Welcome to Sportservice

DETROIT SPORTSERVICE

2015 ORIENTATION MANUAL

Detroit Baseball

Revised: 2/2015 ORIENTATION MANUAL TABLE OF CONTENTS

General Information Page 4

Office Contact Information Page 4

Sportservice Management Team Page 4

Employee Entrance and Exit Page 5

Employee I.D. Badges – ID Purposes Only Page 5

Time Manager Badges Page 5

Reporting and Quitting Time Page 5

Free Handouts/Sign-Ups/Merchandise/Meal Policy Page 6

Attendance Policy Page 7

Employee Status and Eligibility Page 8

Request to Return to School Page 9

Medical Leave of Absence Page 9

Payday Page 10

Parking Page 10

Smoking Page 10

Phone Calls Page 10

Guest Incident Reports Page 10

2 Packages Page 10

TABLE OF CONTENTS Continued….

Uniforms Page 11

Safety (Risk Management) Page 12

2015 Shoes for Crew Program Page 12

Employee Injuries Page 12

First Aid Page 12

2015 Evacuation Plan Page 13

Guest Path – Universal Service Standards Page 14

Service Recovery Page 14

Guest Path Rewards and Recognition Page 15

Green Path Page 16

Alcohol Awareness - Page 17

Associate Conduct Page 18

Harassment Page 18

Violence in the Workplace Page 19-21

Associate Helpline Page 22

PCI Compliance Page 22-23

Cash Handling Policy (Over/Short Policy) Page 24

Cancelled Sales/Voids Policy and Procedure Page 25

3 Employment Verification Page 25

Sanitation Page 26

Welcome to Sportservice

2015 Theme – "Teamwork – Continued…..

Guest Path Service Philosophy: “Creating Special Experiences One Guest at a Time”

Our goal is to completely satisfy our guests. This is where you will play an essential role in our success. We would also like to make your experience at Detroit Sportservice unique and rewarding. General Information Address: Sportservice Comerica Park 2100 Woodward Avenue Detroit, MI. 48201

Hotline/Office Telephone Numbers:

Main Office (313) 471-2600 Fax (313) 471-2699 Concessions/Job Fairs (313) 471-2612/ Hot Line Commissary (313) 471-2659 Inseat (313) 471-2616 Vendors (313) 471-2666 Retail (313) 471-2676

Sportservice Management Team

General Manager Robert Thormeier Operations Manager Alex MacKenzie Human Resources Manager Doug Gardner Controller John Wallace Concessions Manager Joseph Schneider Assistant Concession Mgr. Charles Simmons Assistant Concession Mgr. Theresa Fyfe Commissary Manager James Bastas Assistant Commissary Manager Joseph Bogus Retail Director Kris Sargeant Retail Operations Manager Larry Morris Retail Assistant Manager TBD Retail Warehouse Manager Mary Sue Galvan Retail Team Store Manager Alexis Davis Food & Beverage Manager Rico Ferranti Executive Chef Mark Szubeczak Tiger Club Manager Tom Fennelly Tiger Den Manager Mark Sandzik

4 Catering Sales Manager Dawn Maynard Suites Manager Katie McMichael Suites Chef William Ferrill Club Chef Peter Bohn IT Manager Richard VanMarter

All H.R. Requirement (Federal/State) Posters and Career Path Board are located by the Employee Locker Rooms on the (SL) level. Employee Entrance and Exit  The employee entrance/exit is located at the corner of John R and Montcalm Employees may only enter and exit through this door. Entering Comerica Park through a different door will result in disciplinary action Employee I.D. Badges – ID Purposes Only  Employees are required to wear their Sportservice ID badge on the designated uniform at all times while at Comerica Park.  ID badge is required for entry to Comerica Park. Reporting to work without a badge will result in denied access to Comerica Park or allowed to work. All ID badges are required, in order to work each event/non event day. No exceptions to this Stadium/Sportservice Policy.  Lost badge must be reported immediately. A replacement charge of $15.00 will be assessed for lost or misplaced ID badge. Although badges may be reported as lost or misplaced, replacement may/may not occur until the following event day.  All ID badges must be worn correctly, opposite of the Sportservice emblem with your complete UNIFORM! No exceptions to this policy.  All ID badges are property of Sportservice, in the event that you are requested to surrender your Identification, ID’s must be given to the Department Manager or Human Resources. Time Manager - Biometrics  Employees are required to punch in utilizing the Biometrics procedure.  Procedures for Biometrics:

1. Punch in Employee Number 2. Hit Enter 3. Place Designated Finger onto Biometric Pad 4. Scan Finger

Note: You will not be allowed to punch in without your personal employee number. No exceptions!

Reporting and Quitting Time  Employees report for work according to the schedule/seniority per department.  You should call the employee hotline for any change in the call time for all employees.

Check In/Clock In:  Clock in at the beginning of a shift; clock out at the end of a shift through the Time Manager/Biometrics System.  You will not be allowed to clock in until you are properly dressed for the event; this includes the employee uniform hat. In some cases, you may be asked to leave if you refuse or you have been told on a previous date to change clothing or other items (Finger nails too long or with polish, wrong attire, etc…)  You may NOT clock in for another employee. Biometrics is designed to modify any performance or integrity issues with our clock in procedures.  After you have checked in, been assigned to a work location, go directly to your assigned location.  You are not allowed to congregate at another location without the approval of a Manager or Supervisor.  Special Note: Refusal to work in an assigned work area as communicated by a Manager or Supervisor is a direct violation to Associate Conduct; Insubordination. (These violations will result in suspension and/or termination).  It is the responsibility of all associates to clock in for your shift correctly. If you have concerns or issues with clocking in correctly, it is your responsibility to contact your Department Manager immediately before the end of the event. Failure to comply with our clock in procedures will result in disciplinary action.

Check Out/Clock Out:  Failure to clock out will cause a delay in processing hours for that day  All Associates must clock-out at their respective work location.  While you are leaving the park, please make sure to stay in uniform and look professional.

5  You are required to leave the park once you are done working. If you are spotted still in the park while not working, you may be subject to corrective counseling up to and including suspension/termination. Employees are not allowed to sit at the Bar areas during the events.  Leaving the park without permission will result in termination of your employment at Detroit Baseball.  You may NOT clock in for another employee. Biometrics is designed to modify any performance or integrity issues with our clock in procedures.  It is the responsibility of all associates to clock out for your shift correctly. If you have concerns or issues with clocking out correctly, it is your responsibility to contact your Department Manager immediately by the next event day or the following morning after the event. Failure to comply with our clock in procedures will result in disciplinary action. Free Handouts/Sign-Ups/Merchandise/Meal Policy  All Handouts that the Tigers provide for the guests are off limits to the Sportservice staff. This includes all Newspapers, Credit Card sign-ups and anything given away by the Tigers before, during and after an event here at Comerica Park.  Anyone seen receiving or signing up for freebies will be suspended or terminated from their job here at Comerica Park.  The lottery machines are also off limits during your time here at the park.  Associates are NOT allowed to give Food or Merchandise away to anyone, i.e. (Associates, Guests or Client) without prior approval or authorization from your Manager. Associates are NOT allowed to give Discounts for Food and/or Merchandise items to anyone, i.e. (Associates, Guests or Client) without prior approval or authorization from your Manager or Supervisor.  Note: Under no circumstances will associates be allowed to shop during their scheduled shift. Associates will be allowed to use their discount only before events and during non event days. The same policy will be applied for family usage as well. If an associate decides to use their discount for a family purchase the associate must be present with identification card. Failure to comply will result in disciplinary counseling.  All employees will be provided an Employee Meal within their respective department. The meal policy will include, but not limited to the following: Hot Dog, Chip, Fruit and a Soda. The meal policy is also in accordance with the Collective Bargaining Agreement. Employees are allowed to purchase any food items of their choice within the park. Associates must have a receipt to verify purchase, upon request. All Stand Leads, Cash Leads and Retail Lead associates governed under the Collective Bargaining Agreement will be given a 30 minute paid break in accordance with the CBA. CBA Associates must sign out/sign in for their paid breaks via Time Manager. All Non Union associates will be given breaks as directed by their Department Manager and/or Supervisors. Any violations to the above policy will be subject to corrective counseling up to and including termination. ATTENDANCE Definitions:

Absence: An associate is considered absent if he or she is not present for work as scheduled, regardless of cause.

Employee Status and Eligibility: Seasonal lay off associates due to lack of work and completion of season is eligible for rehire. Associates will be allowed to return for the following season based upon good standing of associate status at the end of the season.

Excused Absence: The associate notifies his/her manager within the guidelines specified below (see Notification Procedure). The associate is expected to communicate his/her plans for returning to work. It is the Associate’s responsibility to ensure that proper notification and documentation is given. Another Associate, friend or relative can only notify management under extreme emergency conditions.

Unexcused Absence: An absence that has not been communicated to the associate’s manager within the guidelines specified below (See Notification Procedure). All associates availability will be confirmed at the beginning of each season. Failure to show for a scheduled event will be considered an unexcused absence. New

Job Abandonment: Failure to report to work without calling your Department Manager any two (2) days during the season will be considered job abandonment.

Leaving Early: Leaving work early is defined as leaving work prior to the end of your shift.

No Call/No Show: Failure to contact your Department Manager or Supervisor in the event of an absence.

Failure to report to work or call in on any (2) days during the season is considered Job Abandonment. Associates will not be eligible for rehire.

Notification Procedures: All associates must notify their Department Manager or Supervisor by phone 5 hours before the start of their scheduled shift in case of an absence. Voice mails must include clearly, (your name, date, time, and nature of call, along with a phone number you can be reached at for updates).

6 Rehires: All Associates seasonally laid-off in good standing and allowed to return for each new season. Associates must complete the current Detroit Baseball Season.

Request to Return to School: Associates requesting to return back to College before the completion of the Detroit Baseball Season. (See Request to Return to School Policy)

Tardiness: Tardiness is failure to show for your scheduled shift on time.

Time off Request: Any associate requesting time off, prior to the posted schedule, must complete in writing. It is requested that you give your manager at least 7 days notice to request time off. The procedure for requesting time off, contact your Department Manager in person (Request time off form, complete form and submit to your manager for approval). This request will not count against you and/or our current attendance policy. All requests for time off will be subject to Managers approval.

Voluntary Resignation: Associates that submit a letter of voluntary resignation of their position to the Department Manager or Supervisor will be eligible for rehire. POLICY:

In accordance with our existing policies, the following attendance policy will be enforced throughout your employment with Detroit Baseball at Comerica Park. You are expected to be present and on time for every scheduled shift.

Unless otherwise protected by law, excessive absences, lack of proper advance notification, unauthorized absence from work, excessive tardiness, and excessive leaving work early, No Call/No Show, constitutes unsatisfactory performance and will result in disciplinary action up to and including termination of employment.

Attendance All Unexcused Absences must include a form of documentation to support the absence. No Call/No Show will be recorded as Unexcused; except when there is an extreme circumstance/emergency that does not allow an associate to report to work. Documentation will be required if such No Call/No Show should occur. Please refer to the definition of Notification.

Each associate will be allowed Three (3) Unexcused Absences with proper documentation or absence approved by your manager.

After the third Unexcused Absence, the following progressive discipline actions will follow as noted below.

No Call/No Show  The first instance of a “No Call/No Show” will result in an indefinite warning being issued upon return of the Associate’s next scheduled shift.  A second instance and/or two (2) occurrences of a “No Call/No Show” will result in termination of employment.

Unless otherwise protected by law, if you are absent from work for three (3) consecutive days or more for health-related reasons, you must have an official doctor’s note stating that you can return to work and perform your duties. An absence of more than five (5) consecutive days is considered an extended illness. (See Leaves of Absences).

Tardiness There will be a fifteen minute grace period, if you arrive more than fifteen minutes after your scheduled time, it will be considered as tardy. Example: If scheduled to start at 9:00AM, you arrive at 9:15AM you are considered tardy. If an associate is more than fifteen minutes late, the associate will be subject to the managers discretion for permission to work. The associate will be subject to progressive discipline regardless of calling in or notifying your Manager. No exceptions.

If you are going to be tardy or late for work, you must follow the Call in Procedures as noted. All associates must notify their Department Manager via phone at least five hours prior to your scheduled shift. Notifying a co-worker is unacceptable. Voice mails must include clearly, (your name, date, time, and nature of call, along with a phone number you can be reached for updates).

Leaving Early This includes having made arrangements with your Department Manager to leave early.

In order to leave early prior to the end of your shift, you must get prior approval from your Department Manager to confirm this request. Acceptable reasons for leaving early are ex. (School, Doctor’s Appointment and Catching the Bus based upon weekend games). Please see your Department Manager for this request. If you leave without prior approval, you will be subject to the progressive discipline noted below. *Approval is at Manager’s discretion.

Any Attendance infractions as defined will result in the following Progressive Discipline based on the occurrence:

7 4th Offense – Verbal 5th Offense – Written 6th Offense – Final 7th Offense - Termination

Employee Status and Eligibility

Seasonal lay off associates due to lack of work and completion of season is eligible for rehire. Associates will be allowed to return for the following season based upon good standing of associate status at the end of the season.

Associate must respond in a timely manner, yearly return guidelines set forth to return for the new season.

Rehire letters will be mailed by the first Friday in January of each New Year. Post cards must be postmarked or in our office by the first Friday in February of each New Year. All associates must respond to the returning seasonal letter and return the post card return within the time allotted. Failure to respond or return the proper request for the new season; post card or a phone call to your Human Resources Manager will result in non-eligibility for rehire for the current season. No exceptions to this procedure.

It is unacceptable to have anyone call for you with exception to extreme emergency circumstances. Also leaving at the end of the season without informing your Department Manager or Supervisor will be considered Job Abandonment. Associates that are classified as abandoning their position will not be eligible for rehire. See Request to Return to School Policy for College Students.

Voluntary resignation will be based upon the following; Letter of resignation must include: (Date, Employee Name, Position, Reason for Resignation and Signature/Address Information) to remain in their permanent file.

DEPARTMENT MANAGERS OR SUPERVISORS CONTACT NUMBERS

Department Phone Number Contact – Manager/Supervisor

Concessions (313) 471-2665 Joe Schneider/Charles Simmons Vendors (313) 471-2666 Theresa Fyfe Commissary (313) 471-2659/2696 James Bastas/Joe Bogus Club (313) 471-2646/2648 Thomas Fennelly/Chef Peter Bohn Den/Inseat Svc. (313) 471-2625 Mark Sandzik/Beth Clements/Chef Huffman Suites (313) 471-2636/2628 Katie McMichael/Chef Bill Ferrill Retail (313) 471-2630/2626 Kris Sargeant/Mary Sue Galvan Retail (313) 471-2662 Larry Morris Retail – Team Store (313) 471-2673 Alexis Davis Retail (313) 471-2626 Julia Rowan Catering/Picnics (313) 471-2661 Marcy Elliott General Manager (313) 471-2601 Robert Thormeier Operations Manager (313) 471-2620 Alex Mackenzie Human Resources (313) 471-2609 Doug Gardner Controller (313) 471-2623 John Wallace Food and Beverage (313) 471-2617 Rico Ferranti Executive Chef (313) 471-2605 Mark Szubeczak IT (313) 471-2602 Richard Van Marter

8 Request to Return to School

Procedures:

Request to Return to School:

Associates requesting to Return to School (College/University), please follow the guidelines for the request noted below:

 Contact HR Manager Only requesting All Request to Return to School; Doug Gardner (313) 471-2609

 Request Return to School Form, (available at the main office)

 Attach Supporting Documentation i.e. (School/College/University Schedule – Documentation must identify the name of the College/University) validating your request.

 Send all required correspondence; Letters and Supporting Documentation to the HR Mgr.

 Certified Mail - c/o Doug Gardner, 2100 Woodward Avenue, Detroit, Michigan 48201

 Facsimile - Attention: Doug Gardner, Human Resource Manager (313) 471-2699. Include cover page with explanation of content.

 Human Resources will approve/deny all Request to Return to School within Ten Days from the date of your request.

 If you have not heard from HR within a ten day period, please contact the HR Manager at (313) 471-2609.

 Please leave a detailed message including your (Name, Time of Call, Purpose of Call and a Return Phone Number).

Medical Leave of Absence:

You must contact your Human Resource Manager ONLY to request all medical leave of absence and College Leaves. Please follow the same procedures as outlined in this policy for requesting leave. Failure to follow proper procedures may disqualify you for returning for the current and/or following season.

Medical Leave of Absence/College Leaves must be completed in writing by contacting the HR Manager for initial Medical Leave of Absence Request Form with Supporting Documentation.

Associates under the Collective Bargaining Agreement, must also follow the applicable guidelines as noted in the (Collective Bargaining Agreement) for Detroit Baseball, Article 12 – Leave of Absence; Section (1) and Section (2), process for requesting such leaves. Policy Subject to Change at Management Discretion

9 Revised: 1/14

Payday  We’re mandating Direct Deposit into a Checking and/or Savings Account for all associates. All associates interested in Direct Deposit must submit the following approval form with the request for Direct Deposit:

-Checking (Direct Deposit); must submit a (Pre-printed check verifying your Name, Address, Account Number and Routing Number). You may also have your banking institution submit a letter request for Direct Deposit into checking. The above requirements are still required for process.

-Savings (Direct Deposit); must submit (A letter from your personal Financial Institution verifying your Name, Account Number and Routing Number) for complete processing. There will be no exceptions to this process.

 We also offer the Delaware North, Pay Card. This feature is in collaboration with Bank of America. All funds are loaded onto a Debit Pay Card for the convenience of paperless checks and processing. (See Payroll for Pay Card Form)  Paychecks and Vouchers will be distributed each Friday from 12Noon - 3PM at the Ticket Office located on Brush and Adams (Adjacent to Ford Field and Elmwood Grille).  Associates that cannot participate in the Direct Deposit Process or retrieve their check and would like their paycheck mailed upon their request, must provide a 6x9 Self-Addressed Stamped Envelope.  No exceptions will be given to any associates requesting paychecks early. We strongly encourage everyone to participate in the Direct Deposit and/or Pay Card Programs to expedite your payroll funds each Friday.

Note: Anyone with a payroll discrepancy must see their Department Manager immediately prior to seeking direction/corrections from payroll. It is your responsibility to communicate all payroll discrepancies to your Department Manager. Managers are required to review, correct and sign-off on any payroll discrepancy. You may contact HR via phone or communicate on the following event day in cases of extreme emergency regarding any payroll issues.

Note: Detroit Sportservice is considered a recreational facility. Under Michigan State Law, we are exempt from paying overtime to any part-time or seasonal associates under the applicable law governed by the overtime pay policy. Associates governed by the CBA would be exempt from this restriction. Parking  Parking will remain at the Fox Garage. The cost will be $2.00/Event day.  Parking passes are limited and will be given out at your Department Managers discretion.  All Parking for 2015 will be located in the Fox Back Lots and Ford Field Parking Structure.  Note: Sportservice will not be responsible for Shuttling associates to their parking locations at anytime. Smoking  Absolutely NO SMOKING in Comerica Park (NON SMOKING FACILITY – For Employees) i.e. While in uniform, outside of stadium during work hours Associates caught smoking on the job will be Suspended/Terminated. Phone Calls  Every effort will be made to relay a message to you in case of emergency.  Please have someone call the Employee Hotline/Commissary Line during an event so that we may retrieve the information and get it to you.  Cell Phones and/or Wireless Bluetooth Headset are not to be used inside of Comerica Park.  Earbuds or Headphone Set will not be permitted at anytime while in the park. Anyone seen with these items visible will be subject to a one day suspension.  Anyone seen using a cell phone while in the park without permission, will result in Suspension/Termination of employment from Sportservice. Guest Incident Reports  Report any incident or unusual occurrence to your supervisor immediately.  Your supervisor will determine if a report is necessary.

10 Packages  No employees are allowed to enter the building with any type of personal mugs or liquids with the exception for unopened bottle water with no label.  Associates will be allowed to bring food items in accordance with the stadium meal policy. (See Employee Meal Policy)  No Cans or Glass Bottles will be allowed through the security area of the Employee Entrance. No exception to this policy.  If you need to bring in a bag for clothing or personal items, go directly to the Service Level lockers located behind the Commissary on that level.  For the 2015 Season, All Associates must sign out a locker at the Laundry Room with the Laundry Room Supervisor, Angela Robinson. You will be assigned a locker number when requested.  You must also bring with you a lock that must be removed from the locker by the end of the season. All locks not removed will be confiscated by management by October 1st, 2015. All items will be donated to the Salvation Army if unclaimed within the timeline communication.  No purses, bags or backpacks will be allowed in the work area at any time. All personal items should be taken to the employee locker rooms prior to clocking in. Violation to these procedures will result in disciplinary actions up to including termination. NEW Uniform Dress for the job you want, not the job you have…  You will pick the uniform up on a designated day.  $100.00 deposit will be deducted from your check. ($25.00 from four checks after you receive your uniform) The deposit will be refunded when you turn in your uniform at the end of the season. Uniform returns will be communicated by the last two weeks of the 2015 Season. If the uniform is not returned by the set date, there will be no deposit returned. It is the responsibility of all associates to return your uniform by the time allotted for the return policy. Failure to return by the date annotated will delay/deny your uniform deposit return. All receipts for uniform return should be kept until you have received the returned uniform deposit. No exceptions.  If a uniform is damaged on the job, it will be replaced at no cost to you, provided the damaged item is returned to the company.  Non-Profit Groups will receive their uniforms on an event basis. The uniform must be turned in after each event.  Your uniform must be neat and clean (tucked in shirt, no rolled sleeves, and no pins or jewelry are allowed on the uniform), you will not be allowed to clock in until you look presentable.  During inclement weather white (plain) turtle-necks will be permitted.  Employees must supply their own black slacks/pants depending which department their working. NO Cargo, Capri or Pants with pockets on the side of the legs will be permitted. (Dickies slacks are allowed). Uniforms must be worn prior to enter into the park. Only exception for those that are coming from another job or school may go immediately to the service level to change into the required uniform. No exceptions. Any violations to this policy, the associate will be sent home.  Uniform Shorts will be allowed as long as they are provided by Sportservice or the (Dickies Brand Name Only). All Shorts must come within 1 inch above or below the knee. No exceptions. Shorts may be worn beginning June 1st thru September 1st. Unless otherwise directed by a Manager.  NO Jeans of any kind allowed at anytime!  Employees must wear comfortable, slip proof, solid black shoes only. The toes and heels must be closed. No forms of Croc Shoes are to be worn at anytime while on premises at Comerica Park.  Jewelry must be minimal, Post/Stud Earrings (One Earring per Ear, ONLY) and (One Ring per Hand) and must be consistent with the Detroit Health Codes.  No visible tattoos will be allowed in accordance with the uniform policy. No exceptions.  There will be no tongue or nose rings allowed. You will be asked to remove or leave the park.  Beards and mustaches should be neatly trimmed and will be checked on a daily basis. Management has the right to refuse work for any employee who is not clean shaven.  Hair should be above the collar or pulled back.  No long fingernails ¼ inch are allowed. No nail polish, acrylic nail polish, gel nails, air brush or clear nail polish are allowed. Clean and groomed hands are a must. You will be given a warning if this is not done. If you return the next event day and you have not removed or fixed the issue, you may be asked to leave and not to return until the issue has been fixed.

All uniforms issued based on the Department and Position. Each Department has its own specific uniform. If a hat is part of the uniform you are required to wear it. The required hat is given to you by Sportservice. No outside hats will be allowed (Remember you

11 may not be allowed to work if you are out of uniform). If you report to work without your hat you will need to replace it at a cost of $10.00. All identification badges must be worn with the uniform at all times.

 A stocking cap or visor can be purchased for $10.00/each. The cap can only be worn if the temp is below 45 degrees. Knit Stocking Caps will not be allowed with the uniform policy.

The above uniform standards will be strictly enforced. ANYONE NOT IN PROPER ATTIRE UNTIL THE END OF THE EVENT, WILL BE SENT HOME, NOT PERMITTED TO WORK OR SUBJECT TO PROGRESSIVE DISCIPLINE.

Safety

Work safely at Sportservice means that all employees:  Do their job the correct way.  Observe safety rules and procedures.  If you have any questions or concerns, contact your supervisor or Department Manager.

Safety tips:  Alert people when passing behind them.  Store heavy objects on lower shelves.  Never put a knife in a sink full of soapy water.  Watch out for sharp objects when handling trash.  Use equipment only for its intended use.  Clean up spills immediately.

2015 Shoes for Crew Program

In an effort to promote workplace safety, we are encouraging all Associates to participate in our Shoes for Crew program. This program will offer significant benefits to working in a food service environment. All interested Associates should see your Department Manager for additional information.

Employee Injuries

If the injury is an emergency, notify your supervisor and obtain emergency care or treatment from the event medical personnel (First Aid). All Emergencies Care must be documented by a Supervisor (Incident Report). Report all injuries to your supervisor. Seek First Aid attention. Immediate care for injuries and illnesses. First Aid

Located at Section 139 and Section 331 Security

Stadium security will handle most issues/Locking All Doors.

12 2015 Evacuation Plan

In the event of an emergency please read the emergency evacuation plan located in your location. All managers will go over it before the start of the season.

In accordance with the Detroit Tigers, Olympia and/or Illitch Holdings, all Associates of Detroit Sportservice at Comerica Park are required to adhere to the following safety precautions and procedures for the Emergency Evacuation Plan at Comerica Park.

Please follow all directions unless otherwise stated by a Department Manager or Level Supervisor.

100 Level Home plate, 3rd base side goes to Ford Field,( Montcalm at Brush) exit at any gate Home plate, 1st base side goes to Adams and Witherall (exit at any gate) (Grand Circus park)

200 Level (Exit at Gate A or B, Tiger Club Lobby Doors) Tiger Club and Main Retail Pro-Shop Rally point at Adams and Witherall (Grand Circus Park)

300 Level (Exit at Gate D or C, or any exit gate Rally Point at Ford Field (Montcalm at Brush)

Mezzanine Level Down the stairs thru the commissary, up and out stairwell 138, thru the loading dock door. Or, up stairwell 131 and out the Administrative doors, (reception) Rally Point at Ford Field, (Montcalm at Brush)

Service Level Merchandise Warehouse area, up the Adams St. Ramp Rally point at Adams and Witherall (Grand Circus Park) Commissary Area, Up stairwell 138, out through the loading dock doors. Rally point at Ford Field, Montcalm and Brush.

Elevators No Associates are allowed to use the Guest Elevators for any reason; unless given approval per Sportservice Management. Use the stairs or ramps. The Guest Elevator may be used at the end of the night to go down to the service level to drop off your monies to the cash room. You may not use the elevator to go back to the level that you are coming from during the event. You must take the stairs back up to your floor. Access will be granted to associates who have valid medical reasons with documentation and approval from Sportservice Management. No exceptions.

Note: Commissary/Club Freight Elevators are designed for transporting of stock only. Employees are not allowed to use the freight elevators unless they are give permission by a manager or supervisor.

13 Gum Chewing There is no gum chewing in Comerica Park at anytime during your shift.

GUESTPATH

Universal standards are practical steps that provide a road map on which we build and deliver Guest Path level service. Following these minimum standards during every guest and associate interaction helps us deliver Service from all directions.

The experience begins with each one of us, and the standards apply across all of our business lines. Whether you work behind a concession stand, in a pari-mutuel window, in a retail shop, in a restaurant or at a front desk, these standards describe the service level we want to maintain. Your locations business needs may require an even higher standard than those described here. UNIVERSAL SERVICE STANDARDS

1. Professional Appearance and Grooming 2. Attentive Posture 3. Gracious and Friendly Service 4. Guest Name 5. Greeting Guests 6. Thanking the Guest 7. Teamwork 8. Pride in Facility Maintenance and Appearance 9. Product Knowledge and Associate Skills 10. Telephone Courtesy

Any associate who scores under a 95% on the Universal Service Standards or a score lower then 90% on the Operation Standards/Guest Experience will receive a Corrective Counseling and must attend a Re- Training Seminar before being allowed to travel/work in any location outside of Detroit Baseball. (Valid during Pre-Shops and Official Shops).

Please be aware that each manager will be performing One-minute evaluations of all Associates. At that time, the manager may pull you over to communicate and discuss the evaluation corrections/accolade. Service Recovery Plan for 2015 Season L- Listen; A- Apologize; S- Solve; T- Thank

The L.A.S.T. method introduced by Guest Path in 2006 and continuing in 2015 allows the Associates who are first to meet and engage the Guest, the ability to improve customer service.

L. Listen to the customer’s complaint A. Apologize for the problem. It may not have come from you, but take the time to apologize for it. S. Solve the problem. Try to give at least 2 possible solutions to the issue. If you can not then at this point tell the customer to please wait and you will get your nearest Stand Leader or Supervisor to help out. T. Thank the customer for coming back and letting you help out with the situation. Service Recovery – Continued…

14 2015 - "Teamwork” … Continued The 2015 Season will focus primarily on the Universal Service Standards and Guest Experience. We at Detroit Baseball will be evaluated closely for Service Recovery. It is essential that everyone understands the importance of the LAST Acronym, (Listen, Apologize, Solve and Thank). We will make every effort to ensure that we are in full compliance with understanding and focusing on Guest satisfaction.

Detroit Baseball – Guest Path Rewards and Recognition

The rewards and Recognition committee have multiple ways for our associates to win prizes during the season based on the 10 U.S.S the Operational Service Standards and use of the Punch card and the exceptional things that our associates do here to help us by “Creating special experiences one guest at a time.”

The following criteria for rewards and recognition are as follows:

#1 - Roaming WOW Program - Associates that have exhibited and demonstrated an outstanding job during the season. Nominated by Management and Supervisors.

#2 - Pop Quiz and prizes awarded for your knowledge of Guest Path; Universal Service Standards and Operational Service Standards.

#3 – Employee of the Month (All Departments) – Based on recommendations, performance and evaluations two employees are selected and confirmed are slated for Employee of the month.

#4 – Monthly Guest Path Raffles – Themed

#5 – Monthly ‘Red Bag of Encouragement’

Each program is designed to recognize all Associates for their efforts in communicating effectively with the Internal and External Guest. Prizes will range from the following list, based upon the level of recognition.

 Visa Gift Cards  Restaurant Gift Cards  Food Vouchers  Retail Voucher  Team Retail Prizes  Reward Plaques  Host of other gifts and prizes

15 GreenPath

Delaware North Companies Corporate - Environmental Policy

As one of the most admired, privately held companies in the world, Delaware North Companies is fortunate to do business in many of the world’s most high-profile and treasured places. The company is committed to responsible stewardship of the resources in all these locales, and thus we developed GreenPath®, an environmental management system, to guide us in our pursuit of environmental excellence.

Delaware North fully acknowledges it is essential that all company operations and activities be conducted in strict accordance with sound environmental health and safety practices. Therefore, all company operations will be managed in compliance with all laws and regulations related to environmental responsibility and human health and safety applicable to our business activities. Delaware North is committed to preventing pollution in the areas where we do business, and to continually improving the company’s environmental performance. To achieve these goals, Delaware North will adopt best available practices in environmental matters. Specifically, Delaware North will:

- Incorporate environmental considerations into business decisions, including planning and design activities;

- Review activities, products and services to limit the nature and scale of our environmental impact;

- Set measurable objectives and targets to improve environmental performance;

- Reduce the generation and disposal of waste;

- Anticipate emerging environmental issues and develop programs to respond to future challenges;

- Allocate and maintain resources for the effective implementation of environmental management and compliance programs;

-Encourage communication among associates, clients, customers, visitors, neighbors, surrounding communities, business associates, regulatory agencies, and the general public regarding Delaware North Companies’ environmental issues;

-Strive to make a positive environmental contribution to the communities where Delaware North Companies operates.

Jeremy Jacobs Jr. Charles E. Moran John Wentzell Principal President Chief Operating Officer President Sportservice

16 Alcohol Awareness

The Law: If you serve a minor, or an intoxicated guest, or a known alcoholic, Detroit Sportservice and YOU are liable. This means you can be penalized (criminal and/or civil) for not acting as a responsible server.

Valid Identification

 Photo Drivers License/Enhanced Drivers License  Canadian Drivers License  Photo State Identification  Military Identification  Passport Identification  Passport Card

All ID’s must be current and cannot be expired. Renewal Identifications are acceptable, however, must be presented with the old ID attached to it. No exceptions!

 Patrons who appear to be 30 years of age or younger must be asked/requested to present for identification.

 Signs of Intoxication: Glassy Unfocused Eyes, Slurred Speech, Loud Talking, Argumentative, Profanity, ‘Beer Trophy’, Staggering and Loss of Inhibitions.

If in doubt about the identification presented, REFUSE to serve and send them over to guest services at section’s 131 or 330 for further information.

In Michigan:

#1 The legal age to consume alcohol is 21 years of age. #2 The legal age to pour and sell alcohol is 18 years of age. #3 B.A.C. - Blood Alcohol Content level for intoxication is 02. #4 The liquor liabilities are: FINE, IMPRISONMENT OR BOTH.

*Note: It is Sportservice endeavor to keep our work environment safe and professional at all times. Any employee with an appearance of intoxication (i.e. smell of alcohol, signs of intoxication or identified visible appearance) will be sent For-Cause Testing, which may result in suspension or termination of your job at Comerica Park and Sportservice. Any associate in violation to the Drug and Alcohol Policy will be disciplined via meeting or via mail.

All Associates will review and complete the Acknowledgement Form for understanding the annual Alcohol Policy. Alcohol: “Don’t Let It Cost You”- Video

*Note: All Associates are required to serve responsibly at all times. Cash Handling is an essential function of serving alcoholic beverages. Selling Alcohol on Sunday’s before 9AM will be prohibited, unless otherwise directed by a Manager and/or Supervisor. Such violation will result in termination of employment.

Refilling/Rehashing Cups

It is strictly prohibited to Refill or Rehash a Cup for a guest when dispensing any beverages at Sportservice. This is a health code violation and a violation to company policy. Such actions will result in termination of employment. Never Refill a Cup!!

Receiving Tips

Tips are allowed to be received during Food and Alcoholic Beverages. However, the company policy will not allow associates to solicit for tips. i.e. (Tip Jars, Tip Cups, Towel to display excess monies and Notes of tips accepted) are prohibited and will result in disciplinary actions up to and including termination.

17 Company’s Alcohol Service Policy - Immediate Termination, even for a single infraction:  Serving a visibly intoxicated person;  Serving a minor;  Refilling a cup;  Violation of the following unit service rules  2 # of drinks allowed per patron

Concessions End of 8th Inning/Vendors End of 7th Inning - Hours of alcohol sale  Any other violation of law. Indefinite Counseling and Retraining or, where an associate has a previous history of disciplinary action, may result in termination:  Failure to ask for proper proof of age (not resulting in service to a minor);  Any other violation of the Company’s Alcohol Service Policy or unit service rules. Note: Any associate evaluated through Ethical Equations and violates the Alcohol Service Policy, will be given a 3 Day Suspension; Providing the violation does not warrant termination. NEW

ASSOCIATE CONDUCT

It is particularly important that all Associates conduct themselves in a professional and appropriate manner to ensure a harmonious work environment.

These expectations are applied to all Associates. The following behavior and/or actions are prohibited, will not be tolerated and will result in discipline up to and including termination:

 Use of rude, obscene, profane, offensive, embarrassing or abusive language toward co-workers, managers, guests or client  Making or publishing false or malicious statements concerning any Associate, manager, guest, client, the public, the Company or its operation  No Associates shall take the property or money of another Associate, person, or the Company; this is considered theft or misappropriation  Mischief, wrestling, pushing, throwing items, rough-housing, or any other kind of horseplay  Unauthorized possession or use of firearms, concealed knives, explosives, or any other weapon, lethal or non- lethal, while on company premises, company business or during working hours  Acts of physical violence, fighting, or endangering the health and/or safety of others. An Associate who threatens, intimidates, coerces, or interferes with the work of fellow Associates, managers, guests, or clients that could adversely affect the Company’s business  Willful neglect, damage, destruction, defacing, misuse, or sabotage of Company property  Arguing with a manager or an Associate, disrespecting a manager or supervisor, or unwillingness to carry out a direct and reasonable request of a manager is considered insubordination.  Working under the influence of illegal drugs and/or alcohol, or possession of illegal drugs is prohibited

Note: If an Associate is asked by his/her supervisor to carry out a task that the Associate believes to be unsafe, unethical or illegal, he/she should contact Human Resources.

HARASSMENT

Harassment is illegal discrimination and will not be tolerated. It is the duty of the Company to provide a work place that is free of harassment. It interferes with productivity, morale and creates an intimidating, hostile and offensive working environment.

18 Types of Harassment - Unwelcome sexual advances, request for sexual favors and other verbal or physical conduct not conducive to the workplace; offensive flirtations, propositions, offensive graffiti, offensive jokes, obscene gestures or motions, insults, threats, ridicule, improper questions about private life, threat of rape or an actual sexual assault, sexist language, suggestive clothing, advances, leering/whistling, derogatory, vulgar language, putting arm around another, embracing, suggestive comments, touching, pinching and brushing the body.

Quid Pro Quo – Latin term, ‘This for That’.

Third Party Harassment – Conversation between two parties, third party over hears offensive communication and become offended.

Affected employees should contact their manager or the Corporate Human Resources Department immediately. All complaints will be investigated promptly, and where necessary, appropriate action will be taken to stop or remedy any such conduct.

Along with this, any form of verbal argument with other associates during work either in front of employees or customers will result in all parties receiving write-ups which may result in demotion, suspension or termination from Sportservice.

Remember that any outside issues should remain outside of the job. Verbal harassment due to an outside issue and brought up in the park will result in a write-up and may result in a demotion, suspension or termination from Sportservice.

Violence in the Workplace Prevention Policy

Purpose

The purpose of this policy is to establish the guidelines for addressing violence in the workplace. Delaware North Companies, Inc. and its subsidiaries and affiliates (collectively, the “Company”) believe it is important to establish a clear policy that specifically addresses workplace violence, potential situations of workplace violence, and weapons in the workplace. The policy supplements other Company policies that relate to workplace conduct and Company property.

Zero Tolerance This Company has a zero tolerance policy for known acts of workplace violence. If you engage in any violence in the workplace, or threaten violence in the workplace, and the Company becomes aware of such conduct, you will face disciplinary action up to and including termination. “Violence" includes intentionally shoving or pushing, brandishing weapons, stalking, any conduct that threatens or causes intentional bodily injury, property damage and/or business interruption, and talking or joking of engaging in those activities. For the purpose of this policy, “stalking” shall mean intentionally engaging in a course of conduct directed at a specific person for no legitimate purpose where such conduct is likely to cause fear of harm to the physical health, safety or property of such person. Workplace Security Measures In an effort to fulfill this commitment to a safe work environment for associates, each operating unit should establish proper procedures to ensure:  Access to the Company’s property is limited to those with a legitimate business interest.  All associates entering Company property display company identification.  All visitors are accounted for when entering Company property.

19 Company property includes any space owned, managed or controlled by the Company or otherwise made available to associates by virtue of their employment by the Company.

All Weapons Banned Associates shall not possess weapons while on Company property. This ban includes keeping or transporting a weapon in a vehicle in a Company parking area or a parking area which the Company makes available to associates for parking while at work, whether public or private. Associates are also prohibited from carrying a weapon while performing services on behalf of the Company off of the Company’s business premises. Weapons include firearms (any gun from which a shot or projectile is discharged by means of explosive, gas, or compressed air), knives with a blade longer than three inches (except for culinary tools required for the associate’s job responsibilities or household culinary items kept in associate housing), explosive materials, toxic agents, spray irritants (pepper spray, mace, etc.) and any other weapon or device intended to be used as a tool of violence (e.g., chains, brass knuckles, baseball bats, tire irons, etc.). Appropriate disciplinary action, up to and including termination, will be taken against any associate who violates this policy. The ban on weapons described above applies to all associates including without limitation associates employed in a security capacity. Any exception to the ban must be approved in writing by the Corporate Director of Security and the Vice President of Administration of Delaware North Companies, Inc. Carrying a weapon onto Company property in violation of this policy will be considered an act of criminal trespass and will be grounds for immediate removal from Company property and may result in legal action and/or prosecution by law enforcement authorities.

Inspections To ensure compliance with this policy, the Company reserves the right to conduct searches of any person, vehicle or object that enters onto any space owned, managed, or controlled by the Company or otherwise made available to associates by virtue of their employment by the Company. Pursuant to this provision, the Company is authorized to search lockers, briefcases, baggage, toolboxes, lunch containers, clothing, vehicles parked on any space owned, managed, or controlled by the Company, and any other location in which a weapon or other contraband may be hidden. Additionally, the Company may search a vehicle owned by an associate that is being used in the course of Company business regardless of whether the vehicle is located on any space owned, managed, or controlled by the Company at the time. The Company may search an associate’s vehicle if the Company has reason to suspect that the vehicle may contain weapons or contraband or may be related to the associate’s violation of this policy. The acceptance of a Company vehicle and/or the use of an associate’s personal vehicle for Company business shall constitute the associate’s agreement to abide by this policy and the associate’s consent to the searches described herein. Desks, telephones, and Computers provided by the Company are the property of the Company. The Company reserves the right to enter or inspect your work area including, but not limited to, desks and computer storage disks, email, PDAs, and other electronic media, with or without notice. The fax, copier, and mail systems, including e-mail, are intended for business use only and as permitted under the Acceptable Use Policy (Policy #247). Personal business should not be conducted through these systems. Under conditions approved by management, telephone conversations may be monitored and voice mail messages may be retrieved in the process of monitoring customer service. Any private conversations overheard during such monitoring, or private messages retrieved, that constitute threats against other individuals may be used as the basis for disciplinary action up to and including termination. For further information on the use of technology, please see the Acceptable Use Policy (#247). Searches may be conducted by Company management in consultation with the Security Department or by local authorities. If the associate is present and refuses the search, such refusal will result in discipline up to and including termination of employment. The Company reserves the right to conduct searches and to

20 authorize searches by law enforcement officials without an associate being present.

Reporting Violence It is everyone's business to prevent violence in the workplace. You can help by reporting what you see in the workplace that could indicate that a co-worker is in trouble. You are in a better position than management to know what is happening with your co-workers. All associates are required to report any incident that may involve the potential for workplace violence. Concerns may be presented to your manager or supervisor or another member of management. If you do not wish to speak to your manager or supervisor, or if it would be inappropriate to follow such procedure, you may use the Delaware North Companies Associate Hotline at the following numbers:  1-800-441-5646 in the United States or Canada  0808-234-9943 in the United Kingdom  1-800-578-102 in Australia  0800-452-377 in New Zealand Matters may also be reported online (https://iwf.tnwgrc.com/delawarenorth). All reports will be investigated.

Training Programs As part of its commitment to preventing workplace violence, the Company has established a web-based workplace violence training program for all salaried exempt associates. All salaried exempt associates are required to complete the training during orientation. Training for hourly non-exempt associates will also be conducted as appropriate. A compliance alert will be published to reinforce and clarify the companies’ zero tolerance policy.

Education Offerings In order to promote a violence-free working environment, we encourage supervisors and employees to enroll in courses to learn more about working with each other. Courses covering communication, problem solving, building effective working relationships, stress management, and related or similar course topics are available on the Company’s intranet and, where appropriate, supported for attendance at outside seminars.

Threat Assessment Team The Company has created a Threat Assessment Team to properly evaluate all workplace violence situations and develop an appropriate response. The Threat Assessment Team is an interdisciplinary team, consisting of representatives from the Human Resources, Law, and Corporate Security departments who will work with corporate and field management to assess the potential for workplace violence and, as appropriate, develop and execute a plan to address it. ***

21 Nothing in this policy will be interpreted or applied in a way that would interfere with the rights of employees to self organize, form, join or assist labor organizations, to bargain collectively through representatives of their own choosing, or to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection or to refrain from engaging in such activities. THIS POLICY SHALL NOT BE CONSTRUED TO CREATE ANY DUTY OR OBLIGATION ON THE PART OF THE COMPANY TO TAKE ANY ACTIONS BEYOND THOSE REQUIRED OF AN EMPLOYER BY EXISTING LAW.

ASSOCIATE HELPLINE

Reporting Concerns (Operational, Department, Supervisor and Management) If you have an ethics or compliance question or concern, you have options.

Option #1 You may speak with your direct supervisor or another appropriate manager.

Option #2 You may call the corporate headquarters at 1-800-828-7240.

Chief Compliance Officer at ext. 5084 Vice President of Human Resources at ext. 5668 Vice President of Internal Audit at ext. 5381 Director of Security at ext. 5048

Option #3 You may call the confidential associate helpline at: 1-800-441-5645 or 1-770-613-6340.

This associate help line is managed by an independent company, and provides associates with a way to ask questions, address concerns and alert company managers about a problem. Call can be made anonymously.

22 PCI – Compliance

Associate Training – Conducted by Human Resource and Controller with signed acknowledgement.

I have read, been given the opportunity to ask questions, and understand the Credit Card Information Handling Procedures that are referenced in this form as “Procedures.” I understand that the Credit Card Information Handling Procedures are a subset of the DNC Information Security Policy and can obtain this policy from my Manager, if requested.

I will adhere in all respects to the Procedures as they apply to my job. I further understand that any violation of the Procedures will subject me to appropriate corrective counseling and / or remedial action, up to and including termination of employment.

I will NOT (if applicable to my role):

1. Obtain or disclose any cardholder’s credit card information (full or partial sixteen (16) digit credit card number, three (3) or four (4) digit validation code (usually on the back of credit cards), or PINs (personal identification numbers)) for any purpose other than in connection with the customer’s transaction without the cardholder’s consent.

2. Access, handle, view, disclose or use in any manner the credit cardholder information outside of my assigned scope of responsibility.

3. Transmit any cardholder’s credit card information by e-mail or fax.

4. Place any document that contains cardholder’s credit card information in the open where the document can be viewed or obtained by unauthorized personnel.

5. Electronically store on a company computer file or file server any cardholder's credit card information outside of Company’s approved software applications and systems.

6. Use a Manual Credit Card Processing Device (i.e. a Knucklebuster) to process credit card payments unless instructed to do so by a member of the management team.

7. Share my password or swipe card for a computer / point-of-sale system or device with any other person.

I WILL (if applicable to my role):

1. Password-protect my computer if I have access to credit card information on a computer.

2. Store all physical documents or storage media containing credit card information in a locked drawer, locked file cabinet, or locked office.

3. Report immediately any credit card security incident to the DNC Associate Hotline at 1-800-441-5645 if I know or suspect credit card information has been accessed, misappropriated, stolen or destroyed without proper authorization.

23 4. Report immediately any incident in which I believe a fellow associate or an unaffiliated third party has access to, handled, viewed or used credit cardholder data beyond the scope of their responsibility. For example, if I see credit card reports in an area where employees should not be viewing them, I will inform management personnel.

5. Report immediately any credit cards lost or left behind by customers to my immediate supervisor or General Manager. I will physically secure such credit cards until turned over to supervisor or General Manager.

Violations to the above PCI Policy will conclude progressive discipline up to including termination.

CASH HANDLING POLICY (OVER/SHORT POLICY):

All associates handling cash or stock transactions are reminded that extreme care must be used and all policies and procedures regarding their use must be followed at all times when working for Delaware North Company, Inc at Detroit Baseball .

 Any associate who at the end of the event has a cash overage or shortage greater than .5% (one-half of one percent) of the total sales will receive a written conference. Overages or shortages greater than $25, regardless of the percentage to sales, will result in counseling up to and including termination.  Any overages or shortages greater than 10% or $100 will be considered gross negligence to our cash handling policy and result in immediate termination.  Any associate who fails to total a transaction or properly account for a sale will face immediate disciplinary action up to and including termination. No sale buttons should not be used to tender sales.  All inventory deliveries, transfers and spoilage must be accompanied by the proper paperwork and accounted for properly.  All cups and containers are one time use only and are not to be refilled for the guest. A new cup or container should be given with every sale; with the exception of those containers authorized for re-fill. Failure of the associate to do so will result in immediate disciplinary action up to and including termination.  Upon returning to work following a suspension, the associate will attend mandatory retraining on use of the terminals and computers and demonstrate their proficiency by passing the terminal review before reporting to their work assignment.  Overage and shortage conferences will be accumulated and maintained in the associate’s personal file.  All tip monies exchanges should be kept separate from Sportservice monies and approved by supervision. NEW  An associate responsible for a cash or inventory variance may be disciplined using the following guidelines:

1st Offense: VERBAL counseling, notation of the offense in the associate’s personnel file, and retraining on cash handling 2nd Offense: WRITTEN counseling, notation of the offense in the associate’s personnel file, and retraining on cash handling. 3rd Offense: SUSPENSION FROM WORK, notation in the personnel file and comprehensive retraining on cash handling 4th Offense, or any instance of a serious offense, may result in immediate TERMINATION.

24  Under NO circumstances are Supervisors permitted to handle Associates monies unless they are in the presence of that associate during the transaction.

CANCELLED SALES AND VOIDS

Sportservice management has completed the process of implementing a formal cashier exception threshold, in an effort to better manage our inventory and cash control. Effective June 18th, 2012 we will begin document at the end of each event all cancelled sales, voids and no sales.

We will track and continually monitor all trends of excessive cancelled sales, voids and no sales. The following thresholds will be adhered to, prompting an investigation based on the following violations as follows:

Policy (Definition): A cashier correct is when a cashier cancels a sale after subtotaling.

 A cancelled sale/void is when a casher cancels a sale before subtotaling.

Policy (Guidelines):

 Exceeding $100 or greater in cashier corrected sales per event

 Exceeding $100 or greater in voided sales per event

Any excessive cancelled sales, voids and no sales completed by any/all associates will be documented by management and may include progressive discipline, up to and including termination.

EMPLOYMENT VERIFICATION

There is now a simple way to complete Employment Verifications, References, FIA forms and/or Wage verifications over the phone for all staff to use. 1. They can either call 1-800-367-5690 or go online to www.theworknumber.com 2. They will need the employer code: 12549 3. and your current Social Security Number

Starting on April 1, 2009 we will no longer process employee information from the HR Office. If you have any further question, please contact the payroll Department for further information.

HR will not complete any of the above forms beginning March 1st, 2014. NEW

25 Sanitation

Food Borne Illness:

 Borne means carried.  Microorganisms, such as bacteria, may cause food borne illness. They exist almost everywhere.  Bacteria multiply rapidly in food that is high in protein, such as meat or poultry.

Food most at risk: fresh meat, poultry, seafood, shellfish and dairy products.

Temperature Danger Zone: between 41 degrees and 140 degrees Fahrenheit

 Bacteria grow quickly in this danger zone.  Food must not stay in danger zone for a long period of time.  Keep hot food hot (above 140 degrees)  Keep cold food cold (below 41 degrees)  Do not touch food or any surface that touches food without using gloves.  Change gloves often, and when handling different types of food.  Do not mix raw and cooked food.  Dividing food into smaller batches minimizes the time spent in the danger zone.  Use clean, sanitized utensils.  Wash hands on a regular basis.  Never use the same utensil when preparing different varieties of food unless the utensil has been thoroughly washed.  Do not handle food if you are ill.  Cooking food at recommended temperatures kill harmful bacteria.  Heat leftover food quickly to 165 degrees, one time only.

Note: The City of Detroit does not require food handler’s card. Anyone everyone that handle food, prep food, or the sale of food is required by Delaware North Company to participate in the annual Food Safety Training Seminar each season.

26 SPORTSERVICE COMERICA PARK

I HAVE RECEIVED AND READ A COPY OF THE ORIENTATION MANUAL/DNC ASSOCIATE HANDBOOK/GUEST PATH/GREEN PATH/ELECTRONIC COPY RECEIVED FOR THE 2015 DETROIT BASEBALL SEASON

Note: In accordance with the training provided, I was made fully aware that I must access the contents (DNC Handbook and Detroit Baseball Orientation Manual) CD via computer. I acknowledge that I have personal access to a computer and will review the contents of the CD verifying my signature noted below.

PRINT NAME ______

SIGN NAME ______

DATE ______

I HAVE RECEIVED AND UNDERSTOOD THE ALCOHOL AWARENESS POLICY FOR THE 2015 DETROIT BASEBALL SEASON

PRINT NAME ______

SIGN NAME ______

DATE ______

I HAVE RECEIVED AND UNDERSTOOD THE HARASSMENT POLICY/ASSOCIATE HELPLINE/VIOLENCE IN WORKPLACE POLICY/PCI COMPLIANCE/CASH HANDLING POLICY FOR THE 2015 DETROIT BASEBALL SEASON

PRINT NAME ______

SIGN NAME ______

DATE ______

27 I AGREE TO HAVE MY PERSONAL INFORMATION RELEASED TO VERIFY EMPLOYMENT/WORKING STATUS OR PERSONAL REFERENCES FOR THE 2015 DETROIT BASEBALL SEASON

PRINT NAME ______

SIGN NAME ______

DATE ______