Williams Island Team Member Manual by Islander by Williams Island

MISSION STATEMENT

To bring our vision into reality, Williams Island POA will protect the community and preserve the environmental elegance while providing excellent amenities, facilities, and fiscally responsible leadership.

VISION STATEMENT

Our vision is to provide an environment where residents and members can enjoy a vibrant and luxurious lifestyle in a secure and socially inclusive community of friendship, environmental beauty, and comprehensive amenities.

VALUES

The values below describe how Team Members should deliver great service to our Residents, Members & Guests and behave with each other to ensure teamwork and quality. These values outline the Team Member’s attitude, approach, commitment, and energy:

GENUINE

Make a positive impact with personalized service by creating a meaningful interaction.

HONEST

Conduct yourself in a truthful manner when interacting with everyone. Always accept responsibility.

DEDICATED

We are loyal to our values that differentiate us from other communities and clubs. Committed to your role at Williams Island POA.

AUT HENTIC

Be creative and apply fresh ideas to improve ourselves and our Residents, Members and Guests experience.

TEA M PLAYERS

All Team Members are expected to work together to ensure the success of the Community and Club. This is a value that transcends all departments and divisions.

What’s It All About?

TO OUR TEAM MEMBERS:

This manual is designed to acquaint Team Members with The Williams Island Property Owners Association and provide general information about some of our current employment policies. Please read and become familiar with the contents of this manual to better understand the benefits provided by the Association and the rules and regulations of this organization.

Receipt and Acknowledgment

Williams Island POA Employee Manual

While every attempt has been made to create policies consistent with benefit plan documents and federal and state law, if an inconsistency arises the policies will be enforced consistent with the benefit plan documents and applicable law.

statements, sign below and return to the Human Resources Director.

Acknowledging Receipt of Williams Island POA Employee Manual

The Williams Island Property Owners Association is proud of its history of excellence and we are glad to have you as part of an organization that is dedicated to maintaining the physical assets of the Association. Your contribution to this mission is important for the success of this organization to maintain a fine reputation of quality and unsurpassed service.

the Williams Island POA Employee Manual. I understand that the policies subject to change at the sole discretion of Williams Island POA at any time. acknowledge all information in this manual.

If you have questions about employment matters not discussed in this manual, please contact your supervisor/ manager or the Human Resources Director.

No Team Member manual can anticipate every circumstance or question about a policy. As the Association changes or circumstances arise, the need may occur to change policies described in this manual. The Association, in its discretion, reserves the right to modify or terminate, in whole or part, this manual, at any time, with or without prior notice. This manual is not a legal document and is not intended to be a contract or an offer of a contract. This manual supercedes any other Team Member manual which may have been issued in the past, and no other manual is intended to be currently in effect.

employment is at will, and neither Williams Island POA nor I have entered into a my employment. I am free to terminate my employment with Williams Island reason. Likewise, Williams Island POA has the right to terminate my employment, or demote me at any time, with or without reason, at the discretion of Williams Williams Island POA can enter into an employment contract for a specified period contrary to this policy without the written approval from the POA or

We are pleased to have you working with us. We hope that you will enjoy being a part of our community, and we look forward to your cooperation in maintaining and strengthening our reputation of excellent and unsurpassed service to our property owners, members and their guests.

Working Together

“BECAUSE WE CARE”

of my employment confidential information may be made available to me, marketing strategies, member lists, pricing policies and other related information. is proprietary and critical to the success of Williams Island POA and must not Williams Island premises or with non-Williams Island employees. In the event of whether voluntary or involuntary, I hereby agree not to utilize or exploit this individual or company.

“BECAUSE WE CARE,” Williams Island is a special place. From the beginning, there was a dedication to building the finest, most tasteful, luxury condominium development. We have accomplished that as well as grown into a community where our residents, members and guests find warmth, friendliness, and relaxation.

“BECAUSE WE CARE,” we have sought the best people to create the architecture, the landscaping and the interior décor. We have also sought the best people for all the jobs here. The attitude of our people is what makes Williams Island an extra special place and people feel it when they visit our community.

Leader Of The Pack CREDO

“Because I care I will deliver exceptional service to our residents, members, guests and team members and do my part in making Williams Island the residence of choice in South Florida.”

Title Date

Get To Know Us ISLAND HISTORY

Every story has a beginning, and the history of Williams Island dates back to the early 1980s. The Trump Group, headed by Eddie, Jules and Stephanie Trump from South Africa, discovered this Island peninsula nestled on 84-acres in the exclusive enclave of Aventura. Secluded and covered by Australian Pines, it was the ideal setting for a private Island community.

It became a true Island surrounded by Dumbfoundling Bay, Maule Lake and Little Maule Lake with a continuous flow of water circulating the island and with the building of a series of marinas at the entrance to Williams Island.

The luxury residences at Williams Island were among the first of their kind in the region. Elegant resort trappings… spectacular views…charming village scapes…, these amazing lifestyle elements have been a part of Williams Island since the 1980s. The Trumps enticed screen legend Sophia Loren to call Williams Island home. Sophia Loren served as a consultant to The after Procida, one of the Flegrean visit the Island as they planned the Mediterranean Village at Williams Island.

Beginning with its first majestic residential tower in 1985 (4000 Island Boulevard), and continuing through its most recent addition – Bellini, (4100 Island Boulevard), which made its grand entrance in 2013, Williams Island has consistently set standards for beauty, grace and quality.

Residents today include entertainers, industry leaders, successful entrepreneurs, community leaders, noted philanthropists and celebrity sports figures.

It All Comes Down To Respect MANAGEMENT TO TEAM MEMBERS COMMITMENT

The leadership of Williams Island believe that our Team Members are our most important resource. Based on that philosophy, the leadership and management of Williams Island commits to:

• Understand that each Team Member of Williams Island deserves our attention, respect and support.

• Ensure all Team Members will receive fair, objective and unbiased treatment through due process procedures including consistent rules and protocol for grievances.

• Honor the principles of trust, honesty, and integrity in all interactions with all Team Members and hold them accountable to the same standard.

• Empower and promote proactive behaviors with our team and acknowledge when a job is well done.

• Listen and better understand each Team Member as an individual and pledge to nurture and maximize talent to benefit the individual.

• Promote a safe and secure work environment where teamwork and diversity is valued, quality of life is enhanced, individual aspirations are fulfilled, and service expectations are consistently exceeded.

Just Knock! OPEN

COMMUNICATION

We have created an environment in which open communication between Team Members and management can, and does, exist. It is important for you to know that we encourage you to communicate your ideas, suggestions, and issues to your department supervisor/manager.

If a situation or concern should arise, it is important for you to know that we encourage you to talk first with your immediate supervisor/manager. Give your supervisor/manager the chance to work the issue out with you. If the situation involves your supervisor/manager, or you’re not satisfied with your supervisor’s/manager’s response, or if for any reason, you do not wish to bring the issue to your supervisor’s/manager’s attention, you may present your concerns to the Human Resources Director.

If you do not feel the response or action by the Human Resources Director is satisfactory, you may contact the General Manager.

Any information discussed in an Open Communication meeting is considered confidential. Retaliation against any Team Member for appropriate usage of Open Communication channels is unacceptable.

Should I Stay Or Should I Go?

AT-WILL EMPLOYMENT

Your employment with Williams Island POA is at-will. This means that neither you nor Williams Island POA has entered into a contract regarding the duration of your employment. You are free to terminate your employment with Williams Island POA at any time, with or without reason. Likewise, Williams Island POA has the right to terminate your employment, or otherwise discipline, transfer, or demote you at any time, with or without reason, at the discretion of Williams Island POA.

No Team Member of Williams Island POA can enter into an employment contract for a specified period of time, or make any agreement contrary to this policy without written approval from the Board of Directors.

It Takes All Types EQUAL EMPLOYMENT OPPORTUNITY

Williams Island POA is an Equal Opportunity Employer and maintains the policy of recruiting and retaining the best qualified personnel who demonstrate the ability to perform competently and work well with others.

It is the policy of Williams Island POA to provide Equal Employment Opportunity regardless of race, color, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any condition or status protected by law.

This policy of nondiscrimination prevails throughout all aspects of the employment relationship including recruitment, selection, placement, transfer, promotion, layoff/recall, termination, training, working condition, benefits and compensation.

Equal Employment Opportunity notices are posted near employee gathering places as required by law. These notices are conveniently located in the vicinity of the employee time clock. These notices summarize the rights of Team Members to equal opportunity in employment and list the names and addresses of the various government agencies that may be contacted in the event that any person believes he or she has been discriminated against. Management is primarily responsible for seeing that Williams Island POA’s Equal Employment Opportunity policies are implemented, but all members of the staff share in the responsibility for assuring that, by their personal actions, the policies are effective and apply uniformly to everyone.

Any Team Member, including supervisors/managers, involved in any unlawful discriminatory practices will be subject to termination.

WORKPLACE POLICIES

Is It A Fit?

INTRODUCTORY PERIOD

Your first ninety (90) days of employment are considered an Introductory Period.

During this Introductory Period, we will evaluate your suitability for employment. Completion of the Introductory Period does not guarantee continued employment, as employment is always at-will.

Who’s Who?

EMPLOYMENT CLASSIFICATIONS

At the time you are hired, you are classified as either full-time or part-time. (Exhibit A, page 8)

In addition, you are classified as either “non-exempt” or “exempt.” All other policies described in this Team Member Manual and communicated by Williams Island POA apply to all Team Members, with the exception of certain wage, salary and time off limitations applying only to non-exempt Team Members. If you are unsure of which job classification your position fits into, please ask your supervisor/manager.

Full-Time Team Members

A Team Member who has successfully completed their Introductory Period (see the Introductory Period Policy for a specific definition) and who works consistently at least forty (40) hours per week on a regular year-long basis is considered a full-time Team Member.

Part-Time Team Members

A Team Member who works less than forty (40) hours per week is considered a part-time Team Member. If you are a part-time Team Member, please understand that you are NOT eligible for benefits described in this Team Member Manual, except to the extent required by provision of state and federal laws. (Refer to BENEFITS section).

Non-Exempt Team Members

At the time you are hired, you will be classified as either “exempt” or “non-exempt”. This is necessary because, by law, Team Members in certain types of jobs are entitled to overtime pay for hours worked in excess of forty (40) hours per work week. These Team Members are referred to as “non-exempt” in this Team Member Manual. This means that they are not exempt from (and therefore should receive) overtime pay.

Exempt Team Members

“Exempt” Team Members may be supervisors/managers, executives, professional staff, technical staff, outside sales representatives, officers, directors, owners and others whose duties and responsibilities allow them to be “exempt” from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any applicable state laws. If you are an “exempt” Team Member, you will be advised that you are in this classification at the time you are hired, transferred or promoted.

Exempt Team Members receive a set salary which is intended to compensate you for any hours you may work. Exempt Team Members are not eligible for overtime pay.

As an exempt Team Member, under federal and state law, your salary is subject to certain deductions. For example, your salary may be reduced for the following reasons:

• Full day absences for personal reasons

• Full day absences for sickness or disability, if the Association has a sickness or disability policy that provides for wage replacement benefits and you have exhausted or have not yet accrued enough leave time

• Full day disciplinary suspensions for infractions of Association rules, policies, and procedures

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

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

• The first or last week of employment in the event you work less than a full week

Your salary may also be reduced for certain types of deductions such as your portion of medical, dental, or life insurance premiums; state, federal, or local taxes, social security or voluntary contributions to a 401(k) or pension plan.

As an exempt Team Member, your salary WILL NOT be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability

• Absences for jury duty, attendance as a witness or military leave in any week in which you have performed any work

• Any other deductions prohibited by state or federal law

Who’s Lookin’ At You?

YOUR HUMAN RESOURCES FILE

It is the responsibility of each Team Member to promptly notify the Human Resources Director of any changes in personal data. Keeping your Human Resources file up-to-date can be important to you with regard to pay, deductions, benefits and other matters. Your confidential personnel file is the property of Williams Island POA.

It’s Just A Matter Of Time WORK SCHEDULE

We expect you to be ready to work at the beginning of your assigned daily shift, and to reasonably complete your projects by the end of your assigned shift. Please let your supervisor/manager know if you will be away from your workstation for an extended period of time and when you expect to return.

Department Meetings

On occasion, we may request that you attend a company sponsored meeting. If this is scheduled during your regular working hours, your attendance is mandatory. If you are a non-exempt Team Member and attend a meeting held during your non-working hours, you will be paid for the time spent at the meeting, minimum of two (2) hours.

Meal and Breaks

Williams Island POA will provide all hourly, non- exempt Team Members working at least eight (8) hours a day with:

• Two (2) paid 15 minute breaks: one (1) in the first half of the shift and one (1) in the second half of the shift

• AND one (1) paid thirty (30) minute meal break

Breaks may not be stacked.

Since these are all paid breaks the Team Member may be asked to perform work during the breaks. The Team Member may not leave the premises while on break (unless clocked out with Supervisor/Manager approval).

ALL administrative office work hours will be 9:30am – 5:30pm

Your supervisor/manager will review your break schedule with you. The time when breaks are scheduled varies among departments depending on the needs of each department. You must clock out when going on meal break and clock back in when that break ends, and you must be completely relieved from duty during your meal break time. Working while off the clock is subject to disciplinary actions. It is important to return to work on time at the end of your break.

Where

There’s Smoke...

Smoking is only permitted in the designated areas and only before or after work or on a scheduled break. At no time should a resident, member or guest observe a Team Member smoking.

INTERNAL JOB OPPORTUNITIES (TRANSFER/PROMOTION)

PROMOTION/TRANSFER/AWARD POLICY

To qualify for a promotion, transfer or award you must have held your current position for a minimum of six (6) months.

Policy

Williams Island POA encourages its Team Members to achieve their maximum potential on the job and pursue career advancement within its enterprises. Our Internal Job Opportunities Policy and Procedure was established to provide current Team Members with the opportunity to apply and be considered for job opportunities at Williams Island POA. We encourage all Team Members to apply; ultimately, the most qualified candidate will be hired.

Procedure

Regular full-time and part-time Team Members are eligible to apply for internal opportunities after successfully completing six (6) months of continuous employment with Williams Island POA.

Team Members are considered for internal job opportunities based on their overall performance record with Williams Island POA including:

• Direct work experience in the job for which they are applying

• Attendance record

• Commitment to Williams Island “Standards and Values”

• Performance/Disciplinary Record

• Professional appearance

Vacant positions will be posted online at www.williamsislandclub.com and sent to each department manager to be posted in their department for a period of 5 days.

To apply for an internal job opportunity, the Team Member must:

• Meet the qualifications listed on the posted job opportunity

• Request a Job Opportunity Request Form through the Human Resources Office. (Exhibit B, page 12)

• Discuss their interest in the position with their current manager/supervisor and obtain the manager’s/ supervisor’s approval on the Job Opportunity Request Form

• Submit approved form to the Human Resources Office by the deadline date and arrange for an interview Team Members selected to fill internal job opportunities retain their original date of hire and seniority relative to benefits.

The Team Member’s new supervisor must generate a status change form with all the required approvals, transferring the Team Member. (Exhibit F, page 39)

• If applicable, salary adjustments should also be made at the time of transfer (at the beginning of the pay period)

The Interviewing Manager will notify Team Members not selected to fill internal job opportunities. Exception to this policy must be approved by the Director of Human Resources.

Team Members selected to fill internal job opportunities must be in current position for a minimum of six (6) months. This does not affect the Team Member’s benefits.

A Team Member selected to fill an internal job opportunity, who is unable to satisfactorily perform in the new position, may request to return back to his/her former position within fifteen (15) days of the date of the internal transfer. Every effort will be made to place the Team Member in his/her former position or a comparable position if the former position is no longer available.

Managers/Supervisors are expected to determine a mutually acceptable date of transfer for the Team Member. This should not exceed three (3) weeks.

Job Opportunity Request Form

ABSENTEEISM/LATENESS FORM

Date:

Team Member Name: Phone No.:

Employee Name: __________________________________________________________________________

Current Information: Department:

Position: ________________________________ Dept. ____________________________________________

Absence/Lateness Occurrences _________________

Position Applying For:

Experience: (attach resume)

Williams Island POA Policy is to keep its employees informed of their status with respect to attendance and lateness. At this time we would like to inform you that:

_________ You have had at least 5 Absence/Lateness Occurrences within the last 12 months.

_________ You have had at least 6 Absence/Lateness Occurrences within the last 12 months.

_________ You have had at least 7 Absence/Lateness Occurrences within the last 12 months, and if you have 1 (one) more Occurrence you will be terminated.

_________ You have had at least 8 Absence/Lateness Occurrences within the last 12 months, therefore you are being terminated.

I, the undersigned, realize that I will be considered for this position based on my qualifications, commitment to the Standards and Values, performance/disciplinary record, personal appearance, length of service, and attendance record. I also understand that I must be in my current position for a minimum of six (6) months to be eligible for an internal transfer.

Current Supervisor (Please print):

Employee’s Signature Date

Supervisorʼs Acknowledgement

Team Member Signature (Signature)

Supervisor’s Signature

Supervisor’s Signature Date

Interview Date:

Interview Time:

Manager/Director Signature Date

Manager/Director Signature

Interviewer:

Request Approved: Yes: No

Hiring Manager Signature

Applicant Interview Rating Sheet

ABSENTEEISM/LATENESS FORM

Applicant:

ABSENTEEISM/LATENESS FORM

Fill out this form immediately after the interview. If you wait even one-half hour, your recall will not be accurate. This form is of crucial importance when you have two or more good candidates to choose from.

ABSENTEEISM/LATENESS FORM

Employee Name: __________________________________________________________________________

Employee Name:

Employee Name: __________________________________________________________________________

Position: ________________________________ Dept. ____________________________________________

Instructions: Rate the applicant in each of these traits listed below to determine suitability for the position. Then add up the total score and divide by 7 to determine overall suitability.

Position: ________________________________ Dept. ____________________________________________

Position:

Instructions: Rate the applicant in each of these traits listed below to determine suitability for the position. Then add up the total score and divide by 7 to determine overall suitability.

Position: ________________________________ Dept. ____________________________________________

Absence/Lateness Occurrences _________________

APPEARANCE: Consider the applicantʼs personal appearance, bearing in mind the requirements of the position. Will he/she present a satisfactory appearance as a representative of Williamʼs Island POA?

Absence/Lateness Occurrences _________________

Williams Island POA Policy is to keep its employees informed of their status with respect to attendance and lateness. At this time we would like to inform you that:

COMMUNICATION: Consider the applicantʼs choice of words, sentences, phrases, and the use of slang. Look for simple and correct grammar, hesitations, needless repetition, logic, and coherence as they relate to satisfactory job performance.

Williams Island POA Policy is to keep its employees informed of their status with respect to attendance and lateness. At this time we would like to inform you that:

_________

_________ You have had at least 5 Absence/Lateness Occurrences within the last 12 months.

You have had at least 5 Absence/Lateness Occurrences within the last 12 months.

_________ You have had at least 5 Absence/Lateness Occurrences within the last 12 months.

SELF-CONFIDENCE: Does the applicant display the level of self-confidence required by the position?

_________ You have had at least 6 Absence/Lateness Occurrences within the last 12 months.

SELF-CONFIDENCE: Does the applicant display the level of self-confidence required by the position?

_________ You have had at least 6 Absence/Lateness Occurrences within the last 12 months.

_________ You have had at least 7 Absence/Lateness Occurrences within the last 12 months, and if you have 1 (one) more Occurrence you will be terminated.

ABILITY TO GET ALONG WITH OTHERS: What is the applicantʼs attitude toward the interviewer? Is the person friendly, polite, and likeable? Is there a sense of indifference, antagonism, or an uncooperative attitude? Does this person have a history being a good team player?

_________ You have had at least 7 Absence/Lateness Occurrences within the last 12 months, and if you have 1 (one) more Occurrence you will be terminated.

_________ You have had at least 8 Absence/Lateness Occurrences within the last 12 months, therefore you are being terminated.

QUALITY OF CUSTOMER SERVICE: Consider the applicantʼs ability to deliver quality customer service to our guests. Consider prior customer service experience.

OF CUSTOMER SERVICE: Consider the applicantʼs ability to deliver quality customer service to our guests. Consider prior customer service experience.

Employee’s Signature Date

SKILLS/EXPERIENCE/EDUCATION: Did the applicant demonstrate he/she can do whatʼs required with little or no training?

Supervisor’s Signature Date

SUITABILITY: Consider whether the applicant will work on the job. Replies readily to questions asked? Are ideas original? Are the statements convincing and appropriate? Is there evidence of leadership? Speaks out voluntarily at proper time? Has a definite interest in work?

Observe: alertness, responsiveness, tact, cooperation enthusiasm.

Manager/Director Signature Date

Comments: (attach additional sheet if necessary)

Resources

(Total divided by 7)

ABSENTEEISM/LATENESS POLICY

We are aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise. Personal days and vacation time have been provided for this purpose.

You must call, not text, your direct supervisor/manager on any day you expect to be absent from work for any reason, text is unacceptable. If you are going to be absent, you must personally notify your direct supervisor/ manager, or if not available, a shift supervisor/manager at your work station as soon as possible; but in no event, no later than two (2) hours prior to your scheduled start time. Failure to notify your direct supervisor/ manager is grounds for disciplinary action. If you do not call in for three (3) consecutive days, you will be assumed to have voluntarily resigned or otherwise resigned without notice, and you shall be subject to forfeiture of any unused accrued vacation or personal time.

The Absenteeism/Lateness Policy is intended to provide consistent and fair treatment to all Team Members regarding absenteeism/lateness.

• Absence: Failure to report to work as scheduled

• Early Out: Leaving work before completing a shift due to personal circumstances

• Lateness: Not reporting to work on time to start scheduled shift, or not returning from break as required to resume a shift

• No Call/No Show: Failure to report to work and failure to call his/her supervisor/manager

• Pattern of Absenteeism: More than two (2) occasions where a Team Member is absent either a day before or a day after a holiday. A pattern of several absences, before or after, scheduled days off

SUPERVISOR/MANAGER RESPONSIBILITIES

Supervisors/Managers are responsible for accurate record keeping by maintaining a rolling twelve (12) month attendance record for each Team Member. Disclipinary action for attendance violations is based on a rolling twelve (12) month period.

• Absences must be recorded, as well as any disciplinary action.

• Team Members must be provided with a phone number to call when absent.

• Each absence from work will be considered one (1) occurrence. Management may use its discretion when considering one (1) to three (3) consecutive absences due to illness as one (1) occurrence.

• Any absence of seven (7) or more consecutive days is considered a Leave of Absence and will require a certified doctor’s note and a request for a Family Medical Leave of Absence. Approved medical leaves will not count as an occurrence.

• Two (2) latenesses count as one (1) occurrence.

• Two (2) early outs count as one (1) occurrence.

Disciplinary Steps

The Absenteeism/Lateness Notification Form (Exhibit D, page 16) must be used to notify Team Members of their attendance according to the following:

FIRST NOTICE is issued when an Team Member has accumulated five (5) occurrences in a rolling twelve (12) month period

SECOND NOTICE is issued when an Team Member has accumulated six (6) occurrences in a rolling twelve (12) month period

FINAL NOTICE is issued when an Team Member has accumulated seven (7) occurrences in a rolling twelve (12) month period

TERMINATION Eight (8) occurrences within a rolling twelve (12) month period will result in termination

NO CALL/NO SHOW Three (3) No Call/No Show occurrences within a rolling twelve (12) month period will result in termination

INTRODUCTORY PERIOD Three (3) days of absence during the ninety (90) day Introductory Period or three (3) occurrences within the ninety (90) day Introductory Period will automatically result in termination

Excused Absence

Excused absences from or lateness to work for inclement weather, disaster, or other reasonable cause may be authorized by the General Manager and same must be applied property-wide

Switching Days Off

Any switching of days off with your co-workers must be approved, in advance, by your supervisor/manager

Acceptable Colors for Williams Island Logo Usage:

Team Member Name:

Position:

Absence/Lateness Occurrences:

Department:

on white ground K.O. (white)/black ground

PMS 2965 on white ground

Absenteeism/Lateness Form

PMS 1245 on white ground

K.O. (white)/PMS 2965 ground

(white)/PMS 1245 ground

Williams Island POA Policy is to keep its Team Members informed of their status with respect to attendance and lateness. At this time we would like to inform you that:

You have had at least 5 Absence/Lateness Occurrences within the last 12 months.

You have had at least 6 Absence/Lateness Occurrences within the last 12 months.

You have had at least 7 Absence/Lateness Occurrences within the last 12 months, and if you have one (1) more Occurrence you will be terminated.

You have had at least 8 Absence/Lateness Occurrences within the last 12 months, therefore you are being terminated.

PMS 1245/black ground

PMS 1245/PMS 2965 ground

1245 ground

Team Member Signature Date

Acceptable Serif Fonts: (logo fonts)

Goudy Old Style Regular

Supervisor Signature Date

Goudy Old Style Italic

Goudy Old Style Bold

Manager/Director Signature

Book Antiqua Regular

Book Antiqua Bold

Book Antiqua Regular

Acceptable Sans-Serif Text Fonts:

Corbel Regular

Date

Corbel Italic

Corbel Bold

Corbel Bold Italic

Tick,

Tock!

TIME AND ATTENDANCE

By law, we are obligated to keep accurate records of the time worked by Team Members. This is done by a time clock system. All non-exempt (hourly) Team Members are required to clock in and clock out at the beginning and ending of their shift. You are responsible for accurately recording your time. Tampering with another’s time record is cause for disciplinary action, up to and including termination. In the event of an error in recording your time, please report the matter to your supervisor/manager immediately.

Non-exempt (hourly) Team Members should report to work no more than seven (7) minutes prior to their scheduled starting time nor stay more than seven (7) minutes after their scheduled stop time without expressed prior authorization from their supervisor/manager.

We ask that you be dependable and also courteous with your notification of absences. If you need to be absent from work, you must call, not text, your supervisor/manager at least two (2) hours prior to the start of your shift.

Time After Time OVERTIME

When operating requirements or other needs cannot be met during regular working hours, Team Members may be required to work overtime. When possible, advance notification of these mandatory assignments will be provided. Failure to work scheduled overtime or overtime worked without prior authorization from your supervisor/manager may result in disciplinary action, up to and including termination of employment. All overtime worked by non-exempt (hourly) Team Members must receive the supervisor’s/manager’s prior authorization.

Overtime compensation is paid to all non-exempt (hourly) Team Members in accordance with federal and state laws. Overtime pay is based on actual hours worked. Time off for sick leave, vacation leave, or any Leave of Absence will not be considered hours worked for purposes of overtime calculations.

When staff works overtime, particularly a double shift, supervisors/managers and fellow co-workers must monitor the physical state of those working the overtime hours. If a supervisor/manager determines that a Team Member is too tired to drive home, transportation will be provided.

Workin’ Hard For The Money OVERTIME PAY

If you are a non-exempt (hourly) Team Member, you will receive overtime pay of one and one-half (1 and ½) times your regular hourly wage for approved hours worked over forty (40) hours in one (1) week.

We Depend On You RELIEF DUTY

Due to the critical need for proper staffing at each building and gate, Security Department Team Members are not authorized to leave their assignment until relief arrives. On occasion, this will cause staff to work overtime. In the event that overtime becomes necessary, all staff should have contingency plans to stay late. Volunteers are sought to fill vacant shifts.

Takin’ Care Of Business EMERGENCY

CLOSINGS

Extreme weather conditions, such as severe rain, fire, flood, hurricane, tornado, etc. can disrupt operations and interfere with work schedules, as well as endanger Team Members’ well-being. If extreme conditions require the official closing of the facilities and buildings, you will be notified by your supervisor/manager.

If weather or traveling conditions delay or prevent you from reporting to work, you should notify your supervisor/ manager as soon as possible. If you are delayed or unable to report for work at all due to weather conditions, and the buildings and club facilities are officially open, you will not be paid for the hours you were scheduled to work during this qualifying event. Exempt (salaried) Team Members may be deducted for full-day absences but not partial-day absences.

At management’s discretion, volunteers who are able to work during severe inclement weather will be rewarded with time and one-half for all hours worked during the qualifying event.

You will be expected to return to work as soon as Williams Island re-opens for business. Please provide accurate telephone numbers of where you can be reached to your supervisor/manager and the Human Resources Department.

For the latest updates and work information, please call the Hurricane Hotline at 305-466-3564.

Mother Nature HURRICANE HOURS

In case of a hurricane watch or warning, you may be called to work beyond regularly scheduled hours and days. Personal situations should be handled ahead of time in order to be able to prepare the Island Property for the upcoming hurricane.

Emergency instances may arise where non-exempt (hourly) Team Members will be asked to report for duty to address off-hours emergency situations. Team Members will be compensated for a minimum of two (2) hours’ work, even if the actual time worked is less than two (2) hours. Regular or overtime pay rates will be paid as applicable.

It is the policy of Williams Island POA to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). We will not discriminate against any qualified Team Member or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability. We will also make reasonable accommodations wherever necessary for all Team Members or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on Williams Island POA. Applicants and Team Members are assured that we will make every effort to keep all information regarding a disability confidential except:

• Supervisors/Managers may be informed regarding restrictions on work or duties and accommodations that have been made

• If the condition requires emergency treatment, first aid and safety personnel may be informed

• Government officials investigating compliance with federal laws may be informed

All Team Members with responsibilities requiring knowledge of a Team Member’s disability will be advised to treat the Team Member’s disability with confidentiality.

NON-HARASSMENT POLICY

Williams Island POA intends to provide a work environment that is pleasant, professional, and free from all forms of harassment based on race, color, age, religion, sex, national origin, disability, sexual orientation or any condition or status protected by law. Harassment of any sort - verbal, physical, and visual - in the workplace is strictly prohibited and will not be tolerated. Team Members engaging in such activity will be subject to severe disciplinary action, up to and including termination.

Workplace harassment is offensive and can take many forms. It may be, but is not limited to: words, signs, offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation, physical assaults or contact, or violence.

Harassment may also take the form of other vocal activity including derogatory statements not directed to the targeted individual but taking place within their hearing. Other prohibited conduct includes written material such as notes, photographs, cartoons, articles of a harassing or offensive nature, and taking retaliatory action against a Team Member for discussing or making a harassment complaint.

Harassment also includes any form of sexual harassment. Sexual harassment may include, but is not limited to: unwelcome sexual advances, requests for sexual favors or other verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile and intimidating working environment which prevents an individual from effectively performing the duties of their position. It also encompasses such conduct when it is made a term or condition of employment or compensation, either implicitly or explicitly or when an employment decision is based on an individual’s acceptance or rejection of such conduct.

Team Members who feel that they have been subject to such prohibited conduct, whether involving fellow Team Members, supervisors/managers, vendors, residents, guests and/or members, should report it to their supervisor/manager or to the Human Resources Director. There will be no reprisal or retaliation against Team Members who report such behavior. An investigation will be conducted and, when warranted, appropriate corrective action will be taken. False allegations are serious acts of misconduct and are subject to disciplinary actions, up to and including termination of employment.

STANDARDS OF CONDUCT

By accepting employment with us, you have a responsibility to Williams Island POA and to your fellow Team Members to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that he/she can fully depend upon coworkers to follow the rules of conduct, our organization will be a better place to work for everyone.

We expect each person to act in a mature and responsible manner at all times. If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed below, please see your supervisor/ manager or Human Resources Director for an explanation.

Note that the following does not encompass all types of conduct that can result in disciplinary action, up to and including termination. Violation of these and other established work or safety rules may result in disciplinary action including counseling, formal warnings, suspension, probation and/or immediate termination.

The following does not alter the at-will nature of your employment; either you or Williams Island POA may terminate the employment relationship with or without reason, and in the absence of any violation of these rules.

You are expected to familiarize yourself regularly with these guidelines and other publications and bulletins as required by management.

Stick To It

Williams Island Policies and Procedures:

I will not wear insignia, badges, pins or similar items unless authorized by Williams Island. a) b) c) d) e) f) g) h) i)

I agree not to report to work earlier than seven (7) minutes before my scheduled shift and to leave the property not more than seven (7) minutes after the end of my shift, unless approved by my supervisor/manager.

I understand that all personal effects (i.e. purses, bags, cars, etc.) may be subject to a random security check. I also understand that all Williams Island computers can be searched at any time and without notice.

I understand that my schedule will be posted as soon as the business for the upcoming week can be forecasted and that attendance is mandatory on those days. I also understand that if, through an emergency, I cannot arrive at work on the scheduled day and time, I must call my department and speak with my supervisor/ manager to explain my absence at least two (2) hours in advance of the time I am scheduled to report to work. I will work according to my schedule, and will not work overtime unless authorized by my supervisor/ manager.

I understand that books, newspapers, or other non-company sponsored publications are not to be read in any location in view of the public.

I understand that my uniform must be maintained in proper condition and a name tag will be worn at all times so as to present a professional appearance.

I will not take time off during regularly scheduled work hours without authorization from my supervisor/ manager.

I agree to perform my job duties in the prescribed safe manner and to immediately report all job-related injuries to my supervisor/manager.

I will smoke only in designated Team Member smoking areas.

I agree not to distribute written or printed matter of any description in working areas or public areas unless authorized by management.

I will not chew gum, drink or eat in unauthorized areas (i.e., in view of the public, telephone/computer work station, etc.) unless it is a sponsored Williams Island event.

I understand that laptop computers, iPods, MP3 players, portable radios, CD players, tape recorders and players, cell phones and similar electronics and communication devices are not allowed to be used by Team Members while performing their duties unless issued by Williams Island.

Shame On You

See Progressive Coaching & Counseling Policy on page 24

I understand that I may be immediately discharged if I commit any of the following acts:

Violation of any Williams Island POA rule; any action that is detrimental to Williams Island POA’s efforts to operate profitably.

Violation of security or safety rules or failure to observe safety rules or Williams Island POA’s safety practices; failure to wear required safety equipment; tampering with Williams Island POA’s equipment or safety equipment.

Use, possession, sale, transfer, or storage of an illicit drug or drug paraphernalia by a Team Member while in the course of employment, on Williams Island property or in Williams Island vehicles. Further, a Team Member is strictly prohibited from working in an impaired condition or under the influence of drugs or alcohol.

Possession of firearms, weapons or explosives on Williams Island POA property or while on duty. Engaging in criminal conduct or acts of violence or making threats of violence toward anyone on Williams Island POA premises or when representing Williams Island.

Hitting, pushing, fighting, provoking a fight, striking another person, threatening to strike another person on Williams Island POA property, or intimidating or coercing another person on or off the premises at any time for any purpose.

Insubordination, including failure or refusal to perform assigned duties as requested by your supervisor/manager.

Failure to satisfactorily perform work or job assignments.

Engaging in an act of sabotage or carelessness; negligently causing the destruction or damage of Williams Island POA property, or the property of fellow Team Members, members, guests, suppliers, or visitors in any manner.

Attempted or actual theft, embezzlement and/or pilferage (unauthorized removal, storage, transfer, utilization) of Williams Island POA property or the property of fellow Team Members, residents, members or guests. This includes failure to report lost articles which are found on the premises.

Unauthorized possession or removal of any Williams Island POA property, including documents, from the premises without prior permission from management; unauthorized use of Williams Island POA equipment or property for personal reasons; using Williams Island POA equipment for profit.

Unauthorized acquisition, distribution or disclosure of Williams Island POA materials, documents, or confidential information.

Dishonesty; falsification or misrepresentation on your application for employment or other work records; alteration of Williams Island POA records or other Williams Island POA documents. Spreading malicious gossip and/or rumors; engaging in behavior which creates lack of harmony; interfering with another team member on the job; restricting work output or encouraging others to do the same.

Immoral conduct or indecency on Williams Island POA property.

Failure to remain in work area during work time, unless authorized by a supervisor/manager.

Unapproved use of Williams Island POA telephone for personal calls.

Failure to comply with the Non-Harassment Policy. This includes, but is not limited to: discrimination or harassment against residents, members, guests and fellow Team Members because of race, color, age, religion, sex, national origin, disability, sexual orientation or any condition or status protected by law.

Posting, removing or altering notices on any bulletin board on Williams Island POA property without the permission of the Human Resources Director.

Failure to report an absence or late arrival. Failure to attend mandatory training or meetings.

Filling, invoicing or ringing up your own order.

Purchasing Williams Island POA merchandise for resale.

Using obscene, abusive, or inappropriate language such as swearing toward any supervisor/manager, Team Member, resident, member or guest; indifference or rudeness towards a resident, member, guest or fellow Team Member; any disorderly/antagonistic conduct on Williams Island POA property.

Speeding or careless driving of Williams Island vehicles, including golf carts.

Failure to immediately report accidents, breakage or damage to equipment or machinery which occurs when you are assigned to utilize Williams Island POA equipment or machinery. Giving false information when accidents are being investigated, receiving traffic violations when operating Williams Island POA vehicles, or driving a Williams Island vehicle without a valid driver’s license.

Failure to maintain resident, member, guest or Team Member confidentiality.

Failure to comply with Consent to Search Policy.

Unlawful conduct or behavior otherwise deemed unbecoming of a Williams Island POA Team Member.

Sleeping or malingering during scheduled work time.

Unauthorized use or neglect of Williams Island POA facilities or equipment; carrying unauthorized persons in Company vehicles.

Conviction of a crime.

Obtaining material, property, or money from Williams Island POA by fraudulent means or misrepresentation This includes unauthorized use of gasoline in personal vehicles.

Engaging in any other conduct which, in its judgment, the Company deems unacceptable, impairs the Team Member’s job performance, or represents a risk to Williams Island POA, its property and other Team Members.

Loss or suspension of driver’s license, if a Team Member is required to drive as part of his or her job.

Unauthorized use of residents’ and members’ facilities. Unauthorized presence at residents’ and members’ functions or in residents’ and members’ areas, including, but not limited to, restaurants, bars, lounges, pools or meeting rooms, unless with prior approval from your supervisor/manager.

Unauthorized possession or consumption of alcohol by a Team Member while in the course of employment, on Williams Island POA property or in Williams Island POA vehicles. This does not apply to authorized business activities such as a supervisor/manager entertaining residents/members or a Williams Island POA sponsored social function with the approval of the your supervisor/manager.

Failure to comply with Williams Island POA policies and/or directives, including, without limitation, the policies and procedures outlined in the Team Member Manual.

PROGRESSIVE COACHING AND COUNSELING

Unacceptable behavior which does not lead to immediate dismissal may be dealt with in the following manner:

1. Record of Discussion

2. Written Warning

3. Final Written Warning

4. Suspension (prior approval by Human Resources required)

5. Termination

We reserve the right to omit any of the above steps if circumstances warrant it.

To insure that Williams Island POA’s business is conducted properly and efficiently, you must conform to certain standards of attendance, conduct, work performance and other work rules and regulations. When a problem in these areas does arise, your supervisor/manager will coach and counsel you toward mutually developing an effective solution. If you fail to respond to coaching or counseling, the following procedures will apply:

Step One: Record of Discussion

Your supervisor/manager will meet with you to discuss the problem or violation, making sure that you understand the nature of the problem or violation and the expected remedy. The purpose of this conversation is to remind you of exactly what the rule or performance expectation is and also to remind you that it is your responsibility to meet Williams Island POA’s expectations.

Step Two: Written Warning

If your performance does not improve or if you are again in violation of Williams Island POA’s practices, rules or standards of conduct, your supervisor/manager will discuss the problem with you, emphasizing the seriousness of the issue and the need for immediate behavior modification. During the meeting your supervisor/manager will issue you a disciplinary warning summarizing the discussion and your agreement to change. A copy of the disciplinary warning will be saved in your Human Resources file. (Exhibit E, page 25)

Step Three: Final Written Warning, Suspension, or Termination

Human Resources reserves the right to issue a final written warning, suspend a Team Member or terminate a Team Member.

You may be terminated for poor performance, misconduct, excessive absences, tardiness, discrimination, harassment, or other violations of Williams Island POA policies. However, your employment is at-will; you and Williams Island POA both have the right to terminate your employment for any or no reason.

Any accrued vacation and personal time will be paid out (100%) on the final paycheck of the Team Member unless employment is terminated due to misconduct or job abandonment. Final paychecks are paid on the regularly scheduled payday in the form of a live check.

Date:

Progressive Coaching & Counseling

� RECORD OF DISCUSSION � WRITTEN NOTICE � FINAL WRITTEN NOTICE

� SUSPENSION (only with prior HR approval to conduct an investigation) � TERMINATION

Team Member Name:

Job Title: Supervisor/Manager:

Date of Incident:

Witness(es):

Policy Violated (Explain Fully):

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Team Member Explanation:

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IMMEDIATE SATISFACTORY IMPROVEMENT MUST BE SHOWN. I REALIZE THAT ANY OTHER POSSIBLE VIOLATION OF ANY RULE, BY ME, WILL BE CAUSE FOR FURTHER DISCIPLINARY ACTION, INCLUDING POSSIBLE SUSPENSION FROM DUTY OR DISCHARGE.

Book Antiqua Regular

Book Antiqua Bold

I HAVE READ AND RECEIVED A COPY OF THIS FORM.

Book Antiqua Regular Suggested Sans-Serif Display Fonts:

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What’s The Word?

ENGLISH LANGUAGE POLICY

Although it is the policy of Williams Island POA to encourage diversity and inclusiveness in all of its corporate pursuits, there are some occasions when the organization will require its Team Members to converse or take direction and guidance in English. This English-only policy will provide specific circumstances where Englishonly rules must be observed:

All task directions and work directives will be provided in English and, while Team Members are engaged in such work-related efforts, or on project teams, they will be expected to communicate in English.

All safety, facility and security related materials will be provided in English, and team or departmental meetings that relate to business operations, safety, facility and/or personal security will be expected to be conducted in English.

The use of Company Internet and Intranet, as well as all work-related e-mailing, is expected to be communicated in English, unless member requirements state a preference that another language is used.

English will be used with members unless the member requests the Team Member communicate in a language other than English.

Team Members having concerns or questions regarding these policies should address them with their immediate supervisor/manager or Human Resources Department for resolution.

Team Members violating this policy will be subject to disciplinary action.

Beware: Hazardous Materials

DRUG-FREE WORKPLACE POLICY

We have a standard of conduct that prohibits the unlawful possession, use, or distribution of illicit drugs and alcohol by Team Members on duty on Williams Island site and/or member sites or as a part of Williams Island’s activities, including operating a Williams Island or member/guest vehicle. We will impose disciplinary sanctions on Team Members ranging from educational and rehabilitation efforts up to and including expulsion or termination of employment and referral for prosecution for violations of the standards of conduct. Each situation will be looked at on a case-by-case basis.

Rules

Team Members are prohibited from and will be subject to discharge for the following:

• Possessing, using, selling, distributing, exchanging or consuming drugs of abuse

• Possessing, consuming or removing alcohol

• Working or reporting to work with drugs/alcohol in your system

Reasonable Suspicion Alcohol/Drug Testing

Team Members may be subject to alcohol/drug testing in the following circumstances listed below:

• Reasonable suspicion to believe a Team Member is using or has used drugs and/or alcohol

• A Team Member is involved in an on-the-job accident that results in injury

Two (2) members of management will determine when reasonable suspicion testing is appropriate.

In the event of a positive test the Team Member will be required to provide evidence that a prescription medication has been legally prescribed by a physician. The presence of medications not legally prescribed shall be considered a positive test.

In the event of a low specimen result (diluted urine) a Team Member could be required to have a hair sample taken for testing.

A Team Member is required to enter a drug/alcohol program rehabilitation program. Such Team Member will be subject to submit a random, unannounced drug/alcohol testing at their expense.

We reserve the right to inspect personal property of Team Members when there is reasonable suspicion of drug and/or alcohol consumption or presence on property. This includes the search of Team Member vehicles on

Because We Care!

Voluntary Treatment and Counseling

We encourage Team Members to seek treatment for any dependency problems. We will make every effort to cooperate with that Team Member’s voluntary treatment. It is the responsibility of the Team Member to seek assistance before a drug or alcohol problem leads to work-related issues. All Team Members are required to perform their duties regardless of a person’s participation or lack of participation in a substance abuse program. Team Members that seek treatment for a dependency will not have their job-security jeopardized by this request. If a Leave of Absence is requested and granted then the Leave of Absence Policy guidelines will apply.

Team Member Assistance Program

We care about the health and well-being of our Team Members and recognize that a variety of personal problems can disrupt their personal and work lives. Although Team Members may solve their problems either on their own or with the help of family and friends, sometimes Team Members need professional assistance and advice.

Through the Team Member Assistance Program (TMAP), the Association provides confidential access to professional counseling services for help in confronting such personal problems as alcohol and other substance abuse, marital and family difficulties, financial and legal troubles, and emotional distress. The TMAP is available to all Team Members and their immediate family members offering problem assessment, short-term counseling, and referral to appropriate community and private services.

The TMAP is strictly confidential and is designed to safeguard the Team Member’s privacy and rights. Information given to the TMAP counselor may be released only if requested by the Team Member in writing. All counselors are guided by a Professional Code of Ethics.

Personal information concerning Team Member participation in the TMAP is maintained in a confidential manner. No information related to an Team Member’s participation in the program is entered into the personnel file.

If further counseling is necessary, the TMAP counselor will outline community and private services available. The counselor will also let the Team Member know whether any costs associated with private services may be covered by their medical insurance plan. Costs that are not covered are the responsibility of the Team Member.

Hello, Baby! LACTATION POLICY

We comply with all federal and state laws and regulations concerning breast-feeding and nursing mothers and provide assistance for nursing mothers who want to express and store breast milk at workplaces during business hours. This policy addresses the different forms of lactation assistance that we provide.

Team Members who are nursing mothers can take reasonable break periods during the workday to express breast milk for their children. Such nursing mothers can take breaks each time they need to express milk beginning from the date of the nursing child(ren)’s birth and for up to one (1) year

Team Members who are nursing mothers can use their meal and paid break times for lactation purposes. Break times that are used for lactation purposes beyond Team Member’s provided break times are unpaid. For more information about meal and break periods, see Meal and Break Period Policy

Team Members who are nursing mothers should discuss their need for extra break periods to express breast milk with their supervisor/manager

For additional information please contact the Human Resources Director

Hey, Good Lookin! STANDARDS OF APPEARANCE

Grooming Standards

We require that each Team Member’s dress, grooming, and personal hygiene be appropriate to the work situation. Team Members are expected, at all times, to present a professional, business-like image to our residents, members and guests. Even Team Members who work behind-the-scenes experience at least an occasional public contact. Therefore, in all work situations, your appearance and hygiene are important.

Personal appearance should be a matter of concern for each Team Member. If your supervisor/manager feels your attire and/or grooming are not appropriate you may be asked to leave your workplace until you are properly attired and/or groomed. Team Members who violate dress code standards may be subject to appropriate disciplinary action.

Hygiene Standard

Each Team Member is expected to bathe or shower daily and use an appropriate deodorant. Strong smelling perfumes, colognes or powders can be offensive and should not be worn.

Dress Standards

All Team Members for whom a uniform has been provided must wear the appropriate uniform. Uniforms must be neat, clean, and pressed at all times. Non-uniformed Team Members should dress in conservative, business attire and in clothing appropriate to their job. Conservative business attire does not include: blue jeans, leggings, corduroys, leathers, gauchos/culottes, sheer attire, tank tops, midriffs, plunging necklines, halter tops, or other generally recognized “casual” sportswear. Male Team Members are required to wear socks. All Team Members are to be in full uniform from the beginning of their shift to the end of their shift.

Personal Items

No combs or other large objects should be carried in the pocket so as to be visible.

Jewelry

Jewelry should enhance Williams Island POA’s conservative business standards, and is to be worn in moderation. Small rings, class rings, wedding bands, tiepins, watches, and company service pins are permitted for all Team Members. Only one ring per hand is permitted. Female Team Members may wear one pair of earrings. Necklaces and bracelets should be simple, inconspicuous and in good taste for all Team Members. For male Team Members, earrings and necklaces are not permitted. Non-company issued lapel pins, non-company issued badges and political buttons are not permitted for any Team Member. Sunglasses are for outside daytime use only. Additional accessories i.e. facial accessories, including but not limited to nose rings, tongue studs and/or eyebrow piercings are not permitted.

Hats

No Team Member will wear a cap or hat, unless it is issued as part of the uniform.

Team Member Shoes

Your shoes are determined by your uniform and your department supervisor/manager will advise you about the type and color of shoes you are required to wear. Shoes must always be polished and in good repair.

Hair

Hair is to be clean and neatly combed; hair should not fall into the eyes/face. Extreme or faddish hair styles are not acceptable and wet hair is not permitted. Hair length and style should be appropriate to your job. If you color your hair, care should be taken to ensure that your roots do not show in contrast to the color of the rest of your hair. Color of hair should be natural in appearance. Extremes in hair color are not permitted. No hair scarves or elaborate styling.

Consult with your department supervisor/manager for department-specific standards of hair styles/ restraints and facial hair.

Make-up

Make-up should be tastefully applied, not excessive, and promote a natural appearance.

Fingernails

Keep fingernails neatly trimmed and moderate in length. Females may wear polish in conservative shades only. No studs or decals on nails. Nails no longer than 1/4 of an inch past end of finger.

Uniforms

We provide uniforms which certain Team Members must wear while at work. Upon termination of employment, the uniforms must be returned.

You are expected to be suitably attired and groomed during working hours or when representing Williams Island POA. When working at a member’s home, the same dress code is to be followed.

Name Tags

All Team Members will be issued a name tag upon hire which will be worn while working. Your name tag is a standard requirement and must be worn at all times by both uniformed and non-uniformed Team Members. Wear your name tag on the left side. If wearing a uniform with the Williams Island logo on the left side, then the name tag should be worn on the right side. No individual decorations are permitted, other than Williams Island issued and approved pins. If magnetic badge is lost, the cost to replace it will be $20 and may be paid through a payroll deduction. Broken name tags will be replaced at no cost, however the broken name tag must be turned into the Human Resources Department for replacement. If you do not have your name tag with you, you will be required to clock out and retrieve it. No Team Member will be allowed to work without a name tag.

Tattoos

Tattoos are accepted in the workpace if they are not offensive, unprofessional, or distracting.

No tattoos or body art are to be visible. If a permanent tattoo is present, it must be covered by clothing or tattoo makeup.

FAMILY MEMBERS

We will not employ or permit the continued assignment of individuals where potential problems of supervision, safety, security, morale, or potential conflict of interest exist. Family members include the Team Member’s spouse, child, parent, grandparent, in-law, brother, sister, step-relationship, domestic partner (a person with whom the Team Member’s life is interdependent and with whom the Team Member shares a mutual residence), daughter or son of the Team Member’s spouse or domestic partner, and any relative living in the household of the Team Member or domestic partner.

Moonlight Becomes You MOONLIGHTING

We have no desire to influence what you do outside of your working hours. Outside work or “moonlighting,” must not affect your attendance, your efficiency, your handling of confidential information, or your reputation on the Island. Outside employment is prohibited if you are on Family Medical Leave, Workers’ Compensation, Leave of Absence, or any other medical or personal Leave of Absence.

It Won’t Sell!

SOLICITATION

Distribution of advertising materials, handbills or other literature is prohibited in all working areas at all times. Solicitation and distribution by non-Team Members is prohibited on Williams Island POA premises. Any violation of the policy may result in disciplinary action.

Tread Lightly

CONFLICTS OF INTEREST

Team Members have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest.

Our policy is that Team Members should not have any position, relationship or interest with any person or business, entity or organization which would conflict or appear to conflict with the proper performance of such Team Member’s duties or responsibilities, or which could affect their independence of judgment with respect to transactions between the Williams Island POA and such person, business, entity or organization.

An actual or potential conflict of interest occurs when a Team Member is in a position to influence a decision that may result in a personal gain for that Team Member, or for a relative, as a result of Williams Island POA’s business dealings.

If a Team Member has any influence on transactions involving purchases, contracts or leases, and if there is any actual or potential appearance of a conflict of interest, it is imperative that the Team Member disclose to management, as soon as possible, the relationship or the existence of any actual or potential conflict of inter est so that safeguards can be established to protect all parties.

Supervisors, managers, directors and above may not utilize any Team Member to perform services outside of work for personal matters; this is deemed as unacceptable conduct and represents a risk to Williams Island POA, its property and Team Members.

Team Members are strongly encouraged to avoid conflicts of interest which include living with residents on property in various capacities. Where a Team Member is also an aide to a resident and living on property, the Team Member will have no membership privileges.

Residents of Williams Island may not be employed by Williams Island POA.

NON-FRATERNIZATION

In order to promote efficient business operations and to avoid misunderstandings, complaints of favoritism, other problems of supervision and morale, and the potential for sexual harassment claims, supervisors/managers are restricted from dating or pursuing romantic or sexual relationships with Team Members whom they supervise, directly or indirectly. Supervisors/Managers who violate this policy will be subject to discipline, up to and including termination of employment. 1.

Definition of “Direct Reporting Relationship” A Direct Reporting Relationship exists between a Team Member (subordinate) and his/her immediate supervisor/manager.

Definition of “Indirect Reporting Relationship”

An Indirect Reporting Relationship exists between a Team Member (subordinate) and a supervisor/ manager within his/her chain of command or another supervisor/manager within the Team Member’s division (i.e., a Chef and a Server); or

An Indirect Reporting Relationship exists between an Team Member (subordinate) and a supervisor/ manager that has jurisdiction or exercises supervisory authority over that Team Member; or

An Indirect Reporting Relationship exists between two supervisors/managers when one supervisor’s/ manager’s job duties control compensation of another supervisor/manager (i.e., Human Resources Director, Property Manager, Clubs Manager, Controller, etc.)

Take A Few Tips From Us TEAM MEMBER DATING

Company Policy does not prohibit Team Members from dating or entering into consensual romantic relationships with other Team Members, provided:

• Both parties mutually and voluntarily consent to the relationship

• The relationship does not affect judgment or performance of duties of involved Team Members; and

• The relationship does not negatively impact the work environment

• Involved Team Members cannot report to each other as direct supervisors/managers or they will be transferred. We strongly believe that an environment where Team Members maintain clear boundaries between their personal and business interactions is most effective for conducting business. Although this policy does not prohibit the development of friendships or romantic relationships between co-workers, it does establish clear boundaries as to how the relationship takes place during working hours.

During working hours and at work locations, Team Members are expected to keep personal exchanges limited so that others are not distracted or offended by such exchanges. During non-working hours, such as lunches, breaks and before and after work, Team Members are not prohibited from having appropriate personal relationships at work locations as long as their conversations and behaviors could in no way be perceived as offensive or uncomfortable to a reasonable person. The provisions of this policy apply regardless of the sexual orientations of the parties involved. Failure to modify behavior and observe appropriate standards of workplace conduct shall be viewed as a serious disciplinary matter.

Where problems or potential risks resulting from the relationship are identified, the company will work with parties involved to consider options for resolving such problems or potential risks. The initial solution will be to make sure that the parties involved do not work together on matters where one is able to influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, financial transactions etc., are examples of situations that may require reallocations of duties to avoid any actual or perceived reward or disadvantage. Failure to resolve problems or potential risks resulting from the relationship may ultimately be deemed insubordination and therefore serve as cause for termination.

In some instances measures such as transfers to other positions or departments may be necessary. The individual with the more senior position will be considered for transfer first to avoid any perception of retaliation against the less senior person. Refusal of reasonable alternative positions, if available, will be deemed a voluntary resignation.

Use It; Don’t Abuse It

USE OF EQUIPMENT AND VEHICLES

Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using company property, Team Members are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Team Member use of company equipment or vehicles for personal purposes is prohibited.

Please notify your supervisor/manager if any equipment, machines, tools, or vehicles appear to be damaged, defective, or need repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to Team Members or others. You should also ask your supervisor/ manager any questions you have about your responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles will result in disciplinary action and/or payroll deduction for the value of the loss or damage, up to and including termination.

If you are authorized to operate a company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you must adhere to the following rules:

You must have a valid Florida Driver’s license and show proof of insurance, which will be kept in your personnel file

You must maintain weekly mileage reports

You are responsible for following all of the manufacturer’s recommended maintenance schedules to maintain valid warranties, and for following the manufacturer’s recommended oil change schedule

We provide insurance on company vehicles, however, you will be considered completely responsible for any fines, moving or parking violations incurred

Persons not authorized or employed by Williams Island POA cannot operate or ride in company vehicles

Prior to operation of any Williams Island vehicle, your supervisor/manager will train you on the appropriate steps to take if you are involved in an accident - filling out the accident report, getting names of witnesses and so on

Computers, computer files, the e-mail system and software furnished to Team Members are company property intended for business use. Team Members should not use a password, access a file, or retrieve any stored communication without authorization. To ensure compliance with this policy, computer and e-mail usage may be monitored. Team Members should have no expectation of personal privacy when using any office or employer provided computer, internet or e-mail service.

We prohibit the use of computers and e-mail in ways that are disruptive, offensive to others, or harmful to morale. For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.

E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or other non-business matters.

Team Members may only use software according to software license agreements. The company prohibits the illegal duplication of software and its related documentation.

Internet Usage

Internet access to global electronic information resources on the World Wide Web is provided by the company to assist Team Members in obtaining work-related data and technology. While Internet usage is intended for job-related activities, incidental and occasional brief personal use is permitted within reasonable limits. The following guidelines have been established to help ensure responsible and productive Internet usage:

All Internet data that is composed, transmitted, or received via company computer communication systems is considered to be a part of the official records and is subject to disclosure to law enforcement or other third parties. Team Members should always ensure that the business information contained in Internet e-mail messages and other transmissions is accurate, appropriate, ethical, and lawful.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if a Team Member did not create the material, does not own the rights to it, or has not received authorization for its use, it should not be put on the Internet.

The following behaviors are examples of actions and activities that are prohibited and will result in disciplinary action, up to and including termination of employment.

• Sending or posting discriminatory, harassing, or threatening messages or images

• Using the organization’s time and resources for personal gain

• Stealing, using, or disclosing someone else’s code or password without authorization

• Copying, pirating, or downloading software and electronic files without permission

• Sending or posting confidential material, trade secrets, or proprietary information outside of the organization

• Violating copyright law

• Failing to observe licensing agreements

• Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services or transmissions

• Sending or posting messages or material that could damage the organization’s image or reputation

• Participating in the viewing or exchange of pornography or obscene materials

• Sending or posting messages that defame or slander other individuals

• Attempting to break into the computer system of another organization or person

• Refusing to cooperate with a security investigation

• Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities

• Using the Internet for political causes or activities, religious activities, or any sort of gambling

• Jeopardizing the security of the organization’s electronic communications systems

• Passing off personal views as representing those of the organization

• Sending anonymous e-mail messages

• Engaging in any illegal activities

Voice Mail

Voice mail is company property and has been provided for conducting business. All information received, transmitted, and stored in the voice mail system is company record and property. Team Members have no right of personal privacy in any matter stored in or received using the voice mail system. Williams Island POA reserves the right, at its discretion, to retrieve and delete any messages or recordings for any reason without the permission of the Team Member.

All Eyes On You

SOCIAL MEDIA POLICY

We recognize that Internet-provided social media can be highly effective tools for sharing ideas and exchanging information. We are committed to using social media to promote company visibility and maintain communications with current and prospective Team Members, customers, business partners, vendors and suppliers, affiliates and subsidiaries, and the general public. We prohibit personal use of company electronic communications systems and devices for social media purposes regardless of whether such use occurs during work or non-work time.

This policy addresses appropriate use of social media:

•

Company Communication Systems and Devices - should be used for business-related purposes and Team Members should not expect any privacy when using such systems and devices for social media purposes. We define social media broadly to include online platforms that facilitate activities such as professional or social networking, posting commentary or opinions, and sharing pictures, audio, video, or other content. Social media includes personal websites and all types of online communities (for example, Facebook®, LinkedIn®, Yelp®, YouTube™, Twitter™, blogs, message boards, and chat rooms).

LinkedIn®, Yelp®, YouTube®, X®, Instagram®, blogs, message boards, and chat rooms).

Williams Island Sponsored Social Media Platforms - The company engages in communications with

Williams Island Sponsored Social Media Webpages - The company engages in communications with residents, members, guests and Team Members via social media websites where a Williams Island POA sponsored page has been created. Only authorized Team Members can prepare, delete, edit, or otherwise modify content.

Team Member Personal Social Media Platforms We recognize that Team Members have

Team Member Personal Social Media Webpages - We recognize that Team Members may have their own personal social media web pages and we respect their right to express personal opinions when using personal social media web pages. Williams Island POA does not retaliate or discriminate against Team Members who use social media for political, organizing, or other lawful purposes. Williams Island POA protects its name and business-related assets that are discussed on social media websites at all times.

Team Member Responsibility When Using Social Media - Team Members who use social media should be mindful of their responsibilities to Williams Island POA at all times. Once content is posted online, it is no longer under your control; online postings can remain on the Internet indefinitely. Team Members are expected to abide by the following rules and guidelines when using any type of social media via company electronic communications systems and devices or the Team Members’ own equipment with regard to work related activities. We strive to maintain a professional work environment and consider harassment in all forms to be a serious offense in violation of Williams Island POA’s Non-Harassment Policy. Do not use social media to harass, threaten, defame, libel, embarrass, disrespect, or offend co-workers or Williams Island POA members, residents, guests, vendors, suppliers or competitors.

Team Members cannot use social media to disparage or embarrass Williams Island POA or its management, practices, products or services, or otherwise harm Williams Island POA’s reputation.

Williams Island POA protects its copyrights, trademarks, patents, trade secrets, customer lists, and other sensitive, proprietary, and confidential material. Do not display or disclose such material through social media without prior written approval from Williams Island POA.

Team Members cannot advertise or sell Williams Island POA products via social media websites without prior written approval from Williams Island POA.

Team Members cannot display Williams Island POA logos, brands, uniforms, electronic signatures, or other identifiers on social media without prior written approval

•

We expect Team Members not to engage in activities that violate federal and state laws and regulations when using social media.

Williams Island POA protects its premises including Team Members, residents, members and guests on company premises. Do not record audio/video or take pictures on premises or display such content through social media without prior written approval from Williams Island POA.

•

We request and strongly urge Team Members to report violations of Williams Island POA’s Social Media Policy, including security breaches, misappropriation or theft of proprietary business information, and trademark infringement. Team Members can report actual or perceived violations to their supervisors/ managers or to the Human Resources Department.

Security and Monitoring of Social Media Websites - As Williams Island POA owns, operates, and monitors its electronic communication systems, it monitors use of social media websites (including password-protected websites) over its systems, whether accessed at work or elsewhere through telecommuting, to ensure that electronic communication systems are being used in compliance with federal and state laws and regulations.

Violations of Williams Island POA’s Social Media Policy - Team Members who violate Williams Island POA’s Social Media Policy are subject to discipline, up to and including termination, according to the Progressive Coaching and Counseling Policy. Team Members who use social media for defamatory or other illegal purposes are subject to appropriate legal action by Williams Island POA or governmental entities.

COMPENSATION

Show Me The Money COMPENSATION PROGRAM

The Compensation Program is approved by the Board of Directors as part of the annual budget process. The Compensation Program includes the minimum and maximum rates of pay for each position. Job descriptions are prepared for each job classification which describe the essential functions, duties and responsibilities of each position. Each position is assigned a range of pay, based upon a market analysis of similar positions in comparable communities. A Team Member progresses through the pay range for their respective position based upon their individual performance.

How Are You Doing? PERFORMANCE EVALUATIONS

Supervisors/Managers and Team Members are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Performance evaluations are generally conducted in an effort to provide both supervisor/manager and Team Member the opportunity to discuss job tasks, identify weaknesses, encourage strengths, and discuss positive, purposeful approaches for meeting goals. The performance of a Team Member is generally evaluated every twelve (12) months.

Performance-based pay adjustments may be awarded in an effort to recognize Team Member performance. The decision to award such an adjustment is dependent upon numerous factors, including information documented by the performance review process.

Team Member:

Promotion*

Re-evaluation of Job*

Resignation* Layoff* Annual Review*

Status /Payroll Change Report

Leave of Absence*

REASON(S) FOR THE CHANGES

Department Head:

PAY CYCLE

Biweekly Pay Cycle

Payday is every other Friday for services performed during the two (2) week pay period. The biweekly pay schedule is made up of twenty-six (26) pay periods per year.

Paycheck Distribution

Paychecks will be delivered to the department supervisors/managers and will be available to Team Members after 11:00 am on the corresponding Friday. Team Members will not be permitted to receive paychecks for other Team Members.

Pay Period and Hours

Our payroll workweek runs from Monday to Sunday. Pay periods consist of two (2) workweeks.

Take It To The Bank DIRECT DEPOSIT

Direct Deposit is the automatic deposit of your pay into the financial institution account(s) of your choice. It is highly encouraged to opt for Direct Deposit as your money is more readily available to you. Contact Human Resources for details and the necessary authorization forms.

Uncle Sam Gets His Share MANDATORY DEDUCTIONS

Williams Island POA is required to make certain deductions from your paycheck each time one is prepared. Among these are your federal, state and local income taxes and your contribution to Social Security. These deductions will be itemized on your check stub. The amount of the deductions will depend on your earnings and on the information you furnish on your W-4 form regarding the number of exemptions you claim. If you wish to modify this number, please request a new W-4 form from Human Resources. Only you may modify your W-4 form. Verbal or written instructions are not sufficient to modify withholding allowances.

Wage Garnishments

When court-ordered deductions are to be taken from your paycheck, you will be notified. We act in accordance with the Federal Consumer Credit Protection Act.

We’ll Make It Right PAY CORRECTIONS AND ADVANCEMENTS

We take all reasonable steps to assure that Team Members receive the correct amount of pay and that Team Members are paid promptly on the scheduled payday.

In the event that there is an error in your paycheck, the discrepancy should be promptly brought to the attention of your supervisor/manager and the Payroll Administrator. Once an error is identified, it will be corrected on the next regular payday.

We will not advance pay to Team Members.

If a regular payday falls during an Team Member’s vacation, the Team Member’s pay will be available upon his or her return from vacation or forwarded to the Team Member’s banking institution if direct deposit is in effect.

It’s The Law!

BENEFITS

NON-HARASSMENT POLICY

Here’s To Your Health MEDICAL, DENTAL, VISION

Available to all non-exempt (hourly) and exempt (salaried) non-management Team Members who work consistently; at least thirty (30) hours per week on a regular year long basis; eligible on the first of the month following completion of sixty (60) days of continuous employment.

Available to exempt (salaried) (managers and above) Team Members on the first of the month following completion of thirty (30) days of continuous employment.

We Value Your Life LIFE INSURANCE, SHORT/LONG TERM DISABILITY

Available to all non-exempt (hourly) and exempt (salaried) non-management Team Members who work consistently; at least thirty (30) hours a week on a regular year long basis; eligible on the first of the month after completion of sixty (60) days of continuous employment.

Available to exempt (salaried) (managers and above) Team Members on the first of the month following completion of thirty (30) days of continuous employment.

Life Insurance

Team Members earning less than $30,000 receive a $15,000 company paid benefit Team Members earning at least $30,000 but less than $50,000 receive a $25,000 company paid benefit Team Members earning $50,000 or more receive a $50,000 company paid benefit

Optional and Dependent coverage available at cost

Is There A Doctor In The House?

WORKERS’ COMPENSATION

Should you experience an injury/illness while performing your job duties you must immediately notify your supervisor/manager. Medical care must be provided by company authorized physicians and treatment centers. Following medical care, you will be asked to provide a physician’s release note to the Human Resources Department stating your ability to return to work.

Failure to report a work related injury/illness in a timely

Failure to report a work related injury/illness in a timely manner will result in the loss of this valuable benefit. All Workers’ Compensation issues are resolved under the Workers’ Compensation Ordinance.

All Workers’ Compensation issues are resolved under the Workers’ Compensation Ordinance. A drug test will be performed on all work-related injured Team Members. If the test results are “positive” for illegal drugs which the Team Member does not possess a prescription for in his/her name, the Team Member will be terminated from employment and eligible for rehire after one (1) year from date of “positive” drug test.

A drug test will be performed on all work-related injured Team Members. If the test results are “positive” for illegal drugs which the Team Member does not possess a prescription for in his/her name, the Team Member will be terminated from employment and eligible for rehire after one (1) year from date of “positive” drug test.

Commitment To Your Future Happiness

401(k) SAFE HARBOR

Through payroll deduction, you may contribute a percentage of your earnings into a 401(k) Plan. We will match 100% of deferrals up to 3% of compensation and match 50% of deferrals on the next 2% of compensation, to the Plan.

Enrollment is in January and July of each year. In order to be eligible, Team Members must have completed twelve (12) months of continuous employment, worked 1,000 hours and attained the age of twenty-one (21) prior to enrollment.

You are 100% vested in your own plan contributions. You are vested in Williams Island POA contributions to your account as calculated from your initial hire date at a rate of 100% per year of such contributions.

Live Long and Prosper RETIREMENT POLICY

When a Team Member age 68 years or older retires from Williams Island POA employment, he/she will receive one (1) week of pay for every year of service

LEAVES

Take A Break and Recharge

VACATION, PTO AND HOLIDAY PAY

Full time (working 40 hours a week on a year long basis) and exempt status (salaried) Team Members accrue vacation/ personal hours based on hours worked (excluding overtime and commission hours). Team Members are allowed to use accrued vacation/personal time after six (6) months of employment:

Full time non-exempt (hourly) Team Members receive three (3) Personal Days per year.

Exempt (salaried) Team Members receive six (6) Personal Days per year.

2nd-End of 4th

VACATION

We strongly believe that vacation benefits are important and must be taken. A rested Team Member is more productive and less likely to be involved in accidents. Vacation time allows the Team Member to bring balance to his/her life and mitigate the stress of employment. Accrual is based on tenure.

To take accrued vacation, Team Members must request 2 weeks advance approval from their supervisor/manager. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Vacation must be scheduled at a minimum of at least four (4) hours. Vacation time off is paid at the Team Member’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. Paid time off for vacation will not be counted as hours worked for the purpose of determining overtime. Vacation time beyond that which is available to a Team Member will not be advanced; it may be granted as unpaid time off.

We will permit earned vacation time to be accumulated to the following year only if the maximum of the total hours carried forward is eighty (80) hours or less. On December 31st, the excess of eighty (80) hours accrued will be paid out at 100% only if previous vacation requests, during the year, were denied due to business demands.

It’s Just A Question Of When PERSONAL TIME (PTO) ACCRUAL

Non-exempt (Hourly) Team Members who have accrued over twenty-four (24) hours of personal time by December 31st will be paid out 100% of the excess, only if previous PTO requests, during the year, were denied due to business demands.

Exempt (Salaried) Team Members who have accrued over forty-eight (48) hours of personal time by December 31st will be paid out 100% of the excess, only if previous PTO requests, during the year, were denied due to business demands.

Cash Out Team Members have the option to cash out accrued vacation/PTO hours at the time they use vacation/PTO hours. The amount of hours cashed out may not exceed the amount of vacation/PTO time requested. Requests must be submitted in advance and must have prior approval from their supervisor/manager. Payment for vacation/PTO in lieu of actual time off is only available if taken in conjunction with actual vacation/PTO time off. For Example: If the Team Member has accrued 80 hours of vacation, he/she can take 40 hours of vacation time off and cash out 40 hours.

Donating Accrued Time Team Members may donate any accrued vacation/PTO hours to another Team Member in need. The time donated will be paid out to the recipient Team Member at their rate of pay, and those hours will be deducted from the donating Team Member’s accrued balance.

Request for Time Off

SECTION 1

� To be Completed Only by Team Member Requesting Time Off. � Submit to Payroll for Processing.

� To be Completed Only by Team Member Requesting Time Off

� Forward to Department Head for Approval.

� Forward to Department Head for Approval

� Submit to Payroll for Processing

� Hours Donated at Recipientʼs Rate of Pay

Team Member Name (print): Date:

Team Member Name (print):

Date of Hire:

Date(s) Requested:

#Days/Hours Requested:  Vacation Time  Personal Time

#Days/Hours to CASH OUT:  Vacation Time  Personal Time

#Days/Hours to DONATE:

Team Member Receiving Donation:

Vacation Time  Personal Time

Team Member Signature: Date:

SECTION 2

� For approval by Team Memberʼs Supervisor/Manager/Department Head

Manager Signature: Date:

Payroll

HOLIDAY PAY –

For full-time NON-EXEMPT (hourly) Team Members after ninety (90) days of employment

New Year’s Day Memorial Day Fourth of July

Labor Day

Thanksgiving Day

Christmas Day

You must be a full-time non-exempt (hourly) Team Member on active payroll for at least ninety (90) continuous days prior to an observed holiday to be eligible for holiday pay. To be paid for a holiday, you must work the regularly scheduled day prior to and following an observed holiday. If an observed holiday falls within a pre-arranged vacation, you will be paid for the holiday and you will not be charged time.

If you are not scheduled to work on the holiday, you will be paid eight (8) hours holiday pay. Holiday pay will be calculated using the number of hours you are regularly scheduled to work times your base rate. If you work on a holiday, the hours you actually work will also be considered in calculating overtime in any given workweek.

Part-time non-exempt (hourly) Team Members, after ninety (90) days of employment, who work on an observed holiday will be paid holiday pay, up to eight (8) hours, in addition to the regular hours worked. You must work the regularly scheduled day prior to and following an observed holiday to be paid the holiday.

HOLIDAY PAY –

For full-time EXEMPT (salaried) Team Members effective upon date of hire

Full-time exempt (salaried) Team Members are, as a condition of their employment status, expected to be available on an “as needed” basis by their supervisors/managers. If this requires you to be available for work on one of the holidays honored, you will receive no additional compensation other than holiday pay.

You will be paid for a holiday, which is preceded or followed by a vacation/personal day only if the vacation/ personal day has been approved by your supervisor/manager.

Duty Calls

JURY DUTY/WITNESS DUTY

We comply with all federal, state and local laws regarding jury duty. If you receive a summons for jury duty, you are to notify your supervisor/manager promptly so that arrangements can be made for your absence. Full-time Team Members will be paid “regular pay” for any regularly scheduled time missed because of involuntary jury duty (less the money received for jury service).

Our Condolences

BEREAVEMENT LEAVE

Full-time Team Members who have completed ninety (90) days of continuous employment and who experience a death in their immediate family are granted up to five (5) consecutive scheduled workdays (40 hours) off with bereavement pay, for the purposes of making the necessary family adjustments and arrangements, thus allowing you to attend services or handle other matters associated with the funeral. Remember, you must follow the call-in procedure described in the Time and Attendance Policy.

Circumstances and events may sometimes require additional days off. Any additional time off requires the approval of your supervisor/manager and will be deducted from your accrued vacation/personal time. Williams Island POA requires verification of the loss and relationship to the deceased (i.e. the announcement) be submitted to Human Resources, for which bereavement pay is requested. Bereavement pay will not be considered in calculating overtime for any workweek.

The immediate family is defined to include:

1. Spouse

2. Parents or stepparents

3. Child or stepchild

4. Parents-in-law

5. Grandparents

6. Brother or sister (siblings)

Secondary Color Palette, per department:

Food & Beverage

PMS 1795

PMS 3965 Tennis

PMS 1665

Black (C 30%, M 23%, Y 17%, K 100%) Special

We’ll Be Waiting!

FAMILY/MEDICAL LEAVE OF ABSENCE (FMLA)

Spa & Fitness

PMS 465

Safety & Security

PMS 2965

PMS 363 Golf

Human Resources

PMS 195

Regular full-time Team Members are eligible to take up to twelve (12) weeks of unpaid Family/Medical Leave (FMLA) within any twelve (12) month period and be restored to the same or an equivalent position upon return from Leave provided they: (1) have worked for an otherwise covered worksite employer for at least twelve (12) months, (2) have worked for at least 1,250 hours in the last twelve (12) months, and (3) are employed at a worksite that has 50 or more team members within 75 miles from the location from which such Team Member was assigned. A “rolling” twelve (12) month period measured backwards from the date you take Leave will be used for computing the period within which the twelve (12) weeks of Leave may be taken. If you and your spouse both work for Employer, the maximum amount of Family/Medical Leave available to you and your spouse for reasons (1) and (2) below is a combined total of twelve (12) weeks. If you live in a state, county, or city which provides more generous benefits, you will be given those benefits.

Reasons for Leave

WI logo can print Black/PMS 2965 or KO (white) on above.

WI logo can print Black/ PMS 2965 with light photo; KO (white) from dark photo

You may take Family/Medical Leave for any of the following reasons: (1) the birth of a son or daughter and to care for such son or daughter; (2) the placement of a son or daughter with you for adoption or foster care and to care for the newly placed son or daughter; (3) to care for a spouse, son, daughter or parent (“covered relation”) with a serious health condition; or (4) because of your own serious health condition which renders you unable to perform an essential function of your position. Leave because of reasons (1) or (2) must be completed within the twelve (12) month period beginning on the date of birth or placement; (5) for qualifying exigencies arising out of the fact that the Team Member’s spouse, son, daughter, or parent is on active duty or called to active duty status as a member of the National Guard or Reserves in support of a contingency operation.

A covered employer also must grant an eligible Team Member who is a spouse, son, daughter, parent, or nextof-kin of a current member of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness up to a total of twenty-six (26) work weeks of unpaid leave during a “single twelve (12)-month period” to care for the service member.

Notice of Leave

PMS 2965/PMS 1245 ground

Sans Sm Caps

To request Leave, you must notify the Human Resources Department. You should give thirty (30) days prior written notice, or as much advance written notice as possible, to your supervisor/manager. However, if it appears that you may be absent due to a FMLA-qualified event or serious health condition, Williams Island POA may, but is not required to, preliminarily designate your time off as Family/Medical Leave, pending the receipt of documentation from you. Failure to provide requested Family/Medical Leave documentation and certification within the time limits provided will result in Williams Island POA making a determination on your Leave status without such documentation. Williams Island POA may delay or deny Leave, demand that you return to work, treat absences as unauthorized time off subjecting you to discipline up to and including termination, and/or discontinue your Family/Medical Leave.

Sans Sm Caps Bd.

Medical Certification

If you are requesting Family/Medical Leave for a serious health condition, you and the relevant healthcare provider must supply an appropriate Medical Certification. Whenever possible, the Medical Certification should be supplied before the leave begins. Further, Williams Island POA may, at no expense to you, require an examination by a second healthcare provider designated by Williams Island POA. If the second healthcare provider’s opinion conflicts with the original Medical Certification, Williams Island POA may, at no expense to you, require a third, mutually agreeable, healthcare provider to conduct an examination and provide a final and binding opinion. Williams Island POA may require a subsequent Medical Recertification. Failure to provide requested Medical Certification within fifteen (15) days, if such is practicable, may result in delay of further Leave until such Medical Certification is provided, and/or may subject you to discipline up to and including termination for excessive absenteeism or for taking unauthorized leave.

While On Leave

If you take Leave because of your own serious health condition, or to care for a covered relation, you must contact your supervisor/manager on the first day of each month regarding (a) the status of your condition, (b) your intention to return to work, and (c) to report how you are progressing. In addition, you must give notice to your supervisor/manager as soon as reasonably possible (within two [2] business days, if feasible) if the dates of Leave change, are extended or initially were unknown.

Intermittent and Reduced Schedule Leave

Leave because of a serious health condition may be taken intermittently (in separate blocks of time due to a single health condition) or on a reduced leave schedule (reducing the usual number of hours you work each workday) if medically necessary. You will receive your current rate of pay for hours worked and time spent working will not count against your available Family/Medical Leave. In addition, while you are on an intermittent or reduced schedule leave, we may temporarily transfer you to an available alternative position which better accommodates your recurring leave and which has equivalent pay and benefits.

Leave is Unpaid

Family/Medical Leave is unpaid Leave. Pay that will end during Leave includes all forms of compensation paid by employer to you, including but not limited to wages, bonuses, commissions and discounts. You are required to use any accrued paid time off for the applicable Family/Medical Leave, unless you are currently receiving workers’ compensation benefits. Family/Medical Leave does not affect your eligibility, if any, for short or long term disability payments and/or workers’ compensation benefits under those insurance plans.

Returning From Leave

When you are able to return to work following Leave because of your own serious health condition, you should attempt to provide at least one (1) week’s notice by providing your supervisor/manager with a doctor referral stating that you are able to resume work. You must make sure that this notice is received no later than two (2) business days before your return to work at the conclusion of your Leave. If your Family/Medical Leave resulted from a workers’ compensation injury, your healthcare provider may send an Updated Medical Work Status Form to your Case Manager as soon as your return to work date is known, even if less than two (2) business days before your return to work date.

Let Us Help

DOMESTIC VIOLENCE LEAVE POLICY

Team Members who are victims of domestic violence may take Leave to seek an injunction for protection or obtain services from a medical professional or victim-services organization.

Coverage

Team Members must have worked for Williams Island POA for at least ninety (90) days.

Reasons for Leave

Team Members who are victims of domestic violence or sexual violence are entitled to take Leave for one or more of the following reasons:

To obtain and receive medical and/or dental assistance for a medical and/or dental problem resulting from domestic or repeat violence, including obtaining such services for the Team Member’s dependent children;

To obtain and receive legal assistance relating to domestic or repeat violence, including but not limited to criminal prosecution, a protective order, divorce, custody of children and child support;

To attend court appearances relating to domestic or repeat violence, including but not limited to criminal prosecution, protective order, divorce, custody of children and child support;

To attend counseling or support services, including counseling or support services for dependent children;

Any other arrangements necessary to provide for the safety and well-being of a Team Member subject to domestic or repeat violence.

Leave Amount

Team Members can take up to thirty (30) working days of unpaid Domestic Violence Leave in any twelve (12) month period. Domestic Violence Leave may be taken intermittently or on a reduced leave schedule. However, if a Team Member requests intermittent leave or reduced leave that is foreseeable based on a planned schedule, the employer may require such Team Member to transfer temporarily to an available alternative position for which the Team Member is qualified and that has equivalent pay and benefits to better accommodate recurring periods of Leave.

A Team Member who is a family or household member of a victim of domestic violence may also take Domestic Violence Leave for any one or more of the reasons listed above, but Leave may only be taken for up to three (3 ) working days in any twelve (12) month period. “Family or household member” includes spouses, former spouses, persons related by blood or marriage, persons residing together as a family, and parents – regardless of whether

Team Members must provide appropriate advance notice along with sufficient documentation of the act of domestic violence or sexual violence, if required, to Human Resources. All information related to Team Members’

Pay and Benefits

Domestic Violence Leave is unpaid. Domestic Violence Leave may be taken in addition to Family Medical Leave. Team Members are required to exhaust all available annual, vacation, personal, or sick leave before taking Domestic Violence Leave.

Any eligible Team Member who takes Domestic Violence Leave shall return from Leave and be entitled to:

• Restoration to the position of employment held by the Team Member when Leave commenced; or

• Restoration to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment.

The taking of Leave shall not result in the loss of any employment benefits accrued prior to the date on which the leave commenced.

Restored Team Members, however, are not entitled to:

• The accrual of any seniority or employment benefits during any period of Leave; or

• Any right, benefit, or position of employment other than any right, benefit or position to which the Team Member would have been entitled had the Team Member not taken Leave.

Team Members on Leave must report periodically on their status and intention to return to work.

During any period when the eligible Team Member takes Leave, the company shall maintain coverage under the group health plan the Team Member participates in for the duration of such Leave. However, the company may recover the premium that the company paid for maintaining coverage for the Team Member under such group health plan during any period of unpaid Leave if:

• The Team Member fails to return from Leave after the period of Leave to which the Team Member is entitled has expired; or

• The Team Member fails to return to work for a reason other than continuance or recurrence of domestic or repeat violence or other circumstances beyond the control of the Team Member.

When You’re Not Able

SHORT TERM DISABILITY/LONG TERM DISABILITY

Williams Island defines a disability as an illness or injury, more serious than a minor sickness, which prevents a Team Member from performing his or her job and causes an absence of more than fourteen (14) calendar days. See the literature on disabilities provided by the Human Resources Department for information on disability pay. Disability benefits do not accrue and there is not a payout for unused disability benefits.

Island defines a disability as an illness or injury, more serious a minor which prevents a Team Member from performing his or her job and causes an absence of more than fourteen (14) calendar days. Disability benefits do not accrue and there is not a payout for unused disability benefits. Team Members must consistently work a minimum of 30 hours per week to be eligible.

We Appreciate Your Service MILITARY LEAVE

A Military Leave of Absence will be granted to Team Members in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable.

The Leave will be unpaid, but Team Members may use any available paid time off for the absence. Notice to Human Resources is required.

Continuation of health insurance benefits is available as required by USERRA based on the length of Leave and subject to the terms, conditions, and limitations of the applicable plans for which the Team Member is otherwise eligible.

The accrual of vacation and sick leave benefits will be suspended during Military Leave and will resume upon the Team Member’s return to active employment. Team Members on Military Leave for up to thirty (30) days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time.

Team Members on extended Military Leave must apply for reemployment in accordance with USERRA and all applicable state laws.

Team Members returning from Military Leave will be placed in the position they would have attained had they remained continuously employed or a comparable position depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits based upon length of service.

You are expected to notify your supervisor/manager as soon as you are aware of the dates you will be on duty so that arrangements can be made for replacement during this absence.

We’ll Help You Through PERSONAL LEAVE OF ABSENCE

(Those not covered under the Family/Medical Leave Act)

Full-time and part-time Team Members, who have completed ninety (90) days of employment, may request a Personal Leave of Absence for reasons other than those covered by the Family and Medical Leave Act. Your supervisor/manager, at his/her discretion, may grant a Personal Leave of Absence for up to thirty (30) days, or deny your request. If granted a Personal Leave of Absence, you will not be guaranteed reinstatement of employment.

The accumulation of your vacation/personal time will be suspended during a Personal Leave of Absence. The Team Member must pay Williams Island POA in advance for insurance premiums due for the duration of Leave. You must use vacation/personal time during your Personal Leave of Absence; however, your Absence will be considered to have begun on the date you requested your Leave of Absence to begin.

If you do not return to work or contact the Human Resources Department on the date that has been approved, we will assume that you have resigned. As a result, you will be considered as having resigned on the first day of your Leave. This also applies if you accept employment elsewhere during your Leave.

Desired Leave dates shall be requested on a Status Change Form using the following procedure:

1. Obtain management approval on the Status Change Form for the desired dates at least two (2) weeks in advance

2. Submit the approved Status Change Form to the Human Resources Department

3. You will receive a copy of the form approved by the Human Resources Department as verification that your Personal Leave of Absence Request has been recorded

Don’t Lose It!

INSURANCE PREMIUM PAYMENT DURING LEAVES OF ABSENCE

Williams Island will continue to pay its share of insurance premiums for Team Member coverage and dependent coverage for a maximum of three (3) months or twelve (12) weeks, while you are on a Disability/Leave of Absence. You must make arrangements to pay your share of the health plan premiums while on Leave. While you are on any other type of unpaid Leave of Absence, you will be responsible for paying the total premiums for your coverage and that of your dependents. Failure to do so may result in loss of coverage and possible refusal by the insurance carrier to allow your coverage to be reinstated. Please consult with the Payroll Department to set up a payment schedule.

Learn On Us

UNIVERSITY AND COLLEGE TUITION REIMBURSEMENT/EDUCATION ASSISTANCE PROGRAM

In order to encourage Team Members to continuously improve their efficiency and skills, we have implemented this Program. The Program will provide tuition reimbursement for college-degreed programs up to $1,200.00 per year to all full-time Team Members, with at least one (1) year of continuous employment. These funds are allocated by the Human Resources Department.

The content, title, and subject should be related to the Team Member’s area of responsibility, position or reasonable career development pursuits. In any event, the authorization of such courses must be approved, in advance, by the Human Resources Director.

The following would justify eligibility:

1. To have completed one (1) year of continuous employment and be a full-time Team Member

2. To obtain approval in advance from the Human Resources Director

Any Team Member who receives a grade of “D” or below, or an incomplete, will not be eligible for reimbursement. If you leave within one (1) year of date of tuition reimbursement, you must reimburse Williams Island POA the full amount of tuition

Certifications

Team Members completing certification courses related to position-specific skills and training are reimbursable through their individual Department. Prior approval is required by the Department Director, as these funds are allocated by each Department’s budget.

Any course taken by a Team Member at the request of management is considered hours worked and will be paid. Reimbursement shall be made upon proof of the successful completion of the course(s), together with the receipt of fees paid.

Follow The Yellow Brick Road TRAINING AND TRAVEL

The attendance by full-time Team Members of training programs which have immediate job-related benefits is considered working time. Approval of any training request is subject to the availability of funds in the appropriate department budget.

Team Members attending a training function requiring travel expenses must complete an Estimated Travel Request which must be approved by their supervisor/manager. Upon completion of the training function, the Team Member must submit additional expenditure receipts or reimburse the company within five (5) days for any overestimated expenses.

We will assume the cost of registration, lodging, travel, and other incidental expenses. Reimbursement of travel expenses shall be for the least expensive and most practical, whenever possible. When attending a training function which requires use of the Team Member’s personal vehicle, the Team Member shall be reimbursed at the mileage rate then in effect.

When travel is completed, Team Members should submit completed Travel Expense Reports within thirty (30) days. Reports shall be accompanied by receipts for all individual expenses.

Abuse of this Training and Travel Policy, including falsifying expense reports to reflect costs not incurred, are grounds for disciplinary action, up to and including termination of employment.

Who Do You Know?

TEAM MEMBER REFERRAL PROGRAM

We encourage the referral of qualified applicants by our Team Members Team Member Reward - $100.00

Program Guidelines:

• All regular full-time and part-time Team Members are eligible to participate in this program

• All candidates referred by Team Members will go through the normal employment process

• No preferential treatment will be given to these candidates

• Reasons for not hiring a referred candidate may not be challenged by the referring Team Member

• The referred applicant cannot be a rehire or a Team Member hired in a temporary status

• Referred Team Member cannot report to the Team Member submitting the referral

• Referred candidates must indicate the Team Member’s name at the time of application

• The Team Member making the referral will receive the reward when the referred candidate has successfully completed six (6) months of employment

• Any referring Team Member who is not actively employed with Williams Island POA upon the referred candidate completing six (6) months of employment will not be eligible for the reward

• Management and staff of the Human Resources Department are excluded from participation in this program

SAFETY

Danger Zone

We are committed to the safety and health of all Team Members and recognize the need to comply with regulations governing injury and accident prevention and Team Member safety.

Any suspected unsafe conditions and all injuries that occur on the job must be reported immediately. Compliance with these safety rules is considered a condition of employment. Therefore, it is a requirement that each supervisor/manager make the safety of Team Members an integral part of his/her regular supervisory/ management functions. It is the responsibility of each Team Member to accept and follow established safety regulations and procedures.

We strongly encourage you to communicate with your supervisor/manager regarding safety issues.

Ouch! Tell Us About It

REPORTING SAFETY ISSUES

All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your supervisor/manager. If you or another Team Member are injured, you should contact outside emergency response agencies, if needed. If an injury does not require medical attention, a Team Member Report of Accident must still be completed in case medical treatment is later needed and to insure that any existing safety hazards are corrected.

Please contact your supervisor/manager and the security supervisor on duty immediately after accident or injury has occurred.

Coming And Going

At the time you are hired, you will be advised about the proper entrances and exits for Team Members, as well as unauthorized areas, if any. You are expected to abide by this rule at all times. Failure to do so will lead to

We cannot be and are not responsible for any loss, theft or damage to your vehicle or any of its contents.

Not Here, You Don’t! WEAPONS

We believe it is important to establish a clear policy that addresses weapons in the workplace. Specifically, Williams Island POA prohibits all persons who enter the property from carrying a handgun, firearm, knife, or other prohibited weapon of any kind regardless of whether the person is licensed to carry the weapon or not.

The only exception to this policy will be police officers, security guards or other persons who have been given written consent to carry a weapon on the property.

Any Team Member disregarding this policy will be subject to immediate termination.

Play It Safe FIRE PREVENTION

It is your responsibility to know the location of the fire extinguisher(s) in your area and make sure they are kept clear at all times. Notify your supervisor/manager if an extinguisher is used or if the seal is broken. Keep in mind that extinguishers that are rated ABC can be used for paper, wood, or electrical fires. Make sure all flammable liquids, such as alcohol, are stored in approved and appropriately labeled safety cans and are not exposed to any ignition source.

Another Time, Another Place VISITORS IN THE WORKPLACE

To provide for the safety and security of Team Members and the facilities, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards Team Member welfare, and avoids potential distractions and disturbances. If you are expecting visitors, such as clients, guests or friends, please notify your supervisor/manager.

Team Members are responsible for the conduct and safety of their visitors.

If an unauthorized individual is observed on the premises, Team Members should immediately notify their supervisor/manager or direct the individual to the POA Office.

Respect And Care VIOLENCE IN THE WORKPLACE

It is our intent to provide a safe workplace for Team Members and to provide a comfortable and secure atmosphere for customers and others with whom we do business. We have zero tolerance for violent acts or threats of violence.

We have adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, abusive language, threatening gestures, physical altercations, harassment, and/or coercion, which occur on Williams Island property, will not be tolerated. Violation of this policy will result in disciplinary action up to and including termination of employment and/or legal action as appropriate.

Team Members within the company share the responsibility in the identification and alleviation of threatening or violent behaviors. Any Team Member who is subjected to or threatened with violence, or who is aware of another individual who has been subjected to or threatened with violence, should immediately report this information to their supervisor/manager. Team Members must assume that any threat is serious. If you as an individual feel threatened and need protection, do not hesitate to report the situation to a supervisor/manager. Any threat reported to a supervisor/manager should be brought to the attention of the Human Resources Department. Human Resources will carefully investigate all reports and Team Member confidentiality will be maintained to the fullest extent possible.

SEPARATION OF EMPLOYMENT

We’ll Miss You RESIGNATION

A Team Member resigning his/her employment is requested to provide a minimum of ten (10) working days notice in writing to his/her supervisor/manager. Failure to provide proper notice will result in forfeiture of vested unused vacation and personal benefits.

An individual resigning his/her employment is requested to give a minimum of ten (10) working days notice in writing to his/her supervisor/manager. Failure to provide proper notice will result in forfeiture of vested unused vacation and personal benefits.

Live Long and Prosper RETIREMENT POLICY

Farewell TERMINATION

Williams Island POA will consider you to have voluntarily terminated your employment if you do any of the following:

After 5 years of employment, when a Team Member aged 68 years old or older retires from Williams Island POA, employment, he/she will receive one (1) week of pay for every year of service. A Team Member retiring his/her employment is requested to provide a minimum of ten (10) working days’ notice in writing to his/her supervisor/manager. Failure to provide proper notice will result in forfeiture of this benefit.

1. Resign from Williams Island POA,

Farewell TERMINATION

Williams Island POA will consider you to have voluntarily terminated your employment if you do any of the following:

1. Resign from Williams Island POA,

2. Fail to return from an approved Leave of Absence on the date specified by Williams Island POA, or 3. Fail to report to work or contact your supervisor/manager for three (3) or more consecutive workdays. You may be terminated for poor performance, misconduct, excessive absences, tardiness, discrimination, harassment, or other violations of Williams Island POA policies. However, your employment is at-will; you and Williams Island POA both have the right to terminate your employment for any or no reason.

We Want To Know

EXIT INTERVIEWS

In a resignation situation, Human Resources would like to conduct an exit interview to discuss your reasons for leaving and any other impressions that you may have about us. During the exit interview, you can provide insights into areas for improvement that we can make.

We Want To Know EXIT INTERVIEWS

Give It Back!

RETURN OF WILLIAMS ISLAND POA PROPERTY

Give It Back!

Any company property issued to you, such as uniforms, computer equipment, keys, etc., must be returned to us at the time of your termination. You will be responsible for any lost or damaged items.

RETURN OF WILLIAMS ISLAND POA PROPERTY

Keep It Going

Any company property issued to you, such as uniforms, computer equipment, keys, etc., must be returned to us at the time of your termination. You will be responsible for any lost or damaged items.

CONTINUATION OF HEALTH INSURANCE COVERAGE (COBRA)

Keep It Going

CONTINUATION OF HEALTH INSURANCE COVERAGE (COBRA)

Team Members and their qualified beneficiaries that are covered under Association medical insurance plans are eligible to elect to continue insurance coverage in certain situations (a “qualifying event”) where coverage is otherwise terminated. Some common qualifying events are resignation, termination of employment or death of a Team Member; a reduction in an Team Member’s hours or leave of absence; a Team Member’s divorce or legal separation; a dependent child no longer meeting eligibility requirements. The Association or its agent, as required by the COBRA law, will notify the eligible Team Member and/or dependents of their rights to continue coverage.

Under COBRA, the Team Member or qualified beneficiary pays the full cost of coverage plus an administration fee for continuing medical insurance. Team Members or qualified beneficiaries participating in the program shall make monthly payments to the Association or its agent upon receipt of a bill from the Association or its agent. For details of the program, contact the Human Resources Department.

Receipt and Acknowledgment

Receipt and Acknowledgement of Williams Island POA Team Member Manual

Receipt and Acknowledgment

Of Williams Island POA Employee Manual

Please read the following statements, sign below and return to the Human Resources Director.

Understanding and Acknowledging Receipt of Williams Island POA Employee Manual

Understanding and Acknowledging Receipt of Williams Island POA Team Member Manual

Understanding and Acknowledging Receipt of Williams Island POA Employee Manual

I have received and read a copy of the Williams Island POA Employee Manual. I understand that the policies and benefits described in it are subject to change at the sole discretion of Williams Island POA at any time. I also understand and acknowledge all information in this manual.

I have received and read a copy of the Williams Island POA Team Member Manual. I understand that the policies and benefits described in it are subject to change at the sole discretion of Williams Island POA at any time. I also understand and acknowledge all information in this manual.

I have received and read a copy of the Williams Island POA Team Member Manual available to me electronically on their website at www.WilliamsIslandClub.com. I understand that the policies and benefits described in it are subject to change at the sole discretion of Williams Island POA at any time. I also understand and acknowledge all information in this manual.

At-Will Employment

I further understand that my employment is at will, and neither Williams Island POA nor I have entered into a contract regarding the duration of my employment. I am free to terminate my employment with Williams Island POA at any time, with or without reason. Likewise, Williams Island POA has the right to terminate my employment, or otherwise discipline, transfer, or demote me at any time, with or without reason, at the discretion of Williams Island POA. No employee of Williams Island POA can enter into an employment contract for a specified period of time, or make any agreement contrary to this policy without the written approval from the POA or General Manager.

I further understand that my employment is at will, and neither Williams Island POA nor I have entered into a contract regarding the duration of my employment. I am free to terminate my employment with Williams Island POA at any time, with or without reason. Likewise, Williams Island POA has the right to terminate my employment, or otherwise discipline, transfer, or demote me at any time, with or without reason, at the discretion of Williams Island POA. No Team Member of Williams Island POA can enter into an employment contract for a specified period of time, or make any agreement contrary to this policy without the written approval from the POA or General Manager.

Confidential Information

I am aware that during the course of my employment confidential information may be made available to me, for instance, product designs, marketing strategies, member lists, pricing policies and other related information. I understand that this information is proprietary and critical to the success of Williams Island POA and must not be given out or used outside of Williams Island premises or with non-Williams Island employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company.

I am aware that during the course of my employment confidential information may be made available to me, for instance, product designs, marketing strategies, member lists, pricing policies and other related information. I understand that this information is proprietary and critical to the success of Williams Island POA and must not be given out or used outside of Williams Island premises or with non-Williams Island Team Members. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company.

Employee’s Printed Name Title

Employee’s Printed Name

Employee’s Signature Date