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CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKcitizenship, marital status, age, national origin, ancestry, physical or mental disability, medicalcondition, sexual orientation, veteran status, family care status, sex (which includes sexualharassment, gender harassment, and harassment based on, pregnancy, childbirth, or relatedmedical conditions) or any other basis protected by law. In addition, the Company prohibits theharassment of any individual on any of the bases listed above. For information about the types ofconduct that constitute unlawful harassment and the Company’s internal procedures foraddressing complaints of harassment, please refer to the Company’s Policy against Harassmentlocated in the following section of this Handbook.To comply with applicable laws ensuring equal employment opportunities to qualifiedindividuals with a disability, the Company will make reasonable accommodations for the knownphysical or mental limitations of an otherwise qualified individual with a disability who is anapplicant or an employee unless undue hardship would result. If you require a reasonableaccommodation in order to perform the essential functions of your job, please submit youraccommodation requests in writing to Company Management. You do not have divulge yourspecific medical condition(s), but the company will require sufficient information to enable it toevaluate its ability to accommodate your specific needs.D. POLICY AGAINST HARASSMENTCREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOL is firmly committed toa work environment free from all forms of harassment based upon protected status of anyemployee or applicant for employment by anyone, including supervisors, coworkers,clients/customers, or visitors. Such harassment violates both the Company policy and state andfederal discrimination laws. It is neither permitted nor condoned.This policy prohibits any verbal, physical, or visual conduct that belittles or demeans anindividual on the basis of race, religion, national origin, sex, sexual orientation, age, or disability.This policy specifically prohibits sexual harassment as well as other forms of harassment. Sexualharassment includes any unwelcome sexual advances, requests for sexual favors, or other verbalor physical conduct of a sexual nature including but not limited to when:1) Submission to such conduct is an explicit or implicit condition of employment;2) Employment decisions are based on an employee’s submission to or rejection of suchconduct; or3) Such conduct unreasonably interferes with an individual’s work performance or createsan intimidating, hostile, or offensive work environment.Revision: November 2009Page 2

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKAny employee or applicant for employment who feels that he/she has been harassed orknows of or suspects the occurrence of harassment should immediately contact CompanyManagement to report the incident(s). Because of the sensitivity of harassment issues, each casewill be promptly and thoroughly investigated in the strictest confidence possible to determinewhether the complained-of harassment has occurred. While it may be necessary to divulgecertain information in order to conduct a full and complete investigation, all investigations willbe designed to protect the privacy of, and minimize suspicion toward, all parties concerned.Any employee found to have violated the Company’s policy against harassment will besubject to immediate disciplinary action, which may include termination. By enforcing thispolicy, we will preserve the right of every employee and applicant for employment to enjoy aworkplace free of harassment of any type.Persons complaining about or participating in an investigation regarding unlawful harassmentmay not be disciplined or otherwise retaliated against for their participation. Any employee whobelieves he/she has been or is being retaliated against as a result of complaining about anyunlawful conduct should immediately report the retaliation to Company Management.Modification of this policy may be necessary to maintain compliance with State and Federalregulations.Revision: November 2009Page 3

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKCHAPTER 2. EMPLOYMENT POLICIES AND PRACTICESA. HIRING PRACTICESCREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOL employs internalfull-time and part-time employees and temporary/contract employees. Any prospectivecandidate for employment may be interviewed by any employee of the company (as predetermined by Company Management) including, but not limited to, directors, mentors, andteachers of all levels, therapists of all levels, office administrators, and managementpersonnel.B. INTRODUCTORY PERIODThe introductory (“probationary”) period is intended to give new employees theopportunity to demonstrate their ability to achieve a satisfactory level of performance and todetermine whether the new position meets their expectations. All new and rehired employeesbegin their employment on a probationary basis for the first 90 calendar days after third dateof hire. The Company uses this period to evaluate employee capabilities, work habits, andoverall performance. It is also a time to get to know your fellow employees, your supervisor,Company culture and the tasks involved in your job position, as well as to become familiarwith the Company services.Employees whose status or position changes within the Company, must complete asecondary probationary period of the same length with each reassignment to a new positionor status unless otherwise waived in writing by Company Management. Any Significantabsence will automatically extend a probationary period by the length of the absence. If theCompany determines that the designated probationary period does not allow sufficient timeto thoroughly evaluate the employee’s performance, the probationary period may beextended for a specified period.The probationary period does not affect the employment status of an employee being“at-will”, meaning that the employment relationship may be terminated at any time and forany non-discriminatory reason by either party. Furthermore, failure to 1) successfully pass allbackground checks and health screening(s), 2) to complete all forms, 3) provide allinformation as required, 4) provide truthful information, or 5) pass any employmentevaluation may result in your immediate termination. At the end of your probationary period,you will receive a final evaluation of your employment status. During the introductory periodemployees are eligible for benefits required by law. All other applicable benefits will beeffective after successful completion of the probationary period.After the interview process and offer of employment, each employee will receive thefollowing to be read and understood and signed; 1) the Employment Agreement and Offerstating our intent to hire, salary/pay schedule, job title, start date, and conditions ofemployment, 2) the Handbook including all forms to be completed and signed, all clearancesRevision: November 2009Page 4

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKand background checks, and pertinent employee/employment information, and 3) theCreative Learning Center and Foothill Preschool Parent Handbook.C. CLEARANCES AND FORMSAll prospective employees will be screened for the necessary education and experience asrequired by CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOL. TheEmployee acknowledges that information provided by Employee (including, but not limitedto, resume, interview, references) in consideration for hiring is true to the best of theEmployee’s knowledge and that the Employee is not restricted by any employment or otheremployment agreement from providing services to the Company’s Clients. The Employeeunderstands that any misstatements or lack of candor by the Employee of his/herqualifications or availability constitutes a breach of agreement (to be signed by the Employeeand the Company Management) and may be grounds for immediate termination of theEmployee’s services by the Company.All of the information you provide to the Company will be verified. Employment iscontingent on the successful completion of background checks and clearances to include, butnot be limited to the following: Fingerprint clearanceClearance of Child abuse index checkPhysical/health screening report completed by licensed physicianDrug screening and TB clearanceClearance of any criminal historyClearance of identification of employment eligibilityAll offers of employment are contingent on verification of you right to work in theUnited States. On your first day of work you will be asked to provide original documentsverifying your right to work and to sign a verification form required by federal law. If you at anytime cannot verify your right to work in the United States, the Company may terminate youremployment. Employment of any person is contingent on his/her successful completion ofspecific forms, including, but not limited to the following: “Criminal Record Statement” (LIC 508C) “Request For Live Scan” (LIC 9163) “Statement Acknowledging Requirement To Report Suspected Child Abuse”(LIC 9108) “Employee Rights” (LIC 9052) “Personnel Record” (LIC 501) “Health Screening Report” (LIC 503) “Identification and Emergency Information” “Form I-9” with presentation of appropriate forms of ID “First Aid Card” and “CPR Card” to be issued by the American Red Cross or anagency approved by Emergency Medical ServicesRevision: November 2009Page 5

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKD. CLASSIFICATIONS OF EMPLOYMENTFor purpose of salary administration and eligibility for employment benefits, the Companyclassifies its Employees as follows: Full-Time Salaried Employees – Employees hired to work the Company’s normal,full time, thirty-five hour or more workweek on a regular basis and are paid a fixedmonthly salary Full-Time Hourly Employees – Employees hired to work the Company’s normal, fulltime workweek on a regular basis. Full-time hourly employees are those normallyscheduled to work and who do work a schedule of 35 hours or more per week. Part-time Hourly Employees – Employees hired to work fewer hours than theCompany’s normal, full-time workweek on a regular basis. Part-time hourlyemployees are those who are normally scheduled to work and who do work less than35 hours but more than 20 hours per week. Temporary Hourly Employees – Employees engaged to work full time or part time onthe Company’s payroll for short-term, contract, or consulting assignments who arenot considered regular employees. Temporary employees are paid on an hourly basis.An employee will not change from temporary status to hourly part-time or full-time statusbecause the employee’s assignment is extended. An employee’s status will change fromtemporary only if the employee is advised of such a change, in writing, by the Company’sManagement. A temporary employee may be offered, and may accept, a new temporaryassignment with the Company and thus still retain temporary status. Employees hired fromtemporary employment agencies for specific assignments are employees of the respective agencyand not of the Company.E. JOB POSITIONSThe following is a list of some of the Job Positions for Creative Learning Center. Teacher AideJunior TeacherLead TeacherJunior TherapistLead TherapistProgram SpecialistOffice AdministrationPreschool DirectorJob descriptions for each of these positions are available at CLC's Main Office. All jobpositions and descriptions are subject to change. You are responsible for the job duties andresponsibilities as described per your job description. If you are working towards a promotion,you may reference the next level job description to get an idea of what is expected for that levelof employment.Revision: November 2009Page 6

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKF. WORK SCHEDULESThe scheduled hours, types, and locations of services all employees will provide Clients shallbe determined by the Company’s Management based on billable hours per contracts with theCompany’s Client school districts and parents/guardians. Schedules of work hours and sites willbe based on the above as well as signed availability times submitted by staff andParent/Guardian.The Employee shall not have the right to make any contracts or other commitments for or onbehalf of the Company without the written consent of the Company’s Management. TheCompany will accept no responsibility and will provide no commitment to any servicesEmployee might provide or commitments Employee might make that have not been preapproved by the Company’s Management.G. MEAL AND REST PERIODSFor those employees working five (5) hours/day or more, a 30-minute meal period is to betaken approximately in the middle of the workday. Employees are allowed a 10-minute restperiod for every four hours of work or major portion thereof.H. SERVICES PROVIDED BY EMPLOYEEAll services provided by employees shall only be served within the work hours scheduledand only performed on approved sites as pre-determined and pre-approved by CompanyManagement. At no time, may employees provide services outside of any pre-approved scheduleof hours, and at no time may employees provide those services on a site not pre-approved byCompany Management. Any additional hours or any additional sites served by the employee notpre-approved by Company Management may be considered a breach of the EmploymentAgreement and may result in disciplinary action up to and including immediate termination.If performing services off-site from the Company, it is the responsibility of the Employee toensure that at all times a parent or guardian is present during the entire duration of performedservices. At no time is it acceptable for the Employee to perform services without the presence ofa parent or guardian. Employee is solely liable for any and all occurrences during servicesperformed outside of any pre-approved and/or pre-determined schedule of hours AND on anysite NOT pre-approved and/or pre-determined by Company Management.The Company does not transport students/clients. Employees are not permitted to transportclients or students at any time. If you transport a client you will need to do it outside of therapyhours and be paid by the parents. It cannot be billed as CLC therapy time. This means that youand the parent must make separate arrangements whereby they hire you directly. The Companyis not responsible or liable for any transportation services. If Employee provides suchtransportation services, it shall be outside and the scope of employment and the employee will besolely responsible for all liability at all times.Revision: November 2009Page 7

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKI. TIMEKEEPING REQUIREMENTSAll Employees shall maintain timesheets and records of “billable hours” for services thathave been performed. Employees are responsible for accurately recording all time worked.Timesheets are to be submitted weekly to appropriate Company Management/recordsdepartment. Those verified timesheets are submitted to the Company’s Management for approvalrecords. If Employee fails to provide all timesheets, signed and dated appropriately, and by thedeadlines stipulated by the Company’s Management, Employee’s payment in part or in full maybe delayed.It is important for you to keep accurate time cards and to turn them in when they are due. Atime card is a legal document and must not be tampered with. Corrections must be approved bythe Company’s Management and initialed by you and the Client Representative. Completing thetime card of a fellow employee or falsifying your own time card is dishonest and may lead toimmediate discharge.J. PAYMENT FOR SERVICESPayment for all Employee’s services from the Company’s Clients shall be pre-approved bythe Company’s Management. Employees do not have the right to make contracts or othercommitments for or on behalf of the Company without the written consent of the CompanyManagement. The Company is not responsible for any services Employee might provide orcommitments employee might make that have not been pre-approved by the Company’sManagement. Any services or commitments made without CLC’s pre-approval shall beconsidered outside the scope of Employee’s duties and shall not be considered for the benefit ofCLC.Payment for Employee’s services will be made in the name of the Employee, payable onthe 15th day of each month for work performed during the previous month, at the rate and perconditions stipulated in the Employee Agreement. Employee shall maintain timesheets andrecords of “billable hours” for services that have been performed (if applicable), have the clientrepresentative verify those hours by signing the appropriate records Employees are responsiblefor accurately recording all time worked.Timesheets are due weekly and again at the end of the month. If the last day falls on a Saturday,then they will be due the Friday before that last date. Timesheets are available to all via email.They are meant to be filled out weekly throughout the month not at the end of the month.Failure to meet the deadline will result in our inability to pay you on a timely manner.If employee fails to provide Creative Learning Center and Preschool all timesheets, signedand dated appropriately, in a timely manner as described, Employee’s payment in part or in fullmay be delayed. Employees will be paid for pre-authorized staff meetings and training sessionsas stipulated in individual Employee Agreements, but must note “staff meeting” or “training”next to the time recorded for the event.Revision: November 2009Page 8

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOLEMPLOYEE HANDBOOKK. PAYROLL DEDUCTIONSFederal and state laws required that the Company withhold taxes from your wages. Theseare: (1) federal income tax; (2) California income tax; (3) Federal Insurance Contributions Act(FICA)(social security and Medicare); and (4) California Disability Insurance (SDI). Thecompany will take other deductions from your wages as required by law. If you want to changethe number of your exemptions or your marital status for federal or state income tax withholdingpurposes, please contact the Company’s Management.L. PERSONNEL RECORDSThe Company maintains a personnel file on each employee. Employees have a right toinspect documents in their personnel files, except for letters of reference and certain other limitedkinds of information, at reasonable times and at reasonable intervals, upon request and in thepresence of authorized personnel. In addition, employees have the right to request copies of alldocuments that they have signed. Call the Company’s Management to set up an appointment ifyou wish to see or copy certain papers in your personnel file.To ensure that your personnel file is up-to-date at all times, notify the Company of anychanges in your name, telephone number, home address, marital status, number of dependents,beneficiary designations, scholastic achievements, the individuals to notify in case of anemergency, and so forth.If you do not have email then you will need to have an arrangement with another employeewho is willing to get information to you. CLC can set up a CLC email for you, but you need tohave an email address/account. Please inform CLC office staff if you still need one. The informationwill also be placed in a folder at CLC that you can get on a weekly basis.M. EMPLOYEE REFERENCESAll employment verification or reference requests on current or former employees are to bereferred to the Company’s Management. No other manager or employee is authorized to releasereferences for current or former employees. The Company’s policy as to references foremployees who have left the Company is to disclose only the dates of employment and the titleof the last position held. No other information will be provided. All other requests forinformation on current or former employees also are to be referred to the Company Management,who will consider and respond to the request. Requests for employment verification for credit ormortgage purposes should also be referred to CLC Management. Certa

CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOL EMPLOYEE HANDBOOK Revision: November 2009 Page 1 CHAPTER 1. INTRODUCTORY POLICIES A. INTRODUCTION This Handbook (the "Handbook") is designed to familiarize you with CREATIVE LEARNING CENTER AND FOOTHILL PRESCHOOL'S ("the Company's") policies, practices, and benefits.