Page 7 - Employee Handbook January 2018

al Estate Services has zero tolerance for any type of harassment. We will not allow our employees to be harassed by an-

yone, including any manager, supervisor, co-worker, vendor or client of Hercules.
Complaint Procedure: If you experience any job-related harassment based on your age, religion, sex, national origin,
race, disability, pregnancy, veteran status, or another protected status, or believe that you have been treated in an unlaw-
ful or discriminatory manner, promptly report the incident to your supervisor, who will investigate the matter and take
appropriate action, including reporting it to the Human Resources department. Or you may report the incident directly to
the HR department, or your Regional Manager. Each member of management is responsible for creating an atmosphere
free from discrimination and harassment whether it is sexual or otherwise. Employees are expected to respect the rights
of their co-workers and tenants.

Generally, a written description of the situation would be requested from the individual being harassed, which will be
followed by an investigation conducted by the appropriate parties. The complaint will be kept confidential except for
those that “need to know”. If the Company determines that harassment or inappropriate conduct has indeed taken place
(regardless of whether harassment is unlawful or not), then the accused person(s) will be held accountable with appropri-
ate disciplinary action taken, up to and including termination of employment.

In accordance with the company’s Zero Tolerance Policy, any employee who in good faith reports unlawful harassment
or cooperates in the investigation of a complaint will be protected from retaliatory action. Employees are required to
participate in any investigative process as it relates to discrimination or harassment. Failure to cooperate during an in-
vestigation can lead to disciplinary action, up to and including termination. If you have any questions regarding this pol-
icy, please contact the human resources department.

Please see Employee Harassment Pledge within the Employee Handbook.

DISABILITY ACCOMMODATION

Hercules is committed to complying fully with the Americans with Disabilities Act (“ADA”) and ensuring equal oppor-
tunity in employment for qualified persons with disabilities who can perform the essential functions of their job with or
without reasonable accommodation. If a qualified individual with a disability needs a reasonable accommodation in or-
der to perform the essential functions of his/her job, he/she needs to make the request in writing to the Human Resource
department and/or his/her Direct Supervisor.

1.0 EMPLOYMENT CLASSIFICATIONS

1.1 Classification Types Classifications

At the time you are hired, you are classified as full-time, part-time or temporary.
1.2 Full-time Regular Employees: Employees hired to work for the company and/or its affiliates for a 40 hour
workweek on a regular basis. These employees can be either “exempt” or “non-exempt” as defined in section 1.5.

1.3 Part-time Regular Employees: These are employees hired to work less than 32 hours a week on a regular basis.
Part-time employees are considered “non-exempt”.

1.4 Temporary/Seasonal Employees: Employees who are hired to work either full-time or part-time for the Compa-
ny on a temporary or seasonal basis will be on Hercules Real Estate’s payroll with the understanding that their employ-
ment will be terminated no later than on completion of a specific assignment. A temporary position will not exceed a six

Hercules Living Employee Handbook March 2016 Page 7