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MISCELLANEOUS

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POLICY: ACCIDENT/INJURY OCCURRENCE

DATE: September 12,2008

PURPOSE: To inform employees the proper procedures when an accident or injury has occurred. POLICY: Workers Compensation losses occur when an employee makes a claim that he or she has

been injured while in the course and scope of employment. It is the policy of this company to follow the outlined procedure below.

PROCEDURE:

LIFE-THREATENING/CATASTROPHIC INJURY TO AN EMPLOYEE

 If the employee’s life is in danger, call 911 and request EMS be dispatched to the scene.  Unless the employee is in danger or further injury, do not attempt to move the

employee.

 Follow the directions of emergency authorities.

 Once the employee has been taken away by EMS, contact the Human Resources Department immediately.

NON LIFE-THREATENING/CATASTROPHIC INJURY TO AN EMPLOYEE

 Complete the General Incident Report Form. Contact the Human Resources Department for assistance.

 Contact your Assistant Vice President (AVP) the day the incident occurs.

 Fax the General Incident Report Form to the Human Resources Department immediately. WORKERS’ COMPENSATION CLAIMS

Contact the Human Resources Department for instruction regarding the handling of a workers’ compensation claim.

POLICY: LIVING ON-SITE DATE: September 12, 2008

PURPOSE: To inform employees what is expected of an employee when living on-site and procedures that must be followed.

POLICY: It is company policy to allow employees to lease an apartment on the property where they are employed.

PROCEDURE:

If an employee wishes to live at the property where they are employed, the proper paperwork must be completed and sent to the corporate office Human Resources Department. The following rules apply:

 An Employee Addendum to the Lease Contract must be signed by the employee and the Area Vice President (AVP) and a copy forwarded to the Human Resources Department.  The employee must comply with all resident policies.

 Deposits may or may not be required.

 A thirty-day (30) waiting period must be satisfied.

 All utilities paid by resident must be in staff member’s name by day of move-in. Rent must be paid as of move-in day.

 The employee must conduct themselves in a professional manner and set a good example for other residents.

 The employee may occupy the premises only so long as employment continues and will vacate the premises within seven (7) days after termination. The unit must be left clean and void of damage and keys returned.

 All rents, outstanding utilities and damages owed at time of termination will be deducted from employee’s last pay check.

MISCELLANEOUS

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POLICY: TRANSFERS

DATE: September 12, 2008

PURPOSE: To notify employees that transfers to other properties may be required.

POLICY: It is company policy that at its discretion the company may initiate or approve employee job transfers from one job to another and from one location to another.

PROCEDURE:

The company may require employees to make either a temporary or long-term transfer in order to accommodate the organization’s business needs.

The employee’s hire anniversary date will not change. Vacation will begin to accrue from the new property as of the first day on the new property. If, during a transfer, property ownership changes, accrued vacation will be paid from the origination property.

Moving may or may not be paid by the company. If an employee received reimbursement for a move and resigns or is terminated with six (6) months, the total amount of move reimbursement will be deducted from employee’s final pay check

POLICY: LEASING COMMISSIONS

DATE: September 12, 2008

PURPOSE: To define the procedure of the payment of leasing commissions.

POLICY: Leasing commissions on apartments that are leased or renewed are paid at the discretion of the company.

PROCEDURE:

The Commission Policy may be revised at any time deemed appropriate by the President.  Rates may vary from property to property per lease or renewal.

 Commission vouchers are due in the corporate office the first week of each month and will be paid on the second payroll check of each month.

 The voucher should cover all renewals and leases for the previous month – 1st _{through the} 31st_{. Commissions missed, submitted incorrectly or in the incorrect time period will not be} paid.

 Commissions are paid only on leases seven (7) full months or longer unless authorized by the SunRidge President.

 Commissions are not paid on transfers or employee rentals or renewals.

 Vouchers are to be verified and approved by the Manager, then submitted to the Assistant Vice President (AVP).

 Abuses of the policy will result in commission not being paid. Abuses will be determined by the Assistant Vice President (AVP).

 In the event of termination, only actual fully executed renewals and leases moved in will be paid to date of termination. Commissions on leases who have not moved in or

renewals which have not been signed as of termination date will be denied and will not be dispersed or transferred to other employees.

 Managers are not authorized to receive commissions unless otherwise approved by President. Manager leases and renewals are considered “house” leases and will not be paid to leasing staff.

MISCELLANEOUS

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POLICY: EDUCATIONAL REIMBURSEMENT

DATE: September 12, 2008

PURPOSE: To define the procedure for applying for and receiving reimbursement for job-related educational courses.

POLICY: The Company may provide tuition reimbursements for those employees taking previously approved, job-related courses to improve their job knowledge.

PROCEDURE:

An employee must be employed with the company for twelve (12) months to be eligible for educational reimbursement.

SEMINARS/CLASSES

This company, for its benefit, encourages employees to pursue educational opportunities pertaining to their jobs. The company will consider educational reimbursement when:

 Management requires education and training to improve an employee’s necessary skills for job performance;

 When an employee requests education and training and the improvement sought is in the best interest of the employee’s current responsibilities.

In some cases the company may pay the requested coursed in advance. If resignation, termination or other employment occurs within a six (6) month period after the date of course completion, all educational expenses paid by the company will be deducted from employee’s final pay check. If this amount exceeds the pay check amount, the balance is due within sixty (60) days.

REIMBURSEMENT

An Educational Reimbursement Agreements must be submitted and approved by your immediate supervisor in advance of enrollment in the course. Educational reimbursement will occur one (1) month after successful completion of the course. If the employee leaves the employment of the company before a six (6) month period from completion of the course, or does not pass the course, the employee will be required to pay back the reimbursement. Satisfactory arrangements for covering your job responsibilities must be made.

Only the tuition, textbooks and costs of required study materials are eligible for reimbursement (receipts required).

INDUSTRY PARTICIPATION

Employees are encouraged to participate in trade and professional associations that promote company goals, individual skills development and/or professional recognition. However, employee participation in such associations must not conflict with the company’s interests.

Employees must have their immediate supervisor’s advance approval before attending meetings and/or accepting any official position