A-List Apartment STaffing Application for Employment

A-List Apartment Staffing Application for Employment

Signature of Applicant: Date:

A+ Profile B+ Profile C+ Profile Boxer Material Class Candidate Bilingual Background Clean

A Profile B Profile C Profile Has Tools Own Vehicle Tax Credit Rooftop A/C

Warehouse No Vehicle Public Transport Has A/C Gauges Steel Toe Boots No Tools BG Misdemeanors

Please note: We cannot process your paycheck unless All Information is completed!

Personal Information

First Name Middle Name Last Name Social Security Number

Present Address City State Zip Code

Cell Phone Number Secondary Phone Number

Email Address: Position Applying For: A-List Apartment Staffing offers equal employment opportunities regardless of sex, age, race, color, religious creed, national origin, ancestry, medical status, medical condition, physical or mental disability, pregnancy or sexual orientation.

Transportation

Reliable Transportation Available? □Yes □No Transportation Type: □Bike □Bus □Own Car □Public Transportation □Walk

Is your license Current? □Yes □No Has your license ever been revoked or suspended? □Yes □No

If yes, state reasons, date of revocation or suspension and date of reinstatement:

License State: License Number License Class License Expire:

Background

□ Are you at least 18 years old? □Yes □No □ Have you ever been convicted of a crime? □Yes □No □ Or ever received deferred adjudication? □Yes □No □ If yes, state date, location and disposition of the case.

(Disclosure will not necessarily bar employment.)

□ If hired, can you provide written evidence that you are authorized to work in the United States? □Yes □No

Are you eligible to perform the essential functions of the position for which you are applying either with or without reasonable accommodations? □Yes □No

PLEASE REVIEW THE FOLLOWING BEFORE SIGNING THIS APPLICATION FOR EMPLOYMENT. I authorize any representative of A-List Apartment Staffing to investigate my background, including but not limited to, references, education and work history. I authorize the above and any other individual or entity that that may possess information about my background to provide full disclosure without prior notice to me. I release all of the above from any and all liability for damage of any kind that may at any time result to me because of compliance with this authorization to release information. I understand than any employment with A-List Apartment Staffing is at will and can be terminated at any time with or without cause. I understand that any falsification of this or any A-List Apartment Staffing document may result in failure to receive an offer or if hired, dismissal from employment, I understand that any offer may be conditional on the successful completion of medical or drug testing. All A-List Apartment Staffing employees are subject to random drug testing and failure to comply will result in immediate termination or employment and unemployment eligibilities.




Past Jobs

Employer: Position:

Supervisor: Phone Number:

Address City State Zip Code

From Date: To Date: Pay Job Type: (Full-Time, Part-Time, Temporary)

Duties:

Reason for Leaving: Employer: Position:




Duties:

Reason for Leaving: Employer: Position:




Duties:

Reason for Leaving:




Education

□ Associate Degree □ Bachelor’s degree

□ GED □ High School Diploma

□ Master’s degree □ Some College

□ Vocational/Technical School

Employee Emergency Info

Employee Name Social Security Number

Present Address City State Zipcode

Cell Phone Number Secondary Phone Number

In Case of Emergency, please contact:

Name Relationship

Address

City State Zip Code

Name Relationship

Address

City State Zip Code

I authorize one of the individuals named above to seek emergency treatment for me.

I am allergic to the following medications:

__________________________________________________________________________________________

__________________________________________________________________________________________

__________________________________________________________________________________________

This form is to be obtained at the client site for referral in case of an emergency.




Work Preferences

Location Preferred Desired Pay Willing to travel?

Other Temp Services Kind of Work:

□ Accounting □ Admin □ Customer Service □ Engineering □ Executive □ Finance □ General Office

□ Industrial □ Legal □ Light Assembly □ Loading □ Marketing □ Medical N/C □ Real Estate

□ Sales □ Secretarial □ Shipping/Receiving □ Technical □ Warehouse

Pace Preferred: Task Preferred: Supervision Level:□ Fast □ High Energy □ Moderate □ Relaxed □ Slow

□ Complex and Varied □ Routine with Variety □ Simple and Repetitive

□ Frequent □ Minimal □ Moderate

Shift Preference□ 1st Shift □ 2nd Shift

□ 3rd Shift □ Part-Time Only

□ Temp Only

Available Days:Monday Tuesday Wednesday Thursday Friday Saturday Sunday

Reason for Applying: □ Supplement Income □ Gain Experience □ Laid Off

□ Increase Skills □ Work Different Places □ Between Jobs

□ Flexible Schedule □ Looking for Full-Time

StudentPhysical Abilities

□ 10 lbs Lifting □ 25 lbs Lifting

□ 50 lbs Lifting □ 75+ lbs Lifting

□ Heavy Lifting □ Light Lifting

Languages □ Bilingual-English □ Bilingual-French □ Bilingual-German

□ Bilingual-Japanese □ Bilingual-Korean □ Bilingual-Mandarin

□ Bilingual-Russian □ Bilingual-Spanish □ Bilingual-Vietnamese

Certifications □ Certified Welder □ Class I - Forklift

Certification □ Class II - Forklift

Certification □ Class III - Forklift

Certification

□ Class IV - Forklift Certification

□ Class V - Forklift Certification

□ Class VI - Forklift Certification

□ Class VII - Forklift Certification

□ CPR Certified □ EPA Certified □ EPA Universal

Certification □ First Aid Certified □ Food Handler's

License □ Forklift

□ IATA Hazmat □ IMDG Hazmat □ Multimodal Hazmat

Certification □ Notary Public □ Private Security

License □ TABC License




Computers & Software □ 10-key Typing □ Yrs Exp:___ □ 49 CFR □ ACT! □ Adobe □ ADP File Number -

Standard □ AutoCAD □ Blue Moon □ Computer Assembly □ Computer Cleaning □ Computer Operator □ Copy Center □ Data Entry

□ Database □ Desktop Publisher □ Electronic Assemblers □ Email □ FilemakerPro □ Internet □ Internet Marketing □ IT Support □ LAN Administrator

Support □ Lotus 1-2-3 □ Lotus Notes □ LRO □ Macintosh

□ Mas 90 □ Microfiche □ Microsoft Access □ Microsoft Excel □ Microsoft Office □ Microsoft Outlook □ Microsoft PowerPoint □ Microsoft Project □ Microsoft Word □ Microsoft Works □ Novell □ OneSite □ Open Office □ Oracle

□ Paradox □ Peachtree □ Phones □ Programmer □ Quick Books □ SQL □ Sybase □ Windows 10 □ Windows 8 □ Windows Vista □ Yardi

□ Experience - Office

□ Account Analyst □ Account

Representative □ Accountant □ Accounting Clerk □ Accounting Recruiter □ Administrative

Assistant □ Admitting Clerk □ Analyst □ Archive □ Assistant Manager □ Assistant Property

manager □ Auditor □ Bank Teller □ Banking Clerk □ Billing Specialist □ Bookkeeper □ Budget Analyst

□ Buyer □ Call Center □ Cash Application

Clerk □ Clerk □ Consultant □ Control Clerk □ CPA □ Credit Analyst □ Department

Secretary □ Document Analyst □ Document Prep Clerk □ Editor □ Estimating □ Executive

Administrative Assistant

□ Executive Secretary □ Expeditor

□ File Clerk □ Financial Analyst □ Graphic Artist □ Help Desk

Coordinator □ Human Resources

Rep □ Instructor □ Mail Clerk □ Manager □ Messenger □ Mortgage Broker □ Office Administrator □ Office Assistant □ Office Machine

Operator □ Office Manager □ Paralegal □ Parts Administrator □ Payroll Clerk

□ Proof Operator □ Proofreader □ Property Manager □ Records Clerk □ Research Assistant □ Sales Assistant □ Sorting □ Statistical Clerk □ Stenographer □ Switchboard

Operator □ Systems Analyst □ Technical Writer □ Telemarketer □ Translator/Interpret □ Typist □ Underwriter

□ Skills - Office

□ Accounting □ Accounts Payable □ Accounts Receivable □ Banking □ Banking - Loan □ Banking – Operations □ Banking -

Reconciliation □ Collection

□ Financial □ General Office □ Graphic Design □ Helpdesk Technical

Phone □ Human Resources □ Insurance □ Insurance Claims □ Inventory

□ Lease Up □ Leasing □ Mailroom □ Management □ Marketing □ Mortgage □ Property

Management □ Public Relations

□ Purchasing □ Sales - Inbound □ Sales - Outbound □ Tax Credit □ Tax Prep □ Technical Writing □ Typesetting □ Wholesale




Experience – Labor/Industrial □ Air Conditioning

Mechanic □ Aluminum Welder □ Area Cleaner/Janitor □ Assistant

Maintenance □ Auto Tech □ Bindery Machine

Operator □ Boring Machine

Operator □ Carpenter □ Carpenters Helper □ Carpet Layer Helper □ CNC Operator □ Construction Worker □ Container Handler □ Crane Operator

□ Day Cleaner □ Diesel Mechanic □ Door Runner □ Dry Wall Hanger □ Dry Wall Taper □ Electrician □ Engineer □ Foundry □ General Labor □ Hand Nailer □ Heavy Equipment

Operator □ Housekeeper □ HVAC □ Industrial Engineer □ Inspector □ Installer

□ Jackhammer Operator

□ Janitorial □ Laborer □ Laminator □ Lathe Operator □ Laundry □ Lead Maintenance □ Machine Operator □ Machinist □ Maintenance Janitor □ Mechanic □ Mechanical Engineer □ Metal Cutter □ Millwright □ Offset Machine

Operator □ Order Pickers

□ Packer □ PageMaker □ Painter □ Picker/Packer □ Pipefitter □ Plasterer □ Plumber □ Plumbers Helper □ Porter □ Press Operator □ Roofer □ Sander □ Sheetmetal Worker □ Surveyor □ Tapers □ Technician □ Ticket Runner □ Tradesman Helper

□ Skills – Labor/Industrial

□ Anodizing □ Assembly □ Blue Print Reading □ Brake Press □ Cabinet Making □ Casual Labor □ Clean Room □ Clean Room

Assembly □ Concrete Work □ Construction □ Contract Labor □ Die Picking □ Drafting

□ Drill Press □ Fabricating Machine □ Fabrication □ Finishing □ General Maintenance □ Grinding □ Hydraulics □ Induction Machine □ Industrial □ Injection Molding □ Inspection □ Labor/Industrial □ Landscaping □ Light Industrial

□ Lithium Batteries □ Loader/Unloader □ Magnetic Assembly □ Make ready □ Manufacturing □ Material Handling □ Metal Finishing □ Packaging □ Packing □ Plastic Assembly □ Plastic Inspection □ Print Press □ Production □ Punch Press

□ Sand Blasting □ Sanitation □ Schematics □ Sewing □ Shipping/Receiving □ Silk Screening □ Sorting □ Spray Painting □ Stock Room □ Tool & Die □ Woodworking

□ Skills – Welding

□ ARC Welding □ MIG Welder

□ Solderer □ Stick Welder

□ TIG Welder □ Welder

Forklifts □ Aerial Lifts □ Cushion Tire Forklifts □ Electric Forklifts □ High-Capacity

Forklifts

□ Internal Combustion Forklifts

□ Narrow Aisle Forklifts Pallet Jacks

□ Personnel Lifts

□ Pneumatic Tire Forklifts

□ Reach Trucks □ Rider Pallet Trucks

□ Rough Terrain Forklifts

□ Scissor Lifts □ Side loaders

Trucking □ Class A - CDL □ Class B - CDL

□ Class C – CDL □ Delivery Driver

□ Dispatcher




Pay Set Up

If you would like to enroll in Direct Deposit, please select “Yes”.

If you would like to receive live checks, please select “No.”

Yes □ No □

I hear by authorize A-List Apartment Staffing, hereinafter called COMPANY, to initiate credit and, if necessary, debit entries and

adjustment for any credit entries in error to my:

□ Checking Account □ Savings Account

Indicated below, at the depository Financial Institution names below and to credit or debit the same from such account. I

acknowledge that the authority will remain in effect until I have cancelled it in writing in that the origination of ACH transactions to

my account must comply with the provisions of U.S. Law.

Information for Account:

Bank Name: ____________________________________

Branch: _______________________________________

City: __________________________________________

State: _________________________________________

Zip Code: ______________________________________

Routing ABA Number: ___________________________

Account Number: _______________________________

□ Checking □ Savings

* If you are interested in setting up direct deposit to more than one account, please contact your local branch office.

This authorization is to remain in full force and effect until COMPANY has received written notification from me of its termination in

such time, and in such manner as to afford COMPANY and Financial Institution a reasonable opportunity to act on it.

Name(s): _____________________________________________

ID Number: ____________________________________________




Please fill out the FIRST TWO lines indicated below. We will keep a copy of this timecard on file in your records in case we ever need

your signature on a time card.

Time Card

EMPLOYEE NAME:

EMPLOYEE PHONE NUMBER:

Employee Position:

Property Name:

Property Phone Number:

Week End Date Shift Start Lunch Start

Lunch End Shift End Regular Hours

Overtime Hours

Monday

Tuesday

Wednesday

Thursday

Friday

Saturday

Sunday

Total

*****Client must initial for overtime hours in order to be processed ***** Initials:

Client: Your signature represents your agreement with the terms and conditions as outlined on this timesheet. That the hours as shown are correct and that the work

was completed satisfactorily. Client assumes full responsibility thereof. Client also assumes all responsibility when placing worker in charge of the following, but not

limited to: keys, tools, money, etc. A-List Apartment Staffing shall not be responsible for any unlawful actions, injuries or harm caused by said employees. A-List

Apartment Staffing insurance may not cover said increases. Client also agrees to the terms of due upon receipt on all invoices.

Client Signature Date

Please return this time card to [email protected].

Do NOT fax it.

mailto:[email protected]




EMPLOYEE HANDBOOK

X Voluntary Quit Without Good Cause Chapter 1 – Section 1.1 – Subsection 1.1.1

One or more of the following conditions met by an employee constitutes a voluntary quit without good

cause connected. Failure to call A-List Apartment Staffing at assignments end with notification of availability Failure to call in availability at least 3 times weekly when not on an assignment Failure to notify A-List Apartment Staffing with a change of address or phone number Failure to accept suitable work Failure to notify a representative of A-List Apartment Staffing if employee is going to be late, absent, or

requesting to leave an assignment early (notifying the property is not sufficient notification) Receipt of an unemployment claim Working for another agency at the same property

X Acknowledgment of Receipt of Employee Handbook Chapter 1 – Section 1.1 – Subsection 1.1.2

The Employee Handbook contains important information about A-List Apartment Staffing, and I

understand that I should consult the Office Manager regarding any questions not answered in the

handbook. I have entered my employment relationship with A-List Apartment Staffing voluntarily and

understand that there is no specified length of employment. Accordingly, either A-List Apartment

Staffing or I can terminate the relationship at will, at any time, with or without cause, and with or

without advanced notice.

I understand and agree that no person other than the President may enter into an employment

agreement for any specified period or make any agreement contrary to A-List Apartment Staffing's

stated employment-at-will policy.

Since the information, policies, and benefits described herein are subject to change at any time, I

acknowledge that revisions to the handbook may occur, except to A-List Apartment Staffing's policy of

employment-at-will. All such changes will generally be communicated through official notices, and I

understand that revised information may supersede, modify, or eliminate existing policies. Only the

President of A-List Apartment Staffing can adopt any revisions to the policies in this handbook.

Furthermore, I understand that this handbook is neither a contract of employment nor a legally-

binding agreement. I have had an opportunity to read the handbook, and I understand that I may ask

my supervisor or any employee of the Human Resources Department any questions I might have

concerning the handbook. I accept the terms of the handbook. I also understand that it is my

responsibility to comply with the policies contained in this handbook, and any revisions made to it. I

further agree that if I remain with A-List Apartment Staffing following any modifications to the

handbook, I thereby accept and agree to such changes.

I have received a copy of A-List Apartment Staffing's Employee Handbook on the date listed below. I

understand that I am expected to read the entire handbook. I understand that this form will be

retained in my personnel file.

X Personnel Files Policy Chapter 1 – Section 1.1 – Subsection 1.1.3

A-List Apartment Staffing keeps certain records relating to your employment in a personnel file. The

documents contained within that file are the property of A-List Apartment Staffing and must be

maintained for government and A-List Apartment Staffing recordkeeping purposes. Some employment

records are kept in separate files, such as records relating to medical conditions and leave, records

relating to investigations, and records relating to I-9 requirements. All files connected with an

employee are considered strictly confidential, and access will be limited only to those who have a job-

related need to know the information and who have been authorized to see the file in question.

If an employee wishes to view the contents of his or her personnel file, the employee should report

during off-duty time or, with permission from his or her immediate supervisor, during work time to the

Human Resources office and file a written request with the records. The clerk will verify your identity

and show you to a table where you can view the contents of the file.

You may not take or alter any document found within your personnel file. If you disagree with one of

the documents, you may ask the Human Resources Manager for permission to add a document

containing your comments regarding the document with which you disagree.

X Worker’s Compensation Notice Chapter 1 – Section 1.2 – Subsection 1.2.1

COVERAGE: A-List Apartment Staffing has workers’ compensation insurance coverage from Acord in

the event of work-related injury or occupational disease. This coverage is effective from the date

notated at the bottom of this page next to the employee’s signature. Any injuries or occupational

diseases which occur on or after that date will be handled Accord . An employee or a person acting on

the employee’s behalf, must notify the employer of an injury or occupational disease not later than the

30th day after the date on which the injury occurs or the date the employee knew or should have

known of an occupational disease, unless the Texas Department of Insurance, Division of Workers’

Compensation (Division) determines that good cause existed for failure to provide timely notice. Your

employer is required to provide you with coverage information, in writing, when you are hired or

whenever the employer becomes, or ceases to be, covered by workers’ compensation insurance.

EMPLOYEE ASSISTANCE: The Division provides free information about how to file a workers’

compensation claim. Division staff will answer any questions you may have about workers’

compensation and process any requests for dispute resolution of a claim. You can obtain this

assistance by contacting your local Division field office or by calling 1-800-252-7031. The Office of

Injured Employee Counsel (OIEC) also provides free assistance to injured employees and will explain

your rights and responsibilities under the Workers’ Compensation Act. You can obtain OIEC’s

assistance by contacting an OIEC Property service representative in your local Division field office or by

calling 1-866-EZE-OIEC (1-866-393-6432). SAFETY VIOLATIONS HOTLINE: The Division has a 24 hour toll-

free telephone number for reporting unsafe conditions in the workplace that may violate occupational

health and safety laws. Employers are prohibited by law from suspending, terminating, or

discriminating against any employee because he or she in good faith reports an alleged occupational

health or safety violation. Contact the Division at 1-800-452-9595.

X Employee Acknowledgement for Workers’ Compensation Procedures Chapter 1 – Section 1.2 – Subsection 1.2.2

A-List Apartment Staffing is involved with a wide variety of Medical Providers for Workers’

Compensation. This helps provide the most timely and suitable, quality medical care in the event of an

injury on the job. Mercer requires post accidents drug testing. If an employee is clinically tested and

the results are positive, the employee will be terminated.

The following procedures must be followed for all work-related injuries and illnesses.

Report promptly all work-related injuries to your supervisor. Your supervisor will direct you to the

nearest authorized Occupational Medical Provider.

If it is a medical emergency, get medical care immediately, then notify your supervisor.

Complete a Worker’s Compensation Injured Employee Packet within 24 hours of the time of the injury.

Take post injury drug screen at the clinic.

After treatment, you must bring back to your supervisor the paperwork given to you at the clinic. This

will normally include the doctor’s report with any work restrictions and documentation that you did

take a drug test.

If employee does not pass the drug screen, A-List Apartment Staffing will not be responsible for any

charges incurred.

Please sign below to indicate that you have read and understand the procedures to follow in the event

of an injury.

X Authorization for Background Check Chapter 1 – Section 1.3 – Subsection 1.3.1

(Please read and sign this form in the space provided below. Your written authorization is necessary for

completion of the application process.)

I, ____________, hereby authorize A-List Apartment Staffing to investigate my background and

qualifications for purposes of evaluating whether I am qualified for the position for which I am

applying. I understand that A-List Apartment Staffing will utilize an outside firm or firms to assist it in

checking such information, and I specifically authorize such an investigation by information services

and outside entities of A-List Apartment Staffing's choice. I also understand that I may withhold my

permission and that in such a case, no investigation will be done, and my application for employment

will not be processed further.

X Search Policy Chapter 1 – Section 1.3 – Subsection 1.3.2

A-List Apartment Staffing reserves the right to conduct searches to monitor compliance with rules

concerning safety of employees, security of A-List Apartment Staffing and individual property, drugs

and alcohol, and possession of other prohibited items. "Prohibited items" includes illegal drugs,

alcoholic beverages, prescription drugs or medications not used or possessed in compliance with a

current valid prescription, weapons, any items of an obscene, harassing, demeaning, or violent nature,

and any property in the possession or control of an employee who does not have authorization from

the owner of such property to possess or control the property. "Control" means knowing where a

particular item is, having placed an item where it is currently located, or having any influence over its

continued placement. In addition to A-List Apartment Staffing premises, A-List Apartment Staffing may

search employees, their work areas, lockers, personal vehicles if driven or parked on A-List Apartment

Staffing property, and other personal items such as bags, purses, briefcases, backpacks, lunch boxes,




and other containers. In requesting a search, A-List Apartment Staffing is by no means accusing anyone

of theft, some other crime, or any other variety of improper conduct.

There is no general or specific expectation of privacy in the workplace of A-List Apartment Staffing,

Inc., either on the premises of A-List Apartment Staffing or while on duty. In general, employees should

assume that what they do while on duty or on A-List Apartment Staffing premises is not private. All

employees and all of the areas listed above are subject to search at any time; if an employee uses a

locker or other storage area at work, including a locking desk drawer or locking cabinet, A-List

Apartment Staffing will either furnish the lock and keep a copy of the key or combination, or else allow

the employee to furnish a personal lock, but the employee must give A-List Apartment Staffing a copy

of the key or combination. The areas in question may be searched at any time, with or without the

employee being present. As a rule, with the exception of items relating to personal hygiene or health,

no employee should ever bring anything to work or store anything at work that he or she would not be

prepared to show and possibly turn over to A-List Apartment Staffing officials and/or law enforcement

authorities.

All employees of A-List Apartment Staffing, Inc. are subject to this policy. However, any given search

may be restricted to one or more specific individuals, depending upon the situation. Searches may be

done on a random basis or based upon reasonable suspicion. "Reasonable suspicion" means

circumstances suggesting to a reasonable person that there is a possibility that one or more individuals

may be in possession of a prohibited item as defined above. Any search under this policy will be done

in a manner protecting employees' privacy, confidentiality, and personal dignity to the greatest extent

possible. A-List Apartment Staffing will respond severely to any unauthorized release of information

concerning individual.

No employee will ever be physically forced to submit to a search. However, an employee who refuses

to submit to a search request from A-List Apartment Staffing will face disciplinary action, up to and

possibly including immediate termination of employment.

X Conflict of Interest Chapter 1 – Section 1.3 – Subsection 1.3.3

The employee owes a duty of loyalty to A-List Apartment Staffing.

At all times when on duty, without regard to time or place, employees should devote their full

attention to A-List Apartment Staffing's business and their duties.

An employee must avoid any activity that conflicts with the interests of A-List Apartment Staffing.

An employee must disclose a potential conflict in advance.

Outside employment is prohibited unless approved by the employer in advance.

A-List Apartment Staffing will deny permission for such outside employment if at any point it adversely

affects the employee's ability, fitness, or readiness to work.

It is generally inadvisable to flatly prohibit all outside employment. Many people work two or three

jobs. The real concern should be with outside work that interferes with the employee's ability to be a

good employee for the employer. For example, an employer may legally prohibit any outside work for

a competitor of A-List Apartment Staffing; that conflicts with the working hours for A-List Apartment

Staffing; that undercuts A-List Apartment Staffing's image, mission, or goals; or that makes the

employee so tired that the employee cannot function effectively in the job he or she performs for A-

List Apartment Staffing.

Outside business interests, including passive or active investments, may be limited or prohibited by A-

List Apartment Staffing if they adversely affect the employee's work or A-List Apartment Staffing's

business operations.

An example of a conflict of interest would be that of an employee who attempts to work out his or her

own deals with A-List Apartment Staffing's clients. If the employee is essentially competing against A-

List Apartment Staffing, A-List Apartment Staffing would have the right to require the employee to give

up such an activity and to take appropriate corrective action.

A-List Apartment Staffing prohibits any activity or exchange of goods, property, or services that

significantly promotes, supports, or enables any business activity of a competitor, unless such activity

or exchange has been discussed and approved in advance by a designated supervisor. Such activities or

exchanges would include, but not be limited to, working for the competitor as either an employee or a

contractor, advertising the competitor in any way, becoming a creditor or landlord of the competitor,

or entering into any other kind of contractual arrangement whereby the competing business could be

furthered in any way.

X A-List Apartment Staffing Policies Chapter 2 – Section 2.1 – Subsection 2.1.1

Please stop and read. As much as we appreciate your effort, and would love to have you as our

employee, you must read our A-List Apartment Staffing policies below and sign.

All applicants must be interview-ready and dressed accordingly; meaning NO jeans, NO cut offs, NO

low-cut blouses, NO visible tattoos, NO facial piercings(s), NO unnatural hair colors, and NO open toed

shoes.

All cellphones must be OFF

Must have 2 forms of identification

For Maintenance Men:

• Work pants ONLY. NO jeans at any time.

• Solid sneakers or work boots.

• Solid colored, collar shirt or A-List Apartment Staffing T-Shirt (must be tucked in at all

times).

For Women:

• Professional dress attire.

• No low-cut tops or skirts above the knee

• No open-toed shoes

• No jeans

• No excessive make-up

NO CALL, NO SHOW, NO JOB!

Leaving an assignment before the established ending time, or out of dress code, pay for any worked

hours for the current week will be dropped to minimum wage.

You are responsible for your time sheet.

Time sheets are due Monday mornings no later than 10am.

Time sheets must be EMAILED to [email protected]

DO NOT FAX YOUR TIMESHEETS!

If you are assigned to more than one property during the same week, you must fill out a separate time

sheet per property.

You must call or text to check-in when arriving to an assignment.

X Attendance Policy Chapter 2 – Section 2.1 – Subsection 2.1.2

A-List Apartment Staffing expects all employees to conduct themselves in a professional manner during

their employment. This includes practicing good attendance habits. All employees should regard

coming to work on time, working their shift as scheduled, and leaving at the scheduled time as

essential functions of their jobs, i.e., good attendance habits form an integral part of every employee's

job description.

Among other things, "good attendance habits" mean the following:

• Appearing for work no sooner than 5 minutes prior to the start of the shift and no later

than the start of the shift;

• Being at your work station ready for work by the start of the shift;

• Remaining at your work station unless the needs of the job require being elsewhere,

except during authorized breaks (including restroom breaks);

• Taking only the time normally allowed for breaks;

• Remaining at work during your entire shift, unless excused by a supervisor;

• Not leaving work until the scheduled end of your shift, unless excused by a supervisor;

• Leaving promptly at the end of your shift, unless you have been given advance

permission from your supervisor to work past that point; and

• Calling in and personally notifying your supervisor or another member of management if

you are going to be either absent or tardy, unless a verifiable emergency makes it

impossible for you to do.

Under some circumstances, absence or tardiness on your part may be excused, but only if you give

proper notice of such a problem before the start of your shift. A-List Apartment Staffing needs

advanced notice of attendance problems so that other arrangements can be made to cover your

absence, if necessary. "Proper notice" means that you call A-List Apartment Staffing at a designated

number for such calls prior to the start of your shift and personally notify your supervisor or another

member of management about the problem, unless a verifiable emergency makes it impossible for you

to do so. It is not sufficient to call in and leave a message with a coworker or someone else who is not

in a supervisory position. Office staff have been instructed to route all such calls to supervisory

personnel. All supervisors and managers have been advised to make themselves available to take calls

such as these, so there should be no reason to worry that you will not be able to reach an appropriate

person to advise of your attendance problem. Similarly, A-List Apartment Staffing's telephone system

has been set up to allow your calls to go through promptly and to not route you to an answering

machine. If you fail to give proper notice of attendance problems in advance as explained in this policy,

you may be subject to disciplinary action, up to and possibly including discharge.

X Timecard Policies Chapter 2 – Section 2.1 – Subsection 2.1.3

All employees are:

• Required to turn in their timecards every Monday morning by 10am otherwise the time

card cannot be processed for payment that week.

• Required to handle their own time cards

• Prohibited from handling time cards of other employees

• Prohibited to make any changes or alterations to the time cards that are not pre-

approved by designated supervisors

• Prohibited from working “off the clock”

• Required to sign their own time cards

• Required to acquire a signature from a manager that certifies each time card to the

effect that the time card is accurate and completely reflects all time worked during the

period in question and that no hours were worked that do not show up on the card.

• Required to keep a copy of their time card at all times

• Required to follow up with the property on their own regarding getting their time card

signed

• Required to EMAIL or TEXT a picture of their time card to:

o [email protected]

o (972) 707-4400

• Required to follow up with A-List Apartment Staffing Office to confirm delivery of their

timecard.

• Required to get all overtime hours approved by a property manager

• Required to take their breaks as determined by Texas Law.






You are 100% responsible for completely filling out your timesheet, signing it yourself, and assuring

that it was signed, sent and received in our office by 10am on each Monday morning.

If Timesheets are not received by this time, without any ongoing communication with A-List Apartment

Staffing Office, you will not receive a check/direct deposit until the following pay period, no

exceptions.

We recommend that you take a picture of your timesheet once it has been signed, before it is emailed

and before you leave the assignment. Then ask the property to send it to us by email or text message,

in your presence.

If they are unable to send it at that moment, take a picture of your timesheet and email it or text it,

otherwise you run the risk of us not receiving it timely. Once you have given it to them, it is your

responsibility/your job to make sure that we have received it in our office my Monday. Call us before

then to make sure we have it; if we do not have it then it is your responsibility to make sure it’s signed

by the property manager and yourself, sent to us and that we received it. You may do so by faxing,

emailing or texting the signed and completed timesheet to us only. Do not send a timesheet that is not

completely filled out. That means EVERY BOX is filled out; Hours calculated for each day, Regular Hours

totaled at the bottom, overtime hours totaled at the bottom if any (ANY OVERTIME HOURS MUST BE

APPROVED AN INITIALED OFF BY THE PROPERTY MANAGER, NO EXCEPTIONS!), Lunch hours must be

recorded, and both you and the property manager’s signatures must be on the timesheet, and all the

other items listed above, for it to be valid and processed.

Otherwise, YOU WILL NOT BE PAID UNTIL WE RECEIVE THE COMPLETED TIMESHEET. THEN YOU WILL

BE PAID DURING THE FOLLOWING PAY PERIOD.

Our Pay week runs from Monday-Sunday, and check and/or direct or electronic deposits will be issued

on Thursdays. Checks may be picked up in our office at 8330 LBJ Freeway Suite 270 after 12:00 pm

Thursday, and before 4:30pm on Friday.

We will not be able to call to remind you and the property manager. We cannot process a timesheet if

it is not signed by the manger, so please make sure it is signed before sending it to us. ALWAYS MAKE

SURE YOU CALL US TO MAKE SURE WE RECEIVED THE EMAIL AT [email protected]

Call to confirm we received it after you send it, at our office at 972-707-4400.

We recommend that after you have it signed to take a picture of it, in the event that we don’t receive it

you may text and/or email that picture to us.

X Work Schedules and Recording of Work Time Chapter 2 – Section 2.1 – Subsection 2.1.4

A-List Apartment Staffing expects all employees to follow their assigned work schedules unless they

have made prior arrangements with their supervisors to work at different times. Employees should not

clock in prior to their assigned start times, nor should they clock out later than their assigned ending

times, unless they have been instructed by a supervisor to start work early or stop work late. Likewise,

employees should not clock in until they are ready and prepared to begin their assigned tasks, and

should not clock out unless they are completely finished with their work for the day.

A-List Apartment Staffing must maintain accurate time records on all employees, and each employee

bears primary responsibility for enabling A-List Apartment Staffing to do that. Properly recording work

time and complying with A-List Apartment Staffing's timekeeping procedures are in each

employee's job description, regardless of whether such duties are spelled out in such a document.

Employees must follow those procedures exactly. Failure to properly clock in and out is an imposition

on the other employees who must handle such negligence and will result in corrective action as

outlined below, and may adversely affect raise reviews and performance evaluations as well.

Each employee must fully and accurately record all time that he or she works each day, without

exception, according to the rules and procedures that apply in the department to which the employee

is assigned. No employee may alter or otherwise modify his or her time record, record work time for

another employee, or alter or modify in any way the time record of another employee, unless

specifically instructed or allowed to do so by a supervisor. No employee may work without properly

recording the time worked. At the end of each pay period, the employee must sign a certification on

the time record that the record accurately and completely reflects all time worked during the period in

question and that no hours were worked that do not show up in the record.

X Wage Deduction Authorization Agreement Chapter 2 – Section 2.2 – Subsection 2.2.1

I understand and agree that my employer, A-List Apartment Staffing, may deduct money from my pay

from time to time for reasons that fall into the following categories:

• Installment payments on loans or wage advances given to me by A-List Apartment

Staffing, and if there is a balance remaining when I leave A-List Apartment Staffing, the

balance of such loans or advances;

• If I receive a loan to cover the cost of the Basics of Leasing and Fair Housing Course.

• If I decide to rent the Make Ready Tool Bag from A-List and do not return something, I

will be charged the cost of the tool listed on the Make Ready Tool Bag Rental Agreement

and / or $200 to replace the missing tool(s).

• If I receive an overpayment of wages for any reason, repayment to A-List Apartment

Staffing of such overpayments (the deduction for such a repayment will equal the entire

amount of the overpayment, unless A-List Apartment Staffing and I agree in writing to a

series of smaller deductions in specified amounts);

• The cost to A-List Apartment Staffing of personal long-distance calls I may make, or

messages I may send, using A-List Apartment Staffing phones (land lines or cell phones)

or A-List Apartment Staffing accounts, of personal faxes sent by me using A-List

Apartment Staffing equipment or A-List Apartment Staffing accounts, or of non-work

related access to the Internet or other computer networks by me using A-List Apartment

Staffing equipment or A-List Apartment Staffing accounts;

• The cost of repairing or replacing any A-List Apartment Staffing supplies, materials,

equipment, money, or other property that I may damage (other than normal wear and

tear), lose, fail to return, or take without appropriate authorization from A-List

Apartment Staffing during my employment (except in the case of misappropriation of

money by me, I understand that no such deduction will take my pay below minimum

wage, or, if I am a salaried exempt employee, reduce my salary below its predetermined

amount)*;

I agree that A-List Apartment Staffing may deduct money from my pay under the above circumstances,

or if any of the above situations occur. I further understand that A-List Apartment Staffing has stated

its intention to abide by all applicable federal and Texas wage and hour laws and that if I believe that

any such law has not been followed, I have the right to file a wage claim with appropriate Texas and

federal agencies.

X Wage Overpayment / Underpayment Policy Chapter 2 – Section 2.2 – Subsection 2.2.2

A-List Apartment Staffing takes all reasonable steps to ensure that employees receive the correct

amount of pay in each paycheck and that employees are paid promptly on the scheduled paydays.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring

the discrepancy to the attention of the Payroll Manager so that corrections can be made as quickly as

possible. If the employee has been underpaid, A-List Apartment Staffing will pay the employee the

difference as soon as possible. If the employee has been paid in excess of what he or she has earned,

the employee will need to return the overpayment to A-List Apartment Staffing as soon as possible. No

employee is entitled to retain any pay in excess of the amount he or she has earned according to the

agreed-upon rate of pay. If a wage overpayment occurs, the overpayment will be regarded as an

advance of future wages payable and will be deducted in whole or in part from the next available

paycheck(s) until the overpaid amount has been fully repaid. Each employee will be expected to sign a

wage deduction authorization agreement authorizing such a deduction.

I understand this policy and agree to its terms, I acknowledge that any wage overpayment constitutes

an advance of future wages payable to me, and I give permission to A-List Apartment Staffing to deduct

any wage from any subsequent paycheck(s) to which I become entitled until the overpaid amount has

been fully repaid.

We ask that employees realize that pay errors are not intentional and that employees be

understanding if such an event occurs.

X Unemployment Benefits Chapter 2 – Section 2.2 – Subsection 2.2.3

To be eligible for benefits, each time you complete a full-time or part-time assignment for a temporary

help agency you must:

• Contact the temporary help agency according to the agency guidelines no later than the

next business day.

• Allow the temporary help agency three business days after your last assignment ends to

offer you a new assignment before you apply for benefits. Waiting three days does not

apply if you have an active claim and are submitting payment requests.

• Temporary help agencies are required to tell you the following:

• You must contact the temporary help agency immediately after the completion of each

assignment to receive another assignment.

• You may not qualify for unemployment benefits if you do not follow all of the temporary

help agency’s procedures

X Drug-Free Workplace Policy Chapter 3 – Section 3.1 – Subsection 3.1.1

A-List Apartment Staffing intends to help provide a safe and drug-free work environment for our clients

and our employees. With this goal in mind and because of the serious drug abuse problem in today's

workplace, we are establishing the following policy for existing and future employees of A-List

Apartment Staffing.

A-List Apartment Staffing explicitly prohibits:

The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription

medication without a prescription on A-List Apartment Staffing or Property premises or while

performing an assignment.

Being impaired or under the influence of legal or illegal drugs or alcohol away from A-List Apartment

Staffing or Property premises, if such impairment or influence adversely affects the employee's work

performance, the safety of the employee or of others, or puts at risk A-List Apartment Staffing's

reputation.

Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from A-List Apartment

Staffing or Property premises, if such activity or involvement adversely affects the employee's work

performance, the safety of the employee or of others, or puts at risk A-List Apartment Staffing's

reputation.

The presence of any detectable amount of prohibited substances in the employee's system while at

work, while on the premises of A-List Apartment Staffing or its Property’s, or while on A-List Apartment

Staffing business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken

in accordance with a prescription given to the employee.





A-List Apartment Staffing will conduct drug and/or alcohol testing under any of the following

circumstances:

RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing at any

interval determined by A-List Apartment Staffing.

FOR-CAUSE TESTING: A-List Apartment Staffing may ask an employee to submit to a drug and/or

alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol,

including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the

employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests

impairment or influence of drugs or alcohol, negative performance patterns, or excessive and

unexplained absenteeism or tardiness.

POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under

circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event

may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury"

means not only the one who was or could have been injured, but also any employee who potentially

contributed to the accident or injury event in any way.

If an employee is tested for drugs or alcohol outside of the employment context and the results

indicate a violation of this policy, or if an employee refuses a request to submit to testing under this

policy, the employee may be subject to appropriate disciplinary action, up to and possibly including

discharge from employment. In such a case, the employee will be given an opportunity to explain the

circumstances prior to any final employment action becoming effective.

X Drug and / or Alcohol Testing Consent Form Chapter 3 – Section 3.1 – Subsection 3.1.2

I hereby agree, upon a request made under the drug/alcohol testing policy of A-List Apartment

Staffing, to submit to a drug or alcohol test and to furnish a sample of my urine, breath, and/or blood

for analysis. I understand and agree that if I at any time refuse to submit to a drug or alcohol test under

A-List Apartment Staffing policy, or if I otherwise fail to cooperate with the testing procedures, I will be

subject to immediate termination. I further authorize and give full permission to have A-List Apartment

Staffing and/or its A-List Apartment Staffing physician send the specimen or specimens so collected to

a laboratory for a screening test for the presence of any prohibited substances under the policy, and

for the laboratory or other testing facility to release any and all documentation relating to such test to

A-List Apartment Staffing and/or to any governmental entity involved in a legal proceeding or

investigation connected with the test. Finally, I authorize A-List Apartment Staffing to disclose any

documentation relating to such test to any governmental entity involved in a legal proceeding or

investigation connected with the test.

I understand that only duly-authorized A-List Apartment Staffing officers, employees, and agents will

have access to information furnished or obtained in connection with the test; that they will maintain

and protect the confidentiality of such information to the greatest extent possible; and that they will

share such information only to the extent necessary to make employment decisions and to respond to

inquiries or notices from government entities.

I will hold harmless A-List Apartment Staffing, its company physician, and any testing laboratory A-List

Apartment Staffing might use, meaning that I will not sue or hold responsible such parties for any

alleged harm to me that might result from such testing, including loss of employment or any other kind

of adverse job action that might arise as a result of the drug or alcohol test, even if a A-List Apartment

Staffing or laboratory representative makes an error in the administration or analysis of the test or the

reporting of the results. I will further hold harmless A-List Apartment Staffing, its A-List Apartment

Staffing physician, and any testing laboratory A-List Apartment Staffing might use for any alleged harm

to me that might result from the release or use of information or documentation relating to the drug

or alcohol test, as long as the release or use of the information is within the scope of this policy and the

procedures as explained in the paragraph above.

This policy and authorization have been explained to me in a language I understand, and I have been

told that if I have any questions about the test or the policy, they will be answered.

I understand that A-List Apartment Staffing may require a drug screen and / or alcohol test under this

policy whenever I am involved in an on-the-job accident or injury under circumstances that suggest

possible involvement or influence of drugs or alcohol in the accident or injury event, and I agree to

submit to any such test.

X Smoking Policy Chapter 3 – Section 3.1 – Subsection 3.1.3

A-List Apartment Staffing maintains a smoke- and tobacco-free office. No smoking or other use of

tobacco products (including, but not limited to, cigarettes, pipes, cigars, snuff, or chewing tobacco) is

permitted in any part of the building or in vehicles owned, leased, or rented by A-List Apartment

Staffing. Employees may smoke outside in designated areas during breaks. When smoking or otherwise

using tobacco or similar products outside, do not leave cigarette butts or other traces of litter or

tobacco use on the ground or anywhere else. No additional breaks beyond those allowed under A-List

Apartment Staffing's break policy may be taken for the purpose of using tobacco or similar products.

Dispose of any litter properly in the receptacles provided for that purpose.

Please remember to conform to the smoking or tobacco use policies of our Property’s when working at

a Property's site.

All employees are expected to abide by this policy in all respects while at work, whether on A-List

Apartment Staffing premises, at a Property's site, or while in transit between work locations or

assignments, as well as while the employee is off duty, if the employee is on A-List Apartment Staffing

premises or in vehicles owned, leased, or rented by A-List Apartment Staffing. Being permitted to use

tobacco products during breaks is a privilege, as long as such use does not interfere with the

employee's work, fitness for duty, or professional appearance. If that privilege is abused, it may be

withdrawn altogether.

X Harassment and Disrespect Toward Others Chapter 3 – Section 3.2 – Subsection 3.2.1 To promote equal employment opportunity for all employees, A-List Apartment Staffing strives to

maintain an atmosphere of mutual respect and understanding in the workplace. Toward that end, A-

List Apartment Staffing considers the use of demeaning, belittling, humiliating, insulting, or other forms

of disrespectful language toward or about yourself or others to be unacceptable. One or more of the

following tests may be useful in determining whether particular terms are unacceptable under this

policy:

• Whether you would feel discriminated against or insulted if someone else who is

different from you were to use that term when referring to you or speaking to you

about someone else;

• Whether referring to yourself or another person in such a way would tend to segregate

yourself or others on a minority basis;

• Whether such terminology tends to perpetuate racial, ethnic, gender, or other minority

stereotypes; and

• Whether such terms would make a normal person feel belittled, needled, or picked on.

While the context of such statements can be important in judging whether the statements violate this

policy, in general, A-List Apartment Staffing will consider any such language unacceptable and will

follow up on any complaints it receives.

The following examples illustrate what is unacceptable under this policy (the list is not exhaustive and

is only a general guide):

• Slurs and other disrespectful terms relating to a person's race, color, religion, age,

national origin, citizenship status, gender, sexual orientation, gender identity or

expression, genetic information, or disability

• Excessive or habitual use of terms relating to a person's characteristics, if a reasonable

person would feel excluded, belittled, or singled out for unwanted attention through

such language

• Referring to people in terms of their assumed nationalities

• Words relating to gender stereotypes

• Profane or obscene references to yourself or others

It is no excuse that you apply an unacceptable term to yourself. Such terms inevitably disturb others,

even if they do not say so out loud. Further, they perpetuate unfavorable stereotypes and foster a

hostile work environment. While we are all different, and appreciate everything that makes us unique

individuals, there is no need to dwell upon those differences to the point where we become

preoccupied with ourselves and what separates us from one another. We are all employees here, we

are team members, and we are united in working to give our Property’s the best possible value and

experience with our A-List Apartment Staffing.

In sum, using unacceptable language in the workplace calls into question the speaker's maturity,

judgment, and suitability as a team member. Such language will not be tolerated. Depending upon the

severity and repeat nature of a particular offense, a violation of this policy will result in appropriate

corrective action, up to and potentially including termination of employment. A-List Apartment Staffing

hopes that no such action will be necessary, but will act where action is needed.

X Relationships Within The Workplace Chapter 3 – Section 3.2 – Subsection 3.2.2

Policy Regarding Interpersonal Relationships and Fraternization

While A-List Apartment Staffing A-List Apartment Staffing encourages a collegial and supportive

atmosphere at work for its employees, interpersonal relationships between employees may become a

concern if they have the effect of impairing the work of any employee; harassing, demeaning, or

creating a hostile working environment for any employee; disrupting the smooth and orderly flow of

work within the office; or harming the goodwill and reputation of A-List Apartment Staffing among its

Properties or in the community at large. For this reason, A-List Apartment Staffing A-List Apartment

Staffing reminds its employees that the following guidelines apply in their relations with other

employees, both on and off duty:

A supervisor should not engage in any form of relationship with a subordinate employee that could

potentially have the appearance of creating or promoting favoritism or special treatment for the

subordinate employee. In the event of such a relationship, the employees involved will be given the

opportunity to choose which of them will be reassigned to an alternative position where favoritism or

special treatment will not be an issue, or one or both employees may be subject to dismissal,

depending upon the nature of the situation. All employees, especially managers, are reminded that the

qualities of good judgment, discretion, and compliance with guidelines are all taken into account when

considering future advancement opportunities and salary increases.

If a relationship or social activity between two or more employees:

has the potential or effect of involving the employees, their coworkers, or A-List Apartment Staffing in

any kind of dispute or conflict with other employees or third parties;

interferes with the work of any employee;

creates a harassing, demeaning, or hostile working environment for any employee;

disrupts the smooth and orderly flow of work within the office, or the delivery of services to A-List

Apartment Staffing's clients or Properties;

harms the goodwill and reputation of A-List Apartment Staffing among its Properties or in the

community at large; or




tends to place in doubt the reliability, trustworthiness, or sound judgment of the persons involved in

the relationship,

the employee(s) responsible for such problems will be subject to counseling and/or disciplinary action,

up to and potentially including termination of employment, depending upon the circumstances.

No employee may use A-List Apartment Staffing equipment or facilities for furtherance of non-work-

related activities or relationships without the express advance permission of the office manager.

Employees who conduct themselves in such a way that their actions and relationships with each other

become the object of gossip among others in the office, or cause unfavorable publicity in the

community, should be concerned that their conduct may be inconsistent with one or more of the

above guidelines. In such a situation, the employees involved should request guidance from human

resources to discuss the possibility of a resolution that would avoid such problems. Depending upon

the circumstances, failure to seek such guidance may be considered evidence of intent to conceal a

violation of the policy and to hinder an investigation into the matter.

Friendships and social contacts between employees are not a matter of concern as long as they are

consistent with the above guidelines. Employees may address any questions on this policy to office

manager.

X Internet, Email, and Computer Use Policy Chapter 3 – Section 3.3 – Subsection 3.3.1

Policy Statement

The use of A-List Apartment Staffing clients’ electronic systems, including computers, fax machines,

and all forms of Internet/intranet access, is for A-List Apartment Staffing business and for authorized

purposes only. Brief and occasional personal use of the electronic mail system or the Internet is

acceptable as long as it is not excessive or inappropriate, occurs during personal time (lunch or other

breaks), and does not result in expense or harm to A-List Apartment Staffing or otherwise violate this

policy.

Use is defined as "excessive" if it interferes with normal job functions, responsiveness, or the ability to

perform daily job activities. Electronic communication should not be used to solicit or sell products or

services that are unrelated to A-List Apartment Staffing's business; distract, intimidate, or harass

coworkers or third parties; or disrupt the workplace.

Use of A-List Apartment Staffing computers, networks, and Internet access is a privilege granted by

management and may be revoked at any time for inappropriate conduct carried out on such systems,

including, but not limited to:

• Sending chain letters or participating in any way in the creation or transmission of

unsolicited commercial e-mail ("spam") that is unrelated to legitimate A-List Apartment

Staffing purposes;

• Engaging in private or personal business activities, including excessive use of instant

messaging and chat rooms (see below);

• Accessing networks, servers, drives, folders, or files to which the employee has not been

granted access or authorization from someone with the right to make such a grant;

• Making unauthorized copies of A-List Apartment Staffing files or other A-List Apartment

Staffing data;

• Destroying, deleting, erasing, or concealing A-List Apartment Staffing files or other A-List

Apartment Staffing data, or otherwise making such files or data unavailable or

inaccessible to A-List Apartment Staffing or to other authorized users of A-List

Apartment Staffing systems;

• Misrepresenting oneself or A-List Apartment Staffing;

• Violating the laws and regulations of the United States or any other nation or any state,

city, province, or other local jurisdiction in any way;

• Engaging in unlawful or malicious activities;

• Deliberately propagating any virus, worm, Trojan horse, trap-door program code, or

other code or file designed to disrupt, disable, impair, or otherwise harm either A-List

Apartment Staffing's networks or systems or those of any other individual or entity;

• Using abusive, profane, threatening, racist, sexist, or otherwise objectionable language

in either public or private messages;

• Sending, receiving, or accessing pornographic materials;

• Becoming involved in partisan politics;

• Causing congestion, disruption, disablement, alteration, or impairment of A-List

Apartment Staffing networks or systems;

• Maintaining, organizing, or participating in non-work-related Web logs ("blogs"), Web

journals, "chat rooms", or private/personal/instant messaging;

• Failing to log off any secure, controlled-access computer or other form of electronic

data system to which you are assigned, if you leave such computer or system

unattended;

• Using recreational games; and/or

• Defeating or attempting to defeat security restrictions on A-List Apartment Staffing

systems and applications.

Using A-List Apartment Staffing electronic systems to access, create, view, transmit, or receive racist,

sexist, threatening, or otherwise objectionable or illegal material, defined as any visual, textual, or

auditory entity, file, or data, is strictly prohibited. Such material violates A-List Apartment Staffing anti-

harassment policies and subjects the responsible employee to disciplinary action. A-List Apartment

Staffing's electronic mail system, Internet access, and computer systems must not be used to harm

others or to violate the laws and regulations of the United States or any other nation or any state, city,

province, or other local jurisdiction in any way. Use of A-List Apartment Staffing resources for illegal

activity can lead to disciplinary action, up to and including dismissal and criminal prosecution. A-List

Apartment Staffing will comply with reasonable requests from law enforcement and regulatory

agencies for logs, diaries, archives, or files on individual Internet activities, e-mail use, and/or computer

use.

Unless specifically granted in this policy, any non-business use of A-List Apartment Staffing's electronic

systems is expressly forbidden.

If you violate these policies, you could be subject to disciplinary action, up to and including dismissal.

Ownership and Access of Electronic Mail, Internet Access, and Computer

Files; No Expectation of Privacy A-List Apartment Staffing owns the rights to all data and files in any computer, network, or other

information system used in A-List Apartment Staffing and to all data and files sent or received using

any A-List Apartment Staffing system or using A-List Apartment Staffing's access to any computer

network, to the extent that such rights are not superseded by applicable laws relating to intellectual

property. A-List Apartment Staffing also reserves the right to monitor electronic mail messages

(including personal/private/instant messaging systems) and their content, as well as any and all use by

employees of the Internet and of computer equipment used to create, view, or access e-mail and

Internet content.

Employees must be aware that the electronic mail messages sent and received using A-List Apartment

Staffing equipment or A-List Apartment Staffing-provided Internet access, including web-based

messaging systems used with such systems or access, are not private and are subject to viewing,

downloading, inspection, release, and archiving by A-List Apartment Staffing officials at all times. A-List

Apartment Staffing has the right to inspect any and all files stored in private areas of the network or on

individual computers or storage media in order to assure compliance with A-List Apartment Staffing

policies and state and federal laws. No employee may access another employee's computer, computer

files, or electronic mail messages without prior authorization from either the employee or an

appropriate A-List Apartment Staffing official.

A-List Apartment Staffing uses software in its electronic information systems that allows monitoring by

authorized personnel and that creates and stores copies of any messages, files, or other information

that is entered into, received by, sent, or viewed on such systems. There is no expectation of privacy in

any information or activity conducted, sent, performed, or viewed on or with A-List Apartment Staffing

equipment or Internet access. Accordingly, employees should assume that whatever they do, type,

enter, send, receive, and view on A-List Apartment Staffing electronic information systems is

electronically stored and subject to inspection, monitoring, evaluation, and A-List Apartment Staffing

use at any time. Further, employees who use A-List Apartment Staffing systems and Internet access to

send or receive files or other data that would otherwise be subject to any kind of confidentiality or

disclosure privilege thereby waive whatever right they may have to assert such confidentiality or

privilege from disclosure. Employees who wish to maintain their right to confidentiality or a disclosure

privilege must send or receive such information using some means other than A-List Apartment

Staffing systems or A-List Apartment Staffing-provided Internet access.

A-List Apartment Staffing has licensed the use of certain commercial software application programs

for business purposes. Third parties retain the ownership and distribution rights to such software. No

employee may create, use, or distribute copies of such software that are not in compliance with the

license agreements for the software. Violation of this policy can lead to disciplinary action, up to and

including dismissal.

Confidentiality of Electronic Mail As noted above, electronic mail is subject at all times to monitoring, and the release of specific

information is subject to applicable state and federal laws and A-List Apartment Staffing rules, policies,

and procedures on confidentiality. Existing rules, policies, and procedures governing the sharing of

confidential information also apply to the sharing of information via commercial software. Since there

is the possibility that any message could be shared with or without your permission or knowledge, the

best rule to follow in the use of electronic mail for non-work-related information is to decide if you

would post the information on the office bulletin board with your signature.

It is a violation of A-List Apartment Staffing policy for any employee, including system administrators

and supervisors, to access electronic mail and computer systems files to satisfy curiosity about the

affairs of others, unless such access is directly related to that employee's job duties. Employees found

to have engaged in such activities will be subject to disciplinary action.

Electronic Mail Tampering Electronic mail messages received should not be altered without the sender's permission; nor should

electronic mail be altered and forwarded to another user and/or unauthorized attachments be placed

on another's electronic mail message.

Policy Statement for Internet/Intranet Browser(s)

The Internet is to be used to further A-List Apartment Staffing's mission, to provide effective service of

the highest quality to A-List Apartment Staffing and staff, and to support other direct job-related

purposes. Supervisors should work with employees to determine the appropriateness of using the

Internet for professional activities and career development. The various modes of Internet/Intranet

access are A-List Apartment Staffing resources and are provided as business tools to employees who

may use them for research, professional development, and work-related communications. Limited

personal use of Internet resources is a special exception to the general prohibition against the personal

use of computer equipment and software.

Employees are individually liable for any and all damages incurred as a result of violating A-List

Apartment Staffing security policy, copyright, and licensing agreements.

All A-List Apartment Staffing policies and procedures apply to employees' conduct on the Internet,

especially, but not exclusively, relating to: intellectual property, confidentiality, A-List Apartment

Staffing information dissemination, standards of conduct, misuse of A-List Apartment Staffing

resources, anti-harassment, and information and data security.




Personal Electronic Equipment A-List Apartment Staffing prohibits the use in the workplace of any type of camera phone, cell phone

camera, digital camera, video camera, or other form of recording device to record the image or other

personal information of another person, if such use would constitute a violation of a civil or criminal

statute that protects the person's right to be free from harassment or from invasion of the person's

right to privacy. Employees may take pictures and make recordings during non-working time in a way

that does not violate such civil or criminal statutes. A-List Apartment Staffing reserves the right to

report any illegal use of such devices to appropriate law enforcement authorities.

Due to the significant risk of harm to A-List Apartment Staffing's electronic resources, or loss of data,

from any unauthorized access that causes data loss or disruption, employees should not bring personal

computers or data storage devices (such as floppy disks, CDs/DVDs, external hard drives, USB / flash

drives, "smart" phones, iPods/iPads/iTouch or similar devices, laptops or other mobile computing

devices, or other data storage media) to the workplace and connect them to A-List Apartment Staffing

electronic systems unless expressly permitted to do so by A-List Apartment Staffing. To minimize the

risk of unauthorized copying of confidential A-List Apartment Staffing business records and proprietary

information that is not available to the general public, any employee connecting a personal computing

device, data storage device, or image-recording device to A-List Apartment Staffing networks or

information systems thereby gives permission to A-List Apartment Staffing to inspect the personal

computer, data storage device, or image-recording device at any time with personnel and/or electronic

resources of A-List Apartment Staffing's choosing and to analyze any files, other data, or data storage

devices or media that may be within or connectable to the data-storage device in question in order to

ensure that confidential A-List Apartment Staffing business records and proprietary information have

not been taken without authorization. Employees who do not wish such inspections to be done on

their personal computers, data storage devices, or imaging devices should not connect them to A-List

Apartment Staffing computers or networks.

Violation of this policy, or failure to permit an inspection of any device under the circumstances

covered by this policy, shall result in disciplinary action, up to and possibly including immediate

termination of employment, depending upon the severity and repeat nature of the offense. In

addition, the employee may face both civil and criminal liability from A-List Apartment Staffing, from

law enforcement officials, or from individuals whose rights are harmed by the violation.

X Social Media Use Policy Chapter 3 – Section 3.3 – Subsection 3.3.2

At A-List Apartment Staffing, we understand that social media can be a fun and rewarding way to share

your life and opinions with family, friends and co-workers around the world. However, use of social

media also presents certain risks and carries with it certain responsibilities. To assist you in making

responsible decisions about your use of social media, we have established these guidelines for

appropriate use of social media.

This policy applies to all associates who work for A-List Apartment Staffing, or one of its subsidiary

companies in the United States (A-List Apartment Staffing).

Managers and supervisors should use the supplemental Social Media Management Guidelines for

additional guidance in administering the policy.

GUIDELINES

In the rapidly-expanding world of electronic communication, social media can mean many things. The

term "social media" includes all means of communicating or posting information or content of any sort

on the Internet, including to your own or someone else's web log or blog, journal, or diary, personal

web site, social networking or affinity web site, web bulletin board, or a chat room, whether or not

associated or affiliated with A-List Apartment Staffing, as well as any other form of electronic

communication.

The same principles and guidelines found in A-List Apartment Staffing policies and three basic beliefs

apply to your activities online. Ultimately, you are solely responsible for what you post online. Before

creating online content, consider some of the risks and rewards that are involved. Keep in mind that

any of your conduct that adversely affects your job performance, the performance of fellow associates

or otherwise adversely affects members, Property’s, suppliers, people who work on behalf of A-List

Apartment Staffing or A-List Apartment Staffing’s legitimate business interests may result in

disciplinary action up to and including termination.

Know and follow the rules

Carefully read these guidelines, the A-List Apartment Staffing Statement of Ethics Policy, the A-List

Apartment Staffing Information Policy, and the Discrimination & Harassment Prevention Policy, and

ensure your postings are consistent with these policies. Inappropriate postings that may include

discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful

conduct will not be tolerated and may subject you to disciplinary action up to and including

termination.

Be respectful Always be fair and courteous to fellow associates, customers, members, suppliers, or people who

work on behalf of A-List Apartment Staffing. Also, keep in mind that you are more likely to resolved

work-related complaints by speaking directly with your co-workers or by utilizing our Open-Door Policy

than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or

criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as

malicious, obscene, threatening, or intimidating, that disparage customers, members, associates, or

suppliers, or that might constitute harassment or bullying. Examples of such conduct might include

offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a

hostile work environment on the basis of race, sex, disability, religion, or any other status protected by

law or A-List Apartment Staffing policy.

Be honest and accurate

Make sure you are always honest and accurate when posting information or news, and if you make a

mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the

Internet archives almost everything; therefore, even deleted postings can be searched. Never post any

information or rumors that you know to be false about A-List Apartment Staffing, fellow associates,

members, customer, suppliers, people working on behalf of A-List Apartment Staffing, or competitors.

Post only appropriate and respectful content

• Maintain the confidentiality of A-List Apartment Staffing trade secrets and private or

confidential information. Trade secrets may include information regarding the

development of systems, processes, products, know-how, and technology. Do not post

internal reports, policies, procedures, or other internal business-related confidential

communications.

• Respect financial disclosure laws. It is illegal to communicate or give a "tip" on inside

information to others so that they may buy or sell stocks or securities. Such online

conduct may also violate the Insider Trading Policy.

• Do not create a link from your blog, website, or other social networking site to a A-List

Apartment Staffing website without identifying yourself as a A-List Apartment Staffing

associate.

• Express only your personal opinions. Never represent yourself as a spokesperson for A-

List Apartment Staffing. If A-List Apartment Staffing is a subject of the content you are

creating, be clear and open about the fact that you are an associate and make it clear

that your views do not represent those of A-List Apartment Staffing, fellow associates,

members, customers, suppliers, or people working on behalf of A-List Apartment

Staffing. If you do publish a blog or post online related to the work you do or subjects

associated with A-List Apartment Staffing, make it clear that you are not speaking on

behalf of A-List Apartment Staffing. It is best to include a disclaimer such as "The

postings on this site are my own and do not necessarily reflect the views of A-List

Apartment Staffing."

Using social media at work

Refrain from using social media while on work time or on equipment we provide, unless it is work-

related as authorized by your manager or consistent with A-List Apartment Staffing Equipment Policy.

Do not use A-List Apartment Staffing e-mail addresses to register on social networks, blogs, or other

online tools utilized for personal use.

Retaliation is prohibited A-List Apartment Staffing prohibits taking negative action against any associate for reporting a possible

deviation from this policy or for cooperating in an investigation. Any associate who retaliates against

another associate for reporting a possible deviation from this policy or for cooperating in an

investigation will be subject to disciplinary action, up to and including termination.

Media contacts Associates should not speak to the media on A-List Apartment Staffing’s behalf without contacting the

Corporate Affairs Department. All media inquiries should be directed to them.










Documents

A-List Apartment STaffing Application for Employment