Employee Handbook-Horizon (V2) doc

Employee Handbook
2016v2

Last Updated: December 3, 2015
Effective Date: January 1, 2016

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About This Handbook
The following pages contain information regarding many of the policies and procedures of HRG Realty
Management, LLC (doing business as Horizon Realty Group and hereby referred to as "Horizon”). This
is not an employment contract and is not intended to create contractual obligations of any kind. However,
it is intended to establish the policies of Horizon with respect to the workplace environment and the
expectation between employer and employee. It is the expectation that each employee shall read,
understand and adhere to the policies and procedures set forth herein. If an employee has any questions
or concerns regarding any of the information contained in this handbook, they are encouraged to raise
them with the Human Resources Manager.
The policies and procedures outlined in this handbook will be applied at the discretion of Horizon and
Horizon reserves the right to deviate from the policies and procedures of this handbook, or to withdraw
or change them, at any time. Horizon reserves the right to modify or amend its policies at any time,
without prior notice.
Horizon values the many talents and abilities of its employees and seeks to foster an open, cooperative
and dynamic environment where employees and the company alike can thrive. If you would like further
information or have questions about any of the policies and procedures outlined in this handbook, please
feel free to bring them to the attention of your supervisor.
Each employee is required to provide a signed Acknowledgement of Receipt & Understanding as set
forth in Exhibit A hereof and return a copy to the Human Resource Manager.

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Table of Contents

At Will Employment............................................................................................................................................................. 5
Equal Employment Opportunity and Anti-Discrimination .............................................................................................. 5
Sexual and Other Unlawful Harassment ......................................................................................................................... 5
Reporting Discrimination/Harassment and Investigation .............................................................................................. 6
Anti-Retaliation .................................................................................................................................................................... 6
Immigration Law Compliance............................................................................................................................................ 6
Criminal Convictions........................................................................................................................................................... 7
Standards of Conduct......................................................................................................................................................... 7
Personnel File...................................................................................................................................................................... 7
Employment Eligibility Verification.................................................................................................................................... 7
Copy of Employee Handbook ........................................................................................................................................... 8
Reporting Changes............................................................................................................................................................. 8
Job Classifications .............................................................................................................................................................. 8
Pay Periods.......................................................................................................................................................................... 8
Office Hours ......................................................................................................................................................................... 9
Breaks................................................................................................................................................................................... 9
Time Keeping....................................................................................................................................................................... 9
Overtime............................................................................................................................................................................... 9
Salary Increases ............................................................................................................................................................... 10
Payroll................................................................................................................................................................................. 10
Performance Reviews ...................................................................................................................................................... 10
Bonus Structure................................................................................................................................................................. 10
Expense Reimbursement ................................................................................................................................................ 10
Continuing Education, Seminars & Licensing............................................................................................................... 10
Attendance & Punctuality................................................................................................................................................. 11
Availability for Work .......................................................................................................................................................... 11
Mandatory Meetings ......................................................................................................................................................... 11
Holidays.............................................................................................................................................................................. 11
Paid Time Off (PTO)......................................................................................................................................................... 12
Flextime Policy .................................................................................................................................................................. 12
Drugs and Alcohol............................................................................................................................................................. 14
Violence & Weapons ........................................................................................................................................................ 14
Smoking.............................................................................................................................................................................. 14
Food and Beverages ........................................................................................................................................................ 14
Recycling............................................................................................................................................................................ 15
Visitors ................................................................................................................................................................................ 15
Workplace Attire ................................................................................................................................................................ 15
Telephone Use .................................................................................................................................................................. 15
Voice Mail and Electronic Mail ........................................................................................................................................ 15
Use of Company Vehicles ............................................................................................................................................... 16
Use of Company Property ............................................................................................................................................... 16
Postage, Shipping and Office Supplies ......................................................................................................................... 16
Personal Property ............................................................................................................................................................. 16
Personal Safety ................................................................................................................................................................. 16
Office Security ................................................................................................................................................................... 17
Monitoring & Searches ..................................................................................................................................................... 17
Inventions and Creative Works ....................................................................................................................................... 17
Confidential Information ................................................................................................................................................... 17
Conflicts of Interest ........................................................................................................................................................... 17
Non-Solicitation ................................................................................................................................................................. 18
Competing Employment................................................................................................................................................... 18
Employment of Relatives ................................................................................................................................................. 18
Leave Policies ................................................................................................................................................................... 18

Short-Term Disability Leave (including Maternity Leave) ....................................................................................... 19

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School Visitation Leave................................................................................................................................................ 19
Family and Medical Leave ........................................................................................................................................... 19
Personal Leave of Absence......................................................................................................................................... 19
Victims Economic Security and Safety Act (VESSA) Leave................................................................................... 19
Jury Duty ........................................................................................................................................................................ 20
Military Duty ................................................................................................................................................................... 20
Funeral Leave................................................................................................................................................................ 20
Forced Closings and Severe Weather........................................................................................................................... 20
Employee Benefits ............................................................................................................................................................ 20
Employee Discounts ..................................................................................................................................................... 21
Worker’s Compensation............................................................................................................................................... 21
COBRA ........................................................................................................................................................................... 21
Problem Resolution .......................................................................................................................................................... 21
Disciplinary Policies .......................................................................................................................................................... 21
Separation Policies ........................................................................................................................................................... 22
Job Abandonment......................................................................................................................................................... 22
Termination .................................................................................................................................................................... 22
Termination Process..................................................................................................................................................... 22
Employment References.................................................................................................................................................. 22
Solicitation & Distribution ................................................................................................................................................. 22
EXHIBIT A.......................................................................................................................................................................... 24

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At Will Employment

Horizon does not offer tenured or guaranteed employment. Unless Horizon has otherwise expressly
agreed in writing, your employment is at will and may be terminated by you or by Horizon at any time,
including after the evaluation period.

Equal Employment Opportunity and Anti-Discrimination

Horizon is an Equal Opportunity/Affirmative Action employer. Horizon will not tolerate discrimination
against any employee because of race, color, national origin or ancestry, gender, sexual orientation,
age, religious convictions, disability, marital or parental status, military or veteran status, or any other
classification or characteristic protected by law.

Horizon is committed to providing equal employment opportunities to all individuals without regard to
race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, marital or
parental status, military or veteran status, or any other characteristic protected by law. For further
information about the applicability of Federal Equal Opportunity Laws, including the Americans with
Disabilities Act, the Equal Pay Act, the Age Discrimination in Employment Act, visit www.dol.gov.

Horizon does not discriminate on the basis of gender in compensation or benefits for women and men
who work in the same establishment and perform jobs that require equal skill, effort, and responsibility
and which are performed under similar conditions.

Horizon will make reasonable accommodations for qualified individuals with known disabilities unless
doing so would result in an undue hardship. An employee with a disability for which reasonable
accommodation is needed should contact the main office to discuss possible solutions.

Sexual and Other Unlawful Harassment

Horizon will endeavor to maintain a work environment that nourishes respect for the dignity of each
individual. This policy is adopted in furtherance of that tradition.

It is against the policies of Horizon for an employee to harass another person because of the person's
sex, race, color, religion, national origin, age, disability, sexual orientation, marital or parental status,
military or veteran status, or other characteristic protected by law. Actions, words, jokes, or comments
based on such characteristics will not be tolerated.

Consequently, it is against the policies of Horizon for an employee to sexually harass another person.
Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual
nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or
implicitly a term or condition of an individual's employment; (2) submission to or rejection of such conduct
by an individual is used as the basis for employment decisions affecting such individual; or (3) such
conduct has the purpose or effect of unreasonably interfering with an individual's work performance or
environment.

Any employee who believes that he or she is being unlawfully harassed should immediately contact their
supervisor or the Human Resources Manager.

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Reporting Discrimination/Harassment and Investigation

Horizon has adopted an internal complaint procedure in order to assist it in fulfilling its commitment to
non-discrimination and prevention of unlawful harassment in employment. Any employee who believes
that he or she has been subject to prohibited harassment or other discriminatory treatment in violation of
these policies, or of applicable equal employment laws, must promptly report the alleged harassment or
discrimination by filing a written complaint with the Human Resources Manager. Complaints may be
made orally initially, but all oral complaints must be reduced to writing as soon as reasonably possible
after the incident. The written complaint should include dates and times, location, details of the incident
or incidents, name(s) of the individual(s) involved and name(s) of any witness(es).

After receiving the complaint, Horizon will promptly investigate the complaint. All reports of harassment
or discrimination will be investigated. In addition, if warranted, Horizon will take interim measures to
prevent continued harassment or discrimination from occurring while the investigation is underway.
Horizon will endeavor, to the extent possible, to maintain confidentiality as appropriate within the
constraints of the investigation and limit the dissemination of information on a need-to-know basis. If
requested, all employees are required to participate in any investigation.

Any manager, supervisor or other Horizon employee who becomes aware of possible sexual or other
unlawful harassment or discrimination must immediately advise the Human Resources Manager so the
incident can be investigated in a timely and confidential manner.

Following the investigation, Horizon will evaluate the facts and evidence and determine the validity of the
complaint. If after an investigation the complaint is substantiated and it is determined that an employee
has engaged in conduct in violation of this policy, he or she will be subject to the appropriate disciplinary
action, up to and including termination. If after an investigation the complaint is not substantiated or it
has been determined that the employee has not engaged in conduct in violation of this policy, the file will
be closed.

We all recognize that false accusations of discrimination, harassment or other false information relating
to such accusations can have a serious and damaging effect on innocent employees. Accordingly,
disciplinary action may be taken against any individual who files a false complaint or who has given false
information.

Anti-Retaliation

An employee who initiates a complaint of harassment or discrimination will not be subjected to any
retaliatory action. In addition, Horizon prohibits any form of retaliation by any individual against individuals
who cooperate in the investigation of such reports in accordance with this policy. Horizon will take
appropriate disciplinary action for any such retaliation. Any employee who experiences any type of
retaliation because of filing a complaint or participating in an investigation should promptly report such
retaliation to the Human Resources Manager so that an investigation can be conducted and appropriate
disciplinary action may be taken. An employee with questions about this policy should contact the Human
Resources Manager.

Immigration Law Compliance

Horizon does not hire anyone that is not authorized to work in the U.S under the Immigration Reform and
Control Act of 1986. As a condition of employment, all employees must establish and present valid proof
that they are eligible to work in the United States. More information and an overview of the Immigration

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Reform and Control Act can be found at http://www.uscis.gov/tools/glossary/immigration-reform-and-
control-act-1986-irca.

Criminal Convictions

Horizon reserves the right not to hire or retain anyone that has been convicted of a criminal offense.
Conviction of a crime that involves dishonesty may result in an automatic termination of employment.
Before an employee is hired, Horizon investigates whether an applicant has criminal background history,
in accord with applicable law, to determine whether any such history should disqualify an applicant based
on the particular position and situation.

Standards of Conduct

Horizon expects that all employees conduct themselves in a professional and ethical manner. An
employee should not conduct business that is unethical in any way, nor should an employee influence
other employees to act unethically. Each employee has an obligation to observe and follow Horizon's
policies and to maintain proper standards of conduct at all times. Failure to do so may result in disciplinary
action, up to and including termination.

In the event that an employee becomes aware of another employee’s behavior or actions, which he/she
believes are inappropriate, illegal, problematic, or in any way inhibit or affect job performance or the
Horizon work environment, the matter should be discussed with Jeff Michael or other management
personnel. Furthermore, an employee should report any dishonest activities or damaging conduct to a
supervisor or other management personnel. All reasonable concerns will be promptly, thoroughly and
confidentially investigated by Horizon and, where necessary, appropriate corrective action will be taken.
The appropriate disciplinary action imposed will be determined within Horizon management's discretion.

Personnel File

Horizon keeps and maintains personnel files on each of its employees at its main office. Employees are
obligated to provide Horizon with any and all reasonable information requested in order to maintain a
complete employment file consistent with Horizon’s practices. The files shall remain confidential in nature
and managed by the Human Resources Manager or Accounting Manager. Upon the written request of
an employee, they will receive an opportunity to review a copy of their personnel file within seven days
of receipt of such request. Employment files will not be copied or be removed from the premises unless
there is a legitimate business reason to do so. An employee may view his or her personnel file by
contacting the accounting manager during normal business hours at the corporate office. No employee
shall alter or remove any document in his or her personnel file. Horizon shall hold former employees’
personnel files for twelve (12) months following termination or separation from Horizon, after which time,
the file shall be properly destroyed. If an employee leaves the company for a medical reason that falls
under Family Medical Leave Act, Horizon shall maintain the records for three (3) years after the employee
leaves the company.

Employment Eligibility Verification

In accordance with federal law, both new employees and re-hires are required to provide documentation
of identity and eligibility to work in the United States. The Employment Eligibility Verification Form I-9 will
be used for this purpose.

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Copy of Employee Handbook

All employees shall receive either a copy or link to a digital version of the Employee Handbook and will
be given the time to read it and ask any clarifying questions of their supervisor. The signed copy of the
“Acknowledgement & Receipt of Understanding” page will be placed in the employee's personnel file.

Reporting Changes

Employees are responsible for promptly notifying a Human Resources Manager in writing of any change
in their name, address, telephone number, marital status, citizenship, tax withholding allowances,
emergency contact information, insurance beneficiary, or dependent insurance coverage. Accurate and
correct information is vital for benefits and insurance records and other company files.

Job Classifications

Employees are classified by two major categories: "Exempt" and "Non-exempt." This handbook applies
to both Exempt and Non-Exempt employees.

(1) Exempt employees are generally salaried and fall into one or more of the following four classifications:
executive, professional, administrative, or sales. These employees are exempt from accruing overtime
pay and other applicable provisions of state and federal wage and hour laws (FLSA). These employees
are still required to submit a time record for each pay period, approved by the appropriate supervisor, for
the purpose of tracking hours worked and paid time off.

(2) Non-exempt (“hourly”) employees are eligible to receive overtime pay in accordance with state and
federal wage and hour laws (FLSA). These employees are required to submit a time record for each pay
period, approved by the appropriate supervisor, for the purpose of tracking hours worked and calculating
compensation.

Employees are also classified within one of the following three statuses:

(1) Full-time: any employee that is regularly scheduled to work more than 30 hours a week or more. Full-
time employees are eligible for standard company benefits.

(2) Part-time: any employee that is regularly scheduled to work 30 or less hours per week. Part-time
employees are not eligible for standard company benefits.

(3) Temporary: any temporary work that has a predetermined start and end date of employment. Temporary
employees are not eligible for standard company benefits.

Independent contractors are not deemed to be Horizon employees and thereby not entitled to standard
company benefits.

Pay Periods

All employees are paid on a bi-weekly pay period, there being 26 pay periods in a calendar year. The
standard pay period begins on Sundays at 12:00 am and ends Saturdays at 11:59 pm. Horizon shall
endeavor to issue first pay checks to new hires upon the completion of their first partial pay period.
However, depending upon the new hire’s first day of employment within the pay period, such new hire
may not receive their first pay check until the close of the first full pay period for which they have worked.

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Office Hours

Horizon’s standard work week for full-time employees is five days and sometimes six, depending on the
job classification. Schedules may vary based on the company’s needs and operational seasons.
Employees may not deviate from the company’s hours of work, unless a manager or supervisor
specifically approves a request.

Main Office. The main office shall be open from 9:00 a.m. to 5:00 p.m., Mondays through Fridays. In
addition, during the Leasing Season (defined as April 1 through September 30) the Main Office shall be
manned by a receptionist for leasing inquiries and walk-ins on Saturdays and Sundays from 11:00 a.m.
to 3:00 p.m.

Leasing Offices. During the Leasing Season, on-premises leasing offices shall be (i) open from 9:00 a.m.
to 5:00 p.m., 10:00 a.m. to 6:00 p.m. (or other similar shifts, subject to management’s discretion on an
as-needed basis) Monday through Friday; and (ii) manned by a leasing agent or property manager for
leasing inquiries and walk-ins on Saturdays and Sundays from 11:00 a.m. to 3:00 p.m. During the non-
Leasing Season, on-premises leasing offices shall be open from 9:00 a.m. to 5:00 p.m. Monday through
Friday only.

Breaks

Non-exempt employees (except door staff) are required to take a 30 or 60 minute non-paid meal break
no later than five hours after beginning work. Non-exempt door staff employees are required to take a 20
minute paid meal break no later than five hours after beginning work. The duration of the break is
determined by the non-exempt employee’s position and arrangement with his/her direct supervisor. If
the employee wishes to take a regular shorter meal break, that must be agreed to in writing with the
employee’s supervisor in order to assess whether the shorter break will result in overtime hours. The
total time taken for a meal break for all non-exempt employees should not exceed one hour. Time spent
taking a meal break will not be considered time worked for the purposes of determining overtime for non-
exempt employees. Such non-exempt employees may not perform any work for the benefit of Horizon
while taking their meal break.

Exempt employees are permitted to take up to a 60 minute meal break. Meal breaks are scheduled
throughout the workday, and must be taken in a manner so as to not disrupt the business processes of
Horizon. Horizon does not allow other rest breaks without the permission of a supervisor.

Time Keeping

Nonexempt & Exempt employees are required to use the time clock, logging time-in, time-out. In cases
where the time clock is out of service or unavailable employees will write their time down on a sheet and
have it signed by a manager or supervisor. It is strictly forbidden for an employee to sign another
employee in or out. Violation of this policy may result in disciplinary action, up to and including
termination. Any missed punches in/out shall result in disciplinary action in accordance with the
disciplinary policy.

Overtime

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Hours worked by nonexempt employees in excess of forty (40) hours during a work week (as defined in
the Pay Periods Policy) are deemed overtime and calculated at 1.5 times the employee's regular rate.
Exempt employees are not eligible for overtime pay.

Salary Increases

Salary increases are based on performance or promotion. An employee’s supervisor may make a salary
increase recommendation to ownership. All salary increases are at the discretion of ownership.

Payroll

Both exempt and nonexempt employees will have federal and state taxes withheld from their wages.
Payroll checks will not be released prior to the set pay schedule for any reason, nor will they be released
to anyone other than the employee.

Performance Reviews

Horizon employees typically will be given a performance appraisal at least once a year. The employee’s
supervisor and either the Property Manager, Regional Manager or General Manager will give these
reviews. The reviews generally will focus on job-related strengths and weaknesses, as well as overall fit
with the company. Goals and improvement plans typically will be mapped out each review period and
progress will be measured at the next review. Performance reviews will determine salary increases and
promotions.

Bonus Structure

Horizon may institute a bonus structure or incentive plan at any time. Horizon guarantees no bonus
plans. Any bonus structure will be determined by management and will likely include some level of
performance achievement. No bonus structure or incentive plan is a contract between Horizon and any
of its employees.
All payouts, bonuses or any other incentive compensation are discretionary and are not guaranteed.
Horizon retains sole discretion to amend, modify, revoke or terminate any bonus structure or incentive
plan at any time, with or without notice. The amount or method of calculation of any bonus or incentive
compensation is discretionary, along with the decision as to whether any payout, bonus or incentive
compensation will be issued.

Expense Reimbursement

Generally, Horizon reimburses employees for reasonable pre-approved business expenses. All
expenses reimbursement requests must be sent via email to employee’s immediate supervisor for pre-
approval. Unreasonable or excessive expenses will not be reimbursed. Any questions should be directed
to the employee's supervisor.

Continuing Education, Seminars & Licensing

In an effort to encourage continuing education and growth of our Employees, Horizon offers
reimbursement for continuing education and seminars, subject to certain terms and conditions. The
purpose of this policy is to provide employees with professional development opportunities that increase
their skills and enhance their contributions to the organization. In order to receive reimbursement, the
following conditions must be met: (1) those employees that have been continuously employed by Horizon

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for at least six (6) continuous months are eligible; (2) the employee must first obtain written approval by
completing an education/seminar reimbursement request form; (3) the employ is entitled to use one work
day per year without incurring PTO usage towards an education/seminar program (any days beyond one
day must be on the employee’s personal time); (4) employee must pass or provide verification of
course/seminar completion or attendance; (5) employee is allowed a maximum reimbursement of $250
per year; (6) the reimbursement is typically paid to the employee six (6) months after completion of the
course/seminar.

In the case of reimbursement for licensing, Horizon offers reimbursement for obtaining and maintain
certain licenses, provided that: (1) those employees that have been continuously employed by Horizon
for at least six (6) continuous months are eligible; (2) the license is required as a condition of employment,
or ownership determines, in its discretion, that the license sought by the employee would directly enhance
the employee’s ability to perform their required duties; (3) the employee first obtains written approval by
completing an licensing reimbursement request form; (4) the employ is allowed to use one work day per
year without incurring PTO usage towards the licensing education or testing (any days beyond one day
must be on the employee’s personal time); (5) employee must pass or provide verification of license; (6)
employee is allowed maximum reimbursement of $250 per year; (7) the reimbursement is typically paid
to the employee six (6) months after obtaining the license.

Attendance & Punctuality

Punctuality and regular attendance are important to the smooth operation of Horizon. If an employee is
late or excessively absent, Horizon’s ability to perform work is affected and an unfair burden is placed on
co-workers. Therefore, unless an absence is permitted or excused under Horizon’s holiday, vacation,
sick or other policies, employees are responsible for being at work and arriving on time. If an employee
is going to be absent or late, it their responsibility to call their supervisor as soon as possible, preferably
in advance of lateness and no later than one hour after the start of the workday. If an employee is absent
for several days, he/she must notify their supervisor each day. An employee who is absent for reasons
other than those permitted or excused by Horizon’s holiday, vacation, or leave policies, or who repeatedly
fails to provide notice as required, will be subject to appropriate disciplinary action, up to and including
termination.

Availability for Work
Employees must be available for work during normal business hours. If, for any reason, there is a change
in your work availability status, you must notify your supervisor at least two weeks prior to the change.

Mandatory Meetings

Employees may be required to attend mandatory meetings during normal business hours. Failure to
attend such mandatory meetings may result in disciplinary action, up to and including termination.

Holidays

The following are paid holidays for eligible employees: (1) New Year's Day, (2) Memorial Day, (3)
Independence Day, (4) Labor Day, (5) Thanksgiving Day, and (6) Christmas Day. The corporate office
and auxiliary management offices will be closed on these days. The day after Thanksgiving will be a
paid holiday for non-essential services employees such as property managers, leasing agents, corporate
office staff and administrative staff. Door staff, building engineers and janitors, kitchen/dining staff are
expected to work on the day after Thanksgiving. The corporate office and auxiliary management offices
will close at 2:00 p.m. on the business day prior to New Year’s Day, Independence Day and Christmas

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Day, unless such days fall on a Sunday. Employees that work a designated paid holiday shall be paid
straight time plus holiday pay. An unexcused absence from work on a designated paid holiday (or the
business day immediately preceding or following a holiday) shall result in a forfeiture of holiday pay for
such day.

Horizon will make reasonable efforts to accommodate holidays pertaining to an employee's established
beliefs that are not included in the above list. Employees should speak with their supervisors to obtain
approval for taking time off to observe such holidays.

Paid Time Off (PTO)

PTO is offered to full-time employees except for door staff personnel. Such employees shall earn 80
hours of PTO during years 1 and 2, and 120 hours per year thereafter. The specifics of PTO are as
follows:

a. PTO is earned based upon the actual hours worked by an employee (subject to the cap). As an example,
a first year employee with a 40 hour weekly work schedule will accrue 0.039 PTO hours for every hour
worked during the year.

b. PTO requests are not automatically approved. PTO must be requested in advance and is subject to the
availability of other employees to cover the work of the requesting employee and the demands of the
workforce required during the requested vacation.

c. Sick leave, vacation days, personal days and missed hours due to tardiness are all treated equivalently
as PTO.

d. Should an employee use at least 24 consecutive hours as unplanned PTO (i.e., taken without prior
supervisor approval) and return to work without a doctor’s note allowing the employee to resume work,
then such hours shall be treated as unpaid leave.

e. Should an employee use unplanned PTO on a business day immediately preceding or following a holiday
and return to work without a doctor’s note, then such hours shall be treated as unpaid leave.

f. PTO hours may be carried over to the following calendar year but an employee cannot bank more than
120 hours at any time. Any PTO balance above and beyond 120 hours will be paid out to the employee
on a regular paycheck.

g. An employee may not “go negative” with his/her PTO balance.
h. An employee may request a payout in lieu of using PTO; provided, however, upon a payout, there must

remain at least 16 PTO hours in the employee’s bank, and the payout must be in increments of 8 hours
and not exceed 40 hours.
i. If an employee is absent from work in contravention of the PTO policy, it will be deemed unpaid leave.
Employees may not take more than 10 consecutive business days off without the prior written approval
of ownership.
j. Any PTO balance existing in an employee’s account at such time will be paid out on the final paycheck.
k. A paid holiday that falls on a normal business day during an approved vacation shall not be counted
towards PTO.

Flextime Policy

“Flextime” is permitted in order to (i) reward employees for working above and beyond normal work
schedules; (ii) reduce or eliminate the need for overtime; (iii) promote employee morale; (iv) enhance
business operations through increased customer service; (v) provide opportunities for employees to
conduct personal business without taking either paid or unpaid time off; (vi) maximize employee
productivity; and (vii) increase flexibility in meeting irregular scheduling needs. In establishing Flextime,
however, both management and employees recognize that the use of Flextime cannot prevent or interfere

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with the accomplishment of the mission, goals and tasks of Horizon, nor can Flextime cause a reduction
in the levels of service presently being provided. It is also recognized that the success of Flextime
depends entirely upon the cooperation and good faith efforts of all parties involved, and on a mutual
understanding and acceptance of the benefits and limitations of Flextime. Management must be open to
alternative and creative approaches to the scheduling and accomplishment of work, while employees
must fulfill their commitments in a trustworthy and productive manner, for Flextime to succeed.

a. Definitions: (i) Flextime: A system of varying employee work time, in which an employee will work an
alternate work schedule (which typically includes more than the scheduled number of hours), but will be
permitted to work a reduced number of hours at a future time by mutual agreement between the employee
and his/her supervisor within established Flextime guidelines; (ii) Core Hours: Pre-specified times of the
day when all available employees must be in work status. Core Hours shall be deemed to be Monday
through Friday 10:00 a.m. through 2:00 p.m. Core Hours are subject to modification by supervisors. Flex
time must be pre-approved by the acting supervisor in order to be valid. Prior knowledge of impending
Flex time must be given to the supervisor.

b. Force and Effect of Flextime Rules: In cases of conflict arising out of requests for Flextime scheduling,
these Flextime rules and guidelines are superseded by federal and state laws, administrative rules, and
existing labor contracts.

c. Eligibility: All full-time exempt employees are eligible to participate in Flextime. An employee may be
denied eligibility on a temporary or permanent basis for abuse of Flextime, such as misrepresentation of
hours worked.

d. General Rules:

i. In order to maintain the required level of customer service, an Employee may not use Flextime
hours during Core Hours. The Employee’s supervisor has the discretion to determine staffing
coverage to meet operating requirements.

ii. Flextime schedules must be pre-approved in writing by the supervisor. In all cases where time
sheets are filled out for payroll purposes, they should record accurately the exact hours worked.

iii. A Flextime schedule must consist of at least 1 hour of work beyond the normal work schedule.
For example, an employee remaining 25 minutes after work on one evening will not accrue 25
minutes of Flextime. However, that employee will accrue PTO time based upon the actual hours
worked. Conversely, an employee that works on a pre-approved basis 1 additional hour after
his/her normal work day will accrue 1 hour of Flextime to be used at a later date.

iv. An employee will not earn Flextime for early/late time clock punches.
v. Flextime schedules may be fixed or variable. If it is “fixed” then the employee may start, end, and

take a lunch break at the same hours every day. If it is “variable” the employee may work a varied
schedule of hours.
vi. Flextime schedules may be either long-term or short-term. If it is long-term, it may be for a period
of time longer than one bi-weekly payroll period, such as summer months, rental season,
indefinitely, etc. If it is short-term, it may be for one day, one week, one payroll period, or other
short periods of time.
vii. Employees may not “cash-out” accrued Flextime. If accrued Flextime hours are not used by an
employee prior to separation or termination of employment, then such Flextime hours are
expunged.
viii. Employees will continue to accrue PTO hours in accordance with the PTO policy based upon the
actual hours worked.

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e. Employee Responsibilities:

i. Employees participating, or wishing to participate in Flextime shall:
 Obtain advance approval of a proposed Flextime schedule from the supervisor;
 Be able to meet all workload requirements within the proposed Flextime schedule;
 Schedule Flextime hours only during times when work is necessary due to an emergency or due

to high rental/moving traffic during busy periods of the year;
 Notify other employees, who will be affected by their presence or absence, of their schedules and

whereabouts while in work status, by posting schedules, notifying a receptionist, or other
appropriate means;
 Coordinate schedules with those of other employees to maintain minimum staffing levels and
required employee interaction;
ii. Employees participating, or wishing to participate in Flextime may not:
 Propose a schedule which includes compensable overtime;
 Propose to work when supervision is not available, if the job or employee requires supervision;

f. Supervisor Responsibilities:
i. Supervisors shall:
 Approve reasonable requests for Flextime which conform to these guidelines;
 Promptly notify employees of schedule conflicts after receiving a Flextime request, or learning of

a potential conflict;
ii. Supervisors may at their discretion revoke an employee’s eligibility to participate in Flextime for

abuse or misuse of the program.

Drugs and Alcohol

Horizon will not tolerate the use or possession of alcohol or illegal drugs on the job or on company
property. Employees using or possessing alcohol or illegal drugs on company property or while at work
or who report to work under the influence of alcohol or illegal drugs will be subject to disciplinary action,
up to and including termination of employment.

Violence & Weapons

Horizon takes threats of violence extremely seriously. Any act or threat of violence by or against any
employee, customer, supplier, partner or visitor is strictly prohibited. This policy applies to all company
employees, whether on or off company property. Any use or possession of weapons, whether illegal or
not, is prohibited on company property, or while on company business. This includes knives, guns,
martial arts weapons, or any other object that is used as a weapon. Any employee caught possessing a
weapon will be disciplined, up to and including termination of employment.

Smoking

Smoking is not allowed in Horizon offices or on the Horizon sites. Any employee found to have violated
this policy may be subject to disciplinary action, up to and including termination of employment.

Food and Beverages

Horizon sometimes has visitors in the office. The company’s surroundings should always reflect a
professional appearance. Eating at your desk is acceptable, but should be done unobtrusively and in a
manner so as to prevent damage to valuable company equipment and other property. All employees are

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personally responsible for keeping the area around their workstation clean and presentable. Employees
are also responsible for returning meeting areas to a clean and presentable condition after use.

Recycling

Horizon supports environmental awareness by mandating recycling in the workplace. Employees should
dispose of bottles, cans and paper in the appropriate recycling bins. Employees are also encouraged to
conserve energy by shutting down their computers, monitors and printers at night and by turning off the
lights when not needed.

Visitors

Only customers and authorized visitors are permitted at Horizon’s offices. This includes unauthorized
sales persons, tenants or those collecting for charitable causes. This is to protect the company from theft
or frivolous lawsuits. Visits from friends and family should be kept to a minimum and should be pre-
approved by your supervisor. Employees are responsible for the conduct of their guests. Office
personnel may not allow non-employees to use or otherwise access Horizon computers, equipment or
machinery. All visitors must check in with the receptionist at the reception area. Any employee that
notices an unauthorized visitor should notify their supervisor immediately.

Workplace Attire

Office Personnel. Horizon has a business casual dress environment for office personnel. All employees
are expected to use good judgment and taste and to show courtesy to their co-workers and associates
by dressing in a fashion that is presentable, professional and appropriate. No jeans are allowed except
for on casual Friday; however, jeans must be in excellent condition without rips and must not be faded.
No t-shirts are allowed. Employees are to dress in appropriate business attire for meetings with clients
or vendors at Horizon’s offices or other locations. Flip-flop, sandals or similar open-toe shoes are
prohibited.
Maintenance Personnel. Maintenance personnel must be in Horizon issued uniforms at all times.
Maintenance personnel are required to purchase company issued uniforms and maintain and wash them
as required.

Door Staff Personnel. Sharp appearance of door staff personnel is critical to the job performance of that
position. Failure to maintain sharp, clean appearance by door staff personnel can lead to termination of
employment.

Telephone Use

Company cellphones are issued to some employees in order to enable employees to carry out work
assignments in an efficient manner. All maintenance and property management personnel are required
to have a personal cellphone. It is customary and to be expected that such personnel may have to, on
occasion, engage in a reasonable amount of work related calls. Employees are not reimbursed for
expenses related to work related calls on their personal cellphones. Personal telephone calls on Horizon
landline and cellular telephones should be kept to a minimum and personal toll (long-distance) calls may
not be made at Horizon's expense.

Voice Mail and Electronic Mail

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All electronic and telephone communication systems and all communications and information transmitted
by, received from, or stored in these systems are the property of Horizon and may be subject to search
at any time in Horizon's discretion. Employees should have no expectation of privacy or confidentiality
with respect to any Horizon system, computer or any other company equipment. . All Horizon property,
including, but not limited to, computers, cell phones, internet services, electronic mail and voice mail,
should only be used for conducting Horizon business. Incidental personal use should be kept to a
minimum. Electronic or telephone communication systems may not be used to transmit messages that
may be considered inappropriate under Horizon’s policies, including those prohibiting discrimination or
harassment. Employees are not permitted to use a code, access a file, or retrieve any stored
communication unless authorized to do so or unless they have received prior clearance from an
authorized company representative. All pass codes are the property of Horizon and may be used by
Horizon to access electronic and telephone communications at any time. Horizon reserves the right to
monitor any electronic, telephone, or other communications made using Horizon systems or property.

Use of Company Vehicles

All company vehicles are to be used for business purposes only. Employees using an assigned vehicle
for personal purposes must receive written authorization from a supervisor to do so. Employees may not
operate company vehicles without a valid driver’s license and in violation of any court or police orders or
tickets. It is the obligation of the employee to apprise its supervisor of any restrictions or limitations that
the employer would not be aware of relating to the use or operation of a company vehicle. Employees
are responsible for the cost of any and all tickets and fines incurred while using a company or personal
vehicle for business purposes. Employees are entitled to reimbursement for parking expenses incurred
while driving a company or personal vehicle for business purposes.

Use of Company Property

All company equipment, keys, locks, machinery, tools, workspace, file cabinets and storage lockers are
the property of Horizon and must be available to management at all times. The use of personal locks or
passwords on any company property is strictly forbidden. No company property may be used to house
personal files or items. No company machinery, equipment, including computers, photocopiers or
printers may be used for personal business. Horizon shall prosecute to the fullest extent permitted by
law any employee or former employee that knowingly steals company property or otherwise fails to return
the same.

Postage, Shipping and Office Supplies

Postage, shipping and office supplies paid for by the company are for business purposes and are not to
be used for an employee's personal purposes.

Personal Property

Horizon does not assume responsibility for any personal property located on its premises. Employees
are to use their own discretion when choosing to bring personal property into the office and do so at their
own risk. Additionally, employees may not bring or display in the office any property that may be viewed
as inappropriate or offensive to others.

Personal Safety

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The safety of each employee's health and security is very important to Horizon. Horizon is willing to make
reasonable efforts to address an employee's safety concerns. Employees should remember to use
caution and good judgment in all activities and should notify their supervisor or a human resource
representative if they believe there is a safety issue that should be addressed.

Office Security

Shortly after an employee's start date, he/she may be given a key to gain access to the offices. The last
employee to leave the office at night is responsible for making certain that all doors and windows are
locked. Upon employment separation, an employee is required to return any and all keys to Horizon.

Monitoring & Searches

All company property is subject to monitoring and review at all times. This includes, but is not limited to,
desks, lockers, company vehicles, computers and email files. Reasons for searches and reviews include,
but are not limited to, personal abuse of company property, theft investigation and improper disclosure
of confidential information. Horizon retains the right to conduct searches at any time. This includes the
right to search individual computers or files, even if protected by a password. Any employee that attempts
to obtain or alter a password for the purpose of accessing restricted files will be subject to disciplinary
action, up to and including termination.

Inventions and Creative Works

You agree that all inventions (as herein defined) shall be and remain the property of Horizon. “Inventions”
shall mean all ideas, potential marketing and sales relationships, inventions, research, plans for products
or services, marketing plans, computer software (including, without limitation, source code and object
code), computer programs, original works of authorship, characters, know-how, trade secrets,
information, data, developments, discoveries, improvements, modifications, technology, algorithms and
designs, whether or not subject to patent or copyright protection, made, conceived, expressed,
developed, or actually or constructively reduced to practice by you solely or jointly with others in
connection with or relating to any work performed by you for Horizon. You acknowledge that all of said
Inventions shall be considered as “work made for hire” belonging to Horizon.

To the extent that any such inventions, under applicable law, may not be considered work made for hire
by you for Horizon, you agree to assign and, upon its creation, automatically assigns to Horizon the
ownership of such material, including any copyright or other intellectual property rights in such materials,
without the necessity of any further consideration. Horizon shall have the exclusive right to use the
inventions, whether original or derivative, for all purposes. At Horizon’s expense, you will assist Horizon
in every proper way to protect the inventions throughout the world, including, without limitation, executing
in favor of Horizon or any affiliate of Horizon patent, copyright and other applications and assignments
relating to the inventions.

Confidential Information

Horizon requires that employees do not disclose information held to be confidential by Horizon and also
requires new employees to sign a non-disclosure agreement. Any questions about this policy should be
addressed to a Human Resources Manager.

Conflicts of Interest

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Horizon requires that employees not compromise the company, its customers, partners or suppliers for
personal gain. Examples of conflict of interest include, but are not limited to, accepting gifts worth more
than $25 from vendors, requesting or granting favors, or conducting business for personal gain.
Employees are required to disclose all conflicts of interest to a supervisor. Failure to do may result in
disciplinary action, up to and including termination.

Non-Solicitation

During the period of your employment and for a period of twelve (12) months after the termination of your
employment with Horizon, you shall not, directly or indirectly, (i) solicit for employment or employ any
person who was employed by Horizon during your employment with Horizon; or (ii) call on, solicit, or take
away for yourself or for any other person or entity any person or entity who or which was a customer of
Horizon during your employment with Horizon. Horizon shall fully enforce this provision to the fullest
extent allowed under applicable law.

Competing Employment

Due to the highly competitive nature of the industry in which Horizon is involved, employees are restricted
from certain associations or working arrangements with competing or conflicting organizations. Subject
to Horizon’s prior written approval, you may work for other businesses/people during the course of your
employment with Horizon; provided, however, you may not (i) accept or perform work of a nature that
conflicts or competes in any way with the business or services of Horizon; (ii) use any Horizon resources
including, but not limited to, computer hardware and software, telephones, facsimile machines, and
copiers, for or in connection with any non-Horizon work; (iii) perform any non-Horizon work on Horizon
premises; (iv) perform any non-Horizon work during normal business hours; or (v) perform work for any
Horizon residents that has not been approved through the normal work order procedures.

Employment of Relatives

Employment of relatives is prohibited by Horizon, unless the following conditions are met: (i) the applicant
is qualified for the position, (ii) the employee and relative will not be in a direct reporting relationship with
one another and (iii) the personal relationship will not adversely affect the workflow or processes of the
company.

Leave Policies

Horizon provides full-time employees with unpaid leaves for a variety of reasons. The following discussion
summarizes Horizon's leave policies in a way that Horizon hopes will be generally helpful. Horizon abides
by the provisions of the Family and Medical Leave Act, as appropriate.

As with all policies, Horizon reserves the right to revise or rescind these policies at its discretion, subject
to legal requirements. This statement of leave policies does not create a contract between Horizon and
its employees.

To apply for leave, or to inquire into what leave may be available, an employee should contact his/her
supervisor or the main office. An employee applying for leave will be asked to state why he/she wants
the leave, when he/she wants the leave to begin and when he/she wants the leave to end. Their
supervisor will inform the employee what type and duration of leave, if any, has been approved and will
also tell the employee which requirements, such as certification of a health condition, the employee must
fulfill.

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All leaves are granted for a specific period of time. An employee who foresees being unable or unwilling
to return to work at the end of the leave period should apply for any other leave for which the employee
is eligible, including an extension of the current leave. Horizon reserves the right to terminate the
employment of an employee who does not return to work at the end of the approved leave period.

Short-Term Disability Leave (including Maternity Leave)

Unpaid short-term disability leave is available for an absence due to an employee's illness or disability,
including pregnancy-related disability, which extends for six or more consecutive scheduled working
days. An employee seeking short-term disability leave benefits must submit a statement from a doctor
demonstrating that he or she is unable due to illness or injury to perform the job and stating the expected
duration of the inability to work. If the medical information submitted is not, in the discretion of Horizon,
sufficient to establish inability to work, the employee may be required to submit to an examination by a
doctor selected and paid by Horizon.

School Visitation Leave
Horizon will grant you up to eight hours total unpaid leave during any school year (no more than four of
which may be taken in one day) to attend school conferences or classroom activities for your child if the
conferences or activities cannot be scheduled during nonworking hours. However, you must first have
exhausted all accrued PTO.

Family and Medical Leave

Employees may take unpaid leave per the terms of the Family and Medical Leave Act of 1993. Employees
should also be aware that pregnancy is considered a disability and may be eligible for disability benefits
under mandatory disability benefits laws of certain states.

Personal Leave of Absence

Requests for personal leave without pay are considered individually and granted at the discretion of
management. The reason for the request, the employee's length of service, the employee's work record
and the demands of the individual's job are examples of the type of factors typically considered in
evaluating a request for personal leave of absence. A request for personal leave of absence will be
granted only if the employee is not eligible for any other type of leave. An employee may not be on
personal leave of absence for more than 2 months in a calendar year.

Victims Economic Security and Safety Act (VESSA) Leave

In accordance with Illinois' Victim’s Economic Security and Safety Act (VESSA), Horizon provides up to
12 weeks of unpaid leave in any 12-month period to a qualified employee who is a victim of domestic or
sexual violence, or who has a family or household member who is a victim of such violence, to address
issues arising from such violence. VESSA leave is not paid leave, but to the extent applicable, an
employee's health plan benefits will continue during a qualified leave period. Horizon may require any
employee who is seeking leave under VESSA to provide certification. VESSA's provisions and
requirements can be confusing, especially when attempting to coordinate its requirements with other

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types of leave. For more information about VESSA and requirements for seeking its protections, please
contact the Human Resources Manager for more information.

Jury Duty

Employees summoned for jury duty will be allowed the necessary time off from work to perform this civic
responsibility. Employees must give Horizon 15 days advance notice. Horizon will pay such employees
the difference between their regular salary and any jury duty fees received, not to exceed $300 per
calendar year. Employees will be expected to report to work during all regular hours if their presence is
not required in a jury room or court. Horizon may require the employee to supply documentation from the
court affirming the employee's jury duty service.

Military Duty

Subject to applicable law, Horizon provides military leaves of absence to full-time employees who are in
the military reserves or National Guard, for any period the employee actively spends in military service,
including basic training, special or advanced training and actual training. Such employees are given the
necessary time off and reinstated in accordance with applicable law. Horizon provides such employees
with a paid leave of absence of up to a maximum of two weeks per calendar year. Any additional leave
beyond that two week time period is unpaid.

If an employee is called to active or training duty or to Reserve or National Guard training, or volunteer
for any of the same, he or she must submit his or her military orders to the Human Resources Manager
as soon as possible.

Funeral Leave

When a death occurs in an employee's immediate family, an employee may take up to three days without
pay in order to attend the funeral or make funeral arrangements. In unusual circumstances, additional
time off may be granted, with or without pay, at the discretion of Horizon. For purposes of the funeral
leave policy, "immediate family" means an employee's spouse or child, as well as a parent, grandparent,
brother, or sister of the employee or the employee's spouse.

Forced Closings and Severe Weather

Unless notified by your supervisor, you are to report to work on all regularly scheduled days, regardless
of weather conditions. If you are unable to report to work due to weather conditions, you must notify your
supervisor as soon as possible. In the event that the company closes due to severe weather conditions
or another reason, you will not be required to report to work. Non-exempt employees will not be paid for
that day but it will not be counted as a vacation day.

Employee Benefits

The following is a list of benefits that Horizon makes available to full-time eligible employees. The
descriptions in this handbook are a summary only intended to be guidelines to our employees to help
clarify certain benefits questions. The separate plan documents explain each benefit in more detail and,
to the extent that this summary conflicts in any way with the terms of the actual Summary Plan
Descriptions in effect at the time, the language of the plans’ documents controls the various plans.

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Participation and eligibility is subject to the terms and conditions of the various Summary Plan
Descriptions in effect at the time, and such Summary Plan Descriptions should also be reviewed by
employees to understand the complete benefits package for which they may be eligible. Benefits may
be modified, added or terminated at any time by the insurance company or benefit provider, per the terms
of the plan, or by Horizon, at its discretion.

Benefits Eligibility
Full-time employees that have successfully completed the evaluation period are eligible for the benefits
outlined below. Part-time employees are not eligible for these benefits.

Medical Insurance
Medical insurance is available for eligible employees and their qualified dependents. Refer to the plan
summary for details regarding coverage, eligibility, waiting periods and cost.

Employee Discounts
Full-time employees are eligible to rent Horizon apartments and receive a 7% discount off of the current
market rental rates. Employees are required to submit a formal application and sign a customary lease
that includes a right by Horizon to terminate the lease upon employment separation. The employee
discount policy is not permanent and may be reviewed, altered, or discontinued at any time.

Worker’s Compensation
Horizon requires that all employees report job-related accidents or injuries to a supervisor immediately,
whether the accident occurred on or off company premises. Failure to report an injury, regardless of how
minor, could result in difficulty with the employee’s claim. All workers’ compensation claims will be paid
directly to employees and employees are expected to return to work immediately upon release by their
doctor.

COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified
beneficiaries the opportunity to continue health coverage under the company’s health plan, should the
employee lose his or her eligibility (e.g., upon termination). Under COBRA, the employee pays the full
cost of coverage at the company’s group rate, plus an administrative fee. Details of COBRA coverage
and how to apply for it will be provided by a Human Resources Manager at the time eligibility is lost.

Problem Resolution

Horizon seeks to deal openly and directly with its employees and believes that communication between
employees and management is critical to solving problems.

Co-workers that may have a problem with one another should attempt to resolve the problem themselves.
If a resolution cannot be agreed upon, both employees should approach their supervisor(s), who will work
with the employees to determine a resolution. In these instances, the decision of the supervisor is final.

Employees that have a problem with a supervisor should first go to the supervisor and state the problem.
If a resolution cannot be agreed upon, the employee should present his or her problem, in writing, to the
main office/General Manager or the company COO. The decision of the General Manager or COO will
be final.

Disciplinary Policies

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Depending upon the facts and circumstances, Horizon adheres to a progressive disciplinary system
which shall include, first, oral warning(s), second, a written warning, third, suspension without pay for up
to three (3) business days, or in some instances and forth, immediate discharge. There is no set standard
of how many oral warnings must be given prior to a written warning or how many written warnings must
precede a suspension. Each situation will be considered in light of a variety of factors including, but not
limited to, the seriousness of the situation, the employee's past conduct and length of service, and the
nature of the employee's previous performance or incidents involving the employee. Corrective action
will continue until the violation or infraction is corrected or the employee is terminated.

Horizon considers some violations as grounds for immediate dismissal, including, but not limited to:
insubordinate behavior, theft, destruction of company property, breach of confidentiality agreement,
untruthfulness about personal background, drug or alcohol abuse, or threats of violence.

Employees charged with some infraction and subject to corrective action may appeal that corrective
action. An appeal must be submitted in writing to a Human Resources Manager or the General Manager.
The decision of the Human Resource Manager or General Manager is final.

Separation Policies

Job Abandonment
Employees of Horizon that are absent for more than two consecutive days without notifying a direct
supervisor are considered to have voluntarily abandoned their employment with the company. The
effective date of termination will be the last day the employee reported for work.

Termination
Horizon does not have tenure or guaranteed employment. Unless specified by a specific employment
agreement with the employee, all employees are employed at will. Termination may result from any of
the following: (i) Corrective action measures, which include infractions for violation of company policies,
(ii) layoffs, which include the elimination of an employee’s job function or headcount reduction due to
redundancy or cost reduction and (iii) involuntary dismissal, which may include, but is not limited to, poor
performance reviews or failure to demonstrate an acceptable attitude in the workplace.

Termination Process
Horizon requires that employees return all documents, files, computer equipment, uniforms, company
tools, business credit cards, keys and other company owned property on or before the last day of work.
A willful or intentional failure to return any such property shall be fully prosecuted to the fullest extent
allowed under applicable law.

Employment References

Due to confidentiality considerations, Horizon does not provide employment references for former
employees. Human Resources will provide dates of employment and positions held only.

Solicitation & Distribution

In an effort to ensure a productive and harmonious work environment, persons not employed by the
company may not solicit or distribute literature on company property at any time for any purpose. The
sole exceptions to this policy are pre-authorized charitable and community activities supported by the
company. Horizon recognizes that employees may have interests in events and organizations outside
the workplace. However, employees may not solicit other employees while either employee is on working

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time. Distribution of any literature in working areas at any time is prohibited. For purposes of this policy,
solicitation includes, but is not limited to, canvassing, collecting funds, pledges, circulating petitions,
soliciting memberships, or selling products or services. Working time includes all time during which an
employee is assigned to or engaged in the performance of job duties, but does not include meal periods
or other designated periods when the employee is not assigned to or expected to perform any job duties.
In addition, the posting of written solicitations on company bulletin boards mail is prohibited.

***

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EXHIBIT A

Acknowledgement of Receipt & Understanding

I hereby certify that I have read and fully understand the contents of Horizon Realty Group Employee
Handbook 2016v1. A digital copy of the handbook is available at

http://anyflip.com/bookcase/aosh

I also acknowledge that I have been given the opportunity to discuss any policies contained in the
handbook with my direct supervisor. I agree to abide by the policies set forth in the handbook and
understand that compliance with Horizon’s rules and regulations is necessary for continued employment.
My signature below certifies my knowledge, acceptance and adherence to the company’s policies, rules
and regulations.

I acknowledge that the company reserves the right to modify or amend its policies at any time, without
prior notice. I acknowledge that Horizon may vary from any written policy in the Employee Handbook in
its discretion. I also understand that the Employee Handbook is for informational purposes only and
does not create any contractual obligations between Horizon and me. These policies do not create
any promises or contractual obligations between this company and its employees.

I acknowledge that my employment relationship with Horizon is one of employment at-will – which
means the employment relationship can be terminated by either Horizon or me at any time, for any
reason, with or without cause, and with or without notice. No implied contract, benefit or future benefit
concerning any employment-related decision or term and condition of employment can be established
by any other statement, conduct, policy or practice. No oral statements or representations can change
the provisions of this Employee Handbook.

Signature: _____________________________________

Print Name: _____________________________________

Date: _____________________________________

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