TMG Employee Handbook 2023-2024

About Us

Founded in 1985, The Management Group, Inc. (TMG) is the only company in the Pacific Northwest that offers property management services under one roof. Our goal is to partner with investors and homeowners every step of the way - from renting, buying, or selling a home or investment property, to managing their HOA, to maintaining their properties. With decades of experience in the industry, we have built a reputation for excellence and have become a trusted partner to many investors and businesses across the region.

The TMG Family of Companies currently spans five offices across Washington and Oregon: Vancouver, WA, Kennewick, WA, Portland, OR, Tigard, OR, and Salem, OR. Our services include property management, homeowner association management, maintenance services, and home repair services.

Our success is built on our dedication to our clients and tenants, our employees, and our community. We believe in building longlasting relationships, and we are driven by a commitment to honor the expectations of homeowners, clients, and residents. We also believe in investing in our employees, providing them with the training and resources they need to excel in their careers. And finally, we are committed to giving back to the community through our in-house charitable organization, supporting local causes and initiatives that make a difference in the communities where we live and work.

Residential property management and sales.

Homeowner association management and developer services.

Repair and maintenance of TMG-managed rental properties.

Repair and maintenance of residential properties.

TMG’s 501(c)(3) charitable organization supporting the communities where we live and work.

Welcome to the TMG Family of Companies!

We are delighted that you have chosen to join TMG and we hope that you will enjoy a long and successful career with us!

As you become familiar with our culture and mission, we hope you will take advantage of the opportunities to enhance your career and further TMG’s goals.

You are joining an organization that has a reputation for outstanding leadership, innovation, and expertise. We strive to create a workplace that is “a leader in the industry” and one that offers employees an exciting, challenging and rewarding opportunity. Our employees use their creativity and talent to invent new solutions, meet new demands, and offer the most effective services/products in the industry.

Our culture is innovative, progressive, and fast paced. We view each other as customers and clients, and are entrusted with making decisions as individuals and as teams that affect our clients and our working environment. With your active involvement, creativity, and support, TMG will continue to achieve its goals. We sincerely hope you will take pride in being an important part of TMG’s success. We look forward to the contributions you will bring as an individual and as a part of our team!

Please take time to review the policies contained in this handbook. Ask your supervisor if you have questions or contact the Human Resources Department for further clarification.

Mission, Value & Ideology

Extraordinary Service and Product Excellence

Our GUARANTEE to You

This statement reflects our philosophy towards our clients and customers, both owners and residents. We don’t just talk about service; we do it at every opportunity, every day.

As a property management company, we continually strive for product excellence, this translates into maintaining our products to a higher standard both for owner profitability and resident livability.

We value honesty, respect, and concern for the individual be it client, customer, or employee.

We work with passion and commitment, striving to run lean and always pursuing ever-higher goals.

We value excellence in reputation and working hard to do the right thing.

Our goal is to out innovate, out create and outperform our competitors thereby making our clients, customers, and employees successful and happy! We are more than just a management company.

WE ARE TMG!

Core Values

Integrity and Respect

Mutual respect, honesty and integrity are cornerstones of our Company; we each know our responsibilities and are accountable for results!

Teamwork

Our team is supportive of each other; our communication is frequent, straightforward and honest.

Passion for Results

We show pride, enthusiasm, and dedication in everything that we do. We are committed to high quality products and services and recognizing those who deliver it!

Innovation

We are creative and adaptable in delivering value to our fellow associates, customers, clients, and the communities we live and work in.

Customer Service

We don’t just talk about service; we do it at every opportunity—every day!

EMPLOYMENT RELATIONSHIP

Orientation Period

The first (90) calendar days of employment is an orientation period so that you may get to know TMG and our policies, practices, and procedures. This is a time during which you should take all steps necessary to learn how to perform your job duties efficiently and effectively. Completion of this orientation period does not guarantee continued employment for any specified period of time.

Training Recaps

During the Orientation Period, depending on the department you are working in, some employees’ performance will be assessed using the Training Recap system that will gauge performance at 30, 60 and 90 days of employment. In some cases, employees will also receive a 120-day Training Recap depending on the position.

One-on-One Meetings

Some employees will also be asked to participate in regular One-on-One meetings. If so, after your orientation period has expired, your supervisor will schedule a time with you on a monthly or possibly a more frequent basis to provide an opportunity to discuss work related issues, concerns, and projects.

Take advantage of the opportunity and make it a productive and constructive meeting!

Employment At-Will

Employment at TMG is on an at-will basis unless otherwise stated in a written individual employment agreement.

This means that either the employee or the company may terminate the employment relationship at any time, for any reason, with or without notice.

Nothing in this employee handbook is intended to create an employment agreement, express or implied. Nothing contained in this, or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. In addition, no company representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship.

Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended and do not create an employment contract for any specific period of time.

Nothing in this statement is intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act. Such activity includes employee communications regarding wages, hours, or other terms or conditions of employment. TMG employees have the right to engage in or refrain from such activities.

Equal Opportunity & Commitment to Diversity

TMG provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

TMG expressly prohibits any form of

unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR Department. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he or she has been subjected to any such retaliation, he or she should bring it to the attention of the HR Director.

Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy (opposed practices prohibited by this policy) or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:

1. Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;

2. Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; or

3. Denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or participated in the reporting and investigation process. Complaints of discrimination should be filed according to the procedures described in the Harassment and Complaint Procedure.

Americans with Disabilities Act (ADA) & Reasonable Accommodation

To ensure equal employment opportunities to qualified individuals with a disability, TMG will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result. Employees who may require reasonable accommodation should contact the Human Resources Department.

Outside Employment

An employee may hold a job with another organization so long as it does not present a conflict of interest, have an adverse impact on TMG or interfere with their performance. All employees will be judged by the same performance standards and will be subject to TMG’s scheduling demands, regardless of any existing outside work requirements.

If TMG determines that an employee’s outside work interferes with performance or the ability to meet the requirements of TMG, as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with TMG, or TMG may take corrective action up to and including termination. An employee may not conduct other forms of business (second job, home business, consulting) on Company time.

Breaks in Employment

If the break in employment is less than ninety (90) days, the employee is reinstated with his/her original hire date.

Employees gone for more than ninety (90) days will be considered new employees.

Separation from Employment

In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least ten (10) working days in advance of the last day of work. The 10 days must be actual working days. Typically, employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire. We request that executive and management-level roles provide a 30-day notice when possible.

Exit Interviews

In most cases, the HR Department will conduct an exit meeting on or before the last day of employment to collect employment feedback, and to discuss final pay.

COBRA Benefits

If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.

Final Paychecks

Final paychecks will be issued according to state regulations.

Rehiring Former Employees

We are pleased that former TMG employees wish to return to the Company. It often demonstrates our stature as a premier organization in the marketplace. To be eligible for rehire, a former employee’s previous employment must have been in good standing when they left, and they must fit the qualifications and needs of the position. The HR Department will then include the approved former employee as an applicant in the standard recruiting process.

Employment Verification & Reference checks

At times, requests are made from outside employers and other establishments (for example: purchasing a home, car, or future employment) for information regarding current or former employees. All requests must be handled only through the HR Department.

The Company does not respond to oral requests for references. In the event your employment with the Company is terminated, either voluntarily or involuntarily, HR may be able to provide a reference or information to third parties only if you have completed and signed a release form.

Employee Information

Anytime an employee changes their name, home address, or telephone number, they should immediately update the information on the ADP Website.

Employees are responsible for ensuring that accurate personal information is on file.

Access to Personnel Files

Employee files are maintained by the Human Resources department and are considered confidential. Managers and supervisors may only have access to personnel file information on a needto-know basis. Personnel file access by current employees and former employees upon request will generally be permitted within 3 days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resources department. Employee files may not be taken outside the department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

ATTENDANCE & TIMEKEEPING

Attendance

All employees are expected to arrive on time, ready to work, every day they are scheduled to work.

Tardiness and Absences

If an employee is unable to arrive at work on time, or if an employee is absent, the employee must contact the supervisor as soon as possible.

Check with your supervisor during orientation for their preferred method of communicating late arrival or absences, so you are prepared when the need occurs.

Excessive absenteeism or tardiness will result in disciplinary action, up to and including termination. Failure to show up or call in for a scheduled shift without prior approval may result in termination.

Failure to Report

If an employee fails to report to work or call in to inform the supervisor of the absence for three (3) consecutive days or more, the employee will be considered to have voluntarily resigned from employment.

Overtime

Business needs can occasionally dictate that an employee in any position within the Company work overtime. Supervisors will make every attempt to notify employees in advance when overtime is required or when voluntary overtime is available. Conversely, employees who work overtime must receive prior authorization to do so from their direct supervisor.

Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work. Employees who fail to work required overtime or who work unauthorized overtime may be subject to corrective action.

Overtime compensation is paid to

all nonexempt (hourly) employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual physical hours worked. Time off for holiday leave, sick leave, vacation leave, jury duty, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.

If a non-exempt employee works more than their scheduled hours in a day, the supervisor may allow the employee to leave early or come in late on other scheduled workday in that week in order to prevent overtime from occurring.

Rest & Meal Periods

Non-exempt (hourly) employees are required to take a 10-minute paid break for every 4 hours worked or greater portion thereof, and a minimum of 30-minute unpaid meal period for every shift of 5 hours or longer. Rest and meal periods are provided for employees to rest and refresh themselves. It is essential that employees understand the importance of rest and meal periods and take them during each shift. Each workday, regular full-time employees are provided with two rest periods. Since this time is counted and paid as time worked, employees must not be absent from their workstations beyond the allotted rest period time. Supervisors will advise employees of the regular rest period length and schedule. To the extent possible, rest and meal periods will be provided in the middle of work periods.

Supervisors will schedule meal periods to accommodate operating requirements and will begin within five hours of the employee’s start of their workday or as required by state or federal law.

All adjustments to the established schedule must be approved by the designated manager.

Rest Periods for New Mothers

Unpaid rest periods of 30 minutes will be provided to accommodate an employee who needs to express milk for her own child 18 months of age or younger. Employees are entitled to one such rest period during each four-hour work period. Insofar as feasible, the rest period should be taken approximately midway through the four-hour work period and at the same time as the rest or meal breaks otherwise provided to the employee.

The Company will make reasonable efforts to provide a room in close proximity to the employee’s regular work area to allow the employee to express milk in private, other than a public restroom.

An employee who intends to express milk upon returning to work is required to provide reasonable notice to the Company of her intent to do so.

The Company may allow an employee to temporarily change job duties if the employee’s regular job duties do not allow her to express milk.

Timekeeping

Nonexempt Employees

The Management Group, Inc. complies with all federal, state and local requirements regarding the documentation of time worked and the payment of employee earnings. To ensure proper payment for all time worked and that no improper deductions are made, employees must accurately record all work time and review their paychecks promptly to identify and report any errors immediately. Timecards must be updated in ADP prior to leaving for the day with the current day’s worked hours.

All hours documented on a Timesheet should be for the applicable pay period only. Under no circumstances should hours be saved or “banked” for a later date by not reporting them during the pay period in which they were actually worked. Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in corrective action, up to and including termination of employment.

It is the employees’ responsibility to electronically certify the accuracy of all time recorded. The supervisor will review and then approve the time record before submitting it for payroll processing.

Exempt Employees

Exempt (salaried) employees are paid on a salary basis, which is intended to provide compensation for all hours worked for the Company. This salary will be established at the time of hire or when otherwise classified as an Exempt employee. While it may be subject to review and modification from time to time (such as during a salary review), the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of work performed.

However, under federal and state law, Exempt salary may be subject to certain deductions. For example, salary can be reduced to for the following reasons:

• Full day absences for personal reasons;

• Full day absences for sickness or disability;

• Full day absences for disciplinary leave because of infractions of Company policies and procedures;

• Family and Medical Leave absences (either full or partial day absences); or

• To offset amounts received as payment for jury and witness fees or military pay.

• Partial first and partial last week to reflect actual hours worked.

• Actual hours may be paid during certain Family and Medical Leave Act (FMLA) events.

Exempt salaries may also be reduced for certain types of deductions such as health, dental, or disability insurance premiums; state, federal or local taxes; and voluntary contributions to plans such as retirement. Exempt salaries will not be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability (in cases where sick, vacation and personal time has been exhausted);

• Absence on a day the worksite is closed (such as due to inclement weather) on a scheduled workday;

• Absences for jury duty, attendance as a witness, or military leave during any workweek in which work is performed;

• Any other deductions allowed by state and federal law.

If an employee classified as exempt believes that an improper deduction has been taken from his or her pay, the

employee should immediately report the deduction to the HR Department. The report will be promptly investigated and if it is found that an improper deduction has been made, TMG will reimburse the employee for the improper deduction.

Exempt employees are not required to complete timesheets unless they are using available vacation, sick, personal or other time during the pay period. Accrued sick or vacation time must be used for partial days where less than six hours of work were completed.

Exempt employees may be requested to keep a log of business appointments and meetings for client bill-back purposes.

Emergency Closures & Inclement Weather

Because of the critical nature of our Company’s work, it is imperative that employees make every effort to report to work in the event of inclement or severe weather conditions including, but not limited to, snow, ice, freezing rain, or flood, and other emergencies such as fires, power failures, or earthquakes which might disrupt the Company’s operations. In an extreme case, these circumstances may require the closing of a work facility. Employees should also make every effort to remain at work in the event of inclement weather or other emergency occurs during their work schedule.

However, any employee who feels that their personal safety is threatened by reporting to work or remaining at work due to inclement or severe weather may choose not to report to work, leave early, or come in late. The employee may either take the time unpaid or use any accrued vacation or personal leave, if it is available, to cover the absence.

If the decision to close the facility occurs after the workday commences, employees will receive notification from their immediate supervisor and nonexempt employees will receive payment for the remainder of their normal workday up to a maximum of eight (8) total hours. If you wish to continue your workday at the office location after the office is closed, please notify your supervisor and ensure you have safe transportation from the office location to your home.

If the decision to either close or delay the opening of a facility occurs before the workday has commenced, nonexempt employees will not be paid for that unworked time. Employees will be permitted to use available accrued vacation, or personal leave (eight hours of sick time allowed per month for personal time off), to make up for time lost due to inclement weather or another emergency. However, at the discretion of their supervisors, non-exempt employees may make up time missed due to inclement weather during the same workweek in which the time was missed. If you wish to work at an office location after notification of a close or delay, please notify your supervisor, ensure you have access to the office building and that you have safe transportation to and from the location.

In some departments, like maintenance, the Company may require certain employees in essential operations to work on a day when operations are officially closed.

Employees who cannot work due to inclement weather or other emergency will not be issued a corrective action for attendance.

If you can work from home, and you are set up to do so, please arrange with your supervisor to perform tasks at home during an office closure due to inclement weather. You will need to check with your supervisor to make sure you have the correct access and equipment to work at home.

Exempt Employees

Employees classified as exempt will be paid their regularly scheduled salary regardless of office closures. Please contact your supervisor to check the option of working from home if applicable.

PAY & COMPENSATION

Employment Classification

In order to determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, TMG classifies its employees as shown below. TMG may review or change employee classifications at any time.

Exempt

Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

Nonexempt

Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

Regular, Full-Time

Employees who are not in a temporary status work a minimum of 40 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each program.

Regular, Reduced Full-Time

Employees who are not in a temporary status and work a minimum of 30 hours weekly, but less than 40 hours per week, and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package, some are prorated, and are subject to the terms, conditions, and limitations of each program.

Regular, Part-Time

Employees who are not in a temporary status and who are regularly scheduled to work fewer than 30 hours weekly, but at least 20 hours weekly, and who maintain continuous employment status. Parttime employees are eligible for some of the benefits offered by the company and are subject to the terms, conditions, and limitations of each program.

Temporary, Full-Time

Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

Temporary, Part-Time

Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work fewer than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

Pay Periods

TMG employees are paid semi-monthly (2 pay periods a month/24 pay periods a year) for all time or hours reported for a pay period. Typically, paychecks are directly deposited into your checking/savings account. Pay periods are the 1st through the 15th and the 16th through the last day of the month. Pay days are on the 15th and the last day of the month. Employees are paid current through the end of a pay period. If a pay day falls on a Saturday, employees will receive their pay on the previous Friday. If a pay day falls on a Sunday or bank holiday, employees will receive their pay on the following business day.

Work Week Classification for Payroll

The standard “work week” begins on Sunday at 12:00 a.m. and ends on Saturday at 11:59 p.m. Any hours worked over 40 in this period by non-exempt employees must be paid at one and one-half times the regular rate of pay.

Pay Advances

TMG understands that employees may find it necessary to obtain a pay advance. In the event of a personal emergency, employees may submit a written request for a pay advance to the payroll department if they have completed 90 days of employment, indicating the nature of the emergency involved. Payroll will evaluate the request and submit it to the CFO for approval. Only one pay advance will be allowed every 90 days. Generally, advances cannot be for more than your normal take-home pay per pay period and you will be normally be required to pay back the entire amount of the advance out of your next paycheck.

Payroll Deductions

Various payroll deductions are made each payday in order to fulfill federal and state government requirements. Deductions will be made for the following reasons:

1. Federal income tax (withholding tax)

2. State income tax and other taxes

3. Federal Insurance Contribution Act (social security)

4. Employee’s share of group insurance premiums

5. Any court-ordered deductions or garnishments

6. Any amount the employee owes to TMG; and

7. Any voluntary deductions.

Your deductions will be itemized on your paycheck stub. You should review your paycheck stub carefully each payday. If, at any time, you have any questions about the amounts shown on your paycheck or how they are calculated, you should contact the payroll department. Employees are responsible for reviewing their paychecks for accuracy and immediately contact payroll if there are any errors.

Tax withholding is based on the number of withholding allowances you claim on the W-4 form and any comparable state form, which you complete. Each employee is responsible for the accuracy of those forms and for updating the information when necessary.

Compensation Review

Periodic review, typically at the first of a calendar year, will be made to all

employees’ compensation to ensure that it is competitive and within industry and market ranges. TMG reserves the right to adjust or not to adjust total compensation based upon individual performance, industry or geographic conditions or other factors at the Executive Leadership Team’s sole discretion. TMG bases compensation review on profitability of the division, department or Company and does not automatically provide cost of living based pay adjustments. Compensation reviews are held independent of performance reviews.

Where some or all of the compensation is in the form of housing credits, the normal increase of rents will cause the value of compensation to keep pace with the cost of living.

Auto Allowance

Employees who use their personal vehicle for business on a weekly basis may receive an auto allowance. This will be a predetermined flat dollar amount reported as additional income per the IRS regulations and subject to taxes. Amounts and eligibility are subject to change based on an employee’s duties.

Mileage logs are not required for employees offered the flat rate auto allowance.

Apartment Value

Site employees may receive apartment value as part of or all of their compensation due to a requirement to live on-site and rent is included as part of payroll. In other cases, there is a discount that may be offered when an employee is assigned to work at a multifamily property site and the discounted rent is paid directly to the property by the employee.

The following information will help you understand how this non-taxable compensation works:

When you are required to live on-site as part of your employment, the actual apartment value (less discount) is processed through payroll. The apartment value is shown on your paycheck stub as a pass through. The monthly apartment value is paid to you as earnings and then taken back as a deduction each pay period to produce a net zero transaction. This has no impact on your paycheck or the taxes that are withheld since it is non-taxable compensation to the employee. The sole purpose of this

value being reflected on your paycheck is because the Company owes employer taxes on the value. Again, this is available only for employees who are required to live on-site as part of their job duties.

Renting from TMG as an Employee

There may be times when an employee would like to reside in a TMG managed property during their employment. If an employee would like to rent a TMG property, they are restricted to the following property types:

• Multifamily property that has a minimum of 8 units.

If an employee is a current tenant prior to being hired by TMG they may continue to reside in the TMG property with no change to their lease agreement.

If an employee is interested in a TMG managed property please contact the Director of Operations, Residential Services, or the HR department.

Gifts, Favors, & Other Payments

Gifts, Favors, and Payments Given by the Company

Gifts, favors, and payments may be given to others at Company expense, if they meet all of the following criteria:

1. They are consistent with accepted business practices;

2. They are of sufficiently limited value and in a form that will not be construed as a bribe or payoff;

3. They are not in violation of applicable law and generally accepted ethical standards; and

4. Public disclosure of the facts will reflect favorably on the Company.

Payments, commissions, or other compensation to or for the benefit of employees of customers (or their family members or employees) not required by written contract should be brought to the attention of Human Resources and Payroll.

Gifts, Favors, Entertainment, & Payments Received by 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 the Company. 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 vendor extends the invitation.

• 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.

• Gifts of perishable items usually given during the holidays such as hams, cookies, nuts, etc., are acceptable.

Employee Referral Incentives

The Management Group, Inc. is always looking for professional, team-oriented, hardworking individuals to join our growing team. Research has shown, and our own experiences support this, that new hires that come into a company through employee referrals are excellent contributors, stay with the company longer and are a more cost-effective recruit.

Employees can receive up to $500 for referring a candidate for employment and they are hired!

Candidates must meet the job qualifications and reference the employee by name during their initial contact with TMG. Referral fees are paid out as follows: $250 30 days after the hire date and an additional $250 on the first pay period of the candidate completes 90 days of employment.

Employee Referral Program Rules

• Only the first employee to refer a candidate is eligible for referral incentive.

• Only candidates who meet the essential qualifications for the position will be considered.

• Candidates will be evaluated consistent with company hiring policies.

• The referring employee must still be employed by TMG during and

on the hired candidate’s 90th day of employment in order to receive payment.

Any disputes or interpretations of the Employee Referral Program are handled through HR.

Rave Review Incentives

As part of supplemental pay for all eligible staff, the Rave Review incentive program has been established to reward employees who help boost the company’s online reputation by receiving quality reviews online.

Employees are introduced to the program at their New Employee Orientation (NEO) and receive subsequent training at the department level.

Employees are paid a set amount for each Rave Review received. The set amount may vary. See the Marketing Department for the current amount.

Rave Review Incentive Pay

Rave Review incentive earnings in the form of a gift card are distributed to employees at the start of each month, totaling the earnings for all Rave Reviews received the previous month.

If multiple employees are mentioned in the review, the current gift card award amount will be split between all employees listed in the review, rounding up to the nearest $5.00.

• Example: If three employees are mentioned in a Rave Review, and the current reward amount is a $25.00, each employee would receive a $10.00 gift card.

Any employee that separates from the company (voluntarily or involuntarily) will only receive earnings for reviews given prior to their separation date. These payouts will occur during the normal payout schedule.

All Rave Review incentives (monthly, quarterly, and annual) are considered part of supplemental pay. Taxes on Rave Review earnings, including quarterly incentives and annual rewards, are paid by The Management Group through the NonCash Awards process.

Quarterly Rave Review Incentives

Employees earn one (1) entry into the quarterly drawing for every three (3) Rave Reviews received in that quarter. Three (3) winners are selected at random to receive

a $100 incentive award. Earning multiple entries increases the chances of winning, however, employees may only win one (1) quarterly incentive per quarter.

Annual Rave Review Awards

The employees who receive the most Rave Reviews throughout the year will each receive an additional cash award at the end of the year. The number of employees recognized will depend on the number of reviews received in the year.

Rave Review Program Rules

To qualify as a Rave Review:

• The review must be new. Updated and reposted reviews do not count toward Rave Review incentives, because they do not affect the company’s rating online.

• The review must be posted publicly online to one of the approved reputation management sites: Google, BBB, Apartments.com, and any additional sites as determined by the company.

• The review must mention the employee by name.

• The employee must still be employed by TMG at the time the review is posted. If a review comes through after an employee separates from the company, it will not be eligible for incentive payout.

• The review must be given by someone outside the company (employee reviews do not qualify). This includes owners, tenants, board members, vendors (contractors, landscapers, inspectors), and professional service firms (attorneys, CPAs, office suppliers, maintenance suppliers, other management companies, appraisers, and bankers).

• The review must not be removed, either by the reviewer or by the review platform, at the time when Rave Review incentives are being tallied.

◇ Reviews that are temporarily hidden or withheld by the review platform that are released at a later date will be paid in the next cycle of Rave Review incentive payouts.

Any disputes or interpretations of the Rave Review Program are handled through the Marketing Department.

HOLIDAYS, TIME-OFF, & LEAVES OF ABSENCE

Company Holidays

The Company provides nine paid Holidays to all full-time employees. Eligible employees will have the indicated day off at their base pay rate, unless operational conditions dictate otherwise. Multifamily sites will not be closed for more than three consecutive days.

Full-Time hourly employees: If your regular day off falls on a holiday, you will receive holiday pay for that day.

If Regular Full-Time and Reduced Full-Time nonexempt employees are authorized to work on a recognized holiday, they will receive holiday pay plus wages at one and one-half times their straight-time rate for the hours worked on the holiday at the Manager’s discretion. Holiday pay is paid out at the regular rate of straight time pay and is not included for overtime calculation purposes.

Regular Part-time employees who work on an actual holiday will receive an equivalent amount of holiday pay in addition to wages at one and one-half time their straight-time rate for the actual hours worked on the holiday.

The following are observed as Company Holidays:

◊ New Year’s Day

◊ Martin Luther King Jr. Day

◊ Memorial Day

◊ Independence Day

◊ Labor Day

◊ Veterans Day

◊ Thanksgiving

◊ The day after Thanksgiving

◊ Christmas

AMS Onsite Staff: Holidays approved are site-specific. Please check with your direct manager for approved list.

Birthday Holiday

Eligible employees will receive a paid holiday for their birthday at their regular rate of pay, or another day off of their choice in the same month. Employees must submit a written request to use their birthday holiday to their supervisor at least two weeks prior to taking the holiday. This day does not carry over from one calendar year to the next; therefore, it must be utilized during the same month of the employee’s birth date and is not paid out if unused at the time of termination of employment.

Religious Observances

Employees who need time off to observe religious practices or holidays not already scheduled by the company should speak with their supervisor. Depending upon business needs, the employee may be able to work on a day that is normally observed as a holiday and then take time off for another religious day. Employees may also be able to switch a scheduled day with another employee, or take vacation time, or take off unpaid days. The company will seek to reasonably accommodate individuals’ religious observances.

Vacation Benefits

Vacation is a time for rest, relaxation, and the pursuit of special interests. TMG provides paid Vacation Time as one of many ways in which to show appreciation for hard work, knowledge, skills, and talent, all of which contribute to The Management Group’s success.

Vacation Pay

Vacation time off is paid at the employee’s base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

Vacation Accruals

Eligible employees are awarded vacation time as follows:

Vacation Accrual Schedule for Regular Full-Time Employees

10+ years

hrs and 1-week paid time every 5th year

15 days and 1-week paid time every 5th year

Department Manager 5 hrs 15 days

New employees begin accruing paid vacation at the start of employment but may not take vacation until they have completed at least 90 days of fulltime employment. Reduced Full-Time employees vacation accrual schedule will vary based on scheduled work hours and be accrued at a prorated amount.

Using Vacation Time

Employees may not take paid vacation until they have actually earned or accrued the vacation time. (New employees may not take vacation until they have completed at least 90 days of full-time employment.)

Employees may use any or all of their accrued Vacation Time, subject to management approval. The Company will strive to work with its employees so that they may use Vacation Time as desired; however, vacations cannot interfere with business operations and the Company reserves the right to limit the approval of vacation requests in order to meet operational needs. Therefore:

• All vacation request must be submitted through ADP

• All vacation requests must be submitted to the immediate supervisor at least two weeks in advance

• When conflicts arise with vacation requests, preference may be given to the employee with the greatest length of continuous service

• Employees may only use accrued Vacation Time and will not be allowed to incur a negative balance.

Employees may use Vacation Time in lieu of Sick Time; however, Sick Time may not be used in lieu of Vacation Time.

Cashing In Vacation Time

Employees may “cash in” up to 40 hours of vacation per calendar year at the employee’s base pay rate.

Vacation Roll-Over

A maximum of ½ your annual hours of accrued and unused vacation time may be carried over from one calendar year to the next.

Unused Vacation at Termination

Upon termination of employment with the Company, employees will be paid for unused vacation time that has been earned and becomes available through their last day of employment at their regular rate of pay. Vacation will not be paid out to employees when a separation of employment occurs within the first 90 days of employment.

Sick Leave

The intent of the Company’s paid Sick Time policy is to provide continuation of income to employees during necessary absences from work, whether due to their own illness or injury or that of the employee’s immediate family member, or as required by state regulations.

Sick leave will accrue at the state requirement based on the employees assigned business location. State sick leave requirements are posted at all locations. See HR if you have questions regarding your state’s sick leave regulations. New employees accrue paid sick time at the start of employment but may not receive any paid sick time until they have completed at least 90 days of employment.

Employees may trade up to eight hours of sick time per month for a personal day of leave.

Employees who take time off for sickness will be paid for accrued Sick Time and will not be allowed to incur a negative Sick Time balance.

Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday. The direct supervisor must also be contacted on each additional day of absence.

If an employee misses three or more consecutive days because of illness, TMG may require the employee to provide a physician’s written permission to return to work or provide evidence of medical care.

Sick leave benefits will be calculated based on the employee’s base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Unused Sick Time at Termination

Employees will not be paid for unused Sick Time balance upon termination of employment with the Company unless state law requires otherwise.

Family and Medical Leave of Absence (FMLA)

TMG complies with the federal Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The company also abides by any state and local leave laws that apply to our business locations and personnel. The more generous of the laws will apply to the employee if the employee is eligible under both federal and state laws.

Please note there are many requirements, qualifications, and exceptions under these laws, and each employee’s situation is different. Contact the Human Resources department to discuss options for leave.

Eligibility

A. OFLA (Oregon Family Leave Act): You must have been employed by Company, if you work in a position located in Oregon, at least one hundred eighty (180) calendar days immediately preceding the date your Family Leave would begin. For all OFLA leave except Parental Leave, you must have worked an average of twenty-five (25) hours per week during that time period. For more information on OFLA see the poster displayed in the breakroom or contact the HR Department.

B. FMLA: You must have been employed by Company for at least twelve (12) months and for at least 1250 hours during the twelve-month period immediately preceding the date the leave begins, and work at a worksite with at least fifty (50) employees within a seventy-five-mile radius.

C. WFLA (Washington Family Leave Act): You must be eligible for FMLA for WFLA to apply. For more information on WFLA see the poster displayed in the breakroom or contact HR.

Leave Year Designation

The HR department will determine based on medical certification documentation designated leave. The Company uses a backward rolling year in accordance with applicable law in determining leave availability.

Basic FMLA Leave Entitlement

FMLA requires covered employers up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: (1) for incapacity due to pregnancy, prenatal medical care, or child birth; (2) to care for the employee’s child after birth or placement for adoption or foster care; (3) to care for the employee’s spouse, son or daughter, or parent who has a serious health condition; (4) for a serious health condition that makes the employee unable to work; or (5) for the death of a new child.

Military Family Leave Entitlements

Eligible employees with a spouse, son, daughter, or parent on active duty or called to active-duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include addressing issues that arise from (1) short notice of deployment (limited to up to seven days of leave); (2) attending certain military events and related activity; (3) arranging childcare and school activities; (4) addressing certain financial and legal arrangements; (5) attending certain counseling sessions; (6) spending time with covered military family members on short-term temporary rest and recuperation leave (limited to up to five days of leave); (7) attending postdeployment reintegration briefings; (8) arranging care for or providing care to a parent who is incapable of self-care; and

(9) any additional activities agreed upon by the employer and employee that arise out of the military member’s active duty or call to active duty.

The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties and for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Benefits and Protections During FMLA Leave

During FMLA leave, the Company will maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. However, an employee on FMLA leave does not have any greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period.

Certain highly compensated key employees also may be denied reinstatement when necessary to prevent “substantial and grievous economic injury” to the Company’s operations. A “key” employee is an eligible salaried employee who is among the highest paid ten percent of the Company’s employees within 75 miles of the worksite. Employees will be notified of their status as a key employee, when applicable, after they request FMLA leave.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

Employee Eligibility

The FMLA defines eligible employees as employees who: (1) have worked for the Company for at least 12 months; (2) have worked for the Company for at least 1,250

hours in the previous 12 months; and (3) work at or report to a worksite which has 50 or more employees or is within 75 miles of Company worksites that taken together have a total of 50 or more employees.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school, work, or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Use of Leave

An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced work schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies also may be taken on an intermittent or reduced work schedule basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require the use of accrued paid leave while taking FMLA leave. Accordingly, the Company requires employees to use any accrued paid vacation, personal, and sick days during an unpaid FMLA leave taken because of the employee’s own serious health condition or the serious health condition of a family member or to care for a seriously ill or injured family member in the military. In addition, the employee must use any accrued paid vacation or personal days (but not sick days) during FMLA leave taken to care for a newborn or newly placed

child or for a qualifying exigency arising out of a family member’s active duty or call to active-duty status in support of a contingency operation. In order to use paid leave for FMLA leave, employees must comply with the Company’s normal paid leave procedures found in its Vacation and Sick Leave policies.

Employee Responsibilities

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the Company’s normal call-in procedures. The Company may delay leave to employees who do not provide proper advance notice of the foreseeable need for leave, absent unusual circumstances preventing the notice.

Employees must provide sufficient information for the Company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the Company if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees are also required to provide a certification and periodic recertification supporting the need for leave. The Company also may require a second, and if necessary, a third opinion (at the Company’s expense) and, when the leave is a result of the employee’s own serious health condition, a fitness for duty report to return to work. The Company also may delay or deny approval of leave for lack of proper medical certification.

Company Responsibilities

The Company will inform employees requesting leave whether they are eligible under the FMLA. If they are, the notice will specify any additional information required as well as the employees’ rights and responsibilities. If employees are not eligible, the Company will provide a reason for the ineligibility.

The Company will inform employees if leave will be designated as FMLA-protected and

the amount of leave counted against the employee’s FMLA leave entitlement. If the Company determines that the leave is not FMLA-protected, the Company will notify the employee.

Other Provisions

Under an exception to the Fair Labor Standards Act (FLSA) in the FMLA regulations, hourly amounts may be deducted for unpaid leave from the salary of executive, administrative, and professional employees; outside sales representatives; certain highly skilled computer professionals; and certain highly compensated employees who are exempt from the minimum wage and overtime requirements of the FLSA, without affecting the employee’s exempt status. This special exception to the “salary basis” requirements for the FLSA’s exemptions extends only to eligible employees’ use of FMLA leave.

Employees may not perform work for selfemployment or for any other employer during an approved leave of absence, except when the leave is for military or public service or when the Company has approved the employment under its Outside Employment policy and the employee’s reason for FMLA leave does not preclude the outside employment.

Unlawful Acts by Employers

The FMLA makes it unlawful for any employer (1) to interfere with, restrain, or deny the exercise of any right provided under the FMLA; or (2) to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA.

ENFORCEMENT

An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights.

Bereavement Leave

When a death occurs in an employee’s immediate family, all regular full-time employees may take up to three days off with pay to attend the funeral or make

funeral arrangements. The pay for time off will be prorated for a part-time employee if the funeral occurs on a scheduled worked day. The Company may, in unusual circumstances, require verification of the need for bereavement leave. Bereavement leave must be taken within 60 days of the date on which the employee receives notice of the death of a family member. Approval of bereavement leave will occur in the absence of unusual operating requirements. TMG defines “family” as the employee’s spouse, child, parent, parent-in-law, sister-in-law, brother in-law, sibling, grandparents, grandchildren, stepchildren, step-brothers, and step-sisters.

Additional Bereavement Leave

The Company understands the deep impact that death can have on an individual or a family, therefore additional non-paid time off may be granted. The employee may make arrangements with their manager for additional unpaid days off, not to exceed (3) days, in the instance of the death of an immediate family member. Additional unpaid time off may also be granted depending on circumstances such as distance, the individual’s responsibility for the funeral arrangements, and the employee’s responsibility for taking care of the estate of the deceased. Individual employee circumstances may be discussed with the employee’s manager and Human Resources to determine whether additional considerations are needed. It is the company’s intention to support employees during their times of grief and bereavement. Note: An employee may choose to use their Sick/Vacation accrual to allow for this time to be paid.

Non-Family Member Funeral Leave

All regular, full-time employees may take up to one (1) day off unpaid to attend the funeral of a close, non-family member. This time off will be considered and granted by the employee’s manager on a case-bycase basis. Time off will be prorated for a part-time employee if the funeral occurs on a scheduled workday. The supervisor should confirm that the time is recorded accurately on the timecards. The Company may require verification of the need for the leave. Note: An employee may choose to use their Sick/Vacation accrual to allow for this time to be paid.

Military Leave

TMG supports the military obligations of all employees and grants leaves for uniform service in accordance with applicable federal and state laws. Any employee who needs time off for uniformed service should immediately notify the Human Resources department and his or her supervisor, who will provide details regarding the leave. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the supervisor as soon as possible.

Upon return from military leave, employees will be granted the same seniority, pay, and benefits as if they had worked continuously. Failure to report for work within the prescribed time after completion of military service will be considered a voluntary termination.

All employees who enter military service may accumulate a total absence of 5 years and still retain employment rights.

Crime Victim’s Leave

Employees who are the victim of a crime may be eligible for leave in order to assist in the prosecution and trial of the accused. This leave is unpaid leave. Employees taking qualifying Crime Victims’ Leave may choose to use accrued vacation or sick leave during this leave so the leave will be paid.

In order to be eligible to take this leave, the employee must have worked for TMG at least 25 hours per week for the 180 days immediately preceding the leave. The employee must also be the victim of the crime.

Employees must provide no less than three days’ notice of the intention to take leave to attend a court hearing. A copy of any hearing notice must be provided to TMG prior to taking the leave.

Domestic Violence Leave

Employees may be eligible for leave for the following purposes:

• To seek legal or law enforcement remedies to ensure the employee’s (or their minor child’s) health and safety. This includes preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to domestic

violence, sexual assault or stalking

• To seek medical treatment or to recover from injuries caused by domestic violence, sexual assault or stalking

• To obtain counseling related to domestic violence, sexual assault or stalking

• To obtain services from a victim services provider; or

• To relocate or secure their existing home to ensure the employee’s (or their child’s) health and safety.

Employees taking qualifying Domestic Violence Leave may choose to use accrued vacation or sick leave or unpaid leave during this leave. The same protections are provided to the parent or guardian of a minor victim who requires above mentioned resources.

Employees must provide reasonable notice of the intention to take leave. TMG may require the employee to provide certification that he/she is the victim of domestic violence, sexual assault or stalking and that the leave is for one of the purposes outlined above (i.e. a police report, a protective order, or documentation from an attorney, police, counselor, clergy member, etc. that the employee or their child was undergoing treatment, counseling, or relocating as a result of domestic violence).

Jury Duty Leave

TMG encourages employees to fulfill their civic responsibilities by serving jury duty when required. Regular Full-Time and Reduced Full-Time employees who have completed a minimum of twelve months of service in an eligible classification may request one workday of paid jury duty over any two-year period.

Jury duty pay will be calculated on the employee’s base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Exempt salaries will not be reduced for absences for jury duty.

If non-exempt employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any accrued vacation or sick leave or may request an unpaid jury duty leave of absence.

Employees must show the jury duty summons to their supervisor as soon

as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

TMG will continue to provide health insurance benefits for the full term of the jury duty absence.

Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during unpaid jury duty leave and will resume upon return to active employment.

Volunteer Firefighter Leave

Employees will be granted job-protected time off without pay to perform emergency duties as a volunteer firefighter employed by a city or a private firefighting service to perform service in an emergency.

Unpaid Time Off & Personel Leaves of Absence

TMG provides a generous amount of paid vacation, holiday, and sick time with the goal of preventing the need for employees to incur unpaid time off. An employee who has exhausted their available vacation and allowed personal sick time and wishes to take unpaid time off that does not meet FMLA/ OFLA/WFLA requirements needs to submit the request to their supervisor in writing two weeks prior to the time off. Department managers may approve up to four days of unpaid time off based on company and department needs per year for an employee. After four days of unpaid time off HR needs to review the unpaid leave request and notify the employee how benefits may be affected.

Unpaid time off requests of five days or longer constitute a personal leave and must be approved by the President in writing and reviewed by HR for benefit impact.

TMG recognizes the value of benefits to employees and their families. The company supports employees by offering a comprehensive and competitive benefits program. For more information regarding benefit programs, please refer to the company Summary Plan Descriptions (SPD), which are found on the company intranet, or contact the HR Department. To the extent of the information provided here conflicts with the SPD or full plan document, the full plan document will control.

BENEFITS

Medical, Dental, & Vision Insurance

Full-time employees and reduced full-time employees working 30 hours or more per week are eligible for insurance on the first of the month following 60 days of service. To maintain coverage, insured employees must work a minimum of 30 hours per week.

Group Life Insurance

TMG provides life insurance for full-time employees and reduced full-time employees who work a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 60 days of service. The life benefit is $25,000.00. The cost of this coverage is paid for in full by the company.

Workers’ Compensation Insurance

Employees are covered by workers’ compensation insurance according to the applicable state laws. See the HR Department if you have questions regarding your state’s specific regulations.

Short-Term Disability

Short-term disability is offered to fulltime employees and reduced full-time employees working a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 60 days of service. If an employee becomes disabled and cannot work for a short period of time, this coverage pays 60 percent of the employee’s salary, up to the policy limits. This is a voluntary benefit and is funded solely by the employee. Short-term disability benefits may run concurrently with FMLA leave and/or any other leave where permitted by state and federal law.

Some states have a mandatory disability program that may charge a premium in the form of a payroll tax. You may elect to purchase the company disability benefits as a supplement to the state program.

401(K) Retirement

TMG recognizes the importance of saving for retirement and offers eligible employees a 401(k) plan. TMG provides employees the opportunity to participate in the 401k retirement plan offered through partnership with BIA of Clark County. Employees who have completed 1,000 hours of service can enroll at the next 401(k) open enrollment following 6 months of service. 401(k) open enrollments occur in July and January. Employees who qualify for the 401(k) plan can enroll on the 1st day of any month after their initial eligibility requirements have been met if they have declined in the past. Refer to the 401(k) Plan Summary for more details.

Employee Assistance Program

The Employee Assistance Program (EAP) is a resource designed to provide highly confidential and experienced help for employees in dealing with issues that affect their lives and the quality of their job performance. TMG wants employees to be able to maintain a healthy balance of work and family that allows them to enjoy life. The EAP is a confidential counseling and referral service that can help employees successfully deal with life’s challenges.

For Employee Assistance Call: 800-433-2320

This free, comprehensive counseling service offers employees three visits per issue each year, and a 24-hour hotline answered by professional, degreed counselors. For legal or financial issues, employees receive a 25 percent discount on any services that might be needed.

The company encourages employees to use this valuable service whenever needed. Employees are assured the information disclosed in their sessions is confidential and not available to the company, nor is the company given any information on who chooses to use the services. For questions or additional information about this program, contact the HR department.

For more information regarding these plans and benefit programs (including eligibility and vesting), please refer to the company Summary Plan Descriptions (SPD) available on the company intranet or by contacting the HR department. To the extent of the information provided here conflicts with the SPD or full plan document, the full plan document will control.

PROFESSIONAL DEVELOPMENT

Educational Assistance

TMG recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job-related skills or enhance their ability to compete for reasonably attainable jobs within TMG.

TMG may provide up to $500 of educational assistance annually to all eligible employees who have completed twelve (12) months of service in an eligible employment classification. To maintain eligibility employees must remain on the active payroll and perform their job satisfactorily through completion of each course. This assistance is subject to a prorated payback schedule should an employee separate from service within a year of receiving the funds.

Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee’s current job duties or a foreseeable-future position in the organization in order to be eligible for educational assistance. Organizational memberships as well as annual designation and/or certification fees can be covered by the annual educational assistance allotment on request. TMG has the sole discretion to determine whether a course or membership relates to an employee’s current job duties or a foreseeable future position.

For more information regarding the education assistance benefit read the policy and supporting documents on TMG’s intranet.

Performance Review

Communication between employees and supervisors or managers is very important. Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their supervisors if they feel additional ongoing feedback is needed.

Depending on the department, formal performance reviews are conducted quarterly, semi-annually, or annually. These reviews include a written performance evaluation and discussion between the employee and the supervisor about job performance and expectations for the coming quarter.

Promotions and Transfers

The Company encourages employees to apply for positions within the Company. When possible, we promote from within, but management reserves the right to fill open positions from outside the company when we feel that better qualified applicants are available.

Employees who have demonstrated competence at the job and who are willing to increase their responsibilities will have an opportunity for advancement. Supervisors will be supportive of the internal application process by encouraging their staff to selfnominate. Internal applicants will need to advise their supervisor and the HR department of their interest in available positions. An updated resume should be given to HR for review to determine if the internal applicant is qualified for the desired and available position. Internal applicants must be in good standing and not subject to any corrective action or performance improvement plan in order to be considered for a different position in the company.

WORKPLACE EXPECTATIONS

No Code Dress Code

The ‘No Code Dress Code’ allows employees discretion to select appropriate dress for the business of each workday. While the ‘No Code Dress Code’ is intended to be more relaxed than prior TMG dress codes (insert everyday business suits here), the expectation is that employees will nevertheless wear clothing appropriate for the nature of our business and type of work performed.

Here at TMG we want every employee to have the ability to express themselves. However, TMG also has an identity, and as an organization we would like to be perceived as the expert company in our field, and that our employees in our organization are knowledgeable, respectful, dependable, and able to communicate effectively.

‘No Code Dress Code’ Best Practices:

9 Be well-groomed, neat, clean, and look professional.

9 Practice good personal hygiene (meaning no body odor).

9 Hair should be clean, combed and neatly trimmed.

9 Avoid extreme unconventional hair styles.

The following is not permissible at any time:

• Leggings. spandex, sweatpants, or other gym attire.

• Skirts falling at or more than two inches above the knee.

• Bare feet, flip flops, slippers, or unclean footwear.

• Clothing that is wrinkled and/or unclean.

• Clothing that smells of smoke or tobacco products.

• Clothing revealing an excessive amount of skin (backside or front side).No midriff or cleavage should be seen.

• An observable lack of undergarments or exposed undergarments.

• Clothing with gang related symbols, nudity, profanity, or sexually suggestive slogans.

• Clothing promoting competitor products.

General Guidelines for All Employees:

JEANS

Where jeans are permitted, ripped jeans are allowable, within reason. Use good judgement. If your jeans are so low or sagging that we can see things we shouldn’t, pull up your pants and wear a belt. Jeans are not permitted in all Divisions. Please refer to the specific guidelines for your Division.

SHORTS

Jeans, Bermudas, and golf shorts are all fine when they’re clean, not wrinkled, and an appropriate length. Shorts must sit no higher than just above the knee. Ripped or cut-off ragged hems are not permitted. Athletic, yoga, or workout shorts are not permitted.

T-SHIRTS

T-shirts and sleeveless shirts are permitted if they are clean, not wrinkled, and not cropped. Tank tops and shirts that are considered workout attire or razor back are not permitted.

SWEATSHIRTS & HOODIES

Clean, unripped sweatshirts and hoodies are acceptable, provided no hoods are worn on the head during office hours.

SANDALS & FLIPFLOPS

Any sandal without a back is considered a flip flop. Nice leather, leather, cork, or fabric flip flops are permitted provided that feet are groomed. If your feet have seen better days, wear traditional shoes. Rubber or “beachy” flip flops, crocs, and slipper-looking sandals are not permitted.

TATTOOS & PIERCINGS

Ear gauges in double zero size or smaller are allowed. Avoid excessive facial tattoos, or tattoos that cannot be covered. Avoid facial piercings, including tongue piercings, and bull nose rings (small nose stud or delicate side nose hoops are acceptable).

Additional Dress Additional Dress Expectations by Division:

TMG PROPERTY MANAGEMENT, TMG OFFICE STAFF & MULTIFAMILY ONSITE STAFF:

If you are meeting clients or have a position that greets the public, jeans and a nice shirt or blouse. If you can top it off with a blazer or jacket, that’s even better!

TMG MAINTENANCE, CLUBHOUSE, AND CONSTRUCTION STAFF:

Depending on your position or project, TMG may issue uniforms. If your property has been provided with logo apparel, you will have shirts and jackets to wear whenever performing your duties.

If your position is dual (i.e., working in both management/leasing office and also responsible for maintenance and painting duties) you are expected to look professional while performing all your duties. When you have multiple tasks to perform on your property, change into the appropriate clothing for your various functions whenever possible.

In addition to the General Guidelines for all employees, the following criteria applies:

• Logo apparel may be worn in the form of polo shirts, crew T-shirts, jackets, and hats.

• Uniforms, if provided, should always be well kept and clean.

• Casual slacks, Docker type or denim jeans may be worn. If applicable, it is requested that you do not paint in logo apparel and wear appropriate painter whites or overalls. Bib overalls are not appropriate.

• Hats with or without TMG, property or construction site logo’s may be worn for weather protection.

• Boots, outdoor footwear, lace up shoes, tennis shoes are appropriate footwear.

• Durable shoes with closed toes must be worn at work sites. Sandals are not acceptable. Shoes or boots with heavy soles are highly recommended for construction sites.

OSHA Requirements:

If you are working on a construction job site, OSHA dress code requirements apply. Please see your direct supervisor for specific requirements to your positions Below are some general guidelines for OSHA:

• Shirts with sleeves & long work pants

• Sturdy work shoes or boots

• Hard hat & Work gloves (as required)

COMMUNITY MANAGERS & HIGH-RISE CONCIERGE :

In addition to the General Guidelines for all employees, the following criteria applies:

• Jeans are not permitted at any time.

• Dress shirts and pants.

• Business skirts and dresses.

• Polo shirts and blouses.

• Cardigans and pullover sweaters.

• Loafers, pumps, and oxford type shoes.

AMS ON-SITE MAINTENANCE & JANITORIAL STAFF:

Uniforms must be kept neat, clean, and in good condition at all times. Employees are responsible for the proper maintenance, laundering, and care of these items.

If the uniform needs to be replaced due to normal wear and tear, the company will replace it at no expense to the employee. Anything outside of normal wear and tear results in the need for a replacement at the employee’s expense. Additionally, excessive damage to or loss of company uniforms may result in disciplinary action. Payroll deductions may be arranged to cover replacement cost.

In addition to the General Guidelines for all employees, the following criteria applies:

• AMS-NW Logo apparel may be worn in the form of polos, button down shirts, jackets, aprons, and hats.

• Black or Khaki pants may be worn.

◇ Memorial Day through Labor Day: Black or Khaki shorts may be worn.

• Boots, outdoor footwear, lace up shoes, tennis shoes are appropriate footwear.

◇ No open-toed shoes.

Housekeeping/Work Area

The general appearance of the Company results from a teamwork effort. Your participation is expected!

It is your responsibility to keep your work area neat, clean, and organized. Doing so increases your ability to give quality performance in your work and is important to general health and safety and to our image with the public.

In addition to maintaining your work area, please clean up after meals and assist in maintaining cleanliness in restrooms and other public areas.

Keep equipment in its proper place, place refuse in containers, and observe simple rules of tidiness.

Personal Phone Calls/Texts/ Other Communications

Personal calls during work hours, regardless of the phone used (office phone, business cell phone, or personal cell phone), can interfere with employee productivity and be distracting to others. Employees are required to make personal calls during breaks and lunch periods unless it is an emergency.

Employees with personal cell phones should turn their phone off or put it on “vibrate”. During working hours so it is not to ring or be answered. Personal calls (outgoing calls, receiving calls and text messaging), should be limited to personal time, such as breaks or on lunch in designated break areas away from your desk or outside the building.

The Company is not liable for the loss of personal cellular phones or other personal devices brought into the workplace.

Smoke-Free Workplace

In keeping with TMG’s intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace and in accordance with applicable state law. This policy applies equally to all employees, customers, and visitors.

There will be no use of tobacco products in company vehicles. Employees have travel time in company vehicles in which you are being paid, therefore, making the vehicle your “workplace” for that period of time. Any employee not adhering to this policy may have disciplinary action taken, to include a cleaning fee if necessary.

Drug & Alcohol Policy

TMG is committed to maintaining a drug, alcohol, and marijuana-free workplace. The use of controlled substances, alcohol and marijuana is inconsistent with the behavior expected of employees, and subjects fellow employees, tenants, and visitors to our Company to unacceptable safety risks.

You must not report for duty or perform work while, in our sole discretion, you are under the influence of or impaired by any

controlled substance, alcohol or marijuana product, or other intoxicant. You are under the influence if you are affected by a controlled substance, alcohol, or marijuana to any perceptible degree, in our sole discretion, or if any trace of a controlled substance, alcohol or marijuana is present in your system. If the employee comes to work under the influence of drugs, alcohol and/ or marijuana or uses drugs, alcohol and/or marijuana during work time, the employee will be disciplined in accordance with the policy up to and including termination.

The following rules regarding alcohol, marijuana and illegal drugs in the workplace have been established.

1. The manufacture, distribution, dispensing, possession, sale, purchase, or use of a controlled substance on Company property is prohibited.

2. Being under the influence of or impaired by alcohol, marijuana, or illegal drugs on Company property or while engaged in Company business is prohibited.

3. The unauthorized use or possession of prescription drugs on Company property is prohibited.

4. Employees who violate this Policy are subject to appropriate disciplinary action including termination.

5. The Policy applies to all employees of the Company regardless of rank or position and includes temporary and part-time employees.

Drug Testing

Testing can occur in the following instances:

1. Pre-employment process.

2. Reasonable suspicion of policy violation.

3. Injury involving employee(s) causing or contributing to the injury.

4. Post on-the-job accident.

Testing results will remain confidential unless disclosure is required for legal process.

General Policy Provisions

Any of the following actions constitutes a violation of the Policy and may subject an employee to disciplinary action including immediate termination:

1. Using, selling, purchasing, transferring,

possessing, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting or assisting another to do so, while in the course of employment or engaged in a Company sponsored activity, on premises, in owned, leased or rented vehicles, or on Company business.

2. Working or reporting to work, conducting Company business, or being on premises or in a Company-owned, leased or rented vehicle while under the influence of an illegal drug, alcohol, marijuana or in an impaired condition.

3. Switching, adulterating, or attempting to tamper with any sample submitted for medical testing, or otherwise interfering or attempting to interfere with the testing process.

Prescription/Over-the-Counter Drugs

If you are taking prescription or over the counter drugs which could cause injury to yourself or others in your job duties, you must inform your supervisor prior to beginning work in writing of the possible effects of such medication regarding job performance and physical/mental capabilities or safety of yourself or others. This will allow reasonable accommodation if necessary. All medical information will be kept confidential by the employer.

Reasonable Suspicion/Accident

If you appear to be under the influence of a controlled substance, alcohol or marijuana, the Company may require you to submit to appropriate tests to determine the existence of a prohibited substance in your system.

If you are injured on the job or involved in an accident on the job, the Company may require its employees to submit to a drug and alcohol test. Refusal to submit to testing may result in termination of employment. Violation of this policy may result in disciplinary action, up to and including immediate termination.

Coordination with Law Enforcement Agencies

The sale, use, purchase, transfer, or possession of an illegal drug or drug paraphernalia is a violation of the law. The Company may report information concerning possession, distribution, or use of any illegal drugs or paraphernalia to law enforcement officials and may turn over

to the custody of law enforcement officials any such substances or paraphernalia found during a search of an individual or property. Searches may be conducted of individuals and company owned vehicles that have been assigned to them, lockers, desks, or closets in our discretion as they are Company property. The Company will cooperate fully in the prosecution and/or conviction of any violation of the law.

Harrassment & Complaint Procedure

It is TMG’s policy to provide a work environment free of sexual and other harassment. Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, as well as many state laws. Harassment based on a characteristic protected by law, such as race, color, ancestry, national origin, gender, sex, sexual orientation, gender identity, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law, is prohibited.

Harassment of TMG’s employees by management, supervisors, coworkers, or non-employees who are in the workplace is absolutely prohibited. Further, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. TMG will take all steps necessary to prevent and eliminate unlawful harassment.

Definition of Unlawful Harassment

“Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex,

sexual orientation, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law.

Definition of Sexual Harassment

While all forms of harassment are prohibited, special attention should be paid to sexual harassment. “Sexual harassment” is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:

• Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or as a basis for employment decisions; or

• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• Unwanted sexual advances, whether they involve physical touching or not;

• Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life, comments about an individual’s body, comments about an individual’s sexual activity, deficiencies, or prowess;

• Displaying sexually suggestive objects, pictures, or cartoons;

• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;

• Inquiries into one’s sexual experiences;

• Discussion of one’s sexual activities.

All employees should take special note that, as stated above, retaliation against

an individual who has complained about sexual harassment and retaliation against individuals for cooperating with an investigation of sexual harassment complaint is unlawful and will not be tolerated at TMG.

Complaint Procedure

Any employee who believes he or she has been subject to or witnessed illegal discrimination, including sexual or other forms of unlawful harassment, is requested, and encouraged to make a complaint. You may complain directly to the HR department and/or a member of the management team. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above.

No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

All complaints will be investigated promptly and, to the extent possible, with regard for confidentiality.

If the investigation confirms conduct contrary to this policy has occurred, TMG will take appropriate, corrective action, including discipline, up to and including immediate termination.

Below are available resources for employees to report harassment and/or assault:

• US Equal Employment Opportunity Commission (www.eeoc.gov)

• WA State Human Rights Commission (www.hum.wa.gov)

Workplace Violence Prevention

TMG is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, we discourage employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner. Threats, threatening language, or any other acts of aggression or violence made toward

or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent or potentially violent behavior that occurs in the workplace or at companysponsored functions.

TMG prohibits possession of a weapon while on Company property or while on Company business.

All TMG employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

Any individual engaging in violence against the company, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination.

Panic Buttons

Hidden panic buttons have been installed in the Tigard and Vancouver offices, which are linked to the building security system and will alert law enforcement. The buttons are located in the offices which have public access areas.

Managers are called to assemble at the specific location where the incident is taking place. The managers’ presence will assist in diffusing the situation, will support all those involved and help to ensure the safety of all employees.

WORKPLACE SAFETY

Commitment to Safety

Protecting the safety of our employees and visitors is the most important aspect of running our business. All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices and by notifying management when any health or safety issues are present.

All employees are encouraged to partner with management to ensure maximum safety for all. For more detailed safety information refer to TMG’s Accident Prevention Program located on the human resources’ page of TMG Connect.

In the event of an emergency, dial 911 immediately.

Driving for Business

The TMG Family of Companies provides vehicles for business use to allow employees to drive on company-designated business and/or to reimburse employees for business use of personal vehicles according to the guidelines below. The company retains the right to amend or terminate this policy at any time. (The term “vehicle,” as used in these guidelines, includes, but is not limited to, cars, trucks, and vans).

1. Employees may not drive any business vehicles without prior approval of their supervisor. Employees approved to drive on company business are required to inform their supervisor of any changes that may affect either their legal or physical ability to drive or their continued insurability.

2. Employees holding jobs requiring regular driving for business as an essential job function must, as a condition of employment, be able to meet the driver approval standards of

this policy at all times.

3. Employees who drive a vehicle on company business must, in addition to meeting the approval requirements above, exercise due diligence to drive safely and to maintain the security of the vehicle and its contents. Use of handheld cell phones (including texting) while behind the wheel of a moving vehicle being used on company business is strictly prohibited. Employees are responsible for any driving infractions or fines as a result of their driving.

4. Non-employees and nonbusiness passengers (i.e., family and friends) are prohibited from riding in company vehicles.

5. Driver license records are checked by TMG on employees who drive a high percentage of their work time and/or drive a company vehicle. Driver records are checked upon hire and annually as required by business insurance.

6. Employees who use their personal vehicles for approved business purposes will either receive an auto allowance or be reimbursed for mileage equal to the Internal Revenue Service optional mileage allowance for such usage. This reimbursement is to compensate for the cost of gasoline, oil, depreciation, and insurance.

7. Employees who operate personal vehicles for company business should obtain auto liability coverage for bodily injury and property damage with a special endorsement for business use, when necessary, as determined by their personal insurance agent. It is the employee’s responsibility to obtain and pay for the necessary insurance on personal vehicles used for business.

8. Employees must report any accident, theft or malicious damage involving a

company vehicle to their supervisor and the Human Resources Department, regardless of the extent of damage or lack of injuries. Such reports must be made as soon as possible but no later than 24 hours after the incident. Employees are expected to cooperate fully with authorities in the event of an accident. However, employees should make no voluntary statement other than in reply to questions of investigating officers.

9. Employees who receive an auto allowance have a regular business need to use their personal car for completing business activities and the auto allowance is subject to change based driving expectations of an employee’s position.

10. Employees are expected to seek the most cost-effective method for using vehicle travel when needed to conduct business and may be required to rent a car rather than receive mileage reimbursement.

11. Employees are not permitted, under any circumstances, to operate a company vehicle or a personal vehicle for company business when any physical or mental impairment causes the employee to be unable to drive safely. Additionally, employees shall not operate any company vehicle at any time or operate any personal vehicle while on company business while using or consuming alcohol, marijuana, illegal drugs, or prescription medications that may affect their ability to drive. These prohibitions include circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of impairment, illness, medication, or intoxication.

12. TMG follows the IRS rate and requirements for mileage reimbursement. Employees are expected to carpool, preferably with a staff member receiving an auto allowance, to attend required meetings and only use mileage reimbursement as a final alternative.

Reporting an Accident, Injury, or Illness

Employees who have a work-related illness or who are injured on the job are required to immediately report the illness or injury to their supervisor in writing by using the “incident” form. Supervisors are responsible for immediately reporting the illness or injury to HR.

Workers’ Compensation

Workers’ compensation is a “no-fault” system that provides compensation for medical expenses and wage losses to employees who are injured or who become ill because of employment.

TMG pays the entire cost of workers’ compensation insurance unless state law requires employees to pay a portion. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job.

The company abides by all applicable state workers’ compensation laws and regulations.

If an employee sustains a job-related injury or illness, it is important to notify the supervisor and Human Resources immediately. The supervisor will complete an injury report with input from the employee and return the form to the Human Resources department. Human Resources will file the claim with the insurance company. In cases of true medical emergencies, report to the nearest emergency room.

Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA and state leave, if applicable, where permitted by state and federal law. In addition, employees will not be paid vacation or sick leave for approved absences covered by the company’s workers’ compensation program, except to supplement the workers’ compensation benefits such as when the plan only covers a portion of the employee’s salary as allowed by state law.

TECHNOLOGY & SOCIAL MEDIA

The following rules of behavior apply to the use of all TMG-provided IT resources, regardless of the geographic location:

Data and system use must comply with TMG policies and standards. Unauthorized access to data and/or systems is prohibited.

Company Equipment & Resources

Do not remove organization-approved IT resources from organization property without prior management authorization.

Reporting Lost or Stolen Equipment

Immediately report all lost or stolen equipment to your direct supervisor and the IT Director.

Personal Technology & Resources

Employees shall not add personal IT resources to existing organizationowned systems without the appropriate management authorization, including the installation of modems on data lines and reconfiguration of systems.

Software

Software, including downloaded software, must be properly licensed, free of malicious code, and authorized before installing and using it on organizationowned systems.

Employees shall not modify software without management approval.

Downloading Files

Employees shall not cause congestion, delay, or disruption of service to any organization-owned IT resource. For example, downloading large audio/video files from the internet for personal use.

Email

Employees represent the company whenever they use their company email. Employees should not personalize their email stationary or signature, including but not limited to changing fonts, colors, backgrounds.

Email Signatures

To convey and promote a cohesive and consistent professional image, TMG has established a standardized email signature for use on all internal and external email communication. Email signatures establish and reinforce who we are as a company, communicates legitimacy and professionalism to anyone who receives it, and provides instant brand recognition.

TMG PROPERTY MANAGEMENT, TMG MAINTENANCE, TMG OFFICE STAFF & MULTIFAMILY ONSITE STAFF:

TMG’s standard email signature includes the employee’s headshot photograph, name, title (with credentials if applicable), company name, contact phone number(s), website, company social media links, core values, company logo, and review request link. At employee preference, personal pronouns can be added.

AMS | ASSOCATION MANAGEMENT SERVICES, AMS OFFICE STAFF, AND HIGHRISE ONSITE STAFF:

AMS’s standard email signature includes the employee’s headshot photograph, name, title (with credentials if applicable), company name, contact phone number(s), website, company social media links, core values, company logo, and communication disclaimer. At employee preference, personal pronouns can be added.

For questions or concerns regarding your company email signature, contact the IT or Marketing Departments.

Sensitive Information

Only access sensitive information necessary to perform your job functions (e.g., need to know). Do not access and/or share information outside the purview of your job function.

Do not exceed your authorized access to sensitive information.

Prevent unauthorized disclosure or modification of sensitive information, including Personally Identifiable Information (PII):

• Do not store sensitive information in public folders or other insecure physical or electronic storage locations.

• Do not share sensitive information, except as authorized and with formal agreements that ensure third parties will adequately protect it.

• Do not transport, transfer, email, remotely access, or download sensitive information, including PII, unless such action is explicitly permitted by the manager or owner of such information.

• Do not store sensitive information on mobile devices such as laptops, smartphones, USB flash drives, or on remote systems without authorization or appropriate safeguards, as stipulated by organization policies.

Secure sensitive information (on paper and in electronic formats) when left unattended, and keep sensitive information out of sight when visitors are present.

Sanitize or destroy electronic media and papers that contain sensitive data when no longer needed, in accordance with organization records management and sanitization policies, or as otherwise directed by management.

Personally Identifiable Information (PII)

Ensure the accuracy, relevance, timeliness, and completeness of Personally Identifiable Information (PII), as is reasonably necessary.

Use PII only for the purposes for which it was collected, including the conditions set forth by stated privacy notices and published notices.

Cybersecurity

All users must complete comprehensive security awareness training within 3 days of hire and on a monthly basis thereafter.

Users shall not circumvent security safeguards or reconfigure systems except as authorized (e.g., violation of least privilege).

Users will adhere to the following security standards:

• Log off or lock systems when leaving them unattended.

• Permit only authorized users to use organization-provided systems.

• Do not use another user’s account, identity, or password.

Reporting Security Incidents, Violations, and Suspicious Activity

Immediately report known or suspected security incidents, known or suspected security policy violations or compromises, or suspicious activity to the IT Director.

Known or suspected security incidents include actual or potential loss of control or compromise, whether intentional or unintentional, of authenticator, password, or sensitive information, including PII, maintained or in possession of the user.

Additional Rules for Security & Privileged Users

Security and system administration personnel with elevated privileges have significant access to processes and data in systems. As such, Security, Network, Systems, and Database Administrators have added responsibilities to ensure the secure operation of any TMG system.

Personnel with elevated privileges are to:

• Advise the IT Director on matters concerning cybersecurity.

• Assist the IT Director in developing security plans, risk assessments, and supporting documentation for the certification and accreditation process.

• Ensure that any changes to any system that affect contingency and disaster recovery plans are conveyed to the asset custodian responsible for maintaining continuity of operations plans for that system.

• Ensure that adequate physical and technical safeguards are operational

within their areas of responsibility and that access to information and data is restricted to authorized personnel on a need-to-know basis.

• Verify that users have received appropriate security training before allowing access to any system.

• Implement applicable security access procedures and mechanisms, incorporate appropriate levels of system auditing, and review audit logs.

• Document and investigate known or suspected security incidents or violations and report them to the Cybersecurity Officer (ISO).

Unauthorized Use of IT Resources

Do not create, download, view, store, copy or transmit materials related to sexually explicit or sexually oriented materials.

Do not create, download, view, store, copy or transmit materials related to gambling, illegal weapons, terrorist activities, illegal activities or activities otherwise prohibited.

Do not use organization-owned IT resources for activities that are inappropriate or offensive to fellow employees or the public. Such activities include, but are not limited to hate speech, harassment, bullying, intimidation, or other abusive conduct that ridicules others on the basis of race, creed, religion, color, age, sex, disability, national origin, or sexual orientation.

Do not use organization-owned IT resources as a staging ground or platform to gain unauthorized access to other systems.

Do not use organization-provided IT resources for commercial purposes or in support of “for-profit” activities or in support of other outside employment or business activity (e.g., such as consulting for pay, administration of business transactions, the sale of goods or services, etc.).

Do not engage in any outside fundraising activity, including non-profit activities, endorsing any product or service, participating in any lobbying activity, or engaging in any prohibited partisan political activity.

Do not establish unauthorized personal, commercial, or non-profit organizational web pages on organization-provided systems.

Do not knowingly or willingly conceal,

remove, mutilate, obliterate, falsify, or destroy information for personal use for self or others.

Do not direct or encourage others to violate organizational policies, procedures, standards or guidelines.

Do not send anonymous messages.

Do not create, copy, transmit, or retransmit chain letters or other unauthorized mass mailings, regardless of the subject matter.

Do not intentionally acquire, use, reproduce, transmit, or distribute any controlled information including computer software and data that includes information subject to the Privacy Act, copyrighted, trademarked or material with other intellectual property rights (beyond fair use), proprietary data, or exportcontrolled software or data.

Do not post information on external blogs, social networking sites, newsgroups, bulletin boards or other public forums which:

◇ Is derogatory to TMG or its management.

◇ Is contrary to TMG’s mission or stated positions.

◇ Brings discredit or embarrassment to TMG.

Social Media

TMG encourages employees to share information with co-workers and with those outside the company for the purposes of gathering information, generating new ideas, and learning from the work of others. Social media provide inexpensive, informal, and timely ways to participate in an exchange of ideas and information. However, information posted on a website is available to the public and, therefore, the company has established the following guidelines for employee participation in social media.

As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter, Facebook, LinkedIn, YouTube, Instagram, and SnapChat, among others.

Use of Social Media

Employees may maintain personal websites or weblogs on their own time using their own facilities. Employees must ensure that social media activity does not

interfere with their work. In general, the company considers social media activities to be personal endeavors, and employees may use them to express their thoughts or promote their ideas.

Employees may engage in social media activity during work time provided it is directly related to their work, approved by their manager, and does not identify or reference company clients, customers, or vendors without express permission.

RESPECT

Demonstrate respect for the dignity of the company, its owners, its customers, its vendors, and its employees. A social media site is a public place, and employees should avoid inappropriate comments. For example, employees should not divulge TMG confidential information such as trade secrets, client lists, or information restricted from disclosure by law on social media sites. Similarly, employees should not engage in harassing or discriminatory behavior that targets other employees or individuals because of their protected class status or make defamatory comments. Even if a message is posted anonymously, it may be possible to trace it back to the sender.

POST DISCLAIMERS

If an employee identifies himself or herself as a company employee or discusses matters related to the company on a social media site, the site must include a disclaimer on the front page stating that it does not express the views of the company and that the employee is expressing only his or her personal views. For example: “The views expressed on this website/Weblog are mine alone and do not necessarily reflect the views of my employer.” Place the disclaimer in a prominent position and repeat it for each posting expressing an opinion related to the company or the company’s business. Employees must keep in mind that if they post information on a social media site that is in violation of company policy and/or federal, state, or local law, the disclaimer will not shield them from disciplinary action.

COMPETITION

Employees should not use social media to criticize the company’s competition and should not use it to compete with the company.

CONFIDENTIALITY

Do not identify or reference company clients, customers, or vendors without express permission. Employees may write about their jobs in general but may not disclose any confidential or proprietary information. For examples of confidential information, please refer to the confidentiality policy. If in doubt, ask before publishing.

NEW IDEAS

Please remember that new ideas related to work or the company’s business belong to the company. Do not post them on a social media site without the company’s permission.

LINKS

Employees may provide a link from a social media site to the company’s website during employment (subject to discontinuance at the company’s sole discretion). Employees should contact the Marketing department to obtain the graphic for links to the company’s site and to register for the site with the company.

TRADEMARKS AND COPYRIGHTS

Do not use the company’s or others’ trademarks on a social media site or reproduce the company’s or others’ material without first obtaining permission.

LEGAL

Employees are expected to comply with all applicable laws, including but not limited to, Federal Trade Commission (FTC) guidelines, copyright, trademark, and harassment laws.

DISCIPLINE

Violations of this policy may result in discipline up to and including immediate termination of employment.

Note: Nothing in this policy is meant to, nor should it be interpreted to, in any way limit your rights under any applicable federal, state, or local laws, including your rights under the National Labor Relations Act to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits.

CODE OF CONDUCT

The following code of conduct applies to all employees of the Company, regardless of employment status. Any violation of this policy will subject the employee to disciplinary action or immediate discharge. Any Company employee having knowledge of any violation of the policy shall promptly report such violation to the appropriate level of management. Each vice president and Company officer of TMG is responsible for compliance in his or her area of responsibility. When questions arise concerning any aspect of this policy, contact Human Resources.

Equal Housing Opportunity

The Company policy strictly prohibits discrimination based on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, religion, creed, physical or mental disability, marital status, U.S. Veteran status, political affiliation, or any other factor protected by law, toward anyone who applies for, or rents, a TMG owned or operated dwelling.

The Fair Housing Act (FHA), states that no one may take the following actions based on race, color, religion, sex, handicap, familial status, or national origin:

• REFUSE TO SELL OR RENT after the making of a bona fide offer, or refuse to negotiate for the sale or rental of, or otherwise make unavailable or deny, a dwelling to any person;

• DISCRIMINATE AGAINST ANY PERSON in the terms, conditions, or privileges of sale or rental of a dwelling, or in the provision of services or facilities in connection therewith;

• MAKE, PRINT OR PUBLISH or cause to be made, printed or published any notice statement, or advertisement, with respect to the sale or rental of a dwelling that indicates any preference, limitation, or discrimination, or any

intention to make any such preference, limitation or discrimination;

• REPRESENT TO ANY PERSON that any dwelling is not available for inspection, sale, or rental when any dwelling is in fact so available; and

• INDUCE OR ATTEMPT TO INDUCE FOR PROFIT any person to sell or rent any dwelling by representations regarding the entry or prospective entry into the neighborhood of a person or persons.

The FHA is not limited to these statements and all employees are required to familiarize themselves with fair housing guidelines and to adhere to this policy at all times. Associates who do not comply with fair housing laws are subject to disciplinary consequences, up to and including termination of employment.

Conflicts of Interest

TMG expects all employees to conduct themselves and company business in a manner that reflects the highest standards of ethical conduct, and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Exactly what constitutes a conflict of interest, or an unethical business practice is both a moral and a legal question. TMG recognizes and respects the individual employee’s right to engage in activities outside of employment which are private in nature and do not in any way conflict with or reflect poorly on the company.

It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises where there is a potential conflict of interest, the employee should discuss this with a manager for advice and guidance on how to proceed. The list below suggests some of the types of activity that

indicate improper behavior, unacceptable personal integrity, or unacceptable ethics:

1. Simultaneous employment by another firm that is a competitor of or supplier to TMG.

2. Carrying on company business with a firm in which the employee, or a close relative of the employee, has a substantial ownership or interest.

3. Holding a substantial interest in, or participating in the management of, a firm to which the company makes sales or from which it makes purchases.

4. Borrowing money from customers or firms, other than recognized loan institutions, from which our company buys services, materials, equipment, or supplies.

5. Accepting substantial gifts or excessive entertainment from an outside organization or agency.

6. Speculating or dealing in materials, equipment, supplies, services, or property purchased by the company.

7. Participating in civic or professional organization activities in a manner that divulges confidential company information.

8. Misusing privileged information or revealing confidential data to outsiders.

9. Using one’s position in the company or knowledge of its affairs for personal gains.

10. Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of company business.

11. A direct supervisor, corporate officer or supervisor of another department cannot allude to a direct report or any employee that they expect any personal services outside of work, meaning the employee can just say no; they also cannot expect any discount or deal for providing services or assistance; all without any repercussions. If there are disagreeable consequences, both parties agree to settle them outside of work and that the outcome, whatever it maybe, does not interfere or insert itself in any fashion into the TMG work environment.

Confidentiality

TMG protects employee’s confidentiality and expects the employees to protect TMG’s confidences as well. Managers may not give out any information about an employee and must refer any phone calls seeking such information to HR.

As an employee of TMG, you may learn confidential business information. Confidential information includes, but is not limited to trade secrets and competitively sensitive confidential business and professional information not generally known to the public relating to the products, sales or business of Company, which may include, without limitation, profit margins, pricing information, customer credit information, client preferences, data, programs, customer or client lists, sources of supply, prospects or projections, processes, formulas, trade secrets or any other proprietary or confidential matter (collectively, the “confidential business information”).

During and after employment with the Company, confidential business information may not be shared with non-employees and may only be shared with TMG employees on a need-to-know basis. If you violate this policy, disciplinary action will be taken up to and including termination of employment. All employees of TMG must sign a Business Protection Agreement as part of their employment.

All records and files maintained by TMG are the property of the Company and are confidential. They are not to be copied or disclosed to any party except when authorized by management or required as part of your job duties.

This provision is not intended to, and should not be interpreted to, prohibit employees from discussing wages and other terms and conditions of employment if they so choose.

Fraternization

The Company respects the right of all individuals to develop and engage in personal relationships of their own choice. However, TMG does not allow fraternization between supervisory personnel and their direct subordinate employees. The Company believes that personal, romantic,

or intimate relationships between these can create a possibility of favoritism, bribery, and can create a conflict of interest or claims of sexual harassment. They also create serious problems in terms of objective management of personnel, accurate evaluations and, where necessary, disciplinary action.

Should such a relationship develop, both parties must notify their supervisor and one of the employees will be asked to transfer to another open available position for which they are qualified in order to eliminate the supervisor/subordinate relationship between the employees. If there is no open available position, one of the employees will be asked to resign. Failure to disclose such a relationship can be grounds for discipline, up to and including termination.

Company-Sponsored Social Events

The Company hosts a variety of social events for employees and clients. These events are meant to be enjoyable and entertaining. However, it is important to remember that you are still representing TMG when you attend these functions. Employees and representatives of TMG are expected to conduct themselves in a responsible manner. Alcohol may be served at these functions. Employees and representatives of Employer should use the alcohol in moderation. For the purposes of this policy, moderate use of alcohol means the employee or Company representative remains, at all times, in control of their faculties, including, but not limited to, meeting the legal standard for operation of a motor vehicle.

One of the Company’s goals during these functions is to ensure everyone’s safety, as well as to prevent damage to the property. As a representative of the Company, you should take reasonable steps to meet these goals. If you bring a client or guest to the function, you are responsible for ensuring that the client or guest does not expose the Company to added liability. For example, if it is reasonable to believe that the client or guest would not meet the legal standard for operation of a motor vehicle, you should not allow them to drive away from the function. If a client or guest is impaired, you should not continue to serve them alcohol. If a client or guest becomes disruptive, you should escort that individual away from the function.

Rules of Conduct & Corrective Action Process

While TMG prefers to keep guidelines and regulations to a minimum, we do expect employees to follow certain guidelines of conduct, which are necessary to protect the interests and safety of all employees. It is not possible to list all forms of behavior that are considered unacceptable in the workplace.

The following Rules of Conduct are not intended to be an exhaustive list of Company rules or guidelines, and the Company reserves the right to take corrective action for other infractions not specified here.

A. Inadequate job performance.

B. Falsifying documents and records such as time records, medical records, cash register tapes, accounting reports, expense reports, accident reports, personnel data, or other Company documents and records.

C. Insubordination: Refusing to follow the reasonable expectations and work-related requests of an immediate manager or supervisor.

D. Making racial, religious, or other discriminatory remarks.

E. Bullying or threatening behavior.

F. Moving off-site when the position is designated as an On-Site position

G. Unauthorized or inappropriate use of Company equipment, time, materials, facilities, and software programs, internet usage, or employer online accounts whether during or after business hours.

H. Stealing from TMG, clients, tenants, vendors, homeowners and/or coworkers.

I. Unsafe work practices.

J. Inability or unwillingness to get along with other employees.

For misconduct or violations of TMG’s policies, the employee may be subjected to corrective action, including but not limited to, verbal warnings, written warnings, probationary action, suspension, demotion, and/or termination. Management reserves the right to skip steps, or create steps depending on the situation, employment record, and severity of the infraction.

Employee Handbook Receipt & Acknowledgement

PLEASE READ THE EMPLOYEE HANDBOOK AND FILL OUT AND RETURN THIS PORTION TO THE HR DEPARTMENT WITHIN ONE WEEK OF EMPLOYMENT.

I hereby acknowledge receipt of TMG’s employee handbook. I understand and agree that it is my responsibility to read and comply with the policies in the handbook.

I understand that the handbook and all other written and oral materials provided to me are intended for informational purposes only. Neither it, company practices, nor other communications create an employment contract or term. I understand that the policies and benefits, both in the handbook and those communicated to me in any other fashion, are subject to interpretation, review, removal, and change by management at any time without notice.

I further understand that I am an at-will employee and that neither this document nor any other communication shall bind the company to employ me now or hereafter and that my employment may be terminated by me or the company without reason at any time. I understand that no representative of the company has any authority to enter into any agreement for employment for any specified period of time or to assure any other personnel action or to assure any benefits or terms or conditions of employment or make any agreement contrary to the foregoing.

I also understand and agree that this agreement may not be modified orally and that only the president of the company may make a commitment for employment. I also understand that if such an agreement is made, it must be in writing and signed by the president of the company.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee

QUICK REFERENCE GUIDE

Attendance

Arrive on time and ready to work every day you are scheduled to work. If you are going to be late or absent, contact your supervisor as soon as possible.

No Code Dress Code

Dress appropriately for the business of each workday. Wear clothing that is appropriate for the nature of our business and type of work you perform.

Orientation Period

Your first 90 days of employment are an orientation period. Use this time to learn how to perform your job duties efficiently and effectively.

Pay Periods

Employees are paid semimonthly (2 pay periods a month/24 pay periods a year)on the 15th and the last day of the month. Employees are paid current through the end of each pay period.

Company Holidays

New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving, the Day After Thanksgiving, and Christmas Day.

Insurance Benefits

Employees working 30 hours or more per week are eligible for insurance following 60 days of service. To maintain coverage, insured employees must work a minimum of 30 hours per week.

Cyber Security

Keep our company safe from cyber attacks! Do not share your account or password with anyone. Log off or lock systems when unattended. TMG will never ask you to purchase anything with your personal money or credit card!

Employee Information

Remember to update your information on the ADP website whenever your name, home address, or telephone number changes. Employee information is kept confidential and access is restricted to a need-to-know basis.

Confidentiality

Confidential business information may not be shared with nonemployees and may only be shared with TMG employees on a need-toknow basis. Violation of this policy will result in disciplinary action.