TEAM

MEMBER

EMPLOYEE HANDBOOK

Revised February 15, 2023

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A Welcome Message from J&P President and Founder, Jim Overman J&P Asset Management, Inc. began as an extended stay hotel management company in 2017. Since then other companies have been added, including J&P Hospitality Management, LLC and J&P Apartment Management, LLC. Together, all of these entities shall be referenced in this Employee Handbook as J&P. J&P Asset Management and J&P Hospitality Management are full-service hospitality management companies, with an established, top-performing leadership team supporting a variety of extended stay and limited service hotel brands. J&P Apartment Management provides apartment management and leasing services. All of the J&P brands provide operations management, opening services, training and development plus full-service accounting. It is possible that new brands will be added, and it should be assumed that those brands are covered by this Employee Handbook.

J&P is different - and that’s what makes us better: Through attention to detail, repetitive management and highly efficient operating techniques, plus an old-fashioned work ethic, the J&P team possesses a proven and outstanding track record for expanding sales growth and profits for franchisees of extended stay hotel brands, and is working towards the same proven track record in the apartment management industry.

J&P’s Leadership Team of professionals, carefully selected from top performers in the extended stay field, provide a unique, sales focused approach to the extended stay market. Combined with high standards for quality, and a commitment to operational efficiency, J&P consistently provides an exceptional return on investment (ROI) to its property owners.

J&P’s Mission, all on the spirit of partnership is to:

Provide an excellent guest experience at the lowest possible cost;

Maximize profits for property owners; and

Create opportunities for J&P employees.

To this end, it is our goal to provide the four (P)illars to a successful company: 1) great People; 2) great Products; 3) great Processes; and 4) great Profits.

So, we trust J&P employees will join us in:

Taking pride in J&P’s work and the properties we manage.

Offering a lower cost, but also a friendly, cleaner, safer and simpler approach to our customers.

Making a difference in the lives of thousands of people each year who seek an exceptional hotel experience.

Making J&P-managed properties a Great Place!

Warmest Regards,

Jim Overman

President and Founder

J&P Asset Management, Inc. and J&P Hospitality Management, LLC 3

Overview Statement

This J&P Asset Management, Inc., J&P Hospitality Management, LLC and J&P Apartment Management, LLC

(together hereinafter, referred to as “J&P”) Team Member Handbook establishes policies, procedures, benefits, and working conditions that will be followed by all J&P employees as a condition of their employment with J&P.

(Throughout this Handbook there are numerous references to hotels. For those employed on the apartment management side, please assume the applicability of all provisions to you as well, and, if there are questions, please contact your supervisor or the Human Resources (“HR”) Department). It is possible that new brands will be added, and it should be assumed that those brands are covered by this Employee Handbook. This J&P Team Member Handbook is not a contract of employment, nor is it intended to create contractual obligations for J&P or its Employee of any kind.

The policies and procedures outlined in this Handbook will be applied at J&P’s discretion. J&P reserves the right to deviate from the policies, procedures, benefits, and working conditions described in this Handbook, which shall not be considered a waiver of their future applicability. Furthermore, J&P reserves the right to withdraw or change the policies, procedures, benefits, and working conditions described in this Handbook at any time, for any reason, and without prior notice.

J&P will make every effort to notify employees when an official change in policy or procedure has been made, but employees are responsible for their own up-to-date knowledge about J&P policies, procedures, benefits, and working conditions.

J&P strives to provide an employee-friendly environment in which goal-oriented individuals thrive as they achieve ever more demanding challenges. J&P also strives to promote and maintain a diverse workforce and to promote an inclusive culture that fosters equal opportunities for everyone, regardless of race, creed, color, religion, age, sex, marital status, citizenship, disability, national origin of the individual, or protected veteran status. J&P's commitment to serving guests and to providing quality products at competitive prices is unwavering. These policies, procedures and working conditions provide a work environment in which both guest interests and employee interests are served.

J&P values the talents and abilities of our employees and seeks to foster an open, cooperative, and dynamic environment in which employees and J&P alike can thrive. J&P believes in an Open-Door in which employees are encouraged to take problems to the next level of management if they are unable to resolve a situation with their direct supervisor.

Subject to federal, state and local law, rules or regulation, this Employee Handbook supersedes any prior principles or guidelines on the same subject matter. Please review the policies, procedures, working conditions, and benefits described in this Handbook. Employees will be asked to affirm that they have read, understand, agree to abide by, and acknowledge receipt of this Employee Handbook and Employee Standards of Conduct. 4

TABLE OF CONTENTS

PART I – J&P EMPLOYMENT POLICIES

At will Employment 8

Terms and Conditions of Employment 8 Equal Employment Opportunity 8 Employment Status 8

Probationary Period 9

Time Keeping 9

Pay Information 9

Overtime 10

Mandatory Meetings & Training 10 Tips 10

Travel & Expense Policy 10 Pay Deductions 10

Employment & Income Verification 10 Employee Files & Records 11 Break & Lunch Policy 11

Internal Transfers & Promotions 11 Attendance Policies 11

Disciplinary Policies 13

Termination - Final Paycheck 15 Separation from Employment 15 Rehire Policy 15

Confidentiality Statement 15 Outside Employment 16

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Conflicts of Interest 16

Americans with Disabilities Act (ADA) 16 Drug-Free Workplace 17

Policy Against Unlawful Harassment 17 Policy Discouraging Fraternization 20 Policy on Nepotism 21

Technology Use Policy 21

Social Media & Social Networking 23 Workplace Violence Policy 24 Firearms & Weapons 26

Communicable & Infectious Diseases Policy 26 PART II – J&P EMPLOYMENT BENEFITS

Paid Time-Off (PTO) Benefit Program 29 Recognized Holidays 29

Health Care Benefits 29

Continuation of Benefits (COBRA) 29 Medical Leave, FMLA 29

Military Leave 31

Return to Work 31

Jury Duty Leave and Court or Administrative Subpoenas 31 Bereavement Leave 31

Worker's Compensation 32

Holidays While on Any Form of Leave of Absence 32 Travel Expense Reimbursements 32 Provided Studio 34

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PART III – J&P STANDARDS OF CONDUCT

SECTION 1 - TEAM MEMBER STANDARDS OF CONDUCT

Honesty 35

Team Member Expectations 35

Drug & Alcohol-Free Environment 35 Tobacco-Free Environment 35

Solicitation & Distribution 36 Personal Visitors 36

Personal Belongings 36

Employee Parking 36

Use of Personal Communication & Other Electronic Devices 36 Conflict of Interest – Employees May not Accept Items of Value 37 Chain-of-Command 37

Dating Policy, Co-Worker & Supervisor-Subordinate 37 No Gossip 37

Social Media & Social Networking 38 SECTION 2 - STANDARDS OF APPEARANCE

General Appearance Standards 38 Brand Standard Dress Uniform for All Property Employees 39 General Uniform Guidelines 39 General Managers Uniform Guidelines 39 Guest Service Rep – Front Desk Uniform Guidelines 39 Other Hourly Employee Uniform Guidelines 39 Body Art - Property Employees 40 Hair Color/Styles Policy for All Property Employees 40 7

SECTION 3 - CUSTOMER SERVICE STANDARDS

Customer Service Expectations 40 Communications with Guests 40 Customer Communication - Recording of Calls 41 SECTION 4 - GENERAL LOSS PREVENTION STANDARDS

Lost Property 41

Cash Handling 41

Employee Key Security 41

Contracts & Approval Authorization 42 SETION 5 – USE OF FACILITIES

Use of Facilities – Office and Storage Areas 42 Use of Provided Studio 42

Use of J&P or Personal Vehicle 43 Computer Usage 43

Security Policy Related to Credit Card Procedures 43 Use of J&P-Provided Cell Phone 43 Telephone Usage - Office, Employee, Guest, & Vacant Studios 44 Property Supplies Usage 44 Examination of Packages 44

ACKNOWLEDGEMENT OF RECEIPT 45

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PART I - J&P EMPLOYMENT POLICIES

J&P’S EMPLOYMENT POLICIES AND PRACTICES MAY BE MODIFIED OR DISCONTINUED FROM TIME TO TIME. J&P WILL MAKE EVERY EFFORT TO INFORM EMPLOYEES OF ANY CHANGES AS THEY OCCUR.

At Will Employment

J&P does not offer tenured or guaranteed employment. Employment with J&P is employment at-will. Employment at-will means that the employment relationship may be terminated at the will of either J&P or the employee with or without cause and with or without notice. Other than the policy of at-will employment, terms and conditions of employment with J&P may be modified at the sole discretion of J&P with or without cause and with or without notice. THE CONTENTS OF THIS EMPLOYEE HANDBOOK DO NOT CONSTITUTE THE TERMS OF A CONTRACT OF EMPLOYMENT OR A CONTRACT OF ANY KIND. The at-will employment relationship exists regardless of any other written statements or policies contained in this Handbook or any other J&P documents or any verbal statement to the contrary. Only the President has the authority to make any such agreement and then only in writing. No other representative of J&P has the authority to make any agreement for employment other than for employment at-will or to make any agreement limiting J&P’s discretion to modify terms and conditions of employment. No implied contract concerning any employment-related decision, or term, or condition of employment can be established by any other statement, conduct, policy or practice of any employee or representative of J&P. Terms and Conditions of Employment

In addition to the at-will employment relationship, the President has the sole discretion to establish the terms and conditions of employment, and he may use supervisory team members to communicate and administer the following, which include, but are not limited to the following: promotions, demotions, transfer, hiring, compensation, benefits, qualifications, discipline, layoff or recall, rules, hours and schedules, work assignments, job duties and responsibilities, production standards, subcontracting, reduction, cessation or expansion of operation, sales, relocation, merger or consolidation of operations, determinations concerning the use of equipment, methods or facilities, or any other terms and conditions that J&P may determine to be necessary for the safe, efficient and economic operation of its business.

Equal Employment Opportunity

Workplace discrimination is illegal. As defined by and enforced under applicable state, federal and applicable local laws and regulations, J&P will provide equal employment opportunity for everyone, regardless of race, creed, color, religion, age (40 and older), sexual orientation (including transgender, status, gender identity or expression), marital status, pregnancy (including childbirth, lactation, and related medical conditions), citizenship, physical or mental disability, genetic information (including testing and characteristics), national origin of the individual, or protected veteran status and uniformed servicemember status, or any other status protected by federal, state, or local law. J&P encourages the fair treatment of employees based on merit and strives to hire, promote, transfer and train the best qualified individuals available for each job. In conducting its hiring process, J&P reserves the right to obtain a complete employment application, to perform reference checks, and to conduct pre-employment drug screening and background/credit checks for qualified applicants. Employment Status

o You are a regular full-time exempt employee if you are scheduled 40 hours or more each week, but do not qualify for overtime.

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o You are a regular full-time, non-exempt employee if you are paid on an hourly basis and receive overtime pay for all hours worked beyond 40 hours each week. o You are a regular part-time employee if you are scheduled to work an average of less than 30 hours each week, but are eligible for overtime pay for hours worked in excess of 40. o You are a probationary employee during the first 90 days of employment. To remain active in the payroll system, employees must have been scheduled and worked at least one shift per pay period. (Exceptions would be excused absences - see, Attendance Policies below). Probationary Period

On the first day an employee reports to work, all necessary paperwork must have been completed to achieve active employee status. and the employee will begin a Probationary Period that will last 90 calendar days. During this Probationary Period each employee will be learning J&P standard operating procedures, getting to know their fellow team members, and their specific job duties. J&P will monitor job performance and progress. By completing this Probationary Period, an employee is not guaranteed continued employment as it is always "at-will" employment and subject to various conditions. J&P reserves the right to terminate a probationary employee prior to completion of the 90-day period, at any time, with or without cause. At the conclusions of the 90-calendar day probationary period, an employee is considered a "regular" full or part-time employee, but nevertheless employees are always employed at-will.

Time Keeping

It is the responsibility of every non-exempt employee to accurately report all time worked. For accurate timekeeping, all Property employees are to clock in/out for all shifts daily. Employees must "clock in" no sooner than five minutes before they are scheduled to start work and must "clock out" no later than five minutes after they finish their shift. Supervisors are also responsible for ensuring that employees who report to them are timely and accurately clocking-in. The Property employee is responsible for verifying their punches using the “approve” feature in PayChex Flex daily. Additionally, the General Manager must approve all employee timecards. It is recommended that the GM approve timecards daily, but approvals must be made not less than weekly. o Failure to properly clock in or out will result in disciplinary action up to and including termination. o Recording another employee's time is strictly prohibited and is cause for disciplinary action, up to and including termination.

o An employee working off the clock is strictly prohibited and is cause for disciplinary action, up to and including termination.

Any employee asked to work off the clock or in exchange for other benefits like a provided room is strictly prohibited and must be reported to the J&P office by using the ad4del@r.postjobfree.com mailbox. Pay Information

J&P's pay cycle is bi-weekly and the work week Friday through Thursday. Payroll hours must be approved by General Managers prior to noon, the Friday following the end of the pay period. Paychecks are directly deposited bi-weekly into employees’ designated checking or savings accounts. In the absence of a checking or savings account, J&P will issue a pay card (debit card) and deposit the employee’s paycheck directly to the pay card account. Paychecks are direct deposited every other Thursday. Employees can update direct deposit or tax withholding by signing on to Paychex Flex and clicking on the My Pay tab/Direct Deposit/edit and/or Tax edit. Changes to direct deposit and W4 withholdings cannot be manually enter by the Payroll Department. Pay stubs are available on-line in a secure fashion via J&P’s payroll processor, Paychex. Should an employee have a question regarding payroll, the employee should discuss the questions directly with their General Manager. The General Manager may need to contact the Payroll Department for further resolution or explanation. Payroll is a private and confidential matter and can only be discussed with the employee’s General Manager or by reaching out to ad4del@r.postjobfree.com 10

Overtime

Overtime for hourly employees are actual hours worked in excess of 40 in a single work week (unless state law differs) and must be approved in advance by the General Manager. Overtime for hourly employees must be approved by the General Manager and will not be approved to accomplish routine shift duties. When approved, the pay rate for hourly employees is one and one-half times the normal hourly rate of pay. Mandatory Meetings & Training

J&P will pay non-exempt employees for their attendance at mandatory meetings and/or training sessions that J&P has approved, at their normal rate of pay.

Tips

The Internal Revenue Service requires employees to report any tips they receive as income for tax purposes. Reporting forms may be obtained from Human Resources. However, please see Part III, Employee Standards of Conduct “Conflict of Interest – Employees May not Accept Items of Value” of this Employee Handbook. Travel & Expense Policy

J&P employees will be required to follow expense guidelines while traveling on behalf of J&P. Travel and expenses will be reimbursed as detailed in Part II, the Employee Benefits Section. Any amounts in excess of those outlined in Part II are subject to the discretion of J&P. Employees are encouraged to minimize expenses while traveling and to keep low cost in mind. For those items not detailed in Part II, the employee shall use their best judgment (lowest cost) and contact their supervisor if there are any deviations.

Pay Deductions

J&P will follow Local, State and Federal regulations to determine what must be deducted from an employee's paycheck and to what extent. At the end of each pay period, when an employee is presented with their wages earned, a statement will accompany the employee's wages reflecting gross wages, any deductions and the reason for the deduction. When a garnishment is served on J&P for an employee, J&P will deduct the required garnishment. In addition to the above, deductions may also be assessed in accordance with Local, State and Federal regulations for the following (examples):

o Charges resulting from not following loss prevention standards (see Part III, Standards of Conduct, Loss Prevention, of this Employee Handbook);

o Charges from lost, missing, or damaged uniforms; o Studio charges/damages.

o J&P-issued cell phone charges (for personal or excessive use); and o Negative PTO balances.

Employment & Income Verification

It is the policy of J&P to protect the privacy of each employee. Organizations who wish to verify the current employment and income for credit purposes; i.e. loans, will be required to contact www.theworknumber.com/verifiers. The individual employee is responsible for authorizing the release of this information to the verifying organization.

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Employee Files & Records

Human Resources records are maintained on every employee. These records are J&P property. Employees have the right to request certain information from their personnel file. Unless state law dictates otherwise, information will be provided within thirty (30) days after a written request is received in the Human Resources Department. Break & Lunch Policy

J&P understands the need for meal and rest breaks throughout the workday as the schedule and workload allow. Due to the nature of J&P’s business and varying business demands, employees must always check with their manager prior to going on break. Unless state law or regulatory requirements differ, employees are not provided breaks of any kind for shifts of five hours or less. Internal Transfers & Promotions

J&P is dedicated in assisting employees reach their professional goals through internal promotions and transfer opportunities. Any employee interested in an internal transfer or promotion should speak with their supervisor or Human Resources.

Applicants applying for another position within J&P, or requesting a workplace transfer, must meet the following eligibility requirements:

o Applicant must be a current employee in good standing. o Applicants must have held current position for at least 90 days. Exceptions to this 90-day requirement can only be made by Senior Management and should be consistent with J&P business needs.

o If applying for a General Manager position, applicant must have been in their current position for at least six months.

o Applicant’s job performance meets established work standards in the current position and the employee has not had a corrective action counseling session within six months or are not following a performance improvement plan for their current position.

Attendance Policies

General Attendance. Employees may have illnesses or personal difficulties that prevent them from reporting to work as scheduled. Unscheduled absences and frequent tardiness place an unfair burden on those employees who are present and working as scheduled. So, in these situations, please keep all of the following in mind: o Employees are expected to be at their work area at their scheduled time. o All absences are monitored and recorded, regardless of reason. o Employees must personally make every attempt to contact their General Manager or supervisor if they will be tardy or absent (leaving a voicemail is not sufficient). Employees are required to notify their supervisor at least two hours before their scheduled shift.

An absence is failing to report to work for any part of a scheduled shift exceeding 30 minutes. This includes: o Missing mandatory work meetings.

o Missing between 30 minutes and a full shift. (Up to 30 minutes is considered tardiness, which is also subject to discipline.

Documentation from a physician will be required for any absence lasting three days if a management employee, or two or more scheduled shifts if an hourly employee it is to be counted as a single absence. If not provided, the 12

actual number of days missed will be counted as individual absences. Documentation from a physician may be requested by a General Manager or supervisor for any absence. (See also, the Communicable and Infectious Diseases Policy at page 25).

Unexcused Absences. Unexcused absences are considered very serious issues by J&P and are grounds for disciplinary actions, up to and including termination. A violation of any of the following shall be considered an unexcused absence: o An employee’s failure to notify their supervisor of an absence by the prescribed time, which is considered a No Call, No Show.

o Failure to provide a physician's note for absences of three days or more if management, or no more than two shifts if an hourly employee. The employee will not be allowed to return to work until a physician's note is provided.

o Failure to report to work, without permission from the supervisor, for a scheduled shift is grounds for discipline up to and including termination.

o Three No Call, No Show unexcused absences in a rolling ninety-day period is considered voluntary termination and job abandonment.

Excused Absences – General. All excused absences must be formally documented and approved by a supervisor. Salaried employees who are eligible for paid time off must request PTO using the Paychex Flex, Time Off tab..

(Please see Part II, Employee Benefits, of this Employee Handbook, for information concerning Bereavement Leave, Jury Duty, Military Leave and FMLA).

Days Off & Paid Time Off. All employees should try to conduct their personal business on their normally scheduled day(s) off. Employees requesting a day off must put the request in writing no later than two weeks in advance, and when possible, submitted to the employee's supervisor as soon as possible. However, employees need to keep in mind, requests are subject to approval. Paid time off (PTO) is available only to salaried employees of J&P. Granting of PTO will be evaluated on the basis of the timing for the request, seniority and business activity. Paid Sick Leave. Paid sick time entries to Paychex for hourly employees should only be enter if the employee is scheduled to work, and sick time hours entered reflect hours scheduled. Paid sick time is NOT to be used as supplemental pay. The company will comply with state mandated paid-sick-leave laws. Policies will be issued separately on a state-by-state basis. Contact Human Resources with any questions regarding state mandated programs.

Other Types of Leave and Absence. Excluding areas covered by FMLA, other types of leave of absences may be granted up to 30 days for an employee with six months’ tenure: o Approval in writing from Home Office must be received. Contact ad4del@r.postjobfree.com for consideration.

o If the position has been filled, the employee may be placed in a comparable position, if available. o Request for leaves of absence should be made in writing, through the employee’s General Manager, specifying the reason, length of time the employee expects to be away, and the date of their return. o ln the event the employee requires more time than originally applied for, the employee should notify their General Manager immediately.

o J&P reserves the right to terminate employment after 180 days with an employee eligible for rehire. Pay Policies for Absences – Exempt Employees. For eligible exempt employees, it is J&P's policy that the Paid Time Off (PTO) program is to be used for all personal absences - excused and unexcused - not covered under leave policies (sick leave, funeral leave, jury duty, military leave, FMLA, etc.). The following pay policies are to be applied in these situations. (J&P’s PTO Policy is established separately and shall be issued from time-to-time by the HR Department).

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In situations where an employee has PTO hours, PTO will be deducted up to the available amount for all work missed due to personal reasons. (Note, State mandated paid sick leave and PTO will run concurrently for exempt employees).

o For full week absences, PTO will be used until exhausted, at which point the employee will receive no compensation. PTO hours will be paid on a prorated weekly-salary basis. o For partial day absences, PTO will be deducted based on the number of hours missed.

Excessive partial day absences are discouraged and, if attendance requirements are considered abused in this regard, the employee may be subject to discipline, up to and including termination. In the situation where an employee has no available PTO hours, or insufficient hours to cover their personal absence, compensation will be paid on a prorated weekly-salary basis. o For full-week absences with no available PTO, an employee will receive no compensation for the entire week. In no instances are PTO "advances" allowed.

For on-site employees, note that an employee must be on payroll and ready to work to receive free studio benefits. If unable to work, the employee must begin paying for their room on the 4th business day that they are unable to report to work.

o For partial day absences with no available PTO, an employee will only be paid for days worked.

Excessive partial day absences should be handled through the counseling process. Disciplinary Policies

Performance Counseling – Corrective Action Form. J&P provides performance counseling to those employees who are not acting in the best interest of J&P or to those who need to significantly improve their level of performance. The primary form used to document performance/behavior counseling is the Employee Counseling Form. This document is to be used for all forms of counseling – verbal and written. For each Employee Counseling Form completed, the immediate Supervisor and the employee will sign off and the completed form will be returned to the HR Department and placed in the employee's confidential personnel file. After each session, a copy of the document is to be given to the employee. o Verbal - An initial step in the counseling process may be verbal (or written depending on the severity of the situation). A dated summary of the results of the counseling session will be recorded in writing and sent by the supervisor to the HR Department where the summary will be uploaded to the employee’s profile It is hoped that this early and frank discussion will lead to the desired improvement in the employee's performance/behavior.

o Written - Should the initial counseling fail to correct the performance deficiency/behavior, further counseling will be required in writing. Details/facts will be obtained forwarded to the Property's appropriate Area, District, or Regional Director for review, then passed to Human Resources. The HR Department will review the facts, create the Employee Communication/Counseling Form and send the form to appropriate business leaders (GM, Area Manager, etc.). The business leaders will review the facts with the employee, obtain signatures, then return the completed form to HR o Termination - The counseling process ends by terminating the employer/employee relationship. This is a documented meeting conducted with the employee and the employee's supervisor. Again, prior to this step, details/facts will be obtained and passed through the chain of command to HR. HR will review the facts and if warranted create the termination notice, send the notice to the appropriate business leader. The business leader will review the facts with the employee, obtain signatures, then return the completed form to HR

J&P believes that any disciplinary action should fit the offense and all disciplinary

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