Access management hr handbook 2 16 16 by 'Kim Morton

HR HANDBOOK

Employee Orientation Program

Table of Contents WELCOME TO ACCESS MANAGEMENT CUSTOMER SERVICE COMMITMENT WHO WE ARE

3 4-5

STATEMENT OF PHILOSOPHY

EMPLOYEE RELATIONS

EMPLOYMENT AT ACCESS MANAGEMENT

ORIENTATION 9 BUSINESS ETHICS

10-11

CONFIDENTIAL INFORMATION

PROFESSIONAL DEVELOPMENT

14-15

YOUR WORK ENVIRONMENT

16-19

HEALTH & SAFETY

20-21

YOUR WORK PERFORMANCE

22-28

COMPUTERS, INTERNET & SOFTWARE POLICY

29-30

EMPLOYMENT POLICIES & CATEGORIES

31-34

BENEFITS 35-43 TIME AWAY FROM WORK

44-45

ACKNOWLEDGEMENT 47

HR HANDBOOK FOR ACCESS MANAGEMENT

SCOPE

CUSTOMER SERVICE COMMITMENT Customers are important because they are the cornerstone of Access. Consequently, they deserve the highest level of service possible. As such, when a customer contacts an Access employee it is our privledge to serve and should never be viewed as we are doing the customer a favor by serving them.

Interactions with customers, employees must always be courteous and helpful, never argumentative or abusive. Personal contacts and telephone contacts with customers should always be professional and caring.

Employee Orientation Program

HR HANDBOOK FOR ACCESS MANAGEMENT

WHO WE ARE Welcome to Access Management. We are glad you joined our organization and you are very important to the continued success of Access Management (“Access”). Your job with us is an important one. You have been chosen to work for Access because we believe that you possess the qualities and skills that will help us achieve our goals. In return, we provide an excellent work opportunity. We recognize that every employee, and the diversity they represent, is vital to our success. Therefore, we have set high performance standards and it is our expectation that you meet and exceed these standards daily. Our highest priority is to provide an excellent experience for our Residents & Guests, as well as our employees or associates. What is the Access Difference? Always on point. Always on call. ALWAYS OVER AND ABOVE. Access Management manages and maintains communities people love to live in. We serve as expert advisors, reliable service providers and most of all, trusted partners to property owners and associations. Because of the work we do, people derive as much joy and value from their properties as possible. Because of the way we do it, our clients come back to us year after year, knowing that the level of service we offer is simply incomparable in this industry. WE PROMISE TO SET OUR BAR HIGHER THAN ANYONE ELSE DOES. Clients expect us to do the job they hired us for. We believe our job is to exceed their expectations. That means going beyond our “to-do” list to actively identify opportunities, address challenges, and make improvements even before our clients ask us to. We promise to make excellence a TEAM EFFORT. In addition to holding our own employees to the highest standards, we insist on the same level of excellence from vendors and service providers. We hold ourselves accountable for their performance. By acting as a unified team, we ensure consistent quality across every inch of the property. WE PROMISE TO HIRE, TRAIN AND CULTIVATE PEOPLE WHO CARE. In this business, how much you care matters more than how much you know. So we look for people who are wired to care, and care deeply, about the clients we serve. Then we encourage and empower them to do what it takes to make those clients happy. Innovative Management. The Access Team is skilled in taking an innovative approach to their management services. We strive to collaborate with our clients and customers to exceed budgeted expectations and push the bar by bringing creative ideas to the table in all areas such as Lifestyle, Amenities and Financial Operations. WE PROMISE HONESTY AND TRANSPARENCY IN EVERY INTERACTION. Our goal is to make our clients’ lives easier. So when it comes to fees and financial information, we provide clear communication, comprehensive reporting, and readily accessible records.

Employee Orientation Program

STATEMENT OF PHILOSOPHY Welcome to Access Management! This employee handbook is a summary of policies, procedures and practices related to human resource management at Access Management. This handbook is an overview of Access’ philosophy and expectations. It is provided for employees as a reference source for policies, benefits and other important employment information. It is also a reference tool for supervisors and management staff in the daily administration of Access policies. As such, it is the exclusive property of Access. This edition supersedes all previous Access statements, including any previous manuals, handbooks, memoranda and oral or written statements pertaining to Access policies described herein. This handbook serves as useful information about Access, as well as policies and procedures concerning its employees’ obligations, responsibilities, benefits and privileges. In addition, circumstances will require that policies, practices and benefits described in the handbook change from time to time. Access reserves the right to amend, supplement, or rescind any provisions of this handbook with or without immediate notice. New information will be distributed as soon as practical after it has been developed. Access further reserves the right to modify, revoke, suspend, terminate or change any or all policies, in whole or in part, at any time and without immediate notice. No policy will be altered, revised, amended or revoked without the consent of the CEO. The Officers and Management of Access want employees to enjoy their working relationship and hope that it proves to be long and productive for both parties. However, employment at Access is not offered, contracted or promised for any specific length of time, and is, at all times considered “employment at will”. Please take the time to read this handbook carefully; it is the responsibility of each employee to be familiar with its contents. For more specific information, or if you have any questions not covered in this employee handbook, contact the HR Manager directly.

HR HANDBOOK FOR ACCESS MANAGEMENT

EMPLOYEE RELATIONS Access is committed to a professional and productive work environment for all employees. Consistent with this purpose, Access has expectations regarding production and conduct that will ensure a successful business in a climate of mutual respect. Along with the benefits and opportunities offered, employees have certain responsibilities for which they are accountable. The most important accountability is to be productive in their assigned tasks. This requires listening to their immediate supervisor, respecting their experience, and carrying out assignments promptly and completely. In addition, doing a good job requires employees to follow safety procedures, ask questions and make constructive suggestions. The Leadership Team is interested in new ideas and welcomes input as to how Access can work more efficiently. Doing a good job also implies maintaining good health and mental alertness, using good judgment, being prompt and regular in attendance, cooperating with the immediate supervisor and fellow workers and respecting others. Each person is vital to the continued success of Access. We know that commitment and good work performance of employees are the primary factors in the growth of Access. We have developed these policies with that philosophy in mind. WE WILL: • Treat each employee with courtesy, respect and consideration; • Recognize the value of cooperative, well-trained, efficient and loyal people working together for the benefit of each other and Access; • Provide fair, competitive pay and safe working conditions; • Provide an appropriate opportunity for discussions of any problems and/or misunderstandings; • Promote from within whenever possible on the basis of merit, ability, job performance and special skills. • In order for this employment relationship to benefit both employee and employer, Access expects all employees among other things: • To give a productive day’s work to the best of their skill and ability • Maintain good attendance • To arrive at, and begin work on time Employee Orientation Program

• To demonstrate a considerate, amiable and positive attitude toward co-workers, customers, etc. • To adhere to the policies and procedures set forth by Access • Meet or exceed high quality and quantity work standards • Practice safe work habits • Follow work instructions • Respect both Access and others’ property • Follow established operating procedures All areas and departments work as a team and it is important that all employees cooperate with each other. No individual is any more important than another. All differences of opinion can be promptly resolved by the proper approach. We encourage all employees, at any level, to contact their immediate supervisor or management regarding issues of importance, concerns or misunderstandings in the workplace. 7

EMPLOYMENT AT

EQUAL EMPLOYMENT OPPORTUNITY

EMPLOYMENT AT WILL

It is the policy of Access to grant Equal Employment Opportunities to all qualified persons without regard to race, sex, religion, age, national origin, marital status, physical or mental disability (that does not prohibit performance of essential job functions), veteran’s status, or any other conditions or identifications against which discrimination is prohibited by appropriate statute or law. Access provides equal opportunities in employment, training, promotions, pay, benefits and all other privileges, terms and conditions of employment. Access’ policy is to carry out programs and to make equal opportunity a reality. Although law requires this policy, it also represents the Company’s moral commitment to its employees. This policy will apply in the event of conflict with any other policy set forth in this handbook.

Employment with Access is “at will”, meaning that either the employee or the Company may terminate the employment relationship for any reason at any time with or without prior notice. Remember, this handbook is not a contract of employment. Access disclaims any implied contractual obligation of continuing employment. Although we hope that your employment relationship with us will be long term, either you or Access may terminate the employment relationship at any time for any reason, with or without cause or notice. Please understand that no manager, supervisor or representative of Access has the authority to enter into any agreement with you for employment for any specified period of time, or to otherwise alter the at-will nature of your employment.

HR HANDBOOK FOR ACCESS MANAGEMENT

ORIENTATION All new Access employees shall receive an orientation session which will encompass an overview of general policies, procedures and operations. This will also provide employees, new to either a position or Access, an opportunity to learn the performance expectations management has with regard to the position in question. They will be given a copy of this Employee Handbook and will be expected to learn its contents. They will also make aware of policies such as, Code of Ethics, and asked to sign off on their adherence to same.

Employee Orientation Program

BUSINESS ETHICS Employees are expected to maintain the highest ethical standards in the conduct of Access business. It is expected that each employee will conduct Access's business with integrity and comply with all applicable laws in a manner that excludes considerations of personal advantage or gain. The following is a summary of Access's policy with respect to (1) gifts, favors, entertainment and payments given or received by Access employees, (2) potential conflicts of interest and (3) certain other matters: Gifts, Favors, and Payments by Access Gifts, favors, and payments may be given to others at Access expense, if they meet all of the following criteria: • They are consistent with accepted business practices. • They are of sufficiently limited value and in a form that will not be construed as a bribe or payoff. • They are not in violation of applicable law and generally accepted ethical standards. • Public disclosure of the facts will not embarrass Access. • Payments, commissions or other compensation to or for the benefit of employees or customers (or their family members) not required by written contract are a violation of Access policy. 10

• Gifts, Favors, Entertainment and Payments Received by Access Employees Employees shall not seek or accept for themselves or others any gifts, favors, entertainment, payments without a legitimate business purpose nor shall they seek or accept personal loans other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with or is a competitor of Access. In the application of this policy: • Employees may accept for themselves and members of their families common courtesies usually employed with customary business practices. These include but are not limited to: • Lunch and/or dinner with vendors sometimes including spouses as long as the invitation is extended by the vendor. • Gifts of small value from vendors such as calendars, pens, pads, etc. • Tickets to events (such as sports, arts, etc.) are acceptable if offered by the vendor and the vendor accompanies the employee to the event. These are not to be solicited by Access employee and must be approved by the appropriate Access officer. • Overnight outings are acceptable under the condition that individuals from either other companies or the vendor are in attendance. The employee must have prior approval from the appropriate Access officer.

HR HANDBOOK FOR ACCESS MANAGEMENT

• The receipt discouraged.

alcoholic

beverages

• Gifts of perishable items usually given during the holidays such as hams, cookies, nuts, etc., are acceptable. • A strict standard is expected with respect to gifts, services, discounts, entertainment or considerations of any kind from suppliers. • Day outings such as golf, fishing, and hunting are acceptable with prior approval from the appropriate Access official. The vendor must be in attendance and participation by the employee's family members is not acceptable. • Use of vendor's facilities (vacation homes, etc.) by employees or families for personal use is prohibited. In the event the vendor is present for the duration of the visit such a situation is acceptable as long as it is only once per year and for limited duration, i.e. a long weekend. The employee must have prior approval from the appropriate Access officer. • It is never permissible to accept a gift in cash or cash equivalent such as stocks or other forms of marketable securities of any amount. • Management employees should not accept gifts from those under their supervision of more than limited value.

Employee Orientation Program

Conflicts of Interest Employees should avoid any situation that involves or may involve a conflict between their personal interest and the interest of Access. As in all other facets of their duties, employees dealing with customers, suppliers, contractors, competitors or any person doing or seeking to do business with Access are to act in the best interest of Access. Each employee shall make prompt and full disclosure in writing to their manager of any potential situation which may involve a conflict of interest. Such conflicts include: • Ownership by employee or by a member of their family of a significant interest in any outside enterprise that does or seeks to do business with or is a competitor of Access. • Serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise that does or is seeking to do business with or is a competitor of Access. Any exception to this must be approved by the Chief Executive Officer of Access. • Acting as a broker, finder, go-between or otherwise for the benefit of a third party in transactions involving or potentially involving Access or its interests. • Any other arrangements or circumstances, including family or other personal relationships, which might dissuade the employee from acting in the best interest of Access.

CONFIDENTIAL INFORMATION The revelation or use of any confidential information, data on decisions, plans, or any other information that might be contrary to the interest of Access without prior authorization, is prohibited. The misuse, unauthorized access to, or mishandling of confidential information, particularly personnel information, is strictly prohibited. In the course of work, employees may have access to confidential information regarding Access, customers, or maybe even fellow employees, such as financial, contractual, production or administrative records and information of the property and its customers. A prime responsibility is to not reveal or divulge any such information and to use it only in the performance of the job. Therefore, employees are not to engage in the unauthorized discussion of confidential information outside Access and only with fellow employees who need to know in order to perform their job. Additionally, no employee shall, during their employment or thereafter, disclose to others or use any confidential, technical or other business information. â&#x20AC;&#x153;Confidential, technical or other business informationâ&#x20AC;? shall mean any information including lists of vendors, customers and employees which the employee has used, learned or contributed to during the course of his or her employment. All pay plans and employee information are also to be treated as confidential. Compensation is also considered confidential information. Please discuss compensation issues only with a Sr. Management representative. Inquiries from the media or other outside parties should be referred to the CEO. Inquiries regarding information on former employees must be directed to the HR Department. Prior to leaving the office in the evening, it is imperative that employees secure all confidential data, as well as checks and stamps, by placing them in their desk or file cabinets. Violation of protecting Company confidential records and information may result in immediate dismissal.

COMPLIANCE Any violation of this policy will subject the employee to disciplinary action up to and including immediate dismissal. Any Access employee having knowledge of any violation of the policy shall promptly report such violation to the appropriate level of management. Each manager of Access is responsible for compliance in his/her area of responsibility. When questions arise concerning any aspect of this policy, contact the corporate Controller.

HR HANDBOOK FOR ACCESS MANAGEMENT

Employee Orientation Program

PROFESSIONAL DEVELOPMENT LICENSING REIMBURSEMENT This policy statement is intended to set forth the procedure for qualified employees of Access for consideration for reimbursement of fees associated with certain professional licenses. The intent of this policy is to encourage employees to seek those licenses related to their duties so that they may better serve our customers. APPLICABILITY AND LIMITATIONS Consideration for a reimbursement of licensing fees is available to all full time Access employees who have been employed more than six (6) months (â&#x20AC;&#x153;Qualified employeesâ&#x20AC;?). The license must be directly related to their duties and shall only be used in the course of Access employment. Employees shall not use licenses issued pursuant to this Policy for personal use or for other related companies while employed by Access. Reimbursement for fees may be applicable to the following licenses: community association manager, certified pool operator, notary public, real estate, and any other applicable license. Any other fees must be approved in writing by the Regional Property Manager and the CFO.

HR HANDBOOK FOR ACCESS MANAGEMENT

This reimbursement is for the fees associated with licensing ONLY. All Qualified employees shall be required to meet all educational and work requirements associated with each license sought and shall be required to successfully complete any examination or other requirements associated with the license. In addition, any continuing education requirements associated with the license shall be at the expense of the employee.

LICENSING REIMBURSEMENT FORM

This form is required for all employees seeking reimbursement for licensing by Access Residential Management for employee development. Please complete the information requested below, obtain approval from your direct report and send to Access Management, 5728 Major Blvd. Suite 307, Orlando, FL 32819 or fax to 407-480-4203 or email to HR@ accessdifference.com for processing. The application will be processed within ten (10) business days of Procedure and Approval Process receipt and forwarded to Accounts Payable for Any Qualified Access employee who wishes to be reimbursement if necessary. considered for reimbursement for fees shall first obtain written approval by their supervisor and then Reimbursement agreements are contingent upon submit a written request to your direct report on the the employee's providing evidence of satisfactory attached Form. Qualified employees will be required program completion and costs incurred in addition to pay all fees initially and the company will then to a one year commitment of employment with reimburse all approved requests. Approval of these Access Residential Management. In the event the requests is solely within the discretion of Access. employee is terminated or the employee terminates employment within one year of reimbursement and or passing/taking of any exam and or class, employee Employee Commitment will be charged back for any reimbursements paid for If it is determined by the Commissioner that the by Access Residential Management. license issued pursuant to this Policy is being used inappropriately, including but not limited to being used outside the scope of their Access employment, the license shall be automatically revoked. If an employeeâ&#x20AC;&#x2122;s employment is terminated with Access for any reason within 1 year of passing and/or taking the exam all fees are to be paid back to Access prior to the last day of employment. These reimbursements will include any and all fees directly related to the license.

Employee Orientation Program

YOUR WORK ENVIRONMENT EMPLOYEE HARASSMENT AND DISCRIMINATION POLICY It is the policy of Access to prohibit sexual or other unlawful harassment of any employee or any other person in connection with Access by another employee, manager or third party. Unwelcome sexual advances or other instances of verbal or physical conduct of a sexual or inappropriate nature are unlawful if (1) submission to such conduct is either explicitly or implicitly made a term of work, condition of employment, or a basis for any employment decision affecting the individual; or (2) such conduct creates a hostile or offensive environment. Conduct considered sexual harassment includes, but is not limited to: • Verbal statements or physical conduct of a sexual nature; • Unwelcome sexual advances or proposition for flirtations; • Inappropriate sexual (explicit or implicit) comments about an individual’s body, or language used to describe an individual; • Display in the work place of offensive, sexual, suggestive or explicit objects or pictures. Some examples of the types of conduct that should 16

not occur in the workplace include, but are not limited to the following unwelcome actions: (1) Touching, such as rubbing or massaging someone's neck or shoulders, stroking someone's hair, or brushing against another's body; (2) sexually suggestive touching; (3) grabbing, groping, kissing, fondling; (4) whistling; (5) lewd, off color, sexually oriented comments or jokes; (6) foul or obscene language; (7) leering, staring, stalking; (8) suggestive or sexually explicit posters, calendars, photographs, graffiti, cartoons; (9) unwanted or offensive letters or poems; (10) sitting or gesturing sexually; (11) offensive e mail or voice mail messages; (12) sexually oriented or explicit remarks, including written or oral references to sexual conduct, gossip regarding one's sex life, body, sexual activities, deficiencies, or prowess; (13) questions about one's sex life or experiences; (14) repeated requests for dates; (15) sexual favors in return for employment rewards, or threats if sexual favors are not provided; (16) sexual assault or rape; (17) any other conduct or behavior deemed inappropriate by Management. Prohibited harassment on the basis of race, color, national origin, ancestry, religion, physical or

HR HANDBOOK FOR ACCESS MANAGEMENT

mental disability, marital status, medical condition, sexual orientation, age, or any other protected basis, includes conduct similar to sexual harassment, such as: • Verbal conduct such as threats, epithets, derogatory comments, or slurs; • Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures; • Physical conduct such as assault, unwanted touching, or blocking normal movement; and • Retaliation for reporting harassment threatening to report harassment.

An employee who believes that he/she has been the subject of any form of unlawful harassment must report the alleged incident immediately to his/her Immediate Supervisor or Sr. Management. Access considers unlawful harassment a serious matter; all reported incidents will be investigated. If Access determines that an employee has violated this policy, he/she will be subject to discipline up to and including dismissal. If Access determines that a third party has violated this policy, appropriate steps will be taken to make appropriate contact and to monitor subsequent compliance with the policy.

Please follow the steps outlined in the “Complaint Procedures” outline below, unless the offending party is your immediate supervisor, in which case you should report the incident to any member of Sr. Management. Any employee who reports unsubstantiated allegations of sexual or other forms of unlawful harassment for the purpose of defaming or harming another individual will be subject to disciplinary action up to and including dismissal.

COMPLAINT PROCEDURE Each Employee is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, Employees are responsible for respecting the rights of their co workers.

This resolution process may be used freely without fear of criticism or action being taken against anyone who uses it, and the individual’s job, pay or opportunity for advancement will not be affected. Management is charged with the responsibility The sole purpose of this procedure is to attempt to investigate each alleged instance of unlawful to work out, to the mutual satisfaction of all harassment and shall make every effort to assure concerned, any questions, concerns or complaints complaints are resolved promptly and confidentially. employees might have. Here’s how the process No management personnel, supervisor or other works: employee shall place an employee at a disadvantage, or retaliate against an employee for having reported a complaint of sexual or any other unlawful Whenever possible, discussion with the employee’s harassment. immediate supervisor should be the first step in resolving a question, concern or complaint. Every effort should be made to resolve the matter at Any employee who believes he/she has been this level to the satisfaction of all parties. After subjected to unlawful harassment is encouraged reviewing the facts, the immediate supervisor will to report to management any such incidents. give an answer within a reasonable time period. In Employees can be assured their disclosure will the event the complaint involves the immediate be treated with confidence and that all reported supervisor and the employee does not feel incidents will be investigated. If Access finds that comfortable discussing the situation with him/her, an employee has violated this policy, he/she will be the employee may discuss the matter with the next subject to discipline up to and including dismissal. level of management.

Employee Orientation Program

If the situation has not been resolved to the employee’s satisfaction after the first step, the matter should then be referred to the next level of management. Depending on the circumstances, the employee should advise his/her immediate supervisor of his/her desire to take the matter to the next level of management. If, after bringing the matter to the immediate supervisor and the next level of management, it still has not been resolved, the employee may communicate the matter to any member of Sr. Management. This must be done in writing and submitted within five working days from the latest response. The Sr. Management representative will discuss the matter with the CEO and get back with the employee within a reasonable time. Sr. Management’s answer will be final. Remember that the purpose of the resolution process is to give employees and Access an opportunity to resolve problems. In order for this policy to work, however, employees must want it to work and use it. It is in place to benefit all employees. Nevertheless, while Access retains the sole right to make the final decision regarding the propriety of any job-related action, including disciplinary action and dismissal, Access will listen openly to any employee and try to resolve any work-related issue. The results of any investigation will be communicated to the individual that filed the complaint and any individuals who are the subjects of the complaint as appropriate. All personnel who have pertinent information relating to an investigation should bring such information to the attention of the individuals participating in the investigation. Access prohibits any form of retaliation against any Employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. Any Employee who reports unlawful harassment or cooperates in the investigation of a complaint will be protected from retaliatory action.

False accusations of harassment or discrimination can have serious effects on those involved. Thus, abuse of this complaint procedure by filing or knowingly supporting demonstrably false claims of harassment or discrimination will not be tolerated. However, we understand that individuals may have differing perceptions of particular behavior. All individuals who believe they have been subjected to harassment or discrimination are to report it to the appropriate personnel as soon as the individual perceives such problems so that disciplinary or other prompt remedial action may be taken. If you have any questions concerning this policy, please contact the HR Department.

WORKPLACE VIOLENCE Access is committed to providing a work environment that is safe and free of threats of violence, bodily harm or physical intimidation. We will not tolerate any acts or threatened acts of violence from anyone, even if made in a joking manner, against any employees, clients, visitors, or any other individual on the premises at any time. Workplace violence is defined as physical, verbal, or written threats, violent behavior, or any physical conduct that interferes or threatens an employee’s safety in the workplace. It includes, but is not limited to the following: • Actual or implied threat of; • Possession of any weapon on Access property; • Brandishing at others any object or substance which could be construed as a weapon; • Loud, angry, or disruptive behavior that creates fear or anxiety in the workplace; • Intentional or reckless disregard for the physical or psychological safety of others; • Intentional or reckless destruction of Access property or any individual’s personal property; • Committing any misdemeanor or felony crime on Access grounds or on Access time;

HR HANDBOOK FOR ACCESS MANAGEMENT

• Any other conduct or behavior which a reasonable person would view as threatening or potentially violent.

NON DISCRIMINATION AGAINST AND ACCOMMODATION OF INDIVIDUALS WITH DISABILITIES In compliance with the Americans with Disabilities Act (“ADA”) and applicable state and local laws, Access is committed to providing equal opportunity for qualified candidates and employees with disabilities. Access does not discriminate on the basis of disability in any of our employment practices, including the terms, conditions and privileges of employment. Unless an undue hardship on business operations would result, we will make, when necessary, reasonable accommodations to the known physical or mental impairment of a qualified individual with a disability. It is our policy to, without limitation: Ensure that qualified individuals with disabilities are treated in a non¬discriminatory manner in the pre employment process and that employees with disabilities are treated in a non discriminatory manner in all terms, conditions, and privileges of employment.

PROCEDURE FOR ACCOMMODATION

REQUESTING

Qualified individuals with disabilities may make requests for reasonable accommodation to the HR Department or other appropriate management personnel. After receipt of an accommodation request, the HR Department of immediate supervisor will meet with the requesting individual to discuss and identify the potential accommodations to enable the individual to perform the essential job functions. We may consult other sources of information in order to determine what reasonable and effective accommodation to adopt, if necessary. The Human Resource Department and/or other appropriate management representatives identified as having a need to know, pursuant to applicable law and as required by the circumstances, will determine the feasibility of the requested accommodation and the Immediate Supervisor or the Human Resource Department will inform the employee of management's decision on the accommodation request.

Keep all medical related information confidential in accordance with the requirements of the ADA and other applicable laws and retain such information in separate confidential files. Provide reasonable accommodations to applicants and qualified employees with disabilities, except where such an accommodation would create an undue hardship for Access. Notify individuals with disabilities that Access provides reasonable accommodation to qualified individuals with disabilities by including this policy in the Employee Handbook, and by posting the Equal Employment Opportunity Commission's poster on non-discrimination against individuals with disabilities and other protected groups conspicuously in employee areas.

Employee Orientation Program

HR HANDBOOK FOR ACCESS MANAGEMENT

HEALTH AND SAFETY -SAFE WORK ENVIRONMENT

Safety on the job and on the highway is extremely important to the Company. It has taken every precaution to ensure employees’ safety, but the ultimate responsibility for an employee’s safety rests with each person. It is imperative that employees follow all safety procedures, use equipment properly, lift properly, wear seat belts, drive defensively and observe all instructional labels and warnings.

• Get help and always use proper body mechanics when lifting or moving heavy objects; • Wear seat belts at all times when operating vehicles on Company business; • Do not remove or bypass any guards or safety devices on machinery at any time’ • Ask the immediate supervisor for any additional equipment or instruction needed to get the job The following safety guidelines will help make Access a done safely; safe environment in which to work. • Follow all other written and recommended safety • Enter and exit the Community through designated rules; and employee entrances unless otherwise instructed by • Keep work areas clean and neat at all times. your manager. • All bags, boxes, backpacks, briefcases, handbags and any other possessions or articles carried to and from the Community property are subject to inspection upon entering and/or exiting the Community. • All Access property, including offices, desks, workstations, computers, cabinets, files and lockers are property of Access and are subject to inspection. • No children of employees or pets are allowed on Community property without prior express authorization from Community management. • No alcohol or illegal drugs allowed on Access property; • All job-related accidents must be reported to the immediate supervisor immediately; • The Human Resources Department must authorize all non-emergency treatment for accidents first; • Keep desk and file drawers closed when not in use; • Advise the immediate supervisor of any hazardous conditions; • Do not stand on a chair to reach top shelves, use a stepladder or stool; • Don’t pile books, files, equipment, etc. so high that they could fall and injure someone; • Be familiar with the nearest exit and safe escape route in case of a fire; • Avoid placing cords where they may cause someone to trip;

Employee Orientation Program

YOUR WORK PERFORMANCE THE GUEST EXPERIENCE At Access, we are dedicated to providing service that consistently exceeds the expectations of our Residents & Guests. The ways in which we can accomplish this are by recognizing the individuality and respecting the privacy of our Residents & Guests, and always seeking to anticipate the needs of our customers in the spirit of friendly, appreciative and attentive service.

PERSONAL APPEARANCE Your appearance is the first thing our Residents & Guests will notice. Special emphasis should be placed on hygiene and the clean, neat appearance of your face, hands and hair. As an employee, you will be known for your professionalism and service attitude and this should be reflected in your appearance. Ear rings should be posts, no hoops or ear rings that dangle as they can pose a safety hazard. No tattoos shall be visible to guests during your shift. The Manager will determine specific Dress and Grooming Standards, beyond what is outlined below, for your particular position.

DRESS CODE It is in Access’ best interest to present a professional image to its customers, vendors and the public. Accordingly, Access generally requires all internal staff to dress in business professional attire. Acceptable Dress Code Guidelines for Business Professional Attire:

Male Employees – Dress shirt, community polo, dress slacks, dress shoes and name tag. Female Employees – Suits, pantsuits, dress blouses, community polo, dress slacks, dress skirts, blazers, dressy dresses, dress shoes and name tag. At all Times: - Clothing must be clean; - Appropriate undergarments must be worn; - No transparent or revealing garments. No spaghetti straps, spandex, bare midriffs or tight/ clingy clothing; - Fragrances should be applied lightly so as not to irritate other employees; - Tattoos should not be visible; and - No facial or tongue piercing. The Company expects all employees to take pride in their appearance by arriving for work properly dressed, groomed and adhering to acceptable hygiene standards. Management reserves the right to determine the appropriateness of attire. Employees found to be in violation of the dress code will be sent home to change with the time being charged to the employee’s vacation or, if vacation is not available, the time will be unpaid. Repeated offenses could result in disciplinary action up to and including dismissal.

HR HANDBOOK FOR ACCESS MANAGEMENT

ABSENTEEISM AND TARDINESS

management for scheduled shifts will be subject to corrective action up to and including dismissal.

Access expects all employees to assume diligent responsibility for their attendance and promptness. The success of all of our jobs depends on teamwork, and you should make every effort to be on the job and on time when scheduled to work.

Any employee who is absent from work for two (2) or more consecutive days without notification to management will be deemed to have abandoned his or her job and may be terminated.

If, however, you are sick or faced with an emergency, you shall contact your manager to let him or her know about the situation as early as possible. You must contact the Community at least two (2) hours before the start of your scheduled shift. If you are unable to reach your manager, leave a message. Be sure to include the following information: • Your name and department • The date and time you were scheduled for work • The reason for not being able to report to work, and when you expect to be able to return • The phone number where you can be reached Call back until you make a live contact your manager and be sure the message has been received correctly. Since you alone are responsible to notify your manager, do not depend on others to report your absence or tardiness. Absences must be reported daily unless other arrangements have been made with your manager. Absenteeism or tardiness that is unexcused or excessive in the judgment of management, will reflect against your performance, and is grounds for disciplinary action, up to and including dismissal. An employee who is absent from work because of illness for three (3) consecutive days may be required to provide a doctor's certification or Return to Work Statement. Any employee who fails to report for work or contact Employee Orientation Program

INCLEMENT WEATHER In the event inclement weather makes it appear the office may be closed for the day, employees should call their immediate supervisor to determine the work status for that day. If the office closes due to inclement weather employees may use vacation or take the time as unpaid time.

SMOKING To maintain a safe and comfortable working environment and to ensure compliance with applicable laws, smoking in offices and facilities is strictly prohibited. You should become familiar with the areas throughout the premises where smoking is either permitted or prohibited. These areas have been marked clearly and because Community may be subject to criminal and civil penalties for violations of applicable smoking laws, we must insist on strict adherence to this policy. Employees smoking in any nonsmoking area may be subject to disciplinary action.

DRUG/ALCOHOL ABUSE POLICY Access is a Drug-Free Workplace and maintains a strong commitment to programs that promote safety in the workplace and employee health and wellbeing. For these reasons, we have developed the following policy: The use, sale, possession, or distribution of illegal narcotics, drugs, alcohol or controlled substances by any employee while on Access business or on Company premises is prohibited. (Company premises include: all offices, means of transportation owned by or leased to Access or otherwise being utilized for Access business). Employees are also prohibited from reporting to work while under the 23

influence of illegal or improperly used narcotics, drugs or controlled substances. Violation of this rule may result in disciplinary action, up to and including dismissal. Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/ or according to a physician's prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job. If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee's responsibility to use appropriate personnel procedures (e.g., call in sick, use leave, request change of duty, notify supervisor) to avoid unsafe workplace practices. The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of this drug-free workplace policy to intentionally misuse and/ or abuse prescription medications. Appropriate disciplinary action will be taken if job performance deterioration and/or other accidents occur. Off-the-job drug/alcohol use which could adversely affect an employee’s job performance or which could jeopardize the safety of other employees, the public, Company equipment or facilities, or where such usage adversely affects the public trust in the ability of Access to carry out its responsibilities, is also cause for disciplinary action, up to and including dismissal. Employees who are arrested for and convicted of off-the-job drug/alcohol activity may be considered in violation of this policy. In deciding what action to take, Access will take into consideration the nature of the charges, the employee’s present job assignment, the employee’s record with Access, the impact of the employee’s conviction on the conduct of Company business and any other factors Access may deem relevant.

Any employee who is convicted of any criminal drug statute for a violation occurring outside the workplace must notify his/her immediate supervisor within five days of the conviction. Access reserves the right to conduct drug screening to identify employees who use illegal drugs or abuse alcohol, either on or off the job. It shall be a condition of continued employment for all employees to submit to a drug screen: When there is a reasonable suspicion to believe that an employee is using or has used illegal drugs or is abusing or has abused alcohol. At other times and under such circumstances as deemed appropriate by Access management and current state and/or federal standards. Employees will be given adequate notice of any addition/ change/deletion in the company’s drug testing requirements. Access realizes that an employee may become dependent upon alcohol or narcotic substances that alter the quality of his/her professional and personal life. Access considers that most dependencies may be treatable and encourages those who are willing to help themselves by seeking outside help. Employees are encouraged to seek assistance from reputable sources within the community. Employees who do not request assistance and have drugs detected via an incident, accident or drug test, may be subject to disciplinary action up to and including dismissal. Any information concerning substance abuse situations shared with Access will be handled with the strictest of confidence. While it is the desire of Access that any employee with a substance abuse problem submit to available treatment, certain guidelines must be set to cover instances when an employee does not seek help or engages in prohibited conduct while on Access

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business or premises. There are a number of good reasons for this policy. Employees under the influence of drugs or alcohol pose a serious threat to their own safety as well as the safety of others. Also, employees cannot perform their job properly while working under the influence of drugs or alcohol. An employee’s personal protection and the quality of Access’ work are very important to everyone. Equally important is the fact that the improper use of many drugs and narcotics is unlawful. Compliance with the above policy and work rules will ensure a safe and healthy working environment. It is intended to protect all employees from the harmful effects of possible accidents and errors that can occur while individuals are under the influence of drugs or alcohol. Again, Access encourages all employees with a substance dependency to seek help. Any employee having questions about this policy or work rules, should speak with his/her immediate supervisor.

NO RETURN TO WORK POLICY Employees may not return to the premises before or after their shift.

CASH HANDLING All Employees in cash handling positions are directly responsible for the banks assigned to them and for cash and credit sales received. Negligence by an employee in discharging his/her cash handling responsibilities will lead to disciplinary action and/ or removal from the position. Misappropriation of funds will result in termination and may require full restitution. Failure to follow proper Cash Handling procedures may result in termination. In addition, if Access suffers monetary loss due to employee's gross

Employee Orientation Program

negligence, dishonesty or willful misconduct, we reserve the right to institute restitution proceedings, as well as impose appropriate disciplinary penalty.

PERSONAL TELEPHONE CALLS/ PERSONAL CELL PHONES Phones in the public areas are not to be used by employees. Employees should discourage friends and family from calling them at work. The Front Office will take messages for employees only in the case of an emergency. Management will locate the employee directly and arrange for direct contact with the caller. Employees who are not authorized to use personal cell phone/pagers/beepers while in the course of their duties will not carry a personal phone or pager while on duty. These devices are not an authorized part of uniforms or business attire and should not be carried during work hours. Exceptions to this policy will be made at the discretion of management, and will generally be limited to medical care or emergency situations. For business calls, always be courteous and attentive. Please remember that opinions about Access are often based on how employees conduct business over the telephone. Regardless of how the other person is conducting himself or herself on the telephone, always be courteous and attentive. Please engage these techniques when utilizing the telephone: Employees should always speak distinctly, courteously and in a businesslike manner. Telephone personalities can be developed into a valuable asset. The only impressions many people develop of Access are from telephone conversations. Employees should identify themselves by name on incoming calls. First impressions about Access are developed via the telephone and can impact opinions about the Company’s professionalism.

Employees should never place their hand over the mouthpiece. Instead, use the “hold” feature. Employees should always be conscious of the caller’s time and never keep a customer on a “dead” line. When a person called is busy or out of the office temporarily, advise the caller and offer to take a message or send to voice mail. Employees should never chew gum or place food or other items in the mouth while using the telephone. Employees should always take notes when listening. They should record all pertinent information accurately and repeat the name and telephone number if necessary.

Nametags are issued to all employees as part of the uniform and business attire, which is to be worn daily. No badges, buttons, pins, patches, or ribbons may be attached to your nametag or any other part of your uniform or business attire. The nametag serves as a security measure and also identifies you as an employee to our Residents & Guests and fellow staff members.

LEAVING PROPERTY DURING WORKING HOURS Please notify your manager prior to leaving the Community for any reason during your work shift. You must punch out and in and check with your manager when reporting back to work. Failure to do so may lead to disciplinary action up to and including dismissal.

SECURITY OF PROPERTY Employees should answer all calls, including in-house calls, by the second ring. Any questions regarding the proper use of the telephone system should be directed to the employee’s immediate supervisor.

GUM OR OTHER CHEWING SUBSTANCES Chewing gum, tobacco, toothpicks, or any other matter while on duty is prohibited.

PARKING Specific areas are designed for employee parking. This policy applies to all employees and failure to comply may result in disciplinary action. Access is not responsible for damage or loss due to vandalism or theft.

RESTROOMS All employees must use the restrooms designated by management.

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All Access property must remain on Company premises unless permission is received in writing from Sr. Management. Written permission is required to prevent the appearance or suspicion of theft, which could result in immediate dismissal. Doors to Access’s offices should be kept locked after normal business hours and after business hours on weekends and on holidays. The last person to leave needs to make sure that all doors are locked.

CARE OF EQUIPMENT Access has made a significant investment in equipment. Please exercise care in the use of this equipment. If any Access equipment is defective or is not well suited for the job, the immediate supervisor should be notified immediately. A few timely repairs may prevent costly breakdown of the equipment. Please do not use Access equipment or property for personal reasons unless prior approval has been obtained from Sr. Management. Misuse of equipment may result in discipline ranging from warning to dismissal

HR HANDBOOK FOR ACCESS MANAGEMENT

and employees may be held financially responsible for damage to Access equipment or property for any misuse, negligence or intentional harm.

GOOD HOUSEKEEPING One indication of the quality of work is the condition and appearance of work and break areas. Orderliness reduces accidents and fire hazards, improves health conditions, adds to the efficiency of work, improves the quality of service and portrays a favorable image to customers. All employees can help by placing trash and refuse in the containers provided and by applying a few simple rules of cleanliness. Food should only be placed in the trash containers in the break room, not in trash cans at desks. Employees should inform their immediate supervisor of any housekeeping needs (i.e., dim lightbulbs, low supplies in kitchens/ restrooms and broken/loose items). It is everyone’s responsibility to help keep his/her area clean and in good order. Desks and work areas should be clean and organized. Radios or other sound equipment are not permitted in work areas. The last one to leave the area at the end of the day should make sure office and area lights are turned off.

SELLING ON COMPANY PROPERTY – SOLICITATION AND DISTRIBUTION Distribution of non-work related email communications, printed or graphic material of any description, or the solicitation or distribution of literature for sales of non-work related goods or services by employees on Access property must have prior approval from Sr. Management. Sr. Management will also determine the appropriate distribution method. Solicitation and distribution of any non-work related materials or email communications will not be permitted during the time an employee is supposed to be working. Any employee who does so neglects his/her own work and may interfere

Employee Orientation Program

with the work of another employee and will be subject to disciplinary action. Distributing, authorizing or encouraging the distribution of pamphlets or printed matter of any kind on Access property by persons who are not employees is strictly prohibited. An employee observing a violation of these policies should report it to his/her immediate supervisor immediately.

GUIDELINES FOR APPROPRIATE CONDUCT Access has an at-will employment relationship with its employees, but there may be situations in which Access has to take disciplinary action with an employee. When an employee engages in conduct that warrants discipline, Access may impose any disciplinary penalty that it believes appropriate, up to and including dismissal. Depending upon the circumstances involved, Access may choose disciplinary actions such as verbal or written warnings, suspensions without pay, immediate dismissal or other appropriate actions. This section is designed to highlight examples of conduct that may result in disciplinary action. Listed below are actions that are subject to disciplinary action. This list is by no means all-inclusive and it is intended solely to outline some general areas of unacceptable conduct: • Falsifying employment or other business records • Soliciting gratuities from customers or clients, or adding a gratuity to a customer check • Engaging in unauthorized use of Access supplies, property, or computer internet and email systems particularly for personal purposes • Engaging in insubordination • Failing to maintain the confidentiality of customer, or client information • Fraternization with Residents & Customers on the premises • Using abusive or profane language toward fellow workers, customers or vendors, or exhibiting offensive or indecent conduct;

• Violating the Drug-Free Workplace policy • Violating the Smoke-Free Workplace policy • Unexcused or excessive absenteeism or tardiness; • Willfully, negligently disregarding any security rule or regulation, or other unacceptable conduct; • Distributing unauthorized working hours;

literature

during

• Unauthorized solicitation by co-workers, except during non-working time. For purposes of this rule, the term “non-working time” means any period of the work day when employees are not employed in performing their work tasks (i.e., lunch and break periods); • Engaging in acts of theft, sabotage, removal or unauthorized use of Access information; • Engaging in any act of discrimination or unlawful harassment against a fellow employee, customer or guest of Access; and • Possession of guns or other weapons on Access premises. Access reserves the right to terminate the employment of any employee, at any time, for any reason, with or without warning. Access also recognizes the reciprocal right of an employee to resign his/her employment at any time and for any reason. Generally, we will use a policy of “Progressive Discipline” which includes the following action steps: • Verbal Warning • 1st Written Warning • 2nd Written Warning • Final Warning/Suspension

form of discipline, up to and including termination, depending on the severity of the infraction. You will be asked to acknowledge receipt of action plans, warnings and suspensions via signature. While we believe in the principle of “Progressive Discipline,” it may not be appropriate in all situations. Management reserves the right to impose discipline it deems appropriate in all instances, without following the “Progressive Discipline” policy outlined above.

OPEN DOOR POLICY Misunderstandings or conflicts can arise in any organization. To ensure effective working relations, it is important that such matters be resolved before serious problems develop. Most incidents resolve themselves naturally. However, if a situation persists that you believe is detrimental to you, you should discuss the issue with your Manager. If you are uncomfortable raising the issue with your Manager, you should bring the issue to the attention of the Resident Manager, or another member of the management team. During this discussion, feel free to discuss the matter openly with the manager you are speaking with, who listen in a courteous manner will because it is her/his desire to understand and aid in solving problems that arise at work. This policy recognizes that, being human, mistakes are made despite our best efforts. We want such mistakes to be corrected, and the only way we can do this is to be aware of your problem or complaint.

• Suspension pending investigation* • Termination *Some infractions could result in immediate Suspension, which is used as a time to investigate the infraction. Once the investigation is complete, Management may elect to move impose a different

HR HANDBOOK FOR ACCESS MANAGEMENT

COMPUTERS, INTERNET & SOFTWARE POLICY It is the policy of Access to only use software licensed to and paid for by Access. Federal copyright laws protect computer software programs. To use an unlicensed copy of software is considered “software piracy” and is a crime subject to fines and other penalties. No software, games, screen savers or any other application may by installed on any computer owned by Access, unless the software is 1) owned and/or licensed to Access and 2) the installation is performed by an authorized Access representative. It is against Access policy for employees to make a copy of software owned by Access for their personal use. Neither should employees “lock” their computers to prohibit others from accessing them. Violation of these policies will not only subject the employee to possible disciplinary actions, but will also make them personally responsible for any legal actions. If unapproved software is found on any Access computer, Access will delete the software. Electronic Mail Access has provided an electronic mail (e-mail) system for use on Access business. Email and Internet connection is Access property and must be used for business purposes only. Employees may not use email to communicate personal information such as items for sale, parties, social gatherings or the like. Email or the Internet may not be used for an employee’s personal interests (for example: an employee’s use of social media, such as Facebook) whether they relate to outside business ventures, political campaigns, or religious causes. Employees are also prohibited from communicating trade secrets and other confidential information to any person or organization outside Access without permission from Sr. Management. In connection with the provision of that e-mail system, Access has implemented the following policy: All communications and information transmitted by, received from, or stored in Access’s computer system are Access records and property of Access. It is against Access policy to send any e-mail message that contains intimidating, hostile, obscene or offensive material concerning sex, race, color, national original, religion, age, marital status, disability or any other classification protected by law. Access’s policies against sexual or other harassment apply fully to the e-mail system, and any violation of those policies is grounds for discipline up to and including dismissal. Employee Orientation Program

Employees have no right to, or reasonable expectation of, personal privacy in any matter stored in, created, received, or sent over Access’s e-mail system. Electronic mail messages are monitored by Access as a routine matter, and Access, in its discretion as owner of the e-mail system, reserves, and may exercise, the right to monitor, access, retrieve, and delete any matter stored in, created, received, or sent over the email system, for any reason and without the permission of any employee. Even if employees use a password to access the e-mail system, the confidentiality of any message stored in, received, or sent from Access e-mail system still cannot be assured. Use of passwords or other security measures does not in any way diminish Access’s rights to access materials on its system. Any password used by employees must be revealed to Access, as e-mail files may need to be accessed by Access in an employee’s absence. The e-mail system may not be used to send copies of documents in violation of copyright laws, to send chain letters, or to otherwise violate the law. Employees should be aware that the deletion of any e-mail messages or files will not truly eliminate the messages from the system. All e-mail messages may be stored on a central back-up system in the normal course of data management. It is a violation of Access policy to send an e-mail message under the name of another Access employee (e.g., by sending an e-mail message from a computer that is logged on to the network as someone else) unless you have received permission from that employee. It is a violation of Access policy to access any e-mail message of which you are not the intended recipient unless (1) you have received permission from the intended recipient or (2) a determination is made by senior management that access is reasonably necessary to protect the interests of a client, Access or some other third party. Even though Access has the right to retrieve and read any e-mail messages, those messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees are not authorized to retrieve or read any e-mail messages that are not sent to them. Any exception 29

to this policy must receive the prior approval of Access management. Unless otherwise approved by senior management, the e-mail system may not be used to solicit for religious or political causes, commercial enterprises, outside organizations, or other non-job related solicitations. Employees are reminded to be courteous to other users of the system and conduct themselves in a professional manner. E-mails are sometimes misdirected or forwarded and may be viewed by persons other than the intended recipient. Users should write e-mail communications with no less care, judgment and responsibility than they would use for letters or internal memoranda written on Access’s letterhead. Because e-mail records and computer files may be subject to discovery in litigation or reviewed by regulating bodies like the SEC, employees are expected to avoid making statements in e-mail or computer files that would not reflect favorably on the employee or Access if disclosed in litigation or otherwise. Access reserves the right to monitor employees’ email and Internet communications. They are subject to inspection by Access management at any time. Employees should not have any expectation that the Company email system is private and/or confidential. When there are reasonable grounds to believe that a user is abusing computing resources, his or her computing privileges may be suspended immediately to protect Access’s computing environment. Abuse of the e-mail or Internet systems, through excessive personal use, or in violation of the law or Access policies, will result in disciplinary action, up to and including termination of employment. Internet Communication Increasingly, Access’s systems are being connected to external networks in an effort to gather and share information more effectively and efficiently. While the use of external networks benefits Access, it also increases Access’s exposure, as network connections are susceptible to eavesdropping, interception and illegal acquisition of information. Although Access has taken steps to secure our data and information resources from unauthorized access, all users are responsible for obeying the policies set forth in this document when accessing the external networks. User Responsibilities Acess to external networks including the internet is a privilege and requires users to act responsibly. Users must respect the rights of others, respect the integrity of Access’s systems and observe all relevant laws including not only those laws and regulations that are specific to computers and networks, but also those that may apply generally to personal conduct. While Access does not monitor internet usage as a routine matter, it reserves the right to access and examine an employee’s use of Access’s internet system for any reason.

Unacceptable Use Standards The following behaviors are examples of actions or activities that violate Access policy with respect to computer systems and their use. This list is not meant to be all inclusive, but rather to serve as an aid in determining appropriate behavior. Examples of misuse include, but are not limited to, the following: Providing others with access to one’s personal computer account(s), or gaining or attempting to gain access to the personal computer accounts, files, or electronic information of others or to accounts, files or systems to which authorized access has not been granted; Sending harassing, intimidating and/or threatening messages through electronic mail or other means; Intentionally intercepting, disclosing or using any electronic communication to which authorized access is not explicitly provided. Authorized access includes mail directed to or from an individual, and those messages intended for public consumption (news groups, bulletin boards, broadcast messages); Accessing pornographic or other inappropriate information located on the Internet is strictly prohibited while using Access equipment and software; Initiating or encouraging the promulgation of chain letters, unauthorized automated or mass postings, or other types of unauthorized large-scale distributions; “Hacking” or related behavior attempting to compromise Access computer security or the security of remote systems accessed through Access equipment or systems; Creating or releasing computer viruses or engaging in other destructive or potentially destructive programming activities; Copying for oneself or distributing to others commercial or other copyrighted software or proprietary data that has not been placed in the public domain or been distributed as freeware; Use of Access computers, systems and/or services to perpetrate fraud, misrepresentation or illegal activity; Use of Access computers, systems and/or services for commercial purposes unrelated to Access’s business or unauthorized financial gain; Use of Access computers, systems and/or services for political activities; and Violation of any criminal law, e.g., obscenity or child pornography statutes, defamation, libel, etc. When there are reasonable grounds to believe that a user is abusing computing resources, his or her computing privileges may be suspended immediately to protect Access’s computing environment. Abuse of the e-mail or Internet systems, through excessive personal use, or violation of the law or Access policies, may result in disciplinary action, up to and including termination of employment.

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EMPLOYMENT POLICIES AND CATEGORIES LENGTH OF SERVICE Length of service is determined by a specific date. Usually, this date is the day an employee starts work on the Access payroll; however, if length of service has been broken for 2 or more months through resignation, dismissal or extended layoff, it will be calculated from the date the employee began work following the break in service. The date of a change in status, such as from temporary to regular or part-time to full-time, will be used to determine an employee’s eligibility for benefits. Benefits will become effective based on the date of the status change and other eligibility requirements.

PROMOTIONS AND TRANSFERS Access believes in finding the most qualified person for all positions. That person may be currently working for the Company. When practical, the Company will inform internal staff of open positions so anyone interested may be given the opportunity for consideration. To be eligible, however, an employee must be in his/ her current position for a reasonable time period and have a satisfactory history of performance. Consideration for promotion or transfer of internal candidates is conditional on the employee’s skills and qualifications for the new position and his/ her past performance, attendance and conduct. Employees interested in transferring to another position must first discuss the matter with their immediate supervisor. Access has an obligation to encourage stability and continuity within each department and those factors will be weighed when considering promoting employees from within Access. Employees who are promoted or transferred will be on a 90-day probationary period.

PART -TIME EMPLOYEES From time to time, the Company may find it necessary to hire employees for less than a full week’s work. Any employee considered internal staff that regularly works less than 32 hours weekly Employee Orientation Program

will be considered part-time. Personnel hired for part-time work will be paid at the rate agreed upon when employed and are not eligible for health benefits, paid vacation or paid holidays.

TEMPORARY STATUS Temporary employees are defined as those employees who are hired for a limited duration; this category also includes "per diem" employees. Temporary employees are not eligible for any of the benefits outlined in this Handbook, unless otherwise required by law. Should a temporary employee be hired as a full-time employee, he/she will be required to complete the Introductory Period before full-time status is given.

INDEPENDENT CONTRACTOR STATUS Independent Contractors are not employees of Access but, rather, are individuals retained by Access to provide a service to Access and/or its clients. Independent Contractors are not eligible for any of the benefits outlined in this Handbook.

VOLUNTEERS If volunteers other than students are used in any other capacity, they will be screened for personal references and work histories. They will be assigned to a staff member for supervision.

OUTSIDE EMPLOYMENT It is not the Company’s intent to control activities outside normal working hours. However, to ensure that any second job does not create a conflict of interest with the job at Access or affect attendance, performance or credibility, employees are required to inform their immediate supervisor before accepting or continuing a second job. Management reserves the right to restrict any outside work considered to be in conflict or competition with Access.

GUIDELINES FOR REDUCTION IN FORCE We make every effort to maintain steady employment 31

for all employees. However, if a situation arises which makes it necessary to cut back the work force, each job will be carefully reviewed along with each employee’s record. The needs of Access will be the guidelines upon which such decisions are made.

RESIGNATION Employees who decide to resign are to submit their resignation in writing to their immediate supervisor at least two weeks prior to the effective date. This two-week notice will allow the Company enough time to adjust work schedules and secure a replacement; however, the Company reserves the right to accept the employee’s resignation at any time during the two-week period. Employees required to leave before the end of their notice will be paid only through their last day worked. Final paychecks will be distributed on the next regularly scheduled payday. The separation date of employees resigning while on vacation or holiday, will be the last day they worked. Employees will not be paid for any vacation hours or holiday pay if they do not return to work after their vacation or the holiday. Failure to report to work for two consecutive days without reporting to the immediate supervisor is considered job abandonment. The official separation date will be the last day worked. Employees who resign with proper notice will be paid for any unused vacation time only. Any outstanding bonus or commission will be forfeited by employee upon resignation.

DISMISSAL Employees are expected to abide by the policies in this handbook, perform their job in an exemplary manner, follow instructions and conduct themselves in a professional manner. Failure to do so may result in disciplinary action up to and including dismissal. A written record of performance issues or policy violations will be maintained in personnel files. Advance notice is not given in dismissal situations and pay through the date of dismissal will be mailed to the employee’s last known address on the next regular payday. Dismissal meetings will be conducted in the privacy of an office or other appropriate location. Employees who are dismissed will be paid for any 32

unused vacation time only. Any outstanding bonus or commission will be not be paid to the employee. Employees ae expected to arrive for work in uniform, no more than five (5) minutes before their shift, Employees are not allowedard. At the end of the probationary period, the immediate supervisor will discuss with the employee any areas for improvement. Pay increases are not typically given at the 90-day review. Access may decide it is best to extend this period for an additional amount of time. If an extension is deemed appropriate, the employee will be informed. With the exception of holidays, non-exempt (hourly) employees will not be paid for absences

YOUR BENEFITS The paycheck is important. However, not only do employees receive wages each payday; they also receive employee benefits that represent real dollars for them and their families. These benefits may include paid vacation, holidays and group medical/dental benefits. We want employees to have a full understanding of their employee benefits so an entire section is devoted to an overview of each one. Any employee benefits questions may be addressed to the immediate supervisor.

NON-FMLA MEDICAL LEAVE OF ABSENCE A Medical Leave of Absence is defined as an absence of greater than (5) consecutive working days recommended by a physician. Full-time employees, who have completed their 90-day probationary period and any extensions thereto but who are not eligible for leave under the Family and Medical Leave Act of 1993 ("FMLA"), are eligible for a Medical Leave of Absence without pay. Leave may be granted to an employee who is unable to perform his or her essential job function because of personal illness, pregnancy, or other medical conditions. An employee who takes a Medical Leave of Absence will not lose service credit for the duration of the leave.

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EMPLOYEE WORK SCHEDULES Your schedule may change from week to week and, therefore, must be verified each week. IT IS YOUR RESPONSIBILITY TO KNOW AND FOLLOW YOUR SCHEDULE. Your manager will show you the location where work schedules will be posted. Your manager is the only one authorized to make changes to posted schedules. Any unauthorized changes that you make to the schedule will result in a written warning. Employees are expected to arrive for work in uniform, no more than five (5) minutes before their shift, Employees are not allowed to punch in unless in uniform and ready to report to their work area. Employees must depart immediately at the end of their shift unless otherwise authorized by management.

termination.

REGULAR PAY PROCEDURES All employees are normally paid on a bi-weekly basis with Fridayâ&#x20AC;&#x2122;s being pay day. All required deductions, such as for federal, state and local taxes, and all authorized voluntary deductions, such as for health insurance contributions, will be withheld automatically from your paychecks. Please review your paycheck for errors. If you find a mistake, report it to your supervisor immediately. Your manager will assist you in taking the steps necessary to correct the error.

In the event that your paycheck is lost or stolen, please notify your manager immediately. We are unable to Due to business demands and considerations, it take responsibility for lost or stolen paychecks, and may be necessary to change your work shift or if we are unable to stop payment, you alone will be workstation. Your manager will make every effort to responsible for such loss. honor your schedule requests. However, while you may have been hired to work a certain shift, due to business demands and other considerations, it may OVERTIME PAY PROCEDURES be necessary to change your present shift or work In the absence of special workload requirements, station. Therefore, it is important that you realize staff is expected to work their normal hours. you are hired with the understanding you will be However, from time to time client service needs scheduled as and where needed, and will be expected may make it necessary for employees to work to work accordingly. Full time Regular Employees will overtime. If required, employees are expected to usually be required to work approximately 40 hours cooperate. Overtime compensation for eligible per week. employees (non-exempt), computed at time and one-half the regular hourly rate for hourly employees and half-time for non-exempt salaried workers on RECORDING WORK HOURS a fluctuating workweek, is paid for hours in excess It is the policy of the property to comply with of forty hours per workweek. Overtime must be applicable laws that require records to be maintained approved in advance by the immediate supervisor. of the hours worked by our employees. To ensure that Time records with overtime hours must be approved accurate records are kept of the hours you actually by the immediate supervisor and the next level of work (including overtime hours where applicable) management. and of the accrued Leave time you have taken, and to ensure that you are paid in a timely manner, you Your manager will attempt to provide you with will be required to record your time worked and your reasonable notice when the need for overtime work absences using the Community's Time and Attendance arises. Please remember, however, that advance System. After reviewing the system records, the posted notice may not always be possible. work schedule, and resolving any discrepancies, your supervisor will sign the appropriate form and forward 90-DAY PROBATIONARY PERIOD it to payroll for processing. The first ninety days of employment is considered Please ensure that your actual hours worked and Leave a probationary period. It gives the Company an times taken are recorded accurately. Falsification of a opportunity to find out whether employeesâ&#x20AC;&#x2122; initial time record is a breach of Access policy and is grounds work, their conduct, and their attendance conform for disciplinary action, including the possibility of to Company standards, and it gives employees the Employee Orientation Program

opportunity to see if they really enjoy working at Access. Feel free to ask questions in order to learn the many aspects of your job duties. During this time, your manager will monitor your performance and, at the end of the ninety (90) days, your progress will be reviewed. The successful completion of this period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a “just cause” termination standard. At the end of the probationary period, the immediate supervisor will discuss with the employee any areas for improvement. Pay increases are not typically given at the 90-day review. Access may decide it is best to extend this period for an additional amount of time. If an extension is deemed appropriate, the employee will be informed.

If this period is interrupted by work, the meal period will be paid to the employee. If, on occasion, the demands of business are such that you are unable to take your meal break, ask the manager to write "NO BREAK" on your time register, and initial it. Be aware too, that you cannot refuse to take your forty-five (45) minute meal break. Employees who consistently fail to take the forty-five (45) minute meal period break may be subject to disciplinary action, including the possibility of dismissal.

ERROR IN PAY

With the exception of holidays, non-exempt (hourly) employees will not be paid for absences that occur during the 90-day probationary period or any extension thereto.

We take every precaution to avoid errors in paychecks; however, if an error does occur, please bring it to the attention of accounting to determine if an adjustment is in order. All minor errors will be corrected on the next payday. Major corrections will be handled independently and the adjustment made as soon as possible.

PAY INCREASES

PAYROLL DEDUCTIONS

Pay increases are not automatic, but are merit based and are directly influenced by job-related factors such as performance and conduct.

RECORDING WORK HOURS Access complies with all applicable laws that require the accurate recording of the hours worked by employees. All non-exempt employees are required to record hours of work. They must record the time they begin work, the time they leave for lunch, the time they return from lunch and the time they leave work at the end of the workday. Employees must also clock out any time they leave for non–work related reasons during the workday. Supervisors will review staff time records for accuracy. It is the responsibility of supervisors to adjust and approve daily time entries. In the absence of a supervisor, another supervisor will approve the time entries.

MEALS AND BREAKS Employees are granted a thirty (30) minute meal period, which will be deducted from their time register daily. 34

Employees’ net pay will be less than the gross amount of their earnings because the Company is required to make certain deductions. As an example, the Company is required to deduct federal withholding tax (income tax) from employees’ earnings. Access deposits this deduction with the U.S. Treasury, and employees receive credit for it on their income tax at the end of the year. Taxable earnings and the number of exemption allowances according to the Form W-4 determine the amount of the tax deduction. Each year, employees receive a W-2 form showing their total earnings for the year and the amount of taxes withheld. Also, deductions for Social Security and Medicare (FICA) come out of employees’ paycheck at the rate established by law. This rate can change frequently depending on congressional action. The Company pays part of the total Social Security and Medicare tax and employees pay the other part. Any other deductions, such as insurance premiums or court-ordered deductions will also be reflected in the net pay.

HR HANDBOOK FOR ACCESS MANAGEMENT

BENEFITS

Medical Leave of Absences will be granted for a reasonable length of time not to exceed eight (8) weeks. This includes any accrued, unused sick days, vacation/personal Days, and floating holidays (for which the employee will be paid) taken in conjunction with the Medical Leave. An employee intending to take a Medical Leave of Absence must submit a Request for Leave of Absence form at least thirty (30) days before the leave is to begin. If the leave is to begin within thirty (30) days, an employee must give notice to his or her manager and to the Controller as soon as the necessity for the leave arises. The completed leave form is to be returned to the Controller for approval. The form must state the reason for the leave, duration of the leave, and the starting and ending dates of the leave. A medical certification statement is to be completed by the attending physician and accompanied with the leave form. The certification must state the date on which the health condition commenced, the probable duration of the condition the allowable medical facts regarding the condition Any change in the return to work date must be

Employee Orientation Program

communicated in writing to the Controller and to the employeeâ&#x20AC;&#x2122;s manager prior to the original return to work date. An employee seeking to return from a Medical Leave of Absence is required to report to the Controller and his or her manager, at least two weeks prior to the end of the leave, of his or her status and intent to return to work. A medical statement from the employee's attending physician certifying that the employee is able to perform his or her essential job functions is also required upon the employee's return to work at the expiration of the leave. The Company reserves the right to have an employee examined by a health provider of the Company's choice at Company expense. When the employee is ready to return to work, no guarantee is made that he or she will return to his or her prior position. If management determines that, due to a business necessity, the employee's position cannot be left vacant or filled on a temporary basis during the employee's absence from work, the position will be filled by a regular employee. 35

If the prior position has been filled, the Company will review current vacancies to see if an appropriate position is available for which the employee is qualified. An employee will be terminated at the end of his or her leave, ending his or her employment status, when: (1) a position is not available; or, (2) the employee declines the offer of a position; or, (3) the employee fails to return to work. It is the intent of the Company to at all times be in compliance with the applicable federal, state and local laws. To the extent any portion of this policy is in conflict with such applicable law, it shall be deemed modified so as to conform to such law.

FAMILY AND MEDICAL LEAVE POLICY The Company has adopted this policy to implement the terms of the Family and Medical Leave Act of 1993 (“FMLA”). Eligible employees are entitled to family and medical leave on the terms and conditions stated in this policy, the regulations issued by the Department of Labor under the FMLA and in Company’s other applicable leave policies. A.

Definitions:

For purposes of this policy, the following definitions apply: “Eligible Employee” means an individual who has been employed by the Company for at least 12 months, has worked at least 1,250 hours during the 12-month period immediately preceding the commencement of the requested leave, and is employed at a worksite with at least 50 employees within 75 miles of that worksite. “FMLA Leave” means leave that qualifies under the Family and Medical Leave Act of 1993, as amended by the National Defense Authorization Act of 2008, Pub. L. 110-181, and the Department of Labor’s regulations and is designated by Company as so qualifying. “Leave Year” means the 12-month period measured backward from the date each employee’s leave commenced. “Serious Health Condition” means an illness, injury, impairment or physical or mental condition that involves either inpatient care or continuing 36

treatment by a health care provider. “Inpatient Care” means an overnight stay in a hospital, hospice or residential medical care facility, including a period of incapacity or any subsequent treatment in connection with the inpatient care. “Continuing Treatment” includes any one or more of the following: • A period of incapacity of more than three (3) consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves: • Treatment by a health care provider two (2) or more times within 30 days of the first day of incapacity; or • Treatment by a health care provider on at least one occasion, which results in a regimen of continuing treatment under the supervision of a health care provider; • A period of incapacity due to pregnancy or prenatal care; • A period of incapacity or treatment for such incapacity due to a chronic serious health condition; • A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective; or • Any period of absence to receive multiple treatments by a health care provider. • “Covered Servicemember” means a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. • “Covered Military Member” means the employee’s spouse, son, daughter or parent on active duty or call to active duty status. • “Active duty or call to active duty” means duty under a call or order to active duty (or notification of an impending call or order to active duty) in support of a contingency operation as either a member of the reserve components, or a retired member of the Armed Forces or Reserve.

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Member ; and/or • “Serious Injury or Illness,” in the case of a member of the Armed Forces, including a member of the • Other activities that the Company and employee National Guard or Reserves, means an injury or agree qualify as an exigency. illness incurred by the member in line of duty on active duty in the Armed Forces that may render Reasons for FMLA Leave: the member medically unfit to perform the duties B. of the member’s office, grade, rank, or rating. An Eligible Employee is entitled to a total of 12-weeks • “Qualifying Exigency” means one or more of the of unpaid leave during each Leave Year in the event of one or more of the following: following circumstances: • Short-notice deployment – to address any issues that may arise due to the fact that Covered Military Member received notice of the deployment seven (7) or less calendar days prior to the date of deployment; • Military events and related activities – to attend any official ceremony, program, or event sponsored by the military that is related to the Covered Military Member’s active duty; or to attend family support or assistance programs and informational briefings sponsored by the military; • Child care and school activities – to arrange for alternative childcare; to provide childcare on an urgent or immediate basis; to enroll or transfer a child to a new school; and to attend meetings with school staff that are made necessary by the Covered Military Member’s active duty or call to active duty; •

•

1. The birth, adoption or placement for foster care of a son or daughter of the employee and to care for such child. (Leave must be taken during the 12- month period following the birth or placement, and must be taken in a single consecutive period and may not be taken intermittently or on a reduced schedule.) 2. A serious health condition of a qualifying family member, i.e. spouse, son, daughter or parent of the employee, if the employee is needed to care for such family member. 3. A serious health condition of the employee that makes the employee unable to perform any one or more of the essential functions of his or her job.

4. Any “qualifying exigency” arising out of the fact that an employee’s spouse, parent, son or daughter is on active duty or has been called to active duty in the Armed Forces in support of a contingency Financial and legal arrangements – to make or operation. update financial or legal arrangements related An Eligible Employee is entitled to a total of 26-weeks the Covered Military Member’s absence while on of unpaid leave during a single 12-month period to active duty; and to act as the Covered Military care for a parent, son, daughter, spouse or next of Member’s representative with regard to obtaining, kin who is a Covered Servicemember, regardless of arranging or appealing military benefits; whether the employee has taken leave for another Counseling – to attend counseling sessions related FMLA qualifying reason in the past 12-months. to the Covered Military Member’s deployment or Any leave taken under one or more of these active duty status; circumstances will be counted against the employee’s Rest and recuperation – to spend up to five (5) total entitlement to FMLA leave for that Leave Year. days with a Covered Military Member who is on short-term, temporary rest and recuperation C. Paid Leave Benefit Coordination with FMLA leave; Leave: Post-deployment activities – to attend ceremonies and reintegration briefings for a period of 90 days FMLA leave under this policy is generally unpaid following the termination of the Covered Military leave. If, however, the employee is eligible for any Member’s active duty status; and to address paid leave under any other benefit programs such as issues arising from the death of a Covered Military accrued vacation, unused sick or personal days, the employee will be required to exhaust the paid leave Employee Orientation Program

upon the commencement of, and concurrently with, FMLA leave (unless the employee’s own serious health condition has caused the leave and the employee is receiving workers’ compensation benefits). Paid leave will run concurrently with and be counted toward the employee’s total 12-week or 26-week period of FMLA leave.

intermittent/reduced scheduled leave is necessary and of the schedule for treatment, if applicable. The employee and Company shall attempt to work out a schedule for such leave that meets the employee’s needs without disrupting Company operations.

Employees on leave that qualifies both as workers’ compensation and FMLA leave who are offered a light duty position will have the option of remaining on FMLA leave without pay (and foregoing the light duty position and additional workers’ compensation benefits) or accepting the light duty position. If the employee accepts the light duty position, then the employee’s right to job restoration (as described below) runs through the end of the applicable Leave Year. If the employee accepts light duty, then s/he retains the right to be restored to the same position the employee held at the time his or her FMLA leave commenced or to an equivalent position.

Intermittent or Reduced Scheduled Leave:

FMLA leave may be taken intermittently or on a reduced work schedule basis. If FMLA leave is taken intermittently or on a reduced schedule basis, then the Company may require the employee to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave due to foreseeable medical treatment. Every employee is obligated to make a reasonable effort to schedule medical treatment so as not to unduly interrupt Company operations. Any employee who needs an intermittent or reduced schedule leave shall submit an application for such leave on a form supplied by Company at the time described above. The employee shall also, within the time limits set forth, furnish Company with the proper medical certification on Form WH-380-E, which will be supplied by Company, regarding the need for such intermittent or reduced schedule leave. As in the case for other FMLA leaves, Company may require a second or third medical certification. Prior to the commencement of any intermittent or reduced schedule leave, the employee requesting intermittent or reduced scheduled leave must advise the Company of the reasons why the

Employee Notice Requirement:

Employees are required to provide Company with sufficient information to make it aware that the employee needs FMLA-qualifying leave, and the anticipated timing and duration of the leave. Sufficient information may include the following: that the employee is unable to perform his or her job functions; that the employee’s family member is unable to perform his or her daily activities; that the employee or his or her family member must be hospitalized or undergo continuing treatment; or the circumstances supporting the need for military family leave. When an employee seeks leave due to a FMLA-qualifying reason for which Company has previously provided FMLA-protected leave, the employee must specifically reference the qualifying reason for the leave and the need for “FMLA” leave. If the need for leave is foreseeable, the employee is required to provide such notice to the Controller at least 30 days before the commencement of the leave, unless impracticable to do so under the circumstances, in which case notice must be given as soon as possible, generally the same or the next business day. The employee also must follow any Company policy requiring advance notice, reasons for leave and anticipated start and duration of the leave. Failure to provide advance notice or follow Company policy when the need for leave is foreseeable may result in delay or denial of FMLA leave. If the leave is not foreseeable, the employee must provide notice to the Company of need for leave as soon as practicable, and must follow Company’s normal call-in procedures, as described this handbook. Failure to follow Company’s call-in procedures, absent unusual circumstances, will result in delay or denial of the leave. In case of planned medical treatment for a serious health condition, the employee is required to make

HR HANDBOOK FOR ACCESS MANAGEMENT

a reasonable effort to schedule the treatment so as not to disrupt the operations of Company.

certification complete and sufficient. In order to cure the deficiency, the employee must then return Employees are required to give additional notice a complete and sufficient certification to Company as soon as practicable whenever there is a change within seven (7) calendar days. If the employee fails in the dates of scheduled leave. Company requires to cure a deficiency in a certification, or fails to return that the employee’s health care provider complete a certification, within the prescribed time period, a fitness-for-duty certification that specifically Company may deny the taking of leave. addresses whether the employee is able to perform A Company representative (other than the employee’s the essential functions of his or her job before the direct supervisor) may contact the employee’s health employee can return to work. If the Company has care provider to clarify or authenticate the medical a “reasonable safety concern,” it may also require certification submitted for leave for the employee’s periodic fitness-for-duty certifications prior to the own serious health condition or the serious health employee’s return from intermittent FMLA leave, condition of a family member. If Company has reason up to once every 30 days. A “reasonable safety to doubt the validity of a medical certification, the concern” means a reasonable belief of significant employee will be required to obtain a second or third risk of harm to the individual employee or others. opinion at Company’s expense. Failure to comply Upon receiving sufficient notice of an employee’s with these certification requirements will result in need for FMLA-qualifying leave, Company will notify the delay, denial or termination of leave. the employee of his or her eligibility to take FMLA leave within five (5) business days of the request, absent extenuating circumstances. At this time, the Company will also provide the employee written notice of the employee’s rights and obligations with respect to the leave (as well as providing copies of the required certification form).

An employee who will be on a FMLA leave for more than one (1) week is required to call the Controller weekly to report when and if the employee expects to return to work. Company may request recertification at any time during the course of the leave for the employee’s own serious health condition, if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described in the previous certification have changed F. Application and Medical Certification: significantly, or (3) if Company has reason to suspect A leave to care for the employee’s own serious that an employee on FMLA leave has fraudulently health condition, or the serious health condition of obtained the FMLA leave. If desired by Company, a a covered family member, must be supported by a second or third certification in the manner provided medical certification completed by the health care above may be required. If the employee’s leave to provider for the employee or the covered family care for his or her own serious health condition or member. A qualifying exigency leave or a leave to care that of a family member is expected to last more than for a Covered Servicemember with a serious injury 30 days, Company will require a new certification or illness must also be supported by a certification. from the employee’s health care provider when leave Company will provide the proper certification to is scheduled to expire, or every 6 months, whichever the employee for his or her respective leave within occurs earlier. five (5) business days of the employee’s request for When Company learns of an FMLA reason for leave. leave after a leave has commenced under another The employee must return a complete and sufficient copy of the appropriate certification to Company within 15 calendar days of receiving the certification, unless it is not practicable. If he employee returns an incomplete or insufficient certification, then Company shall advise the employee in writing what additional information is necessary to make the Employee Orientation Program

of Company policies, Company will designate the leave as FMLA-qualifying from the commencement of the leave. Employees are required to cooperate in providing Company with information needed to make this determination. G.

Continuation of Group Health Benefits:

Company will maintain the employee’s coverage under a group health plan during the period of FMLA leave under the same terms and conditions as though the employee were actively working. During the leave, the employee will be required to continue to make all premium payments that he/ she otherwise would have had to make if actively employed. Where feasible, Company will advise the employee concerning the necessary arrangements for such payments prior to the commencement of the leave. If the employee fails to return to work following the expiration of FMLA leave for a reason other than a serious health condition or circumstances beyond the employee’s control, Company will be entitled to the repayment by the employee of any premiums paid by Company during the leave. Failure to make timely premium payments may result in the termination of coverage. An employee on FMLA leave should deliver payment of the employee’s portion of such premium to the Controller prior to the first work day of each month. Failure to make prompt payment of the employee’s portion of such premium may result in the loss of medical insurance coverage for the duration of the FMLA leave, but upon the employee’s return to work, the medical insurance will be restored as of the date that the employee returns. If the employee does not return from FMLA leave or returns to work, but does not remain an active employee for at least 30 days, Company may seek to recover the amount paid for such insurance premiums from the employee. An employee on FMLA leave shall be responsible for the payment of the full premium for all other insurance, pensions and other benefits. Failure of the employee to pay the entire premium for such items shall result in their lapse for the duration of the FMLA leave. If the employee returns from FMLA leave, all such insurance, pension and other benefits shall be restored without any break in service. An employee shall not accrue any credit toward vacation or other benefits based upon time worked for the time that he or she is on FMLA leave. H. Return to Work / Fitness-for-Duty Certification: 40

Consistent with Company practice, before returning to work following a medical leave due to the employee’s serious health condition, the employee will be required to present a fitness-for-duty certification from his/her health care provider that the employee is medically able to resume work and to perform the essential functions of his or her job. If the date on which an employee is scheduled to return to work from an FMLA leave changes, the employee is required to give notice of the change, if foreseeable, to Company within two (2) business days of the change. Subject to the limitations below, an employee returning from FMLA leave will be restored to the position of employment held when the leave commenced or to an equivalent position. Job restoration may be denied if conditions unrelated to the FMLA leave have resulted in the elimination of the employee’s position, or if the employee qualifies as a “key employee” (generally the highest paid 10% of the workforce). Key employees may be denied job restoration if it would cause substantial and grievous economic injury to Company, in which case the key employee will be notified of this decision. In summary, upon expiration of a FMLA leave, an employee who returns to work shall be restored to the same or an equivalent job, if the employee shall have: • Called the Controller in accordance with terms above; • Furnished the Controller with proper certifications and recertifications in accordance with terms above; • Submitted to any second or third examination by a health care provider upon request of Company; • Furnished the Controller with a medical certification of the employee’s ability to return to work and to perform the essential functions of the job; and returned to work immediately upon expiration of the FMLA leave. Failure to call the Human Resource Department weekly, to provide the required medical recertification or to return to work immediately upon expiration of a FMLA leave may result in

HR HANDBOOK FOR ACCESS MANAGEMENT

termination of the employee. Failure to furnish a fitness-for-duty certification of the employeeâ&#x20AC;&#x2122;s ability to return to work and to perform the essential functions of the job may result in the delay of job restoration or the termination of the employee.

MILITARY SERVICE LEAVE An employee who is a member of the United States Army, Navy, Air Force, Marines, Coast Guard, National Guard, Reserves or Public Health Service will be granted an unpaid leave of absence for military service, training or related obligations in accordance with applicable law. Employees on military leave may substitute their accrued paid vacation time for unpaid leave. At the conclusion of the leave, upon the satisfaction of certain conditions, an employee generally has a right to return to the same position he or she held prior to the leave or to a position with like seniority, status and pay that the employee is qualified to perform.

LEAVE FOR ACTIVE OR RESERVE DUTY Upon receipt of orders for active or reserve duty, an employee should notify his/her supervisor as soon as possible, and submit a copy of the military orders to his/her supervisor (unless he/she is unable to do so because of military necessity or it is otherwise impossible or unreasonable). Leave for Training and Other Related Obligations (e.g., fitness for service examinations) Employees will also be granted time off for military training (normally 14 days plus travel time) and other related obligations, such as for an examination to determine fitness to perform service. Employees should advise their immediate supervisor and/or Sr. Management of their training schedule and/or other related obligations as far in advance as possible.

RETURN FROM MILITARY LEAVE Notice Required - Upon return from military service, an employee must provide notice of or submit an application for reemployment in accordance with the following schedule: 1) An employee who served for less than 31 days Employee Orientation Program

or who reported for a fitness examination, must provide notice of reemployment at the beginning of the first full regular scheduled work period that starts at least eight hours after the employee has returned from the location of service. 2) An employee who served for more than 30 days, but less than 181 days, must submit an application for reemployment no later than 14 days after completing his/her period of service, or, if this deadline is impossible or unreasonable through no fault of the employee, then on the next calendar day when submission becomes possible. 3) An employee who served for more than 180 days must submit an application for reemployment no later than 90 days after the completion of the uniformed service. 4) An employee who has been hospitalized or is recovering from an injury or illness incurred or aggravated while serving must report to the immediate supervisor (if the service was less than 31 days), or submit an application for reemployment (if the service was greater than 30 days), at the end of the necessary recovery period (but which may not exceed two years). Required Documentation - an employee whose military service was for more than 30 days must provide documentation within two weeks of his/her return (unless such documentation does not yet exist or is not readily available) showing the following: (i) the application for reemployment is timely (i.e. submitted within the required time period); (ii) the period of service has not exceeded five years; and (iii) the employee received an honorable or general discharge.

JURY DUTY AND WITNESS APPEARANCE Access recognizes jury duty/witness appearance as a civic responsibility and an opportunity for meaningful service to our legal system. Accordingly, an employee who is summoned for jury duty or called to appear as a witness shall be excused from work for the days required to serve as a juror/witness. Upon receipt of the notice of jury duty/witness appearance, employees must present a copy of the summons to their immediate supervisor as soon as

possible so that arrangements may be made for their absence. Regular, full time employees will be paid for straight time wages for each day of jury duty. Other employees will be granted time off without pay. All employees will be granted unpaid time off for witness appearance. Proof of service must be submitted to the immediate supervisor upon completion of jury duty service or witness appearance.

BEREAVEMENT LEAVE All regular full-time employees are eligible to receive two (3) days of paid excused absence from work for the death of an immediate family member. Immediate family includes: spouse, child, stepchild, parent, brother, sister, grandparent, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, and son-in-law. One (1) day of paid excused absence from work may be granted for the death of a relative who is not a member of the immediate family. If additional time off is needed due to the location of the funeral, permission from the immediate supervisor/manager is required.

UNPAID LEAVES OF ABSENCE Occasionally, for medical, personal or other reasons, employees may need to be temporarily released from the duties of their job with Access but may not wish to resign. Under certain circumstances an unpaid leave of absence may be available. Below are several types of unpaid leaves for which an employee may be eligible, but for which he/ she must request in writing for approval.

SOCIAL SECURITY INSURANCE, BENEFITS, AND PAYMENTS The Federal Social Security Program provides employees with a variety of benefits including old-age retirement payment, death benefits, disability insurance and monthly income payments. Both Access and employees contribute to the Social Security account. An employee’s name on Access’s payroll records must be exactly the same as

shown on his/her social security card to ensure that his/her contributions are being recorded accurately to their account.

WORKERS’ COMPENSATION All employees are covered under Workers’ Compensation Insurance for job related injuries. If injured, regardless of the severity, employees must report the accident to their immediate supervisor as soon as possible after the accident occurs. This offers protection in the event complications arise later. The Workers’ Compensation Insurance Carrier may reject any accident not reported in a timely manner. The immediate supervisor will report the accident to Human Resources, who will report the accident to the Workers’ Compensation Insurance Carrier. If needed, medical treatment will be provided by an authorized physician If a work related injury requires an employee to be absent for a period of time, the worker’s compensation leave will run concurrently with Short Term Disability and Family Medical Leave, where applicable. Access may require employees who have a Workers’ Compensation injury to undergo a drug test as soon after the accident as possible. The procedure which you should follow when you are absent due to sickness, along with other important guidelines, is set forth in the

OUR EMPLOYEE BENEFITS PROGRAM Access has established a variety of Employee Benefits Programs designed to assist you and your eligible dependents in meeting the financial burdens that can result from illness, disability, death, to help you plan for retirement, deal with job related or personal problems, and enhance your job related skills. Our group health, life insurance and related programs are described more fully in summary

HR HANDBOOK FOR ACCESS MANAGEMENT

plan description and benefits booklets, with which you are provided once you are eligible to participate in these programs. If information in this Handbook and our summary plan description contradicts information in these master contracts or master plan documents, the master contracts/documents shall govern in all cases. All full time employees are eligible the first month after 90 days of employment.

purposes) • Beneficiaries listed on insurance policies and 401(K) plan. • Dependents listed on an employee’s insurance policy. • Person to notify in case of emergency.

• Other important factual information concerning the employee. We reserve the right to amend or terminate any of its benefit programs or to require or increase employee Access to personnel records may be obtained by premium contributions toward any benefits with employees through the Accounting Department. or without advance notice at its discretion. This However, the Company does not allow records to be reserved right may be exercised in the absence copied or taken off premises. of financial necessity. Whenever an amendment is made to any of the benefit programs, Access Plan Administrator will notify plan participants of all approved amendments or plan termination in accordance with the requirements of applicable law.

INSURANCE PREMIUM PAYMENT DURING LEAVES OF ABSENCE Employees are responsible for payment to Access for any portion of insurance for which they normally pay when at work. Failure to do this on a timely basis may result in loss of coverage and possible refusal by the insurance carrier to allow coverage to be reinstated. Any questions or requests for additional information should be directed to the immediate supervisor.

PERSONNEL RECORDS Access is required by a number of government agencies to maintain certain records containing facts about its employees. This information is kept in a permanent and confidential file that is the Company’s employment record of each employee. Keeping this record correct and up-to-date is important because it enables the Company to reach employees in an emergency, properly maintain insurance and other benefits, and compute payroll deductions. Payroll must be notified immediately in writing of changes in an employee’s: • Name • Home address and telephone number • Marital Status (for insurance and withholding tax Employee Orientation Program

TIME AWAY FROM WORK

VACATIONS Access grants annual, paid vacations to its Full time Regular Employees. A. Full time Regular "Nonexempt” and “Exempt” Employees

Years of Service as of Anniversary Date

Annual Vacation Allowance

After 1 year

40 hours vacation annually

2 years – 7 years

80 hours vacation annually

> 7 years

120 hours vacation annually

HR HANDBOOK FOR ACCESS MANAGEMENT

Vacation time is not earned until after one (1) year of active full time employment. Thereafter, your vacation entitlement accrues throughout the year (for example, in the case of an employee with 2 to 7 years of employment, vacation accrues at a rate of 6.66 hours per month). Vacation time may not be taken until after completion of one (1) year of service.

the Holiday are paid regular time in addition to the Holiday Pay.

VACATION CARRYOVER

All Full time Regular Employees who have successfully completed their first anniversary are eligible for up to five (5) paid sick days during each one year period commencing on their first anniversary date. Following your first anniversary date of employment, paid sick days are accrued throughout the at a rate of one (1) day per quarter of employment, and one (1) additional day is credited to your account at the beginning of each year. Sick days may not be carried over into the following year. No payments are made for earned/accrued unused Sick days at the end of the calendar year, or in the event of termination. A doctor's statement may be required for any time an employee is out of work. If requested, this statement needs to be submitted to your manager upon return to work. Sick time may not be used for personal time away from the job.

Vacation may be taken as time is earned at any point during the year. You will forfeit any excess vacation time not used during the year in which it is earned unless carryover is approved by the Resident Manager.

PAY IN LIEU OF VACATION Employees are required to take their earned vacation. No payments will be made in lieu of taking vacation, except for accrued unused vacation at the time of termination.

VACATION SCHEDULING Vacation time must be approved in advance by your Manager. Vacation may be taken as weekly periods or as individual days as long as the periods chosen meet the departmental approval.

HOLIDAYS

To be eligible for Holiday Pay you must work the scheduled day before, on, and after the holiday, or, in case of illness, you must have a valid doctor's note.

SICK DAYS

The procedure which you should follow when you are absent due to sickness, along with other important guidelines, is set forth in the discussion of Absenteeism and Tardiness in this handbook. Please familiarize yourself with these guidelines.

During the calendar year, Access provides seven (7) paid holidays. They are as follows: New Yearâ&#x20AC;&#x2122;s Day

Independence Day

Thanksgiving Day

Labor Day

Christmas Day

Memorial Day

Employee Birthday All Regular Full time Employees who have successfully completed their initial ninety (90) day Introductory Period will receive Holiday Pay equivalent to the hours they would normally work, up to a maximum of eight (8) hours. Employees who actually work on Employee Orientation Program

HR HANDBOOK FOR ACCESS MANAGEMENT

ASK THE SUPERVISOR One of the best sources of information for employees is their immediate supervisor. When questions arise, employees should see their immediate supervisor for the answer. The immediate supervisor will generally know the answer, but if not, he/she will obtain the proper information as soon as possible. Helping employees in this way is a part of his/her job and he/she will attempt to cooperate to the best of his/her ability.

EMPLOYEE HANDBOOK ACKNOWLEDGEMENT By signing this form, I acknowledge that I have received and read a copy of Access’ Employee Handbook and agree to abide by the rules and regulations therein. I understand and agree that this handbook is not an employment contract and I am under an “employment-at-will” relationship. I also understand and agree that Access reserves the right to change, at its discretion, policies and procedures covered in the Employee Handbook. I also agree to turn in my Employee Handbook as well as all Company literature, records, books, keys, confidential information and any other property belonging to Access in my care, custody or control, if I leave the employment of Access.

Employee Name (Print)

Employee Signature

Employee Orientation Program

Date:

Access Management 5728 Major Boulevard Suite 307 Orlando, Florida 32819 Phone 407.480.4200 www.accessdifference.com hr@accessdifference.com Business Hours Monday - Friday 9:00 A.M. - 5:00 P.M.