HARSCH INVESTMENT PROPERTIES

EMPLOYEE HANDBOOK
WELCOME

Welcome to Harsch! We are sincerely pleased

you have joined our team. Founded in 1950
by my father, Harold Schnitzer, the success
of our family real estate business has always
been based on our ability to attract and retain
quality employees like you! We want employees
who not only have a high level of competence
in their job skills, but also are people who are
honest, have integrity and care about their
communities. By joining Harsch, you will be
working with other employees who have these
characteristics and who genuinely care about
taking care of our customers, who are our
tenants, every single day, and care about the
communities we operate in. Good communities
help create healthy businesses, and healthy
businesses create good quality of life in our
communities!

This handbook has been prepared for you as

a means of communicating information, as
well as to provide you with quick answers to
some of the more frequently asked questions
about our Company, benefits, workplace policies
and guidelines, and our expectations of our
employees. Please read it carefully!

We are proud of who we are and believe in the

resourcefulness of our dedicated employees.
We look forward to a mutually rewarding
association and hope you will gain the same
satisfaction, friendship, and rewards that
others have found working with us at Harsch.

Jordan D. Schnitzer, President

 WELCOME LETTER
By Jordan D. Schnitzer, President 02

01 HARSCH YESTERDAY & TODAY

1.1 Our Proud Legacy
1.2 Guiding Principals
07
10
1.3 What Drives Us Daily:
Business Excellence
11

02 PEOPLE FIRST
2.1 Commitment to Our Team 17
2.2 Commitment to Our 17
Customers & Alliances

03 DEVELOPMENT & RECOGNITION

3.1 Introductory Period 21 3.4 Educational Assistance 21
3.2 Job Movement 21 3.5 Years of Service Recognition 22
3.3 Performance Reviews 21 3.6 Employee Referral Bonus 22

04 CONDUCT & COMMUNICATION

4.1 Standards of Conduct 24 4.9 Resident-Employee On-Site 26
4.2 Conflict of Interest 24 4.10 Employee Grievance Process 27
4.3 Gifts and Gratuities 24 4.11 Information Systems 28
4.4 Confidentiality & Non-Disclosure 25 4.12 Social Media 29
4.5 Company Property & Equipment 25 4.13 Communications with Media 29
4.6 Work Areas 25 4.14 Solicitation & Distribution of 29
Literature
4.7 Professional Appearance 26
4.15 Employment of Family / Same 30
4.8 Cell Phone Policy 26
Household Members

05 WORK TIME & COMPENSATION

5.1 Exempt Employee Status 31 5.5 Payment of Wages 33
5.2 Non-Exempt Employee Status 32 5.6 Payroll Deductions 33
5.3 Employment Statuses 32 5.7 On-Call/Call-Back Pay Policy 34
5.4 Work Schedule 32
06 EMPLOYEE BENEFITS
6.1 Benefit Overview 35 6.5 Life Insurance, AD&D & Disability 38
6.2 Insurance Eligibility 35 6.6 Retirement Savings Plan 38
6.3 Benefit Summary - Eligibility 36 6.7 Time Off Work 39
& Effective Dates
6.8 Unpaid Leaves 44
6.4 Healthcare Benefits 37
6.9 Wellness Program 44

07 WORKPLACE POLICIES
7.1 At-Will Employment 45 7.5 Personnel Records 47
7.2 Discrimination in the Workplace 46 7.6 Separation of Employment 48
7.3 Disability & Reasonable 46
Accommodation
7.4 Harassment in the Workplace 46

08 HEALTH, SAFETY & SECURITY

8.1 Safety Guidelines 49 8.5 Driving on Behalf of the Company 51
8.2 Drug Policy & Program 50 8.6 Inclement Weather 51
8.3 Workplace Violence 51
8.4 Smoking 51

09 COMMUNITY & CARING

9.1 Active Participation 55 9.3 Matching Gift 55
9.2 Ongoing Cultural & Humanitarian 55
Commitments

10
OUR BRIGHT FUTURE 58

STATEMENT OF PURPOSE 59
OF THIS HANDBOOK
01
HARSCH YESTERDAY & TODAY
INNOVATIVE INVESTING BY TR ADITION
7 CHAPTER 1 HARSCH YESTERDAY & TODAY

1.1 OUR PROUD LEGACY

OUR MOTIVES FOR
Since its beginnings, Harsch Investment
SUCCESS ARE BACKED Properties has distinguished itself through
innovation and excellence in property
UP BY A STRONG investment. Harold Schnitzer founded
Harsch over 65 years ago when he
COMMITMENT TO
converted an old warehouse into an office
VALUES, BUSINESS building in downtown Portland, Oregon.

EXCELLENCE , CARING A LEADER, NOW AS THEN

Today, Harsch is a dynamic, expanding
FOR PEOPLE AND real estate company with a portfolio that
includes a wealth of office, multi-tenant
GIVING BACK TO OUR industrial, multi-family and retail commercial
properties. We own and operate over
COMMUNITIES.
24 million square feet of real estate,
comprising more than 150 properties in
six western states (Oregon, Washington,
California, Nevada, Arizona and Utah).

Jordan Schnitzer, our company president,

carries on our proud Harsch tradition.
He leads our visionary long-term strategy
and directs Harsch’s 265+ employees
in seven regional offices. Together, we
manage diverse, well-located properties
positioned for long-term growth.

We are proud to frequently be the recipient

of local, regional and national awards for
excellence in our industry. In this handbook,
and as an employee, you will see that
our motives for success are backed up
by a strong commitment to values,
business excellence, caring for people
PACIFIC CENTER and giving back to our communities.
PORTLAND, OREGON
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 8

DIABLO INDUSTRIAL
CENTER
LAS VEGAS, NEVADA

PLAZA 520
BELLEVUE, WASHINGTON

PARKSIDE
BUSINESS
CENTER
BEAVERTON,
OREGON

111 TOWN CENTER

PALM DESERT, CALIFORNIA

SORRENTO HEIGHTS CORPORATE CENTER

SAN DIEGO, CALIFORNIA
9 CHAPTER 1 HARSCH YESTERDAY & TODAY

Harsch President, Jordan Schnitzer, and TOMRA officials break ground at

TOMRA Sorting Solutions in Sacramento.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 10

1.2 GUIDING PRINCIPLES

Our Vision at Harsch Investment Properties is to strive

to be the leading, diversified, privately-owned real estate
investment company in the Western United States.

Our Mission is to honor our more than half-century

legacy of service and professional excellence in
owning, managing and enhancing properties that
promote healthy work and living environments.
11 CHAPTER 1 HARSCH YESTERDAY & TODAY

1.3 WHAT DRIVES US DAILY: Today, we have seven regional offices

BUSINESS EXCELLENCE run by empowered individuals who,
with their local teams, provide the best
At Harsch we have bold goals for the property management service possible.
overall Company’s success. To ensure that
success, we use key indicators to evaluate THE CORPORATE OFFICE
the management team’s performance. We Harsch’s corporate office in Portland,
are committed annually to this evaluation, Oregon, centralizes professionals in
re-examining our practices in light of our corporate accounting, tax management,
vision, events and trends, and providing human resources, information technology,
appropriate incentives to assure the marketing and communications, development,
ongoing vibrancy and continued success of legal and finance. Acquisitions, while
Harsch. Fundamental indicators include: a true partnership between corporate
and regional management, are also
• Profitability
• Return on equity coordinated through the corporate office.
• Value of the portfolio (growth)
• Market identity and awareness REGIONAL OFFICES & MANAGERS
• Diversified, stabilized portfolio in multiple Harsch’s regional offices employ regional
markets managers with extensive experience in their
• Quality of services rendered to tenants, respective local markets. These well-versed
residents and clients professionals bring diverse experience at
• Tenant and resident satisfaction and
major firms, development and private real
retention
estate companies. Our regional offices are
• Employee satisfaction and retention
• Community involvement staffed with professional experienced leasing
managers, property managers, accounting
DECENTRALIZED FOR SUCCESS managers and maintenance staff to provide
Originally, the Company was centrally immediate and superior responses.
managed with Portland-based key executive
personnel working with excellent on-site Together, we acquire and develop properties
property managers who ran the which can produce added value through
day-to-day operations. timing, additional investment, repositioning and
sound management practices. As a group,
Over a quarter century ago, however, Harsch we are more than 265 experienced industry
decentralized operations and developed professionals helping to develop and manage
regional offices with experienced local a portfolio to achieve a bold company vision.
leaders who know their territories. These
team members do a magnificent job
of managing local teams of real estate
professionals who operate properties in
each market.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 12

HARSCH INVESTMENT PROPERTIES - CORPORATE OFFICE

PORTLAND, OREGON
OREGON

WASHINGTON

CALIFORNIA

NEVADA

UTAH

ARIZONA
 WE OWN
AND OPERATE
REAL ESTATE
PROPERTIES
WHICH TOTAL AN
IMPRESSIVE
24 MILLION
SQUARE FEET,
COMPRISING
MORE THAN 150
PROPERTIES IN SIX
WESTERN STATES
15 CHAPTER 2 PEOPLE FIRST
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 16

02
PEOPLE FIRST
OUR MOST IMPORTANT VALUE

At Harsch, we take our commitment to people seriously.

Therefore the Company’s most important value is its
relationships with employees, customers, partners and the
communities in which it operates.

We take pride in our accomplishments, our talented team of

professionals, and our legacy of honoring our commitments.
Our shared success depends on leadership that fosters
innovation, outstanding performance, loyalty, focus and
commitment to one’s community and vision. We believe
adhering to our values and guiding principles is essential to
our shared vision and future success.
17 CHAPTER 2 PEOPLE FIRST

2.1 COMMITMENT TO OUR TEAM Our future is exciting! Our objective is to

exceed our goals and expectations through
Our people are our most important asset. an aligned, dedicated and talented team
Individual and team contributions to the of professionals who share our legacy of
Company’s success are recognized and success and accomplishment and want
rewarded. We promote teamwork and their future to be part of our future.
respect for one another, fostering an
environment of continuous improvement to
2.2 COMMITMENT TO OUR
achieve exceptional performance and lasting
CUSTOMERS & ALLIANCES
relationships. We are committed to providing
each employee the opportunity for personal Our customers include our tenants,
and professional growth while cultivating investors, brokers, lenders and others
camaraderie and creative problem-solving that we serve. We are committed to
for challenges facing our tenants and our always seeking feedback on how we are
Company. doing and being responsive to changing
customer needs. We are committed to
By joining Harsch Investment Properties, you
providing a quality of service that exceeds
have joined a team committed to providing
expectations, unmatched in the marketplace!
you with a fun and exciting work environment
that will challenge and motivate you, and offer Innovative problem-solving and striving
you opportunities to grow and be successful. to complete each job right the first time is
the basis for each task we undertake. Our
The Company values and acts on its key
performance is our word, and our word is
beliefs, striving to create a workplace
our bond. We are committed to the highest
environment that fosters mutual respect,
standards of excellence and quality,
trust and professional ethics.
translating into exceptional customer
In Harsch’s seven regional offices, our satisfaction.
real estate professionals work in their
local markets. This network supports
the company’s competitive advantage
and superior customer service.

Harsch is dedicated to continuous

improvement, prudent growth and
responsible investments. Since we were
founded over 65 years ago, we have never
defaulted on a loan or missed payments to
any vendor or employee. We intend to double
the size of our real estate holdings over
the next decade, thereby creating multiple
career opportunities for all employees.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 18

PLACEHOLDER

111 TOWN CENTER

PALM DESERT, CALIFORNIA

OUR TENANT ’S SUCCESS

IS OUR SUCCESS.

At Harsch, we believe that our tenant’s

success is our success. Accordingly, our
values speak to our customers and our
alliances with other people as well:
• Customers: Listening to and working
with our customers in delivering quality
service and innovative solutions that result
in successful, lasting relationships
• Alliances: Creating and sustaining mutually
beneficial relationships with our vendors,
lenders, investors and shareholders
03
DEVELOPMENT & RECOGNITION
WE ACKNOWLEDGE EXCELLENCE

At Harsch Investment Properties, we are sincerely interested

in seeing our employees advance their careers for the mutual
benefit of themselves, the company, our customers and the
community. Take a moment to read how Harsch recognizes
meritorious performance and provides promotional
opportunities, and learn about our process for receiving
assistance in furthering your job-related education.
21 CHAPTER 3 DEVELOPMENT & RECOGNITION

3.1 INTRODUCTORY PERIOD 3.3 PERFORMANCE REVIEWS

The first 90 days of your employment is To facilitate your growth within the Company,
considered an “introductory period.” This performance reviews may be conducted when
period is to give you an opportunity to deemed appropriate. Performance reviews
evaluate your interest in the job, as well as may be used for determining training needs
our opportunity to evaluate your ability to and eligibility for promotion. Performance
perform the work satisfactorily and your fit reviews and salary administration policies
within the Company. The Company may are distinct from each other, meaning that a
in its sole discretion choose to extend positive review is not a guarantee of a salary
the introductory period if it determines increase or a bonus, although pay increases
that more time is needed to evaluate your are largely based on meritorious performance.
performance. Successful completion of
the introductory period does not alter
3.4 EDUCATIONAL ASSISTANCE
your “at-will” employment status.
Harsch encourages you to continue your
3.2 JOB MOVEMENT education to improve job skills and further
career opportunities. We will provide financial
Harsch provides promotional opportunities
assistance towards approved career-related
based upon qualifications and merit. Job
courses and opportunities to attend seminars
openings are posted on Harsch.com to
and workshops. Please see the Educational
inform you of advancement opportunities.
Assistance Policy for further details.
If you meet the qualifications and are
interested in being considered for a posted
job, you should contact your supervisor or 3.5 YEARS OF SERVICE RECOGNITION
Human Resources. Harsch reserves the right
Harsch values the contributions each
to concurrently advertise or recruit qualified
member of our team makes towards the
persons externally. Length of service may
success of our company. We recognize
be considered in cases of nearly equal
your loyalty, dedication and hard work!
qualifications. Harsch is an equal opportunity
employer and will hire the best-qualified As thanks of your continued service and
person for the job based solely on commitment, Harsch has a “Years of Service
job-related factors. Recognition Program.” We understand the
benefit of having long term team members
A transfer is a move involving a change
working with us, and are proud that we have
of location, department or job position.
many employees who have worked at Harsch
Harsch, in its sole discretion, may initiate or
for 10, 15, 20, 25 and more than 30 years!
approve job transfers. You may be required
to be employed in the same job for at least Your length of service date for benefit
six months prior to being eligible for an consideration will be the date you became
internal job change, promotion or transfer. eligible for that benefit, not simply your initial
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 22

hire date. For example, if you started as

WE RECOGNIZE YOUR a part time employee (not eligible for paid
vacation) your vacation accrual length of
LOYALT Y, DEDICATION service is determined by the date you were
reclassified to full-time and became eligible.
AND HARD WORK
Additionally, if you are rehired at Harsch
after a break in your employment
lasting six or more months, you will
begin a new introductory period.

3.6 EMPLOYEE REFERRAL BONUS

If you refer an individual for employment at

Harsch, you may be eligible for a Referral
Bonus of $500 if the individual is subsequently
hired and remains employed with Harsch for
at least 6 consecutive months. To be eligible,
the referred applicant must enter your name
as the employee responsible for referring
them on their employment application. Human
Resources will track employee referrals and,
upon completion of the required six months,
provide you with the Bonus Referral Program
form to complete. Your referral check will then
be issued on the next available payroll. If you
have additional questions, please contact
Human Resources.
23 CHAPTER 4 CONDUCT & COMMUNICATION

04
CONDUCT & COMMUNICATION
ACTING RESPONSIBLY &
COLL ABOR ATIVELY

At Harsch Investment Properties, you are joining a

company that places a high value on professionalism and
openness. We know good ideas can come from anywhere.
We encourage an atmosphere of creative thinking and a
professional exchange of ideas. But we also respect privacy
and integrity. Take a moment to familiarize yourself with the
Company’s “do”s and “don’t”s, designed to maintain the
highest standards for all employees.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 24

4.1 STANDARDS OF CONDUCT action, up to and including termination.

Harsch expects you will at all times present 4.2 CONFLICT OF INTEREST
yourself in a professional manner and
treat others with dignity and respect. You Harsch wishes to ensure that all Company
should not engage in behavior that would business be conducted according to
be detrimental to the Company's business the highest ethical standards. Business
and/or reputation. You should refrain from dealings or relationships that create, or
conduct that is disruptive, malicious or appear to create, a conflict between you
degrading, or jeopardizes the safety of others. and the interests of the Company are not
permitted. You are required to promptly
Harsch expects you to be appropriately disclose any actual or potential conflicts
supportive of your colleagues and of interest to your supervisor, Human
communicate with others in a respectful, Resources or General Counsel, who will
professional and civil manner. We know assess the actual or potential conflict.
disagreements and strong feelings may
emerge at times, but it is important A conflict of interest may arise whenever
you maintain a constructive tone you are in a position to make or influence
that is conducive to the thoughtful, a decision within the Company’s business
professional exchange of ideas. dealings, which may result in personal gain
for you or those in close relation. In the
While the Company does not seek to performance of your job, you have the duty
interfere with your off-duty and personal to act in the best interests of the Company,
conduct, certain types of off-duty conduct and not in the interests of anyone else. You
may interfere with the Company's legitimate should avoid obligations to any person or
business interests. Therefore, you are business with which the Company competes
expected to conduct personal affairs in a or does business because it could affect
manner that does not adversely affect the your judgment in performing work duties.
Company’s or your own integrity, reputation,
or credibility. While attending any business Examples of such conflicts and further details
or community events, on or off the clock, can be found on the Conflict of Interest
it is important to remember that you are policy. If an actual or potential conflict is
a representative of Harsch and you are deemed to exist, Harsch may take whatever
expected to conduct yourself as such. corrective action it believes necessary and
appropriate based on the circumstances.
If you experience or witness behavior
or conduct that is inconsistent with the
4.3 GIFTS AND GRATUITIES
standards of conduct articulated in this
policy, you are strongly encouraged to take Harsch realizes that it is valuable and
immediate proactive steps to address the appropriate for people within the organization
issue. Depending on the circumstances, this to know suppliers and customers. However,
may include addressing the concern directly even when gifts are given and accepted
with the person engaging in such behaviors innocently, there can be an appearance of
or following the Employee Grievance impropriety. Therefore, you are prohibited
Procedure. Any conduct that violates this from soliciting, accepting or giving favors,
policy, including illegal or immoral off-duty gratuities, gifts, prizes, awards, trips, vacations
conduct, may be subject to disciplinary
25 CHAPTER 4 CONDUCT & COMMUNICATION

or special considerations of any kind or nature material in your possession or control that
that are for your personal benefit or gain. contain confidential or proprietary information.

Notwithstanding the above, small, unsolicited If you disclose confidential or proprietary

gifts such as notepads, calendars and information to a third party (other than as
such may be appropriate. This does not necessary in the performance of your job
include meals and entertainment, but good duties), even if you do not actually benefit from
judgment should be used in these situations. the disclosed information, you may be subject
Any questions as to the appropriateness to disciplinary action, up to and including
of a gift or favor should be discussed with termination of employment and legal action.
your supervisor or Human Resources.
4.5 COMPANY PROPERTY & EQUIPMENT
4.4 CONFIDENTIALITY &
NON-DISCLOSURE You should not maintain an expectation of
personal privacy in any Company-owned
You are responsible for the safeguarding of property or in items that you choose to bring
the Company’s confidential and proprietary onto Company property. Harsch may inspect
information and it shall remain the sole and/or search all Company property and
property of Harsch. During your course personal property brought onto Company
of employment, you may have access premises. Vehicles parked on Company
to confidential or proprietary information property are subject to inspection and search
regarding the Company, tenants, customers, at any time when Harsch determines that such
suppliers or coworkers. This information search is necessary based on concerns for
includes, but is not limited to the following: safety, security or other business interests.
financial statements and reports, tenant
lists and associated information, business Company equipment is not to be used for
plans and strategies, personal and private personal matters except for employees
matters relating to owners and other to engage in protected activity during
employees, vendors, work product of non-work time. Occasional personal
consultants, software configuration and use of our communication systems (e.g.
documentation. If you have access to such computers, telephones, etc.) is permitted,
information, you are responsible for its but should be confined to appropriate
confidentiality and security. You are prohibited and respectful communications.
from attempting to obtain confidential
or proprietary information for which you 4.6 WORK AREAS
have not received access authorization.
Work areas should be kept neat and
In connection with your employment, you orderly. Work documents and all confidential
will be required to sign a Confidentiality, Non- and proprietary information should be
Disclosure and Non-Solicitation Agreement. put away at the end of each workday.
Upon request or separation of employment, Personal objects in and around your
you will be required to return all items and work area should be kept professional.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 26

Harsch prohibits the display of any 4.8 CELL PHONE POLICY

pictures, posters, calendars, cartoons,
or other objects that may be considered Harsch recognizes that certain positions
inappropriate or offensive to employees, require the use of personal mobile devices
tenants, vendors, visitors or others. Working for Company business. If such is warranted
areas are not private and do not guarantee for your position, you should receive written
the confidentiality of materials or activities. authorization from your supervisor, which
will provide partial reimbursement of mobile-
4.7 PROFESSIONAL APPEARANCE related service expenses. Please see the
Mobile Devices Policy and Agreement for
You are required to wear appropriate more information. For circumstances in which
business-like clothing suitable to Harsch’s a position requires a Company cell phone,
professional environment and be well tablet or laptop, discussions for approval
groomed at all times while at work or should be had with the IT Department.
representing the company. Business-like
clothing at Harsch generally means ties for Employees who have not received written
men and a similar level of formality in attire authorization to use personal mobile
for women. Your professional appearance, devices should refrain from taking, placing
including your clothing, footwear, personal or responding to work-related cell phone
grooming (effective deodorant, avoidance calls, texts or emails during non-work hours,
of overpowering fragrances, etc.) should except in fulfilling on-call work requirements
be neat, clean and in good taste. or upon your supervisor's approval. If a non-
exempt employee performs such functions,
You are restricted from wearing clothing this time must be recorded and submitted
or accessories that impart any particular to ensure you are paid for all hours worked.
message that may detract from our business No supervisor or manager has the authority
focus or which may give rise to controversy to alter this policy or to discourage or forbid
or distraction including provocative political or any employee from recording and submitting
religious messages or symbolism. Of course, their work time as required by this policy.
the Company will reasonably accommodate
religious beliefs that may mandate particular 4.9 RESIDENT-EMPLOYEE ON-SITE
clothing or religious items as required by law.
Some job positions in the Multi-Family Division
Should you have any questions as to what require living on-site to provide around-the-
is appropriate for your situation, please clock maintenance, management and other
ask your supervisor. Your supervisor will services for residents. As such, you are a
interpret and enforce this dress code and representative of Harsch whenever you are
you will be sent home to change if you arrive on the premises even if on personal time. If
at work dressed inappropriately. If you are you are a resident-employee and work on-
asked to change, the time off work will be call or as-needed, you are required to abide
without pay for non-exempt employees. by behavioral standards set forth in greater
Repeated violations of the dress and/or detail. Please see the Resident-Employee
appearance policy can result in disciplinary On-Site Policy for more information.
action, up to and including termination.
27 CHAPTER 4 CONDUCT & COMMUNICATION

4.10 EMPLOYEE GRIEVANCE PROCESS Resources directly. At each step in the below
process, a written request is required.
Harsch is committed to fair and equal
treatment for all employees and encourages STEP 1: Please present your concerns to your
open communication to maintain a healthy immediate supervisor, as he or she is usually
work environment. Our culture is to work the most familiar with your situation. Most
together to problem-solve any issues that problems or situations can be satisfactorily
may arise. We want to regularly hear from our resolved by honest and cooperative
employees and we value what you have to discussion between you and your supervisor.
say. The Company maintains an “open door” They will respond to your complaint within 7
policy for you to bring up any comments, business days. If the discussion and response
concerns, issues or constructive work-related from your supervisor fails to resolve the issue,
ideas. We, in turn, will work hard to listen and or if due to the nature of the concern you
give you the best possible response we can. are not comfortable raising the concern with
your supervisor, you may proceed to Step 2.
This process is our internal means for you
to pursue a concern or claim involving STEP 2: You may request a review with
your employment, or any situation you feel your regional manager or a vice president
warrants attention. All complaints will be or senior vice president responsible for your
investigated as promptly, appropriately, department or division. They will investigate
and as discreetly as possible. Note that and/or discuss the matter with you to provide
confidentiality of your complaint can not be you with a response or resolution within 7
guaranteed, as investigations may include business days. If a satisfactory solution cannot
interviews with individuals believed to have be reached, or if you feel uncomfortable
information regarding the situation. It is the discussing the matter with any of the stated
obligation of all employees to cooperate fully individuals, then proceed to Step 3.
in any work-related investigation process.
Disciplinary action will be taken against any STEP 3: You may contact the Human
employee who attempts to discourage or Resources Department at (503) 242-2900 or
prevent another employee from reporting or at (800) 628-4407 to share your concerns and
taking part in an investigation. All supervisors discuss the matter. They will investigate the
are required to report any complaints or matter and/or discuss with the appropriate
violations to Human Resources so that a supervisor, department or division vice
prompt internal investigation may occur. president or senior vice president. The Human
Resources Department will seek to respond to
The following steps should be used your concern as thoroughly as possible within
for reporting purposes in situations 10 business days. If you are not satisfied with
including, but not limited to: grievances, this outcome, you may proceed to Step 4.
discrimination, harassment, retaliation,
concerns, complaints, or to pursue a STEP 4: You may proceed to contact the
claim involving your employment. President, Jordan Schnitzer, located at
the home office at (503) 242-2900. Your
You are encouraged to follow the below written request to review the issue should
process, but if for any reason you feel be provided within 15 business days after
uncomfortable in the designated steps, receiving the previous Step 3 decision. Your
you may discuss the matter with Human statement and any additional information
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 28

you provide in writing will be reviewed; he extreme caution before sending anything
may arrange to meet with you face to face, through the email system as it is more
and if necessary, with all parties involved. susceptible to interception or misdirection.
Following this meeting, the President will Common sense and good judgment should
provide you with a decision as quickly as be used at all times when working with
possible that is intended to resolve the matter. information and communication resources.

A summary of the results of the investigation PROHIBITED ACTIONS INCLUDE:

will be communicated to you, the party who
• Downloading, accessing, displaying, sending
is the subject of the complaint, and when
and receiving material that may violate our
appropriate, to others who need to know. policy against harassment and discrimination.
Any employee, supervisor or Company
• Using Company information systems in
agent who is found to have engaged in any way that may be disruptive, offensive
harassment, discrimination, retaliation or any to others, sexually explicit, harmful to
other violation of Company policy is subject morale, or illegal in any way. (Any illegal and
to discipline, up to and including termination. unauthorized articles discovered may be
taken into custody and/or be turned over
to law enforcement representatives.)
4.11 INFORMATION SYSTEMS
• Sending any sensitive information via email.
Access to our technology and equipment • Sharing login names or passwords
is provided to you for the Company’s with another employee or person
convenience to facilitate its business outside the Company.
transactions and is not for personal • Accessing another employee’s
use, except for employees to engage in email account without approval by
protected activity during non-work times. the President of the Company.
All electronic communications, works, and • Altering another’s email message without
messages created or received, equipment identifying yourself as the person who
made the alteration or addition.
and associated software, and all associated
passwords are the sole property of Harsch. • Sending anonymous messages or using an
alias in connection with information systems.
You should not have the expectation of privacy
with respect to messages sent or received
Violations of the above policy in any way will
through the Company’s information services,
result in disciplinary action, up to and including
even those sites with outside passwords,
termination.
personal email, etc. The Company reserves
the right to access and disclose all files
accessed by our employees while using
the internet network and all messages sent
over its email system for any purposes.

In order to download or upload any material

from the internet, prior approval of the IT
Department is needed. This policy helps
avoid computer viruses, potential violations of
copyright law or software licenses, and assists
the Company in controlling outside access to
confidential information. You should exercise
29 CHAPTER 4 CONDUCT & COMMUNICATION

4.12 SOCIAL MEDIA your employment with the Company ends,

as long as the information continues to be
Harsch encourages you to connect with the proprietary or confidential in nature to Harsch.
Company's official social media pages to stay
up to date on Company news and information. 4.14 SOLICITATION & DISTRIBUTION
Non-work-related social media usage should OF LITERATURE
be limited during work time. The Harsch Social
Media Policy applies to the use of social media You are not to engage in the solicitation,
on behalf of the Company, as well as the distribution or posting of material, of any
personal use of social media by employees. variety and nature, to another employee
You should use your best judgment when during work time, not including break or meal
posting material online. It is your responsibility periods. In some instances the collection
to ensure content does not violate Company of money for presents, flowers, parties,
policies and is neither inappropriate nor donations, or for cases of particular
provides negative publicity for the Company. hardship can be considered appropriate. In
these exceptional cases, such collections may
If you have questions about social media be permitted with the prior approval of your
appropriateness, or are unsure if something is supervisor. All approved solicitations should
related to the Company brand, please ask the be made during regularly scheduled rest and
Marketing Department. Any violations of this lunch periods.
policy are subject to disciplinary action, up to
and including termination.

4.13 COMMUNICATIONS WITH MEDIA

Harsch owns and manages many high-profile

properties. In addition, Harsch’s prominent
role within its local communities sometimes
results in media attention. Consequently, it is
important that any contact with the media,
and any publicity of any kind regarding Harsch
or its managers, owners or employees, must
be coordinated and authorized by the Vice
President of Marketing and Communications.
You may not communicate with any media,
journalist or reporter regarding Harsch, its
managers, owners or employees, or otherwise
publicize any of the Company’s business,
financial, strategic, personnel, personal or
other matters, without the express written
permission of the President or General
Counsel.

The responsibility to safeguard information

covered by this policy continues even after
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 30

4.15 EMPLOYMENT OF FAMILY/SAME

HOUSEHOLD MEMBERS
Harsch is committed to employing the
most qualified candidates for all positions
and does not consider family or same
household relationship a disqualifying factor
for employment. However, family/household
members will not be allowed to hold a position
in which one member would have supervisory
authority over the other member or would
make employment, discipline or compensation
decisions affecting that person. Harsch is
dedicated to equal opportunity employment
and there will be no special privilege given to
an employee’s family/household member in
any stage of the employment process.

SPEEDWAY COMMERCE CENTER

LAS VEGAS, NEVADA
31 CHAPTER 5 WORK TIME & COMPENSATION

AS A HARSCH EMPLOYEE
YOU WILL ENJOY MANY

05
BENEFITS DESIGNED
TO ENHANCE YOUR
COMPENSATION FOR
HELPING US MAINTAIN
OUR POSITION AS A
LEADING WEST COAST
INVESTMENT PROPERT Y WORK TIME &
COMPENSATION
FIRM.

5.1 EXEMPT EMPLOYEE STATUS

If your position is classified as exempt under

state and federal wage and hour laws, you are
not entitled to overtime compensation. Exempt
employees are required to maintain a reasonable
schedule coinciding with regular office hours
based on business need.

Deductions from pay will be made for absences

of one or more full days for vacation, sickness,
disability, or for personal reasons. To see the
list of possible payroll deductions and additional
information please reference the full policy.
You are responsible for reporting your full day
absence(s) in the time and attendance system for
supervisor approval. The deduction will be applied
to your vacation, sick or personal day leave
depending upon the reason for the absence.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 32

5.2 NON-EXEMPT EMPLOYEE STATUS for non-exempt employees. Please discuss

with your supervisor if you do not receive
OVERTIME your break times or a full 30 minutes of
If your job position is classified as non-exempt uninterrupted meal period.
under state and federal wage and hour laws,
you are entitled to overtime compensation. Altering or falsifying time worked, unauthorized
Overtime may be needed on occasion to overtime work, or refusal to work needed
assist with projects and/or meeting deadlines. overtime may result in disciplinary action,
When such circumstances occur, overtime up to and including termination. If you have
should be authorized in advance by your additional questions regarding over time
supervisor and accurately recorded in the time laws, time reporting, or meal and rest period
and attendance system. Overtime will be paid regulations, please contact your supervisor,
at the appropriate state-mandated rate. Human Resources or view the additional
policies.
TIME REPORTING
You must accurately record hours worked 5.3 EMPLOYMENT STATUSES
on a daily basis in the time and attendance
system. You must certify hours worked and/ After Exempt and Non-Exempt, there
or time off each week. The workweek begins are additional classification categories of
at 12:01 AM on Monday and ends at 12:00 employment at Harsch. You are classified as
AM (midnight) on Sunday. You must enter a full-time employee when regularly working
the time you begin and end work, as well as 30 or more hours per week, while a part-time
the beginning and ending time of each meal employee regularly works less than 30 hours
period each day. Any leaves (vacation, sick, per week. Your employment is also classified
personal, jury duty, unpaid time, etc.) should as regular or temporary. A regular employee is
be requested in the system. Your supervisor an individual hired as an employee of Harsch.
will review and authorize your time records A temporary worker is hired on a short term
and leave requests for payroll processing. basis, generally lasting one year or less. They
may be directly hired by Harsch or obtained
You should refrain from placing or responding from an outside agency.
to work-related calls, texts, or emails during
non-work hours unless granted permission by
5.4 WORK SCHEDULE
your supervisor. In such cases, all time spent
must be tracked and reported as time worked. Harsch employees regularly work a normal
work schedule (eight working hours plus a
BREAKS lunch break); however, department or location
In accordance with applicable laws, you schedules may differ depending on business
are required to take 30 minutes of an needs. Your manager may change the
uninterrupted and unpaid meal period away schedule as needed, and you should direct
from your work area if more than 5 hours any scheduling questions to them.
are worked in a shift. You are also eligible to
receive 10 minutes of paid rest breaks for Harsch encourages all employees to take
every 4 hours of a continuous work period. needed or required breaks throughout the
It is the responsibility of each supervisor or day. Most Harsch locations have designated
manager to coordinate and monitor schedules employee break areas for your use during a
33 CHAPTER 5 WORK TIME & COMPENSATION

rest or meal period. In order to be courteous 5.5 PAYMENT OF WAGES

to those around you and to ensure employees
are taking an adequate break, no employee You will be paid every other Friday for the
is allowed to eat at his or her desk. previous two week pay period which began
on a Monday and ended on a Sunday. When
ATTENDANCE
paydays fall on a holiday, payroll checks
Everyone’s attendance at work plays an
are distributed on the last working day
important role in the continued success of
preceding the holiday. Your paychecks will
the Company. However, Harsch recognizes
not be distributed to anyone else without
the importance of creating an effective
prior written authorization given to the Payroll
balance between work and personal
Manager. Wages may be paid via direct
life and encourages you to do so.
deposit into an account designated by you.
In cases where you are unable to report to
Please notify Payroll immediately if you do
work or may be late, you must give your
not receive your paycheck or receipt of
supervisor as much advance notice as
deposit in a timely manner. All questions
possible to ensure your responsibilities are
concerning payroll matters should be
covered. Problems of excessive absenteeism
referred to the Payroll Manager.
or tardiness may result in disciplinary action,
up to and including termination. When
possible, we will make reasonable efforts to
5.6 PAYROLL DEDUCTIONS
find alternative solutions including reassigning
Harsch is required by law to make
your position or possible eligibility for a leave
all mandated deductions from your
of absence. Harsch will afford reasonable
paycheck which includes all federal and
accommodation to qualified employees with
state withholding taxes, social security
disabilities or for employees’ religious beliefs.
taxes, Medicare, workers’ compensation
If you fail to report to work for three insurance, and any garnishments or court
consecutive workdays and fail to notify your ordered assignments where applicable.
supervisor, you will be deemed to have Your paycheck will identify your gross
voluntarily abandoned your job. Medical earnings and all deductions from your
certification will be required when you return pay. You may request other deductions be
to work following an absence due to an made with your written authorization for
accident or illness requiring medical attention; items such as contributions for insurance,
or when we believe there is otherwise a 401(k), flexible spending accounts, etc.
need to confirm your ability and/or limitations
In special circumstances, you may
to perform your essential job functions.
request a salary advance which is
If you are a non-exempt employee and intended for immediate financial needs or
arrive after your designated start time, emergency situations. If you are in need
you may be given an opportunity to of an advance of your pay, please see
make up the time lost within the same the Salary Advance Policy and Form.
workweek, given manager discretion.
 HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 34

If you believe an improper deduction has

been made to your wages, or discover a
discrepancy on your paycheck (incorrect rate
of pay, hours paid, nature of pay, etc.), you
should immediately report this information to
the Payroll or Human Resources Department.
Payroll will promptly investigate the deduction or
discrepancy in question and will work with you to
determine the best plan of correction, including
prompt reimbursement when applicable.

5.7 ON-CALL/CALL-BACK PAY POLICY

A non-exempt employee is considered on call

and engaged if you are required to stay within
a certain geographic location to be available to
respond and you cannot use your time freely. In
that case, you will be compensated for your time
accordingly. Employees who occasionally respond
to calls or are required to return to a work site will
be compensated for time worked and travel time
(if asked to return to a work site). Employees who
are required to return to a work site outside their
normal scheduled hours will be compensated
for time worked or a minimum of two hours
whichever is greater. For additional information
please review the full On-Call/Emergency Call-
Back Policy and discuss with your supervisor.

HACIENDA WEST
PLEASANTON, CALIFORNIA
35 CHAPTER 6 WORKPLACE POLICIES

06
EMPLOYEE BENEFITS

6.1 BENEFIT OVERVIEW

Harsch’s employee benefits program has been

designed to provide a variety of benefits for
you and your family. It is a major part of your
total compensation package. This handbook
provides only a brief description of each of the
plans. Human Resources provides additional
plan information and is available to answer
your questions regarding company benefits. All
benefits, eligibility requirements and plans are
subject to change or termination, as determined
by the Company in its sole discretion.

You are responsible for keeping Human

Resources informed in writing of accurate,
up-to-date information including name, address,
employment and family status changes,
life insurance, and 401(k) beneficiaries.

6.2 INSURANCE ELIGIBILITY

NEW EMPLOYEES
If you are a regular employee working 30 hours
or more per week, you are eligible to enroll in
one of the Company’s medical and/or dental
insurance plans after the completion of two full
calendar months of employment. Your benefits
will begin the first day of the month following
two full calendar months of employment. For
example, if you begin working on January 7,
you will be eligible for insurance on April 1.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 36

TEMPORARY TO REGULAR STATUS to be effective through the last day of the

Employees who are classified as temporary month following the reclassification date.
are not eligible for any benefits. If you are
hired and paid by Harsch as a temporary TERMINATION
employee and later transfer to regular Upon termination of your employment, your
status, you will be eligible on the first day medical and/or dental insurance coverage
of the month following the status change and long term disability coverage will
date (provided you work 30 hours or more continue to be effective through the last day
per week). However, if you are assigned to of the month in which your employment
work at Harsch as a temporary employee terminates. Company sponsored life
by an outside agency and are subsequently insurance coverage and AD&D insurance
hired by Harsch, you will be eligible for benefits will end on your termination date
insurance on the first day of the month and conversion information will be provided
following two full months of employment. to you. Conversion information for your
401(k) account will also be provided to you.
PART-TIME TO FULL-TIME STATUS
If you are reclassified from part-time to REINSTATEMENT
full-time status, you will be eligible for If you were enrolled in the Company’s
insurance on the first day of the month medical and/or dental plans at the time of
following the reclassification date (provided termination the standard eligibility waiting
you have completed the eligibility period). period will apply. However, if you are rehired
within six months, your insurance eligibility
FULL-TIME TO PART-TIME STATUS date will be the first of the following month.
If you change from full-time to part-time status,
your insurance coverage would continue

6.3 BENEFIT SUMMARY - ELIGIBILITY & EFFECTIVE DATES

Benefit Eligibility Requirements Effective Date

Holiday Pay Must be regular full-time employee. Date of hire or upon meeting eligibility requirements.

Vacation Days Must be regular full-time After the completion of three full calendar
employee. months of employment.

After the completion of three full calendar

Sick Leave All employees. months of employment.

Health Care Must be regular full-time First of the month following two full calendar
employee. months of employment.

401(k) Savings Must be a regular employee. First of the month following three full calendar
Plan months of employment.
37 CHAPTER 6 WORKPLACE POLICIES

6.4 HEALTHCARE BENEFITS If you have insurance coverage under more

than one insurance plan, you are responsible
MEDICAL AND DENTAL INSURANCE for notifying each insurance plan of all the
OPEN ENROLLMENT: Each year, prior to insurance plans you are covered under and
the beginning of the year, Harsch conducts submit claims to both plans, so the insurance
its benefit open enrollment period. This companies may coordinate insurance benefits.
period is the only time during the year in
which you may change from one medical FLEXIBLE SPENDING ACCOUNTS
and/or dental plan to another, or add/ Regular full-time employees may be eligible
delete covered dependents without having to participate in Harsch’s flexible spending
a “qualifying event” status change. accounts for health and dependent care
expenses. The flexible spending accounts are
PREMIUMS: You are responsible for your designed to help you pay for certain out of
portion of the monthly insurance premium pocket health and dependent care expenses
for you and your insured dependents. You with pre-tax dollars. You have the option of
may have your contributions withheld on participating in one or both of these accounts.
a pre-tax basis (unless you complete a
Section 125 Declination Form stating you DEPENDENT CARE ACCOUNT: If you meet
do not wish to withhold taxes). Harsch will the Company’s eligibility requirements and pay
reduce your gross pay by the amount of the for daycare expenses, you may enroll in the
premium and then calculate the required Dependent Care Account and pay for eligible
withholding. Your W-2 form will reflect the expenses on a pre-tax basis. Some eligible
reduced tax amount as the total gross wages expenses include daycare in a licensed center,
for the year. If you have any questions, you after-school care or day camp for summers
should consult your tax advisor as tax law and holidays. The Dependent Care Account
changes may require careful consideration. is available for children up to age 13.

DEDUCTIONS IN ARREARS: If you are HEALTH CARE ACCOUNT: The Health

away from work on an unpaid leave, Harsch Care Account is designed to help you pay
will be unable to deduct your portion of for those expenses that are not covered by
the monthly insurance premiums from your health insurance. In general, eligible
your paycheck. Upon your return to work, expenses include deductibles, co-payments,
a catch up deduction of one times your and other expenses not covered by your (or
regular deduction amount will be taken your spouse’s) medical, dental or vision plans.
in addition to your regularly scheduled
deduction amount. For example, if your For both the Health and Dependent Care
normal deduction was $50.00, a total of Reimbursement Accounts, you decide how
$100.00 will be taken. This will apply to much to have withheld from your paycheck
all deductions that are in arrears and will on a pre-tax basis in accordance with federal
continue until your deductions are current. annual limits. You may pay for your expenses
with your FSA Card or you can submit them
Information and enrollment forms for to the Plan Administrator for reimbursement.
insurance benefits and premium schedules
are available from Human Resources. You may enroll in this plan at the time you
To ensure coverage, all enrollment forms become eligible for benefits or during Harsch’s
must be submitted at least two weeks annual open enrollment period. You may only
prior to your insurance effective date. change your election during the annual open
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 38

enrollment period or within 30 days following conveniently through payroll deductions.

a qualifying life change event, such as a Please refer to the Voluntary Term Life
marriage, birth, adoption, divorce, death, or Insurance Policy brochure for a more
an employment change event, such as loss detailed description of the plan and rates.
of employment or loss of coverage, etc.
LONG-TERM DISABILITY
If you do not use the entire amount Long-term disability provides income
contributed into your Dependent Care protection in the event you become totally
Account during the calendar year, you will disabled or, in some cases, partially disabled
generally forfeit the remaining balance. If due to a non-work related injury, illness
you do not use the entire balance of your or other disability after 90 days. To be
Health Care Account, you may carry over eligible for Harsch paid long-term disability
up to $500.00 (or the maximum allowed coverage, you must also be eligible for health
by the IRS) to the next calendar year. insurance benefits and have completed
two full calendar months of service.
Claim forms and additional information
regarding eligible expenses, exclusions 6.6 RETIREMENT SAVINGS PLAN
and status changes are available from
Human Resources. Please refer to Electing to have a portion of your wages
the Flexible Spending Account Plan set aside in a 401(k) Retirement Savings
Summary for further details. Account, is a great way to save for the future.
In addition, for eligible employees, Harsch will
6.5 LIFE INSURANCE, AD&D & DISABILITY make a discretionary matching contribution.
The current match contribution is $.35 cents
LIFE INSURANCE AND ACCIDENTAL for every $1.00 you contribute into the plan,
DEATH AND DISMEMBERMENT up to a maximum of 6% of your bi-weekly
If you are eligible to participate in the gross cash earnings. Your contributions, and
Company’s medical and/or dental insurance the Company’s matching funds, are credited
plans, you are automatically enrolled in to your individual account in your name each
Harsch’s company paid term life insurance payday. Your contributions to the plan are
plan. Your life benefit amount is calculated at always 100% vested and Harsch contributions
two times your annual base salary, up to a are subject to a three-year vesting schedule.
maximum amount of $750,000. In the event
To be eligible to participate, you must be
of your death, your designated beneficiary
employed by Harsch for three consecutive
will be paid the benefit in accordance with
months and receive a W-2 tax form from
the Company’s term life insurance policy.
Harsch. You will be eligible to participate
You are also covered by accidental death
on the first day of the month following your
and dismemberment insurance, which
completion of three consecutive months of
provides coverage for you if you suffer loss
employment. Upon eligibility, if you do not
of life, limb, eye, hearing, speech, etc.
complete a form notifying Human Resources
Additionally, you may also purchase of your election, you will be automatically
supplemental term life insurance and/ enrolled in the Plan at a designated
or accidental death and dismemberment percentage determined by the 401(k)
for yourself and/or your dependents. Committee. Employees who are automatically
You pay for the coverage at group rates enrolled will have their deferral rate auto-
39 CHAPTER 6 WORKPLACE POLICIES

escalated by 1% each subsequent plan year until

they reach a maximum of 6% rate of deferral.

You may also elect to have wages deferred into a

post-tax Roth 401(k) plan account where earnings
grow tax free.

6.7 TIME OFF WORK

HOLIDAYS
Beginning with the first day of your employment,
if you are a regular full time employee, you are
eligible to receive holiday pay. Holiday pay is
prorated based on a 40-hour workweek. The
holiday schedule is updated at the beginning of
each year.

When a holiday falls on a Saturday, it is observed

on the preceding Friday. When a holiday falls on
a Sunday, it is observed on the following Monday.
All Harsch offices close at 3:30 PM on the work
day preceding an observed holiday, except
Presidents’ Day. Non-exempt employees will be
paid for the balance of hours you are scheduled
to work that day and record time for this early
closure as a regular full work day.

Because of the type of service Harsch provides

and our commitment to our tenants, you may
be asked to work on a holiday. If you are a non-
exempt employee and work the holiday, you will
receive eight hours’ holiday pay plus regular pay
for hours worked that day. If the holiday falls on
your regularly scheduled day off, your supervisor
may schedule another paid day off within 30
calendar days or you will be paid holiday pay at
your regular hourly rate of pay.

450 SUTTER
SAN FRANCISCO, CALIFORNIA
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 40

Vacation days are counted as “time worked” supervisor approval as far in advance of your
for the purpose of determining eligibility vacation as possible. This will help to ensure
for holiday pay. If a recognized holiday falls your workload is covered, and we reserve
during your vacation, you do not need to use the right to determine if the vacation time can
vacation hours for that holiday. be accommodated. Vacation requests are
considered in the order they are received and
If you provide notice of according to the ability of the department to
New Year's Day your intent to terminate cover for your absence.
your employment prior
President’s Day to an observed holiday, Vacation leave accrual is based on hours
you must work your paid each pay period and is prorated by
Memorial Day scheduled workday the accrual rate for employees working less
immediately after the than 80 hours a pay period. Non-exempt
Independence Day holiday in order to employees are eligible to accrue vacation time
receive that holiday pay. on overtime hours worked, which may result
Labor Day in the maximum annual and total accrual
Your last day cannot
fall on a paid holiday. amounts being reached sooner than exempt
Thanksgiving Day
Holiday pay is also not employees, although the same maximums
& Day After
available to an employee apply. For the purpose of establishing eligibility
while on an unpaid leave for overtime, paid vacation is not considered
Christmas Day
of absence. as time worked. When you have reached the
Christmas Eve allowed maximum vacation accrual, you will
or Day After RELIGIOUS HOLIDAY not earn additional vacation until an equivalent
OBSERVANCE: If amount of your current accrual is used.
you wish to observe
a religious holiday that is not a Company For purpose of unpaid leaves, all vacation
observed holiday, you may request to take the hours must be used prior and vacation accrual
time off with your supervisor and utilize your will be suspended while on unpaid time. In the
paid time off options. event that your sick leave has been exhausted,
you may use vacation time for leave that would
VACATION LEAVE have qualified for sick pay, in accordance with
Vacations are granted in recognition of your local, state and/or federal laws.
service to the Company and Harsch strongly
encourages you to take the days provided. Upon termination of employment you will be
You must be a regular employee working paid for any accrued and unused vacation
30 or more hours per week to be eligible hours if you have been employed with Harsch
for vacation pay. Paid vacation leave cannot for three continuous months or more. You
be taken until you have completed three may not use unused vacation days, and
continuous months of regular employment. any prior approved vacation shall become
Upon completion, you will be credited with subject to manager discretion, after providing
the vacation leave you accrued within the full us with a termination notice. Only if you are
three-month period. subsequently rehired within six months of
termination will your vacation accrual start and
You are responsible for submitting a time off be available for use immediately.
request in the time and attendance system for
41 CHAPTER 6 WORKPLACE POLICIES

The Company has two different vacation plans based on hire date, "Grandfathered Accrual
Rates" and "Current Accrual Rates."

The following tables display vacation accrual rates and maximums:

GRANDFATHERED ACCRUAL RATES

Team members hired prior to 01/01/2017

80-Hour Pay
Length of Period Per Hour Annual Full Max Accrual
Service Accrual Rate Accrual Rate Accrual Allowed

1 - 9 years 5.23 hours 0.0654 hours 136 hours 200 hours

(3 weeks + 2 days)

10+ years 6.77 hours 0.0846 hours 176 hours 280 hours
(4 weeks + 2 days)

CURRENT ACCRUAL RATES

Team members hired after 01/01/2017

80-Hour Pay
Length of Period Per Hour Annual Full Max Accrual
Service Accrual Rate Accrual Rate Accrual Allowed

1 - 9 years 4.62 hours 0.0578 hours 120 hours 200 hours

(3 weeks)

10+ years 6.15 hours 0.0769 hours 160 hours 280 hours
(4 weeks)
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 42

Upon termination of employment you will be your parent, child, spouse, registered same
paid for any accrued and unused vacation sex domestic partner, grandparent, grandchild
hours if you have been employed with Harsch or parent-in-law.
for three continuous months or more. You
may not use unused vacation days, and Your sick pay accrual is based on hours paid
any prior approved vacation shall become each pay period and your accrual rate is
subject to manager discretion, after providing dependent on your employment status. You
us with a termination notice. Only if you are are not eligible for paid sick leave until you
subsequently rehired within six months of have completed three continuous months of
termination will your vacation accrual start regular employment. Upon completion, you
and be available for use immediately. will be credited with your accrued sick leave
for that three-month period.
SICK LEAVE
Paid sick leave may be taken when you are
not able to work due to your illness, disability,
injury, doctors’ appointments, or pregnancy
and childbirth. You are also allowed to use
accrued sick leave to attend to the illness of

The following table displays sick leave accrual rates and maximums:

Per Hour Annual Full Max Accrual

Employment Status Accrual Rate Accrual Allowed

Regular full-time 0.03075 hours 64 hours 320 hours

(8 days)

Temporary or regular part-time 0.033333 hours 72 hours 72 hours

(9 days)
43 CHAPTER 6 WORKPLACE POLICIES

If you are a regular full-time employee getting BEREAVEMENT LEAVE

paid 80 hours per pay period, you will accrue Harsch recognizes bereavement as a
sick leave at the rate of 2.46 hours per pay very difficult time. Regular employees are
period. eligible for bereavement pay upon date
of hire. You may take up to three days of
Sick time needs to be reported in the time paid bereavement leave for the loss of an
and attendance system and approved by your immediate family member; defined as your
manager. If you are absent and request sick spouse, domestic partner, child, parent,
leave pay, you may be required to provide brother, sister, grandparent, grandchild or
written verification of illness from a treating parent-in-law. You may receive one day of paid
physician as a condition to receiving sick bereavement leave for a family relative who
leave benefits. Failure to provide appropriate is not an immediate family member outlined
documentation when requested may cause in the policy. Any exceptions to this policy
disqualification of the paid sick leave. You would be at the discretion of your supervisor.
are expected to report for work the day your You are also responsible for submitting a
physician authorized you to return to work. time off request into the time and attendance
Sick leave will not be paid past the date you system. Oregon employees may be eligible for
are released by the physician or are able to additional time off under the Oregon Family
return to work. Leave Act (see Unpaid Leaves Policy for more
details).
Non-exempt employees are eligible to accrue
sick leave on overtime hours which may result JURY AND WITNESS DUTY LEAVE
in the maximum annual and total accrual Harsch recognizes the civic obligation of jury
amounts being reached sooner than exempt or witness duty and you may be excused
employees, although the same maximums from work in order to complete the service.
apply. If you are called for duty, please notify
your supervisor immediately to ensure job
Paid sick leave is not to be considered as
responsibilities are covered. You will need to
extra vacation or to provide days off for
provide the jury duty summons or copy of a
personal reasons. If you are found to abuse or
subpoena to your supervisor in advance of the
fraudulently use sick leave, you will be subject
leave indicating your specific departure and
to disciplinary action, up to and including
return dates. If you are released at any time
termination.
during your duty you are expected to report to
work during normal work hours.
Upon termination of employment, you are not
eligible to be paid for any accrued and unused
You are eligible for Jury Duty pay effective as
sick leave hours, regardless of the reason for
of your date of hire as long as you work at
termination. Only if you are rehired within six
least 30 hours per week. You may be paid up
months will your sick time start to accrue,
to a maximum of two weeks by Harsch at the
and be available for use immediately and any
regular rate of pay while out on jury duty leave.
accrued sick time that was available at time of
If jury duty extends beyond two weeks or you
termination will be reinstated.
are not eligible for paid jury duty time, you will
receive time off without pay, or you may use
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 44

accrued vacation time. You will be responsible

for submitting a time off request in the time
and attendance system.

Court time for personal or domestic matters

is not covered by jury or witness duty leave
but may be covered by your use of accrued
vacation days.

6.8 UNPAID LEAVES

Employees may utilize any of the recognized

federal or state leave laws which may
include Family Medical Leave of Absence
(FMLA), Military Leave, Reservist Leave, or
Crime Victims Leave and Domestic Violence
Leave. Employees may also be granted an
unpaid personal leave in circumstances
when extended time off for personal needs
is necessary. This will require approval by
your supervisor and Human Resources.
Time off must be submitted into the time and
attendance system and all accrued vacation
days must be used prior. Please see the
Unpaid Leaves Policy for further information
and please direct questions to Human
Resources.

6.9 WELLNESS PROGRAM

Lifesteps is Harsch’s Wellness Program

designed to support employees in creating
and maintaining a wellness oriented lifestyle.
We want to provide a positive and accessible
platform to impact the way you think, feel and
behave regarding your health. Our hope is that
you take our culture of health and wellness
home with you and make choices that improve
and maximize your well-being. Our program
provides workplace themes and activities that
educate and support healthy behaviors such
as health fairs, vendor visits, volunteer month
and the annual walking contest.
45 CHAPTER 7 HEALTH, SAFETY & SECURITY

07
WORKPLACE POLICIES

7.1 AT-WILL EMPLOYMENT

Your employment relationship at Harsch is

“at-will.” This means you have the right to
resign at any time for any reason or for no
reason at all. Similarly, this also means Harsch
has the right to terminate your employment
at any time, with or without cause, for any
or for no reason at all. You do not have an
employment contract or the right to continued
employment for any particular or indefinite
period of time or in any position. Only the
President has the authority to alter this at-will
employment arrangement which may be set
forth in an express written agreement.

Nothing in this handbook limits the right to

terminate employment at will. As part of your
at-will employment, the Company expressly
reserves its inherent authority to manage
and control its business enterprise and to
exercise its sole discretion to determine
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 46

all issues pertaining to your employment, or mental disability. Harsch is committed

including all matters concerning promotion, to taking actions necessary to ensure
job reassignment, the size of its workforce, equal employment opportunities for
demotion, transfer and disciplinary action. persons with disabilities in accordance
with all applicable federal, state and local
7.2 DISCRIMINATION IN THE WORKPLACE laws. The Company’s hiring procedures
provide qualified persons with disabilities
Harsch strictly prohibits discrimination by meaningful employment opportunities.
any employee. The Company is committed
to ensuring equal opportunity employment Harsch strives to make reasonable
and Affirmative Action practices are afforded accommodations for an employee’s disabilities
to all concerned. All employees, applicants and sincerely held religious beliefs consistent
for employment and any other company with any applicable laws. If you require a
individuals are extended equal employment reasonable accommodation, you must inform
opportunities without regard to: race, color, your supervisor or Human Resources and
gender, sexual orientation, gender identity, we will work together to identify possible
gender expression, religion, age, national reasonable accommodations to allow you
origin, ancestry, marital status, physical or to perform your job’s essential functions
mental disability, medical condition, genetic when possible. Please see the full Disability
information, marital status, prior application and Reasonable Accommodation Policy.
for workers’ compensation benefits, use of
statutory protected leave, veteran or military 7.4 HARASSMENT IN THE WORKPLACE
status or any other status protected by
applicable federal, state or local laws. Harsch is committed to maintaining a safe
workplace free of harassment, intimidation and
All employment and promotion decisions coercion. The Company prohibits any such
will be based on merit and done in a non- unwelcome conduct by any employee that
discriminatory manner. The requirements we affects the workplace environment. We expect
impose in filling a position will be those that you to conduct yourself in a professional and
relate to the minimum qualifications, essential appropriate manner in all that you do. This
job functions and job performance required. policy applies to all employees, and harassing
conduct that occurs outside of the workplace
You are responsible for abiding by Harsch’s may also be covered by this policy if it has
full Discrimination Policy and preserving the effect of creating an intimidating, hostile
our commitment to equal employment and or offensive work environment at Harsch.
affirmative action. Employees who have
concerns that arise under this policy should HARASSMENT
follow the Employee Grievance Procedure. Harsch employees are required to refrain
from all demeaning, degrading or disparaging
7.3 DISABILITY & REASONABLE comments concerning other individuals’
ACCOMMODATION race, gender, age, religion, marital status,
sexual orientation, disability, veteran status,
The Company does not discriminate or other legally protected characteristics.
against any applicant or employee in
hiring or in the terms, conditions and
privileges of employment due to physical
47 CHAPTER 7 HEALTH, SAFETY & SECURITY

SEXUAL HARASSMENT harassment, or retaliation in the workplace

This is a particular form of unlawful should be immediately reported using the
harassment which includes unwelcome and Employee Grievance Procedure. Managers
offensive conduct or language based on sex who know of any inappropriate conduct are
that is severe or pervasive and which alters expected to take action to stop such behavior.
the victim’s work environment. Inappropriate
or unwelcome actions or communications of Please see the full Harassment Policy and
any kind in the workplace setting is a violation direct any questions you may have to Human
of Company policy and will not be tolerated. Resources. Harsch considers any violation
of this policy a serious offense that will lead
PROHIBITION OF RETALIATION to disciplinary action, up to and including
Harsch recognizes the importance for all immediate termination.
employees to feel comfortable coming
forward with any concern. Harsch strictly 7.5 PERSONNEL RECORDS
prohibits retaliation of any kind against
any employee who brings forward Harsch maintains confidential personnel files
harassment, discrimination or retaliation and records for each employee, which are
claims, or who assists in an investigation. kept in the Human Resources Department.
Personnel files are the property of the
REPORTING PROCEDURE Company and deemed confidential and
We strongly encourage you to report any accessible only to authorized individuals on a
conduct that is harassing in nature that you need-to-know basis, except as permitted or
believe you are being subjected to, encounter required by law, or as authorized in writing
or witness. Any discriminatory treatment, by an employee.

Your personnel file may include such

information as job application, resume,
HARSCH IS COMMITTED related hiring documents, training records,
performance documentation, disciplinary
TO A WORKPL ACE FREE notices, salary history, and any other
employment records. If you wish to see your
OF HAR ASSMENT, IN
own file, you will need to give advance notice
WHICH ALL EMPLOYEES to Human Resources. Harsch will provide you
with a copy or a reasonable opportunity for
CAN ACHIEVE THEIR you to review your file in the presence of an
authorized representative of the Company.
FULL POTENTIAL You may submit a rebuttal statement related
to any item in the personnel file if you wish.
AND THE DIGNIT Y OF
You must notify Human Resources within
EACH INDIVIDUAL IS
two weeks of any changes relating to your
RESPECTED. legal name, address, telephone number,
marital status, tax exemptions, dependents
information for insurance purposes, person to
notify in case of an emergency, military status,
visa or citizenship status, etc.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 48

7.6 SEPARATION OF EMPLOYMENT

Your employment at Harsch is at-will, meaning

you may at any time or for any reason resign
your employment. Likewise, your employment
with Harsch can be terminated, with or
without cause at the sole discretion of the
Company. If circumstances cause you to
voluntarily terminate your employment, we
would appreciate your prior written notice.

Your final paycheck will include any unpaid

earned wages and any other appropriate
amounts due. The Human Resources
Department will notify you of your options for
insurance continuation and 401(k) retirement
distribution information.

Upon separation, you must return all Company

property and equipment. An exit interview will
be conducted in order for us to gain feedback,
discuss your reasons for leaving and answer
any remaining questions you may have. You
may also view the full Termination Procedure
for more information.
49 CHAPTER 8 CARING

08
HEALTH, SAFET Y
& SECURIT Y

8.1 SAFETY GUIDELINES

Harsch is committed to compliance with

laws, rules and regulations concerning safe
practices as published by governmental
agencies having jurisdiction over such
matters. You are responsible for reading
and familiarizing yourself with the Risk
Management Guide. We are committed to
providing a safe workplace and expect you to
follow safe work practices and to always use
sound judgment in your daily work habits.

Please be careful, alert and aware of your

surroundings at all times. In any emergency
situation, check with your supervisor for
specific instructions or refer to the written
safety program guide in your work area.

WORKING CONDITIONS
Please keep your work area clean and free of
safety hazards. You are expected to report
all unsafe conditions that need maintenance
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 50

or repair to your supervisor if you are unable and the protection of others. If so, you
to take corrective action on your own. will be required to know and follow them
carefully. Please see your supervisor for other
ACCIDENTS OR INJURIES safety policies and procedures. Any willful
All work-related injuries and illnesses, violations of the Company’s safety policy
regardless of their extent or nature, must may subject you to disciplinary action, up to
be immediately reported to your supervisor. and including termination of employment.
You must immediately provide written
notice to your supervisor and complete 8.2 DRUG POLICY AND PROGRAM
all necessary and appropriate forms
and reports about any incident or injury Harsch is committed to promoting and
including those that require, or may require, providing a safe, healthy and productive
medical attention or time off from work. work environment for employees, tenants,
visitors and our business properties and
EQUIPMENT AND VEHICLES operations. This policy is intended to
These are only to be operated by those discourage drug and alcohol abuse; therefore,
authorized as a result of their knowledge, you are strictly prohibited from using,
training and experience. Before operating possessing or being under the influence of
machinery for the first time, you must have any intoxicants, controlled substances or
the approval from your supervisor. The mood-altering substance in the workplace,
need for maintenance or repair of vehicles while on Company property or conducting
or equipment should be immediately Company business, including meal and rest
reported to your supervisor. When in doubt periods. You are considered to be “under
as to the safest method of conducting your the influence” if you have any measurable
work, or if assistance is needed, ask your alcohol, drugs or controlled substances
supervisor prior to beginning the task. in your system, and/or your normal
physical or mental abilities are affected.
HAZARDOUS OR TOXIC MATERIALS
If your assignment involves the use of these
You may be required to submit to drug
materials, you must comply with all laws,
testing for pre-employment screenings,
rules and regulations concerning their safe
post-accidents, reasonable suspicion
handling and disposal as published by
of violating the drug and alcohol policy
the Company and governmental agencies
or random unannounced testing.
having jurisdiction over such matters. Use of
gloves, goggles and other protective devices
The Company seeks to assist employees with
are necessary when handling chemicals
alcohol or drug related dependency problems
or other strong substances. Consult your
via counseling or rehabilitation programs, and
supervisor for full details, including material
strongly encourages individuals to disclose
safety data sheets, container labeling and
to a supervisor or Human Resources. The
training, including information regarding
complete Drug Policy and Program is available.
exposure to and handling of such materials.
If you have further questions, please contact
Your job may have additional safety your supervisor or Human Resources.
guidelines established for your protection
51 CHAPTER 8 CARING

8.3 WORKPLACE VIOLENCE 8.4 SMOKING

Harsch maintains a zero tolerance policy Smoking and the use of other tobacco
toward workplace violence. In the interest products or e-cigarettes is not permitted in
of preserving a safe and secure workplace, any Harsch work areas or properties, including
we do not tolerate dangerous or threatening but not limited to: hallways, restrooms,
behavior of any kind. This includes, but lunchrooms, near doorways, in Company
is not limited to: any verbal and physical vehicles or in other areas designated as non-
abuse, intimidation, bullying, harassment, smoking by the Company or related local
confrontations, fighting, horseplay, vandalism, ordinances. Please contact your supervisor
arson, sabotage, any actions that cause you or building manager for information on
or others to feel unsafe in the workplace designated smoking areas for use before and
or any other act which management in its after work hours or during break periods.
discretion deems to be a potential danger
to workplace safety or security. You are 8.5 DRIVING ON BEHALF OF
prohibited from bringing firearms, knives or THE COMPANY
any other weapon or device intended to be
used as a tool of violence to the workplace or If you are required to drive for business
on Company premises, including parking lots. purposes, and therefore as a representative
of Harsch, you must meet the minimum
If you encounter an unsafe situation, requirements and receive prior authorization.
suspicious behavior or any conduct that Whether using a Company vehicle or a
violates the above prohibitions, notify your personal one, it is important that all driving
supervisor immediately. In conjunction with and insurance laws are followed. Unauthorized
the Employee Grievance Procedure we will driving, misuse of a company vehicle,
promptly investigate the matter and use our becoming uninsurable or any other violation
best efforts to preserve the confidentiality of the Driving on Behalf of Harsch Policy, may
of personnel reporting any such prohibited jeopardize your continued employment. Any
conduct or suspicious behavior. However, questions should be directed to the Corporate
please contact the proper law enforcement Risk Manager.
authorities first before informing management if
you believe an imminent threat to safety exists. 8.6 INCLEMENT WEATHER

Violators of this workplace violence policy will You are expected to report for work during
be subject to disciplinary action, up to and adverse weather conditions unless you
including discharge. Where appropriate, we will believe you will not be able to safely reach
pursue all available avenues of legal recourse. your work site or unless Harsch closes it.
If you are classified as non-exempt and
determine that you are prevented from
traveling to work, you have the options to
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 52

either charge the time missed to vacation

leave, not be compensated or make up
HARSCH IS COMMITTED the absence within the same work week.
TO PROMOTING Exempt employees will be paid for any
day that the Company closes their work
AND PROVIDING A location, but will not be paid for any day the
employee chooses not to come to work
SAFE, HEALTHY AND due to inclement weather when the work
location remains open.
PRODUCTIVE WORK
In the event that you may be late during
ENVIRONMENT FOR adverse weather conditions, you must
notify your supervisor and only report actual
EMPLOYEES, TENANTS, hours worked. With your supervisor’s prior
VISITORS AND OUR approval, you may make up your missed
time within the same workweek.
BUSINESS PROPERTIES
If you are sent home due to adverse weather
AND OPERATIONS. conditions, via approval of the President,
you should be paid for the balance of hours
you are scheduled to work that day.
53 CHAPTER 2 PEOPLE FIRST
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 54

09
COMMUNIT Y & CARING
MAKING A POSITIVE
DIFFERENCE

Harsch employees are sincere in their

commitment to improve the places where
they live and work. That’s because Harsch
Investment Properties is built on the belief
that great businesses have a responsibility
to contribute their collaborative vision
and energy for the positive growth of the
communities in which they thrive.

Our company continues the legacy of active

local involvement on which we were built with
our founding in Portland so many decades
ago, setting a tradition of supporting a broad
range of community needs.
55 CHAPTER 9 COMMUNITY

9.1 ACTIVE PARTICIPATION Additionally, the Harold & Arlene Schnitzer

CARE Foundation has given millions of
Harsch President Jordan Schnitzer continues to dollars in support of arts, culture, education,
support a tradition of community involvement. health and human services and Jewish
Being good, caring citizens and giving back in organizations, as well as funding for
the places we live and work is a Harsch way of programs to aid the needy and youth.
life. We encourage our employees to volunteer
for community organizations in the regions we 9.3 MATCHING GIFT
serve in commercial real estate.
The Schnitzer family is well-recognized as
being philanthropic leaders in giving back to
our communities. To help each of you also
A PASSION FOR give back to nonprofits that are important
SHARING ART to our communities, we created a matching
gift program, Harsch Cares. The Harold
& Arlene Schnitzer CARE Foundation will
match, dollar for dollar, donations made to
9.2 ONGOING CULTURAL & HUMANITARIAN
qualifying non-profit organizations in Harsch
COMMITMENTS
regions, up to $1,000 per employee per
calendar year. Donations are made through
The Jordan Schnitzer Family Foundation is
Benevity, a personalized website that makes
a non-profit whose mission it is to make the
it easy for you to find and donate to qualifying
collections of Jordan D. Schnitzer and the
charities and print your receipts at year end.
Jordan Schnitzer Family Foundation accessible
to qualified museums in diverse communities.
New employees will receive a welcome email
The exhibitions are enhanced by educational
from Benevity with login credentials and
and outreach grants, and the Foundation
instructions to access your personal page.
provides additional support to programs at
Upon activation, your giving account will
museums, schools and organizations.
be preloaded with $10.
Today, the collection exceeds 10,000
A Benevity Quick Start User Guide and
works and includes many of today’s most
FAQs are available. If you have additional
important contemporary artists. It has
questions, please reach out to the
grown to be one of the country’s largest
CARE Foundation Program Officer.
private print collections overall with over
100 exhibitions in over 100 museums.

The Foundation also contributes to the

field of artistic scholarship through the
publication of exhibition brochures,
texts and print catalogue raisonnés.
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 56

PLACEHOLDER
Harsch President, Jordan Schnitzer, talks to art
students at PNCA in Portland, Oregon.

w w w. j o r d a n s c h n i t z e r. o r g
57 CHAPTER 10 OUR BRIGHT FUTURE

151 SE ALDER (ARCHITECT'S RENDERING)

PORTLAND, OREGON
HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 58

10
OUR BR IGH T FU T UR E
GROWING STRONGER
TOGETHER

With every employee's help, President Jordan

Schnitzer directs the future of Harsch Investment
Properties based on our time-tested real estate
investment strategy: to acquire and develop a
diversified portfolio of well-located properties for HARSCH IS COMMITTED
long-term ownership in the Western United States.
TO GROWING THROUGH
Steps along the way are contained in our Business PERFORMANCE,
Plans. But it is also in the way we conduct business
STRATEGIC ACQUISITION
and ourselves, including such elements as:
& DEVELOPMENT
• Maintaining an intimate knowledge of the
communities we serve OPPORTUNITIES BY
• Leveraging the knowledge of our talented team LEVERAGING THE
of professionals
• Depending upon our customer-based, regionally COMPANY’S
empowered organizational structure PROFESSIONAL
• Creating and maintaining the highest levels of
quality and service and profitability by placing EXPERTISE AND MARKET
the customer at the center of our business KNOWLEDGE AND
activities and decisions
POSITION.
We look forward to building a bright future
with your help.
59

PURPOSE OF THIS HANDBOOK

AN OVERVIEW OF
Welcome to Harsch! You have joined a team
OUR POLICIES, committed to providing you with a fun and
exciting work environment that will challenge
GUIDELINES AND and motivate you, and offer you opportunities
to grow and be successful.
PHILOSOPHIES
This Handbook is intended as a guide to
provide you with an overview of our policies,
guidelines and philosophies and not as a
complete statement of employee rights and
responsibilities. It is intended to familiarize
you with important information about the
Company’s policies, benefits and employment
practices. Please note that the Handbook
only highlights the Company’s policies and
practices for your personal understanding and
cannot therefore be construed as an express
or implied contract. Only the President of
the Company has the authority to enter into
an agreement modifying or supplementing
the provisions of this Handbook. Such an
agreement must be in writing and signed by
the President.

As used throughout this Handbook, “Harsch”

or the “Company” mean Harsch Investment
Corp., Harsch Investment Properties, LLC,
Harsch Investment Properties Management,
LLC, and all other affiliates of these entities.

In order to provide a better place for all of

us to work, the Company may amend or
modify the policies, practices and benefits
described in this Handbook at any time, in
its sole discretion. This Handbook is effective
January 1, 2017, and supersedes all prior
policy statements, summaries, handbooks,
addenda and verbal or written understandings
regarding these subjects.

This Handbook is the property of Harsch. No

HARSCH INVESTMENT PROPERTIES EMPLOYEE HANDBOOK 60

This Handbook is the property of Harsch. No

part of this Handbook may be reproduced or THE GUIDELINES
distributed to individuals outside of Harsch PRESENTED IN
without prior written permission from the
THIS HANDBOOK
Human Resources Department.
ARE NOT
The policies in this Handbook are intended
to meet the requirements of all applicable INTENDED TO BE
federal and state laws. Because we operate A SUBSTITUTE
in several different states, it is possible that a
FOR SOUND
provision or policy may be inconsistent with
the applicable laws for your state. In those MANAGEMENT AND
situations, the provisions of law of that state
GOOD JUDGMENT.
will govern. You are encouraged to ask your
supervisor or Human Resources if you have
any questions about the policies that apply to
you.

The guidelines presented in this Handbook

are not intended to be a substitute for sound
management and good judgment.
HARSCH INVESTMENT PROPERTIES
1121 SW SALMON STREET, PORTLAND, OR 97205
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(503) 242-2900 W W W.HARSCH.COM