1. Blue Print Records Update: Tequila Cardona
11:51 AM
Monday, October 26, 2009
CONNGA ROOM: EXTRAVAGANZA
Tequila
Sale:
Order Form
to be send
to Elias
Autran
Vanessa to be in
contact with
Eric: order form
with 4 Cases:
Contact for tequila:
darlene@congaroom.com
323-935-0900
Tequila
MicoSite:
To be
finshed by
tueday
Vanessa and
Jonatan has
already received
home page link to
extravaganza:
Links attached to website
75 -60 sec
spots
Vanessa and
Jonatan has
already gotten 60:
tequila
4024_contract
number 16491/
10/25/09
10 of 75-spots till Monday: must rec
spot times by 7pm
Janets
Video to be
displayed
in Micro
website
Jonatan and
vanessa forwarded
Video to Erick: "sin
explicacion"
Tuesday to be done
50 tickets
and 20 vip
Eric send the tix to
CORONA office and
VIP names to be
send out to
Entravision for VIP
reception on the
golden club: DON
CARDONA
WED at Conca Room
Advertiser: Tequila Don
Cardona (4024) Contract
Number: 16491 (TOTAL
47)
o 10/25/2009
11:21:00 AM
01:00 Tequila /
Janeth 10512
KSSE-FM
o 10/25/2009
2:20:30 PM 01:00
Contact information:
Jonatan Romero
c: 626-523-2890
e: jonatan@americapromotions.com
e:
jonatan.romero@sprint.blackberry.net

2. Tequila / Janeth
10512 KSSE-FM
o 10/25/2009
3:20:00 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/25/2009
5:41:00 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/25/2009
7:40:00 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/26/2009
11:40:30 AM
01:00 Tequila /
Janeth 10512
KSSE-FM
o 10/26/2009
1:41:30 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/26/2009
3:21:00 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/26/2009
4:45:45 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/26/2009
7:41:30 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/27/2009
6:21:00 AM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/27/2009
9:43:15 AM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/27/2009
11:42:00 AM
01:00 Tequila /
Janeth 10512
KSSE-FM
o 10/27/2009
1:20:00 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o 10/27/2009
3:41:30 PM 01:00
Tequila / Janeth
10512 KSSE-FM
o Tequila / Janeth
10512 KSSE-FM
10/28/2009 6:42:00
AM 01:00
o Tequila / Janeth
w: http://www.americapromotions.com

3. 10512 KSSE-FM
10/28/2009 8:22:45
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/28/2009 2:20:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/28/2009 2:41:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/28/2009 3:21:30
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/29/2009 5:40:30
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/29/2009 7:40:00
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/29/2009
12:40:00 PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/29/2009 2:40:30
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/29/2009 7:20:30
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/30/2009 9:44:00
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/30/2009 1:40:30
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/30/2009 5:02:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/30/2009 6:40:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/30/2009 7:40:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009 8:40:30
AM 01:00

4. o Tequila / Janeth
10512 KSSE-FM
10/31/2009
10:20:30 AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009
11:20:00 AM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009
12:20:30 PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009 1:40:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009 5:21:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
10/31/2009 6:21:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/1/2009 8:55:30
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/1/2009 10:40:15
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/1/2009 11:41:30
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/1/2009 1:20:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/1/2009 5:40:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/2/2009 7:20:00
AM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/2/2009 2:20:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/2/2009 3:41:00
PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/2/2009 4:20:00

5. PM 01:00
o Tequila / Janeth
10512 KSSE-FM
11/2/2009 4:41:00
PM 01:00
VANESSA SAID SHE WOULD TAKE CARE OF THE SALE OF TEQUILA WITH ERICK, ELIAS AUTRAN IS THE PERSON
RESPONSIBLE TO THE ENTIRE PRODUCTION OF EXTRAVAGANZA! - HE WILL BE THE POINT OF CONTACT FOR
THE TEQUILA TO BE SOLD THROUGHT THE RADIO!
Per vanessa; She would handle it through erick, she will call me and let me know if she needs me to arrange
something with Elias.
FOTOS DE JANET- Alma send the photo shoots to MARIA NAVA with our sending me copies. (maria nava is not
the person responsible for the pictures to go up on the web, Armando from the webdevelopment team is in
charge of anything that has to do with SUPER ESTRELLA"S WEBSITE
FOTOS DEL TEQUILA-Vanessa Took care of it!
FOTOS DE BLUE PRINT CON JANET- Erick forward it to Armando
VIDEO DE JANET- i got the video from mayra and after converting it to flash which is what they use, i gave a
copy to vanessa and while our conferance call of the oct 21, 09 with Erick, she send him the information that we
needed, we developed 60 sec spot and forwarded him the video.
50 - Tickets were received by vanessa and she send me 10 for the dates that we have with the street promotion,
we may give them out then
Ryder- jonatan developed it and forwarded a copy to Alma and Eric, Friday the 22, 09
Extravaganza poster-doWNLOADED the extravaganza
Items that we were unsatisfied with:
Extravaganza Show- tequila was almost not purchased, VIP Bands not
available
Commercial Spots- 46 spots up to date- out of 75
Website- is not update it
200 shared promos are not acconted for
Internet music- not available yet
Entrevista not set yet-?
Original target dates are not set as of yet:
NOV 13/14 Club Tour Marc Anthony concert
NOV 21/22 Club Tour Aqua Longe
DEC 12/11 Club Tour Blue Night Club
DEC 18/19 Club Tour Crazy Horse
I need a list of clubs that they are working with that are not yet customers
of tequila cardona?

6. PUNTOS DE ACLARACION EN EQUIPO
CARDONA y BLUE PRINT
Wednesday, November 04, 2009
6:59 AM
1. Noches de Oro will feature:
2. Weekly Don Cardona appearances at the hottest night clubs
3. A Super Estrella or El Gato mixer
4. Nightly ticket give-a-ways to the exclusive VIP, Zonas de Oro
5. Bank of spots (per Night Club Stop)
6. Thirty (30) :60 sec spots 6a-12m- 3 days prior to club night promotion
7. Sponsor Package
8. Premiere logo placement on stage banner inside the venue
9. Video signage throughout the venues video monitors
10.One 10 x 10 booth or vendor display for merchandising or for Don
Cardona brand ambassadors
11. Pouring of Tequila Don Cardona during the night of the event
12. Exclusive Zona de Oro VIP area within the concert
13. Custom Don Cardona Tequila drink menu table tents throughout the
venue
14.Title Sponsor Package- Extravaganza
15.Two-hundred (200) shared :30 sec promo spots and liners with title
sponsor mention
o Per Eric 400 Promos were shauted on Air for Event
16. Seventy –five (75) :60 commercial (spot bank) announcements to run
Mon-
17. Sun -5am-8pm
o SPOTS ARE NOT COMPLETELY OUT YET
18.Premiere Logo placement on stage banner inside the venue
o JANETH AND TEQUILA STAGE BANNERS WERE NOT AVAILABLE
19. Additional signage (video logo and or gobo inside the venue)
o VIDEO WAS RAN- 10 SEC SPOT THROUGH DIGITAL MONITORS
INSIDE VENUE
20. Two (2) 10x10 booths or vendor displays for merchandising or spokes
models
ONLY RECIVED 1 BOOTH SPACE
1. Fifty (50) tickets to the event for client use
o RECEIVED ALL 50 TIXS
2. Twenty (20) VIP 107.1 passes for the event
o VIP PASSES WERE NOT REALLY VIP
3. Exclusive Zona de Oro VIP area within the concert
o NO ACCESS TO OUR STAFF
4. Sponsor Logo on web site info page with hyper link

7. o NEEDS INFO ON WHERE THAT WAS
5. Title Sponsor Package
6. Three-hundred (300) shared :30 sec promo spots and liners with title
sponsor mention
7. Seventy –five (75) :60 commercial (spot bank) announcements to run
Mon-Sun -5am-8pm
8. Premiere Logo placement on stage banner inside the venue
9. Additional signage (video logo and or gobo inside the venue
10. Two (2) 10x10 booths or vendor displays for merchandising or spokes
models
11.Fifty (50) tickets to the event for client use
12.Ten (10) VIP 107.1 passes for the event
13. Exclusive Zona de Oro VIP area within the concert
14. Sponsor Logo on event micro-site
15. Online Integration to include
16. Three Rotating ad banners throughout both www.superestrella.com and
www.elgato1031.com
17. Customized Don Cardona micro-site featuring:
o Age Verification
o List of upcoming Don Cardona sponsored events
o Picture galleries from past Don Cardona Zonas de Oro
o Don Cardona Drink Recipes
o Enter to win sweepstakes for the next Don Cardona Zona de Oro
event
18. Entravision Radio Los Angeles will create designated VIP areas within
their events that will be exclusively branded by Don Cardona
19. The Don Cardona VIP areas will be branded as Zonas de Oro, in keeping
with Don Cardona’s messaging “the Value of Gold just went up!”
20. Don Cardona will also receive on-stage shout outs during the pre-show at
the station sponsored events to further integrate the promotional
elements of the campaign.
21. Additionally, Don Cardona will receive online ad banners that will
directly link to a custom micro-site featuring event details and an
exclusive enter to win component for the as Zonas de Oro
22. The customized micro-site will also feature recaps of the as Zonas de
Oro from each sponsored event
1. Noches de Oro will feature:
Contact Details - example " Conga Room"
General Manager:

8. Marcus Sumner
marcus@congaroom.com
Promotions:
Jimmy Roca
jimmyroca@congaroom.com
Talent Booking:
Jorge Garcia
jorge@congaroom.com
Director of Security:
Ron Williams
ron@congaroom.com
Director of Sales / Restaurant Manager:
Ana De La Vega
ana@congaroom.com
Catering Director:
Meredith Oritt
meredith.oritt@wolfgangpuck.com
DATES ON THE PLANNING
Big
Event-
opening
acts
Big
Event -
opening
acts
Club
Tour
CRAZY
HORSE
Club
Tour
BLUE
NIGHT
CLUB
Club
Tour
CLUB
VIP
DATE
JAN
JAN
DEC
DEC
NOV
ACTIVE CUSTOMER OF
ENTRAVISION
Club Tour AQUA
LOUNGE
NOV
80's night
Janeth en Mexico- Dec 3

9. Lanzamiento de Monitor Latino -
Nov 10
La Posada Party
ENTRAVISION COMMUNICATIONS CORPORATION
CODE OF BUSINESS CONDUCT AND ETHICS
15. Compliance Procedures 14.
Reporting any Illegal or Unethical
Behavior 13. Waivers of the Code of
Business Conduct and Ethics 12.
Payments to Government Personnel 11.
Protection and Proper Use of Company
Assets 1. Compliance with Laws, Rules
and Regulations
8. Health and Safety
7. Discrimination and Harassment
6. Gifts and Entertainment
5. Competition and Fair Dealing
4. Corporate Opportunities
3. Insider Trading
9. Record-Keeping
10. Confidentiality
2. Conflicts of Interest
This Code of Business Conduct and Ethics (the “Code”) of Entravision
Communications Corporation, a Delaware corporation (the “Company”), covers a
wide range of business practices and procedures. It does not cover every issue that
may arise, but it sets out basic principles to guide all officers, directors and
employees of the Company. All of our officers, directors and employees must
conduct themselves accordingly and seek to avoid even the appearance of improper
behavior. The Code should also be provided to and followed by the Company’s
agents and representatives, including consultants.
If a law conflicts with a policy in this Code, you must comply with the law. This Code
is also deemed incorporated by reference into, and should be read in conjunction
with and in addition to, the Company’s standard employee manual. If a specific
provision of this Code conflicts with a specific provision of the employee manual, you
must comply with the more restrictive of the two provisions. If you have any
questions about these conflicts, you should ask your supervisor how to handle the
situation.
Those who violate the standards in this Code will be subject to disciplinary action, up
to and including termination of employment. If you are in a situation which you
believe may violate or lead to a violation of this Code, follow the guidelines described
in Section 15 of this Code.
1. Compliance with Laws, Rules and Regulations. Obeying the law, both in letter and
in spirit, is the foundation on which this Company’s ethical standards are built. All
officers, directors and employees must respect and obey the laws of the cities,
states and countries in which we operate. Although not all officers, directors and
employees are expected to know the details of these laws, it is important to know
enough to determine when to seek advice from supervisors, managers or other

10. appropriate personnel. If reasonably requested, the Company will, as practicable,
hold information and training sessions to promote compliance with laws, rules and
regulations, including insider trading laws.
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2. Conflicts of Interest. A “conflict of interest” exists when a person’s private interest
interferes in any way – or even appears to interfere – with the interests of the
Company. A conflict situation can arise when an employee, officer or director takes
actions or has interests that may make it difficult to perform his or her Company
work objectively and effectively. Conflicts of interest may also arise when an
employee, officer or director or members of his or her family receives improper
personal benefits as a result of his or her position in the Company. Loans to, or
guarantees of obligations of, employees and their family members may create
conflicts of interest.
It is almost always a conflict of interest for a Company employee to work
simultaneously for a competitor, customer or supplier. You are not allowed to work
for a competitor as a consultant or board member. The best policy is to avoid any
direct or indirect business connection with our customers, suppliers or competitors,
except on our behalf. Conflicts of interest are prohibited as a matter of Company
policy, except under guidelines, if any, approved by the Board of Directors of the
Company. Conflicts of interest may not always be clear-cut, so if you have a
question, you should consult with higher levels of management or the Company’s
legal department. Any employee, officer or director who becomes aware of a conflict
or potential conflict should bring it to the attention of a supervisor, manager or other
appropriate personnel or consult the procedures described in Section 15 of this
Code.
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3. Insider Trading. Officers, directors and employees who have access to confidential
information are not permitted to use or share that information for stock trading
purposes or for any other purpose except the conduct of our business. 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. In order to assist with compliance with laws against insider trading,
the Company has adopted a specific policy governing trading in securities of the
Company by officers, directors and employees. This policy has been distributed to
every officer, director and employee of the Company. If you have any questions,
please consult the Company’s legal department.
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4. Corporate Opportunities. Employees, officers and directors are prohibited from
taking for themselves personally opportunities that are discovered through the use
of corporate property, information or position without the consent of the Board of
Directors of the Company. No officer, director or employee may use corporate
property, information or position for improper personal gain, and no officer, director
or employee may compete with the Company directly or indirectly. Employees,
officers and directors owe a duty to the Company to advance its legitimate interests
when the opportunity to do so arises.
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5. Competition and Fair Dealing. We seek to outperform our competition fairly and
honestly. 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 officer, director and
employee should endeavor to respect the rights of and deal fairly with the
Company’s customers, suppliers, competitors and employees. No officer, director or
employee should take unfair advantage of anyone through manipulation,
concealment, abuse of privileged information, misrepresentation of material facts or
any other intentional unfair dealing practice.
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6. Discrimination and Harassment. The diversity of the Company’s officers, directors

11. and employees is a tremendous asset. We are firmly committed to providing equal
opportunity in all aspects of employment and will not tolerate any illegal
discrimination or harassment of any kind. Examples of behavior that will not be
tolerated include but are not limited to derogatory comments based on racial or
ethnic characteristics and unwelcome sexual advances.
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7. Health and Safety. The Company strives to provide each employee with a safe
and healthy work environment. 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 equipment, practices or
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.
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8. Record-Keeping. The Company requires honest and accurate recording and
reporting of information in order to make responsible business decisions. For
example, only the true and actual number of hours worked should be reported.
Many employees regularly use business expense accounts, which must be
documented and recorded accurately. If you are not sure whether a certain expense
is legitimate, ask your supervisor or your controller.
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 both to applicable legal requirements and to the
Company’s system of internal controls. Unrecorded or “off the books” funds or assets
should not be maintained unless permitted by applicable law or regulation.
Business records and communications often become public, and we should avoid
exaggeration, derogatory remarks, guesswork or inappropriate characterizations of
people and companies that could be misunderstood. This applies equally to electronic
mail, internal memoranda and formal reports. Records should always be retained or
destroyed according to the Company’s record retention policies, if any. In
accordance with those policies, in the event of litigation or governmental
investigation please consult the Company’s legal department.
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9. Confidentiality. Officers, directors and employees must maintain the
confidentiality of confidential information entrusted to them by the Company or its
customers, except when disclosure is authorized by the Company’s legal department
or required by laws or regulations. 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. In connection with this obligation, every employee
should have executed a confidentiality agreement when he or she began his or her
employment with the Company.
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10. Protection and Proper Use of Company Assets. All officers, directors 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. Company equipment should not be used for non-Company
business, though incidental personal use may be permitted.
The obligation of officers, directors and employees to protect the Company’s assets
includes its proprietary information. Proprietary information includes intellectual
property such as trade secrets, patents, trademarks, copyrights, broadcasting
formats and play lists, as well as business, marketing and service plans, customer
and client lists, databases, 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.
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11. Payments to Government Personnel. The U.S. Foreign Corrupt Practices Act

12. 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. The Company’s legal department can
provide guidance to you in this area.
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12. 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 of the
Company (or a committee thereof) and will be promptly disclosed as required by law
or regulation of The New York Stock Exchange.
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13 Compliance Procedures. We must all work to ensure prompt and consistent action
against violations of this Code. However, in some situations it is difficult to know if a
violation has occurred. Since we cannot anticipate every situation that will arise, it is
important that we have a way to approach a new question or problem. These are the
steps to keep in mind:
o Make sure you have all the facts. In order to reach the right solutions,
we must be as fully informed as possible.
o 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.
o 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.
o 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 appreciate being brought
into the decision-making process. Remember that it is your
supervisor’s responsibility to help solve problems.
o Seek help from Company resources. In the rare case where it may not
be appropriate to discuss an issue with your supervisor, or where you
do not feel comfortable approaching your supervisor with your
question, discuss it locally with your office manager or your human
resources manager.
o Always ask first, act later. If you are unsure of what to do in any
situation, seek guidance before you act.
If you have any questions regarding the foregoing
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