                          Insurance Coverage

[]  Keep the description of insurance coverages general and brief,
since coverages and other details can change often. Defer to the
separate booklets and supplements issued and supplied by your
insurance companies.

[]  Indicate which portion of premium costs the company pays for, how
long a new employee has to wait for coverage, and mention the
conversion privilege.

Group Insurance

[Company] is interested in the health and well-being of both you and
your family. A comprehensive health and life insurance program is
available for you and your family. We provide group insurance
underwritten by a national insurance carrier. After completion of [[x]
days/your Introductory Period], you become eligible for coverage. At
that time, you may choose to accept the insurance coverages, or not.

[]  Becoming eligible does not necessarily mean becoming "covered".

[]  Some insurance policies and laws may require that all employees
are covered. Check with your attorney on state and local laws and with
your insurance carrier on your particular insurance coverage; modify
this policy accordingly.

The following benefits are provided, as defined and limited in the
literature provided by our insurance company:

*  Group Term Life Insurance

*  Accidental Death & Dismemberment Insurance

*  Major Medical and Surgical Coverage

*  Dental Care Coverage

*  Vision Care Coverage

*  Medical Health Care Coverage

*  Dependents' Health Care Coverages

[When/If] you choose insurance coverage, our insurance company
provides a booklet describing your benefits; a copy of this will be
given to you when you join the program.

[]  We've provided four sample policies for you to consider. Choose
whichever paragraph best suits your company's needs, or modify the
text as necessary.

[Company] will pay for the full cost of this program for you. We pay
100% of the premiums for insurance coverage on you plus 100% of the
premiums for insurance coverage of your eligible dependents.

  -- OR --

We pay 100% of the premiums for insurance coverage on you and make a
[[x]%] contribution toward the cost of the premiums for insurance
coverage of your eligible dependents, the balance of which is deducted
from your paycheck by payroll deduction.

  -- OR --

We pay 100% of the premiums for insurance coverage on you. You pay
100% of the premiums for insurance coverage of your eligible
dependents through payroll deduction.

  -- OR --

We pay 50% of the premiums for insurance coverage on you. You pay 50%
of the insurance premiums for your own coverage plus 100% of the
premiums for insurance coverage of your eligible dependents through
payroll deduction.

[]  It is not necessary to include this last paragraph or offer
"COBRA" rights under federal law unless you regularly employ 20 or
more people; however, some states require group insurance extension,
so we recommend that you check with your attorney on your state law on
this topic.

In the event of your termination of employment with [Company] or loss
of eligibility to remain covered under our group health insurance
program, you and your eligible dependents may have the right to
continued coverage under our health insurance program for a limited
period of time at your or their own expense. (This does not affect the
conversion privilege as stated in the insurance policy.) Consult [x]
[Title/Department] for details.

Disability Insurance

[]  Federal law requires leave of absence time for disability due to
pregnancy to be equal to that allowed for disabilities that affect
anyone. You may want to set some reasonable time limit during which
you will guarantee job protection for a disabled worker. A 60 to 90
day period is typical. You may require pregnant women to provide you
with an anticipated return date, provided you require male workers
disabled for other reasons to do the same. You may also reserve the
right (depending on your state laws) to require a fitness for duty
exam, if applied to both males and females, but only to determine if
the person can perform essential job functions.

[]  You may want to have your insurance carrier review this section
for accuracy.

If you are a regular full-time employee of [Company], you are
protected through a short-term disability insurance policy from
financial hardship if you are totally disabled because of illness or
accident that is not job related. This coverage includes hospital and
medical, surgical, laboratory and x-ray, major medical as defined in
the literature provided by the insurance company.

Total disability means that you cannot perform any position that
[Company] has available, that you are qualified for and normally able
to perform. (Workers' Compensation benefits protect you if you are
involved in a job-related sickness or accident.)

Optional Additional Coverage

[]  Check with your insurance carrier for accurate numbers to fill in
this section.

You may obtain additional disability coverage for your family by
making the appropriate application to [x] [Title/Department] and
agreeing to a deduction from your paycheck to pay the additional
premium.

Under this policy, you will receive [x] percent ([x]%) of your basic
weekly salary up to a maximum weekly benefit of [x] dollars ($[x]).
You will begin to receive this benefit after a [x] (number of days)
day waiting period for sickness or pregnancy. There is no waiting
period if you are involved in an accident or hospitalized. This
benefit can be paid for up to [x] (number of weeks) weeks if
eligibility requirements are met.

Note: See "Disability (Including Pregnancy) Leave of Absence" earlier
in this section for further information.

Health/Dental Insurance

[]  Ask your insurance company to provide you with a brief summary of
the health/dental insurance coverage to include here; be sure to
distinguish optional coverages from basic coverage.

Today's many health insurance plans and options can be confusing and
complicated. That is why [Company] has taken the time to carefully
review the coverages and plans available. We have selected the plan we
feel provides the best coverage for our employees. Refer to the
literature provided by our insurance company for details on your
health/dental coverage.

Life Insurance

[]  Ask your insurance company to provide you with a brief summary of
the life insurance coverage to include here; be sure to distinguish
optional coverages from basic coverage.

If you are a regular full-time employee of [Company], you are covered
by our Group Life Insurance. This insurance is payable in the event of
your death from any cause, at any time or place, while you are
insured. Payment will be made in a lump-sum or in installments to the
beneficiary, as designated by you. You may change your beneficiary
whenever you wish by submitting the appropriate documents to [x]
[Title/Department]. Refer to the literature provided by our insurance
company for details on your life insurance coverage.

Termination of Insurance

Your insurance will terminate when the insurance policy terminates,
when you fail to make an agreed contribution to premium when due, when
you cease to be eligible for coverage under the terms of our group
insurance program, or when you cease to be employed as a regular full-
time employee eligible for the insurance. [Company] may, by continuing
to pay the premium, keep your insurance in effect for a brief period
if you cease to be an eligible employee for any reason other than
resignation, dismissal, or failure to meet the terms of eligibility of
our group insurance program.



                     Government Required Coverage

Workers' Compensation

[]  You may want to leave this section in place in its entirety for
your employees' benefit and understanding.

[]  Check with your attorney on your state and local laws regarding
Worker's Compensation and modify this policy accordingly.

[]  Many insurance companies will dramatically cut your Worker's
Compensation insurance premiums when you implement a safety plan.
JIAN's SafetyPlanBuilder(tm) will help you save money as well as
educate your employees in the practice of safe work habits. See the
Catalog section at the back of the EmployeeManualMaker Reference Guide
for a complete description.

The [California] Workers' Compensation Law is a no-fault insurance
plan which is supervised by the state and one hundred percent (100%)
paid for by [Company]. This law was designed to provide you with
benefits for any injury which you may suffer in connection with your
employment. Under the provisions of the law, if you are injured while
at work, you are eligible to apply for Workers' Compensation.

What Is Workers' Compensation?

[California]'s no-fault Workers' Compensation law was passed by the
State legislature in the [1930]'s to guarantee prompt, automatic
benefits to workers injured on the job.

Before Workers' Compensation, an injured worker had to sue his
employer to recover medical costs and lost wages. Lawsuits took months
and sometimes years. Juries and judges had to decide who was at fault
and how much, if anything, would be paid. In most cases, the injured
worker got nothing. It was a costly, time-consuming and unfair system.

Today, if you're unable to work because of a job injury, [Company] and
our Workers' Compensation Insurance carrier work together to take care
of your medical expenses and pay you money to live on until you're
able to come back to workautomatically, without delay or red tape.

Who Is Covered?

Every [Company] employee is protected by Workers' Compensation.

What Is Covered?

Any injury is covered if it's caused by your jobnot just serious
accidents, but even first-aid type injuries. Illnesses may also be
covered, if they're related to your job. For example, common colds and
flu are not covered, but if you caught tuberculosis while working at a
TB hospital, that's covered. The main question is if the injury or
illness is the result of the performance of your job.

When Am I Covered?

Coverage begins the first minute you're on the job and continues
anytime you're working for [Company]. You don't have to work a certain
length of time, and there's no need to earn any minimum amount of
wages before you're protected.

What Are the Benefits?

[California] law guarantees you three kinds of workers' compensation
benefits:

*  Medical care to take care of the injury, including not only doctor
bills, but also medicines, hospital costs, fees for lab tests, x-rays,
crutches and so forth -- There's no deductible and all costs are paid
directly by our workers' Compensation Insurance carrier. If you do
receive a bill, be sure to submit it to [x] [Title/Department] for
payment through our insurance carrier.

*  Rehabilitation services necessary to return to work -- Sometimes
this is just an extension of medical treatment (for example, physical
therapy to strengthen muscles). However, if the injury keeps you from
returning to your usual job, you may qualify for vocational
rehabilitation and retraining, too. Again, all costs are paid directly
by [Company] through our Workers' Compensation Insurance carrier.

*  Cash payments for lost wages -- The most common kind of payments,
for "temporary disability," will be made for as long as the doctor
says you're unable to work. Additional cash payments may be made after
you're able to work if there's a permanent handicapfor example, the
amputation of a finger or loss of sight. If the injury results in
death, payments will be paid to surviving dependents.

How Do I Get the Benefits?

All injuries, no matter how slight, must be reported immediately to
your manager to assure consideration under Workers' Compensation
Insurance, should complications develop later. Your manager will see
that you receive medical attention.

There are no reports for you to fill out; no forms to sign. Just tell
your manager what, where, when, and how it happened -- enough
information so that he or she can arrange medical treatment and
complete the necessary reports. In an emergency, you may go directly
to one of the medical facilities nearby. Later, you may be required to
furnish your manager with written statements regarding the on-the-job
accident so that we may accurately document the incident, and so you
may receive all the benefits to which you are entitled. (Failure to do
this could result in loss of benefits.)

Prompt reporting is the key. Benefits are automatic, but nothing can
happen until your employer knows about the injury. Insure your right
to benefits by reporting every injury, no matter how slight. Even a
cut finger can be disabling if an infection develops.

How Much Are the Cash Payments?

Payments consist of [x] (i.e. two-thirds) of your average weekly wage,
up to a maximum amount set by the State Legislature. The amount of the
payments, and when and how they'll be paid, are regulated by State
law. Only the State Legislature can change the law.

Workers' Compensation payments are tax free. There are no deductions
for state or federal taxes or Social Security.

When Are the Cash Payments Made?

If you report the injury promptly, you should receive the first
compensation check within [x] (i.e. 14) days. After that you'll
receive a check every [x] (i.e. two) weeks until the doctor says
you're able to go back to work. For extremely serious injuries, the
payments may continue for life.

Although [Company] will pay for the time lost because of a work-
related accident during the remainder of the normal workday in which
the accident occurs, Workers' Compensation payments for lost wages
aren't made for the first [x] (i.e. three) days you're unable to work
(including weekends). However, if you're hospitalized or off work more
than [x] (i.e. 21 days), payments will be made even for the first [x]
(i.e. three) days.

What If There's a Problem?

Fortunately, most claims - better than 9 out of 10 - are handled
routinely. After all, Workers' Compensation benefits are automatic and
the amounts are set by the Legislature. But mistakes and
misunderstandings do happen. If you think you haven't received all
benefits due you, please contact your manager.

If you're not satisfied with your manager's explanation, get advice
from the nearest office of the State Division of Industrial Accidents.
If the problem still can't be resolved, it may be necessary to file an
"Application for Adjudication" with the Workers' Compensation Appeals
Board. That's the State agency which reviews cases where an injured
worker believes he or she hasn't received what's coming to him or her.

The Appeals Board is a court of law. You can represent yourself, of
course, but you may want to hire an attorney. If you do, the fee 
about [x] (i.e. $630) on the average  will be deducted from any
benefits awarded you by the Appeals Board. If it's necessary to go to
the Appeals Board to resolve your case, be sure to do so within one
year from the date of the injury, or one year from the date of your
last medical treatment. Waiting longer could mean losing your right to
benefits.

Other Benefits

If the injury is very serious - one where you won't be able to work
for a year or more - you may be eligible for additional benefits from
Social Security. For information contact the nearest office of the
Social Security Administration, or discuss your situation with the
claims representative of [Company]'s Workers' Compensation Insurance
carrier.

Employees returning to work after being absent due to an injury must
report to their manager prior to beginning work, and must bring a
doctor's clearance for returning to duty.

Unemployment Compensation

[]  Check with your attorney on your state and local laws regarding
Unemployment Compensation, and modify this policy accordingly.

[Company] pays a percentage of its payroll to the Unemployment
Compensation Fund according to [Company]'s employment history. If you
become unemployed, you may be eligible for unemployment compensation,
under certain conditions, for a limited period of time. Unemployment
compensation provides temporary income for workers who have lost their
jobs. To be eligible you must have earned a certain amount and be
willing and able to work. You should apply for benefits through your
local State Unemployment Office as soon as possible.

[Company] pays the entire cost of this insurance.

Social Security

The United States Government operates a system of contributory
insurance known as Social Security. As a wage earner, you are required
by law to contribute a set amount of your weekly wages to the trust
fund from which benefits are paid. As your employer, [Company] is
required to deduct this amount from each paycheck you receive. In
addition, [Company] matches your contribution dollar for dollar,
thereby paying one-half of the cost of your Social Security benefits.

                      Profit Sharing & Retirement

Profit Sharing Plan

[]  Federal law requires that part-time employees who work at least
1,000 hours per calendar year be eligible to receive profit sharing
benefits, if your company has a profit sharing plan.

[]  Don't go into great detail; instead, refer to a separate
description of the plan, which should be provided to employees when
they become eligible.

According to the [Company] Profit Sharing Plan, [Company] may, in its
absolute discretion, grant a profit sharing award determined by
[Company]'s profitability on an annual fiscal year basis. The amount
of any award represents a fixed percentage of your eligible base
earnings (all eligible employees receive awards based on the same
fixed percentage of their eligible base earnings).

All regular full-time employees and part-time employees who work at
least one thousand (1,000) hours per year are eligible to participate
in the Profit Sharing Plan once they have completed six (6) months of
employment. Eligible employees who are on the payroll on the last day
of the fiscal year will receive an award if one is granted, provided
they remain on the payroll on the payment date of the award.

Eligible base earnings begin to accrue on the pay period following the
completion of six (6) months of employment, and continue to accrue for
the remainder of the fiscal year. Payments for any overtime,
commissions, bonuses, etc. are not included in eligible base earnings.

Note: This is a summary of the [Company] Profit Sharing Plan; the
complete details of the Plan will be given to you when you become
eligible.

Retirement Plan

[]  Federal law requires that part-time employees who work at least
1,000 hours per calendar year be eligible to receive retirement
benefits, if your company has a retirement plan.

[]  Include a statement of Employee Retirement Income Security Act
(ERISA) rights here and in your formal retirement plan documents.
Check with your attorney for the language and disclosures appropriate
to your circumstances, and modify this policy accordingly.

[]  Mention that you have a plan, and briefly summarize when and how
the employee becomes qualified for it. Optionally, you may also
summarize whether an employee contribution is permitted or required,
and when an employee becomes vested.

[]  Don't go into great detail; instead, refer to a separate
description of the plan which should be provided to employees when
they are hired.

[Company] has an Employees' Retirement Plan to provide eligible
employees (who have completed sufficient service) with a monthly
pension benefit upon retirement. The Plan includes provisions for
normal retirement at age sixty-five (65), and early retirement or
disability retirement benefits for employees meeting certain
qualifications.

All regular full-time employees and part-time employees who work at
least one thousand (1,000) hours per year are eligible to participate
in the Employees' Retirement Plan. Participation in the Plan begins on
the first day of the month following your hire date. If you are hired
on the first day of a month, your participation in the Plan begins on
that day.

The details regarding [Company] and employee contributions, vesting,
administration, investments, etc. are provided in the separate
literature for the Employees' Retirement Plan, which was given to you
[along with this Manual/when you were hired/during your new employee
orientation].

Statement Of Employee Retirement Income Security Act (ERISA) Rights.
As a participant in the [Company] Employees' Retirement Plan, you are
entitled to examine the Plan documents and the annual report and plan
description filed with the U.S. Department of Labor. This inspection
may be made during normal business hours; ask your manager to make
arrangements for you with [x] [Title/Department].



                            Other Benefits

[]  All of these sample policies are optional. Include only those
policies that meet the needs of your company and modify the text as
necessary.

Annual Party or Outing

[Company] sponsors at least one annual get-together. Watch the
bulletin board for details.

Apprenticeship Program

[Company] has established a free Apprenticeship Program. It involves
an approximate four (4) year commitment and requires no prior
experience or training in the field. Participants must complete 8,000
hours of paid on-the-job training and 144 hours of classroom
instruction at designated schools. It's a great way to learn and earn
at the same time. As your skills increase, so will your wages.

Blood Bank Program

[Company] offers free membership in our group Blood Bank Program. A
membership covers you and your dependents the moment you enroll. There
are no age or physical requirements for membership. Should you ever
need blood, anytime and at any hospital in the U.S., the blood will be
provided free of charge.

While you are providing protection for you and your family, you are
also making an important contribution to our community by satisfying
blood obligations. When you join the Blood Bank, you agree to meet a
blood obligation about once every two years by either giving blood
yourself, having someone else give for you, or paying the cost of one
pint of blood. Any membership that is transferred will retain the
credit that they have accumulated with their individual plan.

Credit Union Membership

As an employee of [Company], you are eligible for membership in the
[x] (name of credit union) Credit Union. Membership can enable you to
borrow money at low interest rates. You may also save money and
maintain an IRA account with the credit union. Ask your manager for
details on how to join the credit union.

  -- OR --

As a member of the [x], a [x] organization dedicated to the
advancement of the [x] industry, we are able to offer you and your
dependents lifetime membership in the [x] (name of national credit
union) Credit Union.

Benefits of membership in a national credit union can be substantial.
Services include:

*  Share Account
*  Share Draft
*  Individual Retirement Accounts (IRA)
*  Certificates of Deposit
*  Christmas Club
*  Payroll deduction
*  Loans
*  Accidental Death & Dismemberment Insurance
*  Financial counseling
*  Family membership

Savings accounts may be opened through a minimum payroll deduction of
[x] (i.e. $5.00) per week. What you save is up to you; you are in
control. Ask your manager for details on how to join the credit union.

Education Assistance

[]  Consider the advance of tuition to be a loan.

[]  If possible, have the employee pay for the class themselves, then
reimburse them when it is completed -- people seem to be more
motivated when they have a personal investment in the course.

We feel an individual who possesses a desire to continue their
education, in addition to performing their full-time job, shows a
commitment to improving themselves and their position within the
company. To encourage and reward these individuals, [Company] offers
an Education Assistance benefit.

Full-time employees may continue their education in a related field
and [Company] may reimburse all or part of the registration and
tuition costs. All courses must be pre-approved by your manager. Once
the course is completed, submit a certified transcript of grades, with
receipts for expenses. [Company] will reimburse you as described below
for the portion of the registration and tuition that was pre-approved.
Incentives have been established to reward better then average
performance.

Reminder: If you are taking a pre-approved seminar that offers
continuing education credit, be sure to give your manager a copy of
the Continuing Education Credit Certificate (or other document) to
include in your personnel file.

In order to qualify for this Education Assistance benefit you must:

1.  Advise your manager, prior to enrolling for the class, that you
intend to take a particular course. Your manager will advise you
whether the course is of a nature that [Company] will approve for
partial or total reimbursement of tuition and fees.

2.  The course must be job-oriented and offered by an approved
educational institution.

[]  Choose whichever paragraph best suits the needs of your company.

3.  You must receive a grade of  "B" or better.

  -- OR --

3.  The amount of course reimbursement is based on the final grade you
receive for the course, as follows:
  A = 100%   B = 80%   C = 60%   <C = 0%

[]  The following three requirements are optional; use them only if
they meet the needs of your company.

4.   You must have at least one (1) full year of service with
[Company].

5.  If your employment with [Company] terminates for any reason within
one (1) year after completing the course, you must agree to pay
[Company] back.

6.  If you are eligible to receive educational benefits from other
sources, such as the Veterans Administration, [Company] will not
reimburse your educational expenses.

Education/Training (Attending Seminars/Training Sessions)

[]  If possible, have the employee pay for the seminar or training
session themselves, then reimburse them when it is completed -- people
seem to be more motivated when they have a personal investment in the
program. You may make arrangements, for certain approved seminars or
sessions, that you will reimburse a portion, for example: half of the
program fees.

[]  You may be interested in contacting Robbins Research International
at 1-800-445-8183 for information on their seminars, books and tapes.
Ask also for a list of their local authorized distributors -- in
addition to offering audio/video seminars, these people have been
trained in Robbins' techniques and may provide assistance or ideas.

[]  If you are located in California, courses are offered by
Productive Learning & Leisure. Call 1-800-300-3036. It's a referral-
type organization so you may need to mention that the people at JIAN
referred you -- that's OK with us. Call them for a free brochure.

From time to time, [Company] may arrange to have both formal and
informal training programs to enable you to progress in your technical
knowledge of our business. Several times a year, employees are
selected to attend factory schools, workshops, or training programs.
You will receive a normal paycheck while attending these schools or
workshops. All or a portion of the expenses for off-premises training
will be paid for by [Company] depending on the nature of the course.
Check with your manager for details.

Also, during any slow periods of work you should use the time to learn
more about [Company], its services and products. You may progress as
you become more knowledgeable about your job and the jobs of the
people around you. You are encouraged to ask questions about any
aspect of [Company] that is of interest or unclear.

If you become aware of a particular seminar that you believe is
appropriate for enhancing your skills (and/or those of other
employees), please bring it to the attention of your manager. Since
these seminars are usually offered only at specified times in a
geographical area, please be sure to notify your manager as far in
advance as possible. This way, he or she can attempt to schedule
workloads to accommodate your (and/or other employees') desire to
attend the seminar.

Employee Assistance Program

[Company] provides an Employee Assistance Program (EAP) which is
designed to provide a confidential service for our employees whose
personal problems are affecting their abilities to function at top
efficiency in their work. This service is available to all full-time
employees and their immediate families. Arrangements will be made for
you to be seen by a professional who is specially trained in your
specific problem area, including:

  *  Alcoholism
  *  Domestic violence
  *  Drug dependency
  *  Eating disorders
  *  Emotional illness
  *  Family problems
  *  Financial problems
  *  Legal problems
  *  Marital conflict
  *  (Ask for others)

Confidentiality is one of the most important aspects of the program.
If you contact the Employee Assistance Program directly, no one in the
company will know about it unless you tell them. No information
concerning the nature of your problem will be released without your
written consent. Participation in the Employee Assistance Program will
not affect future promotional opportunities. [Company] assumes the
costs for the Employee Assistance Program assessment and referral.
Other costs, like treatment, are generally covered in part or in full
by the group insurance plan. Asking for assistance does not mean that
you will be obligated to accept or continue it.

In some instances, [Company] may help you pay the costs of the
counseling and grant you paid time off.

There may be times when you will be solely liable for the expenses
and, in such cases, you will be informed before they occur.

Your Employee Assistance Program contact is [x] (name), and can be
reached at [x] (telephone number and/or address).

Employee Gift Fund

[]  We prefer a gift fund rather than permitting employees to solicit
money for gifts. Advise your Personnel Administrator of the
circumstances eligible for reimbursement from the gift fund.

We desire to acknowledge important events such as births, deaths and
severe illnesses in the families of our employees. Therefore, in order
to avoid the necessity of someone taking up an individual collection
to recognize these occasions, [Company] provides a special gift fund.

If you wish to purchase a gift for an employee on behalf of [Company]
and/or your department, please submit your request to [x]
(Title/Department). Approved requests will provide for reimbursement
of the cost of the gift (upon submission of an "Expense Report") up to
a maximum of $[x].

Employee Purchases

[]  You may wish to specify days or hours for employee purchases to
help control purchases and give management more accountability.

[]  Choose one of the two following policies as applicable.

Any employee, who has completed at least ninety (90) days of
uninterrupted employment, will be allowed to purchase any item from
[Company] as set forth below.  All purchase orders must be made by
using the authorization form and approved by the [x] of the company
before any order number is given out.  The minimum amount that can be
charged is [x dollars ($[x]) dollars.  Items purchased for an
employee's personal use (tools, items for personal residence, etc.)
may be purchased at company cost.  Items ordered for other than
personal use (items for friends, relatives, etc.) will be marked up
[x]%  (these orders are to be kept to a minimum.)  Ordering, pick-up,
and storage of all orders are the employee's responsibility.

Invoices are to be paid, in full, immediately upon receipt.

  -- OR --

As an employee of [Company], you are entitled to purchase merchandise
at [x] (i.e. 10%) above [Company]'s cost, plus tax and freight if
applicable. What you buy must be for your own personal use or that of
your immediate family and not for resale or use by others.

Merchandise must be checked out by someone other than yourself, and
you must have an invoice or sales receipt for all packages before
leaving the building. The purchase may be paid for by check (with
invoice number on the check) or charged. If you charge the purchase,
you must pay the account in full within thirty (30) days or the
outstanding balance will be deducted in full from your next paycheck.
Non-stock items must be paid for in advance and are not returnable or
exchangeable.

Note: See "Discounting" in the "Other Policies" section of this Manual
for further information.

Flower Policy

If you or your spouse are hospitalized for three (3) days or more,
[Company] will send a flower arrangement.

In the event of death of you or your spouse, [Company] will send a
flower arrangement. If a contribution is requested in lieu of flowers,
a contribution will be made to the designated organization in the
amount normally spent for flowers.
