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Mountainside Fitness Acquisitions
101 Nature of Employment
Effective Date: 1/1/2017
Revision Date:
Employment with MFC is voluntarily entered into, and you are free to resign at will at any time, with or
without cause. Similarly, MFC may terminate the employment relationship at will at any time, with or
without notice or cause, so long as there is no violation of applicable federal or state law.
The policies in this handbook are not intended to create a contract. The policies should not be construed
to constitute contractual obligations of any kind or a contract of employment between MFC and any
employee. The provisions of the handbook have been developed at the discretion of management and,
except for the policy of employment-at-will, may be amended or canceled at any time, at the sole
discretion of MFC.
These provisions supersede all existing policies and practices and may not be amended or added to
without the express written approval of the chief executive officer of MFC.
102 Employee Relations
Effective Date: 1/1/2017
Revision Date:
We believe that the work conditions, wages, and benefits we offer to MFC employees are competitive
with those offered by other employers in this area and in this industry. If you have concerns about work
conditions or compensation, you are strongly encouraged to voice these concerns openly and directly to
your supervisor.
Our experience has shown that when employees deal openly and directly with management, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We believe that
MFC amply demonstrates its commitment to employees by responding effectively to employee concerns.
If employees want to investigate the option of representation by individuals outside MFC, we strongly
encourage that you carefully consider all sides, including related issues such as regular deductions for
representation fees from your paycheck, the potential for outside interference with supervisory
relationships, and the commitment for you to comply with third party-initiated directions.
Because we want to maintain direct employer/employee communications, we will resist organization,
within the limits of the law, and protect your right to speak for yourself.
103 Equal Employment Opportunity
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