Exhibit
14.0  KAPSTONE
PAPER AND PACKAGING CORPORATION  CODE OF
CONDUCT AND ETHICS  Introduction  KapStone Paper and Packaging
Corporation and its subsidiaries (collectively KapStone or the Company) has
always endeavored to conduct its business in a manner conforming to the highest
ethical and business standards.  The
Companys reputation for unquestionable integrity is its most valuable asset in
its relationships with its employees and agents (collectively employee(s)),
its customers, its stockholders and the communities in which its operations are
located.  This Code of Business
Conduct and Ethics (the Code) covers a wide range of business practices and
procedures and applies to all directors, officers and employees of the
Company.  It does not cover every issue
that may arise, but it sets out basic principles to guide directors, officers
and employees of the Company to act in an ethical and legal manner.  All of our directors, officers and employees
must conduct themselves accordingly and seek to avoid even the appearance of
improper behavior.  It is essential and a
condition of employment that all employees and representatives conform to these
principles as they perform their activities on behalf of KapStone.  Since it is not practicable
to specify specific requirements for business conduct and ethics for
application in every possible situation, an understanding of the philosophy
behind these standards is essential. The philosophy of the Company  upon which
its ethical standards are based  is outlined below.  ·We work hard and treat
others with respect.  ·We earn an honest profit by
providing the right products and services to our customers.  ·We act responsibly and in a
manner that reflects favorably on the Company.  ·We observe applicable laws
and regulations.  ·We require honest and
ethical conduct, including the ethical handling of actual or apparent conflicts
of interest, on the part of ourselves and others.  ·We are committed to full,
fair, accurate, timely and understandable disclosure in compliance with all
applicable laws and regulations in all reports and other documents filed with,
or furnished to, the Securities and Exchange Commission (SEC) and in all
other public releases of information regarding the Companys finances and operations.


If a law conflicts with a
policy in this Code, you must comply with the law; however, if a local custom
or policy conflicts with this Code, you must comply with the Code.  If you have any questions about these conflicts,
you should ask your supervisor how to handle the situation.  This Code will be strictly
enforced.  All managers and supervisors
are required to enforce this policy and are not permitted to sanction or
condone violations. There will be serious adverse consequences for non-adherence
to the Code, which may include removal from a position as director or officer,
and dismissal as an employee of the Company. 
If you are in a situation which you believe may violate or lead to a
violation of this Code, you should follow the procedures described in Sections
15, 16 and 17 of this Code.  The Company does not
tolerate retribution against persons who, in good faith, report suspected
violations of law.  Persons subject to
this Code who retaliate against others who report suspected crimes or wrongs
will themselves be subject to immediate discipline.  1.Compliance
with Laws  It is the policy of KapStone
to comply fully with all valid laws and regulations that govern its operations
in the various communities and states in which it operates and to conduct its
affairs in keeping with the highest moral, legal, and ethical standards.  There is an obligation, both
corporate and individual, to fulfill the intent of the above statement.  It is not expected that every employee will
have full knowledge of the laws affecting his or her responsibilities. However,
KapStone does expect that every employee with significant responsibilities will
have a general knowledge of prohibited activities involved in his or her work
and will seek guidance on any matter on which there is a question, either
directly through his or her supervisor or if necessary, from KapStones
Chairman, Roger Stone.  2.Business
Ethics  The law is a base, and
ethical business conduct should normally exist at a level above the minimum
required by law.  This includes the
obligation to avoid any actual or apparent conflicts of interest in personal
and professional relationships.  The
honesty and integrity of the Companys business conduct must not be
compromised.  The Company will not
condone ethical violations for the sake of personal gain, personal advantage,
expediency or perceived business advantage.  3.KapStone
and Its Employees  Employees are KapStones
greatest asset, and it is a KapStone policy to treat them fairly in all
matters.  KapStone is committed to equal
opportunity in all aspects of employment and to full compliance with all
federal, state and local laws applicable to hiring and promoting people.  With this in mind, it is the
intent of KapStone to:  2


·Choose and promote its
employees on the basis of their ability to perform the work for which they are
hired.  KapStone strictly prohibits
discrimination based on any legally protected status, including race, color,
gender, religion, national origin, disability, veteran status and age.  ·Offer employees a safe,
healthful, and clean environment in which to work.  Each employee has responsibility for
maintaining a safe and healthy workplace for all employees by following safety
and health rules and practices and reporting accidents, injuries and
unsafe conditions.  Violence and
threatening behavior are not permitted. 
Employees should report to work in condition to perform their duties,
free from the influence of illegal drugs or alcohol.  The use of illegal drugs in the workplace
will not be tolerated.  ·Pay employees fairly in
relationship to their contributions to KapStone efforts, within the boundaries
of current standards, profitability and market conditions.  4.Discrimination,
Harassment and Retaliation  KapStone is firmly committed
to providing equal opportunity in all aspects of employment and will not
tolerate discrimination, harassment or retaliation. The Companys policy
against discrimination applies to any legally protected status, including race,
color, gender, religion, national origin, disability, veteran status, sexual
orientation and age.  KapStone also prohibits any
individual from engaging in any act or any form of harassment of any other
individual on the basis of any legally protected status, including race, color,
gender, religion, national origin, disability, veteran status, sexual
orientation or age.  This prohibition
covers verbal, as well as physical harassment. 
Included within this prohibition are unwelcome sexual advances, requests
for sexual favors, and other verbal or physical conduct of a sexual nature,
where: (a) there is an attempt made to make submission to such conduct a
term or condition of an individuals employment; (b) the submission or
rejection of such conduct is used as a basis for employment related decision;
and (c) such conduct has the purpose or effect of substantially
interfering with an individuals work performance or creating an intimidating,
hostile, or offensive working environment.  KapStone prohibits
discrimination against any person who provides information to a federal
regulatory or law enforcement agency, a member of Congress or any committee of
Congress or to a supervisor concerning conduct which the employee reasonably
believes constitutes a violation of securities laws or any provision of federal
law relating to fraud against stockholders. 
No one may take any action harmful to any person for providing to a law
enforcement officer any truthful information relating to the commission or
possible commission of any federal offense.  No director, officer or
employee may retaliate against an individual for bringing a complaint of
discrimination or harassment or for participating in an investigation or
proceeding involving a complaint of discrimination or harassment.  3


KapStone requires continuous
management attention at all levels to assure compliance with the spirit and
letter of this policy.  5.Competition
and Fair Dealing  KapStone seeks to outperform
its competition fairly and honestly.  The
Company seeks competitive advantages through superior performance, never
through unethical or illegal business practices.  Stealing proprietary information, possessing
trade secret information that was obtained without the owners consent or
inducing such disclosures by past or present employees of other companies is
prohibited.  Each employee should
endeavor to respect the rights of and to deal fairly with the Companys
customers, suppliers, competitors and employees.  No employee should take unfair advantage of
anyone through manipulation, concealment, abuse of privileged information,
misrepresentation of material facts or any other intentional act or practice.  In its relationships with
its competitors, KapStone and its employees will fully understand and strictly
adhere to the requirements of the antitrust laws.  These laws, which, in the U.S., include the
Sherman Act, the Clayton Act, the Robinson-Patman Act, and the Federal Trade
Commission Act, seek to advance and maintain the free enterprise system and
take precedence over any business objective of KapStone, notwithstanding any
resulting increases in income or profits. 
Such acts as price fixing, restrictive agreements, boycotts, tie-in
arrangements exclusive of reciprocal dealings, monopolizing, price inducements,
and discriminatory allowances are or may be illegal.  All violations of the antitrust laws must be
scrupulously avoided by all employees. 
KapStone will not condone any actions which an employee knew or should
have known would violate the antitrust laws or any other valid law or
regulation.  The purpose of business
entertainment and gifts in a commercial setting is to create goodwill and sound
working relationships, not to gain unfair advantage with customers or
suppliers.  Gifts or bribes for the
purpose of influencing the buying decisions of employees of customers or
potential customers or to any person in a position to influence a buying
decision are clearly improper and prohibited.  6.Insider
Trading  Directors, officers and
employees who have access to material confidential information are not
permitted to use or share that information for securities trading purposes or
for any other purpose except the conduct of the Companys business and in
strict conformity with all applicable laws and SEC regulations. All non-public
information about the Company should be considered confidential
information.  To use non-public
information for personal financial benefit or to tip others who might make an
investment decision on the basis of this information is not only unethical but
also illegal. Trading in the securities of other companies with which the
Company has a relationship while in possession of material nonpublic
information is also prohibited.  4


7.Accounting,
Auditing and Internal Control Matters; Public Disclosure Obligations  KapStones requirement that
directors, officers and employees follow the highest ethical standards applies
directly to all actions which involve business accounting, financial reporting,
internal accounting controls, auditing matters and public disclosure
obligations.  The Company requires honest
and accurate recording and reporting of information in order to make responsible
business decisions.  All of the Companys
books, records, accounts and financial statements must be maintained in
reasonable detail, must appropriately reflect the Companys transactions and
must conform to applicable legal requirements, generally accepted accounting
principles and the Companys system of internal controls.  No employee is ever authorized to knowingly
enter or maintain false or misleading information in corporate books, records
or reports.  It is prohibited under
federal law and Company policy to fraudulently influence, coerce, manipulate or
mislead the Companys independent public accountants for the purpose of
rendering the Companys financial statements materially misleading.  Records should always be retained or
destroyed according to the Companys record retention policies.  Full, fair, accurate, timely
and understandable disclosure is required in all reports and documents that the
Company files with, or submits to, the SEC and in any other public
communications regarding the Companys business, financial condition or results
of operations.  All officers, directors and
employees are required to report, or cause to be reported, information, and
should assist in any investigation by any regulatory or law enforcement agency,
elected officials or others responsible for such matters, concerning matters
that the officer, director or employee reasonably believes could constitute
matters described in:  ·Section 806 of the
Sarbanes-Oxley Act of 2002, including wire fraud, mail fraud, bank fraud or
securities fraud, breach of any rule or regulation promulgated by the SEC
or any federal rules relating to fraud against stockholders;  ·Section 301 of the
Sarbanes-Oxley Act of 2002, including questionable accounting, internal
controls and auditing matters;  ·Item 406 of Regulation S-K,
including disclosures in SEC reports and other public disclosures that are not
full, fair, accurate, timely and understandable; and  ·Applicable New York Stock
Exchange listing standards, including conflicts of interest and violations of
laws, rules, or regulations applicable to the Company.  Accounting procedures and
controls are prescribed by Company policies. 
Within these policies, the officers of the Company have the primary
responsibility for establishing and monitoring adequate systems of internal
accounting and controls, and all employees must adhere to these controls.  The Companys auditors monitor and document
compliance with these internal controls.  The Audit Committee of the
Company has adopted special procedures for the receipt, retention and treatment
of complaints regarding accounting, internal accounting controls or auditing
matters.  These procedures are set out in
Sections 16 and 17 of this Code.  5


8.Confidentiality  Employees must maintain the
confidentiality of the information entrusted to them by the Company or its
customers, except when disclosure is authorized by the Chairman and Chief
Executive Officer, the President or required by law.  Confidential information includes all
non-public information that might be of use to competitors or harmful to the
Company or its customers, if disclosed. 
It also includes information that suppliers and customers have entrusted
to us.  The obligation to preserve
confidential information continues even after employment ends.  9.Protection
and Proper Use of Company Assets  All directors, officers and
employees should endeavor to protect the Companys assets and ensure their
efficient use.  Theft, carelessness and
waste have a direct impact on the Companys profitability.  Any suspected incident of fraud or theft
should be immediately reported for investigation.  Many employees regularly use
business expense accounts, which must be documented and recorded accurately and
in accordance with the Companys policies. 
If you are not sure whether a certain expense is legitimate, ask your
supervisor or your controller.  The obligation to protect
the Companys assets includes the Companys proprietary information. Proprietary
information includes intellectual property such as trade secrets, patents,
trademarks and copyrights, as well as business, marketing, product development
and service plans, records, salary information and any unpublished financial
data and reports.  Unauthorized use or
distribution of this information would violate Company policy.  It could also be illegal and result in civil
or even criminal penalties.  10.Payments
to Government Personnel  The U.S. Foreign Corrupt
Practices Act prohibits giving anything of value, directly or indirectly, to
officials of foreign governments or foreign political candidates in order to
obtain or retain business.  It is
strictly prohibited to make illegal payments to government officials of any
country.  In addition, the U.S.
government has a number of laws and regulations regarding business gratuities
which may be accepted by U.S. government personnel.  The promise, offer or delivery to an official
or employee of the U.S. government of a gift, favor or other gratuity in violation
of these rules would not only violate Company policy but could also be a
criminal offense.  State and local
governments, as well as foreign governments, may have similar rules.  Payments, regardless of
amount, to any government employee, or gifts or services of substantial value
or lavish entertainment, regardless of motive, are prohibited.  Relationships with public employees shall be
so conducted that neither the officials nor KapStones integrity would be
compromised if the full details of the relationship became a matter of public
knowledge.  The Companys Chief Financial
Officer (the Compliance Officer for purposes of this Code) can provide
guidance to you in this area.  6


11.Political
Contributions  A corporation is prohibited
from making a political contribution to any candidate for federal office. In
addition, virtually every state either limits or prohibits the making of
political contributions by a corporation to a state or local candidate or
political party.  KapStones policy is to
make no financial contributions to a political party or to a candidate running
for any elective office, except as permitted by law.  This applies to all political parties or
candidates.  If any of the Companys
customers or suppliers request that the Company make a political contribution,
it is essential that prior approval is given by the Compliance Officer before
any contribution is made.  Under no
circumstances shall the Company make a political contribution to any federal
candidates.  12.KapStone
and the Community  KapStone shall conduct its
business in a manner that is socially and ethically responsible.  In addition to operating and managing its
business, it shall seek to reasonably protect the quality of the environment
and endeavor to conserve energy and other valuable resources.  Each of the KapStones
facilities is expected to make every effort to be an integral part of the
community in which it operates, and to participate in its activities as a concerned
and responsible citizen.  Like individual
citizens, the Company benefits from and supports such activities as health,
welfare, character building, education, and culture.  KapStone recognizes that employee
participation in cultural, social, or volunteer organizations can be public
service of a higher order, and all KapStone employees are encouraged to
participate during their non-working hours in public matters of their
individual choice.  13.Conflicts
of Interest  It has always been and
continues to be KapStones intent that its employees maintain the highest
standards of loyalty in their conduct of the Companys affairs.  Directors, officers and employees owe a duty
to the Company to advance the Companys legitimate interests when the
opportunity to do so arises.  In essence,
KapStones employees shall deal with suppliers, customers, and other persons
doing business or seeking to do business with the Company in a manner that
eliminates considerations of personal advantage.  Because they hold positions of trust in the
Company, a director, an officer, or any other employee may not make a profit
from the Company because of his or her official position.  They are also prohibited from engaging in a
competing business.  Any direct or indirect
conflict of interest between the Company and any director, officer or employee
is prohibited unless otherwise consented to by the Company.  The Company believes that it is in its best
interests and is consistent with the obligations of directors, officers and
employees to the Company to establish a policy that all business decisions will
reflect independent judgment and discretion, uninfluenced by any considerations
other than those honestly believed to be in the best interests of the Company
and its stockholders.  Any decision will
be deemed to be in conflict with the interests of the Company if, in the course
of affiliation with the Company, the judgment and discretion of a director,
officer or employee is or may be influenced by considerations of personal gain
or benefit, or gain or benefit to a third party,  7


whether
or not affiliated with the director, officer or employee.  The divided loyalty that is present when a
director, officer or employee has a conflict of interest could potentially lead
to serious problems for the Company and could be grounds for disciplinary
action or termination by the Company.  It is not possible to
describe every situation or occurrence that could lead to a conflict of
interest between a director, officer or employee and the Company.  The following events are intended to
describe, by way of example, situations that could occur that could lead to a
conflict of interest with the Company:  ·Relationships
with Customer or Competitors:Stock ownership and other financial interests
or participation in any customer, supplier or competitor of the Company must be
reported to the Compliance Officer.  ·Indirect
Interests and Relationships:A conflict of interest can
arise because of the business activities of an affiliate of a director, officer
or employee.  The term affiliate includes
close family members and family members who live in the same household as a director,
officer or employee.  A director, officer
or employee has a potential conflict of interest whenever his or her affiliate
has a significant interest in a transaction or a significant relationship with
any customer, supplier or competitor of the Company.  The director, officer or employee should not
make or influence any decision which could directly or indirectly benefit his
or her affiliate and, in order to protect the director, officer or employee and
the Company from the appearance of a conflict of interest, all relationships of
this nature must be reported to the Compliance Officer.  ·Gifts,
Loans and Entertainment:A
director, officer or employee will not accept gifts from competitors or from
anyone having or seeking business with the Company, other than noncash gifts of
nominal value (less than $50.00 per calendar year) generally used for
promotional purposes by the giver or accept loans from any person having or
seeking business with the Company (other than loans from banks or financial
institutions at prevailing market rates and terms).  Participation in business-related functions
is permitted, including the acceptance of lunches or other meals. However, each
director, officer or employee should exercise care to ensure that such
functions are necessary and related to the conduct of business on behalf of the
Company. If in doubt, the Compliance Officer should be consulted.  ·Outside
Business Activities:As a general rule, the Company does not allow its
employees to participate or engage in business activities outside of their
employment with the Company.  As a
general rule, participation on a part-time or other basis in any outside
business or employment will be a conflict of interest if the director, officer
or employees participation in that business could interfere with his or her
ability to devote proper time and attention to his or her employment with the
Company.  8


·Non-business
Activities:Participation in the activities of a trade
association, professional society, charitable institution or governmental
institution, on a non-compensated basis, or holding a part-time public office
(with or without compensation) will not generally create a conflict of interest
in violation of this Code.  However, if
any director, officer or employee is unsure of his or her particular situation,
the Compliance Officer should be consulted.  ·Personal
Use of Company Property and Company Information:It is against Company
policy for any director, officer or employee to use or divert any Company
property, including services of other employees, for his or her own advantage
or benefit, or to use Company letterhead when writing personal correspondence.  ·Related
Party Business Dealing.If there is any
business relationship or proposed business transaction that the Company might
have with any company in which a director, officer or employee, or a related
party of any such person, has a direct or indirect interest, and from which
such person might derive a benefit, or at which a related party is employed,
and if such a relationship or transaction might give rise to the appearance of
a conflict of interest, then the Compliance Officer should be consulted.  14.Waivers
of the Code of Business Conduct and Ethics  Any waiver of this Code for
executive officers or directors may be made only by the Board of Directors and
will be promptly disclosed as required by law or NYSE rules.  15.Personal
Responsibility  It is essential that the
Company ensures prompt and consistent action against violations of this Code.
However, in some situations it is difficult to know right from wrong.  Since directors, officers and employees
cannot anticipate every situation that will arise, it is important to have
guidelines on how to approach a new question or problem.  These are the steps to keep in mind:  ·Make sure you have
all the facts.In order to
reach the right solutions, we must be as fully informed as possible.  ·Ask yourself: What
specifically am I being asked to do? 
Does it seem unethical or improper?This will enable you to focus
on the specific question you are faced with, and the alternatives you
have.  Use your judgment and common
sense; if something seems unethical or improper, it probably is.  ·Clarify your
responsibility and role.In most
situations, there is shared responsibility. 
Are your colleagues informed?  It
may help to get others involved and discuss the problem.  ·Discuss the problem
with your supervisor.This is
the basic guidance for all situations. 
In many cases, your supervisor will be more knowledgeable about the
question, and will  9


appreciate being brought into
the decision-making process.  Remember
that it is your supervisors responsibility to help solve problems.  ·Seek help from
Company resources.If you believe
that it is not appropriate to discuss an issue with your supervisor, or you do
not feel comfortable approaching your supervisor with your question, discuss it
locally with the Compliance Officer.  ·You may report
ethical violations in confidence and without fear of retaliation.If your situation requires that your identity
be kept secret, your anonymity will be protected.  The Company does not permit retaliation of
any kind against employees for good faith reports of ethical violations.  ·Always ask first,
act later:If you are unsure
of what to do in any situation, seek guidance before you act.  16.Reporting/Investigation
Procedures  Any director, officer or
employee who reasonably believes that there has been a material violation of
this Code should report it immediately to the Compliance Officer or Roger
Stone, Chairman. If the possible violation relates to questionable accounting,
auditing, internal control or other matters described in Section 7 of this
Code, the employee may submit an anonymous, confidential complaint as discussed
in Section 17.  The Chairman of the
Audit Committee shall in any event be promptly advised of any allegation of a
material violation of Section 7 of this Code.  Upon receipt of a complaint, the Company or
Audit Committee or other designee shall promptly investigate the matter.  Providing your name allows
the Company to contact you if necessary during any investigation.  The Company will maintain in confidence the
identity of those individuals who provide their names when reporting to the fullest
extent possible consistent with the need to investigate. Absolute
confidentiality of any complaint under this Code, however, cannot be guaranteed
because the very fact of conducting an investigation may lead employees or
other persons to reach conclusions of their own.  Anyone involved in an investigation under
these procedures, whether as witnesses, participants in the performance of the
investigation or otherwise, will be informed of their obligation to maintain
confidentiality and may be asked to sign an acknowledgment of this obligation.  KapStone will not
retaliate against any officer, director or employee who reports, causes to be
reported, testifies, participates in or otherwise assists in any proceeding
reported or about to be reported regarding any matter covered under this Code.  The Compliance Officer will
send summaries of conversations, and will forward copies of written
communications and transcripts of voice mail messages, containing reports to
the Chairman of the Board of Directors and the Chairman of the Audit Committee,
as appropriate under the circumstances. 
The Compliance Officer will provide periodic reports to both Chairmen.
The Compliance Officer will retain copies of all complaints, investigative
reports,  10


summaries
of reports and other records relating to complaints in accordance with the
Companys records retention policy.  17.Procedures
for Submitting Confidential, Anonymous Complaints Regarding Accounting,
Auditing or Internal Control Matters  As an alternative to the
procedures described in Section 16, any employee who reasonably believes
that there has been a material violation of this Code relating to questionable
accounting, auditing, internal control or other matters described in Section 7
of this Code may submit confidential, anonymous complaints in writing to the
person listed below.  Complaints must
provide sufficient information so that a reasonable investigation can be
conducted and may be made directly to:  S.
Jay Stewart, Chair of the Audit Committee of the Companys Board of Directors; Telephone
No.: (312) 475-9883 Fax
No.: (312) 475-9884 Email
Address: sjaystewart@aol.com  or
such other individuals who are designated from time to time by the Board of
Directors of KapStone.  The Company shall maintain a
record of all complaints submitted under this Code alleging a violation
accounting, auditing or internal control matters.  18.Consequences  If an investigation leads to
a conclusion that a material violation of the Code has occurred, the Company
will take appropriate corrective action, which may include removal from a
position as director or officer and dismissal as an employee of the
Company.  Among other things, directors,
officers and employees of the Company may be disciplined for:  ·Committing, authorizing, or directing an illegal act.  ·Failing to exercise proper compliance
oversight or tolerating illegal conduct, if acting as a supervisor of another
employee of the Company.  ·Failing to report illegal business conduct of which he
or she directly knows or observes.  ·Discouraging another director, officer,
or employee from reporting a violation of law or of this Code.  ·Improperly disclosing the identity of a person who
anonymously reports a violation of this Code.  ·Retaliating or condoning retaliation against any
director, officer, or employee of the Company who reports such a violation.  11


As examples, the following
are not valid excuses for failing to comply with the law and/or this Code and,
as such, will not avoid disciplinary measures under this Code:  ·A supervisor demanded that I do the
illegal, unethical or improper act.  ·I thought the conduct was standard practice in our
business.  ·It was a business necessity because it would have
cost more to act properly.  ·I misinterpreted the law or this code and did not
seek the advice of my supervisor.  The Company recognizes the
potentially serious impact of a false accusation. Employees are expected as
part of the ethical standards required by this Code to act responsibly in
making complaints. Making a complaint without a good faith basis is itself an
ethical violation. Any employee who makes a complaint in bad faith will be
subject to appropriate corrective action, up to and including dismissal.  12


ACKNOWLEDGMENT  CODE OF CONDUCT AND ETHICS  ·I acknowledge that I have received and read the
KapStone Code of Conduct and Ethics.  ·I acknowledge that I understand the standards,
policies and procedures contained in the Code of Conduct and Ethics and understand
that there may be additional standards, policies, procedures and laws relevant
to my position.  ·I agree to comply with the Code of Conduct and Ethics.  ·I acknowledge that if I have questions concerning the
meaning or application of the Code of Conduct and Ethics, any company policies,
or the legal or regulatory requirements applicable to my position, it is my
responsibility to seek guidance from my manager, the Human Resources Department
or other relevant individuals or departments.  ·I acknowledge that neither this Acknowledgement nor
the Code of Conduct and Ethics is meant to vary or supersede the regular terms
and conditions of my employment by the company or to constitute an employment
contract.   (print name)(signature)(date)  13