RULE OF EMPLOYMENT

CONTENTS

General provisions

Objectives

Employees

Range of Application

Personnel

Employment

Probation

Submission of Documents

Performance Evaluation

Disciplinary Actions

Termination

Compulsory Retirement Age

Resignation

Working Hours, Rest period. Holidays and Vacation

Hours of Work

Changes in the opening and closing of work Day

Rest Day

Work outside Required Working Hours & on Holidays

Paid Time Off (PTO)

Leaves of absence (UNPAID)

Military Reserve Service Training

Salary, Bonus, Retirement and Other Allowance

Payment of Salary

Partial Month's Salary Calendar

Determination of Salary

Bonus

Overtime and Rest Day Allowance

Severance Payment

Miscellaneous

Injury Compensation

Travel Expense

Automobiles

Benefit

Amendment & Modification

CHAPTER 1.  GENERAL PROVISIONS

Article 1.           Objectives

1.  These rules establish the basic conditions of employment/for Korean National employees of Christine   Nevada Korea Co., Ltd. (Hereinafter referred to as the "Company").

2. Matters relating to employment which are not provided for in these Rules will be governed first by the Labor Standards Act of Korea and other laws and ordinances of the Republic of Korea, and secondly applied to Employee Handbook of Christine Nevada Corporation in the United States of America.

Article 2.           Employees

In these Rules of Employment, "employees" shall mean those persons employed by the Company in accordance with the provisions of CHAPTER II.

Article 3.          Range of Application

Provisions in this Rules of Employment shall apply to only regular employees.

CHAPTER II.  PERSONNEL

Article 4.           Employment

The Company shall employ as its regular employees those applicants who have successfully passed a selection examination ( to include interview / evaluation and physical or other examination) to the effect that they are capable of carrying out their duties.

Article 5.           Probation

1.        The Company may employ an employee on a probationary basis for a period of not more than 3 months.

2.  Those who are found unfit to carry out their duties as employees during on at the end of probationary period shall be terminated in accordance with the .procedures provided in Article 8.

3. For employees who have successfully completed their probationary period, the first day of the probationary period shall be regarded as the date of employment

Article 6.            Submission of Documents

Those who have been employed by the Company as employees under Article 4 on as persons under probationary employment under paragraph I of the preceding Article shall promptly present the following or any other documents as may be required by the Company.

(a) Personal History (with Photograph)

(b) A copy of the residence certificate

(c) A copy of the Certificate of graduation (final school)

Article 7.             Performance Evaluation

1.        At minimum once a year, each employee will receive a written evaluation of his or her job performance from his or her manager. Evaluations may be given more frequently at the discretion of the manager. Salary increases may accompany evaluations when warranted.

2. All personnel records are confidential and kept by the personnel manager.

3. Good attendance is essential to your success at BNK. In all cases, other than sudden illness, approval to be absent from work should be given in advance by your manager. If you have a compelling reason to be absent, which was not planned in advance, call your manager prior to the start of your work and inform him. Attendance records are maintained, and your performance evaluation will reflect your attendance pattern.

Article 8.             Disciplinary Actions

1. The Company has the right to exercise disciplinary actions in accordance with the provisions of Korea Labor Standards Act.

2. Prohibit conduct:

The orderly and efficient operation of the Company requires that employees maintain self-discipline and proper personal standards of conduct at all times.

Self-discipline and proper standards of conduct are necessary to protect the health and the safety of all employees, to maintain uninterrupted production and jobs, and to protect the Company's good-will and property. Below is set forth some of the circumstances that may result in disciplinary action including immediate discharge without any payment.

To that end, the Company sets forth its established rules which, together with observing other reasonable standards of conduct, employees are required to obey.

The following is a partial list of violations :

a. The commission of a crime, misdemeanor or felony.

b. Theft

c. Destruction or damage of Company property.

d. Physical violence or threats of violence

e. Personal use of Company property without proper authorization

f. Willfully assisting competitors

g. Insubordination (disobeying a supervisor's lawful order)

h. Failure to report to work without notifying your manager in a timely manner.

i. Misconduct which brings serious discredit to Company, its employees, or its customers.

j. Failure to meet job performance standards.

k. Interfering with proper activities of fellow employees.

l. Refusal to work reasonable and necessary overtime.

m. Spreading malicious gossip about fellow employees.

n. Other misconducts.

Disciplinary Procedures ; Violations of rules can result in progressive discipline or termination or discharge.

Article 9.             Termination

In the event of any of the following, the Company may terminate the employment in thirty days prior written notice or immediately upon advance payment of thirty days' average wages, as provided for in Article 27-2 of the Labor Standards Act of Korea. However, the above provision does not apply to those employed on a probationary basis who have not worked for more than 14 days.

(a) For Company reasons

(b) If an employee is founded unfit to carry out his/her duties.

(c) If an employee is found inefficient or incapable of his/her job.

(d) In case of existence of any other circumstances comparable to the foregoing items.

Article 10.           Compulsory Retirement Age

An employee shall retire on the day when he reaches the age of full sixty five (65) years which shall be formal retirement age.

Article 11.            Resignation

The Company hopes that employees recognize that the smooth operations of the Company require cooperation from employees. Providing the Company with at least one month's notice that he or she intends to leave the Company would give the company an opportunity to find a replacement. This would alleviated possible burdens on other employees. Such advance notice would also enable the Company to examine the records and determine how much pay, etc., will be due to the employee at the time of termination. The employee is responsible for turning in keys, ID badge and other Company owned items.

Article 12.           Hours of work

Unless otherwise provided for in these Rules, Working hours for employees shall be eight (8) hours per day, excluding a rest of one (1) hour, and forty (40) hours a week. The opening and closing of the work day and rest period shall be as follows;

1. Monday through Friday;

Hours of Work;  8:30 AM to 5:30 PM

Rest Period;     12:00 Noon to 13:00 PM (I Hour)

Article 13.           Changes in the opening and closing of Work Day

The beginning and closing of work and rest period may be shifted in case of necessity by the Company provided that the working hours shall not exceed those described in the preceding Articles.

Article 14.           Rest Day

1. Rest Days shall be as follows;

a. Saturday, Sunday

b. Public holidays of Korea Legally Required

c. Labor Day (March 10)

2. No deductions from salaries will be made for the rest days listed the above.

Article 15.           Work Outside Regular Working Hours & on Holidays

Employees may be requested by the Company to work at times other than the regular working hours or on holidays. In such case employees shall receive overtime allowance in accordance with the salary regulation.

Article 16.           Paid Time Off (PTO)

1. An Employee who need Paid Time Off (PTO) shall obtain the prior permission of his/@ier manager in accordance with the specified form.

2. Paid Time Off (PTO) provides flexibility when an employee needs time off from work PTO may be used to relax or vacation, to recover from illness or injury, to take care of a sick family member, or to take care of personal business.

3. PTO starts to accumulate on the date of hire An employee with less than 5 years of service accrues 2.23 hours of PTO per week. This accrual amounts to 14.5 days annually.   An employee that has 5 - 10 years service accrues PTO at a rate of 3 hours per week up to 19.5 days per year. An employee with 10 or more years of service accrues PTO at a rate of 3.77 hours per week up to 24.5 days per year.

4. An employee with 10 or more years of service accrues PTO at a rate of 3.77 hours per week up to 24.5 days per year. IT is IMPORTANT TO NOTE THAT pro is A VESTED EMPLOYEE BENEFIT.

Year of Service

Less than 5 years

5 - 10 year

10 or more years

Maximum FTP Accrual

180 hours

220 hours

260 hours

Article 17.           Leaves of absence (UNPAID)

1. UNPAID leaves of up to 12 weeks in a 12-month period may be requested for medical, immediate family need, extended military leave or hardship purposes.

2. The Leave of Absence form is used to make this request. Complete the form and give it to your supervisor as far in advance of the effective date of you requested leave as possible. Your request must be approved by your department head. In those cases where your absence from work goes beyond the duration permissible, your supervisor will determine if your job can be held open for you.

3. If your position cannot be held, you may be offered an alternative position for which you qualify. Employees returning from medical leave must provide a doctor's approval slip for return to normal or modified duties. Contact personnel to request a leave extension. Extensions must be approved by the department head and may result in the position no longer being held open.

Article 18.            Military Reserve Service Training

The Company shall allow employee paid leave for the period of Military Reserve Service Training in accordance with the Korean Military Service Act and other laws concerned.

CHAPTER IV.  SALARY, BONUS, RETIREMENT AND OTHER ALLOWANCE

Article 19.           Payment of Salary

1.       Salaries covering the period from the first day of each month to the last day of the same month shall be paid in cash directly to each employee on the 25th day of the same month.

2. On the event the date of payment of salaries as provided for in the preceding paragraph falls on rest day, salaries shall be paid on the preceding work day.

Article 20.            Partial Month's Salary Calendar

The salary of an employment for a partial month's employment, such as for one who has been newly employed, resigned, or been discharged during the period referred to in paragraph I of the preceding Article, shall be paid on a daily basis.

Article 21.           Determination of Salary

1. The amount of a starting salary for an employee is determined on the basis of his/her ability, experience, educational background, etc.

3. At least once a year basic salary will be reviewed by manager based on his judgment of employees's performance and with due attention to budgetary considerations.

Article 22.           Bonus

1. Bonus may be granted six times a year in Feb., Apr., June, Aug., Oct.Dec. to all employees at the time of monthly salary payment.

2. The amount of award shall be determined by the Company, but will normally be 100 of basic salary.

Article 23.           Overtime and Rest Day Allowance

The Company shall pay employees overtime allowances and rest day allowances in accordance with the rules and provisions separately stipulated.

Article 24.           Severance Payment

1. An employee who ceases employment with the Company for any reason after one (1) full year or continuous service shall be entitled to severance payment as provided for in Article 28 of the labor standards Act of Korea, the amount of which shall be one (1) month's salary for each year of service with the Company.

2. The monthly salary for this purpose will be computed by taking the average of the employee's last two (2) months' salaries.

3. In computing the length of service, a partial year shall be prorated according to the number months and days involved.

CHAPTER V.  MISCELLANEOUS

Article 25.           Injury Compensation

In the event an employee injuries himself/herself, or falls ill in the line of duty or dies, the company shall make compensation according to the stipulations of the Labor Standards Act

Article 26.          Travel Expense

An employee asking an abroad (domestic) business trip will be reimbursed for all business expenses, including cost of meals, lodging and transportation costs based on actual expense basis which should be submitted by valid receipts. The employee may draw an advance for such expense upon approval and must account for such advances in employee expense account in accordance with Company rules and procedures regarding travel expenses.

Article 27.           Automobiles

The Company-provided vehicles will be used for the Company business purposes only.

Article 28.           Benefit

1. Tuition refund

The Company will reimburse the tuition fee of the employee if the employee get the pre-approval from the manager that the education meets the business needs. Employee should submit the receipt and adequate achievement report before the reimbursement. Requirements for approval; 1) It is a course which management feels will make the employee potentially more valuable to the Company. 2) A course of study cannot interface with the Company's ability to conduct business.

Periodically, courses will have to be missed or, in extreme cases, a course may have to be dropped.

Reimbursement will be based on the following criteria :

1) 100 %tuition reimbursement far grade A or B, books 100.%

2) 50% tuition reimbursement for grade C, books 50.%

3) 0% tuition reimbursement for grade D or F, books 0.%

2. Insurance

The Company will provide the following basic insurance programs.

1) Worker's Compensation Insurance

2) Life Insurance

3) Medical Insurance 3. Congratulation/condolence

3. The Company will provide congratulation and condolence program as follows;

(a) Congratulation

Marriage - Employee                  W300.000 + 5 days off

60th Anniversary of parents             W100,000

(b) Condolence

Death - Employee

- Parents

- Spouse

- Spouse/Parents

- Child

- Grand Parents

- Brother/Sister

4. Maternity Leave                          60 days (2-month)

5. Others

Article 29.           Amendment & Modification

These Rules of Employment can be modified or amended as the occasion demands.