THE EMPLOYEE HANDBOOK

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THE

EMPLOYEE

HANDBOOK

1603 Lyndon B Johnson Freeway

Suite 350

Dallas, TX 75234

(972) 243-7648

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EMPLOYEE HANDBOOK

EMPLOYMENT SECTION 2 Cover Page 1 Management Rights 2 Hiring/Rehiring/Testing 3 Nepotism 4 Performance Guidelines 5 Performance Reviews 7 Hours of Work 8 Employment Classifications 9 Exempt/Hourly Employees 10 Attendance/Punctuality/Absenteeism 11 Resignation/Termination 12 Disciplinary Guidelines 13 Grievance Procedures 14

PERSONAL CONDUCT SECTION 3

Cover Page 1 Drug Abuse 2 Dress Code 5 Smoking 8 Sexual Harassment 9 Standards of Conduct 10 Conflict of Interest 11

PAY PRACTICES SECTION 4

Cover Page 1

Pay Procedures 2

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MANAGEMENT PRINCIPLES & PRACTICES

INTRODUCTION

We want to take this opportunity to welcome you to our company. The purpose of this Employee Handbook is to assure continuity and consistency among all property operations. It will provide guidelines for hiring new personnel, payroll procedures, employee benefits and other day-to-day policies.

Our goal is to supplement the good judgment of company employees with sound personnel procedures and policies. We rely heavily upon qualified people to administer these policies and to uphold and promote the pursuit of excellence.

Whether you are embarking upon a new career or furthering an established one, we want to help make the transition as comfortable and successful as possible.

This Handbook has been assembled for several reasons:

• To familiarize you with your new surroundings.

• To set forth general policies and procedures.

• To foster independence and initiative in your decision-making by giving you general

guidelines to follow.

• To let you know what you can expect from us, as well as what we expect from you.

THIS HANDBOOK IS NOT INTENDED TO BE AN EMPLOYMENT CONTRACT.

Please read through it now and refer back to it often or when necessary. If you have questions your supervisor will be happy to discuss them with you.

We hope you will find our company an enjoyable and challenging environment in which to work.

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CONFIDENTIAL NATURE OF COMPANY AFFAIRS

It is the policy of this company that the general internal business affairs of the organization not be discussed with anyone outside the organization except as may be required in the normal course of business. Information designated as confidential is to be discussed with no one outside the organization and only discussed within the organization on a “need to know” basis.

ETHICS AND ETHICS POLICY

It is the policy of this company to prohibit its employees from engaging in any activity, practice or act which conflicts with, or appears to conflict with, the interests of this company, its customers or its suppliers.

Employees are not to engage in, directly or indirectly, any conduct which is disloyal, disruptive, competitive or damaging to the company.

EQUAL OPPORTUNITY STATEMENT

It is the policy of this company to provide equal opportunity employment to all employees and applicants for employment. No person is to be discriminated against in employment because of race, religion, color, sex, age, national origin or handicap. It is the policy of this company to be an equal opportunity employer and to hire individuals on the basis of their qualifications for the job to be filled. It is the policy of this company to comply with all applicable federal and state laws, local health standards, and OSHA and safety regulations. Employees are expected to comply with all safety and health requirements established by employer or by federal, state and local law.

FAIR HOUSING PROCEDURES

It is the policy of this company to provide its residents with the best possible service. Employees are expected to treat residents and guests in a courteous, respectful manner at all times.

Federal law prohibits discrimination on the basis of race, color, religion, sex, national origin, family

status or disability. All personnel of the company are expected to follow this policy.

All persons involved in the leasing process must comply with federal housing laws, specifically understanding that discrimination based on any factor(s) listed above is both a violation of Federal Housing Laws and company operating policies.

No supervisor or manager has the authority to make representations in direct conflict with any policy contained herein. As the organization continues to grow, the need may arise to change policies described. The employer, therefore, reserves the right to revise, supplement or rescind any policy or portion of the policy from time to time as it deems appropriate in its sole and absolute discretion.

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EMPLOYMENT

Revised 05/13/2015 Employee Handbook: Employment 1 of 14

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POLICY: MANAGEMENT RIGHTS

DATE: September 12, 2008

PURPOSE: To define the company’s management rights.

POLICY: It is the company policy to implement fair and effective personnel policies and practices. PROCEDURE:

Company goals include:

 To provide equal employment opportunity and treatment regardless of race, religion, color, sex, age, national origin or handicap.

 To monitor and comply with applicable federal and state laws and regulations concerning employee safety.

 To provide training consistent with the company’s requirements for those whose needs, capabilities and desires warrant such training.

The company expects all employees:  To give a productive day’s work.  To begin work on time.

 To demonstrate a considerate, friendly and constructive attitude toward fellow employees and to our customers.

 To adhere to the policies adopted by the company.

 To follow directions and instructions of your supervisor regarding normal work activity.

The company retains the sole right to exercise all managerial functions including, but not limited to, the rights:

 To terminate, assign, supervise and discipline employees.  To transfer employees.

 To establish, change and abolish policies, practices, rules and regulations at will as it sees fit.  To assign duties to employees in accordance with the company’s needs and requirements and to

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EMPLOYMENT

POLICY: HIRING/REHIRING/TESTING

DATE: June 20, 2011

PURPOSE: To define the company’s management rights.

POLICY: It is company policy to be an equal opportunity employer and to hire individuals on the basis of qualifications for the job to be filled.

PROCEDURE: New Hire

Prospective employees are required to take a series of written examinations, drug testing, criminal background and credit checks.

If an applicant is qualified for the position and has passed all required written tests and references are satisfactory, prior to becoming an employee, applicants will be screened for substance use. Applicants may also be required to take a physical and back evaluation if it relates to specific positions.

At the time of the drug testing, applicants will be informed of the testing procedure and the consequences of positive results. The applicant will be given a consent and release form, stating that the testing procedures have been generally explained and that the applicant understands the test results will be released to the prospective employer and used to determine suitability for employment and to identify the drugs to be tested. If the applicant fails to sign the consent and release forms or refuses to be tested or if the test results are “positive,” the applicant may be denied employment.

NOTE: “Diluted specimen” results will require immediate retesting, without notice, using a standard hair follicle screen. The cost of this test will be at the applicant’s expense if the test results are “positive”.

It is the policy of this company to charge pre-employment screening costs – up to $135 – back to the applicant if derogatory drug, criminal or credit checks result in denial of employment by the company.

Rehire

When rehiring within sixty days of termination, an employee does not need to be re-tested. If the period is over sixty (60) days, all pre-employment tests should be given.

Acquisition

Employees joining the company through the acquisition of new property will be treated as “new hires” unless otherwise requested by the owner of the property.

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POLICY: NEPOTISM

PURPOSE: To notify employees that this company has a policy as to members of a family working for the company.

POLICY: It is company policy that no more than two (2) members of an immediate family can be employed with the company.

PROCEDURE:

No more than two (2) members of an immediate family can work for the company. Immediate family consists of mother, father, son, daughter, sister, brother, cousin, in-law or spouse. Family members may not work at the same property. Exceptions must be approved by the President.

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EMPLOYMENT

POLICY: PERFORMANCE GUIDELINES

PURPOSES: To define the expected conduct and behavior of employees.

POLICY: Specific rules and regulations regarding employee behavior and conduct are necessary for the efficient operation of the company and for the benefit and safety of all

employees. PROCEDURE:

All employees are expected to conduct themselves and behave in a manner which is conclusive to the efficient operation of the company. Such conduct includes but is not limited to:

 Reporting to work as scheduled and being at the proper work station, ready for work, at the assigned starting time.

 Notifying the immediate supervisor one (1) hour prior to start time when the employee will be absent from work or is unable to report for work on time. Emails, phone messages, messages to the answering service or messages to another employee not acceptable.  Complying with all company safety regulations and reporting potential hazards and trouble

spots to immediate supervisor.

 Wearing clothing appropriate for the work being performed and in accordance with the SunRidge dress code.

 Eating meals only during meal periods and only in the properly designated areas.  Maintaining a clean and orderly work area.

 Treating all customers, visitors, and fellow employees in a courteous manner.

 Performing assigned tasks efficiently and in accordance with established quality standards.  Reporting to management suspicious, unethical or illegal conduct by fellow employees,

customers or vendors.

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The following types of conduct are prohibited and will subject the individual involved to disciplinary action, up to and including termination. (See Disciplinary Guidelines for specifics.)

 The reporting to work under the influence of alcoholic beverages and/or illegal drugs or narcotics. Use, sale, or possession of alcoholic beverages and/or illegal drugs and narcotics on company premises.

 The use of excessive profanity or abusive language.

 The possession of firearms and other weapons on company property.

 Insubordination or the refusal by an employee to follow management’s instructions concerning a job-related matter.

 Verbal threats, fighting or assault on a fellow employee, resident or vendor.  Theft, destruction, defacement or misuse of company property or of another

employee’s/resident’s property.  Gambling on company property.  Sleeping on the job.

 Improper attire or inappropriate personal appearance.  Engaging in any form of sexual harassment or activity.

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EMPLOYMENT

POLICY: PERFORMANCE REVIEWS

PURPOSE: To inform employees of the performance review procedure.

POLICY: It is company policy that the job performance of each employee should be evaluated periodically.

PROCEDURE:

Supervisors should complete performance reviews upon the following occasions:  Prior to annual review or anniversary day.

 As supervisor deems necessary.

Shopping reports are considered performance reviews. Bad performance reviews and verbal or written reprimands can result in termination. (See Disciplinary Guidelines).

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POLICY: HOURS OF WORK DATE: April 22, 2013

PURPOSE: To define the hours of work for on-site employees and corporate office employees. POLICY: To establish the time and duration of working hours as required by work load, customer

service needs and efficient management of personnel resources. PROCEDURE

On-Site

The normal work week for full-time on-site employees is Saturday through Friday. The normal work week is forty (40) hours consisting of eight (8) hours of work per day. The schedule of hours for full-time employees will be determined by the supervisor.

The normal work week for part-time on-site employees is Saturday through Friday. The normal work week is twenty-five (25) hours consisting of eight (8) hours of work per day. The schedule of hours for part-time employees will be determined by the supervisor and will most often include holidays for weekends.

Supervisors may schedule overtime when it is necessary. Employees are not permitted to work overtime without the prior approval of their supervisor.

Lunch breaks are mandatory. Employees cannot skip lunch in order to leave early. Corporate Office

The normal work week for corporate office employees is Monday through Friday, forty (40) hours per week consisting of eight (8) hours of work per day. Working an excess of 40 hours may be required from time to time.

On Call Time

There must always be one management and one maintenance employee on call. He or she must carry a pager or mobile phone at all times, have ready access to a telephone and be within thirty (30) minutes driving time of the property when on call.

On call employees must be aware of SunRidge Management Group, Inc.’s emergency instructions in the Operations Manual and have a complete list of emergency telephone numbers with them when they are on call.

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EMPLOYMENT

POLICY: EMPLOYMENT CLASSIFICATIONS

DATE: April 22, 2013

PURPOSE: To define employment status classifications.

POLICY: It is the policy of this company to supplement the regular work force with temporary or part-time employees when needed because of periods of peak work load, employee absences or other situations as may be determined by management.

PROCEDURE: Full-Time

A full-time employee is an individual who works forty (40) hours per week. Regular full-time employees who are given temporary transfers are not considered temporary employees unless their job has been eliminated and only temporary employment is available.

Part-Time

A part-time employee is an individual who is hired for an indefinite period, but who works less than twenty-five (25) hours per week. Part-time employees are not entitled to any employee benefits, sick pay, or vacation benefits.

Temporary

A temporary employee is an individual who is to be employed no longer than ninety (90) days on a temporary basis. Temporary employees are not entitled to any employee benefits, sick pay or vacation benefits.

If a temporary employee fulfills the terms of employment, the testing payback will not be enforced.

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POLICY: EXEMPT/HOURLY EMPLOYEES DATE: September 12, 2008

PURPOSE: To define which employees are exempt and which employees are hourly. POLICY: It is company policy to pay employees by their exempt and hourly status. PROCEDURE:

Certain employees will be exempt from overtime provisions. These employee exemptions apply to executive, administrative and professional employees. Exempt employees are expected to work forty (40) hours per week, eight (8) hours a day.

All other employees are considered hourly employees and will be subject to minimum wage and overtime pay after physically working forty (40) hours per week.

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EMPLOYMENT

POLICY: ATTENDANCE/PUNCTUALITY/ABSENTEEISM

PURPOSE: To inform company employees of procedures relating to attendance requirements. POLICY: It is company policy to require employees to report for work punctually as scheduled and

to work all scheduled hours and any required overtime. PROCEDURE:

Employees must notify their supervisor by phone as far in advance as possible, but no later than one (1) hour prior to start of work day, whenever they are unable to report for work. Employees must notify their supervisor as far in advance as possible whenever they know they will be late or must leave early. Such notification should include a reason for the absence and an indication of when the employee can be expected to report for work. Leaving a voice message, email, messages to the answering service or messages to other employees is unacceptable.

Unauthorized or excessive absences or tardiness will result in disciplinary action, up to and including termination. (See Disciplinary Guidelines for more specifics.)

Employees are expected to report for work during inclement weather conditions if the company does not declare an emergency closing. If an employee does not show up for work wages will not be paid for that day unless the employee has pre-approval to work an extra day during the same pay period to make up the time. Otherwise, the employee can take a vacation day. If the employee does not want to take a vacation day, or has not accrued vacation time, wages will not be paid for that day. It is against company policy to advance sick or vacation time to employees or pay wages for work hours missed when employees do not have accrued time available. Employees who are absent from work and do not have any accrued sick or vacation hours will have that time deducted from their wages.

Employees must obtain permission from their supervisor in order to leave the company premises during work hours.

Employees who are absent from work without giving proper notice to the company are subject to termination. Employees who are absent from work on the second consecutive day, without giving proper notice to the company, will be considered as having voluntarily quit.

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POLICY: RESIGNATION/TERMINATION DATE: September 12, 2008

PURPOSE: To inform employees of the procedures relating to resignations and terminations. POLICY: It is company policy to set specific rules as to the procedure for resignations by an

employee. PROCEDURE:

Resignation

Employees who resign from the company are expected to give written notice of their intent to resign. The company requirement is to give a two (2) week notice. If notice is not given and/or not fulfilled, employees may forfeit any accrued vacation time at the discretion of the SunRidge president, except where state laws dictate otherwise. Management reserves the right to waive the two (2) week notice and permit immediate departure without pay.

Termination

The company may terminate employment “at will.” (Texas only. See Disciplinary Guidelines.) Employees may be terminated by the company with or without cause at any time.

Severance Pay

The company does not automatically pay severance pay. Employees may be considered eligible for severance pay if they have worked full time for at least a year and are permanently

terminated because of:

 A permanent reduction in the work force by the company.  The elimination of a job or position by the company.  The sale of a property. This is considered termination. Bonus Commissions

Commissions for leases who have moved in and for renewals that have been signed as of the last day of employment will be paid. Commissions for leases who have not moved in or for renewals that have not been signed as of the last day of employment will not be paid. Commissions cannot be transferred to another employee.

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EMPLOYMENT

POLICY: DISCIPLINARY GUIDELINES

PURPOSE: To define the types of disciplinary action that may be taken in response to a violation of company Performance Guidelines.

POLICY: It is company policy that violation of the company standards of behavior and performance standards will result in disciplinary action.

PROCEDURE:

The following types of action may be taken depending on the seriousness of the situation. Informal Counseling/Verbal Warning

An informal counseling session will be conducted by the supervisor when employee performance or conduct fails to meet specified requirements or normal business conduct. The problem is defined, corrective action identified and the probable results of inaction by the employee in correcting the problem outlined. This does count as a reprimand. Written documentation by manager is required.

Written Warning and Counseling

In the event of a repeated minor offense or problem, either of performance or conduct, the supervisor will counsel the employee on a formal basis. The employee receives a written Employee Reprimand that indicates the specific steps to be taken in correcting the problem and states its probable results if the corrective action is not accomplished. The employee reviews the Reprimand and may add written comments if desired. The form is signed by both the employee and supervisor, dated, and placed in the employee’s file. If the employee refuses to sign, a notation will be made by the supervisor, however, it still counts as written reprimand. Termination

The company reserves the right to immediately terminate employees who, either previous to or during employment, pled guilty to or are convicted of a crime such as possession, distribution, dispensing, exchanging, selling or manufacturing controlled substances, illegal drugs, marijuana, drug paraphernalia or inhalants, crimes against persons, theft, burglary or crimes of a sexual nature.

Serious policy violations, such as drug policy violation, sexual harassment, discrimination, possession of weapons on-site, fighting, assault, theft, dishonesty, fraud, destruction of

company/resident property, unpaid rent, unpaid utilities, violation of computer policy, etc., may result in immediate termination without warning or notice. (See also “Living On-Site”, if

applicable.)

Termination can occur within the initial ninety (90) day probation period without disciplinary action. Three (3) written/verbal warnings may result in termination.

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POLICY: GRIEVANCE PROCEDURES DATE: September 12, 2008

PURPOSE: To inform employees of their rights to appeal management decisions through a formal grievance process.

POLICY: It is company policy that employees should have an opportunity, when appropriate and practical, to present work-related complaints and to appeal management decisions through a grievance procedure.

PROCEDURE:

An appropriate grievance is defined as an employee’s expressed feeling of dissatisfaction concerning any interpretation or application of a work-related policy by management, supervisors, or other employees.

If the employee has a legitimate grievance, it must be presented to their immediate supervisor in writing. The supervisor will then discuss it with their supervisor. This company will attempt to resolve promptly all grievances that are appropriate for handling under this policy.

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PERSONAL CONDUCT

Revised 06/20/2011 Employee Handbook: Personal Conduct 1 of 11

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POLICY: DRUG-FREE WORKPLACE POLICY DATE: June 20, 2011

PURPOSE: This Company has a strong commitment to provide a safe, secure and drug-free workplace for its employees and to establish programs and policies promoting high standards of employee health.

POLICY: Substance use or abuse by employees is prohibited and random drug screening will be used to detect and/or prevent substance abuse by employees.

Company policy is reinforced by the federal Drug-Free Workplace Act mandating that certain employers adopt and enforce policies for drug-free work environments. DEFINITION: The most important aspects of the company’s policy are that: (1) Illegal drug use or

prescription drug abuse by employees is absolutely prohibited; and (2) Drug testing may be used to detect and/or prevent drug abuse by employees. For purposes of this policy, the term “drugs” includes alcoholic beverages, inhalants and illegal drugs, including marijuana and controlled substances. The term also covers prescription drugs under certain circumstances.

PROCEDURE: Job Applicants

Prior to employment, an applicant will be provided a copy of the company’s drug-free workplace policy, and the applicant must agree to abide by it. After an employment offer and prior to becoming an employee, job applicants will be tested for drugs.

At the time of the drug testing, applicants will be informed of the testing procedure and the consequences of positive results. The applicant will be given a consent and release form, stating that the testing procedures have been generally explained and that the applicant understands the test results will be released to the prospective employer and used to determine suitability for employment and to identify the drugs to be tested. If the applicant fails to sign the consent and release forms or refuses to be tested or if the test results are “positive,” the applicant may be denied employment.

NOTE: “Diluted specimen” results will require immediate retesting, without notice, using a standard hair follicle screen. The cost of this test will be at the applicant’s expense if the test results are “positive”.

Employees

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PERSONAL CONDUCT

“Drug abuse” means:

 Using or possessing alcoholic beverages while on the job or while using company equipment;

 Using alcoholic beverages while off the job or on call in a manner which adversely affects the employee’s performance and conduct on the job or which poses a direct threat to the safety of others;

 Using any over-the-counter or prescription drugs while on or off the job or on call in a manner which adversely affects the employee’s performance or conduct on the job, except when prescription drugs are taken as directed by the employees’ doctor;  Using, possessing, distributing, dispensing, exchanging, selling or manufacturing

controlled substances, illegal drugs, marijuana, drug paraphernalia or inhalants at any time, either on or off the job;

 Using company property or the employee’s job or position to facilitate any of the above; or

 Violating any federal, state, or local law relating to alcohol or drug-related conduct. Supervisors who have reasonable suspicion that an employee has an unauthorized or unlawful involvement with alcohol, marijuana or controlled substances may ask questions and are required to gather information and refer it to the appropriate management personnel. In cases where reasonable suspicion exists, the company may search (and the employee consents to search) of the employee’s locker, tool boxes, food and beverage containers, desk, file cabinets and other personal property such as purses or clothing and personal vehicles on company property. Searches of clothing will be conducted by a person of the same sex. Employees are required to cooperate in all searches.

Every employee must immediately report to his supervisor any criminal convictions or guilty pleas by the employee involving drug abuse as defined above.

Every employee must immediately report to his supervisor any incidents which the employee believes may involve drug abuse by another employee or any person on company property. Drug or Alcohol Testing During Employment

When management has a reasonable suspicion that an employee is violating this policy, the employee may be asked to immediately report to a company-designated physician or medical clinic on company time and at company expense for a supervised drug and/or alcohol tests. The test results will be released to the company. The testing may involve urine tests, blood screens, and other appropriate procedures.

The employee will sign all necessary consents or release forms for the testing. The employee will not dilute, switch, alter or tamper with urine or blood samples. If the employee refuses to consent or submit to the tests or has a positive test result, the employee will be subject to immediate discipline, up to and including employment termination. If an employee has a

“positive” test result and is not terminated, the employee must sign and comply with a return-to-work agreement and may be required to complete chemical or alcohol dependency evaluations as part of the procedures.

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Whenever an employee has an on-the-job accident, injury or serious safety-related incident, the incident must be reported immediately. The company will require drug testing.

At any time, the company may institute a random or universal drug testing program for all employees. In such event, the company will advise all employees of the testing procedures and the consequences of refusal to consent, refusal to submit to testing, or positive test results. Education and Treatment Programs

If there are drug education, treatment, or medical rehabilitation programs available through the employer or through health care insurance (if any), an addendum to this company policy will contain a description of the programs and how an employee may request assistance or participation. The addendum, if any, will also describe any requirements for participation. Consequence of Violation

Violation of the company’s drug abuse policy will result in discipline, up to and including termination without warning or second chance and without severance pay or benefits.

Termination of employment because of violation of the company’s policy regarding drug use or abuse will be permanently recorded in the employee’s personnel record. If requested, the company may inform a subsequent or prospective employer that the employee was terminated for violating the company’s drug abuse policy. It may also result in denial of unemployment benefits under the state law.

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PERSONAL CONDUCT

POLICY: DRESS CODE

PURPOSE: To advise employees that there are company requirements relating to the personal appearance of all employees.

POLICY: It is company policy that an employee’s dress and grooming should be appropriate for the work situation.

PROCEDURE:

Office employees often have contact with the public and therefore represent the company in their appearance as well as by their actions. Good grooming and appropriate dress are an important part of the company’s public image. In positions where uniforms are required, employees should ensure that uniforms are clean, ironed (if applicable) and crisp at all times.

All clothing should be functional to the job requirements. The dress and grooming of on-site employees is to be governed by the requirements of safety and comfort. If an employee reports for work improperly dressed or groomed, the Manager should instruct the employee to return home to change clothes or to take other appropriate corrective action. The employee will not be paid until the employee returns to work appropriately dressed.

Special dress codes may be required. These codes will be determined by your AVP. If a uniform is required for your position, the employee must wear it. It is the responsibility of the employee to see that it is clean, ironed (if applicable) and in good repair at all times.

Name badges are required for all employees. Maintenance must wear picture name badges. Office employees must wear clip-on name badges provided by the Corporate Office.

YOU ARE A PROFESSIONAL!

MAINTENANCE PERSONNEL (MEN & WOMEN)

 All Maintenance personnel are required to wear clean uniforms daily.  Belts must be worn with shirts tucked in.

 Hair must be styled and clean.

 Men should be clean shaven or facial hair must be neatly trimmed.

 Only SunRidge ball caps can be worn. (If a cap is worn it is considered part of the uniform.)  Tattoos must be covered.

 Hair should be conservatively styled and clean.

 Conservative earrings are permitted. No other visible piercings are permitted.  All clothing must be clean and pressed.

 Photo name badges are required.

 All new maintenance staff members must wear a solid color, logo-free shirt until uniforms are provided.

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PROFESSIONAL DRESS CODE FOR MEN

 Either a suit or dress slacks and shirt is required.

 A belt must be worn along with matching shoes and socks.  Collared dress shirt with a tie. Shirts must be tucked in.

 Hard-soled dress shoes are required. Shoes should be polished and in good condition.  Hair should be conservatively styled and clean. Long hair must be kept in a ponytail.  Facial hair should be neatly trimmed.

 Conservative earrings are permitted.  Tattoos must be covered.

 All clothing must be clean and pressed.  Name badges are required.

NOT PERMITTED:  Blue Jeans  T-Shirts  Flip-Flops

 Tennis Shoes (except with Summer Dress Code)  Piercings (no other visible piercings except earrings) PROFESSIONAL DRESS CODE FOR WOMEN

 Suits, dresses and/or coordinated skirt/trouser/blouse ensemble is required.

 Unless specifically made to be worn un-tucked, all blouses/shirts must be tucked in.  If hose are worn; no runners, patterns or decorations.

 Hard-soled dress shoes are required. Shoes should be polished and in good condition.  If worn, make-up should be appropriately applied for day wear.

 Hair should be conservatively styled and clean.  Conservative jewelry is permitted.

 Tattoos must be covered.

NOTPERMITTED:

 Skirts shorter than 1” (one inch) above the top of the kneecap  Any tight-fitting ensembles

 Tight or casual slacks  Blue Jeans

 Casual tops or blouses exposing the midriff  Any low-cut or low-back dresses

 See-through fabrics

 Flip-flop shoes, slide-style shoes, ankle wrap shoes and canvas shoes  Piercings (no other visible piercings except earrings)

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PERSONAL CONDUCT

SUMMER DRESS CODE FOR MEN*

 Solid colored walking length shorts or casual work pants.  Only SunRidge approved, tailored shirts.

 Shirts must be tucked in.

 Clean, non-decorative tennis shoes.

 Hair should be conservatively styled and clean. Long hair must be kept in a ponytail.  Facial hair should be neatly trimmed.

 Conservative earrings are permitted.  Tattoos must be covered.

NOT PERMITTED:

 Shorts shorter than 1” (one inch) above the top of the kneecap  Blue Jeans

 T-Shirts  Flip-Flops

 Piercings (no other visible piercings except earrings) SUMMER DRESS CODE FOR WOMEN*

 Solid colored walking length shorts, casual work pants or Capri pants.  Only SunRidge approved tailored shirts or blouses.

 Unless specifically made to be worn un-tucked, all blouses/shirts must be tucked in.  Clean, non-decorative tennis shoes.

 If worn, make-up should be appropriately applied for day wear.  Hair should be conservatively styled and clean.

 Facial hair should be neatly trimmed.  Conservative jewelry is permitted.  Tattoos must be covered.

NOT PERMITTED:

 Shorts shorter than 1” (one inch) above the top of the kneecap  Any tight-fitting ensembles

 Blue Jeans

 Shirt, casual tops or blouses exposing the midriff  T-Shirts

 See-through fabrics

 Flip-flop shoes, slide-style shoes, ankle wrap shoes and canvas shoes  Piercings (no other visible piercings except earrings)

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POLICY: SMOKING

PURPOSE: To notify all employees of company smoking policy. POLICY: Smoking on company premises is discouraged. PROCEDURE:

Smoking is not permitted in work areas to which customers have access or in such other areas as may be designated by management.

On-site employees cannot smoke in any apartment, shop, office or common area. Smoking is

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PERSONAL CONDUCT

POLICY: SEXUAL HARASSMENT

PURPOSE: To notify employees that this company does not allow sexual harassment in the workplace.

POLICY: It is company policy to severely discipline any employee engaging in any type of sexual harassment. All employees have the right to an atmosphere free of sexual harassment. PROCEDURE:

Sexual harassment in the workplace is illegal, demeaning to employees, counter-productive, and therefore strictly prohibited. Sexual harassment is described but not limited to such acts as sexual comments, touching, advances, propositions, verbal abuse, offensive jokes, pictures, cartoons, hand gestures, or suggestive body movements. Persons engaging in such activity will be subject to severe disciplinary action, which may include termination.

Employees must require that the person(s) engaging in such activity discontinue their offensive conduct.

Employees who feel they have been subjected to such prohibited conduct are required to report it to their supervisor or an officer of the company. All supervisors must document and report any and all sexual harassment claims.

Any employee making a false complaint will be subject to discipline. All complaints will be handled confidentially.

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POLICY: STANDARDS OF CONDUCT DATE: September 12, 2008

PURPOSE: To inform employees of company standards of conduct and the results of violating these standards.

POLICY: Groups of people who are working together for any purpose require certain guidelines pertaining to their conduct and relationships. In any operation, employees must be aware of their responsibilities to the company and to fellow employees.

It is the intention of this company to constructively approach disciplinary matters to insure that actions which interfere with an employee’s job are promptly stopped. PROCEDURE:

Violations of personal conduct rules will result in one of the following forms of disciplinary actions: verbal warning, written warning or discharge.

In arriving at a decision for proper action, the seriousness of the infraction, the past record of the employee and the circumstances surrounding the matter will be considered.

Although it is impossible to identify every possible violation of standards of conduct, the following is a partial list of infractions which may result in disciplinary actions:

 Accepting bribes, loans, entertainment, fees or gifts from a supplier, a competitor or anyone who has business transactions with SunRidge.

 Working for competitors or competing with SunRidge in any area of business in which SunRidge presently has a commercial interest.

 Disclosing or using any SunRidge confidential information.

 Investing in securities of any supplier, competitor or other party with whom SunRidge does business (excluding ownership of one percent (1%) or less of the stock of publicly traded companies).

 Falsification of company records, including Employment Application.

 Failure to disclose guilty pleas or convictions for crimes such as possession, distribution, dispensing, exchanging, selling or manufacturing controlled substances, illegal drugs, marijuana, drug paraphernalia or inhalants, crimes against persons, theft, burglary or crimes of a sexual nature, previous to or during employment.

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PERSONAL CONDUCT

POLICY: CONFLICT OF INTEREST DATE: September 12, 2008

PURPOSE: To inform employees of instances which constitute “conflict of interest.”

POLICY: A conflict of interest exists when a SunRidge Management Group employee cannot conduct an arm’s length transaction with a vendor or contractor. Company policy is such that failure to make a disclosure of any conflict of interest will be grounds for immediate termination.

PROCEDURE:

Anything compromising the employee’s objectivity in selecting the vendor or contractor can contribute to conflict of interest, whether the nature of the potential compromise is by virtue of:

 Family relationship, whether by blood or marriage.

 Ex-employee relationship, wherein an ex-employee is given vendor status solely on the basis of having been a good employee and without competing with other vendors in the selection process.

 Consideration such as money or gifts given to a SunRidge employee by the vendor.  Current employment by SunRidge, while also providing services as a vendor or contractor.  Consideration given to the vendor by the SunRidge employee or the property which can be

interpreted to imply a close relationship, such as free office space or apartment usage without payment to SunRidge.

 Any other close relationship, such as friendship, in which the vendor received business on the sole basis of the relationship without competing with other vendors in the selection process.  Employment of a relative by an employee must be approved by the President and made part

of the employment record.

Employees may not accept anything of value from any person, group of persons or organization which seeks to do business with the company.

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PAY

PRACTICES

POLICY: PAY PROCEDURES

PURPOSE: To inform on-site and corporate employees of the pay procedures of this company.

POLICY: It is company policy to pay employees by check on a regular basis and in a manner so that the amount, method and timing of such payments comply with applicable laws or regulations.

PROCEDURE:

On-site employees

On-site employees are paid semi-monthly. Checks are normally issued after 3:00 PM on the 8th

and 23rd_{of each month. If the pay date falls on Saturday, Sunday or holiday, checks will be}

issued on the Friday before.

Overtime, vacation, sick time, etc. that is not paid for the current period due to the time element of processing payroll will be treated as adjustments on the next pay period check.

Full-time employees will receive overtime pay for all hours worked in excess of forty (40)

physically worked hours in a single work week at a rate of time and one-half the regular pay rate. Overtime requires the advance approval of a supervisor. Compensating time-off may be granted if it is taken within the same work week in which the overtime was incurred.

Overtime must be reported on the semi-monthly time sheet with the description on an overtime sheet attached.

Corporate employees

Corporate employees are paid bi-monthly. Checks are normally issued on the first (1st_{) and}

fifteenth (15th_{) of each month. If the pay date falls on Saturday, Sunday or holiday, checks will}

be issued on the Friday before.

Deductions

Payroll checks have legal obligations and require mandatory deductions. Deductions include:

• Social Security

• State tax (if applicable)

• Medicare

• Court ordered garnishments

• Selected voluntary medical benefits: Health, Disability, Dental, Group LTD, Vision, AFLAC, Life

If terminated, additional deductions may be taken from your final pay:

• Pre-employment testing (if terminated prior to six (6) months.)

• Any monies owed to the company such as rent, utilities, stolen money, overpayment of

salary, uniforms, missing equipment and/or petty cash, eviction or social services funds.

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POLICY: RECORDING OF TIME WORKED DATE: March 10, 2010

PURPOSE: To define recording of time worked for on-site employees.

POLICY: Employees are required to complete an individual time sheet showing the daily hours worked for a two-week period.

PROCEDURE:

On-site employees should record time worked accurately at the close of each work day.

Employees are to record their starting time, time out for lunch, time in from lunch, quitting time, and total hours worked for each work day.

Employee time-sheets are to be checked and signed by the employee and their supervisor. Un-worked time for which an employee is entitled to be paid (paid absences, paid holidays or paid vacation time) should be entered by the supervisor. Authorized overtime must be pre-approved and listed on a bi-weekly time sheet as well as an overtime sheet with an explanation of time worked descriptions.

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ABSENCE FROM WORK

Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11

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POLICY: VACATION

PURPOSE: To define time-off from regular work hours.

POLICY: It is company policy to grant time off from work under specific rules and guidelines. PROCEDURE:

VACATION

It is corporate policy that full-time employees be considered eligible for a paid vacation as follows:

All Employees are eligible after six (6) months employment and is accrued as follows: 1 to 5 years employment 3.34 hours per pay period 2 weeks

5 to 10 years employment 5.00 hours per pay period 3 weeks 10+ years employment 6.67 hours per pay period 4 weeks

If you become an employee of the company through acquisition of a new property, you will be considered a new employee unless otherwise specified by the owner. Part-time employees and/or individuals hired as temporary or seasonal help are not entitled to accrue or receive paid vacation leave.

 Eligible employees must complete a Personnel Action Form at least thirty (30) days in advance for approval. On-site employee vacations are approved by the Manager. The Manager’s vacation is approved by the Assistant Vice President (AVP). Corporate employee vacations are approved by the SunRidge President.

 Vacation will be approved on the basis of work load, seniority and earliest request. The company reserves the right of final approval and alterations to all vacation schedules.  When a holiday falls during an employee’s vacation, the holiday hours will not be

deducted from the employee’s accrued vacation time.

 Vacation pay-out will not be granted in lieu of taking time off.

 If an employee is terminated or resigns before six (6) months of continuous employment, the employee is not entitled to vacation compensation. If an employee is terminated or resigns after six (6) months, it is up to the discretion of the SunRidge President on whether accrued vacation time will be paid, except where state laws dictate otherwise.

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ABSENCE FROM WORK

 An employee cannot take more than one week’s vacation at a time unless this time is applied toward approved leave of absence.

 It is against company policy to advance vacation time to employees or pay wages for work hours missed when employees do not have accrued time available. Employees who are absent from work and do not have any accrued vacation hours will have that time deducted from their wages.

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POLICY: SICK

SICK LEAVE

It is corporate policy that paid time off be granted to full-time employees who must be absent from work due to illness. Part-time employees and/or individuals hired as temporary or seasonal help are not eligible to accrue or entitled to receive paid sick leave.

 Sick leave is accrued at a rate of 2.67 hours per pay period for an annual total of eight (8) days per year.

 Sick leave cannot be used until the employee has completed and passed ninety (90) days of continuous employment.

 Sick leave continues to accrue from year to year until an employee reaches an accrual of forty (40) days or 320 hours. At this point, no further accrual will take place in excess of forty (40) days or 320 hours.

 An employee must notify his or her immediate supervisor of any absence due to illness at least one (1) hour prior to the scheduled work day so that arrangements can be made to cover the work. Emails, telephone messages, messages to the answering service or messages to other employees are not acceptable notification. Failure to notify your immediate supervisor will result in disciplinary action.

 In order for an employee to receive sick leave compensation for three (3) or more consecutive days, a statement must be obtained from a qualified physician and given to their immediate supervisor.

 Employees are urged to make doctor and dental appointments during their lunch time or before or after work whenever possible. In the event it is necessary to take time off during business hours for an appointment, the time may be charged against the

employee’s accumulated sick leave, provided there is sufficient sick leave time available. With prior approval of the immediate supervisor, the employee may work the necessary hours to make up for the time missed.

 Sick days are for the employee’s personal illness only. Abuse of sick day policy will necessitate a payroll deduction.

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ABSENCE FROM WORK

POLICY: HOLIDAY

HOLIDAY BENEFITS

It is corporate policy that the following designated days throughout the calendar year will be observed as company holidays whereby the employee will not report to work but still receive compensation. The on-site office may be closed provided provisions have been made to handle resident emergencies.

Christmas Day New Year’s Day Thanksgiving Day

The following are paid holidays; however, offices may or may not remain open based on the decision by the SunRidge President. Contact your AVP in reference to “skeleton crews.” Eligible employees working these days will be able to take an alternate day off during the same pay period. If an employee does not take an alternate day off he/she will receive compensation at the rate of two (2) times his/her base salary for working the holiday.

Independence Day Memorial Day Labor Day

When a company holiday falls within an employee’s vacation schedule, the holiday hours will not be deducted from the employee’s accrued vacation time.

All full time employees will be immediately eligible for holiday pay. To qualify for holiday pay, employees must either work the day before and the day after the holiday, have approved, scheduled vacation or verifiable personal illness. Upon termination, employees will not be paid for unused holidays.

Temporary and part-time employees and employees on leaves of absence are not eligible for holiday pay.

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POLICY: MILITARY/RESERVE LEAVE DATE: September 12, 2008

Employees may take two (2) weeks of their earned vacation time or two weeks without pay for service in the military reserves. A 30-day notice is requested.

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ABSENCE FROM WORK

POLICY: FAMILY AND MEDICAL LEAVE

FAMILY AND MEDICAL LEAVE

An employee may request leave for the care of a family member because of a serious health condition and birth or adoption of a child. The Family Medical Leave Act of 1993 has specific requirements for compliance.

The company may grant employees leaves of absence under certain circumstances. This policy applies to pre-approved absences without pay for a period of extended duration, but with a specified time limit.

Requests for leave of absence should be submitted in writing to the employee’s immediate supervisor thirty (30) days prior to commencement of the leave period. The decision concerning the request will be made by the SunRidge President.

The maximum leave of absence period is twelve (12) weeks (which includes any accrued vacation or sick leave). Employees who do not return to work on the first scheduled work day following the leave of absence or an employee who does not return to work within the twelve (12) week leave period, will be considered terminated effective that date.

The employee’s medical coverage, if eligible for benefits, will continue during the twelve (12) week leave of absence period. If an employee is out of work beyond the twelve (12) week period and is considered a terminated employee, the employee’s medical coverage is terminated at the end of the twelve (12) week leave of absence.

Circumstances may preclude placing an employee who is returning from an extended leave of absence on the same job from which the leave was granted. In these instances, every possible effort will be made to place the employee on a job of like status and pay, however, if no equivalent job is available, or if the employee is returning to work with medical or physical restrictions, the employee will be considered for placement in an available position. In the event the employee cannot be placed or chooses not to accept the job assignment, the employee will be terminated.

Employees returning from a leave caused by health problems may be required to provide a doctor’s certification of their ability to perform, safely and satisfactorily, their regular work without endangering themselves or their fellow employees.

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POLICY: MATERNITY LEAVE DATE: January 1, 2015

PURPOSE: To inform employees of their potential rights under FMLA for Pregnancy Leave. POLICY: Maternity Leave (see FMLA)

PROCEDURE:

MATERNITY LEAVE

SunRidge Management Group is firmly committed to protecting the rights of expectant mothers and complying with Title VII of the 1964 Civil Rights Act as amended by the Pregnancy

Discrimination Act of 1978. SunRidge Management Group’s policy is to treat women affected by pregnancy, childbirth or related medical conditions in the same manner as other employees unable to work because of their physical condition in all employment aspects, including recruitment, hiring, training, promotion and benefits.

Further, SunRidge Management Group fully recognizes eligible employees’ rights and

responsibilities under the Family and Medical Leave Act (FMLA), applicable state and local family leave laws, and the Americans with Disabilities Act. Pregnant employees may continue to work until they are certified as unable to work by their physician. At that point, pregnant employees who are eligible for FMLA are entitled to take a leave of absence under the guidelines and accordance with the provisions of SunRidge Management Group FMLA policy. If the employee does not qualify for FMLA she will be considered to have voluntarily terminated.

The employee must inform her supervisor in writing 30 days in advance of her intent to take a maternity leave under FMLA. Eligible employees will be allowed to use any available vacation and sick hours accrued at the time of her leave. The employee will also be responsible for the employee portion of her medical deductions while she is on leave.

If the employee qualifies and takes a leave under FMLA, when the employee returns to work, she is entitled to return to the same or equivalent job with no loss of service or other rights or privileges. Should the employee not return to work when released by her physician, she will be considered to have voluntarily terminated her employment with SunRidge Management Group. Not all properties/personnel will qualify for FMLA, depending on the number of staff members in a particular area.

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ABSENCE FROM WORK

POLICY: RETURN TO WORK PROGRAM

DATE: August 13, 2009

PURPOSE: To define the company’s Return to Work program. This policy applies to employees returning to work after an extended injury or illness, whether work-related or personal. POLICY: It is the company policy to assist employees who sustain an injury or illness to safely

return to work at the earliest medically practical time. We will get immediate, appropriate medical attention for employees who are injured on the job, and we will attempt to create opportunities for them to return to safe, productive work as soon as medically reasonable.

NOTE: This policy should not be considered as recognition that an employee has a disability as defined by the Americans with Disabilities Act (ADA) of 1990. For information on this act, contact the Human Resources Department.

PROCEDURE:

Once notified of an on-the-job injury or illness the employee’s supervisor must contact the Human Resources Department and the Assistant Vice President (AVP) immediately. The supervisor will provide the employee with the company’s written Return to Work Program.

Our ultimate goal is to return the injured employee to their original jobs. If an injured employee is unable to perform all the tasks of the original job, we will make every effort to provide alternative productive work that meets the injured employee’s capabilities. Before the employee can return to regular work duties, modified duties or alternative duties, the employee will be required to provide a physician’s work status report and acknowledge their ability to perform, safely and satisfactorily under the restrictions listed by the physician and work without endangering themselves or their fellow employees. Employees will not be allowed to return to their original position until full medical release is received by the Human Resources Department verifying that the employee has been released by a physician to fulfill all aspects of the original job description.

Circumstances may preclude placing an employee who is returning from an extended illness or injury on the same job from which they left. In these instances, every possible effort will be made to place the employee on a job of like status and pay. However, if no equivalent job is available, the employee may be considered for placement in a different position. In the event the employee cannot be placed or chooses not to accept the job assignment, the employee will be terminated.

Before an employee is approved to return to work the following forms must be received by the Human Resources Department:

 A Personnel Action (PA) Form*

 Work Status Release Form or Physicians release (without restrictions)*  The Return to Work Program Checklist*

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POLICY: JURY DUTY/WITNESS DUTY DATE: September 12, 2008

PURPOSE: To inform employee of company policy as it relates to jury duty and witness duty.

POLICY: It is company policy to allow employees to take time off from their work day for jury duty and to testify as a witness in a court case.

PROCEDURE:

JURY DUTY/WITNESS DUTY

The company will pay up to three (3) days for jury duty or for testifying as a witness; after three (3) days, vacation days may be used.

If you are called for jury duty, you must submit the Court Notice and the Proof of Jury Duty Attendance to your supervisor to be attached with your time sheet. If you are called as a witness, you must supply a copy of the subpoena to be attached with your time sheet.

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ABSENCE FROM WORK

POLICY: FUNERAL PAY

PURPOSE: To advise employees that they are entitled to funeral pay.

POLICY: It is company policy to allow employees to take time off when there is a death in the family.

PROCEDURE: FUNERAL PAY

Funeral pay is authorized for immediate family members only: spouse, parents, children,

grandparents, brothers, sisters, or mother, father, brother, sister of spouse. Up to three (3) days is permitted with pay.

The company understands and sympathizes with employees who have a death in their families, however, please do not forget to notify your immediate supervisor and get your supervisor’s approval if you need to take time away from your job. Emails, phone messages, messages to the answering service and messages to other employees are not acceptable notification.

Employees must complete six (6) months of employment before they are eligible for compensation while taking time off for matters relating to the death of an immediate family member.

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EMPLOYEE

EXPENSES

POLICY: MILEAGE/TRAVEL REIMBURSEMENT

PURPOSE: To inform employees of company policy on reimbursable expenses.

POLICY: It is company policy that employee travel performed in the course of conducting company business or training related to the employee’s position must be approved in advance.

PROCEDURE:

Details must be provided along with authorization and approval by your immediate supervisor in order for an employee to be reimbursed for expenses. Employees must have a valid driver’s license, proof of insurance and have reliable transportation if the job description requires travel. (See Job Descriptions)

Mileage is reimbursable on a per mile basis only for travel and trips made during business hours. Keep track of mileage and process monthly on the appropriate form. Petty cash funds are not to be used to pay mileage or travel reimbursement.

Home to Work Travel

As a general rule, home to work travel – meaning travel from work to home, as well as from home to work – is not compensable, even though an employee may have to travel from a town to an outlying site. On-call pay begins when the employee arrives at the worksite.

Travel between Worksites

Travel time will be paid if an employee is required to travel to another site to accomplish the day’s work. Examples include, but are not limited to:

• Filling in at another SunRidge property

• Outreach marketing

• Making bank deposits

• Picking up supplies not deliverable by the vendor

Out of Town Trips

An employee who is sent out of town for one (1) day will not be paid for the time spent in traveling between home and bus or plane terminals. Employees will be paid for all other travel time, except any time spent eating while on the move.

When employees travel overnight on business, they will be paid for travel time, except time spent in traveling between home and bus or plane terminals, when sleeping and for meal periods. On nonworking days such as Saturdays, Sundays and holidays, employees will only be paid for the above-stated time and time spent performing duties.

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EMPLOYEE

BENEFITS

POLICY: EMPLOYEE BENEFITS

PURPOSE: To inform employees of the company’s benefit package.

POLICY: It is company policy to offer employees various employee benefits.

PROCEDURE:

The company offers a benefit package for eligible employees. At the time you are hired as an employee of the company, you will be given an explanation of the benefits the company offers employees.

Benefits may change from time to time. Each employee will receive a notice when changes occur. Call the Human Resources Department for questions/concerns regarding benefits.

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COMPANY PREMISES & WORK AREAS

Revised 06/20/2011 Employee Handbook: Company Premises & Work Areas 2 of 10

POLICY: USE OF PROPERTY AND EQUIPMENT

DATE: November 10, 2011

PURPOSE: To instruct and advise employees as to the use and care of company property and equipment including computers, e-mail, telephones, voice mail, fax machines, external electronic bulletin boards, wire services, online services, intranet, Internet and the World Wide Web; to instruct and advise employees as to the use of personal equipment while at work.

POLICY: All employees and everyone connected with the company must remember that electronic media and services provided by the company are company property and their purpose is to facilitate and support company business. All computer users have the responsibility to use these resources in a professional, ethical and lawful manner.

No policy can lay down rules to cover every possible situation. Instead, it is designed to express the company’s philosophy and set forth general principles when using electronic media and services.

PROCEDURE:

GENERAL MAINTENANCE

Company property or equipment may not be used for personal reasons or removed from the premises.

PHONES AND AUDIO EQUIPMENT Personal Calls

Keep personal phone calls to a minimum during work hours. Employees should exercise discretion in using the company phones for personal reasons so that the company’s business does not suffer. Personal long distance calls are not permitted. If an employee does place long distance calls on a company phone the employee will be charged for the call (or the call will be deducted from the employee’s pay check) and the employee will be given a written reprimand. Personal Mobile Phones/PDAs/Pagers/Earphone Audio Players

Placing or receiving calls and/or messages on your personal mobile phone/PDA/pager during business hours is prohibited. All personal phone and/or message equipment must remain off while at work.

Employees are not permitted to listen to any audio player/iPad/iPod using headphones or earphones during business hours unless employee is on an approved break or lunch period and not at his/her desk, his/her office or work area. Radios must be at a low volume level so

conversations can be conducted in a normal tone of voice. This applies to all personnel inside or outside the office.

Information (1411) Calls

Current telephone books are provided for your convenience and use. Call information only when the number you are seeking cannot be located elsewhere.

THE EMPLOYEE HANDBOOK

THE

EMPLOYEE

HANDBOOK

1603 Lyndon B Johnson Freeway

Suite 350

Dallas, TX 75234

(972) 243-7648

EMPLOYEE HANDBOOK

TABLE OF CONTENTS

TABLE OF CONTENTS

MANAGEMENT PRINCIPLES & PRACTICES

INTRODUCTION

CONFIDENTIAL NATURE OF COMPANY AFFAIRS

ETHICS AND ETHICS POLICY

EQUAL OPPORTUNITY STATEMENT

FAIR HOUSING PROCEDURES

EMPLOYMENT

EMPLOYMENT

EMPLOYMENT

EMPLOYMENT

EMPLOYMENT

EMPLOYMENT

EMPLOYMENT

PERSONAL CONDUCT

PERSONAL CONDUCT

PERSONAL CONDUCT

PERSONAL CONDUCT

PERSONAL CONDUCT

PERSONAL CONDUCT

PAY

PRACTICES

ABSENCE FROM WORK

ABSENCE FROM WORK

ABSENCE FROM WORK

ABSENCE FROM WORK

ABSENCE FROM WORK

ABSENCE FROM WORK

EMPLOYEE

EXPENSES

EMPLOYEE

BENEFITS

COMPANY PREMISES & WORK AREAS