Loading...
CMB Parking Facilities GuidelinesCity of Miami Beach Parking Facilities City of Miami Beach Parking Facilities • Guidelines Updated August 2007 By Martin Narvaez Project Manager CMBPF Handbook/Index/Page -1- City of Miami Beach Parking Facilities Table of Contents Section A — Table of Contents — Cover 1 Introduction 2 Table of contents 3-6 Section 1 Standard Parking Hourly Employee Handbook 4 The Company 6 Your Responsibilities 10 Your Work Duties 21 Safety and Health 21 Your Pay and Work Hours 22 Your Benefits 27 Section 2 Standard Parking Salaried Employee Handbook 4 The Company 6 Your Responsibilities 9 Your Work Duties 18 Safety and Health 18 Your Pay And Work Hours 19 Your Benefits 22 Vacations 22 Section 3 Traffic Controller and Tickets Sellers 1 Introduction 2 Rules To Remember 3 City of Miami Beach Basic Radios Codes 4 City of Miami Beach Official Names 5 Standard Parking Organization Chart 5 Location Address, Spacing and Distribution 6 City Decals 8 Other Non Paying Customers 9 Paying Customers at Open Lots 9 Paying Customers at Parking Garages & 5A E, 5A W 9 Seller Instructions 10 Control Form for Ticket Books Given 11 Control Form for Ticket Books Returned 12 Parking Attendant Shift Report 13 Traffic Instructions 14 Rules of Conduct 15 Acknowledgment of Receipt 17 Section 4 Cashiers 1 Introduction 2 Rules To Remember 3 City of Miami Beach Basic Radios Codes 4 City of Miami Beach Official Names 5 Standard Parking Organization Chart 5 Location Address, Spacing and Distribution 6 City Decals 8 CMBPF Handbook/ Index/ Page - 2 - City of Miami Beach Parking Facilities Other Non Paying Customers 9 Paying Customers at Open Lots 9 Paying Customers at Parking Garages & 5A E, 5A W 9 Cash Handling Procedures 9 Getting Ready 10 Transactions Procedures 11 Validations 16 Parking Attendant Shift Report Sample 17 Manual Ticket Log .t 18 Handicap Form 19 No Charge Log 20 Lost Ticket Report 21 30 Minutes or Less 22 Manual Credit Card Transaction 23 Rules of Conduct 24 Acknowledge of Receipt 26 Section 5 Section 5.1 City of Miami Beach Expectations 1 Physical Audits 2 Section 5.2 Standard Parking Organization Chart 1 Decision Making Flow Chart 2 Supervisor's Responsibilities and Daily Task 3 Accountability 3 Cashier - 3 Traffic Controller 3 Access Control Equipment 3 Revenue Equipment 4 Facility 4 Communications 4 General Cash Handling Procedures 5 Brinks Daily Revenue Pick Up 6 Daily Revenue Bank Deposit . 7 Transaction Description 8 Memorandums 9 Welcome to the account from Senior Manager 10 Radios Checks & Reports 11 Mandatory Meetings 12 Use of the Company Vehicle 13 Breaks Clock In -Out 14 General Polices 15 Supervisor Responsibilities 16-17-18-19 Section 5.3 City of Miami Beach Parking Department Forms 1 Parking Attendant Shift Report 1 Pay on Foot Daily Report (13th Street Garages) 2 Pay on Foot Daily Report (12th Street Garages) 3 APS Station Daily Report (131 & 12th Street Garages) 4 APS Final Station Report Form (13th & 12th Street Garages) 5 Deposit Bag Verification Sheet Form 6 Deposit Slip Form 7 Attendant Shift Report Check List Form 8 CMBPF Handbook/ Index/ Page - 3 - City of Miami Beach Parking Facilities Manual Ticket Log Form 9 Handicapped Verification Form 10 No Charge Log Form 11 Lost Ticket Report Form 12 30 Minutes or Less Tag Form 13 Section 5.4 Transaction Procedures 1 Cash or Normal Transaction 1 Lost Tickets 1 Unreadable Ticket 1 TOPA 2 TOPA Second Day 2 Credit Card Payments 2 Validator not tacking credit cards 2 Credit card System down 2 M1 or City Wide 3 M2 or Municipal 3 M3 or City Hall 3 Disabled or Handicapped 4 Security Officers 4 City Employees without Ticket 4 Labor Employees 4 Standard Parking Employees 4 Standard Parking at 17A & 2A 4 Art Deco Permits 5 APS over the Limit during Flat Rate at 17A & 2A 5 Wolfsonian at 2A 5 FIU 5 Police Department 5 Validations Description 6 (M) Validations 6 MI or City Wide & M3 or City Hall 6 M2 or Municipals 6 M4 Standard Parking 6 Labor 6 Handicap 6 Art Deco 6 APS over the Limit 6 Wolfsonian 6 Section 5.5 Location Addresses, Spacing and Distribution 1 2A Garage 1 5A East 1 5A West 1 2A Garage 1 8A Garage 1 1G Garage 2 17A Garage 2 The Anchor Shops Garage 2 Section 5.6 Event Procedures & Description 1 Seller & Traffic Controllers 1 TOPA Events 1 CMBPF Handbook/Index / Page - 4 - City of Miami Beach Parking Facilities Procedures 1 Section 5.7 General Locations Remarks 1 2G Garage — Swing Supervisor "Friday" 1 2G Garage — Swing Supervisor "Saturday" 2 13th Street Garage 4 Anchor Garage Cash Handling 5 Anchor Validations 5 Section 5.8 City of Miami Beach Reports Descriptions & Samples 1 Parking Attendant Shift Report 1 Pay on Foot Daily Report (13th Street Garages) 2 Pay on Foot Daily Report (12th Street Garages) 3 APS Station Daily Report (13th & 12th Street Garages) 4 APS Final Station.Report Form (13th & 12th Street Garages) 5 Deposit Bag Verification Sheet Form 6 Deposit Slip Form 7 Attendant Shift Report Check List Form 8 Manual Ticket Log Form 9 Handicapped Verification Form 10 No Charge Log Form 11 Lost Ticket Report Form 12 30 Minutes or Less Tag Form 13 Section 5.9 Disciplinary Policies and Procedures 1 Disciplinary Sample 2-3-4 Section 5.10 Acknowledgement Receipt of Supervisor Handbook 1 Acknowledgment (Copy to keep in handbook) 1 Acknowledgment (Original to keep in personal file) 2 Mandatory Meeting Attendance 3 Mandatory Meeting Attendance 4 Handbooks Updates 5 CMBPF Handbook/Index/Page - 5- THIS EMPLOYEE HANDBOOK PURPOSE 4 MODIFICATION 4 ADHERENCE TO POLICIES 4 EMPLOYMENT AT WILL 5 CONFLICT 5 THE COMPANY 6 WHO WE ARE OUR MISSION STATEMENT 6 OUR COMMITMENT TO DIVERSITY 6 OUR POLICY AGAINST HARASSMENT 6 REPORTING ANY ILLEGAL OR UNETHICAL BEHAVIOR 7 YOUR RESPONSIBILITIES RULES OF CONDUCT 7 A rI BNDANCE 7 ALCOHOL AND DRUGS 8 SMOKING 10 NEATNESS & PERSONAL APPEARANCE/UNIFORMS 10 ASSISTING OUR CUSTOMERS 10 CUSTOMER CARS AND CONFIDENTIALITY 10 COURTESY AND RESPECT 11 GARAGE SERVICES 11 CASH HANDLING AND REVENUE COLLECTION 11 WORK STATIONS/CASHIER BOOTHS 12 VISITORS 12 SOLICITATIONS AND DISTRIBUTIONS 12 TELEVISION AND TELEPHONE USE 12 ELECTRONIC COMMUNICATIONS 13 KEEPING YOUR RECORDS CURRENT 14 NEPOTISM 14 YOUR DRIVER'S LICENSE 15 EMPLOYMENT REFERENCE REQUESTS 16 EMPLOYEE HANDBOOK Issued May 2007 1 HOURLY EMPLOYEES Supersedes all prior policies EMPLOYEE CARS 16 OTHER CONDUCT 16 YOUR WORK DUTIES 18 YOUR WORK SCHEDULE 18 SAFETY AND I-1 ALTH 18 YOUR PAY AND WORK HOURS 19, PAYCHECKS 19 OVERTIME 20 CALCULATING OVERTIME 20 OVERTIME COMPENSATION 20 PRIOR APPROVAL FOR OVERTIME 20 MEAL PERIODS 21 REST PERIODS 21 TIME RECORDS 21 SENIORITY 22 SERVICE AWARDS 22 YOUR BENEFITS 23 PAID LEAVE POLICIES 23 VACATION 23 HOLIDAYS 24 HOLIDAY PAY 24 PAID SICK LEAVE 25 0 IHER LEASTES 26 JURY/WITNESS LEAVE 26 BEREAVEMENT LEAVE 27 MILITARY LEAVE 28 PERSONAL LEAVES OF ABSENCE 28 WORKERS' COMPENSATION 30 INTEGRATION OF VACATION AND PAID SICK LEAVE WITH STATE DISABILITY INSURANCE AND WORKERS' COMPENSATION 31 FAMILY AND MEDICAL LEAVE (FMLA) 31 REASONS FOR LEAVE 31 NOTICE OF LEAVE 32 EMPLOYEE HANDBOOK Issued May 2007 2 HOURLY EMPLOYEES Supersedes all prior policies ) MEDICAL CERTIFICATION 32 REPORTING WHILE ON LEAVE 33 LEAVE IS UNPAID 33 MEDICAL AND OTHER BENEFITS 34 INTERMITTENT AND REDUCED SCHEDULE LEAVE 34 RETURNING FROM LEAVE 34 POLICY ADMINISTRATION 35 INTERRELATION OF LEAVES 35 OTHER EMPLOYEE BENEFITS 35 INSURANCE BENEFITS;401(K) PLAN 35 EMPLOYEE HANDBOOK Issued May 2007 3 HOURLY EMPLOYEES Supersedes all prior policies THIS EMPLOYEE HANDBOOK Purpose It is essential to our success that all employees strive to achieve the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to Because good communication is essential to the success of any business operation, we have developed this Employee Handbook to describe and acquaint you with many of the policies, procedures and benefits available to you as a employee. This Handbook replaces any previous understanding, practice, manual, handbook, policy or representation concerning the matters that it addresses (except as may be provided in a collective bargaining agreement). Should you need further explanation regarding any of the items described in this Handbook, or if you have questions that are not addressed, please contact your supervisor and/or your Human Resources representative. Modification While considerable effort has been made to provide clear and accurate information, the Handbook's contents may not necessarily be the final authority in any specific factual situation. Rather, the Handbook is intended simply as a guideline to help you understand some of our policies, procedures and present benefits (all prior handbooks and corresponding policies and procedures are superseded by this Handbook). It is important to understand, however, that with the exception of the Company's policy of "at -will" employment, all of the Company's policies, procedures and benefits (including but not limited to those described in this Handbook) may - and likely will - be changed, modified, deleted or amended from time to time as the Company deems appropriate to suit specific instances, with or without prior notification to employees. You are not to rely on any change to this Handbook, however, unless the change is expressed in a writing signed by the Senior Vice President or Vice President of Human Resources. Adherence to Policies All employees are required to adhere to and observe the Company's policies and practices at all times. Employees who fail to do so are subject to such disciplinary action as the Company concludes is appropriate, up to and including immediate discharge. EMPLOYEE HANDBOOK Issued May 2007 4. HOURLY EMPLOYEES Supersedes all prior policies Employment At Will Dissemination of this Handbook should not be considered as creating any sort of contract of continued employment (express or implied) or any contractual employee rights regarding personnel policies and procedures. Employment with is not for any defmite period of time, and may be terminated by or the employee at any time, with or without cause and with or without notice, unless a specific agreement to the contrary has been expressed in writing signed by the Company's Associate Counsel or a Senior Vice President (or more senior officer) of and the employee. right to terminate employment with or without cause or notice also applies, of course, to decisions regarding other terms of employment, including without limitation: promotion or demotion, transfer, compensation, benefits, duties and location of work. Any statements or promises to the contrary, whether oral or written, are hereby invalid and should not be relied upon by prospective or existing employees. Conflict The following provisions of this Handbook apply to you unless otherwise provided under applicable state law, or policies applicable to your specific parking facility(ies). If there is a conflict between any such provisions applicable state or federal law or a policy applicable to a specific facility, the terms of such law or site-specific policy will control. EMPLOYEE HANDBOOK Issued May 2007 5 HOURLY EMPLOYEES Supersedes all prior policies THE COMPANY Who We Are: Our Mission Statement: Our Commitment To Diversi : Our Policy Against Harassment: EMPLOYEE HANDBOOK Issued May 2007 6 HOURLY EMPLOYEES Supersedes all prior policies Reporting any Illegal or Unethical Behavior: YOUR RESPONSIBILITIES RULES OF CONDUCT It is essential to our success that all employees reflect the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to the Company. In turn, it is the Company's intent and desire to provide good jobs, with a fair day's pay for a fair day's work; to maintain safe and proper working conditions; to treat all employees fairly, without discrimination or favoritism; and to keep employees informed concerning what is expected of them. Your conduct, reflecting the guidelines outlined below, is the most visible and important measure that the public has in evaluating our performance. Your attention to each point is, therefore, extremely important. Violations of these guidelines may result in disciplinary action up to and including discharge. This list is not all-inclusive. Since it is impossible to list guidelines to cover every situation, the absence of an illustration from this list will not be the basis for avoiding disciplinary action when the Company believes such action is warranted Attendance Failure to observe scheduled working hours reduces productivity and places an unfair burden on fellow employees. You are expected to report to work as scheduled, and are to be at your work station in proper attire (this may include a uniform) and ready to begin work at the assigned starting time and again at the prescribed time after break and meal periods. EMPLOYEE HANDBOOK Issued May 2007 7 HOURLY EMPLOYEES Supersedes all prior policies On any occasion when you are unable to report to work due to an unscheduled absence (e.g., due to an illness or emergency), you must call your manager/supervisor at Least two hours prior to the starting time, or as soon as possible if the circumstances do not allow for such prior notice. You should advise your manager/supervisor of the reason for the absence, and tell him/her when you can be expected to return to work. If you are uncertain of the length of the absence required, you must call in each day in advance of the scheduled starting time and notify your manager/supervisor of the continued absence. YOU are responsible for ensuring that proper notice of absence or late arrival is given directly to your manager/supervisor; if you leave a message with a co-worker, you do so at your own risk If an absence is due to an illness or injury, you may be required to provide appropriate medical certification to support the absence and/or fitness to return to work. Failure to provide proper notification or certification of absence or lateness, as well as unexcused absences, late arrivals or early departures from work may result in disciplinary action, up to and including discharge. If you fail to report to work for three consecutive work days and fail to notify your manager/supervisor of the absence, you will be treated as if you have resigned from employment with the Company. Alcohol And Drugs Illegal drug use and alcohol misuse by employees threaten health and safety, harm productivity, and are contrary to the policies and expectations of the Company and its clients. The goals of the Company's policy on alcohol and drugs - which applies to all employees - are to (i) enhance safety and productivity, and (ii) outline the circumstances in which employees are subject to testing or discipline for violating the Company's drug -alcohol rules. You are expected to report to work free from the adverse effects of alcohol and drugs, and fit for duty. At all times you are working, operating Company or customer vehicles or equipment, or present on the Company premises, you are prohibited from: violating a client's drug -alcohol rules applicable to the facility at which you are working, EMPLOYEE HANDBOOK Issued May 2007 8 HOURLY EMPLOYEES Supersedes all prior policies a being under the influence of alcohol or illegal drugs or otherwise unfit to work safely, using, possessing, selling, distributing, buying or dispensing illegal drugs, or consuming or possessing alcohol. This policy does not prohibit the lawful use and possession of prescribed medications. You must, however, consult with your doctor about the medication's effect on your ability to work safely, and you must promptly disclose any restrictions to your manager/supervisor. You are not required to (and should not) disclose underlying medical conditions. Compliance with these rules is a condition of employment, and employees reasonably suspected of violating these rules are subject to discipline or discharge, depending on the circumstances. Employees also may be required to take and pass drug and alcohol tests when required by the Company's clients or the Company and when suspected of violating the Company's and/or client's drug and alcohol rules. The Company reserves the right to inspect all parts and aspects of its premises for illegal drugs or alcohol. All employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal illegal drugs or alcohol. If you refuse to cooperate in inspections you will be subject to appropriate disciplinary action up to and including discharge. Because a search might result in the discovery of personal possessions, we encourage you to avoid bringing to the workplace any personal property that you do not wish to reveal to the Company. "illegal drugs" are controlled substances determined by the federal government that are not being used under the supervision of a licensed health care professional or in accordance with law. "Under the influence of alcohol" means an alcohol concentration of .04 or more, or actions, speech, appearance or body odors that reasonably cause a manager/supervisor to conclude that an employee cannot work safely or effectively because of alcohol use. Positive test results and information about legal medication use will be maintained in secure files and kept confidential to the extent required by law. EMPLOYEE HANDBOOK Issued May 2007 9 HOURLY EMPLOYEES Supersedes all prior policies Smoking Smoking is prohibited in all of the Company's corporate offices, garage offices and cashier booths. Additionally, smoking is prohibited in all garage parking areas except as specifically authorized by the garage owner. Neatness & Personal Appearance/Uniforms Next to pleasant, courteous and prompt service, the most important business -builder is the neatness of both the garage and its employees. Take pride in yourself and where you work. If you have been provided with a uniform, you are expected to wear the complete uniform at all times while working, with the shirt buttons buttoned and ties properly in place. T-shirts with emblems or any visible printing should not be worn under your uniform. The only hats to be worn on duty are those that the Company provides. Your hair should be clean, combed and well-maintained in a businesslike style. Male employees are permitted to wear neat, well -trimmed beards, mustaches and/or sideburns. Employees working in garage facilities must wear identification badges at all times while on duty; badges shall be visible on the outermost garment at chest level. If you fail to comply with this policy, you can be prohibited from working. Violations of this policy may also result in disciplinary action. Assisting Our Customers Customer Cars and Confidentiality Smoking in customer cars is not permitted. NO EMPLOYEE IS TO DRIVE A CUSTOMER'S CAR OUT OF THE GARAGE IN ANY CIRCUMSTANCES, EVEN IF THE CUSTOMER AUTHORIZES YOU TO DO SO. Violation of this rule may subject you to immediate discharge. A car is never to be released to anyone other than the owner without the owner's written permission. EMPLOYEE HANDBOOK Issued May 2007 10 HOURLY EMPLOYEES Supersedes all prior policies No employee is to give out any information concerning our customers except as required by law. In addition any such requests for information should be directed to your manager/supervisor and/or the Human Resources Department. Courtesy and Respect Customers expect and deserve to be treated with respect at all times. Courteous conduct with customers is essential. Under no circumstances are you permitted to argue with a customer, even if you know you are correct. Use of profanity to a customer is strictly forbidden. Regardless of the circumstances, any lack of courtesy on your part may result in discharge. Garage Services We offer a variety of services (such as battery jumps, tire inflation, etc.) in our garages. While customers are free to tip if they desire, doing so is strictly voluntary, and we never charge for these services. Anyone found demanding payment for such services — or tips — at any time will be subject to immediate discharge. When working in a self -park garage, under no circumstances may an employee drive and/or assist a customer in parking his or her car. Cash Handling and Revenue Collection You are accountable for all receipts collected, for en -ors on the collection of parking tickets and for missing parking tickets. The Company may discharge an employee for mishandling revenue, failing to follow cash -handling procedures, misrepresentation of collections and receipts and/or for unsatisfactorily explained repeated errors in parking tickets and collections. The voiding of tickets must be done by a manager/supervisor or an employee with written authorization (where applicable). EMPLOYEE HANDBOOK Issued May 2007 11 HOURLY EMPLOYEES Supersedes all prior policies Work Stations/Cashier Booths You should not leave your assigned work station or area without permission from your manager/supervisor, except in the line of duty or in case of emergency. Cashiers should handle all transactions through the booth windows, with the door closed. Cashiers and other employees are not permitted to eat or drink in cashier booths except in those isolated instances where express authorization to the contrary is given. The booths must be kept neat with no notes taped in any location visible to the customer. Only employees and customers are allowed in the cashier area. Visitors Your friends or relatives are not permitted to visit you in Company facilities during working hours. Do not allow strangers to "hang around." You should not visit other employees who are working and should leave the premises when your shift ends. Solicitations and Distributions You are not permitted to distribute or circulate printed materials or make solicitations during working time or during non -working times in areas where it will disturb other employees. Distribution will not be permitted at any time, including working and non -working time, in working areas. Solicitation and distribution by non -employees on Company property or within the confines of Company premises is strictly prohibited. Television and Telephone Use Telephones and computers are for business purposes only. Incoming or outgoing personal telephone calls during working times must be kept to a minimum (i.e., emergency or urgent situations only). All personal toll calls must be reimbursed to the Company. EMPLOYEE HANDBOOK Issued May 2007 12 HOURLY EMPLOYEES Supersedes all prior policies TV watching is not allowed at any time. Failure to abide by this rule may subject you to immediate dismissal. Radios are allowed only if the manager/supervisor has authorized such use; radio volume must be kept at a reasonable level and radios should be kept out of sight. Electronic Communications All computerized, electronic and telephonic communication systems, and all communications and information transmitted by, received from or stored in these systems, are the property of the Company and thus are to be used solely for job-related purposes. Employees shall have no expectation of privacy in the use of such equipment. The use of any software and business equipment, including (but not limited to) facsimiles, computers and copy machines for private purposes is strictly prohibited without prior Company authorization. Further, employees are not permitted to use a code, access a file or retrieve any stored communication unless authorized to do so as part of their job responsibilities or unless they have received prior clearance from a Company officer. All pass codes are the property of the Company. No employee may use a pass code that has not been issued to that employee or that is unknown to the Company. Violation of this policy will result in discipline, up to and including discharge. "Violation" includes using e-mail and Internet access for personal use and using or installing personal software on a Company computer without prior written permission from the it Department and your manager/supervisor. To ensure that the use of electronic and telephonic communications systems and business equipment is consistent with the Company's legitimate business interests, authorized representatives of the Company may monitor the use of such equipment from time to time (in accordance with applicable law) to determine if such use is business-related. EMPLOYEE HANDBOOK Issued May 2007 13 HOURLY EMPLOYEES Supersedes all prior policies Keeping Your Records Current It is your responsibility to make sure that your manager/supervisor has a phone number at which you can be reached. If you have no phone at home, there still must be on record a phone number of a friend or relative through whom you can be reached if necessary. Any change of address or telephone number should be reported to your manager/supervisor. Notify your manager/supervisor immediately, in writing, of any change in your name, dependents, address, telephone number, tax withholding status or the identity of your insurance beneficiaries. Nepotism Relatives of current employees general will be considered for employment (as with all employees), on the basis of their qualifications. However, family or close personal ties between employees, particularly those working in the same department , has the potential to create conflicts of interest or the appearance of favoritism, and this leads to morale problems or spill-over conflicts in the workplace. For these reasons, where the hiring or employment of an employee's relative, spouse, significant other or friend(s) would result in the type of prohibited employment relationship identified below; the Company will not consider or accept such application for employment. The policy applies to the relatives of all employees, landlords, clients, competitors or appointed/elected public officials. "Relative" means: spouse, children, foster children, partners, "Step" relatives, "in-laws", grandparents, siblings, aunts, uncles, nieces, nephews, cousins, or any individual with whom an employee has a close personal relationship such as a domestic partner, co -habitant, or significant other. This policy applies to hiring and employment decisions affecting regular full and part-time positions only. Prohibited Employment Relationships Relatives The hiring of relatives is prohibited if employment would result in the creation of: EMPLOYEE HANDBOOK Issued May 2007 14 HOURLY EMPLOYEES Supersedes all prior policies • A supervisor/subordinate relationship between a relative and an employee. If a direct supervisory or managerial relationship would be established, relatives of a currently employed worker cannot be considered as applicants for an open position. • An actual conflict of interest or the appearance of a conflict of interest. Generally, this bars the hiring or employment of an employee's relatives in any position that has an auditing or control relationship to the employee's job or where one has access to tickets and the other to cash or revenue, or where one has access to tickets or revenue and the other works in the office or where one is a valet and the other controls distribution of keys. • A situation where one employee verifies either a cash or ticket count or schedules the work of another employee who is their relative. Relatives of Public Officials or Clients The relatives of public officials or clients may not be hired at any location unless permitted by law. General Counsel must be contacted before any such proposed hiring occurs so that the General Counsel can determine whether the proposed hiring is, in fact, permitted by applicable law. Marriages or Relationships Between Employees Employees, who marry, establish a close personal relationship with another employee or who, through marriage, create "in-law" relationships with another employee can continue in their current positions as long as a prohibited employment relationship is not created. When this situation occurs, Employee Relations in the Human Resources Department must be notified immediately. Failure to notify Employee Relations will be grounds for disciplinary action, up to and including termination. Your Driver's License If you drive customer cars or any motorized equipment as part of your job duties (even on an occasional basis), you must have a valid driver's license. You are responsible for: Checking your license periodically to be sure it has not expired Making sure you have your driver's license in you possession every day (proof of your licensed status will be required on a regular basis) Reporting any suspension or revocation of your license to your manager/supervisor immediately EMPLOYEE HANDBOOK HOURLY EMPLOYEES Issued May 2007 15 Supersedes all prior policies Some drivers may also be required to abide by federal or state Department of Transportation regulations and requirements, which may include maintaining a valid commercial driver's license (CDL). Employment Reference Requests Refer all employment reference requests to the Company's Payroll Department. Only the Payroll Department is authorized to disclose employment information upon the written authorization of the employee. Employee Cars Certain locations may allow employees to park their cars on Company property. Your manager/supervisor will advise you if applicable. If you are permitted to park your car on site, it must be parked in the assigned garage or lot only during working hours. You are not to work on your car or wash it on company property at any time. Friends and relatives are not permitted to park free at any time. Vehicles used for the sole purpose of dropping off employees are not permitted in the parking lots or garages. Other Conduct Examples of offenses which warrant disciplinary action include, but are not limited to, the following: Operating equipment without authority Violation of safety rules EMPLOYEE HANDBOOK Issued May 2007 16 HOURLY EMPLOYEES Supersedes all prior policies Loafing, failing to attend to work or other abuse of time Unsatisfactory work Changing schedules without manager/supervisor's approval Use of carry -on radios in shuttle vans; loud playing of radios or other types of sound equipment. Examples of offenses that warrant disciplinary action up to and including immediate suspension and/or discharge include, but are not limited to the following: Failure to immediately report any accident, or any loss or damage to customer or company equipment or property Failure to carry out reasonable instruction Willful destruction of Company property, the property of customers or co -employees, and/or public property Insubordination, including a refusal to obey a reasonable order, or swearing and/or using abusive or loud language toward managers or supervisors Using Company or customer vehicles for personal use without permission; carrying passengers or co -employees in customers' vehicles, driving a customer's car outside the facility Falsification of records (including, but not limited to time cards) or employment applications Sleeping on duty; abandoning your work post without prior approval Disorderly conduct, fighting, or attempting to fight in the workplace or while on duty Being discourteous to customers; swearing or use of abusive or obscene language with, or within proximity of customers Gambling on Company property EMPLOYEE HANDBOOK Issued May 2007 17 HOURLY EMPLOYEES Supersedes all prior policies Unauthorized possession of weapons Sexual or other harassment of fellow employees, management or customers, in violation of the Company's Policy Against Harassment Violations of he Company's Code of Business Conduct. YOUR WORK DUTIES All employees are informed of their employment duties and responsibilities at the time of hire. The Company may also require you to perform duties other than those you were originally hired to perform. YOUR WORK SCHEDULE Your work hours will be set when you begin employment, and thereafter are subject to adjustment at the Company's discretion. You may also be required to work overtime if business conditions require it. You may also be required to work overtime if business conditions require it. The Company reserves the right to require that you work at locations other than your home location based on business needs. At the company's sole discretion, you may also be transferred to a different location to an equivalent position with same pay, benefits and terms and conditions of employment SAFETY AND HEALTH The Company is committed to maintaining safe and health working conditions. It is your responsibility to do your part to help us achieve this goal. Because safety is everyone's job, each employee is expected to take all safety and health policies seriously and help enforce these policies within the workplace. The safety responsibilities of all employees include, but are not limited to, the following: Approach your job from the viewpoint of SAFETY - don't take risks. EMPLOYEE HANDBOOK Issued May 2007 18 HOURLY EMPLOYEES Supersedes all prior policies Come to work well -rested and alert. Eliminate fire and other hazards by practicing good housekeeping. Never block fire exits, extinguishers, fire alarm boxes, aisle ways, switches or power panels. Familiarize yourself with the location of the nearest outside exit from your work area. Wear proper safety equipment as required by job duties. Follow all safety instructions and policies relating to the performance of your job duties. Do not operate any machines, mechanical equipment, etc. unless you have been properly authorized to do so. Turn off all machinery when unattended or not in use, and when making repairs or cleaning it. Do not perform any task that calls for more than one person until the required number of persons are present. Bring to management's attention immediately any unsafe conditions that you may notice. Report all accidents or injuries to management immediately. Common sense is the most important rule of all, and should be used at all times. YOUR PAY AND WORK HOURS Paychecks For most facilities, paychecks currently are distributed every other Friday or on the nearest prior workday if Friday is a paid holiday. Certain facilities may establish different payday schedules with EMPLOYEE HANDBOOK Issued May 2007 19 HOURLY EMPLOYEES Supersedes all prior policies appropriate Company authorization. Your manager/supervisor will advise you of the applicable schedule. It may be possible to have your paycheck directly deposited to your bank account. Contact your manager/supervisor for further information. Overtime Overtime is required from time to time due to our commitment to meet client demands. You are expected to work a reasonable amount of overtime, as deemed necessary. Overtime will be scheduled as far in advance as possible to minimize any inconvenience to you. The following information outlines the rules governing overtime: Calculating Overtime Work Week and Work Day. For purposes of calculating overtime, the work day commences at 12:00 a.m. and ends at 11:59 p.m. The work week commences on Saturday at 12:00 a.m. and ends Friday at 11:59 p.m. Hours Worked. For purposes of overtime calculations, hours paid for time off for any reason (holiday, sick, vacation, meal, etc.) will not be deemed to be hours worked unless otherwise required by applicable state law or a collective bargaining agreement. Overtime Compensation Unless otherwise required by applicable state law or collective bargaining agreement, overtime compensation will be paid at 11/2 times the regular straight time hourly rate for all hours worked over 40 hours in any work week. Prior Approval for Overtime EMPLOYEE HANDBOOK Issued May 2007 20 HOURLY EMPLOYEES Supersedes all prior policies All overtime must be approved in advance by your manager/supervisor. The manager/supervisor who approves the overtime should initial your time card or sign your Weekly Attendance Record. While you will be paid if you work overtime without obtaining proper authorization, it will subject to you to discipline (up to and including discharge) for not having received proper prior authorization. Meal Periods Meal periods are unpaid and conditions governing your meal period will be set by your manager/supervisor according to your work requirements and applicable law. If you work in a location where meal areas or facilities are designated by the manager/supervisor, you may not eat meals at your work station unless you have a private office or are required to remain at your work station during the meal period. Rest Periods Employees who work eight hours consecutive hours during any workday will receive two paid 10 minute rest periods during each workday. Your manager/supervisor will set your break times with you. If you work less than eight hours you may receive paid rest breaks according to the number of hours worked. Time Records Your manager/supervisor will describe any applicable time recording requirements and will provide the appropriate form. You must punch or fill out a time card on a daily basis to record the starting time, meal break, quitting time and any other non -working, unpaid time. You are not to work any period of time before or after your scheduled starting and quitting time (whether for the purpose of making up time lost due to tardiness, absence or any other reason) except with the prior approval of your manager/supervisor. EMPLOYEE HANDBOOK Issued May 2007 21 HOURLY EMPLOYEES Supersedes all prior policies You may not punch or fill out time cards or time sheets for any other employee: the completion and accuracy of time cards is each employee's own responsibility. Your time card/sheet is a permanent legal record of time spent on the job. Therefore, falsifying or altering time records and/or punching someone else's card is cause for discipline up to and including immediate discharge. Seniority If you are hired by as a new employee, your seniority date will be the date that you begin working for . For most purposes and in most circumstances, if you are a former employee of a company that has merged with or been acquired by , or if you are an employee at a location where has taken over management from another company,. your seniority date will be the date that you started working for that company. However, you should check with your manager/supervisor to get your exact seniority date in those circumstances. If you have any questions about your effective seniority date, you should contact your manager/supervisor or the Human Resources Department. Service Awards As an employee of , you play a critical role in making our customers feel welcomed, appreciated and secure. The Company recognizes that this is one of the most important factors to the Company's success. Service awards are one of the ways in which the Company rewards employees for their commitment to and its success. We provide gifts to employees achieving their five, ten, fifteen, twenty, twenty-five, thirty and thirty -five-year service anniversaries. If you have any questions about your eligibility for a Service Award, please contact your supervisor or the Human Resources Department. EMPLOYEE HANDBOOK Issued May 2007 22 HOURLY EMPLOYEES Supersedes all prior policies YOUR BENEFITS PAID LEAVE POLICIES Vacation Eligible employees receive vacation time because we feel that it's vital to have time for rest and relaxation. In fact, our policy requires you to take at least five consecutive vacation days in a year. Vacation time is based on your cumulative service and is determined this way: First Year of Full -Time Employment: You will receive 5 days off (i.e., one week of vacation) in your first calendar year of employment if you began working between January 15` and June 30t . If you began working on or after July 15t, you may not take vacation time until the next calendar year (in which case such calendar year will be considered your second calendar year of employment for vacation purposes). No matter when you start, you may not take any vacation until you have been employed for at least four months. Calendar Years .of Employment Two through Four: You are eligible to take 10 vacation days per year. Calendar Years of Employment Five through Twelve: You are eligible to take 15 vacation days per year. Over Twelve Calendar Years of Employment: You are eligible to take 20 vacation days per year. Scheduling Vacation. To schedule your vacation, meet with your Manager/supervisor so that he or she can coordinate your vacation time with those of other employees. No Carry -Over. Vacation time is not cumulative from year-to-year, and any time not used before January 1 will be cancelled. You may, however, use earned vacation time in January of the following year as long as your vacation begins on or before December 31. EMPLOYEE HANDBOOK Issued May 2007 23 HOURLY EMPLOYEES Supersedes all prior policies Payment. You will be paid under the regular payroll schedule while you're on vacation. An advance on your salary is not permitted before vacation. You will not be paid in lieu of vacation time. Payment for unused days will be made only on termination of employment in accordance with state laws. Holidays The Company understands the importance of time away from work so that you can spend time celebrating observed holidays with your families and friends. For this reason, provides full-time employees with paid time off on the days observed by the Company as holidays. After you have worked for the Company for 60 days. you will be eligible for the following paid holidays: Regional Holidays New Year's Day Labor Day Memorial Day Thanksgiving Day Independence Day (4th of July) Christmas Day Prior to your eligible date, unless you are scheduled to work, you will receive the day off without pay. Holiday Pay "Holiday pay" is the amount paid to full-time employees in lieu of regular wages for Company - designated holidays, and is calculated for any given holiday by multiplying your regular pay rate by the number of regularly scheduled hours that you normally work on a non -holiday. For example, if: (1) your hourly rate is $6.00/hour and (2) you are regularly scheduled to work four 10 -hour days each EMPLOYEE HANDBOOK Issued May 2007 24 HOURLY EMPLOYEES Supersedes all prior policies week, then for a week in which a holiday occurred, you would receive $60.00 in holiday pay, in addition to 3 days of regular pay (assuming you worked those days). To be eligible for holiday pay, you must work your regularly scheduled hours the day before and the day after the holiday. Compensation If You Work On A Holiday If you work one of the Company's established holidays, you will be paid at "time and a half' for all hours worked on the holiday in addition to any holiday pay for which you are eligible. Because holiday hours are not actually hours worked, they are not considered when calculating overtime pay for the week in which a holiday falls. Paid Sick Leave If you are a full-time employee who has worked for the Company for 6 months or more, you are eligible for paid sick leave. You should only take sick leave (i) when you are too sick to work; or, (ii) to schedule doctor, dentist or eye examinations or treatments when appointments can't be made after workine hours: If you use sick time for scheduled appointments, you must notify your supervisor at least two days in advance of the day you plan to be gone. If you fail to notify your supervisor it will be considered a violation of the Company's policy. Also, be aware that regulations applying to family and medical leave may also apply to sick leave. For instance, depending on the circumstances, leave taken under this policy will count against leave you are entitled to under the Family and Medical Leave Act and the Company's Family and Medical Leave Policy. reserves the right to investigate your absences and may request a doctor's note. Calculatine Sick Time The sick time available to you accrues at the rate of one-sixth day per month (2 days per year), beginning from your first full month of work. For example, if you start on May 9, your sick days start accruing in June, EMPLOYEE HANDBOOK Issued May 2007 25 HOURLY EMPLOYEES Supersedes all prior policies the first full month of work for . Because you would not be eligible under this policy during your first six months of employment, you would not receive sick leave benefits during your first six months of employment, or, until December Under this example, you will have accrued one full sick day. You can accrue and "carry over" unused sick days from one year to the next, up to a maximum of 10 days of paid sick leave. Payment Sick Leave benefits will be at your regular rate of pay and for the number of hours you are scheduled to work on a single day, as of the last week that you worked prior to the leave. Sick Leave benefits are not paid upon separation from the Company, and you may not use paid sick leave once you have given notice of resignation. OTHER LEAVES Jury/Witness Leave If you are called to serve as a juror or to appear as a witness in a trial, you will be given as much time as needed to fulfill your civic obligations. You will be reinstated to your former position with no loss of benefits or seniority, provided you report for work as soon as your witness/jury leave is completed. Pay While On Leave Full-time employees who are summoned for service on a jury or as court witnesses will receive their regular pay (minus the amount of pay received for witness/jury duty) for up to four weeks in a one- year period. EMPLOYEE HANDBOOK Issued May 2007 26 HOURLY EMPLOYEES Supersedes all prior policies If you are participating in the Company's insurance programs, and your witness/jury duty leave exceeds four weeks, you will be responsible for submitting to the Company your portion of the insurance premium payments during the unpaid leave period. Documentation Needed If you are called for service, you must show your summons to your manager/supervisor on the first working day after receiving the notice. Your manager/supervisor will approve the leave unless the critical nature of your work calls for an employer -requested postponement of or release from duty. Your leave will begin on the day you are scheduled to appear. You will be expected to call your manager/supervisor weekly to keep him/her advised about your expected return to work. You must report for work as soon as witness/jury duty is completed. If you are excused by the Court on any day during your period of jury/witness service, you will be expected to come in to work. Bereavement Leave The Company understands your need to spend time away from work to attend to family matters during times of bereavement and provides the following leave benefits for full-time employees: after you have worked for for 6 months, you may take up to 3 days paid leave due to the death of an immediate family member (spouse, parents, grandparents, children, brothers, sisters, parents-in-law, grandchildren) and 1 day for extended family. With appropriate documentation, you may be granted an additional two days of leave when the death or funeral requires out-of-state travel. All eligible employees must notify their manager/supervisor about the applicable details in any given case. EMPLOYEE HANDBOOK Issued May 2007 27 HOURLY EMPLOYEES Supersedes all prior policies Military Leave If you volunteer for or are called to U.S. Reserve or National Guard duty/training, submit copies of your military orders to your manager/supervisor and request leave as soon as possible after receiving the orders. If you volunteer for or are called to active military duty, you should request a leave of absence from your manager/supervisor as soon as possible upon receiving your orders. The Company will grant an unpaid military leave of absence for the period of military service, in accordance with applicable federal and state laws. When you return from military leave, you will be reinstated to your former or an equivalent position, provided you notify the Human Resources Department of your interest in returning to work within 90 days of discharge from active service or 30 days of discharge from Reserve or National Guard duty/training. If your military leave lasts longer than 30 days and you decide to continue participating in the Company's insurance programs, you will be responsible for submitting to the Company the full cost of the insurance premium in order to continue any group insurance coverage. Personal Leaves of Absence Full-time employees who have one year or more of service with the Company may be eligible for a personal leave of absence without pay. This type of leave may be granted for up to six months at management's sole discretion for urgent personal reasons (e.g., personal or family tragedy). Personal leaves will be granted only after the employee has used all accrued annual vacation and personal days. EMPLOYEE HANDBOOK Issued May 2007 28 HOURLY EMPLOYEES Supersedes all prior policies Written requests for such leaves stating the reason for the leave must be submitted to the manager/supervisor and the Human Resources Department as soon as is possible under the circumstances. Requests for any extensions of personal leave (in writing) must be submitted to and approved by the manager/supervisor and the Human Resources Department. In no case may a personal leave of absence last longer than 6 months. Vacation time, sick leave and personal time and other benefits will not accrue during the personal leave. You will be responsible for submitting to the Company the full cost of the insurance premium in order to continue any group insurance coverage during any personal leave. Return To Work From Personal Leave Upon a timely return from an approved leave of absence or any extension thereof, the Company will attempt to return an employee to his or her former position, or to a comparable position for which the employee is qualified if available, provided that the employee is able to perform the essential job functions of the position. Because, however, the Company's need to fill a position may override its ability to hold a position open until an employee returns from his or her leave, the Company cannot assure that it will be able to return an employee to any position after an approved leave. The Company has the sole discretion to determine what constitutes a "comparable position" and whether the employee is qualified to perform it. A comparable position may include one in another facility within the same city or geographical location as the employee's former position. If an employee refuses to accept any position offered within one calendar week after such offer, the employee will be deemed to have resigned, at which time the employee will be notified of any applicable conversion rights and/or rights to group health plan coverage. If neither the employee's same position nor a comparable position for which the employee is qualified is available at the end of the leave of absence, employment will be terminated. EMPLOYEE HANDBOOK Issued May 2007 29 HOURLY EMPLOYEES Supersedes all prior policies Employee's Obligation To Notify of Return To Work It is the employee's responsil-ility to contact the Human Resources Department at least two weeks before the leave will end to initiate his or her return to work and job placement. Failure to make contact at least two weeks before the leave ends could affect consideration for and the availability of job openings. If the employee does not make contact by the time the leave expires, he or she will be considered as having voluntarily resigned his or her employment. Failure To Return to Work Upon Expiration of Leave Period An employee who fails to return from an approved leave of absence (including any approved extensions thereof) when the leave expires will be considered as having voluntarily resigned his or her employment. The length of a leave of absence is the specified period determined and approved by the Company at the time of the request for the leave of absence or any request for an extension thereof. Employees who do not request an extension of leave prior to the end of a leave will be expected to return upon the originally approved return date. Workers' Compensation In accordance with state law, you will be paid benefits (lost salary and medical expenses) if you become ill or injured as a result of a work-related accident. The amount and duration of these benefits are specified by law based upon the nature and circumstances of your illness or injury. EMPLOYEE HANDBOOK Issued May 2007 30 HOURLY EMPLOYEES Supersedes all prior policies You must notify your manager/supervisor immediately if you have an accident, or become ill or injured on the job. Failure to timely report any accident, illness or injury may affect your eligibility for benefits. Employees who file fraudulent claims for workers' compensation will be subject to discipline up to and including immediate discharge, and may be subject to criminal prosecution. Integration Of Vacation And Paid Sick Leave With State Disability Insurance And Workers' Compensation The Company may require, or you may elect, to integrate vacation and paid sick leave with State Disability Insurance (SDI) (where applicable) and Workers' Compensation benefits as follows: you first receive those SDI or Workers' Compensation benefits for which you are eligible (if any), and then receive your accrued vacation and/or paid sick leave (for which you are otherwise eligible) to total 100% of your regular pay until all accrued vacation and paid sick leave is used. Such integration is at your option during a workers' compensation leave. Integration of vacation also is optional during a pregnancy disability leave. During all other leaves, the Company will require such integration in accordance with applicable laws. FAMILY AND MEDICAL LEAVE (FMLA) Under the Family and Medical Leave Act, employees are eligible (i) to take up to 12 weeks of unpaid family/medical leave as set forth below within any 12 month period, and (ii) to be restored to the same or an equivalent position upon the employee's return from leave if the employee: (1) has worked for the Company for at least 12 months and worked at least 1,250 hours in the Last 12 months; and (2) is employed at a worksite that has 50 or more employees within a 75 mile radius. The "12 -month period" is measured backward from the date a leave under this policy is to begin. Reasons For Leave EMPLOYEE HANDBOOK Issued May 2007 31 HOURLY EMPLOYEES Supersedes all prior policies Eligible employees may take family/medical leave for any of the following reasons: (1) the birth of a child and in order to care for such child; (2) the placement of a child with the employee for adoption or foster care; (3) to care for a spouse, child, or parent (a "covered family member") with a serious health condition; or (4) because of the employee's own serious health condition that renders the employee unable to perform the functions of the employee's position. Leave taken due to reasons (1) or (2) must be completed within the 12 month period beginning on the date of birth or placement. In addition, spouses employed by the Company who request leave because of reasons (1) or (2) or to care for an ill parent may only take a combined aggregate total of 12 weeks leave for such purposes during any 12 month period. Employees may not be granted an FMLA leave to gain employment or work elsewhere, including self- employment. If employees misrepresent facts in order to be granted an FMLA leave, employees will be subject to immediate discharge. Notice of Leave If an employee's need for family/medical leave is foreseeable, the employee must give the Company at least 30 days prior written notice. Failure to do so may be grounds for delay of leave. Where the need for leave is not foreseeable, employees are expected to notify the Company as soon as practicable, generally within 1 to 2 business days of learning of the need for leave. To request a leave, employees should use the Request for Family/Medical Leave forms that are available from the Human Resources Department. Medical Certification If an employee is requesting leave because of the employee's own or a covered family member's serious health condition, the employee and the relevant health care provider must supply appropriate medical certification. Employees may obtain Medical Certification Forms from the Human Resources Department. The medical certification must be provided within 15 days after it is requested, or as soon as reasonably possible under the circumstances. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided. The Company, at its expense, may require an examination by a second, Company designated health care provider if the Company reasonably doubts the medical certification the employee initially EMPLOYEE HANDBOOK Issued May 2007 32 HOURLY EMPLOYEES Supersedes all prior policies provides. If the second health care provider's opinion conflicts with the original medical certification, the Company, at its expense, may require a third, mutually agreeable health care provider to conduct an examination and provide a final and binding opinion. The Company also may require medical recertification periodically during the leave, and an employee may be required to present a fitness -for - duty verification upon returning to work after a leave taken due to the employee's own illness. Reporting While On Leave Employees taking leave because of the employee's own serious health condition or to care for a covered family member may be required to contact the employee's manager/supervisor on a regular basis to keep the manager/supervisor informed regarding the status of the condition and the employee's intention to return to work. For leaves for other purposes, an employee may be required to report periodically regarding current status and the employee's intent to return to work. Leave Is Unpaid Family/medical leave is unpaid leave. If an employee requests leave because of a birth, adoption or foster care placement of a child, or to care for a covered family member with a serious health condition, the employee's accrued paid vacation and personal days must first be used in lieu of the corresponding amount of unpaid family/medical leave. If an employee requests leave because of the employee's own serious health condition, the accrued paid vacation, personal days and sick time to which the employee is entitled must first be used in lieu of the corresponding amount of unpaid family/medical leave. During a leave for a pregnancy -related disability, an employee is not required to use vacation and personal days, but may elect to do so. An employee will not be required to use vacation, personal days or sick time if the employee is receiving state disability or workers' compensation benefits during the leave, but may elect to do so, although an employee may not receive more than an amount equal to 100% of his or her salary from a combination of the paid time and state disability or workers' compensation benefits. The receipt of disability or workers' compensation benefits or the substitution of paid leave time for unpaid leave time does not extend the 12 -week family/medical leave period. EMPLOYEE HANDBOOK Issued May 2007 33 HOURLY EMPLOYEES Supersedes all prior policies Medical And Other Benefits During an approved family/medical leave, the Company will maintain the employee's health benefits as if the employee had continued to be actively employed. To the extent paid leave is substituted in lieu of unpaid family/medical leave, the Company will deduct any employee portion of the health plan premium as a regular payroll deduction. To the extent the employee's leave is unpaid, the employee must pay his or her portion of the premium during the leave, and the employee should be mindful of the fact that his or her group health care coverage may cease if the employee's premium payment is more than 30 days late. If an employee does not return to work at the end of the leave period, the employee may be required to reimburse the Company for the cost of health care premiums paid by the Company for maintaining coverage during the employee's unpaid leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control. Intermittent and Reduced Schedule Leave Leave that is required because of a serious health condition may be taken intermittently (in separate blocks of time due to a single covered health condition) or on a reduced schedule leave (reducing the usual number of hours an employee works per work week or work day) if medically necessary. If leave is unpaid, the Company will reduce the employee's salary based on the amount of time actually worked. In addition, while an employee is on an intermittent or reduced schedule leave, the Company may temporarily transfer the employee to an available alternative position which better accommodates the employee's recurring leave and which has equivalent pay and benefits. Returning From Leave An employee who wishes to return to work at the expiration of his or her family/medical leave is entitled to return to the same position or to an equivalent position with equal pay, benefits and other terms and conditions of employment. An employee taking leave because of the employee's own serious health condition is required to provide medical certification that the employee is fit to resume EMPLOYEE HANDBOOK Issued May 2007 34 HOURLY EMPLOYEES Supersedes all prior policies work. Employees failing to provide return -to -work medical certification will not be permitted to resume work until it is provided. Policy Administration This policy is intended to comply (and will be administered in accordance) with the Family and Medical Leave Act of 1993 and any applicable regulations, definitions and law thereunder, as well as any state family or medical leave laws granting additional rights that are applicable to employees employed in such states. Interrelation of Leaves Any leave taken pursuant to this policy, other Company policies, or a law which qualifies as leave under the FMLA, CFRA or any applicable state family or medical leave act, will be counted against (i) the employee's available leave under the applicable Company policy or policies, collective bargaining agreement and/or law, as well as (ii) the available leave under the FMLA, CFRA or applicable state law, to the extent permitted by such applicable law. OTHER EMPLOYEE BENEFITS Insurance Benefits;401(k) Plan The Company is committed to providing a total compensation package to its employees. To that end, we offer the following comprehensive benefits package to eligible employees: After the applicable eligibility waiting period, full-time hourly employees become eligible for Company -paid Life Insurance benefits equal to $10,000. Employees also receive Accidental Death and Dismemberment coverage for the same amount. At many locations, full-time hourly employees are also eligible for Medical/Dental. Finally, all employees (except employees participating in a union -sponsored retirement plan) are eligible to enroll in the Employee Savings & Retirement Trust and Plan on the first of the quarter following one year of employment in which the employee has worked at least 1,000 hours. Employees may elect to contribute, via payroll deduction, up to 15% of their EMPLOYEE HANDBOOK Issued May 2007 35 HOURLY EMPLOYEES Supersedes all prior policies salary (pre-tax) on which the first 4% will be matched $.50 per $1.00 by the company. This money will then be invested in various funds of your choice; where it will continue to earn interest. Open enrollment periods are January, April, July and October. A summary plan description (SPD) which explains coverage of your benefits in greater detail is available. The actual plan documents, which are available by making a written request to the Company, are the final authority in all matters relating to benefits described in this Handbook or in the SPD and will govern in the event of any conflict. Additionally, the Company reserves the right to change or eliminate any benefits at any time in accordance with applicable law. In addition, during your orientation, you should receive a personalized benefits briefmg that outlines the benefits being offered at your location. You may also contact the Human Resources Department with specific questions. EMPLOYEE HANDBOOK Issued May 2007 36 HOURLY EMPLOYEES Supersedes all prior policies ACKNOWLEDGMENT OF RECEIPT OF HANDBOOK I acknowledge having received a copy of the company's Employee Handbook and I agree to read and become familiar with its contents. The Handbook replaces any previous understanding, practice, manual, handbook, policy or representation concerning the subject matters that it covers. My employment relationship with the Company is voluntary, and there is no specified length of employment. This Employee Handbook is not intended to express or imply any contractual obligation by the Company to continue, or to follow any stated policy or procedure with respect to employment. Employment is at -will and I understand that I have the unrestricted right to terminate my employment at any time with or without cause or prior notice. The Company may terminate or change the terms of my employment (including without limitation terms regarding promotion or demotion, transfer, compensation, benefits, duties and location of work) with or without cause or prior notice. All guidelines, policies, benefits and procedures in this Handbook may be changed from time to time at the discretion of the Company, and no revision to the Company's policy of at -will employment will be effective unless expressed in writing signed by me and an officer of the Company holding the position of Executive Vice President (or higher). Employee Name (print) Employee Signature Date Received EMPLOYEE HANDBOOK Issued May 2007 37 HOURLY EMPLOYEES Supersedes all prior policies THIS EMPLOYEE HANDBOOK PURPOSE 4 MODIFICATION 4 ADHERENCE TO POLICIES 4 • EMPLOYMENT AT WILL 4 CONFLICT 5 THE COMPANY 6 WHO WE ARE 6 OUR MISSION STATEMENT 6 OUR COMMITMENT TO DIVERSITY 6 OUR POLICY AGAINST HARASSMENT 6 REPORTING ANY ILLEGAL OR UNETHICAL BEHAVIOR 6 YOUR RESPONSIBILITIES 7, RULES OF CONDUCT 7 Ai I ENDANCE 7 ALCOHOL AND DRUGS 8 SMOKING 9 NEATNESS & PERSONAL APPEARANCE/UNIFORMS 9 ASSISTING OUR CUSTOMERS 10 CUSTOMER CARS AND CONFIDENTIALITY 10 COURTESY AND RESPECT 10 GARAGE SERVICES 10 CASH HANDLING AND REVENUE COLLECTION 11 VISITORS 11 SOLICITATIONS AND DISTRIBUTIONS 11 TELEVISIONS AND TELEPHONE USE 11 ELECTRONIC COMMUNICATIONS 11 KEEPING YOUR RECORDS CURRENT 12 NEPOTISM 12 YOUR DRIVER'S LICENSE 14 EMPLOYMENT REFERENCE REQUESTS 14 EMPLOYEE CARS 14 OTHER CONDUCT 15 YOUR WORK DUTIES 16 EMPLOYEE HANDBOOK Issued May 2007 1 SALARIED EMPLOYEES Supersedes all prior policies YOUR WORK SCHEDULE 16 SAFETY AND HEALTH 16 YOUR PAY AND WORK HOURS 17 PAYCHECKS 17 OVERTIME 17 EXEMPT EMPLOYEES 18 NON-EXEMPT EMPLOYEES 18 CALCULATING OVERTIME 18 OVERTIME COMPENSATION 18 PRIOR APPROVAL FOR OVERTIME 19 MEAL PERIODS 19 REST PERIODS 19 TIME RECORDS 19 SENIORITY 20 SERVICE AWARDS 20 YOUR BENEFITS 20, PAID LEAVE POLICIES 20 VACATION 21 HOLIDAYS 22 HOLIDAY PAY 23 PAID SICK LEAVE 23 ANNUAL ACCRUALS 25 PAYMENT 25 LONG TERM DISABILITY 25 PERSONAL DAYS 26 OTHER LEAVES 26 JURY/WITNESS LEAVE 26 PAY WHILE ON LEAVE 27 BEREAVEMENT LEAVE 27 MILITARY LEAVE 28 PERSONAL LEAVES OF ABSENCE 28 WORKERS' COMPENSATION 30 INTEGRATION OF VACATION AND PMD SICK LEAVE WITH STATE DISABILITY INSURANCE AND WORKERS' COMPENSATION 30 FAMILY AND MEDICAL LEAVE (FMLA) 30 REASONS FOR LEAVE 32 NOTICE OF LEAVE 32 MEDICAL CERTIFICATION 32 REPORTING WHILE ON LEAVE 33 LEAVE IS UNPAID 33 EMPLOYEE HANDBOOK Issued May 2007 2 SALARIED EMPLOYEES Supersedes all prior policies MEDICAL AND OTHER BENEFITS 34 EXEMPTION FOR HIGHLY COMPENSATED EMPLOYEES 34 INTERMITTENT AND REDUCED SCHEDULE LEAVE 34 RETURNING FROM LEAVE 35 POLICY ADMINISTRATION 35 INTERRELATION OF LEAVES 35 OTHER EMPLOYE BENEFITS 36 INSURANCE BENEFITS ;40 1(K) PLAN 36 EDUCATIONAL ASSISTANCE 37 REIMBURSEMENT 37 EMPLOYEE HANDBOOK Issued May 2007 3 SALARIED EMPLOYEES Supersedes all prior policies THIS EMPLOYEE HANDBOOK Purpose It is essential -to our success that all employees strive to achieve the highest possible standards in the performance of their rcvonsibilities. In so doing, you bring credit to yourself as well as to . Because good communication is essential to the success of any business operation, we have developed this Employee Handbook to describe and acquaint you with many of the policies, procedures and benefits available to you as a employee. This Handbook replaces any previous understanding, practice, manual, handbook, policy or representation concerning the matters that it addresses (except as may be provided in a collective bargaining agreement). Should you need further explanation regarding any of the items described in this Handbook, or if you have questions that are not addressed, please contact your supervisor and/or your Human Resources representative. Modification While considerable effort has been made to provide clear and accurate information, the Handbook's contents may not necessarily be the final authority in any specific factual situation. Rather, the Handbook is intended simply as a guideline to help you understand some of our policies, procedures and present benefits (all prior handbooks and corresponding policies and procedures are superseded by this Handbook). It is important to understand, however, that with the exception of the Company's policy of "at -will" employment, all of the Company's policies, procedures and benefits (including but not limited to those described in this Handbook) may - and likely will - be changed, modified, deleted or amended from time to time as the Company deems appropriate to suit specific instances, with or without prior notification to employees. You are not to rely on any change to this Handbook, however, unless the change is expressed in a writing signed by the Senior Vice President or Vice President of Human Resources. Adherence to Policies All employees are required to adhere to and observe the Company's policies and practices at all times. Employees who fail to do so are subject to such disciplinary action as the Company concludes is appropriate, up to and including immediate discharge. Employment At Will EMPLOYEE HANDBOOK Issued May 2007 4 SALARIED EMPLOYEES Supersedes all prior policies Dissemination of this Handbook should not be considered as creating any sort of contract of continued employment (express or implied) or any contractual employee rights regarding personnel policies and procedures. Employment with is not for any definite period of time, and may be terminated by or the employee at any time, with or without cause and with or without notice, unless a specific agreement to the contrary has been expressed in writing signed by the Company's Associate Counsel or a Senior Vice President (or more senior officer) of and the employee. 's right to terminate employment with or without cause or notice also applies, of course, to decisions regarding other terms of employment, including without limitation: promotion or demotion, transfer, compensation, benefits, duties and location of work. Any statements or promises to the contrary, whether oral or written, are hereby invalid and should not be relied upon by prospective or existing employees. Conflict The following provisions of this Handbook apply to you unless otherwise provided under applicable state law. If there is a conflict between any such provisions applicable state or federal law will prevail. EMPLOYEE HANDBOOK Issued May 2007 5 SALARIED EMPLOYEES Supersedes all prior policies THE COMPANY Who We Are: Our Mission Statement: Our Commitment To Diversity: Our Policy Against Harassment: Reporting any Illegal or Unethical Behavior: EMPLOYEE HANDBOOK Issued May 2007 6 SALARIED EMPLOYEES Supersedes all prior policies YOUR RESPONSIBILITIES RULES OF CONDUCT It is essential to our success that all employees reflect the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to the Company. In turn, it is the Company's intent and desire to provide good jobs, with a fair day's pay for a fair day's work; to maintain safe and proper working conditions; to treat all employees fairly, without discrimination or favoritism; and to keep employees informed concerning what is expected of them. Your conduct, reflecting the guidelines outlined below, is the most visible and important measure that the public has in evaluating our performance. Your attention to each point is, therefore, extremely important. Violations of these guidelines may result in disciplinary action up to and including discharge. This list Ls not all-inclusive. Since it is impossible to list guidelines to cover every situation, the absence of an illustration from this list will not be the basis for avoiding disciplinary action when the Company believes such action is warranted Attendance Failure to observe scheduled working hours reduces productivity and places an unfair burden on fellow employees. You are expected to report to work as scheduled, and are to be at your work station in proper attire (this may include a uniform) and ready to begin work at the assigned starting time and again at the prescribed time after break and meal periods. On any occasion when you are unable to report to work due to an unscheduled absence (e.g., due to an illness or emergency), you must call your manager/supervisor at least two hours prior to the starting time, or as soon as possible if the circumstances do not allow for such prior notice. You should advise your manager/supervisor of the reason for the absence, and tell him/her when you can be expected to return to work. If you are uncertain of the length of the absence required, you must call in each day in advance of the scheduled starting time and notify your manager/supervisor of the continued absence. YOU are responsible for ensuring that proper notice of absence or late arrival is given directly to your manager/supervisor; if you leave a message with a co-worker, you do so at your own risk. If an absence is due to an illness or injury, you may be required to provide appropriate medical certification to support the absence and/or fitness to return to work. Failure to provide proper notification or certification of absence or lateness, as well as unexcused absences, late arrivals or early departures from work may result in disciplinary action, up to and including discharge. EMPLOYEE HANDBOOK Issued May 2007 7 SALARIED EMPLOYEES Supersedes all prior policies If you fail to report to work for three consecutive work days and fail to notify your manager/supervisor of the absence, you will be treated as if you have resigned from employment with the Company. Alcohol And Drugs Illegal drug use and alcohol misuse by employees threaten health and safety, harm productivity, and are contrary to the policies and expectations of the Company and its clients. The goals of the Company's policy on alcohol and drugs - which applies to all employees - are to (i) enhance safety and productivity, and (ii) outline the circumstances in which employees are subject to testing or discipline for violating the Company's drug -alcohol rules. You are expected to report to work free from the adverse effects of alcohol and drugs, and fit for duty. At all times you are working, operating Company or customer vehicles or equipment, or present on the Company premises, you are prohibited from: • violating a client's drug -alcohol rules applicable to the facility at which you are working, being under the influence of alcohol or illegal drugs or otherwise unfit to work safely, using, possessing, selling, distributing, buying or dispensing illegal drugs, or • consuming or possessing alcohol. This policy does not prohibit the lawful use and possession of prescribed medications. You must, however, consult with your doctor about the medication's effect on your ability to work safely, and you must promptly disclose any restrictions to your manager/supervisor. You are not required to (and should not) disclose underlying medical conditions. Compliance with these rules is a condition of employment, and employees reasonably suspected of violating these rules are subject to discipline or discharge, depending on the circumstances. Employees also may be required to take and pass drug and alcohol tests when required by the Company's clients or the Company and when suspected of violating the Company's and/or client's drug and alcohol rules. The Company reserves the right to inspect all parts and aspects of its premises for illegal drugs or alcohol. All employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal illegal drugs or alcohol. If you refuse to cooperate in inspections you will be subject to appropriate disciplinary action up to and including discharge. Because a search might result in the discovery of personal possessions, we encourage you to avoid bringing to the workplace any personal property that you do not wish to reveal to the Company. EMPLOYEE HANDBOOK Issued May 2007 8 SALARIED EMPLOYEES Supersedes all prior policies "Illegal drugs" are controlled substances determined by the federal government that are not being used under the supervision of a licensed health care professional or in accordance with law. "Under the influence of alcohol" means an alcohol concentration of .04 or more, or actions, speech, appearance or body odors that reasonably cause a manager/supervisor to conclude that an employee cannot work safely or effectively because of alcohol use. Positive test results and information about legal medication use will be maintained in secure files and kept confidential to the extent required by law. Smoking Smoking is prohibited in all of the Company's Support offices, garage offices and cashier booths. Additionally, smoking is prohibited in all garage parking areas except as specifically authorized by the garage owner. Neatness & Personal Appearance/Uniforms Next to pleasant, courteous and prompt service, the most important business -builder is the neatness of both the garage and its employees. Take pride in yourself and where you work. If you have been provided with a uniform, you are expected to wear the complete uniform at all times while working, with the shirt buttons buttoned and ties properly in place. T-shirts with emblems or any visible printing should not be worn under your uniform. The only hats to be worn on duty are those that the Company provides. Your hair should be clean, combed and well-maintained in a businesslike style. Male employees are permitted to wear neat, well - trimmed beards, mustaches and/or sideburns. Employees working in garage facilities must wear identification badges at all times while on duty; badges shall be visible on the outermost garment at chest level. If you fail to comply with this policy, you can be prohibited from working. Violations of this policy may also result in disciplinary action. EMPLOYEE HANDBOOK Issued May 2007 9 SALARIED EMPLOYEES Supersedes all prior policies Assisting Our Customers Customer Cars and Confidentiality Smoking in customer cars is not permitted. NO EMPLOYEE IS TO DRIVE A CUSTOMER'S CAR OUT OF THE GARAGE IN ANY CIRCUMSTANCES, EVEN IF THE CUSTOMER AUTHORIZES YOU TO DO SO. Violation of this rule may subject you to immediate discharge. A car is never to be released to anyone other than the owner without the owner's written permission. No employee is to give out any information concerning our customers except as required by law. In addition, any such requests for information should be directed to your manager/supervisor and/or the Human Resources Department in the Chicago Support office. Courtesy and Respect Customers expect and deserve to be treated with respect at all times. Courteous conduct with customers is essential. Under no circumstances are you permitted to argue with a customer, even if you know you are correct. Use of profanity to a customer is strictly forbidden. Regardless of the circumstances, any lack of courtesy on your part may result in discharge. Garage Services We offer a variety of services (such as battery jumps, tire inflation, etc.) in our garages. While customers are free to tip if they desire, doing so is strictly voluntary, and we never charge for these services. Anyone found demanding payment for such services — or tips — at any time will be subject to immediate discharge. When working in a self -park garage, under no circumstances may an employee drive and/or assist a customer in parking his or her car. EMPLOYEE HANDBOOK Issued May 2007 10 SALARIED EMPLOYEES Supersedes all prior policies Cash Handling and Revenue Collection The Company may discharge an employee for mishandling revenue, failing to follow cash - handling procedures (or, in case of managers, to enforce those procedures), misrepresentation of collections and receipts a-id/or for unsatisfactorily explained repeated errors in parking tickets and collections. The voiding of tickets must be done by a manager/supervisor or an employee with written authorization (where applicable). Visitors Your friends or relatives are not permitted to visit you in Company facilities during working hours. Do not allow strangers to "hang around." Solicitations and Distributions You are not permitted to distribute or circulate printed materials or make solicitations during working time or during non -working times in areas where it will disturb other employees. Distribution will not be permitted at any time, including working and non -working time, in working areas. Solicitation and distribution by non -employees on Company property or within the confines of Company premises is strictly prohibited. Televisions and Telephone Use Telephones are for business purposes only. Incoming or outgoing personal telephone calls during working times must be kept to a minimum (Le., emergency or urgent situations only). All personal toll calls must be reimbursed to the Company. TV watching is not allowed at any time. Failure to abide by this rule may subject you to immediate dismissal. Radios are allowed only if the manager/supervisor has authorized such use; radio volume must be kept at a reasonable level and radios should be kept out of sight. Electronic Communications EMPLOYEE HANDBOOK Issued May 2007 11 SALARIED EMPLOYEES Supersedes all prior policies All computerized, electronic and telephonic communication systems, and all communications and information transmitted by, received from or stored in these systems, are the property of the Company and thus are to be used solely for job-related purposes. Employees shall have no expectation of privacy in the use of such equipment. The use of any software and business equipment, including (but not limited to) facsimiles, computers and copy machines for private purposes is strictly prohibited without prior Company authorization. Further, employees are not permitted to use a code, access a file or retrieve any stored communication unless authorized to do so as part of their job responsibilities or unless they have received prior clearance from a Company officer. All pass codes are the property of the Company. No employee may use a pass code that has not been issued to that employee or that is unknown to the Company. Violation of this policy will result in discipline, up to and including discharge. "Violation" includes using e-mail and Internet access for personal use and using or installing personal software on a Company computer without prior written permission from the IT Department and your manager/supervisor. To ensure that the use of electronic and telephonic communications systems and business equipment is consistent with the Company's legitimate business interests, authorized representatives of the Company may monitor the use of such equipment from time to time (in accordance with applicable law) to determine if such use is business-related. Keeping Your Records Current It is your responsibility to make sure that your manager/supervisor has a phone number at which you can be reached. If you have no phone at home, there still must be on record a phone number of a friend or relative through whom you can be reached if necessary. Any change of address or telephone number should be reported to your manager/supervisor. Notify your manager/supervisor immediately, in writing, of any change in your name, dependents, address, telephone number, tax withholding status or the identity of your insurance beneficiaries. Nepotism Relatives of current employees general will be considered for employment (as with all employees), on the basis of their qualifications. However, family or close personal ties between employees, particularly those working in the same department , has the potential to create conflicts of interest or EMPLOYEE HANDBOOK issued May 2007 12 SALARIED EMPLOYEES Supersedes all prior policies the appearance of favoritism, and this leads to morale problems or spill-over conflicts in the workplace. For these reasons, where the hiring or employment of an employee's relative, spouse, significant other or friend(s) would result in the type of prohibited employment relationship identified below; the Company will not consider or accept such application for employment. The policy applies to the relatives of all employees, landlords, clients, competitors or appointed/elected public officials. "Relative" means: spouse, children, foster children, partners, "Step" relatives,"in-laws", grandparents, siblings, aunts, uncles, nieces, nephews, cousins, or any individual with whom an employee has a close personal relationship such as a domestic partner, co -habitant, or significant other. This policy applies to hiring and employment decisions affecting regular full and part-time positions only. Prohibited Employment Relationships Relatives The hiring of relatives is prohibited if employment would result in the creation of: • A supervisor/subordinate relationship between a relative and an employee. If a direct supervisory or managerial relationship would be established, relatives of a currently employed worker cannot be considered as applicants for an open position. • An actual conflict of interest or the appearance of a conflict of interest. Generally, this bars the hiring or employment of an employee's relatives in any position that has an auditing or control relationship to the employee's -job or where one has access to tickets and the other to cash or revenue, or where one has access to tickets or revenue and the other works in the office or where one is a valet and the other controls distribution of keys. • A situation where one employee verifies either a cash or ticket count or schedules the work of another employee who is their relative. Relatives of Public Officials or Clients The relatives of public officials or clients may not be hired at any location unless permitted by law. 's General Counsel must be contacted before any such proposed hiring occurs so that the General Counsel can determine whether the proposed hiring is, in fact, permitted by applicable law. Marriages or Relationships Between Employees Employees, who marry, establish a close personal relationship with another employee or who, through marriage, create "in-law" relationships with another employee can continue in their current positions as long as a prohibited employment relationship is not created. When this situation occurs, Human Resources Department must be noted immediately. Failure to not Employee Relations will be grounds for disciplinary action, up to and including termination. EMPLOYEE HANDBOOK Issued May 2007 13 SALARIED EMPLOYEES Supersedes all prior policies Your Driver's License If you drive customer cars or any motorized equipment as part of your job duties (even on an occasional basis), you must have a valid driver's license. You are responsible for: Checking your license periodically to be sure it has not expired Making sure you have your driver's license in you possession every day (proof of your licensed status will be required on a regular basis) Reporting any suspension or revocation of your license to your manager/supervisor immediately Some drivers may also be required to abide by federal or state Department of Transportation regulations and requirements, which may include maintaining a valid commercial driver's license (CDL). Employment Reference Requests Refer all employment reference requests to the Company's Payroll Department. Only the Payroll Department is authorized to disclose employment information upon the written authorization of the employee. Employee Cars Certain locations may allow employees to park their cars on Company property. Your manager/supervisor will advise you if applicable. If you are permitted to park your car on site, it must be parked in the assigned garage or lot only during working hours. You are not to work on your car or wash it on company property at any time. Friends and relatives are not permitted to park free at any time. Vehicles used for the sole purpose of dropping off employees are not permitted in the parking lots or garages. EMPLOYEE HANDBOOK Issued May 2007 14 SALARIED EMPLOYEES Supersedes all prior policies Other Conduct Examples of offenses that warrant disciplinary action include, but are not limited to, the following: • • Operating equipment without authority Violation of safety rules Loafing, failing to attend to work or other abuse of time Unsatisfactory work Changing schedules without manager/supervisor's approval Examples of offenses that warrant disciplinary action up to and including immediate suspension and/or discharge include, but are not limited to the following: • Failure to immediately report any accident, or any loss or damage to customer or company equipment or property • Failure to carry out reasonable instruction • • Willful destruction of Company property, the property of customers or co - employees, and/or public property Insubordination, including a refusal to obey a reasonable direct order, or swearing and/or using abusive or loud language toward managers or supervisors Using Company or customer vehicles for personal use without permission; carrying passengers or co -employees in customers' vehicles, driving a customer's car outside the facility Falsification of records (including, but not limited to time cards) or employment applications Sleeping on duty; abandoning your work post without prior approval Disorderly conduct, fighting, or attempting to fight in the workplace or while on duty Being discourteous to customers; swearing or use of abusive or obscene language with, or within proximity of customers EMPLOYEE HANDBOOK Issued May 2007 15 SALARIED EMPLOYEES Supersedes all prior policies • Gambling on Company property Unauthorized possession of weapons Sexual or other harassment of fellow employees, management or customers, in violation of the Company's Policy Against Harassment Violations of the Company's Code of Business Conduct. YOUR WORK DUTIES All new employees are informed of their employment duties and responsibilities at the time of hire. The Company may also require you to perform duties other than those you were originally hired to perform. YOUR WORK SCHEDULE Your work hours will be set when you begin employment, and thereafter are subject to adjustment at the Company's discretion. You may also be required to work overtime if business conditions require it. You may also be required to work overtime if business conditions require it. The Company reserves the right to require that you work at locations other than your home location based on business needs. At the company's sole discretion, you may also be transferred to a different location to an equivalent position with same pay, benefits and terms and conditions of employment SAFETY AND HEALTH The Company is committed to maintaining safe and health working conditions. It is your responsibility to do your part to help us achieve this goal. Because safety is everyone's job, each employee is expected to take all safety and health policies seriously and help enforce these policies within the workplace. The safety responsibilities of all employees include, but are not limited to, the following: • • Approach your job from the viewpoint of SAFETY - don't take risks. Come to work well -rested and alert. Eliminate fire and other hazards by practicing good housekeeping. EMPLOYEE HANDBOOK Issued May 2007 16 SALARIED EMPLOYEES Supersedes all prior policies Never block fire exits, extinguishers, fire alarm boxes, aisle ways, switches or power panels. Familiarize yourself with the location of the nearest outside exit from your work area. Wear proper safety equipment as required by job duties. Follow all safety instructions and policies relating to the performance of your job duties. Do not operate any machines, mechanical equipment, etc. unless you have been properly authorized to do so. • Turn off all machinery when unattended or not in use, and when making repairs or cleaning it. • Do not perform any task that calls for more than one person until the required number of persons are present. Bring to management's attention immediately any unsafe conditions that you may notice. Report all accidents or injuries to management immediately. Common sense is the most important rule of all, and should be used at all times. Your Pay and Work Hours Paychecks For most facilities, paychecks currently are distributed every other Friday or on the nearest prior workday if Friday is a paid holiday. Certain facilities may establish different payday schedules with appropriate Company authorization. Your manager/supervisor will advise you of the applicable schedule. It may be possible to have your paycheck directly deposited to your bank account. Contact your manager/supervisor for further information. Overtime Overtime is required from time to time due to our commitment to meet client demands. You are expected to work a reasonable amount of overtime, as deemed necessary. Overtime will be scheduled as far in advance as possible to minimize any inconvenience to you. The following information outlines the rules governing overtime: EMPLOYEE HANDBOOK Issued May 2007 17 SALARIED EMPLOYEES Supersedes all prior policies Exempt Employees So-called "exempt employees" are individuals who satisfy the definitions of executive, administrative or professional employees or other exempt classifications as defined by applicable state and federal wage and hour laws. Exempt employees are not eligible for overtime compensation, and are expected to devote the hours of work necessary to perform their duties. Exempt employees are paid on a salaried basis. None of the provisions of this Handbook shall be construed in any manner that is inconsistent with an exempt employee's salary basis. Non -Exempt Employees You are a "non-exempt" employee if you do not satisfy the definitions of executive, professional, administrative or other exempt classifications as defined by applicable state and federal law. If you are a non-exempt employee, you are eligible for overtime compensation in accordance with applicable wage and hour laws, and you must comply with the time reporting requirements established by the Company. If you have any questions about your employment status, please ask your manager/supervisor or contact the Human Resources Department. Calculating Overtime Work Week and Work Day. For purposes of calculating overtime, the work day commences at 12:00 a.m. and ends at 11:59 p.m. The work week commences on Saturday at 12:00 a.m. and ends Friday at 11:59 p.m. Hours Worked. For purposes of overtime calculations, hours paid for time off for any reason (holiday, sick, vacation, meal, etc.) will not be deemed to be hours worked unless otherwise required by applicable state law. Overtime Compensation In accordance with California law, you will be paid your fixed salary for all hours worked (up to 8 hours) in any work day. In addition, you will be paid 1/2 times your effective hourly rate for hours worked over 8 in any work day. EMPLOYEE HANDBOOK Issued May 2007 18 SALARIED EMPLOYEES Supersedes all prior policies Prior Approval for Overtime All overtime must be approved in advance by your manager/supervisor. The manager/supervisor who approves the overtime should sign your Weekly Attendance Record. While you will be paid if you work overtime without obtaining proper authorization, it will subject to you to discipline (up to and including discharge) for not having received proper prior authorization. Meal Periods Conditions governing your meal period will be set by your manager/supervisor according to your work requirements and applicable law. If you work in a location where meal areas or facilities are designated by the manager/supervisor, you may not eat meals at your work station unless you have a private office or are required to remain at your work station during the meal period. Rest Periods Employees who work eight hours during any workday will receive two paid 10 minute rest periods during each workday. Your manager/supervisor will set your break times with you. If you work less than eight hours you may receive paid rest breaks according to the number of hours worked. Time Records Your manager/supervisor will describe any applicable time recording requirements and will provide the appropriate form. Non-exempt salaried employees must record hours worked each day on a weekly basis. Exempt salaried employees must record days that are not worked (i. e., vacation, personal days, etc.) on a weekly basis. You may not punch or fill out time cards or time sheets for any other employee: the completion and accuracy of time cards/attendance records is each employee's own responsibility. Your time card/attendance record is a permanent legal record of time spent on the job. Therefore, falsifying or altering time records and/or punching someone else's card is cause for discipline up to and including immediate discharge. EMPLOYEE HANDBOOK Issued May 2007 19 SALARIED EMPLOYEES Supersedes all prior policies Seniority If you are hired by as a new employee, your seniority date will be the date that you begin working for . For most purposes and in most circumstances, if you are a former employee of a company that has merged with or been acquired by or if you are an employee at a location where has taken over management from another company, your seniority date will be the date that you started working for that company. However, you should check with your manager/supervisor to get your exact seniority date in those circumstances. If you have any questions about your effective seniority date, you should contact your manager/supervisor or the Human Resources Department in the Chicago Support office. Service Awards As an employee of , you play a critical role in making our customers feel welcomed, appreciated and secure. The Company recognizes that this is one of the most important factors to the Company's success. Service awards are one way in which the Company rewards employees for their commitment to and its success. We provide gifts to employees achieving their five, ten, fifteen, twenty, twenty-five, thirty and thirty -five-year service anniversaries. If you have any questions about your eligibility for a Service Award, please contact your supervisor or the Human Resources Department in the Chicago Support office. Your Benefits PAID LEAVE POLICIES EMPLOYEE HANDBOOK Issued May 2007 20 SALARIED EMPLOYEES Supersedes all prior policies Vacation Eligible employees receive vacation time because we feel that it's vital to have time for rest and relaxation. In fact, our policy requires you to take at least five consecutive vacation days in a year. Vacation time is based on your cumulative service and is determined this way: First Year of Full -Time Employment: You will receive 5 days off (i.e., one week of vacation) in your first calendar year of employment if you began working between January 1st and June 30th . If you began working on or after July 1 s`, you may not take vacation time until the next calendar year (in which case such calendar year will be considered your second calendar year of employment for vacation purposes). No matter when you start, you may not take any vacation until you have been employed for at least four months. Calendar Years of Employment Two through Four: You are eligible to take 10 vacation days per year. Calendar Years of Employment Five through Twelve: You are eligible to take 15 vacation days per year. Over Twelve Calendar Years of Employment: You are eligible to take 20 vacation days per year. Scheduling Vacation. To schedule your vacation, meet with your Manager/supervisor so that he or she can coordinate your vacation time with those of other employees. No Carry -Over. Vacation time is not cumulative from year-to-year, and any time not used before January 1 will be cancelled. You may, however, use earned vacation time in January of the following year as long as your vacation begins on or before December 31. Payment. You will be paid under the regular payroll schedule while you're on vacation. An advance on your salary is not permitted before vacation. You will not be paid in lieu of vacation time. Payment for unused days will be made only on termination of employment in accordance with state laws. Payment On Termination. Upon termination of employment, payment for unused days, if any, will be made in accordance with state laws. EMPLOYEE HANDBOOK Issued May 2007 21 SALARIED EMPLOYEES Supersedes all prior policies Holidays The Company understands the importance of time away from work so that you can spend time celebrating observed holidays with your families and friends. For this reason, provides full-time employees with paid time off on the days observed by the Company as holidays. From the day you start working, you will be eligible for the following paid holidays: Regional Holidays New Year's Day Labor Day Memorial Day Thanksgiving Day Independence Day (4�' of July) Christmas Day In addition, you are eligible for 2 "floating" paid holidays that can be taken for religious observance, regional holidays, your birthday, etc. EMPLOYEE HANDBOOK Issued May 2007 22 SALARIED EMPLOYEES Supersedes all prior policies Holiday Pay "Holiday pay" is the amount paid to full-time employees in lieu of regular wages for Company -designated holidays, and is calculated for any given holiday by multiplying your regular pay rate by the number of regularly scheduled hours that you normally work on a non - holiday. To be eligible for holiday pay, you must work your regularly scheduled hours the day before and the day after the holiday. Compensation If You Work On A Holiday Salaried Employees Eligible for Overtime: If you are required to work one of the Company's established holidays, you will receive an alternative paid day off, to be taken within 14 calendar days of the holiday. Salaried Employees Not Eligible for Overtime: If you are required to work more than 4 hours on one of the Company's established holidays, you will receive an alternative paid day off, to be taken within 14 calendar days of the holiday. Paid Sick Leave provides paid sick leave to full-time salaried employees who are unable to work due to a medical condition. Leave taken under this policy will count against leave to which you are entitled under the Family and Medical Leave Act and the Company's Family and Medical Leave Policy. Eligibility All full-time salaried employees are eligible for paid sick days from the time that they start working for the Company. Sick Pay Bank Effective January 1, 2000, active salaried employees will be provided a bank of paid sick days based on their years of service with the company. These sick days, together with sick days EMPLOYEE HANDBOOK Issued May 2007 23 SALARIED EMPLOYEES Supersedes all prior policies that will accrue in the future (explained below), are to be used by employees when they are sick and unable to work. This Sick Pay Bank replaces, and is not in addition to, any sick day accruals under former company policies. Years of Service as of December 31. 1999 Sick Pav Bank as of January 1 200 10 years or more 30 days 5 years to 9 years 15 days At Least 3 years but Less than 5 years 10 days At Least 2 years but Less than 3 years 5 days At Least 1 year but Less than 2 years 3 days Less than one year 0 days EMPLOYEE HANDBOOK Issued May 2007 24 SALARIED EMPLOYEES Supersedes all prior policies Annual Accruals In addition to the above Sick Pay Bank, you will accrue sick days at a rate of'h day per month for a total of six sick days per year. For new employees, these accruals will begin from your first full month of work. For example, if you start on May 9, your sick days start accruing in June, the first full month of work for Any sick days unused at year-end will be added to your Sick Pay Bank up to a maximum of 30 days total. Once your Sick Pay Bank has been credited with the maximum 30 sick days, accruals will cease until such time that the Sick Pay Bank falls below 30 days. You may use your sick time to schedule doctor, dentist and eye examinations or treatment when appointments can't be made after working hours. If you use your sick time for these purposes, you must notify your supervisor at least two days in advance of the day that you plan to be gone. If you fail to notify your supervisor it will be considered a violation of the Company's policy. reserves the right to investigate your absences and may request a doctor's note. You may also use your sick time for extended illnesses that may require a longer recuperation time. You must provide the Company with a determination from your physician that you are unable to perfbrm your job due to a non work-related illness, health condition or injury. Your supervisor will be responsible for maintaining records on your Sick Pay Bank. Payment Sick Pay will be at your regular rate of pay and for the number of hours you are scheduled to work on a single day (subject to the percentages noted above), as of the last week that you worked prior to the leave. Sick Pay benefits are not paid upon separation from the Company and you may not use Paid Sick Days once you have given notice of resignation. Long Term Disability Should you remain disabled and unable to work for more than 3 months (90 calendar days), you may be eligible for the Long -Term Disability program. This insured plan provides 60% of your pre -disability salary up to a maximum payment of $10,000 per month. Applications are available from the Human Resources Department. If you are eligible for Federal or State Disability programs or any other insured plan, the amount you receive from the other sources will be subtracted from the benefits provided by this policy. Failure to report any other income will disqualify you for any benefits under this plan. EMPLOYEE HANDBOOK Issued May 2007 25 SALARIED EMPLOYEES Supersedes all prior policies Personal Days The Company understands that there will be times you need to be away from work for personal business reasons, family commitments, religious observance (not covered by the Holiday Policy) or for personal emergencies. For this reason, the Company provides paid personal days. If you are a salaried, full-time employee, then effective each January 1 after the date you start working, you are eligible for two paid personal days for use during that calendar year. These days are in addition to the "floating" holidays for which you are eligible. During your first year of employment, if you begin working between January 1" and April 30th, you will receive 2 personal days to be used during the remainder of that calendar year. If you begin working between May 1" and August 31St, you will receive 1 personal day to be used during the remainder of that calendar year. If you begin working after August 31St, you will not be eligible for personal days until the following calendar year. Personal days are to be used either for personal business that cannot be scheduled during non - work hours or for a bona fide personal emergency. They may also be used for religious holidays. Scheduling Personal Days: Except in cases of emergency, personal days must be scheduled subject to the approval of your manager/supervisor. No Carryover: Personal days may not be carried over from year-to-year and any days not used before January 1St will be lost. Unused personal days will not be paid upon termination of employment. Employees may not use personal days once they have given notice of resignation. Other Leaves Jury/Witness Leave EMPLOYEE HANDBOOK Issued May 2007 26 SALARIED EMPLOYEES Supersedes all prior policies If you are called to serve as a juror or to appear as a witness in a trial, you will be given as much time as needed to fulfill your civic obligations. You will be reinstated to your former position with no loss of benefits or seniority, provided you report for work as soon as your witness/jury leave is completed. Pay While On Leave Full-time employees who are summoned for service on a jury or as court witnesses will receive their regular pay (minus the amount of pay received for witness/jury duty) for up to four weeks in a one-year period. If you are participating in the Company's insurance programs, and your witness/jury duty leave exceeds four weeks, you will be responsible for submitting to the Company your portion of the insurance premium payments during the unpaid leave period. Documentation Needed If you are called for service, you must show your summons to your manager/supervisor on the first working day after receiving the notice. Your manager/supervisor will approve the leave unless the critical nature of your work calls for an employer -requested postponement of or release from duty. Your leave will begin on the day you are scheduled to appear. You will be expected to call your manager/supervisor weekly to keep him/her advised about your expected- return to work. You must report for work as soon as witness/jury duty is completed. If you are excused by the Court on any day during your period of jury/witness service, you will be expected to come in to work. Bereavement Leave The Company understands your need to spend time away from work to attend to family matters during times of bereavement and provides the following leave benefits: Salaried Emnlovees Eligible for Overtime: After you have worked for for 6 months, you may take up to 3 days paid leave due to the death of an immediate family member (spouse, parents, grandparents, children, brothers, sisters, parents-in-law, grandchildren) and 1 day for extended family. With appropriate documentation, you may be granted an additional two days of leave when the death or funeral requires out-of-state travel. EMPLOYEE HANDBOOK Issued May 2007 27 SALARIED EMPLOYEES Supersedes all prior policies Salaried Employees Not Eligible for Overtime: You will be entitled to the same leave outlined above, from the date that you start working. All eligible employees must notify their manager/supervisor about the applicable details in any given case. Military Leave If you volunteer for or are called to U.S. Reserve or National Guard duty/training, submit copies of your military orders to your manager/supervisor and request leave as soon as possible after receiving the orders. If you volunteer for or are called to active military duty, you should request a leave of absence from your manager/supervisor as soon as possible upon receiving your orders. The Company will grant an unpaid military leave of absence for the period of military service, in accordance with applicable federal and state laws. When you return from military leave, you will be reinstated to your former or an equivalent position, provided you notify the Human Resources Department of your interest in returning to work within 90 days of discharge from active service or 30 days of discharge from Reserve or National Guard duty/training. If your military_ leave lasts longer than 30 days and you decide to continue participating in the Company's insurance programs, you will be responsible for submitting to the Company the full cost of the insurance premium in order to continue any group insurance coverage. Personal Leaves of Absence Full-time employees who have one year of more years of service with the Company may be eligible for a personal leave of absence without pay. This type of leave may be granted for up to six months at management's sole discretion for urgent personal reasons (e.g., personal or family tragedy). Personal leaves will be granted only after the employee has used all accrued annual vacation and personal days. Written requests for such leaves stating the reason for the leave must be submitted to the manager/supervisor and the Human Resources Department in the Chicago Support office as soon as is possible under the circumstances. Requests for any extensions of personal leave (in writing) must be submitted to and approved by the manager/supervisor and the Human Resources Department in the Chicago Support office. In no case may a personal leave of absence last longer than 6 months. EMPLOYEE HANDBOOK Issued May 2007 28 SALARIED EMPLOYEES Supersedes all prior policies Vacation time, sick leave and personal time and other benefits will not accrue during the personal leave. You will be responsible for submitting to the Company the full cost of the insurance premium in order to continue any group insurance coverage during any personal leave. Return To Work From Personal Leave Upon a timely return from an approved leave of absence or any extension thereof, the Company will attempt to return an employee to his or her former position, or to a comparable position for which the employee is qualified if available, provided that the employee is able to perform the essential job functions of the position. Because, however, the Company's need to fill a position may override its ability to hold a position open until an employee returns from his or her leave, the Company cannot assure that it will be able to return an employee to any position after an approved leave. The Company has the sole discretion to determine what constitutes a "comparable position" and whether the employee is qualified to perform it. A comparable position may include one in another facility within the same city or geographical location as the employee's former position. If an employee refuses to accept any position offered within one calendar week after such offer, the employee will be deemed to have resigned, at which time the employee will be notified of any applicable conversion rights and/or rights to group health plan coverage. If neither the employee's same position nor a comparable position for which the employee is qualified is available at the end of the leave of absence, employment will be terminated. Employee's Obligation To Notify of Return To Work It is the employee's responsibility to contact the Human Resources Department in the Chicago Support office at least two weeks before the leave will end to initiate his or her return to work and job placement. Failure to make contact at least two weeks before the leave ends could affect consideration for and the availability of job openings. If the employee does not make contact by the time the leave expires, he or she will be considered as having voluntarily resigned his or her employment. Failure To Return to Work Upon Expiration of Leave Period An employee who fails to return from an approved leave of absence (including any approved extensions thereof) when the leave expires will be considered as having voluntarily resigned his or her employment. The length of a leave of absence is the specified period determined and approved by the Company at the time of the request for the leave of absence or any EMPLOYEE HANDBOOK Issued May 2007 29 SALARIED EMPLOYEES Supersedes all prior policies request for an extension thereof. Employees who do not request an extension of leave prior to the end of a leave will be expected to return upon the originally approved return date. Workers' Compensation In accordance with state law, you will be paid benefits (lost salary and medical expenses) if you become ill or injured as a result of a work-related accident. The amount and duration of these benefits are specified by law based upon the nature and circumstances of your illness or injury. You must notify your manager/supervisor immediately if you have an accident, or become ill or injured on the job. Failure to timely report any accident, illness or injury may affect your eligibility for benefits. Employees who file fraudulent claims for workers' compensation will be subject to discipline up to and including immediate discharge, and may be subject to criminal prosecution. Integration Of Vacation And Paid Sick Leave With State Disability Insurance And Workers' Compensation The Company may require, or you may elect, to integrate vacation and paid sick leave with State Disability Insurance (SDI) (where applicable) and Workers' Compensation benefits as follows: you first receive those SDI or Workers' Compensation benefits for which you are eligible (if any), and then receive your accrued vacation and/or paid sick leave (for which you are otherwise eligible) to total 100% of your regular pay until all accrued vacation and paid sick leave is used. Such integration is at your option during a workers' compensation leave. Integration of vacation also is optional during a pregnancy disability leave. During all other leaves, the Company will require such integration in accordance with applicable laws. FAMILY AND MEDICAL LEAVE (FMLA) Under the Family and Medical Leave Act employees are eligible (i) to take up to 12 weeks of unpaid family/medical leave as set forth below within any 12 month period, and (ii) to be restored to the same or an equivalent position upon the employee's return from leave if the employee: (1) has worked for the Company for at least 12 months and worked at least 1,250 EMPLOYEE HANDBOOK Issued May 2007 30 SALARIED EMPLOYEES Supersedes all prior policies hours in the last 12 months; and (2) is employed at a worksite that has 50 or more employees within a 75 mile radius. The "12 -month period" is measured backward from the date a leave under this policy is to begin. EMPLOYEE HANDBOOK Issued May 2007 31 SALARIED EMPLOYEES Supersedes all prior policies Reasons For Leave Eligible employees may take family/medical leave for any of the following reasons: (1) the birth of a child and in order to care for such child; (2) the placement of a child with the employee for adoption or foster care; (3) to care for a spouse, child, or parent (a "covered family member") with a serious health condition; or (4) because of the employee's own serious health condition that renders the employee unable to perform the functions of the employee's position. Leave taken due to reasons (1) or (2) must be completed within the 12 month period beginning on the date of birth or placement. In addition, spouses employed by the Company who request leave because of reasons (1) or (2) or to care for an ill parent may only take a combined aggregate total of 12 weeks leave for such purposes during any 12 month period. Employees may not be granted an FMLA leave to gain employment or work elsewhere, including self-employment. If employees misrepresent facts in order to be granted an FMLA leave, employees will be subject to immediate discharge. Notice of Leave If an employee's need for family/medical leave is foreseeable, the employee must give the Company at least 30 days prior written notice. Failure to do so may be grounds for delay of leave. Where the need for leave is not foreseeable, employees are expected to notify the Company as soon as practicable, generally within 1 to 2 business days of learning of the need for leave. To request a leave, employees should use the Request for Family/Medical Leave forms that are available from the Human Resources Department. Medical Certification If an employee is requesting leave because of the employee's own or 'a covered family member's serious health condition, the employee and the relevant health care provider must supply appropriate medical certification. Employees may obtain Medical Certification Forms from the Human Resources Department. The medical certification must be provided within 15 days after it is requested, or as soon as reasonably possible under the circumstances. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided. The Company, at its expense, may require an examination by a second, Company designated, health care provider if the Company reasonably doubts the medical certification the employee EMPLOYEE HANDBOOK Issued May 2007 32 SALARIED EMPLOYEES Supersedes all prior policies initially provides. If the second health care provider's opinion conflicts with the original medical certification, the Company, at its expense, may require a third, mutually agreeable health care provider to conduct an examination and provide a final and binding opinion. The Company also may require medical recertification periodically during the leave, and an employee may be required to present a fitness -for -duty verification upon returning to work after a leave taken due to the employee's own illness. Reporting While On Leave Employees taking leave because of the employee's own serious health condition or to care for a covered family member may be required to contact the employee's manager/supervisor on a regular basis to keep the manager/supervisor informed regarding the status of the condition and the employee's intention to return to work. For leaves for other purposes, an employee may be required to report periodically regarding current status and the employee's intent to return to work. Leave Is Unpaid Family/medical leave is unpaid leave (though employees should be aware that in the case of a medical leave due to the employee's own serious health condition, the employee in certain circumstances may be entitled to disability benefits). If an employee requests leave because of a birth, adoption or foster care placement of a child, or to care for a covered family member with a serious health condition, the employee's accrued paid vacation and personal days must first be used in lieu of the corresponding amount of unpaid family/medical leave. If an employee requests leave because of the employee's own serious health condition, the accrued paid vacation, personal days and sick time to which the employee is entitled must first be used in lieu of the corresponding amount of unpaid family/medical leave. During a leave for a pregnancy -related disability, an employee is not required to use vacation and personal days, but may elect to do so. An employee will not be required to use vacation, personal days or sick time if the employee is receiving state disability or workers' compensation benefits during the leave, but may elect to do so, although an employee may not receive more than an amount equal to 100% of his or her salary from a combination of the paid time and state disability or workers' compensation benefits. The receipt of disability or workers' compensation benefits or the substitution of paid leave time for unpaid leave time does not extend the 12 -week family/medical leave period. EMPLOYEE HANDBOOK Issued May 2007 33 SALARIED EMPLOYEES Supersedes all prior policies Medical And Other Benefits During an approved family/medical leave, the Company will maintain the employee's health benefits as if the employee had continued to be actively employed. To the extent paid leave is substituted in lieu of unpaid family/medical leave, the Company will deduct any employee portion of the health plan premium as a regular payroll deduction. To the extent the employee's leave is unpaid, the employee must pay his or her portion of the premium during the leave, and the employee should be mindful of the fact that his or her group health care coverage may cease if the employee's premium payment is more than 30 days late. If an employee does not return to work at the end of the leave period, the employee may be required to reimburse the Company for the cost of health care premiums paid by the Company for maintaining coverage during the employee's unpaid leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control. Exemption for Highly Compensated Employees So-called "highly -compensated employees" (the highest paid 10% of employees at a worksite or within a 75 mile radius of that worksite) may not be returned to their former or equivalent positions following a leave if restoration of employment will cause substantial economic injury to the Company. The Company will notify an employee if the employee qualifies as a "highly -compensated" employee and if the Company cannot offer reinstatement to the former or equivalent position, and of the employee's rights in such instances. Intermittent and Reduced Schedule Leave Leave that is required because of a serious health condition may be taken intermittently (in separate blocks of time due to a single covered health condition) or on a reduced schedule leave (reducing the usual number of hours an employee works per work week or work day) if medically necessary. If leave is unpaid, the Company w ill reduce the employee's salary based on the amount of time actually worked. In addition, while an employee is on an intermittent or reduced schedule leave, the Company may temporarily transfer the employee to an available alternative position which better accommodates the employee's recurring leave and which has equivalent pay and benefits. EMPLOYEE HANDBOOK Issued May 2007 34 SALARIED EMPLOYEES Supersedes all prior policies Returning From Leave Subject to the limitations regarding highly -compensated employees described above, an employee who wishes to return to work at the expiration of his or her family/medical leave is entitled to return to the same position or to an equivalent position with equal pay, benefits and other terms and conditions of employment. An employee taking leave because of the employee's own serious heals t condition is required to provide medical certification that the employee is fit to resume work. Employees failing to provide return -to -work medical certification will not be permitted to resume work until it is provided. Policy Administration This policy is intended to comply (and will be administered in accordance) with the Family and Medical Leave Act of 1993 and any applicable regulations, defmitions and law thereunder, as well as any state family or medical leave laws granting additional rights that are applicable to employees employed in such states. Interrelation of Leaves Any leave taken pursuant to this policy, other Company policies, or a lava which qualifies as leave under the FMLA, CFRA or any applicable state family or medical leave act, will be counted against (i) the employee's available leave under the applicable Company policy or policies, collective bargaining agreement and/or law, as well as (ii) the available leave under the FMLA, CFRA or applicable state law, to the extent permitted by such applicable law. EMPLOYEE HANDBOOK Issued May 2007 35 SALARIED EMPLOYEES Supersedes all prior policies OTHER EMPLOYE BENEFITS Insurance Benefits;401(k) Plan The Company is committed to providing a total compensation package to its employees. To that end, we offer the following comprehensive benefits package to eligible employees: After the applicable eligibility waiting period, full-time salaried employees are eligible for Company -paid Life Insurance benefits equal to one times (Ix) their base annual salary. Employees also receive Accidental Death and Dismemberment coverage for the same amount. In addition, salaried employees may elect one times (1x) or two times (2x) their base annual salary in Supplemental Life Insurance benefits. The employee is responsible for the cost of this supplemental coverage; premiums are based on age and are deducted from paychecks on a bi-weekly basis. The company also provides Long -Term Disability coverage to all full-time salaried employees. This benefit provides 60% of your pre -disability monthly income up to a benefit maximum of $10,000 per month should you be disabled for more than 90 days. Employees are eligible for this benefit the first of the month following 90 days of employment. Full-time salaried employees are also eligible for Medical/Dental/Flexible Spending Account benefits, which may differ, based on location. Finally, all employees are eligible to enroll in the Employee Savings & Retirement Trust and Plan on the first of the quarter following one year of employment in which the employee has worked at least 1,000 hours. Employees may elect to contribute, via payroll deduction, up to 15% of their salary (pre-tax) on which the first 4% will be matched $.50 per $1.00 by the company. This money will then be invested in various funds of your choice; where it will continue to earn interest. Open enrollment periods are January, April, July and October. A summary plan description (SPD) which explains coverage of your benefits in greater detail is available. The actual plan documents, which are available by making a written request to the Company, are the final authority in all matters relating to benefits described in this Handbook or in the SPD and will govern in the event of any conflict. Additionally, the Company reserves the right to change or eliminate any benefits at any time in accordance with applicable law. EMPLOYEE HANDBOOK Issued May 2007 36 SALARIED EMPLOYEES Supersedes all prior policies In addition, during your orientation, you should receive a personalized benefits briefing that outlines the benefits being offered at your location. You may also contact the Human Resources Department in the Chicago Support office with specific questions. Educational Assistance The Company believes in the value of continuing education to enhance job performance. Under our Educational Assistance Program, will reimburse full-time salaried employees upon completion of college -level and graduate courses at accredited schools if the Company determines that the course(s) will enhance the employee's role with . The amount of reimbursement is based upon the grade received. If you are a full-time salaried employee who has completed one full year of employment, you may seek reimbursement for individual courses. Each course must be related to your employment with . If you are a full-time salaried employee who has completed two full years of employment, you may pursue a work-related degree. This means that specific courses that are required for a degree will be considered for reimbursement, even though the course itself might not seem job-related, as long as the decree itself is related to your employment with All courses taken must be pre -unmoved by the Human Resources Department in the Chicago Support office by submitting the proper forms, which are available from your manager/supervisor. Based on budgetary constraints, Tuition Reimbursement may not be available at all locations. Your supervisor will let you know if it is available at your location. Reimbursement To receive reimbursement, you must forward a completed "Application for Educational Assistance" to the Human Resources Department before registering for a course. Once you have received written approval from the Human Resources Department, you may register and pay the course tuition. When the course is completed, forward evidence of your grade to the Human Resources Department. You will receive reimbursement within 30 days of submission. The program will reimburse you upon completion of the eligible course based on the grade received: ° A=100% 0C=50% B = 75% 0D/F = no reimbursement The program will reimburse you for a maximum of up to two courses per semester, not to exceed $2,500 in a calendar year. There is no reimbursement for books, lab fees, equipment, etc. EMPLOYEE HANDBOOK Issued May 2007 37 SALARIED EMPLOYEES Supersedes all prior policies If your employment with is terminated for any reason (other than an economic layoff) within 12 months of completion of a course, you must repay a prorated amount of the assistance. ACKNOWLEDGMENT OF RECEIPT OF HANDBOOK I acknowledge having received a copy of the company's Employee Handbook and I agree to read and become familiar with its contents. The Handbook replaces any previous understanding, practice, manual, handbook, policy or representation concerning the subject matters that it covers. My employment relationship with the Company is voluntary, and there is no specified length of employment. This Employee Handbook is not intended to express or imply any contractual obligation by the Company to continue, or to follow any stated policy or procedure with respect to employment. Employment is at -will and I understand that I have the unrestricted right to terminate my employment at any time with or without cause or prior notice. The Company may terminate or change the terms of my employment (including without limitation terms regarding promotion or demotion, transfer, compensation, benefits, duties and location of work) with or without cause or prior notice. All guidelines, policies, benefits and procedures in this Handbook may be changed from time to time at the discretion of the Company, and no revision to the Company's policy of at -will employment will be effective unless expressed in writing signed by me and an officer of the Company holding the position of Executive Vice President (or higher). Employee Name (print) Employee Signature Date Received EMPLOYEE HANDBOOK Issued May 2007 38 SALARIED EMPLOYEES Supersedes all prior policies ffi 0 City of Miami Beach Parking Facilities Traffic Controllers & Ticket Sellers Personnel CMBPF Handbook/Section 3/ Page -1- Introduction Welcome to City of Miami Beach Parking Facilities The purpose of this letter is will briefly introduce . During special events season you have to learn and understand a series of procedures and general guidelines that will help you perform and fulfill Standard Parking's & City of Miami Beach expectations. It is essential to our success that all employees strive to achieve the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to Standard Parking. Because good communication is essential to the success of any business operation, we have developed this Employee Handbook to describe and acquaint you with many of the policies, procedures and benefits available to you as a employee. CMBPF Handbook / Section 3 / Page - 2 - City of Miami Beach Parking Facilities RULES TO REMEMBER "Failure to comply any of these rules may lead to TERMINATION" 1. No smoking 2. No Cell Phones or any other electronic devices 3. No books, newspaper or magazines 4. No food or drinks in the boos 5. You MUST keep your booth Locked at all times 6. Full Uniform: a. NAMETAG (provided by our office) b. WHITE POLO SHIRT (shirt must by tucked in) c. BLACK OR NAVY BLUE SLACKS (no jeans, tight pants, caprices or jogging wear) d. BLACK SHOES OR SNICKERS (no sandals or high heel) 7. No Gratuities or TIPS 8. Leaning down or sitting down 9. You must fill out the vehicle inventory before you start selling: (if apply) "ask your supervisor" a. Mark and time your last entry. b. A copy must be returned to your supervisor within one hour after opening sales. 10. Write the tag # on both parts of the tickets 11. You may not leave your post until properly relieved 12. Breaks are of 1/2 an hour only. 13. Request money pick up's (1099) when you reach the amount of $ 250.00 14. All money collected from tickets sales are to be kept in the apron provided for that purpose. (DO NOT KEEP IT IN YOUR POCKETS OR PERSONAL BELONGINGS) 15. Over selling of available spaces 16. No visitors - 17. No loitering during working hours 18. You are responsible to be 15 minutes before your scheduled time to work. 19. You are responsible to clock in and out • Breaks are after having worked over 6 hours and for a period of time of 30 minutes. You must wait for a break relieves to arrive before leaving your post. If you need to take a restroom break or a regular break for the shift, inform your supervisor and wait for their instructions or the relief for your post in order for you to take the break. You have to be posted on your position. • Be prompt and pay close attention to your schedule. A good tip is take a note of the days, the date and the time for your schedule and keep this guidelines with you ALL times while at work. • When at work, stay on your post at ALL times and follow the instructions from your supervisor or the City Supervisor. Note: Ifyou do not understand any of the above rules or procedures, you are responsible of asking your immediate supervisor before your start working. CMBPF Handbook/ Section 3 /Page - 3 - BASIC RADIOS CODES QSL Do you receive me ok QTR The time QRU Nothing here for you QSM ( Repeat your message City of Miami Beach Parking Facilities CITY OF MIAMI BEACH BASIC RADIO CODES QTH QSK QRM QRX 1099 I Money Pick-up Items 02 Call 07 12 1 V2 Hour break Give me your location Go ahead, transmit Repeat, I have interference Stand By Change Cancel - Disregard QSY Change channels QRR Call for assistance 555 We copy you clear 01 1 Call your office 11 1 Bathroom Break 1 ✓ Make sure you speak in ENGLISH when using the radio and use the appropriate radio code when transmitting and receiving a transmission. ✓ Make sure that your transmission is related and only regards to the operations, if issue like the listed below arises; use the phone to explain the issue. ✓ If and attendant need to leave or have a medical emergency or his schedule is over. Codes Instructions When vou start a transmission • You must identify your location and who you are trying to reach. The headquarters location code is 2G. Example: You start giving your location code. o "19X" to the "2G" o you will hear a "QSK" as an answer o then you will continue your transmission o make it clear and brief. • The receiver will answer whatever request you have, and fmish the transmission by saying "QSL" When receiving a transmission • When headquarters (2G) is trying to reach your will hear the location trying to reach first, or the code identifying a specific supervisor. Followed are the City of Miami Beach specific supervisor's codes: IMPORTANT: Make sure do not interrupt transmission CMBPF Handbook /Section 3 /Page - 4 - Code 450 466 436 412 OFFICIAL NAMES Official Name Mr. Chuck Adams City of Miami Beach Off Street Assistant Parking Director Miguel Beingolea City of Miami Beach Operations Manager Mr. Jose Laboy City of Miami Beach Operations Supervisor Mr. Bill Kross City of Miami Beach Operations Supervisor 2G Garage 640 17/11. Street Phone (305) 673-7387 Supervisor Supervisor Supervisor Supervisor Supervisor r r r Code 434 438 408 460 City of Miami Beach Parking Facilities Official Name Mr. Alfredo Mendez City of Miami Beach Operations Supervisor Mr. Angel Rivera City of Miami Beach Operations Supervisor Miss Diley Fuentes City of Miami Beach Operations Supervisor Mr. Alex Diaz City of Miami Beach Operations Supervisor Organization Chart City of Miami Beach Parking Facilities Project Manager 17A Garage 1301 Collins Ave. Phone (305) 673-7381 Senior Manager Office (305) 673-7387 2A Garage 1100 Washington Ave. Phone (305) 532-0636 1 Assistant Manager Anchor Garage 1557 Washington Ave. Phone (305) 695-7381 1G Garage 210 7i°.Street Phone (305) 532-0636 Lead Supervisor Supervisor Lead Supervisor Supervisor Supervisor Supervisor Lead Supervisor Lead Supervisor 1 , Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor , , Supervisor , CM8PF Flandbook/Section 3/Page - 5 - City of Miami Beach Parking Facilities LOCATIONS ADDRESSES, SPACING AND DISTRIBUTION The City of Miami Beach has several facilities that remain open 24 hours 7 days a week, some others that close at a certain time, and others are seasonal locations. Each location has a different rate structure, below I will list all locations manned by and its rates. At most garages are available monthly access cardholder upon availability at a rate of $60.00 + TAX = $64.20. These access cards may be requested at 309 23rd Street, Miami Beach FL 33139. Anchor garage is the only facility that provides their access cards. 2G Garage Address: Located Capacity: Distribution: Rates: Lost ticket: Monthly's: 5A East Open Lot Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 5A West Open Lot Address: Pennsyl Capacity: Distribution: Rates: Lost ticket: Monthly's: 2A Garage Address: 512 12th Capacity: Distribution: Rate: Lost Ticket: Monthly's: 8A Garage Address:Located on Sheridan Avenue and 41st street Capacity: Distribution: Rates: Lost ticket: F.A.P.D EQUIPED on 17th street between Meridian and Pennsylvania Avenue 1400 spaces 4 exits, 5 entrances, and 5 levels $ 1.00 per hour $ 8.00 max for 24 hours $ 8.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 Located on Drexel Avenue and 17th street 250 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance) $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 vania Avenue and 17th street 250 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance) $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 Street, Between Drexel and Washington 127 spaces 1 Exit and 1 entrance $ 1.00 per hour $ 8.00 max for 24 hours Fri 09:00 pm until Mon 5:00 am, Flat Rate $ 10.00 $ 8.00 $ 60.00 + Tax = $ 64.20 620 spaces 2 exits, 2 entrances $ 1.00 per hour $ 8.00 max for 24 hours $ 8.00 CMBPF Handbook/Section 3 / Page- 6- 1G Garage Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 17A Garage Address: Capacity: Distribution: Rates: City of Miami Beach Parking Facilities Located on 7th street between Collins and Washington Avenue 646 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance) $1.00 per hour $14.00 max for 24 hour Mon thru Sun Fri — Sat — Sun 9:00 pm until 5:00 am Flat fee $10.00 $ 14.00 $ 60.00 + Tax = $ 64.20 13th street, between Ocean Drive and Collins Avenue 264 spaces 1 exit and 1 entrance $ 1.00 per hour $ 8.00 max for 24 hours Fri — Sat - Sun 09:00 pm until 05:00 am Flat fee $ 10.00 Lost ticket: $ 8.00 Monthly's: $ 60.00 + Tax = $ 64.20 The Anchor Shops Garage Address:166 Street between Collins and Washington Capacity: 800 spaces Distribution: 2 exits and 2 entrances (2 mid lanes switch able to exit or entrance) Rates: Up to 1 hour $ 1.00 Up to 2 hours $ 2.00 Up to 3 hours $ 6.00 Up to 6 hours $ 10.00 Up to 24 hours $ 16.00 Fri — Sat — Sun 09:00 am until 05:00 am Flat fee $ 10.00 After 05:00 am maximum rate applies Early Birds Special Enter 06:00 am to 10:00 am & out by 07:00 pm $ 8.00 Only Monday thru Friday CMBPF Handbook/Section 3/ Page - 7 - City of Miami Beach Decals City of Miami Beach li 0401 ( City of Miami Beach Parking Facilities City Hall Valid at: 2G-5AE-5AW—P-Lot&5C Electronic Access Cards Valid at: 2G-5AE-5AW 8A- 17A -2A- 1G City Wide Permits Valid at: 2G-5AE-5AW P -Lot - Meter Lots & Master Meters Art Deco Permits Valid at: 17A & 17X Lot Specific Valid at: Permit valid at designated open parking lots "G" Permits Valid at: All Garages and Open Lots CMBPF Handbook/Section 3/ Page - 8 - City of Miami Beach Parking Facilities OTHER NON PAYING CUSTOMERS • Handicap Permits o These permits allow to park legally at all locations at no charge. • City Marked Vehicles o These vehicles are allowed to be parked or enter any location at all times. o These vehicles must show the City of Miami Beach logo on the side. o Or City Tag (Yellow) • Fire Rescue, Government, and Police & Life Guards vehicles are allowed to enter or park at any time. PAYING CUSTOMERS AT OPEN LOTS • Metered & Master Meter Lots o Any customer that wants to park for a short period of time, advice them to feed the meter or pay at the master meter • Park and display o Place the ticket on the dashboard facing up o Parking enforcement will be issuing citations to any vehicle without a valid ticket for that day or with an expired meter o We will charge a special event rate fee; valid until 06.00 am next day marked on the ticket. • Over Selling Available Spaces o You are responsible for overselling the lot o Traffic attendants must keep accurate counts of the available spaces PAYING CUSTOMERS AT PARKING GARAGES & 5A E, 5A W • Park and display o Place the ticket on the dashboard facing up. o Parking enforcement will be issuing citations to any vehicle without a valid ticket for that day or with an expired meter. o We will charge a special event rate fee; valid 24 hours from the time and date stamped on the white ticket issued by the ticket spitter. CASH HANDLING PROCEDURES 1. Be extremely careful when counting and transporting money 2. Make sure you separate starting (bank) money that needs to be returned to your supervisor at the end of your shift. 3. At the time your supervisor collects the money make sure of: a. You count the money in the presence of the supervisor b. You have the bag filled at the time of collection c. Supervisor MUST count the money in front of you d. Supervisor MUST BAG and SEAL the money in front of you e. You and your Supervisor MUST SIGN the detachable slip f. The slip MUST be returned to you g. You must keep the signed portion(s) as this is YOUR ONLY proof that the money was collected from you. h. You MUST return the signed portion(s) with your paper work at the end of your shift. CMBPF Handbook/Section 3/Page - 9 - City of Miami Beach Parking Facilities SELLERS INSTRUCTIONS TWO PART TICKET BOOKS o You will be given ticket books containing 50 tickets, in which you will only sell the bottom portion of it; the upper portions are to be returned to us by the end of shift. You will also receive a ticket log form with the ticket books numbers listed. • TICKET BOOKS ACCEPTANCE o When you receive these books you must check these against what is listed on the ticket log form. Then make sure that the total number of books and the sequence of numbers per book match the log. Any differences should be reported immediately to your supervisor or City Supervisor. • TICKET BOOKS LOGGING o When you start selling. When you are done with a book you will fill the starting ticket, ending ticket, total tickets sold and total amount on the appropriate boxes for that book. Partially sold books should be reported on the log form the same way as explained above, but the ending ticket box must reflect the last ending ticket number sold and as well as the money reported for that book. • TICKET BOOKS TRANSFER o There will be many instances in which you will transfer books to another seller. To do so you will give all complete books to the seller relieving you, keep the bottom part (pink) of the log form. If a second transfer is required then you keep the (yellow) portion of the form. Make sure that all information has been entered before returning to the office. You must follow the ticket books acceptance instructions when doing books transfer. Do not transfer partially sold books. • "CERO" TOLERANCE o You are responsible for these books. Each ticket shows how much you should charge for it. If you come with a ticket or book missing you are liable for each ticket book's value. Meaning, if you have $ 10.00 complete ticket missing you owe the city the value of the ticket $ 10.00 and $ 10.00 for the upper part, a total of $20.00. Now if you misplace a complete book you will be liable for $ 1,000.00. • SELLERS DO NOT ACCEPT CHECKS OR CREDIT CARDS CM8PF Handbook/Section 3/Page -10 - City of Miami Beach Parking Facilities CONTROL FORM FOR TICKET BOOKS & TICKET BOOKS Below you can see the tickets books listed on the control form under the BOOK NO column that also shows the beginning and ending ticket. Comniete books Listed books 6 90-651 6 90-601 6 90-551 15�;,,,"aa a $&Lx.,... $5.00 • m. ORM 6 90-651 6 90-601 6 90.551 „.o ;5.00 $5.00 or”'°AI» "RUM... imponm IN 6 90.001 690-151 6 90.701 SSIW '{Nrrr[ wIr"'-gym 6 90.001 690-751 6 90.701 $5.80 00•AlLi 31.00,. ;5.00 D, •••••!a Brolrartd t oa asu.. �a r m, IWO WM 06.11111117 0-851 ,, IRIPff 12 PI on. 6 90-851 $5.00moinigeng. yore. ocr I'1 CITY OF MIAMI BEACH PARKING OPERATIONS LO : w('f^ n AMOUNT CHHARGE DATE:n( P DAY OF WEEK: �" f "�Xt_Q.rl EVENT: NAME No. of Ballo: No. of Books: BOOK NO. FROM TO TO (%1(/ 4i 69d 6 7) 1694 ' u OPENING NO. CMBPF Handbook/Section 3/ Page -11- CLOSING NO. • TICKETS SOLD Over/Short: TOTAL: CASH TURNED IN City of Miami Beach Parking Facilities The following section shows the tickets book used by Mr. Isaiah Villanueva, note that the books were shared by two employees, that one of the books was partially sold and that one was returned unused. Returned Books m Pa1F C.OMII HP era0aII Q ON ff E M IDi= � p0 aenBar NAL eaM,BBR 6 88-701 688.751 $5.001a $5.00�.�a 4.- oz t"* MY OF IMO H/04 $5.00 UM Ua 0 !, m $5.00 6 88-938 OCT O8leia OTY - 18 0801 MWBR N3MD19D $5.00 oazuoz 688-901 688-851 rnY0BWieras 6 88.651 $5.0go * Ionvrweu 0 rMBNe orraellreo 6 88-801 $5.00 pCT oioso Completed form CITY OF MIAMI BEACH PARKING OPERATIONS LOT: C a % �^7 DATE: /6 /9/rL DAY OF WEEK: / (Jo NAME BOOK NO. OPENING NO. FROM TO RNit 1 I„ Are2. b (i tL� 4A -rife -L. b8P. v; d -ANS. b8Q8� V. I IO.W l.r. b88 rs„ o S 688 t.„.1,6_61"....._ AMgPNT CHARGED:. EVENT: WA. IV. e..0 CLOSING NO. d r' 7c„ 6q1.17 251 (g8-300 3 bSf 301 Ls:j•350 'b 81-35! L)g? • 400 go' ocr-Liol bk$.yso 5;; 5.�-a51 log3-500 5Iu 6033--501 toS2-550 laCk.1 688 -5SI 6:8 -bco 71 hg -bo) 6s6'-61? 1 g 6� I 7w (.86-651 MBEs- 7a0'50 70f 72 (;)fs6-7o,-G813--?90 SD 7r' 2:4`) C,86- 95 l ,4b-100 Far ala ,hb-$ol �,bo-R50 •t, �� w - ; aB�3.st ?8s- 90o ye( 68B onu �� � /61104E- (.I.kw , d CASH TURNED IN .1250 �= zsc 250-L_ ,25-0 - ;Zso so ASO .J 1 `f0'1 • I,2so. 150—" Icn .2 . [50°I TICKETS SOLD 50 So so S0 50 5 0 50 Na of Boob: No. of Books: M La+lAo.1A . ATTENTION: YOU MUST Remember to enter all the information before you transfer ticket books and when you finish your shift Over/Short: TOTAL: CMBPF Handbook/Section 3/Page -12 - City of Miami Beach Parking Facilities PARKING ATTENDANT SHIFT REPORT Instructions • Part (A) o List the ticket books sold on section "A", observe that those used on the example were used sequentially thus possible to list all of them in one line. • Part (B) o To be use for CASHIERS ONLY, not seller. • Part (C) o List the total of tickets sold, according to the value of each ticket. • On the sample below you will see 287 tickets sold at $ 5.00 dollars each with a grand total on the right column of $ 1,435.00 • Write the total at the bottom of the section • Part (D). o Write: Date, Location, print Full Name, and sign. CITY OP 164300 BEACH PARIONG DEPARTMENT PARKING ATTENDANT SHIFT REPORT 6Ekl-e-SI 4,Eii3-43+ Gia- 7 DATE: 2 -1- 01 LOCATION: a. .0154 °VIM HANDICAP SECURITY STANDARD MAIWENtICE CITY 000 CH PD TABOR MISSING KILL OTHER 6 9 5 111111116.111111111.01 t TXNS TOTAL VALUE 51.00 3 s 1300 LY5 = ttAo 0-EIN ^ 10 57.00 11 6600 310.00 12 13 D v 0 -n C) m 810• 011010/0 • 6-596 500,- • 6395 500,- rn ('391 `1335.— O T T Lc) rn TOTAL CASH DEP08R8 (,y C I Co 0,39o- ZZ Si450.7 AX( ROSS -NET) Sa '.0480.7000-209100 $ C13, ba 444500 S NET REVENUE (GROSS! 1.070) X7.0480 8000-34-r O6 CMBPF Handbook/Section 3 / Page -13 - City of Miami Beach Parking Facilities TRAFFICS INSTRUCTIONS • Traffic Vest o You must have your vest on at all times o You must have your narnetag on the vest at all times o You must wear your traffic vest on top of your clothing • Traffic Control Guidelines o High volumes of vehicle traffic inside the garages and outside on the street required of traffic personnel to control the flow and access to the facilities during peak hours and special events. Traffic guards are responsible of the following: ■ Close / Cone access to the facility when directed by Supervisor or City Supervisors when the garage has reach capacity, when working at open lot you are responsible to open or close access to vehicles according to availability ■ Screen / Allow access to vehicles that carry monthly prepaid electronic cards at Garages only ■ Open access to the facility when directed when directed by Supervisor or City Supervisor at garages only • Direct traffic flow to available entry lane in order to better use resources (outside facility) • Direct traffic flow to available exit lanes in order to better use resources (inside facility) o Stay by the entrance o Allow only one vehicle to approach the ticket machines at Garage only o Screen Access Cards Holders when the garage close o Screen Access Card Holders, City of Miami Beach marked vehicles, Police and Emergency Vehicles o Assist customers with directions o Once the lot close re -direct vehicles to the nearest o Collect and store cones after re -opening street • Main Objective of Traffic Control and Direction o To increase traffic flow o To increase safety for Garage / Lot Users o Provide better customer service o Maximize / Control Access IN and OUT of Garage and Lots • Safety Precautions you should follow when directing traffic o ALWAYS think safety first o NEVER step back without looking first to see if it is clear o NEVER turn on moving traffic o NEVER permit vehicles or pedestrians to start from a stopped positions until traffic is stopped • How to GET and KEEP driver and pedestrian's ATTENTION o Use clear and sharp hand and arm signals o Attempt to gain eye contact o Be visible o Be professional available facility as directed by your supervisor CMBPF Handbook/Section 3/Page -14 - City of Miami Beach Parking Facilities RULES OF CONDUCT It is essential to our success that all employees reflect the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to the Company. In turn, it is the Company's intent and desire to provide good jobs, with a fair day's pay for a fair day's work; to maintain safe and proper working conditions; to treat all employees fairly, without discrimination or favoritism; and to keep employees informed concerning what is expected 'f them. Your conduct, reflecting the guidelines outlined below, is the most visible and important measure that the public has in evaluating our performance. Your attention to each point is, therefore, extremely important. Violations of these guidelines may result in disciplinary action up to and including discharge. This list is not all-inclusive. Since it is impossible to list guidelines to cover every situation, the absence of an illustration from this list will not be the basis for avoiding disciplinary action when the Company believes such action is warranted. 1. Courteous conduct is essential a. Under no circumstances are you permitted to disrespect customer, co-workers, or superior b. Regardless of the circumstances, any lack of courtesy on your part may result in dismissal 2. Customer or Employee expect and deserve to be treated with respect at all times a. If you do not have a correct answer, call the office or a supervisor, do not argue the customer b. If customer don't have money to pay, call for assistant, do not argue the customer c. If the customer rise the voice, do not argue the customer 3. Unsatisfactory work 4. Failure to follow revenue procedures 5. Not following cash handling procedures 6. Misplacing of revenue bag 7. Being short/over during your shift or at closing 8. Refusal to obey a reasonable direct order 9. Abandon work station or work area without supervisory approval 10. You are not allowed to use cell phones while you are working 11. You are not allowed to be reading magazines or books while you are working 12. Failure to follow City of Miami Beach procedures a. Accept gratifies or tips in order to grand access to a facility of prohibited b. No issuing ticket to each vehicle c. No written the information on each ticket d. Charging customer not issuing tickets e. Overselling parking spaces f. You fail to request authorization to manually open a facility gate 13. Honesty -Voiding and Errors in Collections 14. Being late to work 15. Not shown, No call 16. Loafing, failing to attend to work or other abuse of time 17. Action on the part of any individual or group of employee to disrupt or intimidate fellow employees 18. Interfere with normal and efficient operations or restricting, hindering 19. Limiting production, output or services 20. Being under the influence of intoxicating beverage or narcotics while on duty 21, Changing schedules without manager's approval 22. Drink or using narcotics while on duty 23. Possessions of alcohol or illegal drugs on your person, in booths, at work station 24. You are not allowed to have food or beverages over the counter 25. Insubordination including a refusal to obey a reasonable direct order 26. Swearing to a Supervisor or Manager 27. Leaving work station or work area without supervisory approval CMBPF Handbook/ Section 3 / Page -15 - City of Miami Beach Parking Facilities 28. Sexual or other harassment of fellow employees, management or customers and/or violations of the Company's Non -Harassment Policy 29. Sleeping on duty 30. Smoking is prohibited in all the company's offices, garages offices and cashier booths 31. Visitors, friends or relatives of employees are not permitted to loiter in our facility during working hours 32. You may not allow strangers to "hang around" 33. You should not visit other employees who are working and should leave the premises when you shift ends CMBPF Handbook/Section 3 /Page -16 - City of Miami Beach Parking Facilities ACKNOWLEDGEMENT OF RECEIPT OF TRAFFIC CONTROLLER AND SELLER GUIDELINE This basic guideline contain (17 ) pages including following subjects: • COMPANY INTRODUCTION AND WELCOME LETTER ✓ RULES TO REMEMBER • CITY OF MIAMI BEACH BASIC RADIO CODES • BASIC RADIOS CODES • USE OF THE RADIO ✓ CITY OF MIAMI BEACH PARKING SUPERVISOR • OFFICIAL NAMES AND CODE NAMES ORGANIZATION CHART • MANAGEMENT TITLES AND LOCATIONS • GARAGE CODE NAMES AND PHONE NUMBERS • CITY DECALS AND PARKING PERMITS INSTRUCTIONS • OTHER NON PAYING CUSTOMERS • SELLERS INSTRUCTION • CONTROL FORM FOR TICKET BOOKS& TICKET BOOKS • PARKING ATTENDANT SHIFT REPORT • TRAFFICS INSTRUCTIONS • RULES OF CONDUCT • ACKNOWLEDGEMENT OF RECEIPT I acknowledge having received a copy of the Company's Employee Traffic Controller and Seller Guideline for the City of Miami Beach Parking Facilities including the entire subject listed above. Employee Signature Print Full Name Date Phone Number CMBPF Handbook/Section 3/ Page - 17 - P City of Miami Beach Parking Facilities Cashiers Personnel CMBPF Handbook/ Section 4/ Page -1- Introduction Welcome to City of Miami Beach Parking Facilities The purpose of this letter is will briefly introduce . During special events season you have to learn and understand a series of procedures and general guidelines that will help you perform and fulfill 's & City of Miami Beach expectations. It is essential to our succes•• chat all employees strive to achieve the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to Because good communication is essential to the success of any business operation, we have developed this Employee Handbook to describe and acquaint you with many of the policies, procedures and benefits available to you as a employee. CMHPF Handbook/Section 4/ Page - 2 - City of Miami Beach Parking Facilities RULES TO REMEMBER "Failure to comply any of these rules may lead to TERMINATION" 1. No smoking 2. No Cell Phones or any other electronic devices 3. No books, newspaper or magazines 4. No food or drinks in the booths 5. You MUST keep your booth locked at all times 6. Full Uniform: a. NAMETAG (provided by our office) b. WHITE POLO SHIRT (shirt must by tucked in) c. BLACK OR NAVY BLUE SLACKS (no jeans, tight pants, caprices or jogging wear) d. BLACK SHOES OR SNICKERS (no sandals or high heel) 7. No Gratuities or TIPS 8. Leaning down or sitting down 9. You must 611 out the vehicle inventory before you start selling: (if apply) "ask your supervisor" a. Mark and time your last entry. b. A copy must be returned to your supervisor within one hour after opening sales. 10. Write the tag # on both parts of the tickets 11. You may not leave your post until properly relieved 12. Breaks are of 1/2 an hour only. 13. Request money pick up's (1099) when you reach the amount of $ 250.00 14. All money collected from tickets sales are to be kept in the apron provided for that purpose. (DO NOT KEEP IT IN YOUR POCKETS OR PERSONAL BELONGINGS) 15. Over selling ofavailable spaces 16. No visitors 17. No loitering during working hours 18. You are responsible to be 15 minutes before your scheduled time to work. 19. You are responsible to clock in and out • Breaks are after having worked over 6 hours and for a period of time of 30 minutes. You must wait for a break relieves to arrive before leaving your post. If you need to take a restroom break or a regular break for the shift, inform your supervisor and wait for their instructions or the relief for your post in order for you to take the break. You have to be posted on your position. • Be prompt and pay close attention to your schedule. A good tip is take a note of the days, the date and the time for your schedule and keep this guidelines with you ALL times while at work. • When at work, stay on your post at ALL times and follow the instructions from your supervisor or the City Supervisor. Note: If you do not understand any of the above rules or procedures, you are responsible of asking your immediate supervisor before your start working. CMBPF Handbook / Section 4 / Page - 3 - . BASIC RADIOS CODES QSL QTR QRU QSM 1099 02 12 ✓ Do you receive me ok The time Nothing here for you Repeat your message Money Pick-up Call 'fi Hour break City of Miami Beach Parking Facilities CITY OF MIAMI BEACH BASIC RADIO CODES QTH Give me your location QSK Go ahead, transmit QRM Repeat I have interference QRX Stand By Items Change 07 Cancel - Disregard QSY Change channels QRR Call for assistance 555 We copy you clear 01 Call your office 1 11 1 Make sure you speak in ENGLISH when using the radio and use the appropriate radio code when transmitting and receiving a transmission. Make sure that your transmission is related and only regards to the operations, if issue like the listed below arises; use the phone to explain the issue. If and attendant need to leave or have a medical emergency or his schedule is over. Bathroom Break Codes Instructions When vau start a transmission • You must identify your location and who you are trying to reach. The headquarters location code is 2G. Example: You start giving your location code. a "19X" to the "2G" a you will hear a "QSK" as an answer o then you will continue your transmission o make it clear and brief. • The receiver will answer whatever request you have, and finish the transmission by saying "QSL" When receiving a transmission • When headquarters (2G) is trying to reach your will hear the location trying to reach first, or the code identifying a specific supervisor. Followed are the City of Miami Beach specific supervisor's codes: 1 IMPORTANT: Make sure do not interrupt transmission CMBPF Handbook/Section 4 /Page - 4 - Code 450 466 436 412 OFFICIAL NAMES Official Name Mr. Chuck Adams City of Miami Beach Off Street Assistant Parking Director Miguel Beingolea City of Miami Beach Operations Manager Mr. Jose Laboy City of Miami Beach Operations Supervisor Mr. Bill Kross City of Miami Beach Operations Supervisor 2G Garage 640 17TH. Street Phone (305) 673-7387 I Code 434 438 408 460 City of Miami Beach Parking Facilities Official Name Mr. Alfredo Mendez City of Miami Beach Operations Supervisor Mr. Angel Rivera City of Miami Beach Operations Supervisor Miss Diley Fuentes City of Miami Beach Operations Supervisor Mr. Alex Diaz City of Miami Beach Operations Supervisor Organization Chart City of Miami Beach Parking Facilities Project Manager 17A Garage 1301 Collins Ave. Phone (305) 673-7381 Senior Manager Office (305) 673-7387 ZA Garage 1100 Washington Ave. Phone (305) 532-0636 Assistant Manager Anchor Garage 1557 Washington Ave. Phone (305) 695-7381 SG Garage 210 7TH.Street Phone (305) 532-0636 Lead Supervisor Lead Supervisor Lead Supervisor Lead Supervisor Lead Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor A Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor , 1 Supervisor CMBPF Handbook/Section 4 / Page - 5 - City of Miami Beach Parking Facilities LOCATIONS ADDRESSES, SPACING AND DISTRIBUTION The City of Miami Beach has several facilities that remain open 24 hours 7 days a week, some others that close at a certain time, and others are seasonal locations. Each location has a different rate structure, below 1 will list all locations manned by and its rates. At most garages are available monthly access cardholder upon availability at a rate of $60.00 + TAX = $64.20. These access cards may be requested at 309 23rd Street, Miami Beach FL 33139. Anchor garage is the only facility that provides their access cards. 2G Garage Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 5A East Open Lot Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 5A West Open Lot _ Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 2A Garage • Address: Capacity: Distribution: Rate: Lost Ticket: Monthly's: 8A Garage Address: Capacity: Distribution: Rates: Lost ticket: F.A.P.D EQUIPED Located on 17th street between Meridian and Pennsylvania Avenue 1400 spaces 4 exits, 5 entrances, and 5 levels $ 1.00 per hour $ 8.00 max for 24 hours $ 8.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 Located on Drexel Avenue and 17th street 250 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance) $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 Pennsylvania Avenue and 17th street 250 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee $ 8.00 $ 60.00 + Tax = $ 64.20 512 12th Street, Between Drexel and Washington 127 spaces 1 Exit and 1 entrance $ 1.00 per hour $ 8.00 max for 24 hours Fri 09:00 pm until Mon 5:00 am, Flat Rate $ 10.00 $ 8.00 $ 60.00 + Tax = $ 64.20 Located on Sheridan Avenue and 41st street 620 spaces 2 exits, 2 entrances $ 1.00 per hour $ 8.00 max for 24 hours $ 8.00 CMBPF Handbook/ Section 4 / Page - 6 - 1G Garage Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 17A Garage Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: The Anchor Shops Gar Address: Capacity: Distribution: Rates: Ci01 of Miami Beach Parking Facilities Located on 7th street between Collins and Washington Avenue 646 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance $1.00 per hour $14.00 max for 24 hour Mon thru Sun Fri - Sat - Sun 9:00 pm until 5:00 am Flat fee $10.00 $ 14.00 $ 60.00 + Tax = $ 64.20 13th street, between Ocean Drive and Collins Avenue 264 spaces 1 exit and 1 entrance $ 1.00 per hour $ 8.00 max for 24 hours Fri - Sat - Sun 09:00 pm until 05:00 am Flat fee $ 10.00 $ 8.00 $ 60.00 + Tax = $ 64.20 age 16th Street between Collins and Washington 800 spaces 2 exits and 2 entrances (2 mid lanes switch able to exit or entrance) Up to 1 hour $ 1.00 Up to 2 hours $ 2.00 Up to 3 hours $ 6.00 Up to 6 hours $ 10.00 Up to 24 hours $ 16.00 Fri - Sat - Sun 09:00 am until 05:00 am Flat fee $ 10.00 After 05:00 am maximum rate applies Early Birds Special Enter 06:00 am to 10:00 am & out by 07:00 pm $ 8.00 Only Monday thru Friday CMBPF Handbook/Section 4 /Page - 7- City of Miami Beach Decals City of /Ng Miami Beach C 0401 T City of Miami Beach Parking Facilities City Hall Valid at: 2G-5AE-5AW-P-Lot&5C Electronic Access Cards Valid at: 2G-5AE-5AW 8A -17A -2A -1G City Wide Permits Valid at: 2G - 5A E - 5A W P -Lot - Meter Lots & Master Meters Art Deco Permits Valid at: 17A & 17X Lot Specific Valid at: Permit valid at designated open parking lots "G" Permits Valid at: All Garages and Open Lots CMBPF Handbook /Section 4/Page - 8 - City of Miami Beach Parking Facilities OTHER NON PAYING CUSTOMERS • Handicap Permits o These permits at allow to park legally at all locations at no charge. • City Marked Vehicles o These vehicles are allowed to be parked or enter any location at all times. o These vehicles must show the City of Miami Beach logo on the side. o Or City Tag (Yellow) • Fire Rescue, Government, ad Police & Life Guards vehicles are allowed to enter or park at any time. PAYING CUSTOMERS AT OPEN LOTS • Metered & Master Meter Lots o Any customer that wants to park for a short period of time, advice them to feed the meter or pay at the master meter • Park and displv o Place the ticket on the dashboard facing up o Parking enforcement will be issuing citations to any vehicle without a valid ticket for that day or with an expired meter o We will charge a special event rate fee; valid until 06.00 am next day marked on the ticket • Over Sellina Available Spaces o You are responsible for overselling the lot o Traffic attendants must keep accurate counts of the available spaces PAYING CUSTOMERS AT PARKING GARAGES & 5A E, 5A W Park and displgv o Place the ticket on the dashboard facing up. o Parking enforcement will be issuing citations to any vehicle without a valid ticket for that day or with an expired meter. o We will charge a special event rate fee; valid 24 hours from the time and date stamped on the white ticket issued by the ticket spitter. CASH HANDLING PROCEDURES 1. Be extremely careful when counting and transporting money 2. Make sure you separate starting (bank) money that needs to be returned to your supervisor at the end of your shift. 3. At the time your supervisor collects the money make sure of a. You count the money in the presence of the supervisor b. You have the bag filled at the time of collection c. Supervisor MUST count the money in front of you d. Supervisor MUST BAG and SEAL the money in front of you e. You and your Supervisor MUST SIGN the detachable slip f. The slip MUST be returned to you g. You must keep the signed portion(s) as this is YOUR ONLY proof that the money was collected from you. h. You MUST return the signed portion(s) with your paper work at the end of your shift. CMBPF Handbook / Section 4 / Page - 9 - City of Miami Beach Parking Facilities GETTING READY FOR WORK Items that you will need before you get to the cashiers booth 1 Pen (black or blue) ✓ Bank or starting cash o Will be provided by the Supervisor on duty o Count the money in front of the supervisor o Ones the bank is assigned to your name, you will be held responsible and accountable to returned in full by the end ofyourshift 1 One or two rolls of paper for the Receipt Printer 1 Paper clips 1 Stapler machine (optional, we do not provide this item) 1 Tape Clear (optional, we do not provide this item) 1 Deposit or money bags (solid grey) 1 Paper works or forms bags (clear) 1 Manual tickets (5) 1 Monthly cards receipts (only the last 5 days of the month) 1 Handicap Forms (blue) 1 Manuel Ticket Forms (green) 1 No Charge Log Form (dark yellow) 1 Manuel Credit Cards Receipts 1 Attendant Shift Report 1 Check List Report All un -used materials MUST be return to the office All forms and materials MUST be placed back on its designated area Improper use or waste of materials will be subject to disciplinary actions CMBPF Handbook/Section 4 / Page -10 - City of Miami Beach Parking Facilities TRANSACTION PROCEDURES 1) Cash or Normal Transaction: transaction that will follow the standard procedure a) Insert ticket in the validator b) Collect money c) Punch in amount collected follow with "." d) Press "CASH" 2) Lost Tickets a) Call the office on the intercom and request an inventory search b) Request a driver's license c) Request proof of ownership (If the vehicle registration matches with the driver's information then, fill a lost ticket report) d) If the information doesn't match call your supervisor e) Same Day Ticket i) Fill completely a Lost Ticket Report ii) Punch in 8 hours before actual time showing on the screen (verify amount is correct) fii) Press "TIME/YES" iv) Collect cash v) Punch in amount collected follow with "." vi) Press "CASH" vii) Insert ticket in the Receipt Printer viii) Attach Lost Ticket Form with the WHITE ticket f) Second or more days i) Fill completely a Lost Ticket Report ii) Punch in "DATE/NO" one time per each day or each $ 8.00 dollars to be charge iii) Collect money iv) Press "CASH" 3) Unreadable Ticket a) Punch in correct time and date shown on the ticket b) Insert ticket on the Receipt Print c) Collect cash d) Press "TIME/YES" e) Punch in amount collected follow with "." f) Press "CASH" 4) TOPA same day a) Collect (2) ticket from the customer (white ticket and TOPA ticket) CMBPF Handbook/Section 4 /Page - 11- City of Miami Beach Parking Facilities b) Press "F2" c) Insert ticket in to the validator d) Press "T" balance on the screen must be "cero" e) Press "CASH" Attach TOPA with WHITE ticket 5) TOPA second day a) Collect (2) ticket from the customer (white ticket and TOPA ticket) b) Punch in same time shown on the ticket, The screen must shown 24 hours after the time imprinted on the ticket c) Press "DATE/NO" one time d) Collect money e) Punch in amount collected follow with "." f) Insert white ticket into the Printer Receipt g) Press "CASH" h) Attach booth ticket, white on top and account this ticket for the value that you charge 6) Credit Card Payment a) Insert ticket in the validator b) Insert credit card into the validator "PROCCESING ...." (Will show on screen) c) Receipt will come out, have it signed, and attach it with the WHITE ticket d) Press "RECEIPT" and give it to the customer 7) Validator not taking credit cards a) Insert ticket in the validator b) Press "ALTERNATE PAYMENT' c) Press "2" for VISA, "3" for MATER CARD and "4" for AMERICAN EXPRESS d) Punch in credit card number e) Press "TIME/YES" f) Punch in expiration g) Press "TIME/YES" h) Receipt will came out, have it signed, and attach it with the WHITE ticket i) Press "RECEIPT" and give it to the customer 8) Credit Card System Down a) Insert ticket in the validator b) Imprint credit card information in the BOUCHER (must show numbers and expiration clearly) (must be imprinted above the "X" "SIGN HERE" c) You must ask for picture ID with the credit card, d) Hand writes credit card information above imprinted credit card information, (name as shown on the card, complete card number and expiration) e) Fill as follow CMBPF Handbook/Section 4 / Page -12 - City of Miami Beach Parking Facilities f) Description: write "PARKING FEE" g) Amount: write "Dollars amount shown on power pad screen" h) Total: write "Dollars amount shown on power pad screen" i) Sign manual Boucher signed by customer; keep original and have over the copy to the customer j) Press "X" k) Press "CASH" 1) Attach Boucher and white ticket 9) M1 or City Wide (Police Department, Fire Department, G's Permit, City of Miami Beach Employees and Parking Enforcement Except City Hall Employees) a) Customer must fill yellow form or NO CHARGE LOG b) Customer must sign and write decal number on ticket c) Press "M1" City Wide d) Press "TIME/YES' e) Press "CASH" f) Insert ticket in the Receipt Printer 10) M2 or Municipal (Access card not working) a) Call office with the access card number b) If "OK" fill yellow form NO CHARGE FORM c) Sign ticket d) Write access card number on ticket e) Insert ticket on the Receipt Printer f) Press "M2" g) Press "TIME/YES" h) Press "CASH" 11) M3 or City Hall a) Customer must fill yellow form or NO CHARGE LOG b) Customer must sign and write decal number on ticket c) Press "M3" City Hall d) Press "TIME/YES' e) Press "CASH" f) Insert ticket in the Receipt Printer 12) Disabled/Handicapped a) Customer hand over: signed ticket with the handicapped permit & driver license or registration. Write down the expiration date and decal number and phone # on ticket b) Fill out handicapped form c) Insert ticket in the validator d) Press "H" for handicapped CMBPF Handbook/Section 4 / Page -13 - City of Miami Beach Parking Facilities e) Press "CASH" 13) Security Officers (Ticket must have " " stamp & be signed by Supervisor or City or Miami Beach Supervisor) a) Security officer must hand over ticket signed by b) Fill "NO CHARGE LOG" yellow form c) Insert ticket in the validator d) Press "S" e) Press "CASH 14) City Employee without ticket . a) Use manual ticket b) Employee must sign ticket c) Employee must fill "NON CHARGE LOG" d) Press "M1" or "M3" e) Press "TIME/YES" f) Press "CASH" 15) Labor Employees (ticket must be validated) a) Insert ticket in the validator b) Press "G", "D", "J", or "0" c) Press "TIME/YES" d) Press "CASH" 16) Valet Parking (2G) a) Use manual ticket b) Employee must sign ticket c) Fill lost ticket form d) Press "F2" e) Press "V" Validations for valets at 2G only f) Press "CASH" g) Insert ticket in the Receipt Printer 17) Employee at 2G, 5A East, 5A West, and 1G (Ticket must have " stamp & be signed by Supervisor or City or Miami Beach Supervisor) a) Employee must fill "NO CHARGE LOG FORM" yellow b) Employee must sign ticket c) Insert ticket in the validator d) Press "A" e) Press "TIME/YES" f) Press "CASH" 18) Employee at 17A & 2A or City of Miami Beach Supervisor CMBPF Handbook/Section 4/Page -14 - City of Miami Beach Parking Facilities a) Employee must fill "NO CHARGE LOG FORM" yellow b) Employee must sign ticket c) Insert ticket in the validator d) Press"E" e) Press "CASH" 19) Art Deco Permits (ONLY AT 13th STREET GARAGE) a) Insert ticket in the validator b) Customer must sign ticket c) Customer must fill "NO CHARGE LOG FORM" yellow d) Press "A" e) Press "CASH" 20) APS Over Limit During Flat Rate Hours Only (ONLY AT 13TH & 12T1ISTREET GARAGE) a) Insert ticket in the validator b) Collect money from customer c) Punch amount collected d) Press "CASH" 21) Wolfsonian (only at 12th Street Garage) a) Insert ticket in validator b) Enter discount amount c) Press "W" d) Press "CASH" 22) FIU (only at 12th Street Garage) a) Insert ticket in validator b) Press "F" c) Press "CASH" 23) Police Department (only at 12th Street Garage) a) Emergency b) Insert ticket in validator c) Press "P" d) Press "CASH" e) Inform your supervisor immediately f) Non Emergency g) Fill "NO CHARGE LOG FORM" (yellow) h) Insert ticket in validator i) Press "P" j) Press "CASH" CMBPF Handbook/Section 4 / Page -15 - City of Miami Beach Parking Facilities VALIDATIONS • (M) Validations o all transactions in which you will use the MI., M2, M3 or M4 keys o Use the RECEIPT PRINTER for these transactions • M1 (City Wide) & M3 (City Hall) o Customer must sign the ticket o Customer must write the decal number on it o Customer must fill the Decal log Form completely o Make sure it has been filled out properly (LEGIBLE) • M2 (Municipal) Access card Holder o Call the office on the intercom o Request an inventory search o Use 4 last digits on the Access Card o If paid use a red ticket and validate using the M2 key o If Access Card is shut off and driver claims to have no ticket. Contact CMB super visor to check Scan computer to verify / allow exit via payment or non payment / M4( o Ticket must be signed and stamped with Standards Stamp o Employee must fill out the Decal log Form o Make sure the form has been filled out properly (LEGIBLE) • LABOR (Convention Center and Jackie Gleason workers) o Customer must present ticket validated, (small perforations) • HANDICAP (Handicaps do not pay for parking at any CMB parking location) o Customer must show a valid Handicap permit o The Permit needs to match the registration and picture Id o They must sign the spitter ticket o Make sure that all the necessary information has been filled out (LEGIBLE) o You must write the decal number and expiration date on the ticket • TOPA (Theater of Performing Arts) o Customer must present Yellow or Blue Manually sold ticket o If the customer wants Yellow Ticket as a receipt o Issue a printed receipt from the computer • ART DECO (only at 13th Street Garage) o Customer must fill "NO CHARGE LOG" yellow o Must sign and write decal on ticket o Press "A" • APS Over Limit during Flat Rate ONLY (only 13th & 12th Street Garage Only) o During Flat Rate Hours you must process this transaction at the Power Pad o Press Letter "D" only one time • Wolfsonian (only at 12th Street Garage) o $ 2.00 validation max discount $ 6.00 CMBPF Handbook/ Section 4 /Page - 16 - City of Miami Beach Parking Facilities Y CMBPF Handbook/Section 4/Page -17 - Parking Attendant Shift Report Sample City of Miami Beach Parking Facilities OFWAO&SaCH:: KING DEPARTMENT ING ATTENDANT SHIFT REPORT Write the beginning & ending numbers Add each fine total rOtal of tickets:Issue lo your shift W the total of tiokets used CARDS VERCH. VALID. fatal of Iransa0tiona• processed credit:Cards and teat arriount 100;0W -for it INNS cosmos fOID ( IN -OUT) '4NDICAP I *suer), I iTANDARD ,) TOtal of -.:{extaic...•;;vi. for each validation doortENNICE ots.... TYWIDE ptocessed on your shift CI PO 03°R MISSING ALL OTHER • LOCATION 'ATTENDANT NAME IYOUT 10fOrMatiOti, clear hand Wriliting ArrEnciroir SIGNATURE OAFIIIRS .SUPERVISOR NAPAE: 3 ERVISOR SIGNATURE TOTAL TRANSIENT TOTAL CA 0 be' COMPieted bY;VMASUPMTViSOT Ofasing your report I too 2.00 3,00 5 400 5.00 6.00 7.00 8.00 9.00 1�00l rots of tseneeetten Including cash and mot amts. tatei etvaluepes• transactors ammo! AD # To be con -4000 by the supervisor oloelng your report TOTAL. CASH DEPOSITS RPASALES TAX T.48010002C2 - POD" CMBPF Handbook/Section 4/Page -18 - City of Miami Beach Parking Facilities Manual Tickets Log Form Handicaps Forms CMBPF Handbook/ Section 4 / Page -19 - City of Miami Beach Parking Facilities CMBPF Handbook/Section 4/ Page - 20 - No Charge Log Form 8 S. o a 9 2 u. 0 City of Miami Beach Parking Facilities CMBPF Handbook/ Section 4 /Page - 21- Lost Ticket Report Form Date in Mame ltd u ss City State CTf OF MIAMI test LOST TICKET REFOR Oslo Qat Of' City of Miami Beach Parking Facilities 0411.41,07 Phone Driver Ldo. No Mate Make of Gar L,icense:NO State Cash i' Want Paid ft - 4 Oo CMBPF Handbook/Section 4/Page - 22 - 30 Minutes or Less Tag Log Form City of Miami Beach Parking Facilities CMBPF Handbook/Section 4/Page - 23 - Dat( Cashier Name i5 -Ag Tim( 0 T112-KDR 25 1 37C7-yfrlf 26 2 rp-OOP 271 3 3Ty-LuIfI 28 4 4_9W -51R. 29 6 7 8 9 10 11 12 13 City of Miami Beach Parking Facilities City of Miami Beach Parking Fadlities 30 Minutes or Less Tag Log 1.1:00 AM Loc. Jose Narl.gokt. Shifi 50 51 52 53 30 55 31 32 33 34 35 36 37 38 14 39 15 40 16 41 17 18 19 20 21 22 23 24 • 42 43 44 56 57 58 59 60 24 4arage Lan( to 6/Fi Page 75 76 77 78 79 80 81 82 83 84 85 61 86 62 87 63 88 64 89 65 90 66 67 68 69 91 92 93 94 45 70 95 46 71 96 47 72 97 48 73 98 49 74 99 Manual Credit Card Procedures CMBPF Handbook / Section 4/ Page -14 - of a) z T . e2 0 SA a w Irl bco 43 'CI .. 'b 04-) 514 U 05 pi id 43 4 'Z3 -1-I 43 H RI 14H .N 4 X Rai 4) � R! 61 U N 0 U t .4 NA 1 11 lA 4 b a a a� tot 04 as $443 o 0 44x 0 . it N ,� . E ' �1 O a w . z -P Ia ID r'0.- - 14 0 .8 id -�0a) • H ii g U en -�r4 LH gi -H City of Miami Beach Parking Facilities CMBPF Handbook/Section 4/ Page - 25 - City of Miami Beach Parking Facilities RULES OF CONDUCT It is essential to our success that all employees reflect the highest possible standards in the performance of their responsibilities. In so doing, you bring credit to yourself as well as to the Company. In turn, it is the Company's intent and desire to provide good jobs, with a fair day's pay for a fair day's work; to maintain safe and proper working conditions; to treat all employees fairly, without discrimination or favoritism; and to keep employees informed concernir e, what is expected of them. Your conduct, reflecting the guidelines outlined below, is the most visible and important measure that the public has in evaluating our performance. Your attention to each point is, therefore, extremely important. Violations of these guidelines may result in disciplinary action up to and including discharge. This list is not all-inclusive. Since it is impossible to list guidelines to cover every situation, the absence of an illustration from this list will not be the basis for avoiding disciplinary action when the Company believes such action is warranted. 1. Courteous conduct is essential a. Under no circumstances are you permitted to disrespect customer, co-workers, or superior b. Regardless of the circumstances, any lack of courtesy on your part may result in dismissal 2. Customer or Employee expect and deserve to be treated with respect at all times a. If you do not have a correct answer, call the office or a supervisor, do not argue the customer b. If customer don't have money to pay, call for assistant, do not argue the customer c. If the customer rise the voice, do not argue the customer 3. Unsatisfactory work 4. Failure to follow revenue procedures 5. Not following cash handling procedures 6. Misplacing of revenue bag 7. Being short/over during your shift or at closing 8. Refusal to obey a reasonable direct order 9. Abandon work station or work area without supervisory approval 10. You are not allowed to use cell phones while you are working 11. You are not allowed to be reading magazines or books while you are working 12. Failure to follow City of Miami Beach procedures a. Accept gratifies or tips in order to grand access to a facility of prohibited b. No issuing ticket to each vehicle c. No written the information on each ticket d. Charging customer not issuing tickets e. Overselling parking spaces f. You fail to request authorization to manually open a facility gate 13. Honesty -Voiding and Errors in Collections 14. Being late to work 15. Not shown, No call 16. Loafing, failing to attend to work or other abuse of time 17. Action on the part daily individual or group of employee to disrupt or intimidate fellow employees 18. Interfere with normal and efficient operations or restricting, hindering 19. Limiting production, output or services 20. Being under the influence of intoxicating beverage or narcotics while on duty 21. Changing schedules without manager's approval 22. Drink or using narcotics while on duty 23. Possessions of alcohol or illegal drugs on your person, in booths, at work station 24. You are not allowed to have food or beverages over the counter 25. Insubordination including a refusal to obey a reasonable direct order 26. Swearing to a Supervisor or Manager CMBPF Handbook/Section 4/ Page - 26 - City of Miami Beach Parking Facilities 27. Leaving work station or work area without supervisory approval 28. Sexual or other harassment of fellow employees, management or customers and/or violations of the Company's Non -Harassment Policy 29. Sleeping on duty 30. Smoking is prohibited in all the company's offices, garages offices and cashier booths 31. Visitors, friends or relatives of employees are not permitted to loiter in our facility during working hours 32. You may not allow strangers to "hang around" 33. You should not visit other employees who are working and should leave the premises when you shift ends CMBPF Handbook/Section 4 /Page - 27 - City of Miami Beach Parking Facilities ACKNOWLEDGEMENT OF RECEIPT OF TRAFFIC CONTROLLER AND SELLER GUIDELINE This basic guideline contain (28) pages including following subjects: ✓ COMPANY INTRODUCTION AND WELCOME LETTER ✓ RULES TO REMEMBER ✓ CITY OF MIAMI BEACH BASIC RADIO CODES ✓ BASIC RADIOS CODES ✓ USE OF THE RADIO ✓ CITY OF MIAMI BEACH PARKING SUPERVISOR ✓ OFFICIAL NAMES AND CODE NAMES ✓ ORGANIZATION CHART ✓ MANAGEMENT TITLES AND LOCATIONS ✓ GARAGE CODE NAMES AND PHONE NUMBERS ✓ CITY DECALS AND PARKING PERMITS INSTRUCTIONS ✓ OTHER NON PAYING CUSTOMERS ✓ SELLERS INSTRUCTION ✓ CONTROL FORM FOR TICKET BOOKS& TICKET BOOKS ✓ PARKING ATTENDANT SHIFT REPORT ✓ TRAFFICS INSTRUCTIONS ✓ RULES OF CONDUCT ✓ ACKNOWLEDGEMENT OF RECEIPT 1 acknowledge having received a copy of the Company's Employee Traffic Controller and Seller Guideline for the City of Miami Beach Parking Facilities including the entire subject listed above. Employee Signature Print Full Name Date Phone Number CMBPF Handbook/Section 4/Page - 28 - 4 City of Miami Beach Parking Facilities Section 5.1 CITY OF MIAMI BEACH EXPECTATIONS We work closely supervised at all locations by the City of Miami Beach Off—Street Parking Supervisors. In order to do a good job, the first thing we need to know is what the City of Miami Beach expects from us on a daily basis. Citv's Expectations: ✓ Training: To insure that every attendant is trained and perform as expected ✓ Uniforms: Proper working attire and full uniform. o NAMETAG (provided by our office) o WHI l'E POLO SHIRT (shirt must by tucked in) o BLACK OR NAVY BLUE SLACKS (no jeans, tight pants, caprices or jogging wear) o BLACK SHOES OR SNICKERS (no sandals or high heel) ✓ Communication: Proper use of the English language while using two way radios provided by the City of Miami Beach. Continuous transfer of information between on Duty City of Miami Beach and Supervisors ✓ Staffing: Maintain adequate staffing levels as requested by the City of Miami Beach during normal operations and events ✓ Knowledge: Fully understanding and application of all in place procedures, and positions available under your command. o Cashier o Seller o Traffic Controller ✓ Reporting: Accurately report all transactions performed by Cashier and Sellers using the tools provided by the City of Miami Beach such as the cashier report. ✓ Security: Provide adequate supervision, to ensure that all revenue collected is deposited in a designated safe box following every procedure in place ✓ Equipment: Responsible for all items provided by the City of Miami Beach excluding normal wear and tear ✓ Customer Service: To provide every customer with a pleasant parking experience, from entering to exiting any City of Miami Beach parking facility managed by ✓ Supervision: Appropriately enforce all of the above describe points to every attendant working at a City of Miami Beach parking facility. ✓ Operational Directions: City of Miami Beach' supervisors are to lead Supervisors to do certain tasks as demanded by specific situations that requires special attention CMBPF Handbook / Section 5.1 / Page -1- PHYSICAL AUDIT City of Miami Beach Parking Facilities The first thing you need to doprior to rformin a physical audit is: (1) when to do pe g it and (2) what you will be looking for. The best time to audit an attendant is at peak hours. By performing an audit at this time, the attendant has very little time to even out the revenues from any overage. Any difference implies that a breach of procedure has taken place. NOTIFY MANAGEMENT IMMEDIATELY AND REQUEST REMOVAL OF THIS INDIVIDUAL UNTIL FURTHER INVESTIGATION FOLLOW THE LIST BELOW TO APPROPRIATELY AUDIT AN ATTENDANT to Always request the presence of a C.M.B. supervisor; Define the peak hours at the location you want audit 1 You will need a pen and a paper to record your findings ✓ ' Money bag to secure the cash ✓ Collect all the cash leaving the bank issued for change with the attendant ✓ Secure all the used books ✓ You will need them to match the cash ✓ Perform the calculations accordingly and write down your findings ✓ Remember big differences must be addressed immediately ✓ Attendant must be removed as soon as possible ✓ If everything is okay, proceed to audit the garage or lot ✓ The used books will be your start point. As you should know the attendant has to write the tag # on both sections of the ticket the bottom and upper parts and has to place each ticket sold on the dashboard facing up ✓ Go floor by floor and match the information on the used books against that on the tickets inside the vehicles and the actual vehicle tag # ✓ If you find a discrepancy feel the vehicle hood for temperature, depending on the temperature you can make an educated guess as to per what time the vehicle enter the lot, or garage and thus pointing to one attendant ✓ If these procedures can't determined then, further investigate the discrepancy Investigation hints: ✓ Determine who is responsible for that ticket ✓ Check the book logs, write down your findings ✓ If the vehicle is cold try to stay around to interview the customer ✓ Ask the customer the time of entry ✓ Ask the customer to give the name of the attendant or it's description ✓ If you cannot'stay, give the attendant the vehicle information and instruct him/her to call you upon the exit of this vehicle or vehicles ✓ Summoned right away if you are called; ask the customer the ticket and keep it to support your fmdings ✓ If the investigation successfully directs you to an attendant report it immediately ✓ Have this attendant replaced by another and send him/her to the office ✓ Gather all your findings, and write a report describing the incident ✓ Submit it to management CMBPF Handbook/Section 5.1 /Page - 2 - 1) 2G Garage 64017. Street Phone (305) 673-7387 City of Miami Beach Parking Facilities Section 5.2 FLOW CHART Organization Chart City of Miami Beach Parking Facilities 1 17A Garage ; 2A Garage 1301 Collins Ave. i 1100 Washington Ave. Phone (305) 673-7381 Phone (305) 532-0636 Lead Supervisor Lead Supervisor Supervisor Supervisor Supervisor Supervisor Lead Supervisor Supervisor Anchor Garage 1557 Washington Ave. Phone (305) 695-7381 1G Garage 210 7h.Street Phone (305) 532-0636 Lead Supervisor Lead Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor Supervisor L L CMBPF Handbook/ Section 5.2/Page -1 - mi City of Miami Beach Parking Facilities DECISION MAKING FLOW CHART All transactions must be performed the same way at all locations. Below all transactions will be explained and given examples, it is very important that once learned this procedure, it be communicate to cashiers and sellers. Not all transaction apply to every location, there are some limitation or restrictions, There are fewer manually transaction done but most are done where revenue equipment is in place. The chain of command is also extremely important in the decision making process. handles all off-street parking transactions performed by cashiers and sellers. An organizational chart along with a formula will help you understand the decision making process. DECISION MAKING FLOW CHART APPROVAL = CMB SUPERVISOR CITY OF MIAMI BEACH OFF STREET PARKING DEPARTMENT OPERATIONS MANAGER & SUPERVISORS &AS ►r T>>IVIA LAGER ANAGER EIPERVISOR$ RVISORS .-„i50 CASHIERS I 50 SELLERS r20 TRAFFICS CMBPF Handbook/Section 5.2/Page - 2 - City of Miami Beach Parking Facilities SUPERVISOR'S RESPONSIBILITIES AND DAILY TASK Your main responsibility is the supervision of the cashiers and traffic working during your shift. You are responsible for the personnel on your shift ✓ Supervisor must be ready at all times to be able to open a register ✓ It is responsibility and accountability to be able to perform at all times as a cashier, seller or traffic if need it 1 You are responsible of authorizing personnel under your supervision to go on breaks ✓ All locations are subject to sudden changes of activity 1 You MUST be ready to take necessary actions Accountability 1 Lead supervisor will be directly responsible for their staff levels of performance and will be held accountable for not taking action against employees failing to adhere to City of Miami Beach Supervisors or Supervisor Procedures ✓ Shift supervisor will be held accountable when employees are found in violations of City of Miami Beach Supervisors or Supervisor Procedures ✓ Auditors will be held responsible for reporting to Facility Manager on daily basis missing ticket, incomplete reports, missing money bags, and any other important issue ✓ All employees need to follow City of Miami Beach & Policies and Procedures ✓ Under no circumstances attendants, supervisor will overruled any Rules, Regulation, or Procedure from the City or Note: The following are things that you should look for and check during your shift. Cashiers ✓ Make sure the cashiers are following the proper procedures when processing transactions ✓ They should advise you when they have cash drop (1099). This is important so that they don't have that much money with the in the register ✓ They should have all the necessary supplies for their shift ✓ Reports should be turned in filled out properly with no mistakes. All forms should be filled out correctly with all information that is required. Everything should be legible. Traffic Controller 1 All traffic attendants need to wear the safety vest provided. NO EXCEPTIONS! ✓ Traffic personnel need to use clear hand signals to direct the vehicles so there is no confusion that may cause an accident ✓ They should not be sitting down or leaning against the wall or other objects ✓ Their job is to control the traffic entering/exiting the facility ✓ When the garage is full they need to direct the customers to other lots and garages Access Control Equipment Ticket Snitter 1 Check the amount of tickets left and make sure there is a second box in the spare tray ✓ Check the discarded ticket box (silver box above tickets) and empty it if needed ✓ Check to see if the spitter needs to be cleaned and that tickets are being printed properly Gates ✓ Check that the gates are the proper length ✓ The foam protector should be installed as to prevent damage should the gate hit a vehicle ✓ The screws holding the gate in place should be tight. This causes the gate to snap off if a vehicle breaks it. You might also be able to reuse the same gate if it's long enough 1 Open the box and VISUALLY check the belt is in good condition. NEVER TOUCH THE BELT WHEN THE POWER IS ON. CMBPF Handbook/Section 5.2 / Page - 3 - City of Miami Beach Parking Facilities Revenue Equipment Power Pads ✓ Verify the date and time on the screens ✓ Check the keyboard for keys that may be loose or need replacing ✓ Check to see if anybody has written on the power pad Printers ✓ Make sure that printers have paper rolls and that the irik ribbon is good ✓ Validator covers should be closed and locked. Cashiers should not have access to the validators Booths ✓ Check the glass panels for cracks ✓ Make sure the lights are working properly ✓ Have they been cleaned? ✓ Is there any major that needs to be reported? Facility ✓ At least once during your shift walk the facility, including stairwells. Look for anything that needs to be repaired/replaced and make a note about it so it can be brought to the city's attention. Examples O 3rd floor 2 lights burned out. o South 4`h floor stairwell lights burned out. o Graffiti on 6`h floor elevator doors. ✓ Also check for safety issues that need to be addressed. Examples ✓ Fire extinguisher missing on 5th floor se corner. ✓ Oil/gas spilled on 2°d floor. ✓ Pipe broken on 4th floor and hanging in the path of traffic. ✓ Broken glass on level 6 So aces Available 1 From the computer the supervisor must to check the available parking space ✓ Keep updated traffic personnel or security posted at front of the facility Communication ✓ Project Manager will organize monthly mandatory meeting with each of the Facilities Lead Supervisors & Supervisors ✓ Every Facility Supervisor will report any discomfort, complaint, need, request and recommendations to the Manager to help them to improve their locations. ✓ Communication is essential to bi0directional with Supervisor personnel and Management to establish and improve areas that need improvement, overtime, upcoming events or projects, etc. The previous were just samples of what to look for on your shift. Feel free to add anything that you consider important. Use your judgment in the order that you choose to check the facility. CMBPF Handbook/Section 5.2 / Page - 4 - City of Miami Beach Parking Facilities GENERAL CASH HANDLING • Be extremely careful when counting and transporting money • Use the solid bags provided to make money drops • Make sure that you count and seal the money bag in front of the attendant • Review all the information shown on the bag (clear hand writing must be required) o Top Part — Detachable Slip • Date • Attendant First & Last Name • Amount to drop ▪ Your signature or initial o Bottom Part— Bag information (for Anchor Garage see Remark) • To: Sun Trust Bank • From: Attendant Fist & Last Name • Location: 2G — 5A East — 5A West — etc. • Date: (04-02-07) — (04/02/07) ▪ Signature: Attendants Signature • Amount deposited: Dollars and cent deposited • Your signature or initial • If money was picked up at the booth or selling post, make sure that you sign and give the detachable slip that comes along with the bag to the attendant At the office (Verification Control Sheet). On the deposit log form for that location. o Date o Time o Attendant First and Last Name o Bag Number o Amount being dropped o Verify By: Full mane of the Supervisor o Initials: of the supervisor making the drop • Make sure you write all the information on each line, even if the same attendant is repeated several times • If the drop is done at the 17th street garage (2G) or 7th Street Garage (1G) o Make sure you give the bag to the security supervisor posted 24hrs at this location o Security will log the bag individually and collection the same information that you log at the Verification Control Sheet o Then you must sign by the entry o Then give it back to you so you may drop it in the safe • Be extremely careful these steps need to be followed to avoid any discrepancies • Make sure the bag actually falls inside the safe CMBPF Handbook /Section 5.2/ Page - 5 - City of Miami Beach Parking Facilities BRINKS DAILY MONEY PICK UP ✓ Every day a Brinks Armor vehicle will come to the designated location to pick up the revenues generated the day before. ✓ We have this service performed at the 2G, 1G, 17A and the 2A garages ✓ As soon as Brinks get to the office, Security personnel posted at the 2G garage office will secure the doors and the windows, locking them up and covering the windows that offer a view to obstruct any visibility while the pick up is happening. ✓ Security officer will restrict access to authorized personnel only. ✓ Any personnel from or non authorized, will have to leave the office until completion of the pick-up ✓ Opening the safe needs two keys to open, one is brought by the Brinks Officer and the other one by the on Duty City of Miami Beach Supervisor ✓ All the individual deposits are removed from the safe then, separated by location, and cross matched against the location deposit log form. ✓ This is done location by location, once they fmish separating bags per locations, all individual deposits for that location will be placed inside the bigger deposit bag accompanied by the bank deposit list, and we move to the next location until we clear all deposits. ✓ The 7th street (1G), 13th street garage (17A), and 12th Street garage (2A), will perform all security steps described above in order to secure their locations while Brinks officers are performing the pick up • IMPORTANT A SUCCESSFUL PICK-UP IS THE RESULT OF GOOD CASH HANDLING AND REPORTING PROCEDURES. EVERY SHIFT SUPERVISOR IS IN CHARGE OF THIS SUCCESS, ONE SUPERVISOR FAILING TO CONSISTENTLY FOLLOW THE CASH HANDLING PROCEDURES POSITIONS THE TEAM IN HARMS WAY. CMBPF Handbook / Section 5.2/ Page - 6 - City ofMiami Beach Parking Facilities DAILY REVENUE BANK DEPOSIT IF YOU WORK THE MIDNIGHT SHIFT YOU ARE IN CHARGE OF REVIEWING ALL DEPOSITS PERFORMED DURING THAT DAY AND FILLING OUT ALL THE NECESSARY FORMS Make sure that all deposits are logged at the location where they were generated on the Deposit Log Form (each location must have an individual Deposit Log Form) Double check all deposits to avoid double entries Fill out the by location deposit bag (bigger than your regular money drop bag) Fill out the Bank Deposit List Form Put all the above documents together by location and have it ready for the morning shift A Brink bullet proof truck will stop at the garage every morning to pick up all revenues generated the day before Paper Work Examples CfTY OF MIAMI BEACH DEPOSIT BAG Verify that each4rop is not Otiplipiated VERIFICATION CONTROL SHEET Location Name: Date 4 -Dee 4 -Dec 4 -Dec 4 -Dec 17th street ca Time Attendant Full Name 1.2:34 C4',mewAl-fowi0 1240 Carmen. fkl. foWso 2:45 3:15 I Kati -n.4 PoU .o Location Number. you must be suns that each drop you. register on this,: the location Verified 3y S Amount Print Name 4 500.00 Martis- Narvaez 500.00 Martis- Nar/aez Initial MN MN Grariados . M4 rartados TOTAL CASH DROPS TOTAL CREDIT CARDS TOTA GROSS (TAXABLE) TOTAL NET ACCT# SALES TAX ACCT# OVER / SHORT (circle to indicate) ACCT # TOTAL SMART CARDS NOTTAXABLE TOTAL MERCHANT VALIDATIONS NOT TAXABLE if M E.ah line roust be ! =Viete y Hand writing must he ck r 1S S $ S 48O.8OCO.344598 1 $ IS The Supervisor collecting the bags must write down the date end time the collection took place. City of Mlami Beach Employees will not accept the bags, If date, time and supervisor's signature are left blank. Date: Time: CMB Supervisor Name (Print) Auditor Name (Print) CMB Supervisor Signature Auditor Signature CMBPF Handbook/Section 5.2 /Page - 7 - City of Miami Beach Parking Facilities TRANSACTION DESCRIPTION Double-check the information filled by the attendant before submitting cashier/seller report. All cashier/seller reports come with three copies, a white, a yellow and a pink one. All arithmetic operations have to be crossed check and the calculator tape attached to the Cashiers Power Pad Report Reports Handling 17 Street Areas (2G, 5A East, 5A West, 8A, P -LOT) 2G, 5A East, 5A West and 8A required paper work ✓ Cashier's white and yellow copy ✓ Handicap Form (if used) 1 Decal Log Form - Used for validations: See VALIDATIONS 1 Manual Ticket Log Form (If used) ✓ Supervisor's Check List white copy ✓ Power Pad Paper Tape ✓ Rubber Bands ✓ Paper Clips 1 Pen Report Bag or Clear Bag V. At the 2G, we have a designated safe for these reports make sure that the attendant drops it in the appropriate place 1 At the I G, 17A AND 2A, reports are kept in the office safe until the next day, when they are picked up and delivered to the 2G to be audited ✓ The Supervisor's Check List and the Report pink copy along with the money drops slips go together and once finished are placed with deposit log form for the location it belongs Open Lots and Garages (Event Pre -selling) paper work required: ✓ Cashier's white and yellow copy ✓ Book Log (four copies; white, yellow, pink and dark yellow). ✓ Every report must have a copy of the book log attached. ✓ The dark yellow copy is the first one to be used and is given to a City Supervisor when we receive the books ✓ Check the total amount of books and the serial numbers listed before acknowledging receipt by signing the form ✓ Sold book stubs ✓ Complete books must be returned to a city supervisor ✓ Make sure the log form is signed acknowledging the books returned ✓ Pink copy from the books log form, must have all information recorded 1 This copy has to be returned to the city ✓ Make sure that all the information has been checked before you submit any paperwork 1 Complete books will be returned to the city or transferred to another attendant ✓ They will be returned if the books' date has expired or the rate has changed making these unusable otherwise they will be transferred to the relieving attendant. If books are returned, make sure that the book log form has been signed acknowledging receipt of these books ✓ Vehicle Inventory Form: this for applies to same open lot only CMBPF Handbook /Section 5.2 /Page - 8 - City of Miami Beach Parking Facilities MEMORANDUMS CMBPF Handbook/Section 5.2 / Page - 9 - City of Miami Beach Parking Facilities MEMORANDUM To: All Supervisors City of Miami Beach Parking Facilities From: Name/ Title City of Miami Beach Parking Facilities Cc: Effective immediately: The use of the terminal (computer) located at your garage is for the only and exclusive purpose of work related only. Surfing the net or any other activity not related with the garage operation will have disciplinary action. If you have any question or comments please feel free to contact me at (305) 303-6298. Name/ Title Company City of Miami Beach Parking Facilities CMBPF Handbook/Section 5.2/Page -10- City of Miami Beach Parking Facilities MEMORANDUM To: All Supervisors City of Miami Beach Parking Facilities From: Name/ Title Cc: Subject: Radios Checks & Reports Effective immediately we will start to enforce radios checks, status and reports, at any time moments, several times during the days. We will call the location and ask for status and report: Example 1 ✓ 2G> 2G to 17A 1 17A> QSK ✓ 2G> 17A give me your report 1 17A> 17A count is 110 and we are QRU —QSL Example 2 ✓ 2G> 2G to 17A ✓ 17A> QSK ✓ 2G> 17A give me your report 1 17A> QRX (stand by) a "if' you are assisting a customer or need time to look for the information, you replay QRX until you are ready and then you call back with your status". ✓ 17A> 17A to 2G ✓ 2G> QSK ✓ 17A> 17A Report is 96 spaces available and we are QRU - QSL Note: Every time that we request a location report, you must replay with information regarding the operation only. Other issues like attendants requesting to go to the bathroom or have medical or the need to go home, those issue must be on the phone directly with the supervisor on duty or manager if required. If you have any question or comments please feel tree to contact me at (305) 303-6298. Name/ Title Company City of Miami Beach Parking Facilities CMBPFHandbook /Section 5.2/Page -11- City of Miami Beach Parking Facilities MEMORANDUM To: All Supervisors City of Miami Beach Parking Facilities From: Name/ Title Cc: Subject: Mandatory Meeting Effective immediately, Today, Tuesday, April 03, 2007 at 03.30 pm through 04.30 pm, our Senior Manager, Mr. Marcos Gutierrez, CPP called us for a meeting for Lead Supervisors at the 2G's Offices. Remember ones a week we will have a meeting for Lead Supervisors, and ones a month we will coordinate a meeting for all supervisors. Accept our most sincere apologies. For any inconvenience due to this short notice. Thank you all for your cooperation, Name/ Title Company City of Miami Beach Parking Facilities 1G Garage 17A Garage 2G Garage 2A Garage 2G Garage Project Manager CMBPF Handbook/Section 5.2/Page -12 - Anchor Garage --.J City of Miami Beach Parking Facilities MEMORANDUM To: All Supervisors City of Miami Beach Parking Facilities From: Name/ Title Cc: Subject: Use of the company van Effective immediately To all supervisors authorized to use the company vehicle. • If you will use the vehicle during working hours and exclusively for working purposes you must have a radio at all times • The use of the vehicle is strictly for this account use only and/or for this accounts needs only • If the vehicle will remain park, you must roll the windows up • You are responsible to receive and transfer the vehicle in good conditions, clean and full tank of gas • You are responsible to report any damage, accident or incident that may occur to your immediate superior or Facility Manager If you have any question please contact me at 305.303.6298 Name/ Title Company City of Miami Beach Parking Facilities CMBPF Handbook/Section 3.2/Page -13 - City of Miami Beach Parking Facilities MEMORANDUM To: Facilities: 1G — 2A — 17A — Anchor City of Miami Beach Parking Facilities From: Name/ Title Cc: Subject: Breaks Clock — In -Out Effective immediately Since today's date the following facilities 1G @ 7th Street, 2A @ 12th Street, 17A @ 13th Street and Anchor Shops @ 16th Street will start clocking -in and clocking -out for lunch breaks. This will affect All Personnel working at these Locations. Name/ Title Company City of Miami Beach Parking Facilities CMSPF Handbook/Section 5.2 / Page -14 - MEMORANDUM To: All Personnel From: Martin Narvaez CC: All Supervisors Date: Friday, June 27, 2008 Re: Polices City of Miami Beach Parking Facilities Mr. Joseph Velasquez Lead Supervisor from 1 G, have written this memo for his location, and it is mine personal opinion that it should be given to all Personnel. This is the same for all locations not just for 1G. We all have to work together as a team. For the past several months there has been an increase in poor performance by both attendants and supervisors. This has got to stop. Everyone has got to remember that have to go by the policies set forth by the City of Miami Beach and . This means your uniform must look presentable. You shirt must be clean and tucked -in; pants or short must be black and also clean. Shoes should be black (no sandals permitted). Remember that if you are without the proper uniform you can be denied work for the day. If you are having problems with uniform let us know and will try to work with you until you can attain the proper uniform. Also there seems to be serious problems with the use of cell phones. You are not allowed to use cell phones while you are working. Even if the phone is on speaker or using an earpiece it is not allowed. This is a problem that must end immediately! Radios and TV's are not allowed in the booths. This includes portable music devices (mp3 player and CD players) There is no eating allowed in the booth. You are given 30 -minutes break that is your time to eat. This includes snacking in the booth. Beverages are not permitted in the booth unless it is in a bottle/cup that has a top/lid that prevents spilling if it is knocked over by accident. Also remember that you are attendants. You may be asked to do traffic, sell tickets, work in a cashier's booth, pass out fliers etc. You do not have a set position. You may also be asked to work in another location from time to time depending on circumstances that may arise. The previous are just some of the thing expected of you. Remember that we are working under a contract and have to follow our company policies and that of our clients. If you have any question feel to ask any supervisor or me Name/ Title Company CMBPF Handbook/ Section 5.2/ Page -15 - City of Miami Beach Parking Facilities MEMORANDUM To: All Supervisors Date: Monday, April 23, 2007 CMB Parking Facilities From: Martin Narvaez Project Manager CMB Parking Facilities Subject: Supervisor Responsibility Effective Immediately: Cc: 1. SUPERVISOR'S RESPONSIBILITIES AND DAILY TASK a. Your main responsibility is the supervision of attendants working during your shift b. Overseeing Parking Facility and report any minor or major incident during your, previous shifts c. You are accountable & responsible for the personnel on your shift d. Supervisor must be ready at all times to be able to open a register, sell or direct traffic if operation required e. It is responsibility and accountability to be able to perform at all times as a cashier, seller or traffic if need it f. You are responsible and accountable of authorizing personnel under your supervision to go on breaks, clock -in before or clock -out after scheduled time g. You will be responsible and accountable for Not Enforcing Rules and Regulation of CMB Parking Facilities h. You will be responsible and accountable for not instructing personnel under your supervision i. All locations are subject to sudden changes of activity base on CMB request j. You MUST be ready to take necessary actions 2. ACCOUNTABILITY a. Lead supervisor will be directly responsible for their staff levels of performance and will be held accountable for not taking action to employees failing to tie to City of Miami Beach Supervisors or Supervisor Procedures b. Shift supervisor will be held accountable when employees are found in violations of City of Miami Beach Supervisors or Supervisor Procedures c. Auditors will be held responsible for reporting to Facility Manager on daily basis missing ticket, incomplete reports, missing money bags, and any other important issue d. Supervisors will be held responsible for the accuracy of the paper work submitted e. Supervisors will be held responsible and accountable for: i. Miss accounted revenue ii. Miss accounted tickets iii. Improper submission of paper work iv. Not follow proper Cash Handling Procedures v. Not following proper rules of conduct vi. Not enforcing proper Rules and Regulation imprinted on the Handbook and Supervisor Handbook for the City of Miami Beach Parking Facilities vii. Not having updated your Supervisor Handbook for the City of Miami Beach Parking Facilities f. All employees need to follow City of Miami Beach & Policies and Procedures g. Under no circumstances attendants, supervisor will overruled any Rules, Regulation, or Procedure from the City or Standard Parking CMBPF Handbook/ Section 5.2 / Page -16 - City of Miami Beach Parking Facilities i. Note: The following are things that you should look for and check during your shift. 3. CASHIERS & SELLERS a. Make sure the cashiers are following the proper procedures when processing transactions b. They should advise you when they have cash drop (1099). This is important so that they don't have that much money with the in the register c. They should have all the necessary supplies for their shift d. Reports should be turn in and filled out properly with no mistakes. All forms should be filling out correctly with all information that is required e. Information must be legible, and accurate. If information is not legible cashier must do it again, they will be held accountable for the accuracy of the document, therefore you will be too for not enforcing this rules 4. TRAFFIC CONTROLLER a. All traffic attendants need to wear the safety vest provided. No Exceptions b. Traffic personnel need to use clear hand signals to direct the vehicles so there is no confusion that may cause an accident c. They should not be sitting down or leaning against the wall or other objects d. Their job is to control the traffic entering/exiting the facility e. When the garage is full they need to direct the customers to other lots and garages, but you will wait until an instructions is forwarded to you S. ACCESS CONTROL EQUIPMENT a. Ticket Dispenser i. Check the amount of tickets left and make sure there is a second box in the spare tray ii. Check the discarded ticket box (silver box above tickets) and empty it if needed iii. Check to see if the dispenser needs to be cleaned and that tickets are being printed - properly iv. Under no circumstances should be left tickets unused or used to unauthorized personnel or customers b. Gates i. Check that the gates are the proper length ii. The foam protector should be installed as to prevent damage should the gate hit a vehicle iii. The screws holding the gate in place should be tight. This causes the gate to snap off if a vehicle breaks it. iv. You might also be able to reuse the same gate if it's long enough v. Open the box and visually check the belt is in good condition vi. Never touch the belt when the power is on 6. REVENUE EQUIPMENT a. Power Pads i. Verify the date and time on the screens ii. Check the keyboard for keys that may be loose or need replacing iii. Check to see if anybody has written on the power pad b. Printers i. Make sure that printers have paper rolls and that the ink ribbon is good c. Validator i. Covers should be closed and locked ii. Cashiers should not have access to the validators 7. BOOTHS a. Check the glass panels for cracks b. Check doors and windows they are working properly i. Otherwise report each issue to the Lead Supervisor or Facility Manager ii. Log the information on the daily log c. Make sure the lights are working properly CMBPF Handbook/Section 5.2/Page -17- City of Miami Beach Parking Facilities d. Have they been cleaned? i. Is there any major that needs to be reported? 8. FACILITY a. At least once during your shift walk the facility, including stairwells. b. Look for anything that needs to be repaired/replaced and make a note about it so it can be brought to the city's attention i. Examples ii. 3rd floor 2 lights burned out iii. South 4th floor stairwell lights burned out iv. Graffiti on 6th floor elevator door c. Also, check for safety issues that need to be addressed i. Examples ii. Fire extinguisher missing on 5th floor se corner iii. Oil/gas spilled on 2°d floor iv. Pipe broken on 4th floor and hanging in the path of traffic v. Broken glass on Level 6 9. SPACES AVAILABLE a. From the computer the supervisor must to check the available parking space b. Keep updated traffic personnel or security posted at front of the facility 10. INSTRUCTIONS AND TRAINING a. Training and re-training is the key factor for a successful operation b. You must properly instruct every attendant with your location regulations i. Hours of Operations and Rates ii. Entrances, exits and emergencies exit to properly assist our customers iii. How many handicapped spaces, Elevator, APS's, facility levels and vending machines are located on your facility c. You must re-train all attendant under your supervision periodically 11. COMMUNICATION a. Any issue must be properly log on the daily log book b. Any issue or incident must be communicate to the Lead Supervisor i. If Lead Supervisor in not available, contact your Facility Manager ii. If the Facility Manager in not available, contact 2G Assistant Manager iii. If the Assistant Manager is not available, contact CMB Supervisor on duty c. Any positive or negative attempt to reach your direct superior must be properly log i. Example ii. April 23 2007 at 21.45 hours, I have received a call from attendant scheduled to work at 23.00 hours, due to personals reasons he/she is not coming to work (reason given) iii. at 22.00 I had call all attendants at On -Call list and had no positive answer iv. at 22.10 hours, I called Lead Supervisor Aparicio Desaparecido, after the second attempt I left message v. at 22.20 hours, I called Facility Manager, after second attempt, I have left message vi. at 22.30 hours, I called CBM Supervisor and explain issue described below this annotations vii. at 22.45 hours CMB Supervisor advise 2G's to send extra personnel from their facility viii. at 22.55 hours 2G's supervisor arrives to the facility delivering missing attendant ix. at 23.15 hours facility operation running normal x. at 23.20 I have written a Progressive Disciplinary Warning to the attendant for not calling writhing reasonable time to have his position cover d. Progressive Disciplinary Warning will be issue by the shift supervisor e. Reviewed by the Lead Supervisor and approved by the Facility Manager i. Project Manager will organize: CMBPF Handbook /Section 5.2/ Page -18- City of Miami Beach Parking Facilities ii. Weekly mandatory meeting for the lead supervisors every Tuesday of the week at 02.00 pm (subject to change) iii. Monthly mandatory meeting with each of the Facilities Lead Supervisors & Supervisors iv. Every Facility Supervisor will report any discomfort, complaint, need, request and recommendations to the Facility Manager to help them to improve their locations v. Communication is essential to bi-directional with Supervisor personnel and Management to establish and improve areas that need improvement, overtime, upcoming events or projects, etc. By signing below, I acknowledge having received a copy of the Memorandum and agree with all items mention above, I agree to read and become familiar with its contents Supervisor Signature: Supervisor Name: Location: Date & Time: CMBPF Handbook/Section 5.2/ Page -19- City of Miami Beach Parking Facilities Section 5.3 CITY OF MIAMI BEACH FORMS Parking Attendant Shift Report CITY OF IMAM BEACH PARKING DEPARTMENT PARKING ATTENDANT SHIFT REPORT TOTAL TICKETS ISSUED OTAL TICKETS TO BE ACCOUNTED FOR CASH UAI IDAIION (t)I+1, I; IN OtJLY -CARDS S. CARDS PERCH. VAIUD. 'r U lln RitlGS TEM IVOID (IN -OUT) HANDICAP SECIAtJTY STANDARD MAINTENANCE CITYWIDE CH PD 'LABOR IMSSING TALL OTHER BUNS SI.JH f OIAEa #TXNS e $ 1.01) I $ 2.00 $ 3.00 $ 400 $ 5.00 $ 800 $ 7.00 $ 8.00 $ 900 $ 10.00 ==S11BTC1AI C DATE ATTENDANT NAME: ATTENDANT SIGNATURE 1 ISHIFTANffi 1 ISUPERVISOR NAAE: 'SUPERVISORSIGNATURE fia COM4ENTS TOTAL VALUE 7olt.t TkAtlSiEtJT Cc YI€11 t:i1+O 5 6 8 19 1 110 111 112 13 LOCATION SUP.1!,t HY OF MAI NUL 1 OF}ICF USE.: 11JLY" ACC F 140111_ miouri t TOTAL TRANSIENT TOTAL CASH VALIDATIONS TOTAL CASH DROP a D - A CASH MOPS SPVR PRINTED NAPE INITOALS BAG TOTAL CASH DEPOSITS GROSS NUE $ NET REVENUE (GROSS S 1.070) IACCT.a $ FLORIDA SALES TO1X (GROSS - NET) ACCT. N 480.7000.208100 $ OVER - (SHORT) ACCT.O 48O4000.344598 $ CMBPFHandbook/Section 5.3/Page -1- Pay on Foot Daily Report (13th Street Garage) Data' Shift: $ Amount $ 1.00 1 $ 2.00 1 I$ 3001 I$ 4.00 I$ 5001 IS 6.001 7001 $ 8.00 Subtotals Mitt PAY ON FOOT DALY REPORT Sup. Name: Cash C. ©rd / timed Cards Ann, Total LAmouot NThns 3 100 I+ $ 2.00 1 Caeh $Amount 1 el Tens 1.00 200 3.00 4.00 5 00 6 00 7.00 8.00 Suhtottle Stift: $ Amount $ 1.00 1 $ 200 S 3.00 $ 4.00 IS 5.00 1 $ 6.00 $ 7.00 $ 8.00 1 1 Cash Ohne 4 4 Total Total S 3.00 $ 4.00 $ 5.00 3 6.00 3 7 C 3 8.00 SabtetaN Sup. Nome: I 4 Toad C.Card/ Snarl Card; $Amount 1 Ohne I Total $ 1001 3 2.00 1 $ 3.00 S 4.00 S $ 5.00 6.00 3 7.00 $ 8.00 Subtatale Sup. Nome: I4 C. Cord! Snarl Cards $Amount 1 •71rne 3 1 00 1 1j 3 2.00 1 3 3.00 1 $ 4.00 $ 5.00 $ 600 1 3 7.00 $ 800 1 - j$ubtotah 4 - I Tota( City of Miami Beach Parking Facilities Over the Unlit (Ticket Gose Along with Cashier Report) $Amount Mika. f In Over the Unlit Out (Tioket Goes Along sigh Coshier Report) $Amount , Ticket• I In ( Out Over the Um* (Tleket Goes Along with Cashier Report) $Amount Ticket• 1 ti CMBPF Handbook/ Section 5.3 / Page - 2 - Out Pay On Foot Daily Report (12th Street Garage) Date: IS hitt Cash $Amount *Tons f 1.00 $ 2.00 $ 3.00 $ 4.00 1 5.00 $ 6.00 $ 7.00 $ 8.00 Total PAY ON FOOT DAILY REPORT Isup. Name: C. Card t Smart Cards $Amourt *Tons $ 1.00 $ 2.00 $ 3.00 $ 4.00 $ 5.00 $ 6.00 $ 7.00 $ 8.00 City of Miami Beach Parking Facilities Ovarths Limit {ricket Goss Along'iIth ashisr Report) Total $ Amount Ticket ti Exit Verify Crsdk Cards $Amount #rims Total 4 4 4 4 4 4 Subtotals 4 Subtotals - 4 Subtotals - 4 Shift Sup. Name: Over the Limit Cash $Amount # Tans $ 1.00 $ 2.00 $ 3.00 1 4.00 S 5.00 $ 6.00 $ 7.00 $ 8.00 Subtotals Shift $ Amount $ 1.00 $ 2.00 $ 3.00 $ 4.00 $ 5.00 5 6.00 $ 7.00 $ 8.00 4 C. Card t Smart Cards Total $ Amount #Tans $ 1.00 $ 200 1 300 s 4.00 $ 500 1 600 $ 7.00 $ 8.00 Subtotals 4 Sup. llama: Cash C. and t Smart Cards #Tins Total $Amount I #Tars $ 1.00 $ S $ 2.00 3.00 400 $ 5.00 $ 6.00 $ 700 $ 8.00 Subtotals 4 - Subtotals Tole 4 Auditor Novae 4 4 Total (ricket Goss Along ,Rh Cashier Report) $ Amount Ticket # In Exit Verify Credit Cards $Amount #Tram Total 4 4 - $ 4 - 4 4 Srbtotmls 4 Overths Lhn$ (Ticket Goss Along with Cashier Report) Total $ Amount Ticket # In Exit Verify Crsdk Cards $Amount #Tins Total 4 14 4 4 4 4 Subtotals - 4 CMBPF Handbook/ Section 5.3/Page - 3 - Out Out Out APS Station Report APS Status Report Lane # 30 Description Coin Vault Note Hppr 1 Note Hppr 2 Note Vault Current Balance Coint Vault Total Coins Note Hppr 1 Reject Note Hppr 2 Reject Note Vault Total Notes Total Cash City of Miami Beach Parking Facilities 4/1112007 13:59 APS STATION Present Level Comm Work Code Yes OK Yes Yes Yes Yes OK OK OK Yes Yes Yes Value Count $1.00 $1.00 $5.00 $5.00 0 414 1 149 1 149 CMBPF Handbook/ Section 5.3/ Page - 4 - Yes Yes Yes Amount $0.00 $0.00 $414.00 $1.00 $745.00 $5.00 $729.00 $1,888.00 $1,888.00 APS Final Report Daily Lane Report Printed On: Report Date: Last Cleared On: Lane Description: Description Parking Fee ( A ) Lost/Manual Fee ( B ) Misc Fees ( C ) Charges ( D ) Plus Fees Taxes ( E ) VC Created/Add (1) Gross Lane Summary Cash Sales Debits Validations Minus Fees Altemate Payments Gross Net (Cash + Alternate Payments) Cash Refunds Cash Owed Non-Reseteable Gross Revenue Transactions Tickets Vends City of Miami Beach Parking Facilities 04/11/07 15:01 04/01/07 21:33 04/01/07 4:07 Lane # 30 APS STATION 1579.00 0.00 0.00 0.00 829.00 Count 0 0 0 0 0 Count 0 0 104 104 104 CMBPF Handbook /Section 5.3 / Page 5 - Txns Revenue, 366 $2,408.00 0 $0.00 O $0.00 O $0.00 O $0.00 $0.00 O $0.00 $2,408.00 Txns Revenue, 264 $1,579.00 O $0.00 O $0.00 O $0.00 104 $829.00. $2,408.00 $2,408.00 Txns Revenue, 0 0 $0.00 $0.00 Count/Amount, $64,416.00 9,954 9,953 0 City of Miami Beach Parking Facilities Deposit Bag Verification Sheet CITY OF MIAMI BEACH DEPOSIT BAG VERIFICATION CONTROL SHEET Location Name: Location Number. Verified By Date Time Attendant Full Name Bag No. $ Amount Print Name Initial TOTAL CASH DROPS TOTAL CREDIT CARDS TOTA GROSS (TAXABLE) TOTAL NET ACCT# SALES TAX ACCT# OVER /SHORT (circle to indicate) ACCT # TOTAL SMART CARDS NOTTAXABLE TOTAL MERCHANT VALIDATIONS NOT TAXABLE $ I$ $ 480.8000.344598 $ $ The Supervisor collecting the bags must write down the date and time the collection took place. City of Miami Beach Employees will not accept the bags, If date, time and supervisor's signature are left blank. Date: Time: CMB Supervisor Name (Print) Auditor Name (Print) CMB Supervisor Signature Auditor Signature CMBPF Handbook /Section 5.3 / Page - 6 - Deposit Record Form 6E566h6200D02 252D'(DRE90 u906hfihU0011 CITY OF MIAMI BEACH PARKING SYSTEM FUND PREFERRED LOT (P -LOT) LOCATION CODE 444906 UA It: CURRENCY COIN TOTAL CASH CHECKS . TOTAL LIST >FFFF 11 12 1 11 1 1 2 City of Miami Beach Parking Facilities DOLLARS CENTS CMBPF Handbook/Section 5.3 / Page - 7 - Attendant Shift Report Check List Date of Report Supervisor: CITY OF MIAMI BEACH ATTENDANTS SHIFT REPORT CHECK LIST Location Name: Cashier Name: (Please Print) Process Verified # of No Charge Tickets OK Signature & ID # on No Charge Tickets Handicapped Ticket Log Matches Tape Manual Transactions Match Tape Addition # of Tickets Collected OK # of Tickets X $ Amount OK Addition $ of Tickets Collected OK Amount Deposit Correct Deposit Verification & Slip OK # of Transactions OK Sales Tax Calculation OK Comments: Yes City of Miami Beach Parking Facilities No Explanation Date: Supervisor Signature CMBPF Handbook /Section 5.3 / Page - 8 - City of Miami Beach Parking Facilities Manual Ticket Log CMBPF Handbook/ Section 5.3 / Page - 9 - Handicapped Verification Form City of Miami Beach Pa 6n Facilities 0; - yy\. /2 // \2f• `z i �������\ csFHandbook /Section I3ZPage -k- No Charge Log a a 1 2 a City of Miami Beach Parking Facilities CMBPF Handbook/ Section 5.3/ Page - 11- Lost Ticket Report City of Miami Beach Parking Facilities CIO LOST war REPOR Nana A< Phone Make of£et License No. Stats Cash Avuount Paid CMBPF Handbook/ Section 5.3 / Page -12 - 30 Minutes or Less Tag Log Date Cashier 'Name 4 8 9 10 12 13 14 15 16 17 18 19 I201 21 22 23 24 Time City of Miami Beach Parking Facilities . City of Miami Beach Parking Facilities 30 Minutes or Less Tag Log Loc. Lane Shift PagE 25 501 26 51 27 52 28 531 29 54 30 55 31 56 321 57 33 58 34 59 35 60 36 61 37 62 38 631 39 64 40 65 41 66 42 67 43 68 44 69 45 70 46 71 47 72 48 73 49 74 CMBPF Handbook / Section 5.3 / Page - 13 - 75 76 77 78 79 80 81 82 83 84 85 86 87 881 89 901 91 92 93 94 95 96 97 98 99 of City of Miami Beach Parking Facilities Section 5.4 TRANSACTION PROCEDURES 1) Cash or Normal Transaction: transaction that will follow the standard procedure a) Insert ticket in the validator b) Collect money c) Punch in amount collected follow with "." d) Press "CASH" 2) Lost Tickets a) Call the office on the intercom and request an inventory search b) Request a driver's license c) Request proof of ownership (If the vehicle registration matches with the driver's information then, fill a lost ticket report) d) If the information doesn't match call your supervisor e) Same Day Ticket i) Fill completely a Lost Ticket Report ii) Punch in 8 hours before actual time showing on the screen (verify amount is correct) iii) Press "TIME/YES" iv) Collect cash v) Punch in amount collected follow with "." vi) Press "CASH" vii) Insert ticket in the Receipt Printer viii) Attach Lost Ticket Form with the WHITE ticket f) Second or more days i) Fill completely a Lost Ticket Report ii) Punch in "DATE/NO" one time per each day or each $ 8.00 dollars to be charge iii) Collect money iv) Press "CASH" 3) Unreadable Ticket a) Punch in correct time and date shown on the ticket b) Insert ticket on the Receipt Print c) Collect cash d) Press "TIME/YES" e) Punch in amount collected follow with "." fl Press "CASH" 4) TOPA same day a) Collect (2) ticket from the customer (white ticket and TOPA ticket) b) Press "F2" CMBPF Handbook /Section 5.4 / Page -1- City of Miami Beach Parking Facilities c) Insert ticket in to the validator d) Press "T" balance on the screen must be "cero" e) Press "CASH" Attach TOPA with WHI 1'h ticket 5) TOPA second day a) Collect (2) ticket from the customer (white ticket and TOPA ticket) b) Punch in same time shown on the ticket, The screen must shown 24 hours after the time imprinted on the ticket c) Press "DATE/NO" one time d) Collect money e) Punch in amount collected follow with "." f) Insert white ticket into the Printer Receipt g) Press "CASH" h) Attach booth ticket, white on top and account this ticket for the value that you charge 6) Credit Card Payment a) Insert ticket in the validator b) Insert credit card into the validator "PROCCESING ...." (Will show on screen) c) Receipt will come out, have it signed, and attach it with the WHITE ticket d) Press "RECEIPT" and give it to the customer 7) Validator not taking credit cards a) Insert ticket in the validator b) Press "ALTERNATE PAYMENT' c) Press "2" for VISA, "3" for MATER CARD and "4" for AMERICAN EXPRESS d) Punch in credit card number e) Press "TIME/YES" f) Punch in expiration g) Press "TIME/YES" h) Receipt will came out, have it signed, and attach it with the WHITE ticket i) Press "RECEIPT" and give it to the customer 8) Credit Card System Down a) Insert ticket in the validator b) Imprint credit card information in the BOUCHER (must show numbers and expiration clearly) (must be imprinted above the "X" "SIGN HERE" c) You must ask for picture ID with the credit card, d) Hand writes credit card information above imprinted credit card information, (name as shown on the card, complete card number and expiration) e) Fill as follow f) Description: write "PARKING FEE" CMBPF Handbook/Section 5.4 /Page - 2 City of Miami Beach Parking Facilities g) Amount: write "Dollars amount shown on power pad screen" h) Total: write "Dollars amount shown on power pad screen" i) Sign manual Boucher signed by customer; keep original and have over the copy to the customer j) Press "X" k) Press "CASH" 1) Attach Boucher and white ticket 9) M1 or City Wide (Police Department, Fire Department, G's Permit, City of Miami Beach Employees and Parking Enforcement. Except City Hall Employees) a) Customer must fill yellow form or NO CHARGE LOG b) Customer must sign and write decal number on ticket c) Press "MI" City Wide d) Press "TIME/YES' e) Press "CASH" f) Insert ticket in the Receipt Printer 10) M2 or Municipal (Access card not working) a) Call office with the access card number b) If "OK" fill yellow form NO CHARGE FORM c) Sign ticket d) Write access card number on ticket e) Insert ticket on the Receipt Printer f) Press "M2" g) Press "TIME/YES" h) Press "CASH" 11) M3 or City Hall a) Customer must fill yellow form or NO CHARGE LOG b) Customer must sign and write decal number on ticket c) Press "M3" City Hall d) Press "TIME/YES' e) Press "CASH" t) Insert ticket in the Receipt Printer 12) Disabled/Handicapped a) Customer hand over: signed ticket with the handicapped permit & driver license or registration. Write down the expiration date and decal number and phone # on ticket b) Fill out handicapped form c) Insert ticket in the validator d) Press "H" for handicapped e) Press "CASH" CMBPF Handbook/Section 5.4 / Page - 3 - City of Miami Beach Parking Facilities 13) Security Officers (Ticket must have "STANDARD PARKING" stamp & be signed by Supervisor or City or Miami Beach Supervisor) a) Security officer must hand over ticket signed by or City of Miami Beach Supervisor b) Fill "NO CHARGE LOG" yellow form c) Insert ticket in the validator d) Press "S" e) Press "CASH 14) City Employee without ticket a) Use manual ticket b) Employee must sign ticket c) Employee must fill "NON CHARGE LOG" d) Press "M1" or "M3" e) Press "TIME/YES" 0 Press "CASH" 15) Labor Employees (ticket must be validated) a) Insert ticket in the validator b) Press "G", "D", "J", or "0" c) Press "TIME/YES" d) Press "CASH" 16) Valet Parking (2G) a) Use manual ticket b) Employee must sign ticket c) Fill lost ticket form d) Press "F2" e) Press "V" Validations for valets at 2G only f) Press "CASH" g) Insert ticket in the Receipt Printer 17) Employee at 2G, 5A East, 5A West, and 1G (Ticket must have "STANDARD PARKING" stamp & be signed by Supervisor or City or Miami Beach Supervisor) a) Employee must fill "NO CHARGE LOG FORM" yellow b) Employee must sign ticket c) Insert ticket in the validator d) Press "A" e) Press "TIME/YES" f) Press "CASH" CMBPF Handbook/Section 5.4/ Page -4- City of Miami Beach Parking Facilities 18) Employee at 17A & 2A a) Employee must fill "NO CHARGE LOG FORM" yellow b) Employee must sign ticket c) Insert ticket in the validator d) Press "E" e) Press "CASH" 19) Art Deco Permits (ONLY AT 13th STREET GARAGE) a) Insert ticket in the validator b) Customer must sign ticket c) Customer must fill "NO CHARGE LOG FORM" yellow d) Press "A" e) Press "CASH" 20) APS Over Limit During Flat Rate Hours Only (ONLY AT 13TH & 12 STREET GARAGE) a) Insert ticket in the validator b) Collect money from customer c) Punch amount collected d) Press "CASH" 21) Wolfsonian (only at 12th Street Garage) a) Insert ticket in validator b) Enter discount amount c) Press "W" d) Press "CASH" 22) FIU (only at 12th Street Garage) a) Insert ticket in validator b) Press "F" c) Press "CASH" 23) Police Department (only at 12`" Street Garage) a) Emergency b) Insert ticket in validator c) Press "P" d) Press "CASH" e) Inform your supervisor immediately f) Non Emergency g) Fill "NO CHARGE LOG FORM" (yellow) h) Insert ticket in validator i) Press "P" j) Press "CASH" CMBPF Handbook/Section 5.4 jPoge - 5 - City of Miami Beach Parking Facilities VALIDATIONS ✓ (M) Validations o all transactions in which you will use the MI, M2, M3 or M4 keys o Use the RECEIPT PRINTER for these transactions ✓ Ml (City Wide) & M3 (City Hall) o Customer must sign the ticket a Customer must write the decal number on it o Customer must fill the Decal log Form completely o Make sure it has been filled out properly (LEGIBLE) ✓ M2 (Municipal) Access card Holder o Call the office on the intercom o Request an inventory search o Use 41ast digits on the Access Card o If paid use a red ticket and validate using the M2 key o If Access Card is shut off and driver claims to have no ticket. Contact CMB super visor to check Scan computer to verify / allow exit via payment or non payment ✓ M4 (Standard Parking) o Ticket must be signed and stamped with Standards Stamp o Employee must fill out the Decal log Form o Make sure the form has been filled out properly (LEGIBLE) ✓ LABOR (Convention Center and Jackie Gleason workers) o Customer must present ticket validated, (small perforations) ✓ HANDICAP (Handicaps do not pay for parking at any CMB parking location) o Customer must show a valid Handicap permit o The Permit needs to match the registration and picture Id o They must sign the spitter ticket o Make sure that all the necessary information has been filled out (LEGIBLE) o You must write the decal number and expiration date on the ticket ✓ TOPA (Theater of Performing Arts) o Customer must present Yellow or Blue Manually sold ticket o If the customer wants Yellow Ticket as a receipt o Issue a printed receipt from the computer ✓ ART DECO (only at 13th Street Garage) o Customer must fill "NO CHARGE LOG" yellow o Must sign and write decal on ticket o Press "A" ✓ APS Over Limit during Flat Rate ONLY (only 13th & 12th Street Garage Only) o During Flat Rate Hours you must process this transaction at the Power Pad o Press Letter "D" only one time ✓ Wolfsonian (only at 12th Street Garage) o $ 2.00 validation max discount $ 6.00 CM8PF Handbook /Section 5.4 / Page - 6 - (-n City of Miami Beach Parking Facilities Section 5.5 LOCATIONS ADDRESSES, SPACING AND DISTRIBUTION The City of Miami Beach has several facilities that remain open 24 hours 7 days a week, some others that close at a certain time, and others are seasonal locations. Each location has a different rate structure, below 1 will list all locations manned by and its rates. At most garages are available monthly access card holder upon availability at a rate of $60.00 + TAX = $64.20. These access cards may be requested at 309 2314 Street, Miami Beach FL 33139. Anchor garage is the only facility that provides their access cards. F.A.P.D EQUIPED 2G Garage Address:Located on 17th street between Meridian and Pennsylvania Avenue Capacity: 1400 spaces Distribution: 4 exits, 5 entrances, and 5 levels Rates: $ 1.00 per hour $ 8.00 max for 24 hours $ 8.00 pre -sell event fee Lost ticket: $ 8.00 Monthly's: $ 60.00 + Tax = $ 64.20 5A East Open Lot Address: Located on Drexel Avenue and 17th street Capacity: 250 spaces Distribution: 1 exit and 2 entrances (Middle lane switch able to exit or entrance) Rates: $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee Lost ticket: $ 8.00 Monthly's: - $ 60.00 + Tax = $ 64.20 5A West Open Lot Address: Pennsylvania Avenue and 17th street Capacity: 250 spaces Distribution: 1 exit and 2 entrances (Middle lane switch able to exit or entrance) Rates: $ 1.00 per hour $ 8.00 max for 24 hours $ 10.00 pre -sell event fee Lost ticket: $ 8.00 Monthly's: $ 60.00 + Tax = $ 64.20 2A Garage Address:512 12th Street, Between Drexel and Washington Capacity: 127 spaces Distribution: 1 Exit and 1 entrance Rate: $ 1.00 per hour $ 8.00 max for 24 hours Fri 09:00 pm until Mon 5:00 am, Flat Rate $ 10.00 Lost Ticket: $ 8.00 Monthly's: $ 60.00 + Tax = $ 64.20 8A Garage Address: Located on Sheridan Avenue and 41st street Capacity: 620 spaces Distribution: 2 exits, 2 entrances Rates: $ 1.00 per hour $ 8.00 max for 24 hours Lost ticket: $ 8.00 CMBPF Handbook/Section 5.5 / Page -1- 1G Garage Address: Capacity: Distribution: Rates: Lost ticket: Monthly's: 17A Garage Address: Capacity: Distribution: Rates: City of Miami Beach Parking Facilities Located on 7th street between Collins and Washington Avenue 646 spaces 1 exit and 2 entrances (Middle lane switch able to exit or entrance) $1.00 per hour $14.00 max for 24 hour Mon thru Sun Fri — Sat — Sun 9:00 pm until 5:00 am Flat fee $10.00 $ 14.00 $ 60.00 + Tax = $ 64.20 13th street, between Ocean Drive and Collins Avenue 264 spaces 1 exit and 1 entrance $ 1.00 per hour $ 8.00 max for 24 hours Fri — Sat - Sun 09:00 pm until 05:00 am Flat fee $ 10.00 Lost ticket: $ 8.00 Monthly's: $ 60.00 + Tax = $ 64.20 The Anchor Shops Garage Address:16th Street between Collins and Washington Capacity: Distribution: Rates: 800 spaces 2 exits and 2 entrances (2 mid lanes switch able to exit or entrance) Up to 1 hour $ 1.00 Up to 2 hours $ 2.00 Up to 3 hours $ 6.00 Up to 6 hours $ 10.00 Up to 24 hours $ 16.00 Fri — Sat — Sun 09:00 am until 05:00 am Flat fee $ 10.00 After 05:00 am maximum rate applies Early Birds Special Enter 06:00 am to 10:00 am & out by 07:00 pm $ 8.00 Only Monday thru Friday CMBPF Handbook/ Section 5.5 / Page - 2 - City of Miami Beach Parking Facilities Section 5.6 EVENTS PROCEDURES & DESCRIPTION ✓ An Event is an occurrence that is out of the ordinary and changes the environment conditions. In the parking business an event will be a convention show, a theater performance and bottom line anything that increases the flow of traffic on the streets and parking demand at garages and open lots ✓ At the City of Miami Beach the Convention Center, The Jackie Gleason Theater, The Lincoln Theater as well of activities such as parties or the presentation of popular artists on Lincoln Road and at Night Clubs generate the majority of events. These could happen alone or together at the same dates and times, during weekdays or on the weekend. When and how many events are happening at the same time will determine how we operate and staff garages and open lots in order to maximize revenue and offer better service to the users ✓ The "Theater of Performing Arts" (T.O.P.A / Jackie Gleason Theater) and The Miami Beach Convention Center will host events more frequently than any other source at the City. They are located within the same block and when happening together affect all the 17th street area parking facilities (2G, 5AE, 5AW & P- LOT) SELLERS & TRAFFICS CONTROLLERS • ✓ During events the City of Miami Beach will request special event personnel to pre -sell and to help direct the traffic flow ✓ Seller(s) will be posted at the entrance of parking lots and garages to pre -charge parking users; this is done to avoid traffic jams inside garages and open lots when parkers exit the facilities ✓ Traffic Controller(s) will be posted at the entrance, inside or the exit of a facility. At the entrance will help the parkers'enter the facility, screen, close or open, and inform the users of any other facilities available if the location is full. Inside the facility will help direct the traffic flow as instructed, accommodate vehicles and pass information to users. At the exit the Traffic Controller will stop any user from entering illegally the facility "T.O.P.A" EVENT ✓ A "TOPA" event usually takes place at night and during the weekend and when happening alone directly affects the 5AE and the 5AW lots, the 2G garage helps accommodate the overflow when this two facilities filled up. The first lot to fill up is the 5AE which is the closest one to the Jackie Gleason Theater and then the 5AW. If there is any overflow it will go into the 2G garage Procedure ✓ Instruct your Traffic personnel to screen the parkers. Only users going to the Jackie Gleason will be let park at the 5AW and 5AE, any other vehicles can use the 2G garage ✓ Get the 5AW rear lock gate keys from a City Supervisor ✓ Accommodate the cones at the 5AW rear creating to ways; close one of the ways; when the 5AE reaches 90% (220 cars) capacity close one of the entrances and instruct the seller to start selling 5AW rear. ✓ Close the other entrance and have the other seller open the division you had created earlier and start selling. Have the 5AE Traffic direct the traffic towards the 5AW rear gate ✓ Close the 5AW front entrance ✓ Instruct the 5AW Traffic Controller to send the parkers to the 2G garage ✓ Depending on the traffic flow, close the sellers half an hour after the scheduled show opening time. Keep the Traffic Controllers posted ✓ Lift the exit gates at the 5AE and 5AW to help the traffic exit quickly ✓ Provide the 5AW cashier with enough red manual tickets before the gate is put down CMBPF Handbook/Section 5.6/Page -1- Section 5.7 General Location Remarks 2G Garage Swing Supervisor City of Miami Beach Parking Facilities */ FRIDAY o On Friday afternoons, at 05:00 pm, the Penrods Lot (1street and Ocean Dr.) must be opened. On regular basis requires one seller and one traffic/seller attendant. The supervisor must make sure both attendants have their bank to make change, books of tickets provided by city supervisor on duty and pens. They must also bring to the lot an iced water cooler, cups, umbrella, and the signs to that lot. They sell $10.00 tickets o It is really important that supervisor complete the inventory sheet provided by C.M.B. along with the ticket books and turn it in whiting 1 hour of opening, advising irregular situations at the time to city supervisor on duty if there any (ex. Vehicles illegally parked or without proper ID.) o At 6:00 pm, the second cashier in the east leaves and her lane must be changed to an entrance (until you get proper authorization from C.M.B., ask supervisor on duty for assistance). The purpose on having two entrances is to be able to place the second seller by that lane o At 6:45... If there's any T.O.P.A. (Theater Of Performing Arts otherwise known as Jackie Gleason Theater) or Lincoln Theater. Be ready to set up cones in the 5AW Lot and count available spaces in the 5AE. You have to make sure of having 2 sellers and one traffic on each lot. After counting the spaces over the 5AE, assign 40% to one of the sellers to keep selling and 60% for the other one, letting the traffic know on the number of empty spaces to avoid over selling the lot. Once the seller with fewer tickets assigned has sold his/hers, will move to the rear of the 5AW (by the -yellow gate) along the seller from 5AW and when the traffic attendant at the 5AE finish filling up the lot, you'll open the "yellow gate" by 5AW and allow vehicles to park in it paying up front the flat fee with the sellers. Once is full, the attendants return to their original positions and you begin collecting 1099's o Check with the city supervisors on duty if they want to make an audit before you start collecting 1099's. The supervisor doing this stays with the T.O.P.A. until it finishes o At 7:00 pm, switch cashiers at the 2G rear o At 8:00 pm, switch cashiers at the 2G front o At 9:00 pm, pick up cashier reports at 42'd street garage. Make sure that the gate by the exit remains in automatic position and bring the attendants time card for the week to the 2G office o Between 9:00 pm and 11:00pm, check with the city supervisor on duty the time on when T.O.P.A. exits. At that moment, both supervisors must be present for the exit by the front of the 2G garage and the 5AW / 5AE lots as well to prevent any situation. Make sure that you have the key to raise the gates up at the lots (ask C.M.B. before doing it) and change enough to provide to cashiers and sellers in case if needed o At 11:00 pm, switch cashiers at the 2G front (overnight shift) o At 12:00 am, the last two cashiers for the day are coming in for the overnight shift and they going to be working at the 5AE & 5AW (attendants have to be switch). Also, the sellers who came in at 4:30pm are living with no one coming to replace them o After reports are done, between 12:30am and 1:00 am, the water coolers have to be collected, filled and delivered to the different opened locations, except open lots as Penrod's or South Pointe. CMBPF Handbook / Section 5.7/ Page - 1 - City of'Miami Beach Parking Facilities The water coolers for the locations not yet open should be left outside the 2G office until they are ready at hand to be delivered prior to the opening for operation (check with your fellow supervisor for what locations will be) o This should be finished no later than 2:OOam or 2:30am, depending on your start time o During the time the waters are being done it, is the job of the overnight supervisor to pick up the 1099's and deal with problems that may arise around the 2G garage, 5AW and 5AE. At times the supervisor doing the water coolers will have to assist in the above, but their concentration should be on getting them done o By 3:00 am, check with city supervisor prior closing Penrod's Lot. We have to bring back to the office all the necessary equipment to open the lot on the following operative day. Nothing is left behind at location o At 3:30am, sellers from the lots are living. After them, cashiers around the 2G begin to close, usually on this order: 3rd cashier at front, cashier at 2G rear, 2°d cashier at 2G front. All this process usually takes until 5:00 am V SATURDAY o On Saturday afternoons, Penrods lot is already open since early in the morning and the supervisor only has to switch shifts at 5pm, making sure both attendants have their bank to make change. Before delivering the attendants to the location check with the morning shift currently working over the radio on how many unsold books of tickets they have to transfer to the next one (at least 03 new books are necessary). In case of extra books of tickets are needed, please contact city supervisor on duty o It is really important that supervisor complete the inventory sheet provided by C.M.B. along with the ticket books and turn it in whiting 1 hour of opening, advising irregular situations at the time to city supervisor on duty if there any (ex. Vehicles illegally parked or without proper ID). On this particular case, an inventory was made in the morning and the supervisor has to check it upon arrive looking for any change if there's any, if not, inventory sheet has to be signed notifying it o At 6:00 pm, South Pointe lot closes activities for the day. The supervisor brings attendants and equipment back to the 2G garage. Make sure traffic personnel download equipment from the vehicle and place it into the storage room next to the office o At 6:45 ... (same as Friday) if there's any T.O.P.A. (Theater Of Performing Arts otherwise known as Jackie Gleason Theater) or Lincoln Theater. Be ready to set up cones in the 5AW Lot and count available spaces in the 5AE. You have to make sure of having 2 sellers and one traffic on each lot. After counting the spaces over the .5AE, assign 40% to one of the sellers to keep selling and 60% for the other one, letting the traffic know on the number of empty spaces to avoid over selling the lot. Once the seller with fewer tickets assigned has sold his/hers, will move to the rear of the 5AW (by the yellow gate) along the seller from 5AW and when the traffic attendant at the 5AE finish filling up the lot, you'll open the "yellow gate" by 5AW and allow vehicles to park in it paying up front the flat fee with the sellers. Once is full, the attendants return to their original positions and you begin collecting 1099's o Check with the city supervisors on duty if they want to make an audit before you start collecting 1099's. The supervisor doing this stays with the T.O.P.A. until it finishes o At 7:00 pm, switch cashiers at the 2G rear. (Same as Friday) o At 8:00 pm, switch cashiers at the 2G front. (Same as Friday) CMBPF Handbook/Section 5.7/ Page - 2 - City of Miami Beach Parking Facilities a Between 9:00 pm and 11:OOpm, check with the city supervisor on duty the time on when T.O.P.A. exits. At that moment, both supervisors must be present for the exit by the front of the 2G garage and the 5AW / 5AE lots as well to prevent any situation. Make sure that you have the key to raise the gates up at the lots (ask C.M.B. before doing it) and change enough to provide to cashiers and sellers in case if needed a At 11:00 pm, switch cashiers at the 2G front (overnight shift). (Same as Friday) o At 12:00 am, the las*, two cashiers for the day are coming in for the overnight shift and they going to be working at the 5AE & 5AW (attendants have to be switch). Also, the sellers who came in at 4:30pm are living with no one coming to replace them a After reports are done, between 12:30 am and 1:00 am, the water coolers have to be collected, filled and delivered to the different opened locations, except open lots as Penrod's or South Pointe. The water coolers for the locations not yet open should be left outside the 2G office until they are ready at hand to be delivered prior to the opening for operation (check with your fellow supervisor for what locations will be). The following is a List of the regular location open year round Catia 1G 2A 17A ANCHOR 2G 5A EAST 5E WEST P -LOT South Point Penrods School Lot Address 7d' Street & Collins Avenue 12th Street & Washington Ave { 13th Street & Collins Ave 16th Street & Collins Ave 17th Street & Pennsylvania 17th Street & Drexel Ave { 17th Street & Pennsylvania Ave 18th Street & Convention Dr. 1" & Collins Ave 1st & Ocean Drive Daily Bstsis When Op 1 1 2 1 2 1 1 2 1 1 Dave Blvd & Convention Dr. { 1 • o This should be finished no later than 2:OOam or 2:30am, depending on your start time o During the time the waters are being done it, is the job of the overnight supervisor to pick up the 1099's and deal with problems that may arise around the 2G garage, SAW and 5AE. At times the supervisor doing the water coolers will have to assist in the above, but their concentration should be on getting them done o By 3:00 am, check with city supervisor prior closing Penrods Lot. We have to bring back to the office all the necessary equipment to open the lot on the following operative day. Nothing is left behind at location o At 3:30am, sellers from the lots are living. After them, cashiers around the 2G begin to close, usually on this order: 3`d cashier at front, cashier at 2G rear, 2°d cashier at 2G front. All this process usually takes until 5:00 am. CMSPF Handbook/Section 3.7/Page - 3 - City of Miami Beach Parking Facilities ✓ 13`s Street Garage (17A) o At this location supervisor on duty must assure traffic flow by having the security officer or traffic controller moving vehicles on line to enter at the facility o Traffic controller or security officers must inform the customer waiting in line outside the facility that they may incur in a traffic citation o If customer refused to move vehicle from the right of way is your duty to inform the City Supervisor and have Parking Enforcement sent to this facility o Interaction with customer is very important to assist the customers with paying and exiting the facility o We must ensure customer satisfaction while using our facility o APS "Automatic Pay Station" We must encourage customers to use the APS at all the times, if customers faille to pay before exiting the facility, they have to pull back to the side and then proceed to the APS CMBPF Handbook/Section 5.7/Page - 4 - City of Miami Beach Parking Facilities ✓ Anchor Garage Cash Handling Procedure o Bottom Part — Bag Information ■ To: Bank of America • From: Attendant First & Last Name • Loc: The Anchor Shops Garage • Date: (04-02-2007) — (04/12/2007) • Signature: Of the Supervisor ■ Total Amount Deposit: We can not make deposits over $ 500.00 dollars, if the revenue exceed this amount only for $ 1.00 dollar o First you need to count the money and make sure that is the right amount, cross check with the power pad tape, organize the bills face to face and the largest bills on the bottom and the smallest bills on top o Second for each and every drop that you make, you MUST FILL OUT DEPOSIT TICKET BANK. This come with 3 carbonized copies (yellow, pink and green), so make sure to pull them from the rest. The original one (white) and the yellow goes inside the bank bag with the money, and you have to keep separate the pink and green one. This is very important, DON NOT insert the 4th copies of the deposit ticket inside the bag with the money, otherwise we will have to void it. In the ticket addressed to Miami Beach Redevelopment Agency, please fill out all the spaces required, • Date: 04/12/2007 ■ Currency: Only Bills • Coins: Only Coins • Total Cash: Total Amount to Deposit o Checks: note that we do not take checks in a transient transaction, (we only use it in monthly access card payments or valets), so make sure to draw a vertical line to void all this areas. Ones again re -write the total deposit on the bottom and to your left side. In order to make easier to audit the revenue we will ask you to write down also the bank bag number and the cashier's name. See example. All the previous explained is required by Bank of America and if you fail in any part of the procedure you must restart again. Is your responsibility to make this right procedure correct o The supervisor is absolutely responsible for all deposit that makes, and as par of the drop procedures you will take the money from the booth (attendant and supervisor verify the amount) inside the office o Supervisor locks the doors and proceed with all the above mentioned procedures o You also have to keep the top detachable slip save and secure in the office together with the copies (pink and green) of the deposit slip, and under no circumstances give it to the cashier ✓ Validations at the Anchor o At the Anchor Shop Garages doest not accept the following validations • City Wide • City Hall • Labors employees that not work at this facility must pay regular fee CMBPF Handbook /Section 5.7/ Page - 5 - ,11.,..`b 9 Section 5.8 Parking Attendant Shift Report Sample City of Miami Beach Parking Facilities VCIENIRMI REAM ": : : - :ARKING DEPARTMENT ING ATTENDANT SHIFT REPORT 'Mae the beginning & ending number's Add each line total Total of tickete leSue to your shift Write.the tOtal of tickets used ITAL TICKETS ISSUED * ,OARDs ERCH VAUD. Total tettlansadicna PrOMUted WIth ciedftbards end total amOutd lOODunted ft( it M NUNS VOID (IN -OUT) ONDICAP greCURITv 1TANDARD trOtal of fransactien, for each validatiOn *arritem:CE 1pir41MOM' d Oft yOUtM OR SING it OTHER TE LOCATION .:..40.TENDANT NAmE: [Your informationclear hand writer% ATTENDANT SIGNATURE •iNIFTMRS ERVISOR NAME: JPEWflSORSlGNATURE COA&ENTS 0 $ t00 2.001 3.00 400 5.00 5.00 7.00 ROO 9.00 5 10.00 TOTAL VAtUE TOO OrtronSititit0:4'1010.014 taith OM' aI Of value fer fren$500on amount TOTAL TRANSIENT TOTALCASFfr teD011111918d bY: Th9 SUPePOLi '19Ong YOW tePOI't r. PROM AO 7c be cOMpieted by tie kuperVisor 1 I dosing YOUr tePort "Farm CASH DEPOSITS REVENUE{ .:ifititC.T., 0 00.466101164.00:44el° . RIDA SALES TAX . Y.4:1tAir.000# . • M7000-2084 ,......,..... ,„ . . „ • (SNORT) 14,_ _.."...........„... CMBPF Handbook/ Section 5.8/ Page - 1- City of Miami Beach Parking Facilities Pay on Foot Daily Report (13th Street Garages) Sample PAY 014 FOOT DAILY REPORT Date: -rhursclakj, April, i2, 2007 Stilt 07:00 RiutD 03:00rit Sq). Name: Cash Skold *TVs Tal $ 1.00 44 4.00 $ 2.00 24 16.00 $ 3B 54 15:00 $ 4.00 44 1E00 $ 5.00 4 4 20.00 $ 6.001 7 4 42.00 $ 7.00 2 4 14.00 $ 8.00 25 4 120.00 Atinal 13.rr) I C. Card I Smart Can. Anstalt *Tana Total $ 1.00 3 340 $ 2.00 5 W.00 $ 3.00 00I27 $ 4.00 3 12001 $ 5.00 2 10.00 I I 6.00 1 6.00 I $ 7.00 2 56.00 1$ 8.00 363)1 4 12•00 2 1!3) You must irianuafly any amount not ofttheraport Shift: Cash $ Arnowd #1M $ 1.00 3 A $ 2.00 44 5 100 1 A $ 4.00 2 1 4 $ 5.00 1? 4 $ 6.00 454 $ 1.00 74 $ 8.00 34 4 1200 &Motile 7,0014 42.00 3.00 .00 Sad* 3).00 4 202.00 94).Nune: Slierrtici ?Arts C. Card Snort Cards TI $ Ainomd #1ui Total 1.011 j 9. 2.001 6 1200 3.00j 3 4.00 4 16.00 5.00 30.00 6.00 3 12.00 7.00 j '3.00 I 8.00 2 16.00 12.00 j 5 .90.00 3.00 2.00 15 3.00 15 2.00 40.00 270.00 4.9.00 1$ 24.00 72.004 1 1 477.00 ludas Ow Om Limit Tem Gees Alog tith Cashier Reporq $ Awed Out Any9VEUMtbeffited ataly Owe the Unit 3.00 I 762463 4 5.001 "5643 1.00 674.5761 47.00 1 4 263.00 CMBPF Handbook/Section 5.8/ Page - 2 - 3:15 16551 12:03 5:55 23;56 1,9 City of Miami Beach Parking Facilities Pay on Foot Daily Report (12th Street Garages) Sample PAY ON FOOT DAILY REPORT Date: Thursdcrki, AriL 12, 2007 IS* 07:008 .tn03:00pWc St4r.Nair Ar4t attr%j 1 Cash C. Card t Smart Cards 1 $ knout d Tire Total S Amount 6 Tire Total 1 $ 1.00 4 # 4.00 $ 1.00 3 3.00 1$ 2.00 8 4 1.6.00 s 2.00 5 10.00 $ 3.00 5 4 15.00 $ 3.00 9 2700 $ 4.00 4 4 11).00 S 4.00 3 12.001 $ 5.00 4 4 20.00 $ 5.00 2 10.001 S 6.00 i 4 42.00 s 8,00 1 6.001 3 7.00 ' 2 4 14.00 S 7.00 8 56- 8.00 6`8.00 15 4 1.20.00 $ 6.00 6 4 ./ 4 12.00 3 4 36.00 4 12.00 2 / 36.» $ / 4 d all transaction done thro1gh / - 14 -114 Over Ow Limit (Ticks( Dori Wong nith Cashier Report) 4 $Amoud richt In I Out 1.00 235504 13:54 10;46 at 2A Garage 1.00 8.00 500 Exrl Varity Credit Cards II Tare Total 1 4 1 4 1 14 14 14 3.0014 Subtotals 5200 14 283.00 St6iata1s 39.00 4 208. Ship 013:01 rvt to 11:001#1. I St4. Naas: Sheard &crts Is 1s Is IS S S S 1.00 8.00 3.00 12.00 Cash C. Card 1 Smart Cards sit 0 Tire Total S Amount it Taro Total 1.00 3 4 3.00 $ 1.00 3 9.D0 4 2.00 4 4 2.00 8 2.00 6 1240 4 3.001 1. 4 3.00 $ 3.001 3 9.00 4 4.00 2 4 2.00 $ 4.00 4 16.00 I 5.00 8 4 40.00 $ 5,00 b 30.001 6.00 45 4 270.00 $ 6.00 3 12.00 1.00 7 4 43.00 $ 7.00 5 63.00, 8.00 3 4 2440 $ 8.00 2 1.6.00 4 izoo 614 7240 4 18.00 73.00 4 477.00 Steibstils 47.00 14 1.00 3.00 5.00 1.00 90.00 $ Annnud - $ 5.00 14 4.00 I 200 _I 263.00 IStsbbotab CMBPF Handbook/Section 5.8/Page - 3 - sr Report) #nkat# In Out 764838 315 23:00 762463 16:55 545 985643 18:03 5:59 67+5' 73,56 x3:35 Exit Wavy CradR Cards 1 Uri Total 1 4 5.00 1 4 4.00 1 4 2,00 4 14 14 340 1 4 11.00 City of Miami Beach Parking Facilities APS Station Daily Report (13th & 126 Street Garages) Sample APS Status Report Lane # 30 Description Coin Vault Note Hppr 1 Note Hppr 2 Note Vault Current Balance Coint Vault Total Coins Note Hppr 1 Reject Note Hppr 2 Reject Note Vault Total Notes Total Cash Present Level Yes OK Yes OK Yes OK Yes OK Comm Work Yes Yes Yes Yes Value Count 0 $1.00 414 $1 0 $5.00 Yes Yes Yes T $ 5.00 denomt atkm mustnot reach 63 cant Ones itget to 60 you must alit Oily Supervisor to have it refilled. Ones The final rem 4'144 out you t doseyour datifyl. l :fou CMBPF Handbook /Section 5.8 / Page - 4 - 4/11/2007 13:59 APS STATION Code Amount $0.o0 $0.00 $414.00 $1.00 $745.00 $5.00 $729.00 $1,888.00 $1,888.00 City of Miami Beach Parking Facilities APS Final Station Report Form (13th & 12th Street Garages) Sample Daily Lane Report Printed On: 04/11/07 Report Date: 04/01/07 Last Cleared On: 04/01/07 Lane Description: Lanett 30 4:07 APS STATION ( A) Firm' Rep�itTime Description Count Txns Revenue Parking Fee ( A ) Lost/Manual Fee ( B ) Misc Fees ( C ) Charges ( D ) Plus Fees Taxes ( E ) VC Created/Add ( 1) 366 $2,408.00 0 $0.00 O 0 $0.00 O 0 $0.00 O 0 $0.00 O $0.00 O 0 $0.00 Gross S2,408.00 Lane Summary Count CaSb ROpcitt Cash Sales 1579.00 Debits 0.00 Validations 0,00 0 Minus Fees 0.00 0 Alternate Payments 829.00 104 Gross 104 Net (Cash + Alternate Payments) 104 Cash Refunds Cash Owed Non-Reseteable Gross Revenue Transactions Tickets Vends CMBPF Handbook /Section 5.8 / Page - 5 - Txns Revenue 264 0 O $0.00 O $0.00 104 $829.00 $2,408.00 $2,408.00 Txns Revenue, O $0.00 O $0.00 Count/Amount, $64, 416.00 $9, 954.00 $9,953.00 $0.00 City of Miami Beach Parking Facilities Deposit Bag Verification Sheet Form Sample CITY OF MIAMI BEACH DEPOSIT BAG rift' that each nO d plicated VERIFICATION CONTROL SHEET Location Name: 1? Std 4ara Location Number: Date Time Attendant Full Name 4-1310 12:34 CarwwEwAl ft so 4-DEc 1240 CttrntewAi, fonso 4DCC 2:45 4-1X0 3:15 4rtrta Polito You must be sure th each drop you register on this page belong to the Walton assigned°h:the top Verified 3y $ Amount Print Name Initial 500.00 Mard4 NOW= MN 4 50000 Martiw NR rvaa MN wur.L crran,ados M� RAWL craruodos I M4 :I Each line raft be fili>Qd completely, with,-. ear wand writ l• phis page mit cr ntain no scratches or Ergs, #f so, you rrlust #ili anew one and keep orl for read fora leatt 24 hours TOTAL CASH DROPS TOTAL CREDIT CARDS TOTA GROSS (TAXABLE) TOTAL NET ACCT# SALES TAX ACCT# OVER / SHORT (circle to indicate) ACCT # TOTAL SMART CARDS NOT TAXABLE TOTAL MERCHANT VALIDATIONS NOT TAXABLE The Supervisor collecting the bags must write down the date and time the collection took place. City of Miami Beach Employees will not accept the bags, If date, time and supervisor's signature are left blank Date: Time: CMB Supervisor Name (Print) Auditor Name (Print) CMB Supervisor Signature Auditor Signature CMBPF Handbook/Section 5.8 / Page - 6 - 6E5661i620000t 2520t0tE90 CITY OF MIAMI BEACH PARKING SYSTEM FUND PREFERRED LOT (P -LOT) LOCATION CODE 444906 UA 1 t: City of Miami Beach Parking Facilities Deposit Slip Form Sample CURRENCY COIN TOTAL CASH CHECKS OTAL UST ThursdriH, Apra i2, 2007 - DOLLARS CENTS This form will be generated from the Verification Control Sheet All drops mu* belong to the Thione irdprinted on the top of the Op Each one of the drops raged ori: the Verification ti form must be accounted on N. _ this Slip. /4563 500 0 764R 450 0 You must verify not to repeat drops. 350 0 500 0 Matching the arfOUnt f1m 2763 4324 2345 500 0 3553 500 0 1 10 11 12 13 11 11 16- 17 11 201 c \ J CMBPF Handbook/Section 5.8 / Page - 7 - amount must 0eequal to >i:ern the ri ri(ficaton Date of Report Supervisor. City of Miami Beach Parking Facilities Attendant Shift Report Check List Form Sample CITY OFMIAMI BEACH ATTENDANTS SHIFT REPORT CHECK UST ihursotay, . 4pr . iz 2007 5chardo Carrawza Cashier Name: f}idt Crtspo Location Name: coast (Please Print) Process Verified # of No Charge Tickets OK Signature & ID # on No Charge Tickets Handicapped Ticket Log Matches Tape Manual Transactions Match Tape Addition # of Tickets Collected OK # of Tickets X $ Amount OK Addition $ of Tickets Collected OK Amou nt Deposit Correct Deposit Verification & Sllp OK # of Transactions OK Sales Tax Calculation OK Comments: NO OK OK OK OK OK OK OK OK. OK Explanation petv r must ch each ore nd iduaHys You taldng all responsibik for not addressing any problem:to bedeck by the Auditors. XshOrt4 3.00 St!ijttiEOl b0 Ctll Each anion I Itt be folim by .sllort explanation mer comments Cashier had Dm t olett o f 4 3.00 Sts sat bH 40e Mr. LaboH. ctwas .Stawdard Oniffictite Date: Supervisor Signature CMBPF Handbook/Section 5.8 / Page - 8 - City of Miami Beach Parking Facilities Manual Ticket Log Form Sample CMBPF Handbook/Section 5.8/Page - 9 - C!@ of Miami Beach Pa kin Facilities c »FHandbook / Section s8ZPage -k- No Charge Log Form Sample 2 z 0 ca City of Miami Beach Parking Facilities CMBPF Handbook /Section 5.8/ Page -11- Lost Ticket Report Form Sample Date In Mame Adu#sss State City of Miami Beach Parking Facilities CIYoF MIAMI BEACH 1OST TICKET :RSR 04,44/07 dimer Lie. fila. State Make of Car a: S*te Cash Amount Paid CMBPF Handbook/Section 5.8/Page -12 - 30 Minutes or Less Form City of Miami Beach Parking Facilities CMBPF Handbook / Section 5.8 / Page - 13 - Dat( Cashier Name 0 4 5 6 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 1.5Aue Timt 7112-KAR 25 3y -'-Hf 26 27 sTy-t4111-1- 28 29 30 31 32 33 34 35 36 37 38 39 41 42, 43 45 46 471 48 49 City of Miami Beach Parking Facilities City of Miami Beach Parking Facilities 30 Minutes or Less Tag Log 11:00 AM Loc. jOse W41413°14. Shifi 50 51 52 55 56 57 591 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 CMBPF Handbook/ Section 5.8 / Page - 14 - cartiSe Lane to 6p Paw 75 76 771 781 79 80 811 821 83 84 85 86 87 88 89 901 911 92 93 94 95 96 97 98 99 of 2.3 0i City of Miami Beach Parking Facilities Section 5.9 Disciplinary Policies and Procedures Rules of Conduct It is essential to our success that all employees reflect the highest possible standards in the performance of their responsibilities. In so doing, your bring credit to yourself as well as to the Company. In turn, it is the company's intent and desire to provide good jobs, whit a far day's pay for fair day's work; to maintain safe and proper working conditions; to treat all employees fairly, without discrimination or favoritism; and to keep employees informed concerning what is expected of them As follow you will find some of the most used disciplinary actions that we, as Supervisors Must to follow and enforce. CMBPF Handbook/Section 5.9/Page -1 - City of Miami Beach Parking Facilities PROGRESSIVE DISCIPLINARY WARNING Employee Name Miguel Beingolea Date August 14, 2007 Location 2G, 17th Street Garage On, August 13 you violated Company rule(s) in the following way: Describe the Violation below: Not following cash handling procedures, resulting in misplacing of revenue bag • On July 16th 2007, you did not follow revenue deposit procedures resulting in a misplacing of a collection bag of $300,00. Your conduct was not in keeping with efficient operations and, therefore, we find it necessary to proceed as follow: ( ) Administer this VERBAL WARNING ( ) Administer this 1ST. WRITTEN WARNING ( x) Administer this 2°d. WRITTEN WARNING and SUSPENSION days. ( ) Suspension begins , ending FURTHER VIOLATION OF THIS OR ANY OTHER COMPANY RULES WILL RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION. THE COMPANY RESERVES THE RIGHT TO BYPASS ANY OF THESE PROGRESSIVE DISCIPLINARY STEPS DEPENDING ON THE SEVERITY OF THE VIOLATION AND FACTORS INVOLVED. TERMINATE your employment ALL WRITTEN WARNING MUST be signed by the employee receiving warning. ALL WRITTEN WARNINGS MUST be signed by the person administering the warning. Employee Signature Supervisor Name Date Date Witness *Necessary if employee refuse to sign. CMBPF Handbook/Section 5.9/Page - 2 - City of Miami Beach Parking Facilities Follow you will find samples that you may use: 1) Unsatisfactory work, Failure to follow standard revenue procedures a) Your report came out over/short b) You will be suspended until conclusion of the investigation c) Upon conclusion of the investigation you will be notify the result 2) Not following cash handling procedures, resulting in misplacing of revenue bag a) On July 161 2007, you did not follow revenue deposit procedures resulting in a misplacing of a collection bag of $264.00 3) Refusal to obey a reasonable direct order a) You were directed to stay by the entrance of the parking b) You being advice no to let vehicle park over designated area 4) Abandon work station or work area without supervisory approval a) You left your traffic post for 1 hour b) You abandon your seller post 5) You are not allowed to use cell phones while you are working a) Even if the phone is on speaker or using an earpiece it is not allowed b) This is a problem that must end immediately!. Radios and TV's are not allowed in the booths c) This includes portable music devices (mp3 player and CD players) 6) Courteous conduct is essential a) Under no circumstances are you permitted to disrespect customer, co-workers, or superior b) Regardless of the circumstances, any lack of courtesy on your part may result in dismissal 7) You are not allowed to be reading magazines or books while you are working 8) Customer or Employee expect and deserve to be treated with respect at all times a) If you do not have a correct answer, call the office or a supervisor, do not argue the customer b) If customer don't have money to pay, call for assistant, do not argue the customer c) If the customer rise the voice, do not argue the customer 9) Failure to follow City of Miami Beach procedures a) Accept gratifies or tips in order to grand access to a facility of prohibited b) No issuing ticket to each vehicle c) No written the information on each ticket d) Charging customer not issuing tickets e) Overselling parking spaces f) You fail to request authorization to manually open a facility gate 10) Honesty -Voiding and Errors in Collections a) You have repetitively make mistakes on your reports. See attachment. 11) Unauthorized Absence Days a) You being absent for 2 days without authorization b) You being absent without reasonable justification 12) Being late to work, you were schedule at 05.00 pm a) Arriving to work at 05.30 without calling b) Arriving to work 15 minutes after your schedule time c) Arrive to work late with no reason 13) Loafing, failing to attend to work or other abuse of time CMBPF Handbook/Section 5.9 / Page - 3 - City of Miami Beach Parking Facilities a) You clock 1 hour for lunch b) You spend 20 minutes talking to another co-worker while bathroom brake 14) Action on the part of any individual or group of employee to disrupt or intimidate fellow employees 15) Interfere with normal and efficient operations or restricting, hindering 16) Limiting production, output or services 17) Being under the influence of intoxicating beverage or narcotics while on duty 18) Changing schedules without manager's approval 19) Drink or using narcotics while on duty 20) Possessions of alcohol or illegal drugs on your person, in booths, at work station 21) You are not allowed to have food or beverages over the counter 22) Insubordination including a refusal to obey a reasonable direct order 23) Swearing to a Supervisor or Manager 24) Leaving work station or work area without supervisory approval 25) Sexual or other harassment of fellow employees, management or customers and/or violations of the Company's Non -Harassment Policy 26) Sleeping on duty 27) Smoking is prohibited in all the company's offices, garages offices and cashier booths a) Additionally, smoking is prohibited in all garage parking areas except as specifically authorized by the garage 28) Visitors, friends or relatives of employees are not permitted to loiter in our facility during working hours 29) You may not allow strangers to "hang around" 30) You should not visit other employees who are working and should leave the premises when you shift ends CMBPF Handbook/Section 5.9/ Page - 4 - ,* . i.,....,i ii::.'•:.];',....,..: City of Miami Beach Parking Facilities Section 5.10 ACKNOWLEDGEMENT RECEIPT OF SUPERVISOR HANDBOOK — UPDATED 2007 I acknowledge having received a copy of the Supervisor Handbook for the City of Miami Beach Parking Facilities and I agree to read and become familiar with its contents ✓ My employment relationship with the Company is voluntary, and there is no specified length of employment, This Supervisor Handbook is not indented to express or imply any contractual obligation by the Company to continue, or to follow any stated policy or procedure with respect to, employment. Employment is at -will, and I understand that I have the unrestricted right to terminate or change the terms of my employment (including without limitation terms regarding promotion or demotion, transfer, compensation, benefits, duties and locations of work) with or without cause or prior notice. ✓ All guidelines, policies and procedures in this handbook may be change from time to time at the discretion of the Company, and no revision to the Company's policy of at -will employment will be effective unless expressed in writing signed by me and an officer of the Company holding the position of Facility Manager (or higher) Supervisor Signature Print Full Name Date Phone Number COPY TO KEEP IN HANDBOOK CMBPF Handbook/Section 5.10 / Page -1- City of Miami Beach Parking Facilities ACKNOWLEDGEMENT RECEIPT OF SUPERVISOR HANDBOOK — UPDATED 2007 I acknowledge having received a copy of the Supervisor Handbook for the City of Miami Beach Parking Facilities and I agree to read and become familiar with its contents ✓ My employment relationship with the Company is voluntary, and there is no specified length of employment, This Supervisor Handbook is not indented to express or imply any contractual obligation by the Company to continue, or to follow any stated policy or procedure with respect to, employment. Employment is at -will, and I understand that I have the unrestricted right to terminate or change the terms of my employment (including without limitation terms regarding promotion or demotion, transfer, compensation, benefits, duties and locations of work) with or without cause or prior notice. ✓ All guidelines, policies and procedures in this handbook may be change from time to time at the discretion of the Company, and no revision to the Company's policy of at -will employment will be effective unless expressed in writing signed by me and an officer of the Company holding the position of Facility Manager (or higher) Supervisor Signature Print Full Name Date Phone Number ORIGINAL TO KEEP IN PERSONAL FILE CMBPF Handbook/Section 5.10/ Page -1- City of Miami Beach Parking Facilities MANDATORY MEETING ATTENDANCE F cil y:Manager Signature niaine:t Signature Date: CMBPF Handbook/Section 5.10/Page - 3 - City of Miami Beach Parking Facilities MANDATORY MEETING ATTENDANCE lity Wiager Signature' Print name f Signature pate CMBPF Handbook/Section 5.10/Page - 4 - anager Signature e / Signature re City of Miami Beach Parking Facilities HANDBOOKS UPDATES Date Time CMBPF Handbook/Section 5.10/Page - 5 -