Employee

Handbook
S U N R I S E C O M P A N Y H A N D B O O K I N T R O D U C T I O N

This Handbook is intended to provide employees with a general

understanding of some of the Company's personnel policies. It is not an
employment contract or a legal document. The information in this Handbook
should be helpful in familiarizing employees with the Company.

While Sunrise Company certainly hopes that every employee will find the
employment relationship satisfying, at the same time, it recognizes that
relationships are not always mutually satisfactory. To protect both parties’ rights,
it should be remembered that the employment relationship may be terminated on
an at-will basis by either you or Sunrise Company. This means that you may quit
at any time and Sunrise Company may terminate your employment at any time,
for any reason, or for no reason. Moreover, no one other than the President and
Chief Executive Officer of Sunrise Company has the right to modify the at-will
nature of this employment relationship, and any such modification must be in
writing and signed by one of these two designated individuals and the affected
employee.

If you are an employee who is otherwise covered by the Handbook and you have
entered into a written employment agreement signed by you and a designated
officer of the company, the guidelines, procedures and benefits discussed in this
Handbook are not applicable to the extent they are inconsistent with your written
employment agreement. However, if the written agreement does not address
conditions or terms set forth in the Handbook, the Handbook shall apply. This
Handbook cannot anticipate every situation or answer every question about
employment. Rather, this Handbook serves as guideline to your employment
relationship with Sunrise Company. From time to time, circumstances will
undoubtedly require that the policies, practices and benefits described in the
Handbook be changed. Accordingly, other than the at-will relationship set forth
above, which can only be altered by a written agreement signed by both you and a
designated officer of the company, Sunrise Company reserves their right to modify,
supplement or rescind any provision of the Handbook as it deems necessary. If any
changes to the Handbook become necessary, the Company will endeavor to notify
you of such changes by distributing revised pages to you. Please keep your
Handbook readily available and insert updated material promptly so that it is
current at all times. When new policies are added or existing policies are changed,
the most recent policy shall prevail and govern any new action taken.

Throughout this Handbook, we have often used the words “he”, “him” and “his”
when the meaning includes “she”, “her” and “hers”. This wording is used solely for
ease of reading and should not be interpreted as any form of bias. This Handbook
supersedes any and all prior verbal or written policies or procedures of Sunrise
Company.
 "Builder of America's Finest Country Club Communities"

EMPLOYEE
HANDBOOK
Revised September 2014

Handbook-Intro Revised September 2014.doc

S U N R I S E C O M P A N Y H A N D B O O K I N T R O D U C T I O N

This Handbook is intended to provide employees with a general

understanding of some of the Company's personnel policies. It is not an
employment contract or a legal document. The information in this Handbook
should be helpful in familiarizing employees with the Company.

While Sunrise Company certainly hopes that every employee will find the
employment relationship satisfying, at the same time, it recognizes that
relationships are not always mutually satisfactory. To protect both parties’ rights,
it should be remembered that the employment relationship may be terminated on
an at-will basis by either you or Sunrise Company. This means that you may quit
at any time and Sunrise Company may terminate your employment at any time,
for any reason, or for no reason. Moreover, no one other than the President and
Chief Executive Officer of Sunrise Company has the right to modify the at-will
nature of this employment relationship, and any such modification must be in
writing and signed by one of these two designated individuals and the affected
employee.

If you are an employee who is otherwise covered by the Handbook and you have
entered into a written employment agreement signed by you and a designated
officer of the company, the guidelines, procedures and benefits discussed in this
Handbook are not applicable to the extent they are inconsistent with your written
employment agreement. However, if the written agreement does not address
conditions or terms set forth in the Handbook, the Handbook shall apply. This
Handbook cannot anticipate every situation or answer every question about
employment. Rather, this Handbook serves as guideline to your employment
relationship with Sunrise Company. From time to time, circumstances will
undoubtedly require that the policies, practices and benefits described in the
Handbook be changed. Accordingly, other than the at-will relationship set forth
above, which can only be altered by a written agreement signed by both you and a
designated officer of the company, Sunrise Company reserves their right to modify,
supplement or rescind any provision of the Handbook as it deems necessary. If any
changes to the Handbook become necessary, the Company will endeavor to notify
you of such changes by distributing revised pages to you. Please keep your
Handbook readily available and insert updated material promptly so that it is
current at all times. When new policies are added or existing policies are changed,
the most recent policy shall prevail and govern any new action taken.

Throughout this Handbook, we have often used the words “he”, “him” and “his”
when the meaning includes “she”, “her” and “hers”. This wording is used solely for
ease of reading and should not be interpreted as any form of bias. This Handbook
supersedes any and all prior verbal or written policies or procedures of Sunrise
Company.

Handbook-Intro Revised September 2014.doc

 Handbook Acknowledgment Form
ALL EMPLOYEES MUST READ THIS EMPLOYEE HANDBOOK, THEN
FILL OUT AND RETURN THIS PORTION TO THE HUMAN RESOURCES
DEPARTMENT WITHIN ONE WEEK OF EMPLOYMENT

This is to acknowledge that I have received a copy of the Employee Handbook and
understand that it contains important information on the company's general personnel policies
and on privileges and obligations as an employee. I acknowledge that I am expected to read,
understand, and adhere to company policies and will familiarize myself with the material in the
Handbook. I understand that I am governed by the contents of the Handbook. I also
understand that, other than the at-will policy which is set forth in this Handbook and reiterated in
the paragraph below, the company may change, rescind or add to any policies, benefits or
practices described in the Handbook from time to time in its sole and absolute discretion with or
without prior notice. I understand that the Company will attempt to distribute such new policies
or changes to me in writing to be incorporated in this Handbook. When new policies are added,
or existing policies or procedures are changed, I understand that the most recent policies shall
prevail and will govern any new actions taken. I also understand that the statements contained in
this Handbook are not intended to create any contractual or other legal obligations.

I understand that I am free to leave the Company at any time for any reason, and that the
Company reserves a similar right. Thus, both the Company and I have the right to terminate the
employment relationship at any time, with or without advance notice and with or without cause. I
understand that this is called “employment at-will” and that no one other than the Founder and
Chairman of the Board or President of the Company has the authority to enter into or alter this
arrangement, to enter into an agreement of employment for a specified period of time, or to make
any agreement contrary to this policy. Furthermore, if the Founder and Chairman of the Board or
the President of the Company makes such an agreement with me, I understand that it must be in
writing and signed by one of these two designated individuals and me.

Employee Signature ______________________________________________

Employee Name (print) ___________________________________________

Date ________________ Witness ___________________________

Human Resources Copy

 Handbook Acknowledgment Form

ALL EMPLOYEES MUST READ THIS EMPLOYEE HANDBOOK, THEN FILL

OUT AND RETURN THIS PORTION TO THE HUMAN RESOURCES DEPARTMENT
WITHIN ONE WEEK OF EMPLOYMENT

This is to acknowledge that I have received a copy of the Employee Handbook and understand
that it contains important information on the company's general personnel policies and on privileges and
obligations as an employee. I acknowledge that I am expected to read, understand, and adhere to
company policies and will familiarize myself with the material in the Handbook. I understand that I am
governed by the contents of the Handbook. I also understand that, other than the at-will policy which is
set forth in this Handbook and reiterated in the paragraph below, the company may change, rescind or
add to any policies, benefits or practices described in the Handbook from time to time in its sole and
absolute discretion with or without prior notice. I understand that the Company will attempt to distribute
such new policies or changes to me in writing to be incorporated in this Handbook. When new policies
are added, or existing policies or procedures are changed, I understand that the most recent policies shall
prevail and will govern any new actions taken. I also understand that the statements contained in this
Handbook are not intended to create any contractual or other legal obligations.

I understand that I am free to leave the Company at any time for any reason, and that the
Company reserves a similar right. Thus, both the Company and I have the right to terminate the
employment relationship at any time, with or without advance notice and with or without cause. I
understand that this is called “employment at-will” and that no one other than the Founder and Chairman
of the Board or President of the Company has the authority to enter into or alter this arrangement, to
enter into an agreement of employment for a specified period of time, or to make any agreement contrary
to this policy. Furthermore, if the Founder and Chairman of the Board or the President of the Company
makes such an agreement with me, I understand that it must be in writing and signed by one of these two
designated individuals and me.

Employee Signature ______________________________________________

Employee Name (print) ___________________________________________

Date

Keep This Copy

S U N R I S E C O M P A N Y H A N D B O O K I N T R O D U C T I O N

TABLE OF CONTENTS

SECTION

SUNRISE COMPANY & YOU ...................................................................1

IMPORTANT GUIDELINES......................................................................2

LEAVE OF ABSENCE AND BENEFIT POLICIES ................................3

INJURY AND ILLNESS PREVENTION SAFETY PROGRAM ...........4

TAX DEFERRED INVESTMENT & PROFIT SHARING PLAN .........5

Handbook-Intro Revised September 2014.doc

S U N R I S E C O M P A N Y H A N D B O O K I N T R O D U C T I O N

Message From:

William Bone, Chief Executive Officer

Dear New Employee:

Welcome to Sunrise Company. Whether you have just joined our staff or
have been at Sunrise Company for a while, we are confident that you will
find our company a dynamic and rewarding place in which to work, and we
look forward to a productive and successful association. We consider the
employees of Sunrise Company to be one of its most valuable resources. We
sincerely hope that your position with us is both rewarding and enjoyable.
You can make a difference!

This Employee Handbook is not a contract of employment. It was written to

help you get acquainted our Company, to give you a brief explanation of our
philosophy, and to outline some of our policies and procedures. The
Handbook will not answer all of your questions, but it will serve as a
guideline to your relationship with Sunrise Company Remember, always feel
free to approach any member of our management team with your questions.

Our success is based on the personal attention and contributions of our

employees. As a new member of the team, you will make a difference. We
will be depending on YOU. We are proud you joined our Company and
extend to you a warm WELCOME!

Sincerely,

William Bone
Founder and CEO

Handbook-Intro Revised September 2014.doc

 SECTION
SUNRISE COMPANY 1
EMPLOYEE HANDBOOK

SUNRISE
COMPANY &
YOU

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 SUNRISE COMPANY & YOU – SECTION 1
TABLE OF CONTENTS
Page

About Sunrise Company ..................................................................................................................1

Introduction ......................................................................................................................................3

At-Will Employment .......................................................................................................................4

Your Classification ..........................................................................................................................4

Exempt Employees ..............................................................................................................4
Non-Exempt Employees ......................................................................................................4
Full - Time Employees.........................................................................................................5
Part -Time Employees..........................................................................................................5
On-Call Employees ..............................................................................................................5
Temporary Employees .........................................................................................................5
Other Classifications ............................................................................................................5

Your Accountability and Responsibility..........................................................................................5

Grooming and Dress Standards ...........................................................................................5
Working Hours.....................................................................................................................6
Meal Periods ........................................................................................................................6
Rest Periods .........................................................................................................................7
Schedules .............................................................................................................................7
On-Call Time .......................................................................................................................7
Paychecks .............................................................................................................................8
Deductions from Wages .......................................................................................................8
Tip Policy .............................................................................................................................8
Time Reports/Time Cards ....................................................................................................9
Change of Employee Information........................................................................................9
Attendance .........................................................................................................................10
Punctuality .........................................................................................................................10
Personal and Family Relationships ....................................................................................10
Employee Conduct .............................................................................................................11
Member and Guest Relations .............................................................................................11
Leaving Property during Work Hours ...............................................................................12
Returning To the Property after Work ...............................................................................12
Personal Phone Calls/Messages .........................................................................................12
Restroom Use .....................................................................................................................12
Smoking .............................................................................................................................13
Transportation ....................................................................................................................13
Rideshare............................................................................................................................13
Visitors ...............................................................................................................................13
Gate Passes and Parking ....................................................................................................13
Recreational, Social Or Athletic Disclaimer Notice ..........................................................13
Resignation ........................................................................................................................13
Exit Interviews ...................................................................................................................14
Return of Company Property .............................................................................................14

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10220-00113
 SUNRISE COMPANY & YOU – SECTION 1
TABLE OF CONTENTS
(continued)
Page

Employee References.........................................................................................................14
Bulletin Boards ..................................................................................................................14
Personnel Files ...................................................................................................................15
Performance Reviews ........................................................................................................15
Promotions and Transfers ..................................................................................................15
Solicitation .........................................................................................................................15
Spa and Fitness Services ....................................................................................................15
Discipline Procedure ..........................................................................................................16
Standards of Conduct .........................................................................................................16
Searches .............................................................................................................................18

Monitoring and Surveillance..........................................................................................................19

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SUNRISE COMPANY & YOU
_____________________________________________________________________________________________________________________

About Sunrise Company

More than 50 years ago, Sunrise Company began developing master-planned, golf-course
communities in the Palm Springs, California desert, resort area. Today, Sunrise Company is one
of the nation’s most respected residential and country club community developers.

Sunrise Company’s record of achievement includes the establishment of Indian Ridge,

home of the Bob Hope Chrysler Classic, and co-developer of PGA West, the Western Home of
American Golf, which hosted The Skins Game and The Grand Slam of Golf. In addition to its 13
resort communities, the Company has constructed over 15,000 homes, built two resort hotels and
developed numerous apartment buildings, office buildings, shopping centers and commercial
hotels. Sunrise Company is continually pursuing new opportunities in the country’s fastest
growing markets.

In November of 1999, Sunrise Company received one of the highest industry accolades
with the award of the National Housing Quality Silver Award for the year 2000 for Commitment
to Quality for the Indian Ridge Country Club in Palm Desert.

Sunrise Company’s corporate culture, and its adherence to the “Twelve Steps to Success
in the Community Development Business,” have been major factors in its continued dominance
of one of the most competitive resort community markets in the United States.

The industry experience and longevity of service of the senior management, who average
15 years with the company, is one of Sunrise Company’s most valued assets. “The Prerequisites”
are an important component of the Sunrise Company corporate culture, which has cultivated
such an outstanding and loyal team.

William Bone founded Sunrise Company in 1963 and is Chairman of the Board and
Chief Executive Officer. A nationally recognized expert in hotel and residential resort/recreation
development, Mr. Bone has spoken throughout the country at numerous seminars and before
groups interested in residential/country club/resort/recreation and hotel marketing and
development. In 1992, Mr. Bone was inducted into the California Building Industry Association
Hall of Fame.

Sunrise Company – Current Developments & Divisions

Royal Oaks Country Club located in Houston, Texas began construction in 1999. The 490 acre
private community includes 849 homes and custom homesites surrounding an 18-hole Fred
Couples Signature golf course. The private equity club includes a 48,000-square-foot Main
Clubhouse plus an 11,600-square-foot Sports Club and Spa with extensive health and fitness
amenities plus seven lighted tennis courts, three swimming pools and a pool side Grille.

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SUNRISE COMPANY & YOU

Toscana Country Club is a private equity golf club and luxury residential community in Indian
Wells, California. Construction at Toscana began in September of 2003. Upon completion, it will
include 605 single-family detached homes and 47 custom home sites along with 550 equity golf
and 175 equity sports club and spa memberships. The community features 18 hole Jack Nicklaus
Signature Golf Courses and the Club Villa with an exceptional array of private club and spa
amenities including Il Forno, Spa Bella Vita and the Sports and Tennis Club.

Sunrise Luxury Living specializes in the acquisition, development, construction and

management of luxury multi-family residential properties in the Southwestern United States.
They are currently building apartments in Houston and Scottsdale and are pursuing acquisition
and development opportunities in high barrier-to-entry and high growth markets. Our team has
over 75 years of collective experience developing and building luxury real-estate projects and is
led by Jim Hinton who has over 35 years of experience in commercial real estate and has focused
exclusively on multi-family assets for over 30 years.

Dancing Bear Aspen is a boutique 20-unit Private Residence Club with 3-bedroom, 3.5-bath
residences available for fractional ownership. The Club features a state-of-the-art fitness center,
private movie theatre, family game room, owners’ wine room and cellar and a private rooftop
terrace. The residences are offered in 1/8 fractions and include membership in Timbers
Collection.

Otay Ranch is a vibrant 5,300-acre planned community in San Diego County in California that
combines the best of old-style neighborhoods, innovative community design, pedestrian parks,
an extensive network of trails, paseos, and promenade streets with a unique Towne Center. Since
opening in 1999, Otay Ranch has been San Diego County’s top selling planned community,
quarter after quarter. As one of four select guest builders, Sunrise will build 1,000 homes and
develop two large neighborhood shopping centers through the completion of Otay Ranch.

Sunrise Company – Legacy of Success

Sunrise Country Club, Rancho Mirage, California
746 homes, 18-hole Ted Robinson-designed golf course, 13-court tennis club and clubhouse.

Rancho Las Palmas Country Club, Rancho Mirage, California.

858 homes, 27-hole Ted Robinson-designed golf course, 25-court tennis club and separate tennis
and golf clubhouses.

Marriott's Rancho Las Palmas Resort, Rancho Mirage, California

465 rooms, 20-acre office, restaurant and shopping plaza.

Monterey Country Club, Palm Desert, California.

1,206 homes, 27-hole Ted Robinson-designed golf course, 19-court tennis club and clubhouse
and golf clubhouse.

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SUNRISE COMPANY & YOU

The Lakes Country Club, Palm Desert, California.

902 homes, 27-hole Ted Robinson-designed golf course, 15-court tennis club and clubhouse and
golf clubhouse.

Palm Valley Country Club, Palm Desert, California.

1,274 homes, 2 18-hole Ted Robinson-designed golf courses, 19-court tennis club, clubhouse,
fitness center and spa

PGA West, La Quinta, California.

500 homes, four 18-hole championship golf courses designed by golfing legends Pete Dye, Jack
Nicklaus and Arnold Palmer, private golf clubhouse, daily fee clubhouse and private tennis
clubhouse.

Marriott’s Desert Springs Resort and Spa, Palm Desert, California

891 rooms, 10 restaurants and lounges, 18-hole Ted Robinson-designed golf course and 16-court
tennis complex and spa.

Indian Ridge Country Club, Palm Desert, California.

1,068 homes, 36-holes of Arnold Palmer championship golf, sports club, spa and main
clubhouse.

Red Rock Country Club, Las Vegas, Nevada.

1,116 homes, 36-holes of Arnold Palmer Signature golf, sports club, spa and main clubhouse.

Siena, Las Vegas, Nevada.

2,000 home active adult community, 18-hole championship golf course and golf clubhouse,
community center, fitness center and spa

Part of Sunrise’s unique focus on service, customer satisfaction and profitability is its
flexible organization, consisting of divisions specializing in community design and construction,
club operations, new home sales and interior design.

The Sunrise corporate culture has been a major factor in its continued dominance of one
of the most competitive resort community markets in the United States. At Sunrise Company,
good people are recognized as its most valuable asset, and the key to its success. The
“Prerequisites to a Successful Employment Relationship” (Section 2) is an important component
of the Sunrise Company corporate culture, which has cultivated such an outstanding and loyal
team.

Introduction
We’re happy you’ve become an employee and hope you thoroughly enjoy the challenges
of your job. We have prepared this Employee Handbook to provide you with an overview of our
policies and the benefits we provide, as well as to familiarize you with some of your
responsibilities. Other than the at-will relationship discussed in the next section, this Handbook

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SUNRISE COMPANY & YOU

is not intended to be a contract or to otherwise create any legally enforceable obligations.

Nonetheless, all of our employees are expected to read and comply with this Handbook and
become familiar with all of its provisions.

As you can imagine, it is not possible to anticipate every situation which may arise during
your job or to provide answers to every possible question you may have. In addition, from time
to time, circumstances will undoubtedly require that the policies, practices and benefits described
in this Handbook be changed. Accordingly, other than the at-will policy set forth in the
following section, which cannot be changed except by a writing which is signed by the affected
employee and the President or Chief Executive Officer, we must reserve the right to change, add
to or eliminate any provision of the Employee Handbook as we deem necessary and appropriate.
When provisions are added or removed, or existing policies or procedures are changed we will
attempt to notify you of such changes by distributing new provisions or policies to you to be
incorporated into the Handbook. When new policies are added, or existing policies or
procedures are changed, the most recent policies shall prevail and will govern any new actions
taken.

This Employee Handbook supersedes any and all of our prior policies and procedures,
whether oral or written, and applies to all employees of the Company.

At-Will Employment
Throughout the course of your employment, you are free to leave your employment at
any time, for any reason. We reserve a similar right to end the employment relationship, or
change an employee’s position, title, job responsibilities or compensation, at any time, with or
without advance notice, for any reason or for no reason, and with or without cause. This is
called "employment at will" and no one other than the President or Chief Executive Officer has
the authority to alter this arrangement, to enter into an agreement for employment for a specified
period of time, or to make any agreement concerning the terms of your employment that is
contrary to this policy. Furthermore, such an agreement must be in writing and must be signed
by both you and the President or Chief Executive Officer.

Your Classification
Exempt Employees
Exempt employees are employees whose duties and responsibilities are primarily of a
managerial, professional and/or administrative nature and whose pay is such that they are exempt
from state and federal law overtime laws. Such employees are not required to keep a time
record.

Non-Exempt Employees
Non-exempt employees are employees whose duties and responsibilities are primarily
secretarial /clerical and technical such as construction labor, customer service, general repairs
and club operations service employees. The Company is required to pay such employees
overtime in accordance with state and federal laws and these employees are required to keep a
time record of all hours worked for payroll purposes.

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SUNRISE COMPANY & YOU

Full-Time Employees
Full-time employees are defined as those employees who are hired to work on a regular
basis for a minimum of 30 or more hours per week. They are eligible for most employer-
sponsored benefits.

Part-Time Employees
Part-time employees are defined as those employees who are hired to work on a regular
basis for less than 30 hours per week. They are eligible for employer-sponsored benefits only as
provided in this Employee Handbook.

On-Call Employees
On-call employees are defined as those employees who are not scheduled regularly.
They work only as needed and as called in. On-call employees are not eligible for most
employer-sponsored benefits with the exception of the 401(k) plan.

Temporary Employees
These are employees who hold jobs of limited duration arising out of special projects,
seasonal needs, abnormal workloads or emergencies. An employee cannot change from
temporary status unless specifically informed of such a change in writing. Temporary employees
are not eligible for any employer-sponsored benefits.

Other Classifications
Because of the type of businesses we operate, other classifications may occur, i.e., piece
workers, commission salespeople and independent contractors.

Your Accountability and Responsibility

Grooming and Dress Standards
It is in everyone’s best interest for all employees of the Company to present a
professional image to customers, homeowners, club members, clients and the public. Cleanliness
is an essential part of providing this image. A neat, clean, businesslike appearance is a
requirement for all jobs. In most instances, you may wear your hair the way you choose while
working as long as it remains well trimmed, well groomed and businesslike in appearance. Your
manager will inform you if business needs warrant additional requirements for your position.

All employees are expected to dress in a manner consistent with good hygiene, safety and
good taste. The mode of dress varies in accordance with the type of work performed. For
example, office personnel are required to wear clothes appropriate to a business office
environment. At all times, employees are required to dress within the bounds of good taste (e.g.,
shorts, logo/souvenir type tee-shirts, tank tops, distressed (worn-out looking) or torn jeans or
dungarees, and suggestive/provocative type clothing are prohibited.) Employees whose jobs
require them to come in contact with customers, clients or the public are expected to wear
apparel consistent with that worn by persons dealing with the public in the community in similar
capacities. Furthermore, if you work with the public, all tattoos must be covered or not visible,
and other than professionally worn ear piercings, no visible body piercings are allowed while on
duty. Any employee who has a question about whether a particular item or outfit is appropriate
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SUNRISE COMPANY & YOU

should discuss the matter with a supervisor before wearing it. Employees who are
inappropriately dressed will be sent home and directed to return to work in proper attire. Such
employees will not be compensated for the time away from work.

Employees for whom a uniform has been provided must wear the appropriate uniform.
Alterations to uniforms are allowed only if prior approval has been obtained from a manager and
the alteration is only for purposes of a better fit. Uniforms must be neat, clean and pressed at all
times. Missing buttons should be replaced and tears or holes sewn before wearing the uniform.
Hair nets or hats are part of the uniform in some areas. Nametags may be required as part of the
uniform in some divisions of the Company.

This is an overview of the employer’s policy on hygiene, dress and grooming standards.
Employees are requested to ask their department heads for more specific dress standards for their
departments.

Working Hours
Our standard workweek begins at 12:01 a.m. Saturday and ends at 12 midnight the
following Friday.

While we usually work a 40-hour week, the Company makes no guarantee of a 40-hour
week. All employees should be aware that working beyond their regularly scheduled hours
might be required as a condition of employment. The Company will attempt to give advance
notice of such circumstances, but you should know that this may not always be possible. Non-
exempt employees may not work overtime unless prior approval of their supervisor has been
obtained. Non-exempt employees who work unauthorized overtime may be subject to
disciplinary action up to and including termination.

Working “off the clock” by non-exempt employees is never permitted. Likewise, refusal
to work beyond the employee’s regularly scheduled hours when requested may also result in
disciplinary action up to and including termination. Overtime will be paid to non-exempt
employees according to state and federal laws.

Meal Periods
Absent extremely unusual and rare circumstances, all non-exempt employees working
more than five hours a day are expected to take meal breaks during which they are relieved of all
duties. The only exception to this is if the employee’s entire shift does not exceed six (6) hours,
in which case the meal period may voluntarily be waived in writing by the employee and his or
her supervisor. Meal breaks can be no less than 30 minutes, and are not compensated. The
precise starting time for meal periods may vary depending upon workload. However, the meal
period must begin within four hours and fifty-nine minutes after the employee begins work. If a
non-exempt employee works in excess of ten hours (not including a meal period) in any one day,
he or she is expected to take a second meal period lasting for at least 30 minutes. Because meal
periods are unpaid, all non-exempt employees are responsible for recording when they leave for
meal breaks and when they return from meal breaks. If, at any time, you believe you are
impeded or discouraged from taking your meal break, you must notify the Human Resources
Department immediately.

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Rest Periods
Non-exempt employees who work more than three and one-half hours a day are expected
to take rest periods. If your workday is three and one-half to six hours long, you are entitled to a
ten minute rest period. If your workday is more than six hours and up to ten hours long, you are
entitled to two ten minute rest periods. If your workday is more than ten and up to 14 hours
long, you are entitled to three ten minute rest periods. In the unlikely event your workday
exceeds 14 hours, you are entitled to four ten minute rest periods. Recording the time in and out
is not required when taking these rest periods, but employees are responsible for taking their rest
periods. While there is no specific time assigned for these breaks, as far as practicable, each rest
period should be provided in the middle of each four-hour work period. Rest periods may not be
tacked onto meal periods or used to compensate for late arrivals or early departures. When
employees are not utilizing their rest period time, employees are expected to devote their full
efforts to their job duties. If at any time you believe that you are impeded or discouraged from
taking your rest period, you must notify the Human Resources Department immediately.

Schedules
For most employees, our workweek begins on Saturday for purposes of scheduling and
pay. Your manager will inform you of your schedule and/or show you the location of your
department bulletin board and where work schedules will be posted. In most cases, these
schedules will be posted prior to the start of the workweek.

Your manager will try to honor your schedule requests. However, while you may have
been hired to work a certain shift, due to business demands and other considerations, it may be
necessary to change your present shift or work station. It is therefore important that you realize
that you are hired with the understanding that you will be scheduled as and where needed and
will be expected to work accordingly, under managerial direction. This schedule may change
from week to week and therefore must be verified each week.

Your department manager is the only one authorized to make changes to a posted
schedule. If you wish a change in the posted schedule, consult your manager.

Management reserves the sole right to schedule work hours without

restrictions. It is your responsibility to know and follow your schedule.

On-Call Time
Non-exempt employees may sometimes be told to be available should the need arise for
them to work. This is known as “on-call time”. If a non-exempt employee is completely
relieved from duty and the time is long enough for the employee to use the time for his/her own
purposes, on-call time hours are not considered time worked. Conversely, if a non-exempt
employee is required to remain on-call on the employer’s premises or nearby so that the
employee cannot use the time effectively for his/her own purposes, the time is compensable.

If a non-exempt employee is not required to remain on the employer’s premises but is

required merely to leave word as to where he/she may be reached by phone, pager, mobile
phone, etc., the employee is not actually working during on-call time and the time is not
compensable.

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The following factors are considered in determining whether a non-exempt employee’s

on-call time is compensable:

• the degree to which the non-exempt employee is free to engage in personal

activities;
• any excessive geographical limitations associated with the on-call time;
• any on-premises living requirement;
• the number of calls and whether the frequency is unduly restrictive;
• any fixed time limit for response that is restrictive;
• the ability of on-call employees to trade on-call responsibilities with other
employees; and
• whether the employee actually engages in personal activities during on-call time.

The less restrictive the response time and the geographical restrictions, the more likely it
is that the on-call time is not compensable. If non-exempt employees are able to engage in
activities that they normally do while not on-call, it is likely that the time spent on-call is not
compensable.

All time a non-exempt employee spends working or responding to a call is compensable.

If the non-exempt employee is required to travel to the employer’s worksite or customer’s
worksite, the travel time is compensable. The employee must be paid for his/her time spent
driving to and from the worksite as well as any time spent at the worksite. If you have any
questions regarding whether your on-call time is compensable, please contact Human Resources.

Paychecks
Currently, employees are paid bi-weekly (every other week). If paydays fall on a holiday
or weekend you will be paid on the day before the holiday or weekend. Non-exempt employees
will be compensated for all hours worked during a pay period. Please report any payroll
discrepancies (straight hours or overtime hours) immediately to your supervisor.

Deductions from Wages

Certain deductions required by law will be deducted from each employee’s wages. These
include federal income taxes, social security tax (FICA) and when applicable, any state required
taxes. All legislated or court mandated deductions as well as voluntary employee authorized
benefit deductions will also be subtracted from your paycheck. Each employee will receive a
statement which itemizes, among other things, the gross pay, deductions and the net pay
received.

Tip Policy
All employees who receive cash tips of $20 or more in a calendar month while working
for the Company are required to report the total amount of tips received. Cash tips must be
reported on Form 4070, Employee's Report of Tips to Employer, by the tenth of the following
month and given to department managers to forward to payroll for processing. The amount of
the cash tips will be added to the employee’s taxable wages and the appropriate amount of social
security, Medicare and income tax will be withheld on the following pay check.

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Cash tips include tips received directly from members and guests, tips received indirectly
under any tip-sharing arrangement with other employees, and charged tips (e.g., credit and debit
card charges) that may be distributed to you.

In order to keep track of cash tips received, employees should record their tips daily on
Form 4070A, Employee's Daily Record of Tips. The monthly total should then be reported on
Form 4070, Employee's Report of Tips to Employer. Both forms are in IRS Publication 1244
(PDF), Employee's Daily Record of Tips and Report to Employer.

Employees are not required to report to their employer cash tips that are less than $20 in a
calendar month, but they are required to report all tips as income on their tax returns.

Time Reports/Time Cards

Federal and state wage and hour laws require that accurate records be kept of each non-
exempt employee’s hours worked. To comply with the law, all non-exempt employees are
required to complete time cards indicating time worked and leave taken. In most instances, a
time clock machine will be used. If for any reason an employee fails to clock in or out on the
time clock, the employee must notify his supervisor immediately so that the error or omission
can be corrected and initialed. In accordance with state and federal law, the employer rounds
clock-in and out time to the nearest one-quarter hour.

The following rules must be observed regarding non-exempt employees’ use of time
clocks and time cards:

• Employees should not work or clock in on the time clock more than seven
minutes before or seven minutes after their shift. Exceptions are permissible only
when an employee has received advance written approval by his supervisor to
work overtime. Working off the clock is never permitted.

• Employees must use only their own assigned time card. Violators are subject to
immediate dismissal.

• Employees must clock out and in for meal periods or when leaving the premises
for personal reasons.

• An employee’s supervisor must authorize overtime before it is worked.

• The employee and his supervisor must initial any modifications or alterations to
an employee’s time card or time sheet.

• Employees must sign their time cards or time report at the end of each pay period,
provided they are completely correct.

Change of Employee Information

It is essential that you keep your supervisor and the Human Resources Department
informed of any changes of important information. Your present address and phone number are
essential for many purposes, including mailings from the employer to your home, and it is your
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responsibility to inform the employer immediately of any changes. If your marital status or
dependents change, you may have to change the number of exemptions claimed for income tax
withholding purposes and to add or delete members of your family to the employer’s health
insurance plan.

Attendance
Every employee plays an important role in the successful operation of the Company.
When you are not here, someone else must do your job. Accordingly, it is your responsibility to
your fellow employees, to our clients, customers and homeowners, and to the Company, to arrive
at work on time and work productively until the end of the day. If you will be absent, it is your
responsibility to notify your manager as far in advance as possible (usually at least two hours
notice should be given) before your scheduled starting time. This procedure must be followed
each day of an absence. Any failure to notify management of an expected absence may be
considered an absence without notification and will be grounds for discipline, up to and
including discharge. The Company may terminate an employee for any unexcused absence.

If an employee misses three or more consecutive days because of illness, a written

notification from a physician describing the reason for the illness and absence may be required.
This will be done before the employee is allowed to return to work to ensure that the employee’s
health is adequate to perform work duties. The Company may require a doctor’s note,
satisfactory to the Company, which releases the employee to return to work and to perform all of
the usual job duties safely any time an employee is absent.

Punctuality
It is your responsibility to call your immediate manager, or whomever the manager has
designated to accept employee calls, two hours before the scheduled starting time to inform the
manager that you will be late. You must specify a time at which you may be expected to arrive
for work. Chronic tardiness will not be tolerated.

Personal and Family Relationships

The Company desires to avoid problems that can potentially result from personal and
family relationships between employees of the Company. Accordingly, this policy has been
adopted in an effort to avoid such problems, which may include, but are not necessarily limited
to: conflicts of interest; disruption in the workplace; creation of or contribution to a negative or
unprofessional work environment; or concerns regarding supervision, safety, security or morale
(collectively referred to in this policy as “Personal Relationship Problems”).

As used throughout this policy, the term “Relative” includes, but is not necessarily
limited to, the following relationships, whether they are established by blood, marriage or
otherwise: spouse, father, mother, son, daughter, sister, brother, grandparent, grandchild, aunt,
uncle, cousin, step-parent, step-brother, step-sister, step-child, brother-in-law, sister-in-law,
mother-in-law, father-in-law, son-in-law or daughter-in-law.

As used throughout this policy, the term “Spousal Equivalent” includes, but is not
necessarily limited to, any relationship in which the affected employees occupy the same place
of residence or are otherwise involved in a close personal relationship (such as a dating

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relationship or other similar romantic involvement) without respect to whether the employees are
either the same or opposite sex.

Although the Company will analyze all situations individually and determine appropriate
action to minimize Personal Relationship Problems, we have established the following
guidelines:

1. No supervisor may hire another individual to work under his or her area of
authority if that individual is a Relative or in a Spousal Equivalent relationship with the
supervisor.

2. No employee may work within the same area of authority of or directly report to a
Relative or Spousal Equivalent.

3. In the event that two employees become Relatives or Spousal Equivalents, and are
thereby subject to the guidelines set forth above, they must immediately disclose this to the
Human Resources Department at the corporate office. Failure to do so will result in disciplinary
action up to and including immediate termination. If, in the judgment of management, a
Personal Relationship Problem may arise as a result of the situation, only one of the employees
will be permitted to remain with the Company, unless, in management’s judgment, reasonable
accommodations (which may include, but are not limited to, transfers, reassignments, or change
in shifts) can be made to eliminate potential problems or conflicts. The decision as to which
employee will remain will be made by the Company, based on business needs.

The Company reserves the right to determine that relationships which are not specifically
covered by this policy may present Personal Relationship Problems. In the event of such
determination, this policy will be applied.

Any exception to this policy must be authorized by the President.

Employee Conduct
The success of our business depends on our treatment of people. It is the responsibility of
all managers and employees to treat our guests, clients, vendors and one another with respect and
understanding. Therefore, while nothing herein changes the at-will nature of the employment
relationship, any rudeness, gossiping, profanity, yelling, use of vulgar or obscene language,
suggestive or sarcastic gestures, etc., will not be tolerated and may result in disciplinary action
up to and including immediate termination.

Member and Guest Relations

The Company wishes to promote positive relations between its employees and its
members/guests. It is therefore important that employees are professional and respectful toward
members and guests at all times. Accordingly, this policy has been adopted in an effort to avoid
problems that can potentially result from relationships between employees of the Company and
members or guests, which may include, but are not necessarily limited to: conflicts of interest;
disruption in the workplace; creation of or contribution to a negative or unprofessional work
environment; or concerns regarding supervision, safety, security or morale. This policy applies
to all Company employees.
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Because personal relationships between employees and members/guests can interfere

with a professional environment, employees are prohibited from fraternizing or becoming
personally involved with members/guests when, in the opinion of the Company, such personal
relationships create a potential conflict of interest, cause disruption, create a negative or
unprofessional work environment or present concerns regarding safety or morale. In any case
where the Company determines, in its sole discretion, that a relationship between an employee
and a member/guest presents an actual or potential problem, the Company may take whatever
action it determines to be appropriate. Such actions may include, but are not necessarily limited
to, transfers, reassignments, changing shifts, or possible termination.

Leaving Property during Work Hours

It is recognized that, at times, an employee must leave the property during working hours
to conduct personal business. However, the manager is also responsible for the whereabouts of
all employees in the department and for maintaining proper staffing at all times. Therefore,
when it is necessary to leave the property at any time during working hours, the employee must:

• Obtain permission from his or her manager before leaving the property.

• Clock out or sign out when leaving and back in when returning.

• Check back in with his or her manager at the time of return.

Returning To the Property after Work

At the conclusion of the shift, all employees are to leave the premises. Employees are not
permitted to return to their work area after work. If you desire to use any of the Company
facilities after hours or on your day off, you MUST receive prior permission from your manager.

Personal Phone Calls/Messages

Calls should be made either before or after your shift or on your meal or rest break.
Employees having access to phones should, under no circumstances, make or charge a long
distance call to the Company unless it is work related and approved by the employee’s
supervisor.

Employees are not permitted to receive personal phone calls at work, except in the case
of an emergency. If it is an emergency, the call will be routed to the workstation or a message
will be taken.

Cell phones must not be used in work-related areas for non-business purposes.

Restroom Use
Employees must use the restroom designated by their department manager.

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Smoking
For health and safety considerations, the Company discourages smoking. Smoking is
prohibited in all locations on Company property except those specifically designated as smoking
areas.

Transportation
Transportation to and from work is the responsibility of each employee. If you have
someone bringing you to or picking you up from work, they must wait for you in areas
designated by your manager.

Rideshare
We encourage employees to carpool. Interested individuals may contact their manager for
more information. Employees are encouraged to contribute suggestions to help develop trip
reduction plans.

Visitors
To ensure Sunrise Company’s security, and to reduce the potential liability for injury to
outsiders, personal visitors are not permitted on Sunrise Company premises without permission
from the employee’s supervisor. All personal visitors must register at the reception area and can
only enter Sunrise Company facility after approval of the employee’s supervisor has been
received.

No persons other than employees or authorized persons are allowed in areas of buildings
other than areas designated as public access areas. This includes individuals providing
transportation to employees.

Gate Passes and Parking

In certain positions, employees may be issued gate passes. These decals should be
affixed on the lower left side of the employee’s vehicle windshield. These allow you to enter
and exit your work site without having to stop at the guardhouse each time.

Upon termination from the Company or sale of the vehicle, the Company decal must be
removed from the automobile and returned to the Human Resources Department. The decal
must be returned during the exit interview or before the sale of the vehicle.

Please observe the posted speed limit. All employees must park in designated parking
areas. Please consult your manager for directions.

Recreational, Social or Athletic Disclaimer Notice

Your employer and its insurance carrier will not be liable for the payment of workers’
compensation benefits for any injury which arises out of your voluntary participation in any off-
duty recreational, social, or athletic activity which is not part of your work-related duties.

Resignation
If you plan to leave the Company’s employ, we ask that you provide some type of notice
prior to departure. Although this notice is not required, it is requested so that the Company will
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have the opportunity to locate a replacement before you leave. You are free to resign at any
time, just as the Company is free to terminate your employment for any reason at any time.

Exit Interviews
All departing employees must go through a formal exit interview. Department managers
and supervisors will coordinate this effort through the Human Resources Department.
Individuals leaving the Company should return all uniforms, equipment, tools, and manuals, keys
or any other Company issued items to the department prior to holding the exit interview. During
the exit interview, employees should be prepared to return gate passes, photo identification cards
and medical identification cards.

The exit interview is a formality that allows all employees leaving the Company,
regardless of reason, to communicate their views on their work while with the Company. It is
also an ideal time to answer or clarify any questions, concerns or problems, if any, prior to the
departure of the employee. This meeting also provides the employee an opportunity to discuss
issues concerning benefits and insurance.

Return of Company Property

As noted in the previous section, employees are expected to return all Company property
in their possession or control immediately upon termination of employment for any reason. The
Company may take additional action deemed necessary to protect or recover its property.
Arrangements for clearing any outstanding debt with the Company and to receive final pay are
also to be made at the time of termination.

Employee References
All oral and written job reference inquiries concerning former or current employees must
be directed to the Human Resources Department. The Human Resources Department will
respond to written requests that provide an authorized signature of the employee, former
employee or applicant, and will provide only the following information: (1) dates of
employment; (2) last position held; and (3) verification of final rate of pay. No other information
will be provided. If an employee requests a personal and/or professional reference from his or
her manager or supervisor, the reply must be the following: “It is this Company’s policy to
provide the employee’s dates of employment and final position held. That information will be
provided only through the Human Resources Department.” If a third party seeks additional
information, the only authorized response is, “It is the company’s policy not to offer any
additional information regarding current or former employees.” No employee is authorized to
provide any oral or written, formal or informal, on-the-record or off-the-record, information or
opinion concerning any present or former employee’s work qualifications or abilities. If a job
reference or other information is provided in violation of this policy, the responding individual
will be acting outside of the course and scope of his or her authority and may be personally
responsible for any resulting liability. Any requests for information pursuant to a subpoena must
be forwarded to corporate the Human Resources Department immediately.

Bulletin Boards
Communication among employees at all levels is essential in an organization as large as
our Company. It is in your best interest to watch employee bulletin boards for information and
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announcements. You should first ask your supervisor for permission should you wish to post a
notice.

Personnel Files
Each employee has a personnel file that is kept in the Human Resources Department.
This file is a record of your employment with the Company. It contains personnel action forms,
evaluations, memos and records concerning your work history. Personnel files may be inspected
by written request to the Human Resources Department, which request shall be granted within
thirty (30) days of receipt of the request. No documents may be removed from the files.
However, employees may request copies of documents maintained in their personnel file.

Performance Reviews
An attempt to review each employee’s job performance with the employee will be made
by his immediate supervisor annually. If the employee receives a written evaluation, the original
form will be placed in the employee’s personnel file. Some divisions of the Company schedule
additional reviews.

This method will provide each employee with an opportunity to note major
accomplishments and progress as well as performance concerns and areas for improvement.

Promotions and Transfers

The Company encourages employees to apply for promotions to positions for which they
are qualified. Promotions and transfers will be based on the ability, qualifications and potential
of the candidates for the positions.

Employees who are interested in transferring to another position should contact their
immediate manager and thereafter the Human Resources Department provided they have
completed six months of employment.

All promotions and transfers are at the sole discretion of management.

Solicitation
Solicitation of employees during working time by, or on behalf of, an individual,
organization, club or society is prohibited. The distribution of any literature, pamphlets or other
material in a Company work area is likewise restricted. This means that employees may not
solicit while they are engaged in the performance of work tasks, nor may any employees be
solicited while working.

Spa and Fitness Services

The Company desires to avoid problems that can potentially result from relationships
between employees of the Company and members or guests. Accordingly, this policy has been
adopted in an effort to avoid such problems, which may include, but are not limited to: conflicts
of interest; disruption in the workplace; creation of or contribution to a negative or
unprofessional work environment; or concerns regarding supervision, safety, security or morale.

All spa or fitness services that the Company provides to the members/guests of the club
must be performed at the sports or fitness center. If a member requests that the employee provide
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services at the member/guest’s home, office, etc., the employee must forward the request to the
spa/fitness director to address with the member. No services are to be provided at a
member/guest’s home without prior approval from the spa/fitness director.

In some instances, an employee may have previously provided spa/fitness services to a

member/guest prior to the member/guest visiting our facility, or prior to the employee’s
employment with the Company. Under these circumstances, before the employee begins working
at the spa/fitness center, or once the member/guest first visits the facility, the employee must
notify the spa/fitness director of this prior service relationship before continuing to provide any
services to the member/guest at their home, office, etc.

Failure to notify the spa/fitness director of circumstances that are in conflict with this
policy will be considered violation of company policy as shown in the Conflict of Interest Policy
in Section 2 of the Employee Handbook, and may subject you to discipline up to and including
immediate termination.

Discipline Procedure
In order for Sunrise Company to maintain a desirable level of employee conduct and
productivity, our policies will be enforced. Should an employee violate a rule or policy,
including those rules and regulations set by each department, disciplinary action may be
necessary. As explained elsewhere in this Employee Handbook, employment is at the mutual
consent of the employee and the employer, and may be terminated at any time, at will, by either
the employee or the employer. Nonetheless, for some offenses of rules, regulations and incidents
of poor performance, where the Company determines it to be appropriate in the exercise of its
discretion, it may attempt to give an employee a prior oral or written warning and an opportunity
to attempt to improve or correct the problem before discharge. However, if in management’s
sole discretion, a violation warrants immediate dismissal, or other discipline (for example,
suspension), such action will be taken.

Standards of Conduct
Rules outlining acceptable conduct of employees are necessary for the orderly operation
of any business and for the benefit and protection of the rights and safety of all employees. To
promote understanding of what is considered unacceptable conduct and to encourage consistent
action by the Company in the event of violations, examples of impermissible conduct are
identified below. It is impossible to provide an exhaustive list of types of prohibited conduct.
The following list, therefore, contains only some examples of prohibited conduct.

• Entering Company property or working at a job site while under the influence of,
or having in your possession, any intoxicating beverage or illegal drug. This
includes consumption, sale or transfer of such substances during break times,
meal periods, or during work time in Company vehicles or in personal vehicles on
Company business.

• Stealing or attempting to steal Company property or the property of other

employees or customers.

• Bringing firearms or weapons of any kind onto Company property or job site.
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• Fighting, scuffling or indulging in horseplay.

• Removing Company property without written approval.

• Intentionally destroying or damaging Company property or the property of other

employees or tampering with any safety equipment.

• Refusing a direct order from your supervisor (insubordination).

• Falsifying employment application, health questionnaire or other documents

required by the Company.

• Concealing mistakes.

• Failing to observe safety rules.

• Excessive tardiness or absenteeism.

• Soliciting, collecting funds, selling or attempting to sell any merchandise to other

employees on Company premises during work time at workstations.

• Distributing any non-work related material of any kind during work time at
workstations.

• Leaving the premises without permission.

• Threatening, intimidating, coercing, harassing or interfering with fellow

employees or indulging in harmful gossip.

• Violating the Company’s policy against harassment and discrimination.

• Performing activities other than Company work during working hours.

• Conviction of a civil or criminal violation requiring an absence from work of

more than one workday.

• Using Company stationery and/or Company supplies or materials for personal

use.

• Smoking in restricted areas.

• Failing to report immediately to the supervisor any injury, no matter how slight.

• Operating a Company vehicle or a personal vehicle on Company business without

a valid driver’s license, valid registration or insurance required by law.

• Falsifying time records.

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• Loafing or sleeping on the job.

• Disposing of refuse or litter in other than the containers provided for that
purpose.

• Gambling on Company property.

• Using profane, abusive, or threatening language towards fellow

employees, supervisors, or customers.

• Engaging in immoral conduct or indecency.

• Failing to report malfunction of equipment to your supervisor.

• Driving faster than the designated speed limit in the Company parking lot,
country clubs, or job sites.

• Any other serious misconduct.

• Any violation of any policy or procedure of the Company.

The above list is intended only as a guideline and not as an exclusive list of prohibited
conduct. The Company may add work or safety rules at any time. Furthermore, all employees
are employed on an at-will basis and accordingly, there need be no specific reason to discharge
any employee.

Searches
At times, Sunrise Company may need to access materials in an employee’s desk or
working area, or may need to review data stored in the computer system. Working areas are not
private. Similarly, the communications system (voice mail, electronic mail, telephone system,
etc.) is not secure or private.

Any materials or personal information employees need to keep private should not be
brought onto Company premises. If employees need to have a private conversation, there are
pay telephones located in designated areas or they will need to have such conversations away
from Company premises. Employees are requested to have all personal mail delivered to their
home. All mail addressed to the Company address, regardless, of whom it is sent to, will be
considered business related. This means that it may be opened and read and the addressee
cannot expect any confidentiality of the contents.

The Company may search its property, vehicles, structures, and furniture and equipment,
including but not limited to offices, desks, lockers, file cabinets and computers, at any time and
for any reason. All employees therefore should refrain from storing on or in Company-owned
property any personal information and communications (including personal correspondence)
they wish to protect from inspection by Company officials.

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By accepting employment and/or continued employment, each employee of the Company

is deemed to have consented to unannounced searches of his/her work area. If the Company
announces a request for a search and the employee refuses to allow such a search, it will result in
the immediate discharge of the employee.

For security reasons, employees should not bring personal belongings into the work
place. This includes backpacks, large or oversized purses, packages and or utility bags, etc. If
you must bring any such personal belongings to work, you are required to leave them in
employee locker areas.

Any personal property, including but not limited to packages, purses, lunch boxes,
vehicles and backpacks of an employee brought onto company premises may be inspected at any
time, at the sole and exclusive discretion of the Company.

In order to avoid search of personal property, please refrain from bringing personal
property to work. Any employee observed taking any Company property, including, without
limitation, Company food or equipment, from the company or club property, will be subject to
disciplinary action including immediate termination. While this type of search will only be
conducted with the employee’s knowledge and consent, an employee’s refusal to permit such a
search of personal items will result in the immediate discharge of the employee.

Monitoring and Surveillance

Video monitoring is used by the Company to identify safety concerns, maintain quality
control, detect theft, and deter acts of harassment, workplace violence and other misconduct.

The Company has installed, and may supplement in the future, video cameras that
monitor non-private areas of Company property. Please be aware that your activities in all non-
private areas may be viewed at any time, without further notice, by authorized personnel.
Cameras have not been, and will not be, installed in restroom stalls, locker changing rooms, or
any other area designated for changing clothes.

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 SECTION
SUNRISE COMPANY 2
EMPLOYEE HANDBOOK

IMPORTANT
GUIDELINES

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 IMPORTANT GUIDELINES - SECTION 2
TABLE OF CONTENTS
Page

Open Door Policy ............................................................................................................................1

Prerequisites to a Successful Employment at Sunrise .....................................................................1
Confidentiality Policy ......................................................................................................................4
Arbitration of Disputes ....................................................................................................................5
Equal Employment Opportunity ......................................................................................................5
Immigration Law Compliance .........................................................................................................5
Discrimination and Harassment Policy............................................................................................6
Statement of Policy ..............................................................................................................6
Harassment Defined .............................................................................................................6
Reporting, Investigation and Discipline ..............................................................................7
State Enforcement Procedure ...............................................................................................7
Disability Discrimination .....................................................................................................8
Conflict of Interest – Other Jobs ......................................................................................................8
Conflict of Interest – Acceptance of Gifts from Vendors and Others .............................................8
Mobile Phone Safety ........................................................................................................................9
Computer Usage and E- Mail Policy ...............................................................................................9
Social Media Policy .......................................................................................................................12
Code of Ethics Policy.....................................................................................................................14
Substance Abuse Policy .................................................................................................................15
Definitions..........................................................................................................................15
Statement of Policy ............................................................................................................16
Employee Responsibilities .................................................................................................16
Penalties .............................................................................................................................16
Drug and Alcohol Testing Policy ..................................................................................................16
Pre-Employment Testing ...................................................................................................16
Random/Periodic Testing...................................................................................................17
Post Accident Testing ........................................................................................................17
Reasonable Suspicion Testing ...........................................................................................17
Testing Laboratory .............................................................................................................18
Confidentiality ...................................................................................................................18
Use of Prescription Drugs ..................................................................................................18

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IMPORTANT GUIDELINES
____________________________________________________________________________________________________________________

OPEN DOOR POLICY

We take pride in our commitment to honest and open communications in our problem-
solving procedure. As a Company employee, you have a support system to help you solve
problems. For problems which involve your job, your supervisor and department manager are
available to listen to you. We think the Open Door Policy makes it possible for fair treatment of
your problems and in finding solutions to them.

If you are dissatisfied with your job, your treatment by your supervisor, or Company
policies affecting your job performance, please feel free to discuss the problem with either your
supervisor or department manager. The Company expects its employees and their supervisors to
make every reasonable effort to resolve any legitimate issues in question. Should the
supervisor’s or department manager’s efforts be unsuccessful, or if you feel that your supervisor
is part of the problem, please take the matter to the division head, or the manager of Human
Resources.

PREREQUISITES TO A SUCCESSFUL EMPLOYMENT RELATIONSHIP

In addition to being able to perform the duties of the job under consideration, there are
certain “prerequisites” to employment at the Company that must also be met on a continuing
basis.

The performance of each Company employee is reviewed on an ongoing basis, and more
formally on an annual basis. Generally, the department head directly responsible for the
employee reviews the employee and this performance review is then discussed with the
appropriate Company officers.

The first question is always, “How are they doing on the prerequisites?” If the answer is
positive, the individual’s strengths, weaknesses, productivity, future training programs, growth
and advancement prospects, salary adjustments, and discretionary bonus payments, etc. are
discussed. If the answer to the prerequisite question is negative, then we discuss whether there
has been a previous history of problems, including the employee’s attitude, work performance,
etc. If the consensus is that it may be possible for the employee to overcome these problems in
the immediate future, this may be considered. However, if we believe the problems are not
likely to be overcome any time soon, serious consideration will be given to terminating the
employee.

There is naturally a minimum level of performance required, but an otherwise

outstanding talented and productive employee who is not able to live up to the “prerequisites”
cannot stay on the team.

The prerequisites are as follows:

1. Honesty. It is obvious that employees should not steal from the Company, but honesty in
communication is equally important. When information is conveyed it must be the whole
truth. Our definition of a lie includes intentionally leading someone else to the wrong
conclusion, even if all the information communicated is true. This prerequisite greatly
reduces the guessing and game playing that dominate many organizations. It allows a

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tremendous level of faith and confidence in what everyone says; everything is

aboveboard and can be taken at face value.

2. Integrity. Each employee must be someone others respect. They do not necessarily
have to be liked by everyone personally, but respect is vital in order to have confidence in
the team members. An employee who is not respected demoralizes the whole team.

3. Loyalty. We are all part of the Sunrise team. Information regarding the Company
cannot be shared with outsiders because of the possibility of it helping the competition
and thereby damaging the Company.

4. Reliability. When someone agrees to complete a task by 5:00 p.m. Friday, the supervisor
of that person needs to have complete confidence at 5:01 p.m. that the task has been
completed. If for any reason the task cannot be completed by the agreed-upon time, the
burden is on the employee responsible for its completion to contact the supervisor as soon
as it is obvious the task will not be completed on time (but certainly before the agreed
upon completion time) to explain why it cannot be done and to agree upon a new time for
the completion of the task.

This is a revolutionary idea in management. It eliminates the need for follow-up

by the supervisor and greatly increases productivity. It also eliminates the necessity for
the person who accomplished the task to telephone or write a memo to the supervisor
advising that the task has been completed. Confidence in the reliability of each member
of the team is vital.

5. Positive Yet Realistic Thinker. Nothing slows down the functioning of and demoralizes
an organization as much as a negative thinker. It requires great negotiation and
persuasion to convince a negative thinker to do what needs to and can be done. It is also
time consuming and terribly inefficient. A positive thinker, on the other hand,
approaches tasks from the viewpoint of “how can it be done” instead of “why it cannot be
done.”

If a positive thinking employee responds that “it cannot be done,” the supervisor
will be less inclined to negotiate or try to persuade the employee otherwise, but can often
trust and accept the response and examine what other options can be pursued. Likewise,
if an employee thinks an idea will not work but the supervisor insists it will, a positive
thinker will go about the task with the same energy that would have been brought to the
task had it been the employee’s own idea.

In the end, if it turns out the supervisor was wrong, the supervisor will be less
inclined to have any doubts about the employee “sandbagging” the assignment and will
often accept the results as having been given a 100% best effort. Conversely, if it turns
out that the task could be done and the supervisor was right, the employee needs to have
the confidence to recognize this and learn from the experience without feeling threatened,
inadequate, inferior or guilty.

6. Rational and Logical Thinker. The exercise of good judgment and, therefore, good
decisions depends on being rational and logical in order to consider all possible courses

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of action, weighing the probabilities of each outcome and the benefit or detriment of such
consequences. Being an organized person is an important ingredient to the thoroughness
of “thinking things through.”

7. Team Player. Everyone on the team must do each delegated assignment with a 100%
effort, even though they may question, not understand why, or be in disagreement with
the assigned project. There will be reasonable time to discuss the assignment, but once
the team leader makes the decision, everyone must perform with 100% effort. Loners, no
matter how talented, cannot be effective in a task that requires team effort.

8. Self-starter. Each person must be able to see what needs to be done within his or her
area of responsibility and then get on with getting it done. People who require excessive
direction, instruction or guidance from their supervisory personnel create inefficiency,
not only for themselves, but also for their supervisors.

9. Pursuit of Excellence. There must be a constant striving on the part of each employee
for individual, personal and business improvement; increased efficiency; and increased
competency. It is legitimate to question every assumption and every conclusion in an
intellectual, non-emotional manner to be certain that what we are planning to do is the
best way to proceed. New ideas and ways must be considered and tried in the “evolution
of excellence” to which the whole Company is committed. A constant learning process
must exist for each employee — learning from both successes and mistakes. The
repetition of the same mistake is inexcusable. Take pride in your accomplishments! Be a
thinker, not a blind follower.

10. Curiosity. It is important to think constantly about the task you are doing and try to
figure out a better way of doing it. Ask why, how does it work and how can we do it
better. Be a constant learner.

11. Self-confidence and Self-esteem. The most common cause of failure is an employee’s
unwillingness or inability to recognize or admit that the task assigned is not one that he or
she can accomplish and/or that the employee does not know what he or she is doing.
This situation results from the employee’s own feeling of insecurity. All supervisory
personnel should be happy to lend a hand to help the employee learn, grow and
accomplish his or her tasks. Failure to ask for help demoralizes the employee; eventually
the truth comes to light and it’s all over! Be confident enough, both in yourself and in the
security of your relationship with the Company, to admit what you do not know and ask
for immediate help.

12. Anticipation. It is important to think ahead and not be surprised by circumstances as

they occur.

13. Passion. It is important that each employee is knowledgeable and has pride in his or her
contributions to the Company. Don’t just go through the motions of doing your job –
have enthusiasm for your job! Learn every aspect of your position, department and our
Company so that you will have the knowledge for high performance. When you enjoy
what you’re doing you will do a better job.

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Conclusion:

We have found that people who possess the prerequisites are motivated by the overall
welfare of the Company over their own self-interest. When those priorities are apparent, the
Company, in turn, feels responsible for the employee’s well being. No self-sacrifice is required,
only mutual progress towards mutual goals.

CONFIDENTIALITY POLICY
The business activities of the Company, including, but not limited to, information
concerning customers, clients, members, guest, vendors, business records and employees, is
confidential. A single incident of disclosure of confidential information will be considered a
serious violation of trust. Therefore, the utmost care must be taken by every employee not to
discuss or even mention any of the Company’s business activities outside the Company or even
inside the Company if the person to whom you are giving the information does not have a
legitimate need to know the information.

During the course of your employment, you will also be working with Company business
systems, future plans, and other information that we consider confidential. Maintaining this
confidentiality is important to our ability to achieve financial success, which, in turn, provides
employment stability.

You are required to protect this information by safeguarding it when in use, filing it
properly when not being used, and discussing it only with those within the Company who have a
legitimate business need to know.

The following items, while not intended to be an exhaustive list, are examples of
confidential business activities that may not be disclosed in any manner.

• Customer lists and other sales related data

• Memoranda, notes, records and other technical data

• Information about clients, members, guests and vendors

• Plans, sketches, drawings, designs, or other architectural, engineering, design or

similar data

• Accounting matters, including customer billing prices and payment terms; vendor
payments and payment terms; or any procedures relating to the Company’s
financial activities

• Computer programs or data related to Company operations, work procedures or

other matters

• Future business plans

• Advertising, marketing, or similar data.

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This prohibition not only applies to active employees during the term of their
employment with the Company, but also all employees after their separation from the Company.

Violations of this policy by existing employees will result in disciplinary action up to and
including termination and may, depending upon the severity of the breach of confidentiality,
result in legal action against the active or past employee.

ARBITRATION OF DISPUTES
All new employees, as a condition of employment with the Company, are required to
enter into a written agreement with the Company whereby the Company and the employee agree
to resolve by final and binding arbitration the following claims involving the Company and any
of its past or present owners, directors, officers, employees or agents: (1) any claim involving
conduct alleged to be in violation of local, state or federal statutory or common law (including,
but not limited to, any claim of unlawful discrimination, harassment or retaliation); and (2) any
claim arising out of or relating to the ending of the employee’s employment with the Company.

EQUAL EMPLOYMENT OPPORTUNITY

The Company believes that all persons are entitled to equal employment opportunities
and does not discriminate against its employees or applicants because of actual or perceived age,
race, sex, color, ancestry, national origin, marital status, military and veteran status, registered
domestic partnership status (as defined in California by California Family Code § 297), medical
condition (including genetic information and characteristics), political affiliation, physical
disability or mental disability, citizenship, religion, creed, religious dress and grooming,
pregnancy or related condition, breastfeeding or a related condition, sexual orientation, gender
expression, gender identity or on the basis of any other classification protected by state, federal
or local laws. Equal employment opportunities will be extended to all persons in all aspects of
the employer-employee relationship, including recruitment, hiring, upgrading, training, pay,
promotion, transfer, discipline, layoff, recall and termination.

All Equal Employment Opportunity questions should be directed to the Manager of the
Human Resources Department.

IMMIGRATION LAW COMPLIANCE

Sunrise Company is required by federal immigration laws to verify the identity and legal
ability to work of all individuals before they can be hired. In keeping with this obligation,
documentation required by federal laws must be inspected. Each applicant must also attest to his
or her identity and legal authority to work on a Form I-9 provided by the federal government.
This verification must be completed as soon as possible after an offer of employment is made
and in no event more than three business days after an individual is hired. All offers of
employment and continued employment for positions in the United States are conditioned on
furnishing satisfactory evidence of identity and legal authority to work in the United States.

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DISCRIMINATION AND HARASSMENT POLICY

Statement of Policy
The Company is committed to providing a workplace free from gender discrimination
and sexual harassment, as well as discrimination and harassment based on: (1) an individual’s
actual or perceived age, race, sex, color, ancestry, national origin, marital status, military and
veteran status, registered domestic partnership status (as defined in California by California
Family Code § 297), medical condition (including genetic information and characteristics),
political affiliation, physical disability or mental disability, citizenship, religion, creed, religious
dress and grooming, pregnancy or related condition, breastfeeding or a related condition, sexual
orientation, gender expression, gender identity; (2) an individual’s actual or perceived
association with persons in any of the foregoing protected categories; and (3) any other basis
protected by federal, state or local laws, regulations or ordinances. The Company will not
tolerate such discrimination against, or harassment of, any of our employees or independent
contractors by any supervisor or other employee. We will also attempt to protect our employees
and independent contractors from discrimination and harassment in the workplace by non-
employees. In keeping with this commitment, the Company maintains a strict policy prohibiting
all discrimination and harassment in violation of this policy. This policy applies to all employees
and independent contractors, whether supervisory or non-supervisory. This policy prohibits
discrimination and harassment in violation of this policy in any form, including verbal, physical
and visual discrimination or harassment, and also prohibits retaliation against any person who
reports or threatens to report discrimination or harassment with a good faith belief that such
discrimination or harassment has occurred, or who truthfully cooperates in an investigation of
alleged discrimination or harassment.

Harassment Defined
Harassment is unwelcome conduct which relates to any of the foregoing protected
characteristics and creates an intimidating, hostile or offensive working environment or interferes
with work performance. Such conduct constitutes harassment when: (1) submission to such
conduct is made an explicit or implicit term of employment; (2) submission to or rejection of
such conduct by an individual is used as the basis for employment decisions affecting the
individual; or (3) such conduct has the purpose or effect of substantially interfering with an
individual’s work performance or creating an intimidating, hostile or offensive working
environment.

By way of example, all of the following types of conduct are prohibited by this policy:

• VERBAL CONDUCT relating to any protected characteristic, such as epithets,

derogatory comments, slurs, comments about an individual’s body or dress, dirty
or offensive jokes, persistent requests for dates, or unwanted sexual advances,
invitations or comments.

• VISUAL CONDUCT relating to any protected characteristic, such as derogatory

cartoons, pictures, photographs, drawings or gestures.

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• PHYSICAL CONDUCT, such as assault, battery, blocking normal movement or

interference with work, directed at an individual because of his or her sex or other
protected status.

• THREATS AND DEMANDS to submit to sexual requests in order to keep a job

or avoid some other loss, and offers of job benefits in return for sexual favors.

• RETALIATION for having reported or threatened to report discrimination or

harassment with the good-faith and reasonable belief that such discrimination or
harassment has occurred, or for participating in an investigation of alleged
discrimination or harassment.

Reporting, Investigation and Discipline

If you believe that you or any other individual has been subjected to discrimination or
harassment in violation of this policy, whether by a partner, employee or non-employee, you
must promptly report the facts, details, the names of the individuals, and any witnesses to your
supervisor, or, in the alternative, the Human Resources Department. Members of management
who learn of/or observe discriminating or harassing conduct should immediately inform their
supervisor or the Human Resources Department. Any employee who learns of or observes
discriminatory or harassing conduct in violation of this policy must immediately inform their
division head, or, in the alternative the Human Resources Department. Complaints of
discrimination or harassment in violation of this policy will be promptly and thoroughly
investigated. All parties contacted in the course of such investigation will be reminded that the
Company will not tolerate retaliation in any form against any employee who holds a good-faith
belief that discrimination or harassment has occurred and reports such conduct, or who truthfully
cooperates in an investigation of such alleged conduct. The Company will also not tolerate a
claim by an employee that the Company concludes was false at the time it was made (as opposed
to a genuine misunderstanding) and intended to injure or harm the individual or individuals
accused of violating this policy.

If, following an appropriate investigation, the Company concludes in good faith that it is
more likely than not that conduct in violation of this policy has occurred, appropriate disciplinary
measures will be taken. Please be aware that, in many jurisdictions, individual employees,
regardless of their position with the Company, can be held personally liable for their own
harassing conduct in violation of this policy.

State Enforcement Procedure

Complaints of harassment may also be directed to the appropriate state agency, which has
the authority to conduct investigations of the facts. In California, complaints may be directed to
the California Department of Fair Employment and Housing. In Nevada, to the Nevada equal
Rights Commission, Colorado Equal Employment Opportunity Commission and in Texas to the
Texas Commission on Human Rights. In all states, you may also contact the federal Equal
Employment Opportunity Commission. You can contact the nearest office at the locations listed
on the employee right to know poster located on the Company bulletin board or by checking the
state government listings in your local telephone directory.

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Disability Discrimination
The Company is also committed to providing equal employment opportunities to
otherwise qualified individuals who have a disability, a record of a disability or are regarded as
having a disability. We will provide reasonable accommodation to such individuals to the full
extent required under the Americans with Disabilities Act, and any applicable state or local law,
regulation or ordinance. If you require a reasonable accommodation, you must notify your
supervisor. We will then engage in an interactive process with you to attempt to determine what
type of reasonable accommodation would be effective. Your suggestions and input throughout
that process are encouraged. Under certain circumstances, we may ask you: (1) to provide
documentation (to the extent permitted by law) from a licensed health care provider confirming
your inability to perform an essential function of your job without reasonable accommodation; or
(2) if such documentation is necessary and is not available, to visit an appropriate health care
professional of our choice to substantiate the existence of a disability and the need for reasonable
accommodation.

CONFLICT OF INTEREST – OTHER JOBS

You must advise your supervisor of any outside business activities or alternate
employment you may have. Although you are free to do as you wish on your own time, no
employee should engage in activities which are in direct competition with the Company. If your
outside employment affects your ability to satisfactorily perform your job with us, we may
request that you relinquish your alternate employment. Any injuries suffered on an outside job
are not covered by Sunrise Company’s Workers’ Compensation Insurance carrier.

CONFLICT OF INTEREST – ACCEPTANCE OF GIFTS FROM VENDORS

AND OTHERS
Employees may from time to receive a gift from a vendor, supplier or other business
acquaintance. This policy will define procedures to ensure that gifts do not influence business
decisions, transactions or service.

To avoid any suggestion of impropriety, the Company requires that employees decline
accepting gifts having more than nominal value ($50) from individuals or entities that transact,
or desire to transact, business with the Company. For gifts, trips, etc, over $50 in value, the
employee must have his or her direct manager’s approval before accepting gifts, trips, etc.

This policy is designed to protect employees from potential conflicts of interest. Gift
givers may incorrectly assume that they earned favored status or that an employee is beholden to
them. Colleagues and fellow employees may view the acceptance of a gift suspiciously and may
conclude that an employee who accepts a gift is unable to act objectively and without bias.

This policy does not preclude participation in meals or events having business-related
purpose, nor does it preclude accepting an occasional invitation to what might be considered a
social event, such as a golf outing or sporting event. The Company encourages friendly and
professional relationships between its employees and those of its business partners. Employees
should not, however, accept repeated invitations of this kind from a single individual or company

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and all trips or outings valued at more than $50 must be approved by employee’s manager before
the trip or outing takes place.

It is recognized that accepted customs, practices and business etiquette may on occasion
require the acceptance of small tokens of appreciation and goodwill. Employees are expected to
exercise their best judgment on such occasions and, as necessary, seek guidance from their
division managers. Gifts are generally acceptable when an entire office or department is a
collective recipient, provided that the gift is modest and appropriate for the circumstances (e.g.,
candy or fruit at the holidays).

Suppliers and subcontractors often purchase season tickets to sporting and theater events,
to be used for business entertainment. Acceptance of tickets is appropriate, provided that cost is
modest and invitations are not repeated and the employee receives prior approval from his or her
manager. Management personnel who are offered tickets are also encouraged to share the
proffered gift with other personnel.

Acceptance of a gift in violation of this policy may subject an employee to discipline

including termination of employment.

MOBILE PHONE SAFETY

Research has established that drivers are more likely to have accidents when they talk on
the telephone while driving, especially when engaged in a business conversation that demands
focus and concentration. This holds true whether a driver uses a handheld or hands-free
telephone.

Therefore, to protect the Company and its employees against potential injury and
liability, you are prohibited from using any telephone for any work-related business purpose
while operating any vehicle. If you want to use a telephone for work-related business while
driving, please first bring the vehicle to a complete stop in a safe location and put the vehicle in
parking gear. Please do not resume driving until you have concluded your conversation.

COMPUTER USAGE AND E- MAIL POLICY

The Company makes the electronic mail (e-mail) system and Internet access available to
its employees for conducting Company-related business. The records created through the use of
these systems are the property of the Company. Internet access (including e-mail) is provided to
assist and facilitate business communications and work-related research. These services are for
legitimate business use in the course of the employee’s assigned duties. While limited personal
use of these systems is acceptable, under no circumstances shall these systems be used for
solicitation for religious, political or charitable purposes, or for advertising for personal
enterprises, nor should their use interfere with productivity or preempt business activity. All
materials, information and software created, transmitted, downloaded, or stored on the
Company’s computer systems are the property of the Company and may be accessed only by
authorized personnel.

Inappropriate Internet and e-mail use includes transmitting harassing, offensive, obscene
or unprofessional messages; accessing any site that is sexually or racially offensive or

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discriminatory or is otherwise in violation of the Company’s policy prohibiting discrimination

and harassment in the workplace; displaying, downloading or distributing any sexually explicit
material; and transmitting any of the Company's confidential or proprietary information,
including client (including by not limited to club member and homeowner) data or other
materials covered by the Company's confidentiality policy.

Employees should not consider their Internet usage or e-mail communications to be

private. To the contrary, the Company reserves the right to monitor the use and operation of the
e-mail and Internet systems, to access all of the records within them, to retain or dispose of
records as it deems necessary, and to track employee use of the Internet, including sites visited
and frequency of use. The Company's Information Technology Department (IT) must have
access to all personal passwords at all times. Each time an employee changes his or her personal
password, the employee is required to send an e-mail advising IT of the change.

Emails will be stored on the Company servers for a maximum of six months. Every 30
days the email server will automatically delete all email messages older than six months
including messages in folders and/or archive folders.

Users are encouraged to permanently delete messages that do not need to be preserved as
quickly as possible. To permanently delete messages, click on message, then press shift and
delete button at same time. Save any necessary attachments embedded in emails on local drives.
Under no circumstances should email be saved to home computers or portable media such as
CDs, DVDs, or USB Drives. Forwarding emails to personal email accounts is also not
acceptable. Employees should only use their Sunrise Company issued email address and not a
personal email address for Sunrise Company business.

Upon the ending of an employee’s employment with the Company, any right the
employee had to delete from, add to, or modify any data on any email, voicemail or computer
system belonging to the Company terminates immediately, and any such conduct will be
considered to be a willful destruction of Company property.

Further Rules:

• The primary e-mail rule. The content of your e-mail messages should be appropriate for a
formal memo or letter. You should always assume that any message you write, business or
personal, will be recorded permanently and could be made public.

• Always comply with Company policies. E-mail or Internet use that violates any of the
Company’s policies, including those prohibiting discrimination, harassment and gambling,
will not be tolerated.

• Be polite. Remember that readers do not hear the tone of your voice when they read your
message. A message you believe to be efficient and clear could be interpreted as curt and
brusque.

• Edit your messages. Carefully proofread all messages and use the spell-check feature as
needed. Although messages without capitals and proper punctuation are fairly common in e-

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mail, we discourage sending messages that are grammatically incorrect. Also, you should
not write messages in all capital letters, as it represents the e-mail equivalent of shouting.

• If you would not say it in person, do not say it in e-mail. E-mail must not be used to send
angry or rude messages that fail to consider the interpersonal relationships involved and
standards of courtesy and professionalism.

• Do not use e-mail when you should use the telephone. E-mail provides an efficient means
for having brief exchanges of information. However, please keep in mind that a short
conversation will generally be more efficient than exchanging several e-mail messages.

• Do not access or forward offensive material. The Company will take immediate and
appropriate disciplinary action against any employee who accesses Internet sites that contain
information that is inappropriate for the workplace, such as sites containing sexually explicit
content or games. Additionally, sending or forwarding offensive jokes, cartoons, racial or
ethnic slurs, or inappropriate comments is strictly forbidden.

• Never forward “chain” e-mail. “Chain” e-mail messages are like chain letters. They take
up valuable space on the e-mail system and should be avoided.

• Protect confidentiality. Never send or disclose messages containing confidential or

proprietary information to anyone who does not have a right to know such information.
Also, never access the files or communications of others unless you have a legitimate
business purpose and authorization to do so.

• Internet e-mail is not secure. While not common, there is always the potential for any
Internet message and any documents or files that are attached to the message to be
intercepted and read by persons other than the intended recipient.

• Deleting does not always mean destroying. Never assume that an e-mail message you have
deleted is deleted for all purposes. A message deleted from your “in-box” may be available
elsewhere on the system. Internet e-mail sent outside of the Company may remain on the
recipient’s system indefinitely.

• Always log off. Log off the system when you are not using your computer. An unattended
computer can be accessed by unauthorized persons.

• Never divulge your system login ID or password. If a request appears asking for your
system login ID or password (or any other personal information), do not release the
information to anyone.

• Use caution before downloading any file from the Internet. Keep in mind that you are on
the Company’s computer system and the downloading of files may put the Company’s entire
system at risk.

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• Be aware of the potential security risk of downloading working documents. For

example, Microsoft Word documents can be embedded with destructive macros. Please
perform a virus scan on all files and documents downloaded from the Internet before
accessing them.

• Be aware of copyright infringement. The e-mail and Internet systems may not be used for
unlawful activities, including sending copyrighted materials in violation of copyright laws or
license agreements, or misusing software trial versions, shareware and any other software
programs.

• Be aware of company representations. Only authorized employees may communicate via

the Internet on behalf of the Company. Employees may not express opinions or personal
views that could be misconstrued as being those of the Company. Employees may not state
their company affiliation on the Internet unless required as part of their assigned duties.

Violation of any of the Company’s policies regarding use of the e-mail and Internet systems
may result in loss of computer access and/or disciplinary action, up to and including immediate
termination of employment. If necessary, the Company will advise appropriate legal officials of
any illegal violations.

SOCIAL MEDIA POLICY

During work time, or while using any equipment, systems or software, including phones,
computers or mobile computing devices owned or provided by the Company, employees are
prohibited from writing, posting or otherwise contributing to: blogs or microblogs (including but
not limited to Twitter), personal websites or webpages; listservs or mailing lists; social
networking or other similar sites (such as Facebook, MySpace, Linked In, and Friendster); audio,
photo or video sharing websites (such as YouTube, Vimeo, Google Video, Flickr and Picasa);
virtual worlds (such as Second Life); or other user-generated electronic media, unless such
activity is directly related to, and necessary for, an employee's performance of his or her job
responsibilities. Employees of the Company do not have any expectation of privacy with regard
to their use of the Company's provided equipment, systems or software, including phones,
computers or mobile computing devices as well as internet systems and/or servers. Rather, the
Company has the absolute right to monitor or otherwise supervise all communications or other
activities conducted through and on such equipment and systems.

The Company will not require an employee or job applicant to: (1) disclose a user name or
password for the purpose of accessing personal social media; (2) access personal social media in
the presence of the employer; or (3) divulge any private personal social media, except in
connection with an employer investigation, as permitted by law. The Company may, to the
extent allowed by law, request access to personal social media in connection with an
investigation into allegations of employee misconduct or a violation of law if there is a
reasonable belief that the access will result in the disclosure of relevant information. In addition,
the ease of tracing authors from their posts online creates the possibility that others can link
employees' personal writings to those that they have done as an employee of the Company. As

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such, employees should always be careful in how their personal writings might impact the
Company's professional reputation.

With regard to their activities outside of work and working hours, employees should
remember that information placed on any electronic medium, and data sent via other electronic
methods (e.g., email and text messages) can easily become public. Even if an employee posts
anonymously or under a pseudonym, his or her identity can be revealed. Given this reality, all
employees must consider the impression they create about themselves and the Company when
they place information concerning or identifying the Company, its employees or their activities
on any electronic medium. Employees are expected to act responsibly, exercise good judgment
and the highest degree of professionalism and respect confidentiality when communicating any
information that concerns or identifies the Company or any of its employees. If an employee fails
to act responsibly in this regard, the information that he or she communicates may cause harm to
the Company, its employees, or others.

Although nothing herein is intended to infringe upon the rights of an employee to engage in
any legally protected activity. If an employee chooses to engage in electronic media activity
when the employee is not working, on his or her own time and using the employee's own
equipment and systems, the Company asks that the employee observe the following guidelines:

• The employee must not disclose any documents or information related to the Company,
its clients (including but not limited to club members and homeowners), employees or
others that could be considered trade secrets or intellectual property.

• The employee must not claim to have authority to speak on behalf of the Company unless
specifically authorized by the President/Chief Operating Officer. If asked by a third party
to provide information about the Company while participating in electronic discussions,
the employee is strongly encouraged to direct such inquiries to the President/Chief
Operating Officer.

• The employee must respect all copyright, trademark, and patent laws and licenses. As a
general rule, the employee should not distribute or incorporate material that the employee
has retrieved or copied from another website or publication, unless the employee's usage
of such material meets the legal definition of "fair use."

• The employee must follow all applicable financial disclosure or securities laws and
regulations and other privacy and data security rules that may be issued from time to
time, and any agreements that the employee may have with the Company.

• If the employee places a statement online in any personal blog or website that has
anything to do with the employee's work at the Company, the employee must use a
disclaimer such as: "The postings on this site are my own opinion and do not represent
my employer's positions, strategies, business operations or opinions."

• Just as employees have a duty to refrain from and report harassment or discrimination in
the workplace, they also have a duty to refrain from using social media to engage in such
conduct with co-workers. Employees should realize that if they make harassing or

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discriminatory comments on social media which can be seen by co-workers or

management, those comments may be deemed to violate the Company's policies against
harassment and discrimination, even if the comments are not made during working hours
and/or are not directed toward a co-worker. If an employee observes discriminatory or
harassing conduct or statements or threats of violence by a colleague on social media, the
employee should report it to the employee's manager or the Company's Human Resources
Department. The Company will then take all necessary steps as required by law and as set
forth in this Handbook.

• Never make untrue statements about the Company, its clients or its employees, and never
violate the Company's paramount obligation to keep information about its clients
privileged and confidential.

The Company may monitor blogs, social networking sites or other electronic media and will
take appropriate action if employees are found to have failed to abide by these guidelines and/or
any other policies related, but not limited to, harassment, discrimination, retaliation and
confidentiality.

If an employee has concerns about issues in the workplace, the Company encourages him or
her to use the Company's open door policy to discuss those issues. However, nothing in this
policy is intended to interfere with, nor should it be construed to interfere with, the right of
employees to engage in lawful concerted activities or communications regarding wages, working
conditions or terms of employment in accordance with Section 7 of the National Labor Relations
Act or any other applicable law.

CODE OF ETHICS POLICY

A Company’s reputation for integrity is its most valuable asset and is directly related to
the conduct of its employees. Employees are expected to devote their best efforts and attention
to the full-time performance of their jobs. Employees are expected to use good judgment, to
adhere to high ethical standards, and to avoid situations that create an actual or potential conflict
between the individual’s personal interests and the interests of the Company. Employees must
never use their position with the Company, or any of its clients, members or guests, for private
gain, to advance personal interest or to obtain favors or benefits for themselves or members of
their family.

A conflict of interest exists when the individual’s loyalties or actions are divided between
the Company’s interests and those of another, such as a competitor, supplier, client, member or
guest. Both the fact and the appearance of a conflict of interest should be avoided. Individuals
unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of
interest should discuss it with Human Resources or an officer of the Company.

These guidelines do not attempt to describe all possible conflicts of interests that could
develop. Some of the more common conflicts from which individuals should refrain, however,
include the following:

• Working for a competitor, supplier, client or member;

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• Engaging in self-employment in competition with the Company;

• Using proprietary or confidential Company information for personal gain or to the

Company’s detriment;

• Having a direct or indirect financial interest in or relationship with a competitor, client,

member or supplier;

• Using Company assets or labor for personal use;

• Committing the Company to give its financial or other support to any outside activity or
organization;

• Developing a personal relationship with a subordinate employee of the Company that

might interfere with the exercise of impartial judgment in decisions affecting the
Company or any employee of the Company; or

• Selling, buying or accepting bids from any business owned in whole or part by the
employee or his/her spouse, or contract for business services of any kind to be performed
by the employee or his/her spouse, unless full disclosure is made to the employee’s
supervisor. The employee may not have any kind of financial interest in any contract,
sale or transaction, which may come before the employee in the course of their duties.

Failure to adhere to these guidelines, including failure to disclose any conflicts or to seek
an exception, will result in disciplinary action, up to and including termination of employment.
All employees should identify any business transactions/dealings which may represent a
potential conflict of business interest in violation of this policy.

SUBSTANCE ABUSE POLICY

The Company has a vital interest in maintaining a safe, healthful and efficient workplace
for the benefit of its employees, homeowners, club members, clients and the public. The use of
alcohol or performance impairing drugs can cause avoidable injuries to employees and others,
damage to property and productivity losses.

Definitions
• ALCOHOL: means beer, wine, and all items of distilled liquor containing ethyl
alcohol. References to use or possession of alcohol include use or possession of
any beverage, mixture or preparation containing ethyl alcohol, unless prescribed
by a licensed physician.
• ILLEGAL DRUGS: Any substance (other than alcohol) that has known mind or
function altering effects on a person, including psychoactive substances
prohibited or controlled by Federal or State controlled substance laws.
• PRESCRIBED DRUGS: Any substance prescribed for use by the employee by a
licensed medical practitioner.

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Statement of Policy
To ensure a safe and productive work environment, employees are prohibited from:

• Unlawfully manufacturing, distributing, dispensing, possessing, or using alcohol

or illegal drugs, or misusing or abusing prescribed or over the counter drugs while
on Company time and on Company premises.
• Having present in their bodies during working hours detectable levels of illegal
drugs or alcohol.
• Violating any Federal or State law relating to drugs or alcohol.

The exception to this policy is the authorized possession, use and transportation of
prescribed drugs used according to prescription instructions, unless such use would pose a safety
risk to the employee, other employees or the public.

Employee Responsibilities
As a condition of continued employment, each employee must:

• Abide by this Substance Abuse Policy and

• Notify the Company of any criminal drug statute conviction for a violation of
Federal or State law relating to drug or alcohol abuse or possession while on or
using Company property no later than five (5) days after such conviction.

Employees who are required to submit to reasonable suspicion or post accident testing
agree to accept, at the Company’s discretion, transportation to a location where the test will be
conducted and to their residence.

Penalties
Any employee who violates this Substance Abuse Policy shall be subject to discipline up
to and including termination. Nothing in this policy affects the at-will employment relationship
and employees may be terminated at any time without cause or notice.

DRUG AND ALCOHOL TESTING POLICY

Pre-Employment Testing
• Each applicant for a position in the Company will be subject to the Company’s
Substance Abuse Policy.
• All offers of employment to applicants will be contingent upon the applicant
taking a drug and/or alcohol test in accordance with the Company’s policy.
• An applicant who refuses to submit to pre-employment testing when requested, or
refuses to sign the Company’s Substance Abuse Policy Consent form, will not be
employed by the Company.
• If an applicant’s test is positive for any prohibited substance, the Company will
not employ him or her. The applicant will have the opportunity to have the
specimen re-tested at his or her own expense.

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Random/Periodic Testing
• The Company, at its discretion, may institute a program of random testing of
current employees in safety-sensitive positions. This program will include testing
of all personnel at a job site or a computerized random selection program of
individuals throughout the year.
• If selected for a random test, the employees must go immediately to the collection
site and submit a urine/hair sample for drug testing and urine/blood sample for
alcohol testing.
• Refusal to submit a sample or properly complete documentation for a random test
will be considered a refusal to take the test, which will require discipline up to and
including termination.

Post Accident Testing

Employees involved in a work-related injury, regardless of severity, that requires
professional medical treatment, will be subject to a drug and/or alcohol test.

Employees involved in an accident or safety related incident of any kind while in a

Company vehicle or while on Company time or on Company property, will be subject to a drug
and/or alcohol test.

The Company may require that an employee who contributed to an accident be tested, if
there is a reasonable cause to believe that the accident may have resulted from drug and/or
alcohol usage.

Reasonable Suspicion Testing

• For purposes of this policy, “reasonable suspicion” includes a suspicion that is
based on specific personal observations such as an employee’s manner,
disposition, muscular movement, appearance, behavior, speech or breath odor;
information provided to management by an employee, by law enforcement
officials, by a security service, or by other persons believed to be reliable; or a
suspicion that is based on other surrounding circumstances.

• If a manager has a reasonable suspicion that an employee is using or is under the

influence of alcohol or any illegal drug while on Company or client property or
while performing Company business, the employee will be asked about, and given
an opportunity to explain, any observed behavior giving rise to such reasonable
suspicion. If the employee is unable to satisfactorily explain such behavior, the
employee may be requested to take a drug and alcohol test in accordance with the
testing procedures outlined in this policy. In such instances, the Company will
provide transportation to and from the collection site.

• Refusal to cooperate in the collection procedure and/or refusal to take the test will
result in discipline up to and including termination. Nothing in this policy affects
the at-will employment relationship.

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Testing Laboratory
To ensure the highest quality of the testing program, the laboratory selected by the
Company to perform the drug and/or alcohol tests will be certified by the Substance Abuse and
Mental Health Services Agency (SAMHSA).

Confidentiality
Only those persons authorized to receive results from the laboratory will be allowed to
discuss such results with the supervisor or the employee. Individuals within the Company will
be notified of the results on a limited need-to-know basis.

No laboratory or test results shall appear in a personnel folder. Information of this nature
will be included in a confidential medical file.

Drug and alcohol test results will be released to a decision-maker in a grievance or other
proceeding (such as for a Worker’s Compensation or Unemployment Insurance Claim) initiated
by or on behalf of the employee.

Use of Prescription Drugs

In the event an employee is under the care of a physician and is taking prescribed drugs
which might impair his or her ability to perform a job safely, the employee must notify his or her
manager in advance of starting work. It is at management’s discretion as to whether the
employee may continue to perform the normal assigned duties or be assigned non-safety
sensitive duties (if available) until the employee provides a physician’s release to perform
normal duties.

It is the Company’s policy to maintain a drug-free workplace. Our “Standards of

Conduct” guidelines note that an employee may be discharged for possessing, using or selling
alcohol and/or drugs while on Company time and/or Company premises. However, we will
reasonably accommodate under certain circumstances any employee who volunteers to enter an
alcohol or drug rehabilitation program, provided the reasonable accommodation does not impose
an undue hardship on the Company. The Company will take reasonable measures to safeguard
the privacy of the employee concerning his or her enrollment in an alcohol or drug rehabilitation
program. Specific questions can be addressed to the manager of Human Resources.

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SUNRISE COMPANY 3
EMPLOYEE HANDBOOK

LEAVES OF ABSENCE
AND BENEFIT POLICIES

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Page

Leaves Of Absence ..........................................................................................................................1

Vacation ...........................................................................................................................................1

Sick Leave ........................................................................................................................................2

Eligibility .............................................................................................................................2
Carry-over of Unused Sick Leave........................................................................................2
Use of Sick Leave Benefits ..................................................................................................2
Call-In Requirement/Procedure ...........................................................................................2
Physician’s Statement ..........................................................................................................3
Coordination with Other Benefits ........................................................................................3

California Sick Leave Policy (Effective July 1, 2015) ....................................................................3

Eligibility .............................................................................................................................3
Carry-over of Unused Sick Leave........................................................................................4
Use of Sick Leave Benefits ..................................................................................................4
Call-In Requirement/Procedure ...........................................................................................4
Physician’s Statement ..........................................................................................................5
No Retaliation ......................................................................................................................5
Coordination with Other Benefits ........................................................................................5

Holidays ...........................................................................................................................................5
Full-time Hourly Employees................................................................................................6
Part-time Hourly Employees................................................................................................6

Personal Leave of Absence ..............................................................................................................6

General .................................................................................................................................6
Requests ...............................................................................................................................6
Status of Employee Benefits ................................................................................................7
Returning from a Personal Leave of Absence .....................................................................7

Military Leave ..................................................................................................................................7

Family and Medical Leave...............................................................................................................7

Eligibility .............................................................................................................................7
Calculation of FMLA/CFRA Leave Available ....................................................................8
Compensation During FMLA/CFRA Leave........................................................................8
Coordination of FMLA/CFRA Leave and California Pregnancy Disability Leave ............8
Requests for Leave ...............................................................................................................8
Certification of Need for Leave ...........................................................................................9
Intermittent or Reduced Leave.............................................................................................9
Dispute Resolution ...............................................................................................................9
Effect on Health Insurance Benefits ....................................................................................9
Effect on Other Benefits ......................................................................................................9
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Return from FMLA/CFRA Leave .....................................................................................10
No Retaliation ....................................................................................................................10
Key Employee Exception ..................................................................................................10

Military Family and Medical Leave ..............................................................................................10

Alcohol and Drug Rehabilitation Leave ........................................................................................11

Other Disability Leaves .................................................................................................................11

Jury Duty, Court Appearances and Domestic Violence / Sexual Assault/Stalking/Crime

Victims Leave ....................................................................................................................12

Bereavement Leave ........................................................................................................................13

Time Off to Vote ............................................................................................................................13

Additional Leaves of Absence and Benefits for California Employees ........................................13

California’s Pregnancy Disability Leave .......................................................................................13

Eligibility ...........................................................................................................................13
Requests for Leave .............................................................................................................14
Requests for Less Strenuous Duties ...................................................................................14
Medical Certification .........................................................................................................14
Compensation During PDL Leave .....................................................................................14
Effect on Benefit Accrual ..................................................................................................15
Effect on Health Insurance Benefits ..................................................................................15
Return from PDL Leave.....................................................................................................15

California’s Military Leave for Military Spouses and Registered Domestic Partners ..................15

California’s School Visitation Leave .............................................................................................16

California’s School Suspension Leave ..........................................................................................16

California’s Leave to Perform Emergency Duties .........................................................................16

California’s Leave to Train to Perform Emergency Duties ...........................................................17

California’s Organ and Bone Marrow Donation Leaves ...............................................................17

California’s Adult Literacy Education ...........................................................................................17

California’s Civil Air Patrol Leave ................................................................................................18

California’s Paid Family Leave Insurance .....................................................................................18

YOUR BENEFITS.........................................................................................................................18
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Medical, Dental & Life Insurance Plans ........................................................................................19

COBRA ..........................................................................................................................................19

401K Plan.......................................................................................................................................19

Credit Union...................................................................................................................................19

Direct Deposit ................................................................................................................................19

Employee Referral Program ..........................................................................................................20

Business Expense Reimbursement ................................................................................................20

Expense Advances .............................................................................................................20
Travel Agency Procedures .................................................................................................20
Reimbursable Business Expenses ......................................................................................21
Mileage Allowance ............................................................................................................21
Parking and Toll Charges...................................................................................................21
Car Rental ..........................................................................................................................21
Hotel Reservations .............................................................................................................21
Telephone ...........................................................................................................................21
Laundry ..............................................................................................................................22
Meals Involving Employee Only .......................................................................................22
Business Entertainment ......................................................................................................22
Other Business Expenses ...................................................................................................22
Spouse Expenses ................................................................................................................22
Non-Reimbursable Expenses .............................................................................................23

Employee Reimbursement Procedure ............................................................................................23

Submission of Expenses ....................................................................................................23
Expense Documentation ....................................................................................................23
Transportation Expenses ....................................................................................................23
Lodging Expenses ..............................................................................................................23
Meals 24
Other Expenses ..................................................................................................................24
Purpose of Trip(s) ..............................................................................................................24
Signatures and Approvals ..................................................................................................24
Payment of Expenses Charges ...........................................................................................24
Audits 24
Responsibilities ..................................................................................................................24

Educational Reimbursement ..........................................................................................................25

Unemployment Insurance ..............................................................................................................26

Workers’ Compensation Program..................................................................................................26

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Social Security ...............................................................................................................................26

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LEAVES OF ABSENCE
VACATION
The following Uniform Vacation Schedule shall apply to all full-time employees hired
after November 1, 1997:

Completed Maximum Annual

Years of Service Vacation Entitlement

0 - 6 months No vacation accrued

6 months - 1 year 5 Workdays

2 - 10 years 10 Workdays

11 or more years 15 Workdays

No vacation time accrues during the first six (6) months of employment. Thereafter, over
the course of the next six (6) months, employees accrue five (5) days of vacation. Commencing
on the first anniversary of employment and continuing through the employee’s tenth anniversary,
employees accrue ten (10) days of vacation per year. After the tenth year of employment and
continuing thereafter for the duration of the employee’s employment with the Company,
employees accrue fifteen (15) days of vacation per year.

In order to encourage employees to use all of their accrued vacation each year, we have
placed a cap on the amount of vacation benefits an employee can accumulate. The maximum
vacation benefits that an employee may have at any time shall equal two (2) times the
employee’s current annual vacation entitlement. If an employee’s accrued but unused vacation
time reaches two (2) times the maximum entitlement, the employee will not continue to accrue
additional vacation time. By way of example, if an employee is entitled to 10 days of vacation
per year, once the employee accrues 20 days of vacation, the employee will cease accruing
additional vacation time. If the employee later uses enough vacation to fall below the maximum,
the employee will resume earning vacation time again from that date forward. Accordingly,
employees are encouraged to use all vacation time each year in order to avoid reaching the
ceiling on vacation entitlement.

It is the Company’s goal in its vacation policy to give employees a chance to relax and
rest away from the job. To achieve this goal, vacation should be scheduled for five consecutive
workdays whenever possible. For this same reason, the Company will not pay employees for
accrued but unused vacation except upon termination of employment, as explained below. In the
event a paid holiday occurs within an employee’s vacation, an extra day of vacation is allowed.
This extra day may be taken in conjunction with the vacation or at a later day, as approved by the
employee’s supervisor.

In order to be eligible to take vacation, you must submit a written vacation request to
your supervisor, well in advance of the anticipated vacation date. All vacation requests must be
approved in advance by the employee’s supervisor. It is the supervisor’s responsibility to
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schedule vacation time. Employee preference will govern in the selection of vacation time but
only if it is compatible with efficient Company operations.

If an employee has accrued but unused vacation time available at the time of his or her
termination, the employee will be paid for all such accrued but unused vacation time at the
employee’s rate of pay at termination.

Questions regarding this benefit should be addressed to the Human Resources

Department.

SICK LEAVE
Eligibility
(a) All full time Club Operations employees, and, (b) all other full time employees hired on
or after November 1, 1997 who have completed 90 days of employment are eligible for
up to a maximum of five (5) days of paid sick leave during each anniversary year. (c)
Full time employees hired prior to November 1, 1997 in non-Club Operations positions
are eligible for up to a maximum of ten (10) days of paid sick leave during each
anniversary year.

Carry-over of Unused Sick Leave

Full time employees entitled to up to five (5) days of sick leave per anniversary year who
have completed one year of employment will be permitted to carry over from year to year up to a
maximum of 25 days (200 hrs) of unused sick time for use only in the case of their own
disability leave. Full time employees entitled to up to ten (10) days of sick leave per anniversary
year will be permitted to carry over 50 days (400 hours) of unused sick time for use only in the
case of their own disability leave. This carry-over of sick time is intended to help employees in
case of a medical emergency or disability so that they may receive salary continuation while they
are out ill. Use of these carry over benefits does not apply to time taken off for a family
member’s illness.

Use of Sick Leave Benefits

We have instituted this policy to minimize the economic hardships that otherwise might
result from unexpected short-term illness or injury of the employee. (Employees may use up to
one-half of their annual sick leave entitlement to attend to the illness or injury of the employee’s
child, spouse, domestic partner, child of a domestic partner or parent.) No sick leave benefits are
paid upon termination of employment, nor can sick leave benefits be applied as extra vacation or
taken as personal time.

Call-In Requirement/Procedure
If you are ill and cannot report to work or must attend to the illness of a child, spouse,
domestic partner, child of a domestic partner or parent, you must call your supervisor at least two
hours before the start of your scheduled shift on each day you will be absent. If no one is there
to answer your call, you must leave a message and a number where you can be reached. If you
are absent for three (3) days without calling your supervisor, you will be deemed to have
voluntarily resigned your employment.
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On occasion, it may be necessary for us to contact you about work status while you are
out on sick leave. Accordingly, please always leave a telephone number where you can be
reached. Occasional routine status questions such as this while you are out on sick leave is
considered a professional obligation and is not intended to apply as a credit toward sick leave
benefits.

In order to receive sick leave benefits, employees must complete a Vacation/Sick

Leave/Leave of Absence form. The employee’s supervisor will verify that the employee has sick
leave benefits available and send the original completed form to the Human Resources
Department. Non-exempt employees must also record any sick leave absences on their time
sheets.

Employees who require sick leave beyond three days may be eligible for leave under the
Family and Medical Leave policy set forth in this Handbook.

Failure to follow the above procedures, excessive absenteeism unrelated to a covered

disability that can be reasonably accommodated, or any fraudulent use of sick leave, will not be
tolerated.

Physician’s Statement
The Company reserves the right to require a satisfactory statement or certificate by a
licensed physician verifying an illness or injury whenever an employee misses work due to his or
her own or an immediate family member’s illness, injury or other disability. As an example, you
may be asked to provide verification of an illness, injury or disability, its beginning and ending
dates, and/or of your ability to return to work without endangering your own safety or health or
the safety or health of others. Such verification may be a condition of receiving sick leave
benefits or returning to work.

Coordination with Other Benefits

Any employee receiving state disability or workers’ compensation insurance payments
will be eligible to receive sick leave pay only to the extent that the sum of the insurance payment
and sick leave do not exceed the employee’s regular rate of pay.

CALIFORNIA SICK LEAVE POLICY (EFFECTIVE JULY 1, 2015)

Eligibility
(a) Effective July 1, 2015, all full time, part time, temporary and seasonal employees in
California hired on or after November 1, 1997 who have completed 30 days of
employment will accrue sick days at a rate of one hour for every 30 hours worked
(inclusive of overtime), payable at the employee’s hourly wage (exclusive of overtime).
Exempt employees are deemed to work the lesser of 40 hours per workweek or the hours
that reflect their normal workweek. The maximum accrual rate is capped at 48 hours, or
six (6) days, of paid sick time. Full time California employees hired prior to November
1, 1997 in non-Club Operations positions will continue to accrue sick leave at a rate of
ten (10) days during each calendar year.

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Carry-over of Unused Sick Leave

Part time, temporary and seasonal employees are permitted to carry over from year to
year a maximum of 48 hours, or six (6) days, of sick leave. Full time employees who were hired
on or after November 1, 1997 are permitted to carry over from year to year up to a maximum of
25 days (200 hrs) of unused sick time, 24 hours of which can be used each year for all purposes
set forth in the next paragraph, and the balance of which can only be used for their own disability
leave. Employees who were hired before November 1, 1997 will be permitted to carry over a
maximum of 50 days (400 hours) of unused sick time, 24 hours of which can be used each year
for all purposes set forth in the next paragraph and the balance of which can only be used for
their own disability leave.

Accrued sick leave is not paid out upon termination of employment; however, accrued
sick leave will be reinstated if an employee is re-hired within one (1) year of his or her
termination date, and such reinstated sick leave will be available for immediate use by the
employee, subject to the restrictions set forth herein.

Use of Sick Leave Benefits

Employees are entitled to use accrued paid sick days beginning on the 90th day of
employment, after which they may use paid sick days as they are accrued. Part part-time,
temporary and seasonal employees may use no more than 24 hours, or three (3) sick days, of
accrued sick days each calendar year.

Except as set forth above with respect to excess carryover, all employees are entitled to
use paid sick time for preventive care for themselves or a family member, as well as for the
diagnosis, care or treatment of their or their family member’s existing health condition. “Family
member” means a biological, adopted or foster child, stepchild, legal ward, or child to whom the
child stands in loco parentis, regardless of the age or dependency status of the child, a biological,
adoptive or foster parent, stepparent or legal guardian of an employee or the employee’s spouse
or registered domestic partner, or a person who stood in loco parentis when the employee was a
minor child. “Family member” also includes a spouse, a registered domestic partner, a
grandparent, a grandchild, or a sibling. Employees may also use paid sick days if they are
victims of domestic violence, sexual assault or stalking.

Call-In Requirement/Procedure
If you are ill and cannot report to work or must attend to the illness of a family member,
you must provide the Company with reasonable advance notice if the need for paid sick leave is
foreseeable. Where unforeseeable, you must provide notice as soon as practicable, but in any
even you must notify your supervisor no less than two hours before the start of your scheduled
shift on each day you will be absent. If no one is there to answer your call, you must leave a
message and a number where you can be reached. If you are absent for three (3) days without
calling your supervisor, you will be deemed to have voluntarily resigned your employment.

On occasion, it may be necessary for us to contact you about work status while you are
out on sick leave. Accordingly, please always leave a telephone number where you can be
reached. Occasional routine status questions such as this while you are out on sick leave is

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considered a professional obligation and is not intended to apply as a credit toward sick leave
benefits.

In order to receive sick leave benefits, employees must complete a Vacation/Sick

Leave/Leave of Absence form. The employee’s supervisor will verify that the employee has sick
leave benefits available and send the original completed form to the Human Resources
Department. Non-exempt employees must also record any sick leave absences on their time
sheets.

Employees who require sick leave beyond three days may be eligible for leave under the
Family and Medical Leave policy set forth in this Handbook.

Failure to follow the above procedures, excessive absenteeism unrelated to a covered

disability that can be reasonably accommodated, or any fraudulent use of sick leave, will not be
tolerated.

Physician’s Statement
The Company reserves the right to require a satisfactory statement or certificate by a
licensed physician verifying an illness or injury whenever an employee misses work due to his or
her own or an immediate family member’s illness, injury or other disability. As an example, you
may be asked to provide verification of an illness, injury or disability, its beginning and ending
dates, and/or of your ability to return to work without endangering your own safety or health or
the safety or health of others. Such verification may be a condition of receiving sick leave
benefits or returning to work.

No Retaliation
The Company will not retaliate against any employee exercising his or her right to paid
sick leave.

Coordination with Other Benefits

Any employee receiving state disability or workers’ compensation insurance payments
will be eligible to receive sick leave pay only to the extent that the sum of the insurance payment
and sick leave do not exceed the employee’s regular rate of pay.

HOLIDAYS
Company recognized holidays are:

New Year’s Day Labor Day

Memorial Day Thanksgiving Day

Independence Day Christmas Day

All full and part time hourly employees who have completed 90 days of employment will
receive holiday pay at their normal hourly rate for company recognized holidays, subject to the
restrictions described below.
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Full-time Hourly Employees

Employees who have completed 90 days of employment are eligible for holiday pay. In
order to be eligible for holiday pay, an employee must work the last scheduled workday before
and the first scheduled workday after the holiday.

Employees working the holiday will receive their regular rate of pay for all hours worked
in addition to one hour of holiday pay for each hour worked up to a maximum of eight (8) hours
of holiday pay.

Holiday pay is intended to compensate eligible employees for time off on days they
would ordinarily work if holidays were not observed by the employer. Therefore, if a holiday is
observed by the employer on a day that the employee ordinarily would not be scheduled to work,
the employee will be ineligible for holiday benefits for that holiday.

If a holiday falls during an employee's approved vacation period, the employee will be
paid for the holiday and will not be charged with a vacation day for the day the holiday is
observed.

Employees on leave of absence for any reason are ineligible for holiday benefits for
holidays that are observed during the period they are on leave of absence.

Part-time Hourly Employees

Part-time employees who have completed 90 days of employment are eligible for holiday
pay only when working the holiday. In order to be eligible for holiday benefits, the part-time
employee must also work the last scheduled workday before and the first scheduled workday
after the holiday.

PERSONAL LEAVE OF ABSENCE

General
Employees who have been continuously employed with the Company for at least one
year may request a personal, non-medical leave of absence without pay for a reasonable period
of time, up to 30 days. The leave may be extended for a reasonable period of time of up to 30
days due to special circumstances, as determined on an individual basis by the department
manager. The Company will consider various criteria when determining whether or not to grant
an employee’s request for a personal leave of absence, such as the employee’s length of service,
performance, responsibility level, the reason for the request, whether other individuals are
already out on leave, and the expected impact of the leave on the Company. Personal leaves of
absence are granted within the sole discretion of the Company.

Requests
An employee wishing to take a personal leave of absence must submit a written request
to the employee’s department head. The department head must provide the employee with
written approval before the employee will be permitted to begin a personal leave. An employee
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wishing to extend a personal leave of absence must submit a timely written request to the
employee’s department manager. The department manager must provide written approval before
the extended period of a leave begins.

Status of Employee Benefits

During Personal Leave, group health insurance coverage may be continued until the first
of the month following the month in which an approved personal leave commences. An
employee on a personal leave of absence will not continue to accrue seniority, vacation or sick
leave. When the employee returns to work, the eligibility and accrual dates for vacation and sick
leave will be adjusted forward to reflect the period of the leave.

Returning from a Personal Leave of Absence

When an employee is placed on a personal leave of absence, an effort will be made to
hold the employee’s position open for the period of the approved leave. However, due to
business needs, there may be times when positions cannot be held open. Accordingly, it is not
always possible to guarantee reinstatement.

If an employee fails for any reason to return to work on the first scheduled workday upon
the expiration of an approved leave of absence and has not obtained an extension from the
department manager prior to such expiration date, or the employee is not otherwise legally
entitled to continue his or her leave of absence, the employee will be considered to have
voluntarily resigned.

MILITARY LEAVE
Employees who leave their employ to perform military duties will be granted unpaid
leaves of absence in accordance with federal and state laws governing such leaves. Such
employees will be reinstated if they satisfy all applicable legal requirements and apply within the
time prescribed by law.

Any employee who is a member of the National Guard or a reserve component of the
Armed Forces shall, upon furnishing a copy of the official orders or instructions, be granted an
unpaid military training leave in accordance with applicable laws.

FAMILY AND MEDICAL LEAVE

The Company will grant family and medical leaves of absence in accordance with the
federal law known as the Family and Medical Leave Act (“FMLA”) and, in California, pursuant
to the state law known as the California Family Rights Act (“CFRA”). California employees
will be eligible for the most liberal benefits available under either law.

Employees must contact Human Resources as soon as they become aware of the need for
a FMLA/CFRA leave. The following is a summary of the relevant provisions.

Eligibility
An employee will be eligible to take up to a maximum of 12 workweeks of unpaid
FMLA/CFRA leave during a 12-month period if the employee satisfies all of the following
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criteria: (1) the employee works within a 75-mile radius of at least 50 other Company
employees; (2) the employee has more than 12 months of service with the Company; (3) the
employee has worked at least 1,250 hours during the 12 months preceding the date the leave is to
begin; and (4) the employee is taking the leave for one or more of the following reasons: (a) to
care for the employee’s child following the child’s birth or following placement of the child with
the employee for adoption or foster care (NOTE: leave taken for this reason must be completed
within 12 months after the child is born or placed with the employee); (b) to care for the
employee’s spouse, registered domestic partner, child, registered domestic partner’s child or a
parent who has a serious health condition (as defined by applicable law); or (c) because the
employee has a serious health condition (as defined by applicable law) that makes the employee
unable to perform the essential functions of his or her job.

Calculation of FMLA/CFRA Leave Available

To determine how much FMLA/CFRA leave is available to an employee, the Company
uses the following method: The Company subtracts from 12 weeks the amount of FMLA/CFRA
leave taken by the employee during the 12 months immediately preceding the date on which the
requested leave is to begin. The difference is the amount of FMLA/CFRA leave available.
(NOTE: If parents who are both employed by the Company take FMLA/CFRA leave for the
birth or placement of their child, the parents may only use a combined total of 12 weeks of
FMLA/CFRA leave for that purpose during a 12-month period.)

Compensation During FMLA/CFRA Leave

Except as provided by any state disability insurance fund, and, in California, the Paid
Family Leave fund, FMLA/CFRA leave is unpaid. Thus, pay will be reduced for all full days of
leave taken or for all hours of leave taken within a single day. Reducing an exempt employee’s
pay for partial days off will not affect the employee’s exempt status. Although employees may
elect to use some or all accrued paid vacation time and/or paid sick leave during an
FMLA/CFRA leave, the use of available vacation and sick leave time does not extend the
maximum amount of FMLA/CFRA leave available under this policy.

Coordination of FMLA/CFRA Leave and California Pregnancy Disability Leave

California employees who are disabled by pregnancy, childbirth or a related medical
condition are entitled (even if they are not eligible for FMLA/CFRA leave) to take a Pregnancy
Disability Leave (“PDL Leave”) of up to four months. (The Company’s Pregnancy Disability
Leave policy in California is explained later in the Handbook.) Although PDL Leave counts as
time used for FMLA purposes, it does not count as time used under the CFRA. Therefore,
California employees who have taken PDL Leave have the right to take up to an additional 12
workweeks (depending upon the amount of CFRA time available at the time of the request) of
unpaid leave under the CFRA after the birth of a child, following the end of the PDL Leave.

Requests for Leave

Employees must provide Human Resources with at least 30 days’ advance notice of the
need to take FMLA/CFRA leave for foreseeable events (such as the expected birth of a child or a
planned medical treatment for the employee or a family member). For events that are
unforeseeable, the employee should notify Human Resources as soon as the employee learns that
a leave will be necessary.
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Certification of Need for Leave

When FMLA/CFRA leave is requested due to the serious health condition of an
employee or an employee’s family member, the Company will require written certification from
a licensed health care practitioner verifying the date on which the serious health condition began
or will begin, the probable duration of the serious health condition and the employee’s expected
date of return to work.

Intermittent or Reduced Leave

In the case of an employee’s own serious health condition or that of a family member, the
employee may take leave intermittently or on a reduced work schedule, if medically necessary,
upon certification from the licensed medical care provider. When a leave is for adoption or birth
of a child, the employee may take leave intermittently or on a reduced work schedule only in
accordance with applicable FMLA/CFRA regulations upon approval of Human Resources and
the employee’s Department Head.

If the employee requests intermittent or reduced leave status, the Company may
temporarily transfer the employee to another position of equivalent pay and benefits in order to
better accommodate the leave.

Dispute Resolution
If there is a dispute about the medical opinion provided by the medical care provider of
an employee or the employee’s family member, the Company may require a second opinion by a
physician of its choice, at its expense. If the opinions are inconsistent and a third opinion is
necessary, a third medical care provider agreeable to both the employee and the Company may
be selected, also at the Company’s expense.

Effect on Health Insurance Benefits

During an employee’s FMLA/CFRA leave, the Company will continue paying the
employer’s share of the cost of the premium for the employee’s participation in any Company-
sponsored group-health plan, to the same extent it would have done so if the employee had not
taken leave. The cost of coverage normally borne by the employee will remain the sole
responsibility of the employee, and failure to make timely payments will result in lapse of
coverage. It is the employee’s responsibility to make arrangements with Human Resources to
pay the employee’s share of the cost of coverage. At the end of the 12-week period, if the
employee has not returned from leave, the employee will have the option to continue insurance
benefits at his or her own expense through the federal law known as COBRA.

If an employee fails to return from FMLA/CFRA leave for a reason other than the
recurrence or continuation of the health condition that brought about the leave (or other
circumstances beyond the employee’s control), the Company has the right to recover from the
employee, to the extent permitted by law, any health insurance premiums paid by the Company
on the employee’s behalf during any unpaid periods of the leave.

Effect on Other Benefits

Employees on FMLA/CFRA leave accrue other employment benefits – such as paid sick
leave and paid vacation time – only during periods when accrued vacation or sick leave time is
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being substituted for unpaid leave and only if the employee would otherwise be eligible for such
accrual.

While on FMLA/CFRA leave, an employee is entitled to participate in any pension and

retirement plan and supplemental insurance plans then offered by the Company only in
accordance with the terms of the Summary Plan Documents controlling those plans.

Return from FMLA/CFRA Leave

Under most circumstances (subject only to exceptions permitted under applicable law),
upon return from FMLA/CFRA leave an employee will be reinstated to his or her original
position or to an equivalent position with equivalent pay, benefits and other employment terms
and conditions. However, an employee has no greater right to reinstatement than if he or she had
not taken the leave. A California employee returning from leave of less than four months due to
a pregnancy-related disability will be reinstated in accordance with the Company’s Pregnancy
Disability Leave policy as set forth in the section governing PDL leaves.

Before returning to work from FMLA/CFRA leave taken for the employee’s own serious
health condition, the employee will be required by the Company (as in the case of all medical
leaves) to submit to Human Resources a certificate of fitness from the employee’s licensed
health care provider confirming that the employee is able to resume his or her regular duties or
describing any work restrictions the employee may have in performing his or her job.

No Retaliation
The Company will not tolerate any form of retaliation against any employee for
exercising his or her FMLA/CFRA rights. If an employee believes he or she is being or has been
retaliated against in violation of this section, the employee must notify Human Resources
immediately.

Key Employee Exception

The Company may deny certain “key” employees (as defined under applicable law)
reinstatement if such denial is necessary to prevent substantial economic injury to the
Company’s operations and conforms to all other requirements under the law, and such denial is
communicated to the affected employee at the time the leave is requested.

MILITARY FAMILY AND MEDICAL LEAVE

In addition to the protected leave of absence discussed in the FMLA/CFRA section
above, the Company will grant family and medical leaves of absence for employees’ military
needs in accordance with military-related amendments to the FMLA (“military FMLA”).

Employees must contact the Human Resources Department as soon as they become
aware of the need for a military FMLA leave. The following is a summary of the relevant
provisions.

Eligibility: An employee will be eligible to take:

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(A) Up to a maximum of 26 workweeks of unpaid military FMLA leave during a 12-

month period if the employee satisfies all of the following criteria: (1) the employee has more
than 12 months of service with the Company; (2) the employee has worked at least 1,250 hours
during the 12 months preceding the date the leave is to begin; and (3) the employee is taking the
leave to care for his or her spouse, registered domestic partner, son, daughter, or parent who has
been injured while serving in the United States Armed Forces; or

(B) Up to a maximum of 12 workweeks of unpaid military FMLA leave if the employee

satisfies all of the following criteria: (1) the employee has more than 12 months of service with
the Company; (2) the employee has worked at least 1,250 hours during the 12 months preceding
the date the leave is to begin; and (3) the employee is taking the leave because of any “qualifying
exigency” arising out of the fact that the employee’s spouse, registered domestic partner, son,
daughter, or parent is on active duty in the United States Armed Forces and has been notified on
an impending call, or has been ordered to active duty in the United States Armed Forces. For
purposes of this policy, a “qualifying exigency” includes, but is not limited to, short notice
deployment, attendance at official military events or activities, arranging or providing child care,
attending school or day care meetings, handling financial and legal matters, and rest and
recuperation visits when the servicemember is on leave.

With the exception of the “Eligibility” criteria, all other provisions of the FMLA policy
outlined in the FMLA section above apply to military FMLA leaves as well.

ALCOHOL AND DRUG REHABILITATION LEAVE

Employees who have problems with drugs and/or alcohol may, upon request, be granted
unpaid time off to participate in an alcohol and drug counseling or rehabilitation program unless
it would result in an undue hardship to the Company to provide such time off. The employee
must use any accrued sick or vacation time while participating in an alcohol and drug counseling
or rehabilitation program.

It is the employee’s responsibility to seek assistance before the employee violates any of
the provisions of the Company’s alcohol and drug-free workplace policy. Any violation of this
policy will result in discipline up to and including immediate termination, even for a first
offense.

OTHER DISABILITY LEAVES

If an employee requires a temporary disability leave in connection with a disability or
workplace injury and is not eligible for an FMLA/CFRA (discussed above) leave or California
PDL Leave (discussed below), the Company will grant such leave to the extent it can do so
without undue hardship, or, in the case of work-related injury, unless business necessity prevents
it from doing so, in compliance with applicable laws. The duration of such leave will be
consistent with applicable laws, but in no case will it extend past the date on which the employee
becomes capable of performing the essential functions of his or her job, with or without
reasonable accommodation. Except as provided through any state disability insurance, workers'
compensation benefits, by short-term and long-term disability plans in which the employee
participates and is eligible, or by using available accrued vacation time and/or paid sick leave
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time, such leaves are unpaid. Employees on such a leave may accrue other employment benefits,
such as paid sick leave and paid vacation time, only during periods when accrued vacation or
sick leave time is being substituted for unpaid leave, and only then if the employee would have
otherwise been eligible for such accrual. While on a disability leave pursuant to this section, an
employee is entitled to participate in any pension and retirement plan and supplemental
insurance benefits then offered by the Company only in accordance with the terms of the
Summary Plan Documents controlling those plans.

When a leave is requested due to a disability that is not work-related, the Company will
require written certification from a licensed healthcare practitioner specifying whether the leave
is for a disability as defined by state and federal law, verifying the date on which the disability
began or will begin, and, if available, the probable duration of the disability and the employee's
expected date of return to work.

If a temporary disability leave qualifies as a California PDL Leave or an FMLA/CFRA

leave, the provisions of the California Pregnancy Disability Leave Policy or the Family and
Medical Care Leave policy will govern, as applicable. If the leave is not so covered, and the
employee requires a temporary disability leave as a reasonable accommodation in connection
with a workplace injury, the Company will continue providing and paying the premium for the
employee's participation in any Company group-health plan to the same extent as it would have
done if the employee had not taken leave, for up to ninety (90) days. The cost of coverage
normally borne by the employee will remain the sole responsibility of the employee, and failure
to make timely payments (which must be received by the Company on or before the 15th of each
month) will result in a lapse of coverage. It is the employee's responsibility to make
arrangements with Corporate Human Resources to pay the employee's share of the cost of such
coverage. At the expiration of the 90-day period, the employee will have the option to continue
health insurance coverage at his or her own expense, through the federal law known as COBRA.

Following an approved temporary disability leave pursuant to this policy, the employee
will be reinstated upon becoming capable of performing the essential functions of his or her job
with or without reasonable accommodation, unless such reinstatement has been precluded by
business necessity (in the case of work-related injuries) or caused undue hardship (in the case of
covered disabilities), as defined by applicable law.

JURY DUTY, COURT APPEARANCES AND DOMESTIC VIOLENCE /

SEXUAL ASSAULT/STALKING/CRIME VICTIMS LEAVE
All employees shall have protected time off for the following reasons: (1) to serve on a
jury; (2) to appear in court, in compliance with a subpoena or other court order, as a witness in
any judicial, legislative or administrative proceeding; (3) if an employee is a victim of domestic
violence or a victim of sexual assault, to seek judicial relief to help ensure the health, safety or
welfare of the employee, or the employee’s children; or (4) if the employee is a victim of
domestic violence or a victim of sexual assault, to seek medical attention for injuries caused by
the domestic violence or sexual assault, to obtain services from a shelter or crisis center, to
obtain psychological counseling, or to take action to increase safety from future domestic
violence or sexual assault. Any employee in need of taking time off for any reason specified in

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this paragraph must notify his or her direct supervisor, as well as Human Resources, as soon as
possible. If an employee receives a juror’s questionnaire, a subpoena, or other court order, the
employee should bring it to Human Resources immediately after it is received. If an employee
cannot provide the Company with advance notice of an absence for any reason specified in this
paragraph, the Company is permitted to require the employee to provide certification as to the
reason for the employee’s absence. It is the employee’s responsibility to keep us updated as to
how long the employee may be absent due to any of the foregoing reasons.

Non-exempt employees will be paid for up to five (5) days for time off taken for jury
duty, and may choose to use accrued vacation time for additional time off, and to use accrued
vacation time for any of the other protected leaves discussed above. Exempt employees will be
paid for jury duty or for any other reason in the preceding paragraph only if they have performed
Company-related work during that same work week; if they have not performed any Company-
related work during that same work week, they will not be paid for the time off, except to the
extent they choose to use accrued vacation time for that purpose.

BEREAVEMENT LEAVE
After completing 90 days of employment, full-time employees are eligible to receive up
to three days of paid bereavement leave following the date of the death of a family member, up
to and including the day of the funeral. Bereavement leave is available if the deceased was the
employee’s parent, spouse, domestic partner, child, child of a domestic partner, brother or sister,
grandparent or the employee’s spouse’s or domestic partner’s parent.

TIME OFF TO VOTE

Employees who do not have sufficient time outside of their regular working hours to vote
in a statewide election may request up to two paid hours off from work (or in Nevada, up to three
hours, in accordance with applicable law) in order to vote. Whenever possible employees should
make their request at least two days prior to the election. When you return from voting, it is
necessary to present a voter’s receipt to your supervisor.

ADDITIONAL LEAVES OF ABSENCE AND BENEFITS FOR CALIFORNIA

EMPLOYEES
Pursuant to California law, the Company offers Pregnancy Disability Leave and other
applicable leaves of absence, as described below, to employees located in California:

CALIFORNIA’S PREGNANCY DISABILITY LEAVE

The following policy applies to California employees and sets forth the Company’s
obligations pursuant to California law. All other employees must contact Human Resources for
information regarding the policy of the state in which they reside.

Eligibility
Under California law, any employee who is disabled and therefore temporarily unable to
perform her usual and customary duties due to a pregnancy, childbirth or a related medical
condition will be granted an unpaid pregnancy disability leave of absence (“PDL Leave”) for the
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actual duration of a disability, up to a maximum of four months per pregnancy (defined to mean
the number of days the employee would normally work in a 17-1/3 week period) on the basis of
a physician’s statement that the employee is not able to work due to the pregnancy-related
disability. For a full-time employee working 40 hours per week, this would equate to 693 hours
of leave. This policy applies to all employees, regardless of their part-time or full-time status or
their seniority with the Company.

Time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest,
childbirth, and recovery from childbirth are all covered by the employee’s PDL Leave. Thus, the
PDL Leave does not need to be taken in one continuous period of time, but can be taken on an
as-needed basis.

Requests for Leave

An employee who plans to take a PDL Leave must provide Human Resources with at
least 30 days’ advance notice of the date on which it is anticipated that the leave will commence,
the estimated duration of the leave, and the date on which the employee expects to be able to
return to work. When an emergency occurs that does not allow the employee to provide advance
notice of the need for the PDL leave, the employee must notify Human Resources of the
situation immediately.

Requests for Less Strenuous Duties

Upon request, the employee will be granted a transfer to a less strenuous or hazardous
position, less strenuous or hazardous duties, or other accommodation, if such requests can be
reasonably accommodated, upon the basis of a physician’s certification that such a requested
accommodation is medically advisable.

Medical Certification
Employees will be required to submit a certification from their health care provider of
their pregnancy disability or the medical advisability for a transfer or accommodation. The
certification should include the following information:

(a) The date on which the employee becomes disabled due to pregnancy or the date of
the medical advisability for the transfer or accommodation;

(b) The probable duration of the period or periods of disability or the period or periods
for the advisability of the transfer or accommodation; and

(c) A statement that, due to the disability, the employee is unable to work at all or to
perform any one or more of the essential functions of her position without undue risk to herself,
or to other persons, or a statement that, due to her pregnancy, the transfer or accommodation is
medically advisable.

Compensation During PDL Leave

Except as provided by the California Employment Development Department through the
California State Disability Insurance fund and the California Paid Family Leave fund, PDL
Leave is unpaid. Thus, pay will be reduced for all PDL Leave taken. Although employees may
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elect to use some or all accrued vacation time and/or paid sick leave during a PDL Leave, the use
of available sick leave and vacation time does not extend the maximum amount of PDL Leave
available under this policy.

Effect on Benefit Accrual

At the employee’s option, she may utilize any accrued vacation and sick leave benefits
and other accrued time off during the period of her disability before taking the remainder of her
leave as an unpaid leave. However, the use of paid sick leave and vacation time does not extend
the maximum amount of PDL Leave available under this policy. Employees on PDL Leave
accrue other employment benefits, such as paid sick leave and vacation time, only during periods
when accrued vacation and sick leave time is being substituted for unpaid leave, and then only if
the employee would otherwise be eligible for such accrual.

While on PDL Leave, an employee is entitled to participate in any pension and retirement
plan and supplemental insurance plans then offered by the Company only in accordance with the
terms of the Summary Plan Documents controlling those plans.

Effect on Health Insurance Benefits

During an employee’s PDL Leave, the Company will continue paying the employer’s
share of the cost of the premium for the employee’s participation in the Company’s group-health
plan to the same extent it would have done if the employee had not taken leave. The cost of
coverage normally borne by the employee will remain the sole responsibility of the employee
and failure to make timely payments will result in a lapse of coverage. It is the employee’s
responsibility to make arrangements with Human Resources to pay the employee’s share of the
cost of coverage. At the end of the PDL Leave, if the employee has not returned from leave and
is not eligible for FMLA/CFRA leave, the employee will have the option to continue health
insurance benefits at her own expense through the federal law known as COBRA.

Return from PDL Leave

An employee who is released by her doctor to return to her original job after an approved
pregnancy-related disability leave, or who previously has been transferred to a less strenuous or
hazardous position because of pregnancy, childbirth or a related medical condition, may return to
her original job, subject to any exceptions permitted under state and federal laws. An employee
returning to work after a pregnancy-related disability must have a written release from a
physician verifying that the employee has been disabled and is now able to return to work and
safely perform all of her duties.

Employees desiring further information regarding this policy may contact the Human
Resources.

CALIFORNIA’S MILITARY LEAVE FOR MILITARY SPOUSES AND

REGISTERED DOMESTIC PARTNERS
California employees who work at least twenty hours per week on a regular basis may
take a leave of absence for up to ten days when their spouse or registered domestic partner is on
a leave from deployment during a period of military conflict (as defined by Section 395.10 of the
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California Military and Veterans Code). Employees wishing to take a leave of absence pursuant
to this policy must provide the Human Resources Department with notice within two business
days of receiving official notice that his or her spouse or registered domestic partner will be on
leave from deployment.

Non-exempt employees will not be paid for time off taken pursuant to this policy except
to the extent they choose to use accrued vacation time for that purpose. Exempt employees will
be paid their full week’s salary for time off taken pursuant to this policy if they have performed
any work during that same work week; if they have not performed any work during that same
work week, they will not be paid for the time off, except to the extent they choose to use accrued
vacation time for that purpose.

CALIFORNIA’S SCHOOL VISITATION LEAVE

Pursuant to California law, employees are entitled to take up to 40 hours of leave per
calendar year (but no more than eight (8) hours in any calendar month) to participate in the
activities of schools or licensed child daycare facilities attended by their children. Non-exempt
employees may use any accrued vacation time (to the extent available) for an absence for this
purpose. If the amount of time taken for this purpose exceeds the vacation time accrued by the
non-exempt employee, the excess time will be unpaid. Leave taken by an exempt employee for
this purpose will be paid if taken during a work week in which the exempt employee performed
any work for the Company, except that if the exempt employee is absent from work for four
hours or more per day for this purpose, any accrued vacation pay must be used.

In accordance with California law, the Company reserves the right to require an
employee who takes leave for this purpose to provide written verification from the school or
daycare facility as proof that the employee participated in school or daycare activities on the
specific date and time requested.

CALIFORNIA’S SCHOOL SUSPENSION LEAVE

If a California employee’s child is suspended from school, the employee will be
permitted to take time off work to appear at his/her school, as long as the employee provides
his/her supervisor with reasonable notice of the need to be absent for this reason. Leave taken by
a non-exempt employee will be unpaid, except to the extent the non-exempt employee uses
vacation time for this purpose. Leave taken by an exempt employee for this purpose will be paid
if taken during a workweek in which the exempt employee performed any work for the
Company, except that if the exempt employee is absent from work for four hours or more per
day for this purpose, any accrued vacation pay must be used.

CALIFORNIA’S LEAVE TO PERFORM EMERGENCY DUTIES

Employees in California will be granted time off to perform emergency duties as a
volunteer firefighter, reserve police officer or emergency rescue personnel. Leave taken by a
non-exempt employee will be unpaid, except to the extent the non-exempt employee uses
vacation time for this purpose. Leave taken by an exempt employee for this purpose will be paid
if taken during a workweek in which the exempt employee performed any work for the

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Company, except that if the exempt employee is absent from work for four hours or more per
day for this purpose, any accrued vacation pay must be used.

CALIFORNIA’S LEAVE TO TRAIN TO PERFORM EMERGENCY DUTIES

Employees in California will be granted temporary leaves of absence not to exceed an
aggregate of 14 days per calendar year for the purpose of engaging in fire, law enforcement or
emergency rescue training. This leave entitlement is available to employees who perform duties
as voluntary firefighters, reserve peace officers, or emergency rescue personnel. Leave taken by
a non-exempt employee will be unpaid, except to the extent the non-exempt employee uses
vacation time for this purpose. Leave taken by an exempt employee for this purpose will be paid
if taken during a workweek in which the exempt employee performed any work for the
Company, except that if the exempt employee is absent from work for four hours or more per
day for this purpose, any accrued vacation pay must be used.

CALIFORNIA’S ORGAN AND BONE MARROW DONATION LEAVES

Employees in California are entitled to take a paid leave of absence for the purpose of
donating their bone marrow or an organ to another person (“Donation Leave”). Donation Leave
for bone marrow donations may not exceed five business days and Donation Leave for organ
donations may not exceed 30 business days in a rolling 12-month period, and may be taken
intermittently. This policy applies to all employees, regardless of their part-time or full-time
status or their seniority with the Company.

An employee who plans to take a Donation Leave must provide written verification to the
Company that he or she is an organ or bone marrow donor and that there is a medical necessity
for the donation of the organ or bone marrow.

An employee’s accrual of sick leave and vacation time will not be affected by his or her
Donation Leave. Furthermore, an employee on a Donation Leave will not be required to use
available FMLA/CFRA time during the leave. Finally, the Company may require, as a condition
of receipt of Donation Leave, that the employee take up to five days of earned but unused sick
leave or vacation time for a bone marrow donation and up to two weeks of earned but unused
sick leave or vacation time for an organ donation.

CALIFORNIA’S ADULT LITERACY EDUCATION

Employees in California who request to enter an adult literacy program shall be granted
unpaid time off to attend such a program if time off from work is necessary and does not impose
an undue hardship on the Company. Upon request, the Company will assist employees to
identify adult literacy programs in which the employee, at his/her option and expense, may
enroll. Leave taken by a non-exempt employee will be unpaid, except to the extent the non-
exempt employee uses vacation time for this purpose. Leave taken by an exempt employee for
this purpose will be paid if taken during a workweek in which the exempt employee performed
any work for the Company, except that if the exempt employee is absent from work for four
hours or more per day for this purpose, any accrued vacation pay must be used.

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CALIFORNIA’S CIVIL AIR PATROL LEAVE

Any California employee who has been employed for at least ninety (90) days and who is
a volunteer member of the California Wing of the Civil Auxiliary of the United States Airforce
may be granted up to ten (10) days leave each calendar year to respond to an emergency
operation mission. Each single mission may not exceed three (3) days unless approved by the
Company. Leave taken by a non-exempt employee will be unpaid, except to the extent the non-
exempt employee uses vacation time for this purpose. Leave taken by an exempt employee for
this purpose will be paid if taken during a workweek in which the exempt employee performed
any work for the Company, except that if the exempt employee is absent from work for four
hours or more per day for this purpose, any accrued vacation pay must be used.

CALIFORNIA’S PAID FAMILY LEAVE INSURANCE

The Paid Family Leave Insurance Program (“PFL”) provides California employees with
up to six weeks of partial wage-replacement benefits if they take time off work to care for a
seriously ill child, spouse, parent, parent-in-law, grandparent, grandchild or sibling, or registered
domestic partner, or to bond with a minor child within one year of the birth or placement of the
child in connection with foster care or adoption. PFL is funded entirely by employee payroll
withholding contributions and is administered through the California Employment Development
Department (“EDD”). The PFL fund does not create a new leave of absence for employees, nor
does it require the Company to compensate employees, hold jobs open for employees, or
continue employees’ benefits during a PFL-covered leave, unless the Company is otherwise
obligated to do so pursuant to its internal policies or state or federal laws. Prior to receiving
benefits, employees must fulfill a seven-day waiting period, and must use up to two weeks of
accrued but unused vacation time toward the six-week wage-replacement benefit. Employees
with available paid vacation time will be able to use such vacation time during the initial seven-
day waiting period.

An employee may not receive PFL benefits if he or she is also eligible for or already
receiving State Disability Insurance, Unemployment Compensation Insurance, or Workers’
Compensation benefits. If an employee is receiving paid sick leave provided by the Company
during time taken off of work for one of the above-covered reasons, his or her PFL benefits will
be reduced by the amount of sick leave wages received and, depending on the amount of sick
leave wages received and the employee’s weekly PFL benefit amount, the employee may be
ineligible for PFL benefits.

If you have any questions about the PFL Program, please contact Human Resources.

YOUR BENEFITS
The Company offers many benefits that protect and provide security for you and your
family, based on options you may select. Your manager, the Human Resources Department, or
the actual providers can assist you with more information on the programs and eligibility. Many
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of these benefits have strict deadlines for enrollment. Newly hired and newly eligible employees
should see their manager or contact the Human Resources Department for eligibility and
enrollment information. As with all benefits, the Company may add to, change or delete the
benefits set forth in the Handbook at any time, in its sole and exclusive discretion.

Benefits may vary from division to division. Please ask your manager for your
particular benefits and coverage.

MEDICAL, DENTAL & LIFE INSURANCE PLANS

The Company currently provides medical coverage for its employees. Employees
covered under the medical plan are also currently provided life insurance. Employee
contributions may be required depending on the coverage selected. Employees have the option
of covering eligible dependents under the health insurance plan and electing dental coverage for
an additional employee contribution. More information regarding group insurance may be
obtained from the Human Resources Department.

COBRA
COBRA is a federal law which provides eligible employees and certain family members
the right to continue health coverage, at their expense, under an employer’s group health plan,
for a statutorily prescribed period of time. The right to continue such coverage will arise when
specific events occur that would normally result in the loss of coverage. As a general overview,
such events include, by way of example, resignation/termination or death of an employee, a
reduction in an employee’s hours, an employee’s divorce or legal separation, and the date a
dependent child ceases to be covered under the terms of the plan. When a COBRA qualifying
event occurs and the Company may not otherwise have knowledge of the qualifying event (i.e.,
divorce or legal separation), the employee shall notify the Human Resources Department. Once
a qualifying event occurs of which the Company has knowledge, the affected employee or family
member will be notified of their options under COBRA. For specific information about
COBRA, please contact the Human Resources Department.

401K PLAN
Sunrise Company currently offers a tax-deferred investment and profit sharing plan for
all employees who have completed 90 days of continuous service. Enrollment in the plan occurs
on January 1 or July 1. You will be notified when you become eligible.

CREDIT UNION
As a Company employee, you may take advantage of credit union services which include
interest checking and savings accounts, loans, and other financial services. Contact the Human
Resources Department for more information.

DIRECT DEPOSIT
Depending on where you bank, you may be able to have your paycheck deposited
directly into your savings or checking account. If you use direct deposit, your checks will be

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deposited and you will receive a paycheck stub on payday. Please ask the Human Resources
Department for more information on direct deposit.

EMPLOYEE REFERRAL PROGRAM

The Company considers employees to be an excellent source for locating other qualified
prospective employees, and wishes to acknowledge the assistance provided by our employees
when they refer individuals known to them who are qualified for any existing or potential
vacancy.

Our “employee through employee” candidate referral program is a valuable tool to bring
in quality recruits, and to build goodwill among present employees. In addition, as an incentive,
for each referral that is subsequently hired and remains with us for a period of 6 months, the
referring employee will receive an incentive as shown below:

Referral of a non-exempt employee - referring employee receives $250

Referral of a management employee - referring employee receives $500

In order to qualify for this incentive, the employee referring the candidate must complete
the Prospective Employee Referral Form and deliver it to the regional Human Resources Office
prior to the candidate interviewing for the position. Referral fees will not be paid to managers or
supervisors for applicants hired in their own department. The regional Human Resources Office
will notify the employee of the status of their candidate and if the candidate is hired will approve
the incentive payment to the employee after the employee’s candidate/new employee has worked
180 days.

BUSINESS EXPENSE REIMBURSEMENT

Employees may be required to make personal expenditures while conducting Company
business. This policy will define procedures to ensure that expense reimbursements meet
accounting and tax guidelines, and are reimbursable in accordance with Company guidelines.

Expense Advances
Travel advances are generally not permitted, and will, in any event, only be issued for
extended trips if approved by Regional Presidents.

Approved advances will be deducted from the Employee Reimbursement Invoice and the
employee must promptly reimburse the Company if expenses incurred do not exceed the amount
of the advance after the trip is completed. Checks must be made payable to Sunrise Company.
Unless specifically approved in writing by the Regional President, no advance will be
outstanding for more than thirty days after the completion of the trip necessitating the expense
advance.

Travel Agency Procedures

Employees must request air travel reservations through the designated travel agency
agent at their location. All air travel must be charged to the appropriate department account
number, and must be at the lowest available fares in “coach” or “economy,” except for flights
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where the one-way flying time exceeds two and one-half hours. Only then, “business class” may
be used. When “business class” fares are used, a full explanation will be listed on the Employee
Reimbursement Invoice. Frequent travelers who require the flexibility to make last minute
reservation changes may use the lowest available unrestricted coach fares.

Car rental reservations may be made by the outside travel agency at the same time air
travel reservations are made. Hotel reservations may be made by the person initiating the travel
request or by the outside travel agency in conjunction with flight reservations.

Reimbursable Business Expenses

All expenses must be incurred directly by the employee and be solely in connection with
Company business in order to be reimbursable. Employees are required to submit receipts for all
expenses and attach them to the reimbursement form. The Company may disallow any business
expense that does not have a receipt or follow the guidelines set forth in this policy.

Mileage Allowance
A per mile expense reimbursement will be provided for business use of private
automobiles. The amount per mile will be paid in accordance with the amount shown in then-
current IRS guidelines. The mileage is measured from the employee’s normal place of business
(not from home) to and from the business destination. Mileage allowance does not apply to
employees who are provided a Company car or car allowance. Gasoline and maintenance of
Company-provided vehicles is reimbursable.

Parking and Toll Charges

Charges for parking and tolls will be reimbursed when accompanied by a receipt.
Employees should park autos in the most cost effective parking lots.

The Company will not reimburse parking tickets or motor vehicle fines.

Car Rental
Rental cars should be used only when economical or necessary for business purposes.
Intermediate or smaller size cars should be used unless a larger size is less costly. An
explanation is required on the back of the form under “Other Expenses” if an alternate size is
selected. Luxury cars are not permitted.

Hotel Reservations
The selection of a hotel and the price of rooms must be based on “moderate”
accommodations in the general area of the business location. In-room movie charges and other
personal incidental charges are not reimbursable.

Telephone
Reasonable charges for personal telephone calls will be reimbursable when incurred on
overnight travel. Employees must exercise good judgment in this area. Excessive charges will
not be reimbursed.

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Laundry
Reasonable dry cleaning and laundry charges are reimbursable only when travel exceeds
four days.

Meals Involving Employee Only

When an employee travels, the Company will reimburse the employee’s meals. The
extent and price of meals should be commensurate with “moderate” facilities within the general
business area. Employees should abide by the following rule of thumb: If you don’t eat at
McDonald’s at home, you are not expected to eat at McDonald’s while traveling. Conversely,
you do not typically eat at five star restaurants at home, and you shouldn’t do so on the road. In
most areas of the country, lunches should not exceed $10 and dinners should not exceed $25. If
entertainment of clients or business associates is involved, the rules are different, and that policy
is set forth in the next section.

Business Entertainment
When the entertainment of clients or business associates has a true business purpose, it
may be a covered business expense. A business expense is generally for the purpose of showing
our clients appreciation for their business, or showing our employees appreciation for a job well
done. However, the same type of rule is applied here as it is to meals incurred by the employee
while traveling. If you wouldn’t pay for a meal like this out of your own pocket, it is not
reasonable to expect the Company to do so. As a general rule, business lunches should not
exceed $20 per person and business dinners should not exceed $50 per person, including
beverages. On the other hand, a rare special occasion or completion of an especially difficult
project may warrant a somewhat more extravagant celebration. In all cases, a business meal
must be pre-approved by the Department Manager. If the Department Manager is in attendance,
then pre-approval by the manager at the next management level must be obtained before the
expenditure is incurred. Rare exceptions where these guidelines are exceeded must also have
prior approval of the manager at the next level who is not in attendance. All business meal
reports must be well documented, and include the first and last name of every participant, as well
as the reason for the business meal.

Other Business Expenses

Other business expenses, such as club memberships and dues, professional memberships
and dues, luncheons associated with memberships, Company automobile expenses and any other
business expenses not specifically mentioned elsewhere are evaluated in light of the employee’s
position with the Company and the relevance of such memberships. Prior approval from the
employee’s supervisor must be obtained. Reference materials such as books and magazines that
have been bought and paid for by the Company become Company property and should remain
on the premises. Business gifts in excess of $25 are not tax deductible, and therefore require
advance approval by an officer of the Company.

Spouse Expenses
Spouse or domestic partner expenses are not covered unless the Regional President has
pre-approved all expenses relating to the employee’s business travel or entertainment with their
spouse or domestic partner.
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Non-Reimbursable Expenses
Meals: Meals for employees in the city of their assignment are not reimbursed unless they
are a part of an approved business meal with an outside client or customer (in which case
the Business Meals policy shall control), or otherwise pre-approved by a Division Head.

Travel Expenses: Travel expenses between home and the office where the employee is
based are not reimbursable

EMPLOYEE REIMBURSEMENT PROCEDURE

Submission of Expenses
An Employee Reimbursement Form must be submitted for reimbursement of all travel
and entertainment expenditures.

If a Company-paid airline expense is the only expense incurred, an Employee

Reimbursement Form documenting the air travel needs to be submitted and must indicate that
“no amount is due to employee.”

Necessity and reasonableness will be the criteria for reimbursement of all employee
expenses. Any expense that is unusual or extravagant in nature must be approved in advance in
accordance with the above policies. No exceptions will be made.

Expense forms must be submitted within 30 days after the completion of the trip. The
form should be written in ink or typed.

Expense Documentation
Receipts are required for an employee to be reimbursed. Original receipts (not copies)
must be attached to the Expense Reimbursement Form. When travel is involved, when possible,
a copy of the travel itinerary should also be attached to the Expense Reimbursement Form as
further documentation of the business purpose of the trip. In general, all receipts must show the
date, place, amount and nature of the expenditure, the names of the people involved, the business
purpose, and the name of the employee charged. Exceptions must be approved by the
Department Head.

Transportation Expenses
Airfare and auto rental expenses may be recorded in total, without showing a daily
charge, on either the first or last day of the trip. All other transportation expenses must be
recorded on a daily basis.

Lodging Expenses
Credit card vouchers alone are not adequate support for lodging expenses. A copy of the
hotel/motel invoice showing itemized charges is required. Charges must be recorded daily as
they are incurred. Video rentals and other personal incidental charges will not be reimbursed.

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Meals
The meal section of the Expense Reimbursement Form is intended to capture the
individual employee meals only. Meals involving two or more people are to be reported under
business entertainment, unless separate checks are issued to each employee. Beverage and
lounge charges incurred in conjunction with the evening business meal must not be excessive
and should only occur when entertaining business clients. They should be reported as business
entertainment expense.

Other Expenses
All other expenses, such as club dues, business gifts, company vehicle maintenance
expenses (include license number of auto on receipt), reference materials, etc. should be reported
in the “Other Expense” section of the Reimbursement Form.

In addition to fully explaining the nature of the expense in the appropriate area, additional
notation or instructions should be made for expense classification.

Purpose of Trip(s)
A brief description of the purpose of the trip(s) that necessitated the travel expenses
incurred is required and must be noted on the top of the Expense Reimbursement Form.

Signatures and Approvals

The employee’s signature and the signature of the immediate supervisor, or, if the
immediate supervisor was in attendance when the expense was incurred, the signature of that
supervisor’s supervisor, are required on all Expense Reimbursement forms. The employee’s
signature certifies that the expenses are true and correct. Expenses of an officer of the Company
also require the signature of either the Chief Financial Officer or Regional President.

Payment of Expenses Charges

The employee is responsible for direct payment of all incurred expenses except where a
Company issued credit card has been pre-approved for use by the employee and the employee’s
Regional President. If the charges were paid by the employee’s personal credit card, the charges
will be reimbursed from and approved on an Employee Reimbursement Form. Payment will be
made on a regular accounting check run within seven working days from the date Accounting
receives it. The original Employee Reimbursement form and all backup data will be retained as
support for this payment.

Audits
All Employee Reimbursement forms paid are subject to review by the Chairman,
Regional President and the Chief Financial Officer. The appropriate Regional Controller will
handle all questions of judgment and approval.

Responsibilities
The employee must submit expenses on the Employee Reimbursement form in a timely
manner. Expenses submitted more than 90 days after they have been incurred will not be
reimbursed.
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The Department Head must approve expenses and ensure that the Reimbursement Policy
is followed.

The Accounting Department will pay the approved reimbursable expense(s) to the
employee in a timely manner.

EDUCATIONAL REIMBURSEMENT
The Company encourages its employees to pursue further education. This policy
promotes employee development and serves to improve the quality of the Company’s workforce.
The Company provides an educational assistance program that is designed to assist its employees
in up-grading their skills and improving their work performance. This policy applies to all
regular full-time employees who have completed 90 days of service.

For those courses or other educational activities (i.e., seminars, computer classes, etc.)
where the Company requires attendance, tuition and other related fees will be paid directly by the
Company. Attendance will be considered as paid hours worked and counted within the 40 hours
weekly requirement for overtime premium pay.

For courses and similar educational activities where the employee voluntarily initiates
enrollment the following procedures apply.

• Course hours must be scheduled outside of the employee’s work hours and should not
interfere with the employee’s job duties and work performance.

• The employee must secure approval on a Tuition Reimbursement Form available through
Human Resources by his or her manager and Corporate Human Resources prior to
commencing the course. (Only those courses relating to the employee’s current job
assignment or future job potential with the Company will be considered for approval.)

• The Company will reimburse one approved course per semester (no more than 2 classes
per calendar year).

• The Company will reimburse the employee fifty percent (50%) of the costs upon
enrollment in the course and fifty percent (50%) of the costs upon successful completion
of the course. If an employee fails to complete the course, the employee will be required
to reimburse the Company for any funds that the employee has previously received from
the Company in connection with the course.

• The Company reserves the right, in its sole discretion, to determine whether a course is
work-related and meets the other requirements of the Tuition Reimbursement Policy.

• Employees how have received educational/tuition reimbursement and whose employment

with the Company ends voluntarily within six months of completion of the course shall
be required to repay the Company the full amount of the educational reimbursement that
was received for the course.

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UNEMPLOYMENT INSURANCE
If your employment terminates, you may be eligible to receive unemployment insurance.
In most cases, you must file a claim in order to collect this benefit. Should such a situation arise,
you should inquire about unemployment insurance at the time of your separation from service.
We will be happy to refer you to the appropriate state agency.

WORKERS’ COMPENSATION PROGRAM

The Company carries workers’ compensation insurance coverage as required by law to
protect employees who are injured on the job. This insurance provides medical, surgical and
hospital treatment in addition to payment for loss of earnings that result from work-related
injuries. The cost of this coverage is paid completely by the Company.

SOCIAL SECURITY
As an employee of the Company, you are covered under the federal social security law
(FICA).

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 SECTION
SUNRISE COMPANY 4
EMPLOYEE HANDBOOK

INJURY AND ILLNESS

PREVENTION AND SAFETY
PROGRAM

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TABLE OF CONTENTS

STATEMENT OF SAFETY POLICY......................................................................................................... 1

SAFETY PROGRAMS ................................................................................................................................. 1

INJURY PREVENTION PROGRAM .......................................................................................................... 1

SENIOR MANAGEMENT.................................................................................................................................. 1
SAFETY ADVISORY COMMITTEE.................................................................................................................... 2
SAFETY OFFICER/HUMAN RESOURCES DIRECTOR......................................................................................... 2
SAFETY MANAGERS ...................................................................................................................................... 3
SAFETY SUPERVISORS ................................................................................................................................... 3
EMPLOYEE RESPONSIBILITY .......................................................................................................................... 3
SUBCONTRACTOR RESPONSIBILITIES ............................................................................................................. 4
CONSTRUCTION SUPERINTENDENT RESPONSIBILITIES ................................................................................... 4
Pre-Job Planning ...................................................................................................................................... 4
Public Protection ...................................................................................................................................... 5
SAFETY INSPECTIONS .................................................................................................................................... 5
INVESTIGATIONS ........................................................................................................................................... 5
FIRST AID ...................................................................................................................................................... 6
COMPANY OWNED VEHICLES AND EQUIPMENT ............................................................................................ 6
FIRE PREVENTION .................................................................................................................................... 7
COMMUNICATIONS ........................................................................................................................................ 7
SAFETY TRAINING ......................................................................................................................................... 8
CODE OF SAFE PRACTICES .................................................................................................................... 8
PROTECTIVE APPAREL AND EQUIPMENT ....................................................................................................... 9
USE OF TOOLS AND EQUIPMENT.................................................................................................................. 10
LIFTING AND CARRYING .............................................................................................................................. 10
HOUSEKEEPING ........................................................................................................................................... 11
ALCOHOL AND DRUGS ................................................................................................................................ 11
DISCIPLINARY ACTION ................................................................................................................................ 11
NOTICE TO EMPLOYEES............................................................................................................................... 12
HAZARD COMMUNICATION PROGRAM ............................................................................................. 12
LIST OF HAZARDOUS CHEMICALS................................................................................................................ 12
LABELING.................................................................................................................................................... 13
MATERIAL SAFETY DATA SHEETS (MSDS)................................................................................................. 13
EMPLOYEE TRAINING .................................................................................................................................. 13
SPECIAL PROJECTS - NON -ROUTINE HAZARDS ON JOB ASSIGNMENTS........................................................ 14
INFORMING OUTSIDE CONTRACTORS OF HAZARDS: .................................................................................... 14
FIRE PREVENTION PLAN ....................................................................................................................... 14
FIRE HAZARD DETERMINATION................................................................................................................... 15
STORAGE PROCEDURES ............................................................................................................................... 15
CONTROL PROCEDURES .............................................................................................................................. 15
FIRE PROTECTION EQUIPMENT & SYSTEMS................................................................................................. 15
ALARM SYSTEMS ........................................................................................................................................ 15
EMPLOYEE TRAINING .................................................................................................................................. 15

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WORK PLACE VIOLENCE PREVENTION ..........................................................................................16

FIRST RESPONDER PROGRAM ............................................................................................................17

RECORD KEEPING...................................................................................................................................17

FORMS.........................................................................................................................................................17
INFORMATION FORM ............................................................................................................................19

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STATEMENT OF SAFETY POLICY

Sunrise Company has established a workplace safety program to assist in providing a safe and
healthful work environment for employees, homeowners and visitors. The program is a top priority
for Sunrise Company. The Human Resources Manager has responsibility for implementing,
administering, monitoring and evaluating the safety program. Its success depends on the alertness
and personal commitment of all.
Sunrise Company provides information to employees about workplace safety and health
issues through regular internal communication channels such as supervisor-employee safety meetings,
bulletin board postings or other written communications. A safety advisory committee has been
established to assist in these activities and facilitate effective communication between employees and
management about workplace safety and health issues. The safety advisory committee meets once a
month. Minutes from the safety advisory committee meetings are maintained for three years in the
Human Resources Office.
Employees and supervisors receive periodic workplace safety training. The training covers
potential safety and health hazards and safe work practices and procedures to eliminate or minimize
hazards.
Some of the best safety improvement ideas come from employees. Those with ideas,
concerns or suggestions for improved safety in the workplace are encouraged to raise them with their
supervisor or a member of the safety advisory committee.
Each employee is expected to obey safety rules and to exercise caution in all work activities.
Employees must immediately report any unsafe condition, which may be submitted anonymously, to
the appropriate supervisor. Employees who violate safety standards, who cause hazardous or
dangerous situations, or who fail to report such situations, maybe subject to disciplinary action.
In the case of accidents that result in injury, regardless of how insignificant the injury may
appear, employees should immediately notify the Human Resources Manager or the appropriate
supervisor. Such reports are necessary to comply with laws and initiate insurance and workers’
compensation benefits procedures.

William Bone
Chief Executive Officer

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Safety Programs
Each employee shall read and abide by the Sunrise Company safety standards and guidelines
found in the programs listed below. All employees are required to sign an acknowledgment stating
that you have received a copy of the plans and will abide by the guidelines of the plan.
• Injury Prevention Program and Code of Safe Practices
• Hazard Communication Program
• Fire Prevention Plan
• Emergency Action Plan
• Bloodborne Pathogens

Injury Prevention Program

Sunrise Company has established an effective Injury and Illness Prevention Program that
includes but is not limited to:
• Identification of the person or persons responsible for implementing the program.
• The employer’s system for identifying and evaluating workplace hazards, including scheduled
periodic inspections to identify unsafe or unhealthy conditions and work practices, including
investigation of injuries and illness.
• The employer’s methods and procedures for correcting unsafe or unhealthy conditions and
work practice in a timely manner.
• An occupational health and safety training program designed to instruct employees, with safe
and healthy work practices and to provide specific instructions with respect to hazards
specific to each employee’s job assignment.
• The employer’s system for communicating with employees on occupational health and safety
matters, including provisions designed to encourage employees to inform the employer of
hazards at the work site without fear of reprisal.
• The employer’s system for ensuring that employees comply with safe and healthy work
practices which may include disciplinary action.
• The information in this booklet will help you understand our program and outlines your
responsibilities in the area of accident prevention/safety awareness.

Senior Management
Senior Management is the Chief Executive Officer, the President or any other division
Officer of Sunrise Company, and all other subsidiaries or units thereof.
Senior Management has the ultimate responsibility for adoption and implementation of
programs and procedures to promote the health and safety of its employees and others that
enter onto Company owned properties.
Senior Management has appointed persons from various management levels as members of
the Safety Advisory Committee to meet periodically to develop programs, procedures, and oversee all
activities pertaining to the health and safety of the Company employees and others while on
Company-owned properties.

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Safety Advisory Committee

The Safety Advisory Committee shall consist of a cross-section of Management including at
least one representative of senior management to oversee matters of injury prevention, health, and
safety awareness throughout Sunrise Company.
• The Committee shall be recognized as the governing body for senior management in regard
to injury prevention and safety awareness.
• The Committee shall deliberate with senior management through its representatives in regard
to the overall responsibility of the Injury Prevention Program, and to further implement
Safety Policy, regulations and procedures as directed from senior management, and as it
deems necessary for Company-wide health, safety and injury prevention.
• The Committee shall consist of a Chairman, Vice Chairman, Secretary and other selected
members with critical expertise from various departments within Sunrise Company.
• The Committee shall record minutes of each meeting and forward a copy to designated
members of senior management and to the Human Resources Director.
• The Committee shall adopt a written Safety Program for Company employees as well as
subcontractors’ employees. These policies shall be reviewed and revised at least once a year,
or as necessary during the year.

Safety Officer/Human Resources Director

The Director of Human Resource/Safety Officer is directly responsible for implementing the
Injury Prevention Program and will be responsible for the following:
• Provide advice, guidance and technical support for health and safety by counseling
management, supervisors and employees.
• Assist in solutions of safety related problems; conducting safety training; and in general,
rendering any such assistance as may be necessary to prevent injury(s) to anyone who works
for or enters into any Company owned properties.
• Keep abreast of the latest developments in the field of injury prevention, personal protective
equipment, and first aid equipment and procedures, in order to provide an effective guide to
everyone connected with the basic Safety Program.
• Encourage managers, supervisors and employees to report workplace hazards, either directly
to their supervisors or to the Human Resource Director, or anonymously in the Suggestion
Boxes located throughout our Company.
• Ensure that employees and supervisors are made aware that they will not be retaliated against
for reporting workplace hazards to the Company.
• Communicate with employees as safety issues arise.
• Routinely conduct, with representatives from the various departments and our insurance
Company or state and federal agents, periodic health and safety inspections of all Company
properties and facilities.
• Conduct, with the assistance of supervisors and employees, injury investigations, and follow
up investigations.
• Collect and maintain pertinent data on safety related operational matters, including work
injury causes and statistics.
• Work in cooperation and conjunction with state and federal organizations and coordinate
these total efforts toward a safe and healthful workplace.

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Safety Managers
The Safety Managers shall include General Managers, Project Managers, Directors,
Superintendents, and other Management, who in turn will be responsible for the safe working
conditions, activities and practices in areas under their jurisdiction.

Safety Supervisors
The Safety Supervisors will include all management and supervisory personnel and/or
specially designated personnel. Safety Supervisors will be responsible for prevention of injuries
among those they supervise. Supervisors’ safety responsibilities include:
• Familiarizing themselves with all safety and health procedures relevant to the operations
under their supervision.
• Inspecting their work areas periodically.
• Training their employees in safety matters or arranging for such training where appropriate.
• Identifying conditions that are recognized in the Company’s industry as being unsafe.
• Reporting accidents and injuries to the Manager of Human Resources immediately.
• Where appropriate, take disciplinary action with employees who violate the Company’s injury
prevention guidelines.
• Safety Supervisors will encourage employee safety suggestions and give them immediate
consideration.
• It is the responsibility of each Safety Supervisor to attend and conduct safety meetings every
other week or as appropriately needed.

Employee Responsibility
The employee is responsible for exercising maximum care and good judgment in preventing
injuries or illnesses. Each employee is expected to provide wholehearted, genuine cooperation with
all aspects of the Company’s safety and health program. They are expected to comply with all safety
rules and regulations and to continuously practice safety while performing his or her duties. Listed
below are employee responsibilities:
• No job will be considered efficiently completed unless the worker himself has followed every
precaution and safety rule to protect himself and his fellow employees from injury
throughout the operation.
• Each employee shall report to his/her supervisor any accidents and seek first aid for all
injuries.
• Each employee shall read and abide by the Sunrise Company employee ”Code of Safe
Practices” and all department safety rules.
• Each employee will be expected to use whatever personal protective equipment necessary to
perform his/her tasks.
• Each employee shall consider safety meetings as part of his/her regular job. Reasons to be
excused must be just as important as those for missing any part of his/her regular job.
• Each employee is responsible for reviewing the department bulletin board and updating
themselves on Company matters especially safety related issues.
• Each employee is responsible for reading and/or understanding the contents and training
received for their specific job.

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• Each employee is responsible for reporting any health and safety violation and/or concern to
management without fear of reprisal. Reports may also be submitted anonymously in the
Suggestion Boxes located throughout the Company.

Subcontractor Responsibilities
Subcontractors shall work according to good safety practices printed, posted, instructed and
discussed and in accordance with contract documents. Listed below are general requirements for
sub-contractors.
• It is mandatory that all subcontractors provide a current certificate of insurance evidencing
adequate workers’ compensation and general liability insurance prior to beginning any work
and a copy of or a statement claiming Injury Prevention Program has been implemented with
their workers.
• Subcontractors shall refrain from any unsafe act that might endanger themselves, their fellow
workers, or the public.
• Subcontractors shall use all personal protective equipment or safety devices provided or
required for their protection and wear the appropriate apparel when working on the job.
• Subcontractors shall comply with all safety procedures, directives and other requirements
imposed by Sunrise Company, federal, state or local authorities or ordinances applicable to
their activity.
• Subcontractors shall report any unsafe act, unsafe condition, all property damage or bodily
injury that occurs on the job to a Sunrise Company Superintendent.
• Each Subcontractor should designate a person to be the liaison for coordinating and
communicating safety between Sunrise Company and their organization and meet with a
Sunrise Company Superintendent on a weekly basis or as needed to discuss particular safety
issues.
• Subcontractors shall take appropriate steps to ensure that all attractive nuisance exposures,
hazardous conditions created or unattended mobile equipment are protected from the public
by barriers, watchmen or similar.
• Subcontractors shall provide all Material Data Safety Sheets for hazardous chemicals brought
on Sunrise Company property.
• Subcontractors shall verify in writing their company's adherence to first aid requirements by
law.

Construction Superintendent Responsibilities

Pre-Job Planning
• The Superintendent shall review the safety factors necessary for the project and develop a
plan for loss control on the project.
• The Superintendent shall be responsible for verifying that all elements of the public loss
control plan have been carried out.
• The Superintendent shall hold a pre-job safety meeting with Sunrise employees and the
subcontractors' representative prior to commencement of their work to review loss control

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plans and assign responsibilities for completion of select activities to comply with the public
loss control plan.
• The Superintendent shall document these meetings, including attendees and topics covered,
in a logbook.

Public Protection
• Where the job site cannot be fenced, all equipment and materials should be stored in a fenced
bullpen on the job site.
• The Superintendent shall verify that all booms; pans, buckets, etc. are dropped to the rest
position each night and all keys to equipment are removed.
• All open trenches, pits, holes or other designated hazardous areas should be barricaded and
arrangements should be made for routine and regular maintenance of this barricading activity
for the duration of the project.
• A barricading plan should be developed for situations involving vehicular traffic adjacent to
or through the project and arrangements should be made for maintenance of this barricading
activity for the duration of the project.
• The Superintendent should verify that there are temporary walkways or driveways for access,
if necessary, near or through the construction zone and should verify that these temporary
walkways or driveways are properly built.
• Plans for trash and debris removal should be established and all debris should be removed
from the job site on a timely basis, in accordance with contract documents.
• Materials such as dirt piles, debris, etc. shall never be stored on sidewalks, driveways, public
streets or other public thoroughfares, unless elaborately barricaded.
• The Superintendent should establish traffic patterns on the job site to be followed by
equipment operators to conflicts on the job site.

Safety Inspections
The Safety Officer and Department Manager shall conduct intermittent safety inspections in
their workplace. Managers and supervisors shall inspect any area where new hazards or incidents are
reported and take corrective measures to abate the hazardous conditions.
Inspections shall be conducted in regard to fire hazards, housekeeping, work areas of
employees, tools, equipment and vehicles. It is the responsibility of all managers and supervisors to
insure the safety of all in their sphere of influence.
Planned inspections shall be conducted by the Safety Officer and shall be deliberate and
systematic in design. Upon discovery, the Safety Officer shall itemize in writing hazardous conditions
to be corrected by the Department Managers and Supervisors, and follow up inspections shall be
made to insure proper compliance.

Investigations
Supervisory personnel must investigate all incidents and try to determine their causes.
Prompt action should then be taken to keep the incident from reoccurring. A completed accident
report must be completed immediately by supervision and a copy forwarded to the Director of
Human Resources. The importance of these reporting forms cannot be understated. It is the
primary source of information for the Company and its insurance carrier in determining accident
claims and corrective measures.

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The Director of Human Resources will review the accident reports to perform follow up
investigations as necessary and initiate further corrective measures. The Director of Human
Resources must also be notified immediately upon any accident or incident involving serious personal
injury, damage to Company vehicles and/or properties.

First Aid
The Company provides first aid supplies at all job sites and facilities. All injuries must be
reported to your supervisor whether or not the injured party is a Company employee. In the event of
a serious accident or injury, no one should attempt to administer first aid to the victim unless
qualified. The Company has qualified First Responders on the job sites. Contact them immediately
when there is a serious injury.
Never move anyone who is seriously injured unless his continued presence in the area would
further endanger the person.
Injured employees who have been medically cared for and are able to return to work must
have a signed release from a physician to resume employment. This release must be given to your
supervisor.
Instructions in First Aid and Cardio-Pulmonary Resuscitation (CPR) will be provided to key
employees.

Company Owned Vehicles and Equipment

Employees required to operate a motorized vehicle or specialized equipment must possess a
current valid driver’s license and be proficient in the use of such specialized equipment. All operators
of motorized vehicles shall abide by all the “Rules of the Road” as prescribed by the State
Department of Motor Vehicles.
Before operating any motorized special equipment such as, but not limited to: motorized golf
carts, graders, tractors, skip-loaders, three-wheeled vehicles, mowers, and edgers, employees shall go
through a training session and be checked out by their immediate supervisor.
All operators of vehicles or equipment, whether Company or privately owned, shall make
periodic inspections to insure their safe operation and condition. The mechanics in our vehicle and
equipment repair facilities shall make a periodic safety inspection of all Company owned vehicles on a
time or mileage basis, depending on use. Where appropriate, lockout procedures shall be used.
Operators of Company owned vehicles and equipment, upon discovery, shall notify their
supervisor of any and all hazardous conditions that could or would result in personal injury or
property damage.
At no time should management or supervisory personnel direct their employees to operate
any vehicle or piece of equipment knowing it is unsafe to do so. Tractors, golf course machinery,
carryalls, and any other vehicles shall not operate where there is a possibility of over turning in
dangerous areas like edges of deep fills, cut banks and steep slopes.
The vehicle speed limit is 25 MPH on all Company properties. In some construction zones,
the speed limit may be less than 25 MPH. Any exhibition of speed or reckless driving demeanor in a
Company or privately owned vehicle will not be tolerated.
Eating, drinking, texting or cell phone use while operating motorized vehicles, electric or
pneumatic tools, machinery, or other such equipment is prohibited.

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Fire Prevention
Fire prevention must receive major attention in all Sunrise Company facilities, job sites,
vehicles and motorized special equipment. The following are the most common causes of fire in the
workplace:
• Electrical defects
• Careless use of smoking materials
• Hot surfaces
• Open flames not safely confined
• Cutting and welding
For health and safety considerations, the Company discourages smoking. Smoking is
prohibited in all locations on Company property except specifically designated smoking areas.
All flammable materials should be stored properly with “No Smoking” signs posted.
Flammable liquids should be stored in properly painted and lettered safety containers. Drums and
tanks should be stored at a safe distance away from structures and Class ABC fire extinguisher(s)
should be located nearby. All combustible waste materials will be placed in fire-proof containers and
disposed of on a regular basis. Department managers will be responsible for the control of the
accumulation of flammable materials.
Fire extinguishers are located throughout the Company facilities and in some Company
owned vehicles. Know where they are located and their proper use. If unfamiliar, your managers will
instruct you on proper usage/handling. Fire extinguishers should be kept clear at all times.
All fires, large or small, shall be reported immediately. Upon discovery of any fire, the
employee shall sound the alarm and notify his supervisor who, in turn, will take the necessary actions
to notify the local fire authorities.
While every effort is made to prevent fires, there is always a possibility that one may get
started. When you detect a fire, there are certain things you should do.
• If it is a very small fire, you can put it out before it spreads with the use of a portable fire
extinguisher or some other smothering agent. Put it out as quickly as possible.
• If the fire already has a good start and is spreading, sound the alarm, notify your
supervisor and try to contain the fire until help arrives. However, do not endanger your
own well being.
• Upon hearing an alarm, stop work and proceed to the nearest clear exit and gather at the
appropriate location.
The Safety Officer will review this program on a regular basis to ensure the continuation of all
facets of the program are being carried out. All activities will be documented and records kept in file
with the OSHA/Safety Inspections/Safety Training records.

Communications
It is the policy of the Company through the “Open Door Policy” to have a support system to
help solve problems through communications. Employees are encouraged to address occupational
health and safety matters to their immediate managers. (Open Door Policy is in the Employee
Handbook.)
• Employees should read the employee newsletter, bulletin boards, Company memos and
personal Company mailings in order to be updated in the area of injury prevention.

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• Company meetings will keep you abreast of the latest in accident prevention and safety
awareness along with any up to date training.
• Questions, concerns and suggestions may be addressed in verbal or written form, per
chain of command or directly to the Manager of Human Resources.
Through proper communications, we will be able to prevent needless loss of time and agony.
Communications are extended to the use of various suggestion boxes located throughout the
Company.

Safety Training
All employees will be instructed on how to safely conduct their work. Initial general safety
training may be obtained by reading this manual and by following initial departmental orientation.
Because of the diversity of the Company, various departments have designed safety training
appropriate and specific for their areas. As an employee, you are subject to general and specific injury
prevention and safety awareness training:
• Upon being hired. Prior to being placed on the job, will consist of orientation training with
hands on safety, hazards and procedures - General Safety and Hazard Communication and
Hazardous Material training.
• Upon being reassigned to new jobs, employees will be trained hazards and safety issues of
new position.
• Upon introduction of new equipment and/or process that involve new hazards.
• Whenever the employer is made aware of a new or previously unrecognized hazard.
At no time should any employee perform a task in which they have not been trained to
perform. Individuals should acknowledge specific safety training by signing an appropriate Job
Safety Analysis/Training form.
The Safety Officer shall be responsible for scheduling safety-training meetings that will vary
from tailgate sessions to formal sessions complete with audiovisual presentations, handouts. There
will be one formal session per year. The Safety Officer shall periodically review and upgrade the
following items as relates to current work practices, procedures, tools, equipment, supplies and
materials:
• Safety Training
• Safety Rules
• Safety Postings and warning signs
• Hazardous material inventory and training

Periodically, the Company will conduct First Aid/CPR classes for key personnel and
interested employees. Employees are encouraged to complete this training. All employees are
encouraged to ask for safety training in any area of concern.

Code of Safe Practices

To help prevent employee accidents and illnesses, we have developed a CODE OF SAFE
PRACTICES. All employees must follow this code while they are on the job. We have developed
this code to help make your job safer. In order to meet the goal of a safe place to work, these safety
rules will be enforced General Safety Rules.

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• All employees shall abide by the policies of the Sunrise Company Injury Prevention and
Safety Programs and the rules and regulations set forth in the Code of Safe Practices.
• Employees will observe and obey all CAUTION, WARNING, DANGER and other signs
signifying a hazardous condition.
• All employees must receive safety training in their specific jobs prior to performing these
jobs. They shall receive safety training upon any new assignment, or when there is a change in
the operations or new equipment or processes are available for their job.
• No employee will handle any hazardous material without first being trained in the handling
and use of the material.
• Only employees with a valid first aid card are allowed to perform first aid.
• Smoking must be done in "Smoking Allowed" areas only.
• When employees are issued personnel protective equipment, such as bump caps, masks, eye
protection, hearing protection and so forth, they must use that protection in the work areas
where the protection is necessary.
• Employees shall promptly report any and all unsafe conditions to their immediate supervisor.
• Employees shall promptly report to their immediate supervisors all accidents and injuries to
themselves or any others, such as, but not limited to subcontractors’ employees, vendors,
visitors and homeowners while on Sunrise Company owned properties.
• All employees shall be given frequent safety and injury prevention instruction. Safety tailgate
meetings shall be conducted regularly. Whenever a person is not sure how to do the job
safely and correctly, he or she shall not hesitate to ask their supervisor.
• Employees shall not handle or tamper with any electrical equipment, machinery, air or water
lines in a manner not consistent with the scope of their duties, unless they have received
specific instruction from their supervisors on how it should be done.
• Fighting, horseplay and practical jokes cause accidents and will not be tolerated.
• No one shall knowingly be permitted or required to work while their ability or alertness is
impaired by fatigue, illness or other causes that might unnecessarily expose the employee or
others to injury.
• Alcohol or illicit drugs or any employees under the influence of such will not be allowed on
the work site.
• Employees shall be instructed to ensure that all protective devices, such as safety guards, are
in proper place and adjusted. The employee shall report deficiencies promptly to supervisory
personnel.
• Always have one hand free to use on railings when using stairwells. Use steps one at a time
and do not run up and down stairwells. Report any loose handrails immediately.
• Do not be afraid to ask for help when handling heavy items. Under no circumstances should
an employee attempt to lift and/or push items heavier than what they can handle.
• Use common sense when performing daily tasks.

Protective Apparel and Equipment

Depending on their work assignment, employees shall wear appropriate apparel and
equipment to safeguard against injury or exposure to chemical and/or environmental elements as
required by their departments’ guidelines, such as but not limited to the following:

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Head Protection: Employees exposed to flying or falling objects and/or electrical shock and
burns shall be safeguarded of approved head protection.
Eye and Face Protection: Employees working in locations where there is a risk of receiving
eye injuries such as puncture, abrasions, contusions, or burns as a result of contact with flying
particles. Hazardous substances, projections or injurious light rays that are inherent in the
work environment, shall be safeguarded by means of face shields or eye protection.
Body Protection: Appropriate clothing shall be worn according to the work being done.
Loose sleeves, tails, ties, lapels, scuffs or other loose clothing shall not be worn. It could
become entangled in the parts of the machinery or equipment.
Hand Protection: Shall be required for employees whose work involves unusual and
excessive exposure of hands to cuts, burns, harmful physical or chemical agents which are
encountered and capable of causing injury or impairment.
Foot Protection: Appropriate foot protection shall be required for employees who are
exposed to foot injuries from hot, corrosive, poisonous substances, falling objects, crushing
or penetrating actions which may cause injuries or for employees who are required to work in
abnormally wet areas.
Jewelry: Wrist watches, rings or other jewelry should not be worn while working with or
around machinery with moving parts in which such objects may be caught, or around
electricity energized equipment
Respiratory Equipment: Appropriate respiratory equipment will be provided and used
when an employees are exposed to an oxygen deficient atmosphere or harmful dust, fumes,
mists, vapors and gasses.

Use of Tools and Equipment

• All tools and equipment shall be maintained in good condition.
• Damaged tools or equipment shall be removed from service and tagged “DEFECTIVE”.
• Pipe or Stillson wrenches shall not be used as a substitute for other wrenches.
• Only appropriate tools shall be used for the job.
• Wrenches shall not be altered by the addition of handle-extensions or “cheaters”.
• Files shall be equipped with handles and not used to punch or pry.
• A screwdriver shall not be used as a chisel.
• Wheelbarrows shall not be pushed with handles in an upright position.
• Portable electric tools shall not be lifted or lowered by means of the power cord. Ropes shall
be used.
• Electric cords shall not be exposed to damage from vehicles.
• In locations where the use of a portable power tool is difficult, the tools shall be supported by
means of a rope or similar support of adequate strength.

Lifting and Carrying

When lifting, remember that your greatest source of strength is in your legs. This is the secret
of protecting yourself from a back injury or hernia. When lifting objects:
• Think about back safety before you lift something.
• Get a firm footing with feet slightly apart, one alongside and one behind the object.

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• Keep back straight, nearly vertical.

• Keep chin tucked in, elbows and arms tucked in, and the load close to the body.
• Always let your legs do the work when you lift. Keep body weight directly over the feet; lift
gradually using the leg muscles.
• Do not twist or shift your feet with the load.
• Ask for help with awkward or unusually heavy objects. Use mechanical means whenever
possible.
• Remember that pain in your back can signal a serious problem and should be attended to by
a physician.
• Help fellow workers practice good safety habits which will protect their backs.

Housekeeping
A clean working area prevents injuries. The time and money spent in keeping the work areas
free from debris and trash are paid back tenfold, both in productivity and reducing the hazards that
cause injuries. All floors, passageways, stairs, and ramps should be kept free of scraps, tools,
machinery, and material storage.

Alcohol and Drugs

Anyone who reports to work under the influence of drugs, alcohol, or any other substances
that could or would endanger the employee’s health or safety, or the health and safety of others, shall
not be permitted to work or allowed to remain on Company properties.
No employee shall buy, sell, use, carry on his person, or store in his place of work, office or
vehicle, any illegal drug on Company properties.
No employee shall consume alcoholic beverages while performing job duties and/or during
the normal working hours, or use illegal drugs at any time while on Company properties. The
Company is committed to maintaining a drug-free workplace.

Disciplinary Action
Any employee who willfully fails to comply with or violates any of the safety rules, regulations
or Company policies set forth in Sunrise Company’s Safety Programs and/or Code of Safe Practices
shall be subject to disciplinary action including, if deemed necessary, termination. Senior
Management and department supervisor will determine the disciplinary action required.

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Notice to Employees
A detailed copy of the written program is available at the following locations:
• Human Resources Department
• Your department or division’s main office
• Your Employee handbook
Employees have the following rights under this program:
• To be advised of occupational safety and health hazards and receive training on safe work
conditions, practices and personal protective equipment.
• To provide information to the employer on safety hazards, request information or make
safety suggestions without fear of reprisal.

Employees have a duty to comply with the following requirements to make the workplace
safe for themselves and fellow employees:
• Know the Codes of Safe Practices for Practices for the general work area and for your job.
• Comply with working conditions, safe work practices and personal protective equipment
requirements for your job.
• Report unsafe conditions and injuries/illness to your supervisor.
Employees must comply with the requirements listed above or face the following disciplinary
actions:
• Disciplinary action to include any of the following: verbal warning, written warning,
suspension and the possibility of termination.
• The employer will conduct inspections to identify unsafe conditions and violation of
safety rules.
• If you have any questions about this program, ask your supervisor or Division Manager.
Safety information may be confidentially reported using the suggestion boxes and/or oral
or written communications to the Manager of Human Resources.

Hazard Communication Program

Sunrise Company is firmly committed to providing all of its employees a safe and healthy
work environment. It is Company policy to provide our employees with information about
hazardous substances used on the work site through our hazard communication program, which
includes container labeling, Material Safety Data Sheets (MSDS) and employee information/training.
The Safety Officer will have overall responsibility for coordinating the hazard communication
program for Sunrise Company. The Safety Officer will make our written hazard communication
program available, upon request, to employees, their designated representatives, Occupational Safety
and Health (OSHA) and the Director of the National Institute for Occupational Safety and Health.

List of Hazardous Chemicals

The General Superintendent, General Managers and Department Managers will maintain a
list of all known hazardous chemicals that will be used on the work site requiring this information
from subcontractors and vendors and by reviewing container labels and MSDS. This list will be

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updated as necessary. It will be kept in each department’s main office.

Labeling
It is the policy of this Company to ensure that each container of hazardous chemicals on a
job site is properly labeled. The labels will list:
• the contents of the container
• appropriate hazard warnings;
• the name and address of the manufacturer, importer
• or other responsible party
To further ensure that employees are aware of the chemical hazards of materials used in their
work areas, it is our policy to label all secondary containers. Secondary containers will be labeled with
either an extra copy of the manufacturer’s label, or with a sign or generic label that lists the container’s
contents and appropriate hazard warnings.
This responsibility will be assigned to the Department Managers to monitor in their
departments. All subcontractors will require such information and these requirements will be
monitored by Contract Administration.

Material Safety Data Sheets (MSDS)

Copies of MSDS for all know hazardous substances to which employees may be exposed are
kept in each department and are readily accessible to employees in the work area during each shift.
The Department Manager is responsible for obtaining, maintaining and updating the file of MSDS.

Employee Training
Employees will attend a training session on hazardous substances/chemicals in their work
area at the time of their initial work assignment. The training session will cover the following:
• An overview of the hazard communication requirements
• Review of the chemicals present in their workplace operations
• The location and availability of our written hazard communication program, a list of
hazardous chemicals and MSDS
• Methods and observation techniques that may be used to detect the presence or release of
hazardous chemicals in the work area
• The physical hazards of the chemicals in the work area
• The health hazards of the chemicals in the work area, including signs and symptoms of
exposure and any medical condition known to be aggravated by exposure and any medical
condition known to be aggravated by exposure to the chemical
• How to lessen or prevent exposure to hazardous workplace chemicals by using good work
practices, personal protective equipment, etc.
• Emergency procedures to follow if employees are exposed to hazardous chemicals
• An explanation of our hazard communication program, including how to read labels and
MSDS to obtain appropriate hazard information
When a new type of product is introduced into a work area or a product’s chemical
composition changes, the Department Manager will review the above items as they are related to the
new chemicals.

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Special Projects - Non -Routine Hazards on Job Assignments

Periodically employees are required to perform non-routine job assignments. Prior to starting
work on such projects, each affected employee will be informed by the Department Manager about
hazards to which they may be exposed and appropriate protective and safety measures.

Informing Outside Contractors of Hazards:

Each time an outside contractor is contracted to provide services at the work place, the
Company representative shall determine the area in which the contractor and his employee(s) will be
allowed to work and do the following:
• Determine the hazardous substance(s) that the contractor and his employee(s) may be
exposed to, and;
• List those hazardous substances on the "Notice to Contractors" memo, and;
• Deliver this memo to the contractor or his representative prior to the commencement of
work by the contractor or his employee(s).

Fire Prevention Plan

It is the policy of Sunrise Company to provide a safe and healthful work environment to all
employees. The purpose of the Fire Prevention Plan is to ensure that the Company is properly
maintaining the fire prevention equipment and systems and is in compliance to all governmental
agencies.
The Safety Committee’s responsibilities are:
• Establish and administer the written Fire Prevention Plan.
• Coordinate with local fire officials for compliance of inspections as required by local
ordinances.
• Monitor for fire prevention training through internal Company documents.
• Ensure employees access to the Fire Prevention Plan.
• Coordinate training and information programs for employees.
• Coordinate special training with local fire officials for training of key individuals.
• Maintain a list of specially trained individuals and their responsibilities when a fire occurs on
their work site.
Supervisors are responsible for the following:
• Ensuring that the Fire Prevention Plan and training is presented to employees in their area.
• Ensuring that fire prevention training is occurring during their Tailgate Safety meetings.
• Show all new and transferred employees all known exits from their area and location of all
fire extinguishers.
Employees are responsible for the following:
• All employees will become acquainted with the Company’s Fire Prevention Plan and
learn all safety directives as conducted by the Company.

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S U N R I S E C O M P A N Y S A F E T Y P R O G R A M

Fire Hazard Determination

The Company will depend upon the results of inspections as conducted by the local fire
department inspections, department inspections, Safety Committee inspections and our insurance
carrier inspections for means of recognizing potential fire hazards and their proper handling.

The Company will review Employee Safety Suggestions for possible fire hazards as perceived
by employees and will monitor for fire prevention training through internal Company documentation.

Storage Procedures
The Company shall recognize the proper storage regarding potential fire hazards. Flammable
storage cabinets meeting OSHA and NFPA standards shall be provided in areas where flammable
substances are stored. The Company will monitor project facilities to assure all storage cabinets are in
compliance.

Control Procedures
The Company shall recognize potential ignition sources and their control procedures. This
control will be accomplished by:
• Proper storage and isolation of hazardous materials.
• Proper handling procedures when working with hazardous materials.
• Proper housekeeping procedures regarding the accumulation of flammable materials.
• Fire prevention training for purpose of recognizing potential fire hazards.
• Monthly fire inspection walks.

Fire Protection Equipment & Systems

The Company will recognize the type of fire protection equipment and systems, which can
control a fire likely to involve any potential fire hazards at the workplace. Emergency evacuation
plans are posted throughout each work facility showing locations of fire protection equipment.

Alarm Systems
In areas where an automatic system is not available or the system fails, “An Employee Alarm
System” shall become acceptable procedure for sounding the alarm. The Employee Alarm System
will be capable of being perceived above ambient noise by all employees in the affected portions of
the workplace. Hands operated air horns and direct voice communications shall accomplish this.
The Employee Alarm System shall be a team effort when possible to help provide reaction time for
safe escape of employees.

Employee Training
Employees shall be trained on the Company’s Fire Prevention Plan at the time of their initial
assignment and whenever a person is transferred to a new department. Training may also occur upon
the introduction of a new safety concern to an area. Training will relate to general fire prevention
training and what to do in case of fire. Periodically, the Company in conjunction with local
authorized facilities will conduct First Aid/CPR training for emergency purposes to include a fire
situation.
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S U N R I S E C O M P A N Y S A F E T Y P R O G R A M

Work Place Violence Prevention

The Company is committed to providing a workplace that is free from acts of violence or
threats of violence. In keeping with this commitment, the Company has a “zero tolerance” policy for
actual or threatened violence against employees, clients, visitors, members, guests, or others who have
contact with employees and partners in the course of their duties. Consistent with this policy, acts or
threats of physical violence, including intimidation, harassment, and/or coercion which involve or
affect the Company or any of the Company’s employees, members, guests or agents, or which occur
on Company property, will not be tolerated.
Every verbal or physical threat of violence will be treated seriously by the Company. Any
such threat should be immediately reported to Human Resources. Where a violation of this policy is
found to exist, the Company will take appropriate corrective action, which may include termination,
criminal prosecution and the seeking of injunctive relief under the California Workplace Violence
Safety Act. In situations where an employee becomes aware of an imminent act of violence, a threat
of imminent violence, or actual violence, emergency assistance must be immediately sought. In such
situations, the employee should immediately contact his or her supervisor, Human Resources, and, if
necessary and appropriate, law enforcement authorities by dialing 911.
Examples of workplace violence include, but are not limited to, the following:
 All threats or acts of violence occurring on Company premises, regardless of the
relationship between the Company and the parties involved in the incident.
 All threats or acts of violence occurring off the Company premises involving
someone who is acting in the capacity of a representative of the Company.
 All threats or acts of violence occurring off the Company premises involving an
employee of the Company if the threats or acts affect the legitimate interests of the Company.
 All threats or acts resulting in the conviction of an employee or agent of the
Company, or of an individual performing services for the Company on a contract or temporary basis,
under any criminal code provision relating to violence or threats of violence which adversely affects
the legitimate interests or goals of the Company.
Specific examples of conduct which may be considered threats or acts of violence include,
but are not limited to, the following:
 Hitting or shoving.
 Threatening an individual or his/her family, friends, associates, or property with
harm.
 The intentional destruction or threat of destruction of Company property.
 Harassing or threatening telephone calls or e-mails.
 Harassing surveillance or stalking.
 The suggestion or intimation that violence is appropriate.
 Unauthorized possession or inappropriate use of firearms or weapons.
Nothing in this policy alters any other reporting obligations established in Company policies
or in local, state, federal, or other applicable law.
Full cooperation by all employees is necessary for the Company to accomplish its goal of
maximizing the security and safety of all its employees. Employees should direct any questions they
have regarding their rights and obligations under this policy to Human Resources.

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S U N R I S E C O M P A N Y S A F E T Y P R O G R A M

First Responder Program

The Sunrise Company “First Responder Program” is designed to meet the requirements of
Federal OSHA law. It consists of Certified First Aid Company personnel to render emergency first
aid to victims of accidents occurring on Sunrise Company owned properties.
The First Responders are selected by the department managers and are located strategically
throughout various departments within the Company.
In the event of a personal injury accident, the First Responder near to the incident should be
contacted. A roster listing the first responders may be obtained from your department manager. The
First Responders roster will be maintained, however, is subject to change due to interdepartmental
transfers or terminations of employment with Sunrise Company.
This program is not designed to replace any public emergency services such as Fire
Department, Paramedics or Ambulances. It is intended to aid the sick and injured until the arrival of
higher medical authority.

Record Keeping
OSHA places significant emphasis on injury and illness recordkeeping. Employers are
required to maintain logs of all injuries and illnesses and report this information on an annual basis to
OSHA. The data culled from employer’s injury and illness logs is used by OSHA to identify
workplace safety and health problems and to track progress in solving those problems. OSHA also
uses recordkeeping data to improve standards, tailor enforcement programs and focus on individual
inspections. OSHA regulations make it mandatory to keep and main records of inspections, training,
and other items for at least 3 years in most cases. OSHA logs of injuries and illnesses records must be
maintained for a minimum of five years. These logs require employers to keep track of an injury or
illness in the following categories: 1) days away from work, 2) restricted work or transfer to another
job, 3) loss of consciousness, significant injury or illness diagnosed by a physician or other licensed
medical professional, 4) medical treatment beyond first aid and 5)death. The Company maintains
safety records to help document a history of work, effort and hopefully progress within our
Company’s safety efforts. Some of the forms used in this recordkeeping effort are shown at the end
of this chapter.

Forms
The following Safety Forms were adopted by Sunrise Company Safety Program. These
forms are generic in nature, and are recognized as follows:
• Employee Safety Suggestion and Information Form (which may be submitted
anonymously)
• Employer’s Report of Industrial Injury or Occupational Disease
• Notice of Injury or Occupational Disease Incident Report
• Accident Investigation Form
• Safety Talks With Employees
• Job Safety Analysis
• Safety Inspection Report
• OSHA 300 Log

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Upon incident, first line supervisor must fill out the appropriate forms that apply to the
specific incident immediately and forward to the Manager of Human Resources.
The importance of the report forms cannot be overstated. These forms, when properly filled
out, are the primary sources of information for the Company and its insurance carrier in determining
accident claims and corrective measures. The forms are required by state law and must be filled out
immediately after each and every incident.
Due to the complexities of each incident that may occur, not all questions will apply to each
form, but it is expected the reporter will exercise his or her best judgment in completing each portion
of the form, which is applicable.
In the event that a homeowner in a Sunrise Company owned development is involved in an
accident, the name and address of such person should be taken and given to management.
Employees should not interview, question or take a statement from the homeowner. This is a ruling
established by Sunrise Company Senior Management.

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INFORMATION FORM
This form is for the use of employees who wish to provide a safety suggestion or report
an unsafe workplace condition or practice.

Description of Unsafe Condition ____________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Causes or Other Contributing Factors ________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Employee’s Suggestions for Improving _______________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Has this matter been reported to your immediate Supervisor?

Yes _________No _________

Employee Name (Optional) ________________________________________________________

Department ________________________________Location: ____________________________

Date: ___________________

Employees are advised that use of this form or other reports of unsafe conditions or
practices will be protected by law. It would be illegal for the employer to take any action against
an employee in reprisal for exercising rights to participate in communications involving safety.
The employer will investigate any report or question and advise the employee who
provided the information what actions the employer will take in regards to the investigation.
Supervisory personnel who receive this form shall forward a copy to the Human
Resources Director and must include any actions taken at the department level. If you have any
questions, please contact the Human Resources Department.

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 SECTION
SUNRISE COMPANY 5
EMPLOYEE HANDBOOK

TAX DEFERRED
INVESTMENT
& PROFIT SHARING PLAN

SUMMARY PLAN DESCRIPTION

Section 5 Revised September 2014

This Summary Plan Description (SPD) is a brief description of the Plan and your rights,
obligations and benefits under the Plan. This SPD is not meant to interpret, extend or change
the provisions of the Plan in any way. The provisions of the Plan may only be determined
accurately and fully by reading the actual Plan document. A copy of the Plan is on file at your
employer’s Human Resources Department and may be read by you, your beneficiaries or your
legal representatives at any reasonable time. You may also purchase copies of the Plan
document at a reasonable cost from the Plan Administrator. In the event of any discrepancy
between the SPD and the actual provisions of the Plan, the Plan will govern.

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T A X D E F E R R E D I N V E S T M E N T & P R O F I T S H A R I N G P L A N S

Table of Contents
INTRODUCTION .......................................................................................................................................... 1

DEFINITIONS ................................................................................................................................................ 2

SUMMARY OF PLAN FEATURES ............................................................................................................ 3

ELIGIBILITY .................................................................................................................................................. 3

CONTRIBUTIONS ........................................................................................................................................ 4
EMPLOYEE ELECTIVE DEFERRALS- PRETAX CONTRIBUTIONS AND/ OR ROTH AFTER-TAX CONTRIBUTIONS
...................................................................................................................................................................... 4
EMPLOYER MATCHING CONTRIBUTION ....................................................................................................... 5
INVESTMENTS OF CONTRIBUTIONS.............................................................................................................. 5
CHANGING YOUR CONTRIBUTION ................................................................................................................ 5
HOW TO CHANGE INVESTMENT DIRECTIONS ............................................................................................. 5
KEEPING TRACK OF INDIVIDUAL ACCOUNTS UNDER THE PLAN .................................................................. 5
INFORMATION ABOUT THE INVESTMENT OPTIONS AVAILABLE IN THE PLAN .............................................. 6
ROLLOVER CONTRIBUTIONS FROM OTHER QUALIFIED PLANS ................................................................... 6
LIMITS ON ELECTIVE DEFERRALS ................................................................................................................ 6
INDIVIDUAL LIMIT .......................................................................................................................................... 6
AVERAGE LIMITS .......................................................................................................................................... 7
CATCH-UP CONTRIBUTIONS ........................................................................................................................ 7
LIMITS ON CATCH-UP CONTRIBUTIONS ....................................................................................................... 7
RESPONSIBILITY OF INVESTMENT LOSSES.................................................................................................. 7
WITHDRAWALS ........................................................................................................................................... 7
HARDSHIP W ITHDRAWALS ........................................................................................................................... 8
W ITHDRAWALS WHEN YOU REACH 59 ½ .................................................................................................... 8
W ITHDRAWALS WHEN YOU REACH 70 ½ .................................................................................................... 8
W ITHDRAWALS AFTER YOU LEAVE SUNRISE COMPANY ............................................................................ 8
PLAN LOANS ............................................................................................................................................... 9

TAXATION OF DISTRIBUTIONS .............................................................................................................. 9

ENROLLMENT AND BENEFICIARY DESIGNATION ......................................................................... 10

OTHER IMPORTANT INFORMATION ................................................................................................... 10

HEROES EARNINGS AND ASSISTANCE RELIEF TAX ACT OF 2008 (HEART) .......................................... 10
AMENDMENT OR TERMINATION OF PLAN................................................................................................... 10
CONDITIONS THAT CAN RESULT IN LOSS OF BENEFITS ........................................................................... 10
TOP-HEAVY RULES .................................................................................................................................... 11
BENEFITS UNDER USERRA ...................................................................................................................... 11
YOUR RIGHTS UNDER ERISA ............................................................................................................... 11

HOW TO APPLY FOR BENEFITS. ......................................................................................................... 12

IF YOUR APPLICATION IS DENIED............................................................................................................... 12
NO PBGC INVOLVEMENT...................................................................................................................... 13

ADMINISTRATION OF THE PLAN FOR CALIFORNIA BASED EMPLOYEES .............................. 14

ADMINISTRATION OF THE PLAN FOR CORPORATE AND TEXAS BASED EMPLOYEES .... 15

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T A X D E F E R R E D I N V E S T M E N T & P R O F I T S H A R I N G P L A N S

Introduction
Saving money for your future is not always easy. But the Sunrise Company Tax Deferred
Investment and Profit Sharing Plans (the “Plan”) are designed to give you a head start on developing
financial security and to help make saving for your future financial needs a little easier. The company
has two identical plans, one for the California employees and the second for all other employees from
other company divisions/locations.
You can save money for the years ahead and, at the same time, lower your current taxes. The
Plan gives you the advantage of saving on a pretax basis through convenient payroll deduction
and/or as a Roth Deferral once you have met the eligibility requirements and enter the Plan.
This booklet explains the features of the Sunrise Company Tax Deferred Investment and
Profit Sharing Plan. Please read it carefully and contact the Human Resources Department if you
have any questions.
Effective January 1, 2010, Sunrise Company amended their Plans designed to help you meet
your financial needs during your retirement years. The California based employee Plan was originally
effective on January 1, 1985 and a second plan identical to the original plan (for employees of entities
not directly associated with California based entities) was effective November 1, 1997. Both have a
plan sequence number 001. The plan sequence number identifies the number of qualified plans that
Sunrise Company currently maintains or has previously maintained.
To become a Participant in a Plan, you must meet the Plan's eligibility requirements. Once
you become a Participant, Sunrise Company will maintain an Individual Account for you. Your
Individual Account will be adjusted to reflect contributions, gains, losses, etc. on each business day
the New York Stock Exchange is open for trading. The percentage of your account to which you
will be entitled when you terminate employment depends on the Plan's vesting schedule. These
features are explained further in the following pages.
The actual Plan is a complex legal document that has been written in the manner required by
the Internal Revenue Service (IRS) and is referred to as the Basic Plan Document. This document is
called a Summary Plan Description (SPD) and explains and summarizes the important features of the
Basic Plan Document. Sunrise Company may make contributions to this Plan. In addition, you may
be able to elect to reduce your annual taxable income by deferring a portion of your Compensation
into the Plan as Elective Deferrals. You should consult the Basic Plan Document for technical and
detailed Plan provisions. The Basic Plan Document, and not this SPD, controls the legal operation of
the Plan.
at any time you have specific questions about the Plan as it applies to you, please bring
If
them to the attention of the Plan Administrator whose address and telephone number appears in
Section One of this SPD. You may also examine the Basic Plan Document itself at a reasonable time
by making arrangements with the Plan Administrator.

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T A X D E F E R R E D I N V E S T M E N T & P R O F I T S H A R I N G P L A N S

DEFINITIONS
The following definitions are used in the text of this SPD. These words and phrases are
capitalized throughout the SPD for ease of reference.

Catch-up Contributions - additional Elective Deferrals not to exceed the applicable dollar limit
for a given year, made under the Plan by Participants who attain age 50 before the close of the
calendar year.

Compensation - the earnings paid to you by Sunrise Company that are taken into account for
purposes of the Plan.

Elective Deferrals - the dollars you put into the Plan through before-tax or after-tax payroll
deductions.
Employee - any person employed by Sunrise Company or one its enitities.
Employer – Toscana Limited, L. P. or Sunrise Colony II Management, LLC maintain the Plans.
Both companies do business under the name of Sunrise Company.

Individual Account - the contribution account established and maintained for you which is
made up of all contributions made by you or on your behalf.

Matching Contribution - a contribution made by Sunrise Company to the Plan on your behalf
based upon your Elective Deferrals.

Participant - an Employee who has met the eligibility requirements, has entered the Plan, and
has become eligible to make or receive a contribution to his or her Individual Account. Must be
18 years old to participate.

Plan - Sunrise Company Tax Deferred Investment & Profit Sharing Plan for California based
employees. Sunrise Colony Management Tax Deferred Investment & Profit Sharing Plan for
Corporate Office, Texas and Colorado based employees. The Plan is governed by a legal
document containing various technical and detailed provisions. The Plan Administrator has a
copy of the Plan document. The Plan is commonly referred to as a 401(k) plan.

Plan Administrator - The Plan Administrator is responsible for directly administering the Plan.
Sunrise Company is the Plan Administrator of this Plan and is therefore responsible for the day-
to-day administration and management of the Plan. To ensure efficient and sound operation
and management of the Plan, Sunrise Company has the discretionary authority to appoint other
persons as may be necessary to act on its behalf or assist in performing these responsibilities.
The address and phone number of Sunrise Company is listed below.
Sunrise Company
300 Eagle Dance Circle
Palam Desert, CA 92211
(760) 772-7227
Plan Year - the 12-month period ending on December 31.

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Summary of Plan Features

The Plan offers employees an opportunity to begin a long-term savings plan, have a portion
of their contributions matched by the Company, and save on taxes—all at the same time.
If you participate in the Plan:
• You can contribute from 1% to 50% of your pretax or after-tax gross pay.
• You may receive matching contributions from the Company. The Company’s decision
regarding matching contributions will be announced to Participants before they have
elected Deferrals for the Plan year for which such matching contributions will be made.
The matching contribution formula may change from year to year depending on the
Company’s performance and outlook for the future. The Company may decide not to
offer matching contributions in one or more Plan years.
• You direct how your money is invested.
• You may defer paying income tax on this money until you withdraw it from the Plan.
You also have the choice of treating your Deferrals as Roth Deferrals rather than pre-tax
Deferrals. Roth Deferrals are contributed to the Plan from amounts that have already
been treated as taxable income.
• You are always 100% vested in your own contributions, any earnings on those
contributions and on any employer matching contributions. You receive the full value
of your account when you leave the Company.
• You may borrow from a portion of your Plan account.

Eligibility
Participation is voluntary. You are eligible to join the Plan if:
• You have completed 90 days of service with Company.
• You may join the Plan on any January 1 or July 1 after you fulfill these requirements.
• Once you satisfy the eligibility requirements and enter the Plan, you will continue to
participate while you are still employed by Sunrise, even if you have a break in
eligibility service. A break in eligibility service occurs if you have no service for 12
consecutive months. If you had not yet satisfied the eligibility requirements and had a
break in eligibility service, periods before your break in service will not be taken into
account and you will have to satisfy the eligibility requirements following your break
in service. Periods during which you have a break in eligibility service will not count
against you if you were absent because you were pregnant, had a child or adopted a
child, were serving in the military, or provided service during a national emergency
and re- employment is protected under federal or state law, and you return to
employment within the time required by law.
If you had met the eligibility requirements and were a Participant in the Plan before
terminating employment or having a break in service, and are later rehired, you will
enter the Plan immediately. If you were not a Participant before the break in eligibility
service, and are rehired, you will need to again satisfy the Plan's eligibility
requirement.

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T A X D E F E R R E D I N V E S T M E N T & P R O F I T S H A R I N G P L A N S

Contributions
Employee Elective Deferrals- Pretax Contributions and/ or Roth After-tax Contributions
You will be able to contribute a portion of your Compensation as a pre-tax Deferral and/or
as a Roth Deferral once you have met the eligibility requirements and enter the Plan. You can
contribute from 1 percent to 50 percent of your Compensation in 1 percent increments. The
maximum dollar amount that you can contribute to the Plan each year is $17,500 (for 2014) and
includes contributions you make to other deferral plans (e.g., other 401(k) plans, salary deferral SEP
plans, 403(b) tax-sheltered annuity plans, etc.). This amount will increase as the cost of living
increases. Your Employer may further limit the amount that you can contribute to the Plan to help
the Plan satisfy certain nondiscrimination requirements. Your Employer will notify you if you are a
Highly Compensated Employee, subject to any additional limits. Deferrals (and the related
earnings) are always fully vested and cannot be forfeited. So if you were to leave your Employer,
you would be entitled to the full Deferral balance (plus earnings).

The amount of your Compensation that you decide to defer into the Plan generally will be
contributed on a pre-tax basis (except Roth Deferrals; see below). That means that, unlike the
compensation that you actually receive, the pre-tax contribution (and all of the earnings
accumulated while it is invested in the Plan) will not be taxed at the time it is paid by your
Employer. Instead, it will be taxable to you when you take a payout from the Plan. These
contributions will reduce your taxable income each year you make a contribution but will be treated
as compensation for Social Security taxes.

EXAMPLE: Assume your Compensation is $25,000 per year. You decide to contribute five
percent of your Compensation into the Plan. Your Employer will pay you $23,750 as gross taxable
income and will deposit $1,250 (five percent) into the Plan. You will not pay taxes on the $1,250
(plus earnings on the $1,250) until you withdraw it from the Plan.

You also have the choice of treating your Deferrals as Roth Deferrals rather than pre-tax
Deferrals. Roth Deferrals are contributed to the Plan from amounts that have already been treated
as taxable income. Roth Deferrals will not reduce your taxable income in the year in which you
contribute a portion of your Compensation into the Plan. The benefit of making Roth
contributions comes when you take a payout from the Plan - when both the original contributions
and your earnings on those contributions are paid out tax free so long as you meet certain
requirements for a qualified payout.

EXAMPLE: Your Compensation is $25,000 per year. You decide to contribute five percent of your
Compensation into the Plan. Your Employer will pay you $23,750 as income and will deposit $1,250
(five percent) into the Plan. You will include the entire $25,000 in your income for the year it was
earned even though you only received $23,750. When you withdraw the $1,250 contribution from the
Plan, it will be tax free (along with all of the earnings that have accumulated on that contribution) if
you take a qualified payout. (For more information regarding qualified payouts from Roth Deferrals,
please refer to the section of the Summary Plan Description describing Plan distributions.) The
earnings will never be taxed if you take a qualified distribution.

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T A X D E F E R R E D I N V E S T M E N T & P R O F I T S H A R I N G P L A N S

Employer Matching Contribution

The amount that Sunrise Company will contribute will be announced prior to the beginning
of each year and may vary from year to year, if any, depending on the Company’s performance and
outlook for the future.

Investments of Contributions
You decide how contributions—yours and the Company’s—are invested. You can choose
among several different investment funds managed by a well-regarded investment company. You can
invest all your money in one fund, or you can divide it between all the funds. If you divide your
money, you must do so in whole percentages. For example, you could invest 22% of your money in
one fund and 78% in another. You could not invest 22.5% or 77.5%.
The funds have different investment objectives. The potential for gain and loss is different
for each fund. Only you can decide which investment strategy is right for you. Sunrise Company will
make a summary of the funds available to you or you may call the Investment Company to obtain the
most current information.

Changing your Contribution

You may change your rate of contribution at any time. You may also stop or start making
contributions at any time. If you stop contributing to the Plan, the Company’s contributions to your
account will stop also.

How to Change Investment Directions

The general rule is that you may change your investment directions with respect to your
future Plan contributions or existing Individual Account balances at any time as long as you act
in accordance with the investment fund prospectus.

If you wish to make a change in investment directions, you should:

• Access Vanguard’s website at www.vanguard.com.

• Call the 24-hour Vanguard VOICE® Network, using a touch-tone telephone and
the PIN provided to you by dialing 1-800-523-1188.

• Call Vanguard Participant Services, by dialing 1-800-523-1188 (8:30 a.m. to 9:00 p.m.
Eastern time Monday through Friday).

The transfer of existing balances will be made the same day if you call or initiate the
transaction before 4:00 p.m. Eastern time. A confirmation of your change will be sent to you by
Vanguard.
Keeping Track of Individual Accounts under the Plan
You will receive a personal statement of your Plan account quarterly. Your account
statement will include the following information:
• The amount of money you contributed,
• The amount of money that Sunrise Company contributed,
• The earnings on these contributions, and
• The total market value of your account.

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Information about the Investment Options Available In the Plan

When you are eligible to participate in the Plan, you will be provided with
comprehensive information about the investment options available in the Plan, including an
explanation of their investment objectives and policies, risk and return characteristics, past and
current investment performance (net of expenses), operating expenses, and the type and
diversification of assets comprising the portfolio of each fund. You will also receive ongoing
updates of this information in the form of prospectuses and shareholder reports for each of the
investment options that you have selected for the investment of your Plan contributions. If you
have any questions or require more detailed information concerning any investment option, you
should call Vanguard® Participant Services or the 24-hour Vanguard VOICE® Network by
dialing 1-800-523-1188.

Vanguard Participant Services provides registered associates to answer investment-related

questions from 8:30 a.m. to 9:00 p.m. Eastern time. These associates can help you understand
available investment options and basic retirement investment planning concepts. Additionally,
the associates are able to execute transactions such as fund exchanges, and contribution
allocation changes.

If you prefer the flexibility and convenience of an automated network, the Vanguard
VOICE® Network is available 24 hours a day, 7 days a week to accommodate and confirm your
transactions. (You must use a touch-tone telephone and the personal identification number
provided to you upon enrollment to access the VOICE® Network.) During normal business
hours you may transfer directly to a Vanguard Participant Services associate should you wish to
discuss Plan or investment-related questions.

Additionally, if you have a computer and internet access, Vanguard’s website at

www.vanguard.com allows you to tap into a variety of investment information from retirement
plan guidance to specific fund information to tax-planning tips.

Rollover Contributions from other Qualified Plans

Employees who participated in any other qualified plans shall be permitted to make a
rollover contribution to the Plan, provided that the rollover contribution complies with all
applicable requirements of the code, regulations and rulings of our Plan.

Employees who rollover contributions from other qualified plans shall be permitted to
withdraw at any time or any portion of the total amount credited to their Rollover Contribution
Account in the Plan.
Limits on Elective Deferrals
Federal tax laws and plan documents govern the amount of Elective Deferrals that you may
make. Specifically, federal law places two annual limits on the amount you may defer into a 401(k)
plan - an individual limit and an average limit.

Individual Limit
Federal tax law limits the amount you can put into the Plan during each of your tax years
(generally, a calendar year) to $17,500 in 2014. This amount is indexed periodically for changes in the
cost-of-living index. This limit applies to all Elective Deferrals you make during your tax year to any
deferral plans maintained by your present or former employers.

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If there is an error and you defer more than you are allowed, Sunrise Company will submit in
writing to Vanguard for the return of the excess no later than March 1.
The excess amount and any earnings you may have received on the excess must be taken out
of the Plan by April 15 of the year following the year the money went into the Plan. The excess
amounts will be reported on Form 1099-R and will be taxable income for the year in which you put
the excess into the Plan. Earnings on the excess amount will be taxable in the year distributed.

Average Limits
Tax law defines a group of an employer's employees known as highly compensated
employees. Highly compensated employees making Elective Deferrals are limited in the percent of
their compensation that they defer based on the average percent of compensation deferred by the
non-highly compensated group of employees during either the current or prior Plan Year. If these
limits apply to you, Sunrise Company will give you additional information about them.

Catch-up Contributions
If you are age 50 or older at any time during the calendar year, you may make additional
Elective Deferrals called Catch-up Contributions in excess of the Elective Deferral Limits explained
above.

Limits on Catch-up Contributions

You may contribute an additional $5,500 in the 2014 year.

Responsibility of Investment Losses

The Plan is intended to comply with Section 404(c) of ERISA (the Employee Retirement
Income Security Act of 1974). If the Plan complies with Section 404(c), then the fiduciaries of
the Plan, including the Employer, the Administrator and the Trustee, will be relieved of any legal
liability for any losses which are the direct and necessary result of the investment directions that
you give. Because your Plan allows and encourages you to direct your investments and to have
access to all pertinent information concerning your investments, the fiduciaries of the plan will
be relieved of liability for the results of your investment decisions, as provided under Section
404(c) of ERISA.

When you direct investments, your accounts are segregated for purposes of determining
the gains, earnings or losses on these investments. Your account does not share in the
investment performance for other Participants who have directed their own investments.

You should remember that the amount of your benefits under the Plan will depend in
part upon your choice of investments. Gains as well as losses can occur. There are no guarantees
of performance, and neither the Employer, the Administrator, the Trustee, nor any of their
representatives provide investment advice or insure or otherwise guarantee the value or
performance of any investment you choose.

Withdrawals
The primary purpose of the Plan Company Tax Deferred Investment and Profit Sharing Plan
is to provide you with a long-term savings program for retirement. However, there are certain
circumstances when you may receive a distribution from your account before you terminate
employment.

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Hardship Withdrawals
If you have a “financial hardship,” the Plan permits you to withdraw funds subject to special
rules required by the Internal Revenue Code. For purposes of the Plan, a “financial hardship” means
an expense occurring in the personal affairs of a Participant which creates an immediate and heavy
financial need for a reason such as the following:
• Medical expenses incurred by the Participant, Participant’s spouse or any of
Participant’s dependents.
• The purchase (excluding mortgage payments) of the Participant’s primary residence.
• To prevent the Participant’s eviction from or foreclosure upon Participant’s primary
residence.
• To pay for the next 12 months of tuition and related fees for college or other post-
secondary education for Participant or a member of Participant’s immediate family.
• Any other need not recognized above that has been recognized by the Commissioner
of Internal Revenue Service pursuant to regulation as constituting a deemed immediate
and heavy financial need.
The Plan Committee must interpret the “hardship” provisions strictly. The Plan is not
permitted to make a distribution to you while you remain an employee unless you satisfy the
conditions noted above. Any improper distribution could disqualify the Plan, thereby depriving all
participants of the favorable federal income tax treatment the Plan offers.
The following additional restrictions may apply to in-service hardship withdrawals:
• Your withdrawal cannot exceed the amount required to satisfy the specified need.
• You must have exhausted all other financial resources before withdrawing retirement
funds.
• Only your contributions to your account may be withdrawn.
• Generally, any amount withdrawn before age 59 ½ is subject to regular federal income
tax plus a penalty tax equal to 10 percent of the amount withdrawn.

Withdrawals when you Reach 59 ½

You may apply to the Plan Committee for a withdrawal from all or a portion of your account
balance any time after you reach age 59 ½.

Withdrawals when you Reach 70 ½

Federal law requires distribution of your account to begin no later than April 1 of the
calendar year following the calendar year in which you reach age 70 ½. If you are affected by this
requirement, you will be notified.

Withdrawals after You Leave Sunrise Company

Upon separation from service (the date that you voluntarily quit, retire, become totally and
permanently disabled, die or become involuntarily discharged), you are eligible for a distribution of
your personal savings account. The distribution will be valued as of the accounting date coinciding
with or immediately preceding the date of the distribution. The distribution will be processed as soon
as possible.
If you are absent from work for such reasons as vacation, sickness, layoff or unpaid leave, you
will not be eligible for distribution until the first anniversary of your noted absence.

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If your account balance is over $5,000, you may elect to leave your personal savings account
in the Plan until you reach age 65 or until you give consent in writing for an earlier distribution. In
that case, distribution will be made to you as soon as administratively feasible.

Plan Loans
Loans will be subject to the following provisions:
• Loans may be obtained for any reason by calling Vanguard Trust Company’s Participant
Services Department directly.
• A Participant receiving a loan must sign a promissory note pledging their account balance
as collateral for the loan and authorizing payroll deductions for payment.
• Loans shall not be less than $1,000 nor more than 50% of the first $100,000 of the vested
account balance.
• The loan repayment period may vary according to participant requests and Vanguard
Trust Company.
• Each loan will bear a fixed interest rate equal to the prime rate of a local bank prescribed
by the Committee, in effect immediately prior the month in which the loan is granted.
• You may prepay all the unpaid principal balance of the loan without penalty at any time.
• The trust company may charge a small loan origination fee and an annual administrative
fee for outstanding loans. Information regarding these fees may be obtained at the
Human Resources Department.
• In the event of termination of employment you have the following choices regarding
your loan account: (1) All remaining installment payments on the Note may be paid in
full within 60 days. (2) You may default on all remaining installments. In the event of
such default, the Borrower irrevocably consents to the immediate deduction of the
amount owed on the loan from his or her separate accounts under the Plan, and the
treatment of such deduction as a distribution for tax purposes. (3) A participant whose
loan was originally withdrawn for the purpose of purchasing a home may continue
making payments at the regular schedule after termination.

Taxation of Distributions
Under current law, you defer paying federal and state income taxes on all contributions to the
Plan until your account balance is distributed. Investment earnings accumulating in the Plan also
escape taxation until they are paid out to you. All distributions from the Plan, including in-service
hardship withdrawals and distributions because of termination, retirement, permanent disability or
death, will be subject to taxes. You are required to pay federal and state income tax in the year you
receive a distribution. Federal and state income tax will be withheld at specified rates. The Internal
Revenue Code also imposes a 10% penalty on the amount of early distributions. The following are
early distributions:
• In-service distributions prior to age 59½, or
• Distributions for termination prior to age 55, unless the distribution is for death or
disability.
If you wish to defer federal and state income taxes on your distribution, you may roll your
funds into an Individual Retirement Account (IRA), or to another employer’s plan (for example, a
401(k), a pension plan or a profit sharing plan), if permitted.

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More details concerning your options and federal and state income tax treatment will be
provided when you receive your distribution. Since the tax laws are complicated and are subject to
change, we recommend that you consult your tax advisor before receiving a hardship withdrawal or
distribution.

Enrollment and Beneficiary Designation

To join the Plan, you will be required to complete an enrollment form. You will be asked to
specify your choice of investment funds and the percentage of employee contributions you wish to
make. You will also be asked to designate a beneficiary who will receive your Plan benefits if you
should die. If you are married, or become married, the law requires that you name your spouse as
your beneficiary unless your spouse consents in a written, notarized statement to your election of a
different beneficiary. If you are not married, you may name any beneficiary you wish. You may
change your beneficiary at any time by completing the appropriate form, which can be obtained from
the Human Resources Department.

Other Important Information

Heroes Earnings and Assistance Relief Tax Act of 2008 (HEART)
If you become disabled or pass away during military service, the time while providing military
service will be considered for determining employer contributions and vesting. Sunrise will treat you
as if you had been reemployed on the day before your disability or death and terminated on the day of
disability or death to determine your Plan contributions and for vesting purposes. In the Sunrise
Plan you are currently 100 % vested immediately at initial enrollment.
If you are on active duty in for a period of more than 30 days, you may elect to take a
distribution of your Deferrals from the Plan without severing from employment with your Employer.
However, if you choose to take distributions under this provision, you will not be permitted to make
contributions to the Plan during the six-month period beginning on the date of the distribution.
If your Employer chooses to provide differential pay to you while you are on active duty for a
period of more than 30 days, the pay will be considered additional Compensation paid to you for
purposes of determining Plan contributions. See your Plan Administrator to determine if your
Employer provides differential pay.

Amendment or Termination of Plan

Sunrise Company intends to continue the Plan on a permanent basis. However, since future
business conditions cannot be foreseen, Sunrise Company reserves the right to amend, modify or
terminate the Plan. In no event will an amendment have the effect of reducing your account balance.

Conditions That Can Result in Loss of Benefits

Your account balance may be reduced by adverse investment experience of the funds you
select.
If you are a highly compensated employee (as defined by the Internal Revenue Code), you
may be refunded a portion of your contributions and the vested portion of the matching
contributions of them if necessary to satisfy Internal Revenue Code nondiscrimination rules.
Your benefits may be awarded to your spouse, former spouse or dependents under the terms
of a “qualified domestic relations order” issued under domestic relations or community property law.

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Any portion of your benefits not awarded to your spouse, former spouse or dependents will be paid
to you.

Top-heavy Rules
The Internal Revenue Code requires plans that are “top-heavy” to meet certain special
requirements. While this Plan is not now “top-heavy,” the Department of Labor requires that we
provide you with a brief statement of these special requirements.
A plan is deemed to be “top-heavy” if adjusted account balance attributable to “key
employees” under the Plan (plus all other retirement plans of an employer) equal more than 60
percent of the total adjusted account balances for all participants. In general, “key employees” are
certain officers and shareholders of an employer and its subsidiaries.
If the Plan becomes “top-heavy,” we will advise you. In that case, a minimum contribution
may be required for all non-key employees employed on the last day of the Plan year who are eligible
to participate at any time during the Plan year.

Benefits under USERRA

The Plan is operated in compliance with the Uniformed Services Employment and
Reemployment Rights Act of 1994 (USERRA). Under the provisions of USERRA, if you return
to work from a qualified military leave, you may be permitted to “make up” Elective Deferrals
and Catch-up Contributions, which you could have otherwise made during the period of
qualified military service. If you make up your missed contributions, you will also be entitled to
receive any Matching Contributions.

Upon returning from qualified military service within the specified time frame, as
outlined under USERRA, your period of military service counts for all purposes under this Plan.
You will not be treated as having had a break in service; therefore, there is no waiting period to
resume participation in the Plan.

Employees covered under USERRA include: all members of the “uniformed services”
who serve voluntarily or involuntarily, including those in the reserves, as well as any other
individuals designated by the President. The uniformed services include the Army, Navy, Marine
Corps, Air Force, Coast Guard, and Public Health commissioned corps.

Your Rights under ERISA

As a participant in this Plan, you are entitled to certain rights and protections under the
Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all participants
shall be entitled to:
• Examine, without charge, at the Sunrise Company’s corporate office, all Plan documents
files by the Plan with the U.S. Department of Labor, such as annual reports and Plan
descriptions.
• Obtain copies of all Plan documents, other Plan information and collective bargaining
agreement (if applicable to) upon written request to the Plan Committee. The
Committee may make a reasonable charge for the copies.
• Receive a summary of the Plan’s annual financial report. The Plan is required by law to
furnish each participant with a copy of this summary annual report.

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• Obtain, once a year, a statement of the total benefits accrued and the non-forfeitable
(vested) benefits. The Plan may require a written request for this statement, but it must
provide the statement free of charge.
In addition to creating rights for Plan participants, ERISA imposes duties upon the people
who are responsible for the operation of the employee benefit plan. The people who operate your
Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you and
other Plan participants and beneficiaries. No one, including your employer or any other person, may
fire you or otherwise discriminate against you in any way to prevent you from obtaining a pension
benefit or exercising your rights under ERISA.
If your claim for a benefit is denied in whole or in part, you must receive written explanation
of the reason for the denial. You have the right to have the Plan Committee review and reconsider
your claim. Under ERISA, there are steps you can take to enforce your rights. For instance, if you
request materials from the Plan Committee and do not receive them within 30 days, you may file a
suit in federal court. In such a case, the court may require the Plan Committee to provide the
materials and pay you up to $100 a day until you receive the materials, unless the materials were not
sent because of reasons beyond the control of the Plan Committee.
If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit
in state or federal court. If it should happen that Plan fiduciaries misuse the Plan’s money or if you
are discriminated against for asserting your rights, you may seek assistance from the U.S. Department
of Labor, or you may file suit in federal court. The court will decide who should pay court costs and
legal fees. If you are successful, the court may order the person you have sued to pay these costs and
fees. If you lose, the court may order you to pay these costs and fees, if, for example, it finds your
claim is frivolous.
If you have any questions about the Plan, you should contact the Human Resources
Department or a member of the Plan Committee. If you have any questions about this statement or
about your rights under ERISA, you should contact the nearest Area Office of the U.S. Labor-
management Services Administration, Department of Labor.

How to Apply for Benefits.

You (or your beneficiary) will be given the appropriate forms to apply for your benefits. You
should complete the forms and return them to the Plan Committee.

If Your Application is denied

If your application for benefits is denied, you will receive written notification of the denial.
The notice will explain the reason for the denial, including specific reference to the Plan provisions on
which the denial is based.
You will have 60 days to request a review of the denial by the Plan Committee, who will
provide a full and fair review. Your request for review must be written and submitted to the Plan
Committee.
You or your duly authorized representative will be given an opportunity to review pertinent
documents and to submit issues and comments you feel the Plan Committee will need to consider to
make a final determination with respect to the denial.
In most cases, the Plan Committee will make a decision within 60 days of a request on appeal.
In any event, the Plan committee must render a decision within 120 days after it receives your request
for review.

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No PBGC Involvement
The Pension Benefit Guaranty Corporation (PBGC), a federal agency, was established to
guarantee benefits under defined benefit plans because the assets of such plans may not be sufficient
to provide the benefits that have been earned. However, the PBGC does not cover defined
contribution plans because the assets of such plans are always sufficient to provide the benefits that
have been earned. Since this Plan is a defined contribution plan, the PBGC is not involved.

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Administration of the Plan for California based Employees

California Plan Name Sunrise Company Tax Deferred
Investment and Profit Sharing Plan
California Plan Sponsor Toscana Limited L. P.
300 Eagle Dance
Palm Desert, California 92211
Employer Identification Number 20-0080804
Plan Number 001
Type of Plan The Plan is a defined contribution plan.
Type of Administration The Plan Sponsor maintains records.
Initial Effective Date January 1, 1985
Plan Year January 1 through December 31
Trustee Vanguard Fiduciary Trust Company
Valuation Dates March 31, June 30, September 30 and
December 31.

Agent for Service of Legal Process Plan Committee Chairman

or Plan Administrator
Sunrise Company
300 Eagle Dance Circle
Palm Desert, CA 92211

Plan Administrator Plan Committee

300 Eagle Dance Circle
Palm Desert, CA 92211
Phone: (760 772-7227)

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Administration of the Plan for Corporate and Texas based Employees

Plan Name Sunrise Colony Company Tax Deferred
Investment Plan and Profit Sharing Plan
Plan Sponsor Sunrise Colony II Management, LLC
300 Eagle Dance
Palm Desert, California 92211
Schedule of Affiliated Companies N/A
Employer Identification Number 88-0412424
Plan Number 001
Type of Plan The Plan is a defined contribution plan.
Type of Administration The Plan Sponsor maintains records.
Initial Effective Date November 1, 1997
Plan Year January 1 through December 31
Trustee Vanguard Fiduciary Trust Company
Valuation Dates March 31, June 30, September 30 and
December 31.

Agent for Service of Legal Process Plan Committee Chairman

or Plan Administrator
Sunrise Company
300 Eagle Dance Circle
Palm Desert, CA 92211

Plan Administrator Plan Committee

300 Eagle Dance Circle
Palm Desert, CA 92211
Phone: (760 772-7227)

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