WESTGATE

APARTMENTS

EMPLOYEE HANDBOOK
 TABLE OF CONTENTS
Page
WELCOME TO WESTGATE APARTMENTS, L.L.C............................................... 3
EMPLOYMENT AT WILL .......................................................................................... 4
EQUAL EMPLOYMENT OPPORTUNITY ................................................................ 4
CHANGES IN POLICY................................................................................................ 4
WESTGATE APARTMENTS, L.L.C. ORGANIZATIONAL CHART ...................... 5
DEFINITIONS .............................................................................................................. 6
HOURS OF WORK ...................................................................................................... 6
HOURS WORKED .................................................................................................... 6
AFTER HOURS SERVICE CALLS ........................................................................... 7
TIMEKEEPING ......................................................................................................... 8
LUNCH BREAKS...................................................................................................... 8
SALARY ADMINISTRATION .................................................................................... 9
PAY PERIOD AND PAYCHECKS............................................................................ 9
TIME OFF / LEAVE OF ABSENCE............................................................................ 9
ATTENDANCE ......................................................................................................... 9
PAID SICK DAYS ..................................................................................................... 11
UNUSED SICK DAYS .............................................................................................. 11
PERFECT ATTENDANCE AWARD......................................................................... 11
VACATIONS............................................................................................................. 12
HOLIDAYS ............................................................................................................... 12
MILITARY SERVICE ............................................................................................... 13
FUNERAL LEAVE .................................................................................................... 13
JURY SERVICE ........................................................................................................ 13
SCHOOL VISITATION ............................................................................................. 14
BENEFITS..................................................................................................................... 14
HEALTH INSURANCE ............................................................................................. 14
COBRA COVERAGE ................................................................................................ 15
ADDITIONAL INSURANCE .................................................................................... 15
CAFETERIA/FLEXIBLE BENEFIT PLAN ............................................................... 15
LEAVES OF ABSENCE AND YOUR INSURANCE COVERAGE ........................... 15
401K PLAN ............................................................................................................... 16
WORKER’S COMPENSATION ................................................................................ 17
BENEFITS SUMMARY ............................................................................................ 17
POLICIES AND PROCEDURES ................................................................................. 19
ORIENTATION PERIOD .......................................................................................... 19
EVALUATIONS ........................................................................................................ 19
RESIGNATION/DISCHARGE .................................................................................. 20
RULES AND REGULATIONS .................................................................................. 20
PERSONAL LETTERS .............................................................................................. 20
INTERNET USAGE .................................................................................................. 21
COMPANY VEHICLES ............................................................................................ 21
COMPANY RADIOS................................................................................................. 21
DRESS CODE ........................................................................................................... 22
PARKING.................................................................................................................. 22
SOLICITATION ........................................................................................................ 23
KEEP US INFORMED............................................................................................... 23
TELEPHONE USAGE ............................................................................................... 23
CELL PHONE USAGE.............................................................................................. 23
COMPANY PROPERTY ........................................................................................... 24
PERSONAL EQUIPMENT AND TOOLS .................................................................. 24
HOW TO AIR COMPLAINTS................................................................................... 24
HARASSMENT POLICY .......................................................................................... 24
HONESTY/INTEGRITY POLICY ............................................................................. 25
SAFETY .................................................................................................................... 25
PROGRESSIVE DISCIPLINE.................................................................................... 26
STANDARDS OF CONDUCT ................................................................................... 27
CONFIDENTIALITY ................................................................................................ 27
SUMMARY ................................................................................................................... 27
EMPLOYEE BENEFITS CENTER ............................................................................. 28
 WELCOME TO WESTGATE APARTMENTS, L.L.C.!

It gives us great pleasure to welcome you aboard! The primary objective at WESTGATE is to grow in a
spirit of partnership with our employees as well as our customers.

At WESTGATE we believe in people. We hope that you will embrace and accept the challenges and
opportunities offered by our business as we build together for a successful future. Our overall team goals
is providing our residents (our customers) with the very finest services the apartment community industry
has to offer.

Please read this employee manual carefully. This employee manual is provided to allow you the
opportunity to utilize your talents on the job as you work within the policies and practices established by
WESTGATE. If anything is not covered, or if you need additional information, please ask the Property
Manager, and he/she will be glad to help.

Again, welcome to WESTGATE - We’re very happy to have you as part of our team!

Sincerely,

Todd Atkins Spencer Atkins

C. Todd Atkins Spencer C. Atkins

Important telephone numbers to remember:

Leasing Office (217) 359-5330

Gatehouse (217) 359-4215
Fax Machine (217) 359-5367
Director of Operations (217) 390-8526
Payroll Administrator (217) 693-5602
 EMPLOYMENT AT WILL

EMPLOYMENT WITH WESTGATE APARTMENTS, L.L.C. IS BASED ON EMPLOYMENT-

AT-WILL AND NEITHER IMPLIED NOR WRITTEN CONTRACTUAL AGREEMENTS ARE
MADE FOR EMPLOYMENT. AN EMPLOYEE MAY VOLUNTARILY LEAVE HIS/HER JOB
OR BE DISMISSED BY THE EMPLOYER FOR ANY REASON. THE EMPLOYEE
HANDBOOK IS A MERE EXPRESSION OF OUR POLICIES AND PROCEDURES AND
SERVES AS GUIDANCE FOR INFORMATIONAL PURPOSES FOR EMPLOYEES. IT IS NOT
TO BE CONSTRUED AS A CONTRACT BETWEEN THE EMPLOYER AND THE
EMPLOYEE, AND IS SUBJECT TO CHANGE WITHOUT PRIOR NOTICE.
020592

EQUAL EMPLOYMENT OPPORTUNITY

WESTGATE Apartments, L.L.C.’s policy of Equal Employment Opportunity is founded on a basic belief
in respect for the individual. We do everything we can to ensure that all employees get the same chance
to succeed. Hiring and advancement are based on job-related requirements and an individual’s
qualifications to perform the job, and we try to make positions available to everyone who has an interest.
We use as many objective means as possible to make decisions regarding advancements, and our overall
goal is to be fair to everyone. All hirings, advancements, and promotions are based on merit, and are free
of discrimination or harassment based on race, creed, gender, color, religion, sex, national origin, sexual
orientation, gender identity and/or expression, genetic information, marital status, status with regard to
public assistance, veteran assistance, age, handicap (unrelated to job performance without a reasonable
accommodation), or any other characteristic protected by federal, state, or local law.

At WESTGATE Apartments, L.L.C. we make every effort to follow all federal, state and local laws
regarding employment practices. Because of the wide scope and number of those laws, this employee
handbook is not meant to be all encompassing. It is merely meant to highlight some of the laws we feel
apply to most of our employees, along with WESTGATE Apartments, L.L.C.’s policies and procedures.
If any employee has any question or concern that is not outlined in this handbook, please ask either your
Property Manager or the Payroll Administrator.
013018

CHANGES IN POLICY

Change at WESTGATE Apartments, L.L.C. is inevitable. Therefore, we expressly reserve the right to
interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies,
procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates
determined by WESTGATE Apartments L.L.C., and after those dates all superseded policies will be null
and void.
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 WESTGATE APARTMENTS, L.L.C.
ORGANIZATIONAL CHART

HOME OFFICE
MANAGEMENT ACCOUNTING

DIRECTOR OF OPERATIONS

PROPERTY MANAGER

OFFICE MAINTENANCE HOUSEKEEPING GROUNDS GATEHOUSE

ATTENDANTS

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 DEFINITIONS

Regular, Full-Time Employee

Any employee normally working a 40-hour workweek throughout the year.

Part-Time Employee

Any employee normally working less than a 40-hour workweek throughout the year.

Seasonal Employee

Any employee either full-time or part-time that is hired for a seasonal or temporary position working no
more than 120 days in a year. Employment beyond any initially stated period does not in any way imply
a change in employment status or classification. Temporary employees retain temporary status unless and
until they are notified by WESTGATE Apartments, L.L.C. of a change.

Anniversary Date

The first day you work on the job or change from part-time to full-time.

Hours Worked

The hours you are actually on the job working.

Holiday

The actual date of the holiday.

Observed Holiday

The day WESTGATE Apartments, L.L.C. will observe the holiday.

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 HOURS OF WORK

Hours Worked

1. Our basic workday is 8 hours plus 1/2 hour unpaid for lunch for full-time employees. Most
departments work a five-day week with 40 paid hours. Some departments will have different
work days and times which your Property Manager will discuss with you if applicable.
2. All time worked over 40 hours in one week will be paid at the rate of time and one-half. Sick
days, vacation days, jury duty, funeral leave, and holidays are paid time off; they are not “hours
worked”.
3. Lateness will be recorded and considered on evaluations.
4. You must have verbal approval by the Property Manager in advance before any overtime is
worked.
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After Hours Service Calls

1. Employees will be paid ½ hour overtime as travel time for each After Hours Service Call.
However, if an employee is currently at work for an After Hours Service Call and receives
another After Hours Service Call, the employee will be paid for only ½ hour of travel time.
2. Employees will be paid ½ hour overtime for each After Hours Service Call under 30 minutes.
After Hours Service Calls 30 minutes and more will be paid overtime at the actual time worked.
3. If an employee responds to an After Hours Service Call on the actual holiday, the employee will
be paid double-time for the After Hours Service Call and travel time. All other After Hours
Service Call policies apply.
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Timekeeping

Accurately recording time worked is the responsibility of every non-exempt (hourly) employee. Time
worked is the time actually spent on the job performing assigned duties. WESTGATE Apartments L.L.C.
does not pay for extended breaks or time spent on personal matters. All employees are required to clock
in and out for lunch.

The time clock is a legal instrument. Altering, falsifying, tampering with records, will result in
disciplinary action, including termination of employment.

Authorized personnel will review time records each week. Any changes to an employee’s time record
must be approved by the Property Manager. Questions regarding the timekeeping system should be
directed to the Property Manager or the Payroll Administrator.

Each employee will receive a 4 digit PIN number that will be used to identify themselves to clock in and
out using the Swipeclock.

Employee Portal – Workforce HUB

Each employee will receive an activation email upon hire to set up their account in the Employee Portal
called Workforce HUB. Employees can review their Time Card and access Time Off Requests using the
employee portal via https://kemper1stchoicepayroll.myfileguardian.com/.

Employee Mobile Phone App

After each employee has activated their Workforce HUB account, you will be able to log into the Workforce
HUB via the Mobile App where you can also view your timecards and request time off . The Mobile App is
called ‘TimeWorksPlus Employee’. When you go to log in on the app, you will need to click
‘WorkForceHUB login’ at the bottom prior to entering their email address and password (the ones they created
when activating their HUB account). Enter the Mobile App Code: ‘’Kemper”

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Lunch Breaks

1. Team members working 5 hours in one day must take 1/2 hour lunch breaks unpaid.
2. There are no other break times.
3. You may either go out for lunch or bring your lunch. Employees are to eat in the designated area
and not at their work station.
4. Persons working in the office must stagger their lunch breaks so that the office is not left
unattended.
5. If you need to take a different time for lunch, requests are to be made with your Property
Manager prior to lunchtime for approval.
6. Liquid refreshments such as coffee, tea, soda, or water are permitted to be taken back to the work
station.

Please Note: Lingering at or being late from lunch will be treated as any other type of work absence and
will be considered in evaluations. Repeated problems in this area can result in dismissal from the
company.
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 SALARY ADMINISTRATION

Pay Periods and Paychecks

1. The pay period is bi-weekly. The pay period ends on a Saturday at midnight, and you will
receive your paycheck on the following Friday for all time worked during the two week period.
WESTGATE Apartments, LLC. does not “hold back” a paycheck from you at any time during
your employment.
2. Paystubs are emailed every other Friday, to the personal email address that was provided to the
Property Manager.
3. There will be no “advances” on your pay for any reason.
4. Your salary is a confidential matter, it is recommended that you do not discuss with co-workers.
5. Overtime - It is our desire to keep overtime to a minimum. However, because of the nature of our
business, it is sometimes necessary. From time to time you may be asked to work overtime by
the Property Manager.
6. Your paycheck will be automatically deposited into your checking account and/or savings
account at your bank. Each employee is allowed up to four (4) separate direct deposit
transactions. Please see your Property Manager for an Authorization Agreement for automatic
deposits.
7. It is the policy of WESTGATE Apartments, LLC. to properly compensate employees. We do not
intend to violate any wage and hour laws and have every desire to ensure appropriate legal
compliance. If you believe that an improper deduction has been made from your pay, raise the
issue with the Payroll Administrator immediately. If it is revealed that an improper deduction
was taken from your pay, you will be reimbursed.
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TIME OFF / LEAVES OF ABSENCE

Attendance

One of the primary needs of any employer is available employees. Absent employees put a burden on
fellow team members and can lower morale in the department.

You are expected to be at work unless you have submitted a Request for Time Off (paid or unpaid) and it
has been approved by the Property Manager.

Reporting Requirements

 You must call or text your Property Manager within 15 minutes of your scheduled start time on
the day you will be out of work, in the event of an unplanned absence.
 Call or text your Property Manager to report your absence. If you call, you must speak directly to
him/her, or in their absence, speak to someone in the leasing office.
 It is not acceptable to notify any other employee of an absence, or leave a message with anyone.
 You must call or text in for each and every day you will not be at work, unless you are on a leave
of absence. If you know you will be unable to come to work for an extended period of time (3
days or more) for medical reasons, please let your Property Manager know as soon as possible.
You may also be required to submit a medical release from your doctor before you are allowed to
return to work.

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  Request for Time Off must be made using the Workforce HUB employee portal
via https://kemper1stchoicepayroll.myfileguardian.com/.
 Unless you are completely incapacitated, you must call or text in for yourself.
 Failure to report an absence as described or misrepresenting the reason for being absent or tardy
will result in disciplinary action.
 Any employee who fails to report to work without notification to his or her Property Manager for
a period of three days or more will be considered to have voluntarily terminated his or her
employment relationship.

Absences
Any employee using paid time off (sick or vacation pay) for an absence will not be subject to Progressive
Discipline as stated in this Attendance Policy.

Any employee who notifies their Property Manager in advance (at least 24 hours) of their need to take
unpaid leave, and the leave is approved, will not be subject to the Progressive Discipline as stated in this
Attendance policy.

Any employee who misses any time less than 8 hours and does not have any sick time available will be
taken as Partial Leave Without Pay.

Any Employee who misses an entire scheduled day of work without prior authorization and does not have
any available sick or vacation time will receive 1 Full Day Leave Without Pay.

Accumulating multiple Partial and/or Full Day Leaves Without Pay may result in an Attendance Policy
violation and can lead to the below stated Progressive Discipline.

Progressive Discipline

Attendance Policy Violations – An Attendance Policy Violation will occur when an employee:

 Experiences 4 instances of Leave Without Pay (not including paid sick days) in a 30-day period

When an employee incurs an Attendance Violation, the Property Manager will follow the Progressive
Discipline Procedure below.

Progressive Discipline for Violation of the Attendance Policy

First Policy Violation Verbal Warning

Second Policy Violation Written Warning
Third Policy Violation Formal Meeting and an unpaid suspension, or
subject to termination
Forth Policy Violation Subject to Termination

Note: The company reserves the right to bypass any or all of the above steps in the event of extreme
tardiness or absenteeism and to make exceptions to the Progressive Discipline Procedure listed above.
Employees in their Orientation Period may be subject to termination at any time, despite the above
stated policy.

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Absences NOT subject to the above Progressive Discipline Policy include:

Sick Days
Vacation Days
Approved Leaves of Absence
Occupational Illness or Injury
Military Leave
Bereavement Leave
Jury Duty
School Visitation

See the Employee Handbook sections titled “Paid Sick Days” and “Vacations” for an explanation of how
time is earned and the policies surrounding both.
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Paid Sick Days

All qualified full-time employees are eligible for 24 hours paid sick time per year. New regular, full-time
employees may use 1 hour sick time after 87 Hours of employment. You are allowed this time for
sickness, doctor’s appointments, and family illnesses. You cannot use this time in less than one hour
increments. Any unused sick days do not accumulate from year to year.
If you are absent from work due to illness or another reason, you must use your available sick and/or
vacation time. The only exception is if you have already submitted a written request to use your available
vacation and this request has been approved by the Property Manager.

Note: These do not qualify as vacation days and are not to be used as vacation. If sick leave consists of 3
or more consecutive workdays, a written physician’s release may be required to return to work. In cases
where a Property Manager believes that an employee is abusing the sick day privilege, the employee may
be required to submit a physician’s statement for any sick time absent.
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Unused Sick Days

Upon separation (voluntary or involuntary) with WESTGATE Apartments, L.L.C., unused sick days will
not be paid. Paid sick leave is to help protect the employee from loss of income resulting from absences
necessitated by illness or temporary disability.
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Perfect Attendance Award

Because WESTGATE Apartments, L.L.C. feels so strongly about Attendance, we have a Perfect
Attendance Award for those who do not miss work. A Perfect Attendance Award is given to those full-
time hourly employees who maintain perfect attendance for 1 year from their last anniversary date. In
order to qualify for the award, an employee must be paid as an hourly employee and not use more than 1
paid sick day other than for earned vacation, funeral leave, jury service, or paid holidays. The amount of
the award is $350 for the year that perfect attendance is maintained. This amount will be awarded on
your next pay check after your anniversary date. 021518

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Vacations

1. Regular, full-time employees are entitled to receive 40 hours (5 days) of paid vacation after 1
year of continuous employment from anniversary date. After 2 years of continuous employment,
employees are eligible for 80 hours (10 days) of paid vacation. When you have been employed
with WESTGATE Apartments, L.L.C. for 5 years, you are eligible for 120 hours (15 days) paid
vacation per year.
2. Part-time and/or seasonal employees are not eligible for paid vacations.
3. You must work through each anniversary date to receive your next allotment of vacation time.
There is no “draw-ahead”, and all vacation accrued must be used. Unused vacation time will not
be carried over into the next following year.
4. If your status changes from part-time to full-time at any point, your anniversary date will be
considered as 1 year from the date you started full-time.
5. The Property Manager may remove certain “peak” times from availability for vacations; in
general, from June 1 to August 31. Please take into consideration your work load during the time
you want to be gone when planning your vacation.
6. Requests for vacation must be made, through the Workforce HUB, a minimum of 10 days prior
to requested time off. All requests will be taken by first come, first served basis. If there is more
than 1 request for the same time slot, we will go by seniority. Whether approved or not approved,
the Property Manager will respond through the Workforce HUB, as quickly as possible.
7. No more than 1 employee per department may take vacation at one time unless the Property
Manager approves it.
8. You must take 1 week (5 consecutive days) of vacation at one time away from the property and
any other vacation time accrued may be taken in a minimum of 8 hours (1 day) allotments. If this
creates a hardship, one can submit written explanation to the Property Manager for possible
approval.
9. Vacation pay may not be taken in lieu of vacation time.
10. If you are absent from work due to illness or another reason, you must use your available sick
and/or vacation time. The only exception is if you have already submitted a written request to use
your available vacation and this request has been approved by the property manager.
11. On your anniversary and at your annual review, we request you notify the Property Manager
when you plan to take 1 week (5 days) of your vacation.
12. During an approved medical leave of absence, if you are eligible to earn vacation, you will accrue
vacation time only during the first 12 weeks you are on leave or until your return to work,
whichever comes first. After 12 weeks of approved medical leave, vacation time will not be
accrued.
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Holidays

We have 6 paid holidays per year. The paid holidays are:

New Year’s Day Labor Day

Memorial Day Thanksgiving Day
Independence Day Christmas Day

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In order to receive holiday pay, the following requirements must be met:

1. You must be a full-time employee or full-time, seasonal employee (part-time employees are not
eligible for holiday pay). Part-time employees will have the holidays off with no pay.
2. You must work your normal daily schedule on the weekday before and the weekday after the
holiday, with exceptions made for paid days off, provided in this manual.

The 6 holidays will be announced at the first of the year. If the day of a holiday lands on a weekend,
WESTGATE Apartments, L.L.C. may observe it on another day.

If for any reason an hourly employee is called into work on the actual holiday, he/she will be paid at
double time. If an hourly employee is called in on the day WESTGATE Apartments, L.L.C. observed the
holiday, he/she will be paid at straight time.
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Military Service

Any employee, regardless of length of employment, who is a member of the US uniformed services
(United States Army, Navy, Air Force, Marines, Coast Guard, National Guard, or the Reserves), will be
granted an unpaid leave of absence for military service, training, or related obligations in accordance with
applicable law. Employees on military leave may substitute their accrued vacation for unpaid leave.

Employees must submit an application for reemployment based upon all applicable state and federal
regulations.
The maximum length of leave for military service is 5 years, unless otherwise provided by law.
During a military leave of 30 or fewer days, an employee is entitled to continued group health and dental
plan coverage under the same conditions as if the employee had continued to work. For military leaves of
31 or more days, an employee may elect to continue his/her health and/or dental coverage pursuant to
COBRA guidelines.

Contact the Payroll Administrator for more information or questions about military leave.
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Funeral Leave

Because of the deep impact that death can have on an individual or a family, a leave of 2 days with pay
may be granted to all regular, full-time employees and leave of 2 days unpaid for seasonal and part-time
employees to attend funeral services for an immediate family member. Immediate family members
include: (natural or step) parents, spouse, sister, brother, children, grandparents, and parents-in-law.
Please note that this time away does not count on evaluations, or disqualify an employee from the Perfect
Attendance Award. Additional unpaid time off may be granted on a discretionary basis. Such
arrangements must be approved by the Property Manager.

Employees who wish to take time off due to the death of an immediate family member should notify their
supervisor immediately.
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Jury Service

If you receive a subpoena for jury service or to testify at a trial, notify your Property Manager of the
specific length of time an absence will be required. Bring the subpoena to the Property Manager, at
which time you will need to fill out a Request for Time Off form.

The company will pay all regular, full-time employees what you would have made on the job for up to 2
days regular pay, and leave will be granted to seasonal part-time employees without pay. If you are
released by the court for a portion of the day or week, you must contact your supervisor for possible work
assignments. Time lost for jury service will not count against you in calculating vacations or perfect
attendance.
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School Visitation

Any employee who has been employed by WESTGATE Apartments L.L.C. a minimum of 6 consecutive
months is allowed up to a total of 8 hours of unpaid time off during any given school year to attend school
conferences or classroom activities related to the employee’s child. This time may be taken if the
conference or classroom activity cannot be scheduled during non-working hours. Please note that no
more than 4 hours may be taken on any given day.

Employees must request school visitation leave under this policy at least 7 days in advance, if the need for
leave is foreseeable. If it is an emergency situation, employees must provide at least 24 hours notice.
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BENEFITS

Health Insurance

WESTGATE Apartments, L.L.C. has a Group Medical Insurance Plan in effect for all employees that
qualify for and accept it. The Group Medical Insurance Plan is one of an employer and employee co-pay
policy. The Insurance Administrator will have more details about the current carrier and the amount of
the premium.

In compliance with the Affordable Care Act, employees, excluding seasonal employees, working an
average of 30 or more hours per week qualify for health insurance benefits. Benefits go into effect on the
first day of the month following 60 days of employment and when appropriate insurance forms have been
filed. Benefits are described in detail in the policy documents, but in summary they include:

1. Group Medical Insurance with employer and employee co-pay policy. Family members may be
added for an additional premium at your expense through payroll deduction. The Insurance
Administrator has more detailed policy information available for you, including premium
amounts. If an employee elects not to take the Group Medical Insurance, a waiver must be signed
when the employee is eligible for coverage.
2. It is the responsibility of the employee to contact the Insurance Administrator to make all changes
in insurance coverage resulting from a status change. These changes include such events as birth
of a child, adoption, divorce, marriage, change of address, age cutoff of a dependent, or death.
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COBRA Coverage

If your employment terminates for any reason other than gross misconduct, or if your hours worked are
reduced so that your health care coverage terminates, you may elect to continue health care coverage for
up to 18 months. You are responsible for paying the entire premium plus a 2% administrative fee and
continuance of coverage is based on your payment of the premium. HOWEVER, COVERAGE WILL
NOT BE CONTINUED IF YOU ARE COVERED UNDER ANY OTHER EMPLOYER-PROVIDED
GROUP HEALTH PLAN OR MEDICARE.
083107

Additional Insurance

On the first day of the month following 60 days of employment, regular, full-time employees are eligible
to apply for additional insurance if they so choose. The additional insurance programs are as follows:

1. A life insurance policy for all regular, full-time employees. This is provided at no cost to the
employee to help with funeral costs and final expenses. More information will be given closer to
your eligibility date.
2. Dental insurance. The cost of this insurance is payable entirely by the employee through payroll
deduction. Bi-weekly premiums for dental can be paid under the Flexible Benefits Plan (see topic
on Flexible Spending Plan for further information).
3. AFLAC, a supplemental insurance program is offered. An AFLAC agent will personally contact
the employee to determine if he/she is interested in buying additional coverage. The cost of this
additional insurance is payable entirely by the employee through payroll deduction. Bi-weekly
premiums for AFLAC can be paid under the Flexible Benefits Plan. (See topic on Flexible
Spending Plan for further information). AFLAC Insurance is an individual policy that an
employee can continue if his/her employment should cease with WESTGATE Apartments,
L.L.C.
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Section 125 Cafeteria Plan / Flexible Benefit Plan for Premiums

The Flexible Benefit Plan (Section 125 Cafeteria Plan) allows you to pay your share of the cost of Health
benefits on you, your spouse, or children with pre-tax dollars. By doing so, you reduce the amount of
taxes withheld from your paycheck, and thereby increase your net take-home pay. This plan for some
may reduce your Social Security benefits. This is an excellent benefit that costs you nothing. The
Insurance Administrator can help you with any questions.
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Leaves of Absence and Your Insurance Coverage

If you take a leave of absence, whether it is for personal reasons or due to a Workers’ Compensation
injury, you are still required to pay your portion of your insurance premiums. If you are on an unpaid
leave, you will be required to use any available sick and vacation time. These hours can be used to cover
the cost of your premiums and we can work with you to structure the use of the hours to cover the
premiums for part, or all, of your leave, depending on your available hours. If you do not have any sick
or vacation time, or if you do not have enough available hours to cover the entire cost of your premiums
during your leave of absence, you will be required to submit a personal check to your manager on each
regularly scheduled payday for the entire amount of the premium that you owe.

If you are off work due to a Workers’ Compensation injury, state law prohibits us from letting you use
any sick or vacation time to cover insurance premiums. Therefore, you will be expected to submit a
check to your manager on each regularly scheduled payday during the duration of your leave for the
entire amount of your premium.

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Employees will be given a 30-day grace period in which to submit their payments. If the premiums have
not been received after the 30-day grace period has expired, your insurance will be cancelled and you will
be treated as a new hire upon your return and all applicable benefit waiting periods will apply. Please
contact the Benefits Administrator or Payroll Administrator for further information.
010218

401(K) Plan

This summary of the principal provisions of the Plan is provided as a convenient reference. In case of any
disparity between this summary and the Plan Document, the Plan Document shall govern.

1. Eligibility. Attainment of age 21 and completion of 1 Year of Service in which the Employee
worked at least 1000 hours.

2. Plan Entry Dates. You are eligible to enter the plan on January 1 or July 1.

3. Contributions

a. Employee. Employees may elect to defer up to 80% of eligible compensation on a pre-

tax basis. In addition, employees that are age 50 or older may defer an additional “catch-
up contribution”. The contribution and “catch-up” limits are determined each year by
Internal Revenue Service.
b. Employer. The employer may make a discretionary matching contribution and/or a
discretionary profit sharing contribution that will be determined by the Employer.

The employer discretionary matching contribution will be allocated to those employees

that contribute pre-tax deferral contributions. The employer discretionary contribution is
allocated pro-rata against total eligible compensation. In order to receive an employer
contribution, an employee must be employed on December 31. A participant, who
completes more than 500 hours of service, but terminated employment before December
31, will be eligible to receive any employer contribution for the year.

4. Participant Elections

a. Changes to Deferral Contributions. Employees may commence or change their salary

deferral contribution elections as of January 1, April 1, July 1 or October 1. They may
revoke their deferral election at any time.
b. Changes to Investment Options and Fund Transfers. Employees may change their
investment options and/or make fund transfers by accessing their Vanguard 401k account
via Ascensus. Changes can be made two ways:
Their automated phone service at 1-866-794-2268
Online at https://www.sponsorinsight.com

5. Vesting. A participant shall become vested in the value of their Individual Participant Account
according to the following schedule:

Years of Service Percent Vested

1 20%
2 40%
3 60%
4 80%
5 100%

16
 A participant is always 100% fully vested in the value of their Salary Deferral account.

6. Withdrawals/Distributions

a. Termination of Employment. Employees who terminate their employment, by reason of

death, disability, retirement or termination, will be eligible to receive a distribution from
this retirement plan. Contact your Plan Administrator to obtain the necessary forms.
b. Loan. A plan participant may obtain a loan from the plan. You are able to borrow ½ of
your vested account balance. The minimum amount available for a loan is $1,000.00.
Loans are subject to an interest rate and MUST BE repaid through payroll deduction.
The term of the loan must be less than 5 years, unless it is being used for a mortgage and
then you can extend to 30 years. A participant may only have one outstanding loan at
any time.

7. Retirement Age. The date the employee attains age 65.

111711

Worker’s Compensation

All employees are covered under Worker’s Compensation Insurance for injuries resulting from an
accident while at work. If you as an employee are involved in or witness a workplace injury or property
damage, no matter how slight, the incident must be reported. Report the incident to the Property Manager
immediately within 24 hours after the accident.
102114

BENEFITS SUMMARY

WHO WHEN WHAT YOU

BENEFIT PAYS ELIGIBLE RECEIVE
Health Westgate/ First day of the month following 60 Health insurance plan with
Insurance Employee calendar days of employment for those optional employee-paid
employees working an average of 30 family coverage.
or more hours per week

Life Westgate/ First day of the month following 60 Life insurance at no cost to
Insurance Employee calendar days of regular, full-time. the employee. Additional
employment of 40 or more hours Life Insurance is offered to
per week employees through payroll
deductions at your cost.

Other Employee First day of the month following 60 See the section on Additional
Insurance 100% calendar days of regular, full-time Insurance
employment of 40 or more hours
per week

17
Funeral Leave Westgate Immediate Regular Full-time: Paid leave
of 2 days for immediate
family members. Part-time &
seasonal: 2 days unpaid
leave.

Jury Service Westgate Immediate All full-time employees up to

2 days paid.
Worker’s Westgate Immediate Coverage for all employees
Compensation from on-the-job injuries,
if reported and properly
recorded.

Holiday Westgate Immediate Regular & seasonal full-time

Compensation employees receive 6 paid
holidays. Part-time employees
receive unpaid days off.

Overtime Westgate Immediate Time plus 1/2 for non-exempt

Pay for Non- (hourly) employees for working
Exempt over 40 hours per week.
Employees

Sick Days Westgate After 90 days orientation Regular, full-time employees

regular, full-time employment receive up to 3 paid days per
year.

Perfect Westgate At each anniversary with the $350 awarded to those who
Attendance company. Regular, hourly maintain perfect attendance for
Award full-time employee. one year from last anniversary
date.

Vacation Westgate After 1 year of employment Regular, full-time employees

receive 5 days after 1 yr. em-
ployment; 10 days after 2 yrs.;
15 days after 5 yrs.

18
Flexible n/a Available when insurance Health premium costs paid with
Spending Plan eligibility is met. pre-tax dollars.
(Section 125)
401(K) Plan Employee After 1 year of employment Retirement Benefits
and age 21 or older, and 1,000
hours of work per year

School Unpaid After 6 months of employment Up to 8 hours off per year to

Visitation attend school conferences and
activities
022618

POLICIES AND PROCEDURES

Orientation Period

As a new employee, you will go through an orientation period which is your first 90 calendar days of
employment. This trial period is a time meant to get to know you and you to know us. Because you are
in your trial period, you are not eligible for most company benefits, and you may be terminated at any
time during your probationary period for any reason.

The orientation period starts the first day of work. If at any time you are terminated or voluntarily quit
and then come back to the company, you will be treated as a new employee. Your previous work history
will not shorten your orientation period or make you eligible for certain benefits sooner.
020592

Evaluations

Your performance is evaluated and documented continually on an informal basis, as well as in the formal
evaluation setting. An evaluation is scheduled in the initial 30-day introductory period to see that you
meet the requirements of your job. At the end of your orientation period (90 days), you will have another
scheduled evaluation. Subsequently, you will be evaluated at the end of your first year of employment.
After this, scheduled evaluations are given annually in a formal setting. Please remember your
performance is continually documented between each of the formal scheduled evaluations. Also, if you
change from part-time to full-time, your evaluation cycle will change in relation to the date you start your
new position. Your Property Manager will evaluate your performance and make recommendations for
pay increases or promotion. You may request a salary review prior to a scheduled review if you feel you
are performing far above average and/or have accepted new responsibilities. All raises are based on
merit, and amounts of the raises will be determined by performance on the job.

Before each annual evaluation you will be given a self-evaluation form to fill out. The self-evaluation
form requires you to look at your own performance over the past year and to list your improvements,
areas where you could do better, and what tools you need from your Property Manager to be able to do
your job more effectively and efficiently.

Along with performance, attendance plays a significant part in the evaluation process.

The following information should help you understand how attendance affects your overall evaluation.

19
 Actual # of
Days Absent
Per Year Rating
All Evaluation Periods 0 Outstanding
1-2 Above Average
3-5 Average
6-9 Below Average
10+ Unsatisfactory
031618

Resignation/Discharge

If for any reason an employee decides to resign from the job, a written resignation notice must be given to
your Property Manager. Employees who resign or are discharged will be paid for any accumulated
vacation time. They will not be paid for sick days. The final paycheck will be prepared on the next
regularly scheduled pay day. The employee must turn in all Company property on their last work day and
before receiving their final check.
031596

Rules and Regulations

1. A condition of employment in the United States is the completion of the Employment Eligibility
Verification (or I-9) form. It is up to the prospective employee to provide documents that furnish
proof of eligibility for employment in the U.S. Several documents are acceptable, but the most
commonly used documents presented are a valid Driver’s License and an original Social Security
card or certified copy of your Birth Certificate.
2. The company policy regarding the use of intoxicating beverages, drugs, or any other substance
that interferes with your ability to perform your job is as follows:
a. If you are found to be under the influence of any substance that alters your work
performance including all drugs and alcoholic beverages, this will be cause for immediate
dismissal. This applies to any time you are present and working. If you come to work
under the influence of any of the above, you will be in violation of this policy.
b. If any illegal drug use is suspected, it will not be ignored, and it will be up to you to show
that this is not the case.
c. If you are taking a prescription drug under a doctor’s care that might possibly interfere
with work performance, your Property Manager must be aware of this situation.
3. Smoking is allowed only in the designated smoking areas. Please do not throw butts away
outside anywhere on company property.
4. Behavior is expected to be appropriate to your working conditions and should not interfere with
the job performance or other people.
102606

Personal Letters

Personal letters should not be written on any company letterhead for any reason.
022895

20
Internet Usage

WESTGATE Apartments, L.L.C. provides the office staff with Internet and e-mail access in order to
assist and enhance the company’s business. WESTGATE Apartments, L.L.C. has established Internet
and e-mail policies that must be followed by all employees. Employees who violate any part or parts of
this policy will be subject to disciplinary action, up to and including dismissal.

1. Employees may use the Internet and e-mail during the work hours for company business
only.
2. The hardware and software associated with the Internet and e-mail systems are company
property, as are any messages sent or received or records stored on these systems.
WESTGATE Apartments, L.L.C. reserves the right to monitor the content of messages
sent and received along with the web sites visited by employees. Employees have no
expectation of or right to privacy in their use of Internet or e-mail systems at
WESTGATE Apartments, L.L.C.
3. Employees may not transmit or receive any messages or imagines that are derogatory,
obscene, sexually explicit or offensive to anyone based on their gender, age, race,
religion, ethnic background or national origin. Also, employees may not view such
messages on Web sites.
4. Employees may not use the Internet or e-mail to transmit confidential information about
the Company, its employees, residents or business activities.
5. Employees may not view messages sent or received, or records of Web sites visited, by
other employees, unless authorized by the company.
6. Employees may not use the Internet or e-mail systems for personal business purposes, to
solicit funds or support for any commercial, political, religious or charitable reason or to
express their views on these or other subjects.
7. E-mail is a substitute for written, not oral, communication. When writing e-mail
messages, employees must use the same tone and formalities used for writing formal
business letters.
122600

Company Vehicles

To be eligible to drive a company vehicle, an employee must:

1. Possess a valid Illinois driver’s license.

2. Have prior approval from the Property Manager to drive the vehicle.
3. Have authorization from our Insurance Carrier to be added to the vehicle list.

If at any time an employee’s eligibility to drive a company vehicle should change, the employee must
notify his/her Property Manager immediately.

An employee who is assigned to a company vehicle must abide by the following rules:

1. Those who are assigned to a specific vehicle must maintain the vehicle including, but not limited
to, all routine maintenance. Property Manager’s approval is required for any extra repairs or
maintenance. You will be responsible to make sure the vehicle is maintained on a timely basis.
2. You will be responsible for the vehicle cleanliness on the exterior and interior.

Any and all persons driving a company vehicle must abide by these rules as well:

1. Follow “ILLINOIS RULES OF THE ROAD”.

2. WEAR SEAT BELTS.

21
3. Use vehicle only with Property Manager’s permission.
4. Vehicle leaves property ONLY with the Property Manager’s permission.
5. Verify current insurance card and license plates.
6. Follow the maintenance schedule for the vehicle.
7. NO SMOKING in the vehicle.
8. File any accident with Property Manager and also on the form provided (include: persons
involved, other vehicles, property, and location).
9. Follow the person assigned to the vehicle’s instructions.
10. Keep vehicle clean inside and out.
11. No talking on a cell phone, without a hands-free device, or texting while driving a company
vehicle.

YOU MUST REMEMBER THAT YOUR DRIVING ATTITUDE IS A DIRECT REFLECTION

OF THE COMPANY YOU WORK FOR, ALONG WITH THE CLEANLINESS OF THE
VEHICLE SO…DRIVE RESPONSIBLY AND KEEP IT CLEAN!

Special Note: Any employee not following the rules is subject to immediate dismissal. The Property
Manager has the right to assign or rescind the right for any employee to use any company vehicle.
022818

Company Radios

To be eligible to use a company radio, the Property Manager must first approve your use of one.

It is the responsibility of the person that is assigned to a radio to follow all of the Federal Communication
Commission (FCC) rules:
1. Do not use the radio outside of a two mile radius of the apartment community.
2. Do not use any profanity.
3. Do not rebroadcast any type of music over the radio.
083107

Dress Code

Our dress code is designed to be appropriate for business and safety. Some departments may warrant a
more professional appearance, while others are more concerned with safety. The general dress codes are
as follows:

Non-Office Dress Code

Most non-office employees must wear a company provided uniform every work day. It is to be properly
laundered before each wearing. In addition, company t-shirts must not have the sleeves cut or altered in
any way. Also:

 Clothing and/or hats with offensive or inappropriate designs or words are not allowed.
 Clothing should be appropriate for all types of weather and work environments.
 Work appropriate shoes must be worn at all times.
 If wearing shorts, they must be a respectful length and presentable.
 ALL grounds people must wear long pants at all times when mowing, weed eating, or edging.

22
Office Dress Code
There are certain types of clothing that are not considered appropriate for office wear. A simple guide to
follow is to avoid wearing anything that is tattered, distracting, or draws extra attention to you. For
example:

 Employees are expected to dress in business casual attire unless the day’s tasks require otherwise.
 Employees must always present a clean, professional appearance. Everyone is expected to be
well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
 Clothing with offensive or inappropriate designs or words are not allowed.
 Clothing should not be too revealing.
 Any attire the Property Manager deems inappropriate or not presentable as office attire is not
allowed. The employee will be asked to return home to change clothes.

Please Note: Anyone failing to comply with these guidelines will be sent home to change clothes and
will be off the time clock during such time.
013018

Parking

Parking lot assignments are designed by the Property Manager which may change from time to time.
020592

Solicitation

Solicitation by employees for personal benefit on behalf of organizations not associated with or endorsed
by the Apartment Community is not permitted.
022895

Keep Us Informed

It is very important that we keep all information in your personnel records up to date. Please notify your
Property Manager when there is a change concerning your address, phone number, marital status,
exemptions, emergency contacts, training certificates, or professional licenses.
013018

Telephone Usage

1. In the case of an emergency, employees can be reached by calling the Leasing Office number.
2. For all incoming personal calls, the Office personnel will record who the call is for and log this
information.
3. Non-emergency calls are to be returned on the employee’s own time.
4. Abuse of personal use of company telephones is absolutely not permitted.

052421

Cell Phone Usage

Personal cell phones are to be used in emergencies or on personal time only. Excessive use of a cell
phone while on company time is not allowed. Talking on a cell phone, without using a hands-free device,
or texting while driving a company vehicle is prohibited.
020718

23
Company Property

Company property refers to anything owned by the company: physical, electronic, intellectual, or
otherwise. The use of company property is for business necessity only.
When materials or equipment are assigned to an employee for business, it is the employee’s responsibility
to see that the equipment is used properly and cared for properly. Company property is not permitted to
be taken from the premises without proper written authority from company management.

Any loss of company property must be reported to the Property Manager immediately. In the instance of
lost keys, it is imperative the Property Manager be informed so proper actions can be taken.
013018

Personal Equipment and Tools

Employees should use their own discretion when bringing personal property into the workplace.
Westgate Apartments assumes no risk for any loss or damage to personal property.
013018

How to Air Complaints

1. Take it to your Property Manager first. He or she is working closest with you and is in the best
position to help with any problems that might occur.
2. If you are still not satisfied, please bring your problems to the attention of the Director of
Operations at (217) 390-8526 or the Home Office and/or the Payroll Administrator at (217) 693-
5602.

We here at WESTGATE Apartments, L.L.C. feel that our employees are our most important asset in
maintaining a well run and efficient business. We believe it is vital that you voice your concerns and
suggestions.
052421

Harassment Policy

If ever a situation arises where you feel you are being harassed or intimidated, please contact your
Property Manager and an investigation will be made. If you feel a satisfactory resolution is not reached,
or the Property Manager is the subject of your complaint, please contact the Home Office. We strive to
make our company an enjoyable place to work, and we do not condone or tolerate harassment or
intimidation based on sex, age, handicap, familial status, religion, color, race, national origin, or any other
reason. This includes situations where you believe you have been sexually harassed. Sexual harassment
occurs when an unwelcome sexual advance is made and/or becomes a condition of employment.
Disciplinary action up to and including dismissal may result for offending individual(s) involved.
WESTGATE Apartments, L.L.C. will fully investigate all complaints in a prompt manner that will be as
thorough, discreet and confidential as possible.

Additionally, employees may not possess or display any property that may be viewed as inappropriate or
offensive on Westgate Apartments premises. We consider this akin to harassment and will be treated as
such.

013018

24
Honesty/Integrity Policy

You are expected at all times to be honest. At no time is it acceptable for you to lie, mislead, or
misrepresent yourself or our Company. Integrity and honesty are keystones to the services we provide.
As a result, we expect nothing less than complete honesty and integrity from our employees. A violation
of this policy may result in discipline, up to and including discharge.
061813

Safety

WESTGATE Apartments, L.L.C. strives to provide a safe work environment for all employees, clients,
and visitors. Maintaining a safe work environment, however, requires the continuous cooperation of all
employees.

WESTGATE Apartments, L.L.C. provides information to employees about workplace safety and health
issues through internal communication channels such as employee meetings, bulletin board postings, or
other written communications. In addition, please refer to WESTGATE Apartments, L.L.C. Corporate
Safety and Health Manual.

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 the Property Manager
or bring them to the attention of the Owners. Reports and concerns about workplace safety issues may be
made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees
must immediately report any work-related injuries and/or potentially unsafe working conditions to the
Property Manager. Employees who violate safety standards, causing hazardous or dangerous situations,
may be subject to disciplinary action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees must immediately notify the Property Manager. Such reports are necessary to comply with
applicable laws and initiate insurance and workers’ compensation benefit procedures.

Please follow these basic safety rules when you are working:

1. Use only equipment you are fully trained to use.

2. Follow any safety instructions given you concerning your work.
3. Keep all equipment clean and running properly and notify your Property Manager immediately if
there is any problem.
4. Report any injury immediately to your Property Manager.
5. Wear all appropriate clothing, shoes, and safety glasses when working.
6. Any additional safety measures employees feel are necessary should be taken.
013018

25
Progressive Discipline

WESTGATE Apartments L.L.C.’s progressive discipline policy is intended to fairly and impartially
correct behavior and performance problems early on and to prevent reoccurrence. It has been designed
consistent with WESTGATE Apartments L.L.C.’s organizational values, human resource best practices,
and employment laws.

Disciplinary action may involve any of the following: verbal warning, written warning, suspension
without pay, and termination of employment, depending upon the severity of the problem and the
frequency of the occurrence. WESTGATE Apartments, L.L.C. reserves the right to combine or skip steps
depending on the facts of each situation and the nature of the offense. The level of disciplinary
intervention may also vary. Some of the factors that will be considered are whether the offense is
repeated despite coaching, counseling or training, the employee’s work record, and the impact the
conduct and performance issues have on the organization.

WESTGATE Apartments, L.L.C. recognizes that certain types of employee behavior are serious enough
to justify termination of employment, without observing other disciplinary action first.

These violations include, but are not limited to:

 Discrimination in any matter that violates federal, state, or local laws

 Dishonesty or theft
 Insubordination
 Intentionally working in an unsafe manner
 Harassment of any kind
 Workplace violence
 Excessive tardiness, absenteeism, or an unreported absence
 Vandalism or destruction of company property
 Consuming, possessing, selling, purchasing, or being under the influence of alcohol or illegal
drugs, as defined by federal law, on company property
 Violating company policies
 Not following rules of the road and company vehicle rules while driving a company vehicle
 Any disrespect or profanity to team members, clients, or guests
 Release of confidential Company information
 Any other conduct which management considers gross misconduct
 Using WESTGATE Apartment L.L.C.’s office space, equipment, materials, trade secrets, and any
other confidential information relating to outside employment
012818

26
Standards of Conduct

WESTGATE Apartments L.L.C. is responsible for providing a safe and secure workplace and strives to
ensure that all individuals associated with the company are treated in a respectful and fair manner.
Though it is not possible to list all forms of behavior that are considered unacceptable in the workplace,
the following are examples of behavior that would be considered infractions of WESTGATE Apartments
L.L.C.’s Standards of Conduct.

Such behavior may result in disciplinary action up to and including termination of employment. This list
is not intended to be exhaustive:

 Theft or inappropriate removal/possession of property

 Falsification of timekeeping records or misusing timekeeping devices
 Making maliciously false statements about team members
 Violation of safety or health rules
 Smoking in any unauthorized area
 Unauthorized use of telephones, computers, or other company-owned equipment.
 Unauthorized disclosure of confidential information
 Negligence or improper conduct leading to damage of company-owned or customer-owned
property
013018

Confidentiality

WESTGATE Apartments L.L.C. is in the apartment community industry and confidentially is a

cornerstone of trust. WESTGATE Apartments L.L.C. takes the protection of confidential information
very seriously. “Confidential Information” includes, but is not limited to, computer processes, computer
programs and codes, customer lists, customers’ personal information, company financial data, marketing
strategies, research and development strategies, pricing information, business and marketing plans,
vendor information, software, databases, and information concerning the creation, acquisition, or
disposition of products and services.

To protect such information, employees may not disclose any confidential or non-public proprietary
information about the company to any unauthorized individual. If you receive a request for Confidential
Information, you should immediately refer the request to the Property Manager.
021618

SUMMARY
All of our policies and guidelines were designed to make WESTGATE Apartments, L.L.C. an efficient
and pleasant company to work for. With everyone working as a team and performing our jobs to the best
of our abilities, we will continue to provide superior housing for our residents, and superior jobs for our
employees. Let us know if there is anything we can do to ensure that WESTGATE Apartments, L.L.C.
remains the company you enjoy working with. We’re very happy to have you as part of the WESTGATE
Apartments, L.L.C. team, and look forward to a mutually happy association. Again, welcome to
WESTGATE Apartments, L.L.C.

WESTGATE APARTMENTS, L.L.C. CAN CHANGE THIS EMPLOYEE POLICY HANDBOOK

OR ANY PORTION OF, WITHOUT PRIOR NOTIFICATION.
091793

27
EMPLOYEE BENEFITS CENTER
For your convenience, WESTGATE Apartments, L.L.C. has an Employee Benefits Center website that
contains the Employee Handbook, payroll and employment forms, and insurance information. Please
visit http://www.theatkins.com and use the password Westgate to view the forms and documents.
111414

28
 EMPLOYEE’S COPY

ACKNOWLEDGMENT OF WESTGATE APARTMENTS, L.L.C.’s

COMMITMENT TO EQUAL HOUSING OPPORTUNITY

This company is pledged to the letter and spirit of the US policy for the achievement of Equal Housing
Opportunity throughout the Nation. We encourage and support an affirmative advertising and marketing
program in which there are no barriers to obtaining housing at any property owned or managed by the
company because of race, color, religion, sex, handicap, familial status, national origin, or other basis
protected by discrimination laws.

The company will not knowingly retain as employees any persons whose intent it may be to act in any
manner contrary to the letter and spirit of the Fair Housing laws.

As an employee of this Company, at all times when you are on Company property or acting in any
capacity related to any Company property, you will not treat any resident, prospective resident, or guest
of any resident with any preference, limitation, or discrimination because of that person’s race, color,
religion, sex, handicap, familial status, national origin, or other basis protected by discrimination laws.
Nor will you indicate intent to make any such preference, limitation, or discrimination.

Your failure to support Equal Housing Opportunity in your capacity as an employee will be reason for the
Company to end your relationship with the Company.

Your signature below will indicate your understanding of this Company’s policy and your willingness to
support the Company in ensuring Equal Housing Opportunity for all people.

WESTGATE APARTMENTS, L.L.C.

READ, UNDERSTOOD, AND AGREED TO:

Signature of Employee

Date:

29
 EQUAL HOUSING OPPORTUNITY

EMPLOYEE’S COPY

I have read the WESTGATE Apartments, L.L.C. employee’s handbook, understand it, and agree to those
policies and procedures. Also, I understand that the handbook is not a contract of employment and can be
changed at any time, and that I am an employee-at-will.

__________________________________________________________
Employee Name

__________________________________________________________
Employee Signature

__________________________________________________________
Date

__________________________________________________________
Hire Date

__________________________________________________________
Property Manager Signature

___________________________________________________________
Date Received

30
 EMPLOYER’S COPY

ACKNOWLEDGMENT OF WESTGATE APARTMENTS, L.L.C.’s

COMMITMENT TO EQUAL HOUSING OPPORTUNITY

This company is pledged to the letter and spirit of the US policy for the achievement of Equal Housing
Opportunity throughout the Nation. We encourage and support an affirmative advertising and marketing
program in which there are no barriers to obtaining housing at any property owned or managed by the
company because of race, color, religion, sex, handicap, familial status, national origin, or other basis
protected by discrimination laws.

The company will not knowingly retain as employees any persons whose intent it may be to act in any
manner contrary to the letter and spirit of the Fair Housing laws.

As an employee of this Company, at all times when you are on Company property or acting in any
capacity related to any Company property, you will not treat any resident, prospective resident, or guest
of any resident with any preference, limitation, or discrimination because of that person’s race, color,
religion, sex, handicap, familial status, national origin, or other basis protected by discrimination laws.
Nor will you indicate intent to make any such preference, limitation, or discrimination.

Your failure to support Equal Housing Opportunity in your capacity as an employee will be reason for the
Company to end your relationship with the Company.

Your signature below will indicate your understanding of this Company’s policy and your willingness to
support the Company in ensuring Equal Housing Opportunity for all people.

WESTGATE APARTMENTS, L.L.C.

READ, UNDERSTOOD, AND AGREED TO:

Signature of Employee

Date:

31
 EQUAL HOUSING OPPORTUNITY

WESTGATE APARTMENTS, L.L.C.’s COPY

I have read the WESTGATE Apartments, L.L.C. employee’s handbook, understand it, and agree to those
policies and procedures. Also, I understand that the handbook is not a contract of employment and can be
changed at any time, and that I am an employee-at-will.

__________________________________________________________
Employee Name

__________________________________________________________
Employee Signature

__________________________________________________________
Date

__________________________________________________________
Hire Date

__________________________________________________________
Property Manager Signature

___________________________________________________________
Date Received

32