is this: “The postings on this site are my own and don’t
necessarily represent Great Wolf Lodge’s positions, strategies or opinions.” By
making various social media forums available, Great Wolf Lodge does not
adopt any of the views expressed on them.
o If Pack Members post comments about the Company’s products or services,
the Pack Member must clearly and conspicuously disclose in the post that they
are an employee of the Company. Post using the first person (that is, use “I”
and “my”, not “we” and “our”). Great Wolf Lodge Pack Members are
personally responsible for their posts. Pack Members should be mindful that
what they write will be public for a long time—protect your privacy, but know
that even “private” or “deleted” items on the Internet rarely stay that way.
o Only Pack Members of the Company’s Marketing department and our Social
Media Agents are authorized to establish Facebook pages on behalf of Great
Wolf Lodge. Other Pack Members must not create Facebook or other social
media pages or sites that use any Marks, including but not limited to the Great
Wolf Lodge name, or give the impression that the page or site is authorized or
created by the Company (e.g. a page entitled “Great Wolf Lodge – Sandusky”)
without appropriate permission and preapproval provided in writing by Great
Wolf Lodge’s Marketing and Legal departments.
o If Pack Members choose to provide contact information, this should be limited
to their personal contact information, and not their work address, phone
number or email address.
o Only licensed attorneys can express legal opinions or offer legal advice on
behalf of Great Wolf Lodge. Inquiries related to ongoing legal, investigative or
regulatory proceedings involving Great Wolf Lodge must be referred to the
Legal department.
o Do not defame our competitors, Guests, partners, suppliers, or vendors.
“Defaming” is making comments that Pack Members know are not true or
that Pack Members did not make a reasonable effort to determine whether
they were true.
o Do not use profanity or obscene, vulgar, harassing, offensive, threatening or
abusive language/content. This would include comments about others’ sex,
race, gender, age, national origin, religion or other protected class
characteristics. Avoid sexually explicit or X-rated jokes, messages or cartoons
as well as threats of violence.

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o All requests for employment recommendations or references should be
handled in accordance with Great Wolf Lodge’s standard policy for handling
such requests. Do not provide employment recommendations or references
unless authorized to do so.
TIPS FOR PARTICIPATING IN SOCIAL MEDIA:

Stay humble
 Stay away from boasting about customer service. As we all know, our number one goal is to
offer each Guest a terrific experience and great service but we're certainly not perfect and
we do make mistakes. Let's stay focused on working to deliver great service instead of
talking about it. And if a Pack Member does talk about it, they should clearly identify
him/herself as a Great Wolf Lodge employee.
Be responsible
 Pack Members should be aware of their role in representing Great Wolf Lodge in online
social networks. If a Pack Member identifies him/herself as a Pack Member, they should
be aware of how they are representing themself to other Pack Members, Guests, and the
community at large. If Pack Members have a blog, they are encouraged to post a Bloggers
Code of Ethics on it.
To be clear, a Pack Members failure to adhere to this Policy or any applicable laws or other
Company policies will result in immediate disciplinary action up to and including
separation from employment to the extent allowed by law. Any Pack Member violating
local, state or federal laws may also be subject to fines, legal action and/or arrest. If a Pack
Member is subject to legal action resulting from his/her social media use, Great Wolf
Lodge will not defend or pay for the defense of any Pack Member in any legal action.
Questions About This Policy

If you have questions about this Policy, please contact your resort Employee Relations Director.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.26 - SOLICITATION POLICY
DESCRIPTION: EXPLANATION OF THE COMPANY’S SOLICITATION POLICY.
GREAT WOLF RESORTS PHILANTHROPIC POLICY:

 “We Make Time for Your Family,” our brand promise, can be interpreted in a variety of
ways. At our resort, we endeavor to make time for our Guests in every unique and
special way possible. In our Workplace, we seek to find opportunities to create incredible
family experiences for our Pack Members and for their families. In our communities,
Great Wolf Resorts has embarked on meaningful and long term partnerships with several
organizations that are in alignment with our brand and mission.
 To that end, Great Wolf Resorts will continue to maintain partnerships with key
organizations which share the cultural values of our brand and of our Guests. In order to
be as impactful as possible, these organizations will remain the sole focus of the
company’s fundraising efforts.
PACK MEMBER SOLICITATION POLICY:

 We embrace the fact that our Pack Members are involved in their own communities and,
over time, have aligned with meaningful and well-intentioned charitable organizations.
We also respect that our Pack Members may seek out fellow Pack Members to solicit
donations for their own causes.
 In an effort to consolidate our fund raising efforts and to keep our Philanthropic message
simple, we ask that all fund raising and solicitation requests be approved before released
to the Pack Member population, either by e-mail or personal solicitation. Approval must
come from the General Manager or Corporate VP of Employee Relations.
GENERAL SOLICITATION POLICY:

 An employee may not solicit or distribute literature in any form or through any medium
on the Company’s property during his or her working time or during the working time of
the employee being solicited or given literature.
 An employee may not solicit or distribute literature in any form or through any medium
in working/public area without approval. In order to keep the Company’s premises safe,
neat and clean, literature may not be strewn or discarded on the Company’s property.
 Persons not employed by the Company are not permitted to solicit or distribute literature
in any form or through any medium, or offer merchandise for sale on Company property
at any time, or be on the premises without written permission.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.27 – SUBSTANCE ABUSE POLICY
DESCRIPTION: GUIDELINES FOR SUBSTANCE ABUSE TESTING AND ASSISTANCE OFFERED TO PACK
MEMBERS.
INTRODCTION:
 Great Wolf Resorts is committed to promoting a safe and healthful environment. The
Company is concerned about alcohol and other drug abuse, since such abuse may
jeopardize the safety of the Pack Member, coworkers, Guests or the community, and can
have a serious effect on Pack Members’ productivity and job performance.
 The policy covers all Pack Members and is designed to offer Pack Member assistance to
those who have substance abuse problems, when appropriate. However, Pack Members
will be subject to discipline, up to and including discharge, if they violate the Company's
terms. Pack Members needing help who receive it and make necessary changes in their
conduct may continue employment subject to the terms of this policy. Those who refuse
assistance are subject to discharge.
GENERAL PROVISIONS:
 The Company prohibits the use, possession, sale, distribution of or being under the
influence of alcohol and drugs by Pack Members or contractors on its premises or time.
 Reporting to work under the influence of illegal drugs or alcohol is prohibited. No Pack
Member may report for duty or remain on duty while having an alcohol concentration of
0.04 or greater. Reporting to or remaining on duty while having a higher alcohol
concentration is a violation of the policy. In addition, any Pack Member requested to
submit to an alcohol test required under this policy and found to have an alcohol
concentration of 0.02 or greater, but less than 0.04 will be disqualified from performing
his/her duties, until the start of the Pack Member’s next regularly scheduled duty period,
but not less than 24 hours following administration of the test.
 Further, the Company prohibits the off duty use of illegal drugs (or drugs used illegally) if
and to the extent such use does or could reasonably be expected to affect the Company’s
ability to control productivity, provide for the safe and efficient operation of its business,
and protect the safety of its workers and the public.
 The use and possession of legally prescribed drugs is permitted on Company premises and
time provided the drug is stored in the original prescription container, or is in the Pack
Member’s possession only in quantities sufficient for his or her shift, and has been
prescribed by a medical practitioner for the current use of the person in possession of the
drug. Possession of lawfully acquired over-the-counter drugs also is permitted, but use of
any such drug must be consistent with the manufacturer's instructions. However, it is
every Pack Member’s responsibility to know if any substance, either over the counter or
prescribed, can have any effect on judgment or performance. In this instance, Pack
Members are required to inform management of the use of the medication so that a

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determination may be made as to whether a Pack Member needs to be reassigned or
relieved, for the course of the medication, for safety reasons. Pack Members are not
required to report what condition they are being treated for.
 NOTE: Medical use of marijuana has been approved in several states. However, it is
important to recognize that this will not be accepted as “authorized, legitimate medical use
of a controlled substance” should a Pack Member test positive for marijuana as the
Federal government still classifies marijuana as a Schedule I drug under the DEA
classification of controlled substances.
DRUG TESTING GENERAL GUIDELINES:

 Great Wolf Resorts primarily utilizes a five-panel urine drug test, typically referred to as
the SAMHSA-5, developed by the Substance Abuse and Mental Health Services
Administration to test for the five most commonly used/abused substances. The five
panels of the drug test include marijuana metabolites (THC), cocaine metabolites (cocaine,
crack), amphetamines (amphetamines, methamphetamines), opiate metabolites (codeine,
heroin, morphine), and phencyclidine (PCP).
 In addition to the five-panel urine drug test, Great Wolf Resorts may also test for other
substances at their discretion including, but not limited to: alcohol, barbiturates
(Phenobarbital, secobarbital), benzodiazepines (Valium, Librium, Xanax), hallucinogens
(LSD, mushrooms, mescaline), and inhalants (paint, glue, hair spray). Specimens for such
drug tests may be obtained through any means deemed appropriate by the Company
including urine, breath, saliva, blood, or hair.
PRE-PLACEMENT TESTING
Any applicant for employment who has met all other qualifications and has been offered a
position with the Company may be required, before beginning his or her job, to take and pass a
pre-employment test for drugs. Failure to submit to and pass the test will result in withdrawal of
the applicant's job offer.
Candidates for promotion or transfer may also be required to submit to a drug test.
EMPLOYMENT TESTING
Reasonable Suspicion Testing
 When a Director has reasonable suspicion to believe that a Pack Member is using drugs or
alcohol in violation of this policy, the Pack Member will be required to submit to a drug
and/or alcohol test. A reasonable suspicion is one based upon, but is not limited to,
observable and describable conduct, appearance or work performance.
 Whenever possible, Pack Members required to submit to reasonable suspicion testing first
will be observed by the Director and the decision to test will be confirmed by either the
Manager on Duty (MOD) or by Employee Relations. Pack Members to be tested based
upon reasonable suspicion will be suspended from work pending receipt of the test result.
 A Director will arrange for the transportation of a Pack Member identified for testing to
the designated collection site. After collection is completed, the supervisor will make
transportation arrangements for the Pack Member. If a family member or friend is not
available to pick her/him up at the collection site, transportation will be arranged to take
the Pack Member home. If the Pack Member refuses such assistance and insists on
driving, the Company will contact appropriate law enforcement officials to apprise them
of the situation before the Pack Member leaves. The Pack Member will not be physically
detained.

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Post Accident/Incident Testing
 A Pack Member will be required to submit to an alcohol and drug test in the event she/he
is involved in an accident/incident or near-accident or is injured in the following
circumstances:
o Whenever the Pack Member engages in conduct that creates a safety hazard or
danger to physical safety of the Pack Member, co-worker, or member of the
public;
o Whenever the Pack Member is involved in an accident while on Company
premises or time which results in damage to Company property, or the property
of others or personal injury to the Pack Member, another Pack Member or a third
party requiring medical treatment beyond first aid. Property damage decisions are
at the sole discretion of the employer.
o Whenever the Pack Member is injured, while at work, and the injury results in lost
time or treatment beyond first aid.
 The above testing will occur even if the Pack Member, in the opinion of management,
should receive medical attention but refuses treatment.
Unannounced Random Testing

 The Company reserves the right to implement unannounced drug and alcohol testing
while on Company premises or time. The random selections will be conducted by an
independent outside vendor using a computerized program that guarantees that all Pack
Members chosen for testing will be done so in a true random fashion. Once a Pack
Member’s name is drawn, and they are tested, it will be inserted back into the random
pool. Throughout the year, some Pack Members may be chosen more than once and
others may not be chosen at all depending on the true random selection process. Once a
Pack Member is notified that they have been chosen for a random test, they will be
required to report for specimen collection immediately. The Company reserves the right
to alter the frequency of tests and the percentage of Pack Members drawn throughout the
year. The Company also reserves the right to implement and discontinue such testing at
any one or more Company locations, whenever the Company wishes; however, the
Company will give a 30 day notice before implementing a random program at any
Company location.
Return to Work & Follow-Up Testing

 Any Pack Member who returns to work after having tested positive and successfully
completing counseling or rehabilitation or being released to return to work, will be
subject to drug and/or alcohol testing prior to returning to work and at any time (in
addition to the testing described above) for a period of three (3) years following his/her
return to work.
CONSENT AND RELEASE

 Prior to sample collection, an applicant or Pack Member identified for testing may be
required to sign a consent and release form authorizing the collection and testing of a
sample, or samples, of his/her urine, blood, saliva, breath or other appropriate specimen.
An applicant or Pack Member who is a minor will be required to obtain the signature of
his/her legal guardian on the form.

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Sample Collection
 Urine, blood and breath, saliva or other appropriate samples will be collected by a clinic
and/or hospital or other accepted means of the Company’s choice, and will follow chain-
of-custody procedures that protect the Pack Member's confidentiality and privacy and
protect the collected sample(s) from adulteration, substitution and misidentification.
Urine or saliva specimens will be used for drug testing. Generally, breath and possibly
saliva will be used for alcohol testing. The Company reserves the right to utilize blood
testing for alcohol only if an evidential breath testing device is impractical or not
reasonably available. A Pack Member may also request a blood test instead of a breath
test. Any Pack Member who adulterates, substitutes, dilutes or in any other way refuses
to comply with collection will be discharged.
Sample Testing
 All urine and blood sample testing will be conducted by a laboratory certified by the U.S.
Department of Health and Human Services ("DHHS"), and all initial positive urine test
results will be confirmed by a second, reliable testing method, usually gas
chromatography/mass spectrometry (GC/MS). Testing for alcohol content will be by
evidential breathalyzer, blood analysis or other methods that may be determined to be
appropriate. Any Pack Member who questions the accuracy of a positive drug test result
may submit a written request for a retest to the Company within three (3) working days
of the Pack Member's receipt of notice of the result. A portion of the original specimen
will have been preserved for such testing, which will be conducted at the Pack Member’s
own expense, in advance, by the same laboratory or a different DHHS-certified
laboratory, of the Pack Member’s choice, applying the same concentration cut-off levels
as were applied during the first test. Should that test be negative, the Pack Member will
be compensated for the cost of the test and lost wages, except where the Pack Member
was suspended in part or in whole for misconduct associated with the circumstances that
led to the initial testing. In which case, the Pack Member will not be compensated for
time lost, or reinstated during any part of the suspension that was for misconduct.
MEDICAL REVIEW OFFICER

 No drug test result will be reported to the Company as positive until a medical review
officer ("MRO") has confirmed that the result reflects a violation of this policy. The
MRO may contact any applicant or Pack Member for information the MRO deems
necessary to determine if the test result was or was not positive, and the Pack Member
(or, if the Pack Member is a minor, his/her legal guardian) will be required to provide or
consent to the release of any information the MRO requires.
REINSTATEMENT, ASSISTANCE AND DISCIPLINE

 As a general rule, a Pack Member will be terminated for violating the prohibitions of this
policy, including submitting a positive test result. However, an exception to this rule may
be given on a one-time basis as described in the following sections.
After reasonable suspicion post-accident/incident or random testing

 In the event a Pack Member’s reasonable suspicion, post-accident/incident or random
test result returns negative while he or she is on suspension pending receipt of notice of
the result, the Pack Member will be reinstated and paid any wages and benefits that would
have been paid had their work hours not been interrupted by the test and/or suspension.
However, if the suspension was in part or in whole for misconduct associated with the
circumstances that led to the initial testing, the Pack Member will not be reimbursed for
or reinstated during, any part of the suspension that was for the misconduct.
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Following a post accident or random test, with no reasonable suspicion present, a Pack
Member may return to work prior to test result receipt providing they are medically able
to do so.
During and after counseling/rehabilitation

 If the Pack Member chooses to participate in counseling and rehabilitation, he/she may
request unpaid medical leave for that purpose if needed. When treatment is provided on
an outpatient basis, the Pack Member may be allowed to work but only with a written
statement from a medical or treatment provider that he/she is capable of performing
his/her job safely during treatment. However, the Pack Member will be required to meet
existing job performance standards and established work rules and policies and will be
required to submit to unannounced alcohol and/or drug testing. Failure to submit to
testing will result in the Pack Member’s discharge. The Company may require verification
from the treatment provider of the Pack Member’s continuing participation in the
rehabilitation process.
Upon refusal to sign/cooperate

 An applicant or Pack Member (or, if a minor, his/her legal guardian) who refuses to
execute a consent and/or release form and/or chain of custody document or any other
document associated with this process, who attempts to adulterate or to substitute a
sample, non-medically fails to provide a specimen or otherwise to interfere with the
sample collection or testing processes, or who fails to cooperate with the Company’s
MRO or to provide the MRO with information he/she requests will either have their job
offer withdrawn or in the case of a Pack Member, will be viewed as having been
insubordinate and will be terminated.
CONFIDENTIALITY
 The Company and its agents will keep confidential, to the extent reasonable and feasible,
all test results and test-related information collected, received or generated under this
program. Information regarding test results and potential rehabilitation or counseling will
be confined to a strict need-to-know basis. Information will not be released unless
authorized to do so by a signed, appropriate release of information form. Exceptions will
only be as required by law or in response to actions taken against the Company or in
conjunction with unemployment insurance or worker's compensation hearings for the
purpose of determining potential willful misconduct on the Pack Member’s part.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.28-CONFIDENTIAL INFORMATION
DESCRIPTION: GUIDELINES FOR CONFIDENTIAL INFORMATION
The nature of our business is one of trust and confidentiality. All Pack Members are responsible
for keeping client information and documents and all proprietary Company information,
including trade secrets, and other proprietary business information confidential (“Confidential
information”). Confidential information about the Company, its Pack Members, Guests, other
customers, suppliers, and vendors is to be kept confidential and divulged only to individuals
within the Company with both a need and authorization to receive the information. If in doubt
as to whether information should be divulged, choose in favor of not divulging information and
discuss the situation with Employee Relations.
Confidential information includes, but is not limited to the following:
 Financial records and information.

 Customer preferences.
 Marketing information.
 New product and/or service announcements.
 The Company’s technology, formulas, inventions, and processes.
 Business, marketing, and strategic plans.
 Personnel and payroll records regarding current and former Pack Members.
 Sales scripts and training materials.
 The identity of, contract information for, and any other account information on
customers, vendors and suppliers.
 Any other confidential documents or proprietary information regarding the Company’s
operations, procedures, or practices.
All records and files maintained by the Company are confidential and remain the property of the
Company. Records and files are not to be disclosed to any outside party without the express
permission of the Chief Executive Officer or the General Counsel of the Company. Confidential
information may not be removed from Company premises without express authorization from
the Chief Executive Officer or General Counsel of the Company.
No Pack Member or former Pack Member may, for the purpose of furthering current or future
outside employment or activities, for obtaining personal gain or profit, or for any other purpose
not directly related to the Company’s business interests, use confidential information obtained
during or through employment with the Company. The Company reserves the right to avail itself
of all legal or equitable remedies to prevent or redress impermissible use of confidential
information or to recover damages suffered as a result of the impermissible use of

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confidential information. Nothing in this policy is intended to limit trade secret or other
protection available to the Company by law.
Pack Members may be required to enter into written confidentiality agreements confirming their
understanding of the Company’s confidentiality policies, as a condition of initial or continued
employment.
By the very nature of the business, Great Wolf Resort Pack Members are custodians of information
that must be kept confidential about Great Wolf Resort’s Guests and vendors. In the course of
performing his/her work responsibilities with Guests and vendors, Pack Members may come in
contact with written, oral or electronic information or materials that are highly confidential. Great
Wolf Resort holds this information in strictest confidence and will not use, disclose, release or
discuss with anyone.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.11-AT-WILL EMPLOYMENT
DESCRIPTION: DESCRIBE EMPLOYMENT-AT-WILL
Great Wolf Resorts is an at-will employment company. This means that:

 Employment is terminable at-will. Either the Company or employee can terminate the
relationship with or without cause, at any time. Employment may be terminated at any
time without notice, without cause, and without any fault on the part of the employee.
There is no agreement or understanding that the Company will employ any employee for
any specific period of time.
 No contract of employment other than "at-will" has been expressed or implied, and no
circumstances arising out of employment will alter the "at-will" employment relationship
unless set forth in writing, signed by the Company’s Chief Executive Officer and the
Pack Member.

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FAMILY TRADITION
4.12 - EQUAL OPPORTUNITY
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: EMPLOYER, AFFIRMATIVE ACTION, JOB
POSTINGS AND IMMIGRATION REFORM
DESCRIPTION: EQUAL OPPORTUNITY EMPLOYER / AFFIRMATIVE ACTION / JOB POSTINGS /
IMMIGRATION REFORM
DIVERSITY:
 The Company is committed to cultivating a diverse workforce, a diversity that is mirrored
in the Guests we serve. We are fortunate to have Pack Members who come from many
different backgrounds and who have unique skills and experience. Through the
uniqueness of our Pack Members, we learn new ways to do things, ways to manage, and
ways to be more productive.
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY:

 It is our commitment to provide equal employment opportunities to all Pack Members
and applicants for employment without regard to ancestry or national origin, race, color,
age, religion, disability, service in armed forces, genetic testing results, sex (including
sexual harassment, pregnancy, childbirth, or other pregnancy-related conditions), or any
other basis prohibited by applicable law, and to base all employment decisions so as to
further this policy.
 Our equal employment policy is designed to ensure the following areas reflect our
attitudes toward the principle of equal employment opportunity: hiring, placement,
upgrading, transfer or demotion, recruitment advertising or solicitation for employment;
rates of pay or other forms of benefits and compensation; selection for training;
termination; and any other aspect of the employment relationship.
 Pack Members are expected to abide by this principle. Any questions regarding this
principle should be directed to the General Manager or Employee Relations.
 Information relating to this policy and Pack Member’s rights are posted in an area
accessible to all Pack Members. Please see the Director regarding the location.
 To effectuate our commitment to this policy, the Company has established Affirmative
Action Programs. These plans provide, among other goals and undertakings, that:
1. The Company will recruit, hire, train and promote qualified persons in all job
titles, and ensure that all other personnel actions are administered without
regard to any of the protected characteristics.
2. The Company will ensure that all employment decisions are based on valid job
requirements so as to further the principle of equal employment opportunity.
3. The Company will ensure that all personnel actions such as employment,
advancement, compensation, benefits, transfers, layoffs, return from layoff,
company-sponsored training, education, social and recreational programs, will
be administered without regard to any of the protected characteristics.

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4. The Company will ensure that promotion decisions are in accord with
principles of equal employment opportunity by imposing only valid
requirements for promotional opportunities.
5. Pack Members and applicants shall not be subjected to harassment,
intimidation, threats, coercion, or discrimination because they have engaged in
or may engage in any protected activity or exercised any protected right under
equal employment or affirmative action laws or regulations.
JOB POSTINGS:
 The Company makes every effort to promote and place Pack Members from within. If
the skills and experience needed for the job are available within the Company, the
Company will generally attempt to hire internally. However, the hiring Director and
Employee Relations may elect not to post certain positions at their sole discretion.
 As with any position at the Company, selection is based on the ability to meet job
qualifications, work performance, attitude, and a satisfactory attendance record.
Placements are made solely on these qualifications without regard to age, race, sex,
religion, national origin, disability, veteran status, sexual preference, marital status, or any
other protected status.
IMMIGRATION CONTROL AND REFORM ACT OF 1986:

 The Company complies with the Immigration Reform and Control Act of 1986 by not
discriminating against any applicant or Pack Member on the basis of citizenship status as
defined in the Act and regulation issued under it.
 The Company also complies with the Act’s prohibition against employing any person
who fails to present appropriate documentation establishing identity and eligibility for
U.S. employment within the first three business days of employment. In addition, if at
any time during the course of a Pack Member’s employment with the Company it is
established that the Pack Member is not legally authorized to work in the United States,
the Pack Member will be subject to immediate termination.
PAY TRANSPARENCY POLICY STATEMENT:

 The Company will not discharge or in any other manner discriminate against employees
or applicants because they have inquired about, discussed or disclosed their own pay or
the pay of another employee or applicant. However, employees who have access to the
compensation information of other employees or applicants as a part of their essential job
functions cannot disclose the pay of other employees or applicants to individuals who do
not otherwise have access to compensation information, unless the disclosure is (a) in
response to a formal complaint or charge, (b) in furtherance of an investigation,
proceeding, hearing, or action, including an investigation conducted by the employer, or
(c) consistent with the Company’s legal duty to furnish information.

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FAMILY TRADITION
4.13-EMPLOYEE RESORT TRANSFER
PROCEDURE
DESCRIPTION: TRANSFERS OF EMPLOYEES FROM ONE PROPERTY TO ANOTHER SHOULD BE FACILITATED
BY EMPLOYEE RELATIONS, CONSISTENTLY BETWEEN ALL LODGES
A Pack Member expressing interest in transferring to another Great Wolf Lodge property should
do the following:
 Qualified candidates (in good standing, after 90 days of employment) should

electronically submit an internal application form on the internal career center. The Pack
Member should specify a lodge or designate “all locations” if open to any opportunity.
 Employee Relations should make sure that the Pack Member’s current Director and
General Manager are aware of the interest in a transfer.
The following steps should take place once a transfer has been approved:
 An internal offer letter is to be issued from Employee Relations and, when signed, a
Status Change form is to be completed.
 The originals of all files (personnel, training, medical, benefits) must be sent to the
property to which the Pack Member is transferring. The property that the Pack Member
is leaving should keep only photocopies for their records.
 If a Pack Member is transferring mid-pay period, communication should occur between
the two Employee Relations Directors involved regarding the Pack Member’s payroll
status. For example, if the employee has deductions/garnishments, and they will be
receiving paychecks from both locations for the transition pay period, communication
should occur to ensure that deductions are not duplicated.
 If the Pack Member is currently a participant in benefits that are shared with other
locations, it is the responsibility of the departure property to notify the benefit provider
(Dean, BCBS, Delta, UNUM) that the employee should be transferred off their group
number and onto the new location’s group number.
 If the Pack Member is transferring to a location that has different benefit providers, new
enrollment forms must be completed upon arrival at the new property.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.14-ADA COMPLIANCE
DESCRIPTION: GREAT WOLF RESORTS GUIDELINES FOR CONSISTENT IMPLEMENTATION OF THE
AMERICANS WITH DISABILITIES ACT
BACKGROUND :
The Americans with Disabilities Act and various state and local disability laws and ordinances
give protections to individuals with disabilities.. The Company complies with all aspects of the
Americans with Disabilities Act (ADA), and any amendments, and state and local disability laws.
This means that we will not discriminate against qualified individuals with a disability in any phase
of the employment relationship including application for employment, hiring, promotions and/or
advancement opportunities, termination, compensation, training and any other conditions or
privileges of employment.
EMPLOYER OBLIGATION:
 The Company provides reasonable accommodation to qualified individuals with
disabilities who are employees or applicants for employment, unless doing so would cause
undue hardship.
 Once a Pack Member has requested an accommodation or has requested something in
conjunction with a medical condition which might be construed as a request for
accommodation, Great Wolf will comply with its obligations under the Americans With
Disabilities Act, including , engaging in an interactive discussion where necessary with the
Pack Member to determine whether an accommodation is needed and, if so, what is the
appropriate accommodation.
 If you believe that you need an accommodation for a medical condition, please speak
with your Manager or Employee Relations. The Company may require medical
documentation of your condition and the need for accommodation. The Company will
comply with all applicable laws regarding disabilities.

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FAMILY TRADITION
4.15-NEPOTISM AND FRATERNIZATION
POLICY
DESCRIPTION: THIS TRADITION OUTLINES THE POLICY ON RELATIONSHIPS BETWEEN PACK MEMBERS
NEPOTISM AND FRATERNIZATION POLICY:

 The employment of a relative of a current Pack Member or an individual who is involved
in a romantic or a close personal relationship with a current Pack Member may present
serious and complicated issues with respect to Pack Member relations such as allegations
of favoritism or sexual harassment. Such employment presents the additional problem
that personal conflicts from outside the work environment may impact a working
relationship. It is the intention of the Company to ensure that all Pack Members of the
Company work in an environment free of favoritism, special treatment, harassment
and/or conflicts of interest. To that end, the following is the Company’s policy regarding
the employment of relatives of a current Pack Member or individuals in a romantic or a
close personal relationship with a current Pack Member.
 Relatives of a current Company Pack Member or an individual who is involved in a
romantic or a close personal relationship with a current Company Pack Member will be
considered for employment solely on the basis of their qualifications. The relative or
individual involved in a romantic or a close personal relationship with a current Company
Pack Member will not be hired, however, if said employment would:
1. Create a direct supervisor/subordinate or Director/Pack Member relationship
between relatives or persons involved in a romantic or a close personal
relationship;
2. Have the potential for creating an adverse impact on work performance of the
Pack Members involved;
3. Create either an actual conflict of interest or the appearance of a conflict of
interest. A conflict of interest may exist when confidentiality, Pack Member
morale or a client relationship is jeopardized.
 Dependent children of a current Director, Assistant General Manager, General Manager
or Corporate Director or above will not be eligible for hire by the Company or by any
labor services company or contractor that places staff at any Lodge. This includes full
time, part time, seasonal, temporary and intern positions.
 This policy will also apply when assigning, transferring, demoting, or promoting a Pack
Member, or if a family or romantic or a close personal relationship is established between
two current Company Pack Members.
 For purposes of this policy, relatives include, for example, mother, father, husband, wife,
son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law,
son-in-law, daughter-in-law, step and half relations, grandparents, grandchildren, aunts,
uncles, nieces, nephews, and first cousins.
 Under this policy, Pack Members are prohibited from establishing romantic or close
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personal relationships with their subordinates.
 Pack Members who marry or establish a romantic or a close personal relationship may
continue employment as long as it does not result in situations or problems outlined
above. However, if a problem or potential problem occurs, attempts will be made to find
an alternative position within the Company for one of the Pack Members involved. If an
accommodation is not feasible, the Pack Members involved will be permitted to
determine which one will resign. In the event the interested parties are unable to reach an
agreement with respect to resignation, management will decide who is to be terminated
based upon the needs of the Company.

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FAMILY TRADITION
4.16-PACK MEMBER STATUS
DEFINITION
DESCRIPTION: THIS POLICY OUTLINES THE DISTINCTIONS BETWEEN FULL TIME AND PART TIME STATUS
BACKGROUND:
 Great Wolf Resorts distinguishes Pack Members in the categories of Full-time and Part-
time for benefits purposes. Please refer to the Benefits Family Tradition for details.
OVERVIEW:
 Full-time Pack Members are defined as those who consistently work at least 30 hours per
week.
 After 90 days of continuous service these Pack Members may be eligible for:
o Contribution to the 401K plan
o 5 paid holidays per year
 Thanksgiving day
 December 24th
 December 25th
 December 31st
 January 1st
o Life insurance/accidental death and dismemberment coverage
o Vacation and personal days
o Dental insurance
o Health insurance
 Part-time Pack Members are defined as those who consistently work less than 30 hours
per week. These Pack Members are eligible for:
o Holiday pay
STATUS CHANGES:
 When a Pack Member changes status either from Full-time to Part-time or from Part-
time to Full-time their manager must submit a Payroll Status Change notice to the
Employee Relations office.
 Pay rate changes become effective the first day of the pay period following receipt of the
form by Employee Relations.
 Benefit eligibility begins 60 days after the Pack Member’s anniversary date, regardless of
their status change date.

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FAMILY TRADITION
4.17-OUTSIDE EMPLOYMENT/
CONFLICT OF INTEREST
DESCRIPTION: TO EXPLAIN THE POLICY FOR PACK MEMBER EMPLOYMENT OUTSIDE OF GREAT WOLF
RESORTS
BACKGROUND:
 Pack Members are permitted to engage in outside work or to hold other jobs subject to
certain restrictions as outlined below.
OVERVIEW:
 Pack Members must avoid any relationship or activity that might impair or appear to
impair their ability to make objective and fair decisions when performing their jobs or
which compete with, conflict with or compromise the company interests or adversely
affect job performance and the ability to fulfill all job responsibilities.
 Company property, information or business opportunities may not be used for personal
gain.
 Pack Members may not solicit or conduct any outside business during paid working time.
 Outside employment will not be considered an excuse for poor job performance,
absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime.
 Conflict of interest could arise in the following situations:
o Being employed by or acting as a consultant to a competitor, supplier or
contractor regardless of the nature of employment while employed with Great
Wolf.
o Hiring or supervising family members or closely related persons.
o Serving as a board member for an outside commercial company or organization.
o Owning or having a substantial interest in a competitor, supplier or contractor.
o Accepting gifts, discounts, favors or services from a customer/potential
customer, competitor or supplier unless equally available to all Pack Members.
 Pack Members who have questions about conflict of interest should seek advice from
management.
 Pack Members must seek review from their manager or Employee Relations before
engaging in any activity, transaction or relationship that might give rise to a conflict of
interest.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.18-CONTRIBUTION ASSESSMENT
DESCRIPTION: CONTRIBUTION ASSESSMENT TRADITION FOR ALL PACK MEMBERS (FRONT LINE AND
LEADERSHIP)
BACKGROUND:
 As a company, Great Wolf Resort values the contribution our Pack Members make on a
daily basis, towards living our Brand (Great Expectations, Service Standards, Mission and
Promise). The Contribution Assessment determines the Pack Member’s level of impact
through individual actions and behaviors.
OVERVIEW:
 Contribution Assessments are generally completed for all Pack Members after 90 days of
employment and annually thereafter. Pack Members are encouraged to ask for more
frequent feedback and can initiate a Contribution Assessment Review. When a Pack
Member feels he/she has made substantial progress completing recommendations leading
to an increased contribution level the Pack Member can request a meeting with their
manager/director to discuss the current contribution level.
 There are 2 separate Contribution Assessments; Non-Exempt and Leadership. The Non-
Exempt Contribution Assessment contains 12 assessment attributes. The Leadership
Contribution Assessment contains the 12 assessment attributes along with an additional 5
attributes that are specific to members of our leadership team. Any Pack Member who
supervises another Pack Member would be evaluated using the Leadership form.
 All ratings are based on a five point scale with one being the lowest and five being
highest.
 A weighting system is also integral to the contribution assessment. The weighting of each
attribute provides feedback to the Pack Member on the importance of the attribute and
will leverage the overall score based on the importance of an attribute. Lastly, the
weighting also allows the evaluator to factor out non-appropriate attributes.
ASSESSMENT TOOL BY SECTION:

 There are two main sections to the contribution assessment: The Summary Tab and the
Attribute Tab.
 Summary Tab includes:
o Pack Member Information
o Evaluation Summary Table
o Goals and Action Plans
o Employee Comments
o Sign Off
 Attribute Tab includes:
o All Pack Member Attribute scoring

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o Leadership Pack Member scoring
SUMMARY TAB:
 Self-explanatory demographic information.
 Attribute Summary Table:
o Provides a summary of all weights assigned for the Pack Member
o Summarizes the level of performance across all attributes
o Multiplies the level of performance by the weighting – this will produce a total
evaluation points score.
o The evaluation points score is then divided by the weighting total to produce a
final score.
o The score will be represented as a five point scale which will mirror the
definitions provided in the attribute tab.
 Goals & Action Plans:
o Allows the evaluator to articulate up to three goals or action plans for the Pack
Member. This information can be typed into the excel document.
 Employee Comments:
o Allows the Pack Member to provide feedback on the review and the expectations.
It also allows feedback on the evaluator.
o Allows the Pack Member to add some free form comments on the process or
assessment overall.
ATTRIBUTE AND SCORING TAB:

 Weight Definitions:
o Weight definitions are provided to allow the evaluator to communicate the
importance of an attribute to a particular Pack Member’s role.
o Weights can be Critical, Significant, Relevant or Does Not Apply.
o Weights will leverage the scores and impact the final score.
o The Does Not Apply weight allows the evaluator to factor out a particular
attribute for a Pack Member or group of Pack Members.
o A property may lock in weight levels by a particular role or class of roles.
 Level of Performance Definitions:
o Level of Performance Definition is synonymous with “rating.”
o A standard five point scale is utilized with definitions provided.
o The first 12 attributes apply to all Pack Members.
o The last 5 attributes apply to any Pack Member who is responsible for
supervision.
 Comments:
o Allows the evaluator to add some free form comments on the Pack Member.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.19-SEPARATION PROCESS
DESCRIPTION: GUIDELINES FOR RESIGNATION AND TERMINATION OF EMPLOYMENT
RESIGNATION OF EMPLOYMENT
 When a Pack Member has reached the end of their employment, these steps must be
followed:
1. Submit a two (2) week notice to Employee Relations and their Manager/Director.
This notice should be in writing and should be the equivalent of two working
weeks.
2. After the Pack Member works their shift on their last day, they should go to
Employee Relations to “process out”. The Employee Relations office will give the
Pack Member the appropriate paperwork after the Pack Member has turned in
their ID card, bank key, security door access card, and any other company
property issued to them.
3. Failure to provide a two (2)-week notice or work out the two week notice may
result in a no rehire status. Having a no rehire status will make the Pack Member
ineligible to work for any Great Wolf Resorts property.
Important Note: If the Pack Member stops coming to work and has not worked the full two (2)- week
notice, their reason for termination will be changed to Job Abandonment. Resigning without notice may
result in a No-Rehire Status.
TERMINATION OF EMPLOYMENT:
 As used in this section of the Handbook, “termination” generally means a separation
from employment initiated by the Company. “Resignation” is a voluntary action initiated
by the Pack Member to quit employment.
 A Pack Member who gives notice that he/she is quitting or misses work for three
consecutive scheduled shifts without notice will be considered to have resigned. A Pack
Member who resigns is encouraged to give a two (2) week notice prior to leaving in order
to receive accrued, unused vacation pay (unless otherwise required by state or local law),
and to remain eligible for rehire.
 If resignation occurs due to missing work for 3 consecutive days without proper notice or
for Pack Members who are terminated, at the discretion of the General Manager, accrued
but unused vacation time will not be paid, unless otherwise required by state or local law.
 All Pack Members leaving employment with the Company will receive their final pay in
accordance with applicable State and Federal laws.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.20 -PERSONNEL FILE REQUEST
DESCRIPTION: OUTLINES COMPANY POLICY AND STATE LAWS GOVERNING THE VIEWING AND EDITING OF
PERSONNEL FILES MAINTAINED BY GREAT WOLF LODGE
BACKGROUND:
 The Company maintains a personnel file on each Pack Member.
OVERVIEW:
 Except as otherwise required by law, Pack Members may review the contents of their
personnel files after providing reasonable notice. The Company will comply with all
applicable state laws regarding personnel file review. Please contact Employee Relations
if you have questions regarding your state or if you wish to review your file.
 All employment records are the property of the Company, not the Pack Member.
PERSONNEL FILE CHANGES:

 Any personal information changes that can assist us in keeping a Pack Member’s records
up to date must be made when the change occurs.
 Pack Member must contact his/her Director, General Manager, or Employee Relations
for any changes, such as name, address, telephone number, person(s) to be notified in
case of an emergency, marital status (as it affects insurance eligibility or participation and
payroll withholdings), change in dependents, etc.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.11-PAY POLICY
DESCRIPTION: GUIDELINES OF PAY POLICIES
PAY POLICY:
 Pack Member paydays may vary according to the requirements of the state in which the
Pack Member works. Pack Members should see Employee Relations for a payroll
schedule for their location.
 Lost paychecks should be reported immediately. There will be a deduction for the cost of
the stop payment when a check is reissued, unless prohibited by state law.
 Hours worked are to be submitted by all non-exempt Pack Members for each pay period.
A missing, late, or inaccurate report of hours worked may delay the Pack Member’s
paycheck. Pack Members should see their Director for the deadline of submitting hours
worked for each pay period. Falsifying hours worked is fraud and will result in immediate
termination.
 As a matter of Company policy, advances against future salary or wages are not granted.
 Under no circumstances shall a Pack Member accept any gifts or commissions in any
form from merchants, purveyors, or others that would in any manner place them under
obligation to a person with whom the Company does business or may be doing business
in the future.
DEDUCTIONS FROM SALARIES OF EXEMPT PACK MEMBERS

 It is the policy of the Company to comply with all applicable laws related to deductions
from the salaries of any exempt Pack Member and the Company strictly prohibits any
improper deductions from the salaries of any exempt Pack Members. Deductions are
permitted in certain situations, which are described below. A Pack Member is not
entitled to be paid for any workweek in which the Pack Member performs no work.
However, a Pack Member’s compensation is not subject to reduction in any specific pay
period based upon the quality or quantity of work performed.
 Deductions from a Pack Member’s predetermined compensation shall not be made for
absences caused by the Company or by the Company’s operating requirements.
Therefore, subject to the exceptions listed below, an exempt Pack Member must receive
the full salary for any workweek in which the Pack Member performs any work,
regardless of the number of days or hours worked.
 No deductions will be made from the pay of exempt Pack Members for absences
occasioned by jury duty, attendance as a witness or temporary military leave, unless the
leave results in no work being performed in a given work week. However, the Company
may offset any amounts received as jury fees, witness fees or military pay for a particular
week against the salary due for that week.

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CIRCUMSTANCES IN WHICH DEDUCTIONS ARE PERMITTED
 Deductions from the pay of an exempt Pack Member are permitted in the following
situations according to the Department of Labor:
(1) Deductions from pay may be made when an exempt employee is absent from work
for one or more full days for personal reasons, other than sickness or disability. Thus,
if an employee is absent for two full days to handle personal affairs, the employee's
salaried status will not be affected if deductions are made from the salary for two full-
day absences. However, if an exempt employee is absent for one and a half days for
personal reasons, the employer can deduct only for the one full-day absence.
(2) Deductions from pay may be made for absences of one or more full days
occasioned by sickness or disability (including work-related accidents) if the
deduction is made in accordance with a bona fide plan, policy or practice of providing
compensation for loss of salary occasioned by such sickness or disability. The
employer is not required to pay any portion of the employee's salary for full-day
absences for which the employee receives compensation under the plan, policy or
practice. Deductions for such full-day absences also may be made before the
employee has qualified under the plan, policy or practice, and after the employee has
exhausted the leave allowance thereunder. Thus, for example, if an employer
maintains a short-term disability insurance plan providing salary replacement for 12
weeks starting on the fourth day of absence, the employer may make deductions from
pay for the three days of absence before the employee qualifies for benefits under the
plan; for the twelve weeks in which the employee receives salary replacement benefits
under the plan; and for absences after the employee has exhausted the 12 weeks of
salary replacement benefits. Similarly, an employer may make deductions from pay for
absences of one or more full days if salary replacement benefits are provided under a
State disability insurance law or under a State workers' compensation law.
(3) While an employer cannot make deductions from pay for absences of an exempt
employee occasioned by jury duty, attendance as a witness or temporary military
leave, the employer can offset any amounts received by an employee as jury fees,
witness fees or military pay for a particular week against the salary due for that
particular week without loss of the exemption.
(4) Deductions from pay of exempt employees may be made for penalties imposed in
good faith for infractions of safety rules of major significance. Safety rules of major
significance include those relating to the prevention of serious danger in the
workplace or to other employees, such as rules prohibiting smoking in explosive
plants, oil refineries and coal mines.
(5) Deductions from pay of exempt employees may be made for unpaid disciplinary
suspensions of one or more full days imposed in good faith for infractions of
workplace conduct rules. Such suspensions must be imposed pursuant to a written
policy applicable to all employees. Thus, for example, an employer may suspend an
exempt employee without pay for three days for violating a generally applicable
written policy prohibiting sexual harassment. Similarly, an employer may suspend an
exempt employee without pay for twelve days for violating a generally applicable
written policy prohibiting workplace violence.
(6) An employer is not required to pay the full salary in the initial or terminal week of
employment. Rather, an employer may pay a proportionate part of an employee's full
salary for the time actually worked in the first and last week of employment. In such
weeks, the payment of an hourly or daily equivalent of the employee's full salary for
the time actually worked will meet the requirement. However, employees are not
paid on a salary basis within the meaning of these regulations if they are
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employed occasionally for a few days, and the employer pays them a proportionate
part of the weekly salary when so employed.
(7) An employer is not required to pay the full salary for weeks in which an exempt
employee takes unpaid leave under the Family and Medical Leave Act. Rather, when
an exempt employee takes unpaid leave under the Family and Medical Leave Act, an
employer may pay a proportionate part of the full salary for time actually worked. For
example, if an employee who normally works 40 hours per week uses four hours of
unpaid leave under the Family and Medical Leave Act, the employer could deduct 10
percent of the employee's normal salary that week.
REPORTING OF IMPROPER DEDUCTIONS

 Any Pack Member who believes that an improper deduction has been made to his or her
salary should promptly advise Employee Relations or the General Manager. The
Company will investigate any reported improper deduction and if it is determined that an
improper deduction has been made, the Company will promptly reimburse the Pack
Member for such deduction.
NO RETALIATION
 The Company will not tolerate improper salary deductions and it is the right of the Pack
Member to bring the complaint or concern to the Company. The Company maintains a
“zero tolerance” policy against any retaliation against any Pack Member who makes a
complaint about improper deductions. A Pack Member should promptly report any
retaliation through the channels detailed above.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.12 -TIMEKEEPING/TIME THEFT
DESCRIPTION: DESCRIBES THE GREAT WOLF PROCEDURE FOR TIMEKEEPING AND INVESTIGATING TIME
THEFT
BACKGROUND:
 In order to preserve the business, Great Wolf Lodge closely manages labor through a
workforce management system and investigates all claims of time theft.
OVERVIEW:
 Great Wolf Lodge uses the P@WS (Pack at Work System) to closely monitor and manage
labor and preserve maximum efficiency.
SCHEDULING:
 Great Wolf Lodge commits to posting schedules 10 days in advance of the start date.
 Schedules always start on Friday and end the following Thursday.
 Pack Members have several options for viewing their schedule:
o On any computer at www.packatwork.com.
o On the mobile P@WS app on their smartphone or tablet.
o On any time clock at the lodge.
o On posted schedules in their department.
 Pack Members are responsible for managing their work schedule including availability,
time off requests for future schedules, and all currently scheduled shifts.
 If a Pack Member cannot work a scheduled shift it is their responsibility to find a
replacement. There are two options:
o Talk to other qualified Pack Members and complete a one-way or two-way shift
trade.
o Post the shift on the bid board on P@WS.
 A Pack Member is expected to work their shift until a successful shift trade has been
approved by the supervisor. A shift trade which has been submitted but not approved is
still the responsibility of the scheduled Pack Member.
 Not coming in for scheduled shifts and not finding a replacement will result in corrective
action according to the Great Wolf attendance policy.
TIME RULES:
 Great Wolf uses the following time rules to manage labor. These rules are enforced by
the P@WS system and are subject to change.
o A Pack Member may clock in up to 5 minutes before their scheduled start time.
o Pack Members who clock in up to 5 minutes after their scheduled start time will
be paid beginning the minute of clock in, but will not receive attendance points
according to the Great Wolf attendance policy.

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o Pack Members who clock in more than 5 minutes after their scheduled start time
will be paid beginning the minute of clock in and will receive attendance points
according to the Great Wolf attendance policy.
o Pack Members who work 6 or more hours in one shift must have a 30 minute
unpaid, uninterrupted meal break.
TIMEKEEPING:
 Pack Members have the ability to clock in and out at the lodge using their Employee ID
and Password or their badge.
 Any missed clock transactions (forgetting to clock in or out at work start/end or break)
must be reported to the Manager or Director as soon as possible so that they can be
remedied.
 Passwords must be set by the Pack Member at first login and must be kept confidential.
 Pack Members can verify their clock transactions and work times online at
www.packatwork.com.
 The Pack Member is responsible for reporting errors in timekeeping promptly to the
Manger or Director.
 Failure to report an over-payment of wages may be grounds for disciplinary action up to
and including termination.
TIME THEFT:
 Great Wolf Lodge takes all reports of time theft seriously and all suspicions are
investigated.
 Time theft may include but is not limited to:
o Taking a break without clocking out.
o Not working while clocked in.
o Clocking in another Pack Member.
o Being clocked in by another Pack Member.
o Failure to report an over-payment of wages.
o Clocking in at a location other than the one closest to the work location.
o Working when not scheduled.
 A Pack Member under investigation for time theft will be suspended until a resolution is
reached.
o If the Pack Member is found innocent of time theft they will return to work and
be paid for any scheduled time they missed during the investigation.
o If the Pack Member is found guilty of time theft their employment will be
terminated. Great Wolf may seek restitution for time theft.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.13-ADP IPAY STATEMENTS
DESCRIPTION: INSTRUCTIONS FOR REGISTERING FOR ADP IPAY STATEMENTS
ADP IPAYSTATMENTS:
 ADP, our payroll provider, offers Pack Members access to their earnings statements and
W-2 forms 24 hours per day, 7 days a week through iPay or through the iPay mobile app.
 In addition, Pack Members can make changes to their W-4. Simply type in changes, print
the W-4 form, sign it and forward the completed form to the Employee Relations
Department for processing.
HOW TO REGISTER ON ADP IPAYSTATEMENTS:

1. Go to https://ipay.adp.com/.
2. Click on “Register Now”.
3. Click on “Register Now” again
4. Enter the Self Service Registration Pass Code which is: GREATWOLF-GW (All
CAPS) and click on “Next”
5. Enter Pack Member’s Identity Information
o First Name
o Last Name
o Last Four digits of Social Security Number
(If the information above is not an exact match of the Pack Member’s employer’s
records, Pack Member will be prompted to enter additional information from their most
recent pay statement.)
6. Click on “Next”
7. Enter Email Address (Phone Number is optional)
8. Enter Place of Birth
AFTER REGISTRATION:
 Next Pack Member will complete the registration process by selecting a few security
questions and select a password. Pack Member’s password must contain between 8 to 20
characters and at least one alpha and one numeric character.
 Pack Member will be assigned a system generated User ID – please write this down. The
security questions will be used to verify Pack Member’s identity if they ever forget their
user ID or password.
 Upon completing the registration process, Pack Members may access their pay statements
at https://ipay.adp.com/. Do not log in from the registration screen or email
received.

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 Great Wolf Lodge hopes Pack Members will enjoy this new feature. The company
appreciates the opportunity to provide Pack Members with this exciting new way of
viewing their pay information.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.14 – BREAK POLICY
DESCRIPTION: DESCRIBES THE COMPANY AND LEGAL REQUIREMENTS FOR PACK MEMBER BREAKS
BACKGROUND:
 State laws regulate the frequency and time requirements for Pack Member breaks while
working. Great Wolf has also set additional guidelines to expand upon these laws.
OVERVIEW:
 The purpose of this section is to describe our policy regarding break time. Please note, a
Pack Member’s Lodge may have specific rules or guidelines that are followed pertinent to
State Law.
MEAL BREAKS:
 Pack Members at Great Wolf Resorts shall be provided appropriate paid and unpaid rest
periods or meal breaks during shifts in compliance with applicable law.
 As a general rule, Pack Members will be scheduled for a 30 minute uninterrupted and
unpaid meal break for every shift in excess of six hours.
 Two (2) thirty minute unpaid meal breaks will be provided for shifts in excess of 12
hours.
 Meal periods may not be used to report to work late or leave work early.
REST BREAKS:
 Rest breaks will be provided when schedules permit and in situations where a Pack
Member works less than six hours.
 These rest breaks, typically 5 to 20 minutes, will be paid.
 Approval from supervisor/manager is required.
 Pack Members shall be directed to spend their time in a designated area if remaining on
property unless otherwise authorized by their supervisor/manager.
 Breaks may not be used to report to work later, to extend a meal period, to leave work
early, to be added together for a longer break or made into individual smaller breaks.

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BREAK LAWS BY STATE:
Jurisdiction: Whether there are any rest and/or meal break laws or similar:
Kansas City, NO. See Kansas Department of Labor website indicating no state law on the
Kansas topic.
http://www.dol.ks.gov/Laws/FAQlaws.aspx
Traverse City, Not for employees ages 18 or older. For employees under 18 years of age, they
Michigan may not work more than 5 continuous hours without a 30 minute uninterrupted
rest period. The law does not state it is to be paid.
http://www.michigan.gov/lara/0,4601,7-154-61256_11407_32352-117201--
,00.html
http://www.legislature.mi.gov/(S(y5tbyl451khcly45oiwqcx45))/mileg.aspx?page
=getObject&objectName=mcl-409-112&highlight=youth (Youth Employment
Standards Act, Section 409.112)
Charlotte / Not for employees ages 16 or older. For employees under 16 years of age, they
Concord, North may not work more than 5 hours without receiving at least a 30 minute break.
Carolina The time is unpaid as long as it is a full 30 minute break allowed and the
employee is completely relieved of duties.
http://www.nclabor.com/wh/fact%20sheets/breaks.htm
http://www.ncga.state.nc.us/EnactedLegislation/Statutes/PDF/ByArticle/Chap
ter_95/Article_2A.pdf (Wage and Hour Act, §95-25.5(e))
Sandusky, Not for employees ages 18 or older. For employees under 18 years of age, they
Cincinnati, may not work more than 5 continuous hours without a 30 minute uninterrupted
Mason, Ohio rest period that is unpaid.
http://codes.ohio.gov/orc/4109 (Title 41, Chapter 4109.07(C))
Pocono, Not for employees ages 18 or older. For employees under 18 years of age, they
Pennsylvania may not work more than five consecutive hours without a 30 minute unpaid
break period.
http://www.portal.state.pa.us/portal/server.pt?open=514&objID=563209&mo
de=2#10
http://www.portal.state.pa.us/portal/server.pt?open=514&objID=552938&mo
de=2 (Child Labor Law, Act of 1915, P.L. 286, No. 177, Section 4)
Grapevine, NO. See Texas Workforce Commission website indicating no state law on the
Texas topic. Federal law would apply.
http://www.twc.state.tx.us/news/efte/flsa_does_and_doesnt_do.html

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Williamsburg, Not for employees ages 16 or older. For employees under 16 years of age, they
Virginia may not work more than 5 continuous hours without a 30 minute uninterrupted
rest period that is unpaid.
http://leg1.state.va.us/cgi-bin/legp504.exe?000+cod+40.1-80.1 (Labor and

Employment - §40.1-80.1)
Grand Mound, Yes. Workers must be allowed a paid rest period of at least 10 minutes for each
Washington 4 hours worked, with the rest period occurring no later than the end of the third
hour of the shift. Where the nature of the work allows intermittent rest periods
equivalent to 10 minutes for each 4 hours worked, scheduled rest periods are not
required.
Also, if more than 5 hours are worked in a shift, the worker must be allowed a 30
minute meal period, that must occur at least 2 hours into the shift, and no more
than 5 hours after the beginning of the shift. The meal period is unpaid if the
worker is free from duties the entire meal period and is allowed to leave their
work site. If the employee is called back to work during the 30 minute meal
period, it must be paid time.
http://www.lni.wa.gov/WorkplaceRights/Wages/HoursBreaks/Breaks/
http://apps.leg.wa.gov/wac/default.aspx?Cite=296-126-092 (Washington
Administrative Code § 296-126-092)
Wisconsin Dells, Not for employees ages 18 or older. For employees under 18 years of age, they
Wisconsin may not work more than 6 hours without a 30 minute unpaid (if duty free) meal
period. Meal periods should be provided reasonably close to normal meal period
or near the middle of the shift.
http://dwd.wisconsin.gov/er/labor_standards_bureau/breaks_and_meals.htm
http://docs.legis.wisconsin.gov/code/admin_code/dwd/274.pdf (Wisconsin
Administrative Code DWD 274.02(2), see note)
Niagara Falls, Yes. An employee is entitled to an unpaid (if duty free) eating period of at least
Ontario 30 minutes at intervals that will result in the employee working no more than 5
consecutive hours without an eating period. By mutual agreement, this can be
split into two 15 minute periods within the 5 hour consecutive period.
http://www.canlii.org/en/on/laws/stat/so-2000-c-41/latest/so-2000-c-41.html
(Part VII, number 20)
* We understand that the Grand Mound, Washington, location is situated on an Indian

reservation, which may present unique and complex issues regarding whether and how
Washington and/or tribal law could be applied in a particular situation. The safest approach,
however, regarding application of Washington’s law would be to assume that it would apply to all
Pack Members, both Indian and non-Indian alike, at the facility.

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FAMILY TRADITION
5.15-TIP REPORTING-PACK
DEPARTMENT: FINANCE TRADITION:
MEMBERS
DESCRIPTION: TIP REPORTING – PACK MEMBER RESPONSIBILITIES
Great Wolf Resorts is committed to proper tip reporting. This document describes Pack
Member responsibilities related to Tip Reporting.
EMPLOYEE RESPONSIBILITY:
 The Internal Revenue Service (IRS) requires Pack Members to report tips. The IRS may
impose penalties on a Pack Member for failure to report tips to their employer.
 Great Wolf requires that all tips are to be reported. This includes both charge and cash
tips. Tips are reported in one of two ways:
o Micros-Automated during the end of shift procedures.
o Manual- Fill out a Tip Reporting form obtained from your Employee Relations
Department.
 Employees in the following Departments/positions can report tips as follows:
o Food and Beverage (Servers and Bartenders)
 Micros – during end of shift procedures – see Tradition on F&B Server
Operations
o Spa
 Spa employees are required to turn in all cash tips.
 Open Course/Concepts – tracks gratuities and tips paid
o All other departments/positions should report tips Manually
 Tip Reporting forms can be obtained from your Employee Relations
department.
 Tips should be reported on a daily basis. Tip income is subject to income tax and FICA
tax withholding.
All Pack Members are responsible for the following:
 Reporting 100% of their tips (both charge and cash)
 Understanding how to report their tips and doing so on a daily basis
 Verifying that tips reported on their bi-weekly pay stub agree to their tip reporting
records
 Realizing that they are at-risk with the IRS if they under report tip income
 Realizing that not following this Tradition may lead to disciplinary action
 Attending Tip Reporting training upon hire and quarterly thereafter
 Asking questions of Employee Relations if they have questions about Great Wolf’s tip
policy

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.11-ENTERING GUEST ROOMS
DESCRIPTION: THIS TRADITION OUTLINES THE POLICY FOR EMPLOYEES WHO MUST ENTER GUEST ROOMS
FOR A BUSINESS CAUSE
ENTERING GUEST ROOMS:

 Before entering a Guest room, authorized Pack Members must knock twice and
announce themselves by department loudly and clearly. The knock should be done softly
with the knuckles, not with a room key. After waiting about 15 seconds if there is no
response they should repeat the procedure.
 If there is no response after two attempts the authorized Pack Member may insert their
room key. As they open the door slowly they must announce themselves a third time and
ask “may I come in?” If a Guest is in the room who did not hear the knocks the
authorized Pack Member should apologize for disturbing them and ask if now is a good
time to service their room or if they should return later.
 If no answer is received and the room is empty the authorized Pack Member may begin
servicing the room.

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FAMILY TRADITION
DEPARTMENT: ALL DEPARTMENTS TRADITION: 6.12-LOST AND FOUND
DESCRIPTION: PROCEDURES TO FOLLOW REGARDING THE LOST AND FOUND.
LOST AND FOUND PROCEDURES:

1. Any lost & found items will be taken to an area designated by the lodge.
o All items require a lost and found form
2. Valuables (example: jewelry, camera, cell phone) brought to the front desk after hours will
be locked in a secured area determined by property (safe/drawer/cabinet).
3. Each morning a designated Pack Member will retrieve items and take to housekeeping
office.
4. Housekeeping will keep all valuables in a locked safe in the office for ninety (90) days.
Non-valuables are stored for thirty (30) days.
PROCEDURES FOR HANDLING LOST & FOUND INQUIRIES:

1. If Guest contacts the lodge via phone, forward calls to Housekeeping or the appropriate
department.
2. If Guest is still on site call the appropriate office, if unsuccessful contact the Manager On
Duty.
3. The M.O.D. will look for item. If not found, Guest should fill out lost and found form.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.13-PROPERTY REMOVAL POLICY
DESCRIPTION: DETAILS THE PROCESS FOR REMOVAL OF PERSONAL AND NON-PERSONAL ITEMS BY PACK
MEMBERS
BACKGROUND:
 In order to prevent theft Great Wolf Resorts employs a Property Removal Policy.
OVERVIEW:
 Pack Members must have written permission to remove any non-personal items from the
lodge.
PROPERTY REMOVAL POLICY:

 All personal items must be taken into and out of the lodge in a clear bag. There are no
exceptions to this rule.
 All bags are subject to search.
 Any non-personal item must be accompanied by written permission to be taken out of
the lodge. This permission must include:
o Pack Member name
o Item being removed
o Reason for removal
o Pack Member signature
o Immediate supervisor signature
o Manager signature
 A Pack Member attempting to remove a non-personal item without the appropriate
permissions will be subject to corrective action.

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Great Wolf Lodge Property Removal Form
Pack Member Name Date
Item:
Reason for Removal
Pack Member Signature Supervisor Signature
Manager Signature

PAGE 92 OF 250
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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.14-BLOODBORNE PATHOGENS
DESCRIPTION: TRAINING AND HANDLING PROTOCOL FOR BLOODBORNE PATHOGENS IN COMPLIANCE
WITH THE OSHA BLOODBORNE PATHOGENS STANDARD
BLOODBORNE PATHOGENS:
 Great Wolf Resorts is committed to providing a safe and healthful work environment for
our entire Pack. In pursuit of this goal, Great Wolf has developed an Exposure Control
Plan to eliminate or minimize occupational exposure to bloodborne pathogens in
accordance with OSHA Standard 29 CFR 1910.1030.
 The Exposure Control Plan (ECP) is a key document to assist our resort in implementing
and ensuring compliance with the standard, thereby protecting our Pack Members. The
ECP includes:
o Information about bloodborne pathogens and how bloodborne diseases are
spread
o Determination of Pack Member exposure
o Implementation of various methods of exposure control, including:
 Universal precautions
 Engineering and work practice controls
 Hand Washing
 Personal protective equipment (PPE)
 Sharps containers and the Sharps Injury Log
 Work area restrictions
 Contaminated equipment and objects
 Housekeeping
 Laundry Procedures
 Regulated waste disposal
 Labels
o Hepatitis B vaccination
o Post-exposure evaluation and follow-up
o Communication of hazards to Pack Members and training
o Recordkeeping
o Procedures for evaluating circumstances surrounding exposure incidents
o The Exposure Control Plan (ECP) can be accessed through your supervisor or
the safety coordinator.

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FAMILY TRADITION
DEPARTMENT: SAFETY TRADITION: 6.15-INJURIES AND REPORTING
DESCRIPTION: OUTLINES GREAT WOLF POLICY TO BE FOLLOWED WHEN A PACK MEMBER IS INJURED
BACKGROUND:
 Great Wolf Resorts makes every effort to prevent injuries.
OVERVIEW:
 Safety is everyone’s responsibility. If a Pack Member sees something, they must say
something. It is a Pack Member’s obligation to say something if he/she sees an unsafe
condition or behaviors.
IF THE PACK MEMBER IS INJURED WHILE ON THE JOB:
 He/she must tell their Supervisor, Aquatics and MOD immediately.
 He/she must report the injury on the same shift no matter how minor. All injuries are
documented by Aquatics or the MOD. Even a band aid is reported so Great Wolf Lodge
can use the information to prevent further injuries. Disciplinary action is taken for late
reporting.
 When a report is taken, Pack Members should point out what they think caused the
injury, so it can be corrected. Great Wolf Lodge doesn’t want anyone else to get hurt.
 For any injury of any type Pack Members are subject to drug/alcohol testing.
 Minor injuries: Aquatics provides first aid for minor injuries. The MOD as well as the
Department Supervisor will be notified.
 For some incidents the Company will ask Pack Members to talk to a nurse over the
phone. They can help assess if the Pack Member will need offsite care. Often Pack
Members can receive guidance from a nurse without having to go to the doctor. Aquatics,
Pack Member’s Department Director, or the Lodge MOD will facilitate this call.
 If offsite care is needed, Employee Relations/Aquatics will arrange for the Pack
Member’s medical care and the billing associated with it. Keep in mind that injuries not
related to work or found to not be related to work will not be paid by the insurance
company and Pack Members would be financially responsible for those costs. Insurance
fraud is a serious violation that can result in termination and criminal prosecution.
 Return to Work Program: Our goal is to bring Pack Members back to work. After an
injury, Great Wolf has a modified duty program which identifies positions based on
ability. Safety and Employee Relations will assist Pack Members by placing the Pack
Member in a light-duty position until they can return to their regular job.
If a Pack Member has any questions throughout the process, their Employee Relations team will
guide them.

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FAMILY TRADITION
6.16-MECHANIZED EQUIPMENT USE BY
DEPARTMENT: SAFETY TRADITION:
MINORS
DESCRIPTION: DETAILS THE AREAS OR JOB FUNCTIONS WHERE PARTICIPATION BY MINORS IS NOT
ALLOWED ACCORDING TO THE DEPARTMENT OF LABOR
HAZARDOUS OCCUPATIONS ORDERS:

 The FLSA (Fair Labor Standards Act) has established an 18-year minimum age for those
nonagricultural occupations that the Secretary of Labor has found and declared to be
particularly hazardous for 16- and 17-year-old minors, or detrimental to their health or
well-being. There are currently 17 Hazardous Occupations Orders (HOs) that include a
partial or total ban on the occupations or industries they cover. Only those HOs
pertaining to areas or job functions encountered at Great Wolf Resorts are included in
this Tradition. For further information on Hazardous Occupations Orders and the FLSA
please refer to the following website: http://www.dol.gov/elaws/esa/flsa/docs/haznonag.asp
 Hazardous Occupations Orders applicable to employment at Great Wolf Resorts (for 16-
and 17-year-old minors)
o HO 2. Driving a motor vehicle and being an outside helper on a motor vehicle. (17-
year olds are permitted to drive motor vehicles under certain and numerous
restrictions; see the following link for detailed information:
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_570/29CFR570.52.htm)
o HO 7. Power-driven hoisting apparatus.
o HO 10. Meat packing or processing (including the use of power-driven meat slicing
machines).
o HO 11. Power-driven bakery machines.
o HO 12. Power-driven paper product machines, including scrap paper balers and
paper box compactors.
o HO 14. Power-driven circular saws, band saws, and guillotine shears.
o HO 16. Roofing operations and all work on or about a roof.
o HO 17. Excavation operations.
TRASH COMPACTORS AND KEY MANAGEMENT:

 The following compactor provisions are based upon Department of Labor interpretations
as understood by Great Wolf Resorts and not on the Company’s interpretation of
applicable law or regulation.
o All minors age 17 and under are not permitted to load materials into compactors
o Minors are not permitted to operate compactors or balers
o Compactors will be equipped with a locking mechanism and keys will be maintained
by a secure method to prohibit access by unauthorized persons, including all minors.
o Compactors, balers, and other mechanized equipment will display a warning sticker
indicating that minors are prohibited to operate or clean the equipment

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 For additional information on the restrictions pertaining to compactors and balers, see
the following Fact Sheet provided by the Department of Labor:
o Fact Sheet #57 http://www.dol.gov/esa/whd/regs/compliance/whdfs57.pdf
 At Great Wolf Resorts, certain restrictions and requirements regarding the use and
safeguarding of compactors are in place. They are as follows:
o Appropriate signage will be posted at any and all compactors informing individuals
that the loading and operation of compactors by minors is strictly prohibited
o The Maintenance Department will ensure that compactors are in safe working
condition and do not operate unless the appropriate key is in place. In addition,
compactors should not operate when the doors are open and should be required to
be in the “off position” in order to remove the key
o Options for the management of compactor keys:
 Compactor keys will be distributed to department directors or other qualified
individuals and those individuals will be required to sign an acknowledgment
form verifying they will keep their key in a safe place and make sure their key
is not accessible to minors. These designated key-holders will be responsible
for managing the operation of the compactor and compacting as necessary.
 If compactor keys will not be issued to specific individuals, access to keys will
be restricted and only granted through use of a “Key Log”, which requires
keys to be signed out and tracked during each use of the compactor. Any and
all keys must be kept in a safe place, issued only when needed, and issued to
Pack Member 18 years of age or older. The Pack Member 18 years of age or
older will be required to sign an acknowledgement form verifying that they
will make sure the key is not accessible to minors. This individual then
manages the operation of the compactor and compacting as necessary.

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FAMILY TRADITION
6.17 – PROPERTY AND EQUIPMENT
SAFETY AND CONTROL
DESCRIPTION: OUTLINES GWR EXPECTATIONS FOR SAFE OPERATION OF COMPANY PROPERTY, VEHICLES,
AND EQUIPMENT
BACKGROUND:
 In order to increase Pack Member effectiveness and efficiency, Great Wolf Lodge may
issue company cell phones, vehicles and radios for Pack Member use.
OVERVIEW:
 In order to protect Great Wolf assets and Pack Members, the issuance and use of
company property, vehicles and equipment is governed by the following policy.
VEHICLES:
 Only authorized Pack Members may be allowed to operate property vehicles and
equipment.
 Pack Member’s driving record will be checked before such authorization is granted.
 Pack Members must have permission from a Director and have adequate knowledge of
operation of any vehicle or equipment on property before handling it.
 The vehicle/equipment must be treated as Pack Member’s own, with care and caution.
 Damage to vehicles or equipment may result in monetary reimbursement and/or
disciplinary action, up to and including termination.
 Pack Members whose job responsibilities include regular or occasional driving and who
are issued a Company cellular telephone for business-related work use are expected to put
safety first, before all other concerns, and refrain from using cellular telephones while
driving.
 Pack Members whose job responsibilities do not specifically include driving as an
essential function, but who are issued a Company provided cellular telephone for
business use, are also strongly discouraged from conducting Company business while
driving and are also expected to take personal responsibility for their safety and adopt
personal and public safety precautions, including those set forth in this policy. Pack
Members must comply with all state and local laws regarding use of cellular telephones
while driving.
 To promote ergonomic considerations and additional safety, the Company will provide or
reimburse Pack Members who are assigned a Company provided cellular telephone for
the purchase of appropriate “hands-free” cellular telephone accessories.
 Special care should be taken in situations where there is traffic, inclement weather or the
Pack Member is driving in an unfamiliar area.
personal or Company-issued cellular telephone while driving will be solely responsible for
all liabilities, fines, etc., that result.
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 As with any policy, the Company’s management staff is expected to serve as appropriate
role models for proper compliance with the provisions above and are encouraged to
regularly remind Pack Members of their responsibilities in complying with this policy.
 Pack Members should avoid initiating calls while operating a vehicle.
 Incoming calls may be responded to briefly, with the understanding that if a lengthy call is
required, the Pack Member must find a safe place to pull off of the highway and return
the call.
 Where there is an authorized passenger in the vehicle, the passenger should handle all
calls while the vehicle is in motion.
 Routine phone activities, such as initiating calls to customers to discuss normal business
issues, providing direction to subordinates, reviewing plans, etc. with managers, and
clearing voice messages are to be avoided while operating a vehicle.
 If traveling on Company business or electing to initiate a business call with a personal
cellular phone, the concepts concerning use stated in this policy also shall apply while
operating a non-Company vehicle.
RADIOS:
 Some locations may use radios for communication purposes.
 Radios are meant to quickly and efficiently locate a Pack Member and relay a brief
message.
 Messages must be kept short and to the point.
 In the event of a long, extended message, other avenues such as using phone extensions,
switching to a different channel and/or taking a message should be implemented.
 Remember there is always a Guest near a radio and the conversation. Be careful and
selective as to what goes over the airwaves!
 Do not operate a radio unless properly trained and authorized by a Director.

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FAMILY TRADITION
7.11-RESORT USE, ABUSE, COMPANY
EVENTS POLICY
DESCRIPTION: OUTLINES THE PROCESS FOR PACK MEMBER RESORT USE AND EXPECTATIONS OF PACK
MEMBERS AT COMPANY-SPONSORED EVENTS
BACKGROUND:
 Great Wolf Pack Members are expected to maintain professional conduct standards at all
times, including when at the resort for personal use and while attending company-
sponsored events both on and off property.
OVERVIEW:
 This code of conduct outlines the Great Wolf expectations for Pack Members utilizing
resort amenities for personal use or attending company sponsored events both on and off
property.
PACK MEMBER ROOM RESERVATIONS:

 After 90 days of employment, Great Wolf Pack Members are eligible to reserve rooms at
any lodge at a discounted rate.
 All employee rates are subject to change and applicable tax and resort fees may apply.
 Pack Members staying at the lodge may reserve a standard suite for $79 a night when
available.
 Pack Member friends and family members may reserve a standard suite for $99 a night
when available.
 This discount may not be available during peak times such as spring break and the
summer season.
 Resort vouchers may be obtained by the Pack Member from the Employee Relations
department.
 Pack Members and friends and family members are responsible for all additional fees and
charges, food and entertainment charges such as MagiQuest, Cub Club activities, etc.
 The voucher must be presented at check in, otherwise the rate will revert to the current
day’s rate.
 For more information refer to the Pack Member Lodge Discounts Family Tradition.
WOLF PACK FAMILY DAYS:

 All full-time and part-time Pack Members are eligible for the Wolf Pack Family Days
benefit.
 This package can be used once every 6 months by each Pack Member.

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 Includes complimentary access to the waterpark along with lunch or dinner from Hungry
as a Wolf.
 Employee Relations will hand out more information about this benefit in January and
July of each year.
 This benefit must be redeemed with Employee Relations.
 Due to the need to check availability and forecasted occupancy this benefit must be
requested in advance.
WATER PARK ACCESS PASSES:

 All full-time and part-time Pack Members are eligible for up to 4 water park access
wristbands
 Wristbands can be obtained for the desired date in Employee Relations and issuance is
subject to approval based on expected Guest business.
 Pack Members and their guests are required to follow all of the same water park policies
as paying Guests.
 This benefit may only be used when the Pack Member is present. Wristbands may not be
used by friends or family to enter the water park without the Pack Member.
COMPANY SPONSORED EVENTS:

 Pack Members may be invited to attend company sponsored events either at the lodge or
at another venue.
 If alcohol is not provided Pack Members are not permitted to bring alcohol to the event
or arrive under the influence.
 If alcohol is provided only Pack Members above the legal drinking age are permitted to
drink and proper identification must be provided.
 When attending off-property events Pack Members are representing Great Wolf Lodge
and must follow all code of conduct guidelines.
PACK MEMBER CONDUCT:

 Pack Members are expected to embody the Great Wolf culture at all times while on Great
Wolf property, whether on or off the clock.
 Failure to properly represent Great Wolf Lodge while utilizing resort amenities as a Guest
or attending a company sponsored event regardless of location will result in corrective
action up to and including termination.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.12-BENEFITS
DESCRIPTION: THIS TRADITION OUTLINES THE BENEFITS AVAILABLE TO FULL-TIME AND PART-TIME PACK
MEMBERS
OVERVIEW:
 The Company reserves the right to modify, change, and/or terminate from time to time
the benefits made available to Pack Members. Benefits will be offered in compliance
with applicable law.
 Pack Members should consult the Plan Documents for more complete information about
eligibility and the details of the Company’s insurance and other benefit plans. Copies of
the Plan Documents are available from Employee Relations, if onsite at your location, or
from the Benefits Manager in the Madison corporate office (collectively “Employee
Relations”). The terms of the actual Plan Documents will govern the benefits you
receive. Benefits are also available for review at www.mywolfwellness.com.
 Full-time Pack Members are those who consistently work 30 or more hours per week.
Part-time Pack Members are those who consistently work less than 30 hours per week.
FULL-TIME PACK MEMBER BENEFITS:
401K Plan
 After 90 days of employment, Pack Members who are at least 18 years of age are eligible
to participate in the 401K plan as of the next Plan entry date.
 Each Pack Member may contribute up to 20% of his or her salary or wages on a pre-tax
basis with the Company matching up to 50% of the Pack Member’s contribution, up to a
maximum of 4% of his or her salary or wages.
 The plan is subject to limits imposed by applicable law. See Employee Relations for
details.
Dental Insurance (available 1st day of the month following 60 days of employment)
 If Pack Members would like to participate in the dental insurance program, they should
contact Employee Relations for a booklet which will contain complete information about
the insurance coverage.
 The Pack Member pays the entire premium (on a pre-tax basis). Pack Members must sign
up for or waive the insurance coverage within the first 30 days of eligibility.
 If a Pack Member waives the coverage, he/she will not be eligible to enroll in the
program until Open Enrollment time, unless a qualifying event occurs. See Employee
Relations for details.

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Vision Insurance (available 1st day of the month following 60 days of employment)
 If a Pack Member would like to participate in the vision insurance program, they should
 The Pack Member pays the entire premium (on a pre-tax basis). Pack Members must sign
up for or waive the insurance coverage within the first 30 days of eligibility.
Health Insurance (available 1st day of the month following 60 days of employment)
 If Pack Members would like to participate in the health insurance program, they should
the insurance coverage. Pack Members should refer to the current summary plan
descriptions for additional information concerning benefits.
 Currently, the Company pays a portion of the premium and the Pack Member pays the
remainder (on a pre-tax basis).
 Pack Members must sign up for, or waive, the insurance coverage within the first 30 days
of eligibility. If a Pack Member waives the coverage, he/she will not be eligible to enroll
in the program until Open Enrollment time, unless a qualifying event occurs. See
Employee Relations for details.
Life Insurance/AD&D Coverage

 Life insurance is available to regular full-time Pack Members after 60 days of
employment.
 In addition, accidental death and dismemberment coverage is available.
 Contact Employee Relations for coverage and premium information.
 Pack Members should refer to the current summary plan descriptions for additional
information concerning benefits.
PART-TIME PACK MEMBER BENEFITS:

401K Plan
to participate in the 401K plan.
details.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.13-SCHOLARSHIP PROGRAM
DESCRIPTION: OUTLINES THE GREAT WOLF LODGE SCHOLARSHIP PROGRAM AVAILABLE TO ALL ACTIVE
PACK MEMBERS WHO ARE ENROLLED IN A QUALIFYING EDUCATIONAL INSTITUTION
BACKGROUND:
 One of the results of the Great Wolf Resorts participation in the Undercover Boss show
was the creation of a scholarship program for all Pack Members.
OVERVIEW:
 The GWR Scholarships, Inc. (the “Company”) Scholarship Program (the “Program”)
awards one or more scholarships annually of $1,000 or more.
SCHOLARSHIP PROGRAM DETAILS:

Eligible Applicants
 To qualify for the Program, the applicant must be a current employee (either full-time or
part-time) of Great Wolf Resorts, Inc. (“Great Wolf”) who is enrolled in an accredited
Community College, Junior College, four-year University or other Vocational Trade
School.
 Prior recipients of a Program award are ineligible for a subsequent award under the
Program.
Scholarship Committee
 The Scholarship Committee will consist of three or more individuals representing varied
educational and professional experience.
 No member of the Scholarship Committee will be an employee of the Company or Great
Wolf.
Award Criteria
 Applicants must submit a completed application along with their personal essay and letter
of recommendation.
 The Scholarship Committee will evaluate applicants as follows:
o The application will be awarded a point total up to 25 points, with 25 points
representing the best possible score.
o The letter of recommendation will be awarded a point total of up to 25 points,
with 25 representing the best possible score.
o The essay will be awarded a point total of up to 50 points, with 50 representing
the best possible score.
 Evaluation of all applicants will be based on the application, essay and letter of
recommendation.

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 Following the evaluation of all applicants, those applicants with the highest overall scores
out of 100 will be awarded scholarships under the Program.
Use of Scholarship Funds

 Scholarship monies will be paid directly to the recipient’s institution of higher learning as
a one-time grant.
 Once the scholarship monies are awarded, continued employment with Great Wolf will
not have any effect on a recipient’s ability to use the monies.
 The Company must receive confirmation of enrollment at an institution before the
monies will be sent.
 The institution will be requested to administer the funds on behalf of the recipient.
 The funds may be used for registration, tuition, books, fees, and room and board.
Transfers or Remaining Funds

 In the event a recipient ceases to be enrolled at an institution at which Program
scholarship monies remain:
o If the recipient transfers to another institution eligible under the Program, the
Company will coordinate transferring the remaining monies to that new
institution upon receiving confirmation of the recipient’s enrollment (continued
employment with Great Wolf shall not be a condition to such transfer of monies)
o If the recipient has not enrolled at any eligible institution for a time period of six
months, all remaining monies shall revert to the Company
Deadline for Applying

 Completed applications must be received by the Company by April 30 of each year,
provided that an applicant will be enrolled in an eligible institution as of September of
such year.
 Applications may be picked up in Employee Relations or printed from Wolfnet2010.
Announcement of Scholarship Winner

 The Company will announce all scholarship recipients by August 1.
 Recipients will be contacted by a representative of the Company.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.14 - MILITARY LEAVE USERRA
DESCRIPTION: MILITARY LEAVE USERRA
MILITARY LEAVE:
 A leave of absence without pay for military or reserve duty is granted to full-time regular
and part-time regular Pack Members in their voluntary or involuntary performance of all
forms of military duty (including active duty, active duty for training, initial active duty for
training, inactive duty training, full time National Guard, and examinations to determine
fitness to perform any such duty). Full-time Pack Members on military leave may
substitute their earned paid leave time for unpaid leave. If a Pack Member is called to
active military duty or the reserve or National Guard training, or if a Pack Member
volunteers for the same, the Pack Member should submit copies of military orders to his
or her supervisor as soon as possible.
MILITARY LEAVE OF ABSENCE

 Any Pack Member who volunteers or is involuntarily called to any type of military duty
shall be eligible for a Military Leave of Absence from his or her employment with the
Company.
PACK MEMBER’S RIGHTS UNDER USERRA- THE UNIFORMED SERVICES EMPLOYMENT

AND REEMPLOYMENT RIGHTS ACT:
REEMPLOYMENT RIGHTS
 Pack Members have the right to be reemployed in their civilian job if he/she leaves that
job to perform service in the uniformed service and:
o Pack Member ensures that their employer receives advance written or verbal
notice of their service;
o Pack Members have five years or less of cumulative service in the uniformed
services while with that particular employer;
o Pack Members return to work or apply for reemployment in a timely manner after
conclusion of service; and
o Pack Members have not been separated from service with a disqualifying
discharge or under other than honorable conditions.
o If a Pack Members is eligible to be reemployed, he/she must be restored to the
job and benefits they would have attained if the Pack Member had not been
absent due to military service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

 If Pack Members:

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o are a past or present member of the uniformed service;
o have applied for membership in the uniformed service; or
o are obligated to serve in the uniformed service; then Great Wolf may not deny
Pack Members:
 initial employment;
 reemployment;
 retention in employment;
 promotion; or
 any benefit of employment because of this status.
 In addition, Great Wolf may not retaliate against anyone assisting in the enforcement of
USERRA rights, including testifying or making a statement in connection with a
proceeding under USERRA, even if that person has no service connection.
HEALTH INSURANCE PROTECTION

 If a Pack Member leaves his/her job to perform military service, the Pack Member has
the right to elect to continue his/her existing employer-based health plan coverage for the
Pack Member and his/her dependents for up to 24 months while in the military. Pack
Members may be required to pay all or part of the premium for the continuation
coverage.
 Even if Pack Members don't elect to continue coverage during their military service, they
have the right to be reinstated in their employer's health plan when the Pack Member is
reemployed, generally without any waiting periods or exclusions (e.g., pre-existing
condition exclusions) except for service-connected illnesses or injuries.
RETURNING FROM SERVICE

 Upon return from military service, a Pack Member must provide notice of or submit an
application for reemployment in accordance with the following schedule:
o A Pack Member who served for less than 31 days or who reported for a fitness
examination, must provide notice of reemployment at the beginning of the first
full regular scheduled work period that starts at least eight hours after the
employee has returned from the location of service.
o A Pack Member who served for more than 30 days, but less than 181 days, must
submit an application for reemployment no later than 14 days after completing
his/her period of service, or, if this deadline is impossible or unreasonable
through no fault of the employee, then on the next calendar day when submission
becomes possible.
o A Pack Member who served for more than 180 days must submit an application
for reemployment no later than 90 days after the completion of the uniformed
service.
o A Pack Member who has been hospitalized or is recovering from an injury or
illness incurred or aggravated while serving must report to the Employee
Relations Department (if the service was less than 31 days), or submit an
application for reemployment (if the service was greater than 30 days), at the end
of the necessary recovery period (but which may not exceed two years).
REQUIRED DOCUMENTATION
 A Pack Member whose military service was for more than 30 days must provide
documentation within two weeks of his/her return (unless such documentation
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does not yet exist or is not readily available) showing the following: (i) the application for
reemployment is timely (i.e. submitted within the required time period); (ii) the period of
service has not exceeded five years; and (iii) the employee received an honorable or
general discharge.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.15-PTO
DESCRIPTION: HOLIDAY, VACATION AND PERSONAL DAY POLICIES. INCLUDES PTO CALCULATION FOR
TIPPED/COMMISSIONED PACK MEMBERS.
BACKGROUND:
 Great Wolf Resort recognizes the importance and value of time off for personal reasons,
including family. In an effort to equitably execute a Vacation and Personal Day policy,
the following guidelines have been developed.
OVERVIEW:
 This Tradition covers the following Paid Time Off (PTO) circumstances:
o Holidays
o Vacation and Personal Days
 The rules for calculation and payment of PTO are included in this Tradition.
HOLIDAYS:
 All regular full-time Pack Members (30 hours or more consistently per week) earn 5 paid
holidays per year after their initial 90 days of continuous service are successfully met.
 The holidays are:

o Thanksgiving Day
o December 24th
o December 25th
o December 31st
o January 1st
 Holiday pay is subject to the following rules:

o Full-time Pack Members who do not work during the defined holiday are eligible for
holiday pay at straight time.
o Part-time Pack Members will be paid holiday pay only if they work the holiday.
o Pack Members who are scheduled to work the day before or the day after a holiday
must work the full schedule on these days in order to receive holiday pay for working
on the holiday.
Pack Members Earning Tips and Commission

Please see section below on the calculation of PTO for Tipped and Commissioned Pack Members.

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VACATION AND PERSONAL DAYS:
 A regular full-time Pack Member begins to accrue vacation and personal days during the
first year of employment. Accrued vacation and personal days become available and can
be used in the year following a Pack Member’s next employment anniversary date.
 A full-time Pack Member generally accrues vacation and personal days according to the
schedule below:
Year of Service Vacation days / year Personal days / year

First 90 days 0 0
91st day to end of first 5 3
Second through fourth 10 3
Fifth and thereafter 15 3
 A Pack Member’s year of eligible service is calculated on the basis of a “benefit year.”
This is the 12-month period that begins on the date a Pack Member begins employment
with the Company, also referred to as the Pack Member’s “anniversary date.” A Pack
Member’s benefit year may be extended for any significant leave of absence if allowed or
required by law. Vacation and personal days accrued in a Pack Member’s prior benefit
year become earned and available for use in the Pack Member’s current benefit year.
Example – A full-time Pack Member begins employment on June 1, 2011. Therefore, the
Pack Member’s benefits year will run from June 1 – May 31 going forward. The Pack
Member begins to accrue vacation and personal days starting on June 1, 2011. The Pack
Member accrues 5 vacation days and 3 personal days during the benefit year June 1, 2011
– May 31, 2012 (the Pack Member’s first year of service with the Company). Those
vacation and personal days become available on June 1, 2012 (the Pack Member’s
anniversary date), and may then be used anytime in the benefit year June 1, 2012 – May 31,
2013.
During the benefit year June 1, 2012 – May 31, 2013 (the Pack Member’s second year of
service with the Company), the Pack Member accrues 10 vacation days and 3 personal
days. Those vacation and personal days become available on June 1, 2013 (the Pack
Member’s anniversary date), and may then be used anytime in the benefit year June 1, 2013
– May 31, 2014.
 Vacation and personal days must be requested in minimum increments of one-half day
(that is, four hours). Pack Members will be paid for requested vacation and personal time
up to a total of 40 paid hours for the week. Any requested unused paid time will be
returned to the Pack Member’s usable balance in the P@WS system. A Pack Member who
has an unexpected need to be absent from work must personally notify his or her Director
as required under the Attendance Policy, if he or she is unable to report to work at the
regularly scheduled time for that day. A Pack Member must contact his or her Director on
each additional day of unscheduled absence. (Refer to the policy on Corrective Action for
Attendance for more information on unscheduled absences.)
 If a Pack Member expects, or should reasonably anticipate, that he/she will take a vacation
or personal day, the Pack Member must comply with the Requests for Time Off policy.

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 Vacation and personal days are paid at the Pack Member’s base pay rate at the time of
absence.. A Pack Member’s base rate of pay does not include overtime or any special
forms of compensation such as incentives, commissions, or bonuses.
PACK MEMBERS EARNING TIPS AND COMMISSION

Pack Members whose average hourly rate is consistently influenced by the earning of tips and
commissions will be compensated on an adjusted hourly rate that is not to exceed $15
multiplied by 8 hours for each day of PTO (Holidays, Vacation and Personal Days).
Method:
The average hourly rate for tipped Pack Members will be computed in the following method:
Total Hours over Total Hours over

total tips and
last X Base rate of pay + / last
commissions
90 days 90 days
If the amount is less than $15 an hour the average rate will be paid, if the rate
exceeds $15 the paid rate will be capped at $15.
Example – A Pack Member’s total hours worked over the last 3 months is 480 hours.
The server rate of pay is $3.70 per hour for total earnings of $1,776. Their total tips
received over the last 3 months are $6,400. Combine the regular earnings, $1,776 and
tipped earnings, $6,400 for a total earnings of $8,176. Total earnings, $8,176 divided by
480 hours worked equals $17.03. The rate will be capped at $15.00.
480 X 3.70 + 6,400 / 480
ACCRUED BUT UNUSED PTO:

 A Pack Member may use vacation and personal days only during the benefit year in which
they are earned. Earned vacation and personal days that a Pack Member does not use
during their current benefit year do not carry over to the Pack Member’s following benefit
year, unless required by state law. The Company will not pay cash in lieu of unused
vacation and personal days.
Example – A Pack Member’s anniversary date is August 1 and he or she accrues 10

vacation days during the benefit year ending July 31, 2010. Those 10 vacation days can
only be used during the benefit year August 1, 2010 – July 31, 2011. Any earned vacation
days not used by July 31, 2011 may not be carried over to the following benefit year and
are forfeited.
PAYMENT OF ACCRUED BUT UNUSED PTO UPON TERMINATION:

 Payment of vacation days upon a Pack Member’s termination of employment is
considered discretionary (unless mandated by state law). At the termination of
employment, a Pack Member’s vacation days are treated as follows:
o The company will pay Pack Members for all vacation days earned as of the
termination date if the Pack Member voluntarily terminates employment, provides at
least two (2) weeks advance notice AND works through that period, and

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returns all company-issued property on last day. If Pack Member does not meet the
criteria listed above, the Company will not pay the Pack Member for any vacation
days (that is, Pack Member forfeits all earned vacation days).
o If the Pack Member is terminated for cause, the Company will not pay the Pack
Member for any vacation days (that is, Pack Member forfeits all earned vacation
days, unless required by state law).
o The Company will pay Pack Member for any accrued but unearned vacation hours if
required by state law; otherwise, the Pack Member forfeits accrued but unearned
vacation days.
 Unused personal days or floating holidays (those both accrued and earned) are not paid
out upon a Pack Member’s termination of employment (that is, the Pack Member forfeits
both accrued and available personal days).

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.16-LEAVE POLICIES
DESCRIPTION: GUIDELINES FOR THE FOLLOWING LEAVES: COURT APPEARANCES, FUNERAL, JURY DUTY,
AND VOTING
COURT APPEARANCES:
 A Pack Member who is subpoenaed to testify as a witness in any court proceeding will be
granted an unpaid leave of absence for the time actually spent in the proceeding. Pack
Members are required to give their supervisors notice the first business day after receiving
a subpoena, so that the Company can plan for the Pack Member’s absence. Under state
law, for certain proceedings, Pack Members may be entitled to paid leave for testifying in
response to a subpoena.
FUNERAL LEAVE:
 If a member of a Pack Member’s family dies and that Pack Member has been a regular
full-time employee with a minimum of 90 days of service, he/she is allowed a paid leave
of absence based on the following relationships:
o IMMEDIATE FAMILY
Up to three consecutive days off for death of a parent, spouse, child, stepchild,
adopted child, sibling, mother-in-law, father-in-law, son-in-law, daughter-in-law,
grandparent, or grandchild.
o OTHER RELATIVES
The day of the funeral off for death of a niece, nephew, aunt, uncle, cousin, sister-
in-law, brother-in-law, or grandparent-in-law
 Part-time Pack Members may receive the same amount of time off without pay.
 The Company reserves the right to require proof.
JURY DUTY (FULL-TIME ONLY):

 The Company realizes jury duty is an individual’s civic duty, and the company allows paid
time off to serve. Pack Members should bring in their jury duty notice to their Director
prior to the appearance date so scheduling can be adjusted accordingly. If the Pack
Member is gone 3 days or longer, they must contact their Director, General Manager, or
Employee Relations. The Company will continue to provide any applicable health
insurance benefits during the period of jury duty leave.
VOTING LEAVE:
 As a citizen, it is the Pack Member’s right and responsibility to participate in the elections
of their government officials. It is the Company’s policy to allow Pack Members paid
time off to vote in general, special, primary, national, state and municipal elections when
there is not sufficient time outside of working hours to do so.

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 A Pack Member who desires to take voting leave must notify his/her immediate
supervisor in advance of an election, and the immediate supervisor may specify the hours
a Pack Member may take off.
 The Company will comply with all applicable state and local laws providing time off for
Pack Members to vote. The appropriate state statute will govern the amount of time
allowed for Pack Members to take time to vote, and will govern the amount of notice
required by the Pack Member in order to take the time off.
 Pack Members who have specific questions regarding the laws in their state should
contact Employee Relations.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.17-FAMILY & MEDICAL LEAVE
DESCRIPTION: GREAT WOLF RESORTS EXPLANATION AND PROCEDURE FOR CONSISTENT
IMPLEMENTATION OF THE FEDERAL FAMILY & MEDICAL LEAVE ACT
BACKGROUND:
 The Family and Medical Leave Act (FMLA) was enacted in February 1993. The purpose
of the act is as follows:
o to balance the demands of the workplace with the needs of families, to promote
the stability and economic security of families, and to promote national interests
in preserving family integrity;
o to entitle Pack Members to take reasonable leave for medical reasons, for the
birth or adoption of a child, and for the care of a child, spouse, or parent who has
a serious health condition;
o to accomplish the purposes described in the bullets above in a manner that
accommodates the legitimate interests of employers;
o to accomplish the purposes described in bullets one and two above in a manner
that, consistent with the Equal Protection Clause of the Fourteenth Amendment,
minimizes the potential for employment discrimination on the basis of sex by
ensuring generally that leave is available for eligible medical reasons (including
maternity-related disability) and for compelling family reasons, on a gender-
neutral basis; and
o to promote the goal of equal employment opportunity for women and men,
pursuant to such clause.
 The purpose of the Great Wolf Resort Tradition with regard to Family and Medical
Leave (FML) is to provide guidance to for Employee Relations Directors to successfully
and consistently implement all aspects of the Act.
ELIGIBLE PACK MEMBERS:

 In order for a Pack Member to qualify for leave under the FMLA, the Pack Member must
meet the following definition:
o Employed for at least 12 months by the employer with respect to whom leave is
requested;
o Employed for at least 1,250 hours of service with such employer during the 12-
month period immediately preceding the commencement of the requested leave;
and
o o Employed at a worksite where 50 or more employees are employed by the
Company within a 75-mile radius.
 The Company will inform Pack Members requesting leave whether they meet the basic
eligibility requirements for FMLA leave. At the same time, the company will inform the
Pack Member of any additional information required to verify that the need for

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leave is for an FMLA-qualifying reason and the Pack Member’s rights and responsibilities
while taking FMLA leave.
LEAVE ENTITLEMENT:
 In general an eligible Pack Member is entitled to a total of 12 workweeks of unpaid leave
during a rolling 12-month period (measured backward from the date the Pack Member
uses leave) for one of more of the following:
o The birth of a son or daughter of the Pack Member in order to care for such son
or daughter,
o The placement of a son or daughter with the Pack Member for adoption or foster
care,
o In order to care for the spouse, a son, a daughter, or parent of the Pack Member,
if such spouse, son, daughter, or parent has a serious health condition. A “serious
health condition” means an illness, injury, impairment, or physical or mental
condition that involves inpatient care in a hospital, hospice, or residential medical
care facility; or continuing treatment by a health care provider;
o To address a qualifying exigency arising out of a Pack Member’s spouse’s, child’s
or parent’s covered active duty or call to covered active duty. Note: covered
active duty generally requires deployment to a foreign country. The FMLA does
not provide for a full 12 weeks of leave for all types of qualifying exigencies.
 Pack Members are entitled to take up to 26 weeks of unpaid leave to care for the Pack
Member’s spouse, child, parent, or next of kin who is a covered service member that
incurs, or aggravates, a serious illness or injury while in the line of duty on active duty.
This leave is available only during a single 12 month period and is available on a per
covered service member, per illness or injury basis. In certain instances, this leave may be
combined with all other FMLA leaves, limiting the Pack Member’s FMLA leave
entitlement for all purposes to no more than a total of 26 weeks of leave during the single
12 month period. Note: the FMLA definition of a serious illness or injury is distinct
from the FMLA definition of a serious health condition.
 For purposes of implementation, a Pack Member who misses 3 consecutive shifts may be
considered to have a serious health condition and should be provided with the necessary
paperwork as described below under FMLA Documentation.
 Leave for a Pack Member’s son or daughter’s birth or placement through adoption or
foster care must generally be completed within the 12 months following the birth or
placement.
 Spouses employed by Great Wolf Resorts who are both eligible for FMLA leave will be
limited to a combined total of 12 weeks of leave during any 12-month period if the leave
is taken for birth of the Pack Member’s son or daughter or to care for the child after
birth, for placement of a son or daughter with the Pack Member for adoption or foster
care or to care for the child after placement, or to care for the Pack Member’s parent with
a serious health condition. When both husband and wife work for the same employer,
the aggregate amount of leave that can be taken by the husband and wife to care for a
covered service member is 26 weeks in a single 12-month period.
RESPONSIBILITY OF THE PACK MEMBER:

 Notice of the Need for FMLA Leave

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o In all instances, Great Wolf Resorts will require an eligible Pack Member to submit a
completed FMLA Request Form to the Employee Relations Director. The Form is
available from the Employee Relations Director.
o When asking for FMLA leave, a Pack Member must provide sufficient information for
Great Wolf Resorts to determine if the absence may qualify for FMLA protection and the
anticipated timing and duration of the leave. Sufficient information may include that,
because of a serious health condition, the Pack Member is unable to perform job
functions, a family member is unable to perform daily activities, or the Pack Member or
family member requires hospitalization or continuing treatment. Sufficient information
may also include circumstances supporting the need for military family leave. The
Company may then collect other information from the Pack Member to properly
determine whether the absence will be treated as FMLA leave. If the Pack Member is
seeking leave for an FMLA qualifying reason for which the Company has previously
provided FMLA protected leave, the Pack Member must specifically refer to the
qualifying reason for leave or the need for FMLA leave which has been previously taken
or certified. Failure to do so may result in the delay or denial of FMLA approved leave.
o Generally, if the need for FMLA is foreseeable, a Pack Member’s request for FMLA leave
should be submitted as far in advance as possible, and no later than 30 days before the
leave is expected to commence. If the approximate timing of the need for leave is not
foreseeable, the Pack Member should give notice of the need for leave as far in advance
as practicable. Notice of leave for a qualifying exigency must be provided as soon as
practicable, regardless of how far in advance such leave is foreseeable.
o If the Pack Member is capable of complying with Great Wolf Resorts’ normal call-in and
reporting procedures or arranging for the Company to receive timely notice of the Pack
Member’s absence, and fails to do so, the Company may deny or delay the FMLA leave.
 Certification of the FMLA Qualifying Need for Leave:
o Great Wolf Resorts requires Pack Members to submit a completed Certification Form
verifying the need for FMLA leave. The specific form required will depend upon the
reason for the leave request; however, it will be one of the following, all of which are
available from the Employee Relations Director:
o Certification of Health Care Provider for Pack Member’s Serious Health
Condition Form
o Certification of Health Care Provider for Family Member’s Serious Health
Condition Form
o Certification for Serious Injury or Illness of Covered Service Member for Military
Family Leave Form
o Certification for Serious Injury or Illness of Covered Veteran for Military Family
Leave Form
o Certification of Qualifying Exigency for Military Family Leave Form
o The applicable Certification Form must be completed by the appropriate individual (the
treating health care provider for a serious health condition or any authorized health care
provider in the case of a serious illness or injury of a service member; the Pack Member
for a qualifying exigency). Pack Members must return the Certification Form to the work
Employee Relations Director within 15 calendar days after the date of Great Wolf
Resorts’ request. If a Pack Member cannot comply with this deadline, the Pack Member
must contact the Employee Relations Director and request an extension prior to the date
the form is due. Great Wolf Resorts has complete discretion on whether an extension
will, in fact, be granted. Failure to timely return the form and/or request an extension
may result in the denial of the Pack Member’s FMLA leave request.

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 Additional Certifications of Serious Health Conditions:
o If Great Wolf Resorts has a reason to question the validity of a medical certification of a
serious health condition completed by a health care provider of the Pack Member or the
Pack Member’s family member, the Pack Member may be required to provide a second
certification from a healthcare provider selected and paid for by the Company. If the
second opinion differs from the first, a third opinion may be required. The healthcare
provider for the third opinion must be mutually chosen by the Pack Member and the
Company and paid for by the Company. The third opinion, by law, is binding on all
parties. This provision shall also apply to certifications of a serious illness or injury for a
covered service member where permitted by law.
o Periodic recertification and annual certifications to verify that a Pack Member’s or Pack
Member’s family member’s serious health condition is ongoing may be required as
provided by the law. Failure to provide this certification within 15 days of a request will
result in the delay or denial of the leave.
 Designation of FMLA Leave:

The Company will provide a Pack Member requesting FMLA leave a Designation Notice
informing the Pack Member whether the leave will be designated as FMLA protected and, if
so, the amount of leave counted against the Pack Member’s leave entitlement.
 Use of Paid and Unpaid Leave:

Under federal law, the Pack Member may elect or Great Wolf Resorts may require that the
Pack Member substitute accrued vacation, disability, personal or other Company provided
paid leave during periods of federal FMLA leave. However, the Company may prohibit the
substitution of any accrued paid leave where the Pack Member does not otherwise meet the
conditions for use of such leave. Please consult the Company’s applicable policies for more
information on the requirements for conditions of use.
When paid benefits are substituted for the otherwise unpaid time, the Pack Member is using
the benefits concurrently with FMLA leave and those benefits will not be available to the
Pack Member later. Similarly, substitution or use of paid leave does not extend the amount
of FMLA leave available to a Pack Member, it provides for pay.
As appropriate, Pack Members on medical leave (for the Pack Member’s own serious health
condition) may simultaneously be eligible for and receive disability or workers’ compensation
income replacement benefits. In such cases, disability and workers’ compensation income
replacement benefits will run concurrently with this family and medical leave.
 Intermittent Leave
o Intermittent leave or reduced schedule leave will be permitted when it is medically
necessary and in the case of qualified exigencies. If a Pack Member wants to take family
leave for the birth or placement of a child for adoption or foster care on an intermittent
basis (as opposed to taking leave on a continuous basis), the Pack Member should discuss
this with the Employee Relations Director. Such a request may not be granted in all
instances.
o Intermittent leave and reduced schedule leave for planned medical treatment should be
scheduled with minimal disruption to the employer’s operations. As practicable, medical
appointments and treatment related to a serious health condition or a covered service
member’s serious illness or injury must be scheduled outside of working hours or at such
times as allow for a minimal amount of time away from work.

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o If leave is taken on an intermittent or reduced schedule basis, the Pack Member may, in
some cases, be temporarily transferred to another job with no reduction in pay and
benefits if the new position would better accommodate recurring periods of leave than
the Pack Member’s regular position.
Benefit Continuation During Leave:

Pack Members may elect to continue group health insurance coverage (dental, vision, flex)
while on leave in the same manner as if the Pack Member continued working. Pack
Members will be required to continue to pay their portion of the premium as if they
continued working. Other employment benefits, such as group life insurance, etc., will also
be continued during the leave, so long as the Pack Member continues to pay any required
contribution. If a Pack Member has pay substituted for otherwise unpaid FMLA leave or has
appropriate pay available, the Pack Member’s contribution toward the insurance premium
will be deducted as part of a normal payroll deduction to the extent permitted by law. To the
extent a payroll deduction is not available to fully cover the Pack Member's contribution, the
unpaid premiums will be put into arrears and will be collected from any earnings the Pack
Member receives while on leave, and/or when the Pack Member returns to work. If the
Pack Member does not return to work following their FMLA leave, full payment of the
unpaid Pack Member contribution toward benefit premiums must be made within 30 days of
the Pack Member’s termination date. In addition, unless the reason the Pack Member does
not return to work is due to the continuation, recurrence, or onset of either a serious health
condition of the Pack Member or the Pack Member’s family member, or a serious injury or
illness of a covered service member, or due to other circumstances beyond the Pack
Member’s control, the Pack Member may be required to reimburse the Company for its
portion of the premiums paid. Great Wolf Resorts will require that a claim that a Pack
Member is unable to return to work because of the continuation, recurrence, or onset of the
serious health condition be supported by a certification issued by the health care provider of
the son, daughter, spouse, or parent of the Pack Member, as appropriate, in the case of a
Pack Member unable to return to work.
Pack Member Rights Upon Return from Leave:

 In general any eligible Pack Member who takes leave for the intended purpose of the
leave shall be entitled, on return from such leave to the benefit and protections as
outlined below.
o Restoration by the employer to the position of employment held by the Pack
Member when the leave commenced; or be restored to an equivalent position
with equivalent employment benefits, pay, and other terms and conditions of
employment. However, the law provides that a Pack Member has no greater
rights upon a return from leave than the Pack Member would have had if he/she
had continued to work. Therefore, a Pack Member may be affected by a layoff or
other job change if the action would have occurred had the Pack Member
remained actively at work.
o The taking of leave shall not result in the loss of any employment benefit accrued
prior to the date on which the leave commenced.
o An eligible Pack Member is not entitled to the accrual of any seniority or
employment benefits during any period of leave; or any right, benefit, or position
of employment other than any right, benefit, or position to which the Pack
Member would have been entitled had the Pack Member not taken the leave.
o Great Wolf Resorts has a uniformly applied practice that requires each Pack

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Member to receive certification from the health care provider of the Pack
Member that the Pack Member is able to resume work.
o Great Wolf Resorts requires a Pack Member on leave to report periodically to the
Employee Relations Director on the status and intention of the Pack Member to
return to work.
o Great Wolf Resorts may deny restoration to any eligible Pack Member described
if such denial is necessary to prevent substantial and grievous economic injury to
the operations of the resort or location; Great Wolf Resorts notifies the Pack
Member of the intent to deny restoration on such basis at the time Great Wolf
Resorts determines that such injury would occur; and in any case in which the
leave has commenced, the Pack Member elects not to return to employment after
receiving such notice. A Pack Member eligible to be exempt due to being highly
compensated is a salaried Pack Member who is among the highest paid 10
percent of the Pack Members employed by Great Wolf Resorts within 75 miles
of the facility at which the Pack Member is employed.
 Extensions of Leave:
A Pack Member is expected to return to work upon expiration of an approved leave. A Pack
Member needing an extension of an approved leave must notify the Employee Relations
Director of the need for the leave extension promptly after learning of the need for the
extension. Extensions may be granted under other Company policies and/or other laws. If
a Pack Member fails to report to work promptly upon expiration of approved FMLA leave
any additional absences will be considered unexcused and treated in accordance with the
Company’s applicable workplace policies. A request for an extension must be in writing and
accompanied by any required forms prior to the expiration of the original leave. The
Company does not guarantee an extension will be granted, and the continuation of benefits,
substitution of other paid leave, and job availability may change if an extension is granted.
ADDITIONAL DEFINITIONS:
 Parent - the term "parent" means thea biological parent of a Pack Member or an,
adoptive,step or foster father or mother, or any other individual who stood in loco
parentis to a Pack Member when the Pack Member was a son or daughter. as defined
below. This term does not include parents “in law.”
 Reduced leave schedule - the term "reduced leave schedule" means a leave schedule that
reduces the usual number of hours per workweek, or hours per workday, of a Pack
Member.
 Qualifying Exigencies – the term “qualifying exigency” may include attending certain
military events, arranging for alternative child care, addressing certain financial and legal
arrangements, attending certain counseling sessions, attending post-deployment
reintegration briefings, and arranging for parental care.
 Serious Health Condition - the term "serious health condition" means an illness, injury,
impairment, or physical or mental condition that involves inpatient care in a hospital,
hospice, or residential medical care facility; or continuing treatment by a health care
provider. Subject to certain conditions, the continuing treatment requirement may be
met by a period of incapacity of more than 3 full, consecutive calendar days combined
with a least 2 visits to a health care provider or 1 visit and a regimen of continuing
treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition.
Other conditions may meet the definition of continuing treatment.
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 Son or Daughter - the term "son or daughter" means a biological, adopted, or foster
child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is (A)
under 18 years of age; or (B) 18 years of age or older and incapable of self-care because of
a mental or physical disability. 1
 Spouse - the term "spouse" means a husband or wife, as the case may be. For purposes of
this definition, husband or wife refers to the other person with whom an individual
entered into marriage as defined or recognized under state law for purposes of marriage
in the State in which the marriage was entered into or, in the case of a marriage entered
into outside of any State, if the marriage is valid in the place where entered into and could
have been entered into in at least one State. This includes an individual in a same-sex or
common law marriage that either (1) was entered into in a State that recognizes such
marriages; or (2) if entered outside of any State, is valid in the place where entered into
and could have been entered into in at least one state.
 Next of Kin – the term “next of kin” means the nearest blood relative other than the
covered service member’s spouse, parent, or child, in the following order of priority:
blood relatives who have been granted legal custody of the covered service member by
court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles,
and first cousins, unless the covered service member has specifically designated in writing
another blood relative as his or her nearest blood relative for purposes of military
caregiver leave under the FMLA.
 Covered Service Member – the term “covered service member” means a service member
(regular Armed Forces, National Guard, or Reserves) who incurs, or aggravates, an illness
or injury in the line of duty on active duty that renders the service member medically unfit
to perform the duties of his or her office, grad, rank, or rating. A covered service
member must also be: (1) undergoing medical treatment, recuperation, or therapy;
(2) otherwise in outpatient status; or (3) otherwise on the temporary disability list for such
illness or injury.
Alternatively, a “covered service member” includes a veteran service member who was
discharged or released under conditions other than dishonorable at any time during the 5-
year period preceding the first date on which the eligible Pack Member takes FMLA leave
to care for the covered veteran and who is undergoing medical treatment, recuperation,
or therapy for a serious illness or injury.
1
In addition, Son or Daughter of a Covered Servicemember means a covered servicemember's biological,
adopted, or foster child, stepchild, legal ward, or a child for whom the covered servicemember stood in
loco parentis, and who is of any age. Son or Daughter on Covered Active Duty or Call to Covered Active
Duty Status means the employee's biological, adopted, or foster child, stepchild, legal ward, or a child for
whom the employee stood in loco parentis, who is on covered active duty or call to covered active duty
status, and who is of any age.
FMLA DISCLAIMER:
 The Company complies with both federal and state laws regarding the Family Medical
Leave Act. The Company will also comply with any provisions of state or local law that
provide greater family or medical leave rights than the rights established by the federal
FMLA.
 The Wage and Hour Division of the US Department of Labor is the federal agency that
regulates the federal FMLA. Federal law makes it unlawful for an employer to interfere
with, restrain, or deny the exercise of any right provided under the FMLA; or to discharge
or discriminate against any person for opposing any practice made unlawful by the FMLA
or for the involvement in any proceeding under or relating to the FMLA. Nothing
in the FMLA affects any federal or state law prohibiting discrimination, or
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supersedes any state or local law or collective bargaining agreement which provides
greater family and medical leave rights. Pack Members have the right to file a complaint
with the US Department of Labor (“DOL”) or bring a private lawsuit if they feel the
Company has violated their rights under the FMLA. For more information, Pack
Members may contact the DOL at 866-487-9243 or www.wagehour.dol.gov. That being
said, it is the preference of Great Wolf Resorts that its Pack Members first bring any
concerns to the attention of the Employee Relations Department.
This Policy provides an introduction to the rights provision of the Family and Medical
Leave laws. Questions Pack Members may have about this law should be directed to
Employee Relations Director.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.18 – PACK MEMBER DISCIPLINE
DESCRIPTION: GUIDELINES FOR PACK MEMBER DISCIPLINE
BACKGROUND:
 In order to maintain a superior Guest experience, Great Wolf Lodge holds Pack
Members to an expected standard of behavior. Failure to comply with Great Wolf
standards may result in corrective action as outlined below.
EXPECTATIONS:
 Great Wolf expects Pack Members to follow the guidelines in these policies carefully.
Failure to comply with these policies may result in corrective action up to and including
termination. While Great Wolf may use a progressive corrective action system, it reserves
the right to skip any steps in its discretion, without notice.
 No handbook can list every type of action that might result in disciplinary action. The
guidelines herein are not all-inclusive. In addition to those expectations set forth within
the Pack Member Handbook, Great Wolf expects Pack Members to act appropriately,
responsibly and in accordance with the Company’s mission and values at all times while
working. Failure to do so may result in corrective action up to and including termination.
Potential Steps
 Potential corrective actions include:
o Verbal Warning
o Written Warning
o Final Written Warning
o Suspension
o Termination
 This list is not all-inclusive and Great Wolf reserves the right to assess whatever level of
corrective action it deems necessary given the circumstances, and to skip steps at any time
in its discretion.
SUSPENSION POLICY:
 In the case of an incident which requires investigation, the Pack Member will be
suspended without pay until the investigation is concluded.
 If the result of the investigation determines that the Pack Member did not violate policy:
o The Pack Member will be reinstated in good standing.
o All Pack Member balances for attendance, vacation, floating holidays and
personal days will be retained.

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 The Pack Member will receive back pay for all scheduled regular time during their
suspension.
 If the result of the investigation determines that the Pack Member did violate policy:
o The Pack Member will be terminated for cause.
o The Pack Member will not be eligible for payout of unused vacation time.
o The Pack Member will not be eligible for rehire.
o If applicable, legal action will be taken to recover company resources.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.19 – ASSIGNMENT OF INVENTIONS
DESCRIPTION: GUIDELINES FOR OWNERSHIP OF INVENTIONS
BACKGROUND:
 While employed by Great Wolf Resorts employees may contribute to the improvement of
the company through physical or non-physical means. The ownership of these
contributions are outlined below.
All Inventions, including for example discoveries, improvements, modifications, ideas and other
like contributions, made, developed or conceived by Pack Members alone or with others during
employment, that relate to any aspect of the Company’s business, whether or not patentable or
reduced to practice, are the property of the Company. All right, title and interest in any Invention
will be and are assigned to Great Wolf, without any additional compensation due to the Pack
Member. Pack Members shall promptly and fully disclose any such Inventions to the Company,
which has the exclusive power and control over all Inventions.
If necessary and requested by the Company, a Pack Member shall: (i) review and execute any
documents relating to Inventions including patent applications and assignments to Great Wolf;
(ii) cooperate fully in the protection and prosecution of any Inventions; and (iii) cooperate in the
defense or enforcement of any Inventions including any legal actions or proceedings. You give
Great Wolf, and any affiliates, the right to file applications for any trademarks, copyrights and
patents on your behalf, and for the benefit of Great Wolf, for those inventions and things that
were conceived, reduced to practice, created or otherwise invented during your employment with
Great Wolf. This right will survive termination of your employment with Great Wolf for any
reason.

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DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 9.99 HANDBOOK ACKNOWLEDGMENT
DESCRIPTION: SIGN-OFF FORM FOR PACK MEMBER ACKNOWLEDGEMENT OF RECEIPT OF PACK MEMBER
HANDBOOK.
I acknowledge receipt of the Great Lakes Services, LLC (the “Company”) Pack Member
Handbook (“Handbook”). I can access the handbook at any time on the Company intranet-
Wolfnet. I can also access the handbook using the Pack at Work System (P@WS). I can also
request a printed copy from the Employee Relations Department at any time.
I acknowledge it is my responsibility to read and understand the Handbook. It is also my
responsibility to ask my supervisor or manager, or the Employee Relations Department, for
clarification of any questions that I may have.
I understand that the policies, rules, procedures and benefits described in the Handbook
and all other policies and procedures are subject to change at the Company’s sole discretion, and
that should the content be changed in any way, the Company may require an additional signature
from me to indicate that I am aware of and understand any new policies.
I understand that my employment is terminable at-will, which means that either the
Company or I can terminate the relationship with or without cause, at any time. By signing this
document I acknowledge and agree that I am an employee at will, and that my employment may
be terminated at any time without notice, without cause, and without any fault on my part. There
is no agreement or understanding that the Company, will employ me for any specific period of
time.
I understand that no contract of employment other than "at-will" has been expressed or
implied, and that no circumstances arising out of my employment will alter my "at-will"
employment relationship unless set forth in writing, signed by the Company’s Chief Executive
Officer and me.
Furthermore, I acknowledge that none of the policies and procedures set forth in the
Pack Member Handbook are a contract of employment or change the at-will status of my
employment.
Pack Member Print Name Signature Date
Witness Print Name Signature Date

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FAMILY TRADITION
8.01 – LEAVE POLICIES (GLW NEW
ENGLAND ADDENDUM)
AND VOTING
JURY DUTY
The Company encourages Pack Members to fulfill their civic responsibilities by serving jury duty
when required. Pack Members must provide a copy of the jury duty summons to their Director
as far in advance of the date of jury service as possible so that scheduling can be adjusted
accordingly. Pack Members will be paid their straight-time wages for the first three (3) days of
jury service. If a Pack Member will be on jury duty for three (3) days or longer, he or she must
contact their Director, General Manager, or Employee Relations. The Company will continue to
provide any applicable health insurance benefits during the period that a Pack Member is absent
due to jury service.
Pack Members must notify their Director when their jury service ends and provide a copy of the
jury duty confirmation and receipt provided by the Court to their Director upon return to work.
Amounts paid by the Company for jury service may be offset by the amount of any payments the
Pack Member receives from the Court for such service.
SMALL NECESSITIES LEAVE

The Company recognizes the value of parental involvement in children’s education and health
care. For this reason, the Company provides Pack Members who are parents, guardians, or
custodians of children in licensed day care facilities or kindergarten through grade 12 unpaid time
off for the purpose of school visits and standard medical appointments. Parental leave for school
visits allows Pack Members to participate in activities sponsored, approved, or supervised by the
school or day care such as parent-teacher conferences or field trips. Covered medical
appointments are for routine visits or physicals. Time off must be taken in half day increments.
Pack Members may request up to 24 hours of parental leave for school and/or medical
appointments within any calendar year. Any available paid time off may be substituted for
unpaid leave under this policy. Pack Members must provide their Director with reasonable
advance notice of the need for parental leave. Upon return from leave, Pack Members must
provide documentation to Employee Relations from the school or doctor’s office verifying the
date and time of the visit.
DOMESTIC VIOLENCE LEAVE

The Company recognizes that Pack Members may need to be excused from work in order to
attend to issues related to domestic violence. Accordingly, any Pack Member who is the victim
of abusive behavior, including domestic violence, stalking, sexual assault, or kidnapping, or whose
family member is the victim of such behavior, may take up to fifteen (15) days of unpaid leave
during any twelve (12) month period to address such issues.
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Eligible Pack Members may take leave from work under this policy to seek or obtain medical
attention, counseling, victim services, or legal assistance; to secure housing; to obtain a protective
order from a court; to appear in court or before a grand jury; to meet with a district attorney or
other law enforcement official; to attend child custody proceedings; or to address other issues
directly related to the abusive behavior against the Pack Member or the Pack Member’s family
member. However, any Pack Member who is the perpetrator of abusive behavior shall not be
eligible for leave.
Pack Members seeking leave from work under this policy must provide their Director and
Employee Relations with reasonable advance notice of the leave for foreseeable events, and as
soon as possible if the need for leave is unforeseeable events. In the event of a threat of
imminent danger to the health or safety of a Pack Member or the Pack Member’s family member,
the Pack Member is not required to provide advance notice of leave; provided, however, that the
Pack Member or a representative shall notify their Director within three (3) work days that leave
was taken or is being taken under this policy.
The Company may require Pack Members seeking leave under this policy to provide
documentation evidencing that the Pack Member or the Pack Member’s family member has been
a victim of abusive behavior and that leave is taken to address an issue directly related to the
abusive behavior. Satisfactory documentation may include protective orders, police reports,
witness statements, documentation of medical treatment, or sworn statements from the Pack
Member or counselors who assisted the Pack Member in addressing the effects of the abusive
behavior.
During leave, a Pack Member will continue to participate in Company-sponsored benefit

programs and insurance plans under the same conditions that applied before the leave
commenced. To continue coverage, the Pack Member must continue to make his or her required
benefit contributions while on leave. If the Pack Member requests, the Company may make both
the employer and Pack Member contributions toward the continuation of the Pack Member’s
coverage under Company-sponsored health plans, provided, however, that the Pack Member
shall be responsible for repaying the Company for the full amount of payments made to cover
the Pack Member’s share of the costs for such coverage, if any.
Pack Members are required to use all available paid time off benefits to cover their leave time.
Any leave taken after the Pack member has exhausted his or her paid time off benefits will be
unpaid (unless the Pack Member qualifies for compensation under a disability or other applicable
plan).
All information related to a Pack Member’s leave under this policy will be kept confidential by
the Company, except to the extent that disclosure is: (i) requested or consented to, in writing, by
the Pack Member, (ii) ordered to be released by a court of competent jurisdiction, (iii) otherwise
required by federal or state law, (iv) required in the course of a law enforcement investigation, or
(v) necessary to protect the safety of the Pack Member or other Pack Members.
PARENTAL LEAVE
The Company’s Parental Leave Policy exceeds the requirements of the Massachusetts Maternity
Leave Act (MMLA) by allowing both eligible full-time male and female Pack Members to take
leave for up to 8 weeks, without pay, for:
 the birth of a child
 the adoption of a child under the age of 18; or

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 the adoption of a child under the age of 23 if the child is mentally or physically
disabled.
To be eligible for leave, a Pack Member must have been employed by the Company for at least
30 continuous days and provide his or her Director and Employee Relations with at least 2
weeks’ notice of their expected departure date as well as notice of their intent to return to work at
the end of the leave period.
During Parental Leave, a Pack Member will be retained on the Company’s health insurance plan
under the same conditions that applied before the leave commenced. To continue health
coverage, the Pack Member must continue to make any contributions that he or she made to the
plan before taking leave. Failure of the Pack Member to pay his or her share of the health
insurance premium may result in loss of coverage.
Pack Members may, but are not required to, utilize available paid time off benefits to cover all or
a portion of their leave in accordance with Company policy and will receive pay until all available
paid time off benefits are exhausted. Any remaining leave will be unpaid (unless the Pack
Member qualifies for compensation under a disability or other applicable payment plan). During
the leave period, the Pack Member will not accrue paid time off benefits.
Under most circumstances, upon return from Parental leave, a Pack Member will be reinstated to
his or her previous position, or to an equivalent position with equivalent pay, benefits, and other
employment terms and conditions. However, Pack Members returning from Parental Leave have
no greater right to reinstatement than if the Pack Member had been employed continuously
rather than on leave. For example, if a Pack Member on Parental Leave would have been laid off
had he or she not gone on leave, or if a Pack Member’s position is eliminated during the leave,
then the Pack Member would not be entitled to reinstatement. A Pack Member’s use of Parental
Leave will not result in the loss of any employment benefit the Pack Member had earned or was
entitled to before using leave.
The failure of any Pack Member to return to work upon the expiration of Parental Leave will
result in termination of employment unless the Pack Member is eligible for, and has requested
and been approved for, other leave.

PAGE 128 OF 250
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California
Pack Member
Handbook
Great Lakes Services, LLC

A Great Wolf Resorts, Inc.® Company

PAGE 129 OF 250
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TABLE OF CONTENTS
Subject Tradition
Welcome Letter 1.11

History 1.12
Introduction 2.11
Mission Statement 2.12
Great Expectations 2.13
Service Standards 2.14
Our Promise 2.15
Our Culture 2.16
Howlin’ Have To’s 2.17
Project Green Wolf 2.18
Great Wolf Instincts and Standards of Appearance 3.11

Cell Phone Policy 3.12
Attendance Policy 3.13
Code of Business Conduct and Ethics 3.14
Company Issued Equipment 3.15
Game Playing Tradition 3.16
Fraternization with Guests and Entering Guest Rooms 3.17
Pack Member Use of Lodge Facility 3.18
Harassment 3.19
Pack Member Emergency Stay 3.20
Personal Items 3.21
Photo Consent and Release 3.22
References and Verifications 3.23
Smoking 3.24
Social Media Policy 3.25
Solicitation Policy 3.26
Substance Abuse 3.27
Confidential Information 3.28
At Will Employment 4.11

Equal Opportunity Employer and Affirmative Action 4.12
Employee Resort Transfer Procedure 4.13
ADA Compliance 4.14
Nepotism and Fraternization Policy 4.15
Full Time vs. Part Time 4.16
Outside Employment and Conflict of Interest 4.17

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Contribution Assessment 4.18
Separation Process 4.19
File Request 4.20
Pay Tradition 5.11

Time Keeping and Time Theft 5.12
ADP iPay and Direct Deposit 5.13
Meal Period, Rest Break & Recovery Period Policy 5.14
Accepting Tips 5.15
Overtime Pay 5.16
Entering Guest Rooms 6.11

Lost and Found 6.12
Property Removal Policy 6.13
Bloodborne Pathogens and Universal Precautions 6.14
Injuries and Reporting 6.15
Mechanized Equipment Use by Minors 6.16
Property and Equipment Safety and Control 6.17
Resort Use, Abuse, Company Events Policy 7.11

Benefits 7.12
Scholarship Program 7.13
Military Leave 7.14
Paid Time Off & Holiday Pay 7.15
Leave Policies 7.16
Family Medical Leave Act 7.17
Pregnancy Disability Leave 7.18
Pack Member Discipline 7.19
Assignment of Inventions 7.20

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 1.11 – WELCOME LETTER
DESCRIPTION: LETTER OF WELCOME FROM GREAT WOLF RESORTS CEO RUBEN RODRIGUEZ TO ALL
PACK MEMBERS
I’d like to take this opportunity to welcome you to Great Wolf Resorts. As a new employee, or
as we like to say, “Pack Member”, we are so excited that you have decided to join our team.
In the brief history of Great Wolf Resorts, we have seen explosive growth. Our first Great Wolf
Lodge indoor waterpark resort opened in 1997, and we now have eleven resorts across North
America, with more on the way. Through it all, the one constant has been our steadfast belief
that our Pack Members, and the exceptional guest service they provide, are what distinguish our
brand from our competitors.
In the coming pages, more detail will be provided, but I wanted to highlight a few of the
foundational pillars of our organization’s culture:
 Our Mission Statement: “Create Family Traditions, One Family at a Time”. This tenet
captures our enduring commitment to our guests. We aspire to provide them with an
experience so memorable and captivating that they very much look forward to returning
again and again.
 Our Brand Promise: “We Make Time For Your Family”. This summarizes the pledge we
make to our guests and each other through our daily actions. Our guests are our #1
priority at all times. At the same time, we are a family company made up of families.
Every Pack Member deserves a positive and inclusive work environment with
opportunity for growth.
 Our Core Values: Respect, Integrity, Accountability, Competence, Teamwork. These values serve
as the common thread between us all, establishing standards that we hold ourselves and
each other to.
These principles are the backbone of our brand. We ask that you embrace these and instill them
in your workday. This will ensure that we delight our guests, provide our Pack Members with a
great work environment, and that our company continues to grow, creating advancement
opportunities for us all.
Again, welcome to the Pack!

Sincerely,
Rubén Rodríguez
CEO, Great Wolf Resorts

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 1.12 - HISTORY
DESCRIPTION: DOCUMENTS THE HISTORY OF THE GREAT WOLF RESORTS PROPERTIES
In 1997 the 1st Great Wolf Lodge opened in WI Dells, WI. The resort grew to 309 Rooms and a 40,000 Sq.
Ft Indoor Waterpark by 1999. A new trend in the hospitality industry was born, combining quality
accommodations with the finest in family recreational activities.
In 2001, the 2nd Great Wolf Lodge opened in Sandusky, OH. This was Ohio’s 1st Indoor Waterpark
Resort and the beginning of the Great Wolf Resorts brand.
By 2003, Great Wolf Resorts grew its family to 4 resorts, opening new properties in Traverse City, MI and
Kansas City, KS.
In June 2004, Great Wolf Resorts opened Blue Harbor Resort, a new brand with the same mission, values,
promise and standards of service. In March 2011, Great Wolf Resorts sold Blue Harbor Resort to
Claremont New Frontier Resort, LLC.
In 2005, Great Wolf Resorts opened two new lodges - Great Wolf Lodge, Williamsburg, VA and Great
Wolf Lodge, Pocono Mountains, PA.
In 2006, Great Wolf Resorts opened the first International Great Wolf Lodge in Niagara Falls, Ont which
was a joint venture with Ripley’s Entertainment. Not only was this the first International lodge, but the first
franchise adventure.
In 2006, Great Wolf Resorts also opened Ohio’s second Great Wolf Lodge in Mason, OH. The Great
Wolf Lodge in Mason is the first property to include a conference center. It includes 6 Ballrooms, 7
meeting rooms and a boardroom.
In December 2007, Great Wolf Resorts opened Great Wolf Lodge Grapevine, TX. Just outside of Dallas,
this lodge is the largest property with 8 stories, over 600 suites and an 80,000 square foot indoor waterpark.
The first Great Wolf Lodge west of the Rocky Mountains opened in Grand Mound, WA in March 2008.
Located between Seattle and Portland, this lodge was a joint venture with the Confederated Tribe of the
Chehalis Reservation.
In March 2009, Great Wolf Resorts opened Great Wolf Lodge, Concord, NC. Located 20 miles from
Charlotte, this property is the most recently built Great Wolf Lodge.
In May 2014, Great Wolf Resorts opened Great Wolf Lodge, New England. Located outside of Boston in
Fitchburg, MA, this property was the first conversion model for Great Wolf Resorts.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.11 - INTRODUCTION
DESCRIPTION: EXPLAINS THE PURPOSE OF THE PACK MEMBER HANDBOOK
This Pack Member Handbook (“Handbook”) is the Handbook for employees (“Pack Members”)
of Great Lakes Services, LLC, a Delaware limited liability company, and a subsidiary of Great
Wolf Resorts, Inc. (referred to in this Handbook, collectively with its affiliated companies, as
“Great Wolf Resorts” or the “Company”), who are assigned to work entirely or primarily at one
or more resorts or lodges managed by the Company. This Handbook does not apply to other
employees of the Company.
The policies, programs, and procedures described in this Handbook are not conditions of
employment, but merely intended as guidelines, except for the policy of employment at-will.
Neither the policies contained in this Handbook nor any other written or verbal communications
by any manager, officer or representative of the Company (each of these Pack Members is called
a “Director”) are intended to create a contract of employment for a definite term or a warranty or
promise of benefits. The Company adheres to the policy of employment at-will, which permits
the Company or the Pack Member to terminate the employment relationship at any time, for any
lawful reason, with or without advance notice, and with or without cause. A Director has no
authority to make any contrary representation, statement or promise to any Pack Member. Any
modification to the at-will relationship must be in writing and signed by the Chief Executive
Officer of the Company.
This Handbook supersedes all previously issued Pack Member Handbooks and inconsistent
verbal or written policy statements with respect to Pack Members. The Company reserves the
rights to revise, delete, and/or add to the provisions of this Handbook at any time and from time
to time, with or without prior notice. To be effective, however, any such revisions, deletions, or
additions must be in writing signed by the Chief Executive Officer of the Company. No oral
statements, representations or promises can change the provisions of this Handbook.
Pack Members who have questions or wish to have further information about any particular
guideline in this Handbook, should contact their Director, or Employee Relations which may be
contacted by phone at (657) 667-5013 or by email at mmartindelcampo@greatwolf.com.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.12 - MISSION STATEMENT
DESCRIPTION: EXPANDS ON THE GREAT WOLF RESORTS MISSION STATEMENT
BACKGROUND:
 As part of the tourism industry Great Wolf Resorts aspires to Create Family Traditions, One
Family at a Time.
OVERVIEW:
 Directors and Pack Members of Great Wolf Resorts are committed to exceeding Guests’
expectations through outstanding Guest service, quality accommodations, and the finest
in family recreational activities.
GREAT WOLF RESORTS MISSION:

lifetime.
o Great Wolf Resorts strives to make visiting the lodge a family Tradition for
Guests. Guests should leave the resort already thinking about wanting to return.
o Regardless of business volume, Pack Members should take the time to engage
every Guest they encounter, even if just for a quick high paw.
o Regardless of business volume, Pack Members should take the time to focus on
Guests who engage them and help them to the best of their ability.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.13 - GREAT EXPECTATIONS
DAILY BASIS
BACKGROUND:
 Great Wolf Resorts holds all Pack Members to the high standards of the Great
Expectations.
OVERVIEW:
 The Great Wolf Resorts Great Expectations are: Respect, Integrity, Accountability,
Competence, and Teamwork – RIACT.
GREAT EXPECTATIONS:
 Respect – Basic Human Kindness.
o Treat others with kindness and respect.
o Do not gossip about others.
o If a Pack Member doesn’t have something positive to say about another
individual, he/she shouldn’t say it.
o Use tact in communicating with others.
o Graciously give and receive feedback.
 Positive Feedback.
 Feedback for Improvement.
 Integrity – Honesty, Passion, Courage. Pack Members should:
o Be honest and sincere with their thoughts, actions and words.
o Practice what they believe in and have a passion for what they do.
o Treat every Guest as if they are the Pack Members first interaction of the day.
o Have courage to stand up for what they believe in.
o Have courage to face opportunities that lie in their path.
o Communicate to others and find a solution.
 Accountability – Dependable, Focus, Follow Through.
o Be dependable.
o Be at work and on time when scheduled.
o Understand that we are a team and we are only as strong as our weakest Pack
Member.
o Focus on Pack Member’s job.
o Be 100% focused while at work.
o Enjoy time off and return 100% focused.
o Leave personal dilemmas at home and remember that each Pack Member has a
variety of influences outside the resort that they too are leaving outside for the
good of the pack.

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o Accomplish all that Pack Member said he/she would.
o Follow through with the Guests and fellow Pack Members.
 Competence – Effective, Efficient, Accurate.
o Pack Members should be effective in their work; not just get the job done, but get
it done right.
o Work while at the resort, look for projects, be productive and efficient.
o If a Pack Member is doing something that is not work related, he/she should not
be doing it.
o A Pack Member should be accurate in everything that he/she does.
 Teamwork – Cooperation, Communication, Flexibility.
o Help out fellow Pack Members in time of need.
o Pick up shifts for others.
o Remember that what comes around goes around.
o Communication means talking things through with even tempers and finding a
solution, and listening to what others have to say and responding in an acceptable
manner.
o Be flexible.
o Have the ability to accept the most effective role.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.14 - SERVICE STANDARDS
DESCRIPTION: OUTLINES THE GREAT WOLF RESORTS STANDARDS FOR GUEST SERVICE BY ALL PACK
MEMBERS
BACKGROUND:
 Great Wolf Resorts is committed to providing superior service to both internal and
external Guests every day.
OVERVIEW:
 This promise is adopted and embodied by all Pack Members in every aspect of their job
and every Guest interaction.
GREAT WOLF RESORTS SERVICE STANDARDS:

 Safety
o Safety is everyone’s job. If a Pack Member sees something, he/she should say
something.
o Always be looking out for unsafe conditions or acts. Prevention is always better
than reaction.
o Correct or block off any unsafe conditions encountered while at work.
o Report any unsafe conditions or acts that cannot be fixed on the spot.
o Report any and all injuries that happen at work regardless of how or when they
happened.
o Always use safe work practices – being prepared reduces instances of rushing,
which can cause accidents. Pack Members should:
 Plan their work.
 Prepare their materials.
 Keep proper tools on hand.
 Allow time.
 Anticipate obstacles.
o Use proper lifting guidelines.
 Minimize awkward positions.
 Avoid repetitive motions.
 Use lift-assist devices.
 When possible, ask for help.
o Reference MSDS Online® for chemicals encountered at work.
o Keep Blood Borne Pathogens training up-to-date and always use universal
precautions.
o Be familiar with the lodge Emergency Action Plan.
o Follow all rules for minors (under the age of 18).

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 Quality
o Great Wolf Resorts does not tolerate discrimination toward Guests or Pack
Members based on race, color, ancestry, national origin (including language use
restrictions), citizenship, religious creed (including religious dress and grooming
practices), sex (which includes pregnancy, childbirth, breastfeeding and medical
conditions related to pregnancy, childbirth or breastfeeding), marital status,
domestic partnership status, sexual orientation, gender, gender identity or gender
expression, veteran status, military status, political affiliation, family care or
medical leave status or the denial of family and medical care leave, age (40 and
over), physical or mental disability (including HIV and AIDS), medical condition
(including cancer and genetic characteristics), genetic information, or any other
basis protected by applicable federal, state or local law, rule, ordinance or
regulation.
o Harassment of any kind is not tolerated, harassment includes:
 Perceived offensive behavior, behavior intended to disturb or upset
someone, or behavior that is threatening or disturbing.
 Quid Pro Quo – offering favors in order to procure a desirable outcome.
 Sexual harassment/hostile environment – unwelcome verbal, physical, or
nonverbal behavior pervasive enough to interfere with performance. The
victim is not necessarily the target.
 Cyber harassment – any online verbal abuse, inappropriate voicemail or
text messages, sending malicious code or virus content, unsolicited
threatening or obscene communications.
o The law prohibits coworkers and third parties, as well as supervisors and
managers, with whom a Pack Member comes into contact from engaging in
discrimination, harassment retaliation, and/or other misconduct prohibited by the
California Fair Employment and Housing Act.
o All Pack Members have a responsibility to report any instance of discrimination,
harassment, and/or retaliation to their Director or to Employee Relations. The
Employee Relations Director may be contacted by phone at (657) 667-5013 or by
email at mmartindelcampo@greatwolf.com.
o Great Wolf Resorts does not tolerate retaliation as a result of any reported
discrimination and/or harassment.
o Great Wolf Resorts conducts pre-employment and random drug testing (in
accordance with applicable law). Failure to comply with the Substance Abuse
Policy will result in corrective action, up to and including termination.
o Loss Prevention is the responsibility of every Pack Member.
 Be proactive and report suspected theft.
 Engaging in theft will result in corrective action, up to and including
termination and legal action. Theft includes but is not limited to:
 Taking money from registers and tills.
 Ghost or buddy clocking.
 Taking or consuming food without paying for it.
 Taking merchandise without paying for it.
 Giving unauthorized discounts to Guests or Employees.
 Not working while clocked in.
 Accepting unauthorized discounts for food or merchandise.
 Not turning in lost articles.
 Accepting free merchandise or food.
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 Playing any redemption games.
o Pack Members are responsible for keeping their lodge knowledge up to date. Not
knowing an answer is not an excuse for not answering a Guest question, there is
always somewhere to find out.
o Market Metrix scores are posted throughout the lodge.
 Guests are surveyed after they visit and extensive data is collected on their
visit and experience across departments.
o Make Guest service a priority in every aspect of the job. Smile, give high paws,
make eye contact, and greet the little Guests (our true VIP’s).
 Consistency
o Every Pack Member must embrace the Great Wolf Resorts Culture to ensure a
consistent and outstanding Guest experience.
o Great Wolf Resorts is committed to delivering the same level of Guest service to
every Guest by complying with all ADA requirements and going above and
beyond to make accommodations to allow all Guests to enjoy the Great Wolf
Resorts experience to the full extent.
 Speak about all Guests using professional language.
 Make an effort to ensure that all Guests have a truly memorable
experience and want to return.
o Failure to follow all Great Wolf Resorts policies in this Handbook including Pack
Member Conduct, Cell Phone Policy, Substance Abuse Policy and Social Media
Policy will result in corrective action, up to and including termination.
 Fun
o Great Wolf Resorts is committed to providing a memorable experience for all
external and internal Guests.
o All Pack Members are entitled to:
 Waterpark passes for Pack Member and 3 Guests
 Restaurant and retail discounts
 Refer a Friend program
 Parties and Events
 Department Events
 90 Day Performance Evaluation – Possible Pay Increase
o After 90 days of continuous service Pack Members may be eligible for additional
benefits such as paid holidays, room discounts, 401k program, and paid vacation
days.
o After the first of the month following 60 days of continuous service full-time
Pack Members may be eligible for additional benefits such as insurance.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.15 - OUR PROMISE
DESCRIPTION: EXPANDS ON THE GREAT WOLF RESORTS COMPANY PROMISE TO ALL EXTERNAL AND
INTERNAL GUESTS
BACKGROUND:
 The Promise is an integral part of the Great Wolf Resorts culture.
OVERVIEW:
 Great Wolf Resorts commits to the promise “We make time for your family” both to
Guests and Pack Members.
GREAT WOLF RESORTS PROMISE:

 Great Wolf Resorts Pack Members promise to make time for each Guest who walks in
the door.
o High Paws engage Guests and include them in our culture.
o Answering Guest questions in a timely manner and with a smile shows them that
they are a priority and their business is appreciated.
o The little Guests are the true Great Wolf Resorts VIP’s. Great Wolf Resorts is a
family experience.
o Pack Members assist with taking Guest pictures so that every family member can
be a part of the memory.
 Great Wolf Resorts Leadership promises to make time for each Pack Member.
o Great Wolf Resorts is committed to making the work experience a positive one
for every Pack Member.
o Pack Members are eligible for benefits including insurance, waterpark access,
referral bonus, paid holidays, paid vacation, and more.
o Great Wolf Resorts Leadership commits to open communication to Pack
Members.
o Leadership promises to involve every Pack Member in the Great Wolf Resorts
Culture and create opportunities for the Pack Member to be an integral part of
the Great Wolf Resorts family.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.16 - OUR CULTURE
DESCRIPTION: EXPANDS ON THE ESSENTIAL GREAT WOLF RESORTS CULTURE
BACKGROUND:
 Great Wolf Resorts adopts a Culture to ensure consistency and quality for every internal
and external Guest experience.
OVERVIEW:
 The Great Wolf Resorts Culture is composed of the Mission, Family Traditions, Service
Standards, the Promise, and the Great Expectations.
GREAT WOLF RESORTS CULTURE:

lifetime.
o Great Wolf Resorts strives to make visiting the lodge a family Tradition for
Guests. Guests should leave the resort already thinking about wanting to return.
o Regardless of business volume, Pack Members should take the time to engage
every Guest they encounter, even if just for a quick high paw.
o Regardless of business volume, Pack Members should take the time to focus on
Guests who engage them and help them to the best of their ability.
 Family Traditions – Standard Operating Procedures/Policies
o Family Traditions are in place to ensure a consistent Guest and Pack Member
experience at every Great Wolf resort and lodge.
o Failure to follow all Family Traditions will result in corrective action, up to and
o If at any time a Pack Member would like clarification on a Family Tradition
he/she should feel free to reach out to his/her Director, or to Employee
Relations. The Director of Employee Relations may be contacted by phone at
(657) 667-5013 or by email at mmartindelcampo@greatwolf.com.
 Service Standards – Safety, Quality, Consistency, Fun
o The Great Wolf Resorts service standards are the basis for all other aspects of the
Great Wolf Resorts Culture.
 The Promise – We Make Time For Your Family
o Great Wolf Resorts is committed to providing a superior experience to all internal
and external Guests.
o Every Guest and Pack Member is treated as an individual.
 Great Expectations – Respect, Integrity, Accountability, Competence, Teamwork
o RIACT sets the expectations for Pack Member behavior.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.17 - HOWLIN’ HAVE TO’S
DAILY BASIS
BACKGROUND:
 Howlin’ Have To’s are tips to ensure exceptional Guest service by every Pack Member
every day.
OVERVIEW:
 Howlin’ Have To’s are an integral part of the Pack Member job. These are practiced by
every Pack Member and are posted around the lodge for easy reference.
HOWLIN’ HAVE TO’S:

 Smile, Make Eye Contact, Acknowledge Everyone.
 Be Well Groomed & Look The Part.
 Keep It Clean – Don’t Pass Up What You Can Pick Up.
 Thank Our Guest – All Of The Time.
 Be Empowered & Take Ownership Of Guest Service.
 Keep Safety As A Leading Value Every Day.
 Never Say No To Our Guests – Resolve Their Concern.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 2.18 - PROJECT GREEN WOLF
DESCRIPTION: OUTLINES THE IMPORTANCE OF ENVIRONMENTAL FOCUS TO GREAT WOLF RESORTS
Great Wolf Resorts is committed to playing a leading role in conserving our planet’s natural
resources for future generations by educating and establishing green Traditions for both our
Guests and Pack Members. Through Project Green Wolf, Great Wolf Resorts makes
sustainability a priority in every aspect of the business every day while not compromising the
Guest experience. These efforts have resulted in Great Wolf Resorts being the first and only U.S.
hotel chain to have every property achieve Green Seal certification.
Project Green Wolf really took off in 2007 when Great Wolf Resorts began working toward
Green Seal certification. In 2009 the Company:
 Reduced electricity consumption by more than 1.5 million kWH
 Reduced gas usage by 234,806 Therms
 Reduced water usage by 4.5 million gallons
This focus on sustainability is still making a difference today. From 2011 to 2012 the Company
consumed 4.43% less kWH of electricity and 8.77% less Therms of natural gas.
These positive results would not have been possible without the help of every single Pack
Member.
Pack Members support the Green Wolf principles and share this passion for sustainability by
making an effort to be green in all daily activities and leading by example. Small efforts can make
a big difference.
There are many ways Great Wolf Resorts maintains this Green status, including:
 Waste Minimization, Recycling, and Reuse

o Recycling bins are available in all public areas, Guest rooms, and Pack Member
areas. When possible, Great Wolf Resorts works with local waste specialists to
compost food waste and donate unused food items to local charities.
o Used amenity bottles from Guest rooms are collected and donated.
o Copiers and printers are set to double-sided printing and paper that has only been
printed on one side is cut into fourths and used as internal scratch paper.
o We strive to minimize the use of disposable service items by instead using
reusable service ware options. For example, plastic “Project Green Wolf mugs”
are issued at the time of hire for a reusable option for Pack Members.
 Energy Efficiency and Conservation
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o Throughout the resort, Great Wolf Resorts only uses energy-efficient light bulbs,
lamps, ballasts, lighting controls, heating and ventilation equipment, and Energy
Star appliances. Any equipment or appliance that doesn’t currently bear the
Energy Star rating is replaced with energy-efficient equipment as the need arises.
o To maximize water savings and energy-efficiency from appliance use all
dishwashers and all washers and dryers in laundry are filled to recommended
capacity for each cycle and the coolest effective water temperature is used.
o Great Wolf Resorts utilizes programmable timers or sensor controls for all low
traffic and low occupancy areas including back of house, administration offices,
corridors, meeting rooms, storage rooms and equipment rooms.
o We utilize daily scheduling of our meeting rooms and conference center spaces
for HVAC and lighting.
o Thermographic scanning of building exteriors has been conducted to identify heat
losses (window seals, doors, etc.).
o Our waterparks stage the start-up of rides and soft-start motors to conserve
energy and prevent spikes in demand.
 Management of Fresh Water Resources
o We have a robust Guest linen reuse program and state-of-the-art laundry facilities
that recycle most of the consumed water. Our partnership with Ecolab also
reduces energy and water costs in laundry by using low temperature detergents
and settings with reduced drying times.
o Guest rooms and public restrooms are outfitted with low-flow showers, toilets,
faucets, and waterless urinals.
o Our waterparks utilize defender filters and UV technology allowing us to recycle
most of the water we use in the park.
o We reuse gray water for grounds keeping procedures and set landscaping
sprinkler systems to water in the early morning and evening hours to reduce
evaporation and water loss. Additional measures, such as use of soaker hoses and
mulch in plant beds to assist in water retention are also used.
o When choosing exterior plantings, properties use plants and trees tolerant of
climate, soils and natural water availability. Grasses used that require irrigation
are limited to areas where Guest activities take place.
 Environmentally and Socially Sensitive Purchasing
o We hold all of our purchasing partners accountable for working with our team to
ensure that every item we order is environmentally sensitive.
o Great Wolf Resorts considers life-cycle costs, product components, material,
experience and results and recommends the purchase of approved
environmentally friendly applicable products for all of the Company’s resorts and
lodges.
o All paper products contain a percentage of post-consumer recycled content.
o Dishwashing and laundry detergents are biodegradable.
o The paint utilized on property is low Volatile Organic Compound (VOC).
o Guest amenity bottles are provided in the smallest practical size for Guest
length of stay and minimally packaged in recycled or recyclable materials.
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o Products are purchased in bulk.
o We have a national account agreement with Ecolab that includes products and
services provided for all Great Wolf resorts and lodges. All products have been
approved by Green Seal under our GS-33 Silver Certification (with the exception
of a small number of items which are exempt).
o Where outside landscaping vendors are used, vendors are selected based on their
environmentally friendly practices.
o In an effort to reduce the environmental impacts of insecticides and pest
management measures, the properties seek out organic insecticides or integrated
pest management techniques.
 Guest Education
o Each of our Guest suites is equipped with branded messaging to engage our
Guests in sustainable efforts. Our linen reuse program provides Guests the
option to reuse their towels and bed linens, enabling us to reduce our energy and
water consumption.
o Guest Directories contain pertinent information about Project Green Wolf and
its impact on resort operations.
o Each morning, we have a guided educational tour of the Grand Lobby, called the
daily “Wolf Walk” to introduce children to the creatures of the Northwoods.
Our topics include messages about being friendly to the environment, living in
harmony with nature, and being sensitive to the world around us.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.11-UNIFORMS & APPEARANCE
DESCRIPTION: OUTLINES REQUIRED GENERAL UNIFORM AND APPEARANCE STANDARDS, UNLESS
DEPARTMENT SPECIFIC REQUIREMENTS APPLY
BACKGROUND:
 As a Pack Member of Great Wolf Resorts, personal image is one of the first impressions
our Guests will remember about the resort.
OVERVIEW:
 Our Guests vary widely in their cultures and social norms. For this reason, Great Wolf
Resorts maintains a conservative appearance to appeal to all our Guests, and would like
the Pack Member’s personality to shine through. Pack Members must be conscious of
their appearance, hygiene, and manners at all times.
 Requests for reasonable accommodations. Any applicant for employment or Pack
Member who requires a reasonable accommodation to the standards or requirements set
forth in this policy for reasons based on religion, disability or other grounds protected by
federal, state or local laws should contact their Director, Department Head, or Employee
Relations. The Employee Relations Director may be contacted by phone at (657) 667-
5013 or by email at mmartindelcampo@greatwolf.com. Reasonable accommodations
based on protected status will be granted unless they would cause an undue hardship.
GENERAL UNIFORM CODE:
 Pack Members are expected to wear the uniform specific to their department.
 Additions, deletions or alterations to uniforms are prohibited.
 Uniforms are to be clean and fit properly at all times.
 Uniforms should have an appropriate fit. The uniform should not be worn too tight or
too loose. Because there are many body types, Great Wolf Resorts has allowed Pack
Members to provide their own parts of the uniform with the exception of logoed items.
Management reserves the right to have Pack Members correct the fit of their uniform at
their own expense for non-issued items.
 It is strongly recommended that Pack Members have a minimum of two (2) complete
uniforms.
 The uniform shall be worn in its entirety when on duty.
 When off duty and in transit to or from work, individual parts of the uniform cannot be
worn. It must be worn in its entirety or not at all.
 When in uniform, Pack Members must comply with the Great Wolf Resorts Uniform and
Appearance Tradition whether on duty or not.
HATS AND HEADCOVERS:
 Hats shall be Company-issued and have the Great Wolf Lodge or branded logo.
 Sweatbands are not allowed.

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 Hat brims of Company-issued hats must always face forward.
HAIR:
 Hair should be clean and well groomed.
EYEWEAR:
 Sunglasses are allowed for positions outside the resort.
 Sunglasses may not be worn inside the resort.
 Sunglasses should not be reflective so eyes are visible when speaking to Guests or Pack
Members.
 Contact lenses should be a natural color.
FACIAL HAIR:
 Beards, mustaches and goatees are acceptable.
 Bare skin shall be shaven and presented in a professional manner.
 Pack Members must be in compliance with safety and sanitation regulations with regard
to facial hair. Some local codes have specific requirements. See the Department Director
or Director of Employee Relations.
JEWELRY:
 Excessive jewelry is not allowed.
 Safety and health regulations/standards may prohibit certain jewelry. Any changes from
this Tradition will be specified by Employee Relations and the Department Director.
 Icons on jewelry cannot contain profanity or be directed toward any protected class.
 Earrings are allowed unless safety regulations require otherwise.
o Stud earrings must be less than ¼” in size.
o Hoop earrings must be less than ½” in size.
o No more than 2 earrings are allowed per ear.
 Other piercings:
o One nose stud piercing is allowed. Hoops or bars are not allowed. Nose piercing
should be 1/8 inch in diameter or smaller.
o All other visible body piercings are not allowed. This includes tongue, eyebrow,
lip rings, studs, and spacers.
 Necklaces:
o One gold, silver, pearl, or black necklace less than ¼ inch in diameter is allowed
unless safety regulations require otherwise.
o Beaded, rope, hemp, and leather necklace types are not allowed.
o If necklaces are allowed, a pendant no more than 1” in diameter is acceptable.
 A maximum of two (2) rings per hand are allowed unless safety regulations require
otherwise.
 Rings may not be any larger than the width of the finger.
 One bracelet per wrist is allowed.
SHIRTS & OUTERWEAR:

 Image-wear shirts must be buttoned and tucked-in. Certain lines of Wolf Wear shirts are
tailored and designed to be worn un-tucked. All others must be tucked in.
 Low cut shirts are not allowed.
 Shirts worn underneath Image Wear must be solid black or white and must be
complementary to the uniform. Other solid, complementary colors are allowed at the
General Manager’s discretion.
 Sleeveless shirts worn alone are not allowed.

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 Outerwear such as sweaters, sweatshirts, coats, and jackets must be Great Wolf Lodge
logowear or approved non-branded outerwear. Non-branded outerwear must be:
o Solid black in color in a closed-knit or fine-weave fabric. Crochet, mesh, cable-
knit, plastic, or patent-leather fabrics are not allowed.
o Devoid of any icons, symbols, decoration, or lettering with the exception of the
clothing designer logo. Designer logos must be less than 1 inch in size.
o Outerwear must be in good repair.
o If non-branded outerwear is worn, the issued nametag must be worn on the
outermost garment.
o Non-branded outerwear is subject to approval by Employee Relations and the
General Manager.
NAME TAGS:
 Company issued nametags must be worn on the right upper chest area of the uniform
and clearly visible to our Guests.
 Nametags for Aquatics must be on the whistle lanyard, visible to Guests.
 Name tags are to be worn at all times while on duty.
 Name tags should be clean and in good condition.
 Ambassador and length of service pins should be centered above the nametag.
 Pins or buttons other than Company approved pins may not be worn.
 Stickers may not be applied to the nametag.
PANTS, SHORTS, SKIRTS, AND CAPRIS:

 Black pants are required for all departments with the exception of:
o Aquatics which are required to wear issued red swim shorts or skirts.
 Pants must be worn at the waist.
 Pants should not have ragged or frayed pant cuffs.
 If pants, shorts, skirts, or capris have belt loops, a brown leather, black leather, or
Company-issued belt is required. Synthetic leather is acceptable. Studded, hemp, or
decorative belts are not acceptable.
 Pack Members may wear shorts in the following areas (this is subject to General Manager
discretion):
o Housekeeping
o Aquatics
o Arcade
o Outside Bar
o Bell Staff, Bell person
o Spirit Island cashiers
o Waterpark Maintenance (protective gear available)
o Mini Golf
o Security (based on patrol environment)
 Shorts can be no shorter than fingertip length (approximately 6-7 inches above the knee).
The exception is Aquatics as shorts are Company-issued.
 Capri’s are allowed and must be color compliant with the department.
BODY TATTOOS:
 Tattoo standards may vary by position. Employee Relations and the General Manager
reserve the right to determine which tattoos can be visible and will advise Pack Members
on appropriate methods of covering them.
 Unacceptable tattoos must be fully covered by clothing or tattoo make-up. Unacceptable

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tattoos include, but are not limited to: profanity, nudity and symbols or messages
directed toward any protected class. (See Employee Relations for clarity.)
SHOE REQUIREMENTS:
 Clean and tied at all times.
 Shoes should be slip-resistant and sturdy.
 Safety shoes may be required based on the scope of work or in specific departments. If
job duties require specific protection of feet or toes, proper footwear must be worn.
 Open toed shoes are not allowed at resorts, with the exception of Aquatics.
 Aquatics Pack Members may wear a vented toe shoe and must have a heel strap.
o Flip flops and sandals without a heel strap are not allowed.
o Aquatics staff must be wearing approved footwear in the hotel and on exterior
grounds.
o Aquatics staff must be wearing closed-toed shoes if working in mechanical rooms,
with any mechanical equipment, and when using floor chemicals.
 Housekeeping, Security, Retail, and Brand Experience Pack Members are required to
wear mostly black or mostly white slip/skid resistant shoes with no more than 1
additional color on the shoe.
 Food & Beverage Pack Members are required to wear black slip/skid resistant shoes.
 Banquet Pack Members are required to wear a black slip/skid resistant dress shoe.
 Guest Service Pack Members are required to wear a black shoe.
 Engineering Pack Members are required to wear slip/skid resistant shoes; boots are
preferred.
RETURNING UNIFORMS AND OTHER COMPANY PROPERTY:
 The uniform and any other Company-issued equipment that the Pack Member received is
Great Wolf Resorts property and must be returned if it needs replacement and upon
termination, whether voluntary or involuntary, unless purchased by the Pack Member.
 If the property is not returned, the Pack Member will be billed personally for the value of
the property. Failure to return property or pay the invoice may result in legal action
against the Pack Member.
PERSONAL HYGIENE:
 Heavy perfume, aftershave and make-up should be avoided.
 Personal hygiene must be maintained on a daily basis.
 Local health codes may have specific requirements for some departments and shall be
complied with.
 Hands and Fingernails:
o Hands and fingernails must be clean and well groomed.
o Fingernails should be a reasonable length to allow for the work specific to the
department.
o Fingernail polish may not be allowed in certain departments or for certain
positions as directed by local health codes.
PERSONAL PARCELS:
 Personal parcels and coats are not allowed into selling or storage areas. These should be
kept in lockers where available.
 For properties without lockers, personal parcels may be limited in size and every effort
should be made to keep them away from Guest view, away from food storage, and away
from cash handling areas.
 Any items carried into or from the lodge are subject to inspection.

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 Pack Members must use a bag where contents are visible per the Personal Item Tradition.
 Pack Members are encouraged to secure their valuables. Great Wolf Resorts will not be
responsible for lost or stolen items.
“GREAT WOLF INSTINCTS”:

Pack Members define Great Wolf Resorts to our Guests. Every time a Pack Member interacts
with a Guest our Brand becomes more defined in the eyes of the Guest. The Guest’s perception
of the service delivered is how they view Great Wolf Resorts. Pack Members make a difference.
Help fulfill our Brand Promise to our Guests, one “Wolf-moment” at a time – one family at a
time. Follow these “Great Wolf Instincts” to help deliver our promise:
 Pack Members are expected to maintain “Great Wolf Instincts” upon arrival at the lodge.
Drive carefully in the parking lot. Speeding or reckless driving in the parking lot will
result in corrective action, up to and including termination.
 All Pack Members must park in designated Pack Member parking area.
 Pack Members are “on stage” as soon they arrive on property as they are in full view of
our Guests. Pack Members must be in full uniform and properly groomed as stated
above from the moment they leave their vehicle in the parking lot to the time they return
to it when leaving the property at the end of their shift.
 Pack Members are expected to behave in a professional courteous manner. Pack
Members are expected to not only pick up trash they come upon, but are also expected to
leave all areas better than they found them. Dropping trash or leaving messes in any area
of the property, including the breakrooms and parking lots will not be tolerated.
 Pack Members are expected to be attentive to our lodge Guests at all times. This includes
having the ability to clearly see and hear their requests for assistance.
Earphones/headsets/I-Pods/MP3 Players are not allowed while working on the lodge
floor, in the presence of Guests, or while servicing Guest areas. Earphones/headsets/I-
Pods/MP3 players may be used for personal use in the breakroom only.
 Pack Member pick-up areas are specified. Do not wait for transportation at the lobby
entrance or sit on stairs in hallways waiting for a ride.
 Pack Members are to enter and exit the building through designated entrances only; never
through the main Lobby.
 Eating, drinking or smoking is not allowed while in public areas.
 Only Company-issued cell phones and PDA phones are permitted during working time.
Texting and the use of personal cell phones and other electronic devices can only be used
in non-work areas during non-work time.
 All breaks are to be taken in designated break areas.
 Pack Members are not permitted to shop or patronize Guest Service operations while on
duty or in uniform. (i.e., waterpark, restaurants, gift shops, spas, snack bars, etc.)
Exceptions to this may be approved by the General Manager.
 Uniforms may not be worn when on property as a paying Guest, at school, or in public
spaces when not on Company business.
 Pack Members may dine in the restaurants with prior approval from the General
Manager. Alcohol may not be consumed when on duty or in Company logo-wear.

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FAMILY TRADITION
3.12 - PACK MEMBER CELL PHONE
USAGE
DESCRIPTION: A CODE OF CONDUCT STATEMENT REGARDING THE USE OF CELL PHONES BY PACK
MEMBERS WHILE AT WORK
BACKGROUND:
 In order to ensure superior Guest experience, Great Wolf Resorts limits the use of
personal cell phones by Pack Members while on Great Wolf Resorts property.
OVERVIEW:
 This code of conduct outlines the Great Wolf Resorts expectations for Pack Member
personal cell phone use while on Great Wolf Resorts property.
 Failure to comply with this policy will result in corrective action, up to and including
CODE OF CONDUCT STATEMENTS FOR PERSONAL CELL PHONE USE:

 Pack Member personal cell phones must be kept in the car or locker while at work.
 A Pack Member may never be on a personal cell phone while in public areas in view of
Guests, whether they are on or off the clock.
 Pack Members may only use their personal cell phones while they are off the clock or on
an approved rest break.
 Pack Members may only use their personal cell phones in private areas such as employee
locker areas, break rooms, and back of house hallways. Guest rooms are not considered
private areas.
 Cell phone charging in view of Guests is not permitted.
 Pack Members may neither give out personal cell phone numbers to Guests or accept
Guests’ cell phone numbers for any reason.
 To secure employee privacy, trade secrets and other business information Pack Member
possession or use of cameras or camera phones in the workplace is prohibited without
express permission.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.13 - PACK MEMBER ATTENDANCE
DESCRIPTION: ATTENDANCE AND SCHEDULING
ATTENDANCE:
 Good attendance is a very important part of our operation and a Pack Member’s overall
job performance. If a Pack Member is late or absent for his/her scheduled shift, a
notation is made on his/her attendance record. Absenteeism and tardiness can cause
scheduling problems for the department and can adversely affect our ability to service our
Guests. A poor attendance record is grounds for corrective action, up to and including
termination, and can affect the Pack Member’s ability to be rehired.
 Pack Members should follow all attendance policies carefully. Great Wolf Resorts needs
the whole Pack to make it a wonderful experience for our Guests.
PROGRESSIVE CORRECTIVE ACTION SYSTEM

 Our Policy is a no fault Attendance Policy. If a Pack Member is late or misses a
scheduled day of work (regardless of the reason), the absence or tardy will be
documented on their attendance record (unless the absence is otherwise protected by
law). The schedule below outlines how attendance events are recorded. Attendance
related infractions are accumulative such that a Pack Member may be subject to
progressive corrective action each time he/she is late or misses a shift. The Company
reserves the right to skip progressive steps depending upon the situation.
 Nothing in the policy alters the at-will status of Pack Member employment.
SCHEDULING:
UNABLE TO WORK
 If something unexpected happens to prevent a Pack Member from coming to work (such
as injury or illness), he/she must report the absence to his/her Director or another
member of his/her management team each day that the Pack Member is absent. Pack
Members are expected to call in at least 4 hours prior to the start of their shift (2 hours
for shifts beginning 6:00 AM to 10:00 AM). A call out counts as an infraction and will be
factored into the corrective action process (unless the call out is otherwise protected by
law). Failure to call in absent prior to a Pack Member’s shift will result in a No Call/No
Show. Pack Members must speak with a member of management from their department;
leaving a message is not acceptable.
SCHEDULE CONFLICTS
 Whenever possible, a Pack Member should schedule needed days off in advance. Request
for days off must be submitted two weeks before the schedule is completed so that

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reasonable adjustments can be made. Remember, these are requests only and subject to
approval.
 If a Pack Member needs time off after the schedule has been written or an unexpected
conflict occurs, he/she must find a replacement to work his/her shift, unless the time off
is for illness or another reason covered by the California Healthy Workplaces, Health
Families Act. A replacement is another qualified Pack Member in his/her department
who agrees to work his/her shift.
 A Shift Trade form must be completed in P@WS in order to approve the replacement.
Once the replacement is approved the schedule will be changed in the system. Until the
request is approved and the schedule is changed the Pack Member is responsible for the
shift.
 If a Pack Member fails to locate a replacement within three days of the scheduled shift,
he/she is required to work the scheduled shift, unless otherwise provided under
applicable law. Failing to do so will result in an occurrence of an absence on his/her
attendance record, unless otherwise prohibited by applicable law. Pack Members may be
subject to corrective action, up to and including termination.
TARDINESS
 If a Pack Member is going to be late, he/she must call the Director/Manager prior to the
start of his/her shift. Failure to call to report to the Director/Manager that the Pack
Member will be late prior to the start of his/her shift may result in a No Call/No Show.
If a Pack Member is 6 or more minutes late for his/her scheduled shift, the Company
may take corrective action. If a Pack Member shows a pattern of tardiness, the Company
may take corrective action, up to and including termination.
LATE, NO CALL
 If a Pack Member will be late and fails to call the Director/Manager, he/she is unable to
provide a satisfactory experience for our Guests. This requires that the
Director/Manager begin calling others to come in to cover the Pack Member’s shift. It
would be better he/she know the Pack Member is coming, although late. Hence, a late
without calling is much more serious.
LEAVE OF ABSENCE
 If a Pack Member needs to miss work for more than 3 consecutive days, he/she should
contact Employee Relations to check his/her eligibility for leave under the Family and
Medical Leave Act (FMLA) and/or applicable state law. The Company does not provide
unpaid Leave of Absences outside of FMLA, unless otherwise required by applicable law.
Each request will be processed on a case by case basis. Please refer to the Family and
Medical Leave Policy in this Handbook.
DOCTOR’S NOTE
 If a Pack Member misses work due to illness, in some cases he/she may be required to
bring in a note from the treating physician (on the Pack Member’s first day back to
work). The note from the treating physician must have the dates which the Pack Member
was under his/her care, a valid address and phone number for the doctor, and the
Doctor’s name/signature. The note must describe in detail any restrictions the treating
physician has prescribed or a notation of a full release to return to work. If a Pack
Member has restrictions, the Company will engage in an interactive process to determine
whether such restrictions may be reasonably accommodated. The Pack Member may be

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sent home if he/she does not provide a release to return to work, with or without
restrictions.
NO CALL/NO SHOW
 A No Call/No Show is the failure to come in or call in for one or more shifts. Three
consecutive shifts missed as a result of No/Call No Show will result in immediate
termination. This is the worst kind of attendance infraction and it comes with serious
consequences. See the grid.
NO FAULT ATTENDANCE POLICY BASED ON POINTS:

 Attendance points are accumulated over a 45 day period of time (looking back starting
with the most recent infraction date.) After 45 days without any point accumulation, the
record is reset.
Late, With Call* To Manager 1 Point

Leave Early or Leave and Return 1 Point
Late, No Call to Manager 2 Points
Absent, Call to Manager 3 Points
No Call/No Show 8 Points
Point Accumulation Corrective Action

5 Points Verbal Warning
8 Points Written Warning
10 Points Written/Final Warning
12 Points Termination
*Calls must be made consistent with the timelines and requirements listed in the
applicable paragraphs above.
Example:
Jeff works as a server in one of our restaurants.
Jeff is late for his shift on October 18th but calls to let us know. He receives 1 point
documented on his attendance tracker. Jeff calls off for his shift on October 31st, he
receives 3 points on his attendance tracker. Jeff is late for his shift on November 3rd, but
calls in to let us know. He receives 1 point documented on his attendance tracker. He
now has 5 points and is due a verbal warning.

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FAMILY TRADITION
3.14 - COMPANY CODE OF BUSINESS
DEPARTMENT: FINANCE – RESORTS TRADITION:
CONDUCT & ETHICS
DESCRIPTION: COMMUNICATE COMPANY CODE OF BUSINESS CONDUCT AND ETHICS
INTRODUCTION:
This Code of Business Conduct and Ethics (the “Code”) embodies the commitment of Great
Wolf Resorts to conduct our business in accordance with all applicable laws, rules and regulations
and the highest ethical standards. All Pack Members and members of our Board of Directors are
expected to adhere to the principles and procedures set forth in this Code that apply to them. We
also expect the consultants we retain to abide by this Code.
For purposes of Section 406 of the Sarbanes-Oxley Act of 2002 and the rules promulgated
thereunder, Section I of this Code is our code of ethics for our Chief Executive Officer,
President, Chief Financial Officer, Chief Accounting Officer and/or Controller, and any other
senior executive or financial officers performing similar functions and so designated from time to
time by the Chief Executive Officer of the Company (collectively, the “Senior Executive and
Financial Officers”). In addition to this Code, each Pack Member should also read and be
familiar with the remainder of this Handbook. With respect to the Pack Members, this Code does
not supersede the standards set forth in other policies in the Handbook, but rather should be
read together with such policies.
SECTION I
A. General
The policy of the Company is to comply with all laws governing its operations and to conduct its
affairs in keeping with the highest moral, legal and ethical standards. In particular, Senior
Executive and Financial Officers hold an important and elevated role in maintaining a
commitment to (i) honest and ethical conduct, (ii) full, fair, accurate, timely and understandable
disclosure in the Company’s public communications, and (iii) compliance with applicable
governmental rules and regulations. Accordingly, the Company has adopted this Code. This Code
was approved initially by the Board of Directors of the Company and is thereafter periodically by
the Audit Committee of the Board of Directors (the “Committee”) and disbursed to the public
by means of one of the methods described in the rules and regulations promulgated by the
Securities and Exchange Commission (the “SEC”).
B. Honest and Ethical Conduct

Pack Members and directors are expected to exhibit and promote the highest standards of honest
and ethical conduct, by, among other things, their adherence to the following policies and
procedures:

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 Pack Members and directors shall engage in only honest and ethical conduct, including
the ethical handling of actual or apparent conflicts of interest between personal and
professional relationships.
 Pack Members and directors shall inform the Chairman of the Committee of (a) any
deviations in practice from policies and procedures governing honest and ethical behavior
that comes to their attention or (b) any material transaction or relationship that comes to
their attention that could reasonably be expected to create a conflict of interest.
 Senior Executive and Financial Officers shall demonstrate personal support for the
policies and procedures set forth in this Code through periodic communications
reinforcing these principles and standards throughout the Company.
 Pack Members and directors shall respect the confidentiality of information acquired in
performance of one’s responsibilities and shall not use confidential information for
personal advantage.
C. Financial Records and Periodic Reports

The Company is committed to full, fair, accurate, timely and understandable disclosure in reports
and documents that it files with, or submits to, the SEC and in other public communications
made by the Company. In support of this commitment, the Company has, among other
measures, (i) designed and implemented disclosure controls and procedures (within the meaning
of applicable SEC rules) and (ii) required the maintenance of accurate and complete records, the
prohibition of false, misleading or artificial entries on its books and records, and the full and
complete documentation and recording of transactions in the Company’s accounting records. In
addition to performing their duties and responsibilities under these requirements, all Pack
Members involved in the Company’s SEC reporting process, including each of the Senior
Executive and Financial Officers, will establish and manage the Company’s reporting systems and
procedures with due care and diligence to ensure that:
 Reports filed with or submitted to the SEC and other public communications contain
information that is full, fair, accurate, timely and understandable and do not misrepresent
or omit material facts.
 Business transactions are properly authorized and completely and accurately recorded in
all material respects on the Company’s books and records in accordance with generally
accepted accounting principles and the Company’s established financial policies.
 Retention or disposal of Company records is in accordance with applicable legal and
regulatory requirements.
D. Compliance with Applicable Laws, Rules and Regulations

All Pack Members and directors will comply with all applicable governmental laws, rules and
regulations, and the Company’s Senior Executive and Financial Officers will establish and
maintain mechanisms to:
 Monitor compliance of the Company’s finance organization and other key Pack Members
with all applicable federal, state and local statutes, rules, regulations and administrative
procedures.
 Identify, report and correct any detected deviations from applicable federal, state and
local statutes, rules, regulations and administrative procedures.
SECTION II
A. Corporate Opportunities
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Pack Members and directors owe a duty to the Company to advance the Company’s legitimate
business interests when the opportunity to do so arises. Pack Members and directors are
prohibited from using corporate property, information or position for personal gain or
competing with the Company. Sometimes the line between personal and Company benefits is
difficult to draw, and sometimes both personal and Company benefits may be derived from
certain activities. The only prudent course of conduct for our Pack Members and directors is to
make sure that any use of Company property or services that is not solely for the benefit of the
Company is approved beforehand through an Ethics Contact (which shall mean one of the
Senior Executive and Financial Officers or the Company’s General Counsel).
B. Confidentiality
In carrying out the Company’s business, Pack Members and directors often learn confidential or
proprietary information about the Company, its customers, prospective customers or other third
parties. Pack Members and directors must maintain the confidentiality of all information so
entrusted to them, except when disclosure is authorized or legally mandated. Confidential or
proprietary information includes, among other things, any non-public information concerning the
Company, including its businesses, financial performance, results or prospects, and any non-
public information provided by a third party with the expectation that the information will be
kept confidential and used solely for the business purpose for which it was conveyed.
C. Fair Dealing
The Company has a history of succeeding through honest business competition. The Company
does not seek competitive advantages through illegal or unethical business practices. Each Pack
Member and director should endeavor to deal fairly with the Company’s customers, vendors,
service providers, suppliers, competitors and other Pack Members. No Pack Member or director
should take unfair advantage of anyone through manipulation, concealment, abuse of privileged
information, misrepresentation of material facts, or any unfair dealing practice.
D. Equal Employment Opportunity and Harassment

Our focus in personnel decisions is on merit and contribution to the Company’s success.
Concern for the personal dignity and individual worth of every person is an indispensable
element in the standard of conduct that we have set for ourselves. The Company affords equal
employment opportunity to all qualified persons without regard to any impermissible criterion or
circumstance. This means equal opportunity in regard to each individual’s terms and conditions
of employment and in regard to any other matter that affects in any way the working
environment of the Pack Member. We do not tolerate or condone any type of discrimination
prohibited by law, including harassment.
E. Protection and Proper Use of Company Assets

All Pack Members should protect the Company’s assets and ensure their efficient use. All
Company assets should be used for legitimate business purposes only.
F. Reporting Concerns
Pack Members and directors of the Company are encouraged to and should strive to identify and
raise potential issues before they lead to problems, and should ask about the application of this
Code whenever in doubt. Any Pack Member or director who becomes aware of any existing or
potential violation of this Code should promptly notify an Ethics Contact. The Company will
take such disciplinary or preventive action as it deems appropriate to address any existing or

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potential violation of this Code brought to its attention. Retaliation against any Pack Member or
director, who, in good faith, reports a concern to the Company about illegal or unethical conduct,
or a violation of this Code, will not be tolerated under any circumstances. Any questions relating
to how these policies should be interpreted or applied should be addressed to the Company’s
General Counsel.
G. Open Door Policy

Great Wolf Resorts believes in open and honest communication. If Pack Members have a
question, problem or suggestion, they will receive fair and objective consideration without fear of
retaliation. Pack Members are encouraged to begin communication with their direct
supervisor/Director; however, if they are not satisfied with the response or feel uncomfortable
approaching them, the Pack Member should feel free to contact Employee Relations. The
Employee Relations Director can be reached by phone at (657) 667-5013 or by email at
mmartindelcampo@greatwolf.com, at any time. Pack Members can be assured that all responses
through Employee Relations will be made in conjunction with executive management.
SECTION III
Waivers of This Code

From time to time, the Company may waive certain provisions of this Code. Any Pack Member
or director who believes that a waiver may be called for should discuss the matter with an Ethics
Contact. Waivers for executive officers (including Senior Executive and Financial Officers) or
directors of the Company may be made only by the Board of Directors or a committee of the
Board of Directors and shall be promptly disclosed to the Company’s stockholders in accordance
with the SEC’s rules and regulations.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3. 15 - COMPANY-ISSUED EQUIPMENT
DESCRIPTION: A CODE OF CONDUCT STATEMENT REGARDING THE USE OF COMPANY-ISSUED EQUIPMENT
BY QUALIFIED PACK MEMBERS
BACKGROUND:
 Where job or business needs demand immediate access to a Pack Member, the Company
may issue a business-owned cell phone, computer, printer, laptop, etc. for work-related
communications. To protect the employee from incurring a tax liability for the personal
use of this equipment, such equipment is to be used for business reasons only.
OVERVIEW:
 This code of conduct outlines Great Wolf Resorts’ expectations for Pack Member use of
Company-issued cell phones and other issued equipment.
CODE OF CONDUCT GOVERNING USE OF COMPANY-ISSUED EQUIPMENT:

 Pack Members are trusted to behave responsibly and use good judgment to conserve
Company resources.
 Company resources including time, material, equipment and information should be
utilized for Company use only. Occasional personal use is permissible as long as it does
not affect job performance, cause a disruption to the workplace, or result in an expense
to the Company.
 In order to protect the interests of the Company and its Pack Members, Great Wolf
Resorts reserves the right to monitor and review all data and information contained on a
Pack Member’s Company-issued computer, contained on an electronic device and the use
of the internet with or without Pack Member notice.
 Upon termination Pack Members are expected to return all Company equipment in
proper working order. Failure to return equipment may be considered to be theft and
may lead to criminal prosecution.
CODE OF CONDUCT GOVERNING USE OF COMPANY-ISSUED CELL PHONE USAGE:

 Pack Members in possession of Company equipment such as cellular phones are
expected to protect the equipment from loss, damage or theft.
 Upon resignation or termination of employment, or at any time upon request, the Pack
Member may be asked to produce the phone for return or inspection.
 Pack Members who separate from employment with outstanding debts for equipment
loss or unauthorized charges will be considered to have left employment on
unsatisfactory terms and may be subject to legal action for recovery of the loss.

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 Pack Members are expected to refrain from using their cell phone while driving. If
acceptance of a call is unavoidable and pulling over is not an option, Pack Members are
expected to keep the call short, use hands-free options in accordance with applicable law,
refrain from discussion of complicated or emotional matters and keep their eyes on the
road.
phone while driving will be solely responsible for all liabilities that result from such
actions.

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FAMILY TRADITION
DEPARTMENT: RETAIL SERVICES TRADITION: 3.16 PACK MEMBER PLAYING POLICY
DESCRIPTION: TO EXPLAIN THE POLICY OF PACK MEMBERS PAYING AND REDEEMING TICKETS IN THE
ARCADE
BACKGROUND:
 In order to assure fairness to both Guests and Pack Members, Great Wolf Resorts
regulates the circumstances under which Pack Members may play any games on-site which
result in a prize.
OVERVIEW:
 Under certain circumstances as outlined below Great Wolf Resorts Pack Members may
play games at the lodge. Under all other circumstances, no Pack Member or family of a
Pack Member may play redemption games at the lodge.
PACK MEMBER PLAYING POLICY:

 Pack Members are not permitted to play in the arcade while on the clock. The only
exception is with arcade staff training to learn new games. When training on redemption
games, the CCME tech must disable the ticket throw as to not waste tickets.
 Arcade staff training is to be conducted before opening to the public or after closing to
the public. This also is only allowed after all opening and closing cleaning, stocking, and
checklists are completed.
 Pack Members that are off duty are not permitted to play redemption games and redeem
merchandise. This includes all instant win games. (re: Stackers, Barber Cuts, etc.)
 Pack Members with arcade tickets will have them confiscated without redemption and
destroyed.
 Pack Members’ families are also not allowed to play redemption games and redeem tickets
for prizes. This includes all instant win games. (re: Stackers, Barber Cuts, etc.)
 To allow Pack Members to play these games is an invitation for shrinkage.
 Technicians and arcade clerks are not permitted to give out tokens without properly
recording on token tech logs the applicable reasons.
 Pack Members must buy tokens if they wish to play VIDEO arcade games only. (No
prize or ticket dispensing games.) Pack Members must be off the clock and out of
uniform. Attraction games (air hockey) may also be played on the Pack Member’s own
time and dime. Pack Members should also be considerate of our visiting Guests playing
first, especially on high occupancy days. This privilege can be revoked by the Director of
Retail at any time in his/her sole discretion.
 General Managers may have authority to allow certain exemptions.

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FAMILY TRADITION
3.17 - FRATERNIZATION WITH GUESTS
AND ENTERING GUEST ROOMS
DESCRIPTION: A CODE OF CONDUCT STATEMENT GOVERNING THE RELATIONSHIPS BETWEEN PACK
MEMBERS AND GUESTS AND THE PROPER PROCEDURE FOR ENTERING GUEST ROOMS
BACKGROUND:
 In order to protect both Pack Members and Guests, Great Wolf Resorts sets strict
guidelines for appropriate interaction to avoid disruptions to the work environment,
conflicts of interest, and charges of favoritism, discrimination, and sexual harassment.
OVERVIEW:
 Pack Members may not develop or attempt to develop any relationship with Guests
outside of a professional one that relates directly to the work environment.
 The exchange of personal contact information between a Pack Member and Guest is
strictly prohibited. This information includes, but is not limited to:
o Phone numbers
o E-mail address
o Home address
o Schedules
o Social Media Profiles
 Personal contact between Pack Members and Guest through professional contact
information such as work e-mail, Company-issued cell phone, etc. is not permitted.
 Pack Members who violate this policy will be subject to corrective action, up to and
 Pack Members may not enter Guest rooms unless they meet all of the following:
o They are authorized and trained to enter Guest rooms; and
o There is a valid business reason (room cleaning, repair).
 Pack Members may not interact with Guests in any way other than in a professional
manner that is directly related to the specific job and per the training for the job.
 Pack Members may not make arrangements to meet with Guests while off duty. This
includes both on and off property.
 Pack Members may not use the facility for meetings with Guests for any personal matter.
Fraternization that interferes with Great Wolf Resorts’ Culture, the professional environment, or
the safety of our Guests will be immediately addressed.

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FAMILY TRADITION
3.18 – PACK MEMBER USE OF LODGE
FACILITIES
DESCRIPTION: A CODE OF CONDUCT STATEMENT GOVERNING THE USE OF LODGE FACILITIES AND
CONDITIONS UNDER WHICH PACK MEMBERS MAY VISIT THE LODGE
BACKGROUND:
 The lodge and its facilities are for the exclusive use and enjoyment of our Guests. Pack
Member use of the facilities (exclusive of approved Wolf Pack Family Days, other
approved Employee Relations programs, or when visiting as a guest) during non-working
hours requires prior approval from the Director/Manager.
OVERVIEW:
 Pack Members are not permitted to remain or loiter on property after clocking out at the
conclusion of their shift. Pack Members must leave the lodge after clocking out.
 Pack Members are not permitted to use the lodge facilities when off duty unless during an
approved Employee Relations function, with specific approval of Employee Relations, or
when visiting as a guest.
 The lodge should not be used as a gathering point for off duty Pack Members.
 Off duty Pack Members are not permitted on property to use the Guest Wi-Fi.
 Off duty Pack Members are not permitted on property to visit with working Pack
Members.
 Pack Members must wait for rides in designated area.
 Pack Members who arrive early before their shift starts must stay in the back of house
until they clock in. Pack Members may clock in up to ten (10) minutes prior to the start
of their shift.
 Pack Members, when visiting as a guest, must use main entrance.
 Pack Members who violate this policy will be subject to corrective action, up to and

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.19 – PACK MEMBER CONDUCT
DESCRIPTION: DESCRIBES THE GREAT WOLF ANTI- HARASSMENT, ANTI-DISCRIMINATION AND ANTI-
RETALIATION POLICY, THE PROCEDURE FOR SUBMITTING A COMPLAINT OF VIOLATION OF
THE POLICY AND CONSEQUENCES FOR VIOLATION OF THE POLICY
In accordance with applicable law, the Company prohibits discrimination and/or harassment
because of race, color, ancestry, national origin (including language use restrictions), citizenship,
religious creed (including religious dress and grooming practices), sex (which includes pregnancy,
childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or
breastfeeding), marital status, domestic partnership status, sexual orientation, gender, gender
identity or gender expression, veteran status, military status, political affiliation, family care or
medical leave status or the denial of family and medical care leave, age (40 and over), physical or
mental disability (including HIV and AIDS), medical condition (including cancer and genetic
characteristics), genetic information, or any other basis protected by applicable federal, state or
local law, rule, ordinance or regulation. Any such discrimination and/or harassment is unlawful
and will not be tolerated.
SEXUAL HARASSMENT DEFINED:

 Applicable state and federal law defines sexual harassment as unwanted sexual advances,
requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:
(1) submission to the conduct is made a term or condition of employment; or (2)
submission to or rejection of the conduct is used as basis for employment decisions
affecting the individual; or (3) the conduct has the purpose or effect of unreasonably
interfering with the Pack Member’s work performance or creating an intimidating, hostile,
or offensive working environment. This definition includes many forms of offensive
behavior. The following is a partial list:
o Unwanted sexual advances
o Unwanted e-mails
o Offering employment benefits in exchange for sexual favors
o Making or threatening reprisals after a negative response to sexual advances
o Visual conduct such as leering, making sexual gestures, or displaying sexually
suggestive objects, pictures, cartoons, or posters
o Verbal conduct such as making or using derogatory comments, epithets, slurs,
sexually explicit jokes, or inappropriate, suggestive or offensive comments about
any Pack Member’s body or dress
o Verbal sexual advances or propositions
o Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s
body, sexually degrading words to describe an individual, or suggestive or obscene
letters, notes or invitations
o Physical conduct such as touching, assault, impeding or blocking movements

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 It is unlawful for males to sexually harass females or other males, and for females to
sexually harass males or other females. Sexual harassment is unlawful whether it involves
another Pack Member, a Director, or persons doing business with or for the Company.
OTHER TYPES OF HARASSMENT:

 Prohibited harassment on the basis of race, color, ancestry, national origin (including
language use restrictions), citizenship, religious creed (including religious dress and
grooming practices), sex (which includes pregnancy, childbirth, breastfeeding and medical
conditions related to pregnancy, childbirth or breastfeeding), marital status, domestic
partnership status, sexual orientation, gender, gender identity or gender expression,
veteran status, military status, political affiliation, family care or medical leave status or the
denial of family and medical care leave, age (40 and over), physical or mental disability
(including HIV and AIDS), medical condition (including cancer and genetic
characteristics), genetic information, or any other basis protected by applicable federal,
state or local law, rule, ordinance or regulation, includes behavior similar to sexual
harassment such as:
o Verbal conduct such as threats, epithets, derogatory comments, or slurs

o Visual conduct such as derogatory posters, e-mails, photographs, cartoons,
drawings, or gestures
o Physical conduct such as assault, unwanted touching, or blocking normal
movement
COMPLAINT PROCEDURES:
 If a Pack Member believes he/she has been subject to harassment, discrimination and/or,
retaliation on the job, or if he/she is aware of the harassment, discrimination and/or
retaliation of others, the Pack Member is strongly encouraged to provide a written or
verbal complaint, as soon as possible, to his/her Director or to Employee Relations. The
Employee Relations Director can be reached by phone at (657) 667-5013 or by email at
mmartindelcampo@greatwolf.com, The Pack Member may also contact the Corporate
Office by phone at (608) 661-4722 or by email at compliance@greatwolf.com.
Supervisors, Directors and other management employees are required to immediately
report any harassment, discrimination, retaliation and/or other misconduct, and any
complaints of harassment, discrimination, retaliation and/or other misconduct, to the
Employee Relations Director so that the Company can try to resolve the claim internally.
If the complaint is not resolved to the Pack Member’s satisfaction, he/she should
communicate the complaint to the General Manager of the resort.
 The law prohibits coworkers and third parties, as well as supervisors and managers
(Directors), with whom a Pack Member comes into contact from engaging in
discrimination, harassment retaliation, and/or other misconduct prohibited by the
California Fair Employment and Housing Act.
 Confidentiality for the Pack Member reporting prohibited conduct cannot, in most cases,
be completely maintained. However, details will only be shared on an as-needed basis
and only with those individuals directly involved in the investigation or who otherwise
have a need to know.
 The Pack Member’s complaint should be as detailed as possible, including the names of
individuals involved, the names of witnesses, direct quotations when language is relevant,
and any documentary evidence (notes, pictures, cartoons, etc.). Disclosure of the

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information contained in the complaint will be designated as confidential to the extent
possible.
 The Company’s complaint procedure provides for an immediate, fair, impartial,
thorough, and objective investigation of any claim of unlawful or prohibited harassment,
discrimination and/or retaliation. The investigation will be conducted by qualified
personnel, provide all parties appropriate due process, and reach reasonable conclusions
based on the evidence collected. The Company’s complaint procedure includes
appropriate options for remedial actions and resolution, including and appropriate
corrective action against anyone found to have engaged in harassment, discrimination,
retaliation and/or other misconduct, and requires timely closure of investigations. The
investigation will be documented and tracked for reasonable progress and a timely
response will be provided. A claim of harassment, discrimination and/or retaliation may
exist even if the Pack Member has not lost a job or some economic benefit.
 Pack Members shall not be exposed to retaliation as a result of lodging a complaint or
participating in a work place investigation, or for filing, testifying, assisting, or
participating in any manner in any investigation, proceeding, or hearing conducted by a
governmental enforcement agency.
 If the Company determines that prohibited conduct has occurred, the Company will take
effective remedial action commensurate with the circumstances. Appropriate action will
also be taken to deter any future harassment. If a complaint of prohibited conduct is
substantiated, appropriate corrective action, up to and including immediate termination,
will be taken.
 Pack Members should also be aware that the U.S. Equal Employment Opportunity
Commission (EEOC) and the California Department of Fair Employment and Housing
(DFEH) investigate and prosecute complaints of prohibited discrimination, harassment
and/or retaliation in employment. While the Company prefers to handle allegations of
discrimination, harassment and/or discrimination internally, Pack Members believing they
have been subjected to unlawful discrimination, harassment or retaliation may file a
complaint with the appropriate external agency. The nearest office is listed in the
telephone book or can be located through the applicable agency’s website at
www.eeoc.gov or www.dfeh.ca.gov.
LIABILITY FOR HARASSMENT, DISCRIMINATION AND/OR

RETALIATION:
 Any Pack Member, whether a co-worker, supervisor or Director, who is found to have
engaged in prohibited harassment, discrimination and/or retaliation is subject to
corrective action, up to and including immediate termination from employment. Any
Pack Member who engages in prohibited harassment, discrimination and/or retaliation
including any supervisor or Director, who knew about the harassment but took no action
to help stop it, may be held personally liable for monetary charges (per applicable law).
The Company does not consider conduct in violation of this policy to be within the
course and scope of employment or the direct consequence of the discharge of one’s
duties. Accordingly, to the extent permitted by law, the Company reserves the right not
to provide a defense or pay damages assessed against Pack Members for conduct in
violation of this policy.

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FAMILY TRADITION
3.20 - PACK MEMBER EMERGENCY
STAY
DESCRIPTION: A CODE OF CONDUCT STATEMENT AND SIGN OFF FOR PACK MEMBER EMERGENCY STAY
AT THE PROPERTY.
BACKGROUND:
 During unique situations, usually inclement weather or pending weather, Pack Members
may opt to stay in the hotel overnight in anticipation of work the next morning.
 These situations are infrequent and require General Manager and Director of Employee
Relations approval.
OVERVIEW:
 To protect the property from potential liability and to advise Pack Members of the off
duty expectations that coincide with an Emergency Stay, a Code of Conduct is articulated
in this Tradition.
 This Code of Conduct identifies the expectations and circumstances under which a Pack
Member may stay in the hotel overnight without charge in anticipation of working the
next morning.
 A sign off sheet must be issued to each Pack Member and must be signed before an
Emergency Stay room will be released.
CODE OF CONDUCT STATEMENTS:

 Pack Members must follow the same resort or lodge policies as Guests. (i.e. no smoking
in Guest rooms, hibernation hours, etc.).
 Noise level must be kept to a minimum.
 Pack Members may not consume alcohol on property, bring alcohol on premises to
consume, nor should they leave the property with the purpose of drinking and returning.
Doing so may result in immediate termination.
 Pack Members are to be paired with same gender occupants & stay only in their assigned
room. (Refer to the room assignment list with the MOD for any questions.) If Pack
Members wish to socialize with other Pack Members it must be done in public areas. At
no time should Pack Members gather in a Guest room.
 Property Specific: Pack Members under the age of 18 are only allowed to stay overnight
at the discretion of the General Manager, Assistant General Manager or Director of
Employee Relations. If allowed to stay, they must also have parent/guardian consent.
 Pack Members not “on duty” are not to be in Wolf Wear.
 Pack Members that are not “on duty” are not to interfere with those involved in lodge or
resort operations. If a Pack Member is not “on duty” he/she is not to be in back of
house areas.
 Regardless of whether on or off duty, all Pack Members must still represent Great
Wolf Resorts and conduct themselves in a professional manner at all times.
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 All “Emergency Stays” must be approved first by the Department Director with final
approval from either the General Manager, Assistant General Manager or Director of
Employee Relations. The approving Director will inform the Guest Service Manager or
MOD of this approval.
 Each Emergency Stay night requires a new form to be signed.
 All Pack Members must park in the Pack Member parking areas.
 Pack Members are not allowed in-room charge for movies or use of any in-room game
system.
 Pack Members may be called in to work the next morning in the most effective role for
the Company.
 Violations of any of the Code of Conduct rules may result in corrective action, up to and
including termination of employment.
SIGN OFF FORM:

 A sign off consent form must be included for each Emergency Stay. Please retain the
form in the Pack Member file.
FOOD PROVIDED:
 Discounted or free food may be provided to the Pack Member with the Company’s
consent. The food or cost associated is not covered in this Tradition and may vary by
property.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.21 - PERSONAL ITEMS POLICY
DESCRIPTION: THIS TRADITION OUTLINES THE PERSONAL PROPERTY AND EXPECTATIONS OF PRIVACY
POLICY
BACKGROUND:
 Great Wolf Resorts assumes no responsibility for the personal items of Pack Members.
OVERVIEW:
 Great Wolf Resorts assumes no liability for the damage, loss, or theft of the personal
property of Pack Members by third parties.
 All storage facilities, offices, and workspaces including desks and lockers are the property
of Great Wolf Resorts.
 Great Wolf Resorts reserves the right to have access to all areas and to such property at
any time without advance notice to Pack Members.
 In order to protect both Pack Members and Guests, video surveillance may be used.
Video surveillance will not be used in private areas of restrooms, showers and dressing
rooms.
 All personal items are to be brought in a clear bag or backpack and all bags are subject to
search.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.22 - PHOTO CONSENT AND RELEASE
DESCRIPTION: PHOTO CONSENT AND RELEASE
As a Pack Member of Great Wolf Resorts, I hereby acknowledge and agree that I may be involved
in situations wherein my photo and/or likeness may be captured via photography, videography or
any other process. As such I hereby release the Company and its respective Directors, Officers and
Pack Members from any and all claims whatsoever arising out of or which may arise by reason of
participation in any such photo shoot including, without limitation, any claims due to personal
injuries resulting from and/or arising out of the alleged negligence of the Company or its respective
Directors, Officers and/or Pack Members.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.23- REFERENCES AND VERIFICATIONS
DESCRIPTION: TO EXPLAIN THE POLICY OF EMPLOYEES REQUESTING REFERENCES FROM GREAT WOLF
RESORTS
It is Company policy to protect the confidentiality of Pack Member records by handling requests
for information on present and former Pack Members in a professional and ethical manner.
Telephone requests for confirmation of employment must be referred to Employee Relations.

No information will be released by telephone inquiry to anyone outside the Company.
Employee Relations may release employment information via the telephone for Unemployment
Cases with the state or for final verifications with financial institutions (i.e. day of confirmation of
employment during the closing on a home loan.)
All written requests for employment verification and reference checks must be referred to
Employee Relations, along with a signed release for information by the Pack Member. This
applies to both former and present Pack Members. Current Pack Members must sign a Release
Form to allow the release of information.
Information released must be limited to dates of employment, full-time or part-time status,

position held and pay rate. No additional information may be released (i.e. attendance records;
reason no longer employed; discipline; eligible for rehire, etc.).
Employee Relations may release additional information for unemployment and legal matters.
Pack Member requests for recommendations and references sent directly to the departments
must be forwarded to Employee Relations.
Inter-company reference checks must be handled through Employee Relations in the event of
Pack Members transferring to another Great Wolf Resorts, applying for a different position or
making a lateral transfer within Great Wolf Resorts. In such cases, employment information will
be accessible to full-time management conducting the interview or those responsible for making
the hiring decision.
Generally, Company letters of recommendation are not permitted. In exceptional circumstances,

they may be issued, only under the signature of a full-time management level Pack Member in the
direct chain of supervisory authority over the Pack Member. Information is limited to dates of
employment, position title, pay rate and general responsibilities. No information may be released
regarding attendance, discipline or overall performance. All recommendations must be
coordinated with Employee Relations. Employee Relations will critique, copy and mail.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.24- SMOKING
DESCRIPTION: TO EXPLAIN THE POLICY FOR PACK MEMBER TOBACCO USE
SMOKING:
To help promote a safe and healthy work place, Pack Members of legal smoking age may smoke
only in designated smoking areas while in uniform and only at times authorized by the
appropriate Director. Pack Members should see their Director for the designated areas. Other
than these designated areas, a Pack Member should never be seen in uniform and smoking on
property. This includes the use of electronic cigarettes and smokeless tobacco.

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FAMILY TRADITION
3.25 – SOCIAL MEDIA AND
INTERACTIVE SITES POLICY
DESCRIPTION: EXPLANATION OF THE COMPANY’S SOCIAL MEDIA AND INTERACTIVE SITES POLICY
INTRODUCTION:
 Every day, Great Wolf Resorts strives to develop meaningful relationships with our Guests
and look for ways to improve the service Great Wolf Resorts provides them. In the past,
we’ve directly connected with our customers in person, through telephone calls, or in e-mail
conversations. Today, social networking tools such as Twitter and Facebook provide the
opportunity for the Company to engage in a whole new form of dialogue with current and
future Guests. For this purpose, Great Wolf Resorts engages Marketing and Social Media
Agents to foster and direct our social media presence. These professionals are experienced
and knowledgeable about the most effective way to promote our image and brand, as well
as communicate with our current and future Guests in the virtual world.
 Despite our engagement of Marketing and Social Media Agents, the Company recognizes
that Pack Members may post about the Company, its employees, and its products and
services on blogs, wikis, and other social media platforms. Pack Members in every role and
level should feel free to share thoughts in all forms of social media—provided Pack
Members abide by this policy when posting about the Company, its employees, or its
products and services. Additionally, Pack Members should note that all other Great Wolf
Resorts policies, especially RIACT, and practices apply to social media use by Pack
Members. The rules in the real world apply equally in the virtual world.
 Also, please remember that while social networking is fun and valuable, there are some risks
Pack Members should keep in mind. In the social media world there is often no line
between what is public and private, personal or professional. That’s one reason why it is
important for Pack Members to clearly identify who they are and their affiliation with Great
Wolf Resorts when posting about the Company’s products or services.
 The following terms constitute the Great Wolf Resorts Social Media/Interactive Sites
Policy for Pack Members who post about the Company, its employees or its products and
services. Interwoven into this policy are some general social networking/media guidelines
that are important for Pack Members to follow as they share their thoughts, views and
perspectives—as a Great Wolf Resorts Pack Member—in the virtual world. “Social media
sites” are sites on which Pack Members can share information and opinions, and include
popular destinations such as Facebook, Twitter, YouTube, Ning, Instagram, LinkedIn and
MySpace, wikis and blogs, among others. This policy applies to all such sites, and Pack
Members activity on them, not just those listed above.

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RULES FOR ALL PACK MEMBER ACTIVITY ON SOCIAL MEDIA SITES:
 Pack Members must adhere to all applicable laws and policies, including this policy. The
Company wants Pack Members to fully understand their responsibilities related to social
media participation, whether Pack Members are engaged in social media during working or
nonworking time, at work or at home. The Company has listed examples of some of the
applicable policies and laws below, but this list is not intended to be comprehensive.
Rather, the Company wanted to point out some key areas.
o Pack Members must comply at all times with the Great Wolf Resorts
Standards of Business Conduct, the Electronic Communications Policy and
the Policy Against Discrimination, Harassment and Retaliation and all other
Company policies, standards, practices, and guidelines.
o Pack Members must not use Great Wolf Resorts logos, service marks, or
other trademarks (the “Marks”) on social media sites, unless otherwise
permitted by law; this includes our characters, future character concepts and
proprietary material that has not been released by the Company. Only those
individuals with appropriate permission and preapproval provided in writing
by Great Wolf Resorts’ Marketing and Legal departments may use the Marks,
or any Mark. If approved to use Marks, Pack Members must comply with
Great Wolf Resorts’ branding guidelines. Also remember that our
competitors, customers, suppliers, and vendors have their own trademarks,
service marks, and logos and the legal rights to them.
o Pack Members are expected to at all times adhere to all provisions of any
Confidentiality Agreement(s) that they have signed.
o If a Pack Member’s position affords them access to sensitive, confidential,
trade secret, or proprietary information belonging to Great Wolf Resorts or
third parties, the Pack Member must never disclose such information that is
not public, or that should not be made public. This type of information is for
internal use only, and access to it is generally restricted within the Company.
This includes any information that should be classified as Great Wolf Resorts
Confidential and/or Proprietary Information as defined in this Handbook. It
also includes things like sales information, average capacity, recipes, personally
identifiable information of employees and Guests, and other information not
generally known to the public, and which is often protected under Great Wolf
Resorts security procedures. In addition, ALL information-sharing
restrictions from this Handbook apply to social media.
o Remember that anything created, transmitted, downloaded, exchanged or
discussed using equipment, networks or systems owned by the Company, or
to which Pack Members are allowed access because of their employment, may
be viewed at any time by the Company, and the Company reserves the right to
review and divert, if deemed necessary by the Company, transmissions,
downloads, and anything that is transmitted or resides on Company
equipment at any time, without notice.
o Pack Members also are responsible for complying with all laws governing
copyright, privacy, defamation, disclosure of material information, and data
privacy laws including those pertaining to personal information belonging to
individuals other than themselves and other legal issues. Do not disclose
personal information about others, including partners and/or other Pack
Members without their express permission to do so. NEVER discuss
specific past, current or future Guests.

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o Great Wolf Resorts utilizes a Social Media agent to communicate on our
behalf for all Social Media related conversations. Pack Members should not
act as the brand or officially respond or engage in Guest conversations
without express permission to act in this capacity.
o Working time is for working. Pack Members must not spend working time on
social media sites if such time does not involve assigned work-related tasks.
RULES SPECIFIC TO PACK MEMBER-GENERATED SOCIAL MEDIA CONTENT:

 The following general rules are examples of conduct prohibited on social media sites. To
be clear, this list is not comprehensive; it just highlights some areas to avoid when posting.
o If Great Wolf Resorts is discussed, never state or imply that the Pack
Member’s views in any way are those of the Company. Unless the Pack
Member has been clearly and specifically designated as such, Pack Members
are not an official Company spokesperson and thus cannot speak on behalf of
the Company as a whole. When Pack Members post, they should use a
disclaimer that clearly states that they are speaking on their own behalf. One
disclaimer Pack Members could use is this: “The postings on this site are my
own and don’t necessarily represent Great Wolf Resorts’ positions, strategies
or opinions.” By making various social media forums available, Great Wolf
Resorts does not adopt any of the views expressed on them.
o If Pack Members post comments about the Company’s products or services,
the Pack Member must clearly and conspicuously disclose in the post that they
are an employee of the Company. Post using the first person (that is, use “I”
and “my”, not “we” and “our”). Great Wolf Resorts Pack Members are
personally responsible for their posts. Pack Members should be mindful that
what they write will be public for a long time—protect your privacy, but know
that even “private” or “deleted” items on the Internet rarely stay that way.
o Only Pack Members of the Company’s Marketing department and our Social
Media Agents are authorized to establish Facebook pages on behalf of Great
Wolf Resorts. Other Pack Members must not create Facebook or other social
media pages or sites that use any Marks, including but not limited to the Great
Wolf Resorts name, or give the impression that the page or site is authorized or
created by the Company (e.g. a page entitled “Great Wolf Lodge – Sandusky”)
without appropriate permission and preapproval provided in writing by Great
Wolf Resorts’ Marketing and Legal departments.
o If Pack Members choose to provide contact information, this should be limited
to their personal contact information, and not their work address, phone
number or email address.
o Only licensed attorneys can express legal opinions or offer legal advice on
behalf of Great Wolf Resorts. Inquiries related to ongoing legal, investigative
or regulatory proceedings involving Great Wolf Resorts must be referred to
the Legal department.
o Do not defame our competitors, Guests, partners, suppliers, or vendors.
“Defaming” is making comments that Pack Members know are not true or
that Pack Members did not make a reasonable effort to determine whether
they were true.
o Do not use profanity or obscene, vulgar, harassing, offensive, threatening or
abusive language/content. This would include comments about others’ sex,
race, gender, age, national origin, religion or other protected characteristics.

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Avoid sexually explicit or X-rated jokes, messages or cartoons as well as threats
of violence.
o All requests for employment recommendations or references should be
handled in accordance with Great Wolf Resorts standard policy for handling
such requests. Do not provide employment recommendations or references
unless authorized to do so.
TIPS FOR PARTICIPATING IN SOCIAL MEDIA:

Stay humble
 Stay away from boasting about customer service. As we all know, our number one goal is to
offer each Guest a terrific experience and great service but we’re certainly not perfect and
we do make mistakes. Let’s stay focused on working to deliver great service instead of
talking about it. And if a Pack Member does talk about it, they should clearly identify
him/herself as a Great Wolf Resorts Pack Member.
Be responsible
 Pack Members should be aware of their role in representing Great Wolf Resorts in online
social networks. If a Pack Member identifies him/herself as a Pack Member, he/she
should be aware of how he/she is representing his/herself to other Pack Members, Guests,
and the community at large. If Pack Members have a blog, they are encouraged to post a
Bloggers Code of Ethics on it.
To be clear, nothing in this policy is intended to prevent Pack Members from discussing
the terms and conditions of their employment in accordance with applicable law.
However, a Pack Member’s failure to adhere to this policy or any applicable laws or other
Company policies will result in immediate corrective action, up to and including
termination from employment to the extent allowed by law. Any Pack Member violating
local, state or federal laws may also be subject to fines, legal action and/or arrest. If a Pack
Member is subject to legal action resulting from his/her personal social media use, Great
Wolf Resorts will not defend or pay for the defense of such Pack Member in any legal
action.
Questions About This Policy

If you have questions about this Policy, please contact your Employee Relations Director.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.26 - SOLICITATION POLICY
DESCRIPTION: EXPLANATION OF THE COMPANY’S SOLICITATION POLICY.
GREAT WOLF RESORTS PHILANTHROPIC POLICY:

 “We Make Time for Your Family,” our brand promise, can be interpreted in a variety of
ways. At our resort, we endeavor to make time for our Guests in every unique and
special way possible. In our Workplace, we seek to find opportunities to create incredible
family experiences for our Pack Members and for their families. In our communities,
Great Wolf Resorts has embarked on meaningful and long term partnerships with several
organizations that are in alignment with our brand and mission.
 To that end, Great Wolf Resorts will continue to maintain partnerships with key
organizations which share the cultural values of our brand and of our Guests. In order to
be as impactful as possible, these organizations will remain the sole focus of the
Company’s fundraising efforts.
PACK MEMBER SOLICITATION POLICY:

 We embrace the fact that our Pack Members are involved in their own communities and,
over time, have aligned with meaningful and well-intentioned charitable organizations.
We also respect that our Pack Members may seek out fellow Pack Members to solicit
donations for their own causes.
 In an effort to consolidate our fund raising efforts and to keep our Philanthropic message
simple, we ask that all fund raising and solicitation requests be approved before being
released to the Pack Member population, either by e-mail or personal solicitation.
Approval must come from the General Manager or Corporate VP of Employee
Relations.
GENERAL SOLICITATION POLICY:

 A Pack Member may not solicit or distribute literature in any form or through any
medium on the Company’s property during his or her working time or during the
working time of the Pack Member being solicited or given literature.
 A Pack Member may not solicit or distribute literature in any form or through any
medium in working/public area without approval. In order to keep the Company’s
premises safe, neat and clean, literature may not be strewn or discarded on the
Company’s property.
 Persons not employed by the Company are not permitted to solicit or distribute literature
in any form or through any medium, or offer merchandise for sale on Company property
at any time, or be on the premises without written permission.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.27 – SUBSTANCE ABUSE POLICY
DESCRIPTION: GUIDELINES FOR SUBSTANCE ABUSE TESTING AND ASSISTANCE OFFERED TO PACK
MEMBERS.
INTRODUCTION:
 Great Wolf Resorts is committed to promoting a safe and healthful environment. The
Company is concerned about alcohol and other drug abuse, since such abuse may
jeopardize the safety of the Pack Member, coworkers, Guests or the community, and can
have a serious effect on Pack Members’ productivity and job performance.
 This policy covers all Pack Members and is designed to offer Pack Member assistance to
those who have substance abuse problems, when appropriate. However, Pack Members
will be subject to corrective action, up to and including termination, if they violate the
Company’s terms. Pack Members needing help who receive it and make necessary
changes in their conduct may continue employment subject to the terms of this policy.
Those who refuse assistance are subject to termination.
GENERAL PROVISIONS:
 The Company prohibits the use, possession, sale, distribution of or being under the
influence of alcohol and drugs by Pack Members or contractors on its premises or time.
 Reporting to work under the influence of illegal drugs (including medically prescribed
marijuana) or alcohol is prohibited. No Pack Member may report for duty or remain on
duty while having an alcohol concentration of 0.04 or greater. Reporting to or remaining
on duty while having a higher alcohol concentration is a violation of this policy. In
addition, any Pack Member requested to submit to an alcohol test required under this
policy and found to have an alcohol concentration of 0.02 or greater, but less than 0.04
will be disqualified from performing his/her duties, until the start of the Pack Member’s
next regularly scheduled duty period, but not less than 24 hours following administration
of the test.
 Further, the Company prohibits the off duty use of illegal drugs (or drugs used illegally) if
and to the extent such use does or could reasonably be expected to affect the Company’s
ability to control productivity, provide for the safe and efficient operation of its business,
and protect the safety of its workers and the public.
 The use and possession of legally prescribed drugs is permitted on Company premises and
time provided the drug is stored in the original prescription container, or is in the Pack
Member’s possession only in quantities sufficient for his or her shift, and has been
prescribed by a medical practitioner for the current use of the person in possession of the
drug. Possession of lawfully acquired over-the-counter drugs also is permitted, but use of
any such drug must be consistent with the manufacturer’s instructions. However, it is
every Pack Member’s responsibility to know if any substance, either over the counter or
prescribed, can have any effect on judgment or performance. In this instance, Pack

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Members are required to inform management of the use of the medication so that a
determination may be made as to whether a Pack Member needs to be reassigned or
relieved, for the course of the medication, for safety reasons. Pack Members are not
required to report what condition they are being treated for.
 NOTE: Medical use of marijuana has been approved in several states. However, it is
important to recognize that this will not be accepted as “authorized, legitimate medical use
of a controlled substance” should a Pack Member test positive for marijuana as the
Federal government still classifies marijuana as a Schedule I drug under the DEA
classification of controlled substances.
DRUG TESTING GENERAL GUIDELINES:

 Great Wolf Resorts primarily utilizes a five-panel urine drug test, typically referred to as
the SAMHSA-5, developed by the Substance Abuse and Mental Health Services
Administration to test for the five most commonly used/abused substances. The five
panels of the drug test include marijuana metabolites (THC), cocaine metabolites (cocaine,
crack), amphetamines (amphetamines, methamphetamines), opiate metabolites (codeine,
heroin, morphine), and phencyclidine (PCP).
 In addition to the five-panel urine drug test, Great Wolf Resorts may also test for other
substances at its discretion including, but not limited to: alcohol, barbiturates
(Phenobarbital, secobarbital), benzodiazepines (Valium, Librium, Xanax), hallucinogens
(LSD, mushrooms, mescaline), and inhalants (paint, glue, hair spray). Specimens for such
drug tests may be obtained through any means deemed appropriate by the Company
including urine, breath, saliva, blood, or hair.
PRE-PLACEMENT TESTING
Any applicant for employment who has met all other qualifications and has been offered a
position with the Company may be required, before beginning his or her job, to take and pass a
pre-employment test for drugs. Failure to submit to and pass the test will result in withdrawal of
the applicant’s job offer.
Candidates for promotion or transfer may also be required to submit to a drug test.
EMPLOYMENT TESTING
Reasonable Suspicion Testing
 When a Director has reasonable suspicion to believe that a Pack Member is using drugs or
alcohol in violation of this policy, the Pack Member will be required to submit to a drug
and/or alcohol test. A reasonable suspicion is one based upon, but is not limited to,
observable and describable conduct, appearance or work performance.
 Whenever possible, Pack Members required to submit to reasonable suspicion testing will
first be observed by the Director and the decision to test will be confirmed by either the
MOD or by Employee Relations. Pack Members to be tested based upon reasonable
suspicion will be suspended from work pending receipt of the test result.
 A Director will arrange for the transportation of a Pack Member identified for testing to
the designated collection site. After collection is completed, the supervisor will make
transportation arrangements for the Pack Member. If a family member or friend is not
available to pick him/her up at the collection site, transportation will be arranged to take
the Pack Member home. If the Pack Member refuses such assistance and insists on
driving, the Company will contact appropriate law enforcement officials to apprise them
of the situation before the Pack Member leaves. The Pack Member will not be physically
detained.

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Post-Accident/Incident Testing
 A Pack Member will be required to submit to an alcohol and drug test in the event he/she
is involved in an accident/incident or near-accident or is injured in the following
circumstances:
o Whenever the Pack Member engages in conduct that creates a safety hazard or
danger to physical safety of the Pack Member, co-worker, or member of the
public;
o Whenever the Pack Member is involved in an accident while on Company
premises or time which results in damage to Company property, or the property
of others or personal injury to the Pack Member, another Pack Member or a third
party requiring medical treatment beyond first aid. Property damage decisions are
at the sole discretion of the Company.
o Whenever the Pack Member is injured, while at work, and the injury results in lost
time or treatment beyond first aid.
 The above testing will occur even if the Pack Member, in the opinion of management,
should receive medical attention but refuses treatment.
Unannounced Random Testing

 The Company reserves the right to implement unannounced drug and alcohol testing
while on Company premises or time (in accordance with applicable law). The random
selections will be conducted by an independent outside vendor using a computerized
program that guarantees that all Pack Members chosen for testing will be chosen in a true
random fashion. Once a Pack Member’s name is drawn, and they are tested, it will be
inserted back into the random pool. Throughout the year, some Pack Members may be
chosen more than once and others may not be chosen at all depending on the true
random selection process. Once a Pack Member is notified that he/she has been chosen
for a random test, he/she will be required to report for specimen collection immediately.
The Company reserves the right to alter the frequency of tests and the percentage of Pack
Members drawn throughout the year. The Company also reserves the right to implement
and discontinue such testing at any one or more Company locations, whenever the
Company wishes; however, the Company will give a 30 day notice before implementing a
random program at any Company location.
Return to Work & Follow-Up Testing

 Any Pack Member who returns to work after having tested positive and successfully
completing counseling or rehabilitation or being released to return to work, will be
subject to drug and/or alcohol testing prior to returning to work and at any time (in
addition to the testing described above) for a period of three (3) years following his/her
return to work.
CONSENT AND RELEASE

 Prior to sample collection, an applicant or Pack Member identified for testing may be
required to sign a consent and release form authorizing the collection and testing of a
sample, or samples, of his/her urine, blood, saliva, breath or other appropriate specimen.
An applicant or Pack Member who is a minor will be required to obtain the signature of
his/her legal guardian on the form.

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Sample Collection
 Urine, blood and breath, saliva or other appropriate samples will be collected by a clinic
and/or hospital or other accepted means of the Company’s choice, and will follow chain-
of-custody procedures that protect the Pack Member’s confidentiality and privacy and
protect the collected sample(s) from adulteration, substitution and misidentification.
Urine or saliva specimens will be used for drug testing. Generally, breath and possibly
saliva will be used for alcohol testing. The Company reserves the right to utilize blood
testing for alcohol only if an evidential breath testing device is impractical or not
reasonably available. A Pack Member may also request a blood test instead of a breath
test. Any Pack Member who adulterates, substitutes, dilutes or in any other way refuses
to comply with collection will be terminated.
Sample Testing
 All urine and blood sample testing will be conducted by a laboratory certified by the U.S.
Department of Health and Human Services (“DHHS”), and all initial positive urine test
results will be confirmed by a second, reliable testing method, usually gas
chromatography/mass spectrometry (GC/MS). Testing for alcohol content will be by
evidential breathalyzer, blood analysis or other methods that may be determined to be
appropriate. Any Pack Member who questions the accuracy of a positive drug test result
may submit a written request for a retest to the Company within three (3) working days
of the Pack Member’s receipt of notice of the result. A portion of the original specimen
will have been preserved for such testing, which will be conducted at the Pack Member’s
own expense, in advance, by the same laboratory or a different DHHS-certified
laboratory, of the Pack Member’s choice, applying the same concentration cut-off levels
as were applied during the first test. Should that test be negative, the Pack Member will
be compensated for the cost of the test and lost wages, except where the Pack Member
was suspended in part or in whole for misconduct associated with the circumstances that
led to the initial testing. In which case, the Pack Member will not be compensated for
time lost, or reinstated during any part of the suspension that was for misconduct.
MEDICAL REVIEW OFFICER

 No drug test result will be reported to the Company as positive until a medical review
officer (“MRO”) has confirmed that the result reflects a violation of this policy. The
MRO may contact any applicant or Pack Member for information the MRO deems
necessary to determine if the test result was or was not positive, and the Pack Member
(or, if the Pack Member is a minor, his/her legal guardian) will be required to provide or
consent to the release of any information the MRO requires.
REINSTATEMENT, ASSISTANCE AND DISCIPLINE

 As a general rule, a Pack Member will be terminated for violating the prohibitions of this
policy, including submitting a positive test result. However, an exception to this rule may
be given on a one-time basis as described in the following sections.
After reasonable suspicion post-accident/incident or random testing

 In the event a Pack Member’s reasonable suspicion, post-accident/incident or random
test result returns negative while he or she is on suspension pending receipt of notice of
the result, the Pack Member will be reinstated and paid any wages and benefits that would
have been paid had their work hours not been interrupted by the test and/or suspension.
However, if the suspension was in part or in whole for misconduct associated with the
circumstances that led to the initial testing, the Pack Member will not be reimbursed for
or reinstated during, any part of the suspension that was for the misconduct.
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Following a post-accident or random test, with no reasonable suspicion present, a Pack
Member may return to work prior to test result receipt providing they are medically able
to do so.
During and after counseling/rehabilitation

 If a Pack Member chooses to participate in counseling and rehabilitation, he/she may
request unpaid medical leave for that purpose if needed. When treatment is provided on
an outpatient basis, the Pack Member may be allowed to work but only with a written
statement from a medical or treatment provider that he/she is capable of performing
his/her job safely during treatment. However, the Pack Member will be required to meet
existing job performance standards and established work rules and policies and will be
required to submit to unannounced alcohol and/or drug testing. Failure to submit to
testing will result in the Pack Member’s termination. The Company may require
verification from the treatment provider of the Pack Member’s continuing participation
in the rehabilitation process.
Upon refusal to sign/cooperate

 An applicant or Pack Member (or, if a minor, his/her legal guardian) who refuses to
execute a consent and/or release form and/or chain of custody document or any other
document associated with this process, who attempts to adulterate or to substitute a
sample, non-medically fails to provide a specimen or otherwise interferes with the sample
collection or testing processes, or who fails to cooperate with the Company’s MRO or to
provide the MRO with information he/she requests will either have his/her job offer
withdrawn or in the case of a Pack Member, will be viewed as having been insubordinate
and will be terminated.
CONFIDENTIALITY
 The Company and its agents will keep confidential, to the extent reasonable and feasible,
all test results and test-related information collected, received or generated under this
program. Information regarding test results and potential rehabilitation or counseling will
be confined to a strict need-to-know basis. Information will not be released unless
authorized to do so by a signed, appropriate release of information form. Exceptions will
only be as required by law or in response to actions taken against the Company or in
conjunction with unemployment insurance or worker’s compensation hearings for the
purpose of determining potential willful misconduct on the Pack Member’s part.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 3.28-CONFIDENTIAL INFORMATION
DESCRIPTION: GUIDELINES FOR CONFIDENTIAL INFORMATION
The nature of our business is one of trust and confidentiality. All Pack Members are responsible
for keeping Guest information and documents and all proprietary Company Information,
including trade secrets, and other proprietary business information confidential (“Confidential
Information”). Confidential Information about the Company, its Pack Members, Guests, other
customers, suppliers, and vendors is to be kept confidential and divulged only to individuals
within the Company with both a need and authorization to receive the information. If in doubt
as to whether information should be divulged, choose in favor of not divulging information and
discuss the situation with Employee Relations.
Confidential Information includes, but is not limited to the following:
 Financial records and information.

 Customer preferences.
 Marketing information.
 New product and/or service announcements.
 The Company’s technology, formulas, inventions, and processes.
 Business, marketing, and strategic plans.
 Personnel and payroll records regarding current and former Pack Members.
 Sales scripts and training materials.
 The identity of, contract information for, and any other account information on
customers, vendors and suppliers.
 Any other confidential documents or proprietary information regarding the Company’s
operations, procedures, or practices.
All records and files maintained by the Company are confidential and remain the property of the
Company. Records and files are not to be disclosed to any outside party without the express
permission of the Chief Executive Officer or the General Counsel of the Company. Confidential
Information may not be removed from Company premises without express authorization from
the Chief Executive Officer or General Counsel of the Company.
No Pack Member or former Pack Member may, for the purpose of furthering current or future
outside employment or activities, for obtaining personal gain or profit, or for any other purpose
not directly related to the Company’s business interests, use Confidential Information obtained
during or through employment with the Company. The Company reserves the right to avail itself
of all legal or equitable remedies to prevent or redress impermissible use of Confidential
Information or to recover damages suffered as a result of the impermissible use of

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Confidential Information. Nothing in this policy is intended to limit trade secret or other
protection available to the Company by law.
Pack Members may be required to enter into written confidentiality agreements confirming their
understanding of the Company’s confidentiality policies, as a condition of initial or continued
employment.
By the very nature of the business, Great Wolf Resorts Pack Members are custodians of
information that must be kept confidential about Great Wolf Resorts’ Guests and vendors. In the
course of performing their work responsibilities with Guests and vendors, Pack Members may
come in contact with written, oral or electronic information or materials that are highly
confidential. Great Wolf holds this information in strictest confidence and will not use, disclose,
release or discuss it with anyone. Except in the performance of their duties, Pack Members are not
permitted to use, disclose, release or discuss such information with anyone.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.11-AT-WILL EMPLOYMENT
DESCRIPTION: DESCRIBE EMPLOYMENT-AT-WILL
Great Wolf Resorts is an at-will employment company. This means that:

 Employment is terminable at-will. Either the Company or Pack Member can terminate
the relationship with or without cause, at any time. Employment may be terminated at
any time without notice, without cause, and without any fault on the part of the Pack
Member. There is no agreement or understanding that the Company will employ any
Pack Member for any specific period of time.
 No contract of employment other than “at-will” has been expressed or implied, and no
circumstances arising out of employment will alter the “at-will” employment relationship
unless set forth in writing, signed by the Company’s Chief Executive Officer and the
Pack Member.

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FAMILY TRADITION
4.12 - EQUAL OPPORTUNITY
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: EMPLOYER, AFFIRMATIVE ACTION, JOB
POSTINGS AND IMMIGRATION REFORM
DESCRIPTION: EQUAL OPPORTUNITY EMPLOYER / AFFIRMATIVE ACTION / JOB POSTINGS /
IMMIGRATION REFORM
DIVERSITY:
 The Company is committed to cultivating a diverse workforce, a diversity that is mirrored
in the Guests we serve. We are fortunate to have Pack Members who come from many
different backgrounds and who have unique skills and experience. Through the
uniqueness of our Pack Members, we learn new ways to do things, ways to manage, and
ways to be more productive.
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY:

 It is our commitment to provide equal employment opportunities to all Pack Members
and applicants for employment without regard to race, color, ancestry, national origin
(including language use restrictions), citizenship, religious creed (including religious dress
and grooming practices), sex (which includes pregnancy, childbirth, breastfeeding and
medical conditions related to pregnancy, childbirth or breastfeeding), marital status,
domestic partnership status, sexual orientation, gender, gender identity or gender
expression, veteran status, military status, political affiliation, family care or medical leave
status or the denial of family and medical care leave, age (40 and over), physical or mental
disability (including HIV and AIDS), medical condition (including cancer and genetic
characteristics), genetic information, or any other basis protected by applicable federal,
state or local law, rule, ordinance or regulation, and to base all employment decisions so
as to further this policy.
 Our equal employment policy is designed to ensure the following areas reflect our
attitudes toward the principle of equal employment opportunity: hiring, placement,
upgrading, transfer or demotion, recruitment advertising or solicitation for employment;
rates of pay or other forms of benefits and compensation; selection for training;
termination; and any other aspect of the employment relationship.
 Pack Members are expected to abide by this principle. Any questions regarding this
principle should be directed to the General Manager or Employee Relations.
 Information relating to this policy and Pack Member’s rights are posted in an area
accessible to all Pack Members. Please see the Director regarding the location.
 To effectuate our commitment to this policy, the Company has established Affirmative
Action Programs. These plans provide, among other goals and undertakings, that:
6. The Company will recruit, hire, train and promote qualified persons in all job
titles, and ensure that all other personnel actions are administered without
regard to any of the protected characteristics.

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7. The Company will ensure that all employment decisions are based on valid job
requirements so as to further the principle of equal employment opportunity.
8. The Company will ensure that all personnel actions such as employment,
advancement, compensation, benefits, transfers, layoffs, return from layoff,
Company-sponsored training, education, social and recreational programs, will
be administered without regard to any of the protected characteristics.
9. The Company will ensure that promotion decisions are in accord with
principles of equal employment opportunity by imposing only valid
requirements for promotional opportunities.
10. Pack Members and applicants shall not be subjected to harassment,
intimidation, retaliation, threats, coercion, or discrimination because they have
engaged in or may engage in any protected activity or exercised any protected
right under equal employment or affirmative action laws or regulations.
JOB POSTINGS:
 The Company makes every effort to promote and place Pack Members from within. If
the skills and experience needed for the job are available within the Company, the
Company will generally attempt to hire internally. However, the hiring Director and
Employee Relations may elect not to post certain positions at their sole discretion.
 As with any position at the Company, selection is based on the ability to meet job
qualifications, work performance, attitude, and a satisfactory attendance record.
Placements are made solely on these qualifications without regard to any protected
characteristic.
IMMIGRATION CONTROL AND REFORM ACT OF 1986:

 The Company complies with the Immigration Reform and Control Act of 1986 by not
discriminating against any applicant or Pack Member on the basis of citizenship status as
defined in the Act and regulation issued under it.
 The Company also complies with the Act’s prohibition against employing any person
who fails to present appropriate documentation establishing identity and eligibility for
U.S. employment within the first three business days of employment. In addition, if at
any time during the course of a Pack Member’s employment with the Company it is
established that the Pack Member is not legally authorized to work in the United States,
the Pack Member will be subject to immediate termination.

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FAMILY TRADITION
4.13-EMPLOYEE RESORT TRANSFER
PROCEDURE
DESCRIPTION: TRANSFERS OF EMPLOYEES FROM ONE PROPERTY TO ANOTHER SHOULD BE FACILITATED
BY EMPLOYEE RELATIONS, CONSISTENTLY BETWEEN ALL LODGES
A Pack Member expressing interest in transferring to another Great Wolf Resorts property
should do the following:
 Qualified candidates (in good standing, after 90 days of employment) should

electronically submit an internal application form on the internal career center. The Pack
Member should specify a lodge or designate “all locations” if open to any opportunity.
 Employee Relations should make sure that the Pack Member’s current Director and
General Manager are aware of the interest in a transfer.
The following steps should take place once a transfer has been approved:
 An internal offer letter is to be issued from Employee Relations and, when signed, a
Status Change form is to be completed.
 The originals of all files (personnel, training, medical, benefits) must be sent to the
property to which the Pack Member is transferring. The property that the Pack Member
is leaving should keep only photocopies for their records.
 If a Pack Member is transferring mid-pay period, communication should occur between
the two Employee Relations Directors involved regarding the Pack Member’s payroll
status. For example, if the Pack Member has deductions/garnishments, and he/she will
be receiving paychecks from both locations for the transition pay period, communication
should occur to ensure that deductions are not duplicated.
 If the Pack Member is currently a participant in benefits that are shared with other
locations, it is the responsibility of the departure property to notify the benefit provider
(Dean, BCBS, Delta, UNUM) that the employee should be transferred off their group
number and onto the new location’s group number.
 If the Pack Member is transferring to a location that has different benefit providers, new
enrollment forms must be completed upon arrival at the new property.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.14-ADA COMPLIANCE
DESCRIPTION: GREAT WOLF RESORTS GUIDELINES FOR CONSISTENT IMPLEMENTATION OF THE
AMERICANS WITH DISABILITIES ACT
BACKGROUND :
The Americans with Disabilities Act and various state and local disability laws and ordinances
give protections to individuals with disabilities. The Company complies with all aspects of the
Americans with Disabilities Act (ADA), and any amendments, and state and local disability laws.
This means that we will not discriminate against qualified individuals with a disability in any phase
of the employment relationship including application for employment, hiring, promotions and/or
advancement opportunities, termination, compensation, training and any other conditions or
privileges of employment.
EMPLOYER OBLIGATION:
 The Company provides reasonable accommodation to qualified individuals with
disabilities who are Pack Members or applicants for employment, unless doing so would
cause undue hardship.
 Once a Pack Member has requested an accommodation or has requested something in
conjunction with a medical condition which might be construed as a request for
accommodation, Great Wolf Resorts will comply with its obligations under the
Americans With Disabilities Act and applicable state law, including, engaging in an
interactive discussion where necessary with the Pack Member to determine whether an
accommodation is needed and, if so, what is the appropriate accommodation.
 If you believe that you need an accommodation for a medical condition, please speak
with your Director or Employee Relations. The Company may require medical
documentation of your restrictions and the need for accommodation. The Company will
comply with all applicable laws regarding disabilities.

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FAMILY TRADITION
4.15-NEPOTISM AND FRATERNIZATION
POLICY
DESCRIPTION: THIS TRADITION OUTLINES THE POLICY ON RELATIONSHIPS BETWEEN PACK MEMBERS
NEPOTISM AND FRATERNIZATION POLICY:

 The employment of a relative of a current Pack Member or an individual who is involved
in a romantic or a close personal relationship with a current Pack Member may present
serious and complicated issues with respect to Pack Member relations such as allegations
of favoritism or sexual harassment. Such employment presents the additional problem
that personal conflicts from outside the work environment may impact a working
relationship. It is the intention of the Company to ensure that all Pack Members of the
Company work in an environment free of favoritism, special treatment, harassment
and/or conflicts of interest. To that end, the following is the Company’s policy regarding
the employment of relatives of a current Pack Member or individuals in a romantic or a
close personal relationship with a current Pack Member.
 Relatives of a current Pack Member or an individual who is involved in a romantic or a
close personal relationship with a current Pack Member will be considered for
employment solely on the basis of their qualifications. The relative or individual involved
in a romantic or a close personal relationship with a current Pack Member will not be
hired, however, if said employment would:
4. Create a direct supervisor/subordinate or Director/Pack Member relationship
between relatives or persons involved in a romantic or a close personal
relationship;
5. Have the potential for creating an adverse impact on work performance of the
Pack Members involved;
6. Create either an actual conflict of interest or the appearance of a conflict of
interest. A conflict of interest may exist when confidentiality, Pack Member
morale or a client relationship is jeopardized.
 Dependent children of a current Director, Assistant General Manager, General Manager
or Corporate Director or above will not be eligible for hire by the Company or by any
labor services company or contractor that places staff at any lodge. This includes full
time, part time, seasonal, temporary and intern positions.
 This policy will also apply when assigning, transferring, demoting, or promoting a Pack
Member, or if a family or romantic or a close personal relationship is established between
two current Pack Members.
 For purposes of this policy, relatives include, for example, mother, father, husband, wife,
son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law,
son-in-law, daughter-in-law, step and half relations, grandparents, grandchildren, aunts,
uncles, nieces, nephews, and first cousins.
 Under this policy, Pack Members are prohibited from establishing romantic or close
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personal relationships with their subordinates.
 Pack Members who marry or establish a romantic or a close personal relationship may
continue employment as long as it does not result in situations or problems outlined
above. However, if a problem or potential problem occurs, attempts will be made to find
an alternative position within the Company for one of the Pack Members involved. If an
accommodation is not feasible, the Pack Members involved will be permitted to
determine which one will resign. In the event the interested parties are unable to reach an
agreement with respect to resignation, management will decide who is to be terminated
based upon the needs of the Company.

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FAMILY TRADITION
4.16-PACK MEMBER STATUS
DEFINITION
DESCRIPTION: THIS POLICY OUTLINES THE DISTINCTIONS BETWEEN FULL-TIME AND PART-TIME STATUS
BACKGROUND:
 Great Wolf Resorts distinguishes Pack Members in the categories of Full-time and Part-
time for benefits purposes. Please refer to the Benefits Family Tradition for details.
OVERVIEW:
 Full-time Pack Members are defined as those who consistently work at least 30 hours per
week.
o 5 paid holidays per year
 Thanksgiving day
 December 24th
 December 25th
 December 31st
 January 1st
o Life insurance/accidental death and dismemberment coverage
o Vacation and sick leave
o Dental insurance
o Health insurance
 Part-time Pack Members are defined as those who consistently work less than 30 hours
per week. These Pack Members are eligible for:
o Holiday pay
o Sick Leave
STATUS CHANGES:
 When a Pack Member changes status either from Full-time to Part-time or from Part-
time to Full-time his/her Director must submit a Payroll Status Change notice to
Employee Relations.
 Pay rate changes become effective the first day of the pay period following receipt of the
form by Employee Relations.
 Benefit eligibility begins 60 days after the Pack Member’s anniversary date, regardless of
his/her status change date.

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FAMILY TRADITION
4.17-OUTSIDE EMPLOYMENT/
CONFLICT OF INTEREST
DESCRIPTION: TO EXPLAIN THE POLICY FOR PACK MEMBER EMPLOYMENT OUTSIDE OF GREAT WOLF
RESORTS
BACKGROUND:
 Pack Members are permitted to engage in outside work or to hold other jobs subject to
certain restrictions as outlined below.
OVERVIEW:
 Pack Members must avoid any relationship or activity that might impair or appear to
impair their ability to make objective and fair decisions when performing their jobs or
which compete with, conflict with or compromise the Company’s interests or adversely
affect job performance and the ability to fulfill all job responsibilities.
 Company property, information or business opportunities may not be used for personal
gain.
 Pack Members may not solicit or conduct any outside business during paid working time.
 Outside employment will not be considered an excuse for poor job performance,
absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime.
 Conflicts of interest may arise in the following situations:
o Being employed by or acting as a consultant to a competitor, supplier or
contractor regardless of the nature of employment while employed with Great
Wolf Resorts.
o Hiring or supervising family members or closely related persons.
o Serving as a board member for an outside commercial company or organization.
o Owning or having a substantial interest in a competitor, supplier or contractor.
o Accepting gifts, discounts, favors or services from a customer/potential
customer, competitor or supplier unless equally available to all Pack Members.
 Pack Members who have questions about conflicts of interest should seek advice from
management.
 Pack Members must seek review from their Director or Employee Relations before
engaging in any activity, transaction or relationship that might give rise to a conflict of
interest.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.18-CONTRIBUTION ASSESSMENT
DESCRIPTION: CONTRIBUTION ASSESSMENT TRADITION FOR ALL PACK MEMBERS (FRONT LINE AND
LEADERSHIP)
BACKGROUND:
 Great Wolf Resorts values the contribution our Pack Members make on a daily basis,
towards living our Brand (Great Expectations, Service Standards, Mission and Promise).
The Contribution Assessment determines the Pack Member’s level of impact through
individual actions and behaviors.
OVERVIEW:
 Contribution Assessments are generally completed for all Pack Members after 90 days of
employment and annually thereafter. Pack Members are encouraged to ask for more
frequent feedback and can initiate a Contribution Assessment Review. When a Pack
Member feels he/she has made substantial progress completing recommendations leading
to an increased contribution level the Pack Member can request a meeting with their
Director to discuss the current contribution level.
 There are 2 separate Contribution Assessments: Nonexempt and Leadership. The
Nonexempt Contribution Assessment contains 12 assessment attributes. The Leadership
Contribution Assessment contains the 12 Nonexempt assessment attributes along with an
additional 5 attributes that are specific to members of our leadership team. Any Pack
Member who supervises another Pack Member will be evaluated using the Leadership
Contribution Assessment.
 All ratings are based on a five point scale with one being the lowest and five being the
highest.
 A weighting system is also integral to the Contribution Assessment. The weighting of
each attribute provides feedback to the Pack Member on the importance of the attribute
and will leverage the overall score based on the importance of an attribute. Lastly, the
weighting also allows the evaluator to factor out non-appropriate attributes.
ASSESSMENT TOOL BY SECTION:

 There are two main sections to the Contribution Assessment: The Summary Tab and the
Attribute Tab.
 Summary Tab includes:
o Pack Member Information
o Evaluation Summary Table
o Goals and Action Plans
o Employee Comments
o Sign Off
 Attribute Tab includes:

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o All Pack Member Attribute Scoring
o Leadership Pack Member Scoring
SUMMARY TAB:
 Self-explanatory demographic information.
 Attribute Summary Table:
o Provides a summary of all weights assigned for the Pack Member.
o Summarizes the level of performance across all attributes.
o Multiplies the level of performance by the weighting – this will produce a total
evaluation points score.
o The evaluation points score is then divided by the weighting total to produce a
final score.
o The score will be represented as a five point scale which will mirror the
definitions provided in the attribute tab.
 Goals & Action Plans:
o Allows the evaluator to articulate up to three goals or action plans for the Pack
Member. This information can be typed into the excel document.
 Employee Comments:
o Allows the Pack Member to provide feedback on the review and the expectations.
It also allows feedback on the evaluator.
o Allows the Pack Member to add some free form comments on the process or
assessment overall.
ATTRIBUTE AND SCORING TAB:

 Weight Definitions:
o Weight definitions are provided to allow the evaluator to communicate the
importance of an attribute to a particular Pack Member’s role.
o Weights can be Critical, Significant, Relevant or Does Not Apply.
o Weights will leverage the scores and impact the final score.
o The Does Not Apply weight allows the evaluator to factor out a particular
attribute for a Pack Member or group of Pack Members.
o A property may lock in weight levels by a particular role or class of roles.
 Level of Performance Definitions:
o Level of Performance Definition is synonymous with “rating.”
o A standard five point scale is utilized with definitions provided.
o The first 12 attributes apply to all Pack Members.
o The last 5 attributes apply to any Pack Member who is responsible for
supervision.
 Comments:
o Allows the evaluator to add some free form comments on the Pack Member.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.19-SEPARATION PROCESS
DESCRIPTION: GUIDELINES FOR TERMINATION AND RESIGNATION OF EMPLOYMENT
RESIGNATION OF EMPLOYMENT:
 “Resignation” is a voluntary action initiated by a Pack Member to quit employment.
 A Pack Member who gives notice that he/she is quitting or misses work for three
consecutive scheduled shifts, without notice, will be considered to have resigned. A Pack
Member who resigns is encouraged to give two (2) weeks’ notice prior to leaving in order
to remain eligible for rehire.
 When a Pack Member has reached the end of his/her employment, these steps should be
followed:
4. The Pack Member should submit two (2) weeks’ notice to Employee Relations
and his/her Director. This notice should be in writing and should be the
equivalent of two working weeks.
5. After the Pack Member works his/her last shift, he/she should go to Employee
Relations to “process out”. Employee Relations will give the Pack Member the
appropriate paperwork and collect the Pack Member’s ID card, bank key, security
door access card, and any other Company property issued to him/her.
6. Failure to provide two (2)-weeks’ notice or to work out the two-week notice
period may result in a no rehire status. Having a no rehire status will make the
Pack Member ineligible to work for any Great Wolf Resorts property.
Important Note: If a Pack Member stops coming to work and has not worked the full two (2)- week
notice period, his/her reason for termination will be changed to Job Abandonment.
TERMINATION OF EMPLOYMENT:
 As used in this section of the Handbook, “termination” generally means a separation
from employment initiated by the Company.
PAYMENT UPON SEPARATION FROM EMPLOYMENT:

 All Pack Members leaving employment with the Company, whether as a result of a
termination or resignation, will receive their final pay in accordance with applicable
federal and state laws.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 4.20 -PERSONNEL FILE REQUEST
DESCRIPTION: OUTLINES COMPANY POLICY AND STATE LAWS GOVERNING THE VIEWING AND EDITING OF
PERSONNEL FILES MAINTAINED BY GREAT WOLF RESORTS
BACKGROUND:
 The Company maintains a personnel file and other employment records on each Pack
Member.
OVERVIEW:
 All employment records are the property of the Company, not the Pack Member, and
access to the information they contain is restricted.
 Pack Members are responsible for keeping their personal information up to date.
 Current and former Pack Members may review and/or request a copy of their personnel
files and/or wage statements in accordance with applicable law.
 Pack Members who have any questions or who wish to review or obtain a copy of their
personnel file or wage statements should contact Employee Relations.
PERSONNEL FILE CHANGES:

 Any personal information changes that can assist Great Wolf Resorts in keeping a Pack
Member’s records up to date must be disclosed when the change occurs.
 A Pack Member must inform his/her Director, General Manager, or Employee Relations
of any changes in personal information, such as name, address, telephone number,
person(s) to be notified in case of an emergency, marital status (as it affects insurance
eligibility or participation and payroll withholdings), change in dependents, etc.
ACCESS TO PERSONNEL FILE:

 Upon request, current and former Pack Members, or their authorized representative(s),
will be given access to, or may be provided a copy of, their personnel files at reasonable
times and at reasonable intervals, but no later than 30 days from the date the request is
submitted to Employee Relations. Pack Members are not permitted to remove any
portion of their file or put comments in their files. Pack Members do not have access to
references and criminal investigations and other similarly confidential information. Pack
Members will not be given access to or provided with copies of documents that may be
excluded under the law.
ACCESS TO WAGE STATEMENTS:

 Upon request, current and former Pack Members, or their authorized representative(s),
will be permitted to inspect or copy their wage statements within 21 days from the date
the request is submitted to Employee Relations.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.11-PAY POLICY
DESCRIPTION: GUIDELINES OF PAY POLICIES
PAY POLICY:
 Pack Members will be paid every other Thursday. If a payday falls on a holiday, Pack
Members will be paid on the preceding business day.
 Lost paychecks should be reported immediately. You will be required to repay the
Company for the cost of the stop payment, in a manner permitted by state law.
 Hours worked are to be submitted by all non-exempt Pack Members for each pay period.
Pack Members must accurately report all hours worked. Working off-the-clock and/or
failing to report all hours worked is strictly prohibited. Falsifying hours worked is fraud
and will result in immediate termination.
 A missing, late, or inaccurate report of hours worked may delay a Pack Member’s
paycheck. Pack Members who need to correct a missing or inaccurate clock transaction
must submit a Time Entry Correction/ Meal Period, Rest Break or Recovery Period
Correction Form to the Director or Employee Relations as soon as they become aware of
the missing or inaccurate clock transaction. Pack Members should see their Director for
the deadline for submitting hours worked for each pay period.
 As a matter of Company policy, advances against future salary or wages are not granted.
DEDUCTIONS FROM SALARIES OF EXEMPT PACK MEMBERS

 It is Great Wolf Resorts’ policy to comply with all applicable laws related to deductions
from the salaries of exempt Pack Members. As such, the Company strictly prohibits any
improper deductions from the salaries of exempt Pack Members. Deductions are
permitted in certain situations, which are described below. A Pack Member is not
entitled to be paid for any workweek in which the Pack Member performs no work.
However, a Pack Member’s compensation is not subject to reduction in any specific pay
period based upon the quality or quantity of work performed.
 Deductions from a Pack Member’s predetermined compensation shall not be made for
absences caused by the Company or by the Company’s operating requirements.
Therefore, subject to the exceptions listed below, an exempt Pack Member must receive
his/her full salary for any workweek in which the Pack Member performs any work,
regardless of the number of days or hours worked.
 No deductions will be made from the pay of exempt Pack Members for absences
occasioned by jury duty, attendance as a witness or temporary military leave, unless the
leave results in no work being performed in an entire workweek. However, the Company
may offset any amounts received as jury fees, witness fees or military pay for a
particular week against the salary due for that week.
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CIRCUMSTANCES IN WHICH DEDUCTIONS ARE PERMITTED
 Deductions from the pay of an exempt Pack Member are permitted in the following
situations according to the Department of Labor:
(2) Deductions from pay may be made when an exempt Pack Member is absent from
work for one or more full days for personal reasons, other than sickness or disability.
Thus, if a Pack Member is absent for two full days to handle personal affairs, the
Pack Member’s salaried status will not be affected if deductions are made from the
salary for two full-day absences. However, if an exempt Pack Member is absent for
one and a half days for personal reasons, the Company can deduct only for the one
full-day absence.
(2) Deductions from pay may be made for absences of one or more full days
occasioned by sickness or disability (including work-related accidents) if the
deduction is made in accordance with a bona fide plan, policy or practice of providing
compensation for loss of salary occasioned by such sickness or disability. The
Company is not required to pay any portion of a Pack Member’s salary for full-day
absences for which the Pack Member receives compensation under the plan, policy or
practice. Deductions for such full-day absences also may be made before the Pack
Member has qualified under the plan, policy or practice, and after the Pack Member
has exhausted the leave allowance thereunder. Similarly, the Company may make
deductions from pay for absences of one or more full days if salary replacement
benefits are provided under a state disability insurance law or under a state workers’
compensation law.
(3) While the Company cannot make deductions from pay for absences of an exempt
Pack Member occasioned by jury duty, attendance as a witness or temporary military
leave, the Company can offset any amounts received by a Pack Member as jury fees,
witness fees or military pay for a particular week against the salary due for that
particular week without loss of the exemption.
(4) Deductions from pay of exempt Pack Members may be made for penalties
imposed in good faith for infractions of safety rules of major significance. Safety rules
of major significance include those relating to the prevention of serious danger in the
workplace or to other Pack Members, such as rules prohibiting smoking in explosive
plants, oil refineries and coal mines.
(5) Deductions from pay of exempt Pack Members may be made for unpaid
disciplinary suspensions of one or more full days imposed in good faith for
infractions of workplace conduct rules. Such suspensions must be imposed pursuant
to a written policy applicable to all employees. Thus, for example, the Company may
suspend an exempt Pack Member without pay for three days for violating its sexual
harassment policy.
(6) The Company is not required to pay the full salary in the initial or terminal week
of employment. Rather, the Company may pay a proportionate part of a Pack
Member’s full salary for the time actually worked in the first and last week of
employment. In such weeks, the payment of an hourly or daily equivalent of the Pack
Member’s full salary for the time actually worked will meet the requirement.
However, Pack Members are not paid on a salary basis within the meaning of the
Department of Labor regulations if they are employed occasionally for a few days,
and the Company pays them a proportionate part of the weekly salary when so
employed.
(7) The Company is not required to pay the full salary for weeks in which an
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exempt Pack Member takes unpaid leave under the Family and Medical Leave Act
(“FMLA”). Rather, when an exempt Pack Member takes unpaid leave under the
FMLA, the Company may pay a proportionate part of the full salary for time actually
worked. For example, if a Pack Member who normally works 40 hours per week uses
four hours of unpaid leave under the FMLA, the Company may deduct 10 percent of
the Pack Member’s normal salary that week.
REPORTING OF IMPROPER DEDUCTIONS

 Any Pack Member who believes that an improper deduction has been made to his or her
salary should promptly advise Employee Relations or the General Manager. The
Company will investigate any reported improper deduction and if it is determined that an
improper deduction has been made, the Company will promptly reimburse the Pack
Member for such deduction.
NO RETALIATION
 The Company will not tolerate improper salary deductions and it is the right of the Pack
Member to bring the complaint or concern to the Company. The Company maintains a
“zero tolerance” policy against any retaliation against any Pack Member who makes a
complaint about improper deductions. A Pack Member should promptly report any
retaliation through the channels detailed above.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.12 -TIMEKEEPING/TIME THEFT
DESCRIPTION: DESCRIBES THE GREAT WOLF RESORTS PROCEDURE FOR TIMEKEEPING AND
INVESTIGATING TIME THEFT
BACKGROUND:
 In order to preserve the business, Great Wolf Resorts closely manages labor through a
workforce management system and investigates all claims of time theft.
OVERVIEW:
 Great Wolf Resorts uses the P@WS (Pack at Work System) to closely monitor and
manage labor and preserve maximum efficiency.
SCHEDULING:
 Great Wolf Resorts commits to posting schedules 10 days in advance of the start date.
 Schedules always start on Friday and end the following Thursday.
 Pack Members have several options for viewing their schedule:
o On any computer at www.packatwork.com.
o On the mobile P@WS app on their smartphone or tablet.
o On any time clock at the lodge.
o On posted schedules in their department.
 Pack Members are responsible for managing their work schedule including availability,
time off requests for future schedules, and all currently scheduled shifts.
 If a Pack Member cannot work a scheduled shift it is his/her responsibility to find a
replacement, unless the inability to work is due to illness or another reason covered by
the California Healthy Workplaces, Health Families Act. There are two options for
finding a replacement:
o Talk to other qualified Pack Members and complete a one-way or two-way shift
trade.
o Post the shift on the bid board on P@WS.
 A Pack Member is expected to work his/her shift until a successful shift trade has been
approved by the supervisor, unless otherwise provided by law. A shift trade which has
been submitted but not approved is still the responsibility of the scheduled Pack Member,
unless otherwise provided by law.
 Not coming in for scheduled shifts and not finding a replacement will result in corrective
action according to the Great Wolf Resorts attendance policy (unless the absence is
otherwise protected by law).
TIME RULES:
 Great Wolf Resorts uses the following time rules to manage labor. These rules are
enforced by the P@WS system and are subject to change.

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o A Pack Member may clock in up to ten (10) minutes before their scheduled start
time.
o Pack Members who clock in up to five (5) minutes after their scheduled start time
will be paid beginning the minute of clock in, but will not receive attendance
points according to the Great Wolf Resorts attendance policy.
o Pack Members who clock in more than five (5) minutes after their scheduled start
time will be paid beginning the minute of clock in and will receive attendance
points according to the Great Wolf Resorts attendance policy.
o Pack Members must clock out at the start of their meal periods and clock back in
at the end of their meal periods. Pack Members who clock in less than five (5)
minutes after the scheduled end time of their meal break will be paid beginning
the minute of clock in, but will not receive attendance points according to the
Great Wolf Resorts attendance policy.
o Pack Members who clock in more than five (5) minutes after the scheduled end
time of their meal break will be paid beginning the minute of clock in and will
receive attendance points according to the Great Wolf Resorts attendance policy.
TIMEKEEPING:
 Pack Members have the ability to clock in and out at the lodge using their Employee ID
and Password or their badge.
 Passwords must be set by the Pack Member at first login and must be kept confidential.
 Pack Members must accurately report all hours worked. Working off-the-clock and/or
failing to report all hours worked is strictly prohibited.
 Pack Members are responsible for reporting errors in timekeeping promptly to the
Director or Employee Relations. Any missed clock transactions (forgetting to clock in or
out at work start/end or at the start/end of a meal period) must be reported to the
Director or Employee Relations immediately. Pack Members who need to correct a
missing or inaccurate clock transaction must submit a Time Entry Correction/Missed
Meal Period or Rest Break Correction Form to the Director or Employee Relations as
soon as they become aware of the missing or inaccurate clock transaction.
 Pack Members can verify their clock transactions and work times online at
www.packatwork.com.
 Failure to report an over-payment of wages may be grounds for disciplinary action, up to
and including termination.
TIME THEFT:
 Great Wolf Resorts takes all reports of time theft seriously and all suspicions are
investigated.
 Time theft may include but is not limited to:
o Taking a meal period without clocking out.
o Not working while clocked in.
o Clocking in or clocking out another Pack Member.
o Being clocked in or clocked out by another Pack Member.
o Failing to report an over-payment of wages.
o Clocking in at a location other than the one closest to the work location.
o Working when not scheduled.
 A Pack Member under investigation for time theft will be suspended until a resolution is
reached.
o If the Pack Member is found innocent of time theft he/she will return to work
and be paid for any scheduled time he/she missed during the investigation.
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o If the Pack Member is found guilty of time theft his/her employment will be
terminated. Great Wolf Resorts may seek restitution for time theft.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.13-ADP IPAY STATEMENTS
DESCRIPTION: INSTRUCTIONS FOR REGISTERING FOR ADP IPAY STATEMENTS
ADP IPAYSTATMENTS:
 ADP, our payroll provider, offers Pack Members access to their earnings statements and
W-2 forms 24 hours per day, 7 days a week through iPay or through the iPay mobile app.
 In addition, Pack Members can make changes to their W-4. Simply type in changes, print
the W-4 form, sign it and forward the completed form to Employee Relations for
processing.
HOW TO REGISTER ON ADP IPAYSTATEMENTS:

9. Go to https://ipay.adp.com/.
10. Click on “Register Now”.
11. Click on “Register Now” again
12. Enter the Self Service Registration Pass Code which is: GREATWOLF-GW (All
CAPS) and click on “Next”
13. Enter Pack Member’s Identity Information
o First Name
o Last Name
o Last Four digits of Social Security Number
(If the information above is not an exact match of the Pack Member’s employer’s
records, the Pack Member will be prompted to enter additional information from his/her
most recent pay statement.)
14. Click on “Next”
15. Enter Email Address (Phone Number is optional)
16. Enter Place of Birth
AFTER REGISTRATION:
 Next Pack Members will complete the registration process by selecting a few security
questions and selecting a password. Your password must contain between 8 to 20
characters and at least one alpha and one numeric character.
 You will be assigned a system generated User ID – please write this down. The security
questions will be used to verify your identity if you ever forget your user ID or password.
 Upon completing the registration process, you may access your pay statements at
https://ipay.adp.com/. Do not log in from the registration screen or email received.
 Great Wolf Resorts hopes Pack Members will enjoy this new feature. The Company
appreciates the opportunity to provide Pack Members with this exciting new way of
viewing their pay information. However, if a Pack Member wishes to receive a paper wage
statement, he/she should inform his/her Director or Employee Relations.

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FAMILY TRADITION
5.14 – MEAL PERIOD, REST BREAK &
RECOVERY PERIOD POLICY
DESCRIPTION: DESCRIBES THE COMPANY AND LEGAL REQUIREMENTS FOR PACK MEMBER MEAL PERIODS,
REST BREAKS AND RECOVERY PERIODS
BACKGROUND:
 State laws regulate the frequency and time requirements for Pack Member meal periods,
rest breaks and recovery periods while working. Great Wolf Resorts has also set
additional guidelines to expand upon these laws.
OVERVIEW:
 The purpose of this section is to describe our policy regarding meal periods, rest breaks
and recovery periods.
MEAL PERIODS:
 Great Wolf Resorts provides meal periods as required by law. Pack Members are
required to make every effort to ensure compliance with the Meal Period, Rest Break &
Recovery Period Policy.
 Pack Members who work more than five (5) hours in a day will be provided an unpaid
meal period of at least thirty-five (35) uninterrupted off-duty minutes. Pack members are
to begin the meal period no later than the end of the fifth hour of work. Pack Members
who work in excess of five (5) hours but less than six (6) hours may voluntarily waive the
meal period with Great Wolf Resorts’ consent.
 Pack Members who work more than ten (10) hours in a day will be provided a second
unpaid meal period of at least thirty-five (35) uninterrupted off-duty minutes. This
second meal period must begin no later than the end of the tenth hour of work. A Pack
Member may voluntarily waive the second meal period with the Company’s consent,
provided the Pack Member took his or her first meal period and finishes his or her shift
within twelve (12) hours.
 Pack Members will be relieved of all duty during meal periods, and Great Wolf Resorts
expressly relinquishes control over Pack Members’ activities during meal periods. All
Pack Members are prohibited from working “off-the-clock” during meal periods. Pack
Members are free to leave the premises during meal periods. Meal periods are not paid
and are not included as hours worked for purposes of calculating overtime. Pack
Members are required to accurately record the start and end times of their meal periods.
 Pack Members may not combine a meal period with a rest break, nor can Pack Members
use meal periods to arrive late or leave early from shifts.
 Great Wolf Resorts’ policy is that Pack Members must take meal periods and must not
work during meal periods. Pack Members who do not timely take their meal periods, and
supervisors and/or Directors who impede or discourage Pack Members from taking
their meal periods, will be subject to disciplinary action, up to and including
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termination. If you believe that you have been impeded or discouraged from taking a
timely meal period, you should notify Employee Relations by phone at (657) 667-5013 or
by email at mmartindelcampo@greatwolf.com immediately (i.e., the same day).
 If a Pack Member is not provided with a meal period in accordance with the Meal Period,
Rest Break & Recovery Period Policy, this should be reported on a Time Entry
Correction/ Meal Period, Rest Break or Recovery Period Correction Form and submitted
to Employee Relations immediately (i.e., the same day). Pack Members who report that
they were not provided with a meal period in accordance with this policy (either because
the meal period was not provided at all, was cut short or interrupted, or was not provided
within the time required) will receive a premium in accordance with applicable law.
Falsification of a Time Entry Correction/ Meal Period, Rest Break or Recovery Period
Correction Form is a violation of Great Wolf Resorts policy, and may subject Pack
Members to disciplinary action, up to and including termination.
REST BREAKS:
 Pack Members are authorized and permitted to take rest breaks at the rate of one 15-
minute rest break for every four (4) hours worked, or major fraction thereof. The only
exception applies if a Pack Member’s total daily work time is less than three and one-half
(3.5) hours. For purposes of this policy, “major fraction” means any time greater than
two (2) hours (or as otherwise defined by law). For example, if you work more than six
(6) hours, but not more than ten (10) hours in a workday, you are authorized and
permitted to take two (2) rest breaks lasting 15 minutes each. If you work more than ten
(10) hours, but not more than fourteen (14) hours in a day, you are authorized and
permitted to take three (3) rest breaks lasting 15 minutes each, and so on. Rest breaks
should be taken as close to the middle of each work period as is practical.
 Rest breaks are counted and paid as time worked. Accordingly, Pack Members are not
required to record the start and end times of their rest breaks. Pack Members may not
combine rest breaks with a meal break or other rest break, nor may Pack Members use
rest breaks to arrive late or leave early from a shift. Pack Members will be relieved of all
duty during rest, and Great Wolf Resorts expressly relinquishes control over Pack
Member’s activities during rest breaks. Pack Members are free to leave the premises
during rest breaks.
 Great Wolf Resorts’ policy is that Pack Members must take rest breaks and must not
work during rest breaks. Pack Members who do not timely take their rest breaks, and
supervisors and/or Directors who impede or discourage Pack Members from taking their
rest breaks, will be subject to disciplinary action, up to and including termination. If you
believe that you have been impeded or discouraged from taking a timely rest break, you
should notify Employee Relations by phone at (657) 667-5013 or by email at
mmartindelcampo@greatwolf.com immediately (i.e., the same day).
 If a Pack Member is not authorized and permitted to take a rest break in accordance with
the Meal Period, Rest Break & Recovery Period Policy, this should be reported on a Time
Entry Correction/ Meal Period, Rest Break or Recovery Period Correction Form and
submitted to Employee Relations immediately (i.e., the same day). Pack Members who
report that they were not authorized and permitted to take a rest break in accordance
with this policy (either because the rest break was not permitted at all, was cut short or
interrupted, or was not provided within the time required) will receive a premium in
accordance with applicable law. Falsification of a Time Entry Correction/ Meal Period,
Rest Break or Recovery Period Correction Form is a violation of Company policy, and
may subject Pack Members to disciplinary action, up to and including termination.

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Recovery Periods:
 Pack Members who work outdoors or in any location where environmental risk factors
for heat illness are present, are allowed and encouraged to take recovery or “cooldown”
periods to prevent heat illness. Recovery periods should be taken in a shaded or air
conditioned area in increments of at least five (5) minutes any time a Pack Member feels
the need to do so to protect himself/herself from overheating. In the event of
temperatures over 95 degrees, Pack Members may need to take additional recovery
periods and other measures pursuant to the Company’s Injury and Illness Prevention
Program.
 Recovery periods are counted and paid as time worked. Accordingly, Pack Members are
not required to record the start and end times of their recovery periods. Pack Members
are expected to return to work promptly at the end of each recovery period.
 Supervisor and/or Directors who impede or discourage Pack Members from taking
recovery periods, will be subject to disciplinary action, up to and including termination.
If you believe that you have been impeded or discouraged from taking a recovery period,
you should notify Employee Relations by phone at (657) 667-5013 or by email at
mmartindelcampo@greatwolf.com immediately (i.e., the same day).
 If a Pack Member is not allowed to take a recovery period in accordance with the Meal
Period, Rest Break & Recovery Period Policy, this should be reported on a Time Entry
Correction/ Meal Period, Rest Break or Recovery Period Correction Form and submitted
to Employee Relations immediately (i.e., the same day). Pack Members who report that
they were not allowed a to take recovery period in accordance with this policy (either
because the recovery period was not allowed at all or was cut short or interrupted) will
receive a premium in accordance with applicable law. Falsification of a Time Entry
Correction/ Meal Period, Rest Break or Recovery Period Correction Form is a violation
of Company policy, and may subject Pack Members to disciplinary action, up to and
Breaks to Express Milk:

 Great Wolf Resorts will provide a reasonable amount of break time for a Pack Member
who wishes to express breast milk for her infant child. If possible, the break time must
run concurrently with already provided meal periods and authorized and permitted rest
breaks. If the break time cannot run concurrently with an already provided meal period
or authorized and permitted rest break, it will be unpaid to the extent permitted by law.
The Company will make reasonable efforts to provide the use of a room or location other
than a bathroom stall for the Pack Member to express milk in private.

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FAMILY TRADITION
5.15-TIP REPORTING-PACK
DEPARTMENT: FINANCE TRADITION:
MEMBERS
DESCRIPTION: TIP REPORTING – PACK MEMBER RESPONSIBILITIES
Great Wolf Resorts is committed to proper tip reporting. This document describes Pack
Member responsibilities related to Tip Reporting.
EMPLOYEE RESPONSIBILITY:
 The Internal Revenue Service (IRS) requires Pack Members to report tips. The IRS may
impose penalties on a Pack Member for failure to report tips to their employer.
 Great Wolf Resorts requires that all tips be reported. This includes both charge and cash
tips. Tips may be reported in one of two ways:
o Micros-Automated during the end of shift procedures.
o Manual- Fill out a Tip Reporting form obtained from Employee Relations.
 Employees in the following Departments/positions can report tips as follows:
o Food and Beverage (Servers and Bartenders)
 Micros – during end of shift procedures – see Tradition on F&B Server
Operations.
o Spa
 Spa Pack Members are required to turn in all cash tips.
 Open Course/Concepts – tracks gratuities and tips paid.
o All other departments/positions should report tips manually
 Tip Reporting forms can be obtained from Employee Relations.
 Tips should be reported on a daily basis. Tip income is subject to income tax and FICA
tax withholding.
All Pack Members are responsible for the following:
 Reporting 100% of their tips (both charge and cash)
 Understanding how to report their tips and doing so on a daily basis
 Verifying that tips reported on their bi-weekly pay stub accurately reflect all tips received
and conform to their tip reporting records
 Realizing that they are at-risk with the IRS if they under report tip income
 Realizing that not following this Tradition may lead to disciplinary action, up to and
including termination
 Attending Tip Reporting training upon hire and quarterly thereafter
 Asking questions of Employee Relations if they have questions about Great Wolf
Resorts’ tip policy

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 5.16-OVERTIME PAY
DESCRIPTION: GUIDELINES FOR OVERTIME PAY
OVERTIME POLICY:
 Pack Members may be required to work overtime as necessary.
 All overtime work must be authorized in advance by a Director. Pack Members who
work unauthorized overtime will be paid for the hours worked, but may be subject to
disciplinary action, up to and including termination of employment.
 Only actual hours worked in a given workday or workweek will be counted when
calculating overtime pay.
 Great Wolf pays all overtime hours worked by non-exempt Pack Members in accordance
with applicable state and federal laws.
 All hours worked in excess of eight hours in one workday or 40 hours in one workweek
will be treated as overtime. A workday begins at 12:00 a.m. and ends at 11:59 p.m. The
workweek begins on Friday at 12:00 a.m. and ends on Thursday at 11:59 p.m.
 For non-exempt Pack Members:
o Compensation for hours in excess of 40 hours for the workweek, or in excess of
eight hours and not more than 12 hours for the workday, and for the first eight
hours on the seventh consecutive workday in one workweek, shall be paid at a
rate of one and one-half times the Pack Member’s regular rate of pay;
o Compensation for hours in excess of 12 hours in one workday and in excess of
eight hours on the seventh consecutive workday in a workweek shall be paid at
double the Pack Member’s regular rate of pay.
 Exempt Pack Members are not eligible for overtime pay.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.11-ENTERING GUEST ROOMS
DESCRIPTION: THIS TRADITION OUTLINES THE POLICY FOR EMPLOYEES WHO MUST ENTER GUEST ROOMS
FOR A BUSINESS CAUSE
ENTERING GUEST ROOMS:

 Before entering a Guest room, authorized Pack Members must knock twice and
announce themselves by department loudly and clearly. The knock should be done softly
with the knuckles, not with a room key. After waiting about 15 seconds if there is no
response they should repeat the procedure.
 If there is no response after two attempts the authorized Pack Member may insert
his/her room key. As the Pack Member opens the door slowly he/she must announce
himself/herself a third time and ask “may I come in?” If a Guest is in the room who did
not hear the knocks the authorized Pack Member should apologize for disturbing them
and ask if now is a good time to service their room or if he/she should return later.
 If no answer is received and the room is empty the authorized Pack Member may begin
servicing the room.

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FAMILY TRADITION
DEPARTMENT: ALL DEPARTMENTS TRADITION: 6.12-LOST AND FOUND
DESCRIPTION: PROCEDURES TO FOLLOW REGARDING THE LOST AND FOUND.
LOST AND FOUND PROCEDURES:

1. Any lost & found items must be taken to an area designated by the lodge.
o All items require a lost and found form
2. Valuables (example: jewelry, camera, cell phone) brought to the front desk after hours will
be locked in a secured area determined by the property (safe/drawer/cabinet).
3. Each morning a designated Pack Member will retrieve the items and take them to the
housekeeping office.
4. Housekeeping will keep all valuables in a locked safe in the office for ninety (90) days.
Non-valuables are stored for thirty (30) days.
PROCEDURES FOR HANDLING LOST & FOUND INQUIRIES:

4. If the Guest contacts the lodge via phone, forward the call to Housekeeping or the
appropriate department.
5. If the Guest is still on site call the appropriate office, if unsuccessful contact the MOD.
6. The MOD will look for the item. If not found, the Guest should fill out a lost and found
form.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.13-PROPERTY REMOVAL POLICY
DESCRIPTION: DETAILS THE PROCESS FOR REMOVAL OF PERSONAL AND NON-PERSONAL ITEMS BY PACK
MEMBERS
BACKGROUND:
 In order to prevent theft, Great Wolf Resorts employs a Property Removal Policy.
OVERVIEW:
 Pack Members must have written permission to remove any non-personal items from the
lodge.
PROPERTY REMOVAL POLICY:

 All personal items must be taken into and out of the lodge in a clear bag. There are no
exceptions to this rule.
 All bags are subject to search.
 Any non-personal item must be accompanied by written permission to be taken out of
the lodge. This permission must include:
o Pack Member name
o Item being removed
o Reason for removal
o Pack Member signature
o Immediate supervisor signature
o Manager signature
 A Pack Member attempting to remove a non-personal item without the appropriate
permissions will be subject to disciplinary action, up to and including termination.

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Great Wolf Lodge Property Removal Form
Pack Member Name Date
Item:
Reason for Removal
Pack Member Signature Supervisor Signature
Manager Signature

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 6.14-BLOODBORNE PATHOGENS
DESCRIPTION: TRAINING AND HANDLING PROTOCOL FOR BLOODBORNE PATHOGENS IN COMPLIANCE
WITH OSHA BLOODBORNE PATHOGENS STANDARD
BLOODBORNE PATHOGENS:
 Great Wolf Resorts is committed to providing a safe and healthful work environment for
our entire Pack. In pursuit of this goal, Great Wolf Resorts has developed an Exposure
Control Plan (ECP) to eliminate or minimize occupational exposure to bloodborne
pathogens in accordance with OSHA Standard 29 CFR 1910.1030.
 The ECP is a key document to assist our lodge in implementing and ensuring compliance
with the standard, thereby protecting our Pack Members. The ECP includes:
o Information about bloodborne pathogens and how bloodborne diseases are
spread
o Determination of Pack Member exposure
o Implementation of various methods of exposure control, including:
 Universal precautions
 Engineering and work practice controls
 Hand Washing
 Personal protective equipment (PPE)
 Sharp containers and the Sharp Injury Log
 Work area restrictions
 Contaminated equipment and objects
 Housekeeping
 Laundry Procedures
 Regulated waste disposal
 Labels
o Hepatitis B vaccination
o Post-exposure evaluation and follow-up
o Communication of hazards to Pack Members and training
o Recordkeeping
o Procedures for evaluating circumstances surrounding exposure incidents
 The ECP can be accessed through your supervisor or the safety coordinator.

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FAMILY TRADITION
DEPARTMENT: SAFETY TRADITION: 6.15-INJURIES AND REPORTING
DESCRIPTION: OUTLINES GREAT WOLF RESORTS POLICY TO BE FOLLOWED WHEN A PACK MEMBER IS
INJURED
BACKGROUND:
 Great Wolf Resorts makes every effort to prevent injuries.
OVERVIEW:
 Safety is everyone’s responsibility. If a Pack Member sees something, he/she must say
something. It is a Pack Member’s obligation to say something if he/she sees an unsafe
condition or behaviors.
IF A PACK MEMBER IS INJURED WHILE ON THE JOB:
 He/she must tell the Supervisor, Aquatics and MOD immediately.
 He/she must report the injury on the same shift no matter how minor. All injuries are
documented by Aquatics or the MOD. Even a band aid is reported so Great Wolf
Resorts can use the information to prevent further injuries. Disciplinary action is taken
for late reporting.
 When a report is taken, Pack Members should point out what they think caused the
injury, so it can be corrected. Great Wolf Resorts doesn’t want anyone else to get hurt.
 For any injury of any type Pack Members are subject to drug/alcohol testing.
 Minor injuries: Aquatics provides first aid for minor injuries. The MOD as well as the
Department Supervisor will be notified.
 For some incidents the Company will ask Pack Members to talk to a nurse over the
phone. The nurse can help assess if the Pack Member will need offsite care. Often Pack
Members can receive guidance from a nurse without having to go to the doctor. Aquatics,
Pack Member’s Department Director, or the MOD will facilitate this call.
 If offsite care is needed, Employee Relations/Aquatics will arrange for the Pack
Member’s medical care and the billing associated with it. Keep in mind that injuries not
related to work or found to not be related to work will not be paid by the insurance
company and Pack Members will be financially responsible for those costs. Insurance
fraud is a serious violation that can result in termination and criminal prosecution.
 Return to Work Program: Our goal is to bring Pack Members back to work. After an
injury, Great Wolf Resorts has a modified duty program which identifies positions based
on ability. Safety and Employee Relations will assist Pack Members by placing the Pack
Member in a light-duty position until they can return to their regular job.
If a Pack Member has any questions throughout the process, their Employee Relations team will
guide them.

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FAMILY TRADITION
6.16-MECHANIZED EQUIPMENT USE BY
MINORS
DESCRIPTION: DETAILS THE AREAS OR JOB FUNCTIONS WHERE PARTICIPATION BY MINORS IS NOT
ALLOWED ACCORDING TO THE DEPARTMENT OF LABOR
HAZARDOUS OCCUPATIONS ORDERS:

 The Fair Labor Standards Act (FLSA) has established an 18-year minimum age for those
nonagricultural occupations that the Secretary of Labor has found and declared to be
particularly hazardous for 16- and 17-year-old minors, or detrimental to their health or
well-being. There are currently 17 Hazardous Occupations Orders (HOs) that include a
partial or total ban on the occupations or industries they cover. Only those HOs
pertaining to areas or job functions encountered at Great Wolf Resorts are included in
this Tradition. For further information on HOs and the FLSA please refer to the
following website: http://www.dol.gov/elaws/esa/flsa/docs/haznonag.asp
 HOs applicable to employment at Great Wolf Resorts (for 16- and 17-year-old minors)
o HO 2. Driving a motor vehicle and being an outside helper on a motor vehicle. (17-
year olds are permitted to drive motor vehicles under certain and numerous
restrictions; see the following link for detailed information:
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_570/29CFR570.52.htm)
o HO 7. Power-driven hoisting apparatus.
o HO 10. Meat packing or processing (including the use of power-driven meat slicing
machines).
o HO 11. Power-driven bakery machines.
o HO 12. Power-driven paper product machines, including scrap paper balers and
paper box compactors.
o HO 14. Power-driven circular saws, band saws, and guillotine shears.
o HO 16. Roofing operations and all work on or about a roof.
o HO 17. Excavation operations.
TRASH COMPACTORS AND KEY MANAGEMENT:

 The following compactor provisions are based upon Department of Labor interpretations
as understood by Great Wolf Resorts and not on the Company’s interpretation of
applicable law or regulation.
o All minors age 17 and under are not permitted to load materials into compactors.
o Minors are not permitted to operate compactors or balers.
o Compactors will be equipped with a locking mechanism and keys will be maintained
by a secure method to prohibit access by unauthorized persons, including all minors.
o Compactors, balers, and other mechanized equipment will display a warning sticker
indicating that minors are prohibited to operate or clean the equipment.
 For additional information on the restrictions pertaining to compactors and balers, see
the following Fact Sheet provided by the Department of Labor:

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o Fact Sheet #57 http://www.dol.gov/esa/whd/regs/compliance/whdfs57.pdf.
 At Great Wolf Resorts, certain restrictions and requirements regarding the use and
safeguarding of compactors are in place. They are as follows:
o Appropriate signage will be posted at any and all compactors informing individuals
that the loading and operation of compactors by minors is strictly prohibited.
o The Maintenance Department will ensure that compactors are in safe working
condition and do not operate unless the appropriate key is in place. In addition,
compactors should not operate when the doors are open and should be required to
be in the “off position” in order to remove the key.
o Options for the management of compactor keys:
 Compactor keys will be distributed to department Directors or other qualified
individuals and those individuals will be required to sign an acknowledgment
form verifying they will keep their key in a safe place and make sure their key
is not accessible to minors. These designated key-holders will be responsible
for managing the operation of the compactor and compacting as necessary.
 If compactor keys will not be issued to specific individuals, access to keys will
be restricted and only granted through use of a “Key Log”, which requires
keys to be signed out and tracked during each use of the compactor. Any and
all keys must be kept in a safe place, issued only when needed, and issued to
Pack Members 18 years of age or older. The Pack Member 18 years of age or
older will be required to sign an acknowledgement form verifying that he/she
will make sure the key is not accessible to minors. This Pack Member may
then manage the operation of the compactor and compacting as necessary.

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FAMILY TRADITION
6.17 – PROPERTY AND EQUIPMENT
SAFETY AND CONTROL
DESCRIPTION: OUTLINES GREAT WOLF RESORTS’ EXPECTATIONS FOR SAFE OPERATION OF COMPANY
PROPERTY, VEHICLES, AND EQUIPMENT
BACKGROUND:
 In order to increase Pack Member effectiveness and efficiency, Great Wolf Resorts may
issue Company cell phones, vehicles and radios for Pack Member use.
OVERVIEW:
 In order to protect Great Wolf Resorts assets and Pack Members, the issuance and use of
Company property, vehicles and equipment is governed by the following policy.
VEHICLES:
 Only authorized Pack Members may be allowed to operate Company property, vehicles
and equipment.
 A Pack Member’s driving record will be checked before such authorization is granted.
 Pack Members must have permission from a Director and have adequate knowledge of
operation of any vehicle, equipment or property before handling it.
 The vehicle/equipment must be treated as Pack Member’s own, with care and caution.
 Damage to vehicles or equipment may result in disciplinary action, up to and including
termination, and/or a charge to the Pack Member, to the extent permitted by law.
 Pack Members whose job responsibilities include regular or occasional driving and who
are issued a Company cellular telephone for business-related work use are expected to put
safety first, before all other concerns, and refrain from using cellular telephones while
driving.
 Pack Members whose job responsibilities do not specifically include driving as an
essential function, but who are issued a Company provided cellular telephone for
business use, are also strongly discouraged from conducting Company business while
driving and are also expected to take personal responsibility for their safety and adopt
personal and public safety precautions, including those set forth in this policy. Pack
Members must comply with all state and local laws regarding the use of cellular
telephones while driving.
 To promote ergonomic considerations and additional safety, the Company will provide or
reimburse Pack Members who are assigned a Company provided cellular telephone for
the purchase of appropriate “hands-free” cellular telephone accessories.
 Special care should be taken in situations where there is traffic, inclement weather or the
Pack Member is driving in an unfamiliar area.
personal or Company-issued cellular telephone while driving will be solely responsible for
all liabilities, fines, etc., that result.
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 As with any policy, the Company’s management staff is expected to serve as appropriate
role models for proper compliance with the provisions above and are encouraged to
regularly remind Pack Members of their responsibilities in complying with this policy.
 Pack Members should avoid initiating calls while operating a vehicle.
 Incoming calls may be responded to briefly, with the understanding that if a lengthy call is
required, the Pack Member must find a safe place to pull off of the road and return the
call.
 Where there is an authorized passenger in the vehicle, the passenger should handle all
calls while the vehicle is in motion.
 Routine phone activities, such as initiating calls to customers to discuss normal business
issues, providing direction to subordinates, reviewing plans, etc. with Directors, and
clearing voice messages are to be avoided while operating a vehicle.
 If traveling on Company business or electing to initiate a business call with a personal
cellular phone, the concepts concerning use stated in this policy also apply while
operating a non-Company vehicle.
RADIOS:
 Some locations may use radios for communication purposes.
 Radios are meant to quickly and efficiently locate a Pack Member and relay a brief
message.
 Messages must be kept short and to the point.
 In the event of a long, extended message, other avenues such as using phone extensions,
switching to a different channel and/or taking a message should be implemented.
 Remember there is always a Guest near a radio and the conversation. Be careful and
selective as to what goes over the airwaves!
 Do not operate a radio unless properly trained and authorized by a Director.

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FAMILY TRADITION
7.11-RESORT USE, ABUSE, COMPANY
EVENTS POLICY
DESCRIPTION: OUTLINES THE PROCESS FOR PACK MEMBER RESORT USE AND EXPECTATIONS OF PACK
MEMBERS AT COMPANY-SPONSORED EVENTS
BACKGROUND:
 Great Wolf Resorts Pack Members are expected to maintain professional conduct
standards at all times, including when at the resort for personal use and while attending
Company-sponsored events both on and off property.
OVERVIEW:
 This code of conduct outlines Great Wolf Resorts’ expectations for Pack Members
utilizing resort amenities for personal use or attending Company sponsored events both
on and off property.
PACK MEMBER ROOM RESERVATIONS:

 After 90 days of employment, Pack Members are eligible to reserve rooms at any lodge or
resort at a discounted rate.
 All Pack Member rates are subject to change and applicable tax and resort fees may apply.
 Pack Members staying at a lodge or resort may reserve a standard suite for $79 a night
when available.
 Pack Members’ friends and family members may reserve a standard suite for $99 a night
when available.
 This discount may not be available during peak times such as spring break and the
summer season.
 Resort vouchers may be obtained by the Pack Member from Employee Relations.
 Pack Members and their friends and family members are responsible for all additional
fees and charges, including food and entertainment charges such as MagiQuest, Cub Club
activities, etc.
 The voucher must be presented at check in, otherwise the rate will revert to the current
day’s rate.
 For more information refer to the Pack Member Lodge Discounts Family Tradition.
WOLF PACK FAMILY DAYS:

 All full-time and part-time Pack Members are eligible for the Wolf Pack Family Days
benefit.
 This package can be used once every 6 months by each Pack Member.

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 This package includes complimentary access to the waterpark along with lunch or dinner
from Hungry as a Wolf.
 Employee Relations will hand out more information about this benefit in January and
July of each year.
 This benefit must be redeemed with Employee Relations.
 Due to the need to check availability and forecasted occupancy this benefit must be
requested in advance.
WATER PARK ACCESS PASSES:

 All full-time and part-time Pack Members are eligible for up to 4 water park access
wristbands.
 Wristbands can be obtained for the desired date in Employee Relations and issuance is
subject to approval based on expected Guest business.
 Pack Members and their guests are required to follow all of the same water park policies
as paying Guests.
 This benefit may only be used when the Pack Member is present. Wristbands may not be
used by friends or family to enter the water park without the Pack Member.
COMPANY SPONSORED EVENTS:

 Pack Members may be invited to attend Company sponsored events either at the lodge or
at another venue.
 If alcohol is not provided, Pack Members are not permitted to bring alcohol to the event
or arrive under the influence.
 If alcohol is provided, only Pack Members above the legal drinking age are permitted to
drink and proper identification must be provided.
 When attending off-property events Pack Members are representing Great Wolf Resorts
and must follow all code of conduct guidelines.
PACK MEMBER CONDUCT:

 Pack Members are expected to embody the Great Wolf Resorts Culture at all times while
on Great Wolf Resorts property, whether on or off the clock.
 Failure to properly represent Great Wolf Resorts while utilizing resort amenities as a
Guest or attending a Company sponsored event regardless of location will result in
corrective action, up to and including termination.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.12-BENEFITS
DESCRIPTION: THIS TRADITION OUTLINES THE BENEFITS AVAILABLE TO FULL-TIME AND PART-TIME PACK
MEMBERS
OVERVIEW:
 The Company reserves the right to modify, change, and/or terminate from time to time
the benefits made available to Pack Members. Benefits will be offered in compliance
with applicable law.
 Pack Members should consult the Plan Documents for more complete information about
eligibility and the details of the Company’s insurance and other benefit plans. Copies of
the Plan Documents are available from Employee Relations, if onsite at your location, or
from the Benefits Manager in the Madison corporate office (collectively “Employee
Relations”). The terms of the actual Plan Documents will govern the benefits you
receive. Benefits are also available for review at www.mywolfwellness.com.
 Full-time Pack Members are those who consistently work 30 or more hours per week.
Part-time Pack Members are those who consistently work less than 30 hours per week.
FULL-TIME PACK MEMBER BENEFITS:
401K Plan
to participate in the 401K plan as of the next Plan entry date.
details.
Dental Insurance (available 1st day of the month following 60 days of employment)
 If Pack Members would like to participate in the dental insurance program, they should
 Pack Members pay the entire premium (on a pre-tax basis). Pack Members must sign up
for or waive the insurance coverage within the first 30 days of eligibility.

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Vision Insurance (available 1st day of the month following 60 days of employment)
 If Pack Members would like to participate in the vision insurance program, they should
 Pack Members pay the entire premium (on a pre-tax basis). Pack Members must sign up
for or waive the insurance coverage within the first 30 days of eligibility.
Health Insurance (available 1st day of the month following 60 days of employment)
 If Pack Members would like to participate in the health insurance program, they should
the insurance coverage. Pack Members should refer to the current summary plan
descriptions for additional information concerning benefits.
 Currently, the Company pays a portion of the premium and the Pack Member pays the
remainder (on a pre-tax basis).
 Pack Members must sign up for, or waive, the insurance coverage within the first 30 days
of eligibility. If a Pack Member waives the coverage, he/she will not be eligible to enroll
in the program until Open Enrollment time, unless a qualifying event occurs. See
Employee Relations for details.
Life Insurance/AD&D Coverage

 Life insurance is available to regular full-time Pack Members after 60 days of
employment.
 In addition, accidental death and dismemberment coverage is available.
 Contact Employee Relations for coverage and premium information.
PART-TIME PACK MEMBER BENEFITS:

401K Plan
to participate in the 401K plan.
details.

PAGE 224 OF 250
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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.13-SCHOLARSHIP PROGRAM
DESCRIPTION: OUTLINES THE GREAT WOLF RESORTS SCHOLARSHIP PROGRAM AVAILABLE TO ALL ACTIVE
PACK MEMBERS WHO ARE ENROLLED IN A QUALIFYING EDUCATIONAL INSTITUTION
BACKGROUND:
 One of the results of Great Wolf Resorts’ participation in the Undercover Boss show was
the creation of a scholarship program for all Pack Members.
OVERVIEW:
 GWR Scholarships, Inc.’s Scholarship Program (the “Program”) awards one or more
scholarships annually of $1,000 or more.
SCHOLARSHIP PROGRAM DETAILS:

Eligible Applicants
 To qualify for the Program, the applicant must be a current Pack Member (either Full-
time or Part-time) of Great Wolf Resorts who is enrolled in an accredited Community
College, Junior College, four-year University or other Vocational Trade School.
 Prior recipients of a Program award are ineligible for a subsequent award under the
Program.
Scholarship Committee
 The Scholarship Committee will consist of three or more individuals representing varied
educational and professional experience.
 No member of the Scholarship Committee will be an employee of GWR Scholarships,
Inc. or Great Wolf Resorts.
Award Criteria
 Applicants must submit a completed application along with their personal essay and letter
of recommendation.
 The Scholarship Committee will evaluate applicants as follows:
o The application will be awarded a point total of up to 25 points, with 25 points
representing the best possible score.
o The letter of recommendation will be awarded a point total of up to 25 points,
with 25 representing the best possible score.
o The essay will be awarded a point total of up to 50 points, with 50 representing
the best possible score.
 Evaluation of all applicants will be based on the application, essay and letter of
recommendation.
 Following the evaluation of all applicants, those applicants with the highest overall scores
out of 100 will be awarded scholarships under the Program.

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Use of Scholarship Funds
 Scholarship monies will be paid directly to the recipient’s institution of higher learning as
a one-time grant.
 Once the scholarship monies are awarded, continued employment with Great Wolf
Resorts will not have any effect on a recipient’s ability to use the monies.
 GWR Scholarships, Inc. must receive confirmation of enrollment at an institution before
the monies will be sent.
 The institution will be requested to administer the funds on behalf of the recipient.
 The funds may be used for registration, tuition, books, fees, and room and board.
Transfers or Remaining Funds

 In the event a recipient ceases to be enrolled at an institution at which Program
scholarship monies remain:
o If the recipient transfers to another institution eligible under the Program, GWR
Scholarships, Inc. will coordinate transferring the remaining monies to that new
institution upon receiving confirmation of the recipient’s enrollment (continued
employment with Great Wolf Resorts shall not be a condition to such transfer of monies)
o If the recipient has not enrolled at any eligible institution for a time period of six
months, all remaining monies shall revert to GWR Scholarships, Inc.
Deadline for Applying

 Completed applications must be received by GWR Scholarships, Inc. by April 30 of each
year, provided that an applicant will be enrolled in an eligible institution as of September
of such year.
 Applications may be picked up in Employee Relations or printed from Wolfnet2010.
Announcement of Scholarship Winner

 GWR Scholarships, Inc. will announce all scholarship recipients by August 1.
 Recipients will be contacted by a representative of GWR Scholarships, Inc.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.14 - MILITARY LEAVE USERRA
DESCRIPTION: MILITARY LEAVE USERRA
MILITARY LEAVE:
 A leave of absence without pay for military or reserve duty is granted to Full-time regular
and Part-time regular Pack Members in their voluntary or involuntary performance of all
forms of military duty (including active duty, active duty for training, initial active duty for
training, inactive duty training, full time National Guard, and examinations to determine
fitness to perform any such duty). Full-time Pack Members on military leave may
substitute their earned paid leave time for unpaid leave. If a Pack Member is called to
active military duty or the reserve or National Guard training, or if a Pack Member
volunteers for the same, the Pack Member should submit copies of military orders to his
or her supervisor as soon as possible, unless prohibited from doing so.
MILITARY LEAVE OF ABSENCE

 Any Pack Member who volunteers or is involuntarily called to any type of military duty
shall be eligible for a Military Leave of Absence from his or her employment with the
Company.
PACK MEMBER’S RIGHTS UNDER USERRA- THE UNIFORMED SERVICES EMPLOYMENT

AND REEMPLOYMENT RIGHTS ACT:
REEMPLOYMENT RIGHTS
 Pack Members have the right to be reemployed by the Company if they leave their job to
perform service in a uniformed service and they:
o Ensure that the Company receives advance written or verbal notice of their
service;
o Have five years or less of cumulative service in a uniformed service while with the
Company;
o Return to work or apply for reemployment in a timely manner after conclusion of
service; and
o Have not been separated from service with a disqualifying discharge or under
other than honorable conditions.
 If a Pack Member is eligible to be reemployed, he/she must be restored to the job and
benefits he/she would have attained if the Pack Member had not been absent due to
military service or, in some cases, a comparable job.

PAGE 227 OF 250
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RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION
 If a Pack Member:
o is a past or present member of a uniformed service;
o has applied for membership in a uniformed service; or
o is obligated to serve in a uniformed service;
 Then Great Wolf Resorts will not deny him/her:
o initial employment;
o reemployment;
o retention in employment;
o promotion; or
o any benefit of employment because of this status.
 In addition, Great Wolf Resorts will not retaliate against anyone assisting in the
enforcement of USERRA rights, including testifying or making a statement in connection
with a proceeding under USERRA, even if that person has no service connection.
HEALTH INSURANCE PROTECTION

 If a Pack Member leaves his/her job to perform military service, the Pack Member has
the right to elect to continue his/her existing employer-based health plan coverage for the
Pack Member and his/her dependents for up to 24 months while in the military. Pack
Members may be required to pay all or part of the premium for the continuation
coverage.
 Even if Pack Members don’t elect to continue coverage during their military service, they
have the right to be reinstated in their employer’s health plan when the Pack Member is
reemployed, generally without any waiting periods or exclusions (e.g., pre-existing
condition exclusions) except for service-connected illnesses or injuries.
RETURNING FROM SERVICE

 Upon return from military service, a Pack Member must provide notice of or submit an
application for reemployment in accordance with the following schedule:
o A Pack Member who served for less than 31 days or who reported for a fitness
examination, must provide notice of reemployment at the beginning of the first
full regular scheduled work period that starts at least eight hours after the
employee has returned from the location of service.
o A Pack Member who served for 31 or more days, but less than 181 days, must
submit an application for reemployment no later than 14 days after completing
his/her period of service, or, if this deadline is impossible or unreasonable
through no fault of the Pack Member, then on the next calendar day when
submission becomes possible.
o A Pack Member who served for 181 or more days must submit an application for
reemployment no later than 90 days after the completion of the uniformed
service.
o A Pack Member who has been hospitalized or is recovering from an injury or
illness incurred or aggravated while serving must report to Employee Relations (if
the service was less than 31 days), or submit an application for reemployment (if
the service was greater than 30 days), at the end of the necessary recovery period
(but which may not exceed two years).

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REQUIRED DOCUMENTATION
 A Pack Member whose military service was for more than 30 days must provide
documentation within two weeks of his/her return (unless such documentation does not
yet exist or is not readily available) showing the following: (i) the application for
reemployment is timely (i.e. submitted within the required time period); (ii) the period of
service has not exceeded five years; and (iii) the employee received an honorable or
general discharge.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.15-PTO
DESCRIPTION: HOLIDAY AND VACATION DAY POLICIES. INCLUDES PTO CALCULATION FOR
TIPPED/COMMISSIONED PACK MEMBERS.
BACKGROUND:
 Great Wolf Resorts recognizes the importance and value of time off for personal reasons,
including family and illness. In an effort to equitably execute a Vacation and Sick Leave
policy, the following guidelines have been developed.
OVERVIEW:
 This Tradition covers the following Paid Time Off (PTO) circumstances:
o Holidays
o Vacation Days
o Sick Leave
 The rules for calculation and payment of PTO are included in this Tradition.
HOLIDAYS:
 All regular Full-time Pack Members (30 hours or more consistently per week) earn 5 paid
holidays per year after their initial 90 days of continuous service are successfully met.
 The holidays are:

o Thanksgiving Day
o December 24th
o December 25th
o December 31st
o January 1st
 Holiday pay is subject to the following rules:

o Part-time Pack Members will be paid holiday pay only if they work the holiday.
o Full-time Pack Members who do not work during the defined holiday are eligible for
holiday pay at straight time. Full-time Pack Members who do work the defined
holiday will be paid for all hours worked, in addition to being eligible to receive
holiday pay.
o Holiday pay for time not worked does not count towards overtime.
o Pack Members who are scheduled to work the day before or the day after a holiday
must work the full schedule on these days in order to receive holiday pay.
Pack Members Earning Tips and Commission

Please see section below on the calculation of PTO for Tipped and Commissioned Pack Members.

PAGE 230 OF 250
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VACATION DAYS:
 All full-time Pack Members begin accruing vacation days during their first year of
employment. Accrued vacation days become available for use after 90 days of continuous
service.
 A full-time Pack Member generally accrues vacation days according to the schedule below:
Year of Service Vacation days / year

First 90 days 0
91st day to end of first 5
Second through fourth 10
Fifth and thereafter 15
 A Pack Member’s year of eligible service is calculated on the basis of a “benefit year.”
This is the 12-month period that begins on the date a Pack Member begins employment
with the Company, also referred to as the Pack Member’s “anniversary date.” A Pack
Member’s benefit year may be extended for any significant leave of absence if allowed or
required by law.
 Vacation days must be requested in minimum increments of one-half day (that is, four
hours). Pack Members will be paid for requested vacation time up to a total of 40 paid
hours for the week. Any requested unused paid time will be returned to the Pack
Member’s usable balance in the P@WS system. A Pack Member who has an unexpected
need to be absent from work must personally notify his/her Director as required under
the Attendance Policy, if he/she is unable to report to work at the regularly scheduled time
for that day. A Pack Member must contact his/her Director on each additional day of
unscheduled absence. (Refer to the policy on Corrective Action for Attendance for more
information on unscheduled absences.)
 If a Pack Member expects, or should reasonably anticipate, that he/she will take a
vacation, the Pack Member must comply with the Requests for Time Off policy.
 Vacation days are paid at the Pack Member’s base pay rate at the time of absence. A Pack
Member’s base rate of pay does not include overtime or any special forms of
compensation such as incentives, commissions, or bonuses.
PACK MEMBERS EARNING TIPS AND COMMISSION

Pack Members whose average hourly rate is consistently influenced by the earning of tips and
commissions will be compensated on an adjusted hourly rate that is not to exceed $15
multiplied by 8 hours for each day of PTO (Holidays, Vacation Days).
Method:

PAGE 231 OF 250
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The average hourly rate for tipped Pack Members will be computed in the following method:
Total Hours over Total Hours over

total tips and
last X Base rate of pay + / last
commissions
90 days 90 days
If the amount is less than $15 an hour the average rate will be paid, if the rate
exceeds $15 the paid rate will be capped at $15.
Example – A Pack Member’s total hours worked over the last 3 months is 480 hours.
The server rate of pay is $3.70 per hour for total earnings of $1,776. Their total tips
received over the last 3 months are $6,400. Combine the regular earnings, $1,776 and
tipped earnings, $6,400 for a total earnings of $8,176. Total earnings, $8,176 divided by
480 hours worked equals $17.03. The rate will be capped at $15.00.
480 X 3.70 + 6,400 / 480
ACCRUED BUT UNUSED PTO:

 Pack Members are encouraged to use earned vacation days in the benefit year in which
they become available for use. However, Pack Members may carry-over unused vacation
days up to a maximum of 2.0 (2x) times the Pack Member’s annual accrual. For example,
Pack Member’s in their third year of service may accrue and carryover up to 20 days of
vacation days. Once the Pack Member reaches the maximum accrual amount, vacation
day accrual will stop until the Pack Member uses sufficient time to bring the accrued
vacation days below the maximum accrual limit.
PAYMENT OF ACCRUED BUT UNUSED PTO UPON TERMINATION:

 Upon termination of employment, Pack Members will be paid for unused vacation days
that have accrued through the last day of work.
SICK LEAVE:
 Upon hire, all Pack Members will be funded 3 days of paid sick leave. Thereafter, Pack
Members will receive 3 days of paid sick leave annually, on their anniversary date.
 Unused paid sick leave will not carry-over into the following benefit year. Pack Members
may only use up to 3 days or 24 hours of paid sick leave per benefit year.
 Paid sick leave received under this policy may be used for preventive care for the Pack
Member or his/her family member, as well as for diagnosis, care, or treatment of the Pack
Member or his/her family member’s existing health condition. For purposes of this
policy, a “family member” includes the Pack Member’s spouse, registered domestic
partner, child (including biological, adopted, foster, stepchild, legal ward, or a child for
whom the employee stands in the place of a parent), parent (including biological, adoptive,
foster, stepparent, legal guardian, or a person who stood in the place of a parent when the
employee was a minor), sibling, grandchild, grandparent, or parent of a Pack Member’s
spouse or registered domestic partner. Paid sick leave may also be used in connection
with leave taken as a victim of domestic violence, sexual assault, or stalking.
 Pack Members may use paid sick leave in increments of two or more hours. If the need
for paid sick leave is foreseeable, the Pack Member must provide reasonable advance
notice. If the need for paid sick leave is unforeseeable, the Pack Member must provide
notice of the need for the leave as soon as practicable.

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 Pack Members taking paid sick leave under this policy are not required to find a
replacement to work their shift. However, to minimize disruptions in the business and to
promote certainty in Pack Member schedules, Pack Members who wish to do so may find
a replacement by:
o Talking to other qualified Pack Members and completing a one-way or two-way
shift trade, or
o Posting the shift on the bid board on P@WS.
o Pack Members taking paid sick leave under this policy will not be disciplined if
they choose not to find a replacement.
 Paid sick leave will be compensated at the same wage as the Pack Member normally earns
during regular work hours. For nonexempt Pack Members, sick leave will be paid at the
Pack Member’s regular rate of pay for the week in which the paid sick leave is taken.
 Pack Member’s will not be paid for any accrued but unused paid sick leave upon
termination. However, if a Pack Member separates and is rehired within one year,
previously unused paid sick leave will be reinstated.
 Pack Members will not be discriminated or retaliated against for legitimate use of accrued
paid sick leave.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.16-LEAVE POLICIES
VOTING AND OTHER STATE LEAVES
COURT APPEARANCES:
 A Pack Member who is subpoenaed to testify as a witness in any court proceeding will be
granted an unpaid leave of absence for the time actually spent in the proceeding. Pack
Members are required to give their supervisors notice the first business day after receiving
a subpoena, so that the Company can plan for the Pack Member’s absence. Under state
law, for certain proceedings, Pack Members may be entitled to paid leave for testifying in
response to a subpoena.
FUNERAL LEAVE:
 If a member of a Pack Member’s family dies and that Pack Member has been a regular
full-time Pack Member with a minimum of 90 days of service, he/she is allowed a paid
leave of absence based on the following relationships:
o IMMEDIATE FAMILY
Up to three consecutive days off for death of a parent, spouse, child, stepchild,
adopted child, sibling, mother-in-law, father-in-law, son-in-law, daughter-in-law,
grandparent, or grandchild.
o OTHER RELATIVES
The day of the funeral off for death of a niece, nephew, aunt, uncle, cousin, sister-
in-law, brother-in-law, or grandparent-in-law.
 Part-time Pack Members may receive the same amount of time off without pay.
 The Company reserves the right to require proof.
JURY DUTY (FULL-TIME ONLY):

 The Company realizes jury duty is an individual’s civic duty, and the Company allows paid
time off to serve for Full-time Pack Members.
 Part-time Pack Members will be provided with time off without pay.
 All Pack Members should bring in their jury duty notice to their Director prior to the
appearance date so scheduling can be adjusted accordingly. If a Pack Member is gone 3
days or longer, he/she must contact his/her Director, General Manager, or Employee
Relations. The Company will continue to provide any applicable health insurance
benefits during the period of jury duty leave.
VOTING LEAVE:
 As a citizen, it is the Pack Member’s right and responsibility to participate in the elections
of their government officials. It is the Company’s policy to allow Pack Members up to
two hours of paid time off to vote in general, special, primary, national, state and

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municipal elections when there is not sufficient time outside of working hours to do so.
 A Pack Member who desires to take voting leave must notify his/her immediate
supervisor at least two days before the election. The immediate supervisor may specify
the hours a Pack Member may take off.
 The Company will comply with all applicable state and local laws providing time off for
Pack Members to vote.
 Pack Members who have specific questions regarding voting time off should contact
Employee Relations.
ORGAN AND BONE MARROW DONATION LEAVE:

 Pack Members are entitled to take up to 30 days of paid leave to donate an organ and up
to five days of paid leave to donate bone marrow. Full-time Pack Members will be
required to use up to two weeks of their accrued vacation and/or sick leave, if any, for
organ donation and up to five days of their accrued vacation and/or sick leave, if any, for
bone marrow donation. Pack Members should provide the Company with as much
notice as possible before the need for leave.
MILITARY SPOUSE LEAVE:

 Pack Members who regularly work at least 20 hours per week and whose spouse is a
member of the armed forces deployed to combat during a period of military conflict may
take up to 10 days of unpaid leave from work during periods when their spouse is on
leave.
TIME OFF TO APPEAR AT CHILD’S SCHOOL:

 If a Pack Member gives the Company reasonable advance notice, he or she will be given
up to 40 hours off per year without pay (unless accrued vacation time is used): (1) to
appear at the child care provider or school of the Pack Member’s child(ren) to address a
child care provider or school emergency; and (2) for up to 8 hours in a month to find,
enroll, or reenroll a child in a school or with a licensed child care provider, or to
participate in activities at the school(s) or licensed child care provider(s) of the Pack
Member’s child(ren). If the Pack Member is granted such time off, he/she may be asked
to provide the Company with documentation from the school or child care provider as
proof that he/she participated in school or child care provider activities on a specific date
and time.
OTHER LEAVES:
 The Company will provide any other leaves required under applicable federal or state law,
including but not limited to, leave for victims of serious crimes (including sexual assault,
domestic violence and stalking), time to serve as safety personnel (including volunteer
firefighters, reserve police officers and emergency rescue personnel), civil air patrol leave,
time off for literacy programs, and time off for an alcohol or drug rehabilitation program.
Pack Members who have questions about any of these leaves, or any other leaves
available under federal or state law should contact Employee Relations.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.17-FAMILY & MEDICAL LEAVE
DESCRIPTION: GREAT WOLF RESORTS’ EXPLANATION AND PROCEDURE FOR CONSISTENT
IMPLEMENTATION OF THE FEDERAL FAMILY & MEDICAL LEAVE ACT AND CALIFORNIA
FAMILY RIGHTS ACT
BACKGROUND:
 The Family and Medical Leave Act (FMLA) was enacted in February 1993. The purpose
of the act is as follows:
o to balance the demands of the workplace with the needs of families, to promote
the stability and economic security of families, and to promote national interests
in preserving family integrity;
o to entitle Pack Members to take reasonable leave for medical reasons, for the
birth or adoption of a child, and for the care of a child, spouse, or parent who has
a serious health condition;
o to accomplish the purposes described in the bullets above in a manner that
accommodates the legitimate interests of employers;
o to accomplish the purposes described in bullets one and two above in a manner
that, consistent with the Equal Protection Clause of the Fourteenth Amendment,
minimizes the potential for employment discrimination on the basis of sex by
ensuring generally that leave is available for eligible medical reasons (including
maternity-related disability) and for compelling family reasons, on a gender-
neutral basis; and
o to promote the goal of equal employment opportunity for women and men,
pursuant to such clause.
 The California Family Rights Act (CFRA) is the California equivalent of the FMLA,
which in some instances offers greater protections than the FMLA. Except where
prohibited by law, leave under the FMLA and CFRA will run concurrently.
 The purpose of the Great Wolf Tradition with regard to Family and Medical Leave
(FML) is to provide guidance to Employee Relations to successfully and consistently
implement all aspects of the FMLA and CFRA.
ELIGIBLE PACK MEMBERS:

 In order for a Pack Member to qualify for leave under the FMLA and/or CFRA, the
Pack Member must meet the following criteria:
o Must be employed by the Company for at least 12 months;
o Must work for the Company for at least 1,250 hours during the 12-month period
immediately preceding the commencement of the requested leave; and
o Must be employed at a worksite where 50 or more Pack Members are employed
by the Company within a 75-mile radius.
 The Company will inform Pack Members requesting leave whether they meet the
basic eligibility requirements for FMLA and/or CFRA leave. At the same time, the
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Company will inform the Pack Member of any additional information required to verify
that the need for leave is for an FMLA and/or CFRA qualifying reason and the Pack
Member’s rights and responsibilities while taking FMLA and/or CFRA leave.
LEAVE ENTITLEMENT:
 In general an eligible Pack Member is entitled to a total of 12 workweeks of unpaid leave
during a rolling 12-month period (measured backwards from the date the Pack Member
uses leave) for one of more of the following:
o The birth of a son or daughter of the Pack Member in order to care for such son
or daughter.
o The placement of a son or daughter with the Pack Member for adoption or foster
care.
o In order to care for the spouse, a son, a daughter, or parent of the Pack Member,
if such spouse, son, daughter, or parent has a serious health condition. The
CFRA also permits leave to care for a registered domestic partner with a serious
health condition.
o In order to care for the Pack Member’s own serious health condition. Note that
the CFRA does not apply to the Pack Member’s own serious health condition
based on a pregnancy or a related medical condition, such leave is covered by the
Pregnancy Disability Leave Law.
o To address a qualifying exigency arising out of a Pack Member’s spouse’s, child’s
or parent’s covered active duty or call to covered active duty. Note: covered
active duty generally requires deployment to a foreign country. The FMLA does
not provide for a full 12 weeks of leave for all types of qualifying exigencies.
Qualifying exigency leave is only available under the FMLA, not the CFRA.
 Pack Members are entitled to take up to 26 weeks of unpaid leave to care for the Pack
Member’s spouse, child, parent, or next of kin who is a covered service member that
incurs, or aggravates, a serious illness or injury while in the line of duty on active duty.
This leave is available only during a single 12 month period and is available on a per
covered service member, per illness or injury basis. In certain instances, this leave may be
combined with all other FMLA leaves, limiting the Pack Member’s FMLA leave
entitlement for all purposes to no more than a total of 26 weeks of leave during the single
12 month period. Note: the FMLA definition of a serious illness or injury is distinct from
the FMLA definition of a serious health condition. This leave is only available under the
FMLA, not the CFRA.
 For purposes of implementation, a Pack Member who misses 3 consecutive shifts due to
illness may be considered to have a serious health condition and should be provided with
the necessary paperwork as described below under FMLA/CFRA Documentation.
 Leave for a Pack Member’s son or daughter’s birth or placement through adoption or
foster care must generally be completed within the 12 months following the birth or
placement.
 Spouses employed by Great Wolf Resorts who are both eligible for FMLA/CFRA leave
will be limited to a combined total of 12 weeks of leave during any 12-month period if
the leave is taken for the birth of the Pack Member’s son or daughter or to care for the
child after birth, for placement of a son or daughter with the Pack Member for adoption
or foster care or to care for the child after placement.
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 Under the FMLA spouses employed by Great Wolf Resorts will be limited to a combined
total of 12 weeks to care for the Pack Member’s parent with a serious health condition;
this limitation does not apply to CFRA leave.
 Spouses employed by Great Wolf Resorts may only take up to a combined 26 weeks in a
single 12-month period to care for a covered service member.
RESPONSIBILITY OF THE PACK MEMBER:

 Notice of the Need for FMLA/CFRA Leave
o In all instances, Great Wolf Resorts requires an eligible Pack Member to submit a
completed FMLA/CFRA Request Form to the Employee Relations Director.
The Form is available from Employee Relations.
o When asking for FMLA/CFRA leave, a Pack Member must provide sufficient
information for Great Wolf Resorts to determine if the absence may qualify for
FMLA and/or CFRA protection and the anticipated timing and duration of the
leave. Sufficient information may include that, because of a serious health
condition, the Pack Member is unable to perform job functions, a family member
is unable to perform daily activities, or the Pack Member or family member
requires hospitalization or continuing treatment. Sufficient information may also
include circumstances supporting the need for military family leave. The
Company may then collect other information from the Pack Member to properly
determine whether the absence will be treated as FMLA and/or CFRA leave. If
the Pack Member is seeking leave for an FMLA qualifying reason for which the
Company has previously provided FMLA protected leave, the Pack Member must
specifically refer to the qualifying reason for leave or the need for FMLA leave
which has been previously taken or certified. Failure to do so may result in the
delay or denial of FMLA approved leave. Under no circumstances, is the
Pack Member required to disclose his/her medical condition.
o Generally, if the need for FMLA/CFRA leave is foreseeable, a Pack Member’s
request for FMLA/CFRA leave should be submitted as far in advance as possible,
and no later than 30 days before the leave is expected to commence. If the
approximate timing of the need for leave is not foreseeable, the Pack Member
should give notice of the need for leave as far in advance as practicable. Notice
of leave for a qualifying exigency must be provided as soon as practicable,
regardless of how far in advance such leave is foreseeable.
o If the Pack Member is capable of complying with Great Wolf Resorts’ normal
call-in and reporting procedures or arranging for the Company to receive timely
notice of the Pack Member’s absence, and fails to do so, the Company may deny
or delay the FMLA/CFRA leave.
 Certification of the FMLA/ CFRA Qualifying Need for Leave:

o Great Wolf Resorts requires Pack Members to submit a completed Certification
Form verifying the need for FMLA/CFRA leave. The specific form required will
depend upon the reason for the leave request; however, it will be one of the
following, all of which are available from the Employee Relations Director:
 Certification of Health Care Provider for Pack Member’s Serious Health
Condition Form
 Certification of Health Care Provider for Family Member’s Serious Health
Condition Form
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 Certification for Serious Injury or Illness of Covered Service Member for
Military Family Leave Form
 Certification for Serious Injury or Illness of Covered Veteran for Military
Family Leave Form
 Certification of Qualifying Exigency for Military Family Leave Form
o The applicable Certification Form must be completed by the appropriate
individual (the treating health care provider for a serious health condition or any
authorized health care provider in the case of a serious illness or injury of a
service member; the Pack Member for a qualifying exigency). Pack Members
must return the Certification Form to their Employee Relations Director within
15 calendar days after the date of Great Wolf Resorts’ request. If a Pack Member
cannot comply with this deadline, the Pack Member must contact the Employee
Relations Director and request an extension prior to the date the form is due.
Great Wolf Resorts has complete discretion on whether an extension will, in fact,
be granted. Failure to timely return the form and/or request an extension may
result in the denial or delay of the Pack Member’s FMLA/CFRA leave request.
 Additional Certifications of Serious Health Conditions:

o If Great Wolf Resorts has a reason to question the validity of a medical
certification of a serious health condition completed by a health care provider of
the Pack Member, the Pack Member may be required to provide a second
certification from a healthcare provider selected and paid for by the Company. If
the second opinion differs from the first, a third opinion may be required. The
healthcare provider for the third opinion must be mutually chosen by the Pack
Member and the Company and paid for by the Company. The third opinion, by
law, is binding on all parties. This provision shall also apply to certifications of a
serious illness or injury for a covered service member where permitted by law.
o Periodic recertification and annual certifications to verify that a Pack Member’s or
Pack Member’s family member’s serious health condition is ongoing may be
required to the extent permitted by law. Failure to provide this certification
within 15 days of a request will result in the delay or denial of the leave.
 Designation of FMLA Leave:

o The Company will provide a Pack Member requesting FMLA/CFRA leave a
Designation Notice informing the Pack Member whether the leave will be
designated as FMLA and/or CFRA protected and, if so, the amount of leave
counted against the Pack Member’s leave entitlement.
 Use of Paid and Unpaid Leave:

o Pack Members may elect or Great Wolf Resorts may require that Pack Members
substitute accrued vacation, disability, or other Company provided paid leave
during periods of FMLA/CFRA leave, provided however, that Pack Members
may not be required to use accrued paid sick leave for reasons other than their
own serious health condition. However, the Company may prohibit the
substitution of any accrued paid leave where the Pack Member does not
otherwise meet the conditions for use of such leave. Please consult the
Company’s applicable accrued leave policies for more information on the
requirements for conditions of use.
o When paid benefits are substituted for the otherwise unpaid time, the Pack
Member is using the benefits concurrently with FMLA/CFRA leave and
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REV. 07-16
those benefits will not be available to the Pack Member later. Similarly,
substitution or use of paid leave provides for pay but does not extend the amount
of FMLA/CFRA leave available to the Pack Member.
o As appropriate, Pack Members on medical leave (for the Pack Member’s own
serious health condition) may simultaneously be eligible for and receive disability
or workers’ compensation income replacement benefits. In such cases, disability
and workers’ compensation income replacement benefits will run concurrently
with the FMLA/CFRA leave. In addition, Pack Members using FMLA/CFRA
leave to bond with a child or to care for a family member with a serious health
condition, may be eligible for paid family leave benefits through the California
Employment Development Department.
 Intermittent Leave
o Intermittent leave or reduced schedule leave will be permitted when it is medically
necessary and in the case of qualified exigencies. If a Pack Member wants to take
family leave for the birth or placement of a child for adoption or foster care on an
intermittent basis (as opposed to taking leave on a continuous basis), the Pack
Member should discuss this with the Employee Relations Director. While such
requests may not be granted in all instances, at a minimum, Pack Members will be
permitted to take such leave in increments of two or more consecutive weeks, and
on at least two occasions will be permitted to take such leave for less than two
weeks.
o Intermittent leave and reduced schedule leave for planned medical treatment
should be scheduled with minimal disruption to the Company’s operations. As
practicable, medical appointments and treatment related to a serious health
condition or a covered service member’s serious illness or injury must be
scheduled outside of working hours or at such times as allow for a minimal
amount of time away from work.
o If leave is taken on an intermittent or reduced schedule basis, the Pack Member
may, in some cases, be temporarily transferred to another job with no reduction
in pay and benefits if the new position would better accommodate recurring
periods of leave than the Pack Member’s regular position.
 Benefit Continuation During Leave:

o Pack Members may elect to continue group health insurance coverage (dental,
vision, flex) while on leave in the same manner as if the Pack Member continued
working. Pack Members will be required to continue to pay their portion of the
premium as if they continued working. Other employment benefits, such as
group life insurance, etc., will also be continued during the leave, so long as the
Pack Member continues to pay any required contribution. If a Pack Member has
substituted paid time off for otherwise unpaid FMLA/CFRA leave or has
appropriate pay available, the Pack Member’s contribution toward the insurance
premium will be deducted as part of a normal payroll deduction to the extent
permitted by law. To the extent a payroll deduction is not available to fully cover
the Pack Member’s contribution, the unpaid premiums will be put into arrears
and will be collected from any earnings the Pack Member receives while on leave,
and/or when the Pack Member returns to work. If the Pack Member does not
return to work following his/her FMLA/CFRA leave, full payment of the unpaid
Pack Member contribution toward benefit premiums must be made within 30
days of the Pack Member’s termination date. In addition, unless the reason

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the Pack Member does not return to work is due to the continuation, recurrence,
or onset of either a serious health condition of the Pack Member or the Pack
Member’s family member, or a serious injury or illness of a covered service
member, due to other circumstances beyond the Pack Member’s control, or due
to approved leave under another Company policy, the Pack Member may be
required to reimburse the Company for its portion of the premiums paid. Great
Wolf Resorts will require that a claim that a Pack Member is unable to return to
work because of the continuation, recurrence, or onset of a serious health
condition be supported by a certification issued by the health care provider of the
Pack Member, or his/her son, daughter, spouse, or parent, as appropriate.
Pack Member Rights Upon Return from Leave:

 In general any eligible Pack Member who takes leave for the intended purpose of the
leave shall be entitled, on return from such leave to the benefit and protections as
outlined below.
o Reinstatement to the position of employment held by the Pack Member when the
leave commenced or to an equivalent position with equivalent employment
benefits, pay, and other terms and conditions of employment. However, the law
provides that a Pack Member has no greater rights upon a return from leave than
the Pack Member would have had if he/she had continued to work. Therefore, a
Pack Member may be affected by a layoff or other job change if the action would
have occurred had the Pack Member remained actively at work.
o The taking of leave will not result in the loss of any employment benefit accrued
prior to the date on which the leave commenced.
o An eligible Pack Member is not entitled to the accrual of any seniority or
employment benefits during any period of leave; or any right, benefit, or position
of employment other than any right, benefit, or position to which the Pack
Member would have been entitled had the Pack Member not taken the leave.
o Great Wolf Resorts has a uniformly applied practice that requires each Pack
Member to receive certification from his/her health care provider certifying that
the Pack Member is able to resume work, with or without restrictions.
o Great Wolf Resorts requires a Pack Member on leave to report periodically to the
Employee Relations Director on the status and intention of the Pack Member to
return to work.
o Great Wolf Resorts may deny reinstatement to certain highly paid, salaried key
Pack Members if:
 such denial is necessary to prevent substantial and grievous economic
injury to the operations of the resort or lodge;
 Great Wolf Resorts notifies the Pack Member of the intent to deny
reinstatement on such basis at the time Great Wolf Resorts
determines that such injury would occur; and
 in any case in which the leave has commenced, the Pack Member
elects not to return to employment after receiving such notice.
 To be eligible for this exception, the Pack Member must be among
the highest paid 10 percent of the Pack Members employed by Great
Wolf Resorts within 75 miles of the lodge or resort at which the Pack
Member is employed.
 Extensions of Leave:

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o A Pack Member is expected to return to work upon expiration of an approved
leave. A Pack Member needing an extension of an approved leave must notify
the Employee Relations Director of the need for the leave extension promptly
after learning of the need for the extension. Extensions may be granted under
other Company policies and/or other laws. If a Pack Member fails to report to
work promptly upon expiration of approved FMLA/CFRA leave, and any
approved extensions or leaves under another Company policy, any additional
absences will be considered unexcused and treated in accordance with the
Company’s applicable workplace policies. A request for an extension must be in
writing and accompanied by any required forms prior to the expiration of the
original leave. The Company does not guarantee an extension will be granted, and
the continuation of benefits, substitution of other paid leave, and job availability
may change if an extension is granted.
ADDITIONAL DEFINITIONS:
 Parent - the term “parent” means the biological parent of a Pack Member or an, adoptive,
step or foster father or mother, or any other individual who stood in loco parentis to a
Pack Member when the Pack Member was a son or daughter as defined below. This
term does not include parents “in law.”
 Reduced leave schedule - the term “reduced leave schedule” means a leave schedule that
reduces the usual number of hours per workweek, or hours per workday, of a Pack
Member.
 Qualifying Exigencies – the term “qualifying exigency” may include attending certain
military events, arranging for alternative child care, addressing certain financial and legal
arrangements, attending certain counseling sessions, attending post-deployment
reintegration briefings, and arranging for parental care.
 Serious Health Condition - the term “serious health condition” means an illness, injury,
impairment, or physical or mental condition that involves inpatient care in a hospital,
hospice, or residential medical care facility; or continuing treatment by a health care
provider. Subject to certain conditions, the continuing treatment requirement may be
met by a period of incapacity of more than 3 full, consecutive calendar days combined
with a least 2 visits to a health care provider or 1 visit and a regimen of continuing
treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition.
Other conditions may meet the definition of continuing treatment.
 Son or Daughter - the term “son or daughter” means a biological, adopted, or foster
child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is (A)
under 18 years of age; or (B) 18 years of age or older and incapable of self-care because of
a mental or physical disability. 1
 Spouse - the term “spouse” means a husband or wife, as the case may be. For purposes
of this definition, husband or wife refers to the other person with whom an individual
entered into marriage as defined or recognized under state law for purposes of marriage
in the state in which the marriage was entered into or, in the case of a marriage entered
into outside of any state, if the marriage is valid in the place where entered into and could
have been entered into in at least one state. This includes an individual in a same-sex or
common law marriage that either (1) was entered into in a state that recognizes such
marriages; or (2) if entered outside of any state, is valid in the place where entered into
and could have been entered into in at least one state.
 Next of Kin – the term “next of kin” means the nearest blood relative other than the
covered service member’s spouse, parent, or child, in the following order of priority:
blood relatives who have been granted legal custody of the covered service member
PAGE 242 OF 250
REV. 07-16
by court decree or statutory provisions, brothers and sisters, grandparents, aunts and
uncles, and first cousins, unless the covered service member has specifically designated in
writing another blood relative as his or her nearest blood relative for purposes of military
caregiver leave under the FMLA.
 Covered Service Member – the term “covered service member” means a service member
(regular Armed Forces, National Guard, or Reserves) who incurs, or aggravates, an illness
or injury in the line of duty on active duty that renders the service member medically unfit
to perform the duties of his or her office, grad, rank, or rating. A covered service
member must also be: (1) undergoing medical treatment, recuperation, or therapy;
(2) otherwise in outpatient status; or (3) otherwise on the temporary disability list for such
illness or injury. Alternatively, a “covered service member” includes a veteran service
member who was discharged or released under conditions other than dishonorable at any
time during the 5-year period preceding the first date on which the eligible Pack Member
takes FMLA leave to care for the covered veteran and who is undergoing medical
treatment, recuperation, or therapy for a serious illness or injury.
1
In addition, Son or Daughter of a Covered Service member means a covered Service Member’s biological,
adopted, or foster child, stepchild, legal ward, or a child for whom the covered Service Member stood in
loco parentis, and who is of any age. Son or Daughter on Covered Active Duty or Called to Covered Active
Duty Status means the employee’s biological, adopted, or foster child, stepchild, legal ward, or a child for
whom the employee stood in loco parentis, who is on covered active duty or called to covered active duty
status, and who is of any age.
FMLA/CFRA DISCLAIMERS:
 The Company will comply with any provisions of state or local law that provide greater
family or medical leave rights than the rights established by the federal FMLA.
 The Wage and Hour Division of the US Department of Labor (“DOL”) is the federal
agency that regulates the federal FMLA. The Department of Fair Employment and
Housing (“DFEH”) is the state agency that regulates the CFRA. Both federal and state
law make it unlawful for the Company to interfere with, restrain, or deny the exercise of
any right provided under the FMLA and/or CFRA; or to discharge or discriminate
against any person for opposing any practice made unlawful by the FMLA and/or CFRA
or for the involvement in any proceeding under or relating to the FMLA and/or CFRA.
Nothing in the FMLA or CFRA affects any federal or state law prohibiting
discrimination, or supersedes any state or local law or collective bargaining agreement
which provides greater family and medical leave rights. Pack Members have the right to
file a complaint with the DOL or DFEH or to bring a private lawsuit if they feel the
Company has violated their rights under the FMLA and/or CFRA. For more
information, Pack Members may contact the DOL at 866-487-9243 or
www.wagehour.dol.gov or the DFEH at (800) 884-1684 or contact.center@dfeh.ca.gov.
That being said, it is the preference of Great Wolf Resorts that its Pack Members first
bring any concerns to the attention of the Employee Relations Department.
 This Policy provides an introduction to the rights and provisions of the FMLA and
CFRA. Questions Pack Members may have about these laws should be directed to their
Employee Relations Director.

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FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.19 – PREGNANCY DISABILITY LEAVE
DESCRIPTION: GUIDELINES FOR CALIFORNIA PREGNANCY DISABILITY LEAVE
BACKGROUND:
 The California Pregnancy Disability Leave Law provides pregnancy disability leave
(“PDL”) to employees who are disabled by pregnancy, childbirth and related medical
conditions.
PREGNANCY DISABILITY LEAVE:

 Female Pack Members may request an unpaid leave of absence for any disability due to
pregnancy, childbirth, or related medical conditions. A Pack Member on PDL may be
eligible for short-term disability benefits.
 PDL is for any period(s) of actual disability as prescribed by the Pack Member’s health
care provider up to a maximum of four (4) months or seventeen and one-third (17 1/3)
weeks. A Pack Member may be allowed to take leave intermittently if recommended by
her health care provider.
 Upon the Pack Member’s request and the recommendation of her health care provider,
the Pack Member’s work assignment may be changed if necessary to protect the health
and safety of the Pack Member and her pregnancy. Requests for transfers of job duties
will be reasonably accommodated if the job and security rights of other Pack Members
are not breached. If temporarily transferred, the Pack Member will receive the pay that
accompanies the new job assignment.
REQUESTING A LEAVE OR TRANSFER:

 To request PDL or another accommodation, a Pack Member must submit a written
request form to her supervisor, indicating the date on which the leave or need for an
accommodation will commence and the estimated duration of the disability. A written
medical certification by the Pack Member’s health care provider will also be required,
which states: (1) that the Pack Member has a pregnancy-related disability; (2) the probable
duration of the disability; and (3) her inability to perform her work or any one or more of
the essential functions of her position without risk to herself, her pregnancy, or others.
 The Pack Member should advise the Employee Relations Director as early as possible,
but at least thirty (30) days before the PDL or transfer is to begin. If this is not possible
or such leave is unforeseeable, notice must be given as soon as practicable.
SALARY AND BENEFITS:

 PDL is generally unpaid. Pack Members may be eligible for the Company’s short-term
disability plan or applicable state disability benefits. It is the Pack Member’s responsibility
to make the appropriate claim applications for disability insurance benefits.

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REV. 07-16
 Pack Members are required to use any accrued, unused sick time, and may elect to use
paid vacation during their otherwise unpaid PDL. The use of such paid benefits shall not
extend the period of available PDL.
 PDL is not considered time worked for purposes of determining the amount of benefit
accruals, such as vacation or sick time. However, when the Pack Member returns she will
have no less seniority than she had when the leave commenced.
 The Company will maintain coverage under its group health plan for the duration of the
Pack Member’s PDL at the same level and under the same conditions as if she were not
on leave. The Pack Member will remain responsible for paying the same monthly
premium contributions she would be making for such benefits if actively working. The
Pack Member will be provided with advance notice of the costs and a schedule for such
health insurance premium payments. Payment arrangements must be made with the
Employee Relations Director prior to the commencement of leave.
LEAVE EXTENSIONS:
 Requests to extend PDL must be supported by written proof of continued disability from
the Pack Member’s health care provider. Such requests must be submitted to the
Employee Relations Director in writing and approved prior to the expiration of the
approved leave.
RETURNING TO WORK:
 Upon return to work after PDL, the Pack Member must provide the Employee Relations
Director with a written certificate of fitness from her health care provider confirming that
she is able to resume her regular duties, with or without reasonable accommodation, or
describing any limitations the employee may have in performing the essential functions of
her job.
 Under most circumstances (subject only to exceptions permitted under applicable law), if
the Pack Member is released by her health care provider to return to her original job after
an approved PDL, or after being transferred to a less strenuous or hazardous position
because of a pregnancy-related disability, she will be reinstated to her original position.
Where permitted by law, if the Pack Member’s original position is no longer available, she
may be reinstated to an equivalent position with equivalent pay, benefits and other
employment terms and conditions. However, a Pack Member returning from PDL has
no greater right to reinstatement than if she had not taken PDL.
 If a Pack Member does not return to work at the end of her PDL, does not obtain an
approved extension of her leave, and is not on a separate approved leave, she will be
treated as having voluntarily resigned.
 Pack Members on PDL may not accept other employment, or provide services to any
other company, while on PDL.
NO DISCRIMINATION OR RETALIATION:
 Pack Members will not be subjected to any form of discrimination or retaliation for
requesting or taking PDL. Pack Members will also not be discriminated or retaliated
against based upon an actual or perceived pregnancy.

PAGE 245 OF 250
REV. 07-16
FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.19 – PACK MEMBER DISCIPLINE
DESCRIPTION: GUIDELINES FOR PACK MEMBER DISCIPLINE
BACKGROUND:
 In order to maintain a superior Guest experience, Great Wolf Resorts holds Pack
Members to an expected standard of behavior. Failure to comply with Great Wolf
Resorts’ standards may result in corrective action as outlined below.
EXPECTATIONS:
 Great Wolf Resorts expects Pack Members to follow the guidelines in these policies
carefully. Failure to comply with these policies may result in corrective action, up to and
including termination. While Great Wolf Resorts may use a progressive corrective action
system, it reserves the right to skip any steps in its discretion, without notice.
 No handbook can list every type of action that might result in disciplinary action. The
guidelines herein are not all-inclusive. In addition to those expectations set forth within
this Handbook, Great Wolf Resorts expects Pack Members to act appropriately,
responsibly and in accordance with the Company’s mission and values at all times while
working. Failure to do so may result in corrective action, up to and including
termination.
Potential Steps
 Potential corrective actions include:
o Verbal Warning
o Written Warning
o Final Written Warning
o Suspension
o Termination
 This list is not all-inclusive and Great Wolf Resorts reserves the right to assess whatever
level of corrective action it deems necessary given the circumstances, and to skip steps at
any time in its discretion.
SUSPENSION POLICY:
 In the case of an incident which requires investigation, the Pack Member will be
suspended without pay until the investigation is concluded.
 If the result of the investigation determines that the Pack Member did not violate policy:
o The Pack Member will be reinstated in good standing.
o All Pack Member balances for attendance, vacation, floating holidays and sick
leave will be retained.
PAGE 246 OF 250
REV. 07-16
o The Pack Member will receive back pay for all scheduled regular time during
his/her suspension.
 If the result of the investigation determines that the Pack Member did violate policy,
depending on the seriousness of the violation:
o The Pack Member may be terminated for cause.
o If terminated, the Pack Member will not be eligible for rehire.
o If applicable, legal action will be taken to recover Company resources.

PAGE 247 OF 250
REV. 07-16
FAMILY TRADITION
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 7.20 – ASSIGNMENT OF INVENTIONS
DESCRIPTION: GUIDELINES FOR OWNERSHIP OF INVENTIONS
BACKGROUND:
 While employed by Great Wolf Resorts, Pack Members may contribute to the
improvement of the Company through physical or non-physical means. The ownership
of these contributions are outlined below.
OWNERSHIP OF INVENTIONS:
 All Inventions, including for example discoveries, improvements, modifications, ideas
and other like contributions, made, developed or conceived by Pack Members alone or
with others during employment, that relate to any aspect of the Company’s business,
whether or not patentable or reduced to practice, are the property of the Company. All
right, title and interest in any Invention will be and are assigned to Great Wolf Resorts,
without any additional compensation due to the Pack Member. Pack Members shall
promptly and fully disclose any such Inventions to the Company, which has the exclusive
power and control over all Inventions. Provided, however, that no assignment under this
policy shall extend to Inventions, the assignment of which is prohibited by California
Labor Code Section 2870, which provides that:
o Any provision in an employment agreement which provides that an employee

shall assign, or offer to assign, any of his or her rights in an invention to his or her
employer shall not apply to an invention that the employee developed entirely on
his or her own time without using the employer’s equipment, supplies, facilities,
or trade secret information except for those inventions that either:
 Relate at the time of conception or reduction to practice of the invention
to the employer’s business, or actual or demonstrably anticipated research
or development of the employer; or
 Result from any work performed by the employee for the employer.
o To the extent a provision in an employment agreement purports to require an
employee to assign an invention otherwise excluded from being required to be
assigned under the above, the provision is against the public policy of this state
and is unenforceable.
 If necessary and requested by the Company, a Pack Member shall: (i) review and execute
any documents relating to Inventions including patent applications and assignments to
Great Wolf Resorts; (ii) cooperate fully in the protection and prosecution of any
Inventions; and (iii) cooperate in the defense or enforcement of any Inventions including
any legal actions or proceedings. Each Pack Member gives Great Wolf Resorts, and

PAGE 248 OF 250
REV. 07-16
any affiliates, the right to file applications for any trademarks, copyrights and patents on
his/her behalf, and for the benefit of Great Wolf Resorts, for those inventions and things
that were conceived, reduced to practice, created or otherwise invented during the Pack
Member’s employment with Great Wolf Resorts. This right will survive termination of
the Pack Member’s employment with Great Wolf Resorts for any reason.

PAGE 249 OF 250
REV. 07-16
DEPARTMENT: EMPLOYEE RELATIONS TRADITION: 9.99 HANDBOOK ACKNOWLEDGMENT
DESCRIPTION: SIGN-OFF FORM FOR PACK MEMBER ACKNOWLEDGEMENT OF RECEIPT OF PACK MEMBER
HANDBOOK.
I acknowledge receipt of the Great Lakes Services, LLC, a Delaware limited liability
company, and a subsidiary of Great Wolf Resorts, Inc.’s (the “Company”) Pack Member
Handbook (“Handbook”). I can access the Handbook at any time on the Company intranet-
Wolfnet. I can also access the Handbook using the Pack at Work System (P@WS). I can also
request a printed copy of the Handbook from Employee Relations at any time.
I acknowledge it is my responsibility to read and understand the Handbook. It is also my
responsibility to ask my supervisor or Director, or Employee Relations, for clarification of any
questions that I may have.
I understand that the policies, rules, procedures and benefits described in the Handbook
and all other policies and procedures are subject to change at the Company’s sole discretion,
except for the employment at-will policy, and that should the content be changed in any way, the
Company may require an additional signature from me to indicate that I am aware of and
understand any new policies.
I understand that my employment is terminable at-will, which means that either the
Company or I can terminate the relationship with or without cause, at any time. By signing this
document I acknowledge and agree that I am an employee at-will, and that my employment may
be terminated at any time without notice, without cause, and without any fault on my part. There
is no agreement or understanding that the Company, will employ me for any specific period of
time.
I understand that no contract of employment other than at-will has been expressed or
implied, and that no circumstances arising out of my employment will alter my at-will
employment relationship unless set forth in writing, signed by the Company’s Chief Executive
Officer and me.
Furthermore, I acknowledge that none of the policies and procedures set forth in the
Handbook are a contract of employment or change the at-will status of my employment.
Pack Member Print Name Signature Date
Witness Print Name Signature Date

PAGE 250 OF 250
REV. 07-16

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Pack Member

Great Lakes Services, LLC

PACK MEMBER HANDBOOK

Welcome Letter 1.11

Great Wolf Instincts and Standards of Appearance 3.11

At Will Employment 4.11

PACK MEMBER HANDBOOK

Pay Tradition 5.11

Entering Guest Rooms 6.11

Resort Use, Abuse, Company Events Policy 7.11

Leave Policies (GWL New England Addendum) 8.01

PACK MEMBER HANDBOOK

Again, welcome to the Pack!

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

GREAT WOLF RESORTS MISSION:

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

GREAT WOLF RESORTS SERVICE STANDARDS:

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

GREAT WOLF PROMISE:

PACK MEMBER HANDBOOK

GREAT WOLF CULTURE:

PACK MEMBER HANDBOOK

HOWLIN’ HAVE TO’S:

PACK MEMBER HANDBOOK

 Waste Minimization, Recycling, and Reuse

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

SHIRTS & OUTERWEAR:

PANTS, SHORTS, SKIRTS, AND CAPRIS:

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

CODE OF CONDUCT STATEMENTS FOR PERSONAL CELL PHONE USE:

PACK MEMBER HANDBOOK

PROGRESSIVE CORRECTIVE ACTION SYSTEM

PACK MEMBER HANDBOOK

PACK MEMBER HANDBOOK

NO FAULT ATTENDANCE POLICY BASED ON POINTS:

Late, With Call* To Manager 1 Point

Point Accumulation Corrective Action

PACK MEMBER HANDBOOK

GREAT WOLF RESORTS, INC.

CODE OF BUSINESS CONDUCT AND ETHICS

Adopted as of July 9, 2014

PACK MEMBER HANDBOOK

B. Honest and Ethical Conduct

 Employees and directors shall respect the confidentiality of information acquired in

C. Financial Records and Periodic Reports

PACK MEMBER HANDBOOK

 Retention or disposal of Company records is in accordance with applicable legal and

D. Compliance with Applicable Laws, Rules and Regulations

PACK MEMBER HANDBOOK

 An employee or immediate family member of an employee acting as a director, partner,

PACK MEMBER HANDBOOK

Employees may, of course, participate in the political process as private citizens. It is

E. Antitrust and Competition

 To fix, coordinate or control prices;

This list is not exhaustive.

PACK MEMBER HANDBOOK