PERSONNEL INFORMATION BOOKThis is for USA Management’s team members only.

Text and art copyright © 2008 by United States Copyright Office. All rights reserved. No part of this book, including interior design, cover design, and icons can be reproduced or transmitted in any form, by any means (electronic, photocopying, recording, or otherwise) without the prior written permission of USA Management.

Version 1.2

PERSONNEL INFORMATION BOOK

Welcome to USA Management! A lot has developed since 1979 when we first began our Professional Pool Management ventures. Over the course of the past couple of decades, we have expanded across the country to lead as one of the oldest and larg-est aquatic management companies in the country. Our name was chosen to reflect the growth of our national chain. Some of our senior staff will be serving you to help make your summer season with us an enjoyable experience. Every aspect of our company is critically challenged each year to im-prove the service we provide to our clients and our team members. However, as much as we grow with modern technology, the most vital and important ingredient in our company’s success is YOU! The single most important factor in our success each year if the quality of the job each member of our team performs.

This Personnel Information Book (PIB) was devel-oped for you to use as a tool for quick reference on important matters. Included in the PIB are the items we feel you should be most familiar with at a moments notice. The PIB is not intended to be your all-inclusive resource manual. There is a lot of information that is not included in the PIB, which you should know for your position . That informa-tion will be located in your Operations Manual.

Since the PIB is concise, it is encouraged that you read through and be familiar with all of the mate-rial contained in this book. To assist you with the PIB, we encourage you to complete the PIB Ques-tionnaire. You will find this questionnaire on our website along with other important papers and forms that you can return to the office.

WWW.USAMANAGEMENT.COM

CODE OF ETHICS - PREFACE

The following Ethical Principles have been adopted by each of the USA Management Operations includ-ing USA Pools:

Honesty and Integrity — “We act with honesty and integrity.”

• We are straightforward and honest in our profes-sional and business relationships.

• We are truthful about the services we provide, the knowledge we possess, and the experience we have gained.

Professional Behavior — “We operate within the letter and the spirit of applicable laws.”

•We comply with professional standards and ap-plicable laws and regulations.

• We avoid any action that may discredit our firms or our professions.

•We strive not only to do what is legal, but also what is right

Competence — “We bring appropriate skills and capabilities to every client assignment.”

•We understand that the public and our clients ex-pect our work to meet high professional standards.

• We use due care to ensure that client needs are matched with Deloitte personnel who have the competence required for their assignments.

Objectivity — “We are objective in forming our professional opinions and the advice we give.”

• We do not allow bias, conflict of interest, or undue influence of others to override our professional judgments.

• We address differences of opinion and handle them constructively and professionallyConfidentiality — “We respect the confidential-ity of information.”

• We prohibit disclosure of information to anyone inside or outside our firms without the legal or professional right to know.

ETHICS PRINCIPLE

This Code is provided for informational purposes only. It is not intended to create, nor does it consti-tute, a contract or an enforceable promise of any kind with any USA Management. USA Management reserves the right to modify, revise, discontinue, or amend any or all of this Code as it deems appropri-ate, at any time, in whole or in part, for any reason, and without prior notice, consent, or approval. USA Pools retains the absolute right to terminate its personnel at any time, without cause, without prior notice, and without prior discipline, subject, if ap-plicable, to compliance with any contract.

This Code of Ethics and Professional Conduct (the “Code”) is to be applied in accordance with federal, state, and local law. The Board of Directors of USA Pools LLC (“USA Management”) has adopted this Code for use by it’s personnel. Solely for ease of ref-erence, USA Management and its subsidiaries are sometimes referred to collectively as “USA Manage-ment” and individually as “USA Pools.” In addition, unless otherwise specified in this Code, references to “we,” “our,” or “the firm” are references to the personnel and firm of USA Management.

• We do not misuse information of our clients, our firms, or our people for personal advantage or for the benefit of third parties.

Fair Business Practices — “We are committed to fair business practices.”

•We receive fees that reflect the value of services provided and responsibilities assumed, and are considered fair and reasonable by our clients.

• We respect our competitors and do not compete unfairly.

Responsibility to Society — “We recognize and respect the impact we have on the world around us.”

•We take our role in society seriously and do not cause intentional harm.

• We support contributions to the communities where we operate.

Respect and Fair Treatment — “We treat all our colleagues with respect, courtesy, and fairness.”

•We understand the impact that our individual behavior has on our company, our colleagues, and society, and always work to take responsible action.

• We encourage and value the diverse mix of peo-ple, viewpoints, talents, and experiences found at Deloitte.

•We are fair in our behavior and our policies pro-mote equal opportunity for all.

Accountability and Decision Making — “We lead by example, using our shared values as our foundation.”

•We recognize that we are role models and that we set behavioral standards for our professions and each other.

•We make decisions based on our shared values and expect our leaders and colleagues to do the same: • Integrity •Outstanding value to markets and clients •Commitment to each other • Strength from cultural diversity

ETHICS PRINCIPLE CONTINUED

ETHICS, COMPLIANCE, AND PROFESSIONAL CONDUCT: OUR REPUTATION RESTS WITH YOU

The current business environment has put profes-sional services firms at a crossroads. The values of individuals, and the integrity of the organizations they belong to, are being tested. The trust placed in USA Management and its subsidiaries (“USA Pools”) by clients and the capital markets must never be taken for granted. The responsibility for ethical behavior must be taken seriously — by everyone, at every level of the organization.

While the inherent risks in the marketplace, the potential for business failure, or the possibility of human mistakes cannot be entirely eliminated, the people of USA Management can, should, and must be required to conduct themselves honestly, and in accordance with applicable professional standards.

The Ethical Principles and shared values adopted by USA Management are specifically designed to provide guidance to all of the people, despite the

ETHICS, COMPLIANCE, AND PROFESSIONAL CONDUCT: OUR REPUTATION RESTS WITH YOU

diversity of their backgrounds and professional dis-ciplines. These principles and values are an integral part of this Code, and of the rigorous commitment each USA Management entity has made historically (and continue to make today), to sustain the public trust. They will guide you in conducting business honorably, ethically, and with the utmost profes-sionalism.

This Code provides the detailed information, help-ful guidance, and references to written policies and resources that you need to help you make the right choices on a daily basis. It will empower you to apply your best professional judgment at all times. You are expected to use these policies and practices as a means to discuss your responsibilities openly and honestly with clients, with regulators, and with

each other.

While policies are important, ultimately the suc-cess of our Ethics and Compliance Program rests with you. You must make decisions every day in your work — decisions that may have wide-ranging economic, legal, and ethical implications. Whatever the circumstances, you are expected to act with complete integrity, at all times.

It’s our expectation that, after reading this Code, you will have a better sense of your vital role, and of the broad support you have from the highest lev-els of management. In addition, we believe you will also gain a wider understanding of the privileges and responsibilities that come with working at one of the finest professional services organizations.

A GLOBAL APPROACH TO ETHICS AND COMPLIANCE

Our Ethics and Compliance Program is based in part on the USA Management’s Ethical Principles and shared values. The shared values define com-mon underlying beliefs, while the Ethical Principles define the specific standards of professional behav-ior expected of the people of all the USA Manage-ment teams. The Ethics and Compliance Program for USA Man-agement encompasses the oversight and commu-nications mechanisms we have in place to manage our ethics and compliance activities. The most visible element of the Ethics and Compli-ance Program for USA Management is this Code of Ethics and Professional Conduct (the “Code”). It outlines the requirements and expected behaviors of the people of USA MANAGEMENT, and provides information about the Chief Ethics and Compliance Officer of USA Management and the many other resources available to our personnel.

Merriam-Webster’s Definition of Ethics

1. the discipline of dealing with what is good and bad and with moral duty and obligation.

2. a. a set of moral principles: a theory of system of moral values

b. the principles of conduct governing an individual or a group

c. a guiding philosophy

A Duty to Know, Understand, and Comply: It is the duty of all firm personnel to know, understand, and comply with this Code of Ethics and Professional Conduct. Failure to comply with the Code could result in significant risk to the firm and its people, and will subject that individual to disciplinary ac-tion, up to and including termination or severance of association. In addition, certain professionals may have to comply with additional requirements of certain professional codes of conduct given their specializations or certifications. (For example, CPAs must also comply with the AICPA Code of Conduct; attorneys must adhere to their professional codes of responsibility; valuation professionals must comply with the ethical principles of the American Society of Appraisers.)

A Duty to Report: The Ethics and Compliance Pro-gram is designed to educate and foster an atmo-sphere where open communication of ethic and compliance inquires and issues is encouraged, and to provie all personnel with a reasonable under-standing of how to identify and report potential violations. Each of you is responsible for appropri-ately addressing -- through reporting, consultation, or other means -- potentially fraudulent, illegal, or unethical issues that may come to your attention. If you observe or become aware of a potential fraudulent, illegal, or unethical act, or other viola-tion of firm policy, whether committed by a col-league, client, supplier, contractor, alliance, or oth-ers associated with or doing business with the firm or another USA Management Facility and or Team, it is your responsibility to report the circumstances through an appropriate reporting channel, and to cooperate fully with any investigations.

Where to Go for Help and How to Report:

For assistance with ethics and compliance matters, and to report potential violations, you should con-tact your supervisor, or office or regional function/channel leader. If they are unable to resolve the issue (or if you are uncomfortable discussing the issue with them), you should seek assistance from other parties, such as:• Talent• Regional Compliance Officer• Policy and Compliance Group• Chief Ethics and Compliance Officer of USA Man-agement• Integrity Helpline

You should turn to the Integrity Helpline in the fol-lowing circumstances:

• If you believe that ethics and compliance issues are not being resolved, either through the existing managerial chain of command or other reporting options.•If you don’t feel comfortable reporting through normal channels.•If you’d like confidential assistance on ethics and compliance issues.• If you wish to remain anonymous when filing a report.

Practical Advice: Using the Integrity Helpline.

The Integrity Helpline is a confidential, 24-hours-a-day, 365-days-a-year service you can access from any location.

Reports may be made on either an anonymous or named basis. The Integrity Helpline is administered by our Human Resources Department to maintain confidentiality and, when requested, anonymity.

Anyone can call the Integrity Helpline to request assistance or report a potential violation regarding an ethics and compliance issue. Every reasonable effort will be made to keep the identity of anyone reporting a potential violation confidential to the extent possible, consistent with good business

ABOUT YOUR RESPONSIBILITIES

Merriam-Webster’s Definition of Compliance

1. conformity in fulfilling official require-ments

practice. In order to assist in the investigation, those reporting potential violations are encouraged to identify themselves. However, anonymous re-ports will also be accepted and investigated to the extent possible.

Online: www.usamanagement.com/contact

By Telephone:+1 877 248 1USA

By Mail: You may send a report (named or anony-mous)via the mail, to:USA Management Suite 208-52210800 Alpharetta HWYRoswell, GA. 30076

There will be no reprisals against anyone because he or she, in good faith, reports an ethics or compliance concern.

ABOUT YOUR RESPONSIBILITIES

THE POWER OF SHARED VALUES

Shared values unite the people of USA Management are the basis for a common culture. These values form the foundation for always doing the right thing, and for sustaining the public trust, fulfilling client obligations, and meeting commitments to each other.

Our shared values are:

•Integrity•Outstanding value to markets and clients•Commitment to each other• Strength from cultural diversity

About the Code of Ethics and Professional Conduct:

The Code reflects our expectations for all personnel of USA Management. The sections of the Code that follow contain ethics and compliance standards covering our responsibilities to the public trust, to clients, and to each other.

In complying with these standards, you should ask yourself the following questions to aid in making the right decision about a possible course of action:

• Are my actions illegal or unethical?• Am I being fair and honest?• Would I be unwilling or embarrassed to tell my family, friends, or co-workers?• Would USA Management’s reputation be harmed if the action were revealed in the newspapers?• Am I personally uncomfortable about the course of action?• Could someone’s life, health, safety, or reputation be endangered by my action?• Could the intended action appear inappropriate to a third party?

If you are still unsure of what to do, ask questions and seek additional guidance through your func-tion/channel leader or through other sources described in this Code.

Types of Sexual Harassment

The courts have defined two types of sexual harass-ment:

1. Quid Pro Quo (Latin for “something for some-thing”): This form of sexual harassment occurs when a supervisor or manager:

• Demands, as an explicit or implied term or condi-tion of employment decisions, a subordinate sub-mit to sexual advances (this may include situations which began as reciprocal relationships, but which later ceased to be reciprocal); and/or;• makes requests for sexual favors or other verbal, visual or physical conduct of a sexual nature that is an explicit or implied term or condition of employ-ment decisions.

Examples of quid pro quo harassment include:• Requests for sexual favors in exchange for a pro-motion or raise;• Express or implied statement that a person will be demoted or fired if she or he does not submit to a sexual request or actually carrying out the threat.

2. Hostile Work Environment: This form of sexual harassment occurs when an individual is sub-jected to unwelcome sexual advances or other gender-based conduct that is sufficiently severe or pervasive to interfere with the individual’s work performance or creates an intimidating, hostile or offensive work environment.

The work environment must be both subjectively and objectively perceived as abusive. The courts look at the totality of the circumstances surround-ing the alleged incidents of harassment to deter-mine whether unlawful conduct has occurred. Generally, there must be a pattern of unlawful conduct, although a single serious incident in some cases, such as a sexual battery, might be enough to constitute sexual harassment. The harasser can be a manager, supervisor, co-worker or in certain circumstances, possibly a non-employee, such as a

supplier or customer.

Examples include:• Submission to such conduct is made either explic-itly or implicitly as a term or condition of employ-ment;• Leering, making or sending sexual jokes or sexu-ally suggestive remarks, or making sexual gestures;• Making offensive, negative or demeaning remarks about a person’s gender or physical appearance;• Deliberate and unwelcome touching, hugging, and patting or blocking a person’s movement;• Displaying offensive sexual illustrations or pic-tures in the workplace;• Unwelcome pressure for dates or sex (this may include situations which began as reciprocal rela-tionships, but which later ceased to be reciprocal).The intent of the person accused of sexual harass-ment is of secondary importance: the impact of the offensive behavior on the offended person is the primary factor in determining if sexual harassment has occurred.

Employee’s Responsibilities

Employees who believe they are or have been sub-jected to sexual harassment in the work place have an obligation to take immediate appropriate action and report the incident(s). The options available to an employee are outlined below under Complaint Procedures.

In addition, all employees have an obligation to:

• Adhere to the company’s sexual harassment policy• Refrain from engaging in, condoning, tolerating or leaving uncorrected conduct that violates this policy• Report any violations of this policy to a supervi-sor, manager or your HR Representative.• Cooperate with any investigation regarding a vio-lation of this policy.

SEXUAL HARASSMENT POLICY & PROCEDURE

It is important for all employees to understand that failure to utilize USA Management’s internal proce-dures to report violations will hinder USA Manage-ment’s ability to stop and correct any violations. It is the responsibility of all team members to ensure a discrimination free working environment.

USA Management Policy Adherence

To ensure that all employees, managers and su-pervisors are informed of the company’s “zero tolerance” policy against unlawful discrimination including sexual harassment, USA MANAGEMENT requires: 1. All managers and supervisors to facilitate annual

discussions with staff on sexual harassment and discrimination prevention. 2. Mandatory formal training for Sexual Harass-ment and Discrimination Prevention be provided to all employees within the next three years; and hereaftera. refresher training of managers and supervisors every two years; andb. refresher training of employees every three years.3. All new supervisors, managers and employees receive formal training for Sexual Harassment and Discrimination Prevention within six months of their appointment.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUED

Our Policy

As an employee of USA MANAGEMENT, you are to present a professional image. You are expected to be neatly groomed and clean. You must dress in the USA Management Nike uniform at all time (CSR, Lifeguard, Instructor, and Concessions employees).Many people find tattoos and unusual body pierc-ing (i.e. nose, lips, or tongue) objectionable. Visible body piercing, other than that of the ears, is not acceptable. Visible tattoos are not acceptable. Un-natural hair colors are not acceptable.

Exceptions

Certain dress standards may be reflective of an individual’s religious beliefs. Reasonable accommo-dations will be provided as needed.

SEXUAL HARASSMENT POLICY & PROCEDURE

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDDRESS CODE POLICY

Letter of Law vs. Spirit of Law

The letter of the law is the literal, stated interpreta-tion of the law as it’s written. The spirit of the law is usually broader, and reflects the intention behind the law. While usually obvious, this may not be

explicitly stated.

Integrity: A Core Value

Integrity means always trying to do the right thing, the first time, every time. At every level, the people

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDSUSTAINING THE PUBLIC TRUST

of USA Management are expected to be honest, trustworthy, candid, and straightforward in both personal and business dealings, in accordance with both the letter and the spirit of all applicable laws and regulations. All personnel are encouraged to exceed the expectations of clients — and each other — by seeking to do not only what is legal, but also what is right. Our commercial ambitions should never be allowed to overtake professional and ethi-cal responsibilities.

Quality of Work Product

Our reputation is wholly dependent not only on the integrity of our people, but also on the qual-ity of the services provided by USA Management. This quality expectation is very simply stated — in the perceptions of both the public and clients, the work product of USA Management should meet all applicable professional standards. Each person is individually responsible for the quality of the pro-fessional services provided. Commitment to quality operates at three levels: the individual, the team, and the organization. At every level, it requires a dedication to having pride in your work product and an appropriate sense of professional skepti-cism in the conduct of all our work

Independence and Objectivity of Professional Ad-vice and Conclusions

In working with clients, our policy is for USA Man-agement to be forthright, direct, and independent in conveying advice or rendering an opinion. Preju-dice, bias, conflict of interest, or undue influence of others must not be allowed to override objective professional or business judgments. In return, clients are expected to meet the letter and the spirit of all applicable laws and regula-tions. There is no client or engagement that is more important than our responsibility to sustain the public trust, our commitment to do the right thing, and our concern to maintain our good reputation. We will always support the personnel of USA Man-agement who stand up to a client they reasonably

believe may be engaging in illegal or inappropriate financial reporting or other business activities.

Corporate Responsibility

We have a responsibility to be a good neighbor and a contributing corporate citizen in the communi-ties in which our people work. We are committed to conducting our business activities in ways that honor ethical values and respect people, communi-ties, and the natural environment. We continue to work toward the sustainable improvement of life, the environment, and business by:

• Rendering high-quality professional services with the utmost integrity.• Providing a workplace that contributes to the professional growth, the development, and the per-sonal success of our people.

In connection with the performance of client at-test services by USA POOLS, USA Management will conduct, and possibly limit, community activities, including the making of monetary donations, so that the obligation of any USA Management U.S. Entity to maintain independence (both in fact and appearance) cannot be called into question.

Our people share a long tradition of supporting the communities in which they live and work. In addition to financial contributions made by USA Management and its people, many of our people also volunteer their time to worthwhile causes. We actively offer, encourage, support, and reward vol-unteerism for several important reasons:

• Helping others and sharing is simply the right thing to do.• Community involvement is a manifestation of our shared values.•A healthy community depends on the active in-volvement of all who live and work there.•Community involvement helps people become better professionals by enhancing their skills and leadership abilities outside the workplace.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDSUSTAINING THE PUBLIC TRUST CONTINUED

In addition, we practice our responsible steward-ship of the earth’s natural resources by continu-ously looking for ways to reduce our impact on the environment, both as an organization and as indi-viduals.

Government Transactions and Relations

USA Management’s business transactions fre-quently involve governmental entities. The laws and regulations pertaining to doing business with governmental entities impose special rules and may have a more stringent set of requirements, not typical of other businesses. For example, providing meals or hosting social events may be acceptable for a “non-governmental” client. However, they may be restricted or prohibited when a government em-ployee is involved. All personnel involved in provid-ing services to governmental entities are required to adhere to the government’s ethical standards as they apply to the services provided, as well as this Code. We comply with all applicable rules, laws, and regulations relating to political lobbying or at-tempting to influence government officials.

USA Management has established political action committees that allow USA Management partners, principals, and directors to collectively support the political process. The inappropriate use of any USA Management asset to support a political campaign is not permitted. Participation in a political action committee is voluntary. Individual political con-tributions made by partners, principals, directors, and employees are a personal decision and conse-quently a personal expense. Such contributions are not reimbursable by USA Management.

External Inquiries

You should always exercise care not to disclose con-fidential, personal, or business information through public or casual discussions with the media, gov-ernment officials, or others. External inquiries (e.g., media and regulators) must be referred to the appropriate Deloitte resource (Public Relations or

Risk Management) for a response. This includes newspapers, magazines, trade publications, radio, television, and government inquiries, as well as any other external source seeking information about a USA Management facility or its clients. While it is standard policy to respond to external inquiries in an honest, candid, and appropriate manner, re-sponses may be limited by confidentiality require-ments and other related concerns.

When public comment is requested on proposed regulations or professional standards, it is USA Management’s practice to provide informed feed-back and perspective based on what’s believed to be in the long-term best interest of the capital markets and the professions. Communication with regulators and standard-setters is conducted through USA Management using publicly sanc-tioned means. Inappropriate or unethical efforts to influence regulation or professional oversight are not condoned.

Truth in Communications

Our people are committed to representing the firm with honesty and candor. Similarly, it is our policy to communicate facts about our capabilities, policies, and people accurately and responsibly in advertisements, sales, marketing, recruiting, and all other promotional materials.

Respect for Competition

We will not pursue any competitive tactic or goal that we believe might damage our reputation or is inconsistent with our vision for Deloitte to be recognized as the best in professional services. We do not condone any attempts to gather competitive information in a deceptive, unlawful, or inappropri-ate manner. We honor valid non-compete agree-ments (sometimes known as restrictive covenants) of competitors. The restrictive covenants applicable to existing and former USA Management personnel are also strictly enforced. Furthermore, given that our reputation is affected by the reputations of

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDSUSTAINING THE PUBLIC TRUST CONTINUED

of competitors, USA Management does not con-done any competitive action that could be harmful to the integrity of our competitors.

Records Accuracy

Accurate and complete records are required for compliance with regulatory, tax, and financial reporting requirements, among other things, as well as for meeting obligations to clients. Personnel who enter information into USA Management (USA POOLS LLC) business records (including, but not limited to, time, expense, and client billing records, regulatory, or other financial reports) have a re-sponsibility to do so in a truthful, accurate, legible, complete, and timely manner and in accordance with USA Management policies and all legal and professional standards and regulations.

Records Management

We will maintain all records in accordance with the legal and business requirements appropriate to our professions. To help preserve the integrity of the record-keeping and reporting systems, all person-nel have an obligation to know and comply with all current applicable records retention policies and procedures. These include how data is shared, stored, and retrieved, and the circumstances un-der which it may be disposed of. Changes to and destruction of records are specifically forbidden in the following circumstances:

• Where prohibited by law, by government regula-tion, or by USA Management policy.

•Where there exists an overriding governmental, regulatory, or contractual requirement.• Where there is knowledge of — or anticipation of — a subpoena or other request for documents, a regulatory investigation, or a lawsuit.

We never destroy, alter, or cause the destruction or alteration of documents for any illegal or improper purpose. Records include — among other things — paper copies, electronic files, and video and audio recordings.

Anti-Corruption

All USA Management teams are committed to ethi-cal business conduct in their global marketplaces and are against corruption in any form. Like all USA Management teams, USA Pools expects all of its personnel, particularly those conducting inter-national business, to know, understand, and abide by the relevant laws of the countries in which they do business. You should determine that payments made by or on behalf of USA Management are lawful and are made only for legitimate business purposes. Under no circumstances is it acceptable to offer, give, solicit, or receive any form of bribe or kickback. You should be mindful that offering or providing anything of value (including, but not limited to, gifts, entertainment, hospitality, political contributions, charitable contributions, employ-ment opportunities, and facilitation payments) to a third party for a corrupt or inappropriate purpose could be perceived as an illegal bribe or kickback under applicable laws and could lead to serious civil and criminal penalties.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDSUSTAINING THE PUBLIC TRUST CONTINUED

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDFULFILLING OBLIGATIONS TO CLIENTS

Independence from Clients

USA Management and its personnel are committed to complying with all laws and regulations deal-

ing with professional independence requirements. The people of Deloitte are pledged to maintaining independence, both in fact and appearance, from Deloitte clients in exercising appropriate

professional responsibilities. All applicable per-sonnel must be financially independent of USA Management, and maintain an independent and objective attitude in performing services for all clients. For USA Management attest clients, no USA Management Entity will render any service or enter into any supplier agreement that would impair independence. Each USA Management Entity moni-tors its services and relationships to ensure these goals are achieved.

Scope of Services

As an organization that offers many skills and ca-pabilities in the professional services marketplace, naturally we want to be competitive and successful. Nevertheless, USA Management personnel will not overstate their ability to deliver services, nor will they offer or provide any services that will dam-age their reputation or the reputations of clients. Their skills, experience, and desire to do the work are fairly represented in proposals to clients. They also make it a point to stand behind service com-mitments made to clients. Services are delivered in a professional manner according to USA Manage-ment policy as well as the professional standards and regulations applicable to their professions. They offer only those professional services that they are competent to perform and supervise, and only those services that will not detract from the public trust in USA Management’s independence, integrity, and objectivity.

Billing for Professional Services

Our personnel are committed to properly recording hours worked and expenses incurred in our time and expense reporting systems, in accordance with our applicable policies, and allocate such charges to the appropriate project or client service charge codes. Deloitte has an obligation to accurately bill clients for fees and expenses, in accordance with the terms of their engagements.

Confidential and Proprietary Information

Our personnel have access to significant amounts of client information that may not be available to the public, and you are required to preserve the confidentiality of information obtained in client service. Information of a confidential, private and sensitive nature must be used responsibly and controlled and protected to prevent its prohibited, arbitrary or careless disclosure.

Unless the client has provided its specific consent, which should preferably be in writing, or there is a legal or professional right or duty to disclose, you are prohibited from disclosing confidential client information to:

• Anyone who works outside the client’s organiza-tion, USA Management or other USA Pools Firms.• Anyone within the client organization without a need to know.• Anyone within USA Management or other USA Pools Firms.

Confidential or proprietary information about clients, our organization, or other parties, which has been gained through employment or affiliation with Deloitte, may not be used for personal advan-tage or for the benefit of third parties.

Insider Trading

You may, in the course of performing their du-ties, come into possession of “material non-public information” about clients and the companies with whom you do business. “Material non-public information” is any information that would affect the prices of securities, either positively or nega-tively, that is not generally available to the investing public. This information is generally referred to as “insider information.” Buying or selling stocks using “insider information” is referred to as “insider trad-ing.”

It is illegal for any person to buy or sell any securi-ties (i.e., stocks, bonds) based on insider informa-tion, or to discuss such information with others

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDFULFILLING OBLIGATIONS TO CLIENTS CONTINUED

who might buy or sell such securities.

Honesty and Trust

We believe that our people work best in a culture of trust, and we are committed to fostering and main-taining such a culture. We expect our colleagues to perform their jobs with integrity and to conduct themselves ethically at all times. Honesty in the commitments to, and dealings with, each other is essential.

We are each individually responsible for both the quality and the on-time completion of our own work. We must also accurately and honestly ac-count to each other for time worked and expenses incurred (in accordance with USA Management policy) for both internal and for client-related activities. At all times, it is the responsibility of each of us to safeguard the confidential and proprietary information of each USA Management Team.

Diversity and Inclusion

We are committed to fostering a diverse and inclu-sive culture. Such a culture directly supports our mission to help our people and clients excel. The rich mix of individuals, viewpoints, talents, and experiences found at our company is respected and valued.

Our human resources policies aim for the highest standards of fairness and equal opportunity, cov-ering recruitment and employment, promotions, team opportunities, and training programs. We are committed to compliance with all laws and regula-tions relating to equal employment opportunity, affirmative action, harassment, and diversity. USA Pools is an equal opportunity employer and recruits, employs, trains, compensates, and pro-motes high-quality, competent, and responsible people without regard to race, religion, creed, color, citizenship, national origin, age, sex, gender, gender identity/expression, sexual orientation, marital sta-tus, disability, genetic information, veteran status,

or any other legally protected basis, in accordance with all applicable federal, state, and local laws or regulations.

Respect and Fair Treatment

All personnel are expected to treat their colleagues with respect. Providing a safe, healthy, and produc-tive work environment is a priority, and you are expected to support efforts to eliminate any actions or circumstances that undermine such an environ-ment. Unlawful discrimination, verbal or physical harassment or abuse, or offensive behavior (wheth-er or not sexually related) by personnel, agents, or clients of USA Management will not be tolerated.

Conflicts of Interest

As professionals, we make business decisions every day. In making those decisions, we are responsible for remaining free from influence, or the appear-ance of influence, of any conflicting interests, and for conducting business ethically and legally. We have a duty to avoid making business decisions that place personal interests ahead of those of our firm or any USA Management Team.

Some examples of potential conflict situations include:

• Acting as a director, partner, consultant, or em-ployee of an organization that provides services, supplies, or equipment to, or is a competitor of, any USA Management U.S. Entity.•Holding a second job that may interfere with your employment at, or being a partner or principal of USA Management • Ownership by you, members of your immediate family, or other Deloitte U.S. Entity partners, princi-pals, directors, or employees of a financial interest (i.e. publicly traded stock) in a company that is a competitor of, supplier to, or client of any USA Man-agement Team.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDMEETING COMMITMENTS TO EACH OTHER

Personal Relationships

From time to time, personal relationships, romantic or otherwise, may exist or develop between two people employed by the organization, another USA Management Team, or with an employee of a cli-ent organization (attest or non-attest clients). Such relationships can pose serious independence or conflict-of-interests issues, either in fact, or in ap-pearance, in the minds of the public, clients, or our colleagues. We recognize that these types of rela-tionships may occur and appropriate notification or assignment steps may need to be taken to pre-vent such relationships from resulting in a profes-sional issue for the organization or the individuals involved. Such relationships must be reported by the persons involved to the appropriate Director to determine what, if any, notifications or assignment changes need to be made.

Health, Safety, and the Environment

We are committed to providing a safe working environment for all personnel. We are expected to discharge our responsibilities and perform our duties in a professional manner in the workplace (or anywhere else) while conducting business. Cli-ents — as well as the general public — expect our organization’s personnel to provide quality, profes-sional services while being free from the effects of drugs, alcohol, or other substances that may hinder job performance or judgment. The illegal use, sale, dispensing, distribution, possession, or manufac-ture of illegal drugs or other controlled substances by a partner, principal, director, or employee is prohibited and could lead to termination or sever-ance of association

On occasion, there may be events where manage-ment approves the serving of alcoholic beverages. In these cases, all appropriate liquor laws must be followed, including laws regarding the serving of alcohol to those under the legal drinking age. Consistent with our policy, intoxication and exces-sive drinking at these events could lead to disci-

plinary action including termination or severance of association from the organization. We each are responsible for our own safety, and that of Your col-leagues, in the workplace. The workplace should be free from violent and abusive behavior. Threaten-ing, aggressive, or abusive behavior towards fellow colleagues or others in the workplace will not be tolerated. Explosives, firearms, or other weapons, whether legally permitted or not, are not allowed in any of the USA Pools (USA MANAGEMENT) facili-ties.

Communications Systems

Our communications systems, including — among other things — computers, electronic mail, intranet and Internet access, instant messaging, telephones, voice mail, conferencing systems, and paper docu-ments are the property of USA Management or its subsidiaries and are to be used primarily for business purposes. You are encouraged to use the Internet and e-mail in order to make communica-tions more effective and efficient.

However, the main purpose of these communica-tions systems is to facilitate business objectives. You have a responsibility to maintain and enhance our public image and to use all communications systems in a productive manner. The integrity of these communications systems also requires that all personnel secure their personal access infor-mation in order to prevent unauthorized access to such systems.

Use of USA Management Assets

The use of USA Management assets for individual profit or any unlawful, unauthorized personal or unethical purpose is prohibited. Our information technology, intellectual property (e.g., copyrights, patents, and trademarks), facilities, equipment, ma-chines, software, and cash may be used for business purposes only, including responsible and accurate expense reimbursement, and in accordance with applicable policies.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDMEETING COMMITMENTS TO EACH OTHER

Other assets (e.g., computers, fax machines, print-ers, and copiers) may be used for minor and inci-dental personal purposes provided such use is kept to a minimum, and does not create any significant incremental costs, interfere with work duties, or violate any laws or USA Management policies. The use of any USA Management resources for personal political activities is prohibited.

Computer hardware, software, data, and facili-ties are valuable resources that need protection from potential destruction, theft, or misuse. These resources may also include confidential client or USA Management information that requires safe-guarding. It is your responsibility to prevent un-authorized access through the use of ID badges, passwords, or other security codes, and physical security measures (such as using computer cable

locks, not leaving computers unattended in cars, and other normal precautions). Copyrighted mate-rials (e.g., books, music, software, and magazines) should not be reproduced, distributed, or altered without permission of the copyright owner or an authorized agent.

Software used in connection with the business of USA Management should be properly licensed and used only in accordance with that license. Using unlicensed software could constitute copyright in-fringement and may be grounds for disciplinary ac-tion. Each partner, principal, director, and employee has an obligation to each other to comply with USA Management policy with regard to the incurring of expenses for which reimbursement is sought from the company.

SEXUAL HARASSMENT POLICY & PROCEDURE CONTINUEDMEETING COMMITMENTS TO EACH OTHER CONTINUED

PROMOTIONS AND AWARDS

Promotions and Awards for Personnel

We have always known the value of good people doing good work. That is what we are expected to do. However, we also recognize the value of exceptional people going above and beyond and doing exceptional work. It is for that reason we have our Promotions and Awards for Personnel Pack. This program is designed to say THANK YOU to everyone who goes that extra mile.

These programs include:

Attendant of the Month Manager of the Month

These commendations will be given to individual personnel and managers that display a willingness to put the patrons/members, and therefore the client, FIRST!

Pool Olympics Party

The festive, party like atmosphere of this contest will match all sorts of people and area Regions, as we all compete in a series of exciting and unusual competitions.

DESCRIPTION OF POSITIONS DESCRIPTION OF POSITIONS

Minimum Certification requirements:Pool Attendant - CPR/AED for Professional Rescuers and First AidHead Pool Attendant - CPR/AED for Professional Rescuers and First Aid and CPO Level 3 Lifeguard – LGT, CPR/AED for Professional Rescuers and First AidLevel 2 Lifeguard – LGT and/or USLA open water certification, LMC (Lifeguard Management Course 3 ½ hour Red Cross course), CPR/AED for Professional Rescuers and Healthcare providers, Bloodborne Pathogens Training (2 hour Red Cross course), AEO (Administer Emergency Oxygen 1:40 min Red Cross course) and CPO (Certified Pool Operator 14-16 hour NSPF course)Level 1 Lifeguard – EMR (Emergency Medical Responder 51 hour Red Cross course) LGT or USLA open water certificate, LMC, CPR/AED for Professional Rescuers and Healthcare providers, Bloodborne Patho-gens Training, AEO and CPO certification Minimum Hour requirements:Level “M” Position – Min 32 hours per week max 40 hours per week. Min 380 hours for a summer season. Year round min 128 hours per month. Min 1500 hours per year.Level “A” Position – Min 26 hours per week max 40 hours per week. Min 310 hours for a summer season. Year round min 105 hours per month. Min 1250 hours per year.Level “B” Position – Min 18 hours per week max 32 hours per week. Min 220 hours for a summer season. Year round min 60 hours per month. Min 700 hours per year.Level “C” Position – Work less than 18 hours per week. Min 150 hours for a summer season. Year round min 45 hours per month. Min 520 hours per year. NOTE: *Prerequisite for all AD’s (Aquatic Directors) and PM’s (Pool Managers) is that they MUST have a Level 2M or Level 1M certifications for a “hire of position”.

Definitions - * All applicants/personnel are assigned to a Pay Scale. ** Age is determined as of June 10th of each swim season/year. *** Years of experience are defined as - An average of 25 hours a week for

PROMOTIONS AND AWARDS CONTINUED

The Diamond Club

This elite and prestigious club will be elected at the end of the swim season. There will be awinner from each city. These people will have exemplified the true spirit of SERVICE.

The rewards for this honorable achievement are as good as Diamonds.

We hope that all of you will have an opportunity to find out what this is like. Weare certain that EVERYONE has the ability to be a winner! Our only request is that you

make the most of every opportunity provided to you. If you should have questions about theseprograms, we encourage you to call us. We look forward to a great summer, and

THANK YOU FOR CHOOSING USA Management!

DESCRIPTION OF POSITIONS DESCRIPTION OF POSITIONS CONTINUED

more than 12 weeks. Proof of experience (not providing services for USA Management) will need to provide an original LGT & CPR certificate. “Years of experience” status will begin once original LGT & CPR certificates are submitted to USA Management corporate office for verification. Applicant/Personnel will then receive “years of experience” status if not worked with USA Management. **** Rate of pay can only be adjusted at the beginning of a new “pay period”. Pay periods as well as paydays are printed in the “Schedule Paydays” section of the Payroll Packet.

BONUS PROGRAM1. USA Management provides a $150.00 bonus for people who are certified as a Lifeguard Training In-structor (LGI) who organize and teach 1 certification course of 5 or more people in the summer, providing new personnel for USA Management.2. USA Management provides a $20.00 “Referral” bonus. This new personnel must work for no less than 6 weeks or 165 hours to make the referring personnel eligible for the bonus. The new applicant must hand in “Referral Sheet” at time of interview.3. USA Management provides a $1.00 “Pool & Staff Evaluation Form” (TUHWD) bonus. The person whose first and last name is on the evaluation form shall receive a $1.00 bonus per each qualified evaluation that is submitted to USA Management corporate office.4. USA Management provides a $50.00 “Letter of recognition” bonus. Personnel that receives a letter of recognition for their job performance, from a board or council member, shall receive a $50.00 per letter bonus. (One letter per board or council member per season.)5. USA Management shall dedicate forty cents (.40) from each personnel’s hourly compensation as an “end of the year” bonus. This bonus is based off the job each person performs, minimum hours worked, minimum completion date and customer’s renewal.

BONUS CHECKS ARE SENT OUT AT THE END OF THE YEAR!

QUALIFICATIONS FOR A USA POSITION CONTINUED

1. 3 part of Instruction:a. Attend “In-service Orientation” on the available listed date. Please sign your registration form in your Interview Packet. Paperwork, Policies & Procedures will be covered. In-service form should be signed and in personnel file.

b. Attend “On-site Orientation” with your Manager prior to your pools opening date. Your exact date will be emailed to you. On-site Training form should be signed and in personnel file.

c. Complete an “Online Review Questionnaire” prior to the first pay period in June. Questionnaire can be found at www.usamanagement.com website and completed prior to the middle of June. Questionnaire should be in personnel file.

2. Payment ($$) to be sent to uniform supply company accompanied with Order Form found in Packet

3. Complete and return the Packet prior to your meeting date. 4. Any Certifications, proper I.D., social security card/number, any tax forms, must be in your personnel file or your pay cannot be approved.

5. Minimum available working dates: Available to work May 15 thru September 15 (if you’re within four (4) hours of the pool).

6. Personnel agree to be available to work Memorial Day weekend (12 hours), July 4th (1/2 day), and Labor Day weekend (12 hours). (If you’re within four (4) hours of the pool)

7. Personnel Positions: Please refer to the Description of Position. (pg. 17) (Circle chosen position)

Level-A. Agree to work 26 - 40 hours. Level-B. Agree to work 18 - 32 hours.

Level-c. Agree to work less than 8 hours per week on average.

QUALIFICATIONS FOR POOL MANAGER/ASSISTANT MANAGER

1. 3 part of Instruction:a. Attend “In-service Orientation” on the available listed date. Please sign your registration form in your Interview Packet. Paperwork, Policies & Procedures will be covered. In-service form should be signed and in personnel file.

b. Schedule a date and time to meet on-site for “On-site Orientation” with USA senior manage-ment. This should take place prior to meeting your staff at the pool before opening. On-site Train-ing form should be signed and in personnel file.

c. Complete an “Online Review Questionnaire” prior to the first pay period in June. Questionnaire can be found at www.usamanagement.com website and completed prior to the middle of June. Questionnaire should be in personnel file.

2. Payment ($$) to be sent to uniform supply company accompanied with Order Form found in Packet

3. Complete and return the Packet prior to your meeting date. 4. Any Certifications, proper I.D., social security card/number, any tax forms, must be in your person- nel file or your pay cannot be approved.

5. Minimum available working dates: Available to work from opening to close of the entire season. (If you’re within five (5) hours of the pool)

6. Complete a schedule(s) for you and your staff. Submit completed schedules prior to due dates.

7. A Pool Manager/Assistant Manager (AM) agrees to work no less than 32 hours per week, but no more than 40 hours per week. If a PM/AM works less than 32 hours in a week they agree to be paid minimum wage for that pay period. A PM/AM agrees to work a minimum of 350 hours over the course of the summer. PM/AM agrees to work 28 weekend hours during June, July, and August. PM/AM further agrees to work 8 hours per weekend from any weekends the pool is open on an abbreviated schedule both prior to and after “full time” scheduled operations of pool hours.

8. Pool Managers/AM agrees to work Memorial Day weekend (16 hours.), July 4th (1/2 day), Labor Day weekend (16 hours.). (If you’re within five (5) hours of the pool)

9. Pool Manager/AM agrees to participate in any continuing pool or management education or meetings: See “Scheduled Paydays” section of Payroll Packet for meeting dates.

10. Pool Manager/AM agrees to participate in a July community board meeting along with USA Senior Management to further learn how to better serve pool patrons/members.

SCHEDULING

This Scheduling guideline is to allow all personnel, who are working at the pool, to have a fun, fair, and flexible schedule. USA Management understands that (for the most part) this is a Summer/Seasonal job. Over the years, we have learned that providing a guideline will help benefit everyone in having a positiveworking relationship with USA Management. By following this Scheduling Policy, we hope that you will find the same Rewards and Benefits that over 50,000 other USA personnel have found. 1. Taking more than seven (7) consecutive days off during the season. (Written consent should come from your manager.)2. Days off should be taken with the following guidelines: a. Your Manager has scheduled you to have a day off on the Schedule. b. You meet your agreed level position hours. c. You have a Scheduling Change Form filled out and approved by your Manager. d. You have not previously been scheduled to have two (2) consecutive days off on the Schedule (This would make three (3) consecutive days off which would be considered a vacation. See Vacation Policy for Definition of Vacation.)3. All Pool Managers/HP shall schedule any scheduling conflicts. (Managers agree to schedule or cover any open shifts.)4. Once the schedule has been submitted by your Manager: a. NO CHANGES should be made to the schedule. b. Schedule is compliant and agreed by manager and staff. c. If an EMERGENCY happens, a staff member from your pool may fill in for your shift with a SCHEDULING CHANGE FORM filled out and approved by your Manager. e. Vacations should not be taken during the following times: •Before June 5th •July 3rd, 4th, 5th •After August 15th5. USA Pool’s cannot provide or be responsible for scheduling, vacation time, or arrange a schedule change.6. College students agree to be available to work through September 15. Exception for not being available to work through September 15 is; if the college you attend is more than four (4) hours away from the pool where you are working. a. If you are attending a college that is more than four (4) hours away from the pool, you agree to find a replacement person to work in your place until the end of the season. b. The replacement person must meet the same “Qualifications for a position” and be approved by the office. c. The office will need to know who your replacement person is by July 25th. START LOOKING NOW!7. The Schedule and the Shift policy guideline: a. A pool that is open 6 hours or less should be scheduled and worked by 1 shift. b. A pool that is open 7-11 hours should be scheduled and worked by 2 shifts. c. A pool that is open 12 hours or more should be scheduled and worked by 3 shifts.

SCHEDULING CONTINUED

The 3-Schedule System: (There will be three (3) schedules made for the summer season.) 1. 1st Schedule- May 1 through June 302. 2nd Schedule- July 1 through July 313. 3rd Schedule- August 1 through September 30

Managers will receive a scheduling packet, which will include:1. Personnel names.2. Personnel contact information.3. Copy of Schedule form.4. Cover sheet; with the hours of operation.

Schedule forms are due on the following schedule:1. Schedule 1 - Completed 2 weeks prior to opening.2. Schedule 2 - Due at last June Managers’ meeting.3. Schedule 3 - Due at last July Managers’ meeting.

Schedules must be completed with USA approved personnel.

Please refer to the scheduling guidelines if you have any questions.

SCHEDULED MEETINGS Managers’ Meetings: Meetings will begin at 8:00 am

SEE SCHEDULED PAYDAYS IN PAYROLL PACKET!

In Service Orientation:Orientation will be on a Saturday in April, see registration form in packet for date and time. Usually 8:45 am till 1:00 pm. Directions will be e-mailed.

On-site Orientation:Orientation will be in the month of May prior to opening date and can last approximately 3 hours. Meeting will take place at your pool.

On-Line Review Questionnaire:Personnel will be required to complete a review question-naire on www.usamanagement.com website prior to the middle of June. Questionnaire will be kept in personnel’s file.

VACATION

DEFINITION: A vacation shall be determined by leave of absence of three (3) or more consecutive days.

ALL vacations should be limited to 7 days or less with the following guidelines:

1. Vacations are scheduled in advance and approved by your Manager.2. The office should receive your Vacation Request Form approved by your manager prior to your vacation departure.3. Guideline for 7 days for vacation during the Summer season : a. 3 - 5 days’ vacation; contact manager and office 2 weeks prior to your leave of absence. b. 6 - 7 days’ vacation; contact manager and office 1 month prior to your leave of absence. c. All requests for vacation time should be submitted in writing and approved by your manager.4. A pool should not have more than one staff member on vacation at any given time.5. Vacations should not be taken during the following times: a. Prior to June 5 b. The day before and after 4th of July. (July 3,4,5) c. After August 15th6. Your manager should notify you of the approval or disapproval of your Vacation Request.7. College students are expected to work until the last possible day before classes begin.8. Should arrange for a replacement person to cover all of your shifts.

If you have any questions regarding this guideline, please talk to the office before your starting date.

Note: Failure to adhere to these guidelines could result in failure to receive approval for work.

VACATION REQUEST FORM

Name: ___________________________________ Date: _______________________

Pool Name: ______________________________ Pool Manager: ________________________

Departure Date: Return Date: _______________________

Approved by Pool Manager: Date Received:

Approved by Office Personnel: Date Received:

I have read and followed the vacation and scheduling policies.

Signature: ___________________________

Our people are our most important resource. Your involvement is paramount to our success.

Honesty builds Trust, Credibility, and Character.

Quality is a moving target. Whatever we do, can and will be done better.

Any team member who receives a complaint “owns” the complaint. React quickly to correct the problem. Every Team member is empowered to resolve all customer problems.

We must remember that when we are at work, “We are performing on stage.” Let us have some Grammy Award winning actors!

“Smile” – When we are on Stage – use positive vocabulary with our guests (“Good evening,” “Certainly,” “Right away sir,” “I will be happy to,” “My pleasure”).

Be an ambassador of your Job in and outside the work place. Always talk positively.Never use negative comments.

We expect an uncompromising level of cleanliness. It is everyone’s responsibilityto keep the pool facility clean in every area.

Take pride in your personal appearance. Uniforms are to be immaculate.Never start work or appear on stage out of uniform.

Protecting the assets of USA Management is everyone’s responsibility.

Practice safe work habits. Notify your supervisor immediately of possible hazards,personal injuries or unsafe practices.

Quality is never an accident. It is always the result of an intelligent effort. You must possess a passionate commitment to excellence to create a quality environment.

It will not happen unless you make it happen.

Visualize your work and the goals you are aiming for, rather than viewingyour job as a series of tasks.

USA Management PRINCIPLES OF OPERATION

SUCCESSFUL LIFESAVING

Do you understand what Lifesaving is? A first responder! A Good Samaritan!Lifesaving refers to the rescue and emergency care of an accident/victim.In the Lifeguard Training course, you are taught basic Lifesaving skills and techniques;Training of a lifeguard does not end with the certification of that course. It is only the beginning!!!! There are many more skills in safety to be learned, applied and mastered.The majority of your time will be spent in helping to prevent an accident, helping to reduce injury.But never the less, ACCIDENTS DO HAPPEN!Prepare, practice, and train professionally to prevent having to perform any Lifesaving skills.Sometimes the best Lifeguarding cannot prevent a life-threatening situation; therefore, you must ALWAYS be prepared to perform your professional duties as you have been trained.

Lifesaving is enjoyable, but requires a lot of responsibility in order to serve the community and patrons.Your job is to help provide a safe and clean swimming environment. Safety is paramount!Successfully achieving these goals can be more complex than it may seem.Many details can make or break your enjoyable summer job. Over thirty (30) years in the business has proven the following items to be true.Here are some hints to help you have a fun and exciting successful summer! •Positive Attitude: Everything starts with ATTITUDE! The pool is a place of enjoyment and relaxation when you provide a safe and positive environment. The pool is not a place for you to carry a personal problem or wrong attitude. No matter what is going on in your life, leave it outside for the satisfaction of your patrons/members. USA expects everyone to exhibit a positive attitude while at work. Your attitude will go a long way towards influencing the experience of customers while they are visiting the pool. Positive attitude is a critical factor in making a customer’s experience an enjoyable one.

•Communication: You are probably inundated with talk about how important communication is. Why? Because it is! At USA Management, we start our relationship with every patron by greeting everyone with a big USA “HELLO”. Most problems during the summer are simply a result of a breakdown in communication. Your summer will be more successful and enjoyable if you master the Com munication skill. Always ask yourself, “How can I make the pool members happy?

•Enforcement: Equal enforcement of the rules is paramount to doing your job. As a pool attendant, you are in control of the pool. Please take that seriously! A

person who allows for exceptions to the rules eventually loses control of a pool. Once that control is lost, it is never fully regained. Take control early in the season and enforce all the rules consistently. When you do this, you will find yourself in control of your summer job. Rule enforcement promotes safety, insures control of the area, and produces satisfaction.

•Perception: What a customer or guest “believes to be true” is true, for them, because they formulate their feelings before they have all the facts. Let us look at the situation of Simon. Simon seems to be the perfect pool He keeps the water balanced, the pool clean, the trash picked up, and the bathrooms clean. He uses the guard stand if he is guarding. He enforces the rules, but also talks on the phone during breaks. Now, Simon seems to be doing his job, but the perception from the customer’s point of view is that he is talking on the phone. This story is not uncommon and the point is clear: How you are perceived is just as important as how you do your job. THINK about Simon when you want to talk on the phone, or sit in a lounge chair, play in the water with the kids, or look away when people are swimming. These attitudes do not promote you as a professional. Perception is reality when you are dealing with customers!

SUCCESSFUL LIFESAVING CONTINUED

USA’S TEAM SERVICE INTRODUCTION

No one ever achieves greatness without service. Service is the essence of greatness. All great men and women became great because they gave some talent or ability in service to others.

No matter how small our talent, we too can contribute in some way to others ~ we too can become great. Remember:

ATTITUDE AFFECTS TEAMWORKTEAMWORK AFFECTS CUSTOMERSCUSTOMERS AFFECT PAYCHECKSPAYCHECKS AFFECT ATTITUDE

TEAM USA’S COMMITMENTWe are all travelers in time. Our paths have intersected for the moment to absorb and share ideas that will benefit not only ourselves, but also all of the humanity around us. During some of our stops along the way, you will be asked to share, to lead, and to challenge some of your own personal ideas, values, and beliefs. Those who enter into this adventure are asked to stretch, to risk, and to openly participate. We do not punish failure for trying. We reward it! Failure is a necessary step on the ladder to success and accomplishment. Winning and success come from refusing to stop at failure. Join us! Your commitment to participate will be your passport to a richer and fuller experience while you are at USA Management. It does not matter if you plan to make a career in this profession or if you are just passing through on your way to a different destination. We would invite all that aspire to reach higher to become an active partici-pant in this adventure. We dare you to risk both success and failure in this team venture.

WHO IS USA Management? Service, service, service, for all the hype and commotion, what it really comes down to is YOU! Custom-ers do not know how things are done behind the scenes. They do not know your areas of responsibilities, your job descriptions, or what you personally can and cannot do for them. And guess what, they don’t care! The attitude they have is clear. Keep this pool in top shape, and solve my problem. Me, me, me…is it fair that the customer sees you as the Company? No! It is not fair. Especially when there are so many ways that things can get screwed up, and so many of them are definitely not your fault and not under your control. However, fair has nothing to do with it. When your job involves dealing with the public, how good a job you do with and for them determines how successful the Company and YOU will become. Al-ways remember, YOU are a problem solver and your biggest tool to solving a patron’s problem is through TEAM USA…Communicate with us.

YOU REPRESENT USA MANAGEMENT!

HOW WE MEASURE SERVICE

Customers perceive service in their own unique, emotional, irrational, end of the day, had a good or bad day with the family or at work kind of way. Perception is all there is! Customers are demanding, and you know what??? They have every right to be!!! They have more options on where to spend their money than ever before. So how do they evaluate the value of membership at the pool? They evaluate our qual-ity of service on five factors:

•Reliability: The ability to provide what was promised dependably and accurately.

•Responsiveness: The willingness to help customers promptly.

•Assurance: The knowledge of your product and the courtesy you show to customers, your ability to convey trust, competence, and confidence.

•Empathy: The degree of individual attention and caring YOU show a customer.

•The Tangibles: The physical condition of the Pool, and your own (and other team members’) appearance.

Our customer’s expectations of you are clear. Look good, be responsive, show concern, be sensitive, and most of all be reliable. Always do what you say you will do when you say you will do it. The worst thing you can do is to do nothing at all. Making a bad decision in the attempt to help a customer or correct a customer’s problem is far better than not taking any action at all. Use your best judgment. Don’t find fault. Find a remedy.

Be sincere and caring in your duties, because you are an invaluable asset to USA’s operation. The Golden Rule has been around far longer than we have so...

”Do unto others, as you would have them do unto you.”

SUCCESS IS:15% Aptitude85% Attitude

WHAT IS CHARACTER ANYWAY?

People talk a lot about character, about having it and building it. But what exactly is good character? Perhaps the best way to define this quality is to consider the traits that comprise it…

1. Empathy 6. Courage 11. Patience 16. Responsibility2. Helpful 7. Humor 12. Resourcefulness 17. Honesty3. Fairness 8. Respect 13. Peacemaking 18. Trustworthiness4. Tolerance 9. Loyalty 14. Self-reliance 19. Self-Discipline5. Caring 10. Courtesy 15. Self-motivation 20. Cooperation

Do you have these traits of “character”?If so…you will not only be successful with USA Management, you will be successful in life!

LIFE’S DAILY MENU

WHICH DO YOU CHOOSE TODAY?

TERRIFIC OR TERRIBLEWHICH DO YOU CHOOSE TODAY?

MENU MENUHOW TO HAVE A “TERRIFIC” DAY HOW TO HAVE A “TERRIBLE” DAY

APPETIZER PRICE/FARE APPETIZER PRICE/FAREAwaken Early Appreciation for Life Awaken Late (have to rush) Anxiety & BitternessInspirational Reading Good News Immediately Go Get Newspaper (like a dog) Mostly Bad NewsEarly Morning Walk/Run Smiles & Enthusiasm Digest Bad News on the Run Feel Bad & Get MadBrief Regular Exercise Vibrant Health & Strong Body No Exercise Sluggish, Tired, Run DownPositive Cassette Message Vision & Encouragement Radio or TV Report Disaster, Trouble & DespairMulti-Vitamin E, C, A Energy, Vitality, Immunity Cigarette, Candy, Cola Hacking Cough, Indigestion

ENTRÉE ENTRÉEShower & Readiness Freshness & Anticipation Too Late to Shower Sleepy, Stinky & UnkemptDevotion & Thanksgiving Recognition & Expectation No Devotion/Inspiration Low Spirit, Easily OffendedGood Breakfast Alertness, Energy, Vitality No Breakfast/only Coffee Hungry, Mean, NervousWholesome, Positive Thoughts Accomplishment, Wealth Negative Thoughts Problems, DepressionPleasant Greetings to Everyone Many Friends, Happiness Unfriendly, Ugly to Others Few or No FriendsGive Sincere Appreciation Love, Honor & Cooperation Criticize/Condemn/Complain Condemnation, No LoveListen More, Talk Less Respect, Approval, Knowledge Dictate, Direct & Demand Disrespect & RidiculePlan for the Day & Future Creativity & Organization No Plans for Day/Future Disorganized & SourDo One Task at a Time Accomplish Greatly Tackle Everything at Once Confusion & DisorderSee Your Work as Pleasurable Outstanding Achievement See Job as Necessary Evil Barely Get ByWork/Rest/Work/Rest Prosperity & Satisfaction Work/Work/Work/Work Little Money & Fatigue(Mind Controlled Relaxation) (Stay Too Busy to Rest & Relax)Count Your Blessings Abundance, Love, & Serenity Curse Life & Gripe Poverty, Hate & WorryPlay & Relaxation Happiness & Enjoyment No Play & No Relaxation Tension & FrustrationModeration & Temperance Clear, Calm & Organized Indulgence/Dissipation Illness, Tired, No Confidence

DESSERT DESSERTPrayer Homage & Self-Confidence No Prayer of Thanksgiving Selfish, Resentful & JealousReview Your Accomplishments Peace of Mind & Success Worry, Fret & Be Tense Sickness, Fear & Failure Relax & Sleep Sweet Dreams & Full Life Stay Uptight & Poor Sleep Bad Dreams & Half-Life

Appearing Daily!!!Team USA

Experience the World’s finest Pool Personnel

Ever wonder why so many entertainers openrestaurants and bars? Cuz’ this is showbiz!

You don’t buy coal, you buy heat.You don’t buy the paper, you buy the news.

You don’t buy carnival rides, you buy thrills.Our customers do not come to the Pool to lie out or swim,

they come for entertainment!Every time a Customer enters the Pool, It’s Opening Night!

Don’t forget to set the stage for the best show in town…This is SHOW-BIZ Folks.

So Put On a Happy Face, Don’t Forget to Use the Right Lines,Check Your Costume and Props, and Thrill Them with Your Performance….

SETTING THE STAGE

HOW TO REMEMBER YOUR CUSTOMERS’ NAME

•STOP Stop telling yourself you are not good at remembering names and start telling yourself how much better you are getting at remembering names. •LOOK •LISTEN •WRITE IT DOWN •REPEAT THE NAME Repeat the customer’s name several times while you are talking to them. •ASSOCIATION •ATTITUDE

HOW WE MEASURE SERVICE

Positive Responses and Winning Phrases

NEVER SAY INSTEAD SAY I don’t know. “Gee, that’s a good question. Let me check and find out.”

We can’t do that. “Boy, that’s a tough one. Let’s see what we can do.” Then find an alternative solution.

You’ll have to… “Here’s how we can help you with that”. Or, “The next time that happens, here’s what you can do”.

Hang on a second: “It may take me two or three minutes (however long it will take) to get that. I’ll be right back. Are you able to hold and or wait while I check?” No, when used at the The only exception to this rule is if you say, “No problem.” Everything else can beginning of a sentence be turned into a positive response. WE ARE HERE TO HELP!!!!

THE “7” ELEMENTS OF WORLD CLASS SERVICE

1. ATTENTIVENESS

2. COURTESY

3. LISTENING

4. RESPONSIVENESS

5. COMPETENCE

6. FOLLOW-THROUGH

7. ABOVE & BEYOND

COOPERATION

Always think in terms of what the other person wants and needs. If you want to be understood, you must first seek to understand others. We can only succeed if we cooperate with others. Remember, we are all here to help each other and by working together, we all achieve more.

COMING TOGETHER IS A BEGINNING

STAYING TOGETHER IS PROGRESS

WORKING TOGETHER IS SUCCESS

CUSTOMER COMPLAINTS

Complaints are something we at USA Management hope that you will never encounter, but on a few occa-sions, complaints may arise. The first thing to remember is that the customer is always right.

COMPLAINTS ARE VALUABLE INFORMATION

The silent majority of dissatisfied customers do not complain to us. They instead do not come back. They have nothing more to do with our service. If you experience a complaint, do not hesitate to tell your su-pervisor. A complaint is valuable information on how we can improve our services.

REFERRING A COMPLAINT

The first step is to make the customer happy. If this fails, then take the complaint to management. When you refer a complaint to management, you must be able to:

• Make sure you have a complete and accurate understanding of the problem so that your supervisor does not have to start from the beginning with the customer/guest. • Make sure you know exactly what the customer or guest really wants you to do about the problem. • You should also make sure you are prepared to tell your supervisor a complete, accurate, and fair representation of what the customer or guest has said up to this point. • Tell management what you have said (and promised) the customer or guest. • Make multiple recommendations to your supervisor about what you feel needs to be done.

Remember that management knows that not all complaints are justified. Management will always sup-port you because you handle complaints in a reasonable, professional manner.

HERE ARE THE “3” SECRETS TO SUCCEEDING AT THE POOL

#1 SHOW UP

#2 SHOW UP, ON TIME

#3 SHOW UP, ON TIME, AND READY TO WORK

This is a Story About Four People Named...Everybody, Somebody, Anybody, & Nobody:

There was an important customer service job to be done at the Pool and Everybody was asked to do it, but Nobody did. Somebody got angry about that, because it was Everybody’s job. Everybody thought Any-body could do it but Nobody realized that Everybody would not do it. It ended up that Everybody blamed Somebody when Nobody did what Anybody could have done.

The Moral of This Story is…

At USA Management, no one should ever utter the words, “IT’S NOT MY JOB.” That phrase simply does not exist here. Everyone is expected to pitch in, do whatever it takes to get the job done, and achieve total customer satisfaction.

Someone once told me: “A good pool attendant has to be a “JACK” of all trades. To handle the pool, he/she must be a part-time chemist, creative trouble shooter and problem solver, part-time engineer, plumber, hydraulic expert, a good mechanic, and electrician, a custodian, janitor, and a purchasing agent. To handle the staff and swimmers, each must be a part time personnel officer and human resource manager, a risk manager, an amateur attorney and legal advisor, a lifeguard, water safety instructor, coach, concessionaire, entrepreneur, a teacher, staff leader, parent, role model, a part-time cop and disciplinarian…and oh yes, a psychiatrist, a nurse, a medic, a full-time baby sitter and a master public relations expert.”

JUST ALL AROUND MIRACLE WORKERS… “JACK”!

QUICK STORY...

SUNGLASSES AND A SWIM SUIT “NOTHIN TO IT!”

YOU ARE THE “KEY” TO QUALITY

Xvxn though my typxwrixr is an old modxl, it works prxtty wxll xxcxpt for onx kxy. It’s trux that thxrx arx 41 kxys that function wxll xnough, but just onx kxy makxs thx diffxrxncx in quality.

Thxrx arx timxs whxn an organization is somxwhat likx my typxwritxr – not xvxry pxrson is doing thxir sharx. You may say to yoursxlf “What’s thx big dxal? I don’t makx or brxak my organization. Thxy can gxt it donx without mx.”

You do makx a diffxrxncx. Xvxry organization nxxds activx participation by all txam mxmbxrs. So thx nxxt timx you think your xfforts arxn’t nxxdxd, just rxmxmbxr my typxwritxr and say to yoursxlf:

“I am the key person in this organization, and I am needed very much. I am the KEY to quality”.

BASIC RULES AND INFORMATION

I CARE SO…

WHERE DO I PARK? Be aware of where you park. Leave close spaces for customers.

I CARE SO…

MIND IF I SMOKE? Smoking is not permitted in any area of the pool or on the pool grounds. If you smoke, please do it on your own time.

I CARE SO… SAFETY FIRST Safety is built into everything we do. The safety of our customers, their guests, and the team members of USA Management is our pri mary concern and can never be compromised or sacrificed. Report any injury, no matter how small to the office. Always practice safe work habits.

I CARE SO…

NO CELL PHONES WHILE ON DUTY For the safety of our patrons, cell phones are not permitted while on duty.

BASIC RULES AND INFORMATION

YOUR UNIFORM CONSISTS OF...

• Suit • Lanyard with Whistle • Sunscreen • Hat • Rescue Tube • Fanny Pack (Mask & Gloves)

* Wear your complete uniform while on duty !!

JOB DESCRIPTION(Read and sign acknowledgement in Packet)

I. INTRODUCTIONThe Pool Manager/ Assistant Manager (AM) will be responsible for the operations of a single facility for the season. The PM/AM will handle those day-to-day management tasks associated with the pool to include maintenance, staff scheduling, event coordination, and direct customer relations. The PM/AM should meet specific criteria and guidelines to ensure the safe and proper operation of the facility. Note: All PM/AM’s must be certified, and should be an Instructor, and a Trainer. Not only certified in LGT but LGI as well.

II. DEFINITION AND SCOPEThe basic function of the Pool Manager/AM is to provide the necessary planning, organization, direction, coordination and control of the day-to-day operations of his/her pool in a manner that will ensure Customer satisfaction and loyalty. A. Provide ongoing Management support for personnel including, but not limited to daily and weekly scheduling, the evaluation of labor hours worked, and monitoring the quality and efficiency of the personnel. B. Continually analyze the pool operation in order to achieve optimum efficiencies.

POOL MANAGER/ASSISTANT MANAGER (AM)

III. REPORTING RELATIONSHIPS A. The Pool Manager reports directly to his/her supervisor and/or the company Office. B. Personnel report to the Pool Manager.

IV. JOB REQUIREMENTSTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reason-able accommodations may be made to enable individuals with disabilities to perform the essential func-tions. A. Education and/or Experience • A minimum of a high school diploma. • Some college preferred. B. Language Skills • Ability to effectively present information and respond to questions from managers, customers, vendors, and other personnel. • Ability to get along with and communicate well with people. C. Mathematical Skills • Good working knowledge of all functions of arithmetic, fractions, and decimals. D. Reasoning Ability • Ability to define problems collects data, establish facts, and draw valid conclusions. • Ability to apply common sense to everyday situations. • Ability to understand and deal with individual personnel and any related problems that they might have or that affect their work activity. E. Certificates, Licenses, Registrations • National Life Guard Certification, Community CPR and First Aid. • Valid Drivers License required. • Social security number or tax id number F. Other Skills • The ability to supervise personnel. • The deductive reasoning ability necessary to read, analyze, evaluate, and act on effective and efficient operational procedures. G. Physical Demands The physical demands described here are representative of those that must be met by personnel to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • While performing the duties of this position, the Pool Manager/AM is regularly required to talk and hear. • The personnel frequently are required to stand, walk, use hands to finger, handle, or feel objects or tools, reach with hands and arms, and climb or balance. The personnel are required to swim and provide CPR. • Specific vision abilities required by this position include close vision, distance vision, color vision, depth perception and ability to adjust focus. H. Work Environment The work environment characteristics described here are representative of those a person-

POOL MANAGER/ASSISTANT MANAGER (AM) CONTINUED

nel encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • The noise level in the work environment will be moderate at times but during peak hours will be loud. • While performing the duties of this position, the personnel regularly work outside. • The personnel are exposed to the prevailing outside weather conditions.

V. AUTHORITY A. The Pool Manager/AM is appointed by USA management and is delegated sufficient authority to accomplish the duties, responsibilities, goals and objectives that have been established for the position. B. The Pool Manager/AM has the authority to take whatever actions and make whatever deci- sions necessary to ensure the effective pool operation as long as such actions and decisions do not conflict with any specific established policies and procedures of the Company. C. Authority shall be granted to recruit, hire, train, and terminate any subordinate personnel in conjunction with the USA Office. D. Authority shall be granted to stop any process or activity that is unsafe or represents a safety hazard until the condition is corrected with prior approval from the USA Office.

VI. MEASURE OF PERFORMANCE A. A demonstrated capacity and ability to establish and maintain control of all aspects of the pool operation. B. Ensures the quality of service and contract fulfillment, which meet or exceed the

POOL MANAGER/ASSISTANT MANAGER (AM) CONTINUED

expectations of the Customer. C. Customer satisfaction is high with com plaints associated with the management of the pool held to a minimum. D. Contributes to a successful and profitable pool operation. E. All required reports are completed in an accurate and timely manner. F. Provides a high level of enthusiasm and morale with the personnel. G. Pool personnel properly trained and adhere to the Company policies and procedures and the contractual obligations with USA Management. H. Works well with the other functional posi- tions of USA Management. I. Maintains a positive Company relationship and image with the Customer.

VII. RESPONSIBILITIES & DUTIES OF PM/AM A. Cleaning and operational duties • Ensure the pool area is maintained according to USA Pool standards for cleanliness • Cleaning tiles around pool edge. ** • Back washing filtration system as needed. ** • Cleaning pump system strainer basket. ** • Vacuuming pool two (2) times per week or as needed. ** • Cleaning bathhouse daily, and inspect it each hour. ** • Replenishing supplies in bathhouse. • Emptying trash receptacles. • Straighten deck furniture every break. • Ensure the cleanliness, neatness, and orderliness of all equipment and facilities. • Lock and secure facility upon closing. In cases where members may swim when guard is not on duty, the guard will announce his/her departure and secure the facility. • Always maintain chlorine and PH readings at appropriate health code levels. • Report mechanical problems to your supervisor promptly. • Solve operational problems as they arise. B. PAPERWORK AND RESPONSIBILITIES TO YOUR TEAM MEMBERS • Ensure that all accidents are reported and that the proper reporting is performed to comply with various agencies and Insurance requirements. • Provide daily reporting of activities and pool conditions to the supervisor and/or office. • Enforce policies and procedures. • Coordinate and manage all pool events. • Be aware of and implement, if necessary, the FUN PAK. • Be responsible for maintaining Pool records of Pool chemistry as dictated by state/local health codes. • Participate in inventory control and periodic inspections of pool. • Assist Customer in collecting guest fees. (Keeping in mind that safety is the first priority). • Be cost conscious and continuously looking for more cost effective and efficient methods. • Be responsible for the delivery and distribution of paperwork, payroll checks, etc. to team members. • Ensure all team members work your posted schedule. • Ensure schedule is completed and Pool Manager works a minimum of thirty-two (32) hours per week. • Coordinate and make all scheduling decisions. • Provide leadership to motivate pool personnel to perform to the best of their abilities. • Maintain proper staffing levels for the pool that are consistent with the contractual obligations of USA Management. • Ensure that all personnel are active, and that waste and non-productive time is kept to a minimum. • Ensure that all required job positions are filled with qualified personnel. • Ensure daily checking in/out procedures are followed • Attend Managers’ meetings and hold similar meetings with team members. • Meet with director before opening day to obtain specific information such as trash

POOL MANAGER/ASSISTANT MANAGER (AM) CONTINUED

POOL MANAGER/ASSISTANT MANAGER (AM) CONTINUED

days, membership control procedures, guest fees, rules, etc. • Attend one (1) board meeting during the summer with USA Management. • Know all the directors of the community that you work within. • Don’t be late. • Do not give out the lock box combination to your pool director or any other person. • If it rains at your pool and you clear the water of swimmers, call the office for instructions on closing the pool. • Never smoke or use any other tobacco products at the pool. • Do not talk socially on pool phone or private cell phone. • If an accident occurs at your pool, you must complete an Accident/Rescue Report form. You are responsible for notifying the office immediately of the accident. •Have a working knowledge of hazardous materials and the applicable MSDS recommenda- tions on handling and proper use of all chemicals. This shall be required in relation to all to all operations of USA Management and its facilities. In addition, there should be strict compliance with all codes and statutes, both federal and local. • Working knowledge of the Blood Borne Pathogens. • You must read and be familiar with your pool’s Pool Operations. • Do not discuss ANY problems with patrons or director. Discuss problems with your supervisor and/or USA’s office. C. SUPERVISING OF POOL • Consistently maintain a positive attitude at work. • Safe guard main pool to help ensure the safe and proper operation. • Always be on the look out for potential safety hazards. • Ensure the safety of patrons at all times • Report all medical or disciplinary problems to your supervisor/Office. • Administer discipline as required. • Ensure all swimmers under the age of 14 to pass a swimmer test unless an accompanied by parent/guardian. If a child does not pass test, he/she is to be awarded with candy and/or splash stickers. • Enforce Customer and Company rules for the safety and convenience of Customer’s members. • Always be in uniform and maintain a professional appearance. • Never close pool without the office approval. • Always call in accident/rescue reports to the office. • Conduct and perform with team members at least two (2) safety rescues each week (during break). • No one is allowed on the pool stand. Do not allow others to sit near you while working. • The pool MUST constantly be supervised during hours of operation. Even while doing other pool related tasks, the attendant(s) MUST maintain a watchful eye on the pool area. • You must make a full visual sweep of the entire pool area at least every 10 seconds noting any potentially unsafe swimmers or hazardous areas, such as the steps where small children are usually playing (10-20 rule). • You must protect yourself from the heat. Always wear sun block, use an umbrella at your post and keep a bottle of fluids with you on the stand. Drink plenty of water. • You must equally enforce all of the rules to all of the patrons.

• You must know your community’s membership control policy and follow it. • Rain alone is not criteria for cleaning the pool. However, if the rain is hard enough to the point that you cannot see beneath the surface of the pool, the pool must be closed to swimmers. • If the water in a section of the pool is too cloudy to see the bottom , you must close that section and notify the office. • Never use physical force to control a person! If the person is abusive and uncontrollable, call the police and notify the office immediately. • You must always use the pool stand whenever there are swimmers at your facility. • Always sit upright and maintain an alert posture. • If it is absolutely necessary to talk with other personnel or patrons while you are on duty, keep the conversation to a minimum and never take your eyes off the pool. • The pool personnel is never allowed to leave the pool area while swimmers are in the pool. The pool must first be closed before they may leave the area. • You must wear your uniform while on duty. Your uniform consists of… (Suit, whistle, lanyard, hat, fanny pack, pocket mask, rubber gloves). • In the event of thunder or lightning, you must clear the pool area. The pool area is to remain clear of swimmers at least 30 minutes after thunder and 30 minutes after the last visible lightning. Remember! Just because you can’t see a thunderstorm doesn’t mean it cannot be dangerous. (Lightning can travel up to 50 miles horizontally before making contact.) • The personnel should keep the rescue tube in his/her lap with the strap over the shoulder at all times.

*NOTE: All rescues should be different, i.e. passive, active, spinal, shallow, deep, etc.

POOL MANAGER/ASSISTANT MANAGER (AM) CONTINUED

LEVEL I, II, AND SUBSTITUTE/AREA PERSONNEL

JOB DESCRIPTION(Read and sign acknowledgement in Packet)

I. INTRODUCTIONPersonnel are responsible for the day-to-day operations and supervision of the pool facility. Personnel will perform all routine maintenance tasks in a courteous and professional manner in accordance with the specific instructions given by the company. Personnel will adhere to a strict set of guidelines designed to ensure the safest and cleanest environment possible.

II. DEFINITION AND SCOPEThe basic function of personnel is to provide the necessary supervision of the pool water and the pool us-ers to ensure the safest, cleanest and most user-friendly environment.

III. REPORTING RELATIONSHIPSAll personnel reports directly to the Pool Manager/AM and/or the USA Office.

IV. JOB REQUIREMENTSTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Rea-sonable accommodations may be made to enable individuals with disabilities to perform the essential functions. A. Education and/or Experience A minimum of a graduating junior in high school or 15 years old. B. Language Skills • Ability to effectively present information and respond to questions from managers, customers, vendors, and other personnel. • Ability to get along with and communicate well with people. C. Mathematical Skills Good working knowledge of all functions of arithmetic, fractions, and decimals. D. Reasoning Ability • Ability to define problems, collect data, establish facts, and draw valid conclusions. • Ability to apply common sense to everyday situations. E. Certificates, Licenses, Registrations National recognized Certifications, Community CPR and First Aid. F. Other Skills The deductive reasoning ability necessary to read, analyze, evaluate, and act on effective and efficient operational procedures. G. Physical Demands The physical demands described here are representative of those that must be met by personnel to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • While performing the duties of this position, the personnel is regularly required to talk or hear. • The personnel frequently is required to stand, walk, use hands to finger, handle, or feel

LEVEL I, II, AND SUBSTITUTE/AREA PERSONNEL

objects, reach with hands and arms, and climb or balance. The personnel are required to swim and provide CPR. • Specific vision abilities required by this position include close vision, distance vision, color vision, depth perception and the ability to adjust focus. H. Work Environment The work environment characteristics described here are representative of those a personnel encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • The noise level in the work environment will be moderate at times but during peak pool hours will be loud. • While performing the duties of this position, the personnel regularly works outside. • The personnel is exposed to the prevailing outside weather conditions.

V. AUTHORITY A. The personnel’s position is appointed by the Pool Manager and/or supervisor and is delegated sufficient authority to accomplish the duties, responsibilities, goals and objectives that have been established for the position. B. Personnel has the authority to take whatever actions and make whatever decisions necessary to ensure the effective pool operation as long as such actions and decisions do not conflict with any specific established policies and procedures of the Company. C. Authority shall be granted to stop any process or activity that is unsafe or represents a safety hazard until such time as the condition is corrected with prior approval from the Manager and/or supervisor.

VI. MEASURE OF PERFORMANCE A. A demonstrated capacity and ability to supervise the pool water and pool users to maintain the safest, cleanest and most user-friendly environment. B. Customer satisfaction is high with complaints associated with the personnel held to a minimum. C. Contributes to the successful and profitable operation of USA Management. D. Adheres to the Company policies and procedures and the obligations of USA Management. E. Provides a high level of enthusiasm and morale among personnel. F. Works well with other functional positions of USA Management. G. Maintains a positive Company relationship and image with the Customers.

VII. RESPONSIBILITIES & DUTIES OF PERSONNEL A. CLEANING AND OPERATIONAL DUTIES • Ensure that the pool area is maintained according to the USA Management standards for cleanliness. • Cleaning tiles around the pool edge. ** • Back washing filtration system as needed. **

LEVEL I, II, AND SUBSTITUTE/AREA PERSONNEL

• Cleaning pump system strainer basket. ** • Vacuuming pool two (2) times per week or as needed. ** • Cleaning bathhouse daily, and inspect it each hour. ** • Report mechanical problems to your manager/supervisor promptly. • Replenishing supplies in bathhouse. • Emptying trash receptacles. • Straighten deck furniture every break. • Ensure the cleanliness, neatness, and orderliness of all equipment and facilities. • Lock and secure facility upon closing. In cases where members may swim when personnel is not on duty, personnel will announce his/her departure and secure the facility. • Always maintain chlorine and PH readings at appropriate health code levels. • Report mechanical problems to your manager/supervisor promptly • Solve operational problems as they arise. • Check water chemistry and record readings a minimum of three (3) times per day. • Maintain mechanical equipment in pump room. • Your pool can never be too clean. Cleaning is something everyone will do, every hour, every day.**According to the cleaning schedule. B. PAPERWORK AND OFFICE RESPONSIBILITIES • Ensure that all accidents are reported and that the proper reporting is performed to comply with various agencies and Insurance requirements. • Provide daily reporting of activities and pool conditions to the Pool Manager/AM • Enforce company policies and procedures • Help in the coordination and management of all events. • Assist Customer in collecting guest fees. (Keeping in mind safety is first priority). • Complete all required reports in an accurate and timely manner. • Report all medical or disciplinary problems to the Manager and Office. • Ensure all equipment malfunctions and maintenance needs are acted upon immediately. • Perform other duties as delegated by PM/AM to ensure successful operation of USA Management. • Always check in and out at the beginning and ending of shifts according to schedule and pool hours. • Don’t be late. • If it rains at your pool and you clear the water of swimmers, call the office for instructions on closing the pool. • Never smoke or use any other tobacco products at the pool. • Do not talk socially on pool phone or private cell phone. • If an accident occurs at your pool, you must complete an Accident/Rescue Report form. You are responsible for notifying the office immediately of the accident. • Have a working knowledge of hazardous materials and the applicable MSDS recommen- dations on handling and proper use of all chemicals. This shall be required in relation to all operations of USA Management and its facilities. • Working knowledge of the Blood Borne Pathogens. • You must read and be familiar with your pool’s operation. • Do not discuss ANY problems with patrons or pool director. Discuss problems with

LEVEL I, II, AND SUBSTITUTE/AREA PERSONNEL

manager and/or USA’s office. C. SUPERVISING OF POOL • Consistently maintain a positive attitude at work. • Safeguard main pool to ensure the safe and proper operation. • Always be on the look out for potential safety hazards. • Ensure the safety of patrons at all times. • Administer discipline as required. • Ensure all swimmers under 14 to pass a swimmers test unless accompanied by parent/ guardian. If child does not pass test, he/she is to be awarded with candy and /or splash stickers • Enforce Customer and Company rules for the safety and convenience of Customer’s members. • Always be in uniform and maintain a professional appearance. • Never close pool without the office approval. • No one else is allowed on the pool stand. Do not allow others to sit near you while working. • The pool must constantly be supervised during pool hours. Even while on break, person- nel must maintain a watchful eye on the pool area.. • You must make a full visual sweep of the entire pool area at least every 10 seconds noting any potentially unsafe swimmers or hazardous areas, such as the steps where small children are usually playing (10-20 rule). • You must protect yourself from the heat. Always wear sun block, use an umbrella on your stand and keep a bottle of fluids with you on the stand. Drink plenty of water. • You must equally enforce all of the rules to all of the patrons. • You must know your community’s membership control policy and follow it. • Rain alone is not criteria for clearing the pool. However, if the rain is hard enough to the point that you cannot see beneath the surface of the pool, the pool must be closed to swimmers. • If the water in a section of the pool is too cloudy to see the bottom, you must close that section and notify the office. • Never use physical force to control a person! If the person is abusive and uncontrollable, call the police and notify the office immediately. • You must always use the pool stand whenever there are swimmers at your facility. • Always sit upright and maintain an alert posture. • If it is absolutely necessary to talk with other personnel or patrons while you are working, keep the conversation to a minimum and never take your eyes off the water. • You must wear your uniform while on duty. Your uniform consists of… (Suit, whistle, lanyard, hat, fanny pack, pocket mask, rubber gloves). • In the event of thunder or lightning, you must clear the pool area. The pool is to remain clear of swimmers at least 30 minutes after thunder and 30 minutes after the last visible lightning. Remember! Just because you can’t see a thunderstorm doesn’t mean it cannot be dangerous. (Lightning can travel up to 50 miles horizontally before making contact.) • The personnel should keep the rescue equipment in his/her lap with the strap over the shoulder at all times.

1. Admission to the pool shall be limited to patrons in good standing, their families and guests of their families.

2. Admission to the pool shall be refused to all persons having any contagious disease or infectious condition.

3. No dogs or other pets shall be permitted in the pool area.

4. No alcohol beverages permitted at pool unless written approval from community is granted accepting liability.

5. The pool may be closed for maintenance, health conditions, weather, or any other reason deemed necessary by the Manager.

6. Only swimming apparel shall be allowed. Cut-offs shall not be acceptable swimming apparel.

7. Food, drink, gum, and tobacco shall be allowed only in designated areas.

8. Personal conduct in and around the pool and bathhouse shall be such that the safety of the individual and others are not jeopardized.

9. Trash receptacles shall be provided and used by everyone.

10. Damage to pool property, including trees, shrubbery, furniture, etc., shall not be permitted and anyone responsible for such shall be held responsible.

11. Adult patrons shall have priority use of the deck furniture.

12. There shall be an adult swim called each hour for no less than ten minutes. Only those members or guests 18 years of age or older shall be permitted to enter the pool during this time.

13. No child shall be permitted in the deep- water section of the pool unless he/she can demonstrate his/hers ability upon request to swim one length of the pool, in good form, and tread water for no less than 60 seconds.

GENERAL POOL RULES

14. Air mattresses, swim fins, floats, and other accessories shall be allowed in shallow water sections only and shall be subject to the lifeguard’s discretion. The item shall not interfere with any other swimmer’s use of the facility.

15. No flotation devices shall be allowed in the deep end.

16. No glass items shall be permitted in the pool area.

17. Diving shall not be permitted in water less than 5 feet in depth.

18. Swimming shall not be permitted in the diving area unless the pool attendant has closed the entire area to diving.

19. Running and rough play shall not be permitted.

20. Frisbees and balls shall not be permitted in the pool area.

21. Piggyback games such as “chicken fighting” shall not be permitted.

22. Flips and backwards jumping off the pool side shall not be permitted.

23. Cell phone usage is strictly prohibited by pool personnel except on adult swim breaks.

24. Pool personnel shall be treated with respect at all times. Disrespect or disobeying a pool attendants commands shall result in removal from the facility.

25. Diving Board Rules: • One person at a time. • One jump. No double bounces. • Diving shall only be permitted from the end of the diving board, not from the sides of the board. • The diving area shall be cleared and checked before diving. • After diving, the swimmer shall immediately proceed to the side of the pool nearest the diving board and exit the pool. • When two diving boards are available, they shall be used alternately. • No handstands or sitting on diving boards. • No horse playing on diving boards. • No flotation devices permitted on diving boards. • Non-swimmers shall not be permitted to dive or to swim in the diving section. • Running shall not be permitted on the diving board.

26. Violation of any of the pool rules shall result in disciplinary action up to and including dismissal from the pool facility.

* These are the most commonly used pool rules. You should know your pool’s specific set of rules.

GENERAL POOL RULES CONTINUED

HAVING SAID ALL OF THIS...

...we have an exciting season ahead f us. Your process to having a successful summer with our company begins now. The interview process is ahead of you and the packet is due. After that, you might even need to be certified/re-certified in LGT, CPR, and/or First Aid. For others, the next step may be the Spring In-service Orientation held in April. Whatever the circumstances, we hope that you will be apart of our growing team. Best wishes on a successful and enjoyable season!