Berkshire Property Advisors, LLC

1. Berkshire Property Advisors, LLC WELCOME TO Personnel & Payroll Policies

2. Berkshire Property Advisors, LLC Personnel and Payroll Policies All Berkshire policies can be found on the company website at www.berkshireapartments.com

3. Interview Guidelines • Review applications • Prepare to interview • Pre-screen applicants

4. Interview Guidelines • Prior to the Interview • Check for inconsistencies and gaps in employment • Do not keep the applicant waiting • Respect their time • Provide a comfortable, non-distracting environment (no phone calls) • Have questions prepared in advance

5. Interview Guidelines • Conducting the First Interview • Have candidates complete an application • Assess the ability of an applicant to perform the essential functions of the job • Take notes of the applicant’s responses to questions • Paraphrase responses for clarity • If an applicant discloses an arrest, guilty plea or a conviction, ask for details, including the date and type of charge

6. Interview Guidelines • Closing the Interview • Tell them about the position and company benefits • Answer any questions the candidate may have • Explain the next step in the hiring process • Most important:“Thank the Candidate”

7. Interview Guidelines • After the Interview – Before Making an Offer • Be sure you have approval prior to extending an offer • Prior to the 2nd interview, Leasing Consultant and Maintenance positions are required to take a Pradco test • 2 levels of management approval are required for all new hires and promotions

8. Interview Guidelines Checking Employment References • 2 references must be obtained before extending an offer of employment (more than one reference from the same company is OK) • All negative references must be discussed with your supervisor • If references cannot be obtained from 2 previous employers, substitute personal references

9. Interview Guidelines • Offer of Employment and Pre-Employment Screening • When the final candidate has been extended an offer, they should be given the “Authorization for Release of Information Waiver Agreement” Form and a “Chain of Custody” Form (they should immediately go to a Quest Lab for testing) • Employment is contingent upon the results of a criminal background check and the 9-panel drug screening • Test results must be complete with positive results prior to a potential employee’s first day of employment • If the background report is the sole basis for your decision not to hire, contact HR for the written notice you must give the applicant and the procedure you must follow

10. Interview Guidelines • Offer of Employment • All new and recently promoted employees must receive an “Offer of Employment Letter” prior to beginning their position • The original offer letter should be given to the employee and the copy placed in the employee’s personnel file • 2offer letters are on the website. One for Property Managers & one for all other employees. • The Property Manager’s offer letter includes the confidentiality notice.

11. Employment of Former Employees • Berkshire does not permit rehiring of former employees who previously had substandard work history • Former employees who resigned without proper notice or were terminated for reasons other than lack of work are not considered for re-employment • Former employees must apply like all other applicants (including any background checks)

12. Employee Recall • Employees released for lack of work are eligible for recall for 30 days from: • The last position held at the property • A previous position held at the property that they were not removed from for performance • Any open similar or lesser position at the property for which they are qualified

13. Employment of Minors • Berkshire prohibits the employment of minors under the age of 15. Due to safety regulations in the maintenance field, the minimum age requirement is 18 • The Property Manager, DM and RM must be fully acquainted with the state and federal regulations of minors

14. Our New Employees are The Key to Our

15. New Employee Orientation • On the first day of employment, an on-site orientation includes: • A review of the Job Description • A review of the Employee Handbook • Their Personal Training Checklist • Job Expectations • Dress Code • Office Etiquette • Office hours, lunch breaks, scheduled work hours • Key Policies • Emergency procedures and emergency phone numbers

16. Grace Hill Training • We use Grace Hill Training for some of our core classes • These classes are web-based, meaning they are taken on a computer via the internet • For more information refer to the form “Grace Hill Training Instructions”

17. Training Checklist • Berkshire has a “Training Checklist” that is position specific and is used to help new employees learn their job. They have been developed for the following positions: • Property Managers • Assistant Managers • Leasing Consultants • Maintenance

18. Job Descriptions • All employees must be given a Job Description when interviewing and when completing their initial new hire paperwork • The last page of the Job Description is the “Job Description Acknowledgement form” this form should be signed by the employee and filed in their personnel file

19. New Hire Paperwork • All new hire forms must be completed on the first day of work • Payroll Change Forms must be electronically signed by the supervisor • Copies of all forms must be sent via FED-EX to Stacy Hook (HR) on the employees 2nd day of hire. • Put the New Employee Checklist on top attach all paperwork behind it. • Original forms (expect the I-9) should be kept in a locked area in the Manager’s Office

20. Employee Personnel Files • All files should be set up according to company policy • Upon termination, employee personnel files are forwarded to Human Resources Note: original I-9 forms are maintained in an I-9 binder filed by month of hire. Do not file in the employee personnel file!

21. Employment References • Former or Current Employees • Do not discuss the former employee with the caller; refer all inquiries to the Payroll Department in Boston • To give a personal reference: • The former or current employee must sign the Personal Release Form and forward to HR • Have all references directed to your home phone • Be sure that you clearly state that you are giving a personal reference and you are not authorized to act as a company representative

22. Payroll Items

23. Payroll Time Reporting • Time Entry Control Logs are emailed from Payroll to the Property bi-weekly • Refer to the Time Entry Control Log Instructions in the Forms section • After completing the form Email it to: • Hr-brh@bpadv.com • Payroll will email a Payroll Audit Report for verification of hours

24. Overtime Compensation • Approval for overtime should be granted on an emergency and critical basis only. Approval should be in obtained in advance by the DM, RM or RVP • Work days should be staggered to provide full service 7 days a week rather than require overtime • You must physically work 40 hours in one work week to be eligible to be paid overtime (time and a half). Holiday, sick and vacation time are not considered hours physically worked

25. Legal Issues

26. American’s with Disabilities Act (ADA) • As an employer, our responsibility is to ensure that all employees are: • Given an equal opportunity for employment • Given equal access to all benefits and privileges of employment • Making “reasonable” accommodations to meet both job application and performance requirements

27. American’s with Disabilities Act (ADA) • There are three key concepts regarding employment and ADA which must be understood: • Essential Function - the standard in which all applicants must be measured. If a person has a disability, but can perform the essential functions of the job, then that person must be given equal consideration with any other individual who does not have a disability. • Reasonable Accommodation • Undue Hardship

28. Labor Law Posters • To protect the rights of employees, federal labor laws have been established • Posters should be displayed in a location highly visible to all employees • Refer to the Labor Law Posters policy for more details

29. Preventing Sexual Harassment • Employees must be protected against unwanted sexual conduct including: • sexual advances • requests for sexual favors • other verbal, physical or graphic conduct of a sexual nature • Individuals are subject to disciplinary actions up to and including termination for sexual harassment

30. Preventing Sexual Harassment • All incidents of sexual harassment must be reported immediately • Anyone who believes they have witnessed or believes they are a victim of sexual harassment must report such conduct immediately to: Dan Stravinski, Senior VP of HR 617-574-8315 or Mary Beth Bloom, VP & General Counsel 617-556-1588

31. Preventing Sexual Harassment • What You Can Expect • Initial reporting • Investigation • Employees must refrain from discussing this matter with other individuals who do not have a legitimate need to know of the complaint • The accused will be restricted from discussing the incident with the complainant or any other employee

32. Preventing Sexual Harassment • It is mandatory that sexual harassment is reported by the victim, a witness or an individual with knowledge. To stop the conduct, it must be reported • Employees that make false accusations may be subject to discipline up to and including termination. False reporting may also subject you to personal liability • Management employees are not to engage in a relationship other than job related with another employee

33. Unemployment Compensation • Property Managers should contact HR for assistance regarding individual unemployment compensation claims • As a general rule: • We do not contest mutual accord cases, lack-of-work, failing to meet performance standards or reduction in staffing • We do contest resignation cases, employee conduct that is a violation of company rules, willful misconduct and unexcused attendance • Do not use the term “gross misconduct”

34. Employee Appraisals Employee Counseling Employee Terminations

35. Performance Appraisals • Performance reviews should be completed on the following occasions: • At the end of 90 days of employment • Prior to annual review or anniversary day • Whenever appropriate • When an employee is being considered for transfer or promotion • An effective manager gives feedback to employees on a consistent basis. No employee should be “blind-sided” during the reviewprocess

36. Performance Appraisals • The results of the appraisal should include: • A clear assessment of the past years performance • A set of agreed upon objectives for the coming year • A development plan • An approved salary action

37. Counseling an Employee • Employee counseling must be practiced in a consistent manner • The Counseling Statement must be used for documentation of all warnings, verbal and written

38. Counseling an Employee Informal Counseling / Verbal Warning • Use when an employee’s performance or conduct fails to meet specified requirements or normal business conduct • Define the problem, identify the corrective action and the result of inaction • Written documentation is required via the CounselingStatement

39. Counseling an Employee • Written Warning and Counseling • Occurs in the event of a repeated or serious problem • Specific steps to be taken in correcting the problem and probable results if the corrective action is not accomplished • Employee should review the statement and may add written comments • If the problem is not corrected after the written warning, the employee may be subjected to termination

40. Employee Terminations • Berkshire or an employee can terminate employment at any time for any reason or no reason, with or without cause • Prepare a Payroll Termination Form on the last day worked and email to Payroll • FedEx the employees personnel file to the Payroll department in Boston by the 3rd day after termination • Terminated employees will be paid for: • Time worked through last day • Earned, unused vacation • Earned commissions

41. Employee Terminations • Voluntary Termination • A 2 week written notice is encouraged • If the employee lives on-site they must vacate the apartment in accordance to the terms of their lease agreement • Unemployment compensation claims will be contested

42. Employee Terminations • Involuntary Termination • Termination of an employee is a serious matter. In all cases, consult with the SVP, Human Resources before proceeding with a termination • Unemployment claims will be contested if employment is terminated due to violation of company rules, willful misconduct, insubordination, unexcused absences and tardiness or any other action that is detrimental to the business

43. Employee Terminations Suspension without pay • Authorized when a conflict exits and additional information needs to be collected before a decision can be made. Allows time to conduct an investigation of facts • The SVP, Human Resources must approve re-instatement and/or salary during a suspension period Lack of Work • Every effort will be made to give employees being released for lack of work prior notice, but it is not required • Unemployment will not be contested in lack of work terminations

44. Employee Terminations Termination by Mutual Accord • When an employee and supervisor agree that it is best that the employee leave • Unemployment claims are not contested

45. Employee Exit Interview • Upon termination, employees will receive a packet from Human Resources with information on: • Their rights under the current medical plan • Information on their 401(k) Plan • Notices under life insurance policies • A confidential Exit Interview Form

46. MISC. Items

47. Business Travel Safety Program • We provide a Business Traveler’s Personal Safety Program to aid employees in developing a consciousness for personal safety for themselves when traveling on company business

48. Travel and Expense Reimbursement • Expenses incurred while traveling on company approved business will be reimbursed • All expense should be accompanied by original receipts • Mileage reimbursement must be submitted on a Mileage Report

49. for participating! Please use the Message Center on our Website to send any suggestions, ideas or comments. berkshireapartments com