2018 POLICY REVIEW New Hire Evaluations Manager should

2018 POLICY REVIEW

New Hire

Evaluations ØManager should be aware of upcoming anniversaries of their employees and communicate any input with Regional Manager. ØEmployees are evaluated daily, salary evaluations occur annually and go into effect the first pay period following employees anniversary month. ØEx: Anniversary is June 10 th, pay adjustment will be on first pay period in July. ØEmployees will receive a letter from the HR department with wage information that has changed.

Time Clock & Payment NO PUNCH, NO PAY” ØEmployees are responsible for clocking in and/or out ØLunch is required and will be deducted without prior approval ØLunch should be taken between 11 -2 pm ØPAY PERIOD ØStarts on Friday, ends on Thursday. ØBi-weekly every other Friday via electronic deposit Ø 5 MINUTE RULE ØEmployees should not clock in and/or out more than 5 minutes before/after their scheduled hours. ØThis does not imply employees can clock in late. ØWe expect employees to be present at the time clock at scheduled work time. ØWHEN IS PAYROLL DUE & WHERE DO I SEND IT ØEvery Monday by 10: 00 AM to payroll@medve. com

Overtime APPROVAL REQUIRED ØRM approval needed prior scheduled OT, unless emergency. WHEN DOES OT APPLY ØAfter forty (40) hours worked in the scheduled pay period HOW IS IT COMPUTED Ø 1. 5 times the employees pay rate once employee has worked a full 40 hour pay period. HOW DOES ON-CALL OT WORK Tech is paid a minimum of 1 hour for emergency calls, any hours worked over 40 will be paid 1. 5 times the employees pay rate. Does Vacation/PTO/Holiday time count towards work week ØNo, only actual time worked applies.

Calling off work, or late ØNO TEXT ØWHO DO SITE EMPLOYEES CALL ØThe on-site Property Manager ØHOW DO MANAGERS & MAINTENANCE MANAGERS CALL OFF? Email PMT and HR ØTIMELY ØAt least one (1) hour prior to scheduled start time

Attendance ØWHERE CAN YOU FIND FORM ØNear Time Clock ØADP Portal ØWHEN TO COMPLETE A FORM ØMissed punch ØAny time late, or leaving early. ØAll PTO and Vacations should be scheduled and approved using ADP Portal, no form is needed. ØWHEN TO SUBMIT FORM ØWith payroll every Monday by 10: 00 am for pay period.

PTO-Personal Time Off ØWHO IS ELIGIBILE ØFull-time employees ØNew employees may use PTO after (90) days of employment. ØEmployees will accrue 1. 54 hours per pay period. ØHOW MANY PTO DAYS WILL ACCRUE PER YEAR ØFive (5) days per calendar year, ØWHAT IF YOU DON’T USE IT ØAccumulate up to thirty (30) days ØUnused PTO will not paid out upon separation of employment. ØCAN YOU USE PARTIAL DAYS ØPTO can be used in four (4) hour increments.

Vacation ØMUST BE A FULL-TIME EMPLOYEE Ø WHEN IS IT GIVEN, AND HOW MUCH Ø Five (5) days after six (6) months of full-time employment. Ø Five (5) days on the employee’s one (1) year anniversary of full-time employment. Ø Ten (10) days on the employee’s second (2 nd) through fourth (4 th) anniversaries of full-time employment. Ø Fifteen (15) days on the employee’s fifth (5 th) through eleventh (10 th) anniversaries of fulltime employment. Ø Twenty (20) days on the employee’s eleventh (11 th) and additional following anniversaries of full-time employment. ØWHAT IF YOU DON’T USE IT ØYou will be allowed to roll-over and bank up a maximum of two (2) weeks. ØOnce you have two (2) weeks of vacation in the bank all additional unused time will be lost on anniversary date.

Vacation PTO Requests ØRequest for PTO or Vacation Ø Use ADP Portal ØWHEN TO SUBMIT Ø Thirty Login to ADP (30) days in advance, but no less than two (2) weeks ØLast minute requests should be limited to emergencies. ØWHO APPROVES Verify Remind Manager of Scheduled Time off You have Available Time Ø Site Employees – on-site Property Managers & Maintenance Ø President, Karen Pepper at kpepper@medve. com ØIS THE TIME REQUESTED OFF GUARANTEED-No Wait for Approval Enter Time off in ADP

Unpaid time off / Leave Policy ØUNPAID TIME OFF ØMust use all accumulated Vacation and PTO time off first ØMust enter unpaid time off in ADP portal and include detail for why unpaid time off is needed. ØHR will review and either approve or deny unpaid time off. ØEXTENDED LEAVES OF ABSENCE ØMust request in writing to HR for approval ØMaximum length – (45) Forty Five business days

Paid Holidays ØWHO IS ELIGIBILE ØFull-time hourly employees after ninety (90) days of full-time employment ØSalaried employees are eligible at hire ØHOW MANY & WHAT HOLIDAYS ØEight (8) paid holidays ØNew Years Day, Martin Luther King Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day ØOffices will close at 3: 00 pm on Christmas Eve and New Year’s Eve when they fall on weekdays Monday-Saturday. ØMUST WORK THE FULL SCHEDULED DAY BEFORE & AFTER THE HOLIDAY ØExcept if on a PRE-APPROVED SCHEDULED vacation or PTO ØWHAT IF YOU HAVE TO WORK ON THE HOLIDAY ØFirst, that MUST be approved by PMT (unless an emergency) ØYou will be given a floating holiday to use at a later date ØFloating holidays MUST be used by the end of the calendar year that you received them in

Bereavement ØWHO IS ELIGIBILE ØFull-time employees, after ninety (90) days of full-time employment ØHOW MANY PAID DAYS ØThree (3) ØIMMEDIATE FAMILY ONLY ØSpouse, Children, Parents, Siblings, In-Laws, Grandparents, and Grandchildren

Jury Duty ØMUST PROVIDE WRITTEN NOTICE, SUMMONS TO MANAGER & HR ØDOES THE COMPANY PAY ØYes, up to a maximum of forty (40) hours per year ØHOW WILL YOU BE PAID ØJust as you normally would, as the compensation is based on your regular daily wage ØWHAT IF DISMISSED EARLY ØReturn to work immediately

ADP PORTAL ØEMPLOYEES ARE RESPONSIBILITY TO REVIEW AND UPDATE THE ADP PORTAL WITH CURRENT AND ACCURATE CONTACT INFORMATION. ØImportant information is communicated via mail such as W 2’s, pay evaluation, health insurance, and other benefits. ØANY QUESTIONS REGARDING CHANGES SHOULD ALSO BE DIRECTED TO The HR Manager, Brianna Rhodes at ext. 232 or HR@MEDVE. COM

Accidents, Property Damage and injuries

Internet, Email, & Voicemail ØThe company provides employees with internet access, email capabilities (internal and external), and voicemail as a privilege to assist in the employee’s day to day job functions. ØEmployees should not send confidential information via email that has not been properly encrypted. ØEmployees MUST get prior approval from the IT Department or PMT before downloading and installing any applications and/or programs on any Company computer and/or device. ØCopying or illegally using software products is strictly prohibited. ØEmails, and voicemails should be kept very professional, and should never contain anything that could be considered inappropriate, offensive, discriminatory, defamatory, disparaging, or threatening in any way. ØWhen accessing the internet, employees should only go to professional sites that pertain to their day to day job functions, and should not go to sites that could contain obscene, indecent, offensive, or otherwise inappropriate material. ØEmployees should have no expectation of privacy when using internet access, email, or voicemail on Company computers and devices. The Company reserves the right to monitor all employee’s internet, email, and/or voicemail usage. ØEmployee’s use of the company provided internet access, email, and voicemail for incidental personal reasons should be kept to an extreme minimum. The Company reserves the right to revoke or restrict the use of these systems by any employee deemed using them inappropriately or excessively.