HARSCH INVESTMENT PROPERTIESholdims.com/ps/HarschEmployeeHandbook.pdf · 2017-01-07 · real estate company with a portfolio that includes a wealth of office, multi-tenant industrial,

HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK

Welcome to Harsch! We are sincerely pleased you have joined our team. Founded in 1950 by my father, Harold Schnitzer, the success of our family real estate business has always been based on our ability to attract and retain quality employees like you! We want employees who not only have a high level of competence in their job skills, but also are people who are honest, have integrity and care about their communities. By joining Harsch, you will be working with other employees who have these characteristics and who genuinely care about taking care of our customers, who are our tenants, every single day, and care about the communities we operate in. Good communities help create healthy businesses, and healthy businesses create good quality of life in our communities!

This handbook has been prepared for you as a means of communicating information, as well as to provide you with quick answers to some of the more frequently asked questions about our Company, benefits, workplace policies and guidelines, and our expectations of our employees. Please read it carefully!

We are proud of who we are and believe in the resourcefulness of our dedicated employees. We look forward to a mutually rewarding association and hope you will gain the same satisfaction, friendship, and rewards that others have found working with us at Harsch.

Jordan D. Schnitzer, President

WELCOME

WELCOME LETTER

HARSCH YESTERDAY & TODAY

PEOPLE FIRST

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02

03

04

05

DEVELOPMENT & RECOGNITION

CONDUCT & COMMUNICATION

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02

1.1 Our Proud Legacy

1.2 Guiding Principals

2.1 Commitment to Our Team

2.2 Commitment to Our Customers & Alliances

3.1 Introductory Period

3.2 Job Movement

3.3 Performance Reviews

4.1 Standards of Conduct

4.2 Conflict of Interest

4.3 Gifts and Gratuities

4.4 Confidentiality & Non-Disclosure

4.5 Company Property & Equipment

4.6 Work Areas

4.7 Professional Appearance

4.8 Cell Phone Policy

4.9 Resident-Employee On-Site

4.10 Employee Grievance Process

4.11 Information Systems

4.12 Social Media

4.13 Communications with Media

4.14 Solicitation & Distribution of Literature

4.15 Employment of Family / Same Household Members

3.4 Educational Assistance

3.5 Years of Service Recognition

3.6 Employee Referral Bonus

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WORK TIME & COMPENSATION

5.1 Exempt Employee Status

5.2 Non-Exempt Employee Status

5.3 Employment Statuses

5.4 Work Schedule

5.5 Payment of Wages

5.6 Payroll Deductions

5.7 On-Call/Call-Back Pay Policy

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1.3 What Drives Us Daily: Business Excellence

By Jordan D. Schnitzer, President

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EMPLOYEE BENEFITS

WORKPLACE POLICIES

HEALTH, SAFETY & SECURITY

COMMUNITY & CARING

OUR BRIGHT FUTURE

STATEMENT OF PURPOSE OF THIS HANDBOOK

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6.1 Benefit Overview

6.2 Insurance Eligibility

6.3 Benefit Summary - Eligibility & Effective Dates

6.4 Healthcare Benefits

9.1 Active Participation

9.2 Ongoing Cultural & Humanitarian Commitments

9.3 Matching Gift

7.1 At-Will Employment

7.2 Discrimination in the Workplace

7.3 Disability & Reasonable Accommodation

7.4 Harassment in the Workplace

8.1 Safety Guidelines

8.2 Drug Policy & Program

8.3 Workplace Violence

8.4 Smoking

8.5 Driving on Behalf of the Company

8.6 Inclement Weather

6.5 Life Insurance, AD&D & Disability

6.6 Retirement Savings Plan

6.7 Time Off Work

6.8 Unpaid Leaves

6.9 Wellness Program

7.5 Personnel Records

7.6 Separation of Employment

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01HARSCH YESTERDAY & TODAY INNOVATIVE INVESTING BY TRADITION

HARSCH YESTERDAY & TODAY INNOVATIVE INVESTING BY TRADITION

1.1 OUR PROUD LEGACY

Since its beginnings, Harsch Investment Properties has distinguished itself through innovation and excellence in property investment. Harold Schnitzer founded Harsch over 65 years ago when he converted an old warehouse into an office building in downtown Portland, Oregon.

A LEADER, NOW AS THEN Today, Harsch is a dynamic, expanding real estate company with a portfolio that includes a wealth of office, multi-tenant industrial, multi-family and retail commercial properties. We own and operate over 24 million square feet of real estate, comprising more than 150 properties in six western states (Oregon, Washington, California, Nevada, Arizona and Utah).

Jordan Schnitzer, our company president, carries on our proud Harsch tradition. He leads our visionary long-term strategy and directs Harsch’s 265+ employees in seven regional offices. Together, we manage diverse, well-located properties positioned for long-term growth.

We are proud to frequently be the recipient of local, regional and national awards for excellence in our industry. In this handbook, and as an employee, you will see that our motives for success are backed up by a strong commitment to values, business excellence, caring for people and giving back to our communities.PACIFIC CENTER

PORTLAND, OREGON

OUR MOTIVES FOR

SUCCESS ARE BACKED

UP BY A STRONG

COMMITMENT TO

VALUES, BUSINESS

EXCELLENCE, CARING

FOR PEOPLE AND

GIVING BACK TO OUR

COMMUNITIES.

7 CHAPTER 1 HARSCH YESTERDAY & TODAY

SORRENTO HEIGHTS CORPORATE CENTER SAN DIEGO, CALIFORNIA

PLAZA 520 BELLEVUE, WASHINGTON

111 TOWN CENTER PALM DESERT, CALIFORNIA

DIABLO INDUSTRIAL CENTER LAS VEGAS, NEVADA

PARKSIDE BUSINESS CENTER BEAVERTON, OREGON

HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 8

Harsch President, Jordan Schnitzer, and TOMRA officials break ground at TOMRA Sorting Solutions in Sacramento.


1.2 GUIDING PRINCIPLES

Our Vision at Harsch Investment Properties is to strive to be the leading, diversified, privately-owned real estate investment company in the Western United States.

Our Mission is to honor our more than half-century legacy of service and professional excellence in owning, managing and enhancing properties that promote healthy work and living environments.


1.3 WHAT DRIVES US DAILY: BUSINESS EXCELLENCE

At Harsch we have bold goals for the overall Company’s success. To ensure that success, we use key indicators to evaluate the management team’s performance. We are committed annually to this evaluation, re-examining our practices in light of our vision, events and trends, and providing appropriate incentives to assure the ongoing vibrancy and continued success of Harsch. Fundamental indicators include:

• Profitability• Return on equity• Value of the portfolio (growth)• Market identity and awareness• Diversified, stabilized portfolio in multiple

markets• Quality of services rendered to tenants,

residents and clients• Tenant and resident satisfaction and

retention• Employee satisfaction and retention• Community involvement

DECENTRALIZED FOR SUCCESS Originally, the Company was centrally managed with Portland-based key executive personnel working with excellent on-site property managers who ran the day-to-day operations.

Over a quarter century ago, however, Harsch decentralized operations and developed regional offices with experienced local leaders who know their territories. These team members do a magnificent job of managing local teams of real estate professionals who operate properties in each market.

Today, we have seven regional offices run by empowered individuals who, with their local teams, provide the best property management service possible.

THE CORPORATE OFFICE Harsch’s corporate office in Portland, Oregon, centralizes professionals in corporate accounting, tax management, human resources, information technology, marketing and communications, development, legal and finance. Acquisitions, while a true partnership between corporate and regional management, are also coordinated through the corporate office.

REGIONAL OFFICES & MANAGERS Harsch’s regional offices employ regional managers with extensive experience in their respective local markets. These well-versed professionals bring diverse experience at major firms, development and private real estate companies. Our regional offices are staffed with professional experienced leasing managers, property managers, accounting managers and maintenance staff to provide immediate and superior responses.

Together, we acquire and develop properties which can produce added value through timing, additional investment, repositioning and sound management practices. As a group, we are more than 265 experienced industry professionals helping to develop and manage a portfolio to achieve a bold company vision.


HARSCH INVESTMENT PROPERTIES - CORPORATE OFFICE PORTLAND, OREGON


WE OWNAND OPERATEREAL ESTATE PROPERTIES

WHICH TOTAL AN IMPRESSIVE

COMPRISING MORE THAN 150

PROPERTIES IN SIX WESTERN STATES

24 MILLION SQUARE FEET,

OREGON

WASHINGTON

CALIFORNIA

NEVADA

UTAH

ARIZONA

WE OWNAND OPERATEREAL ESTATE PROPERTIES

WHICH TOTAL AN IMPRESSIVE

COMPRISING MORE THAN 150

PROPERTIES IN SIX WESTERN STATES

24 MILLION SQUARE FEET,

OREGON

WASHINGTON

CALIFORNIA

NEVADA

UTAH

ARIZONA

15 CHAPTER 2 PEOPLE FIRST

At Harsch, we take our commitment to people seriously.

Therefore the Company’s most important value is its

relationships with employees, customers, partners and the

communities in which it operates.

We take pride in our accomplishments, our talented team of

professionals, and our legacy of honoring our commitments.

Our shared success depends on leadership that fosters

innovation, outstanding performance, loyalty, focus and

commitment to one’s community and vision. We believe

adhering to our values and guiding principles is essential to

our shared vision and future success.

PEOPLE FIRST OUR MOST IMPORTANT VALUE

02


2.1 COMMITMENT TO OUR TEAM

Our people are our most important asset. Individual and team contributions to the Company’s success are recognized and rewarded. We promote teamwork and respect for one another, fostering an environment of continuous improvement to achieve exceptional performance and lasting relationships. We are committed to providing each employee the opportunity for personal and professional growth while cultivating camaraderie and creative problem-solving for challenges facing our tenants and our Company.

By joining Harsch Investment Properties, you have joined a team committed to providing you with a fun and exciting work environment that will challenge and motivate you, and offer you opportunities to grow and be successful.

The Company values and acts on its key beliefs, striving to create a workplace environment that fosters mutual respect, trust and professional ethics.

In Harsch’s seven regional offices, our real estate professionals work in their local markets. This network supports the company’s competitive advantage and superior customer service.

Harsch is dedicated to continuous improvement, prudent growth and responsible investments. Since we were founded over 65 years ago, we have never defaulted on a loan or missed payments to any vendor or employee. We intend to double the size of our real estate holdings over the next decade, thereby creating multiple career opportunities for all employees.

Our future is exciting! Our objective is to exceed our goals and expectations through an aligned, dedicated and talented team of professionals who share our legacy of success and accomplishment and want their future to be part of our future.

2.2 COMMITMENT TO OUR CUSTOMERS & ALLIANCES

Our customers include our tenants, investors, brokers, lenders and others that we serve. We are committed to always seeking feedback on how we are doing and being responsive to changing customer needs. We are committed to providing a quality of service that exceeds expectations, unmatched in the marketplace!

Innovative problem-solving and striving to complete each job right the first time is the basis for each task we undertake. Our performance is our word, and our word is our bond. We are committed to the highest standards of excellence and quality, translating into exceptional customer satisfaction.


OUR TENANT ’S SUCCESS

IS OUR SUCCESS.

At Harsch, we believe that our tenant’s success is our success. Accordingly, our values speak to our customers and our alliances with other people as well:

• Customers: Listening to and working with our customers in delivering quality service and innovative solutions that result in successful, lasting relationships

• Alliances: Creating and sustaining mutually beneficial relationships with our vendors, lenders, investors and shareholders

PLACEHOLDER

111 TOWN CENTER PALM DESERT, CALIFORNIA


03DEVELOPMENT & RECOGNITIONWE ACKNOWLEDGE EXCELLENCE

At Harsch Investment Properties, we are sincerely interested

in seeing our employees advance their careers for the mutual

benefit of themselves, the company, our customers and the

community. Take a moment to read how Harsch recognizes

meritorious performance and provides promotional

opportunities, and learn about our process for receiving

assistance in furthering your job-related education.

DEVELOPMENT & RECOGNITIONWE ACKNOWLEDGE EXCELLENCE

3.1 INTRODUCTORY PERIOD

The first 90 days of your employment is considered an “introductory period.” This period is to give you an opportunity to evaluate your interest in the job, as well as our opportunity to evaluate your ability to perform the work satisfactorily and your fit within the Company. The Company may in its sole discretion choose to extend the introductory period if it determines that more time is needed to evaluate your performance. Successful completion of the introductory period does not alter your “at-will” employment status.

3.2 JOB MOVEMENT

Harsch provides promotional opportunities based upon qualifications and merit. Job openings are posted on Harsch.com to inform you of advancement opportunities. If you meet the qualifications and are interested in being considered for a posted job, you should contact your supervisor or Human Resources. Harsch reserves the right to concurrently advertise or recruit qualified persons externally. Length of service may be considered in cases of nearly equal qualifications. Harsch is an equal opportunity employer and will hire the best-qualified person for the job based solely on job-related factors.

A transfer is a move involving a change of location, department or job position. Harsch, in its sole discretion, may initiate or approve job transfers. You may be required to be employed in the same job for at least six months prior to being eligible for an internal job change, promotion or transfer.

3.3 PERFORMANCE REVIEWS

To facilitate your growth within the Company, performance reviews may be conducted when deemed appropriate. Performance reviews may be used for determining training needs and eligibility for promotion. Performance reviews and salary administration policies are distinct from each other, meaning that a positive review is not a guarantee of a salary increase or a bonus, although pay increases are largely based on meritorious performance.

3.4 EDUCATIONAL ASSISTANCE

Harsch encourages you to continue your education to improve job skills and further career opportunities. We will provide financial assistance towards approved career-related courses and opportunities to attend seminars and workshops. Please see the Educational Assistance Policy for further details.

3.5 YEARS OF SERVICE RECOGNITION

Harsch values the contributions each member of our team makes towards the success of our company. We recognize your loyalty, dedication and hard work!

As thanks of your continued service and commitment, Harsch has a “Years of Service Recognition Program.” We understand the benefit of having long term team members working with us, and are proud that we have many employees who have worked at Harsch for 10, 15, 20, 25 and more than 30 years!

Your length of service date for benefit consideration will be the date you became eligible for that benefit, not simply your initial

21 CHAPTER 3 DEVELOPMENT & RECOGNITION

WE RECOGNIZE YOUR

LOYALTY, DEDICATION

AND HARD WORK

hire date. For example, if you started as a part time employee (not eligible for paid vacation) your vacation accrual length of service is determined by the date you were reclassified to full-time and became eligible.

Additionally, if you are rehired at Harsch after a break in your employment lasting six or more months, you will begin a new introductory period.

3.6 EMPLOYEE REFERRAL BONUS

If you refer an individual for employment at Harsch, you may be eligible for a Referral Bonus of $500 if the individual is subsequently hired and remains employed with Harsch for at least 6 consecutive months. To be eligible, the referred applicant must enter your name as the employee responsible for referring them on their employment application. Human Resources will track employee referrals and, upon completion of the required six months, provide you with the Bonus Referral Program form to complete. Your referral check will then be issued on the next available payroll. If you have additional questions, please contact Human Resources.


At Harsch Investment Properties, you are joining a

company that places a high value on professionalism and

openness. We know good ideas can come from anywhere.

We encourage an atmosphere of creative thinking and a

professional exchange of ideas. But we also respect privacy

and integrity. Take a moment to familiarize yourself with the

Company’s “do”s and “don’t”s, designed to maintain the

highest standards for all employees.

04CONDUCT & COMMUNICATIONACTING RESPONSIBLY & COLLABORATIVELY

23 CHAPTER 4 CONDUCT & COMMUNICATION

4.1 STANDARDS OF CONDUCT

Harsch expects you will at all times present yourself in a professional manner and treat others with dignity and respect. You should not engage in behavior that would be detrimental to the Company's business and/or reputation. You should refrain from conduct that is disruptive, malicious or degrading, or jeopardizes the safety of others.

Harsch expects you to be appropriately supportive of your colleagues and communicate with others in a respectful, professional and civil manner. We know disagreements and strong feelings may emerge at times, but it is important you maintain a constructive tone that is conducive to the thoughtful, professional exchange of ideas.

While the Company does not seek to interfere with your off-duty and personal conduct, certain types of off-duty conduct may interfere with the Company's legitimate business interests. Therefore, you are expected to conduct personal affairs in a manner that does not adversely affect the Company’s or your own integrity, reputation, or credibility. While attending any business or community events, on or off the clock, it is important to remember that you are a representative of Harsch and you are expected to conduct yourself as such.

If you experience or witness behavior or conduct that is inconsistent with the standards of conduct articulated in this policy, you are strongly encouraged to take immediate proactive steps to address the issue. Depending on the circumstances, this may include addressing the concern directly with the person engaging in such behaviors or following the Employee Grievance Procedure. Any conduct that violates this policy, including illegal or immoral off-duty conduct, may be subject to disciplinary

action, up to and including termination.

4.2 CONFLICT OF INTEREST

Harsch wishes to ensure that all Company business be conducted according to the highest ethical standards. Business dealings or relationships that create, or appear to create, a conflict between you and the interests of the Company are not permitted. You are required to promptly disclose any actual or potential conflicts of interest to your supervisor, Human Resources or General Counsel, who will assess the actual or potential conflict.

A conflict of interest may arise whenever you are in a position to make or influence a decision within the Company’s business dealings, which may result in personal gain for you or those in close relation. In the performance of your job, you have the duty to act in the best interests of the Company, and not in the interests of anyone else. You should avoid obligations to any person or business with which the Company competes or does business because it could affect your judgment in performing work duties.

Examples of such conflicts and further details can be found on the Conflict of Interest policy. If an actual or potential conflict is deemed to exist, Harsch may take whatever corrective action it believes necessary and appropriate based on the circumstances.

4.3 GIFTS AND GRATUITIES

Harsch realizes that it is valuable and appropriate for people within the organization to know suppliers and customers. However, even when gifts are given and accepted innocently, there can be an appearance of impropriety. Therefore, you are prohibited from soliciting, accepting or giving favors, gratuities, gifts, prizes, awards, trips, vacations


or special considerations of any kind or nature that are for your personal benefit or gain.

Notwithstanding the above, small, unsolicited gifts such as notepads, calendars and such may be appropriate. This does not include meals and entertainment, but good judgment should be used in these situations. Any questions as to the appropriateness of a gift or favor should be discussed with your supervisor or Human Resources.

4.4 CONFIDENTIALITY & NON-DISCLOSURE

You are responsible for the safeguarding of the Company’s confidential and proprietary information and it shall remain the sole property of Harsch. During your course of employment, you may have access to confidential or proprietary information regarding the Company, tenants, customers, suppliers or coworkers. This information includes, but is not limited to the following: financial statements and reports, tenant lists and associated information, business plans and strategies, personal and private matters relating to owners and other employees, vendors, work product of consultants, software configuration and documentation. If you have access to such information, you are responsible for its confidentiality and security. You are prohibited from attempting to obtain confidential or proprietary information for which you have not received access authorization.

In connection with your employment, you will be required to sign a Confidentiality, Non-Disclosure and Non-Solicitation Agreement. Upon request or separation of employment, you will be required to return all items and

material in your possession or control that contain confidential or proprietary information.

If you disclose confidential or proprietary information to a third party (other than as necessary in the performance of your job duties), even if you do not actually benefit from the disclosed information, you may be subject to disciplinary action, up to and including termination of employment and legal action.

4.5 COMPANY PROPERTY & EQUIPMENT

You should not maintain an expectation of personal privacy in any Company-owned property or in items that you choose to bring onto Company property. Harsch may inspect and/or search all Company property and personal property brought onto Company premises. Vehicles parked on Company property are subject to inspection and search at any time when Harsch determines that such search is necessary based on concerns for safety, security or other business interests.

Company equipment is not to be used for personal matters except for employees to engage in protected activity during non-work time. Occasional personal use of our communication systems (e.g. computers, telephones, etc.) is permitted, but should be confined to appropriate and respectful communications.

4.6 WORK AREAS

Work areas should be kept neat and orderly. Work documents and all confidential and proprietary information should be put away at the end of each workday. Personal objects in and around your work area should be kept professional.


Harsch prohibits the display of any pictures, posters, calendars, cartoons, or other objects that may be considered inappropriate or offensive to employees, tenants, vendors, visitors or others. Working areas are not private and do not guarantee the confidentiality of materials or activities.

4.7 PROFESSIONAL APPEARANCE

You are required to wear appropriate business-like clothing suitable to Harsch’s professional environment and be well groomed at all times while at work or representing the company. Business-like clothing at Harsch generally means ties for men and a similar level of formality in attire for women. Your professional appearance, including your clothing, footwear, personal grooming (effective deodorant, avoidance of overpowering fragrances, etc.) should be neat, clean and in good taste.

You are restricted from wearing clothing or accessories that impart any particular message that may detract from our business focus or which may give rise to controversy or distraction including provocative political or religious messages or symbolism. Of course, the Company will reasonably accommodate religious beliefs that may mandate particular clothing or religious items as required by law.

Should you have any questions as to what is appropriate for your situation, please ask your supervisor. Your supervisor will interpret and enforce this dress code and you will be sent home to change if you arrive at work dressed inappropriately. If you are asked to change, the time off work will be without pay for non-exempt employees. Repeated violations of the dress and/or appearance policy can result in disciplinary action, up to and including termination.

4.8 CELL PHONE POLICY

Harsch recognizes that certain positions require the use of personal mobile devices for Company business. If such is warranted for your position, you should receive written authorization from your supervisor, which will provide partial reimbursement of mobile-related service expenses. Please see the Mobile Devices Policy and Agreement for more information. For circumstances in which a position requires a Company cell phone, tablet or laptop, discussions for approval should be had with the IT Department.

Employees who have not received written authorization to use personal mobile devices should refrain from taking, placing or responding to work-related cell phone calls, texts or emails during non-work hours, except in fulfilling on-call work requirements or upon your supervisor's approval. If a non-exempt employee performs such functions, this time must be recorded and submitted to ensure you are paid for all hours worked. No supervisor or manager has the authority to alter this policy or to discourage or forbid any employee from recording and submitting their work time as required by this policy.

4.9 RESIDENT-EMPLOYEE ON-SITE

Some job positions in the Multi-Family Division require living on-site to provide around-the-clock maintenance, management and other services for residents. As such, you are a representative of Harsch whenever you are on the premises even if on personal time. If you are a resident-employee and work on-call or as-needed, you are required to abide by behavioral standards set forth in greater detail. Please see the Resident-Employee On-Site Policy for more information.


4.10 EMPLOYEE GRIEVANCE PROCESS

Harsch is committed to fair and equal treatment for all employees and encourages open communication to maintain a healthy work environment. Our culture is to work together to problem-solve any issues that may arise. We want to regularly hear from our employees and we value what you have to say. The Company maintains an “open door” policy for you to bring up any comments, concerns, issues or constructive work-related ideas. We, in turn, will work hard to listen and give you the best possible response we can.

This process is our internal means for you to pursue a concern or claim involving your employment, or any situation you feel warrants attention. All complaints will be investigated as promptly, appropriately, and as discreetly as possible. Note that confidentiality of your complaint can not be guaranteed, as investigations may include interviews with individuals believed to have information regarding the situation. It is the obligation of all employees to cooperate fully in any work-related investigation process. Disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from reporting or taking part in an investigation. All supervisors are required to report any complaints or violations to Human Resources so that a prompt internal investigation may occur.

The following steps should be used for reporting purposes in situations including, but not limited to: grievances, discrimination, harassment, retaliation, concerns, complaints, or to pursue a claim involving your employment.

You are encouraged to follow the below process, but if for any reason you feel uncomfortable in the designated steps, you may discuss the matter with Human

Resources directly. At each step in the below process, a written request is required.

STEP 1: Please present your concerns to your immediate supervisor, as he or she is usually the most familiar with your situation. Most problems or situations can be satisfactorily resolved by honest and cooperative discussion between you and your supervisor. They will respond to your complaint within 7 business days. If the discussion and response from your supervisor fails to resolve the issue, or if due to the nature of the concern you are not comfortable raising the concern with your supervisor, you may proceed to Step 2.

STEP 2: You may request a review with your regional manager or a vice president or senior vice president responsible for your department or division. They will investigate and/or discuss the matter with you to provide you with a response or resolution within 7 business days. If a satisfactory solution cannot be reached, or if you feel uncomfortable discussing the matter with any of the stated individuals, then proceed to Step 3.

STEP 3: You may contact the Human Resources Department at (503) 242-2900 or at (800) 628-4407 to share your concerns and discuss the matter. They will investigate the matter and/or discuss with the appropriate supervisor, department or division vice president or senior vice president. The Human Resources Department will seek to respond to your concern as thoroughly as possible within 10 business days. If you are not satisfied with this outcome, you may proceed to Step 4.

STEP 4: You may proceed to contact the President, Jordan Schnitzer, located at the home office at (503) 242-2900. Your written request to review the issue should be provided within 15 business days after receiving the previous Step 3 decision. Your statement and any additional information


you provide in writing will be reviewed; he may arrange to meet with you face to face, and if necessary, with all parties involved. Following this meeting, the President will provide you with a decision as quickly as possible that is intended to resolve the matter.

A summary of the results of the investigation will be communicated to you, the party who is the subject of the complaint, and when appropriate, to others who need to know. Any employee, supervisor or Company agent who is found to have engaged in harassment, discrimination, retaliation or any other violation of Company policy is subject to discipline, up to and including termination.

4.11 INFORMATION SYSTEMS

Access to our technology and equipment is provided to you for the Company’s convenience to facilitate its business transactions and is not for personal use, except for employees to engage in protected activity during non-work times. All electronic communications, works, and messages created or received, equipment and associated software, and all associated passwords are the sole property of Harsch. You should not have the expectation of privacy with respect to messages sent or received through the Company’s information services, even those sites with outside passwords, personal email, etc. The Company reserves the right to access and disclose all files accessed by our employees while using the internet network and all messages sent over its email system for any purposes.

In order to download or upload any material from the internet, prior approval of the IT Department is needed. This policy helps avoid computer viruses, potential violations of copyright law or software licenses, and assists the Company in controlling outside access to confidential information. You should exercise

extreme caution before sending anything through the email system as it is more susceptible to interception or misdirection. Common sense and good judgment should be used at all times when working with information and communication resources.

PROHIBITED ACTIONS INCLUDE:

• Downloading, accessing, displaying, sending and receiving material that may violate our policy against harassment and discrimination.

• Using Company information systems in any way that may be disruptive, offensive to others, sexually explicit, harmful to morale, or illegal in any way. (Any illegal and unauthorized articles discovered may be taken into custody and/or be turned over to law enforcement representatives.)

• Sending any sensitive information via email.

• Sharing login names or passwords with another employee or person outside the Company.

• Accessing another employee’s email account without approval by the President of the Company.

• Altering another’s email message without identifying yourself as the person who made the alteration or addition.

• Sending anonymous messages or using an alias in connection with information systems.

Violations of the above policy in any way will result in disciplinary action, up to and including termination.


4.12 SOCIAL MEDIA

Harsch encourages you to connect with the Company's official social media pages to stay up to date on Company news and information. Non-work-related social media usage should be limited during work time. The Harsch Social Media Policy applies to the use of social media on behalf of the Company, as well as the personal use of social media by employees. You should use your best judgment when posting material online. It is your responsibility to ensure content does not violate Company policies and is neither inappropriate nor provides negative publicity for the Company.

If you have questions about social media appropriateness, or are unsure if something is related to the Company brand, please ask the Marketing Department. Any violations of this policy are subject to disciplinary action, up to and including termination.

4.13 COMMUNICATIONS WITH MEDIA

Harsch owns and manages many high-profile properties. In addition, Harsch’s prominent role within its local communities sometimes results in media attention. Consequently, it is important that any contact with the media, and any publicity of any kind regarding Harsch or its managers, owners or employees, must be coordinated and authorized by the Vice President of Marketing and Communications. You may not communicate with any media, journalist or reporter regarding Harsch, its managers, owners or employees, or otherwise publicize any of the Company’s business, financial, strategic, personnel, personal or other matters, without the express written permission of the President or General Counsel.

The responsibility to safeguard information covered by this policy continues even after

your employment with the Company ends, as long as the information continues to be proprietary or confidential in nature to Harsch.

4.14 SOLICITATION & DISTRIBUTION OF LITERATURE

You are not to engage in the solicitation, distribution or posting of material, of any variety and nature, to another employee during work time, not including break or meal periods. In some instances the collection of money for presents, flowers, parties, donations, or for cases of particular hardship can be considered appropriate. In these exceptional cases, such collections may be permitted with the prior approval of your supervisor. All approved solicitations should be made during regularly scheduled rest and lunch periods.


4.15 EMPLOYMENT OF FAMILY/SAME HOUSEHOLD MEMBERS

Harsch is committed to employing the most qualified candidates for all positions and does not consider family or same household relationship a disqualifying factor for employment. However, family/household members will not be allowed to hold a position in which one member would have supervisory authority over the other member or would make employment, discipline or compensation decisions affecting that person. Harsch is dedicated to equal opportunity employment and there will be no special privilege given to an employee’s family/household member in any stage of the employment process.

SPEEDWAY COMMERCE CENTER LAS VEGAS, NEVADA


055.1 EXEMPT EMPLOYEE STATUS

If your position is classified as exempt under state and federal wage and hour laws, you are not entitled to overtime compensation. Exempt employees are required to maintain a reasonable schedule coinciding with regular office hours based on business need.

Deductions from pay will be made for absences of one or more full days for vacation, sickness, disability, or for personal reasons. To see the list of possible payroll deductions and additional information please reference the full policy. You are responsible for reporting your full day absence(s) in the time and attendance system for supervisor approval. The deduction will be applied to your vacation, sick or personal day leave depending upon the reason for the absence.

WORK TIME & COMPENSATION

AS A HARSCH EMPLOYEE

YOU WILL ENJOY MANY

BENEFITS DESIGNED

TO ENHANCE YOUR

COMPENSATION FOR

HELPING US MAINTAIN

OUR POSITION AS A

LEADING WEST COAST

INVESTMENT PROPERTY

FIRM.

31 CHAPTER 5 WORK TIME & COMPENSATION

5.2 NON-EXEMPT EMPLOYEE STATUS

OVERTIME If your job position is classified as non-exempt under state and federal wage and hour laws, you are entitled to overtime compensation. Overtime may be needed on occasion to assist with projects and/or meeting deadlines. When such circumstances occur, overtime should be authorized in advance by your supervisor and accurately recorded in the time and attendance system. Overtime will be paid at the appropriate state-mandated rate.

TIME REPORTING You must accurately record hours worked on a daily basis in the time and attendance system. You must certify hours worked and/or time off each week. The workweek begins at 12:01 AM on Monday and ends at 12:00 AM (midnight) on Sunday. You must enter the time you begin and end work, as well as the beginning and ending time of each meal period each day. Any leaves (vacation, sick, personal, jury duty, unpaid time, etc.) should be requested in the system. Your supervisor will review and authorize your time records and leave requests for payroll processing.

You should refrain from placing or responding to work-related calls, texts, or emails during non-work hours unless granted permission by your supervisor. In such cases, all time spent must be tracked and reported as time worked.

BREAKS In accordance with applicable laws, you are required to take 30 minutes of an uninterrupted and unpaid meal period away from your work area if more than 5 hours are worked in a shift. You are also eligible to receive 10 minutes of paid rest breaks for every 4 hours of a continuous work period. It is the responsibility of each supervisor or manager to coordinate and monitor schedules

for non-exempt employees. Please discuss with your supervisor if you do not receive your break times or a full 30 minutes of uninterrupted meal period.

Altering or falsifying time worked, unauthorized overtime work, or refusal to work needed overtime may result in disciplinary action, up to and including termination. If you have additional questions regarding over time laws, time reporting, or meal and rest period regulations, please contact your supervisor, Human Resources or view the additional policies.

5.3 EMPLOYMENT STATUSES

After Exempt and Non-Exempt, there are additional classification categories of employment at Harsch. You are classified as a full-time employee when regularly working 30 or more hours per week, while a part-time employee regularly works less than 30 hours per week. Your employment is also classified as regular or temporary. A regular employee is an individual hired as an employee of Harsch. A temporary worker is hired on a short term basis, generally lasting one year or less. They may be directly hired by Harsch or obtained from an outside agency.

5.4 WORK SCHEDULE

Harsch employees regularly work a normal work schedule (eight working hours plus a lunch break); however, department or location schedules may differ depending on business needs. Your manager may change the schedule as needed, and you should direct any scheduling questions to them.

Harsch encourages all employees to take needed or required breaks throughout the day. Most Harsch locations have designated employee break areas for your use during a


rest or meal period. In order to be courteous to those around you and to ensure employees are taking an adequate break, no employee is allowed to eat at his or her desk.

ATTENDANCE Everyone’s attendance at work plays an important role in the continued success of the Company. However, Harsch recognizes the importance of creating an effective balance between work and personal life and encourages you to do so.

In cases where you are unable to report to work or may be late, you must give your supervisor as much advance notice as possible to ensure your responsibilities are covered. Problems of excessive absenteeism or tardiness may result in disciplinary action, up to and including termination. When possible, we will make reasonable efforts to find alternative solutions including reassigning your position or possible eligibility for a leave of absence. Harsch will afford reasonable accommodation to qualified employees with disabilities or for employees’ religious beliefs.

If you fail to report to work for three consecutive workdays and fail to notify your supervisor, you will be deemed to have voluntarily abandoned your job. Medical certification will be required when you return to work following an absence due to an accident or illness requiring medical attention; or when we believe there is otherwise a need to confirm your ability and/or limitations to perform your essential job functions.

If you are a non-exempt employee and arrive after your designated start time, you may be given an opportunity to make up the time lost within the same workweek, given manager discretion.

5.5 PAYMENT OF WAGES

You will be paid every other Friday for the previous two week pay period which began on a Monday and ended on a Sunday. When paydays fall on a holiday, payroll checks are distributed on the last working day preceding the holiday. Your paychecks will not be distributed to anyone else without prior written authorization given to the Payroll Manager. Wages may be paid via direct deposit into an account designated by you.

Please notify Payroll immediately if you do not receive your paycheck or receipt of deposit in a timely manner. All questions concerning payroll matters should be referred to the Payroll Manager.

5.6 PAYROLL DEDUCTIONS

Harsch is required by law to make all mandated deductions from your paycheck which includes all federal and state withholding taxes, social security taxes, Medicare, workers’ compensation insurance, and any garnishments or court ordered assignments where applicable. Your paycheck will identify your gross earnings and all deductions from your pay. You may request other deductions be made with your written authorization for items such as contributions for insurance, 401(k), flexible spending accounts, etc.

In special circumstances, you may request a salary advance which is intended for immediate financial needs or emergency situations. If you are in need of an advance of your pay, please see the Salary Advance Policy and Form.

HACIENDA WEST PLEASANTON, CALIFORNIA

33 CHAPTER 5 WORK TIME & COMPENSATION

If you believe an improper deduction has been made to your wages, or discover a discrepancy on your paycheck (incorrect rate of pay, hours paid, nature of pay, etc.), you should immediately report this information to the Payroll or Human Resources Department. Payroll will promptly investigate the deduction or discrepancy in question and will work with you to determine the best plan of correction, including prompt reimbursement when applicable.

5.7 ON-CALL/CALL-BACK PAY POLICY

A non-exempt employee is considered on call and engaged if you are required to stay within a certain geographic location to be available to respond and you cannot use your time freely. In that case, you will be compensated for your time accordingly. Employees who occasionally respond to calls or are required to return to a work site will be compensated for time worked and travel time (if asked to return to a work site). Employees who are required to return to a work site outside their normal scheduled hours will be compensated for time worked or a minimum of two hours whichever is greater. For additional information please review the full On-Call/Emergency Call-Back Policy and discuss with your supervisor.

HACIENDA WEST PLEASANTON, CALIFORNIA


6.1 BENEFIT OVERVIEW

Harsch’s employee benefits program has been designed to provide a variety of benefits for you and your family. It is a major part of your total compensation package. This handbook provides only a brief description of each of the plans. Human Resources provides additional plan information and is available to answer your questions regarding company benefits. All benefits, eligibility requirements and plans are subject to change or termination, as determined by the Company in its sole discretion.

You are responsible for keeping Human Resources informed in writing of accurate, up-to-date information including name, address, employment and family status changes, life insurance, and 401(k) beneficiaries.

6.2 INSURANCE ELIGIBILITY

NEW EMPLOYEES If you are a regular employee working 30 hours or more per week, you are eligible to enroll in one of the Company’s medical and/or dental insurance plans after the completion of two full calendar months of employment. Your benefits will begin the first day of the month following two full calendar months of employment. For example, if you begin working on January 7, you will be eligible for insurance on April 1.

06EMPLOYEE BENEFITS

35 CHAPTER 6 WORKPLACE POLICIES

TEMPORARY TO REGULAR STATUS Employees who are classified as temporary are not eligible for any benefits. If you are hired and paid by Harsch as a temporary employee and later transfer to regular status, you will be eligible on the first day of the month following the status change date (provided you work 30 hours or more per week). However, if you are assigned to work at Harsch as a temporary employee by an outside agency and are subsequently hired by Harsch, you will be eligible for insurance on the first day of the month following two full months of employment.

PART-TIME TO FULL-TIME STATUS If you are reclassified from part-time to full-time status, you will be eligible for insurance on the first day of the month following the reclassification date (provided you have completed the eligibility period).

FULL-TIME TO PART-TIME STATUS If you change from full-time to part-time status, your insurance coverage would continue

to be effective through the last day of the month following the reclassification date.

TERMINATION Upon termination of your employment, your medical and/or dental insurance coverage and long term disability coverage will continue to be effective through the last day of the month in which your employment terminates. Company sponsored life insurance coverage and AD&D insurance benefits will end on your termination date and conversion information will be provided to you. Conversion information for your 401(k) account will also be provided to you.

REINSTATEMENT If you were enrolled in the Company’s medical and/or dental plans at the time of termination the standard eligibility waiting period will apply. However, if you are rehired within six months, your insurance eligibility date will be the first of the following month.

Benefit Eligibility Requirements Effective Date

Date of hire or upon meeting eligibility requirements.

After the completion of three full calendar months of employment.

After the completion of three full calendar months of employment.

First of the month following two full calendar months of employment.

First of the month following three full calendar months of employment.

Must be regular full-time employee.


All employees.


Must be a regular employee.

Holiday Pay

Vacation Days

Sick Leave

Health Care

401(k) Savings Plan

6.3 BENEFIT SUMMARY - ELIGIBILITY & EFFECTIVE DATES


6.4 HEALTHCARE BENEFITS

MEDICAL AND DENTAL INSURANCE OPEN ENROLLMENT: Each year, prior to the beginning of the year, Harsch conducts its benefit open enrollment period. This period is the only time during the year in which you may change from one medical and/or dental plan to another, or add/delete covered dependents without having a “qualifying event” status change.

PREMIUMS: You are responsible for your portion of the monthly insurance premium for you and your insured dependents. You may have your contributions withheld on a pre-tax basis (unless you complete a Section 125 Declination Form stating you do not wish to withhold taxes). Harsch will reduce your gross pay by the amount of the premium and then calculate the required withholding. Your W-2 form will reflect the reduced tax amount as the total gross wages for the year. If you have any questions, you should consult your tax advisor as tax law changes may require careful consideration.

DEDUCTIONS IN ARREARS: If you are away from work on an unpaid leave, Harsch will be unable to deduct your portion of the monthly insurance premiums from your paycheck. Upon your return to work, a catch up deduction of one times your regular deduction amount will be taken in addition to your regularly scheduled deduction amount. For example, if your normal deduction was $50.00, a total of $100.00 will be taken. This will apply to all deductions that are in arrears and will continue until your deductions are current.

Information and enrollment forms for insurance benefits and premium schedules are available from Human Resources. To ensure coverage, all enrollment forms must be submitted at least two weeks prior to your insurance effective date.

If you have insurance coverage under more than one insurance plan, you are responsible for notifying each insurance plan of all the insurance plans you are covered under and submit claims to both plans, so the insurance companies may coordinate insurance benefits.

FLEXIBLE SPENDING ACCOUNTS Regular full-time employees may be eligible to participate in Harsch’s flexible spending accounts for health and dependent care expenses. The flexible spending accounts are designed to help you pay for certain out of pocket health and dependent care expenses with pre-tax dollars. You have the option of participating in one or both of these accounts.

DEPENDENT CARE ACCOUNT: If you meet the Company’s eligibility requirements and pay for daycare expenses, you may enroll in the Dependent Care Account and pay for eligible expenses on a pre-tax basis. Some eligible expenses include daycare in a licensed center, after-school care or day camp for summers and holidays. The Dependent Care Account is available for children up to age 13.

HEALTH CARE ACCOUNT: The Health Care Account is designed to help you pay for those expenses that are not covered by your health insurance. In general, eligible expenses include deductibles, co-payments, and other expenses not covered by your (or your spouse’s) medical, dental or vision plans.

For both the Health and Dependent Care Reimbursement Accounts, you decide how much to have withheld from your paycheck on a pre-tax basis in accordance with federal annual limits. You may pay for your expenses with your FSA Card or you can submit them to the Plan Administrator for reimbursement.

You may enroll in this plan at the time you become eligible for benefits or during Harsch’s annual open enrollment period. You may only change your election during the annual open


enrollment period or within 30 days following a qualifying life change event, such as a marriage, birth, adoption, divorce, death, or an employment change event, such as loss of employment or loss of coverage, etc.

If you do not use the entire amount contributed into your Dependent Care Account during the calendar year, you will generally forfeit the remaining balance. If you do not use the entire balance of your Health Care Account, you may carry over up to $500.00 (or the maximum allowed by the IRS) to the next calendar year.

Claim forms and additional information regarding eligible expenses, exclusions and status changes are available from Human Resources. Please refer to the Flexible Spending Account Plan Summary for further details.

6.5 LIFE INSURANCE, AD&D & DISABILITY

LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT If you are eligible to participate in the Company’s medical and/or dental insurance plans, you are automatically enrolled in Harsch’s company paid term life insurance plan. Your life benefit amount is calculated at two times your annual base salary, up to a maximum amount of $750,000. In the event of your death, your designated beneficiary will be paid the benefit in accordance with the Company’s term life insurance policy. You are also covered by accidental death and dismemberment insurance, which provides coverage for you if you suffer loss of life, limb, eye, hearing, speech, etc.

Additionally, you may also purchase supplemental term life insurance and/or accidental death and dismemberment for yourself and/or your dependents. You pay for the coverage at group rates

conveniently through payroll deductions. Please refer to the Voluntary Term Life Insurance Policy brochure for a more detailed description of the plan and rates.

LONG-TERM DISABILITY Long-term disability provides income protection in the event you become totally disabled or, in some cases, partially disabled due to a non-work related injury, illness or other disability after 90 days. To be eligible for Harsch paid long-term disability coverage, you must also be eligible for health insurance benefits and have completed two full calendar months of service.

6.6 RETIREMENT SAVINGS PLAN

Electing to have a portion of your wages set aside in a 401(k) Retirement Savings Account, is a great way to save for the future. In addition, for eligible employees, Harsch will make a discretionary matching contribution. The current match contribution is $.35 cents for every $1.00 you contribute into the plan, up to a maximum of 6% of your bi-weekly gross cash earnings. Your contributions, and the Company’s matching funds, are credited to your individual account in your name each payday. Your contributions to the plan are always 100% vested and Harsch contributions are subject to a three-year vesting schedule.

To be eligible to participate, you must be employed by Harsch for three consecutive months and receive a W-2 tax form from Harsch. You will be eligible to participate on the first day of the month following your completion of three consecutive months of employment. Upon eligibility, if you do not complete a form notifying Human Resources of your election, you will be automatically enrolled in the Plan at a designated percentage determined by the 401(k) Committee. Employees who are automatically enrolled will have their deferral rate auto-


escalated by 1% each subsequent plan year until they reach a maximum of 6% rate of deferral.

You may also elect to have wages deferred into a post-tax Roth 401(k) plan account where earnings grow tax free.

6.7 TIME OFF WORK

HOLIDAYS Beginning with the first day of your employment, if you are a regular full time employee, you are eligible to receive holiday pay. Holiday pay is prorated based on a 40-hour workweek. The holiday schedule is updated at the beginning of each year.

When a holiday falls on a Saturday, it is observed on the preceding Friday. When a holiday falls on a Sunday, it is observed on the following Monday. All Harsch offices close at 3:30 PM on the work day preceding an observed holiday, except Presidents’ Day. Non-exempt employees will be paid for the balance of hours you are scheduled to work that day and record time for this early closure as a regular full work day.

Because of the type of service Harsch provides and our commitment to our tenants, you may be asked to work on a holiday. If you are a non-exempt employee and work the holiday, you will receive eight hours’ holiday pay plus regular pay for hours worked that day. If the holiday falls on your regularly scheduled day off, your supervisor may schedule another paid day off within 30 calendar days or you will be paid holiday pay at your regular hourly rate of pay.

450 SUTTER SAN FRANCISCO, CALIFORNIA


Vacation days are counted as “time worked” for the purpose of determining eligibility for holiday pay. If a recognized holiday falls during your vacation, you do not need to use vacation hours for that holiday.

If you provide notice of your intent to terminate your employment prior to an observed holiday, you must work your scheduled workday immediately after the holiday in order to receive that holiday pay. Your last day cannot fall on a paid holiday. Holiday pay is also not available to an employee while on an unpaid leave of absence.

RELIGIOUS HOLIDAY OBSERVANCE: If you wish to observe

a religious holiday that is not a Company observed holiday, you may request to take the time off with your supervisor and utilize your paid time off options.

VACATION LEAVE Vacations are granted in recognition of your service to the Company and Harsch strongly encourages you to take the days provided. You must be a regular employee working 30 or more hours per week to be eligible for vacation pay. Paid vacation leave cannot be taken until you have completed three continuous months of regular employment. Upon completion, you will be credited with the vacation leave you accrued within the full three-month period.

You are responsible for submitting a time off request in the time and attendance system for

supervisor approval as far in advance of your vacation as possible. This will help to ensure your workload is covered, and we reserve the right to determine if the vacation time can be accommodated. Vacation requests are considered in the order they are received and according to the ability of the department to cover for your absence.

Vacation leave accrual is based on hours paid each pay period and is prorated by the accrual rate for employees working less than 80 hours a pay period. Non-exempt employees are eligible to accrue vacation time on overtime hours worked, which may result in the maximum annual and total accrual amounts being reached sooner than exempt employees, although the same maximums apply. For the purpose of establishing eligibility for overtime, paid vacation is not considered as time worked. When you have reached the allowed maximum vacation accrual, you will not earn additional vacation until an equivalent amount of your current accrual is used.

For purpose of unpaid leaves, all vacation hours must be used prior and vacation accrual will be suspended while on unpaid time. In the event that your sick leave has been exhausted, you may use vacation time for leave that would have qualified for sick pay, in accordance with local, state and/or federal laws. Upon termination of employment you will be paid for any accrued and unused vacation hours if you have been employed with Harsch for three continuous months or more. You may not use unused vacation days, and any prior approved vacation shall become subject to manager discretion, after providing us with a termination notice. Only if you are subsequently rehired within six months of termination will your vacation accrual start and be available for use immediately.

New Year's Day

President’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day & Day After

Christmas Day

Christmas Eve or Day After


Length of Service

80-Hour Pay Period Accrual Rate

Annual Full Accrual

Per Hour Accrual Rate

Max Accrual Allowed

136 hours (3 weeks + 2 days)

0.0654 hours 200 hours

176 hours (4 weeks + 2 days)


5.23 hours

6.77 hours

1 - 9 years

10+ years

The Company has two different vacation plans based on hire date, "Grandfathered Accrual Rates" and "Current Accrual Rates."

The following tables display vacation accrual rates and maximums:

GRANDFATHERED ACCRUAL RATES Team members hired prior to 01/01/2017

Length of Service

80-Hour Pay Period Accrual Rate

Annual Full Accrual


Max Accrual Allowed

120 hours (3 weeks)


160 hours (4 weeks)


4.62 hours

6.15 hours

1 - 9 years

10+ years

CURRENT ACCRUAL RATES Team members hired after 01/01/2017


Upon termination of employment you will be paid for any accrued and unused vacation hours if you have been employed with Harsch for three continuous months or more. You may not use unused vacation days, and any prior approved vacation shall become subject to manager discretion, after providing us with a termination notice. Only if you are subsequently rehired within six months of termination will your vacation accrual start and be available for use immediately.

SICK LEAVE Paid sick leave may be taken when you are not able to work due to your illness, disability, injury, doctors’ appointments, or pregnancy and childbirth. You are also allowed to use accrued sick leave to attend to the illness of

The following table displays sick leave accrual rates and maximums:

Employment Status

Regular full-time 0.03075 hours 64 hours (8 days)

320 hours

Annual Full Accrual


Max Accrual Allowed

Temporary or regular part-time 0.033333 hours 72 hours (9 days)

72 hours

your parent, child, spouse, registered same sex domestic partner, grandparent, grandchild or parent-in-law.

Your sick pay accrual is based on hours paid each pay period and your accrual rate is dependent on your employment status. You are not eligible for paid sick leave until you have completed three continuous months of regular employment. Upon completion, you will be credited with your accrued sick leave for that three-month period.


If you are a regular full-time employee getting paid 80 hours per pay period, you will accrue sick leave at the rate of 2.46 hours per pay period.

Sick time needs to be reported in the time and attendance system and approved by your manager. If you are absent and request sick leave pay, you may be required to provide written verification of illness from a treating physician as a condition to receiving sick leave benefits. Failure to provide appropriate documentation when requested may cause disqualification of the paid sick leave. You are expected to report for work the day your physician authorized you to return to work. Sick leave will not be paid past the date you are released by the physician or are able to return to work.

Non-exempt employees are eligible to accrue sick leave on overtime hours which may result in the maximum annual and total accrual amounts being reached sooner than exempt employees, although the same maximums apply.

Paid sick leave is not to be considered as extra vacation or to provide days off for personal reasons. If you are found to abuse or fraudulently use sick leave, you will be subject to disciplinary action, up to and including termination.

Upon termination of employment, you are not eligible to be paid for any accrued and unused sick leave hours, regardless of the reason for termination. Only if you are rehired within six months will your sick time start to accrue, and be available for use immediately and any accrued sick time that was available at time of termination will be reinstated.

BEREAVEMENT LEAVE Harsch recognizes bereavement as a very difficult time. Regular employees are eligible for bereavement pay upon date of hire. You may take up to three days of paid bereavement leave for the loss of an immediate family member; defined as your spouse, domestic partner, child, parent, brother, sister, grandparent, grandchild or parent-in-law. You may receive one day of paid bereavement leave for a family relative who is not an immediate family member outlined in the policy. Any exceptions to this policy would be at the discretion of your supervisor. You are also responsible for submitting a time off request into the time and attendance system. Oregon employees may be eligible for additional time off under the Oregon Family Leave Act (see Unpaid Leaves Policy for more details).

JURY AND WITNESS DUTY LEAVE Harsch recognizes the civic obligation of jury or witness duty and you may be excused from work in order to complete the service. If you are called for duty, please notify your supervisor immediately to ensure job responsibilities are covered. You will need to provide the jury duty summons or copy of a subpoena to your supervisor in advance of the leave indicating your specific departure and return dates. If you are released at any time during your duty you are expected to report to work during normal work hours.

You are eligible for Jury Duty pay effective as of your date of hire as long as you work at least 30 hours per week. You may be paid up to a maximum of two weeks by Harsch at the regular rate of pay while out on jury duty leave. If jury duty extends beyond two weeks or you are not eligible for paid jury duty time, you will receive time off without pay, or you may use


accrued vacation time. You will be responsible for submitting a time off request in the time and attendance system.

Court time for personal or domestic matters is not covered by jury or witness duty leave but may be covered by your use of accrued vacation days.

6.8 UNPAID LEAVES

Employees may utilize any of the recognized federal or state leave laws which may include Family Medical Leave of Absence (FMLA), Military Leave, Reservist Leave, or Crime Victims Leave and Domestic Violence Leave. Employees may also be granted an unpaid personal leave in circumstances when extended time off for personal needs is necessary. This will require approval by your supervisor and Human Resources. Time off must be submitted into the time and attendance system and all accrued vacation days must be used prior. Please see the Unpaid Leaves Policy for further information and please direct questions to Human Resources.

6.9 WELLNESS PROGRAM

Lifesteps is Harsch’s Wellness Program designed to support employees in creating and maintaining a wellness oriented lifestyle. We want to provide a positive and accessible platform to impact the way you think, feel and behave regarding your health. Our hope is that you take our culture of health and wellness home with you and make choices that improve and maximize your well-being. Our program provides workplace themes and activities that educate and support healthy behaviors such as health fairs, vendor visits, volunteer month and the annual walking contest.


7.1 AT-WILL EMPLOYMENT

Your employment relationship at Harsch is “at-will.” This means you have the right to resign at any time for any reason or for no reason at all. Similarly, this also means Harsch has the right to terminate your employment at any time, with or without cause, for any or for no reason at all. You do not have an employment contract or the right to continued employment for any particular or indefinite period of time or in any position. Only the President has the authority to alter this at-will employment arrangement which may be set forth in an express written agreement.

Nothing in this handbook limits the right to terminate employment at will. As part of your at-will employment, the Company expressly reserves its inherent authority to manage and control its business enterprise and to exercise its sole discretion to determine

07WORKPLACE POLICIES

45 CHAPTER 7 HEALTH, SAFETY & SECURITY

all issues pertaining to your employment, including all matters concerning promotion, job reassignment, the size of its workforce, demotion, transfer and disciplinary action.

7.2 DISCRIMINATION IN THE WORKPLACE

Harsch strictly prohibits discrimination by any employee. The Company is committed to ensuring equal opportunity employment and Affirmative Action practices are afforded to all concerned. All employees, applicants for employment and any other company individuals are extended equal employment opportunities without regard to: race, color, gender, sexual orientation, gender identity, gender expression, religion, age, national origin, ancestry, marital status, physical or mental disability, medical condition, genetic information, marital status, prior application for workers’ compensation benefits, use of statutory protected leave, veteran or military status or any other status protected by applicable federal, state or local laws.

All employment and promotion decisions will be based on merit and done in a non-discriminatory manner. The requirements we impose in filling a position will be those that relate to the minimum qualifications, essential job functions and job performance required.

You are responsible for abiding by Harsch’s full Discrimination Policy and preserving our commitment to equal employment and affirmative action. Employees who have concerns that arise under this policy should follow the Employee Grievance Procedure.

7.3 DISABILITY & REASONABLE ACCOMMODATION

The Company does not discriminate against any applicant or employee in hiring or in the terms, conditions and privileges of employment due to physical

or mental disability. Harsch is committed to taking actions necessary to ensure equal employment opportunities for persons with disabilities in accordance with all applicable federal, state and local laws. The Company’s hiring procedures provide qualified persons with disabilities meaningful employment opportunities.

Harsch strives to make reasonable accommodations for an employee’s disabilities and sincerely held religious beliefs consistent with any applicable laws. If you require a reasonable accommodation, you must inform your supervisor or Human Resources and we will work together to identify possible reasonable accommodations to allow you to perform your job’s essential functions when possible. Please see the full Disability and Reasonable Accommodation Policy.

7.4 HARASSMENT IN THE WORKPLACE

Harsch is committed to maintaining a safe workplace free of harassment, intimidation and coercion. The Company prohibits any such unwelcome conduct by any employee that affects the workplace environment. We expect you to conduct yourself in a professional and appropriate manner in all that you do. This policy applies to all employees, and harassing conduct that occurs outside of the workplace may also be covered by this policy if it has the effect of creating an intimidating, hostile or offensive work environment at Harsch.

HARASSMENT Harsch employees are required to refrain from all demeaning, degrading or disparaging comments concerning other individuals’ race, gender, age, religion, marital status, sexual orientation, disability, veteran status, or other legally protected characteristics.


harassment, or retaliation in the workplace should be immediately reported using the Employee Grievance Procedure. Managers who know of any inappropriate conduct are expected to take action to stop such behavior.

Please see the full Harassment Policy and direct any questions you may have to Human Resources. Harsch considers any violation of this policy a serious offense that will lead to disciplinary action, up to and including immediate termination.

7.5 PERSONNEL RECORDS

Harsch maintains confidential personnel files and records for each employee, which are kept in the Human Resources Department. Personnel files are the property of the Company and deemed confidential and accessible only to authorized individuals on a need-to-know basis, except as permitted or required by law, or as authorized in writing by an employee.

Your personnel file may include such information as job application, resume, related hiring documents, training records, performance documentation, disciplinary notices, salary history, and any other employment records. If you wish to see your own file, you will need to give advance notice to Human Resources. Harsch will provide you with a copy or a reasonable opportunity for you to review your file in the presence of an authorized representative of the Company. You may submit a rebuttal statement related to any item in the personnel file if you wish.

You must notify Human Resources within two weeks of any changes relating to your legal name, address, telephone number, marital status, tax exemptions, dependents information for insurance purposes, person to notify in case of an emergency, military status, visa or citizenship status, etc.

HARSCH IS COMMITTED

TO A WORKPLACE FREE

OF HARASSMENT, IN

WHICH ALL EMPLOYEES

CAN ACHIEVE THEIR

FULL POTENTIAL

AND THE DIGNITY OF

EACH INDIVIDUAL IS

RESPECTED.

SEXUAL HARASSMENT This is a particular form of unlawful harassment which includes unwelcome and offensive conduct or language based on sex that is severe or pervasive and which alters the victim’s work environment. Inappropriate or unwelcome actions or communications of any kind in the workplace setting is a violation of Company policy and will not be tolerated.

PROHIBITION OF RETALIATION Harsch recognizes the importance for all employees to feel comfortable coming forward with any concern. Harsch strictly prohibits retaliation of any kind against any employee who brings forward harassment, discrimination or retaliation claims, or who assists in an investigation.

REPORTING PROCEDURE We strongly encourage you to report any conduct that is harassing in nature that you believe you are being subjected to, encounter or witness. Any discriminatory treatment,

47 CHAPTER 7 HEALTH, SAFETY & SECURITY

7.6 SEPARATION OF EMPLOYMENT

Your employment at Harsch is at-will, meaning you may at any time or for any reason resign your employment. Likewise, your employment with Harsch can be terminated, with or without cause at the sole discretion of the Company. If circumstances cause you to voluntarily terminate your employment, we would appreciate your prior written notice.

Your final paycheck will include any unpaid earned wages and any other appropriate amounts due. The Human Resources Department will notify you of your options for insurance continuation and 401(k) retirement distribution information.

Upon separation, you must return all Company property and equipment. An exit interview will be conducted in order for us to gain feedback, discuss your reasons for leaving and answer any remaining questions you may have. You may also view the full Termination Procedure for more information.


8.1 SAFETY GUIDELINES

Harsch is committed to compliance with laws, rules and regulations concerning safe practices as published by governmental agencies having jurisdiction over such matters. You are responsible for reading and familiarizing yourself with the Risk Management Guide. We are committed to providing a safe workplace and expect you to follow safe work practices and to always use sound judgment in your daily work habits.

Please be careful, alert and aware of your surroundings at all times. In any emergency situation, check with your supervisor for specific instructions or refer to the written safety program guide in your work area.

WORKING CONDITIONS Please keep your work area clean and free of safety hazards. You are expected to report all unsafe conditions that need maintenance

08HEALTH, SAFETY & SECURITY

49 CHAPTER 8 CARING

or repair to your supervisor if you are unable to take corrective action on your own.

ACCIDENTS OR INJURIES All work-related injuries and illnesses, regardless of their extent or nature, must be immediately reported to your supervisor. You must immediately provide written notice to your supervisor and complete all necessary and appropriate forms and reports about any incident or injury including those that require, or may require, medical attention or time off from work.

EQUIPMENT AND VEHICLES These are only to be operated by those authorized as a result of their knowledge, training and experience. Before operating machinery for the first time, you must have the approval from your supervisor. The need for maintenance or repair of vehicles or equipment should be immediately reported to your supervisor. When in doubt as to the safest method of conducting your work, or if assistance is needed, ask your supervisor prior to beginning the task.

HAZARDOUS OR TOXIC MATERIALS If your assignment involves the use of these materials, you must comply with all laws, rules and regulations concerning their safe handling and disposal as published by the Company and governmental agencies having jurisdiction over such matters. Use of gloves, goggles and other protective devices are necessary when handling chemicals or other strong substances. Consult your supervisor for full details, including material safety data sheets, container labeling and training, including information regarding exposure to and handling of such materials.

Your job may have additional safety guidelines established for your protection

and the protection of others. If so, you will be required to know and follow them carefully. Please see your supervisor for other safety policies and procedures. Any willful violations of the Company’s safety policy may subject you to disciplinary action, up to and including termination of employment.

8.2 DRUG POLICY AND PROGRAM

Harsch is committed to promoting and providing a safe, healthy and productive work environment for employees, tenants, visitors and our business properties and operations. This policy is intended to discourage drug and alcohol abuse; therefore, you are strictly prohibited from using, possessing or being under the influence of any intoxicants, controlled substances or mood-altering substance in the workplace, while on Company property or conducting Company business, including meal and rest periods. You are considered to be “under the influence” if you have any measurable alcohol, drugs or controlled substances in your system, and/or your normal physical or mental abilities are affected.

You may be required to submit to drug testing for pre-employment screenings, post-accidents, reasonable suspicion of violating the drug and alcohol policy or random unannounced testing.

The Company seeks to assist employees with alcohol or drug related dependency problems via counseling or rehabilitation programs, and strongly encourages individuals to disclose to a supervisor or Human Resources. The complete Drug Policy and Program is available. If you have further questions, please contact your supervisor or Human Resources.


8.4 SMOKING

Smoking and the use of other tobacco products or e-cigarettes is not permitted in any Harsch work areas or properties, including but not limited to: hallways, restrooms, lunchrooms, near doorways, in Company vehicles or in other areas designated as non-smoking by the Company or related local ordinances. Please contact your supervisor or building manager for information on designated smoking areas for use before and after work hours or during break periods.

8.5 DRIVING ON BEHALF OF THE COMPANY

If you are required to drive for business purposes, and therefore as a representative of Harsch, you must meet the minimum requirements and receive prior authorization. Whether using a Company vehicle or a personal one, it is important that all driving and insurance laws are followed. Unauthorized driving, misuse of a company vehicle, becoming uninsurable or any other violation of the Driving on Behalf of Harsch Policy, may jeopardize your continued employment. Any questions should be directed to the Corporate Risk Manager.

8.6 INCLEMENT WEATHER

You are expected to report for work during adverse weather conditions unless you believe you will not be able to safely reach your work site or unless Harsch closes it. If you are classified as non-exempt and determine that you are prevented from traveling to work, you have the options to

8.3 WORKPLACE VIOLENCE

Harsch maintains a zero tolerance policy toward workplace violence. In the interest of preserving a safe and secure workplace, we do not tolerate dangerous or threatening behavior of any kind. This includes, but is not limited to: any verbal and physical abuse, intimidation, bullying, harassment, confrontations, fighting, horseplay, vandalism, arson, sabotage, any actions that cause you or others to feel unsafe in the workplace or any other act which management in its discretion deems to be a potential danger to workplace safety or security. You are prohibited from bringing firearms, knives or any other weapon or device intended to be used as a tool of violence to the workplace or on Company premises, including parking lots.

If you encounter an unsafe situation, suspicious behavior or any conduct that violates the above prohibitions, notify your supervisor immediately. In conjunction with the Employee Grievance Procedure we will promptly investigate the matter and use our best efforts to preserve the confidentiality of personnel reporting any such prohibited conduct or suspicious behavior. However, please contact the proper law enforcement authorities first before informing management if you believe an imminent threat to safety exists.

Violators of this workplace violence policy will be subject to disciplinary action, up to and including discharge. Where appropriate, we will pursue all available avenues of legal recourse.

51 CHAPTER 8 CARING

either charge the time missed to vacation leave, not be compensated or make up the absence within the same work week. Exempt employees will be paid for any day that the Company closes their work location, but will not be paid for any day the employee chooses not to come to work due to inclement weather when the work location remains open.

In the event that you may be late during adverse weather conditions, you must notify your supervisor and only report actual hours worked. With your supervisor’s prior approval, you may make up your missed time within the same workweek. If you are sent home due to adverse weather conditions, via approval of the President, you should be paid for the balance of hours you are scheduled to work that day.

HARSCH IS COMMITTED

TO PROMOTING

AND PROVIDING A

SAFE, HEALTHY AND

PRODUCTIVE WORK

ENVIRONMENT FOR

EMPLOYEES, TENANTS,

VISITORS AND OUR

BUSINESS PROPERTIES

AND OPERATIONS.



Harsch employees are sincere in their

commitment to improve the places where

they live and work. That’s because Harsch

Investment Properties is built on the belief

that great businesses have a responsibility

to contribute their collaborative vision

and energy for the positive growth of the

communities in which they thrive.

Our company continues the legacy of active

local involvement on which we were built with

our founding in Portland so many decades

ago, setting a tradition of supporting a broad

range of community needs.

COMMUNITY & CARING MAKING A POSITIVE DIFFERENCE

09


9.1 ACTIVE PARTICIPATION

Harsch President Jordan Schnitzer continues to support a tradition of community involvement. Being good, caring citizens and giving back in the places we live and work is a Harsch way of life. We encourage our employees to volunteer for community organizations in the regions we serve in commercial real estate.

A PASSION FOR SHARING ART

9.2 ONGOING CULTURAL & HUMANITARIAN COMMITMENTS

The Jordan Schnitzer Family Foundation is a non-profit whose mission it is to make the collections of Jordan D. Schnitzer and the Jordan Schnitzer Family Foundation accessible to qualified museums in diverse communities. The exhibitions are enhanced by educational and outreach grants, and the Foundation provides additional support to programs at museums, schools and organizations.

Today, the collection exceeds 10,000 works and includes many of today’s most important contemporary artists. It has grown to be one of the country’s largest private print collections overall with over 100 exhibitions in over 100 museums.

The Foundation also contributes to the field of artistic scholarship through the publication of exhibition brochures, texts and print catalogue raisonnés.

Additionally, the Harold & Arlene Schnitzer CARE Foundation has given millions of dollars in support of arts, culture, education, health and human services and Jewish organizations, as well as funding for programs to aid the needy and youth.

9.3 MATCHING GIFT

The Schnitzer family is well-recognized as being philanthropic leaders in giving back to our communities. To help each of you also give back to nonprofits that are important to our communities, we created a matching gift program, Harsch Cares. The Harold & Arlene Schnitzer CARE Foundation will match, dollar for dollar, donations made to qualifying non-profit organizations in Harsch regions, up to $1,000 per employee per calendar year. Donations are made through Benevity, a personalized website that makes it easy for you to find and donate to qualifying charities and print your receipts at year end.

New employees will receive a welcome email from Benevity with login credentials and instructions to access your personal page. Upon activation, your giving account will be preloaded with $10.

A Benevity Quick Start User Guide and FAQs are available. If you have additional questions, please reach out to the CARE Foundation Program Officer.

55 CHAPTER 9 COMMUNITY

PLACEHOLDERHarsch President, Jordan Schnitzer, talks to art

students at PNCA in Portland, Oregon.

w w w . j o r d a n s c h n i t z e r . o r g


151 SE ALDER (ARCHITECT'S RENDERING) PORTLAND, OREGON

57 CHAPTER 10 OUR BRIGHT FUTURE

10OUR BR IGHT FU TUR EGROWING STRONGER TOGETHER

With every employee's help, President Jordan Schnitzer directs the future of Harsch Investment Properties based on our time-tested real estate investment strategy: to acquire and develop a diversified portfolio of well-located properties for long-term ownership in the Western United States.

Steps along the way are contained in our Business Plans. But it is also in the way we conduct business and ourselves, including such elements as:

• Maintaining an intimate knowledge of the communities we serve

• Leveraging the knowledge of our talented team of professionals

• Depending upon our customer-based, regionally empowered organizational structure

• Creating and maintaining the highest levels of quality and service and profitability by placing the customer at the center of our business activities and decisions

We look forward to building a bright future with your help.

HARSCH IS COMMITTED

TO GROWING THROUGH

PERFORMANCE,

STRATEGIC ACQUISITION

& DEVELOPMENT

OPPORTUNITIES BY

LEVERAGING THE

COMPANY’S

PROFESSIONAL

EXPERTISE AND MARKET

KNOWLEDGE AND

POSITION.


PURPOSE OF THIS HANDBOOK

Welcome to Harsch! You have joined a team committed to providing you with a fun and exciting work environment that will challenge and motivate you, and offer you opportunities to grow and be successful.

This Handbook is intended as a guide to provide you with an overview of our policies, guidelines and philosophies and not as a complete statement of employee rights and responsibilities. It is intended to familiarize you with important information about the Company’s policies, benefits and employment practices. Please note that the Handbook only highlights the Company’s policies and practices for your personal understanding and cannot therefore be construed as an express or implied contract. Only the President of the Company has the authority to enter into an agreement modifying or supplementing the provisions of this Handbook. Such an agreement must be in writing and signed by the President.

As used throughout this Handbook, “Harsch” or the “Company” mean Harsch Investment Corp., Harsch Investment Properties, LLC, Harsch Investment Properties Management, LLC, and all other affiliates of these entities.

In order to provide a better place for all of us to work, the Company may amend or modify the policies, practices and benefits described in this Handbook at any time, in its sole discretion. This Handbook is effective January 1, 2017, and supersedes all prior policy statements, summaries, handbooks, addenda and verbal or written understandings regarding these subjects.

This Handbook is the property of Harsch. No

AN OVERVIEW OF

OUR POLICIES,

GUIDELINES AND

PHILOSOPHIES

59

This Handbook is the property of Harsch. No part of this Handbook may be reproduced or distributed to individuals outside of Harsch without prior written permission from the Human Resources Department.

The policies in this Handbook are intended to meet the requirements of all applicable federal and state laws. Because we operate in several different states, it is possible that a provision or policy may be inconsistent with the applicable laws for your state. In those situations, the provisions of law of that state will govern. You are encouraged to ask your supervisor or Human Resources if you have any questions about the policies that apply to you.

The guidelines presented in this Handbook are not intended to be a substitute for sound management and good judgment.

THE GUIDELINES

PRESENTED IN

THIS HANDBOOK

ARE NOT

INTENDED TO BE

A SUBSTITUTE

FOR SOUND

MANAGEMENT AND

GOOD JUDGMENT.


1121 SW SALMON STREET, PORTLAND, OR 97205

(503) 242-2900 | WWW.HARSCH.COM

HARSCH INVESTMENT PROPERTIES

Documents

HARSCH INVESTMENT PROPERTIESholdims.com/ps/HarschEmployeeHandbook.pdf · 2017-01-07 · real estate company with a portfolio that includes a wealth of office, multi-tenant industrial,