Benefits, Interviewing and Coaching & Counseling

1. Benefits, Interviewing andCoaching & Counseling

2. All employees are eligible the 1st day of the month following 60 days of employment Hired 05/12/2008 Benefits effective date 08/01/2008 Deductions are taken out of pay one month ahead of benefits effective date Effective 05/01/2008 Deductions start coming out the first check in April Benefits will continue until the last day of the month upon termination Last day worked 05/12/2008 Benefits end 05/31/2008 Employees can only add and/or cancel coverage: At their initial eligibility date Within 30 days of a life event Marriage, divorce, birth, adoption or death Within 30 days of a loss of other coverage At Open Enrollment (10/01) BENEFITS

3. Health In-Network Benefits • Annual deductible • $1000 per individual / $2000 per family • Out-of-pocket maximum • $3000 per individual / $6000 per family Office visit = $25.00 per visit Specialist Office visit = $40.00 per visit Urgent care visit = $50.00 per visit Emergency care visit = $250.00 per visit Hospital inpatient = 20% after ded Mental Health / Rehabilitation out patient = $40.00 per visit Employees can view their benefits, find a physician, print temporary ID Cards and much more at www.myuhc.com Biweekly cost of Health Benefits Employee Only - $40.80 Employee + One - $113.73 Employee + Family - $156.73

4. Dental • Annual deductible of $50/person and $150/family (waived for Preventative and Orthodontics) • WITH Orthodontia - Network Benefits • 100% of Preventative Care • Exam, Cleaning & X-Ray once every six months • 90% of Basic Dentistry • Fillings, Extractions, Oral Surgery, Endodontics (root canal therapy) and Periodontal • 50% of Major Dentistry & Orthodontics • Annual Max • - $1500 dental • - $1000 for orthodontia • WITHOUT Orthodontia – Network Benefits • 100% of Preventative Care • 80% of Basic Dentistry • 50% of Major Dentistry • Annual Max • - $1000 dental Employees can find an in-network dentist at www.totaldentaladmin.com Biweekly cost of Dental Benefits WITH Orthodontia Employee Only - $13.51 Employee + One - $28.02 Employee + Family - $43.27 WITHOUT Orthodontia Employee Only - $11.28 Employee + One - $22.16 Employee + Family = $34.22

5. Vision • Network Benefits • $10 co-pay / office exam • Every 12 months • Frames • $100 allowance plus 20% of balance over $100 • Every 24 months • Lenses • $10 co-pay • Every 12 months • Contact Lenses • $115 allowance plus 15% of balance over $115 • Every 12 months • 15% discount off of Lasik or PRK Employees can view their benefits and find providers at www.eyemedvisioncare.com Biweekly cost of Vision Benefits Employee Only - $3.09 Employee + One - $5.85 Employee + Family - $8.58

6. Life Insurance & Short Term Disability Mutual of Omaha Life Insurance Maximum Guaranteed Coverage Amounts Employee - $130k (not to exceed 5 times annual salary) May elect up to 5x annual salary but not to exceed $500k in increments of $10k Spouse - $25k May elect up to 100% of employee coverage in increments of $5k Child - $10k per child Any amount elected over the guaranteed coverage amount will require Evidence of Insurability and approval by Mutual of Omaha. • Short Term Disability • Covers 60% of employees base wages while out for an extended period of time due to an illness • Waiting period 7 days • Covers up to 12 weeks of leave • Pre-existing conditions will not be covered under this plan

7. 401k Employees can view their account balance, manage and check the status of their account at www.principal.com All employees working 20+ hours per week are eligible to contribute Starting the first quarter following 6 full months of employment (must be 21 years of age to contribute) Employees can rollover contributions at any time Annual maximum amount of contributions for 2013 = $15,500

8. EFFECTIVE REFERENCE CHECKS • Always get permission from the employee to check references • DO NOT check references until you have made a conditional offer of employment • Ask for professional references • Avoid personal references • Professional references will be more accurate than a personal reference • Previous supervisors should know the applicants working habits • The more references, the better • Do all reference checks by phone • A persons tone of voice can tell a lot • Reference checks should cover the most recent 5-7 years • Ask open ended questions • Ask follow up questions • If a reference won’t talk, ask the applicant for another reference • The burden is on the applicant to provide references

9. INTERVIEW TIPS • Interview with another person. It is best to have at least two opinions on the applicant • Take good notes • Don’t volunteer information when asking questions • Always ask Open Ended Questions • “Tell me about yourself.” • “Give an example of when your persistence had the biggest payoff?” • Look for positive answers • Never ask questions pertaining to: • Marital status, Parental status, Age, National Origin, Race or Skin color, Religion or Creed, Criminal Record and Disability.

10. Test their skills • Leasing Applicants: Role play with yourself as a prospective resident • Maintenance: A resident known as a chronic complainer calls late at night to report a gas odor in their building. How should you respond? • Assistant Manager: Ask them to complete a “non-confidential” task in the rent tracking system • Be accurate in describing the position • Have a list of job duties for the employee to view • You can ask if they are able to perform the specific duties of this job • Thank the applicant for their time • Send a letter to all interviewees once you have filled the position

11. COACHING & COUNSELING • Recognize the good things your employees do (prevent the need for counseling & reward good behavior) • Let them know when they have done something good • Make others aware of their achievement • Don’t wait until you are ready to fire someone to counsel them • Provide coaching & counseling at the first sign of a problem • Be clear as to what it is that they are doing incorrectly • Don’t be afraid to use more than one page to list needed improvements • Give “constructive” criticism • Give your employees goals • Set a date or timeframe for the goals to be completed by • Give your employee consequences if they do not meet their goals • Decline vacation, Probation, Termination

12. Get the employees feedback • Find out what they need to improve their job performance • Follow up with your employees • Discuss their improvements or continued need for improvement • Make sure the counseling form is signed by both the employee and supervisor. • Try to have a witness (do not use a peer as a witness) • If they refuse to sign it, indicate this on the form • Speak to your employees confidentially • Three write-ups = termination • 1st = Verbal Warning (document all verbal counseling's) • 2nd = Written Warning • 3rd = Suspension • Termination • Be a good example to your employees • Always try to suspend an employee before termination • This proves that they know their job is in jeopardy • The employee should have already terminated themselves

13. Questions? Always feel free to contact Sheena at (801)676-1646 or email s.arb@amcllc.net.