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EMPLOYEE HANDBOOKLegendary tales of adventure begin inside.1
TABLE OF CONTENTSWELCOME34Be Excellent to Each OtherBe the Real DealBusiness in the Front, Party in the BackTalk to Me, GooseBe the JonesesINTRODUCTION44444555555AT-WILL EMPLOYMENT STATUSEMPLOYMENTEmployment ClassificationsJob DutiesJob Performance & ReviewWork EligibilityEqual Employment OpportunityPersonnel Data67777788EMPLOYEE CONDUCT16Standards of ConductAttendanceDress CodeHarassment Policy16161717WORKPLACE ETIQUETTEConfidentialityCustomer RelationsMedia InquiriesSolicitation & Distribution of LiteratureUse of Communication SystemsUse of Company Property & EquipmentOff-Duty ConductAnnouncements & PostingsHEALTH & SAFETYDrug Free WorkplaceSafety GuidelinesReporting Accidents & Safety IssuesOff-Duty Social & Recreational ActivitiesWorkplace Security & MonitoringInclement Weather & Natural DisastersEmployees Required to DriveTRAVELTIMEKEEPING & WAGESTimekeeping RequirementsOvertimePaydayDirect DepositMandatory Paycheck DeductionsWage GarnishmentsMeal & Rest PeriodsBENEFITSWorkers’ CompensationSocial SecurityTIME OFFHolidaysPaid Time OffLeave of AbsenceFamily & Medical LeaveReturn to WorkBereavementJury DutyVotingMilitary LeaveDocumenting Time OffPERFORMANCEPerformance 314141414Travel Policy GuidelinesAutomobile TravelLodgingMeals & Incidental ExpensesMiscellaneousNon-Reimbursable ExpensesPRIVACYPersonal PropertyHuman Resource Records & Employee PrivacySecurity InspectionsPersonal Blogs & Online 5262727272727CONFLICTS OF INTEREST28COMPLAINTS29Open Door PolicyComplaint ResolutionAlternative Dispute ResolutionENDING EMPLOYMENT29292931TerminationFinal PaycheckCOBRAEmployee References & Verification of Employment31313131EMPLOYEE HANDBOOK ACKNOWLEDGEMENT321515152
WELCOMEWe are glad to have you as a member of Entrata. As a team member at Entrata (“the Company”), youare an essential part of a team effort. We hope that you will find your position with the Company rewarding, challenging andproductive. Every Employee has an important role in our operations and we value the ability and experience you bring with you tothe organization. You, and other Employees, are vital to the success of Entrata.This handbook has been prepared to acquaint you with the employment policies and practices of Entrata. Please read it carefullyand keep it for future reference. If you have any questions, please contact a member of the Human Resources Department.3
ENTRATA VALUESBe Excellent to Each OtherDefinition: We show respect to our customers, team members, and partners by valuing their time, addressing their challenges, anddiscussing their ideas in order to deliver world-class service.1. Act with others in mind2. Always speak well of others3. Give trust and be trustworthy4. Be approachable and coachable5. Be professional, cordial, and personalBe the Real DealDefinition: We are what we say we are, and we do what we say we’ll do.1. Act with courage, honesty, and integrity2. Establish realistic expectations, take responsibility, and deliver on commitments3. Work hard, achieve results, and maintain work/life balanceBusiness in the Front, Party in the BackDefinition: We create legendary tales of adventure.1. Celebrate excellence2. Build lifelong relationships3. Take our jobs seriously but not ourselves4. Find humor and relish quirkinessTalk to Me, GooseDefinition: We communicate to empower.1. Communicate timely, accurately, concisely, and appropriately with customers, team members, and partners2. Break communication barriers3. Define success in employment, products, processes, and serviceBe the JonesesDefinition: We lead passionately and revile mediocrity.1. Challenge the status quo and strive for continuous improvement2. Be entrepreneurial3. Innovate with purpose balanced by quality4. Only build products that will be best in the world4
INTRODUCTIONThe Purpose of this HandbookWe think that Employees are happier and more valuable if they know what they can expect from Entrata and what the Companyexpects from them. In this handbook we introduce you to the Company’s, values, culture, and goals. We expect you to incorporatethat information into your day-to-day job performance, striving to meet Entrata’s values in everything you do.The remainder of this handbook will familiarize you with the policies, privileges, benefits, and responsibilities of being an Employeeat Entrata. Please understand that this handbook can only highlight and summarize our Company’s policies and procedures. Fordetailed information, please talk to your Supervisor or Human Resources.In this Company, as anywhere, circumstances are constantly changing. As a result, we may have to revise, rescind, or supplementthese policies from time to time. Nothing in this handbook is a contract or a promise. The policies can change at any tim e, for anyreason, without advanced notice.The enclosed information may differ according to the law of the state in which you work, in which case Entrata will comply withthose laws.What You Can Expect from EntrataEntrata believes in a work environment that fosters innovation and involvement to meet the challenges of our business. We believein providing quality service to our customers and a quality workplace for our Employees. Through this commitment, we willcontinue to ensure our success and growth.What We Expect from YouAt Entrata, service to our customers is everyone’s responsibility.You should always treat our customers and your fellowEmployees with respect. Our Employees provide the services that our customers rely upon and expect, and enable us to growand create new opportunities in the future.We expect and depend upon you to perform the tasks assigned to the best of your ability and to act in ways reflecting favorably onthe Company, other Employees and yourself.Right to ReviseThis Employee Handbook contains the employment policies and practices of the Company in effect at the time of publication. Allpreviously issued handbooks and any inconsistent policy statements or memoranda are superseded.Entrata reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in thishandbook or in any other document, except for the policy of at-will employment.Any written changes to this handbook will be distributed to all Employees so that everyone will be aware of the new policies orprocedures. Changes will be effective on the dates determined by the Company. No oral statements or representations can in anyway alter the provisions of this handbook.Nothing in this Employee Handbook or in any other human resource documents, including benefit plan descriptions, creates or isintended to create a promise or representation of continued employment for any Employee. If you are uncertain about any policy orprocedure, please check with Human Resources.De initions Used in the Handbook“Employee” and “Team Member” as used in this handbook, refers to employees employed by Entrata.“Company” and “Worksite Employer” as used in this handbook refers to Entrata.“Supervisor” or “Manager” as used in this handbook refers to your immediate supervisor or manager and/or management ofEntrata.5
AT-WILL EMPLOYEE STATUSYour employment at Entrata is at will. Employment at-will may be terminated with or without cause and with or without notice, atany time by the Employee or the Company. Nothing in this handbook or in any document or statement shall limit the right toterminate employment at-will. No Manager, Supervisor or Employee of the Company has any authority to enter into an agreementfor employment for any specified period of time or to make an agreement for employment other than at-will. Only the CEO of theCompany has the authority to make any such agreement and, even then, only in writing.The remainder of this handbook will familiarize you with the policies, privileges, benefits, and responsibilities of being anEmployee at Entrata. Please understand that this handbook can only highlight and summarize our Company’s policies andprocedures. For detailed information, please talk to your Supervisor or Human Resources.6
EMPLOYMENTEmployment ClassificationsThe following definitions of employment classifications are provided so that you can better understand your employment status andbenefits eligibility. Your classification is based on your job description and the nature of the position and determines how you arepaid and whether or not you receive overtime pay. These classifications do not guarantee employment for any specified period oftime.Full-Time Salaried Exempt Employees are regularly scheduled for and work a minimum of 40 hours per week, are not eligiblefor overtime, and meet the minimum requirements for eligibility of benefits on the first of the month following a one month waitingperiod.Full-Time Salaried Non-Exempt Employees are regularly scheduled for and work a minimum of 40 hours per week, are eligiblefor overtime, and meet the minimum requirements for eligibility of benefits on the first of the month following a one month waitingperiod.Full-Time Hourly Non-Exempt Employees are regularly scheduled for and work a minimum of 40 hours per week, are eligible forovertime, and meet the minimum requirements for eligibility of benefits on the first of the month following a 90 day waiting period.Part-Time Employees are regularly scheduled for and work less than 30 hours per week.Inactive Employees are those who are on any type of leave of absence, work-related or non-work-related. During the time theEmployee is on inactive status, benefits and seniority will not generally accrue.Employees are classified as “exempt” or “non-exempt” from federal and state wage and hour laws. An Employee’s exempt or nonexempt classification may be changed only upon written notification by Entrata.Exempt Employees’ job duties, responsibilities, and salary place them in an executive, administrative, professional, or outsidesales capacity as defined by the Federal Fair Labor Standards Act and applicable state law. Exempt Employees will not receiveadditional compensation for hours worked in excess of 40 hours per week.Non Exempt Employees are eligible for overtime pay according to the provisions of the FLSA and applicable state law.Job DutiesYour Supervisor will explain your job responsibilities and your expected performance standards. Your job responsibilities maychange at any time during your employment. From time to time, you may be asked to work on special projects, or to assist withother work necessary or important to the operation of your department or the Company. In some cases, the operational needs ofthe Company may require a change of an Employee’s regular workday and/or workweek hours. Your cooperation and assistance inperforming additional work or working a different schedule is appreciated and expected.The Company reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer jobpositions, or assign additional job responsibilities.Job Performance & ReviewProperty Solutions is committed to helping each Team Member realize his or her full potential. The Company encouragesEmployees and their Supervisors to discuss job performance and goals on an informal, day-to-day basis. The Performancesection of this handbook has detailed information regarding performance evaluations. These policies are meant to provide detailedguidelines. Entrata reserves the right to review and evaluate performance at anytime using any appropriate means.Work EligibilityWithin three business days of your first day of work, you must complete federal Form I-9 and show us documentation proving youridentity and your eligibility to work in the United States. The federal government requires this. If you have worked for Entratapreviously, you need only provide this information if it has been more than three years since you last completed an I-9 Form for usor if your current I-9 Form is no longer valid.7
All offers of employment are contingent on verification of your right to work in the United States. If an Employee is unable toproduce the required documentation or a receipt or letter requesting the appropriate documentation within three days of hire,employment will be terminated. If you have not submitted the original documents to replace the receipt/letter within 90 days of hire,employment will be terminated.Equal Employment OpportunityEntrata is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the bestavailable person in every job. Company policy prohibits unlawful discrimination based on race, color, creed, gender, religion,marital status, age, national origin or ancestry, disability, medical condition including genetic characteristics, sexual orientation, orany other consideration made unlawful by federal, state, or local laws. The perception that anyone has any of those characteristics,or is associated with a person who has or is perceived as having any of those characteristics is also discrimination and is againstthe law.Entrata is committed to compliance with the Equal Pay Act of 1963, the Civil Rights Act of 1964 (Title VII), the Age Discrimination inEmployment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990, and all applicable state laws providing equalemployment opportunities. This commitment applies to everyone involved in Company operations and prohibits unlawfuldiscrimination by any Employee of the Company, including Supervisors and coworkers.The Company will make reasonable accommodations for known physical or mental limitations of an otherwise qualified individualwith a disability who is an applicant or an Employee, unless an undue hardship to the company would result. Any applicant orEmployee who requires such accommodations should contact Human Resources details of the requested accommodation. TheCompany will review and identify any barriers that interfere with the equal opportunity of the applicant or Employee to performhis or her job. The Company will identify any possible accommodations that address the limitation. If an accommodation isreasonable and will not impose an undue hardship, the Company will make the accommodation.If you believe you have been subjected to any form of unlawful discrimination, or if you know of another Employee who has beenthe subject of discrimination, submit a written complaint to your supervisor or Human Resources. Your complaint should bespecific and should include the names of the individual(s) involved and the names of any witnesses. If you need assistance withyour complaint, or if you prefer to make a complaint in person, please contact a Human Resources representative. The Companywill immediately undertake an effective, thorough, and objective investigation and attempt to resolve the situation.If the Company determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with theseverity of the offense, up to and including termination. Appropriate action also will be taken to deter any future discrimination. TheCompany will not retaliate against you for filing a complaint and will not knowingly permit retaliation by Management, Employees, orco-workers.Personal DataThe Company is required by law to keep current Employee’s names and addresses. Employees are responsible for notifying theCompany of any changes in personal data. Personal mailing addresses, telephone numbers, names and number of dependents,individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should beaccurate and current at all times. If any personnel data has changed, please contact Human Resources.Additionally, if you are participating in a group insurance plan, please notify Entrata immediately upon experiencing a family statuschange. Failure to report status changes within 30 days of the change may result in a loss of benefits.8
TIMEKEEPING & WAGESTimekeeping RequirementsEmployees are responsible for accurately recording time worked. Federal and state laws require the Company to keep an accuraterecord of time worked in order to calculate Employee pay and benefits. Time worked is all the time actually spent on the jobperforming assigned duties.All non-exempt Employees are required to record the time that they begin and end their work period, as well as the beginning andending time of each meal period. Non-exempt Employees also must record their time whenever they leave the worksite for anyreason other than on Company business. Any exceptions to this must be approved by Management.Falsifying or altering your own or another Employee’s time record is not permissible and is subject to disciplinary action up to andincluding the termination of employment.OvertimeWhen operating requirements or other needs cannot be met during regular working hours, Employees may be scheduled to workovertime. When possible, advance notification of these assignments will be provided. All overtime work must be authorized inadvance by a Supervisor. The Company will attempt to distribute overtime evenly and to accommodate individual schedules.The Company provides compensation for all overtime hours worked by non-exempt Employees in accordance with state andfederal laws. Only actual hours worked in a given workday or workweek can apply in calculating overtime. Time off on sick leave,vacation, or any leave of absence will not be considered hours worked when calculating overtime.Non-exempt employees will be expected to work the hours documented in their offer letter at time of hire, with no more than a five(5) hour difference per week. Any hours worked in excess of five hours over the hours assigned per week without their managersapproval may result in disciplinary action, up to and including termination.Overtime exceeding five hours weekly will require prior written authorization from your Manager. Failure to obtain prior writtenauthorization from your supervisor will result in disciplinary action, including possible termination of employment.Exempt Employees may have to work hours beyond their normal schedules as necessary to perform their work effectively. Noovertime compensation will be paid to exempt Employees.PaydayPaychecks are normally available by the end of the business day on payday. You are paid bi-weekly, every other Friday. The biweekly pay schedule is made up of 26 pay periods per year. If a regular payday falls on a holiday, Employees will be paid on thefollowing business day.Every effort is made to avoid errors in your paycheck. If you find an error on your check, please report it immediately to the PayrollDepartment so corrections can be made as quickly as possible.Direct DepositDirect payroll deposit is the automatic deposit of your pay into the financial institution accounts of your choice. You may begin andstop direct payroll deposit at any time. To begin automatic payroll deposit, complete and submit a Direct Deposit Authorizationform to the Payroll Department. After your deposit authorization is received, it may take up to two pay periods before yourpaycheck is deposited directly into your account.Mandatory Paycheck DeductionsThe Company is required by law to make certain deductions from your paycheck each time it is prepared. Among these are yourfederal, state and local income taxes and legally required contributions to Social Security. These deductions are itemized on yourcheck stub.The amount of your tax deductions depends on your earnings and on the information you furnish on your W-4 and applicable state9
withholding forms regarding the number of exemptions you claim. If you wish to modify this number, please provide Payroll withan updated W-4 form to change your federal withholding, or the appropriate state form to change your state exemptions.
TIMEKEEPING & WAGES Travel Policy Guidelines9. Timekeeping Requirements 9 Overtime9 Payday9 Direct Deposit 9 Mandatory Paycheck Deductions 9 Wage Garnishments 10 Meal & Rest Periods 10. BENEFITS11. Workers’ Compensation 11 Social Security 11. TIME OFF 12. Holidays12 Paid Time Off 12 Leave of A
