Tanner Boudreau

Allison Parrish
Entrepreneurial Recreation 3440
Danielle Timmerman
20 november 2014
Outdoor Antics Business Plan
Organization: Outdoor Antics will focus mainly on providing the public with
outdoor rental equipment necessary to go camping, river rafting, skiing,
stand up paddle boarding, rock climbing, snowshoeing, and biking. We will
also offer guided raft tours with the focus on inexperienced outdoor
enthusiasts.
Structure: Limited Liability (LLC)
Mission: Outdoor Antics strives to promote active living by providing the
equipment needed to take part in the outdoor activity of their choice.
Vision: Outdoor Antics vision is to equip, inspire, and educate Hood River
locals and tourists to enjoy the surrounding areas while keeping our products
affordable.
Values: At Outdoor Antics rentals we are looking to create excitement and
education for outdoor recreation. We value:

o
o

o
o

o
o

o
o

Adventure:
Promote do it yourself outdoor activities
Encourage local accessible trips as well as far flung expeditions
Healthy Lifestyle
Promote active human powered transportation and outdoor recreation
Offer trips and guided tours to reduce stress, increase health, and knowledge
of the outdoors
Community
Foster a community of outdoor enthusiasts
Emphasize social responsibility
Environmental Stewardship
Promote Leave no Trace ethics
Follow responsible business practices to reduce environmental footprint
Goals and Objectives: Business

Provide affordable gear rentals to public and tourists

Base prices on local demographic and market to local and tourist
demographic

 Provide trips and guided tours to the public

Hire guides, select local tour locations, market to local and tourist
demographic
Instill a sense of wonder and appreciation of the natural world to gain
customers
Marketing through appealing visuals (i.e.
pictures/videos/billboards/commercials) and through word of mouth
Educate and get people comfortable and excited about the outdoors(i.e. Host
clinics, events, and guided trips)
Become a profitable business
Increase revenue and limit expenses
Increase profit by %10 each year
Increase customer volume
Marketing, word of mouth, customer service, and customer satisfaction
Provide stability
Variance in annual sales volume
Variance in seasonal sales volume
Variance in profitability
Expand organization over time by opening multiple locations throughout
Oregon
Reinvest enough leftover profits to increase revenue
Become popular with local and tourist demographic
Rent out enough equipment, make enough money, have enough loyal
customers to be able to open a second location, create a need for a second
location
Complete business plan by Thanksgiving
-Complete Mission, Vision, Value, and goals 9/26
Figure out what we want for our business
Write out Mission, Vission, and values
Write out our plan to finish this project by November 17th

-Make smart goals and objectives 9/26

Currently trying to write our goals and objective in a way that
Timmerman understands how we will get this project done.
Use SMART goals and objectives to make a plan to finish
project and project where we want to be as a company.

-Research and Find target market/ market analysis 9/30

Use SBA.gov guide line to format our analysis
Very busy so we will be meeting on a Sunday to crunch it out
Use websites such as outdoorfoundation.org to find
demographics,
physiographics, and what people want etc.
Also use resources to see what other people are charging, our
competition, how much products will cost, and where we will
market.
-Finish Operations Plan 9/20
An awesome person in class provided us with a link as a
guideline that puts together a rough draft of a operation plan.
We still need to add our own spin on what they give us.
This is also fall break. We are extremely busy having fun.
We will connect over google drive to work on this plan before
fall break is over.
-Marketing Plan 9/27
We have taken marketing last year and Tanner is currently in
electronic marketing.
We have a general outline for what goes into a marketing plan.
We will follow that general guideline to create our marketing
plan.
We will also come to class and meet up outside of class on the
weekend to put together the plan
-Risk Management 10/3
We will do it in class
Use other time to make other sections better
-Business Plan draft #1 11/17
Keep on top of making each section better
Set aside 10 hours a week outside of class for business plan
Meet at school or one of our houses every week to make sure
we are on track

Prepare for presentation to make sure when Shark Tank

comes we will please the crowd
-Final Draft 12/15
Follow this goals and objectives plan
Make adjustments for work, events, play, and other
unexpected events
Go over each section each week to make sure it is as good as
we can make it in the short time we have had to put this
together.
Take advice from Shark Tank class and make revisions

MARKET ANALYSIS

Industry Description:
Rental business in Hood River, Oregon thrives during the summer months because of how
many different outdoor recreation options there are. This industry looks to provide outdoor
equipment for people who are and are not from the area. Most shops have specific rentals such
as windsurfing, biking, SUPing, and kayaking but, no shop does it all. Outdoor Antics is looking
to tap into this industry by providing a variety of different outdoor rental equipment.
Outdoor Recreation Participants Population
141.9 million people in the USA participated in outdoor recreation. That is nearly 50% of all
americans and a quarter of that 50% participate in outdoor recreation at least twice a week.
There was a net gain of one million participants in outdoor recreation in 2013. There was
estimated to be 12.4 billion outdoor excursions that happened in 2013. SUPing has the number
one growth rate at 56% of people are trying it for the first time. 40% of outdoor participants have
incomes of $25,000-$150,000 per year and are caucasian. Hood River has a population of
7,300 people through 9 months of the year. Then the population increases to about 14,000
people between June to August because of the wind sports that take place over the summer.
Customer Groups:
We chose to segment our market by using demographics, psychographics, and benefits
desired. By segmenting in this way, we will get a more accurate picture of the market we are
serving. Demographics will tell us the age, wage, and social class. Psychographics will tell us
about the background and beliefs of our market. Finally, benefits desired will let us know what
our customers are seeking by paying for rentals and guides.

Demographic:

Physiographics:

Benefits desired:

age: 12-44

Outdoor recreation is important

to this group

fun recreation experience in an

outdoor setting

wage: $25,000$100,00 per year

willing to pay for activity

affordable rentals

Middle class

environmentalists

to gain experience

live on the West

Coast and near by
states

Get exercise and be with family

and friends are the two main
participation reasons.

Activities most desired: SUPing,

Adventure racing, rafting, and skiing

Distinguishing Characteristics:
Our customer wants to be participating in some form of outdoor recreation. 70% of our
customers are between the age of 12-44. After 45+ years old outdoor activity becomes less
desirable for people and starting at 12-15 is when the youth is getting most excited about being
outdoors. Most customers are caucasian and are in the middle class. Most our customers will
be from Hood River, tourists from the West Coast, and a few other nearby states. Hood River
definitely goes through financial cycles. In the summer the population doubles to about 14,00
and thousands of new tourists each week. In the fall the population starts to fall and become
more steady to around 7,300. Once winter hits you will see an influx of ski rentals. Many
companies in Hood River rely on the large population increase during the summer months to be
profitable.
Target market:
Primary:
Our main customers are going to be caucasians from the ages of 18-44. They will have an
annual income from $25,000-$100,000 a year and are from the middle class. According to
http://www.outdoorfoundation.org/pdf/ResearchParticipation2013.pdf these were the people
most likely to spend money on outdoor recreation in 2013. They will be mostly from surrounding
Oregon, California, and Washington. Our target markets main desire is to be outdoors with
family and friends at an affordable price.
Secondary:
We hope to eventually tap into the market of males and females from the ages of 46-60 who are
retired and are looking for adventure. This group of people will be looking to take their families
on fun outdoor excursions.

Size of Primary market:

According to the 2013 statistics, about 141.9 million people participated in outdoor recreation in
the United States. Outdoor recreation generates $12.8 billion in consumer spending in Oregon.
There are about 3.93 million people who live in Oregon and about 68% of those people
participate in outdoor recreation each year. There are 6.97 million people in Washington and
63% of them participate each year. Finally, there are 38.33 million people in California and 59%
participate in recreation each year. I took each of these states and found the percent of the
population that participated in outdoor recreation then added up the states where our target
market is located. This means that our market could potentially reach out to 29,678,200 people
from Oregon, California, and Washington. For our target market size I will take our total market
size, 29,678,200, and times it by the 55% which is the age percent of people between 12-44
that participate in outdoor recreation. So our target market size is about 16,323,010 people.
An average group spends $48 and a person spends $16 on recreation/ leisure on an overnight
trip to Oregon. For day trips and average group spends about $22 dollars and $7 dollars per
person on recreation/ leisure.

Market Share:
It is hard to define what our market share will be because we are the only company offering a
wide spread of outdoor rental equipment. This chart is meant to show who our main
competitors are in each section and how much market share they hold in Hood River.
Activity:

Direct competitors:

Our market share goals in

percent of customers:

SUPing

Brians Windsurfing, Big

Winds= %60 of market

40 Percent

Ski Rentals

Meadows, Timberline, 2nd

Wind= 75% of market

25 Percent

Biking

Mountain View, Discover

bicycles, Hood River
Bicycles= 70% of market

30 percent

Rafting

Wet Planet, All Adventure=

%60 of market

40 percent

Climbing

Outdoor Play= %50 of market

50 percent

Camping

No direct competitors

90 percent

Every outdoor recreation company in the area of Hood River has about 25% of the share in the
Market. Depending on how big the company is they may own more or less of the market. I
chose these prices based on how established the companies are, our companies competitive

prices, and the amount of options the company provides in direct competition with our company.
Below are indirect competitors that might also affect the amount of market share our company
will have.
Indirect Competitors: Wind dance, The Sports Club, Big Gym, Ski Bowl, Hood River Pool,
Hood River Skate Park, YMCA, Dougs Sports, Walmart, and other outdoor recreation/ outdoor
retail stores. These are all indirect competitors because they are other places people can go to
be active or buy gear to be active.
Current Competitive Analysis:
-Market Share: Currently Outdoor Antics competition only shares the market with 1 or two other
main competitors. Most of them own at least 40% of the Hood River market in their selected
sport.
-Strengths: Our competition has chosen specific sports that they have a ton of knowledge about
and have selected a precise target market. They have been around for a few years so they are
established businesses. The locals recommend you to businesses that have been around for a
few years.
-Weakness: These companies only offer specific sports. They are more expensive than our
business. They mainly rely on the summer season to make a profit.
Our target market is extremely important to my competitors. We all have the same target market
and if our company is offering lower prices than other companies then it will hurt their business.
The other companies are all still looking to market their service for people between the ages of
11-44, who are caucasian, and who make between $25k-$150k per year.
It will be somewhat of a initial struggle for our company to enter because all these other
businesses provide services that they specialize in. It will take our customers a little to figure out
that we offer more affordable prices and have a quality service and product for rental.
Our window of opportunity to enter a market would be in the May of 2014 if we had everything
set and planned. Hood River is a rapidly growing community, so this means we have a window
of opportunity to be the first all around outdoor recreation rental shop in the area.
Our barriers to entry will pretty much be high investment cost, insurance, inexperienced first
time business owners, and other competitors who are already have a foot in the door with their
specific outdoor recreation programs.

Liability coverage and Oregon Regulatory Restrictions:

Statement of Policy
Wilderness areas represent a natural resource of unique importance. Congress has protected
such areas by enacting the Wilderness Act, Public Law 88-577, 16 U.S.C. Sec. 1131, et seq.
Those wilderness areas located within the geographical limits of the state are a major part of the
cultural heritage of the citizens of Oregon and are a key element in developing and maintaining
tourism and recreation as a viable industry. Thus, the environment of wilderness areas is
deserving of the highest level of protection and safeguarding by the state in order to preserve
Oregon's unique primitive and natural land areas. The Wilderness Act allows certain activities in
wilderness areas. Most of these have minimal present impact on the environment. However,
mining and some other activities allowed by the Wilderness Act pose a serious threat of a
substantial harm to the unique environment of wilderness areas. Therefore, it is declared to be
the policy and purpose of the Department of Environmental Quality to maintain the environment
of wilderness areas essentially in a pristine state and as free from air, water, and noise pollution
as is practically possible and to permit its alteration only in a manner compatible with
recreational use and the enjoyment of the scenic beauty and splendor of these lands by the
citizens of Oregon and of the United States. Outdoor Antics will comply to these rules by trying
to enforce leave no trace policies that will hopefully make people aware about being respectable
to the environment.

Outfitter/ Guide Permit:

Guide and rental businesses must fill out application that costs $150 that allows you to provide
recreational guide trips and rentals. We also need to have $300,000 worth of insurance. We will
have to pay $1,900 each year to maintain this insurance and turn in the outfitter and guide
permit that will allow us to operate. Along with these costs we will be paying for a facility to be
home base, guides, and taxes (i.e. property, equipment, wage, etc.).

Operations Plan
Our business will operate on a relatively small and simple scale. Allison and Tanner will
be incharge of management, marketing, and daily operations. We will hire an accountant to give
us quarterly reports on Outdoor Antics. Then we will have four sales associates to rent out gear
each day. Finally we will have 3-4 raft guides to give the guided tours. Everyone will report to
Allison or Tanner work related issues. We will eventually add in managers after the first year of
operation once we have the business up and running.

Outdoor Antics

Employee Handbook
Welcome to Outdoor Antics!
Dear Employee:
You and Outdoor Antics have made an important decision: The Company has decided you can
contribute to our success, and you've decided that Outdoor Antics is the organization where you
can pursue your career productively and enjoyably.
We believe we've each made the right decision, one that will result in a profitable relationship.
The minute you start working here, you become an integral part of
Outdoor Antics and its future. Every job in our company is important, and you will play a key
role in the continued growth of our company.
As you will quickly discover, our success is based on delivering high quality products and
providing unsurpassed customer service. How do we do it? By working very hard, thinking
about our customers' needs, and doing whatever it takes. We do it by treating each other and
customers with respect. We do it by acting as a team.
Should you have any questions concerning this handbook, your employment or benefits, please
feel free to discuss them with your supervisor or manager.

Introduction & Description of Company

Here at Outdoor Antics we are all about creating a high energy workplace. It is our goal to make
our customers and employees excited about getting into the outdoors. It is your duty as an
employee to be respectful, professional, excited, and create a fun environment for customers.

Mission: Outdoor Antics strives to promote active living by providing the

equipment needed to take part in the outdoor activity of their choice.

Vision: Outdoor Antics vision is to equip, inspire, and educate our

community and tourists to enjoy the surrounding areas while keeping our
products affordable.
Values: At Outdoor Antics rentals we are looking to create excitement and
education for outdoor recreation. We value:

Adventure:
Promote do it yourself outdoor activities
Encourage local accessible trips as well as far flung expeditions
Healthy Lifestyle
Promote active human powered transportation and outdoor recreation
Offer trips and guided tours to reduce stress, increase health, and knowledge
of the outdoors
Community
Foster a community of outdoor enthusiasts
Emphasize social responsibility
Environmental Stewardship
Promote Leave no Trace ethics
Follow responsible business practices to reduce environmental footprint
Goals and Objectives: Business

Provide affordable gear rentals to public and tourists

Base prices on local demographic and market to local and tourist
demographic
Provide trips and guided tours to the public
Hire guides, select local tour locations, market to local and tourist
demographic
Instill a sense of wonder and appreciation of the natural world to gain
customers
Marketing through appealing visuals (i.e.
pictures/videos/billboards/commercials) and through word of mouth
Educate and get people comfortable and excited about the outdoors(i.e. Host
clinics, events, and guided trips)
Become a profitable business
Increase revenue and limit expenses
Increase profit by %10 each year
Increase customer volume
Marketing, word of mouth, customer service, and customer satisfaction
Provide stability
Variance in annual sales volume
Variance in seasonal sales volume
Variance in profitability

 Expand organization over time by opening multiple locations throughout

Oregon
Reinvest profits to increase revenue
Become popular with local and tourist demographic

Confidentiality Agreement
Information that pertains to Outdoor Antics's business, including all nonpublic information
concerning the Company, its vendors and suppliers, is strictly confidential and must not be given
to people who are not employed by Outdoor Antics.
Please help protect confidential information - which may include, for example, trade secrets,
customer lists and company financial information - by taking the following precautionary
measures:
1
Discuss work matters only with other Outdoor Antics employees who have a specific
business reason to know or have access to such information.
2
Do not discuss work matters in public places.
3
Monitor and supervise visitors to Outdoor Antics to insure that they do not have access to
company information.
4
Destroy hard copies of documents containing confidential information that is not filed or
archived.
5
Secure confidential information in desk drawers and cabinets at the end of every business
day.
Your cooperation is particularly important because of our obligation to protect the security of our
clients' and our own confidential information. Use your own sound judgment and good common
sense, but if at any time you are uncertain as to whether you can properly divulge information or
answer questions, please consult a Outdoor Antics officer.

Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or appear to
conflict with the best interests of Outdoor Antics. You must avoid any situation in which your
loyalty may be divided and promptly disclose any situation where an actual or potential conflict
may exist.
Examples of potential conflict situations include:
1

Having a financial interest in any business transaction with Outdoor Antics

2
Owning or having a significant financial interest in, or other relationship with, a Outdoor
Antics competitor, customer or supplier, and
3
Accepting gifts, entertainment or other benefit of more than a nominal value from a Outdoor
Antics competitor, customer or supplier.
Anyone with a conflict of interest must disclose it to management and remove themselves from
negotiations, deliberations or votes involving the conflict. You may, however, state your position
and answer questions when your knowledge may be of assistance to Outdoor Antics.

Anti Discrimination & Harassment

Americans with Disabilities Act

It is Outdoor Antics's policy that we will not discriminate against qualified individuals with
disabilities with regard to any aspect of their employment. Outdoor Antics is committed to
complying with the American with Disabilities Act of 1990 and its related Section 504 of the
Rehabilitation Act of 1973. Outdoor Antics recognizes that some individuals with disabilities may
require accommodations at work. If you are currently disabled or become disabled during your
employment, you should contact your manager to discuss reasonable accommodations that
may enable you to perform the essential functions of your job.

Equal Opportunity Policy

Outdoor Antics provides equal opportunity in all of our employment practices to all qualified
employees and applicants without regard to race, color, religion, gender, national origin, age,
disability, marital status, military status or any other category protected by federal, state and
local laws. This policy applies to all aspects of the employment relationship, including
recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from
layoff, training and social, and recreational programs. All such employment decisions will be
made without unlawfully discriminating on any prohibited basis.

Policy Prohibiting Harassment and Discrimination

Outdoor Antics strives to maintain an environment free from discrimination and harassment,
where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting, testing,
hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and
training.
Prohibited Behavior
Outdoor Antics does not and will not tolerate any type of harassment of our employees,
applicants for employment, or our customers. Discriminatory conduct or conduct characterized
as harassment as defined below is prohibited.

The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical
conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation,
national origin, age, disability, marital status, military status or any other protected classification
that unreasonably interferes with a persons work performance or creates an intimidating, hostile
work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual
advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of
a sexual nature. Such conduct may constitute sexual harassment when it:
1
2
3
4

is made an explicit or implicit condition of employment

is used as the basis for employment decisions
unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include: demands or subtle pressure for sexual
favors accompanied by a promise of favorable job treatment or a threat concerning
employment.
Specifically, it includes sexual behavior such as:
1
repeated sexual flirtations, advances or propositions
2
continued and repeated verbal abuse of a sexual nature,
3
sexually related comments and joking, graphic or
4
degrading comments about an employees appearance
5
or displaying sexually suggestive objects or pictures
6
including cartoons and vulgar email messages, and
7
any uninvited physical contact or touching, such as patting, pinching or repeated
brushing against anothers body.
Such conduct may constitute sexual harassment regardless of whether the conduct is between
members of management, between management and staff employees, between staff
employees, or directed at employees by nonemployees conducting business with the Company,
regardless of gender or sexual orientation.
Harassment by Nonemployees
Outdoor Antics will also endeavor to protect employees, to the extent possible, from reported
harassment by nonemployees in the workplace, including customers, clients and suppliers.
Complaint Procedure and Investigation
Any employee who wishes to report a possible incident of sexual harassment or other unlawful
harassment or discrimination should promptly report the matter to Tanner Boudreau. If that
person is not available, or you believe it would be inappropriate to contact that person, contact
Allison Parrish or .

Outdoor Antics will conduct a prompt investigation as confidentially as possible under the
circumstances. Employees who raise concerns and make reports in good faith can do so
without fear of reprisal; at the same time employees have an obligation to cooperate Outdoor
Antics in enforcing this policy and investigating and remedying complaints.
Any employee who becomes aware of possible sexual harassment or other illegal discrimination
against others should promptly advise Tanner Boudreau or any other appropriate member of
management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate
discipline, which may include termination.
Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in good faith
will not be adversely affected in terms and conditions of employment and will not be retaliated
against or discharged because of the complaint.
In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates
in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be
subject to appropriate discipline, up to and including termination.

Employment at Will
Unless expressly proscribed by statute or contract, your employment is "at will." All Outdoor
Antics employees are at will, which means they may be terminated at any time and for any
reason, with or without advance notice. Employees are also free to quit at any time. Any
employment relationship other than at will must be set out in writing and signed by Outdoor
Antics managers Tanner Boudreau and Allison Parrish.

Compensation & Work Schedule

Attendance & Punctuality
Outdoor Antics will be open Wednesday to Sunday from 9am-6pm
Every employee is expected to attend work regularly and report to work on time as schedule.
If you are unable to report to work on time for any reason, telephone your supervisor as far in
advance as possible. If you do not call in an absence in advance, it will be considered
unexcused.

Unsatisfactory attendance, including reporting late or quitting early, may be cause for
disciplinary action, up to and including discharge.

Breaks
General
Employees are entitled to a 10 minute break for every 4 hours worked.
Employees are also entitled to a 30 minute unpaid break for meals during each work period of 8
or more hours
Breaks may be scheduled at staggered times to allow department coverage.

General Pay Information

Starting level employees will make $10 per hour and certain tax deductions will be made in
accordance with federal and state laws.
In addition, the Company makes available certain voluntary deductions as part of the
Companys benefits program. If an employee elects supplemental coverage under one of the
Company's benefits plans, which requires employee contributions, the employee's share of the
cost will be deducted from his or her check each pay period. If the employee is not receiving a
payroll check due to illness, injury, or leave of absence, he or she will be required to pay the
monthly cost directly to the Company.
Employees who move up to a manager position will discuss pay raise with either Tanner Boudreau or
Allison Parrish.

Outside Employment
Because of Outdoor Antics obligations to its customers, the Company must be aware of any
concurrent employment you may have to determine whether or not it presents a potential
conflict.
Serving on any public or government board or commission qualifies as employment for
purposes of this policy, regardless of whether such service is compensated.
Before beginning or continuing outside employment, employees are required to complete a
questionnaire detailing the involvement with the other employer and to obtain the written
approval of their managers and Human Resources . Failing to obtain prior approval as
described may be cause for disciplinary action, up to and including termination. Employees who

are on leave of absence, including FMLA leave or Workers' Compensation leave are prohibited
from having outside employment during their leave.

Overtime
General
Because of the nature of work, employees may be asked to work overtime on weekends or
holidays or additional hours during the regular workday and are expected to comply with such
requests.
Overtime compensation is paid to all nonexempt employees at one and one-half times their
straight time rate for all hours worked in excess of 40 hours per week.
If you are nonexempt, you must receive authorization from your manager before working
overtime. And after you have worked overtime, you must enter it on a timesheet by the day after
it is accrued.
Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as
time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation
leave, personal leave, training seminars or any leave of absence will not be factored in as hours
worked when calculating overtime.

Pay Schedule
Employees will be paid on The 1st and 15th . If the regular payday falls on a holiday, payday
will be the last regular workday before the holiday.
The pay week starts at the beginning of your shift on Monday and includes all work you perform
up to the close of business on Sunday.
A few additional facts about pay:
1
You will be paid your first week's wages at the end of the first workweek.
2
Any overtime earnings will be paid one week following the actual hours worked.
3
You can receive vacation pay in advance if you are taking five consecutive days, and that
check will be distributed on the last payday preceding vacation. To be paid in advance you must
notify your supervisor one week before your vacation begins so that a check can be prepared.
4
If a paycheck is lost or stolen, notify immediately.

Time Records
All non-exempt employees must keep accurate time records by completing timesheets or
punching a time clock when entering or leaving the building, including coming and going during
lunch periods. Tampering with, falsifying or altering time cards or punching another employee's
time card will result in disciplinary action, up to and including discharge. Failing to record work
time may also result in disciplinary action.
For payroll purposes, time is rounded to the nearest of an hour.

Work Hours
Outdoor Antics follows a work schedule of 40 hours per week. The normal workweek is Monday
through Friday from 9 am to 6 pm. Your supervisor or manager may establish alternative hours.

Conduct Standards
Company Equipment and Vehicles
When using Outdoor Antics property, including computer equipment or hardware, exercise care,
perform required maintenance and follow all operating instructions, safety standards and
guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or in
need of repair. This prompt reporting could prevent the equipment's deterioration and could also
help prevent injury to you or others. Should you have questions about the maintenance and
care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may be
disciplined or even discharged. In addition, you may be held financially responsible for any loss
to Outdoor Antics because of such mistreatment.

Company Property
Please keep your work area neat and clean and use normal care in handling company property.
Report any broken or damaged equipment to your manager at once so that proper repairs can
be made.
You may not use any company property for personal purposes or remove any company property
from the premises without prior written permission from Tanner Boudreau.

Conduct Standards & Discipline

Outdoor Antics expects every employee to adhere to the highest standards of job performance
and of personal conduct, including individual involvement with company personnel and outside
business contacts.
The Company reserves the right to discipline or discharge any employee for violating any
company policy, practice or rule of conduct. The following list is intended to give you notice of
our expectations and standards. However, it does not include every type of unacceptable
behavior that can or will result in disciplinary action. Be aware that Outdoor Antics retains the
discretion to determine the nature and extent of any discipline based upon the circumstances of
each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited
to the following:

unsatisfactory quality or quantity of work

repeated unexcused absences or lateness

failing to follow instructions or Company procedures, or

failing to follow established safety regulations.

Employees may also be disciplined or terminated for misconduct, including, but not limited to
the following:

falsifying an employment application or any other company records or documents

failing to record working time accurately or recording a co-workers timesheet

insubordination or other refusal to perform

using vulgar, profane or obscene language, including any communication or action

that violates our policy against harassment and other unlawful forms of discrimination

disorderly conduct, fighting or other acts of violence

misusing, destroying or stealing company property or another persons property

possessing, entering with or using weapons on company property

possessing, selling, using or reporting to work with alcohol, controlled substances or

illegal drugs present in the employee's system, on company property or on company time

violating conflict of interest rules

disclosing or using confidential or proprietary information without authorization

violating the Companys computer or software use policies, and

being convicted of a crime that indicates unfitness for a job or presents a threat to the
Company or its employees in any way.

Drug and Alcohol Policy

Outdoor Antics strives to maintain a workplace free of drugs and alcohol and to discourage drug
and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the
ability of employees to perform their duties, as well as adversely affect our customers' and
customers' confidence in our company.

Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing
company business for Outdoor Antics, while operating a motor vehicle in the course of business
or for any job-related purpose, or while on company premises or a worksite.
Illegal Drugs
Outdoor Antics employees are prohibited from using or being under the influence of illegal drugs
while performing company business or while on a company facility or worksite. You may not
use, manufacture, distribute, purchase, transfer or possess an illegal drug while in Outdoor
Antics facilities, while operating a motor vehicle for any job-related purpose or while on the job,
or while performing company business. This policy does not prohibit the proper use of
medication under the direction of a physician; however, misuse of such medications is
prohibited.
Disciplinary Action
Employees who violate this policy may be disciplined or terminated, even for a first offense.
Violations include refusal to consent to and comply with testing and search procedures as
described.
Searches
Outdoor Antics may conduct searches for illegal drugs or alcohol on company facilities or
worksites without prior notice to employees. Such searches may be conducted at any time.
Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is
reasonable suspicion to believe that the employee has violated this policy or when
circumstances or workplace conditions justify such a search. Personal property may include,
but is not limited to, purses, boxes, briefcases, as well as any Outdoor Antics property that is
provided for employees' personal use, such as desks, lockers, and files.
An employees consent to a search is required as a condition of employment and the
employees refusal to consent may result in disciplinary action, including termination.
Drug Testing
Outdoor Antics may require a blood test, urinalysis, hair test or other drug or alcohol screening
of employees suspected of using or being under the influence of drugs or alcohol or where other
circumstances or workplace conditions justify such testing. The refusal to consent to testing may
result in disciplinary action, including termination.

Ethical and Legal Business Practices

Outdoor Antics expects the highest standard of ethical conduct and fair dealing from each
employee, officer, director, volunteer and all others associated with the Company. Our reputation

is a valuable asset, and we must continually earn the trust, confidence and respect of our
suppliers, our members, our customers and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no
guideline can anticipate all situations. You should also be guided by basic honesty and good
judgment, and be sensitive to others perceptions and interpretations.
If you have any questions about this policy, consult your supervisor or manager. Exceptions to
this policy may be made only by Tanner Boudreau and Allison Parrish.
You are expected to promptly disclose to the management of the company anything that may
violate this policy. We will not tolerate retaliation or retribution against anyone who brings
violations to management's attention.
Complying With Laws and Regulations
All our activities are to be conducted in compliance with the letter and spirit of all laws and
regulations. You are charged with the responsibility of understanding the applicable laws,
recognizing potential dangers and knowing when to seek legal advice.
Giving and Receiving Gifts
You may not give or receive money or any gift to or from a supplier, government official or other
organization. Exceptions may be made for gifts that are customary and lawful, are of nominal
value and are authorized in advance.
You may accept meals and refreshments if they are infrequent, are of nominal value and are in
connection with business discussions.
If you do receive a gift or other benefit of more than nominal value, report it promptly to a
member of management. It will be returned or donated to a suitable charity.
Employee Privacy and Other Confidential Information
Outdoor Antics collects only personal information about employees that relates to their
employment. Only people with a business-related need to know are given access to this
information, and Tanner Boudreau and Allison Parrish must authorize any release of the
information to others. Personal information, other than that required to verify employment or to
satisfy legitimate investigatory or legal requirements, will be released outside the company only
with employee approval.
If you have access to any confidential information, including private employee information, you
are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of
confidential information will not be tolerated.
Accounting and Financial Reports

Outdoor Antics's financial statements and all books and records on which they are based must
accurately reflect the Company's transactions. All disbursements and receipts must be properly
authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses
must be reasonable, accurately reported and supported by receipts.
Those responsible for handling or disbursing funds must assure that all transactions are
executed as authorized and recorded to permit financial statements in accord with Generally
Accepted Accounting Principles.
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to
anyone, in any form, except the named account holder, client or customer.
Compliance
Employees who fail to comply with this policy will be disciplined, which may include a demand
for reimbursement of any losses or damages, termination of employment and referral for
criminal prosecution. Action appropriate to the circumstances will also be taken against
supervisors or others who fail to report a violation or withhold relevant information concerning a
violation of this policy.

Grievances
Employees are encouraged to bring concerns, problems and grievances to management's
attention. You are also obligated to report any wrongdoing of which you become aware to your
manager or, if the situation warrants, to any Outdoor Antics officer.

Insider Trading
In addition to our general obligation to observe the law, one of the most important
responsibilities of all Outdoor Antics employees is to protect the company's reputation for ethical
and honest dealing. Our reputation could be irreparably damaged if inside information is
inappropriately disclosed such that it affects the stock price of our company or that of a client or
any other company with whom we have a relationship. Bearing this in mind, you are forbidden
from sharing or disclosing company information in any way that could be deemed insider trading
or give the appearance of such conduct.

Smoking Policy
General
Smoking is prohibited inside Outdoor Antics facilities.

All employees, clients and other visitors are expected to comply with this policy, and employees
who violate it may be disciplined.
Should you have a question, complaint or dispute about smoking in the workplace, contact
Human Resources .

Workplace Solicitation
To promote a professional and collegial workplace, prevent disruptions in business or
interference with work, and avoid personal inconvenience, Outdoor Antics has adopted rules
about soliciting for any cause and distributing literature of any kind in the workplace.
Employees may not solicit on Outdoor Antics property or use company facilities, such as e-mail,
voicemail or bulletin boards during working time for solicitation. This policy applies to collecting
funds, requesting contributions, selling merchandise, gathering employee signatures and
promoting membership in clubs or organizations.
Working time means time during which employees are expected to be actively engaged in their
assigned work; it does not include scheduled meal or break periods.
You may solicit another employee only if both you and the other employee are not on working
time, and you may distribute literature only in nonworking areas and while not on working time
to other employees who are not on working time.
Nonemployees may not make solicitations or distribute literature at any time.
Outdoor Antics may grant limited exemptions from these rules for charitable purposes at its
discretion.

Zero Tolerance for Workplace Violence

Outdoor Antics has a zero-tolerance policy concerning threats, intimidation and violence of any
kind in the workplace either committed by or directed to our employees. Employees who engage
in such conduct will be disciplined, up to and including immediate termination of employment.
Employees are not permitted to bring weapons of any kind onto company premises or to
company functions. Any employee who is suspected of possessing a weapon will be subject to
a search at the company's discretion. Such searches may include, but not be limited to, the
employee's personal effects, desk and workspace.
If an employee feels he or she has been subjected to threats or threatening conduct by a
coworker, vendor or customer, the employee should notify his or her supervisor or another
member of management immediately. Employees will not be penalized for reporting such
concerns.

Leave
Family Medical Leave (FMLA)
General
Family and Medical Leave
You are eligible for unpaided family and medical leave if you have worked for Outdoor Antics for
at least 12 months and have put in at least 1,250 hours during the 12 month period before the
leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:

to attend to the birth, adoption or foster care placement of your child

to attend to the serious health condition of your child, spouse or parent, or
to receive care for your own serious health condition.

A serious health condition means an illness, injury, impairment, or physical or mental condition
during which you are incapable of working that involves either:

treatment requiring inpatient care in a hospital, hospice or residential care facility, or

continuing treatment by a healthcare provider for a condition that lasts more than
three consecutive days, or for pregnancy or prenatal care or for a chronic health condition which
continues over an extended period of time, requires periodic visits to a health care provider and
may involve occasional episodes of incapacity, such as serious asthma or diabetes.
It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and
terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for
restorative surgery or for a condition which would likely make you incapable of working for more
than three days if not treated, such as chemotherapy or radiation treatments for cancer.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care must be
taken in one continuous 12-week segment and must be taken within 12 months of the birth or
placement of the child. You may take leave due to your own or a family members serious health
condition in:

one continuous 12 week segment

an intermittent schedule, such as one day off each week, or
a reduced schedule, such as beginning two hours late, twice a week.

Notice of Leave

If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do
not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to schedule
the treatment so as not to unduly disrupt the work of your department. If your need for leave is
not foreseeable, you must request it as soon as practicable, no later than two business days
after the need for leave arises.
Medical Certification
If leave is requested due to your own or a family member's serious health condition, you must
provide medical certification from an appropriate health care provider. The medical certification
must include the date on which the condition began and its probable duration. You may be
denied leave if you do not provide satisfactory certification. Outdoor Antics may also require a
second opinion or third opinion regarding certification of a serious health condition, at our
expense.
Returning to Work
If your leave is due to your own medical condition, you are required to provide medical
certification that you are able to resume work before returning. Both you and your health care
provider must complete a Return to Work Medical Certification.
Upon returning to work, you will ordinarily be entitled to be restored to your former position or to
an equivalent position with the same employment benefits and pay if possible. If you do not
return to work at the end of the leave and do not notify Outdoor Antics of your status, you may
be terminated.
Benefits During Leave
Taking family and medical leave will not cause you to lose any employment benefits accrued
prior to the first day of leave. The leave period will be treated as continued service for purposes
of determining vesting and eligibility to participate in any retirement plan in effect. However,
employees on FMLA leave normally will not accrue any other additional benefits during the
leave period, unless it is paid leave under which benefits would otherwise accrue.
Outdoor Antics will maintain your insurance benefits while you are on leave, although you may
be required to pay your portion of the premium. However, if you do not return to work after the
leave, you may be asked to reimburse us for the cost of maintaining insurance coverage during
the leave. This provision will not apply in cases where your inability to return is through no fault
of your own -- for example, at the end of leave you remain physically unable to return due to
your serious health condition.
Misrepresenting Reasons for Leave
If you intentionally misrepresent the reasons for requesting family and medical leave, you may
be discharged.

General Employment
Employee Classifications
Employees at Outdoor Antics are either full-time or part-time. The Company may on occasion
hire temporary or seasonal employees, who will not generally be eligible for benefits.
Part-time employees work fewer than under 40 hours per week hours per week. Unless
specifically stated, part-time employees are not afforded any benefits other than wages; for
example, they do not accrue benefits such as sick days, vacation days, and health insurance.
All other employees are full-time.
Your supervisor will verify whether you are a full-time or part-time employee, and also whether
you are exempt or non-exempt. Exempt employees are not entitled to overtime under the Fair
Labor Standards Act, while non-exempt employees can qualify for this pay.

Employment of Relatives
Outdoor Antics may hire relatives of employees where there are no potential problems of
supervision, safety, security, morale or potential conflict of interest. Relatives include an
employees parent, child, spouse, domestic partner, sibling, cousin, in-laws and step
relationships.
Employees who marry or become related will be permitted to continue to work as long as there
are no substantial conflicts. Reasonable accommodations will be made when possible in the
event a conflict arises.

Introductory (Probationary) Period

The first 90 days of employment are an Introductory Period for both the employee and the
Company. However, during and after this period, the work relationship will remain at will.
This time period allows you to determine if you have made the right career decision and for
Outdoor Antics to determine whether your initial work performance meets our needs. Your
manager will monitor your work performance, attitude and attendance during this time, and be
available to answer any questions or concerns you may have about your new job.
Benefits such as time off for vacation, personal days, sick days or bereavement leave do not
accrue during this period.
The Introductory Period may be extended at management's discretion.

Job Postings & Promotion

Outdoor Antics has a job posting program to inform employees of available staff positions.
Outdoor Antics will fill job vacancies whenever possible by promoting qualified employees from
within the Company.
To apply for a posted position, an employee must:

have completed any mandatory Introductory Period at a satisfactory performance level

meet the minimum requirements for the position, and not have received written
correction counseling within the past 90 days; employees who have received a verbal warning
may also be prohibited from applying.
Employees interested in applying for a posted position should submit a memorandum with an
updated resume to Tanner Boudreau indicating interest in the position. And qualified employees
must inform their managers that they have applied for the job. Candidates will be judged on
individual performance, conduct, experience, and potential. Length of service, although
considered, shall not be the sole determining factor in selecting candidates for promotion.
Outdoor Antics has the discretion to fill job vacancies from outside if we consider that
circumstances call for outside recruitment.

Reference/Background Checks
Outdoor Antics conducts reference and background checks on all new employees. Employees
who have falsified information on their employment applications will be disciplined, which could
include termination. Applicants who have provided false information may be eliminated from
further consideration for employment.

Termination, Resignation and Discharge

General
Unless expressly proscribed by statute or contract, employment with Outdoor Antics is on an "at
will" basis and may be terminated with or without cause or notice. Similarly, employees are free
to resign their employment at any time. If at any time it is necessary for an employee to resign
his or her employment with the Company, Outdoor Antics requests at least two weeks notice.
Failure to provide notice may lead to forfeiture of accrued vacation or other benefits at the
discretion of Outdoor Antics.
Any employee who is discharged by Outdoor Antics shall be paid only wages accrued to the
effective date of the separation.

Transfers & Relocation

To meet business needs, Outdoor Antics may occasionally need to transfer employees to a
different department, shift or location. Employee requests for transfers will be accommodated
where possible.
Contact Human Resources for help or information about transfers.

Safety & Emergency

Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active role in
preventing fires.
Employees are required to observe all OSHA safety requirements and regulations. Flammable
materials are to be stored in covered metal containers. Employees should not block any fire
doors, fire exits, fire extinguishers, windows or doorways. Review the fire escape routes posted
in each work area.

Security
Outdoor Antics is committed to ensuring employees' security. Our premises are equipped with
both security alarms that are active outside working hours and a fire alarm system. If you have a
security concern or need more information about operating these systems, contact Human
Resources .
All employees are given identification cards when they join the Company. Wear your ID at all
times while on Company business, whether you are on or off Company premises. If you leave
Outdoor Antics, you must surrender your ID and any company keys you have been issued.

Emergency Measures (Inclement Weather)

We realize that bad weather or hazardous commuting conditions may occasionally make it
impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions have
improved. If you determine that you are unable to report to work because of the conditions,
inform your supervisor as soon as possible. Your absence will be charged to personal or
vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every effort
will be made to notify employees. If there is a question as to whether the office will be open, call
your place of work. If there is no answer within one hour after the normal start time, assume the
office is closed.

Corporate Communications & Technology

Bulletin Boards
Check all the bulletin boards regularly to obtain important information about company events
and policies. Only Outdoor Antics employees should use company bulletin boards. Management
must approve all postings. See Tanner or Allison to obtain approval for a bulletin board posting.

Communication with Press or Media

Media inquiries in relation to Outdoor Antics must be handled in accordance with the following
guidelines:
Inquiries regarding a specific transaction should be referred to the individual or individuals in
charge of the matter; if they are not available, then ask Tanner Boudreau or to Allison Parrish
All other inquiries should be referred to Tanner Boudreau and Allison Parrish, who will respond
directly or designate another spokesperson and who will also help draft or direct an appropriate
response if necessary.
This policy covers all forms of responses to the media, including off-the-record and anonymous
statements.

Use of Company Communication Systems

Because Outdoor Antics reserves the right to access any personal communication without prior
notice, employees should not use company systems to transmit any messages or to access any
information that they would not want a third party to hear or see. Although incidental and
occasional personal use of the company's systems is permitted, any such personal use will be
treated the same as all other communications under this policy. However, employees are at all
times prohibited from accessing or downloading information from the Internet for personal use.
Telephone Usage
The telephone system (including voicemail) at Outdoor Antics is the property of the company
and is provided for business purposes. Outdoor Antics may periodically monitor the usage of the
telephone systems to ensure compliance with this policy. Therefore, employees should not
consider their conversations on the company's telephone system to be private.
Personal Mail
All mail delivered to the company is presumed to be related to company business. Mail sent to
you at the company will be opened by the office and routed to your department. If you do not
wish to have your correspondence handled in this manner, please have it delivered to your
home.

Employee Benefits
COBRA
If you are terminated for any reason other than gross misconduct or otherwise leave Outdoor
Antics and have been continuously covered by the Companys group insurance plan before that,
you and your dependents may have the right to continue or convert coverage as set forth in the
rules of the plan. You should receive written notification of your right to continue coverage within
two weeks of your last day on the job. Should you have questions about this coverage, contact
Human Resources .

Disability Insurance
Employees who have completed any mandatory Introductory Period may qualify for disability
insurance coverage, which will be paid for in full by Outdoor Antics. Please see the specific plan
documents for further explanation of this benefit and its tax implications, or contact Human
Resources.

Employee Benefits
Outdoor Antics employees are entitled to a wide range of benefits. A number of the benefit
programs -- such as Social Security, workers' compensation, state disability and unemployment
insurance -- cover all employees as required by law.
Eligibility for most other benefits depends upon a variety of factors, including employee
classification. Your supervisor can identify the programs for which you are eligible. You can find
the details of many of these programs in separate written summaries. For more information,
contact Human Resources .
Some benefit programs require contributions from employees, but many are fully paid by
Outdoor Antics. We reserve the right to add, amend, modify or terminate any employee benefit
plans or programs.

Acknowledgement of receipt and understanding

I acknowledge that I have received the Outdoor Antics Employee Handbook and that I have
read and understand the policies.
I understand that this Handbook represents only current policies and benefits, and that it does
not create a contract of employment. Outdoor Antics retains the right to change these policies
and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I understand
that I have the right to terminate my employment at any time, with or without cause or notice,

and that the Company has the same right. I further understand that my status as an "at will"
employee may not be changed except in writing and signed by the President of the Company.
I understand that the information I come into contact with during my employment is proprietary
to the Company and accordingly, I agree to keep it confidential, which means I will not use it
other than in the performance of my duties or disclose it to any person or entity outside the
Company. I understand that I must comply with all of the provisions of the Handbook to have
access to and use Company resources. I also understand that if I do not comply with all
provisions of the Handbook, my access to Company resources may be revoked, and I may be
subject to disciplinary action up to and including discharge.
I further understand that I am obligated to familiarize myself with the Company's safety, health,
and emergency procedures as outlined in this Handbook or in other documents.

___________________________________
Signature
Date
___________________________________
Please Print Your Name

Service and Product Line

Pricing and Gross Margins:
Activity:

Price:

Cost

total cost

SUPing

1hr= $20
2hr= $30
Full Day= $65 (6 hr)

Board, PFD,
Paddle= $1000x6
items

$6,000

Ski package

1 day= $40
1 week= $85
1 season= $175

Ski, Boots,
Poles=$500x40
items

$20,000

Bike

1 day= $50
1 week= $100

Bike=$700x20
items

$14,000

Raft

Half day= $60

Full day= $120

Raft, paddles, pfd,

helmets, wetsuits,
booties= $1,500x8
items

$12,000

Rock Climbing

1 day= $20
1 week= $75

Harness, shoes,
Helmet, (pad is
extra), equipment=
$400x15 items

$6,000

Snowshoeing

1 day= $20
1 week=$75

snowshoes= $100x
20

$2,000

Camping

1 day Package= $35

every additional day: $10

Tents, stove, water

containers, back
packs, sleeping
bag= $300x 15
items

$4,500

These prices are based off other prices in Hood River and Surrounding areas, but because we
are trying to be the most affordable service I made our prices $10-$30 cheaper than our
competitors. Our product start up cost would be about 64,500 dollars and we would hopefully
make back this cost in 1 years time. Other costs we have to think about are taxes, employee
costs, insurance, and utility costs.

Exact Products:
Bike- The world's best-loved mountain bike keeps getting better. Fuel EX continues to set the
bar for full suspension trail bike versatility, bringing race-day tech to all-day adventure. This bike
will be perfect for our target market. Hood River has a ton of trails in the surrounding area and
with a bike like this it will make it an easy decision to rent this beast. We will offer a variety of
different sizes to fit our customer. This is a fully developed product from one of the best bike
companies in the game.

Stand Up Paddleboard- There are a lot of rivers around Hood River that would support the
need for inflatable stand up paddle boards. The NRS Baron 4 Inflatable SUP is the board of

choice for paddlers seeking smooth cruising on rivers, lakes and bays. We will offer a variety of
different stand up paddleboards to accommodate different sizes to fit our customer.

Raft- There are a lof of rivers around our location in Hood River that a raft could be used on. We
will offer an oar rig raft setup as well as a paddle raft setup. Each will be different priced based
equipment.

** Featured riding the bull is Sarah Webb.

Ski package- This ski package will include rentals for the skis, boots, and pools, needed to go
skiing on Mt. Hood and surrounding areas. We will offer a variety of different sizes to fit all sizes
of our customers. Most ski shops have used gear, but we will try to make sure our products look
and perform better than our competitors.

Rock Climbing- Our rock climbing package will include a harness, shoes, and helmet. This
gear will all be completely developed through our partner Black Diamond. For an additional cost
you can have a guide come and set routes for you with the required ropes. You can also add on
a bouldering pad if you want ground protection. The customers will love this developed product
because it will fit their size and allow them quick access to the outdoors climbing experience.

Snowshoes- We will offer snowshoes for rent that will be universal sizing for adults and a
universal childs size. There are a lot of snowshoe able areas around our rental store.

Camping- The camping gear will be in top shape that will allow customers to get into the
outdoors and stay on an overnight trip. All the tents, sleeping bags, and backpacks will be from
Black Diamond and the stove and water container will be from an additional source. These will
all be developed products from professional companies.

Life Cycle: Our company and service is currently in the introduction stage. We currently are
trying to make our way into the market and get started up. There will be high costs to start
operating and we are looking for those early innovators.

Product marketing:
To market our product we will be creating a website, Facebook page, and reviews on the quality
of our business and products. All our actual products we will be using will be bought from
partnering companies so some of our marketing will come directly from them. A lot of our
marketing of our products will come from the promotion section where we will be promoting our
business. We are not far enough into our business plan to create a website, but we have
created a general Facebook page where people can get the latest updates and deals on
Outdoor Antics (https://www.facebook.com/pages/Outdoor-Antics/728271040598217?
skip_nax_wizard=true&ref_type=logout_gear#.) We will also be creating a review for people to
review Outdoor Antics and give us feedback for improvement. Our products will be top of the
line which will stand out from our competitors who will be partially using old or used gear.
Promotion:
We will promote Outdoor Antics several different ways. We will use letterheads, envelopes, and
business cards to project our name identification. We will promote ourselves with a good
window display and office front. Which means our name will be bold and easy to read. Our
windows will be attractive, clean, and well lit at night. We will advertise in the press such as local
newspapers, magazines, and journals. Another way we will advertise will be through outdoor
billboards, street benches, mobile advertising, and sign twirlers on street corners. Non-standard
advertising will be key to our business. Like advertising in bathrooms, branded coasters at the
local bars, and distributing branded cups, etc. Inside of our store we will promote our company

with stickers and in store digital advertising about our products and trips. Online we will have
lots of links to other websites about our equipment as well as we will publish blogs about trips
and what we are doing with our gear that we rent to get people stoked to come rent it too. We
will promote directly to the consumers by having in store demonstrations, celebrity
appearances, ski movie premieres, coupons, competitions, and sweepstakes. Another way we
will promote ourselves is through public relations. Such as media releases, special events(grand
opening, product launches), educational programs, newsletters, and community activities and
sponsorships.
Price:
Our prices are made to be the lowest most cost efficient price in the surrounding area of Hood
River. This will help market our company as an economically friendly business. Each of our
products and services are listed above in the product section of our business plan. We have
chosen the prices in the product section based on the prices of business like Wet Planet and
2nd Wind Sports which are competitors in the surrounding area. Our prices are a bit lower which
should make our barrier to entry slightly easier.
Place:
We will market ourselves to our consumers in our store, around the community, at any outdoor
events held locally, and at different outdoor trade shows. We will mainly focus on marketing our
business to our home state of Oregon, Washington, and California.

Liability
Outdoor Antactics will need to get a few different types of insurance to cover the liability of our
rental business. We will have general liability insurance that will cover Outdoor Antics liability on
its assets and obligations. We will also have Product liability which will cover us if anyone is to
get hurt from our equipment failing. Finally we will have professional liability insurance to cover
our guide service and other aspects of our rental business if anything is to go wrong. These
insurance coverages should be able to keep our company relatively safe from liability. We are
going to use Columbia River Insurance out of Hood River, Oregon to support another local
company. I am currently waiting to hear back from Scott Reynier to get a quote for Outdoor
Antice, but currently it looks like our insurance will be around the $10,000 per year range.